Undersköterskors arbetsliv inom äldrevården har genomgått omvälvande förändringar övertid. Efter den omfattande reformen under 90-talet har undersköterskornas arbetsliv genomgått betydande förändringar. Det var dessa förändringar som inspirerade och låg till grund för studiens inriktning att skapa en djupare förståelse för undersköterskors upplevelse av motivation och trivsel kopplat till den organisatoriska strukturen och arbetsvillkor. Tidigare forskning inom området har granskats och undersköterskor från Norrbotten med lång erfarenhet inom äldrevården har intervjuats. Genom att ta del av deras erfarenheter och insikter har en sammanställning och analys genomförts med hjälp av motivations-teorier av bland annat Herzberg (1966). Studiens resultat visar att flera respondenter uttrycker en längtan efter mer tid för vårdnära arbetsuppgifter. Undersköterskorna ansvarar idag för fler ”lätta” uppgifter som städ och tvätt, samtidigt som de flesta sjukvårdsuppgifter har tagits ifrån dem och lagts över på sjuksköterskor. Tidigare fanns en hierarkisk arbetsfördelning baserad på kompetens och utbildning under "långvårdstiden". Det gav en rättvisare ansvarsfördelning som belönade utbildade undersköterskor. Idag anställs i högre grad outbildad personal, vilket ökar arbetsbelastningen för de utbildade. Undersköterskor kompenserar genom extra arbete utan direkt belöning. En efterfrågan på erkännande och belöning kopplat till kompetens samt en mer rättvis ansvarsfördelning finns. Resultatet kan förklaras genom tidigare forskning, där undersköterskor påverkas negativt av organisatoriska förändringar och kompetensbrist. Äldreomsorgsreformen 1992 och införandet av New Public Management försämrade arbetsmiljön. Effektiviseringsåtgärder minskade tid för vårdnära arbete, och arbetskraftbristen i Norrbotten ökade anställningen av outbildad personal. Den ökade kompetensbristen trots minskad arbetslöshet utmanar rekrytering och kompetensförsörjning. Studien betonar att identifiera faktorer för arbetsmotivation och utforma effektiva förbättringsåtgärder är viktigt. / The work life of nursing assistants in elderly care has undergone significant changes over time. Following the extensive reform in the 1990s the work life of nursing assistants has experienced notable transformations. It was these changes that inspired and formed the basis for the study's focus on gaining a deeper understanding of nursing assistants experiences of motivation and satisfaction related to organizational structure and working conditions. Previous research in the field has been reviewed, and nursing assistants from Norrbotten with extensive experience in elderly care have been interviewed. By exploring their experiences and insights, a compilation and analysis have been conducted using motivation theories, including those of Herzberg (1966). The study's findings indicate that several respondents express a desire for more time for caregiving tasks. Nursing assistants today are responsible for more "light" tasks such as cleaning and laundry, while most healthcare tasks have been taken away from them and delegated to nurses. Previously, there was a hierarchical work distribution based on competence and education during the "long-term care period." This provided a fairer distribution of responsibilities that rewarded educated nursing assistants. Today, there is a higher prevalence of hiring untrained personnel, increasing the workload for the trained ones. Nursing assistants compensate by working extra without direct compensation. There is a demand for recognition and rewards linked to competence, along with a more equitable distribution of responsibilities. The results can be explained by previous research, where nursing assistants are negatively affected by organizational changes and a lack of competence. The eldercare reform in 1992 and the introduction of New Public Management worsened the working environment. Efficiency measures reduced time for caregiving tasks, and the labor shortage in Norrbotten led to increased employment of untrained personnel. The increased competence shortage, despite decreased unemployment, poses a challenge for recruitment and competence supply. The study emphasizes the importance of identifying factors affecting work motivation and designing effective improvement measures.

