Problemas de corte e empacotamento de itens irregulares são problemas que visam determinar um leiaute ótimo de objetos pequenos dentro de objetos maiores, a fim de atender a uma demanda. Estes problemas têm grande importância prática, já que surgem em vários tipos de indústria (como a têxtil, a de móveis e a de calçados). O problema estudado neste trabalho é o problema de corte de itens irregulares em recipientes. Os recipientes são delimitados e o objetivo é encontrar um leiaute dos objetos menores, sem sobreposição, dentro dos objetos maiores utilizando a menor quantidade de recipientes. Propomos um novo método de resolução para o problema. Nosso método é um algoritmo que gerencia um conjunto de heurísticas, de baixo nível, específicas para a resolução do problema com recipientes retangulares e irregulares. Recipientes irregulares são polígonos convexos e não convexos, que podem ser furados. As heurísticas desenvolvidas utilizam uma malha de pontos sobre a técnica de no-fit polygon para evitar a sobreposição dos itens e encontrar posições viáveis no recipiente retangular ou irregular. Os experimentos computacionais foram feitos para um grande conjunto de instâncias, de recipientes retangulares e irregulares. Os resultados demonstram a competitividade do método, que obtêm resultados bons e algumas soluções ótimas, em um tempo computacional aceitável. / Cutting and packing of irregular items are problems that aim to determine the optimum layout of small objects within larger objects (that we call bins), in order to meet a demand. These problems have great practical importance, since they emerge in various types of industry (such as textile, furniture and shoemaking). The problem studied in this work is the irregular bin packing problem. The bins are enclosed and the goal is to find a layout of items, without overlap, within the bins by using the minimum quantity of them. We propose a new method of resolution to this problem. Our method is an algorithm that manages a set of low-level heuristics, specific to solve the problem with rectangular bins and irregular bins. Irregular bins are convex and non-convex polygons, which may contain holes. The developed heuristics uses a mesh of points and the technique of no-fit polygon to avoid the overlapping of items and find feasible positions in rectangular or irregular bins. The computational experiments were performed for a large set of instances, using both rectangular and irregular bins. The results demonstrate the competitiveness of the method, which can get good results and some optimal solutions within an acceptable computational time.

Over the last two decades, the use of professional designations as selection criteria has increased. In order to develop selection criteria, recruiters assess candidates from both job and organizational perspectives (Kristof-Brown 2000). No research exists that examines the degree to which organizational objectives, rooted in considerations that are not job-specific, may be affecting the increase in demand for these designations. This research attempts to close that gap by exploring the relationships among organizational objectives, the design of selection criteria, and the use of voluntary professional designations. The study explores the degree to which organizations use voluntary professional designations to assess person-organization (P-O) fit in environments emphasizing two objectives related to superior firm performance: the acquisition of competencies related to sustainable competitive advantages (SCAs) (Barney 1991; Porter 1985), and the development of characteristics associated with a high performance workplace culture (Huselid and Becker 1997). It also explores the extent to which a needs-supplies selection perspective is related to conceptualizations of P-O fit that are separate from notions of person-job (P-J) fit (Kristof 1996). Data were obtained from a sample of 292 HR professionals, representing a cross section of industries, who completed a Web-based survey. Confirmatory factor analysis revealed the presence of positive and significant relationships between each of three organizational contingencies (i.e., a needs-supplies perspective, a high performance workplace system culture, the desire to acquire competencies perceived to be sustainable competitive advantages) and the construct of P-O fit. Perceptions that the competencies were inimitable had the strongest relationship to P-O fit. As well, a positive and significant relationship was found between the construct of P-O fit and the use of a professional designation. However, study results also indicated that only two dimensions of SCA were positively and significantly related to the use of a professional designation: perceptions that the competencies represented by the designation are rare, and perceptions that they add long-term value.

