For the globalization competition, high-speed progress of new technology and science etc., the environment of enterprises operation is fast changing now, in the face of so fast environmental changes, propose and implement effective organizational changes activities only, it is crucial to enterprises survival and continuous growth. By the practice of organizational changes, change activities could be separated into several types, like manufacturing management related, or organizational structure related etc., and CRM belong to marketing function related. Recently, for meet the various demands from customer, enterprises begin to pay attention on customer relationship management, and CRM becomes one of the change activities that the business circles make earnest efforts to promote. In different organizational changes activities, what is the Human Resources Department positioning and role? and how to help enterprises to reach the goal of change activities? That is the Human Resources Department and staff member must pay attention to for now . This research makes use of one case that enterprise implement CRM activity, to study the role of Human Resources Department and the relevant activities in CRM and other organizational changes activities in enterprises, the main conclusions are as follows: 1. When the Human Resources Department facing the change activities in enterprises, it must jump and take off the myth of that HR must be the ¡¥change agent¡¦, it should recognize and understand what¡¦s the limitation of itself, then getting more careful to choose and act the correct role. 2. In enterprises changes activities, if Human Resources Department can not to be the change agent, then it should act the role of key support, assistance and communicating, besides, it should initiate and conduct the related project in its own department to feedback and echoed the organizational changes activities.

Na área de serviços, e mais especificamente no segmento hoteleiro - que tem enfrentado, como em outros segmentos de negócios, um grande aumento de concorrência, aliado ao aumento do nível de exigência dos consumidores - o diferencial representado pelas pessoas, que fazem parte da organização, é mais do que uma vantagem competitiva: é uma questão de essência. Afinal, o negócio hoteleiro está associado ao conceito de hospitalidade, e a hospitalidade, em sua essência, é um atributo de pessoas, e não de lugares ou de instalações. Considerando que a cultura organizacional (CO) de uma empresa pode ou não possibilitar a superação deste tipo de desafio de caráter humano, realizou-se um estudo de caso em um hotel que buscou um reposicionamento mercado lógico, com o objetivo de observar como esta mudança se refletiu na cultura da organização. Optou-se pela metodologia qualitativa, utilizando-se como instrumentos pesquisa documental, entrevistas e observação participante. Os resultados desejados pelos gestores, em termos de produtividade, foram alcançados. Observaram-se mudanças organizacionais importantes, impostas no estilo \'top-down\' e que ocorreram no nível mais superficial da cultura. Não houve alteração no sistema de valores ou nas políticas institucionais. Os resultados positivos em termos de produtividade fundamentaram-se nos valores das equipes orientadas para a satisfação do cliente e para a hospitalidade. Valores e normas, já estavam internalizados desde o processo de socialização no hotel, sendo que a mudança em procedimentos não chegou a afetar este aspecto. Conclui-se que o grande desafio desse empreendimento é o desenvolvimento de uma CO que conjugue profissionalismo e afetividade. / Considering the services area, specifically the lodging industry which has facing, just like others business segments, a huge concurrence and growing level of consumers\' exigency - the differential represented by human beings, which are part of the organization, is not just a competitive advantage: it is an essence issue. After all, the hotel business is related to the hospitality concept, and hospitality, in its essence, it is an attribute of people, and not an attribute of places or accommodations. Considering the importance of the people in a lodging organization, and that the behavior of these people influences and it\'s influenced by the organizational culture, justify a deeper look to the cultural elements which defines behavior patterns. In this way, it introduces a study case in a hotel that looked for a marketing repositioning, and it involved relevant organizational changes. The information collected on documental research, interviews with managers and employees, and participant observation tried to understand how the organization culture makes the hotel and the people be how they are. The data analyses suggest that changes were made on superficial levels of culture, and the managers\' desired results, in productivity terms, were reached.

The effects of globalization have changed the global market rules which encourage many firms to expand their sales to foreign markets with the aim of entering new and potential profitable market. OnDemand Group (ODG) ‚ UK Based Company that focuses on content management on the platforms of operators’ music and video‚ has already seen the advantages by entering 24 different country markets and now by entering to Dubai market which is the opportunity for ODG to move to Middle East market. However‚ the internationalization process is a long process for the firms. The firms must choose the right market, right entry modes, target markets to benefit from opportunities, design new global marketing program, and find appropriate ways to implement that program in each market. In this thesis‚ we mainly focused on implementation of global marketing program‚ because‚ regional differences due to different preferences of other markets can be a shortcoming for ODG for the creation and implementation of global marketing program in Dubai. Our aim is to understand how OnDemand Group marketing program accommodate these differences, and what changes they are making in the marketing program and organizations to reach the new potential markets and broadband operators in Middle East close to United Arab Emirates market. To find out the answers for our research question related with global marketing program‚ Qualitative method is used in our study. Qualitative method in this research will aim to collect both primary data through e−mail and phone interview, and secondary data related with ODG is obtained through ODG website and relevant reports, academic journals, university database, books and relevant websites. In conclusion, we clearly observe that many aspects of the global marketing program remained unchanged, and there are many processes that are even standardized like some processes in the operations and the strategic management models by headquarters. However when it comes for the end customer services offered by ODG, there are a quite high level of customization between different regions and countries. In real practice, we find this applicable even for simple product companies that offer some level of services. .

