Research does not address how staff in the United States perceive employee engagement in the university system. Leadership training and communication for managers are essential processes that help staff become highly engaged in universities. The purpose of phenomenological study was to explore the views of employees in a selected university within the state of Georgia in an attempt to address positive employee engagement in the academic environment. The engagement theory and social exchange theory were used as the conceptual frameworks to explore how employees engaged in their department working with their managers. To address this question, a purposeful sample of 15 females and 5males full time employees who had a direct line reporting relationship to a manager were selected from one university in the state of Georgia. The research questions indicated what lived experiences of Georgia School system employees feel about engagement and the factors employees identify as the influence on employee engagement. Employees responded to a questionnaire, containing 14 open ended questions, to gather rich data on their lived experiences. Open hand and axial coding extracted data to identify the emergent themes, such as: incentives, increased morale, increased confidence and reverence of management, reward based performance, and organizational productivity. These findings indicate that managers must learn to meet the needs of the employees to positively address employee engagement. This research contributes to positive social change by adding insights for managers seeking to increase productivity.

Organizational systems from a variety of fields and industries have begun to investigate and evaluate the skills, strategies, and lessons learned from conflict. Yet, many of the findings are isolated to their specific organizations or industries, decreasing the impact of the newly emerging knowledge. Due to the lack of interconnectedness in the fields and industries, this study poses the following research question: How do organizations develop skills and strategies to respond to internal and external conflict within systems? The purpose of this grounded meta-analysis was to discover what skills and strategies organizations learn through the process of managing conflict and to utilize the findings to develop a comprehensive integrated conflict development model to aid organizations in the development of their systems. The study utilized Hossler and Scalese-Love’s (1989) grounded meta-analysis methodology. Theories such as systems theory, social constructivism, and frame analysis were used to inform the development of the new theoretical framework: the roadmap for organizational conflict management systems (ROC framework). From an initial sample of 33 reports from 1990 to the present indicating conflict, I reviewed 12 executive reports and publications relating to conflict in organizations (before, during, or after conflict). Data analysis produced a framework including a holistic, transparent, and innovative context for learning, using strategies of communication, knowledge sharing, support, and collaboration. The resulting ROC framework is presented in the form of a chart to assist organizations in developing an integrated conflict management system resulting in organizational effectiveness, cooperative conflict management, and a culture of openness and trust.

A research report submitted to the Faculty of Engineering and the Built Environment, University of the Witwatersrand, Johannesburg, in partial fulfilment of the requirements for the Degree of Master of Science in Engineering, October 2015 / A single case study of a major third party logistics provider (3PL) in South Africa was completed for this research. A total of four warehouses, including 43 workers partook in the study. The primary objective of this research was to determine how well employees within the warehousing industry understand Lean principles, and to illustrate the gap in Lean knowledge between the employment levels, i.e. Managers, Supervisors and Material Handlers. Group-administered questionnaires were used as the principle means of gathering data. All participants for each respective warehouse were present in a “classroom” format during completion of the questionnaires. The author was also present during all sessions to ensure consistency and to clarify any questions that participants had. The questionnaire tested each participant’s understanding with regards to seven key Lean principles in warehousing. These seven principles were identified from previous research on Lean within warehousing. The results gathered from the questionnaires were then validated using semi-structured follow-up interviews. It was found that a real gap in Lean knowledge exists between Managers and Material Handlers (shop-floor workers). Managers understand the key Lean principles within warehousing, as well as the importance thereof. While the employees actually working on the floor do not. The main reasons for this are due to a lack of suitable training and knowledge sharing. Based on the seven key Lean warehousing principles, the following were identified in the study as the most important ones to focus on: Continuous Improvement and Visual Management. These are believed to be basics in warehousing. However, employees still seem to struggle with the true understanding and significance thereof. It is imperative that the understanding of Lean principles and the involvement of management exist when striving to be successful with Lean. The gaps in Lean knowledge have been identified and laid out in this report. The reasons for each gap have also been investigated and discussed in detail. Finally, pertinent areas have been highlighted to assist with the development of Lean training material. This will ensure that the current gap of Lean understanding among warehousing employees is closed.

