As Organizações chamadas de Clubes Sócioesportivos mantém um modelo de administração que as caracteriza, que é a gestão realizada por voluntários e apoiada por gestores profissionais. A literatura aponta que a estrutura organizacional de entidades esportivas é peculiar, especialmente em clubes de futebol, onde persiste a fronteira entre os gestores voluntários que representam o poder executivo e legislativo e os gestores profissionais que são os que controlam e executam o planejamento financeiro e de atividades. No entanto são escassos estudos voltados a Clubes Sócioesportivos. O objetivo do presente estudo foi de identificar, descrever e comparar aspectos do processo de gestão da área de esportes de Clubes Sócioesportivos e analisa-los à luz de teorias e modelos administrativos. A pesquisa teve abordagem qualitativa, sendo realizado estudo de campo junto a seis clubes sócioesportivos da cidade de São Paulo. Para tanto, foram construídos e aplicados dois instrumentos: questionário e entrevista semiestruturada junto aos gestores de esporte das entidades. As informações obtidas foram analisadas comparativamente entre as entidades. Verificou-se que os Clubes utilizam modelos administrativos tradicionais com desenhos organizacionais. O planejamento destas organizações é baseado estritamente no orçamento anual, não havendo um planejamento plurianual ou estratégico. A tomada de decisão tem como alicerce a experiência pessoal do gestor voluntário, apoiada na vivência do gestor profissional. Não foram encontradas técnicas apuradas de tomada de decisão. As decisões mais importantes quanto a administração do Clube mantém um rito de preocupação com as responsabilidades. Os recursos humanos são selecionados pelo gestor profissional com o aval do gestor voluntário mantendo uma linha de contratação coerente e que está voltada a atender as demandas do Clube. Conclui-se que os Clubes estudados apresentam poucos aspectos diferentes do tradicional nas suas administrações, mantém uma estrutura organizacional própria, e os processos de tomada de decisões na área de esportes são fortemente vinculados ao planejamento financeiro / Organizations Sports Social Club calls maintains a management model that characterizes them, which is the management performed by volunteers and supported by professional managers. The literature points out that the organizational structure of sport organizations is peculiar, especially in football clubs, which remains the boundary between the volunteers managers representing the executive and legislative and professional managers who are controlling and perform financial planning and activities. However there are few studies concerning the Social and Sporting Clubs. The aim of this study was to identify, describe and compare aspects of the management process of Social and Sporting Club sports area and examines them in the light of theories and management models. The research was qualitative approach being conducted field study with six Social and Sporting clubs of São Paulo. To do so, they were built and applied two instruments: questionnaire and semi-structured interviews with the bodies of sport managers. The information obtained was analyzed comparatively between the entities. It was found that the teams use traditional administrative models with organizational designs. The planning of these organizations is strictly based on the annual budget, with no or a multi-annual strategic planning. Decision making has as its foundation the personal experience of the volunteer manager, based on the experience of the professional manager. Cleared technical decision-making were found. The most important decisions as the club\'s management maintains a matter of rite with responsibilities. Human resources are selected by professional manager with the endorsement of the volunteer manager keeping a plausible hiring line and is geared to meet the demands of the Club. We conclude that the studied clubs have few innovative features in their administrations, maintains a traditional organizational structure and decision-making processes in the sports area are strongly linked to financial planning

