The purpose of this master's degree thesis was to develop an understanding of how hospital management, in the case studied, worked to achieve changes in an organization influenced by differing professional cultures. To gain insight into the conditions that may have contributed to nurses and physicians developing appropriate attitudes and behaviours, which may have affected the organization's ability to achieve the Swedish Quality Award 2012.  A qualitative single case study was conducted at Karlskoga Hospital, with focus groups as well as individual depth interviews.   The results of the case study showed the following conditions provided nurses and physicians the potential to develop appropriate attitudes and behaviours, which may have influenced the hospitals ability to achieve the Swedish Quality Award:   Responsibility and influence over the development processes. Participation in management teams and quality development groups as well as individual fields of responsibility. Training programs that have given insights and skills in quality management related to clinical practice. Nurses and physicians as key individuals gave legitimacy to development process, and served as management advisors. Collaboration between all kind of employees and responsibilities. Committed management.

Syftet med uppsatsen är att ta reda på hur en organisationsförändring kan mätas med avseende på formella och informella element samt att presentera hur mätprocessen kan genomföras. Studien bygger på intervjuer och dokumenterade utvärderingar. Studien visar att de formella elementen mäts genom att kontrollera att målen som satts upp inför förändringen är uppfyllda. De informella elementen mäts genom medarbetarundersökningar dock utan någon koppling till förändringen som har genomförts. När de informella elementen mäts i en förändringsprocess görs detta genom så kallade attitydmätningar. För att underlätta mätningen av en förändringsprocess kan en uppdelning göras i fyra stadier; förberedelse, före, under och efter. / The purpose of this paper is to find out how a planned organizational change can be measured in terms of formal and informal elements and to present how a measure process can be done. The study is based on interviews and documented evaluations. The formal elements are measured by controlling that the goals for the organizational change are achieved. The informal elements are measured through employee surveys but without any connection to the organizational change that has been done. When the informal elements are measured in an organizational change it is done by attitude measures. To facilitate the measurement of an organizational change it can be separated in four stages, preparation, before, during and after.

The purpose of this exploratory study is to develop alternative models for analyzing the systems dynamics of a large group conference format called appreciative inquiry (AI) summits. I apply Luhmann’s social systems theory to the strategizing activities of AI summits to examine how this particular format is capable of generating organizational knowledge. An AI summit is a strategic planning conference in which hundreds of internal and external stakeholders collectively design the future of the organization through structured activities. It applies the principles of AI, a consulting method used in organizational development that attends to the positive aspects of an organization as opposed to its problems. Critics challenge this unconditional focus on the positive, questioning the validity of its methods and techniques. Indeed, very few rigorous evaluations of AI methods including AI summits exist. I propose a new approach for assessing the effectiveness of AI summits. I focus on knowledge creation as the dependent variable. Previous studies have shown that successful AI interventions generate new knowledge, not just transformational change. I conceptualize an AI summit as a strategic episode that allows an organization to temporarily suspend its routines and structures for strategic reflection. According to social systems theory, organizations are autopoietic (self-reproducing) systems that maintain their identity through an ongoing production of decision communications. An AI summit consists of three different types of systems that co-evolve and are structurally coupled: an organization system, interaction system and the individual participants’ psychological systems. I propose a typology for analyzing episodes during an AI summit as a starting point for determining the structural dynamics inherent in an AI summit system. Using illustrative examples from a case study, I identify five structural features of an AI summit that facilitate organizational knowledge creation, including reduced communication barriers and the production of decisions during the conference. The study contributes to the existing literature by identifying the important but understudied role of self-organizing project teams in the knowledge creation process at an AI summit. Limitations and implications are discussed.

