As organizações hospitalares assumem uma relevante posição no mercado devido sua função econômica, social e por promoverem à saúde as pessoas, além de possuírem complexidade ímpar na sua gestão e várias carências, tais como: um serviço com maior valor agregado, conhecimento sobre as especificidades de seus processos, controle de seus custos totais etc. A estrutura organizacional, uma das ferramentas fundamentais de gerenciamento que proporciona visão holística da instituição, e a gestão da logística de forma integrada, que possibilita maior eficiência dos recursos ou vantagem competitiva sustentável, ganharam destaque nas organizações empresariais por auxiliá-las adaptarem e enfrentarem suas carências e os desafios do mercado global. Nesse contexto, o estudo tem como objetivo principal caracterizar a estrutura organizacional de uma organização hospitalar e identificar o estágio organizacional da logística nesse ambiente, analisando as influências de uma em relação à outra. Para tanto, o trabalho utilizou uma abordagem qualitativa exploratória, com estratégia de pesquisa a focar na revisão de literatura seguida por estudo de caso em hospital universitário e de ensino público. A coleta de dados foi realizada por meio de análise de documentos da instituição e entrevistas semi-estruturadas, baseada nas propostas de sistemáticas desenvolvidas, com um membro de cada nível da hierarquia associado às atividades logísticas. Os resultados da pesquisa permitiram: a caracterização da estrutura organizacional do estudo de caso, que se apresentou funcional; a identificação do estágio organizacional da logística, na prática do dia-a-dia, encontrou-se na Fase Zero, no estágio de fragmentação, sendo que nos documentos da instituição, está na Fase I, no estágio de agregação funcional; além de analisar as barreiras e oportunidades do arranjo do hospital em questão, para ampliar sua visão na busca da integração das atividades logísticas, e considerando a possibilidade de ser um caminho para a organização hospitalar trilhar, para agregar valor aos serviços, obter maior eficiência dos recursos e melhor desempenho organizacional. / The hospitals assume a relevant position in the market due its economical, social function and to promote the health the people, besides to possess odd complexity in the management and several lacks, such as: a service with larger adding value, knowledge on the specificities of its processes, control of its total costs etc. The organizational structure, one of the fundamental tools of managing, that it provides holistic vision of the institution, and the administration of the integrated logistics, that it provides larger efficiency of the resources or maintainable competitive advantage, won stand out in the business organizations for aiding them adapt and face their lacks and the challenges of the global market. In that context, the study has as main objective to characterize the organizational structure of an hospitalar organization and to identify the organizational stages of the logistic in that environment, analyzing the influences of one in relation to other. For so much, the work used an exploratory qualitative approach, with research strategy to focus in the revision literature following for case study in academical hospital and of public teaching. The data collection was accomplished through analysis of documents of the institution and semi-structured interview, based on the proposals of systematic developed, with a member of each level of the hierarchy associated to the activities logisticses. The results of the research allowed: the characterization of the organizational structure of the case study, that it came functional, the identification of the organizational stages of the logistics, in practice of the day by day, it was in the Phase Zero, in the fragmentation stage, and in the documents of the institution, it is in the Phase I, in the functional aggregation stage; besides analyzing the barriers and opportunities of the structure of the hospital in subject, to enlarge its vision in the search of the integration of the activities logisticses, and considering the possibility to be road for the hospitalar organization to tread, for adding value to the services, to obtain larger efficiency of the resources and better organizational performance.

