abstract: ABSTRACT The child welfare workforce is charged with the demanding work of ensuring the safety, well-being, and permanency of maltreated children. Although child welfare work can be rewarding, it is also associated with high levels of stress and burnout, causing challenges to retain staff. Developing organizational cultures and climates within child welfare agencies that are supportive of the workforce and strive to improve outcomes is essential. Applying the ecological systems theory to a child welfare agency provides for an understanding that the agency is comprised of different levels of systems with interactions between the systems. This study examined the association between the individual level factors of job satisfaction, coping skills, self-efficacy, burnout, job stress, and individual affect with organizational level factors including culture and climate. Child welfare workers from one regional area were invited to participate in an online survey utilizing the Comprehensive Organizational Health Assessment and the Positive and Negative Affect Scale. Results indicate that there is an association between each of the individual level factors and the organizational factors. The importance of the role of individual affect was highlighted in the results in that the level of affect reported was associated with corresponding ratings of the perception of the organizational culture and climate. These results provide implications for hiring, training, mentoring, and supervision. This study attempted to assess if the organizational culture and climate of individual child welfare units could be linked to permanency outcomes. This linkage was not possible in this study, however implications to conduct this type of research are made. Advancing the study of organizational culture and climate beyond the impact of such factors as job satisfaction and retention to linking to direct client outcomes is an emerging and important field of research. / Dissertation/Thesis / Doctoral Dissertation Social Work 2017

Thesis (MTech (Business Administration))--Peninsula Technikon, Cape Town, 2004 / Organizational identification has been regarded as a new control strategy for modem organizations. High levels of organizational members' identification result in various benefits to organizational performance. Among organizational theorists there exists a strong school of thought, which sees organizational culture as the antecedent to organizational identification. Culture, and therefore also organizational culture, is a complex and integrative phenomenon which encompasses the values, assumptions, interactions and behaviours within a particular group. As point of departure, this research adopted Martin's (2000:26) argument that culture is best studied through the cultural artefacts, being the most visible manifestations also of deep-seated values and assumptions. Previous studies on organizational culture-related organizational behaviours have been conducted mostly in a Western-cultural context. It was hoped, by this research, to fill the theoretical gap by establishing a link between organizational culture and organizational identification in Chinese organizations. The relationship between organizational culture and organizational identification was investigated through a survey conducted in three Chinese organizations representing a cross section of industry. The six organizational cultural dimensions, as identified by Glaser, Zamanou, and Hacker (1987: 192-193), formed the basis for the survey instrument, the purpose of which was to establish if, and to what extent, organizational culture, IV as reflected in these dimensions in their positive manifestation, were seen as contributors to organizational identification on the part of employees. The data analysis and interpretation showed that Chinese employees viewed all six cultural dimensions as having a positive influential power on organizational identification. This could be accepted as proof that the theories that organizational culture enhances organizational identification (Kunda, 1992; Ray, 1994; Tompkins and Cheney, 1985; Trice and Beryer, 1993) can be applied both in the Westem-cultural context and Chinese-cultural context. By applying the Friedman and Wilcoxon signed-ranks tests it was established that, among the six cultural dimensions, 'Morale' and 'Supervision' were the most influential dimensions of culture according to the responses of Chinese employees; 'Information Flow', 'Teamwork' and 'Meetings' were the least influential dimensions. As indicated, the study was limited to a survey of employees as regards the six dimensions of organizational culture. Further research would be required in order to provide more concrete and extensive proof of the role played by organizational culture in nurturing employee identification and concomitant commitment.

