Socializacijos procese tolygiai svarbūs profesinių įgūdžių, žinių ir organizacinės kultūros vertybių perdavimas bei tolimesnė saviugda, tačiau kai kuriose organizacijose akcentuojamas profesinis ugdymas ir tobulinimasis, o psichosocialinė adaptacija tarsi pametama iš akiračio. Toks neteisingas interpretavimas iškreipia socializacijos procesą, netgi tampa jos stabdžiu. Mokslinės, metodinės ir teisinės medžiagos analizė leidžia daryti išvadas, kad naujų darbuotojų kiekvieno socializacijos etapo sėkmę lemia vadovo pasirinktas valdymo modelis, teisinga organizacijoje vykstančių procesų interpretacija, darbo kolektyvo, ypač vadovaujančio personalo, įžvalga derinant individo ir organizacijos vertybių sistemas, savalaikė ir kokybiškai naudinga pagalba bei parama. Pozityvių darbinių santykių švietimo organizacijose užtikrinimui, organizacijos tikslų įgyvendinimui, darbuotojų saviraiškos galimybių realizavimui, svarbu teisingai interpretuoti ir valdyti socializacijos procesą. Todėl magistrinio darbo tikslas: ištirti naujų darbuotojų socializacijos proceso ypatumus ikimokyklinėse įstaigose. Tyrimo eigoje Vilniaus miesto trijose ikimokyklinėse įstaigose pastebėtos tos pačios socializacijos proceso tendencijos: atrankinio pokalbio metu nėra derinami darbuotojo lūkesčiai ir organizacijos galimybės, neatskleidžiamas realus darbas organizacijoje, nederinamos darbuotojo ir organizacijos vertybių nuostatos; antra, darbuotojų orientavimas nėra savalaikis ir patenkinamas, todėl socialinė... [toliau žr. visą tekstą] / In socialization process the transference of professional skills, knowledge, organizational culture values and further self-help is a matter of substance, still in some organizations vocational training and development are emphasized and psychosocial adaptation is of a sort to pass from view. Suchlike incorrect interpretation wrenches the socialization process, though turns a rising holdout. Scientific, methodical and law material analysis concludes, that managers’ adopted managing model, correct interpretation of proceeding changes in the organization, work-collective’s, particularly leading staff’s, insight matching up individual and organizational systems of values, well-timed and qualitatively effective support and help determines new employees’ every socialization stage success. Correct interpretation and management of the socialization process are influential for ensuring positive relations of work, implementing organizational goals and realization possibilities of self –expression in the organizations of education. Consequently, the goal of final masters’ work: to research new employees’ socialization process peculiarities in the preschools. The study is done in three preschools using the closed questionnaire in the inquiry. The research in the preschools of Vilnius reveals the same tendencies of the socialization process: Firstly, during the course of spot interview are not matched up worker‘s expectations and organization‘s facility, unrevealed real work in the... [to full text]

The aim of this thesis is the evaluation of the level of communication and the proposing of some changes that can result to the improvement of communicational processes.General communication process and its function in the organization is thoroughly described in the theoretical part of this thesis by means of literary resources.The practical part of the thesis focuses on the particular communication process in the firm named ABL Tools in Písek.The analysis is based on basic methods, such as: interrogation, observation and interviewing. Conclusions of the analysis and results will be provided to the manager of ABL Tools. These suggestions could be useful as a guideline to improve a current level of communication processes in the organization.

