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Fifteen Minutes of Shame: A Multilevel Approach of the Antecedents and Effects of Corporate Accounting ScandalsJimenez-Andrade, Jesus Rodolfo 01 June 2018 (has links)
No description available.
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Värdegrund som styrmekanism : En fallstudie om en kommunförvaltnings värdegrundsarbeteAndersson, Daniel, Österman, Martin January 2019 (has links)
En tillitsbaserad styrprincip efterfrågar värderingsdrivna organisationer som kan nyttja organisatoriska värdegrunder som styrmekanismer. Frågeställningar behandlade förhållandet mellan organisatorisk värdegrund i relation till organisationsidentifikation, professionell värdegrund och praktiserad värdegrund. En fallstudie tematiserades utifrån 11 intervjuer med enhetschefer och medarbetare från en kommunförvaltning. Utifrån frågeställningarna genererades tillhörande teman. Samstämmigheten med professionell värdegrund relaterade till temana gemensam grundsyn och tydlighet. Med praktiserad värdegrund till temana styrmekanism, konkretisering, samverkan och förutsättningar. Förhållandet till organisationsidentifikation gav temana närhet, öppenhet, värdekongruens, tydlighet och rykte. Resultatet visade på upplevd samstämmighet mellan den organisatoriska värdegrunden och den professionella samt praktiserade värdegrunden med några avvikelser. Den organisatoriska värdegrunden hade en del i identifikationsprocessen. Studien kan utveckla förståelsen om värdegrundens roll i identifikationsprocessen samt bidra till att organisationer som ämnar att bedriva värderingsstyrning ges en inblick i ett värdegrundsarbete och påverkande faktorer. Värdegrund kan användas som verktyg vid rekrytering och marknadsföring för att locka individer med önskvärda professionella värderingar.
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Qualidade de Vida no Trabalho: análise de um modelo mediacional / Quality of working life: analysis of a mediating modelDeus, Daniella Pereira de 21 November 2006 (has links)
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Previous issue date: 2006-11-21 / This study aimed at analyzing the mediating power of organizational values in the relation
between the power bases and life quality at work. In order to do so, we propose an analysis
model that investigates the influence of the organizational values in the relation between
the power bases and life quality at work. We counted on the participation of 227 workers
of four organizations a public one, philanthropic one and two private ones. The
instruments used in order to collect the data were: an organizational values inventory, a
scale of perception of the power bases and the scale of perception of life quality at work.
The collected data were analyzed with the use of SPSS - Statistical Package for the Social
Sciences, version 12.0. The results of the analysis show that only the organizational value
conservation mediates the relation between the power bases of legal prerogatives and
resources control and life quality at work. Among the biographical values, only the
gender influenced life quality at work. / Este estudo teve como objetivo analisar o poder mediacional dos Valores Organizacionais
na relação entre as Bases de Poder e a Qualidade de Vida no Trabalho. Para tal, propõe um
modelo de análise que investiga a influência dos Valores Organizacionais na relação entre
as Bases de Poder e a Qualidade de Vida no Trabalho. A realização do estudo contou com
a participação de 229 trabalhadores de quatro organizações, sendo uma pública, uma
filantrópica e duas privadas. Os instrumentos utilizados foram: Inventário de Valores
Organizacionais, Escala de Percepção de Bases de Poder e Escala de Percepção de
Qualidade de Vida no Trabalho. Os dados recolhidos foram analisados utilizando o SPSS -
Statistical Package for the Social Sciences, versão 12.0. Os resultados das análises
demonstraram que apenas o Valor Organizacional Conservação medeia à relação entre as
Bases de Poder Prerrogativas Legais e Controle de Recursos e a Qualidade de Vida no
Trabalho. Dentre as variáveis biográficas, apenas o gênero demonstrou ter influência na
Qualidade de Vida no Trabalho.
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Religiosidade nas organizações empresariais de Barueri: um estudo sobre a influência da religiosidade nas micro e pequenas empresasJunqueira, Mário Jorge da Silveira 25 April 2014 (has links)
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Previous issue date: 2014-04-25 / This dissertation evaluates the relationship between the fields of religion and
economics present in the city of Barueri. Through the analysis of the influence of
religious actions on the composition of the organizational culture of companies in the
municipality, founded in micro and small companies that survive the characteristic
difficulties in this business segment, which represent more than 99% of the total
formal businesses actually created in the country which in turn represents 53% of
jobs created in the whole of Brazil. This present situation created a series of
initiatives of the government and the rest of the population incentivizing the
improvement of the MPEs (Micro and Small Companies) to compete in the market.
