With the advent of new interactive Internet technologies in government, a move from the transactional loop of electronic government to a more web-like structure of interaction is anticipated for government information systems. It has been argued that that web-like structure of information systems will dictate a new organizational form for government organization. Explored within the dissertation are two primary research questions. The first research question relates to understanding the nature of adoption of new interactive Internet tools in government agencies and whether that adoption differs from the adoption process for transactional systems. To understand the nature of interactive technology adoption, presidential directives, legislation, and laws implementing transactional and interactive information systems are evaluated. Discovered in evaluation are the motivating factors in technology adoption and related technology adoption and organizational outcomes. Accompanying that evaluation is an exploration of the new technologies being used by government agencies as a part of the technology adoption process. To understand the nature of the differences in infrastructure of information systems associated with transactional information technologies and interactive information technologies, a series of case studies were developed. For each case, an exploration of the technology implemented and a map of the Internet architecture for the technology were constructed. Findings suggest that the adoption process and the information system architecture of transactional and interactive technologies are different. Though it is too early in the adoption and implementation process to discern any impacts to the government organization, the technology adoption and implementation is couched in larger organizational theory. Extrapolations are made to address the future form of the government organization and policy outcomes for continued implementation of interactive systems and the organizational impacts are discussed. The second research question relates to the value associated with the implementation of new interactive Internet technologies. To understand any value associated with implementation of technologies, a qualitative assessment of the value conversations within government agencies was conducted, an assessment of citizen value ranking of data was undertaken, and a quantitative analysis of differences in customer service scores given the use of interactive information technologies is conducted. This analysis is triangulated against a historical evaluation of increasing and decreasing scores and an exploration of specific evaluations conducted for interactive technology projects. Findings suggest that that there is value in implementing interactive Internet technologies. However, that signal is weak. A suggestion of research is that evaluation metrics be developed to understand the value of implementing of interactive technologies. Policy suggestions are outlined for technology value evaluation. The concluding outcome of the dissertation is a suggestion of a path forward for interactive Internet technology development in government and an argument for the construct of the emerging organizational structure associated with information organizations. / text

Submitted by André Nadjarian (alnadjarian@gmail.com) on 2017-01-05T17:13:19Z No. of bitstreams: 1 Dissertação - Fit em empresa agrícola - versão Biblioteca FGV - André Nadjarian.pdf: 3995804 bytes, checksum: fceaba924d662180d2fbc21605d0345e (MD5) / Rejected by Fabiana da Silva Segura (fabiana.segura@fgv.br), reason: Prezado André Tudo bem? Tem alguns ajustes para serem feitos: O título nas páginas tem que estar todo em letra maiúscula (Onde tiver o título) Tirar o acento de Getulio No final da página fica somente São Paulo e o ano ...excluir -SP Linha de Pesquisa: Gestão de Operação e Inovação Por favor proceder com essas correções e submeter o trabalho novamente Atenciosamente on 2017-01-05T17:33:38Z (GMT) / Submitted by André Nadjarian (alnadjarian@gmail.com) on 2017-01-05T20:26:30Z No. of bitstreams: 2 Dissertação - Fit em empresa agrícola - versão Biblioteca FGV - André Nadjarian.pdf: 3995804 bytes, checksum: fceaba924d662180d2fbc21605d0345e (MD5) Dissertação - Fit em empresa agrícola - versão Biblioteca FGV - André Nadjarian.pdf: 3995886 bytes, checksum: 1ec98325794e5111509630b8bb2b4c01 (MD5) / Rejected by Fabiana da Silva Segura (fabiana.segura@fgv.br), reason: Conforme ligação on 2017-01-05T20:34:26Z (GMT) / Submitted by André Nadjarian (alnadjarian@gmail.com) on 2017-01-05T21:02:14Z No. of bitstreams: 1 Dissertação - Fit em empresa agrícola - versão Biblioteca FGV - André Nadjarian.pdf: 3995886 bytes, checksum: 1ec98325794e5111509630b8bb2b4c01 (MD5) / Approved for entry into archive by Fabiana da Silva Segura (fabiana.segura@fgv.br) on 2017-01-05T21:09:13Z (GMT) No. of bitstreams: 1 Dissertação - Fit em empresa agrícola - versão Biblioteca FGV - André Nadjarian.pdf: 3995886 bytes, checksum: 1ec98325794e5111509630b8bb2b4c01 (MD5) / Made available in DSpace on 2017-01-06T18:29:55Z (GMT). No. of bitstreams: 1 Dissertação - Fit em empresa agrícola - versão Biblioteca FGV - André Nadjarian.pdf: 3995886 bytes, checksum: 1ec98325794e5111509630b8bb2b4c01 (MD5) Previous issue date: 2016-12-07 / Este estudo situa-se no campo da análise do desenho organizacional utilizando como base 2 teorias inter-relacionadas: Fit e teoria das contingências. O objetivo deste estudo é propor um diagnóstico estratégico de uma empresa agrícola utilizando o framework de treze multi contingências proposto por BURTON, OBEL; HÅKONSSON (2015). A abordagem de pesquisa adotada foi a de estudo de caso único, de pesquisa qualitativa longitudinal. Os resultados deste estudo mostraram como o desenho organizacional de uma empresa agrícola pode ter seus fatores avaliados usando-se proposições de contingências de forma conjunta e estruturada. Os resultados obtidos oferecem contribuições para o desenvolvimento do conhecimento acerca do alinhamento do desenho organizacional de empresas agrícolas / This study is in the field of organizational design analysis based on 2 interrelated theories: Fit and contingency theory. The objective of this study is to propose a strategic diagnosis of an agricultural company using the thirteen multi-contingency framework proposed by BURTON, OBEL; HÅKONSSON (2015). The research approach adopted was that of a single case study, of longitudinal qualitative research. The results of this study showed how the organizational design of an agricultural enterprise can have its factors evaluated using contingency propositions in a joint and structured manner. The obtained results offer contributions for the development of the knowledge about the alignment of the organizational design of agricultural companies.