The focus of this paper is to examine information communication technologies (ICTs), organizational changes, R&D, and collaboration through econometric regression analysis. We concern about the impact of the sunrise biotechnology industry in emerging developed economy of Taiwan. This paper investigate the determinants of organizational changes, and complementary relationship between ICT labors, ICTs, and organizational change and study the determinant model of the most important topics, R&D and collaboration, which display biotechnology¡¦s characteristics.

Denna uppsats bidrar med förståelse för effektivitet vid kommunalaorganisationsförändringar utifrån kommunernas övergripande uppgifter. Utgångspunktenligger i en organisationsförändring inom Ludvika kommun som resulterade i en nySamhällsbyggnadsförvaltning. Offentlig sektor är intressant att studera då offentligaorganisationer agerar i en komplex omgivning med krav att ta hänsyn till motstridigaintressen. Effektivitet är komplext då det inte finns någon entydig definition av begreppet.Med hänsyn till motstridigheterna i offentliga organisationer adderas ytterligarekomplexitet i begreppet. Kommunernas övergripande uppgifter (samhällsutvecklande kommunen,myndighetsutövande kommunen, kommunen som lokalt samhälle samt kommunen somservicemarknad) består av att hantera både nationella restriktioner men även de lokalamedborgarnas krav och förväntningar. Centralt i studien är en modell som sammankopplardessa olika uppgifter i relation till företagsekonomiska värderingar ochsamhällsvetenskapliga dito. Modellen tar även hänsyn till lokalt respektive statligt styre.Utöver detta utgår studien ifrån teorier gällande effektivitet, vilka sätts i relation till dencentrala modellen. Studiens fallorganisation studerades via intervjuer och dokumentstudier. Den empiriskadatan visade på organisationens prioriteringar, vilka speglade vad som förändrades i ochmed de organisationsförändringar som skedde. Förändringarna visade på att organisationenfått ett större fokus på företagsekonomiska värderingar. Det framkom även attfallorganisationen avsåg förbättra dess måluppfyllelse mot kommunens medborgare, menatt detta varit problematiskt att uppnå då hänsyn inte tagits till långsiktiga konsekvenser.Konsekvenserna innebar att effektivitetsbegreppets motstridigheter blivit framträdande ochpåverkat varandra på oförutsedda sätt. Dessa insikter bidrar till ökad förståelse föreffektivitetsbegreppet i kommunal kontext.

Made available in DSpace on 2014-06-11T19:26:17Z (GMT). No. of bitstreams: 0 Previous issue date: 2011-01-04Bitstream added on 2014-06-13T20:15:02Z : No. of bitstreams: 1 valdo_nmf_me_bauru.pdf: 1404590 bytes, checksum: c311522d8e2abea27a96ff21a4c1f670 (MD5) / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) / Estudos, relatórios, projeções catastróficas, desastres ambientais e eventos climáticos demonstram que a natureza está no seu limite de capacidade, e que muitos dos recursos hoje disponíveis, breve deixarão de existir. Esta realidade tem provocado intensos embates que resultaram em inúmeros tratados e acordos, além de outro tanto de medidas normatizadoras que constituem o arcabouço institucional ambiental. Verifica-se com isso, o esforço mundial em preservar o meio ambiente e buscar o desenvolvimento sustentável. Os impactos da alteração global do clima não são ameaças para o futuro, o presente já está agudamente comprometido, pois diariamente nos deparamos com as conquências dos atos e fatos danosos decorrentes de nossas ações. Estas questões implicam uma mudança de atitude por parte das pessoas e organizações tanto do setor público, como do privado. Utilizando como método a pesquisa ação, desenvolveu-se este estudo, que constou na implementação de um programa e inserção de critérios ambientais na administração pública (A3P) e que resultou na reformulação dos padrões de consumo e produção dos agentes públicos locais / Studies, reports, projections catastrophic environmental disasters and climate events have shown that nature is at its capacity limit and that many of the features available today, will soon cease to exist. This reality has led to intense clashes that resulted in numerous treaties and agreements, and other normalizing both measures that constitute the institutional framework environment. There is thus, the global effort to preserve the environment and promote sustainable development. The impacts of global climate change are not threats to the future, this is already acutely compromised, because every day we are faced with the consequences of damaging acts and facts resulting from our actions. They imply a change of attitude on the part of individuals and organization, in both the public sector, and private. Using the method of action research, it is proposed this study, which consisted in implementing a program and integration of environmental criteria in public administration (A3P) and resulted in the reshaping of the patterns of comsumption and production of local public officials