O objetivo deste trabalho é investigar a dinâmica entre a estratégia e estrutura de empresas que prestam serviços relacionados à mobilidade urbana e transportes, ou seja, investigar as mudanças na estrutura organizacional em face de uma nova estratégia dessas empresas. Mais especificamente, a pergunta de pesquisa norteia a investigação sobre como a estrutura organizacional contribui para a operacionalização de uma nova estratégia organizacional voltada à mobilidade urbana. O caso analisado foi o da Companhia de Engenharia de Tráfego de São Paulo onde houve mudanças na estrutura organizacional em face de uma nova estratégia de operação por corredores de tráfego, a partir da gestão municipal iniciada em 2013. O método utilizado foi o estudo de caso único realizado por meio de entrevistas semi-estruturadas. O referencial teórico utilizado foi o da sócio-tecnologia moderna de De Sitter et al. (1997) e, dentro desta teoria de projeto organizacional, utilizou-se especificamente os processos de Paralelização e Segmentação para o projeto da Estrutura de Produção. A Paralelização foi verificada dentro da Estrutura de Produção e, principalmente após a nova divisão espacial após 2013, permite que haja o tratamento integrado de um corredor de tráfego pela mesma Gerência de Engenharia de Tráfego (GET) ao longo de toda sua extensão. Dessa forma, a Paralelização permite a descentralização da operação por corredores de tráfego para essas GET, aumentando a flexibilidade e autonomia da estrutura para tratar as variâncias externas bem como diminuição da complexidade e das interfaces na gestão por corredores de tráfego. Em relação ao processo de Segmentação, esse não foi verificado na Estrutura de Produção da CET. Embora sendo uma etapa subsequente à Paralelização, esta ausência de Segmentação mantém interfaces internas as GET que, de certo modo, foram atenuadas com a nova reorganização espacial. No entanto, utiliza-se a Segmentação como forma de propor a alocação direta das atividades operacionais a estruturas similares aos grupos semi-autônomos, eliminando as subdivisões operacionais das GET denominados Departamentos de Engenharia de Tráfego, e, consequentemente, reduzir as interfaces e complexidade internas as GET para a gestão por corredores de tráfego. Em suma, a Paralelização e Segmentação foram úteis na análise e entendimento do caso e atingimento dos objetivos da pesquisa. Embora haja diferenças entre a Paralelização e Segmentação proposta pela literatura e a observada no caso, essas diferenças não inibem o potencial destes conceitos em criar uma estrutura descentralizada que possa ter ainda mais flexibilidade e autonomia para a gestão por corredores de tráfego em São Paulo. / The aim of this research is to investigate the relation between strategy and structure of organizations that render services related to urban mobility and transporte, which is to investigate the organizational structure changes as a result of a new strategy in those organizations. Specifically, the research question guides the investigation about how the organizational structure contributes to the operationalization of a new organizational structure focused on urban mobility. The case analyzed was the Companhia de Engenharia de Tráfego de São Paulo where there were changes to the organizational structures in response to a new strategy based on the operation of traffic corridors, initiated in 2013. The research method was the single case study done through semi-structured interviews. The theoretical framework used was the Modern Socio-Technology by De Sitter et al. (1997) and, more specifically, the Parallelization and Segmentation processes to the design of the Production Structure. Parallelization was observed within the Production Structure and, mainly after the spatial division of 2013, allows an integrated management of the entire length of traffic corridor by the same Gerência de Engenharia de Tráfego (GET). In this sense, Parallelization allows a decentralization of traffic corridor operations to these GET, enhancing flexibility and autonomy of the structure to treat and manage external variances as well as the reduction of complexity and interfaces during the management of those corridors. In regards to Segmentation, this process was not observed the occurrence in the Production Structure of CET. Although it is a subsequent process to Parallelization, the absence of Segmentation maintains internal interfaces in the GET that were once reduced due to the new spatial reorganization. However, Segmentation is used as a way to propose the allocation of the operational activities directly to structures similar to semi-autonomous groups and, therefore, eliminating the operational sub-units within GET, named Departamentos de Engenharia de Tráfego (DET), and, consequently, reducing internal complexity and interfaces within GET to the operation of traffic corridors. In sum, Parallelization and Segmentation were useful to analyze and to understand this case as well as to accomplish the research\'s objectives. Although differences between Parallelization and Segmentation as pointed in the literature and observed in this case were identified, those differences do not curb the potential of these concepts to be applied in order to create a more decentralized, flexible and autonomous structure to the management of traffic corridors in São Paulo.

Although prior research has found differences in costs and financial performance across different types of hospital systems, there has been no systematic study of variations in patient quality of care or safety indicators across different systems. Our study examines whether five main types of health systems - centralized (CHS), centralized physician/insurance (CPIHS), moderately centralized (MCHS), decentralized (DHS), and independent (IHS) - as well as other hospital characteristics are associated with differences in quality of patient care. Data were assembled for 6 years (1995 - 2000) from multiple sources. We used 4 AHRQ risk adjusted inpatient quality indicators (IQIs) and 5 risk-adjusted patient safety indicators (PSIs) as dependent variables. Random effects models were used in the analysis.It was found that the IQI and PSI models have different patterns. In the IQI models, CHS hospitals have lower AMI, CHF, Stroke, and Pneumonia mortality rates than hospitals in other system types. The PSI models did not indicate any systems' effects on adverse event rates. It was also found that system hospitals' compliance with the JCAHO performance area indicator for availability of patient specific information was associated with lower rates of CHF, Stroke, Pneumonia, and Infection due to medical care.The findings suggest that centralization of hospital structures may improve internal clinical processes by enhancing coordination of activities, communication between providers, timely adjustments of processes of care delivery and structures to external pressures. A lack of systems' effect on adverse events may be explained by a newness of the patient safety issues for hospitals and possible changes in reporting patterns of medical errors after the Institute of Medicine report of 1999. A system hospitals' compliance with the JCAHO performance area indicator may indicate improvements in information and clinical record systems.Hospital systems hold much potential for hospitals in improving patient quality of care and safety because they provide a laboratory for studying the health care process and sharing lessons across multiple institutions. Based on our findings, we recommend that future studies use a combination of IQIs and PSIs when examining institutional quality of care because both provide different and complementary information.

