The Corporate Real Estate Executive has many factors to consider when selecting and outfitting workspace for the company's employees, most of whom are knowledge workers. There are many factors to consider other than cost including the office space design, the LEED or other green building characteristics of the space,the business context in which the company operates, and how all these factors work together to impact productivity. A workplace and productivity assessment tool was completed for four different companies to assess eight different productivity elements and how they interact to impact productivity. Two companies occupied LEED certified facilities, one company occupied a green building, and the fourth company was in conventional office space.

Background: Resource-based view emphasizes that the competitive advantage of organization is built on two elements: resources and capabilities/competences, which are related to employees within it. And job-related stress is a phenomenon in workplace and a problem in employee satisfaction management. Aim: How are decision-making latitude in terms of autonomy, as the need of knowledge worker, and his/her job-related stress related? How is knowledge worker autonomy affected by middle level manager’s authority? What is the mechanism between middle level manager’s leadership and knowledge worker’s stress? Definitions: Stress: the overall transactional process; Stressors: the events or properties of events (stimuli) that are encountered by individuals; Strain: the individual’s psychological, physical and behavioral responses to stressors; Outcomes: the consequences of strain at both the individual and the organizational levels. Completion & Results: The mechanism among elements in and between knowledge worker and middle level manager is identified and presented.

Personeelvermindering as gevolg van operasionele redes word gelykgestel aan 'n ekonomiese doodstraf, aangesien geaffekteerde werknemers weinig, indien enige skuld het aan hierdie traumatiese ervaring. Die toenemende bekommernis oor hierdie verskynsel en die totstandkoming van mense-en arbeidsregte het dan ook veroorsaak dat hierdie verskynsel op 'n internasionale vlak omsigtig en deeglik benader word deur beide wetgewers en arbeidsorganisasies. Verandering in die wêreld geskied teen 'n snelle pas en vind op alle terreine van die samelewing plaas. Suid-Afrika is onlosmaakbaar deelgemaak van hierdie wêreld en word dus ook blootgestel aan honger internasionale maatskappye wat almal veg vir oorlewing en groter markaandele in 'n globaliserende wêreldekonomie. Dit laat Suid - Afrika met 'n dringende behoefte om meer mededingend te word. Om dit te kan bereik, moet aan die knellende behoefte aan opleiding aandag geskenk word, sowel as aan die skepping van aantreklike internasionale beleggingsgeleenthede. Internasionale beleggers raak gou afgeskrik deur hoë werkloosheid en misdaad, en hier is Suid -Afrika ver agter die Ooste. Die tendens van globalisering en die uitwerking van sekere aspekte daarvan op werkloosheid noodsaak dus dringende fokus op kwellende kwessies, soos: Hoe om werkloosheid te verminder, teenoor die behoefte aan verhoogde produktiwiteit en verbeterde internasionale mededingingsvermoë. Hierdie veranderinge het ook meegebring dat verbruikers, werknemers en die gemeenskap waarin maatskappye besigheid bedryf, uiters sensitief begin word het vir onverantwoordelike optrede van maatskappye teenoor die gemeenskap, die werknemers en die omgewing. Hierdie veranderinge en die gevolge daarvan lei tot 'n groeiende bewustheid van en ernstige behoefte aan korporatiewe sosiale verantwoordelikheid. Die waarde hiervan word in 'n al hoe groter mate besef en maatskappye aanvaar hierdie verantwoordelikheid toenemend in alle dimensies van die gemeenskap. Die manier waarop maatskappye met mense omgaan, word direk beïnvloed deur werkspraktyke en korporatiewe sosiale verantwoordelikheid het dus 'n fundamentele uitwerking op hoe potensiële hoëgehalte kennis-werkers die maatskappy beskou. Dit word derhalwe al hoe belangriker dat werkgewers die menings van hulle eksterne en interne belangegroepe ernstig opneem, aangesien globalisering besig is om die magsbasis tot voordeel van die werknemers te verskuif. Intussen sal personeelvermindering voortgaan ten spyte van duidelike bewyse dat die langtermynvoordele daarvan verdag is, en dit plaas 'n enorme sosiale verantwoordelikheid op werkgewers. Die goed nagevorste verband tussen misdaad en werkloosheid dui duidelik op die onderprestering van die regering teenoor beloftes wat gemaak is. Dit is juis om dié rede dat die rol van maatskappye in die gemeenskap al hoe meer onlosmaaklik deel van die besigheid word. Die uiteindelike gevolg hiervan is 'n onaanvaarbare hoë misdaadsyfer, wat weer lei tot 'n gebrek aan beleggingsvertroue, wat op sy beurt weer lei tot personeelvermindering. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2008.