組織結構和設計是組織的一些最基本的條件，但有時可能影響組織的利潤最多。當一個組織的組織結構不再適合它所在行業的環境時會發生什麼？許多傳統行企業面臨的情況是經歷了不伴隨變化的增長，最終形成了一種組織結構，這種組織結構在當前的環境中不再是最有效的。那麼企業如何評估實現他們所期望的組織結構狀態所需要的？他們如何有效地做到這一點？因此，本研究是通過以下研究問題通過UPC的案例研究激發的： •UPC經歷了組織結構變化的原因是什麼？ •在UPC組織結構變革的過程中，UPC做了什麼來實現其結構目標以及變化的影響是什麼？ 案例研究     本文以UPC的組織結構調整作為案例研究，考察公司如何能夠更加靈活地適應瞬息萬變的市場變化和需求。本文共分六章，通過文獻綜述，產業綜述與分析，UPC案例分析，案例分析和個案研究結論。 / Organizational structure and design are some of the most basic aspects of organizations, yet sometimes can affect the profits of organizations the most. What happens when the organizational structure of an organization no longer is best suited for the environment of the industry that it is in? Many traditional industries face situations where they experience growth that is not accompanied by change, and thus end up with an organizational structure that is no longer most efficient to operate within its current environment. How can then firms evaluate what is needed to achieve their desired organizational structure state, and how can they do this effectively? Therefore, this study is motivated by the following research questions through a case study of UPC: • What are the reasons that made UPC undergo an organizational structure change? • In the process of UPC’s organization structure change, what did UPC do to achieve its structure goals and what were the effects of the change? A case study This paper uses UPC’s organization restructure as a case study to examine how a company can become more agile to fit the rapid changes and needs of a changing market. This paper has six chapters through a process of literature review, industry overview and analysis, case study of UPC, case study analysis, and a case study research conclusion.