One of the initiatives, based on the international model of evaluation of managerial
organization created in 2008 by SEBRAE (Brazilian service for the support of micro
and small companies) and FNQ (National Foundation of Quality) is the MPE Brazil
(prize for competitiveness of micro and small companies). The model mentioned
(MPE Brazil) was formulated with a base of studies, which indicated organizations
considered as references of success, values in common inserted into the respective
cultural organizations. The initial starting point for this dissertation was to take initial
data from existing books, materials from the internet, articles and critical research
etc., following this the method I used was a case study with data collected in the form
of interviews from various business leaders. I also developed analysis of
corporative artifacts searching to interpret the presence of the religious field in the
aspects of the researched companies cultures. The considerations on the
relationship of religiosity in shaping the entrepreneurial spirit of the entrepreneurs
interviewed, and their respective leadership styles, hence the formation and
transformation of culture and organizational values are presented throughout this
dissertation / Esta dissertação avalia as relações entre os campos religioso e econômico,
atuantes na cidade de Barueri, por meio da análise da influência de ações religiosas
na composição da cultura organizacional de empresas do município, fundadas como
micro e pequenas, e que sobreviveram às dificuldades características desse
segmento empresarial, correspondentes a mais de 99% do total de
empreendimentos formais criados anualmente no país, sendo ainda responsável por
53% dos postos de trabalho em todo o Brasil. Essa situação conjuntural
desencadeou uma série de iniciativas do governo e da sociedade civil, visando à
melhoria da capacidade de as MPEs (Micro e Pequenas Empresas) competirem no
mercado. Uma das iniciativas, baseada em um modelo internacional de avaliação da
qualidade da gestão das organizações, foi a criação, no ano de 2008, pelo Sebrae
(Serviço Brasileiro de Apoio às Micro e Pequenas Empresas) e FNQ (Fundação
Nacional da Qualidade), do MPE Brasil (Prêmio de Competitividade para Micro e
Pequenas Empresas). O referido modelo foi formulado com base em estudos que
identificaram em organizações, consideradas referências de sucesso, valores em
comum inseridos nas suas respectivas culturas organizacionais. Para o
desenvolvimento inicial desta dissertação, foi realizada a coleta de dados, tomando
por base fontes bibliográficas primárias, secundárias e em literatura crítica. O
método utilizado foi o estudo de casos, com coleta de dados por meio de
entrevistas. Desenvolveu-se, também, a análise de artefatos corporativos ,
buscando interpretar a presença do campo religioso nos aspectos da cultura das
empresas pesquisadas. As considerações sobre a relação da religiosidade na
formação do espírito empreendedor dos empresários entrevistados, e dos seus
respectivos estilos de liderança, consequentemente da formação e transformação da
cultura e dos valores organizacionais, são apresentadas ao longo desta dissertação
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Valores organizacionais e racionalidades: uma visita ao terceiro setorLouback, Jones Carlos 07 March 2006 (has links)
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Previous issue date: 2006-03-07 / Fundo Mackenzie de Pesquisa / Human values act as pointers guiding life and the day to day of individuals, groups, organizations and societies. These values are organized in two bipolar dimensions: self-transcendency versus self-promotion and open to change versus conservative. The former values the independence of thought and action and the latter the preservation of customs and rules plus material security. Keeping in mind the fact that values give bearing to actions, it is possible to expect them to be of underlying rationality: in the first dimension, rationality which is substantive to values of self-transcendency and instrumental rationality to self-promotion. The second dimension being both types of rationality, independent of it s pole. The Organizations of the Third Sector occupy a privileged position to perform in based on the substantive rationality. This research was dedicated to the study of Organizations of the Third Sector with the objective of seeking to understand the relationship between organizational values and rationality. Through identifying the organizational values that permeate the Non-Governmental Organizations selected and the understanding of the relationships that were found amongst the bipolar dimensions and the rationality as well as the a relationship between the functions of the values and rationality. A multi case study was adopted with quantitative research and qualitative research that was done in three organizations. The results made evident that there is a relationship between the rationality and the Self-transcendency and self-promotion of the organizational values. However, the historical period which the organization first arose, the religious or spiritual belief that is shared in the organization also enter the explanation of the relationship found between the rationality and the dimension of being open to change and preservation. / Os valores humanos atuam como guias orientando a vida e cotidiano de indivíduos, grupos, organizações e sociedades. Os valores organizam-se em duas dimensões bipolares: auto-
transcendência versus autopromoção e abertura à mudança versus conservação. A primeira referindo-se respectivamente a orientação para o outro versus para si próprio; e a segunda,
valorização da independência de pensamento e ação versus preservação de costumes, de normas e segurança material. Tendo em vista que os valores orientam as ações é possível
esperar que a eles sejam subjacentes racionalidades: à primeira dimensão, racionalidade substantiva a valores de autotranscendência e racionalidade instrumental a autopromoção; e à segunda ambas racionalidades, independentemente do pólo. As organizações do Terceiro Setor constituem-se num espaço privilegiado para uma atuação baseada na racionalidade substantiva. Esta pesquisa dedicou-se ao estudo de Organizações do Terceiro Setor, tendo como objetivo buscar compreender as relações entre os valores organizacionais e as racionalidades, mediante a identificação dos valores organizacionais que permeiam as ONG s selecionadas e da compreensão das relações encontradas entre as dimensões bipolares e as racionalidades, bem como a relação entre as funções de valores e racionalidades. Adotou-se o estudo de multicaso com pesquisa quantitativa e pesquisa qualitativa, realizadas em três organizações. Os resultados evidenciaram a existência de relação entre racionalidades e as dimensões de autotranscendência e autopromoção dos valores organizacionais, porém outros fatores como o momento histórico de surgimento da organização e crenças religiosas ou
espirituais compartilhadas na organização também entram na explicação da relação encontrada entre racionalidades e a dimensão de abertura à mudança e conservação.
