Yes / The Change Report (GENOVATE Deliverable Report D4.2) summarises the findings of the research undertaken by partner institutions close to the end of GENOVATE implementation. The report aims to highlight the changes and/or continuities identified in each institution during the implementation of GEAPs (Gender Equality Action Plan) designed and executed by institutional GENOVATE teams. For this, each partner institution utilized their findings obtained in their baseline research at the start year of GENOVATE (Working Document 4.1) and compared this with the situation in the final year of the project to identify the institutional changes and continuities over the period of project implementation and subsequently conducted similar and/or quite different types of data gathering and analyses in order to either provide an updated version of previous gender climate reports of specific universities or illustrate some perspectives on gender equality on behalf of a limited number of Faculty members and Administration staff in specific universities.” . / FP7

This research examines the structure of safety climate in the manufacturing sector. It does so by examining and comparing attitudes to, and perceptions of, safety issues in two manufacturing organisations and one organisation involved in the supply of construction materials. The concept of safety climate, and the associated concept of safety culture, have been the subject of much research and theory building in recent years and this thesis builds on previous work. The research framework used here employed a mainly quantitative methodology in order to investigate the architecture of safety climate using structural modelling. Statistical modelling has been applied in other safety studies, often involving safety climate as one variable in a global description of safety systems. However it has rarely been used to model and describe the structure of safety climate as an indicator of safety culture, as in this research. The structure of safety climate described in this research is characterised by the interaction of organisational, group interaction, work environment and individual variables, which provide indicators of influences on individual levels of safety activity. Structural models of the data from all three participating organisations fitted the broad pattern of organisational variables influencing group and work environment variables, which, in turn influence individual variables. A more detailed comparison of organisational structures, however, highlighted slight differences between the two manufacturing organisations and more pronounced differences between these and the construction material supply organisation, suggesting that most elements in the structure of attitudes to safety described here are industry specific. These results are explained in terms of working environments. Differences in structure, consistent with job roles, were also apparent between occupational levels. The research, in line with previous work in the field, has highlighted the importance of management commitment to, and actions for, safety, as well as the role of individual responsibility in the promotion of safety activity. The work reported here has emphasised their importance in developing and maintaining an organisational culture for safety.

Organizational culture statements are established to pronounce and promote core values for employees to live while performing roles and responsibilities. It is essential for employees to be knowledgeable of cultural expectations. When considering organizational alignment, research has indicated there is deficient linkage when analyzing applied strategies versus envisioned strategies focusing on employees’ actual lived experiences. The purpose of this phenomenological study was to survey whether the corporate health care employees’ lived experiences mirrored the stated cultural values associated with the theoretical framework concerning artifacts, espoused values, and basic assumptions. Through an online survey, this phenomenological study analyzed cultural experiences of 10 corporate health care employees, ranging from administrative support to the executive level. This study revealed experiences by employees based on stated cultural values and expectations. Many of the participants’ lived experiences linked back to the organization’s advertised cultural values. Results relative to behaviors emulating the culture statement were expressed based on employees’ alignment with the organizational mission and vision. They feel included, recognize integrity, and have an appreciation for serving the community. Other findings linked to the communication mediums were based on utilization, frequency, and access to appropriate communication tools. Findings also demonstrated leaders’ behaviors which align with innovation and granting autonomy for optimal performance. These results may influence social change by providing insight for better understanding employees’ lived experiences, thus creating improved alignment, replication of behaviors, mutual respect, and collaboration.

No description available.

This thesis was focused on culture and climate of selected public universities in the Czech Republic in the form stated in strategic materials. The goal was to analyse and compare key aspects of strategic materials of selected universities that influence their culture and climate. Selected strategic materials included vision, mission, values, long-term intent of the university and educational faculty, annual activity report and code of ethics. The sample consisted of eight universities whose part was an educational faculty. The method of quantitative content analysis was selected for the analysis of the documents. There were six priority areas identified through the analysis of the documents of the Ministry of Education and key words related to these priority areas. The analysis of university documents showed that organizational culture and climate are not much explicitly covered in their strategic documents, the most frequently emerging feature of organizational culture were values, therefore mainly aspects determining culture and climate were tracked. The main focus of university strategic documents were the following three areas: quality, international aspect and research. Although universities shared a common ground stated by the Ministry of Education there was considerable diversity among...

