Esta tese propõe um modelo de adaptação organizacional em Sistemas Multiagentes (SMA) composto por um modelo de organização e um processo de reorganização. O modelo organizacional, chamado de MOISE+, considera três dimensões da organização de um SMA: a estrutura (grupos, papéis e ligações), o funcionamento (planos globais, metas e missões) e as obrigações e permissões dos agentes. A principal característica do modelo MOISE+ é facilitar a mudança organizacional em uma das dimensões sem comprometer as outras. É possível, por exemplo, alterar a estrutura da organização sem alterar o seu funcionamento e vice-versa. O processo de reorganização permite que os próprios agentes realizem a mudança através de quatro etapas: monitoração da organização corrente, projetos de planos de mudança, seleção dos planos e implementação do plano selecionado. A principal característica deste processo é a existência explícita da organização responsável pela reorganização (descrita na notação do modelo MOISE+) permitindo a abertura do processo. Estando a representação deste processo disponível aos agentes, estes podem participar da reorganização, bastando que compreendam a notação do modelo. Este processo foi implementado e avaliado em dois estudos de caso, empresas virtuais e futebol de robôs, nos quais as etapas de seleção e implementação foram enfatizadas, já que existem poucos trabalhos que abordam estas duas etapas do processo de reorganização. / This thesis proposes a reorganization model for Multiagent Systems (MAS). This reorganization model is composed by both an organizational model and a reorganization process. The organization model, called MOISE+, is based on three dimensions: the organizational structure (composed by roles, groups, links, etc.), the organizational functioning (composed by global plans, missions, goals, etc.), and the agents\' obligations and permissions. The MOISE+ model main feature is the independence among these dimensions. It is therefore possible to change the organizational structure without any change in the functioning. The reorganization process enables the agents themselves to perform the reorganization along four phases: monitoring (when to reorganize), design (ways of building a new organization), selection (how to choose a new organization), and implementation (how to change the current running organization). The reorganization process is explicitly described in MOISE+ notation and the agents have access to it. This property enables any agent to participate in the reorganization when he understands MOISE+ notation. The reorganization process is thus open since many agents can joint it. This process was implemented and evaluated in two domains: virtual enterprises and robot soccer. The experiments have focused mainly on the selection and implementation phases since the research on those phases is not very common in the literature.

Made available in DSpace on 2016-03-15T19:48:16Z (GMT). No. of bitstreams: 1 Ismael Paula de Souza.pdf: 770071 bytes, checksum: 246c0dc2673a08e91aeb7c81181ac982 (MD5) Previous issue date: 2006-12-15 / Fundo Mackenzie de Pesquisa / The present dissertation discusses an analysis of the role of the sacred in the reorganization of the suffering, through the hospital evangelical clergy. For this, it presents a historical vision of the clergy in general, and of Hospital Evangelical Clergy in Limeira, SP, where the field research was done. Following it presents a conceptual and relational vision of the sacred and the religious symbolism with its language and its social legitimization. It analyses and judges the question of reorganization of the suffering, through the strength of the sacred as a healing instrument, establishing a relation and union among medicine, religion and health. Finally, through field researches, it proves the efficacy of the sacred and of the hospital evangelical clergy as a way of helping the sick person in the reorganization of the suffering in his/her life. It concludes that, the more the sick person gives importance and intensifies his/her religious devotion, the faster his/her recovers and finds the meaning of the suffering and of life. / A presente dissertação discorre sobre uma análise do papel do sagrado na reelaboração do sofrimento, por meio da capelania evangélica hospitalar. Para tal, apresenta uma visão histórica do trabalho da Capelania e, em geral, da Capelania Evangélica Hospitalar de Limeira, SP, local onde foi realizada a pesquisa de campo. Apresenta, também, uma visão conceitual e relacional do sagrado e do simbolismo religioso com sua linguagem e sua legitimação social. Analisa e conceitua a questão da reelaboração do sofrimento por meio da força do sagrado, como instrumento de cura, estabelecendo a relação e a união entre medicina, religião e saúde. Finalmente, por meio de pesquisa de campo, comprova a eficácia do sagrado e da capelania evangélica hospitalar como meio de auxílio ao doente na reelaboração do seu sofrimento e da sua vida. Conclui que, quanto mais o doente dá importância e intensifica sua devoção religiosa, mais rápido se recupera e encontra o sentido do sofrimento e da vida.