Ljungquist, Urban (2007). Core Competence Matters: Preparing for a New Agenda. Acta Wexionensia No. 121/2007. ISSN: 1404-4307, ISBN: 978-91-7636-567-0. Written in English. The core competence concept describes how large companies can prosper and achieve competitive advantage. It is a well-known concept in the strategy domain, frequently practiced in organizations and cited in the literature. Despite this, recent research indicates that in-depth understanding of the concept is scarce. In this thesis, a few shortcomings of the concept are recognized: The vagueness of the original definition, divergence of the existing literature, and invalid appliance. Straightforward core competence identification and verification processes are put forward, applicable to both research and practice. The processes aim at advancing beyond mere identification. Three different core competencies were identified and verified in the empirical part of this thesis. The core competencies were possible to separate through differences in the various influences from competencies, capabilities and resources. The core competencies were also possible to arrange in a complexity continuum, from a compound and highly integrated core competence to a simple and technology-based one, with the third one, a service-based core competence, representing moderate complexity. The two most complex core competencies were, in general, influenced by competencies and capabilities to a larger extent than the simpler core competence. Resources mainly influenced the goods-producing core competencies. The empirical findings of this thesis show that by acknowledging the specifics of the characteristics of competencies, capabilities and resources and their influences, in conceptual and empirical discussions and applications, core competencies can be identified and verified. Furthermore, their influences provide the keys to managing core competencies. A new core competence agenda is proposed. The agenda includes core competence management, which is of particular value to organizations in need of change, for example those facing dynamic business environments, where vital activities and processes – including core competence – must be continually renewed. The agenda is feasible for future core competence research as well, since it alters the research domain, and advocates specificity, convergence and validity.

Esta pesquisa teve como objetivo investigar como a gestão de pessoas influencia o comprometimento organizacional dentro das unidades com estruturas organizacionais remotas. Sua importância reside na contribuição para a compreensão do que pode favorecer a retenção de talentos nessas unidades. Caracteriza-se como qualitativa, exploratória, baseada em estudo de casos múltiplos e cujo nível proposto de análise é o organizacional. Foi realizada por meio da aplicação de um levantamento de campo em algumas unidades de seis empresas autorizadas, cuja amostra envolveu grupos de análise constituídos de diretores, gerentes, RHs, supervisores e coordenadores de cada caso. O levantamento dos dados primários foi feito por meio de entrevistas em profundidade e observações nas áreas operacionais; o dos dados secundários, por meio de análise de documentos. Na análise dos resultados, trabalhou-se com as técnicas das análises de conteúdo, documental e reflexiva. Seus resultados demonstram a existência de práticas diferenciadas de gestão de pessoas, em razão das especificidades contextuais de cada unidade com estrutura organizacional remota, ficando em evidência que essa estrutura favorece a busca da contribuição e o desenvolvimento da solidariedade. Na visão dos respondentes, o nível de comprometimento organizacional é elevado, inserindo-se na perspectiva afetiva preconizada pela literatura. Tal perspectiva é sustentada pelos valores que ajudam a criar a identidade organizacional de cada uma dessas unidades, as quais tendem a aproximar as pessoas em todas as circunstâncias. Os gestores exercem influência direta no processo de obtenção desse comprometimento, facilitando para que esses valores sejam vivenciados por todos. Não obstante, os desafios para atração e retenção de talentos e suas famílias ainda permanecem, salvo nos casos em que os regimes de trabalho são diferenciados, em que as famílias permanecem em seus locais de origem e os atrativos financeiros e do próprio regime de trabalho compensam o afastamento temporário. As contribuições que esta pesquisa pode gerar são: auxiliar em futura análise da ligação entre a gestão de pessoas e o comprometimento organizacional, em novas unidades com estruturas organizacionais remotas no Brasil e em outros países; para a academia, poderá servir de estímulo para novas pesquisas nas áreas de administração, sociologia, psicologia, economia e antropologia; para as empresas, poderá ser feito um estudo comparativo das regiões onde elas tenham unidades remotas instaladas; para a sociedade, a possibilidade de retorno com os cuidados simultâneos que estão sendo tomados por essas organizações em todo o país. / This study aimed to investigate how management influences peoples organizational commitment within units with remote organizational structures. Its importance lies in contributing to the understanding of what might facilitate the retention of talent in these units. It is characterized as qualitative and exploratory, based on study of multiple cases, and its proposed level of analysis is organizational. It was realized by field studies in a few units of six companies, in which sample population involved focal groups consisting of directors, managers, human resources staff, supervisors, and coordinators of each case. The collection of primary data was done through in-depth interviews and observations in operational areas; the collection of secondary data was done through analysis of documents. For analysis of the results, techniques involving content, document, and reflective analyses were used. Results show the existence of different practices for managing people, due to the specific context of each unit, leaving in evidence that the remote organizational structure encourages the search for the contribution and development of solidarity. From the respondents viewpoint, the level of organizational commitment is high, in line with the affective view advocated by the literature. This view is supported by the values that help create the identity of each of these organizational units, which tend to bring people together in all circumstances. The managers exert direct influence in the process of obtaining such commitment, facilitating everyones experiencing of these values. Notwithstanding this influence, the challenges for attraction and retention of talent and their families still remain, except in cases where the work regimens are such that families remain in their places of origin and the financial incentives, as well as the work regimen itself, outweigh the workers temporary absence from family life. The contributions that this research can generate are: aiding future analysis of the connection between management of people and organizational commitment in new organizational structures with remote units in Brazil and other countries; for academe, serving as a starting point for further research in the areas of administration, sociology, psychology, economics, and anthropology; for enterprises, serving as basis for a comparative study of the regions where they have remote units operating; to society, having the opportunity to benefit from actions being taken by these organizations throughout the country.