Depuis une quinzaine d’années, des démarches de knowledge management sont mises en place dans les organisations pour optimiser l’utilisation et le partage des connaissances entre les individus. D’une logique essentiellement « outil » dans un premier temps, ces démarches ont progressivement évolué vers une logique davantage centrée sur les interactions entre ces individus et leurs connaissances : c’est l’Organisation 2.0, dite « centrée connaissance ». Cette recherche propose d’identifier des leviers de transformation des organisations centrées processus – qui associent la notion de facteur humain à celle de risque – en organisations centrées connaissance, en considérant cette dernière comme une opportunité de développement. Elle s’appuie pour cela sur le transfert de connaissances, au coeur du knowledge centricity, en introduisant des cartographies de connaissances individuelles pourfaire émerger des réseaux d’acteurs. Réalisée sous forme d’une recherche-intervention chez Total, elle s’appuie sur le projet de « Transfert de Savoir-Faire » du Groupe. Cette recherche met en avant les forces des cartographies comme outils d’accompagnement au transfert de connaissances de par : leur capacité à identifier et à valoriser un patrimoine de connaissances à travers une approche centrée sur l’individu, leur capacité d’ouverture sur un réseau d’acteurs (et de connaissances), à créer une dynamique collective de partage. Enfin, elles constituent un outil de management intervenant notamment dans l’aide à la décision et la gestion des risques (associés à un management des connaissances), et sont une opportunité de dialogue entre les différents acteurs de l’organisation. La combinaison de ces résultats permet à cette recherche de contribuer aux travaux menés surle knowledge centricity, via l’introduction des cartographies de connaissances comme levier de transformation par la voie du transfert de connaissances. Cette recherche montre également les limites de l’introduction de ces cartographies de connaissances dans des organisations centrées processus : une structure matricielle forte associée à des stratégies d’acteurs en environnement changeant sont autant de freins au développement d’une démarche collective et globale pouvant aboutir à une organisation centrée connaissance. / For several years, knowledge management approaches mainly based on Information Systems are implemented to optimize the use and sharing of knowledge between individuals. More recently, this technical view has evolved towards a more human centric approach to enhance the value created from the human interactions: it the Organization 2.0, called “knowledge centric”. This research proposes to identify levers of organization transformation, from a process centric view - which associates human factor with the concept of risk - to a knowledge-centric organization, where knowledge appears as an opportunity. Thus, the focus is set on knowledge transfer, at the heart of knowledge centricity, by introducing individual knowledge maps in the organization in order to make actor networks emerge.This research is based on an intervention-research carried-out in Total to deploy a know-how transfer approach. The main results show the strength of the combination of knowledge maps and knowledge transfer for an organizational transformation: the identification of the intellectual resources of an organization through a human centric approach, the identification of actor (and knowledge) networks, the creation of a collective sharing dynamic, a management tool for decision support and risk management, and an opportunity for dialogue between the actors. Through these results, this research contributes to the work on knowledge centricity through the introduction of individual knowledge maps as means of promoting change through knowledge transfer. This research also shows the limits of this introduction in process centric organizations: a strong matrix structure associated with actors' strategies in a changing environment is hampering the development of a collective and global approach leading to a knowledge centricity.

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No. of bitstreams: 1 Tese-Socorro de Fátima Moraes Nina.pdf: 4456828 bytes, checksum: d88e4006d0732094356618935d4407a3 (MD5) Previous issue date: 2014-07-25 / Outros / This research identifies, characterizes and analyses the dimensions of work, health and environment of agriculturist women from Sagrado Coração de Jesus/Vila do Engenho community located in the city of Itacoatiara, Amazonas. The goal is to identify different places, processes and organizations regarding the work of women, in its multiple activities, that are incorporated, in the day-to-day help, and also to identify health risks referenced by the worker in the day-to-day work. This qualitative research through the theorical criticism perspective in the sociohistorical approach, dialogues with the psychodynamics of work theories. These theories opt for the speech and listening as privileged access to subjective experiences. In order to understand the work of women in the agriculture, it is important to trace an access between its geographical, psychosocial and health aspects. This research uses the Nucleus of Meaning Analysis (NMA), inspired and adapted from the Category-based Content Analysis, that privileges the words, the subjective experiences analysis and the studies of their meanings. The