Global ETD Search

1	A Study of Professional Dispatch Management Mechanisms Chen, Pin-Wen 11 February 2012 (has links) With the transformation of the industrial structure environment and the coming knowledge economy era, the demand of enterprise for professional human resource is steadily on the increase, which makes the enterprise have diversified needs on manpower dispatch. In regard to the application of manpower dispatching, it has been transformed from the early labor force of blue-collar employees or the administrative personnel of white-collar staff in the basic level to the roles of skilled professionals or professional managers. There are two objectives in this research. The first objective is to probe into the current situation of professional dispatching, and the second is to probe into the management mechanism of professional dispatching in Taiwan, which are probed in the case study method on the basis of its research subject, interviewing the third dispatched party, and the interview details will be concluded and analyzed. It is discovered in this research that the dispatch triplicities think that the professional dispatch will become the development direction of manpower dispatch in the future. It is thought that dispatching agency should pick up the speed of recruitment and improve the professional degree in the practice of manpower dispatch. The ready-dispatch enterprise plays the role of reducing the otherness of professional dispatched personnel, the service charge of reasonably assessing the manpower dispatch, and the payment of professional dispatched personnel. And the dispatched personnel hope to strengthen the basis of mutual trust and improve the sense of job achievements. There are still a lot of challenges to meet the requirement of the dispatch triplicities. It is the common goal to find how to strengthen trilateral interaction and make the performance of professional live up to the standard of enterprise, which are the concerted efforts of dispatch triplicities. Management mechanisms Dispatching agency The manpower dispatch Specialists The ready-dispatch enterprise
2	Adaptive energy management mechanisms for cluster based routing wireless sensor networks Eshaftri, Mohamed January 2017 (has links) Wireless Sensor Network (WSN) technology has been one of the major avenues of Internet of Things (IoT) due to their potential role in digitising smart physical environments. WSNs are typically composed of a vast number of low-power, low–cost and multifunctional sensor nodes within an area that automatically cooperate to complete the application task. This emerging technology has already contributed to the advancement of a broad range of applications. Nevertheless, the development of WSNs is a challenging issue due to significant concerns, which need to be resolved to take full benefit of this remarkable technology. One of the main challenges of WSNs is how to reduce the energy consumption of a single node, in order to extend the network lifetime and improves the quality of service. For that reason, a newly design energy efficient communication protocol is required to tackle the issue. The clustering protocols designed for communication are alleged to be one of the most efficient solutions that can contribute to network scalability and energy consumption in WSNs. While different clustering protocols have been proposed to tackle the aforementioned issue, those solutions are either not scalable or do not provide the mechanisms to avoid a heavy loaded area. This thesis presents new adaptive energy management mechanisms, through which the limited critical energy source can be wisely managed so that the WSN application can achieve its intended design goals. Three protocols are introduced to manage the energy use. The first protocol presents an intra-cluster CH rotation approach that reduces the need for the execution of a periodical clustering process. The second protocol relates to load balancing in terms of the intra and inter-cluster communication patterns of clusters of unequal sizes. This proposed approach involves computing a threshold value that, when reached, triggers overall network re-clustering, with the condition that the network will be reconfigured into unequal cluster size. The third protocol proposes new performance factors in relation to CH selection. Based on these factors, the aggregated weight of each node is calculated, and the most suitable CH is selected. A comparison with existing communication protocols reveals that the proposed approaches balance effectively the energy consumption among all sensor nodes and significantly increase the network lifetime. 621.389
