This paper describes and analyzes how individuals and organizations that operate in careers in communications and marketing deal with the search for employees / employers, and how recruiting managers and recruitment consultants are working to create a match between the parties. The study was conducted on behalf of a recruitment agency that offers services in recruiting and staffing for organizations in communication and marketing. The empirical material consists of ten qualitative interviews from three different perspectives on the labor market, recruitment consultants, managers and employees. The interviews were analyzed from sociological and social psychological theories of organizations and individuals opportunities and strategies in today's western labor market. Conclusions that emerged are that organizations need for decreased amount of tied assets provides increased need for temporary employments. To plan and manage the strategic HR operation in the flexible organizations, with more temporary employments and decentralized structures, it has become important to increase factors of control. This generally applies to the entire recruitment process but also for potential employees. Employees increasingly aim to move on to new jobs in new organizations require that organizations develop strong employer brands. Unless employees have incentive to stay in the organization it is a risk of competence losses and the loss of control over HR work. Also people who are looking for jobs use strategies such as marketing to get a job. The study indicates a shift in responsibility for the search from organization to job applicant. A further trend is that today's leaders are looking for new employees with the "right" personality. Job applicant adjusts their self-presentation to their perception of what the employer considers to be a suitable personality in general, but also towards the specific job and organization and thus makes it matchable.

The capability of organizations to respond to unexpected events has been investigated from different theoretical angles: organizational learning, improvisation, ambidexterity, resilience, to name but a few. These concepts, however, hardly ever refer to structural characteristics. Against this backdrop, the aim of this paper is twofold. First, based on systems and organizational learning theory, it will theoretically link the characteristics of organizational structure with organizational responses to unexpected external jolts, thus contributing to better understand the reactions of organizations to the unexpected. Second, it will empirically illustrate the relation of organizational structure with organizational responses by investigating how Civil Society Organizations (CSOs) in Austria reacted to the unexpected inflow of refugees from Central Europe. In 2015, CSOs accepted a wide range of responsibilities and worked together with government entities to provide shelter, catering, and transport for almost one million refugees. Based on participant observations during opera- tion, in-depth interviews (2015 and 2016) and focus groups with decision-makers (2017), we will sketch three longi- tudinal case studies of organizations with very different structures, concentrating on the processes and operations they developed during the crisis. Our findings show that their responses are closely related to their structure, specifically to the flexibility and the stability of structural elements. Remarkable changes took place in all organizations investigated. Initial responses and first structural changes occurred mainly where the structure already allowed for flexibility. Yet in the long run, the adaptations also impacted the stable structural elements.

Affärssystem har blivit allt vanligare i organisationer och framhålls av systemleverantörer som ett verktyg för att öka organisationers flexibilitet. Forskning tyder dock på att affärssystem både kan öka och minska flexibiliteten för organisationer. Få empiriska studier har genomförts vad gäller affärssystems påverkan på organisationers flexibilitet och forskningen är splittrad vad gäller affärssystems påverkan på flexibiliteten för organisationer. Syftet med denna uppsats är att illustrera och förklara hur ett affärssystem påverkar flexibilitet i en organisation. För att besvara syftet skapas en analysmodell som syntetiserar tidigare forskning om flexibilitet med en organisatorisk förändringsmodell. En fallstudie utförs genom att anställda intervjuas på Posten Norden AB där affärssystemet SAP används. Uppsatsens undersökning, analys och slutsatser indikerar på att: (1) det arbetsflöde Postens affärssystem tillhandahåller är oflexibelt, (2) affärssystemet möjliggör flexibilitet i kommunikationen (3) affärssystemet hämmar flexibiliteten för vissa arbetsuppgifter på Posten, och (4) affärssystem har en komplex påverkan på flexibilitet i organisationer.