Este trabalho tem como objetivo explicar os processos de desenvolvimento do planejamento estratégico em diferentes modelos organizacionais, identificando suas relações e propondo uma estrutura diferente ou ajustada. O processo de desenvolvimento do planejamento estratégico está relacionado a um composto de ações, passos, análises e decisões que visam o alcance de objetivos previamente estabelecidos. Os modelos organizacionais são interpretados a partir de fatores e características que tipificam uma organização. Os modelos analisados foram: organizações tipo empreendedora, centrada no empreendedor que a fundou; máquina, com processos padronizados funcionando como máquinas integradas; profissional, dependem da habilidade dos profissionais que nelas trabalham; e inovadora baseada em projetos e grupos de especialistas. / This paper aims to explain the process of strategic planning development at different organizational models, identifying its relationships and proposing a different or adjusted frame. The process of the strategic planning developing is related to a composite of actions, steps, analysis and decisions that aim the achieving of previously established objectives. The organizational models are interpreted from aspects and characteristics that typifying an organization. The models analyzed were: family-owned business; machine: standardized processes running as integrated machines; professional: depend on skilled professionals; and innovative: based on projects and expert groups.

This study examines the determinants of organizational commitment in a self-managing work team setting. The data used in the study are from a sample of 313 employees in an electronics manufacturing plant. Chapter one introduces the reader to the topic of self-managing work teams and explains the relevance of commitment to this organizational structure. Chapter two is a review of the literature which focuses on commitment, its determinants, and two theories used to explain the relationship between them. The remaining chapters describe the methodology used in the study, explain the findings and draw conclusions. Of all the factors analyzed, only perceived organizational support and autonomy were found to influence commitment in this sample. The relevance of these findings for business and academia is discussed.

This study explores the field of social work values in the social work profession. The aim of the study is to explore how social work values are related to empowerment practices and organizational structures inside the social work field. By using the perspective of empowerment and professional doxa these structures inside the social work field are explored in interviews with nine social workers. These nine interviews show how social workers relate to values insides their profession, how empowerment practices are done, and what kind of organizational conflicts social workers may experience. By using the perspectives of empowerment and professional doxa the interviews been analysed and connected to both local and global concerns for the social work field. Many professional conflicts were found by taking these perspectives that are discussed in this study, as for example role conflicts social workers could experience. Other conflicts were those of structural failures that caused harm to client contacts and economic factors that were deemed more important for organizations than good client outcomes.