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Communication of Values : A Qualitative Study at Stena MetallArvidsson, Sofia, Fransson, Lena, Lundgren, Carin January 2010 (has links)
Purpose: The purpose of this thesis is to investigate Stena Metall’s values and how they are communicated within the organization. Background: In the Fall of 2008, the world was shocked by the worst financial crisis in decades. The crisis had deep effects on the Swedish economy, and many companies suffered heavily. The recycling and environmental service company Stena Metall experienced their first negative result in 30 years, and 900 employees had to leave the company. An action program, including an altered culture was established with the purpose to adapt the operations to the new business environmental conditions. Values, which are a part of the organizational culture, were decided to be an important part of the change. To implement these in the entire organization a well-structured communication process is needed. Within these subjects; values and communication, a qualitative study at Stena Metall has been conducted. Method: To fulfill the purpose, a qualitative method has been used. Thirteen interviews were conducted to collect data from different levels of the organization. The interviews were designed differently based on the employee’s level of responsibility in the organization. The theoretical framework used when analyzing the empirical material includes earlier research in the areas of culture, with emphasis on values, and communication. Conclusion: Two set of values have been identified, core values and aspiration values. The findings indicate a gap in the communicational process at Stena Metall. Part of the new information communicated about Stena Metall´s values is lost on its way from the management to the lower levels in the organization. The perception of what the values mean, both core and aspiration values, differs depending on level in the organization.
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Communication of Values : A Qualitative Study at Stena MetallArvidsson, Sofia, Fransson, Lena, Lundgren, Carin January 2010 (has links)
<p><strong>Purpose: </strong>The purpose of this thesis is to investigate Stena Metall’s values and how they are communicated within the organization.</p><p><strong>Background: </strong>In the Fall of 2008, the world was shocked by the worst financial crisis in decades. The crisis had deep effects on the Swedish economy, and many companies suffered heavily. The recycling and environmental service company Stena Metall experienced their first negative result in 30 years, and 900 employees had to leave the company. An action program, including an altered culture was established with the purpose to adapt the operations to the new business environmental conditions. Values, which are a part of the organizational culture, were decided to be an important part of the change. To implement these in the entire organization a well-structured communication process is needed. Within these subjects; values and communication, a qualitative study at Stena Metall has been conducted.</p><p><strong>Method: </strong>To fulfill the purpose, a qualitative method has been used. Thirteen interviews were conducted to collect data from different levels of the organization. The interviews were designed differently based on the employee’s level of responsibility in the organization. The theoretical framework used when analyzing the empirical material includes earlier research in the areas of culture, with emphasis on values, and communication.</p><p><strong>Conclusion: </strong>Two set of values have been identified, core values and aspiration values. The findings indicate a gap in the communicational process at Stena Metall. Part of the new information communicated about Stena Metall´s values is lost on its way from the management to the lower levels in the organization. The perception of what the values mean, both core and aspiration values, differs depending on level in the organization.</p>
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Organizing the immaterial : examining the communicative constitution of a congregationalist churchMcNamee, Lacy Urbantke 10 December 2010 (has links)
This study investigates the relationship between faith, communication, and organization in a large Baptist church. A chief purpose of this study is to describe and interpret potential communicative dimensions and consequences of immateriality (e.g., faith-oriented influences) for organizations and their members. This investigation also interrogates organizational communication scholars’ theoretical understandings of how communication constitutes complex organizations (McPhee & Zaug, 2000; Taylor & Van Every, 2000; see also Putnam & Nicotera, 2009). Toward this end, I conducted an extended case study of a large Baptist church. This research process was guided by descriptive, interpretive, and evaluative questions regarding (a) the nature and interplay of various discourses in the organization, (b) member interpretations and communicative consequences of these discourses, and (c) the implications for a communicative ontology of organizational constitution.