results show that in Vila do Engenho, histories are connected to the cooperative dynamic with the protagonism of women at work experiences, in the organization and participation in the community. Contradictions and current conditions in which they live, through their own reflection as people, and through the action of the subject that tends to transform material conditions that generated such contradictions, constitute the work dynamic in which they live. As results, it can be confirmed that through their histories, work is determining in the health/disease process of the agriculturist women, in which working is to make a work-help relation. It is possible to observe that for these women, it is not so clear of which function performed daily can be identified as help and work. The role of the woman as a mere helper disappears when the relations of work become complex. On the other hand, when these relations are less complex, the idea of helping the husband is better considered. It is revealed an invisible work that extrapolates "housewifing". There are situations and places that increase the level of exploration of this work force, house - association - agro-industry - plantation, associated by the woman as much as their proper duties. In the agriculture work, it can be observed that the women acquire pain due to bad posture, physical effort and to mechanical pression on determined body parts, like the lower and the upper limbs, heat and solar radiation exposure for long periods of time and agrochemicals exposure, and also the ones related to organization and psychosocial factors of each job, associated to common work overload in all places of Vila. The public space permits the speech, that can be heard and demands actions, favoring women to question the place they are given, and the strenghtening of the worker identity, inserted in the reproductive and productive spaces of agriculture in the rural environment of the Amazon. / A pesquisa identifica, caracteriza e analisa as dimensões de trabalho, ambiente e saúde de mulheres agricultoras da comunidade Sagrado Coração de Jesus/Vila do Engenho, no Município de Itacoatiara, AM. Tem como objetivo identificar os diferentes lugares, processo e organização do trabalho da mulher, em suas múltiplas atividades, incorporadas, muitas vezes, no cotidiano da ajuda, assim como agravos e riscos à saúde referenciados pela trabalhadora no cotidiano do trabalho. A pesquisa do tipo qualitativa na perspectiva teórico crítico de abordagem sócio-histórico, faz interlocução com o aporte teórico da psicodinâmica do trabalho, que opta pelo espaço da fala e da escuta como acesso privilegiado das vivências subjetivas. A fim de compreender o trabalho da mulher na agricultura, traça-se um acesso entre os aspectos geográficos, psicossociais e de saúde. Para o alcance das perspectivas de compreensão e interpretação, este estudo trabalha com a Análise dos Núcleos de Sentido (ANS), inspirada e adaptada na Análise de Conteúdo Categorial, que privilegia a palavra, a análise das vivências subjetivas e a busca do seu significado. Os resultados revelam que na Vila do Engenho, as histórias são interligadas à dinâmica da cooperativa, com protagonismo das mulheres no cenário das trajetórias de trabalho, nos processos de organização e de participação na comunidade, constitui a dinâmica de vida e trabalho onde estas vivem as contradições e as condições não superadas que a geram de um modo, por meio da reflexão delas enquanto sujeitos, e, de outro, pela ação do sujeito que busca transformar as condições materiais que geraram tais contradições. Como resultado confirma-se que no trançado de histórias, o trabalho é determinante no processo saúde/doença das trabalhadoras agrícolas, onde trabalhar é fazer relação do trabalho-ajuda. Observa-se que para elas, há falta de clareza acerca de quais as funções desempenhadas no seu cotidiano que podem ser identificadas por si e pelo outro como ajuda e trabalho. Tem-se que quando relações de trabalho tornam-se complexas, desaparece o papel da mulher como ajudante. Por outro lado, quando essas relações são menos complexas, aparece mais claramente a ideia da ajuda ao marido, da ajuda à renda da família. Frente ao trabalho prescrito nas híbridas atividades e lugares, revela-se uma sobrecarga, um trabalho invisível que extrapola o "quintal da casa". Existem cotidianos e lugares que aumentam o grau de exploração dessa força de trabalho, potencializando agravos, fatores de riscos, e acidentes invisíveis, na engrenagem do trabalho, casa – associação – agroindústria – plantio, tão associados pela trabalhadora como a parte que lhes cabe. No trabalho na agricultura, observa-se que as trabalhadoras evidenciam dores decorrentes de posturas inadequadas por tempo prolongado, ao esforço físico, e à pressão mecânica sobre determinados segmentos do corpo, como os membros superiores e inferiores, exposição às radiações solares e ao calor por longos períodos e exposição a agrotóxico, assim como relacionados aos fatores organizacionais e fatores psicossociais de cada trabalho, associado a sobrecarga de trabalho comum em todos os lugares de trabalho na Vila. O espaço público possibilita a fala, que se faz escuta e reflete ação, favorecendo a mulher o questionamento do lugar que lhe é designado e o fortalecimento da identidade de trabalhadora, inserida nos espaços reprodutivo e produtivo da agricultura no ambiente rural na Amazônia.