Information technology (IT) organizations have become an integral part of many firms, with increasing strategic significance. Consequently, investments in IT represent a significant percentage of a firm's expenditure. Despite the investment, the business value of IT has been difficult to quantify, creating uncertainty about a firm's investments in IT innovation. The purpose of this nonexperimental study was to examine relationships between a firm's innovativeness and 3 IT organizational design factors: knowledge creation, dynamic capabilities, and communication structures. The research questions addressed the relationships between a firm's ability to innovate and specific design elements of the IT organization. The study was based on Nonaka's dynamic theory of organizational knowledge creation, Schumpeter's industrial market structure, and Wernerfelt's resource-based view of the firm. Data were collected from an online survey with 115 employees of firms that depend on IT to deliver their products or services. Pearson product-moment correlational analysis revealed statistically significant relationships between the IT organizational design factors and a firm's ability to innovate. The implications for positive social change stemming from this study affect managers of firms that rely on IT to deliver products or services. The findings suggest that the design of the IT organization influences the performance of the firm through cost reduction and its sustainability through innovation, both of which lead to community economic empowerment thus benefiting the general public.

Understanding organizational behavior (OB) has profoundly influenced organizational performance and how people behave in organizations. Researchers have suggested various micro and macro organizational behaviors to be the impetus for high-performing organizations. Through a policy capturing approach this study builds on these findings by specifically examining the perceptions of micro and macro organizational behaviors in an organizational setting. The participants (n =181) completed a Micro and Macro Organizational Behavior Perceptions Questionnaire. Results showed perception differences exist between subordinates and supervisors. Additionally, participants perceived job satisfaction to be the most important micro organizational behavior, whereas organizational design was perceived to be the most important macro organizational behavior. However when comparing hierarchal positions in the organization, supervisors weighted leadership as the most important and subordinates weighted job satisfaction as the most important organizational behavior. While these findings only scratch the surface as to how organizational behavior is perceived, the implications challenge leaders to close the OB perception gap. Correspondingly, organizational behavior thinking may result in improving individual and organizational performance.

<p>IT as an enabler, by obtaining benefits to an organization, was the coherent apprehension behind the purchase of the Enterprise Resource System R/3 by Ericsson in 1997. Public Networks, a 33.000 worker’s division at Ericsson, have had profitability problems during the recent years prior to the purchase. By integrating R/3 with an organizational change, the management aimed to obtain foreseen benefits, such as headcount reduction and shorter lead times.</p><p>This thesis shows in theory as in practice difficulties and obstacles in reaching and calculating benefits of IT. Through analyzing the system along with the business processes targeted by the integration project, a list of Key Performance Indicators was brought to the stakeholders of the organization. Through numerous interviews and meetings throughout the division the indicators were discussed, depicted and analyzed.</p><p>In a consensus driven organization as Public Networks, the integration project withholding the largest Enterprise Resource Planning systems had to work politically with communication to be able to gain approval for its benefits. In failing to win the process against different views and stakeholders, benefits was to be at risk and more importantly, later shown to be impossible to measure.</p>