El presente trabajo de investigación busca entender si la cultura y el clima organizacional tienen algún tipo de relación y si ambas variables se encuentran involucradas en los resultados organizacionales. Recopilaremos los diferentes aportes que se han desarrollado a lo largo de los años respecto a estos dos constructos y explicaremos cómo han evolucionado hasta nuestros días. Desarrollaremos la importancia de investigar el clima y cultura organizacional en el mundo del Management y cómo éstos están involucrados en el crecimiento y la evolución de la organización. En este sentido y en base a los estudios encontrados, se evaluará si el clima y la cultura organizacional influyen en la productividad de las organizaciones; adicionalmente explicaremos cómo afecta la cultura en el clima organizacional, identificaremos si estos dos constructos contribuyen en la planificación estratégica de las organizaciones. Por otro lado, evaluaremos la participación de los líderes ejerciendo un importante rol en cuanto a la expansión de la cultura y desarrollo del clima, también analizaremos el impacto de la comunicación organizacional y cómo esta afecta el desarrollo de ambos constructos dentro de la organización. Analizaremos la motivación y su vínculo con la productividad laboral, ya que es la base para que los colaboradores se involucren en lo que hacen, pongan gran interés, empeño y su compromiso con la organización se incremente. Finalmente, pasaremos a explicar las conclusiones del trabajo y daremos algunas recomendaciones. / The present paper search to understand if the climate and organizational culture have some kind of relationship between them and if both variables are involved in the organizational results. We will collect the different contributions that have been developed over the years to these two constructs and we will explain how these concepts have evolved up to the present day. We will develop the importance of investigating the climate and organizational culture in the world of Management and how these two constructs are involved in the growth and evolution of the organization. In this sense, based on the studies found, it will be sought to evaluate if the climate and organizational culture influence in the productivity of the organizations; addition, we will explain how culture influences in the climate organizational, and also identify whether these two constructs influence the strategic planning of organizations. On the other hand, this work will evaluate the participation of leaders exercising an important role in terms of the expansion of culture and climate development, also analyze the impact of organizational communication and how it affects the development of both constructs within the organization. Also for this paper we will analyze the motivation that is directly linked to labor productivity, because that is where the collaborators get involved in what they do, they put great interest and commitment with the organization. Finally, we will explain the conclusions of the work and give some recommendations. / Trabajo de Suficiencia Profesional

The master thesis deals with security in the energy sector. As it is historically clear that the vast majority of accidents, incidents, injuries and other negative occasions were caused by the human factor. Therefore, the first goal of this work was to find a solution for the purpose of reducing the possibility of arising these problems. Therefore, attention was focused on the investigation and subsequent determination of a working safe climate within the researched company, which aims to prevent the emergence of serious situations, as this method is based on behavioural theories that take into account the study of human factors. The second partial goal of this diploma thesis was to determine the degree of security required for the production area of the company so that the basic safety requirements are met, and last but not least, the model situation of securing the production power unit is shown too.

This thesis explores gender-related barriers in CEO successions. Only 4% of Fortune 500 CEOs are female despite the fact that women have held the majority of college degrees in the US since the late 1990's and now comprise almost half of the workforce and the majority of managerial positions. Their representation is low even in comparison to the other two top management positions from which CEOs are typically sourced. It is less than one-third of the percentage of both female executive officers (15%) and board directors (17%). A holistic and qualitative research approach was utilized. Data were gathered on societal, individual and organizational factors through one-on-one, semi-structured interviews with board directors, executive search consultants and female CEOs, and analyzed using computer-assisted coding software. This thesis challenges the perception that women's individual barriers are the main reason why there are so few female CEOs. While all three types of barriers were found, organizational barriers appear to be the most important. The convergence of predominately male board directors, CEOs and top executive search consultants with informal, subjective, secretive and disparate talent management and CEO successions programs effectively results in the CEO position being a better fit for men than women. While moderating factors were beneficial to the women who have become CEOs, many factors were found for why they cannot be relied upon to greatly increase the number of female CEOs. A deliberate and comprehensive effort by society, individuals and organizations is required.

