Problem: In order to keep up with the vast changes in the telecom industry, stay competitive and gain efficiency, Ericsson implemented a major re-organization in January 2007. The changes had large effects on the line-managers and their direct groups, proposing many critical issues regarding the implantation process and effects of the re-organization. Purpose: The purpose of this study was to carry out an analysis of how the implementation process of the re-organization at Ericsson was conducted. Also, how the outcomes of the new organizational design as well as the characteristics of the changes affected the line-managers. Method: Overall, a qualitative approach to research was chosen for this specific case-study. A total of 19 in-depth interviews were conducted with affected line-managers on four different locations and additional interviews with people in other positions were done in order to gain other perspectives of the changes. Issues of reliability, validity, objectivity and generalizability were approached in order to ensure an optimal methodology of this study. Result: The re-organization within Ericsson lead to a new focus in their matrix structure, moving from being product-based to competence-based. Generally, it was found that the changes were perceived differently in all four geographical sites but common for all is the confusion and mixed opinions regarding why the changes were conducted. Moreover, a strong corporate culture has lead to extremely high loyalty towards the organization. Conclusion: This study has led to many implications; theoretical, methodological and managerial. Some of the advice from the authors to Ericsson is to improve information and timing of change. Also, they must embrace and allow people to add input to the changes. Finally, the issue of knowledge transfer should be stressed in order to secure in-house competences.

<p>Problem:</p><p>In order to keep up with the vast changes in the telecom industry, stay competitive and gain efficiency, Ericsson implemented a major re-organization in January 2007. The changes had large effects on the line-managers and their direct groups, proposing many critical issues regarding the implantation process and effects of the re-organization.</p><p>Purpose:</p><p>The purpose of this study was to carry out an analysis of how the implementation process of the re-organization at Ericsson was conducted. Also, how the outcomes of the new organizational design as well as the characteristics of the changes affected the line-managers.</p><p>Method:</p><p>Overall, a qualitative approach to research was chosen for this specific case-study. A total of 19 in-depth interviews were conducted with affected line-managers on four different locations and additional interviews with people in other positions were done in order to gain other perspectives of the changes. Issues of reliability, validity, objectivity and generalizability were approached in order to ensure an optimal methodology of this study.</p><p>Result:</p><p>The re-organization within Ericsson lead to a new focus in their matrix structure, moving from being product-based to competence-based. Generally, it was found that the changes were perceived differently in all four geographical sites but common for all is the confusion and mixed opinions regarding why the changes were conducted. Moreover, a strong corporate culture has lead to extremely high loyalty towards the organization.</p><p>Conclusion:</p><p>This study has led to many implications; theoretical, methodological and managerial. Some of the advice from the authors to Ericsson is to improve information and timing of change. Also, they must embrace and allow people to add input to the changes. Finally, the issue of knowledge transfer should be stressed in order to secure in-house competences.</p>