<p>Uppsatsens syfte är att analysera och diskutera vad som legat till grund för organisering av arméns insatsförband insatsorganisations år 2009 (IO 09). Hur ser organisationsstrukturen ut och vilka faktorer har påverkat organiseringen av IO 09? Uppgiftens komplexitet innebar att jag närmade mig problemformuleringen från olika perspektiv. Studien omfattar därmed en mångsidig kvalitativ analys av data från både styrdokument och intervjuer.</p><p>Studien visar att det framförallt är de klassiska ”byråkratiska teoretiska” perspektiven som dominerar organisationsdesignen inom arméns insatsorganisation 2009. Vidare förefaller det finnas en arketyp för hur ett förband i armén skall vara organiserat. Denna arketyp omfattas sannolikt av en organisationsstruktur om fyra ledningsnivåer och ett kontrollspann om fyra eller fem enheter i alla nivåer. Signifikant för maskinbyråkratimodellen, vilken identifierats i nio av tio organisationsstrukturer i IO 09, är att denna organisationsdesign underlättar tydliga och klara ledningsförhållanden. Däremot har maskinbyråkratimodellen en del nackdelar såsom att modellen anses vara rigid och svår att förändra. Studien konstaterar därmed en intressant paradox d.v.s. kravet på att organisationerna i IO 09 skall vara modulära och flexibla samtidigt som organisationsstrukturerna i IO 09 antyder något annat. Ett annat resultat som studien visar är att det framförallt synes varit mänskliga faktorer tillsammans med omgivningskaraktäristiska faktorer som dominerat ”processerna” i organiseringen av IO 09, därmed också i allra högsta grad resultatet av hur arméns insatsorganisation 2009 är organiserad.</p> / <p>The purpose of this essay is to analyse and discuss what has been the basis of the organization of the mission-based armed forces in the year of the mission-based organization 2009 (IO 09). What does the organizational structure look like and what factors have affected the organization of IO 09? The complexity of the task demanded an approach to problem formulation from various perspectives. Thus, the study includes a diversified qualitative analysis of data collected from governing documents as well as interviews.</p><p>The study shows that, above all, it is the classic “bureaucratic theoretical” perspectives that dominate the organizational design within the mission-based organization 2009. Furthermore, there seems to exist an archetype with respect to how an army force battalion unit should be organized. This archetype does most likely represent an organizational structure comprised of four levels of leadership and a span of control of four or five units operating at all levels. Significant to the machine bureaucracy model, which has been identified in nine out of ten organizational structures in IO 09, is that this organizational design facilitates distinct and clear leadership conditions. However, the machine bureaucracy model demonstrates some disadvantages such as the fact that it is considered to be rigid and difficult to change. Hence, the study reveals an interesting paradox, that is, the requirements stipulated for the organizations in IO 09 are supposed to be modular and flexible while the organizational structures in IO 09 suggest something else. An additional result showed by the study is that, primarily, it appears that human factors combined with environmental characteristic factors have dominated the “processes” with regard to the organization of IO 09. Consequently, these factors have also seem to generated the outcome with regard to how the army’s mission-based organization 2009 has been organized.</p>

I sistemi finanziari si sono sempre contraddistinti per la loro natura fiduciaria e il ruolo di sostegno alla stabilità dei mercati (Bianchi, 2002). Quanto affermato giustifica il verificarsi, in determinati contesti di mercato, di crisi economiche di portata straordinariamente ampia. Il legislatore italiano, quindi, al fine di favorire uno sviluppo controllato del settore, negli ultimi anni ha rivolto il focus della regolamentazione normativa verso l’individuazione e la prevenzione di diversi rischi tipici di settore, soprattutto quelli legati all'operatività e quelli di tipo legale e reputazionale. In questo contesto, la teoria dell’Isomorfismo coercitivo si colloca per comprendere quali siano i motivi di adeguamento delle organizzazioni a normative ai fini della legittimazione nei confronti dell’ambiente in cui operano. La ricerca si pone quindi l’obiettivo di indagare i riflessi organizzativi e di governance delle imprese di assicurazione, legati a un processo di isomorfismo coercitivo attraverso la teoria della dipendenza dalle risorse, in particolare quelle reputazionali. / Financial Services are always being recognized like robustness and trust institutions (Bianchi 2002). In fact they always give a fundamental contribute to the stability of economic and social environment. This fact in some conditions, like the present ones, has often created very large financial crisis. More than in the past Italian laws in the financial services, aim at prevent some risk like operational, compliance and reputational ones. The theory of Coercive Isomorphism aim at explains how the organizations try to legitimate themselves towards their social and economic environment. In this direction the study aim at analyzed how coercive isomorphism had influenced the organizational design in the Italian insurance sector. In order to explain this process I used the RBV (Resource Based View) theory to explain how reputation could be a very strategic resource to gain robustness and trust in financial institutions after the crisis, so I analyzed how organization build reputation trough the processes compliance to the new law.