The purpose of this study was to investigate breast cancer patients’ experiences of their illness and of traditional nursing care (TNC) or supportive nursing care (SNC) respectively, as well as nurses' experiences of support and of caring for cancer patients. An intervention including extended co-operation between the surgical ward and primary health care, shorter waiting times, and changed routines concerning the information about the diagnosis, as well as training and systematic clinical supervision for the nurses, was implemented. Newly diagnosed breast cancer patients (n=47) from two county councils in the south-east of Sweden were interviewed (IV, V). Thirty-four of them completed scales about well-being, burnout, hopelessness, anxiety and depression (VII). The women who had TNC reported lack of professional support during the initial phase of the disease and suggested changes in the care similar to those implemented in the SNC. In the SNC group the women expressed feelings of safety and security after the professional support and the organizational changes in the care. There were significantly more single women and women who had had breast conserving surgery in the SNC group than in the TNC (VII). The hopelessness scores in the SNC group were significantly higher than in the TNC group. Thirty-nine district nurses (DNs) were interviewed at baseline (I), and thirty-three of them completed scales about burnout, empathy, and sense of coherence (SOC) before and after systematic clinical supervision (VI). Twenty-three of the 39 DNs, as well as 9 hospital nurses (HNs) who participated in the clinical supervision, were interviewed about their experiences of this intervention (III). Twenty-nine tape-recorded supervision sessions in three groups of DNs (n=23) were analysed (II). Baseline interviews and analyses of the content of the supervisory sessions strongly emphasized that DNs experienced problems in the home care of seriously ill cancer patients. Deep human contacts were a source of both strain and enrichment. The clinical supervision was said to provide relief from undesirable thoughts and feelings, confirmation of themselves both as individuals and in their professional role, a broader and deeper knowledge and increased self-confidence. There were no significant differences in the burnout, empathy, and SOC scores between the supervisory group (n=21) and a comparison group (n=12) at the first and second measures, nor over time within the groups. There were some correlations between these phenomena and the Karolinska scales of personality, as well as cor­relations between burnout, empathy and SOC. The groups of women were not entirely similar as regards demographic and medical characteristics, and the sample size of patients and nurses was small. It is obvious that patients in the TNC missed those factors that were implemented in the SNC, at the same time the latter women expressed hopelessness more often than those who had received TNC. This result may be due to the fact that support from nurses had made the women more prepared to express their feelings, that support had not been provided to an adequate extent or in the right way, or that the applied scales were not appropriate. The finding that the nurses experienced the clinical supervision as very positive but that, despite this, there were no significant differences in attitudes measured by scales within or between the groups, can be interpreted in a similar way. Consequently, further research is needed to judge the effects of intervention. The study has, above all, produced qualitative descriptions of patients' experiences of the nursing care after discharge from hospital, and of DNs’ experiences of the care of cancer patients in their homes, and of systematic clinical supervision. / <p>Diss. (sammanfattning) Umeå : Umeå universitet, 1995, härtill 7 uppsatser.</p> / digitalisering@umu

長期以來，台灣營建產業處於低度發展劣勢，廠商規模、技術、管理能力嚴重落後於國際廠商，尤其自台灣加入世界貿易組織後，更面臨國內市場對外開放競爭的挑戰。本研究意在探討台灣營建產業領導廠商（個案公司）因應變局挑戰的策略思維，變革的內容、過程與績效。 個案公司面臨產業變局，於2000年由企業領導人發動企業文化重塑，標舉企業經營新價值，重行定位企業走向。經由策略再思維，採用選擇與集中策略，選定系統整合工程、一般建築市場、高科技廠房，為三大核心目標事業領域，並以系統整合、風險管理、fast-track為其未來發展之策略性能耐。 為達成經營變革策略目標，個案公司推動以績效管理模式為主軸之企業流程再造，涵蓋目標管理、組織重整、引進企業資源規劃（ERP）以利工程規劃管理、預算管制、重建人力資訊系統等。致力於管理控制面之營運效率改善。其變革管理作為，確實已取得近程財務績效優勢，領先業界。 個案研究之主要發現為：缺乏變革管理經驗的企業，初期嘗試推動組織變革，傾向於採用「基本策略」變革為主要取向；在習於服從權威的組織環境中，領導者的視野與意志貫徹，為企業進行組織變革的關鍵成功因素；成功的組織變革需要涵蓋全面，藉由系統化的策略思維，將各項變革作為加以互相連結；客觀、全面、正確而深入地檢視與診斷組織既有問題，是有效達成組織變革的必要手段；企業面對惡質化的市場競爭，需透過策略再思維重新定義經營領域，以提升經營效能；封閉產業廠商面臨產業環境國際化變局，需進行涵蓋較多層面的組織變革，以因應變局挑戰；對於採取「基本策略」變革而言，推動既深且廣、符合策略目標的企業流程再造，為達成變革目標的關鍵；明確、與變革策略相結合的績效管理，是推動「基本策略」變革的有效工具。 / For decades, the construction industry of Taiwan has undergone its underdevelopment, with its scale, technologies and managerial capabilities backward to the average of worldwide competitors. Such competition posture has turned severer as the local construction market opened to global competition since Taiwan entered WTO. This research studies the strategic thinking, contents, the process and performances of organizational changes initiated by a leading company (“The Company”) of Taiwan construction industry while facing the harsh impact on business environmental changes. Reacting to industrial changes, in year 2000, CEO of The Company initiated to re-mold its corporate culture, to advocate new corporate values and to re-define business approaches. To execute rethinking approach of change management, The Company adopted the strategy of “selection & focus” to target on system integration of infrastructures, buildings and hi-tech factories as core business, with strategic competences of SI, risk management and fast-track skills to be cultivated. To achieve strategic objectives, The Company facilitated business process reengineering, which centered on performance management mode and process reengineering, including management by objectives, organizational restructuring, adopting ERP for engineering planning & management, budget control and reestablishment of information system of human resource management, for the enhancing of operational efficiency. Such managerial effort has led The Company to financially outperform local competitors for the latest three years. What this research reveals can be an inspiration to business execution. The overall commitment of the corporate is essential to the success of an organizational change since the change requires the comprehensive coverage. The leader’s vision and perseverance are critical to the fulfillment of organizational changes. It is pivotal to facilitate such changes with systematic strategic thinking. The subjective, comprehensive, extensive and precise survey and diagnosis on the existing problems of an organization is necessary to effectively reach the objectives of organizational changes. To set out suitable competition strategies in accordance with environmental factors and organizational conditions is indispensable to enhance business effectiveness. The performance management which aligns with strategic objectives is the important means to execute the organizational change.

L’usage des technologies dans les organisations publiques des pays africains tels que le Gabon, traduit le désir d’innover dans le travail pour améliorer la qualité des services destinés aux usagers et pour rendre aussi plus efficace les processus de travail. La littérature fait état d’un certain nombre d’apports, mais aussi de nombreux revers que ces innovations technologiques peuvent avoir tant sur le plan organisationnel que socio-professionnel des entreprises occidentales. L’impact de ces mutations technologiques dans l’Administration publique au Gabon n’a pas encore été étudié du point de vue de la psychologie du travail et des organisations. L’objectif de cette thèse est d’appréhender l’impact des technologies sur les facteurs de qualité vie au travail (QVT) ; et sur le bien-être et la santé psychologique dans un grand établissement ministériel. Dans cette perspective, deux études (mixant des approches qualitatives d’analyse et de compréhension de l’activité et quantitatives de mesure de la QVT et du bien-être) sont réalisées : avant et après l’informatisation du Ministère sur une population de 91 cadres fonctionnaires. La première étude (T1) met en lumière la situation socioprofessionnelle et psychosociale des cadres fonctionnaires avant l’implémentation des technologies. À ce titre, les entretiens semi-directifs révèlent que les cadres fonctionnaires exercent les activités selon la nature leurs fonctions. Les observations montrent que les conditions d’organisation du travail apparaissent particulièrement rigides et hiérarchisées. La présence et la prégnance de la « culture clanique » déterminent également les modalités de collaboration et d’échange au travail ; cela se caractérise notamment par des relations de travail de type communautaire où l’appartenance ethnique et/ou régionale joue un rôle prépondérant. Par ailleurs, les analyses sur la QVT indiquent que les cadres fonctionnaires présentent un niveau de bien-être psychologique relativement faible, mais perçoivent néanmoins positivement leurs différentes situations de travail. La seconde étude (T2) présente la situation socioprofessionnelle et psychosociale des cadres fonctionnaires six mois après l’implémentation des technologies. Nos analyses montrent que l’arrivée des technologies a engendré de profondes réorganisations sur le travail, réclamant des réajustements d’ordres socioprofessionnels, collectifs (collaboration et coordination plus importantes), organisationnels (marges de manœuvre et initiatives accrues) et personnels (efficacité, réactivité et rapidité dans l’exercice des tâches administratives). Les observations soulignent que les cadres fonctionnaires, confrontés à plusieurs contradictions révélées par l’analyse de leur système d’activité, mettent en place de nouvelles modalités d’action plus souples et flexibles. Les études statistiques indiquent que les technologies influencent plutôt positivement leur bien-être psychologique. Les dispositifs affectent aussi positivement la latitude décisionnelle des cadres fonctionnaires, mais engendrent paradoxalement une demande psychologique relativement élevée. Pour autant, les cadres fonctionnaires perçoivent positivement leurs situations de travail en contexte technologique. La culture nationale (clanique) qui perdure avec l’arrivée des outils, semble jouer un rôle médiateur, voire modérateur dans l’usage et les impacts des TIC sur le bien-être psychologique et la santé au travail des cadres fonctionnaires. En définitive, ces travaux de thèse apportent les clés de réflexion et d’analyse sur les liens entre la digitalisation de l’activité administrative et les concepts QVT, de bien-être et de santé dans les organisations publiques des pays en voie de développement africains tels que le Gabon. / The use of technology in public organizations in some African countries such as Gabon reflects a desire to