These approaches have little relevance for executives contending with the day-to-day reality of running a company. Knowledge management is complex and multifaceted; it encompasses everything the organization does to make knowledge available to the business, such as embedding key information in systems and processes, applying incentives to motivate employees and forging alliances to infuse the business with new knowledge. Effective knowledge management requires a combination of many organizational elements--technology, human resource practices, organizational structure and culture--in order to ensure that the right knowledge is brought to bear at the right time. Knowledge management is still a relatively young field, with new concepts emerging constantly. Often, it is portrayed simplistically; discussions typically revolve around blanket principles that are intended to work across the organization. The aim of my diploma paper is to introduce knowledge workers management in well known and successful international organization, The Boston Consulting Group (BCG), that has been present in Czech Republic since 1990's. Knowledge workers management in BCG is described in context OF global economy situation, in which knowledge and knowledge workers play significant role. Knowledge kept in employees' brains is an intangible asset of every company, especially consulting company. Very often, the knowledge holders are not aware of the fact that their knowledge is important to the company and crucial to its Access. From the company point of view, it is necessary to recognize the key knowledge holder, to manage them and to try ensuring the working environment that enable easy knowledge sparing. From the BCG example, we can see that knowledge management is well established HR process, which manages hiring, retaining and developing relationships with alumni. Key issue is to motivate knowledge workers to share their knowledge, to develop the right environment and grant the right tools.

The thesis aims to analyze the role and work as a leader in the organization through systemic approaches and systemic thinking. Highlight the changes coming with the transition to an information / knowledge society and the replacement of manual workers' by knowledge workers. Emphasize the importance that not only tools have changed, but also paradigm. Take leader as a complex person, not only as an instrument of power, and find a way to balance on the way to his goal in such turbulent times. Look at the organization as a system by system theory and find a correct set of functionality. Starting with creation of rules, through the issue of putting the right elements to ensure the desired interactions between them.

[pt] O fenômeno dos grupos multifuncionais nas organizações é recente e pouco conhecido. Dentre estes grupos existem aqueles onde seus membros utilizam apenas conhecimento (knowledge workers) nas suas atividades, e que foram formados para executar projetos de consultoria ou de desenvolvimento de novos produtos ou serviços. Este trabalho identifica e descreve fatores relacionados a pessoas, grupos, projetos e contexto que influenciam o desempenho de grupos de - knowledge workers - consultores, fatores estes identificados a partir da literatura corrente relacionada a trabalho em grupo, de entrevistas com consultores e da experiência do autor. Os resultados indicam, dentre os fatores estudados, quais deles são polêmicos (não há consenso sobre sua influência) e quais não são e, neste último caso, se sua presença melhora ou piora o desempenho destes grupos. Em ambos os casos, são apresentados comentários dos entrevistados de modo a esclarecer e ilustrar as conclusões. / [en] The multi-functional group phenomenon in organizations is recent and barely understood. Some of these groups use essentially knowledge workers in their activities, and were formed to execute consultancy projects or to develop new products or services. This study identifies and describes factors related to people, groups, projects and context that influence the performance of these knowledge worker consultant groups. These factors were drawn from the present knowledge on workgroups, interviews with consultants and from the author`s professional experience. The results indicate in which factors there is consensus about their influence or not, and in both cases, comments are presented to explain or illustrate the conclusions.