O objetivo geral nesta tese foi compreender as culturas organizacionais territorializadas da atividade de camelô realizada na cidade de Três Lagoas/MS. Para tanto, os primeiros passos na escrita desta tese foi dado em direção à construção do conceito de culturas organizacionais territorializadas. Assim, houve a necessidade de explorar os conceitos de culturas organizacionais e territórios, como forma de subsidiar a construção do conceito central nesta tese. Além disso, como forma de contextualizar e evidenciar os atributos ligados à atividade de camelô, foi necessária algumas discussões sobre as concepções de cidade e também de trabalhos etnográficos desenvolvidos junto à atividade de camelô. Isso pelo fato de que a atividade de camelô ocorre em contexto urbanos específicos, o que exigiu um entendimento mais abrangente sobre os atributos ligados a essa atividade. Todas essas discussões teóricas possibilitaram não apenas a construção do conceito de culturas organizacionais territorializadas, mas também focar nas discussões realizadas por autores que enfatizam os atributos micro das ações humanas, assim como a heterogeneidade nas atividades e nos atributos simbólicos compartilhados. Por esse motivo, o problema de pesquisa que contemplou essa tese foi: como as culturas organizacionais são territorializadas nos processos e ações desenvolvidas na atividade de camelô de Três Lagoas/MS, tendo em vista as relações entre essa modalidade de comércio, o poder público e os consumidores? Neste problema de pesquisa fica evidente que uma das bases existentes neste estudo e também na construção do conceito de culturas organizacionais territorializadas é dada pelas relações de poder. Sendo assim, os objetivos específicos contemplaram: identificar as formas de apropriação e dominação material e cultural do espaço onde a atividade de camelô se constitui; entender as relações de poder estabelecidas entre os camelôs, poder público e comerciantes, no que tange aos processo legais e ilegais de apropriação dos espaços e realização das atividades; e identificar as relações materiais e culturais desenvolvidas entre os camelôs e os consumidores, como forma entender a sustentação desse tipo de atividade no contexto das cidades. Foi a partir destes objetivos que o trabalho de pesquisa foi desenvolvido através de estudo etnográfico. Num primeiro momento a intenção foi entender as relações culturais e materiais estabelecidas entre os camelôs e destes com os consumidores. Logo depois, foram realizadas entrevistas com os sujeitos que estabeleciam ou estabeleceram relações com os camelôs de Três Lagoas/MS, que foram: os secretários da Indústria e Comércio, o representante do Ministério Público, alguns comerciantes e os presidentes da Associação Comercial, para entender as relações de poder existentes. Os achados mostram que apesar da relações de poder serem evidentes entre esses atores, ainda há um busca pelo fortalecimento da atividade de camelô. Além disso, algo importante e que norteou algumas discussões sobre as contribuições da atividade de camelô na cidade de Três Lagoas/MS, foi a centralidade que esta atividade possui na cidade, dado o potencial de abastecimento do mercado local com uma série de produtos que não são comercializados pelos lojistas da cidade. Para finalizar, ficou evidente que a construção do conceito de culturas organizacionais territorializadas possibilitou uma intersecção importante para evidenciar possíveis contribuições do mercado camelô de Três Lagoas/MS para com o desenvolvimento local. / The overall objective of in this thesis was to understand the organizational cultures territorialized of the activity street vendor place in the city of Três Lagoas/MS. To this end, the first step in the writing of this thesis was made toward the construction of the concept of organizational cultures territorialized. Thus, it was necessary to explore the concepts of organizational cultures and territories as a way to subsidize the construction of the central concept in this thesis. Moreover, in order to contextualize and show the attributes associated with the activity of street vendor, it took some discussion on the concepts of city and also developed the ethnographic work with the street vendor. This is because the activity street vendor occurs in the context urban specific, requiring a more comprehensive understanding about the attributes related to this activity. All these theoretical discussions not only enabled the construction of the concept of organizational culture territorialized, but also to focus on the discussions held by authors who have emphasize the specific attributes of human actions, as well as the heterogeneity in the activities and symbolic attributes shared. For this reason, the research problem that this thesis was contemplated: how organizational cultures are territorialized processes and actions development in the activity of the street vendor in Três Lagoas/MS, in view of the relationship between this form of commerce, municipal government and consumers? In this research problem is clearly one of the bases in this study and also in the construction of the concept of organizational cultures territorialized is given by the relations of power. Thus, the specific objectives included: to identify the forms of appropriation and domination of the material and cultural space where the street vendors is, to understand the power relations established between the street vendors, municipal government and traders, with respect to the process legal and illegal appropriation of the space urban and conduct of activities, and identify the material and cultural relations developed between the street vendors and consumers as a way to understand the sustain that type of activity in the context of cities. It was from these objectives that the research was developed through ethnographic study. At first the intention was to understand the cultural and material relations established between them with the street vendors and consumers. Soon after, we conducted interviews with the subjects who established or established relationships with the street vendors of Três Lagoas/MS, which were the secretaries of Commerce and Industry, the public prosecutor, some traders and the presidents of the Chamber of Commerce, to understand relations of power. The results show that although the power relations are evident between these actors, there is still a search for the strengthening of the activity of camels. In addition, some important and some guided discussions about the contributions of street vendor activity in the city of Três Lagoas/MS, was the centrality that this activity has in the city, given the potential for supplying the local market with a series of products that are not sold by traders in the city. Finally, it was evident that the construction of the concept of organizational cultures territorialized allowed a major intersection to show potential contributions of the market street vendor a Três Lagoas/MS to local development.