improve quality of service for users and to make work processes more effective. Literature presents evidences that technological innovations in Western companies bring some advantages on both organizational and socio-professional levels, but also numerous negative impacts. The impact of technological change on occupational and organizational psychology in Public Administration in Gabon has not been studied yet. This thesis seeks to understand the impact of technologies on the Work-Related Quality of Life (WRQoL) factors and on psychological health and well-being in a larger governmental department. In this perspective, two studies (involving a mix of qualitative approaches with analysis and comprehension of their occupations, and of quantitative approaches with the measurement of the QWL and well-being), based on 91 senior civil servants, have been conducted, before and after the Ministry was computerised.The first study (T1) highlights the senior civil servants’ socio-professional and psychosocial conditions prior to the implementation of new technologies. As such, semi-structured interviews show that senior civil servants do their jobs depending on the nature of their positions. Findings reveal particularly inflexible and hierarchical organisational conditions. The presence and the pregnance of the «clannish culture » also determine working arrangements and communicating, which is mainly characterized by community-based working relationships and where ethnicity and regional belonging play a major role. Furthermore, QWL survey data show a relatively low level of psychological well-being in senior civil servants even though they feel positively about their various work situations.The second study (T2) describes senior civil servants’ socio-professional and psychosocial status six months following the implementation of new technologies. Our analyses show that the introduction of new technologies has led to big changes in work organisation, such as restructuring on the socio-professional, collective (a better collaboration and coordination), organizational (enhanced flexibility and initiatives) and personal (efficiency, reactivity and rapidity in carrying out administrative tasks) levels. Findings underline that senior civil servants set up new, more flexible plans of action when facing the inconsistencies revealed by the study. Statistical studies show that new technologies have a fairly positive impact on their psychological well-being. Devices also positively affect senior civil servants’ flexibility in decision-making, but paradoxically lead to a relatively high psychological demand. Yet, senior civil servants see their working conditions as positive in the technological context. The national (clannish) culture, which persists even after the introduction of technological tools, seems to play a mediating and even moderating role in the use and the impacts of ICT (Information and Communications Technologies) on senior civil servants’ psychological well-being and occupational health.To conclude, this thesis work provides key elements of reflection and analysis on the links between digitization of administrative activity and the concepts of QWL, well-being and health in public organizations of African developing countries such as Gabon.

Made available in DSpace on 2016-12-01T19:18:51Z (GMT). No. of bitstreams: 1 Felipe.pdf: 389724 bytes, checksum: cdb68716fd01cfac4ecc00a6429eaf78 (MD5) Previous issue date: 2011-10-11 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This current study is aimed at understanding the strategic changes occurring in a Cooperative Medical Group named Unimed Grande Florianópolis (UGF), located in Brazil, during the years 2000 to 2010, in terms of context, content and process. In order to do so, it the case study strategy was used with qualitative and descriptive character, within a context-process vision using the method of interpretive historical research. Data was collected by conducting interviews using semi-structured questionnaires, and applied to former directors of the organization, driven by literature review, document analysis and direct observation, concerning support for the following change theories: Organizational Growth (GREINER, 1972), Institutional Isomorphism (DIMAGGIO; POWELL, 1991), RBV or Resource-Based View (BARNEY, 1991) and Biography of Organizations (SALAMA, 1992) and, as a principal, the Contextualism (PETTIGREW, 1973; 1979; 1987; 1991; 2001). In addition to the grounds relating to the theories of change, the following issues were discussed: organizations as a social system, the context of organizations, organizational strategies and the results of research covering strategic change in health organizations. The changes in Unimed were organized into three strategic periods, reflecting different periods of management. The analysis and interpretation of the changes were made by classifying and grouping by affinity, enabling the identification of the following dimensions of change: (1) Financial and Legal, from the cooperative to the health insurance scenario, (2) Management, from the medical management to the professional management, (3) Marketing and Relationship, from disease´s assistance to the health promotion, (4) Products and Services, from the sale of health plans to the portfolio of services offerred, and, (5 ) Politics, from the local political activity to the expansion of political representation. In this context, it was found that the