La presente investigación bibliográfica tiene como propósito explicar el rol que desempeña el líder en un entorno dinámico y evolutivo denominado era del conocimiento, en la cual la globalización, los avances tecnológicos y las nuevas formas organizativas han valorado al trabajador del conocimiento como el principal generador de innovación para el desarrollo de las organizaciones. El impacto de dichos cambios ha generado en los líderes no sólo la necesidad de potenciar sus conocimientos, destrezas y habilidades sino también de desarrollar su capacidad para generar una rápida adaptación al entorno a fin de no perder su posicionamiento. En principio, se expondrán las diferentes definiciones de liderazgo para un entorno organizacional cada vez más dinámico, altamente competitivo e intercultural, entorno que ha promovido diversas tendencias de liderazgo generando nuevos desafíos para el líder quién debe potenciar sus competencias y habilidades para la continuidad de su desempeño ante el surgimiento de los equipos virtuales y los diferentes contextos de trabajo a futuro debido a las evolutivas demandas de las tecnologías de información y comunicación virtual. / The purpose of this bibliographical research is to explain the role played by the leader in a dynamic and evolving environment called the knowledge age, in which globalization, technological advances and new organizational forms have valued the knowledge worker as the main generator of knowledge. innovation for the development of organizations. The impact of these changes has generated leaders not only the need to enhance their knowledge, skills and abilities but also to develop their capacity to generate rapid adaptation to the environment in order not to lose their positioning. In principle, the different definitions of leadership will be exposed to an increasingly dynamic, highly competitive and intercultural organizational environment, an environment that has promoted various leadership tendencies generating new challenges for the leader who should enhance their skills and abilities for the continuity of their performance before the emergence of virtual teams and the different contexts of work in the future due to the evolving demands of information and virtual communication technologies. / Trabajo de Suficiencia Profesional

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Made available in DSpace on 2016-04-25T16:44:45Z (GMT). No. of bitstreams: 1 Valeria Macedo.pdf: 1548754 bytes, checksum: 3fddbce05271b38d5e50f2a3389c0340 (MD5) Previous issue date: 2015-09-16 / The main objective of this work was to study the typology of the role of the knowledge worker. Theoretical basis of literature devoted to knowledge and knowledge management process-oriented studies of Hädrich (2008) and Reinhardt et al. (2011), this study sought to address the dynamics of activities carried out by the knowledge workers during their work routines and the main processes typical of the articulated knowledge of those professional activities with the support of the (ICT).42 researchers participated in the research and teaching staff engaged in university and research institutes in biotechnology and computer science. Data analysis using quantitative descriptive method has shown that the most important role was the Retriever, and the process of knowledge Acquisition is typical. The results enabled the understanding of differentiated by gender role behavior and by area of actuation. Users are the ICT-intensive to their routines, but the interaction with the networked environment is still small. The overall result of the study reinforces good adhesion of the typology and highlights the use of these tool benefits organizations in the best allocation of knowledge workers to reach important intangible results in their strategic projects / O objetivo central deste trabalho foi estudar a tipologia do papel do trabalhador do conhecimento. Com base teórica na literatura voltada a conhecimento e gestão de conhecimento orientada a processos dos estudos de Hädrich (2008) e Reinhardt et al. (2011), este estudo abordou a dinâmica das atividades realizadas pelos trabalhadores do conhecimento durante as suas rotinas de trabalho e os principais processos típicos do conhecimento articulados as atividades destes profissionais com o apoio das TICs. Participaram da pesquisa 42 pesquisadores e docentes atuantes em centros de ensino e institutos de pesquisas brasileiros na área de biotecnologia e de ciência da computação. A análise dos dados mediante o uso de método quantitativo descritivo demonstrou que o papel mais importante para os respondentes foi o de Recuperador, e o processo de conhecimento típico o de Aquisição. Os resultados possibilitaram a compreensão do comportamento diferenciado do papel por gênero e por área de atuação. Os usuários são intensivos da TICs para suas rotinas, mas a interação com o ambiente em rede ainda é pequena. O resultado geral do estudo reforça boa aderência da tipologia e destaca o uso desse instrumento beneficia organizações na melhor alocação dos trabalhadores do conhecimento para alcance de resultados intangíveis importantes em seus projetos estratégicos