Thesis. 1978. M.Arch--Massachusetts Institute of Technology. Dept. of Architecture. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Bibliography: leaves 47-51. / M.Arch

Typescript (photocopy) / Digitized by Kansas Correctional Industries

This study discusses employees’ perception of a rather new and progressive office type, namely the Activity-based Flexible Office, the A-FO. Within this office type, the employee does not have a personal desk, but instead changes workspace depending on the task at hand. The aim of the study was to examine how employees perceive this type of office and their experiences of working within it. In previous research, a model has been created within this field as an attempt towards a theoretical framework, the A-FO-M. Whereas studying this model, we saw some notions not being thoroughly explored, although mentioned in other preceding research. Thus, the need of exploring these aspects further felt vital and therefore, we combined the A-FO-M with other preceding research and created a synthesis with a set off our themes. A qualitative method was chosen and furthermore, a phenomenological approach. This approach suggests examining a certain phenomena, the A-FO in this case, based on the experiences and perceptions of an individual, the employee. Interviews were implemented on a specific company to succeed in reaching our aim. The six interviews completed gave us the empirical results we needed to attain an analysis and thereafter, conclusions. Overall, our findings correspond with the presumptions of the A-FO-M. However, due to Klarna having a certain structure, somewhat differing from the traditional A-FO, the results were contradicting in some cases. The majority of the respondents felt they were able to perform their task without major problems. Some respondents felt that the office made them more open, while others did not feel any impact on their persona in relation to the A-FOs features. Our findings support that the A-FO is a very sociable office type, whereas you constantly meet and interact with people, both known and unknown to you. The respondents appreciate that there is little distance between them and their managers. Additionally, it is found that managers within A-FOs need to have high trust in their employees. Conclusively, some results may be somewhat dependent on the individual and their preferences.

Office buildings in hot humid Singapore appear to be designed for stable and uniform indoor conditions. It is proposed in this thesis that this is unnecessary, as occupant comfort expectations do not warrant it and energy is wasted as a result. A comfort-based approach to design is advocated, as a means of balancing user needs with the objective of energy conservation.This issue of how perception of comfort is linked with indoor stability emerged from the question, 'why do office buildings, despite Bioclimatic prescriptions for hot humid conditions, continue to be predominantly climate rejecting and active-run?' The literature was found to be polarised by arguments for architectural solutions that are climatically responsive and present lower energy costs, and those for engineered solutions that deliver greater, more consistent comfort, albeit through reliance on electro-mechanical systems.It is argued that comprehending the gaps in the literature, and between theory and application, requires a better understanding of occupant comfort. This would be an inside-out view of comfort and climate, predicated on how the occupant is affected by the building and the cognitive nature of comfort itself.Relying on a sample of office buildings, the thesis set out to establish the following:Prevalence of the climate-based approach, specifically Yeang's Bioclimatic ModelPrevalence of uniformity and stability of the indoor environmentOccupant perception of indoor comfort, both thermal and visual, particularly with regard to variability of ambient conditionsOccupant perception of various operational modes: passive, mixed and activeThese goals were addressed through observations of form, envelope and layout, occupant surveys and the monitoring of buildings in passive and active modes.It was found that the Bioclimatic approach is non-existent in the context of the Singapore office ++ / building. In the case of two Bioclimatic buildings in Malaysia, the Model is not consistently applied. This disparity appears partly due to conflicting priorities, in particular style, cost and client pressures, and partly due to assumptions about occupant comfort.The Singapore office building was found to be predominantly active-run, operating within a narrow bandwidth of temperatures across most spaces. Occupant perception of variability outside the primary workplace, however, is one of acceptance, even preference. It was found through analysis of user feedback that the office building, on the basis of comfort expectations, could be divided into three activity zones: Work, Support and Transit.This 3-tiered structure was subsequently tested through a large-scale, longitudinal survey carried out across three spaces, each representing an activity zone, within a single building. The survey was accompanied by adjustments to the building's temperature settings to test the limits of acceptance in each zone. Findings from this exercise support the notion of a three-zoned office building, in which thermal conditions for each zone could be varied without affecting comfort. Energy figures that were monitored before and after the resetting showed drops of 7.1 % in chiller consumption and 2.9% in overall consumption.These findings led to a comfort-based, tri-modal proposal for office buildings in hot humid conditions, defined as the Psychoclimatic Model for its basis in comfort expectations and the interaction between climate, building and the occupant.The implications of the thesis outcome on regulatory control in Singapore and thermal comfort theory are discussed. Recommendations are made for future research into other building types and national context, plus a parametric study into the full energy-saving potential of the Psychoclimatic Model.