organization went through a time of crisis in the first stage, and by a series of changes that occurred in a continuous and incremental way during the later stages. As the main influencing factors were the political election processes of the medical directors and the regulation imposed by the National Health Agency (ANS) / O presente trabalho teve como objetivo compreender as mudanças estratégicas ocorridas na Cooperativa de trabalho médico Unimed Grande Florianópolis (UGF), no período de 2000 a 2010, em termos de contexto, conteúdo e processo. A estratégia de investigação utilizada foi o estudo de caso, de cunho qualitativo e descritivo, em uma visão contextual-processual, utilizando-se do método de investigação histórico-interpretativo. Os dados foram coletados por meio de entrevistas em profundidade com roteiro semi-estruturado, aplicadas em ex-dirigentes da organização, elaboradas a partir de análise documental, observação direta e dos fundamentos teóricos e práticos concernentes às abordagens de apoio de mudança: a teoria do ciclo de vida (GREINER, 1972), a teoria institucional (DI MAGGIO; POWELL, 1991), a VBR ou visão baseada em recursos (BARNEY, 1991) e a teoria biográfica (SALAMA, 1992) e, como principal, a abordagem teórica contextualista (PETTIGREW, 1973; 1979; 1987; 1991; 2001). Além dos fundamentos relativos à mudança, foram discutidos os assuntos: organizações como sistemas sociais, o contexto das organizações, as estratégias organizacionais e os resultados de pesquisas de mudança estratégica em organizações de saúde. As mudanças ocorridas na Unimed estudada foram organizadas em três períodos estratégicos, refletindo os períodos distintos de gestão da organização. A interpretação e a análise das mudanças foram feitas por meio da classificação e do agrupamento por grupos de afinidades, possibilitando a identificação das seguintes dimensões de mudança: (1) Financeira e Jurídica, de cooperativa para operadora de planos de saúde; (2) Gestão, da administração médica para a administração profissional; (3) Marketing e Relacionamento, da assistência à doença para a promoção de saúde; (4) Produtos e Serviços, da venda de planos de saúde à oferta de um portfólio de serviços próprios, e; (5) Política, da atuação política local para a representatividade política no Sistema. Pode-se verificar que a organização passou por um momento de crise na primeira fase e, por uma série de mudanças que ocorreram de forma contínua e incremental nas fases seguintes, tendo como principais fatores de influência os processos de eleição política dos dirigentes médicos e a regulação exercida pela Agência Nacional de Saúde (ANS)

Subject of the Master’s thesis is proposition of possible waies to raising effectiveness and labor productivity in pharmaceutical company. The objective of business segment, which was the aim of a writer, is team of Sales representatives. Proposed changes are reflections of the intradepartmental restructuring.

Быстро меняющиеся условия на финансовом рынке связаны с внедрением новых технологий и вывода на рынок новых продуктов и услуг в ограниченные сроки. Это требует от современных банков высокой гибкости и адаптации к предъявляемым условиям. В частности, российские банки, находясь под усиливающимся контролем со стороны Банка России, а также под влиянием санкционных мер, обязаны не только быстро адаптироваться под новые условия игры мирового рынка, но и обеспечивать высокое качество и надежность оказания финансовых услуг. В противном случае банки рискуют потерять не только требуемую доходность, но и возможность работать на рынке. Организационная структура, являясь основообразующим элементом работы банков, призвана обеспечить высокую скорость адаптации к динамичным условиям внешней среды. Цель диссертации - совершенствование организационной структуры подразделения банка, основанное на принципах реквизитной организации. Научная новизна состоит в учете горизонта планирования, определенного для каждого структурного элемента организации. Применение модели реквизитной организации Эллиота обусловлено развитым методологическим аппаратом в проектировании структуры организации с учетом уровней задач для каждого ее элемента. / Rapidly changing circumstances in the financial market are associated with the implementation of new technologies, products and services in a limited time. This requires high flexibility and adaptation to the claimed conditions from banks. In particular, Russian banks, being under increasing control from the Bank of Russia, as well as under the influence of sanctions measures, are obliged not only to quickly adapt to the new conditions of the world market, but also to ensure the high quality and reliability of financial services. Otherwise, banks risk losing not only the required profitability, but also the opportunity to work in the market. The organizational structure, being the basic element of the banks ' work, is designed to provide a high speed of adaptation to the dynamic conditions of the external environment. The purpose of the dissertation is to improve the organizational structure of the bank's division, based on the principles of requisite organization. Scientific novelty consists in taking into account the planning horizon defined for each structural element of the organization. Applying the Elliot’s model of requisite organization is due to the developed methodological apparatus in the design of organizational structure talking into account target levels for each element.