Data collection consisted of formal meeting observations, semi-structured interviews, and examination of multiple organizational documents that presumably inform the church’s organizational processes. In total, I observed 26 formal meetings (52 hours of observation), conducted 40 interviews with pastors, support staff, and lay leaders, and examined seven documents generated by the church and related institutional bodies. Two forms of analysis were employed to strengthen the case studying findings, an ethnographic discursive analysis of the meeting interactions and a narrative analysis derived largely from the interview data.
The ethnographic discourse analysis examines three communication codes that governed the organization’s meeting interactions. I refer to these codes as keep the faith, secular thinking, and business as usual and explore potential patterns and consequences of their collective use. This analysis was supplemented by an additional narrative analysis of interview data that highlighted four narratives representing the varied ways that participants shape and are shaped by the organization. The congregationalist and spiritual authority narratives are more widely espoused and endorsed in organizational literature while the rubber stamp and separation narratives reveal a more hesitant or regretful confession of church organizing processes. I synthesize these findings by discussing the theoretical and practical implications of immaterial influences on organizational constitution, particularly in non-profit or third sector contexts. / text
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Percepção de valores organizacionais em diferentes níveis gerenciais : o caso da Unimed Florianópolis / Value perception in differents organizational lewls: the case of Unimed FlorianópolisRibeiro, Rebeca de Moraes 15 December 2006 (has links)
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Previous issue date: 2006-12-15 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Organizational values are the principles that, day-by-day, guide the practices and politics implemented by an organization, define the parameters for the decisions and the
classification of what must be more or less valued, and defines also what deserves greater or minor attention during the work and in the managerial conduction. Diverse influences exist on the way as the people perceive the values of an organization, influences these that can go since the personality and personal values until social and structural situations, as the position someone rates in the organization. The convergence in the perception of the values facilitates
the agreement concerning about what must be done, the way as it must be done and the results expected from it. The divergence, on the other hand, can be source of confusion and of dispersion of efforts, when considerate that the people dedicate themselves to what they perceive as important. Ahead of this, the objective of this work consisted in verifying the existence of congruence of perception concerning the organizational values of a company, considering the positions taken by people in different hierarchic levels of the organization. To accomplish that, a qualitative and interpretative research was developed, using the method
of the Study of Case, carried through the company Unimed Florianópolis Cooperativa de Trabalho Médico. Data have being collected through organizational documents and opened
interviews. The conclusion points with respect to the existence of divergences in these perceptions, however, nor always related to the position rated in the hierarchic level,
indicating the existence of other influences on the values perceived by the people in an organization. / Os valores organizacionais são os princípios que norteiam as políticas e práticas implementadas pela organização no seu dia-a-dia, os parâmetros para as decisões e para a hierarquização do que deve ser mais ou menos valorizado, do que merece maior ou menor atenção durante o trabalho e na condução gerencial. Existem diversas influências sobre a
maneira como as pessoas percebem os valores de uma organização, influências estas que podem ir desde a personalidade e valores pessoais até situações sociais e estruturais, como a posição ocupada na organização. A uniformidade na percepção dos valores facilita o entendimento acerca do que deve ser feito, da maneira como deve ser feito e dos resultados esperados. A não-uniformidade, por outro lado, pode ser fonte de confusão e de dispersão de
esforços, haja vista que as pessoas dedicam-se àquilo que percebem como importante. Diante disto, o objetivo deste trabalho constituiu verificar a existência de uniformidade de percepção acerca dos valores organizacionais de uma empresa, considerando-se as posições ocupadas por pessoas em diferentes níveis hierárquicos da organização. Para isso, desenvolveu-se uma pesquisa qualitativa e interpretativa, com a utilização do método do Estudo de Caso,
realizada na Unimed Florianópolis Cooperativa de Trabalho Médico. Os dados foram coletados por meio de documentos organizacionais e entrevistas abertas, aplicadas junto aos
gestores de dois níveis hierárquicos da organização. A conclusão aponta para a existência de não-uniformidades nestas percepções, entretanto, nem sempre relacionadas ao nível hierárquico ocupado, indicando a existência de outras influências sobre os valores percebidos pelas pessoas na organização.