Submitted by William Justo Figueiro (williamjf) on 2015-07-22T23:30:31Z No. of bitstreams: 1 06d.pdf: 2565774 bytes, checksum: 13f950a83fe75b5ef24943edcbda2dbf (MD5) / Made available in DSpace on 2015-07-22T23:30:31Z (GMT). No. of bitstreams: 1 06d.pdf: 2565774 bytes, checksum: 13f950a83fe75b5ef24943edcbda2dbf (MD5) Previous issue date: 2011-04-01 / CAPES - Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Nos anos iniciais do século XX ocorreram muitas mudanças na República Brasileira. O novo modelo político-administrativo que se instalava visava à modernização do país por meio da aquisição das características europeias de civilidade; para que isso ocorresse, era necessário alterar hábitos e costumes da população. Nesse sentido, o Juízo Distrital da Vara de Órfãos de Porto Alegre foi importante por promover a nova organização da sociedade dentro da família porto-alegrense, pois, nessa instituição, seria gerado e formado o cidadão para a nova República, bem como o novo homem desejado. Este estudo objetivou compreender como o Juízo dos Órfãos influenciou a (re)organização das famílias, os hábitos e os costumes da população portoalegrense. Para tanto, a pesquisa teve a História Social como fundamentação teóricometodológica, a fim de explicitar as práticas desse Juízo no momento em que os indivíduos passavam por situações de desagregação familiar. Acreditamos que, dessa forma, conseguimos compreender como o processo de modernização ocorrido na cidade de Porto Alegre influenciou a estrutura e a (re)organização social da família e, consequentemente, o cuidado para com a criança. / In the early years of the 20th century, there were many changes in the Brazilian Republic. The new political-administrative model that was being settled aimed the modernization of the country by attaining the European characteristics of civility; therefore it was necessary to change the population habits and customs. Thus, the Juízo Distrital da Vara de Orfãos of Porto Alegre had a great role on promoting a new organization of the society inside of the families from Porto Alegre, because this unit would create and raise the citizen for the new Republic, as well the new desired individual. This study tried to understand how the Juízo dos Orfãos influenced the (re)organization of the families, the habits and customs of the population from Porto Alegre. For this, the present research had the Social History as the theoretical methodological establishment, in order to clarify the practices of this Juízo during the moment that these individuals were experiencing family breakdown. We believe that, in this way, it is possible to understand how the modernization process in the city of Porto Alegre influenced the structure and the social (re)organization of the family and, consequently, care for children.

<p>The purpose of this study is to examine the influence of leadership on co-workers during a re-organization. Our framing of the problem is based on a book written by Lee G. Bolman and Terrence E. Deal (2007) <em>“Reframing organizations – artistry, choice and leadership” </em>and their four perspectives on leadership. The questions that our study is based on are:</p><ul type="disc"><li>What leadership perspective was characteristic for the chief of staff during the re-organization? </li><li>How did the employees experience the leadership of the chiefs during the re-organization?</li><li>In what way do the chiefs of staff feel that their leadership affected the employees during the re-organization?</li></ul><p> </p><p>To get a deeper understanding in this subject we conducted interviews with the two chiefs of staff and their employees in a small suburb to Stockholm, Sweden. In our background we described the history of the suburb and why this re-organization is taking place. Thereafter we account for research in this area of expertise. In chapter five we account for the four perspectives and organization culture. We analyzed our interviewed material from these four perspectives and organization culture. Thereafter we conducted a conclusion based on the analyzed material. We concluded that both chiefs of staff were influenced by all four perspectives and this influence had different impacts on their employees. One chief were influenced by a Human Resource-perspective and a perspective focusing on structure. The second chief was also influenced by a perspective focusing on structure but also the perspective that focuses on politics.</p>

The purpose of this study is to examine the influence of leadership on co-workers during a re-organization. Our framing of the problem is based on a book written by Lee G. Bolman and Terrence E. Deal (2007) “Reframing organizations – artistry, choice and leadership” and their four perspectives on leadership. The questions that our study is based on are: <ul type="disc">What leadership perspective was characteristic for the chief of staff during the re-organization? How did the employees experience the leadership of the chiefs during the re-organization? In what way do the chiefs of staff feel that their leadership affected the employees during the re-organization?   To get a deeper understanding in this subject we conducted interviews with the two chiefs of staff and their employees in a small suburb to Stockholm, Sweden. In our background we described the history of the suburb and why this re-organization is taking place. Thereafter we account for research in this area of expertise. In chapter five we account for the four perspectives and organization culture. We analyzed our interviewed material from these four perspectives and organization culture. Thereafter we conducted a conclusion based on the analyzed material. We concluded that both chiefs of staff were influenced by all four perspectives and this influence had different impacts on their employees. One chief were influenced by a Human Resource-perspective and a perspective focusing on structure. The second chief was also influenced by a perspective focusing on structure but also the perspective that focuses on politics.