Submitted by Marcia Bacha (marcia.bacha@fgv.br) on 2013-06-26T12:57:42Z No. of bitstreams: 1 Daniele Michel Soares Neves.pdf: 2988224 bytes, checksum: 4139dbec61d0a21f9bf1c048f03db538 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2013-06-26T12:58:00Z (GMT) No. of bitstreams: 1 Daniele Michel Soares Neves.pdf: 2988224 bytes, checksum: 4139dbec61d0a21f9bf1c048f03db538 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2013-06-26T12:58:25Z (GMT) No. of bitstreams: 1 Daniele Michel Soares Neves.pdf: 2988224 bytes, checksum: 4139dbec61d0a21f9bf1c048f03db538 (MD5) / Made available in DSpace on 2013-06-26T12:58:39Z (GMT). No. of bitstreams: 1 Daniele Michel Soares Neves.pdf: 2988224 bytes, checksum: 4139dbec61d0a21f9bf1c048f03db538 (MD5) Previous issue date: 2011 / O estudo tem por escopo analisar a percepção dos gestores públicos sobre a estratégia geral de tecnologia da informação (TI) formulada pelo Ministério do Planejamento, Orçamento e Gestão (MPOG) para a Administração Pública Federal, e que mudanças foram por esta determinada na estrutura das organizações públicas. A investigação compreendeu a análise de dados qualitativos, mediante a realização de entrevistas junto aos gestores públicos que atuam em órgãos setoriais na implantação direta das ações de TI. O foco principal foi a avaliação do aprimoramento quali-quantitativo dos recursos humanos na área de TI, considerando uma gestão democrática, participativa, transparente e ética, com base em processos de discussão e na promoção da cidadania. Constatou-se que, mesmo após mais de 02 (dois) anos de sua criação, a estratégia geral de TI foi insuficiente em promover um modelo de descentralização, com delegação de poderes, atribuições e responsabilidades para os escalões inferiores, não tendo sido possível perceber qualquer flexibilização organizacional orientada pelo comprometimento da gestão pública com processos democráticos vinculados ao interesse social. / The scope of this study is to analyze the perception of public administrators on the general IT strategy formulated by the Ministry of Planning, Budget and Management (MPOG) for the Federal Public Administration, and what changes were determined in the structure of public organizations. The investigation included analysis of qualitative data by conducting interviews with the managers who work in public sector agencies in directly implementing the actions of IT. The main focus was the evaluation of qualitative and quantitative improvement of human resources in IT, while at the same time being democratic, participatory, transparent and ethical in manner, based on processes of discussion and promotion of citizenship. It was found that even after more than two years of its establishment, the general IT strategy was insufficient to promote a model of decentralization, delegation of powers, duties and responsibilities to lower leveis, and it was not possible to see any organizational flexibility by the involvement of public management to democratic processes linked to social interests.

[français] L’objectif de cette recherche est d’analyser l’organisation interne d’une firme de sondage sous l’angle des sphères du milieu de travail telles qu’identifiées par Bélanger, Giles et Murray (2004), soient : la gestion de la production, l’organisation du travail et la relation à l’emploi. Plus spécifiquement, nous chercherons à savoir comment se comporte la firme enquêtée face à la gestion de la flexibilité organisationnelle et quel est l’impact de celle-ci sur les trois sphères du travail. L’analyse utilise la méthodologie de l’étude de cas et fait appel à divers types de matériaux : des observations ponctuelles, des entrevues informelles et les bases de données administratives ainsi que les rapports d’évaluation des entrevues téléphoniques effectuées par les intervieweurs. De même, l’analyse des résultats utilise à la fois des méthodes plus classiques telles que les corrélations ainsi que des représentations graphiques et des analyses qualitatives. L’analyse permet de repérer une logique de fonctionnement à l’œuvre dans les différentes sphères de l’emploi : l’importante standardisation des processus de travail (dans le champ de la gestion de la production), la réduction des marges de manœuvre (dans le champ de l’organisation du travail) et la non reconnaissance de l’expertise des intervieweurs (dans le champ de la relation à l’emploi). Les contradictions repérées dans l’analyse, entre les sphères de l’emploi et les objectifs de flexibilité, montrent que les structures mises en place bloquent, dans une certaine mesure, la capacité d’initiative et d’adaptation que la flexibilité exige. La recherche a montré que ce qu’on demande aux intervieweurs est à la fois le reflet des exigences de la flexibilité, tel que constaté dans ce mémoire, mais aussi, des exigences sociales face à la méthodologie de sondage. Tout porte à déduire que celles-ci peuvent engendrer un plafonnement de la performance des employés. Mots-clés : centres d’appels, intervieweurs, firmes de sondage, flexibilité organisationnelle, gestion de la production, organisation du travail, relation à l’emploi, travail émotionnel. / [english] The objective of this study is to analyze the internal organization of a polling firm from the perspective of workplace spheres, as identified by Bélanger, Giles and Murray (2004): production management, work organization and employment relations. More specifically, we sought to discover how the studied firm behaved in terms of managing organizational flexibility and its impact on the three aforementioned spheres. The analysis uses case-study methodology and calls upon various types of material: point source observations, informal interviews, as well as administrative databases and assessment reports of telephone interviews carried out by interviewers. In addition, the analysis employs both classical methods such as correlations, as well as graphical representations and qualitative analyses. The analysis traces an operational logic from the point of view of the different spheres: the significant standardization of the work process (in the sphere of production management), the reduction of flexibility (in the sphere of work organization), and the non-recognition of interviewer expertise (in the sphere of employment relations). The contradictions revealed by the analysis between the spheres of work and the goals of flexibility demonstrate that the structures currently in place block, to a certain extent, the capacities for initiative and adaptation required by flexibility. The research demonstrates that what is asked of interviewers is both a reflection of the requirements of flexibility, as seen in this thesis, but also of social requirements related to survey methodology. All of which points to the conclusion that these requirements can lead to a leveling off of employee performance. Key words: call centers, interviewers, polling firms, organizational flexibility, production management, work organization, work relations, emotional labor. / CRSH