Over the last two decades, the use of professional designations as selection criteria has increased. In order to develop selection criteria, recruiters assess candidates from both job and organizational perspectives (Kristof-Brown 2000). No research exists that examines the degree to which organizational objectives, rooted in considerations that are not job-specific, may be affecting the increase in demand for these designations. This research attempts to close that gap by exploring the relationships among organizational objectives, the design of selection criteria, and the use of voluntary professional designations. The study explores the degree to which organizations use voluntary professional designations to assess person-organization (P-O) fit in environments emphasizing two objectives related to superior firm performance: the acquisition of competencies related to sustainable competitive advantages (SCAs) (Barney 1991; Porter 1985), and the development of characteristics associated with a high performance workplace culture (Huselid and Becker 1997). It also explores the extent to which a needs-supplies selection perspective is related to conceptualizations of P-O fit that are separate from notions of person-job (P-J) fit (Kristof 1996). Data were obtained from a sample of 292 HR professionals, representing a cross section of industries, who completed a Web-based survey. Confirmatory factor analysis revealed the presence of positive and significant relationships between each of three organizational contingencies (i.e., a needs-supplies perspective, a high performance workplace system culture, the desire to acquire competencies perceived to be sustainable competitive advantages) and the construct of P-O fit. Perceptions that the competencies were inimitable had the strongest relationship to P-O fit. As well, a positive and significant relationship was found between the construct of P-O fit and the use of a professional designation. However, study results also indicated that only two dimensions of SCA were positively and significantly related to the use of a professional designation: perceptions that the competencies represented by the designation are rare, and perceptions that they add long-term value.

As a result of structural changes in the global economy, many organisations are faced with changing workforce demographics. The global workforce is changing not only in terms of age and race, but also in terms of gender (International Labour Office, 2009). This change is referred to as the feminization of labour, and it poses many challenges to organisations as women are entering careers that have previously been predominated by men such as medicine, pharmacy, accounting, engineering and mining (Blau & Kahn, 2000). The retention of women in atypical careers has become a growing concern, as these women are often faced with challenges in the workplace, such as sexual discrimination, hostility and resentment from their co-workers, and physical violence in the workplace (Cognard-Black, 2004). These obstacles encountered by women in atypical positions result in their experiencing difficulty fitting into their groups at work and their organisations as a whole, which increases their turnover intentions (Young & Hurlic, 2007). For effective retention of women in atypical positions in an effort to secure a truly diverse workforce, organisations must be aware of the factors that affect their career decision making. Young and Hurlic (2007) have proposed a model of gender enactment and fit in relation to career decisions of women in atypical positions. They suggest that gender enactment of employees in atypical positions, in relation to the gender-based micro-culture of their work groups ultimately affects their person-group fit, person-organisation fit and career decision making. The main objective, therefore, of this research has been to explore the constructs outlined in the model of Young and Hurlic (2007) within the South African context and to establish their influence on the career decision making of a sample of South African employees in atypical positions. The research has been explorative in nature, and a qualitative design was used to achieve the research objectives. Participants were invited to participate in the research on a voluntary basis, and they were selected by means of a purposive sampling method. Criteria that were decided upon for the selection of participants were that participants needed to be female, permanently employed and occupying atypical occupations within the same organisation. Based on these criteria, a total population of ten employees was included in the research study (N=10). Qualitative data was collected by means of unstructured and semi-structured interviews. The results indicated that awareness, group acceptance, person-group fit, perceived stress, and person-organisation fit were the key determinants of the career decisions of participants. Awareness was found to be related to group acceptance, whereas group acceptance was identified as being related to person-group fit. Person-group and person-organisation fit were found to result in participants considering lateral career moves, choosing to stay in their current positions, or seeking promotions. Conversely, perceived stress was found to have a negative impact in the career decision making of participants, as all participants who reported perceived stress planned to leave their respective organisation. / MA, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012