當一個企業由國內企業逐漸國際化，而成為國際企業，必定在管理方式與組織結構上有相當大的改變，而改變的過程通常會經歷很多痛苦的經驗。而台灣的企業大多為中小企業，目前正處在轉型的重要時刻，紛紛走向國際化，正需要一套原則可以協助其組織結構的演化及管理控制的擬定。本研究的目的即是希望以台灣企業為樣本，對下列三個現象提供一些答案：(1)企業國際化過程中，組織結構的選擇與企業經營策略之間的配合關係；(2)企業在面臨全球整合與地區回應雙重壓力的取捨之下，所賦予國外子公司的策略性角色，及對子公司控制上的差異；(3)地主國環境對於國際企業控制行為的影響。希望透過對國內之國際企業的了解，印證國外國際企業國際化的發展軌跡與相關理論，進而對國內企業提出適當的建議。 　　經過實證結果有六項發現： 　　一、我國企業的國際化仍處於早期階段，有三分之一強的企業只是純粹從事出口業務；組織結構的選擇，以出口組織最多，其次是國際事業部，其餘的組織結構類型則很少。 　　二、在經營策略與組織結構之關係方面，在經營策略變數中，「國外涉入程度」、「產品變化比例」及「國外子公司數目」三項對於國際企業組織結構的選擇有顯著的影響。 　　三、國外子公司的策略性角色方面，依其價值活動之全球整合與地區回應的程度，可區分為四種策略群，分別為「自足型」、「主動型」、「聽命型」及「自主型」。 　　四、在國外子公司的策略性角色與控制之關係方面，國際企業母公司對具備不同策略性角色的子公司，所採取的控制行為在「行銷的授權程度」上有顯著差異，其中，「自主型」的子公司得到的行銷授權程度為最高。 　　五、在整合策略與控制之關係方面，當國外子公司與母公司或其他子公司全球整合程度愈高時，母公司對該子公司在行銷上的授權程度會愈低，不過，國際企業的國外子公司對地主國的回應程度之高低，並未發現對母公司的控制有影響。 　　六、在地主國環境與控制之關係上，國外子公司所處地主國的環境狀況會影響母公司對該子公司的控制行為。當地主國與母國的文化距離愈大時，母公司對該子公司在整體決策、財務及人事上的授權程度愈高，同時，在整體控制愈傾向非正式化。

<p>Syftet med studien är att skapa en förståelse för hur en byråkratisk organisation arbetar för att på en och samma gång vara såväl regelstyrd som deltagaranpassad samt hur detta påverkar individerna som deltar i verksamheten.</p><p>För att uppnå syftet har det utgåtts från följande frågeställningar:<em> </em><em> </em></p><ul><li>Hur upplever deltagarna samarbetet med konsulten?</li><li>Hur ser Arbetslivsresurs metod för arbetet med deltagare i omställningsuppdrag ut?<strong></strong></li><li>På vilket sätt individanpassar konsulten mötet med deltagarna? </li></ul><p>För att uppnå syftet har kvalitativ metod tillämpats. En intervju har genomförts med en konsult på Arbetslivsresurs som bland annat arbetar med omställningsuppdrag samt har intervjuer utförts med åtta deltagare som medverkat i omställningsuppdrag i anslutning till Arbetslivsresurs. Resultatet visade att konsulten i samtalet med deltagarna använder en arbetsmetod som utgår från individen. Vidare visade resultatet att samarbetet medfört positiva upplevelser för deltagarna samt upplevde deltagarna ett individanpassat bemötande i stor utsträckning.</p><p> </p> / <p>The aim of this study is to create an understanding of how a bureaucratic organization is structured in order to be rule-driven as well as adjustable to participants and how this affects the individuals that participate in the activities provided by the organization. To achieve the purpose, we have sought to answer the following questions:</p><p>• How is the cooperation with the consultant perceived among the participants?</p><p>• What does Arbetslivsresurs’ working method with participants in the transition look like?</p><p>• How does the consultant adjust the meeting to each participant?</p><p>To be able to achieve the aim, a qualitative method has been used. An interview has been conducted with a consultant who works with transitions at Arbetslivsresurs. In addition, eight interviews have been conducted with participants who have been involved in transitions connected to Arbetslivsresurs. The results show that the consultant uses an individualized method in the meetings with participants. Furthermore, the results show to a large extent, that the cooperation has generated positive experiences for the participants as well as an experience of a personalized treatment.</p>