The data produced and collected by organizations represents both challenges and opportunities for the modern firm. Business intelligence and analytics (BI&A) comprises a wide variety of information management technologies and information seeking activities designed to exploit these information resources. As a result, BI&A has been heralded as a source of improved organizational outcomes in both the academic and practitioner literature, and these technologies are among the largest continuous IT expenditures made over the last decade.Despite the interest in BI&A, there is not enough theorizing about its role in improving firm performance. Scholarly investigations of the link between BI&A and organizational benefits are scarce and primarily exploratory in nature. Further, the majority of the extant research on BI&A is techno-centric, conceptualizing BI&A primarily an organizational technical asset. This study seeks to explicate the relationship between BI&A and improved organizational outcomes by viewing this phenomenon through the lens of dynamic capabilities, a promising theoretical perspective from the strategic management discipline. In so doing, this research reframes BI&A as an organizational capability, rather than simply a technical resource. Guided by a comprehensive review of the BI&A and dynamic capabilities literature, as well as a series of semi-structured focus groups with senior-level business practitioners with BI&A experience, this study develops and tests a model of BI&A enabled firm performance. Using a snowball sample, an online survey was administered to 137 business professionals in 24 industries. The data were analyzed using partial least squares (PLS) structural equation modeling (SEM). The findings support the contention that BI&A serve as the sensing and seizing components of an organizational dynamic capability, while transformation is achieved through business process change capability. These factors influence firm financial performance through their impact on the functional performance of the firm’s business processes. Further, this study demonstrates that traditional BI&A success factors are positively associated with BI&A sensing capability. This study makes several important contributions to BI&A research. First, this study addresses a gap in the scholarly literature by establishing a theoretical framework for the role of BI&A in achieving firm performance which is grounded in an established strategic management theory. Second, by drawing on the sense-seize-transform view of dynamic capabilities, this dissertation proposes a new conceptualization of BI&A as sensing and seizing organizational capabilities. Third, this research links the use of BI&A to improved organizational outcomes through the transformation of business processes, consistent with the view that the value of IT is derived from its impact on the value generating processes of the firm. Fourth, by viewing BI&A and business process change as distinct but inter-related components of dynamic capabilities, this research clarifies the role of BI&A in the dynamization of organizational processes, providing insight into the relationship between BI&A and business agility. Finally, this dissertation shows how BI&A capabilities are related to BI&A success factors identified in prior research.

Syfte: Syftet med denna studie är att undersöka mellanchefers strukturella- och psykologiska empowerment i en kommunal verksamhet. Metod: Vi har baserat denna studie på kvalitativ forskningsmetod. Empirisk data har samlats in genom nio semistrukturerade intervjuer med mellanchefer i en kommunal verksamhet i Sverige där mellancheferna har olika positioner i verksamhetens organisationshierarki. Resultat och Slutsats: Studiens resultat visar på att empowerment inom denna kommunala verksamhet inte används som ett styrande verktyg men att mellancheferna upplever olika nivåer av empowerment i sin arbetsroll. Två slutsatser har dragits i denna studie. Den första är att verksamheten är toppstyrd då mellancheferna är uppdelad i tydliga hierarkiska nivåer. Den andra slutsatsen är att upplevd empowerment beror på hierarkisk nivå där empowerment hos mellanchefer på lägre hierarkisk nivå hindras på grund av att de inte ges strukturella befogenheter. Examensarbetets bidrag: Studiens teoretiska bidrag är att strukturell empowerment skapar förutsättningar för individer att uppleva psykologisk empowerment. Studien bekräftar också tidigare studiers resultat på att empowerment hindras i offentliga organisationer. Studiens teoretiska bidrag är att mellanchefer med lägre hierarkiska positioner inte ges tillräckliga befogenheter genom information, resurser och möjligheter. Fortsatt forskning: Organisationen genomgår en omorganisering till en plattare organisationsform. En uppföljande studie hade varit intressant för att undersöka om mellanchefernas empowerment har förändrats. För att göra studien generaliserbar ges också förslag på att genomföra en större studie inkluderande mellanchefer från olika kommuner. En studie med kvantitativ metod skulle ge exakta mätvärden för upplevd empowerment hos mellanchefer på de olika hierarkiska nivåerna vilket är ett ytterligare förslag på vidare forskning.