Na área de serviços, e mais especificamente no segmento hoteleiro - que tem enfrentado, como em outros segmentos de negócios, um grande aumento de concorrência, aliado ao aumento do nível de exigência dos consumidores - o diferencial representado pelas pessoas, que fazem parte da organização, é mais do que uma vantagem competitiva: é uma questão de essência. Afinal, o negócio hoteleiro está associado ao conceito de hospitalidade, e a hospitalidade, em sua essência, é um atributo de pessoas, e não de lugares ou de instalações. Considerando que a cultura organizacional (CO) de uma empresa pode ou não possibilitar a superação deste tipo de desafio de caráter humano, realizou-se um estudo de caso em um hotel que buscou um reposicionamento mercado lógico, com o objetivo de observar como esta mudança se refletiu na cultura da organização. Optou-se pela metodologia qualitativa, utilizando-se como instrumentos pesquisa documental, entrevistas e observação participante. Os resultados desejados pelos gestores, em termos de produtividade, foram alcançados. Observaram-se mudanças organizacionais importantes, impostas no estilo \'top-down\' e que ocorreram no nível mais superficial da cultura. Não houve alteração no sistema de valores ou nas políticas institucionais. Os resultados positivos em termos de produtividade fundamentaram-se nos valores das equipes orientadas para a satisfação do cliente e para a hospitalidade. Valores e normas, já estavam internalizados desde o processo de socialização no hotel, sendo que a mudança em procedimentos não chegou a afetar este aspecto. Conclui-se que o grande desafio desse empreendimento é o desenvolvimento de uma CO que conjugue profissionalismo e afetividade. / Considering the services area, specifically the lodging industry which has facing, just like others business segments, a huge concurrence and growing level of consumers\' exigency - the differential represented by human beings, which are part of the organization, is not just a competitive advantage: it is an essence issue. After all, the hotel business is related to the hospitality concept, and hospitality, in its essence, it is an attribute of people, and not an attribute of places or accommodations. Considering the importance of the people in a lodging organization, and that the behavior of these people influences and it\'s influenced by the organizational culture, justify a deeper look to the cultural elements which defines behavior patterns. In this way, it introduces a study case in a hotel that looked for a marketing repositioning, and it involved relevant organizational changes. The information collected on documental research, interviews with managers and employees, and participant observation tried to understand how the organization culture makes the hotel and the people be how they are. The data analyses suggest that changes were made on superficial levels of culture, and the managers\' desired results, in productivity terms, were reached.

The thesis deals with the dismissals of employees for organizational changes. This area of laubor law become very important in connection with the economic crisis beginning in the year of 2008. The main goal of this thesis therefore is, using various methods of law interpretation and relevant judicature, to find the content of very brief law regulation of artical 52 letter a) to c) Labour code. Finding that, the thesis could be used by the public as a manual for solving unclear law questions. The secondary aim of this disertation is to propose reasonable changes into the law regulation of dismissals of employees for organizational changes.

The subject of this Master's Thesis is organizational culture and its correspondence with organizational changes. The work defines the most basic terms concerning organizational culture - the components, types, functions and diagnostic methods of organizational culture; further it explaines the term of BPO and its characteristics. To analyse the present state of the organizational culture, written question form and personal interviews were used. The main target for the Master's Thesis is to suggest a solution of conflicts between the culture and changes being prepared. This will also contribute to improvement of organizational culture and efectivity of the whole department.

<p>Most organizations of today are more or less influenced by the globalization. This phenomenon has led to that changes belong to the everyday concern of companies in order to be ahead of the competition. Simultaneously, when it comes to discussions about change failures and successes, it mainly is the top management standing in the spotlight. Therefore, the aim of this thesis is to take a glance backstage of organizational changes while focusing on middle management. The purpose of this research is to examine how the middle manager can become a change agent and what contributions this new role can bring to the company. A glimpse on the historical evolution of the middle manager´s role and status helps to identify the underlying causes for the existing stereotype of this management group as well as the reasons for why middle management seems to belong to the ‘forgotten breed’ in organizations. Furthermore, the concept of changes and change management is outlined in order to clarify why changes fail and how those failures can be prevented with the help of a change agent. Based on this theoretical framework, the potential of middle managers acting as change agents is discussed. Additionally, due to the fact that the middle manager’s role as a change agent is not fully recognized yet, an own developed concept is outlined. This model is created as a result of empirical research in terms of interviews with consultants as well as extensive literature studies within this research area. The concept demonstrates how a middle manager can become a change agent and which contributions this new role can bring to the organization. Overall, it can be concluded from the research that it is time for organizations to recognize the potential of middle managers; they are the ones who can make changes happen.</p>