Vi vet alla vad en skola är. Det är några byggnader på en skolgård. Samtidigt är skolan i meningen den svenska skolan, mångas angelägenhet. Elever, föräldrar, lärare, skolledning, politiker och näringsliv har alla olikartade förväntningar. I skolans styrdokument formulerar staten både mål och medel för 2000-talets goda skola. Vägen till skolutveckling och måluppfyllelse går via ledarskap och samarbete. Dessa områden behöver betonas och förbättras ute i de olika skolenheterna. Samtidigt som man uppmanar till mångfald, variation och lokala lösningar baserat på idén om målstyrning, lyser två modeller starkt på skolhimlen. Det ena är idén om ledarskap förknippat med den starka, företagslika ledaren. Det andra är arbetslaget som idealmodell för samarbete. Den här doktorsavhandlingen undersöker sambandet mellan ledarskap och samarbete och ställer sig frågorna; vilka uttryck tar sig egentligen ledarskap och samarbete i lokala skolor? kan en skolledning medelst ledarskap påverka samarbete i en lokal skola? Hur går det i så fall till? Studien är gjord i tre grundskolor som representerar tre olika skoltyper. Jämförelsen mellan dessa tre skolor ger underlag till att diskutera olika modeller för organisering och ledning av skolverksamhet. / <p>Diss. Stockholm : Handelshögskolan, 2003</p>

Syftet med studien är att skapa en förståelse för hur en byråkratisk organisation arbetar för att på en och samma gång vara såväl regelstyrd som deltagaranpassad samt hur detta påverkar individerna som deltar i verksamheten. För att uppnå syftet har det utgåtts från följande frågeställningar:   Hur upplever deltagarna samarbetet med konsulten? Hur ser Arbetslivsresurs metod för arbetet med deltagare i omställningsuppdrag ut? På vilket sätt individanpassar konsulten mötet med deltagarna?  För att uppnå syftet har kvalitativ metod tillämpats. En intervju har genomförts med en konsult på Arbetslivsresurs som bland annat arbetar med omställningsuppdrag samt har intervjuer utförts med åtta deltagare som medverkat i omställningsuppdrag i anslutning till Arbetslivsresurs. Resultatet visade att konsulten i samtalet med deltagarna använder en arbetsmetod som utgår från individen. Vidare visade resultatet att samarbetet medfört positiva upplevelser för deltagarna samt upplevde deltagarna ett individanpassat bemötande i stor utsträckning. / The aim of this study is to create an understanding of how a bureaucratic organization is structured in order to be rule-driven as well as adjustable to participants and how this affects the individuals that participate in the activities provided by the organization. To achieve the purpose, we have sought to answer the following questions: • How is the cooperation with the consultant perceived among the participants? • What does Arbetslivsresurs’ working method with participants in the transition look like? • How does the consultant adjust the meeting to each participant? To be able to achieve the aim, a qualitative method has been used. An interview has been conducted with a consultant who works with transitions at Arbetslivsresurs. In addition, eight interviews have been conducted with participants who have been involved in transitions connected to Arbetslivsresurs. The results show that the consultant uses an individualized method in the meetings with participants. Furthermore, the results show to a large extent, that the cooperation has generated positive experiences for the participants as well as an experience of a personalized treatment.

The focus of this study is to evaluate the impact of corporate ownership structure on the overall performance of stock exchanges. This study distinguishes in particular mutual versus demutualized ownership. London Stock Exchange and Hong Kong Stock Exchange are chosen as study cases, because London Stock Exchange is one of the world leading stock exchanges and Hong Kong Stock Exchange is definitely one of the most important emerging market stock exchanges. That is why the results obtained by comparing these two stock exchanges could serve as good indicator in understanding the effects of demutualization process on the whole stock exchange sector and retain the subtle differences in micro-behavior of the stock exchanges undergone the same transformation. In this paper the simple descriptive statistics is used as the method of analysis, in association to a profound review of the literature in this area. The data illuminate the fact that demutualized stock exchanges hold a stronger operating performance and a better performance in term of shareholder’s return than mutual exchanges. The result is generally in line with the basic theories in the area of corporate governance and empirical studies in this specific area like Aggarwal (2006), Mendiola and O’Hara (2003) and Hart and Moore (1996).