海峽兩岸關係從敵對僵局到近年來炙熱化的開放互動，其中負責兩岸鈔券印製重責大任又同根同源的台灣中央印製廠與中國上海印鈔有限公司、北京印鈔有限公司，卻自1949年徐蚌會戰後隔岸相望迄今。除晚近能在少數國際鈔券會議或展覽中碰面外，雙方鮮少互動，目前仍同。尤其在中斷了62年的漫長歲月中，兩岸印鈔事業在長期分治後，各自的組織發展與經營模式演變有何異同，國內相關研究相當稀少，此乃為本研究的動機與目的。 本研究運用文獻分析法及深度訪談法，藉由兩岸印鈔企業文獻資料的文獻加以比較，其中歷史文獻為相當重要的連結。並透過訪談兩岸相多位關人士及對鈔券有深度研究的學者，佐以相關理論進行研究分析。 經由文獻與訪談分析後，本研究發現兩岸印鈔事業在企業組織、經營模式、企業文化等方面大多不同。透過本研究，可對中國大陸印鈔企業有更多的瞭解，並藉此能更深一層的瞭解中國大陸印鈔事業的運作情形，俾能為兩岸印鈔廠經營提供建議。 / In recent years, the cross-strait relationship between Taiwan (ROC) and China (PROC) has evolved from political hostility and stalemate into intense economic interactions. However, as the legal tender producers of both sides, Taiwan’s Central Engraving and Printing Plant (CEPP) and China Banknote Printing and Minting Corporation (CBPM) are identically rooted while have been isolated from each other since the communist victory in 1949 in the Chinese Civil War. Except a few brief contacts during the international conferences or exhibitions, these two organizations barely have any interactions. To date, there is little study on the comparison between CEPP and CBPM with the focus on their organizational developments and business models, and thus motivates this research project. In this research, literature Analysis and In-depth Interview were used. We reviewed documents regarding CEPP and CBPM, especially by addressing the critical events and commonality between their historical documents. In addition, we interviewed the officials of CBPM who were invited to visit Taiwan and scholars who have profound knowledge in printing banknotes, security documents and government documents. Based on the documents and interviews, we analyze the organizational development and business models of CEPP and CBPM respectively with related theories. Through the analysis of the literature and interviews, this study found that the two sides of banknote printing career in business organization, business model, corporate culture, are mostly different. Through this research, we expect to have better understanding about CBPM and will be able to explain the rationale of its business model and the causality of its rapid organizational development. Consequently, this in-depth understanding should be helpful in providing CEPP with valuable references and suggestions.

Abstract Since 2010, the National Agency for Education has had an intention to improve teaching and learning in schools by introducing collaborative structures. In order to develop a learning school organisation, with the aim that all students are able to reach their educational goals, shared responsibility and common learning is advocated. The study focuses on a school´s implementation of teaching learning communities (TLC) based on teachers´ engagement in systematic collaborative work. The theoretical framework is based on social- culture perspectives. The aim of the study is to explore important conditions as well as success factors which can be related to a TLC work. The analyses are based on nine interviews and findings indicate that challenging factors are; the importance of leadership, a democratic collaborative structure and the teachers´ attitudes towards professional learning. The success factors indicate that a collaborative teaching learning is possible by challenging each other’s ideas and practices, a development of professional language, increased self-esteem and the improvement of teacher´s relations and new perspectives according to teaching and pupil´s learning. The study indicates that a demanding factor for a well-performing teaching learning community is based on a well-organized leadership. Leaders ought to be aware of how democratic processes might threaten collaborative work and how a successful leadership is formed.