A life cycle study was undertaken to assess the economic impact arising from internalised embodied greenhouse gas emissions (GGE) costs for a commercial office building. A limited range of design and materials re-cycling strategies were investigated for their abatement potential. GGE quantities were determined by a hybrid process analysis where input-output data was supplemented with national average data to increase completeness whereby all upstream emissions arising from material inputs to the point of extraction, as well as non-material inputs (e.g. goods and services) into the design and construction process are accounted for. The hypothesis proposed abatement potential of 30%, as measured against the Benchmark Design (BM) would be economically viable in absence of the benefit of early-action credits. The hypothesis was disproved with 15% abatement shown at zero additional capital cost. A Stretch Technology (ST) scenario was investigated which showed 32% abatement potential however the associated marginal capital cost could not be determined. The GGE intensity per meter square of Net Lettable Area (m2 NLA) for the case study building was found to be 5,258 kg CO2-e. The theoretical value of abatement credits was determined at $12 to $1,031 / m2 NLA (depending on price) and is shown to present a reasonable economic and market transformation opportunity at medium range values. The results demonstrate that the cost-push inflation risk posed to commercial office construction is large where the price of embodied GGE is internalised in the economic system. Gross Construction Cost (GCC) increase per square meter is shown to be between 1.5% and 61% (with associated negative IRR impacts between -0.1 to -7%) depending on the GGE price level. An unsustainable cost impact is demonstrated at GGE prices greater than AUD$50 per tonne of carbon dioxide equivalent (AUD$50/ tonne CO2-e). Internalised GGE studies have been largely limited to the operational cost impact arising from GGE of direct end-use rather than from the perspective of total embodied final demand. The results demonstrate the critical nature of embodied abatement strategies for commercial buildings if the internationally accepted 60% global GGE abatement is to be achieved within the relevant timeframe. An average kg CO2-e intensity per dollar of GCC is proposed for the three building models that may be applied to general scenario planning. The scale of economic benefit available for embodied credits is significant and the determination of viable credit mechanisms worthy of further research.

This thesis looks at policy formulation in a Revenue Office over the nine-year period, from 1984 to 1993. It presents a case study that is based on actual events; but, because of the difficulties in reporting on the events in a large organisation without the possible influence of some staff, particularly senior management, it was decided to change the names of the organisation, the people and policies. The thesis is based on an examination of a number of policy initiatives that were 'quilted' together. Its focus is not on the contents of the policies or primarily on their economic success, but on the bureaucratic and stakeholder processes involved in their formulation. The purpose of the thesis is to provide a way of understanding events in organisations that are portrayed or categorised by research as policy formulation. Policy formulation is considered to be a core process in organisations, but it is still poorly understood or explained by current models, particularly those based on a rationalistic view of the world. Many of these models have their roots in economic theory and rationality, which promotes the idea that policy is a fundamental and almost inevitable part of organisation goal attainment. These ideas permeate and structure the theory and depiction of organisations and, hence, the way we understand the nature of the social actions and interactions supporting policy formulation. The thesis rejects the assertion that organisations move in a consistently calculated and logical direction based on goal setting and developing policies to meet objectives. An alternative view is proposed: that policy formulation must be understood within the phenomenon of an organisation where people enact a particular form of social reality. Under this model organisations are created and maintained by social processes that are continually executed by people. In this context, individuals and groups use processes of negotiation and power to manipulate and re-define the meanings attributed to problems and solutions to maintain a perception of consistent and coordinated change and goal attainment in policy formulation. This social practice is an attempt to define reality and maintain legitimacy for the policy changes. Thus, the emphasis is on social processes rather than outcomes, thereby focusing on the development and maintenance of perceptions of problems and solutions. This thesis analyses policy formulation as a distinctive kind of social practice using a case study of policy developments in a revenue office, as a means of explaining the basic nature of ongoing corporate life. The case study explores the way that core revenue office policies, proposed as 'logical' change, were formulated by individuals and groups who constantly used 'legitimising' management models and principles, agenda management, and bargaining and power processes to negotiate, influence, modify and manipulate the perceptions of change. The aim is to explain how policy options were generated in the 'Charisma period', to examine their origins and how they were acted upon, and to develop a set of summary concepts that might be used to understand policy development behaviours. / Master of Commerce (Hons)