Na área de serviços, e mais especificamente no segmento hoteleiro - que tem enfrentado, como em outros segmentos de negócios, um grande aumento de concorrência, aliado ao aumento do nível de exigência dos consumidores - o diferencial representado pelas pessoas, que fazem parte da organização, é mais do que uma vantagem competitiva: é uma questão de essência. Afinal, o negócio hoteleiro está associado ao conceito de hospitalidade, e a hospitalidade, em sua essência, é um atributo de pessoas, e não de lugares ou de instalações. Considerando que a cultura organizacional (CO) de uma empresa pode ou não possibilitar a superação deste tipo de desafio de caráter humano, realizou-se um estudo de caso em um hotel que buscou um reposicionamento mercado lógico, com o objetivo de observar como esta mudança se refletiu na cultura da organização. Optou-se pela metodologia qualitativa, utilizando-se como instrumentos pesquisa documental, entrevistas e observação participante. Os resultados desejados pelos gestores, em termos de produtividade, foram alcançados. Observaram-se mudanças organizacionais importantes, impostas no estilo \'top-down\' e que ocorreram no nível mais superficial da cultura. Não houve alteração no sistema de valores ou nas políticas institucionais. Os resultados positivos em termos de produtividade fundamentaram-se nos valores das equipes orientadas para a satisfação do cliente e para a hospitalidade. Valores e normas, já estavam internalizados desde o processo de socialização no hotel, sendo que a mudança em procedimentos não chegou a afetar este aspecto. Conclui-se que o grande desafio desse empreendimento é o desenvolvimento de uma CO que conjugue profissionalismo e afetividade. / Considering the services area, specifically the lodging industry which has facing, just like others business segments, a huge concurrence and growing level of consumers\' exigency - the differential represented by human beings, which are part of the organization, is not just a competitive advantage: it is an essence issue. After all, the hotel business is related to the hospitality concept, and hospitality, in its essence, it is an attribute of people, and not an attribute of places or accommodations. Considering the importance of the people in a lodging organization, and that the behavior of these people influences and it\'s influenced by the organizational culture, justify a deeper look to the cultural elements which defines behavior patterns. In this way, it introduces a study case in a hotel that looked for a marketing repositioning, and it involved relevant organizational changes. The information collected on documental research, interviews with managers and employees, and participant observation tried to understand how the organization culture makes the hotel and the people be how they are. The data analyses suggest that changes were made on superficial levels of culture, and the managers\' desired results, in productivity terms, were reached.