Made available in DSpace on 2010-04-20T20:48:05Z (GMT). No. of bitstreams: 3 74555.pdf.jpg: 18104 bytes, checksum: ba32a9530da9813fd478c6d29a8ee28c (MD5) 74555.pdf.txt: 527087 bytes, checksum: 8977c6497e2e1898188efe76d3220fee (MD5) 74555.pdf: 722085 bytes, checksum: 467ebdfc3de00d81c2fd5ebef70a48fc (MD5) Previous issue date: 2006-10-02T00:00:00Z / In the last ten years, knowledge management has become more important for both academics and practioneers. Even though some remain skeptics, its relevance for organization competitiveness is becoming a consensus in both environments, as a response to social and economic challenges. These challenges fuel knowledge management as an interdisciplinary approach, focused on its agents and his environment, and the process of creating, mapping and transferring knowledge to achieve sustainable competitive advantage. Besides some specific studies, there are still few researches aiming to assess knowledge management as a wide approach, almost like a new management paradigm for the new economic reality, as well as there are few studies trying to assess the impact on value creation from knowledge strategies. This research aims to fill this gap, assessing the adoption of practices, concepts and attitudes linked to knowledge management in large and small enterprises, through case studies. To accomplish that, it began with a wide literature review to define practices associated to the knowledge management concept, understood as a six dimensions construct: strategy, structure, culture and people, information technology, support systems and processes. The next step was the development of distinct measurement instruments – survey and interviews – to study large and small enterprises. The research began after all the items were evaluated by experts in the field. The results show that, no matter the size, organizations that create value adopt several practices and concepts linked to knowledge management in five of the six dimensions. Besides that, this research also provides a large pool of 230 validated items associated with knowledge management, which can be further tested and elaborated. / Nos últimos dez anos a gestão do conhecimento tem crescido em importância tanto no meio acadêmico como empresarial. Ainda que alguns permaneçam céticos, sua relevância para a competitividade das organizações tem se tornado cada vez mais um ponto de concordância nos dois ambientes, como uma resposta aos desafios sociais e econômicos impostos. Estes desafios impulsionam a gestão do conhecimento vista como uma disciplina interdisciplinar focada nos agentes e no seu ambiente, e no processo de criação, mapeamento e transferência do conhecimento, com o objetivo final de gerar vantagens competitivas sustentáveis. Apesar de muitos estudos específicos, ainda são poucos os trabalhos que buscam avaliar a adoção da gestão do conhecimento como abordagem ampla, quase como um novo paradigma gerencial adaptado à nova realidade econômica vigente, assim como são poucos os estudos que buscam avaliar o impacto na criação de valor de estratégias focadas no conhecimento. Este trabalho visa preencher essa lacuna, avaliando a adoção de práticas, conceitos e atitudes vinculadas à gestão do conhecimento em empresas de grande e pequeno porte criadoras de valor, através de estudos de caso. Para isso, o trabalho partiu de uma ampla revisão da literatura em torno do tema para definir um conjunto de práticas associadas ao conceito de gestão do conhecimento, dividido em seis dimensões: estratégia, estrutura, tecnologia da informação, cultura e pessoas, sistemas de suporte e processos. A partir deste levantamento, instrumentos distintos – questionário e roteiro de entrevista - foram elaborados para estudar as grandes e pequenas empresas. A pesquisa de campo só foi realizada após a validação do instrumento por especialistas na área, que avaliaram cada item com relação a sua total, parcial ou marginal associação ao conceito de gestão do conhecimento. Os resultados mostram que, independente do tamanho, as empresas criadoras de valor adotam muitas das práticas associadas a gestão do conhecimento em cinco das seis dimensões estudadas. Além destes indícios, o trabalho também contribui ao deixar um rol de mais de duzentos e trinta itens validados com relação ao conceito de gestão do conhecimento, que podem ser testados e aperfeiçoados.

Orientador: Ademir Jose Petenate / Dissertação (mestrado profissional) - Universidade Estadual de Campinas, Faculdade de Engenharia Mecanica / Made available in DSpace on 2018-08-09T01:49:42Z (GMT). No. of bitstreams: 1 Lima_MariaBernadeteBarrosPiazzonBarbosa_M.pdf: 2864141 bytes, checksum: cd9bc8ad7d7934ed5a7eb29c0eb974c6 (MD5) Previous issue date: 2007 / Resumo: A qualidade na área de saúde pública ainda é um movimento incipiente no Brasil. Insuficiência de recursos para investimentos e melhorias, mas também falta de eficácia e efetividade, frágil acolhimento dos usuários, baixo impacto das ações de saúde sobre os problemas da população, se constituem ainda problemas evidentes. Torna-se extremamente necessário e urgente apontar possibilidades de intervenção nesta realidade. Não basta melhorar o financiamento na saúde, é preciso corrigir os procedimentos organizacionais para reduzir custos, eliminar desperdícios, retrabalho, e reduzir a variabilidade nos processos de trabalho. O que deve mover a administração pública é a boa utilização do orçamento, e não o aumento de lucro. Sendo assim, a área de saúde pública é um ambiente único e desafiador para implantar mudanças na forma de Gestão. Esta dissertação tem a finalidade de retratar como a Gestão da Qualidade e o método de Redesenho de Processos pode ser uma estratégia para o Desenvolvimento Organizacional nos Hospitais Públicos Universitários, através do relato da experiência no Hospital de Clínicas da UNICAMP. A realidade encontrada pelo redesenho nos processos do HC-UNICAMP foi uma grande quantidade de mudanças fáceis de implantar nos processos vigentes. Os trabalhos permitiram avançar nas interfaces entre as áreas, e estabeleceu-se uma rotina de interação entre processos fornecedores e clientes, com decisões compartilhadas entre vários serviços. Um grande salto se deu porque assuntos inter-funcionais e inter-profissionais passaram a ser mais abordados e discutidos. A Qualidade e o Redesenho de Processos também contribuiu para mudanças na cultura organizacional, tais como: melhoria na integração interna entre os diversos níveis organizacionais; qualificação das lideranças; mudança de consciência nos trabalhadores e gerentes; criação de intenso movimento coletivista. Boa parte das organizações de saúde pública precisa reduzir custos e aumentar a qualidade no atendimento dos serviços, portanto, a reprodução deste modelo fica como proposta desafiadora / Abstract: The quality in public health care still is an incipient movement in Brazil. Resource inadequacy in investments and improvement, but also lack of efficiency and effectiveness, weak reception of the users, low impact of the health actions in the population problems, are still evident failures. It is extremely necessary and imperative to point intervention measures to change this reality. It is not enough to improve the capital investment, it is also necessary to improve the organizational procedures to reduce expenses, cut out waste, rework, and reduce the variability of work processes. What should move the public administration is then the good use of the budget, and not the increase of profits like in the private companies. This way, the public health area is an unique ambient to improve changes in management techniques. This dissertation has the purpose to show how the Quality Management and the method of Process Redesign can be a good strategy to the Organizational Development in University Public Hospitals, through the experience in UNICAMP Clinics Hospital. The reality founded redesigning processes in HC UNICAMP, was a great number of easy changes to implant in the established processes. The changes let improve the areas interface, and create an interaction routine between suppliers and clients, with shared decisions between many services. A great jump happened because interfunctional and inter-professional themes were more accessed and discussed. The Quality and the Processes Redesign also contributed to change the organizational culture through: improvement of the internal integration between many organizational levels; leadership qualification; changes in the workers and administrators conscience; creation of an intense collectivist movement. A great portion of public health organizations must reduce costs, and improve the quality in services. This way, the reproduction of this model is still a challenging proposal / Mestrado / Gestão da Qualidade Total / Mestre Profissional em Engenharia Mecanica

