"Think-Assess-Design" is a model for guiding traditional organizations through the steps necessary to redesign themselves into a more empowered, team-based work environment. Three broad steps—think, assess, and design—provided the framework for organizational change in this case study.

The Baby Boomers are retiring and Generation X isn’t large enough to compensate for the lack of manpower in the workforce. Generation Y will fill the manpower void and employers will need to effectively attract, retain and manage them to stay successful in the future. Many Generation Y employees are quitting in the first year and managers are finding it more difficult to retain them. This thesis offers discussion and analysis of common problems associated with managing Generation Y employees and gives solutions and strategies to create a better work environment. / text

Based upon the principles of equality, respect, and dignity for an organization and its community, Robert K. Greenleaf (1977) dedicated his life to conceptualizing and defining the humanistic philosophy of "servant leadership." With service and leadership sometimes seen as opposites, servant leaders are often misunderstood and perhaps underestimated. The purpose of this study was to create a well-defined comprehensive portrait of a servant leader by identifying key descriptors of the characteristics and behaviors of servant leaders and the work environments where they are effective. The research procedure consisted of a three-round Delphi to gain consensus on responses to four key research questions. From your experience and observation, what are the key words or phrases that describe (1) the characteristics that distinguish servant leaders, (2) the behaviors that distinguish servant leaders, (3) the work environments in which servant leaders are effective, and (4) the work environments in which servant leaders are ineffective? The following groups were represented on the panel of experts: (a) appointed and elected officials, (b) authors, (c) business leaders, (d) clergy, (e) educators, (f) leaders of associations, and (g) leaders of volunteer organizations. The first round Delphi instrument was open-ended. The second round gained opinion by adding a Likert scale to the results of the first round. The third round Delphi instrument was used to gather opinions from each panel member using a revised Likert scale instrument. In the third round each panelist received the statistical information calculated from the second round. The characteristics, behaviors, and effective work environments, as agreed upon consensually by the panel of experts in the third round, were reported. Twenty-eight panelists participated in each of the three rounds of the Delphi study. The characteristics, behaviors, and effective work environments of servant leaders, as determined by the panel of experts, are presented and discussed. A Servant Leadership Inventory was created from the data. The self-rating inventory is offered as an instrument to create discussion and increase awareness about leadership based on service to others. / Ed. D.

Psykosociala arbetsmiljöer innefattar hur individer upplever psykiska och sociala miljöer inom arbetsplatser, vilket benämns som individers upplevda tillfredställelse eller kvalitet i arbetet. Studiesyftet var att erhålla kunskap om hur psykosociala arbetsmiljöer uppfattas påverka psykisk hälsa hos medarbetare. Åtta individer intervjuades, fyra kvinnor och fyra män med varierande yrken. En tematisk innehållsanalys användes där meningskoncentrering och tematisering utformades. Medarbetarna uppfattade sig påverkas av psykosociala arbetsmiljöer beroende hur arbetsförhållanden yttrades. Psykosociala arbetsmiljöer kan leda till stress, ångest, depressioner, arbetsskador, sjukskrivningar och förtidspension. Fem återkommande teman relaterade till medarbetares psykiska hälsa inom psykosociala arbetsmiljöer identifierades: ledarskap, utvecklingsmöjlighet, påverkningsmöjlighet, god kommunikation och teamwork. Den psykosociala arbetsmiljön blir bättre och gynnar medarbetares psykiska hälsa med närvaro av faktorerna. Deltagarna upplevdes ha psykisk hälsa samt tillfredställelse under arbetspassen av varierande anledningar som, trivsel med arbetsuppgifter, bra relation mellan ledning och kollegor samt bra arbetsförhållanden. Studieändamålet anses viktigt då individer är aktiva i arbeten i hela världen

After outlining the structure of the Capital Territory Health Commission in Canberra, Australia and detailing the origins of the field study within this sytem, the problem of morale within work environments is examined. This examination reviews local research as well as overseas studies and in particular looks at the relationship of morale to both quality of work life and quality of life generally. The question of work within the local health system is then investigated in detail using questionnaire and search workshop procedures. The findings from these two approaches both support and confirm each other, thereby providing a comprehensive picture of the quality of work life within the local health system. From the results of these investigations the systemic nature of the morale problem within the health system is noted and discussed. The recommendations for remediation proposed from within the system are examined and evaluated. The study then explores the issue of potential conflict between bureaucratically organised systems and the delivery of effective health services. The study also confirms the place of power, trust and communication in changing morale. One conclusion is that continuing workshop and action research methods could be of use in helping the health service meet future objectives.