The aim of the study was to investigate the motivation and job satisfaction of teachers in the Ilembe District of KwaZulu-Natal. To this end, a literature study was undertaken on relevant theories and on the results of previous research on the issue. This was followed by an empirical investigation. The research design was a mixed-methods sequential explanatory design. During the quantitative phase, a structured questionnaire was completed by 100 respondents from five secondary schools. The qualitative phase involved a phenomenological study in which 16 teachers from the same schools were interviewed. This research found that the teachers generally exhibited high self-efficacies. Teachers with positive self-efficacies were more satisfied with their physical environments and their school’s cultures than the others. However, teachers of different age groups, post levels and personality types were in agreement that the physical working conditions at rural schools were not conducive to effective teaching and learning. Parental involvement in school matters was restricted due to poverty and illiteracy. These factors served to lower teacher motivation and job satisfaction. In addition, teachers believed that school policies related to remuneration, safety and security, school governance, and assessments and evaluations needed to be revised if teacher motivation and job satisfaction were to be raised. Teachers were unhappy with their workloads and the multiple roles they played at school. With respect to interpersonal relations, their relations with their school principals, School Management Teams and parents were unconstructive. Many learners were also ill-disciplined and underachievers. Some significant differences in perceptions were found. Male teachers were more satisfied with policies, interpersonal relationships and school organisation. African teachers were happier than Indian teachers with policies and the nature of the work. Teachers with 26 and more years of experience were less negative about their physical environments. Qualifications also made a difference: teachers with certificates only were the least satisfied with their physical environments, school organisation and structure. Most importantly, teachers who were given the opportunity to demonstrate their potential to be successful, was significantly more satisfied with work-related issues. The study made recommendations to improve the motivation and job satisfaction of teachers. / Education Leadership and Management / D.Ed.(Education Management)

The aim of the study was to investigate the motivation and job satisfaction of teachers in the Ilembe District of KwaZulu-Natal. To this end, a literature study was undertaken on relevant theories and on the results of previous research on the issue. This was followed by an empirical investigation. The research design was a mixed-methods sequential explanatory design. During the quantitative phase, a structured questionnaire was completed by 100 respondents from five secondary schools. The qualitative phase involved a phenomenological study in which 16 teachers from the same schools were interviewed. This research found that the teachers generally exhibited high self-efficacies. Teachers with positive self-efficacies were more satisfied with their physical environments and their school’s cultures than the others. However, teachers of different age groups, post levels and personality types were in agreement that the physical working conditions at rural schools were not conducive to effective teaching and learning. Parental involvement in school matters was restricted due to poverty and illiteracy. These factors served to lower teacher motivation and job satisfaction. In addition, teachers believed that school policies related to remuneration, safety and security, school governance, and assessments and evaluations needed to be revised if teacher motivation and job satisfaction were to be raised. Teachers were unhappy with their workloads and the multiple roles they played at school. With respect to interpersonal relations, their relations with their school principals, School Management Teams and parents were unconstructive. Many learners were also ill-disciplined and underachievers. Some significant differences in perceptions were found. Male teachers were more satisfied with policies, interpersonal relationships and school organisation. African teachers were happier than Indian teachers with policies and the nature of the work. Teachers with 26 and more years of experience were less negative about their physical environments. Qualifications also made a difference: teachers with certificates only were the least satisfied with their physical environments, school organisation and structure. Most importantly, teachers who were given the opportunity to demonstrate their potential to be successful, was significantly more satisfied with work-related issues. The study made recommendations to improve the motivation and job satisfaction of teachers. / Education Leadership and Management / D.Ed.(Education Management)