Lärande organisationer har sedan slutet av 80-talet kommit att få mycket plats inomorganisationsforskning och begreppet har blivit synonymt med hur företag anpassar sig efter denomvärld de verkar i. Forskningen har visat hur givande lärandet kan vara för företag både i termer avvinst och välmående hos medarbetarna, men empiriska undersökningar har samtidigt visat att lärandeorganisationer inte fått fäste i praktiken. Parallellt med detta finns vissa rön som stödjer det traditionellasynsättet att vissa individer är mer kapabla att fatta strategiska beslut, medan andra är mer lämpadesom enbart utförare, och därmed är i behov av styrning. Vårt syfte var att i detta arbete undersöka hurlärande inom en organisation kan förstås genom en grupp chefers upplevelser. Studien designades somen fallstudie inom ett företag och empirin inhämtades från sex kvalitativa intervjuer. Genomklassificering av resultaten i enlighet med Senges discipliner, visade studien att intervjupersonernasupplevelser till stor del sammanföll med det aktuella företagets profilering som lärande organisation,då arbetssättet beskrevs som adaptivt, både inom den egna organisationen och gentemot omvärlden. Imaterialet kunde vi skönja en bakomliggande människosyn, vilket kunde möjliggöra en diskussion påett aggregerat plan. Vilka implikationer detta har för lärandet kan inte identifieras utifrån studiensresultat, utan kräver vidare undersökningar, förslagsvis innehållande både observationer ochintervjuer med fler medarbetare. / Since the end of the 1980s, learning organizations have gained a lot of space in organizational researchand have become synonymous with how companies adapt to the world in which they operate. Researchhas shown how rewarding learning can be for companies both in terms of profit and well-being of theiremployees, but empirical studies also show that learning organizations have not gained foothold inactual practice. In parallel with this, some evidence supports the traditional view that some individualsare more capable of making strategic decisions, while others are more suited to following orders andtherefore need to be controlled. The present study was designed as a case study within a company andthe empirical evidence was obtained from six qualitative interviews. By categorizing the results inaccordance with Senge's disciplines, the results showed that the interviewees' experiences by and largewere consistent with the company's profile as a learning organization, as the work methods weredescribed as adaptive, both within the organization and vis-à-vis the outside world. The materialshowed an underlying attitude towards colleagues, which made a discussion on an aggregated levelpossible. The implications of this relationship for learning could not be identified on the basis of theresults of the present study, and would require further investigations, including both observations andinterviews with more employees. / <p>2021-06-07</p>

Organizational decision making can be seen as a complex process due to the fact that decisions across organizational levels are generally interdependent, and have effects ranging from immediate to long-lasting. Reviewing decision making mathematical and process models, decision making is fundamentally characterized by multiple decision making steps from encountering a problem to determining a course of action. The first objective of this dissertation was the determination of the decision making model that a certain type of organization uses, and the establishment of a foundation for an organizational decision model framework. Decision making can be classified into three decision types: strategic, tactical, and operational. These types of decisions can be made throughout the organization ranging from an executive board to operating floor managers. A second objective of this dissertation was the determination of the decision making model that is used to make a certain decision type, and the continued development of an organizational decision making model framework. Beyond decision making occurring within the “traditional” organization structure, decision making can be influenced and occurs within the organizational social groups. These social networks established within the parent organization can make similar decisions to ones made within the “traditional” organizational structure. Metrics of social network analysis (SNA) were used to characterize the configuration of social networks associated with different organizational structures and types of decisions being made in the organization. These metrics showed organizational social networks had the same composition regardless of organizational structure and decision type, with one outlier that social networks would comprise of organizational members making the same type of organizational decision. The first two studies developed an organizational decision making model, respectively. These two studies’ results showed none of the five researched decision making models being representative of how an organization makes decisions. Ultimately, these studies’ results allowed a new organizational decision making model to be constructed.