3	Ambulanspersonalens hantering av svåra upplevelser i arbetet : en litteraturstudie / How ambulance personnel manage difficult experiences at work : a literature review Moström, Cornelia January 2021 (has links) Bakgrund Ambulanspersonalen riskerar vid varje arbetspass att bli utkallade på ambulansuppdrag som kan vara svåra händelser. Svåra händelser beskrivs som händelser som påverkar ambulanspersonalen emotionellt. Att inte hantera och bearbeta svåra upplevelser de möter i arbetet kan leda till fysisk, men även psykisk ohälsa. Fysiskt påverkas ambulanspersonalen genom att drabbas av sömnsvårigheter. Den psykiska ohälsan kan innebära att ambulanspersonalen även drabbas av utbrändhet, compassion fatigue samt posttraumatisk stress. Syfte Syftet var att beskriva hur ambulanspersonal hanterar svåra upplevelser i arbetet. Metod En litteraturstudie med en systematisk metod utfördes med ett resultat från 16 vetenskapliga artiklar. Databassökningen genomfördes i databaserna PubMed samt CINAHL. De funna artiklarna kvalitetsgranskades och bedömdes enligt Sophiahemmet Högskolas bedömningsmall. Resultat Resultatet baseras på̊ kvalitativa intervjustudier samt på kvantitativa enkätstudier.Två huvudteman framkom under analysarbetets gång; Självhantering; och Gemensamhantering. Följande underkategorier ingår i huvudtemat självhantering: stänga av, hjälpmedel till egenhantering, timeout och galghumor. Inom huvudkategorin gemensamhantering ingår: kollegialt stöd, mentorskap, stöd från nära anhöriga och vänner, samt arbetsgivarens support. Tillvägagångssättet som ambulanspersonalen hanterar sina svåra upplevelser på varierar. Slutsats Resultatet pekar på att arbetsgivare inom ambulanssjukvården i varierande grad erbjuder ambulanspersonalen stöd efter svåra händelser i arbetet. Mer kunskap behövs över hur ambulanspersonalen hanterar svåra händelser i arbetet. Därutöver finns behov av mer forskning kring mer optimala stöd. / Background At each work shift, the ambulance staff risks being called out on ambulance assignments which can be severe traumatic events. Traumatic events are described as events that affect the ambulance staff emotionally. Not dealing with and processing traumatic experiences they encounter at work can lead to physical, but also mental illness. Physically, ambulance personnel are affected by suffering from sleep difficulties. The mental illness can mean that the ambulance staff also suffer from burnout, compassion fatigue and post-traumatic stress. Objective The purpose was to describe how ambulance personnel manage difficult experiences at work. Method A non-systematic literature study was performed with a result from 16 scientific articles. The database search was performed in the databases PubMed and CINAHL. The articles found were quality reviewed and assessed according to Sophiahemmet University's assessment template. Results The results are based on qualitative interview studies and on quantitative questionnaire studies. Two main themes emerged during the analysis; Self-handling; and Joint Management. The following subcategories are included in the main theme of self-handling: switch-off, aids for self-handling, timeout and gallows humor. The main category of joint management includes peer support, mentorship, support from close relatives and friends, and employer support. The approach that the ambulance staff handles their experiences varies. Conclusion The results indicate that employers in ambulance care to varying degrees offer ambulance staff support after severe traumatic events at work. More knowledge is needed about how ambulance personnel handle difficult incidents at work. In addition, there is a need for more research on more optimal support. Ambulance personnel Emotional impact Experiences Management mechanisms Ambulanspersonal Emotionell påverkan Hanteringsmekanismer Upplevelser Nursing Omvårdnad
4	多國公司創新網絡構形與網絡管理機制之探討 / Exploring the configuration of MNCs' innovation networks and network management mechanisms 曾淑婉 Unknown Date (has links) 技術日益複雜，企業紛紛透過和外部組織合作形成聯盟或網絡，以學習或取得創新所需的資源和能力。許多研究已探討網絡的成因及網絡特質與績效的關係，但較少探討創新網絡中成員的組成和管理的課題。本研究以多國公司為焦點，探討多國公司創新網絡構形(如成員的組成與聯結程度)，以及多國公司對創新網絡採取的網絡管理機制之內涵等課題。本論文包括兩個研究，均採用多重個案研究法，探討前述課題。研究一選擇四家多國公司，以廠商基礎的網絡為主要分析單位。本研究從內部網絡研發子公司家數多寡(反映研發策略集權程度)與外部網絡成員家數多寡(反映開放創新的程度)兩構面，提出多國公司創新網絡之分類架構。研究發現技術多樣化程度、產品多樣化程度與國際化程度，會影響創新網絡的類型。多國公司採取多重機制來管理網絡，而創新網絡類型會影響網絡管理機制的正式化程度。研究ㄧ發現多國公司創新網絡成員組成會隨著專案而異，於是研究二改以專案基礎的網絡為主要分析單位，選擇ㄧ家多國公司三十餘個新產品發展專案為個案，進一步探討專案網絡構形。本研究從參與NPD專案的海外子公司家數多寡(反映各NPD專案研發集權程度)與外部網絡成員家數多寡(反映開放創新的程度)兩構面，將多國公司專案網絡分類。研究發現NPD專案重要性、新穎性與技術複雜度，會影響專案網絡類型。而多國公司很重視選擇網絡成員與劃分網絡成員工作範疇兩種網絡管理機制。總結而言，與過去的研究相較，本論文的研究系絡涵蓋權益關係與非權益關係的組織間網絡，能更完整的探索多國公司創新網絡的全貌。本論文的研究發現對於多國公司創新網絡成員組成及網絡管理機制，也提供了理論與實務上的建議。此外，本論文採取兩種分析單位研究創新網絡，發現以專案網絡為分析單位能更深入探索創新網絡之內涵。故建議後續研究者以專案網絡為分析單位，進行網絡管理相關研究。 / Multinational corporations (MNCs) can innovate with external organizations by forming innovation networks. Previous studies focus more on the motives or outcomes of innovation networks but pay less attention to configurations of innovation networks such as the members involved. Taking the perspective of an MNC, in this thesis we explore how innovation networks are configured and how these networks are managed. The thesis consists of two studies using multiple cases study approach. The first study explores the configuration of firm-based innovation networks. We provide a typology of different forms of firm-based networks, with one axis representing degree of R&D subsidiaries joining innovation activities. The other axis represents the extent of external firms joining innovation activities. Through in-depth interviews, we find that degree of technical diversification, product diversification and internationalization will affect forms of firm-based innovation networks. MNCs adopt multiple mechanisms to manage networks. The forms of innovation networks will influence extent of formal mechanisms adopted. The second study explores the configuration of project-based innovation networks. We also provide a typology of different forms of project-based networks, with one axis representing number of subsidiaries joining innovation project. The other axis represents the number of external firms joining innovation project. We find that importance of projects, newness of projects and complexity of technology will affect forms of project-based networks. MNCs usually manage innovation networks by selecting members of project-networks and dividing the scope of cooperating with members. Comparing with past research, the context of this thesis contains of internal (equity based) and external (non-equity based) networks. These findings make contributions to the literature on MNCs’ innovation network by advancing our understanding about the configuration of innovation networks. Furthermore, we suggest some mechanisms for MNCs to manage networks. Some practitioners as managers and R&D leaders can draw useful implications from this study. 多國公司創新網絡網絡管理機制 Multinational corporations innovation networks network management mechanisms
5	醫療產業中跨組織合作關係類型與管理機制之研究彭朱如 Unknown Date (has links) 有關策略管理領域中，合作策略已漸成為競爭策略的另一選擇，同時在資源統治結構方面，介於市場結構與層級結構間的跨組織合作關係，為近年來組織理論中的重要研究議題。本研究主要探討跨組織合作關係類型及所採用的管理機制，並選定以醫療產業進行研究，限定以醫院評鑑合格之不涉及股權的跨組織合作關係，採實證方式來驗證理論觀點。解釋跨組織合作關係之理論觀點，最常見者有資源依賴理論及交易成本理論，而此理論皆從經濟觀點出發，由於本研究所探討之醫療產業，其跨組織合作關係中多數係非以經濟觀點為考量，因此本研究補充社會交換理論加以闡述，期能從合作關係中投入與產出之明確性來區分經濟交換關係及社會交換關係。另因過去對於國內醫院間互動之相關研究指出，從醫院等級來看，發現醫院間的互動多為不同級之單向支援關係，同級醫院之合作很少，因此本研究捨棄醫院層級性角度，另外從每個合作關係之權力及互惠等實質面來觀察合作關係之對等性。另外對於跨組織合作關係之管理，一般多沿用組織內的管理控制方式。而文獻指出組織間的管理機制包括市場機制、科層機制及關係機制，此三種機制係採結合方式加以應用。本研究依文獻探討建立初步的研究架構，再經由個案實務分析加以修正，將跨組織合作關係依投入可明確衡量程度、產出可明確衡量程度及合作關係對等性三構面分成八類。另提出四種管理機制組合方式，包括：1.結合市場機制與科層機制。2.結合關係機制與科層機制。3.結合市場機制、關係機制與科層機制。4.單採用關係機制。本研究採問卷調查方式，針對八十六年度評鑑合格醫院之不涉及股權合作關係進行研究，採分層抽樣，其中醫學中心（10家）及區域醫院（38）全部抽樣，地區醫院（166家）抽樣30家，問卷寄發單位以醫院之科別部門為單位，共計回收有效樣本155筆。另外分別從理論推導及個案觀察提出六個研究假設，其中假設一至假設五為原理層次，主要從理論推導而得，採用多變量變異數分析法加以檢定，結果顯示假設一至假設五皆獲得支持；假設六為應用層次，又包括八個子假設，主要從個案實務觀察再配合理論推論而得。採用樣本比例分析法檢定，結果顯示八個子假設中，有三個得到支持，其他五個則未獲支持。依實證調查發現結果，對於跨組織合作關係類型及管理機制之關係，提出下列結論： 1.當跨組織合作關係的投入可衡量程度愈明確時，對於選擇市場機制的傾向大於選擇關係機制。 2.當跨組織合作關係的產出可衡量程度愈明確時，對於選擇市場機制的傾向大於選擇科層機制。而對於選擇市場機制的傾向亦大於選擇關係機制。 3.當跨組織合作為不對等關係時，對於選擇關係機制的傾向大於選擇市場機制。而對於選擇關係機制的傾向亦大於選擇科層機制。 4.當跨組織合作關係之投入與產出皆可明確衡量，且為不對等合作關係時，會傾向同時結合併用市場機制、科層機制與關係機制來管理。 5.當跨組織合作關係之投入不可明確衡量而產出可明確衡量，且為不對等合作關係時，會傾向同時結合併用市場機制、科層機制與關係機制來管理。 6.當跨組織合作關係之投入與產出皆不可明確衡量，且為不對等合作關係時，傾向單採用關係機制來管理。跨組織關係合作策略管理機制醫療產業 interorganizational relationship cooperative strategies management mechanisms health care industry
6	Team Adaptation and Mindful Boundary Management: The Dynamics of Internal and External Balancing Grooms, Heather R. 03 September 2015 (has links) No description available. Management Team Adaptation Team Boundary Spanning Mindful Boundary Management Mechanisms Strategic Alignment Systems Thinking Quality Improvement Healthcare
7	The "Equalizer" Administration: Managerial Strategies in the Public Sector Cavalcanti, Bianor Scelza 08 April 2005 (has links) The purpose of this dissertation is to understand the managerial "action" of public administrators in the management of their organizations within the Brazilian context. The research seeks to understand the relationships between managers and formal management mechanisms by exploring the complementary nature of the effective managerial action in the face of structural deficiencies and flaws, considering the possibility of overcoming the structuralism-subjectivism dichotomy present in the construction of the Theory of Organizations. Initially, the study provides a review of the literature on organizational design. It highlights the "goodness of fit" proposition on strategic choice issues concerning the main organizational