Text in Afrikaans / Die portefeulje Verdediging het vanaf 1948 tot 1959 besondere eise aan F.C. Erasmus gestel. Hy moes 'n parate en doeltreffende Unieverdedigingsmag, wat Suid-Afrika teen moontlike kommunistiese aggressie kon verdedig, daarstel. Hy moes ook die Nasionale Party se verdedigingsbeleid, tot nag toe abstrakte beginsels vervat in die partyprogram, implementeer. Erasmus het die Mag d.m.v. 'n ingrypende hervormingsprogram met 'n Suid-Afrikaanse identiteit beklee en Afrikaanssprekendes in groat getalle daarheen gelok. Nieteenstaande die beperkte hulpbronne tot die land se beskikking en sterk kritiek teen hom, het Erasmus Suid-Afrika se verdediging met rasse skrede laat vooruitgaan. Hy het die organisasie, opleiding en krygstuig van die Mag uitgebou en gemoderniseer, en ook die grondslag van 'n onafhanklike, plaaslike krygstuigvervaardigingsbedryf gele. Voorts het Erasmus 'n prominente rol in Suid-Afrika se internasionale militere strategie gespeel. Hy bet onvermoeid gepoog om die Europese koloniale moondhede te oorreed om 'n Afrika-verdedigingsorganisasie op die been te bring. 'n Hoogtepunt van sy dienstermyn aan die internasionale front was Brittanje se oordrag van Simonstad aan Suid-Afrika. / The Defence portfolio placed heavy demands on F.C. Erasmus from 1948 to 1959. He had to transform the South African armed forces into an efficient and combat ready Union Defence Force. He also had to implement the National Party's defence policy, which hitherto consisted of abstract principles contained in the party's political programme. Erasmus made far reaching changes to the Union Defence Force, furnishing it with a distinct South African identity. Despite criticism against him and the country's limited resources Erasmus improved South Africa's defence significantly. He modernized the organization, training and equipment of the Union Defence Force and established the basis for an independent local armaments industry. Erasmus also played a prominent role in South Africa's international military strategy. He laboured unceasingly to persuade the European colonial powers to enter into an African defence alli~nce. One of his greatest achievements is the transfer of Simonstown to South Africa. / History / M.A. (Geskiedenis)

Text in Afrikaans / Die portefeulje Verdediging het vanaf 1948 tot 1959 besondere eise aan F.C. Erasmus gestel. Hy moes 'n parate en doeltreffende Unieverdedigingsmag, wat Suid-Afrika teen moontlike kommunistiese aggressie kon verdedig, daarstel. Hy moes ook die Nasionale Party se verdedigingsbeleid, tot nag toe abstrakte beginsels vervat in die partyprogram, implementeer. Erasmus het die Mag d.m.v. 'n ingrypende hervormingsprogram met 'n Suid-Afrikaanse identiteit beklee en Afrikaanssprekendes in groat getalle daarheen gelok. Nieteenstaande die beperkte hulpbronne tot die land se beskikking en sterk kritiek teen hom, het Erasmus Suid-Afrika se verdediging met rasse skrede laat vooruitgaan. Hy het die organisasie, opleiding en krygstuig van die Mag uitgebou en gemoderniseer, en ook die grondslag van 'n onafhanklike, plaaslike krygstuigvervaardigingsbedryf gele. Voorts het Erasmus 'n prominente rol in Suid-Afrika se internasionale militere strategie gespeel. Hy bet onvermoeid gepoog om die Europese koloniale moondhede te oorreed om 'n Afrika-verdedigingsorganisasie op die been te bring. 'n Hoogtepunt van sy dienstermyn aan die internasionale front was Brittanje se oordrag van Simonstad aan Suid-Afrika. / The Defence portfolio placed heavy demands on F.C. Erasmus from 1948 to 1959. He had to transform the South African armed forces into an efficient and combat ready Union Defence Force. He also had to implement the National Party's defence policy, which hitherto consisted of abstract principles contained in the party's political programme. Erasmus made far reaching changes to the Union Defence Force, furnishing it with a distinct South African identity. Despite criticism against him and the country's limited resources Erasmus improved South Africa's defence significantly. He modernized the organization, training and equipment of the Union Defence Force and established the basis for an independent local armaments industry. Erasmus also played a prominent role in South Africa's international military strategy. He laboured unceasingly to persuade the European colonial powers to enter into an African defence alli~nce. One of his greatest achievements is the transfer of Simonstown to South Africa. / History / M.A. (Geskiedenis)