En Allemagne, en Belgique, en France, en Irlande, en Islande, en Slovénie ou au Portugal, la gauche radicale connaît des poussées électorales, atteignant bien souvent des niveaux là aussi inédits. Dans les pays dans lesquels elle est traditionnellement bien implantée, si elle ne perce pas, elle demeure un acteur important de la vie politique et parlementaire, notamment à Chypre, en République tchèque, en Finlande, en Suède. Il est donc pertinent d’interroger le phénomène : pourquoi ce retour en force des partis de la gauche radicale ? Quelles en sont les causes ? Qui sont les acteurs partisans de ce renouveau ? Apporter des réponses à ces questions ne peut que passer par une analyse comparative.La thèse se fixe comme objectif de répondre à deux questions ayant structuré sa rédaction :1/ pourquoi la gauche radicale européenne se transforme-t-elle, quels sont les facteurs provoquant cette transformation en incitant ses dirigeants à l’opérer, et quelle est la nature de ces transformations ?2/ quels sont les objectifs et les attendus de ces transformations, et comment se traduisent-elles par le ralliement de nouveaux électeurs dans le cadre des échéances électorales ?Nous partons en effet du principe qu’un parti ne se transforme pas en vain. S’il amende son identité, son projet, ses discours ou le mode de fonctionnement de son organisation, c’est qu’il escompte franchir un cap dans son développement. Au travers d'une analyse comparative entre l'Allemagne, l'Espagne, la Grèce et le Portugal, nous verrons qu'émerge et se structure une nouvelle gauche radicale impactant durablement la famille partisane de la gauche radicale européenne. / In Germany, Belgium, France, Ireland, Iceland, Slovenia and Portugal, radical left parties are experiencing electoral surges, often reaching new levels as well. In countries where they are traditionally well established, if they don't break through, they remain an important player in political and parliamentary life, particularly in Cyprus, Czech Republic, Finland and Sweden. It is therefore relevant to question the phenomenon: why this return in force of the radical left parties? What are the causes? Who are the actors in favor of this renewal? Answering these questions can only be done through a comparative analysis.The thesis aims to answer two questions that have structured its writing:1 / why is the european radical left transforming itself, what are the factors causing this transformation by encouraging its leaders to operate it, and what is the nature of these transformations?2 / What are the objectives and expectations of these transformations, and how do they translate into the rallying of new voters in the elections?We start from the premise that a party does not change in vain. If a prty amends its identity, its project, its speeches or the mode of operation of its organization, it is that this party expect to cross a course in its development. Through a comparative analysis between Germany, Spain, Greece and Portugal, we will see the emergence and structuring of a new radical left permanently impacting the partisan family of the European radical left.

The need to improve the quality of government decision-making and tailor China's management to its more complex economy after Mao's death forced China's Party authorities to implement a number of administrative reforms, and to select administrative leaders from among professionals and specialists based on their competence, education, and age. The crucial outcome of these post-Mao reforms, 1979 to the present, is the major focus of this research. This study examines the role of China's top administrative elites during and after the post-Mao administrative reforms, and determines to what extent the changes and their impact on the policy-making may have brought about better economic policies and development. China's social and political conditions and leadership changes before, during, and after the reform are provided as background information for the analysis of policy making in China. This is followed by an analysis of various contemporary theories of bureaucracy and technocracy in general, and the Weberian Legal-Rational model of modern bureaucracy in particular. Qualitative and quantitative methods coupled with surveys, interviews, biographical and documentary-historical methods, and other primary and secondary data are combined in this empirical study. The primary data on biographical information of administrative elites were drawn from the collected results of questionnaires and interviews with elite members of State Council ministries and commissions, provincial and municipal governments. The secondary data were used to conduct a biographical study of the Maoist and post-Mao top administrative elites--all premiers, vice-premiers, State Council ministers, and all provincial governors and municipal mayors from the founding of the PRC in 1949 up until 1993. Through these analyses, the study found that post-Mao administrative reform has indeed brought about changes in the composition of administrative elites. These post-Mao administrative elites are more professionally competent, better educated, more efficient, and younger. Their economic policies have stimulated more extensive and sustained economic development.

This is a qualitative case study of the 2005-2008 Utah State University Information Technology reorganization from the perspective of key change advocates. The study identified and documented the unfolding change process involved in the reorganization in terms of dissatisfaction, executive changes, internal executive strategic planning, implementation and initial impacts, and continuous "in situ" strategic planning. The study also answered a set of supporting concluding questions indicating increased value to the institution in areas of customer service and confidence, organization, financial resources, planning and policy, security, and increased/improved services and service functions.