In order to maintain strong national competitiveness, the government needs to establish a management model composed of incorruptibility, efficiency, foresight, vitality, flexibility, and emergency capabilities. Having an appropriate management model is the expectation of all democratic states. After publishing the book of ¡§Reinventing Government ¡¨ the ¡§Reinventing Government¡¨ has become a trend. Many countries are making a great effort to reform and enhance the efficiency of government¡¦s function due to people¡¦s requests. An efficient government is a major indicator for national competitiveness, and the function of the government is a typically manpower intensive activity, consequently human resource management of civil servants is the key to an efficient government. Since the 1980s, countries such as those in Europe and the U.S.A have been trying to adopt strategic human resource management practices for improving the quality of civil servants, government efficiency as well as develop national competitiveness while facing the challenge of globalization and the demand of high-quality service. The main direction of government reformation is to strengthen the ¡§Human Resource Management¡¨ that features in empowerment, flexibility and market competitive mechanism, which is different to the traditional ¡§Personnel Management.¡¨ Purposes of the study: 1. To study the status and problem may have caused upon applying human resources. 2. According to the research framework, sampling surveys will be taken, so as to verify the assumption provided in the research. 3. To study the variation of recognition and interaction of civil servants in the research framework and analyze the influence to the achievements in an organization. All sampling surveys were administered to the first till the tenth of the River Basin Management Bureau and three Water Resource Bureaus located in the north, center, and south of Taiwan. Approximately 290 surveys were given on April 16, 2002 and 207 surveys were received on May 10, 2002. Two surveys were invalidated after a one-month survey period and the collection rate of valid surveys was 71.38%. Conclusion: 1. After reforming the organization, the achievements of an organization can be obviously higher, if the recognition of civil servants has higher positive effect and the organization values its staff more than before. Due to the unique biological organization, however the negative effect is still there, yet the achievements of an organization are enhanced and the civil servants still feel it strongly. 2. Proper manpower reduction can improve efficiency for certain organizations with redundant personnel, but it cannot be applied to a temporary manpower reduction. 3. In the present stage, the measure of flexible human resource management can enlarge the efficiency in an organization. On the other hand, the flexibility of subcontract, function, payroll, and operation cannot be seen because of the inflexibility in government system. 4. The measure of flexible human resource management is the strength to apply manpower reduction. However, subcontract merely affects the implementation of manpower reduction.

Made available in DSpace on 2016-08-02T21:42:43Z (GMT). No. of bitstreams: 1 Eugenia Cordeiro.pdf: 224982 bytes, checksum: 8aede042ebd03be12e16a981a9d73f0f (MD5) Previous issue date: 2007-04-18 / The Region of the city of São Paulo called the greater ABCD destacts itself because it has or had a significant industrial park. However recently many industries have left this area causing radical social and economic changes. From these changes a positive action has taken place which is the formation of co-operative societies, cooperatives. Cooperatives have come to being not only here in Brazil but in various countries through out the world as well. Cooperatives in essence are associations of partners for one or more common objectives. The principle questions that gave direction to this study was the representations of various ramifications in cooperativism movement of ABCD Paulista and its contributions to this same region. The nature of this study exposes how the agencies of cooperatives was initiated from the beginning to the present. The case study here shows how the business of transportation was developed using cooperatives ideals and strategies. Data was obtained or collected by means of interviews with workers and officials, of the cooperatives studied. This study shows how the people involved with the transport area obtained a better life style and how the cooperatives itself improved by the requision of its own headquarters. Improvements came about utilizing cooperatives strategies and plans, they also obtained its own logo mark in the area of transport.(AU) / A Região do Grande ABCD Paulista destaca-se por abrigar o mais significativo pólo industrial brasileiro. No entanto, muitas indústrias da região têm se retirado ocasionando desta forma, mudanças na estrutura social e econômica. Observa-se então que as cooperativas da Região do Grande ABCD Paulista começam a ganhar vitalização. As cooperativas neste momento de globalização se destacam em vários países, sendo elas, em essência associações de pessoas reunidas por um ou mais objetivos comuns. As principais perguntas que norteiam esta pesquisa são a representatividade dos ramos das cooperativas na Região do Grande ABCD Paulista, e suas contribuições sociais para a região. A natureza da pesquisa é exploratória, apresentando revisão bibliográfica desde o surgimento do cooperativismo até os dias atuais, fundamentada em um estudo de caso de uma cooperativa do ramo de transporte. Os dados foram coletados em base documental e entrevistas com cooperados, funcionários e diretores. No caso da cooperativa pesquisada o estudo proporcionou evidências significativas da melhoria de vida de seus cooperados, bem como a expansão da própria cooperativa, principalmente pela aquisição de sua sede própria., além do posicionamento como referência da sua logo marca no nicho de mercado em que atua.(AU)