Orientador: Elizabete Jordão / Tese (doutorado) - Universidade Estadual de Campinas, Faculdade de Engenharia Quimica / Made available in DSpace on 2018-08-04T05:23:42Z (GMT). No. of bitstreams: 1 Mattos_JoaoRobertoLoureirode_D.pdf: 9136301 bytes, checksum: deb65dc9955b906cab0f31f73cd5ad35 (MD5) Previous issue date: 2005 / Resumo: O objetivo do presente trabalho consiste no desenvolvimento de um modelo, dirigido para Instituições Científicas e Tecnológicas ICT, que combina a gerência de projetos com técnicas de gestão da inovação. Este estudo inclui uma avaliação de aplicabilidade do modelo proposto por meio de um estudo de caso em um projeto de gerência de rejeitos na área de Engenharia Química, especificamente, na gerência de combustíveis queimados de reatores nucleares de pesquisa. O modelo desenvolvido para gerência de projetos é baseado em práticas e ferramentas internacionalmente consagradas, adaptadas à cultura das ICT. Na abordagem proposta neste estudo, a inovação nas ICT está sendo considerada como diretamente associada à geração das alternativas de projetos, seguida da avaliação e seleção a solução preferida, se revestem de alta relevância, pois é aqui que se considera que existe o maior potencial para a sistematização da inovação nas ICT. É na geração e seleção de alternativas de projetos e tecnologias onde se define se dada solução será um produto adequado, inovador ou inservível. O modelo proposto é operacionalizado por meio de árvores de decisão que orientam o usuário na escolha de procedimentos e documentos padronizados, adaptados aos perfis de projetos usualmente desenvolvidos nas ICT... Observação: O resumo, na íntegra, poderá ser visualizado no texto completo da tese digital / Abstract: The objective of the preset work consists in the development of a model that combines project management with innovation management techniques for Scientific and Technological Institutions ¿ ICT. A case study was performed in order to evaluate the applicability of this model in a project of waste management in the Chemical Engineering area, specifically on management of spent fuel from nuclear research reactors. The project management model developed in this study is based on practices and tools internationally recognized, tailored for the ICT culture. In the scope of this study, the innovation in the ICT is being considered as directly associated to the generation of project alternatives and their correspondent technologies. The stages of alternatives generation followed by the evaluation and selection of the preferred solution has high relevance, because it is here that it is considered that exists the greater potential for the systematization of the innovation in the ICT. Is in the generation and selection of project alternatives and their correspondent techonologies where is defined if a given solution will be a standard, innovative or useless product. Decision trees support the execution of the proposed model and provide guidance to the user in the choice of procedures and templates, which are specially adapted to the profiles of the work of the users by means of a standard and repeatable procedures, with potential to lead to a better efficiency... Note: The complete abstract is available with the full electronic digital thesis or dissertations / Doutorado / Sistemas de Processos Quimicos e Informatica / Doutor em Engenharia Química