O objetivo geral nesta tese foi compreender as culturas organizacionais territorializadas da atividade de camelô realizada na cidade de Três Lagoas/MS. Para tanto, os primeiros passos na escrita desta tese foi dado em direção à construção do conceito de culturas organizacionais territorializadas. Assim, houve a necessidade de explorar os conceitos de culturas organizacionais e territórios, como forma de subsidiar a construção do conceito central nesta tese. Além disso, como forma de contextualizar e evidenciar os atributos ligados à atividade de camelô, foi necessária algumas discussões sobre as concepções de cidade e também de trabalhos etnográficos desenvolvidos junto à atividade de camelô. Isso pelo fato de que a atividade de camelô ocorre em contexto urbanos específicos, o que exigiu um entendimento mais abrangente sobre os atributos ligados a essa atividade. Todas essas discussões teóricas possibilitaram não apenas a construção do conceito de culturas organizacionais territorializadas, mas também focar nas discussões realizadas por autores que enfatizam os atributos micro das ações humanas, assim como a heterogeneidade nas atividades e nos atributos simbólicos compartilhados. Por esse motivo, o problema de pesquisa que contemplou essa tese foi: como as culturas organizacionais são territorializadas nos processos e ações desenvolvidas na atividade de camelô de Três Lagoas/MS, tendo em vista as relações entre essa modalidade de comércio, o poder público e os consumidores? Neste problema de pesquisa fica evidente que uma das bases existentes neste estudo e também na construção do conceito de culturas organizacionais territorializadas é dada pelas relações de poder. Sendo assim, os objetivos específicos contemplaram: identificar as formas de apropriação e dominação material e cultural do espaço onde a atividade de camelô se constitui; entender as relações de poder estabelecidas entre os camelôs, poder público e comerciantes, no que tange aos processo legais e ilegais de apropriação dos espaços e realização das atividades; e identificar as relações materiais e culturais desenvolvidas entre os camelôs e os consumidores, como forma entender a sustentação desse tipo de atividade no contexto das cidades. Foi a partir destes objetivos que o trabalho de pesquisa foi desenvolvido através de estudo etnográfico. Num primeiro momento a intenção foi entender as relações culturais e materiais estabelecidas entre os camelôs e destes com os consumidores. Logo depois, foram realizadas entrevistas com os sujeitos que estabeleciam ou estabeleceram relações com os camelôs de Três Lagoas/MS, que foram: os secretários da Indústria e Comércio, o representante do Ministério Público, alguns comerciantes e os presidentes da Associação Comercial, para entender as relações de poder existentes. Os achados mostram que apesar da relações de poder serem evidentes entre esses atores, ainda há um busca pelo fortalecimento da atividade de camelô. Além disso, algo importante e que norteou algumas discussões sobre as contribuições da atividade de camelô na cidade de Três Lagoas/MS, foi a centralidade que esta atividade possui na cidade, dado o potencial de abastecimento do mercado local com uma série de produtos que não são comercializados pelos lojistas da cidade. Para finalizar, ficou evidente que a construção do conceito de culturas organizacionais territorializadas possibilitou uma intersecção importante para evidenciar possíveis contribuições do mercado camelô de Três Lagoas/MS para com o desenvolvimento local. / The overall objective of in this thesis was to understand the organizational cultures territorialized of the activity street vendor place in the city of Três Lagoas/MS. To this end, the first step in the writing of this thesis was made toward the construction of the concept of organizational cultures territorialized. Thus, it was necessary to explore the concepts of organizational cultures and territories as a way to subsidize the construction of the central concept in this thesis. Moreover, in order to contextualize and show the attributes associated with the activity of street vendor, it took some discussion on the concepts of city and also developed the ethnographic work with the street vendor. This is because the activity street vendor occurs in the context urban specific, requiring a more comprehensive understanding about the attributes related to this activity. All these theoretical discussions not only enabled the construction of the concept of organizational culture territorialized, but also to focus on the discussions held by authors who have emphasize the specific attributes of human actions, as well as the heterogeneity in the activities and symbolic attributes shared. For this reason, the research problem that this thesis was contemplated: how organizational cultures are territorialized processes and actions development in the activity of the street vendor in Três Lagoas/MS, in view of the relationship between this form of commerce, municipal government and consumers? In this research problem is clearly one of the bases in this study and also in the construction of the concept of organizational cultures territorialized is given by the relations of power. Thus, the specific objectives included: to identify the forms of appropriation and domination of the material and cultural space where the street vendors is, to understand the power relations established between the street vendors, municipal government and traders, with respect to the process legal and illegal appropriation of the space urban and conduct of activities, and identify the material and cultural relations developed between the street vendors and consumers as a way to understand the sustain that type of activity in the context of cities. It was from these objectives that the research was developed through ethnographic study. At first the intention was to understand the cultural and material relations established between them with the street vendors and consumers. Soon after, we conducted interviews with the subjects who established or established relationships with the street vendors of Três Lagoas/MS, which were the secretaries of Commerce and Industry, the public prosecutor, some traders and the presidents of the Chamber of Commerce, to understand relations of power. The results show that although the power relations are evident between these actors, there is still a search for the strengthening of the activity of camels. In addition, some important and some guided discussions about the contributions of street vendor activity in the city of Três Lagoas/MS, was the centrality that this activity has in the city, given the potential for supplying the local market with a series of products that are not sold by traders in the city. Finally, it was evident that the construction of the concept of organizational cultures territorialized allowed a major intersection to show potential contributions of the market street vendor a Três Lagoas/MS to local development.