The telecommunication industry is dominating the world. Most recently there have been technological advancements made in mobile telecommunication. There are currently a few telecommunication organizations in South Africa. These organizations each have their own unique approach to service delivery. The strong competitive nature of the telecommunication industry is taking telecommunications in South Africa to greater heights. All these advancements necessitate the need for better security and controls of the telecommunications networks. RICA legislation was brought into effect to accomplish just this. The research focuses on the contingent use of systems development methodologies in the telecommunication industry in South Africa. The study determines how these telecommunication organizations choose a systems development methodology when developing systems. This study looks at how these organizations are currently implementing system development methodologies to keep up with the changes and competition within the industry. An interpretive approach was used to conduct the research. Four of the leading telecommunication organizations in South Africa were studied by using case studies. Each case study focused on a single telecommunication organization to gain in depth data regarding the use of systems development methodologies. The case studies were conducted by using structured interviews to gain data from multiple sources within the organizations. The data was analyzed using ATLAS.ti and a cross case analysis was done to answer the research questions. The results indicate that there is a contingent use of systems development methodologies within telecommunication organizations. The telecommunication organizations each use criteria to determine which systems development methodology to use. The results of the study indicate that there are different levels of contingency, and it examines how this is accomplished by each organization individually. Each of the organizations has a unique approach when selecting systems development methodologies. The systems development methodologies that are used by the telecommunication organizations are also tailored in some cases. / Thesis (M.Sc. (Computer Science))--North-West University, Potchefstroom Campus, 2011.

The telecommunication industry is dominating the world. Most recently there have been technological advancements made in mobile telecommunication. There are currently a few telecommunication organizations in South Africa. These organizations each have their own unique approach to service delivery. The strong competitive nature of the telecommunication industry is taking telecommunications in South Africa to greater heights. All these advancements necessitate the need for better security and controls of the telecommunications networks. RICA legislation was brought into effect to accomplish just this. The research focuses on the contingent use of systems development methodologies in the telecommunication industry in South Africa. The study determines how these telecommunication organizations choose a systems development methodology when developing systems. This study looks at how these organizations are currently implementing system development methodologies to keep up with the changes and competition within the industry. An interpretive approach was used to conduct the research. Four of the leading telecommunication organizations in South Africa were studied by using case studies. Each case study focused on a single telecommunication organization to gain in depth data regarding the use of systems development methodologies. The case studies were conducted by using structured interviews to gain data from multiple sources within the organizations. The data was analyzed using ATLAS.ti and a cross case analysis was done to answer the research questions. The results indicate that there is a contingent use of systems development methodologies within telecommunication organizations. The telecommunication organizations each use criteria to determine which systems development methodology to use. The results of the study indicate that there are different levels of contingency, and it examines how this is accomplished by each organization individually. Each of the organizations has a unique approach when selecting systems development methodologies. The systems development methodologies that are used by the telecommunication organizations are also tailored in some cases. / Thesis (M.Sc. (Computer Science))--North-West University, Potchefstroom Campus, 2011.

Dans le cadre de cette thèse, le chercheur a étudié l'impact de l’incertitude environnementale perçue tant sur le supply chain que les stratégies des entreprises et cela à travers diverses dimensions. Le terrain de l’étude concerne les entreprises Iraniennes productrices de générateur d’électricité. Les impacts de cette incertitude peuvent affecter la performance du supply chain et par voie de conséquence réduire la portée des stratégies de ces entreprises. L’objet de cette recherche est d’identifier les dimensions les plus pertinentes afin d’analyser leurs impacts sur la relation entre le supply chain et la stratégie de ces entreprises. La question de recherche est : Quels sont les principaux impacts des facteurs de l’incertitude environnementale perçue par les entreprises Iraniennes produisant des générateurs d’électricité et comment affectent-ils la relation entre le supply chain et la stratégie de ces entreprises ? Dans un premier temps une revue de la littérature a permis de définir et de caractériser le concept « d’incertitude environnementale perçue ». Et d’expliquer comment la relation