Im Rahmen dieser Bachelorarbeit wurden die Organisations- und Prozessstrukturen von klein- und mittelständischen Unternehmen sowie die Einflüsse der Digitalisierung auf interne Strukturen im Holzbau analysiert. Das Ziel der Arbeit ist die Identifikation der bestimmenden Prozesse und der Einfluss der Organisationsform auf die Kostenentstehung in kleinen Unternehmen sowie eine Gegenüberstellung dieser zu Großunternehmen. Dazu wurden zunächst die verschiedenen Prozesse und Wertschöpfungsschritte eines Holzbauunternehmens systematisch und strukturiert beschrieben, um diese im Anschluss in ein Verhältnis zum Zeitaufwand und den damit verbundenen Kosten zu setzen. Danach wurden in einer ähnlichen Vorgehensweise verschiedene Organisationsformen dargestellt, um deren Einfluss auf die Kostenentstehung im Vergleich zu Großunternehmen zu analysieren. Auch in Hinblick auf die Herausforderungen der Digitalisierung für klein- und mittelständische Unternehmen wurden abschließend Optimierungsmöglichkeiten in diesem Kontext untersucht. Im Zuge der Gegenüberstellung dieser beiden Unternehmensformen konnten signifikante Unterschiede bezüglich der Kostenentstehungsprozesse festgestellt werden, auch die Organisationsstruktur in Großunternehmen beeinflusst diese Prozesse maßgeblich. Trotz der begrenzten Verfügbarkeit von personellen und finanziellen Ressourcen kleinerer Unternehmen und der dadurch erschwerten Implementierung digitaler Lösungen bietet die Digitalisierung völlig neue Potenziale zur Verbesserung von Strategien und Prozessen und sollte deshalb als Chance angesehen werden, um die eigene Wettbewerbsposition zu stärken.:Abbildungsverzeichnis Abkürzungsverzeichnis 1 Einleitung 1.1 Problemstellung 1.2 Ziele und Struktur der Arbeit 2 Klein- und mittelständische Unternehmen 2.1 Begriff der KMU 2.2 Bedeutung und Besonderheiten von KMU im Holzbau 3 Prozessstrukturen 3.1 Bedeutung von Prozessen in KMU 3.2 Vorherrschende Prozesse in KMU 3.2.1 Managementprozesse 3.2.2 Leistungserstellungsprozess 3.2.3 Supportprozesse 3.3 Einfluss interner Prozesse auf die Kostenentstehung 4 Organisationsstrukturen 4.1 Grundlagen zur Organisationsstruktur 4.2 Vorherrschende Organisationsformen in KMU 4.2.1 Verbreitete Organisationsformen 4.2.2 Alternative Organisationsformen 4.3 Einfluss interner Organisationsstrukturen auf die Kostenentstehung 4.4 Vergleich zu Großunternehmen 5 Digitalisierung in der Holzbaubranche 5.1 Bedeutung der digitalen Transformation für KMU 5.2 Einflüsse der Digitalisierung 5.2.1 Geschäfts- und Leistungserstellungsprozesse 5.2.2 Organisations- und Personalstrukturen 5.3 Herausforderungen der Digitalisierung für KMU 6 Zusammenfassung und Ausblick Literaturverzeichnis Eidesstaatliche Erklärung / This bachelor’s thesis analyzed the organizational and process structures of small and mediumsized companies as well as the influence of digitization on internal structures in timber construction. The aim of the work is to identify the determining processes and the influence of the organizational form on the formation of costs in small companies and to compare them with large companies. To this end, the various processes and value creation steps of a timber construction company were described in a systematic and structured manner, in order to compare them to the time required and the associated costs. In a similar way, different organizational forms were then presented in order to analyze their impact on cost formation in comparison with large companies. Finally, with a view to the challenges of digitization for small and medium-sized enterprises, optimization possibilities in this context were investigated. In the course of the comparison of these two forms of enterprise, significant differences in the costcreation processes were found, and the organizational structure in large companies also significantly influences these processes. Despite the limited availability of human and financial resources of smaller companies, which makes it difficult to implement digital solutions, digitization offers completely new potential for improving strategies and processes and should therefore be seen as an opportunity to strengthen one’s competitive position.:Abbildungsverzeichnis Abkürzungsverzeichnis 1 Einleitung 1.1 Problemstellung 1.2 Ziele und Struktur der Arbeit 2 Klein- und mittelständische Unternehmen 2.1 