This thesis examines determinants of post-bankruptcy performance by using insolvent firms under the bankruptcy reorganization proceedings of the 1940 Thai Bankruptcy Act. The purpose of the study is to investigate whether the key governance mechanisms within this process are factors which may contribute to successful reorganization and how they affect a firm's post-bankruptcy performance. Using agency theory, a sample of III filing companies whose plans have been confirmed by the Thai Central Bankruptcy Court during 1999-2002 provide the data of the study. Descriptive statistics and ordinary least squares regression analysis are employed for data analysis. The results indicate that among three types of governance mechanisms in the bankruptcy reorganization process, namely, monitoring, incentive and restructuring mechanisms, monitoring and incentive mechanisms are significant determinants of a firm's post-bankruptcy performance. The key monitoring mechanism is ownership concentration of common shares held by the largest shareholder, whereas the critical incentive mechanisms are cash compensation for the plan administrator and percentage of common shares held by the plan administrator. Asset restructuring is statistically insignificant but positively links to post-bankruptcy performance. The results indicate that these mechanisms can mitigate agency problems of insolvent companies and increase post-bankruptcy performance over a three year period.

<p>Background: The Swedish retail trading company KappAhl has reorganized all the boutiques in Sweden. Before the reorganization many of the boutiques consisted of four levels: shop manager, assistant shop manager, department managers and regular personel. After the reorganization assistant shop managers and department managers have been replaced by a so called “responsibility group” consisting of some of the employees. The change is presented as a decentralisation. </p><p>Purpose: With this thesis I want to attain knowledge about different change attitudes from the employees before reorganizations, and what different effects that can be the result from an decentralization. Limitations: One shop has been studied closely and that is KappAhl at Gränby outside Uppsala. I have studied the opinions from the employees concerning the decentralization and the effects from this decentralization. </p><p>Procedure: At the boutique of Gränby I interviewed 13 people from the personel, 12 women and 1 man. The literature I´ve used is about work of change in organisations and effects from decentralizations. </p><p>Results: The opinions before the reorganization from the employees at the boutique of Gränby were positive from almost everyone. The effects from the decentralization has been very positive. The intra communication at the boutique is better and the personel thought that is was easier to help the customers, for example when the customers has reclaims.</p>

Background: The Swedish retail trading company KappAhl has reorganized all the boutiques in Sweden. Before the reorganization many of the boutiques consisted of four levels: shop manager, assistant shop manager, department managers and regular personel. After the reorganization assistant shop managers and department managers have been replaced by a so called “responsibility group” consisting of some of the employees. The change is presented as a decentralisation. Purpose: With this thesis I want to attain knowledge about different change attitudes from the employees before reorganizations, and what different effects that can be the result from an decentralization. Limitations: One shop has been studied closely and that is KappAhl at Gränby outside Uppsala. I have studied the opinions from the employees concerning the decentralization and the effects from this decentralization. Procedure: At the boutique of Gränby I interviewed 13 people from the personel, 12 women and 1 man. The literature I´ve used is about work of change in organisations and effects from decentralizations. Results: The opinions before the reorganization from the employees at the boutique of Gränby were positive from almost everyone. The effects from the decentralization has been very positive. The intra communication at the boutique is better and the personel thought that is was easier to help the customers, for example when the customers has reclaims.

This case study- One GE Healthcare in Taiwan, details the transformation of GE Healthcare Taiwan during its reorganization in order to optimize resource and increase productivities. It could be regarded as a case study for change management by using the knowledge and methods of well-known technics- Lean, Six Sigma, Work-Out and Change Acceleration Process (CAP), which would be briefly introduced in the case as well. The aim of this study is to analyze why GE could experience so many successful transformation and internalize change as part of its culture by taking One GE Healthcare as the example. It is also expected that this case study could be referred by other companies that are keen at making reorganization. This case study begins with discussing healthcare industry in Great China, China, Taiwan and Hong Kong, by analyzing demography, hospital profile and healthcare device market in those areas. Afterwards, GE Healthcare organization, mainly focusing on Great China, is mentioned in the next chapter. Next, four methodologies are briefly introduced in order to provide the knowledge and methods behind this transformation. Continually, One GE Healthcare is detailed by introducing two phases. Phase one starts with the establishment of Account Manager (AM) team, and phase two focuses on reorganizing sales support functions in order to align with AM team. Last but not least, the case study ends with a conclusion and suggestions for this reorganization.

Den berörda organisationen hade implementerat ett nytt arbetssätt, "Medarbetarskap och Ledarskap". Studien är en utvärdering på individnivå av hur arbetssättet påverkat undersökningspersonerna. Nitton personer med olika befattningar deltog i undersökningen som utgjordes av enskilda intervjuer och fokusgrupper. Samtliga intervjuer spelades in med diktafon och transkriberades därefter ordagrant. Resultatet visade att medarbetarna var negativa till arbetssättet, delvis på grund av hur pengarna satsades, men det framfördes även kritik beträffande innehållet. Cheferna var över lag positiva, då de såg materialet som ett användbart verktyg i sin chefsroll. En slutsats av studien är att arbetssättet var dåligt förankrat hos medarbetarna. Värdet av att delge sina medarbetare information vid en organisationsförändring kan inte nog betonas, då risken är att dessa annars känner sig förbigångna.