Nonprofit capacity building programs and program activities positively influence perceived organizational effectiveness. Being able to link nonprofit capacity building to organizational effectiveness is a paramount concern for both nonprofits seeking capacity building programming and those entities, be it foundations or government that fund capacity building initiatives and programs. Therefore being able to link nonprofit capacity building to organizational effectiveness and higher performance is crucial to ensure that both nonprofit organizations and funders continue to pursue and support capacity building programming. Through an examination of the developing hollow state and the resulting nonprofit capacity disparity this study demonstrates the purposeful need for the continuation of nonprofit capacity building programming and the support of such programming through outside private foundation and government funding. Using a conceptual model developed from the literature on organizational learning and change this study examines the impact of capacity building programming, programming activities, organizational learning theory and perceived organizational effectiveness. The influence of the type of capacity building programming, i.e. traditional workshop and traditional workshop plus technical and financial assistance is investigated through the use of quantitative and qualitative methods. Specifically the quantitative methods utilized were descriptive including bi-variate correlation analysis, paired and independent T-tests, ANOVA and multiple regression. The qualitative analysis including examining open-ended survey question responses from two pre-post capacity building intervention surveys and one post program survey and the analysis of comments made in 10 focus groups. The influence of capacity building programming iv activities, i.e. organizational development, organizational program development, organizational collaboration and organizational leadership is investigated through the use of multiple regression and qualitative analysis. This study uses pre-, post-test survey data from a total of 43 nonprofit organizations that participated in the Strengthening Communities Fund in Central Florida Program, managed by the Center for Public and Nonprofit Management at the University of Central Florida. The two year program was offered in two identical 10 month cycles. Pre- and post-test data were collected from 23 participant organizations in Cycle 1 and 20 in Cycle 2. This study sought to identify the nonprofit capacity building programming modality and programming activities that contributed most to perceived organizational effectiveness. According to the findings, nonprofit organizations seeking capacity building and funders looking to support capacity building programs should look to programs that offer activities that increase organizational leadership capacity and organizational program development. Increasing organizational leadership capacity and organizational program development contributes most to perceived organizational effectiveness. This study did not find support to recommend one particular capacity building training modality over another. Regardless of the method of capacity building program delivery, i.e. workshop and/or technical and financial assistance, programs which build organizational leadership capacity and organizational program development will greatly influence the perceived organizational effectiveness of the capacity building participant organizations.

No description available.

The purpose of this study is to explore individuals perceptions of competence development and workplace motivation. It aims to identify the mechanisms through which competence development influences motivation. The study was conducted through a qualitative research method where the data was collected through twelve employees and managers within one organization. The study integrated thematic analysis to explore how competence development influences work motivation, guided by the self-determination theory. Findings highlighted that competence development, established with effective feedback, recognition, peer influence, collaboration, and supportive organizational cultures significantly boost both intrinsic and extrinsic motivation, and enhances organizational outcomes. Aligning these initiatives with employees’ needs is essential for optimizing organizational effectiveness.

The purpose of this research is to investigate the interactions between organizational effectiveness, quality culture, and employee health. The system dynamics modeling approach is used in order to reveal the complex and dynamic behavior of the system under investigation. Understanding system behavior facilitates policy analysis and management decision-making. The relationships between the three constructs: organizational effectiveness, quality culture and employee health are non linear and during the research a number of dynamic hypotheses were investigated. For example, illness is the main cause for absenteeism, loss of productivity, ineffective learning, which in turn causes even more stress and eventually more illness. As part of the system dynamics approach a conceptual (qualitative) model and a formal (quantitative) model were built. The conclusion from analyzing the dynamic hypotheses of this model was that quality culture had a great impact on the performance of the whole system, especially on employees’ health and on organizational effectiveness. Furthermore, employees’ health and organizational effectiveness concurrently impact each other. However, this research could not show a considerable impact of the employees’ health and organizational effectiveness on the organization’s quality culture. The research contributes to the general understanding of complex production systems, since the three constructs investigated in this research face similar issues, i.e., the trade-off between long-term and short-term goals, consequences of managerial actions that are far apart in time and space, and conflicts between measurable outcomes and subjective outcomes. The research adds to the design of effective social systems, where the products and the services are created in a quality fashion, and individuals experience an environment that is conducive to their well-being. / Ph. D.

In light of greater emphasis on horizontal management and team-oriented approaches to product development/management, there is a growing need to better understand interdepartmental integration. To meet this need, this dissertation proposed a model of interdepartmental integration, which distinguished integration as a composite of interaction and collaboration. Incorporating contingency and sociotechnical theories, two main research propositions were developed and served as the foundation for the proposed model: 1) an individual department's attributes will influence its interaction behavior and 2) attribute differences between departments will influence departments' collaboration. A mail survey of marketing, manufacturing, and R&D managers in 860 electronics firms was undertaken to investigate these two propositions and the hypotheses associated with the proposed model. While study results did not convincingly support the given propositions nor a majority of hypotheses, results did indicate that collaboration has a primary influence on performance. Conversely, interaction was shown to have minimal influence on performance, and in certain cases, was shown to even reduce performance. Among other significant findings, interdependence and cooperative goals were identified as two key antecedents to collaboration. This dissertation therefore highlights the need for departments to work together (collaborate) versus simply forcing communication through meetings and documented information exchange (interaction). Collaboration appears to be a key means by which all departments and the entire company can achieve and maintain performance success. / Ph. D.