Diploma thesis on: Perception of health professional role and organizational culture of health care facilities. This diploma thesis deals with the role of health professionals and the organizational culture in health care facilities. It is particularly focused on the perception of these two phenomena by nurses, who are working in ward blocks of a health care facility. In the theoretical part there are defined the terms organization, organizational culture, organizational climate and the role of nurse. There are described various views of these terms together with clarifications, how they are approached in this diploma thesis. More detailed are also described possible relations between organizational culture and the management of these facilities including the possibilities of its investigation and influence by leading interventions. The role of nurse is described in the context of nursing courses. There are mentioned also negative impacts, which can influence the perception of the nurse role, filling of her duties, her performance and so perhaps have an effect on reaching the goals and mission of the organization. In the practical part there are in detail described single steps, which were made before the research itself, including creating of hypotheses. For the research method was used the...

[pt] Esta dissertação analisa o gerenciamento cultural ao longo do ciclo de vida de uma organização. Para tanto, foi feito um estudo de caso da ENSR Brasil - ENSR International Brasil Ltda., empresa do mercado de consultoria ambiental, presente no Brasil desde 1998. Com base em uma análise qualitativa, neste trabalho foi avaliada a evolução da cultura organizacional da ENSR Brasil em seus diferentes estágios evolutivos e, com base em modelos e tipologias culturais identificados na literatura, analisado o processo de mudança cultural instituído na empresa a partir de 2006, depois de instituída influência mais direta e efetiva da matriz americana. O resultado deste estudo reforça a literatura sobre o tema referente à questão da forte correlação entre cultura e ciclo de vida, evidenciando a importância de variáveis como a estrutura de poder e o processo decisório no gerenciamento da mudança organizacional. / [en] This essay analyses the cultural management along the organization life cycle. With this purpose, a case study was developed based on the research of the company ENSR Brasil - ENSR International Brasil Ltda., which was established in Brazil in 1998. Based on a qualitative analysis, this works evaluates the evolution of ENSR Brasil`s organizational cultural in its different evolution stages. Additionally, by applying models and typologies identified in the literature, it analyses the process of cultural change established in the company from 2006 on, after a more direct and effective influence of the American head office was instituted. The result of this study reinforces the literature about the subject related to the strong correlation between culture and life cycle, pointing out the importance of variables such as power structure and the decision process in the management of the organizational change.

Purpose: The purpose of this study is to investigate how and to what degree Swedish multinational companies (MNCs) adapt to local conditions when they establish subsidiaries in China, and if cultural differences play an important role in their operations. Background: The major challenge for MNCs establishing abroad is the configuration and integration of their country subsidiaries (Galbraith, 2000). Therefore, it is vital to understand how activities within an organization, such as structures, processes, reward systems, and people practices, should be designed in order for the company to be as efficient as possible (Weiss, 2007; Kesler & Kates, 2011). Swedish direct investments in China have increased significantly in the late 2000s, especially in the eastern regions, where a majority of about 650 Swedish companies in China are located (Swedish Trade Council, 2012a). Establishing across borders is a step towards future growth, but it is important to note that a cross-border expansion comes with many challenges (Galbraith, 2000). Method: This study uses a qualitative research method by investigating the experiences and practices of two Swedish multinational companies with operations in Shanghai, China. Information has been collected from eight respondents in the form of interviews and open-ended questionnaires. Conclusion: Swedish MNCs standardize their organization to a large extent when they establish subsidiaries in China, and culture has a slight influence on the practices of Swedish MNCs but does not play a major role for the business as a whole.

Today’s pressure of change, innovation and shorter life-cycles have created a projectification in nearly every industry. Especially international projects are more frequently used to meet the global competition. However, it is common that project managers despite impressive track record, fail when posted internationally due to inability to adapt to foreign cultures. Only half of all international projects reach expected results and many of them are not completed at all, which indicates that the complexity of international projects is underestimated. This study aims to explore how cultural differences increase the project complexity and challenge the leadership of the project manager. Furthermore, the project manager’s leadership ability is studied in terms of qualities required to lead international projects and achieving project objectives. Leadership is a well explored area of research but existing theories are foremost based on functional leadership and few on project leadership, fewer still in an international context. General management leadership theories are not applicable on leadership within project management because of the different circumstances since a project is defined as a unique task based on a flexible organization and limited time frame. Additionally, the knowledge of how national culture influences project management is limited and therefore underestimated. Today, global corporations invest billions of dollars in international projects and by gaining understanding of the qualities required to succeed leading international projects, corporations could better utilize resources, decrease costs and improve project outcome. Therefore this study explores both the cultural challenges that arise in international project, what qualities the project manager should possess and whether the human resource department recruits project managers with necessary qualities. This has been done through qualitative dialogues together with a theoretical framework. With this study, I hope to enlighten the reader of the meaning of international projects and how culture must be acknowledged as an influencing factor on project leadership. Furthermore, I hope to trigger reflection of the selection processes of project managers and who is suitable for the role.