variables design and organizational goal attainment. It also calls special attention to the emerging interest of designing theorists on interpretivist approaches to the matter, such that of Karl Weick. A review of the the administrative reforms in Brazil is made from the perspective of the main stream organizational design conceptual framework. It highlights the complex dynamics of a constant search for differentiation and flexibilization subject to patterns of advances and reversals, due to the centrality, strength and pervasiveness of the bureaucratic model. It is concluded that in no single given moment, a public manager and his team, may count on a formal organizational design which attends the"congruency" criteria, devised by organizational design conceptual frameworks, to explain organizational results in different environmental sets. Although this conclusion may explain failure at the public sector, it can not provide understanding on the many instances of significative success attained by government operations in spite of inadequate formal administrative structures. This point calls for a better understanding from the interpretivist approach, on how public administrators, strongly associated with good organizational results, engage into transformative action, in order to superate administrative structures flaws and dysfunctional cultural patterns of conduct, structurally present and constantly reproduced, in vigorous developing countries, such as Brazil. The dissertation transcribes the testimony of four outstanding public administrators, doing a deep incursion in the managerial real world of public administration, as subjectively defined by them and transformed by their engagement into action.Through the thematic version of the Oral History methodology, full segments of the complete interviews are categorized into the thirty two managerial strategies captured which are presented on a recategorized manner under eight main strategies: (1) Interchanging Frames of Reference; (2) Exploring the Formal Limits; (3) Playing the Bureaucracy Game; (4) Inducing the Inclusion of Others (5)Promoting Internal Cohesion; (6) Creating Shields against Transgressions; (7) Overcoming Internal Restrictions; (8) Letting the Structures Blossom. Each one of these eight blocks of strategies presented, deserves further reflexive interpretation by the author, on the light of the interpretivist approach to organizational design. A final effort is made, now on theory building, for improving understanding on the matter. In order to find a significant meaning underlining all the strategies extracted from the "practical consciousness" of the interviewers as revealed in their report, the author resort to a metaphor. This metaphor helps to: (1) better describe and understand a not adequately treated phenomenon, namely, good results under inadequate structural social and organizational conditions; (2) reveal the logic and the meaning underlining all the strategies adopted to generate results under these unfaithful conditions; (3) name, accordingly to the nature of the managerial transformative social action involved, an open ended class of managerial interventions of a pragmatic sort driven by an ethics of results much common to good managers, that is, the concept of "managerial equalization"; and (4) give back to public administrators, represented by the interviewees, to be incorporated in their "discursive consciousness", something the most effective and experienced public managers already have as tacit knowledge built in their "practical consciousness", and so, help the education and development of new talents. / Ph. D. equalizer manager equalizing management unfaithfull structural conditions metaphor discursive cousciousness discourse practical cosciousness tacit knowledge agency intentionality ethics empirical bases improvising equalizing theory building meaning agent desining patrimonialism reflexive interpretation organizing inclusion cohesion transgression corruption clientelism nepotism cognitive maps deponents frames of reference transformative action explanation understanding oral history flexbilization decentralization uniformity conceptual frameworks organizational change goodness of fit organizational results organizational performance differentiation uncertainty Brazil develloping countries administrative reform bureaucratic model centralization organizational design organizational theory interpretivist approach subjectivism funcionalism paradigms cultural patterns reproduction structural flaws public manager public administrator formal management mechanisms Action managerial action public administration and management public sector public policy public programs

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