Объектом исследования была психологическая готовность к организационным изменениям. Предметом исследования стало самоотношение сотрудников как фактор психологической готовности к организационным изменениям на одном из предприятий г. Нижнего Тагила, в условиях проводимых перемен. Магистерская диссертация состоит из введения, двух глав, заключения, списка литературы (61 источник) и приложений, включающих в себя бланки применявшихся методик и графические материалы по описательной и корреляционной статистике. Объем магистерской диссертации 88 страниц, на которых размещены 16 рисунков и 11 таблиц. Во введении раскрывается актуальность проблемы исследования, разработанность проблематики, ставятся цель и задачи исследования, определяются объект и предмет исследования, формулируются гипотезы, указываются методы и эмпирическая база, научная новизна, теоретическая и практическая значимость работы. Первая глава включает в себя обзор иностранной и отечественной литературы на тему понятия психологической готовности к организационным изменениям. Рассмотрены методологические подходы к изучению самоотношения как фактора психологической готовности к организационным изменениям и методики, применяемые для оценки и диагностики готовности к изменениям. Выводы по первой главе представляют собой итоги по изучению теоретического материала. Во второй главе содержатся материалы по эмпирической части исследования. В ней представлено описание организации, выбора методов проведенного исследования и результатов, полученных по всем использованным методикам: тесту – опроснику самоотношения В.В. Столина и С.Р. Пантилеева, русскоязычной версии методики «Готовность к организационным изменениям Д. Холта (в адаптации Е.А. Наумцевой) и опроснику «Стили реагирования на изменения» Т.Ю. Базарова и М.П. Сычевой. Также в главе представлены результаты описательной и корреляционной статистики и сравнительный анализ полученных данных. Выводы по главе 2 включают в себя основные результаты эмпирического исследования. В заключении в обобщенном виде изложены результаты теоретической и эмпирической частей работы, а также выводы по выдвинутым гипотезам, обоснована практическая значимость исследования и описаны возможные перспективы дальнейшей разработки данной проблематики. / The object of the study was psychological readiness for organizational changes. The subject of the study was the self-attitude of employees as a factor of psychological readiness for organizational changes at one of the enterprises of Nizhny Tagil, in the conditions of ongoing changes. The master’s final qualifying work consists of an introduction, two chapters, a conclusion, a list of references (61 sources) and appendices, including forms of applied methods and graphic materials on descriptive and correlation statistics. The volume of the master's thesis is 88 pages, which contain 16 figures and 11 tables. The introduction reveals the relevance of the research problem, the elaboration of the problem, sets the purpose and objectives of the study, defines the object and subject of the study, formulates hypotheses, specifies methods and empirical base, scientific novelty, theoretical and practical significance of the work. The first chapter includes a review of foreign and domestic literature on the concept of psychological readiness for organizational changes. Methodological approaches to the study of self-attitude as a factor of psychological readiness for organizational changes and methods used to assess and diagnose readiness for change are considered. The conclusions of the first chapter are the results of the study of theoretical material. The second chapter contains materials on the empirical part of the study. It describes the organization, selection methods, research and results obtained for all used methods: the test – questionnaire of self-evaluation V. V. Stolin and S. R. Pantileev Russian version of the methodology of "Readiness for organizational change D. Holt (in the adaptation of E.A. Naumtseva) and questionnaire "Styles of responding to change" T.Yu.Bazarov and M. P. Sycheva. The chapter also presents the results of descriptive and correlation statistics and a comparative analysis of the data obtained. The conclusions of Chapter 2 include the main results of an empirical study. In conclusion, the results of the theoretical and empirical parts of the work are summarized, as well as conclusions on the hypotheses put forward, the practical significance of the study is substantiated and possible prospects for further development of this problem are described.