Direct dissemination of expert knowledge to agricultural producers through computer programs will increase product quality as well as profit margin. The construction of an expert system to help farmers manage apple orchards is reported. The system provides advice regarding specific pest management, treatment of winter injuries, drought control and general pesticide selection. The knowledge structures employed in the construction of the system are explained, and some sample interactions are provided. A model of the apple scab disease cycle is incorporated into POMME to give the system a more fundamental reasoning capability than available from the use of infection tables. Extension experts who have run trial cases on the system have approved its release for use by commercial apple growers. / Master of Science

[pt] A empresa familiar em seu desenvolvimento passa por fases em que seus pressupostos culturais são postos a prova por seu próprio crescimento, pela adição de novos profissionais e o desenvolvimento de subculturas. Essa é a premissa deste trabalho onde o gerenciamento cultural do crescimento de uma empresa familiar será estudado.Para tanto foi utilizado o método de estudo de caso: a análise da rede de salões de beleza Beleza Natural e com base na tipologia de Schein (2004), observação participante e entrevistas.Concluiu-se que a migração de uma organização familiar e carismática para um modelo supostamente meritocrático e racionalista apresenta riscos que devem ser considerados mais atentamente pela organização. Aponta também para a centralidade das questões de governança organizacional e regulação familiar como requisitos para o sucesso desta transição. / [en] The family business organization development challenges the previously cultural assumptions. This is caused by the addition of new employees and the changes in business environment experimented by the organization during its growth. This is the focus of the present dissertation. It was used a case study methodology: The Beleza Natural beauty salons and according with Scheins ´s (2004) methodology, interviews and active observation. The conclusion shows the risks of the transformation of one family business organization towards a meritocratic and rationalistic organization. It highlights the importance of corporate governance and the regulation of family´ s professional relationship as a key to the transition success.

En los últimos años, las pymes nacionales presentaron niveles bajos de producción frente a la importación de prendas chinas perdiendo competitividad en el mercado nacional. Las pymes representan el 96% de las empresas de confección en Perú y tienen influencia en la generación de empleo. En diferentes estudios se buscaban técnicas para mejorar la producción de las pymes; sin embargo, las técnicas no lograron prevalecer en el tiempo. Por ello, la presente tesis busca mejorar el bajo índice de eficiencia de producción en las pymes del sector textil – confección de Lima con la implementación de una propuesta de mejora. El estudio empezó con el diagnóstico actual de una pyme de confección de pantalones jeans identificando el problema de la baja eficiencia de producción. Luego, se diseña la propuesta de solución donde se relacionan las causas del problema con investigaciones sobre la Gestión de la Cultura, herramientas Lean Manufacturing y Estudio de Trabajo, con la finalidad de implementarlas y así mitigar las causas del problema. Posteriormente, se desarrolló la propuesta de mejora en la empresa y se obtuvo como principal resultado que la eficiencia de producción de la empresa se incrementó del 68% al 74%. Finalmente, la participación de los colaboradores con la propuesta de herramientas permite que las mejoras implementadas sean constantes en el tiempo. / In recent years, National Small and Medium Enterprises presented low levels of production compared to the import of Chinese garments, losing competitiveness in the national market. SMEs represent 96% of garment companies in Peru and have an influence on job creation. In different studies, the techniques were sought to improve the production efficiency; however, the techniques failed to prevail in the time. For this reason, this thesis seeks to improve the low rate of production efficiency in manufacturing SMEs of clothing sector in Lima with the implementation of an improvement proposal. The study began with the current diagnosis in a manufacturing SME of Jeans, identifying the problem of low production efficiency. Then, the solution proposal was designed where the causes of the problem are related to research on Culture Management, Lean Manufacturing tools and Work Study to implement them and thus mitigate the causes of the problem. Subsequently, the proposal for improvement in the company was developed and the main result was that the company's production efficiency increased from 68% to 74%. Finally, the participation of the collaborators with the combination of Lean Manufacturing tools, Work Study and Culture Management, allow the improvements implemented to be constant over time. / Trabajo de Suficiencia Profesional

This research explores the relationship between organisational climate and job satisfaction in an Information and Communication Technology (ICT) organisation within South Africa by means of quantitative research. An organisational climate questionnaire was developed to measure the organisational climate and job satisfaction of the organisation and was administered to a sample of 696 employees across three regions. The results indicate that there was a strong positive correlation (0.813 at the 0.01 level) between organisational climate and job satisfaction, therefore supporting the research hypothesis. A stepwise regression was conducted and nine dimensions of organisational climate were found to predict 71% variance in job satisfaction. The interaction of biographical and organisational variables on organisational climate and job satisfaction was studied by means of t-tests and ANOVA. Although statistical significant differences were found, in terms of practical significance, the effect sizes were generally found to be small. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