entre le supply chain et la stratégie pouvait être affectée par les dimensions qui aractérisent l’incertitude environnementale perçue. Dans un deuxième temps une étude exploratoire menée auprès des managers a permis de compléter cette revue de la littérature et de construire un modèle conceptuel. . Fondé sur ce modèle conceptuel un questionnaire a été conçu et envoyé aux managers appartenant aux sociétés évoluant dans le domaine de la production des générateurs en Iran. Après un traitement quantitatif des données, les résultats montrent que toutes les entreprises connaissent des risques et des incertitud s dont les sources sont les suivantes : La demande; la prévision; la perturbation; les sanctions; les embargos; les droits de douane; les impôts; la politique; les relations diplomatiques; les questions juridiques; la volatilité de Gestion du remplacement ; la fluctuation de taux de change; l’inflation; la ondialisation, et la Macro Économie. Chacune de ces sources impacte les stratégies des sociétés soit à travers un ou plusieurs léments de la stratégie du Supply Chain soit ceux de la stratégie de l’entreprise. Par conséquent les incertitudes environnementales affectent tant les stratégies du Supply Chain que les stratégies des entreprises. Après le traitement des données, un modèle est proposé pour montrer les impacts directs et indirects de l’IEP (l'incertitude environnementale perçue) sur les SCS (Stratégies du Supply Chain) et sur la SE (la stratégie de l’entreprise). Il montre que la relation entre lastratégie du Supply Chain et la stratégie de l’entreprise est impactée par des incertitudes environnementales perçues (IEP). Lorsque l’IEP est élevée, l'ajustement entre ces stratégies devient très difficile puisqu'il n'y a plus que 68 % d’impact sur le CBS (company business strategy). Le modèle montre, par contre, que lorsque l’IEP est faible, l’IPEU (Impact de l'incertitude environnementale perçue) sur à la fois la SCS et la SE sont similaires et la moyenne correspond avec exactitude à 0,001. / In this Ph.D. dissertation, the researcher has studied the impact of perceived environmental uncertainties from various dimensions on the supply chain and business strategies of Iranian manufacturing companies in the power generation section. The impacts of PEU can generate lots of problems in their supply chain performance and the company’s business strategies. Therefore, it is significant to recognize the dimensions of PEU and related impacts. This research is conducted to recognize of the dimensions of perceived environmental uncertainty (PEU) and investigate their impacts on the fit between the supply chain strategy and the company’s business strategy of Iranian power generation equipments manufacturing firms. The main question of the research is “What are the main impacts of Perceived Environmental Uncertainty’s (PEU) dimensions for Iranian power generation equipments manufacturing firms and how they affect the Fitbetween Supply Chain Strategy (SCS) and Company’s Business Strategy (CBS)?". In this research, in the first step literature review is implemented broadly to define the related dimensions of PEU and in order to find the appropriate model to explain how the strategic fit could be influenced by the PEU’s dimensions through an exploratory survey via semi-structure and in-depth interviews among related managers in the case to design the appropriate theoretical model. In the next step, an exploratory survey is done by submitting a questionnaire as a survey tool among the case and its subsidiaries and implementing the quantitative statistical research based on the answer sheets by analyzing thecollected data to derive the conclusions. Applicable questionnaire to be used in the main part of survey by distributing the questionnaires among the multi cases in the same field and applied the quantitative research based on the answer sheets to find the results. The data arecollected and analyzed to derive the conclusions.This research implies that all businesses are surrounded with lots of risks and uncertainties. The environmental uncertainties could be caused by several sources which they are studied among the defined population in manufacturing companies in power generation felid in Iran. The environmental uncertainties could be perceived through several aspects such as Demand; Forecasting; Disruption; Sanctions; Embargo; Tariffs; Taxes; Political issues; Diplomatic relation; Legal Issues; Management Volatility (Replacement); Exchange-rate Fluctuating; Inflation; Globalization; Macro Economy and so on. Each of these indexes is impacting the company’s strategies via affecting one or more elements in the supply chain strategy or company’s business strategy elements. Therefore, the environmental uncertainties are affecting both supply chain strategies and the company’s business strategies. This research proposed a model to show how PEU impacts the SCS and CBS, directly and indirectly impacting their infrastructures. Then, it is explored that the supply chain strategic fit -fit means matching the supply chain strategies with the company’s business strategy- how is influenced by perceived environmental uncertainties (IPEU). Furthermore, when the PEU is high, the fit between these strategies is approximately lost, because there is 68% more impact on the CBS. Whereas the model shows when PEU is low, the IPEU are matching on the both SCS and CBS and their average become fit together with accuracy of 0.001. Besides, through this dissertation, there are proposed equations illustrating the relation between the indexes.