The final thesis summarize organization culture theory and based on action research, document analysis and stŕuctured interviews anylyze organization culture of analyzed company.

This master thesis analyses the topic of corporate culture in the international company. The initial chapters of theoretical part explain the term "corporate culture", i.e. define which elements form corporate culture, present its functions, well known typologies, possibilities of culture measuring, definition of its strength and subcultures. Following chapters describe typical features of American, Czech, French and German corporate culture and its influence on doing business in these countries. The comparison of these cultures on the basis of culture indices is given in the last section of the theoretical part. Practical part analyses corporate culture in the American company Carrier Refrigeration Operation Czech Republic s. r. o., its strength and situation in the clash of four corporate cultures.

The topic corporate culture in the context of international company is the main subject of this thesis. The theoretical part introduces and describes the concept of culture and national culture, together with the cultural standards and dimensions. The study also defines organizational culture and its elements, strong organizational culture and subculture. Finally, I analyze the impact of the national specifics of the formation of the corporate culture. To demonstrate the theoretical bases in practice I have chosen the company Mars Czech Republic.

This thesis discusses the organizational culture of Teledin s.r.o. The theoretical part is devoted to explanation of terms related to organizational culture and current findings in the measurement of organizational culture, and possible approaches to its measurement. Practical part based on the methodology analyzes and assesses the corporate culture of the selected company.

Purpose: The purpose of the study is to study how communication problems can occur and which can arise between levels at a company, in connection with a planned organizational change. The author´s of the essay wants to contribute is to expand the academic research in internal communication by studying the company "Company A". Method: The essay consists partly of own primary data and partly of secondary data. By studying reading books about organizational theory and several searches in the SUMMON @ BTH database, a reference frame consisting of secondary data was created. While the primary data was collected through interviews. The results we have compiled in the theory section was compared with empirical data and analyzed to answer our question. Conclusion: Through a planned change, we have concluded that internal communication is one of the most important parts of an organization and especially in organizational change. The Group used in the study utilized and relied heavily on an external consultant in the planned change that arose during a buy-in. This, along with no clear plan as well as physical distance, meant that the Group did not build up a functioning communication with the new facility, thus creating no reliable relationship with the employees. The intranet that the group subsequently used as communication mode was not successful as our study demonstrated.