The art of communication is one of the most essential skills that a successful manager should have. This ability of communication can be a deciding factor in negotiating with both the business partners and the general public. Effective communication lies primarily in understanding the message of the other person and the feedback. So it is necessary to be interested in how efficiently the information is passed, either in an internal or external communication. The main aim of this diploma thesis is to analyse managerial communication in a selected organization and to make proposals for its improvement. For the practical part of this thesis, I have chosen EXTRUDO Bečice s.r.o. based in Bečice that was founded in 1994. On the basis of materials obtained from an interview with the director of the company, particular areas of managerial communication are defined in this part of the thesis. In addition, a questionnaire survey was conducted to find out attitudes and opinions of the employees. After evaluating the information obtained from the interview with the company director and the questionnaire survey, the proposals and suggestions for possible improvements in individual areas of managerial communication were submitted.

The German government's "Industry 4.0" paradigm transforms technology application across domains using real-time data and connectivity. The telecom sector's reliance on digital, software-driven infrastructure for real-time data and connectivity is paramount. Data science and Artificial Intelligence (AI) are crucial, enhancing telecom networks' reliability, cutting costs, and improving service. This technology drives efficiency and innovation, shaping 33% of the market. As AI matures, discussions revolve around potential human replacement, especially in innovation management. Early AI investments yield cost-effective innovation but may not entirely replace human discretion. The exact AI implementation varies, aligning with organizational goals. This research investigates the challenges of implementing AI in the dynamic telecom industry's R&D departments, particularly in Sweden and Finland. The research employs a case-study approach, utilizing semi-structured interviews and document analysis. Thematic analysis of the qualitative data reveals key challenges, including "Lack of Understanding and Awareness," "Recruitment and Skills Gap," "Data Security and Privacy Concerns," and "Infrastructure and Funding Limitations." These findings contribute to a comprehensive understanding of AI adoption challenges in the telecom sector, offering valuable insights for future research and industry practice. Ethical considerations and credibility measures were employed to ensure the rigor and validity of the research, emphasizing the importance of impartiality and multiple perspectives in qualitative research. A thematic analysis was conducted focusing on the "People," "Position," "Process," and "Technology" themes. "Position" categorizes organizations and individuals into AI-beginners, AI-followers, and AI-leaders, showing the diverse stages of AI adoption. "People" emphasizes upskilling, culture, and employee receptiveness. "Process" delves into integration challenges, data quality, ethics, and communication. "Technology" highlights data and budget challenges, infrastructure, and scalability. The findings reveal the telecom industry's transformative AI journey and the importance of balancing technological advancements, cultural shifts, skill development, and ethical considerations for successful AI implementation. While the research followed a rigorous qualitative approach, transparency is crucial for evaluating its credibility and acknowledging potential biases and limitations. The telecom industry's future success in harnessing AI's potential relies on understanding and addressing these multifaceted challenges. This research categorizes organizations and individuals into three distinct AI adoption stages: AI-beginners, AI-followers, and AI-leaders. This framework illuminates the diverse positions within the AI adoption spectrum and emphasizes the critical role of leadership, resource allocation, and skills development. Moreover, this research underscores the significance of human factors, integration processes, and technological considerations in successful AI adoption. Practical implications encompass strategic planning, resource allocation, leadership development, cross-functional collaboration, change management, ethical considerations, and talent acquisition. While offering valuable insights, the research acknowledges limitations in sample size, subjectivity, temporal relevance, and contextual completeness. This research also explores the potential future research directions in the domain of AI adoption in the telecom industry. Drawing from the insights gathered through interviews, several promising avenues for future investigations are outlined. These include longitudinal studies to track the evolution of AI adoption, cross-industry comparisons to identify best practices, quantitative analyses of AI's impact on key performance indicators, examinations of regulatory and ethical frameworks, in-depth studies of AI-related skill development, investigations into AI's impact on employment, and explorations of cultural transformations necessary for successful AI adoption. These avenues offer opportunities to advance our understanding of AI adoption dynamics and their implications for the telecom sector.