Begriff der KMU 2.2 Bedeutung und Besonderheiten von KMU im Holzbau 3 Prozessstrukturen 3.1 Bedeutung von Prozessen in KMU 3.2 Vorherrschende Prozesse in KMU 3.2.1 Managementprozesse 3.2.2 Leistungserstellungsprozess 3.2.3 Supportprozesse 3.3 Einfluss interner Prozesse auf die Kostenentstehung 4 Organisationsstrukturen 4.1 Grundlagen zur Organisationsstruktur 4.2 Vorherrschende Organisationsformen in KMU 4.2.1 Verbreitete Organisationsformen 4.2.2 Alternative Organisationsformen 4.3 Einfluss interner Organisationsstrukturen auf die Kostenentstehung 4.4 Vergleich zu Großunternehmen 5 Digitalisierung in der Holzbaubranche 5.1 Bedeutung der digitalen Transformation für KMU 5.2 Einflüsse der Digitalisierung 5.2.1 Geschäfts- und Leistungserstellungsprozesse 5.2.2 Organisations- und Personalstrukturen 5.3 Herausforderungen der Digitalisierung für KMU 6 Zusammenfassung und Ausblick Literaturverzeichnis Eidesstaatliche Erklärung

För att företag ska behålla konkurrenskraftighet på dagens dynamiska marknad krävs en hög grad av innovation. KTH Hyperloop är ett studentprojekt på KungligaTekniska Högskolan som är mitt uppe i ett radikalt innovationsprojekt med målet att förändra hur vi transporterar oss i framtiden. Projektet kretsar kring skapandet av en farkost som ska transporteras i vakuum med hjälp av elektromagnetism. Syftet med detta arbete var att öka förståelsen kring produktutvecklingsprocessen av ett innovationsprojekt som KTH Hyperloop, ett projekt som drivs av enbart studenter med hög personalomsättning utan ersättning. Studien har undersökt två forskningsfrågor kopplade till KTH Hyperloop som ett radikalt innovationsprojekt. Studien inleddes med att göra en grundlig litteraturstudie där relaterade områden undersöktes och en teoretisk referensram byggdes upp. De områden som undersöktes var agila metoder, organisationsstrukturer, radikal innovation och motivation. Vidare i arbetet gjordes en kvalitativ intervjustudie med fyra respondenter från KTHHyperloop. Från resultatet i denna studie kan lärdomar användas i liknande projekt om vad som gynnar respektive hämmar radikala innovationsprojekt. Studien visar att inre motivation är en stor faktor till varför personer söker sig till ett studentprojekt som KTH Hyperloop men det krävs även yttre motivationsfaktorer såsom goda resultat i projektet. För att organisera ett radikalt innovationsprojekt under hög omsättning av personal krävs agila arbetsmetoder och stor informationsspridning som genomsyrar alla nivåer i organisationen. / To enable businesses to maintain strong competitiveness in today’s dynamical marketplace they need a high level of innovation. KTH Hyperloop is a student project in Sweden Stockholm at the Royal Institute of Technology (KTH), currently in the middle of a radical innovation project with the goal to change future transportation. The main idea of the project is to create a vehicle which will be transported in a vacuum by electromagnetism. The purpose of this thesis is to increase the knowledge of the product development process of an innovation project such as KTH Hyperloop, a project driven and executed only by students with high staff turnover without any form of compensation. This study analyzed two research questions linked to KTH Hyperloop seen as a radical innovation project. The study was initiated by conducting a thorough literature study. Related areas were examined and a theoretical frame of references was created. Litterature areas examined were motivation, agile methods, organizational structures and radical innovation. Further into the project, a qualitative interview study which included four respondents from KTH Hyperloop was conducted . Results from this study can be applied to similar projects regarding beneficial and inhibitory factors to a radical innovation project. The results of this study shows that intrinsic motivation is one of the major factors to why people apply to a student project as KTH Hyperloop. It is also important to have extrinsic motivational factors such as achieving good results in the project. Another conclusion that this study shows is organizing a radical innovation project under a high turnover of staff requires agile work methods. Also, the project needs to have aspread of information that reaches all levels in the organization to be able to reach radical innovation results.