This research explores the relationship between organisational climate and job satisfaction in an Information and Communication Technology (ICT) organisation within South Africa by means of quantitative research. An organisational climate questionnaire was developed to measure the organisational climate and job satisfaction of the organisation and was administered to a sample of 696 employees across three regions. The results indicate that there was a strong positive correlation (0.813 at the 0.01 level) between organisational climate and job satisfaction, therefore supporting the research hypothesis. A stepwise regression was conducted and nine dimensions of organisational climate were found to predict 71% variance in job satisfaction. The interaction of biographical and organisational variables on organisational climate and job satisfaction was studied by means of t-tests and ANOVA. Although statistical significant differences were found, in terms of practical significance, the effect sizes were generally found to be small. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Die Forschungsarbeit untersucht den Einfluss von Unternehmensleitbildern (sowohl des "Leitbildes für verantwortliches Handeln in der Wirtschaft" als auch der internen Unternehmensordnungen und deren Substitute) auf das interne Führungsverhalten unter besonderer Berücksichtigung der Fragestellung, ob die gelebte Unternehmens- bzw. Führungskultur von Führungskräften als maßgeblicher Einflussfaktor auf ihre Entscheidungsprozesse wahrgenommen wird. Ergebnis ist die Erarbeitung und Analyse unterschiedlicher Handlungsstrategien im Umgang mit wirtschaftsethischen Dilemma-Situationen. Die gewonnenen Erkenntnisse werden auf zwei Zielebenen übertragen: 1. Implikationen für die Theorie der Ökonomischen Ethik, hier speziell für das Konstrukt des Praktischen Syllogismus, 2. Implikationen für die Praxis, hier im Besonderen bezüglich der Leitbild-Initiative, deren Mitgliedsunternehmen und Führungskräfte. Nicht primär betrachtet wird das gesellschaftliche Problem im Sinne der Reaktionsmechanismen externer Interessengruppen auf ethische Verfehlungen der Wirtschaft.:1 Einführung 1.1 Erkenntnisinteresse 1.2 Problem- und Fragestellung 1.3 Forschungsziel 2 Grundlegende theoretische Konzepte 2.1 Wirtschaftsethik 2.2 Ökonomische Ethik 2.2.1 Der Praktische Syllogismus 2.2.2 Der unparteiische Beobachter 2.2.3 Normativistischer und empiristischer Kurzschluss 2.2.4 Relevante Inkonsistenzen und empirische Bedingungen 2.2.5 Dilemma-Strukturen 2.2.6 Spielzüge, Spielregeln, Spielverständnis (I) 2.3 Unternehmensleitbilder und deren Substitute 2.3.1 Unternehmensleitbild – Begriffliche Einordnung national 2.3.2 Unternehmensleitbild – Begriffliche Einordnung international 2.3.2.1 Mission Statement 2.3.2.2 Code of Conduct und Code of Ethics 2.3.2.3 Compliance and Ethics Programs 2.3.2.4 Charta 2.3.2.5 Mission Statement als Verbund-Leitbild 2.4 Einordnung „Leitbild für verantwortliches Handeln in der Wirtschaft“ 2.5 Alleinstellungsmerkmal des „Leitbildes für verantwortliches Handeln in der Wirtschaft“ 2.6 Inkonsistenzen in Leitbildern 3 Empirisches Konzept 3.1 Forschungsweg 3.2 Aufbau des Erhebungsinstruments 3.3 Pretest und Optimierung des Erhebungsinstruments 3.4 Gewinnung der Probanden 3.5 Briefing der Interviewpartner 3.6 Rahmenbedingungen zur Operationalisierung der Interviews 3.7 Transkription 3.8 Erhebungstechnik 4 Darstellung der gewonnenen Daten 4.1 Perzeption des „Leitbildes für verantwortliches Handeln in der Wirtschaft“ 4.2 Unternehmensordnungen und deren Substitute im eigenen Unternehmen 4.3 Proklamierte vs. Gelebte Unternehmens- und Führungskultur – Aspekt I: Wahrnehmung der hauseigenen Kultur 4.4 Proklamierte vs. Gelebte Unternehmens- und Führungskultur – Aspekt II und III: Delta zwischen Ist- und Soll-Kultur und mögliche Gründe 4.5 Proklamierte vs. Gelebte Unternehmens- und Führungskultur – Aspekt IV und V: Strategien bei Werteverstoß 4.6 Dilemma-Situationen im Führungsalltag 5 Ergebnisdiskussion 5.1 Zentrale Ergebnisse im Hinblick auf das Forschungsziel 5.2 Interpretation der gewonnen Erhebungserkenntnisse 5.3 Prüfung der Arbeitshypothesen 5.4 Implikationen für die Theorie der Ökonomischen Ethik 5.4.1 Spielzüge, Spielregeln, Spielverständnis (II) 5.4.2 Vier Handlungsstrategien im Umgang mit Dilemma-Situationen 5.5 Implikationen für die Initiative „Leitbild für verantwortliches Handeln in der Wirtschaft“ 5.5.1 Implikationen für die Rolle der Leitbild-Unternehmen 5.5.2 Implikationen für die Rolle der Führungskräfte 5.6 Ausblick Anhang I – Leitbild für verantwortliches Handeln in der Wirtschaft Anhang II – Fragebogen Literaturverzeichnis