Human Computer Interaction (HCI) is a broad discipline that studies different concerns regarding interactive systems’ development. One of the major interest points within the discipline is the reasoning behind building specific functionality into computers and the long-term effects that usage of systems will have on humans. Within Human Computer Interaction there are theories and frameworks how to involve a user in the process of developing new systems. In this paper focus is applied to the development process within developing applications for Enterprice Digital Assistants (EDA) and to what extent the end-users are involved in the process. Fazer Bageri AB has been choosen to represent a business corporation that uses handheld computers in their everyday tasks. The method used to gather information for this study has been by performing interviews and observations with key stakeholders at Fazer Bageri AB and MobiOne AB. Fazer Bageri AB is the purchaser, customer and user of the handheld computer applications that MobiOne AB developed. The result shows that the end-users were only involved in the end of the developing process. We found that one of the main reasons for this is that there are not any resources for supporting involvement of the end-users. Within user-centric design there are many aspects to consider, but one of the most prominently is to establish a mutual understanding by all persons involved in the project, from developers to end-users about the importance of involving users throughout the development. We also found that there is no routine established for securing that the information about different updates in the handheld computers reaches the end-users. The development process demonstrates that Fazer Bageri AB uses a traditional system development philosophy rather than a user-centric system development philosophy. / Inom ämnet människa datorinteraktion handlar många metoder om hur man involverar användaren i framtagandet av nya system. I denna undersökning ville författarna ta reda på hur verksamhetsprocessen vid framtagande av systemapplikationer för handdatorer kan gå till och om användarna involveras i processen. Verksamhetsprocessen jämfördes sedan mot teorier inom området. Valet föll på att undersöka verksamhetsprocessen hos Fazer Bageri AB då vetskap fanns om att de har 350 chaufförer som använder handdatorer i sitt dagliga arbete. När man utvecklar för så många användare är det viktigt att ta med användaren tidigt i processen. Metoderna som använts i undersökningen har varit strukturerade intervjuer och observationer. Respondenterna har varit nyckelpersoner inom Fazer Bageri AB och MobiOne AB. Fazer Bageri AB är beställare, kund och användare av de mobila applikationerna för handdatorer som MobiOne AB tillhandahåller och är experter på. Resultatet visar att användarna i denna undersökning var involverade endast i slutet av processen, en orsak till detta tycks vara att det saknas resurser för att ersätta ytterligare involvering av användare. Med att ersätta menas i detta fall ekonomisk kompensation till chaufförerna för den extra arbetstid det skulle innebära att involveras i processen. En viktig aspekt inom användarcentrerad design är att säkerställa att samtliga involverade har samma uppfattning om det som skall göras eller vad som åstadkommits. Viktigt är därför att informationsflödet inom företagen fungerar för att samtliga skall ha möjlighet att ta del av arbetet. Informationsflödet mellan handdatoransvarig och slutanvändare hos Fazer Bageri AB kan verka tveksamt då det innefattar flera olika informationsled. Verksamhetsprocessens olika faser som kartlagts skiljer sig delvis ifrån de teorier inom människa datorinteraktion som tagits del av inför denna undersökning. Detta beror till stor del på att Fazer Bageri AB har en traditionell systemutvecklingsfilosofi snarare än en användarcentrerad designfilosofi.

This thesis attempts to formally connect the fields of sustainability and responsibility. It considers first the larger context of business sustainability and responsible leadership, and evaluates the value and need for a common transformative space for these fields and what such a space might look like. As such, the thesis investigates the relation between sustainability and responsibility from an organizational and personal development perspective. This developmental perspective emerges from research in the domain of business education and the role of business schools in terms of educating responsible leaders for a sustainable world. The research suggests a concrete approach, the ‘Collaboratory’ for such a common space of transformation and critically evaluates its effectiveness to develop responsible leaders. The key contribution of this thesis lies in the interconnection of two fast evolving fields of research: the development of responsible leadership and business sustainability, providing a model for practitioners and scholars to reflect on and debate the larger forces and dynamics at play. Most research to date has focused on considering personal and organizational transformation separately. On the one hand, research scholars have studied effective learning environments to enable responsible leadership, and on the other hand, we have studied if and how organizations can advance from their current mode of operations to become “truly sustainable”. The thesis contributes a model to describe the interdependency of these two, and proposes the ‘Collaboratory’ as a means to realize this interdependency in practice. Chapter 1 is a new article theorizing the whole argument; subsequent chapters are previously published articles in these inter-connected fields and addressing methods and approaches to connect personal and organization development, drawing from a body of literature that considers the human spirit in large social change; and using the ‘Collaboratory’ as an illustrative and timely example for such methods.