<p>U radu se iskazuje potreba za obavljanjem reinţenjeringa preduzeća (RP), kao radikalno novog totalnog procesnog organizovanja preduzeća sa tendencijom ostvarivanja TQM-a (totalno procesno organizovanje preduzeća po prvi put je inţenjering preduzeća (IR)). Takođe, u radu se daje odgovarajuća metodologija za obavljanje inţenjeringa I reinţenjeringa preduzeća i iskazuje ĉinjenica da obavljanje svakog inţenjeringa i reinţenjeringa preduzeća, kao i funkcionisanje TQM-a podrazumeva postojanje menadţmenta u preduzeću koji se stalno inovira.<br />Rad istiĉe ĉinjenicu da u procesnom organizovanju preduzeća treba da se razlikuje selekcionistiĉki pristup koji prvenstveno odgovara naprednim preduzećima u razvijenoj svetskoj privredi i totalistiĉki pristup, koji rad obrađuje, a koji prevashodno odgovara svim ostalim preduzećima. Osnovni kriterijum koji odreĊuje kad koji pristup treba da bude upotrebljen je kvalitet posedovanne marketin&scaron;ke organizacione culture. Ako je posedovana marketin&scaron;ka organizaciona kultura zadovoljavajuća onda za ostvarivanje procesnog organizovanja treba da bude upotrebljen postojeći selekcionistiĉki pristup, dok u suprotnom sluĉaju, koji je daleko rasprostranjeni, treba da bude primenjen totalistiĉki pristup, koga rad obrađuje.<br />U radu je obrađen model za identifikaciju kvaliteta postojeće marketin&scaron;ke organizacione kulture preduzeća i iskazan naĉin pokretanja reinţenjeringa na primeru konkretnog preduzeća sloţenog karaktera i naĉin kako se identifikuju koristi od njegovog obavljanja u poĉetnoj fazi obavljanja (prve dve godine od njegovog pokretanja).<br />Obavljeno istraţivanje je prevashodno analitiĉko deskriptivnog karaktera u okviru kog se dokazivanje postavljenih operativnih hipoteza vr&scaron;ilo po odgovarajućim radnim poglavljima koja nose njihove nazive. Takođe, u sklopu obavljanja istraţivanja data su odgovarajuća razja&scaron;njenja pojmova: vizija, misija, op&scaron;ti cilj, strategija ostvarivanja op&scaron;teg cilja, identifikovanje radne strukture i strukture radnih procesa, modeliranje poslovne strukture i strukture poslovnih procesa, i definisanje procesne organizacione strukture preduzeća sa uspostavljanjem novog baziĉnog marketin&scaron;ki orjentisanog organizacionog modela. Ostvarivanje ovakvog organizacionog poduhvata definisano je odgovarajućom specijalnom grafiĉkom interpretacijom. Na primeru jednog sloţenog preduzeća dokazano je, kroz poĉetne rezultate, da jedan ovakav pristup daje zadovoljavajuće rezultate.</p> / <p>The paper shows the need for the re-engineering of the company (RP), as performing a radical new process of organizing the total tendency of TQM implementation, called Enterprise Engineering (IE). It also provides an appropriate methodology for their performing and reflect the fact that the performance of each engineering and re-engineering enterprises, as well as the functioning of TQM, implies the existence of management in a company, that is constantly innovating.<br />The paper highlights the fact that in the process organizing the company we shoulddistinguish differ process selection approach (that is suitable for advanced enterprises in developed world economy) and totalistic approach (which mainly corresponds to other companies). The main criterion that determines when that approach should be used, is the quality of subsumed marketing organizational culture. If the marketing possessed organizational culture is satisfactory then for the process of organizing should be used selection approach, while in the opposite case, which is far distributed, should be applied totalistic approach, which this paper deals with.<br />The paper describes a model for identification the quality of the existing marketing organizational culture, of the company and shown the way to start re-engineering through example of a particular complex company and find way how to identify the benefits of its performance in the beginning phase (the first two years of its launch).<br />Conducted research has primarily analytical-descriptive character, within which is done proving the set of operational hypotheses through relevant chapters which take their names. Also, through research performing are given adequate clarifications of terms: vision, mission, objective, strategy for achieving public goals, identifying the labor structure and structure of work processes, modeling the business structure and the structure of business processes, defining process organized structure of the company to establish a new base market oriented organizational model. The exercise of such organizational enterprise defines appropriate special graphical interpretation.</p>