Digitization has an impact on the change that the accounting industry is undergoing. The vision of development is to automate and systematize society, which means that the technology mainly implements tasks of society. The study aims to dig deeper which effects the digitization has on the accounting firm. These effects are derived from an analysis model in which the role of the accounting assistants is questioned. Employees with different occupational positions at the accounting firm have been interviewed for empirical data collection. The interviews were conducted in a purposeful manner, since the selection is aimed at employees who are helpful in answering the study's question and purpose. The interviews were used to find links with the theoretical reference frames. With the help of the theoretical frame of reference and the collected empirical data, conclusions have been drawn that digitization causes different effects. The work approach is streamlined by automating the basic tasks of the accounting firm. The streamlining will lead to the accounting firm being able to deliver a broader service during the same time frame, which leads to increased client satisfaction. Quality achieves higher levels by increasing customer satisfaction. When the accounting firm delivers services with higher time gains, profitability will be higher. Profitability is something accounting firms and other businesses strive for, therefore it is likely that digitization will be implemented even more. Finally, the different effects of digitization show that the need for accounting assistants is diminishing, which is why digitization is partly perceived as a threat.

Magister Artium - MA / This thesis follows the course of the Nigerian general strike of 1945 in the Northern provinces, a previously under-researched region. It examines some of the many ways in which the strike has been understood in the academy, focusing in particular on the works of Alkasum Abba, Kazah-Toure and Bill Freund who have regarded the strike as well supported and successful. By employing Ian Phimister and Brian Raftopoulos's analysis of the 1948 general strike in colonial Zimbabwe, this thesis re-reads the narrative of success by bringing to the fore previosuly ignored issues relating to questions of planning, tactics, propaganda, solidarity, leadership, and execution of the strike. This re-reading reveals a considerably more varied and uneven response across and within the different categories of workers than has been previously assumed by scholars. Such unevenness challenges notions of "solidarity" and "steadfastness" attributed to the industrial action, with implications for how workers struggles have been incorporated into wider narratives of decolonization and anti-colonial nationalism.

The aim of the study was to illustrate how evidence-based praxis is implemented in the police agencies activities with crime prevention work. We asked two questions: a) What actions does the Swedish Police authority take when implementing evidence-based praxis in its operations? and b) What opportunities contra difficulties do the managers, community police officers and teachers at the police institute see with evidence-based praxis? This was investigated through qualitative interviews in order to capture the participants personal opinions and experiences about the subject. Evidence-based policies are practiced through the crime-prevention work that takes place through local cooperations. The role of community police officers constitutes an important strategic role as being cosmopolitan, which ensures that communication between the police and society works, which in turn forms the basis for the crime-prevention work. The result also shows that the police cannot take care of law enforcement on their own initiative; responsibility also rests on individuals, groups and other organizations. We see patterns of a majorly positive attitude within the police, which contradicts previous research. There are not enough evidence-based methods within all working fields of the police, which has emerged as an important factor in order to implement evidence-based praxis. Whilst the police may be positive towards evidence-based methods, they can not solely rely on them. The resources are too lacking in order for the evidence-based praxis to also permeate the police authority's work. In order for the police authority's work to be carried out by evidence-based methods, community police officers need to have a higher status internally. They also need a mandate in the form of being able to make decisions about operative resources. The main contribution of the study´s is that evidence-based praxis needs to be strategically implemented, and the key people who work primarily with evidence-based praxis needs a higher status within the organization.