Made available in DSpace on 2009-11-18T19:01:44Z (GMT). No. of bitstreams: 1 ACF21C.pdf: 1068823 bytes, checksum: 9b06f39dfafdbe48b79413d2156acf91 (MD5) Previous issue date: 2007 / The present work has as main objective the identification and impact analysis for the practice ITIL in the organizational flexibility of a multinational IT company, being this study of quali-quantitative and exploratory nature. To achieve this objective, some theoretical studies on bureaucracy, organization flexibility, control, IT governance and ITIL were done, as a form to better understand the research problem. For analysis effect a set of eleven ITIL process was considered in this research ¿ service desk, incident management, problem management, change management, configuration management, release management, service level management, availability management, capacity management, continuity management and finally IT financial services management ¿ grouped in its two core areas ¿ service support and service delivery. Then a scale was constructed and validated, on the basis of theoretical models developed by Volberda (1997), Tenório (2002) and Golden and Powell (1999), to measure the flexibility related to each process comprising the ITIL core. The dimensions adopted to measure flexibility were: organization design task, managerial task, IT impact on work force, HR management, efficiency impact, sensitivity, versatility and robustness. The instrument used in research was a semi-structured interview, which was divided in two parts. The data collection was performed with ten interviewed people from an IT multinational company, based on convenience, some were managers and there were users, some were ITIL certified and others not. The statistic tests of t student and Wilcoxon non-parametric were adopted. The result of the research indicated that the ITIL service support area, for possessing greater operational focus, presents flexibility trend. The opposite was found for the service delivery area, which has greater tactical focus. The results also suggest that the change management discipline was the one that contributed for the most flexibility inside the company, followed by incident management discipline and the service desk function. / O presente trabalho tem como objetivo principal a identificação e análise do impacto das práticas ITIL na flexibilidade organizacional de uma empresa multinacional de TI, sendo a pesquisa de natureza quali-quantitativa e exploratória. Para atingir este objetivo, foram feitos estudos teóricos das temáticas burocracia, flexibilidade organizacional, controle organizacional, governança em TI e ITIL, de forma a se obter um melhor entendimento do problema de pesquisa. Para efeito de análise foi considerado nesta pesquisa um conjunto de onze processos do ITIL ¿ service desk, gerência de incidentes, gerência de problemas, gerência de mudanças, gerência de configuração, gerência de release, gerência de nível de serviço, gerência de disponibilidade, gerência de capacidade, gerência de continuidade e, por fim, gerência financeira de serviços de TI - agrupados nas suas duas áreas centrais ¿ service support e service delivery. Na seqüência foi construída e validada, com base em modelos teóricos desenvolvidos por Volberda (1997), Tenório (2002) e Golden e Powell (1999), uma escala destinada a medir o potencial de flexibilidade relacionado a cada um dos processos centrais do ITIL. As dimensões adotadas para medir a flexibilidade foram: planejamento organizacional, ação gerencial, impacto da TI na força de trabalho, gestão de RH, impacto na eficiência, sensibilidade, versatilidade e por fim robustez. O instrumento de pesquisa utilizado foi entrevista semi-estruturada. A coleta de dados foi realizada com dez entrevistados de uma empresa multinacional de TI, sob conveniência, distribuídos entre gerentes e não-gerentes, certificados e não certificados nas práticas do ITIL. Foram adotados os testes estatísticos t student e não paramétrico de Wilcoxon. O resultado da pesquisa indicou que a área de service support do ITIL, por possuir maior foco operacional, apresenta tendência à flexibilidade. O oposto foi encontrado para a área de service delivery, que possui maior foco tático. Os resultados sugerem ainda que a disciplina gerência de mudanças é a que mais contribuiu para a flexibilidade na empresa, seguida da disciplina gerência de incidentes e da função service.

In coastal defense operations, anti-ship missile (ASM) attacks on amphibious assault high value targets (HVT) constitutes a window of opportunity with decisive potential. However, in war, the availability and performance of ASM-forces is uncertain and most likely less than ideal. This thesis explores how organizational and technological flexibility can be a solution to such uncertainties. This is achieved by modeling representative examples of weapon redundancy, weapon versatility, and a flexible balance between offensive and defensive powers. A Two-Layer Defense HVT Acquisition Missile Salvo Model is developed, as an extension of Hughes Missile Salvo Model, to enable detailed study of sub-saturation attacks that rely on missiles leaking through target defenses. The result of this study shows that organizational and technological flexibility can potentially enhance ASM-attacks directed at the HVTs of an amphibious assault in multiple ways. Mentionable key-findings are that additional ways of challenging target defenses, additional firepower, and increased lethality through characteristics such as precision will create tolerance to loss and tactical benefits.