Our work and the organization in which we work play significant roles in many of our lives. Yet, theoretically grounded understanding of when is it that the relationships with our work and that with our work environment make a great place to work is almost non-existent. So far the organizations that feature in the Fortune Best Companies to Work For, or the Forbes the Happiest Companies to Work For, or the Glassdoor Best Places to Work, etc., are considered as proxies for great places to work. However, the characterizations of the antecedents of these workplaces are fragmented, idiosyncratic, and confounding, as they cover a wide span of factors (e.g., pride, job satisfaction, flexibility, inspiring leadership, camaraderie, trust, work-life balance, etc.), and adopt a one-size fits all approach, without a theoretical underpinning, limiting their generalizability and usefulness. In my dissertation, I addressed these shortcomings through the fit perspective and through the mechanism of meaning in and at work. I proposed the meaning-through-fit model of great places to work, underpinned by identity (Stryker & Berke, 2000), social identity (Ashforth & Mael, 1989), and social information processing theories (Salancik & Pfeffer, 1978). The model hypothesized that the employees’ perception of a great place to work is built and sustained by meaning in work (from the relationship with the work itself) based on the underlying person-work fit, and by meaning at work (from the relationship with the work environment) based on the underlying person-supervisor, the person-group, and the person-organization fits. I tested the proposed model using a mixed methods approach, with the help of three Studies. In Study 1, I conducted 26 semi-structured interviews to assess the face validity of the model and to obtain inputs for the survey instrument and for the scenario descriptions to be used in Study 2. In Study 2, I tested the hypothesized model with the help of quantitative data gathered through a three-wave Main Survey with participants from MTurk (N=481), after two Pilot Surveys (N=95 and 247). I confirmed the results through Scenario Analysis with participants from MTurk (N=399). Out of the seven main variables in the proposed model, I developed scales to measure three variables (employees’ perception of a great place to work, meaning at work, and person-group fit), and refined the scales to measure four variables (person-work fit, person-supervisor fit, person-organization fit, and meaning in work). In Study 3, I conducted 45 structured interviews in order to gain a deeper understanding of the findings from Study 2. The quantitative data gathered in Study 2 provided partial support to the proposed model, indicating that meaning in work partly mediated the relationship between person-work fit and employees’ perception of a great places to work, and meaning at work partly mediated the relationship between person-organization fit and employees’ perception of a great place to work. The data also indicated that meaning at work is the more significant predictor compared to meaning in work. Among the fits, person-organization fit mattered the most. Study 3 provided interesting insights and explanations about the findings from Study 2. The meaning-through-fit model of great places to work works around the problematic one-size fits all approach, acknowledges the differences among the employees in the understanding of and expectations from a great places to work, offers increased generalizability and a pathway to leaders to build great places to work from the employees’ perspective, and contributes theoretically and empirically to Positive Organizational Scholarship. / Graduate / 2019-08-26

The exam was performed at Oslo Kommune - Bymiljøetaten- Digital utvikling. The agency is responsible for the city's environment and make sure that parks and streets in Oslo stay clean for example. The department in focus is the IT-department of Bymiljøetaten. The department works according to agile working methods and has recently been working based Kanban where they use tools according to the method. However, it is perceived that implementation of this way of work has taken place too fast and that subprocesses has not been in focus at the same level. The problem is based on the lack of communication between and within the working groups and between leadership. This has resulted in a reduction in efficiency, as employees produce unnecessary code, roles become unclear, routines are not documented, the product is not adapted to the customer, etc. Through the different