Thesis (M.S.)--Ohio State University, 1983. / Includes bibliographical references (leaves 91-95). Available online via OhioLINK's ETD Center.

This paper presents an experimental study with 47 participants on the influence of lighting on performance and well-being in an office environment. Well-being, alertness and performance were evaluated and measured in two rooms with artificial lighting and one room with day lighting. The evaluations were correlated to cortisol/melatonin saliva samples, illuminance and spectral compo-sition of the lighting. The results show day lighting to have a sustained influence on alertness and performance and it is furthermore concluded that the level of cortisol in saliva was not influenced by the illuminance and did not have an influence on performance. The participants preferred a lighting with different kinds of light sources to a more neutral lightning and gave it higher ratings for well-being.The analysis shows that comfort did not influence alertness.

With the rapid development and popularity of information technology, criminals and mischievous computer users are given avenues to commit crimes and malicious activities. One of the commonly used tactics, called steganography, is to hide information under a cover media so that except participants, no one else knows the existence of such information. Many techniques have been proposed for hiding data in images, videos and audios, but there is not much research devoted to data hiding in the popular MS Office documents which have recently adopted Office Open XML (OOXML) format. In this research, we first focus on identifying several data hiding techniques for OOXML documents. Then, we design and develop a fast detection algorithm based on the unique internal structure of OOXML documents, which contains multiple XML files, by using multi-XML query technique. Experimental results show the proposed detection algorithm outperforms the traditional one in terms of detection speed and completeness, where performance is the key to success of detecting hidden data in OOXML documents due to the fact that millions of documents are generated and transferred over the internet every day. / UOIT

This thesis focuses on ways that rhetorical theory can assist in better understanding the dysfunctions of the modern organizational environment. At its root, organizational dysfunction refers to those parts of our organizations that do not function as we think they should. Dysfunction points to actions of organizational members that defies and violates shared organizational norms and expectations or core societal values, mores and standards of proper conduct.1 As an element of focus, this thesis uses Kenneth Burkes theory of dramatism and dramatistic methods such as pentadic criticism and cluster criticism to analyze leadership actions within the fictional BBC television programme The Office. Using The Office as a representative case study, the analysis applies Burkes theories, and particularly the pentadic elements of Agent, Scene, and Act to gain a more complete picture of the role an office manager can play in an organizations dysfunction. A more complete picture can then assist in finding solutions to that dysfunction.<p> Burkes methods allow for a critic to gain multiple perspectives on the same situation by attributing different terms of the pentad to the same elements of the situation being described. When looking for causes of dysfunction in an organization, often formal leaders are held accountable. But what does it mean to blame the leader? What specific role have they played in the dysfunction? Using Burkes pentad, this thesis explores three roles that office manager David Brent plays in the organizational dysfunction.<p> The first chapter explores office leader Brent as an Agent of dysfunction and analyzes his own dysfunctions in order to understand the offices dysfunctions. The second chapter looks at the ramifications for labeling Brent as part of the Scene and analyzes how Brent and other scenic elements combine to create office dysfunction. In the final analysis chapter, Brent is labeled as an Act of dysfunction himself which positions Brent as a mere symptom of a larger dysfunction within the organization. The perspectives are combined and contrasted to reveal insights that may have been previously hidden proving that rhetorical theory is a valuable approach to better understand organizations and the people within them.<p> 1 Y. Vardi and Y. Weiner. Misbehaviour in Organizations: A Motivational Framework, Organizational Science, (7,1996) 151-65.