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Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes / Linkages of commitment, entrenchment and consent of Individual with the organization: exploring his antecedent and consequentialTomazzoni, Gean Carlos 22 February 2017 (has links)
Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This paper aims to develop a model that analyzes the influences of organizational values on
organizational commitment, entrenchment and consent, as antecedent variable, and work
performance, as a consequent variable. In order to reach the goal outlined, a research of an
exploratory and conclusive descriptive and explanatory nature was carried out, using a mixed,
quantitative and qualitative approach. Thus, the research was structured and two phases: phase
I - quantitative and phase II - qualitative. In the first phase, the data were collected from the
application of a closed questionnaire, which integrated questions related to commitment,
entrenchment and consent, organizational values and work performance. For the quantitative
data, the data analysis was performed using the structural equation modeling technique. In the
second phase, the data were collected through semi-structured interviews with the managers.
The analysis of the qualitative data was carried out using the technique of content analysis. The
results allowed to identify which systems of different values determine the establishment of
each organizational ties, and a larger set of values is understood by the managers as associated
to the commitment ties. When testing the influences between the constructs, it was verified that
the dimensions concern with the collectivity, autonomy, dominance and well-being are
organizational values with power to explain, in parts, the tie of commitment. Yet, it has been
observed that well-being is a predictor of the tie of entrenchment and the realization and mastery
of consent. On the consequent, it was verified that the commitment and consent were able to
explain the performance of the individual in the work, being the entrenchment did not present
significant relation of influence with this construct. The interviews allowed to indicate that the
performance of the compromised individual is considerably different from the type of
performance triggered by entrenched or consenting workers. It was observed that the concept
of what is a "good worker" resembles characteristics that explain the notion of the tie of
commitment. The denominations assigned by managers for each ties reveal an active sense for
the characteristics of being compromised, a pejorative sense for being entrenched, and a passive
sense for consent. It is hoped that the results of this study contribute to the progress of the
theoretical and conceptual design of the different ties developed by the worker with his
organization. / Este trabalho tem por objetivo desenvolver um modelo que analise as influências dos valores
organizacionais nos vínculos de comprometimento, entrincheiramento e consentimento
organizacionais, como variável antecedente e o desempenho no trabalho, como variável
consequente. Para alcançar o objetivo traçado, realizou-se uma pesquisa de natureza
exploratória e conclusiva descritiva e explicativa, com o emprego de abordagem de métodos
mistos, quantitativos e qualitativos. Assim, a pesquisa foi estruturada e duas fases: fase I –
quantitativa e fase II – qualitativa. Na primeira fase, os dados foram coletados a partir da
aplicação de um questionário de pesquisa fechado, que integrou questões referentes aos
vínculos de comprometimento, entrincheiramento e consentimento organizacionais, valores
organizacionais e desempenho no trabalho. Para os dados quantitativos, a análise de dados foi
operacionalizada por meio da técnica de modelagem de equações estruturais. Na segunda fase,
os dados foram coletados por meio da realização de entrevistas semiestruturadas com os
gestores. A análise dos dados qualitativos foi realizada com o emprego da técnica de análise de
conteúdo. Os resultados permitiram identificar que sistemas de valores distintos determinam o
estabelecimento de cada vínculo organizacional, sendo que um conjunto maior de valores é
compreendido pelos gestores como associado ao vínculo de comprometimento. Ao testar as
influências entres os construtos, verificou-se que as dimensões preocupação com a coletividade,
autonomia, domínio e bem-estar são valores organizacionais com poder para explicar, em
partes, o vínculo de comprometimento. Ainda, observou-se que o bem-estar é um preditor do
vínculo de entrincheiramento e a realização e o domínio do consentimento. Sobre os
consequentes, verificou-se que o comprometimento e consentimento conseguiram explicar o
desempenho do indivíduo no trabalho, sendo que o entrincheiramento não apresentou relação
de influência significante com este construto. A realização das entrevistas permitiu apontar que
o desempenho do indivíduo comprometido se distingue consideravelmente do tipo de
desempenho desencadeado por trabalhadores entrincheirados ou consentidos. Observou-se que
o conceito do que é um “bom trabalhador” assemelha-se com características que explicam a
noção do vínculo de comprometimento. As denominações atribuídas pelos gestores para cada
vínculo, revelam um sentido ativo para as características de estar comprometido, um sentido
pejorativo para estar entrincheirado e um sentido passivo para estar consentido. Espera-se que
os resultados deste estudo contribuam para o progresso do delineamento teórico e conceitual
dos diferentes vínculos desenvolvidos pelo trabalhador com a sua organização.
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