Au croisement des courants de recherche sur l’étude du travail et sur celle de l’organisation, la thèse analyse la transformation de la main d’œuvre dans l’entreprise via la généralisation du recours à des formes d’emploi qualifiées d’atypiques. La littérature fait état d’une tendance à la déconnexion entre, d'une part, des pratiques de travail dans l’entreprise mêlant des individus aux statuts juridiques différents et, d'autre part, des théories de l’organisation reposant sur une relation d’emploi uniforme entre l’entreprise et ses travailleurs. Sur le terrain, les travailleurs réalisent l’activité de l’entreprise qu’ils soient salariés ou extérieurs, tout en conservant la représentation d’une main d’œuvre constituée de salariés. L’observation directe de la collaboration entre des salariés et des travailleurs extérieurs sur le lieu de travail de l’entreprise permet de comprendre les mécanismes à l’œuvre dans la réalisation commune d’activités sur le lieu de travail de l’entreprise. Pour décrire cette catégorie d’action, qui se situe entre l’étude du travail et celle de l’organisation (au sens de structure formelle représentée par l’entreprise), on proposera la notion d' « équipe composite ». L’équipe composite s’envisage comme une entité modulaire dont les statuts juridiques des travailleurs constituent les interfaces. L’entreprise intègre l’équipe composite au sein de sa structure légitime par des mécanismes bureaucratiques atténués. Quant aux acteurs, ils composent leur rôle de travailleur sur le lieu de l’entreprise au-delà de leur statut juridique et en fonction d’un répertoire construit à partir de leur expérience professionnelle. / Bridging work and organization studies, the dissertation analyzes changing workforce in the workplace due to the rising use of nonstandard arrangements. Previous research shows that the current organizational theory is based on inadequate conceptions of work inherited from industrial era. Today, the use of nonstandard work arrangements is very common. This leads to a blend of regular workers and nonstandard workers in the same work situation. As individuals don’t formulate the blending way of performing activities, we observe that a collective action remains possible even if the workers' legal statuses are different. As a consequence, a direct observation is needed to sort out the issue of the collaboration of regular workers and nonstandard workers in a firm’s workplace in order to understand how collective action happens. The “composite team” expression could describe this kind of collective action occurring in a specific organization involving people whose statuses differ. The firm does not disappear by integrating people from other organizations; it acts as an integrator of modular units composed by a composite team. The individuals play a role beyond their legal status in the workplace, depending on a repertoire built from professional experience.

With the recent boom in big data and the continuous need for innovation, Artificial Intelligence is carving out a bigger place in our society. Through its computer-based capabilities, it brings new possibilities to tackle many issues within organizations. It also raises new challenges about its use and limits. This thesis aims to provide a better understanding of the role of humans and Artificial Intelligence in the organizational decision making process. The research focuses on knowledge-intensive firms. The main research question that guides our study is the following one:   How can Artificial Intelligence re-design and develop the process of organizational decision making within knowledge-intensive firms?   We formulated three more detailed questions to guide us: (1) What are the roles of humans and Artificial Intelligence in the decision making process? (2) How can organizational design support the decision making process through the use of Artificial Intelligence? (3) How can Artificial Intelligence help to overcome the challenges experienced by decision makers within knowledge-intensive firms and what are the new challenges that arise from the use of Artificial Intelligence in the decision making process?   We adopted an interpretivist paradigm together with a qualitative study, as presented in section 3. We investigated our research topic within two big IT firms and two real estate startups that are using AI. We conducted six semi-structured interviews to enable us to gain better knowledge and in-depth understanding about the roles of humans and Artificial Intelligence in the decision making process within knowledge-intensive firms. Our review led us to the theoretical framework explained in section 2, on which we based our interviews.   The results and findings that emerged from the interviews follow the same structure than the theoretical review and provide insightful information in order to answer the research question. To analyze and discuss our empirical findings that are summarized in the chapter 5 and in a chart in the appendix 4, we used the general analytical procedure for qualitative studies. The structure of chapter 5 follows the same order than the three sub questions.   The thesis highlights how a deep understanding of Artificial Intelligence and its integration in the process of organizational decision making of knowledge-intensive firms enable humans to be augmented and to make smarter decisions. It appears that Artificial Intelligence is used as a decision making support rather than an autonomous decision maker, and that organizations adopt smoother and more collaborative designs in order to make the best of it within their decision making process. Artificial Intelligence is an efficient tool to deal with complex situations, whereas human capabilities seem to be more relevant in situations of uncertainty and ambiguity. Artificial Intelligence also raises new issues for organizations regarding its responsibility and acceptation by society as there is a grey area surrounding machines in front of ethics and laws.