Geographically dispersed organizations are becoming increasingly common, however, the organizational culture is often weaker in this type of organization due to geographical distances. One important aspect of the organizational culture is the organizational values, and if shared by all organizational members they can benefit the company on many levels, for example by increasing motivation and communication. If employees, on the other hand, fail to interpret the organizational values it may lead to decreased working moral and overall dissatisfaction. In family businesses it is the values of the family that constitute the organizational values, and these may be difficult to communicate to non-family employees, because family businesses often rely on informal communication.   The purpose of this thesis is to describe how non-family employees interpret the organizational values of a family business, as well as to increase the understanding of whether geographical distance affects their interpretation. In this thesis we have conducted a qualitative case study, in which ten semi-structured interviews were made in a geographically dispersed family business. We have assumed an employee perspective and have, thus, interviewed non-family employees on the different geographical locations of this family business.   The findings from the empirical data showed that the case studied organization does not have any formally written organizational values and the non-family employees have as a result interpreted the values slightly differently. The employees state the organizational values in general terms, which would make them applicable to any organization, or even society at large.   In the analysis we compare the theoretical framework and the empirical findings in order to present conclusions for the organization being studied. The analysis will be divided into themes; organizational structure, organizational culture and values as well as the relation between the non-family employees and the family business.   We were able to conclude that informal communication is not sufficient in order to efficiently communicate the organizational values in a geographically dispersed organization. Nevertheless, the geographical distance for each workplace respectively could not be identified as the only influencing factor that affects the employees’ interpretation of the organizational values. The organizational structure emerged as a contributing factor. The non-family employees’ interpretations were broad and general in terms of the organizational values. One of our recommendations is for the organization to write down the organizational values and distribute them throughout the organization, which will enable the organizational values to be correctly interpreted by all organizational members.

ABSTRACT Title: Services Marketing in a Cross-Cultural Environment – The Case of Elekta in Russia Level: Final assignment for Master Degree in Business Administration Authors: Alena Bazyleva and Maria Zaytseva Supervisor: Dr. Maria Fregidou-Malama Aim: The aim of this research is to investigate how the products and services of the Swedish company Elekta are marketed in Russia, a country with cultural environment different from Sweden. For this purpose such aspects of marketing strategy as adaptation/standardization, trust and network development, which help to decrease the influence of intangibility and heterogeneity of services, are examined. Method: In present research explanatory applied type of study was used to describe services marketing process. Combination of induction and deduction methods, and qualitative methods of research were used. Case study of Swedish company Elekta was chosen as the research area. Primary data was collected through survey by means of semi-structured interviews and open questionnaires. Secondary data was collected from sources such as relevant books, scientific articles, company brochure, and websites of company and its clients. Results and conclusion: The research reveals that trust, network building, balance of adaptation and standardization strategies, employed by Elekta company, help to overcome heterogeneity and intangibility of its services in Russian market. It has also been found that the image of Sweden as a country of origin plays an important role in trust establishment in Russia, but in a sense that it is a foreign country, not Sweden in particular. Moreover, it is suggested, that organizational structure of international company, matrix structure in this particular case study, favours the development and effectiveness of the discussed variables. In spite of such characteristics of Russian market as high bureaucracy, corruption, “blat” network, unstable laws, etc., this market is considered to be a promising emerging market for international business. Russian national culture displays large power distance, high uncertainty avoidance, collectivist and feminine values, which influence the whole society and the business sphere as well. Suggestions for future research: It would be beneficial for future research to expand the range of complementing studies, examining the cases of Elekta in different countries and emerging markets in particular. In addition, in order to develop international services marketing theory, it is necessary to include other services industries in the scope of research. Furthermore, getting feedback from the patients, who experienced treatment on Elekta equipment, can contribute to the future research. Contribution of the thesis: The modification and adaptation of the theoretical framework of Fregidou-Malama and Hyder (2011) made by authors of this study contributes to the theory of international services marketing process. In addition, as there is lack of research in this area for health care sector, this study can be valuable addition to this research area. Research of the case of Elekta in Russia complements the range of studies on international services marketing process in health care sector with the cases of Elekta company in different countries: Egypt, China, the Philippines, Brazil, Hong Kong. Besides, current research has certain practical value: it is beneficial for international companies expanding into emerging markets in general and in Russian market in particular. This research may help to increase awareness about Elekta treatment solutions. Key words: Elekta, Gamma Knife, Russia, Services Marketing, Services characteristics, Network, Trust, Adaptation, Standardization, Culture, Organizational structure.