types of methods to gather data has showed the problems to be perceived as many they all lead back to their lack of communication. Furthermore, communication tools exist but are not used which is a direct result of the lack of process around them. The solution suggested is something that will reduce these problems and make it easier to communicate issues via a software that is implemented in a large process. The solution will be to contribute to increased communication within the agency through a program called FIT IssueTrack that can store and manage routines, but also opens up so employees can customize the work to streamline it. The fact that employees can come up with improvement suggestions also makes it easier to implement further improvements, as work methods are adapted accordingly. In addition to this, a meeting will also be held regularly to discuss the various proposals presented. / Examensarbetet som presenteras utfördes hos Oslo kommune – Bymiljøetaten – Digital utvikling som ansvarar för datasystemen som används för att bevara stadens miljö. Digital utvikling är med andra ord Bymiljøetatens IT-avdelning. Avdelningen arbetar enligt agila arbetsmetoder och har sedan nyligen implementerat Kanban med ingående verktyg. Dock upplevs det som att implementeringen av arbetssättet har skett för snabbt och stödprocesser anpassas inte i samma takt. Problemet grundar sig i att kommunikationen mellan och inom arbetsgrupperna samt ledarskapet brister. Problemet grundar sig i att kommunikationsverktygen som existerar ej används som ett resultat av att ingen process för dem existerar. Resultatet av kommunikationsbristen visar på nedsatt effektivitet då medarbetare bland annat producerar onödig kod, roller blir otydliga, rutiner ej dokumenterade samt produkten är ej anpassad efter kundernas krav och förväntningar. Lösningen som föreslås kommer att kunna minska problem som avdelningen har och förbättrar kommunikationen inom avdelningen. De problem som presenteras genom enkätundersökningen, intervjuerna samt observationerna är många och har sin grund i att kommunikationen brister. Lösningen blir att reducera bristen av kommunikation mellan alla led genom en process som beskriver hur arbetet ska utföras. I kombination med processen ska även ett program vid namnet FIT IssueTrack användas. Verktyget kan lagra och hantera rutiner, men även öppna upp så att medarbetarna kan anpassa arbetet för att effektivisera det. Att medarbetarna kan komma med förbättringsförslag bidrar även till att det blir lättare att implementera vidare förbättringsarbeten då nya arbetssätt och metoder lättare kan anpassas efter de gamla. Två gånger i månaden ska även ett möte utföras för att diskutera de olika förslagen.

L’assemblage couche-par-couche permet de fabriquer des films multimatériaux aux propriétés variées présentant une structure stratifiée. Ce travail décrit les études structurelles des films multicouches de polyélectrolytes à l’aide de mesures de diffusion de neutrons.L’effet du vieillissement des films a été déterminé par réflectométrie des neutrons. Nous avons observé un léger tassement des films après 5 ans et une forte expansion après 15 ans.Nous avons aussi montré que le substrat et l’air en surface ont une influence sur la structure des couches proches des extrémités des films, conduisant à une structure inhomogène perpendiculairement à la surface.Nous avons finalement étudié la conformation des chaînes de polyélectrolytes dans les films multicouches ; nous avons déterminé que les chaînes de PSS dans des films préparés par trempage ont une conformation en pelotes aplaties, contrairement aux chaînes de polyélectrolytes en solution qui présentent une conformation sphérique. / The Layer-by-Layer assembly allows the build-up of multimaterial films with various properties showing a stratified structure. This work describes the structural strudies of multilayer films of polyelectrolytes with neutron scattering measurements.Ageing effect on films was determined by neutron reflectometry. We observed a slight shrink of the films after 5 years and a strong expansion after 15 years.We also showed that the proximity of the substrate and the air at the surface have an influence on the structure of the layers at the extremities of the films, leading to an inhomogeneous structure perpendicularly to the surface.Finally, we studied the conformation of polyelectrolyte chains in the multilayer films ; we determined that PSS chains in dipped films have a flattened coil conformation, whereas the polyelectrolyte chains in solution have a spherical conformation.