Multiculturalism has emerged to challenge liberalism as an ideological solution in coping with ethnic diversity. Inter–ethnic group contact amongst individuals of different cultures is defined as acculturation. Acculturation is an experience from different cultural encounters between employees and their work environments where organisational socialization is a prerequisite to becoming accustomed to different cultural conditions. Acculturation orientation is related to well–being and involves social identification techniques of a minority group within the workplace. Acculturation thus becomes a factor on which to focus when cultural differences are experienced by employees in an organisation of differing cultural values. For purposes of this particular study, the focus will be placed on integration as a mediating role in the relation between positive acculturation conditions and work outcomes. Intergroup relations and adaptation to host culture will be measured directly as per the responses from participants. For the purpose of this study, a quantitative approach is adopted by using a five point Likert scale questionnaire adapted from the model designed by Arends–Toth and Van de Vijver (2006). Predictors in the adapted model include mainstream multiculturalism factors (norms and practices), tolerance, ethnic integration demands and ethnic vitality and outcomes of acculturation, subjective work success, work commitment and job satisfaction. The results indicated that a workplace culture that promotes ethnic cultural maintenance of people from a diverse background coupled with encouragement to participate in the mainstream by ethnic members at home and at work would contribute to the experience of higher levels of subjective work success (Jackson, van de Vijver & Ali, submitted). Multiculturalism practices and ethnic vitality have indirect and significant effects on psychological and socio cultural acculturation outcomes (job satisfaction and organisational commitment as well as subjective experience of work success), while multicultural norms only have indirect and significant effects on psychological acculturation outcomes (job satisfaction and organisational commitment). / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

Multiculturalism has emerged to challenge liberalism as an ideological solution in coping with ethnic diversity. Inter–ethnic group contact amongst individuals of different cultures is defined as acculturation. Acculturation is an experience from different cultural encounters between employees and their work environments where organisational socialization is a prerequisite to becoming accustomed to different cultural conditions. Acculturation orientation is related to well–being and involves social identification techniques of a minority group within the workplace. Acculturation thus becomes a factor on which to focus when cultural differences are experienced by employees in an organisation of differing cultural values. For purposes of this particular study, the focus will be placed on integration as a mediating role in the relation between positive acculturation conditions and work outcomes. Intergroup relations and adaptation to host culture will be measured directly as per the responses from participants. For the purpose of this study, a quantitative approach is adopted by using a five point Likert scale questionnaire adapted from the model designed by Arends–Toth and Van de Vijver (2006). Predictors in the adapted model include mainstream multiculturalism factors (norms and practices), tolerance, ethnic integration demands and ethnic vitality and outcomes of acculturation, subjective work success, work commitment and job satisfaction. The results indicated that a workplace culture that promotes ethnic cultural maintenance of people from a diverse background coupled with encouragement to participate in the mainstream by ethnic members at home and at work would contribute to the experience of higher levels of subjective work success (Jackson, van de Vijver & Ali, submitted). Multiculturalism practices and ethnic vitality have indirect and significant effects on psychological and socio cultural acculturation outcomes (job satisfaction and organisational commitment as well as subjective experience of work success), while multicultural norms only have indirect and significant effects on psychological acculturation outcomes (job satisfaction and organisational commitment). / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

abstract: Interior design continues to re-define itself as a discipline that presents designers with new problems that require innovative solutions. This is particularly true in the case in office design. The transformation of the office environment from the standard bullpen configuration to today's dynamic, flexible, and open floor plans has required new design methodologies that incorporate tools and technologies that are readily available to interior designers. Today, increased use of teams in the workplace challenges interior designers to create environments that accommodate both group and individual tasks (Brill, Weidermann & BOSTI associates, 2001). Collaboration has received considerable attention as organizations focus on productivity and reducing costs to compete in a global economy (Hassanain, 2006). Designers and architects should learn to create environments that respond to dynamic, moveable, and flexible work methods. This web-based research study explores the use of pattern language as a new tool for designing collaborative work environments. In 1977, Christopher Alexander and his associates developed `Pattern language' (Alexander, Ishikawa & Silverstein, 1977) as a design formulation methodology. It consists of a series of interrelated physical elements combined to create a framework for design solutions. This pattern language tool for collaborative work environments was created based on research by Lori Anthony (2001). This study further builds upon current trends and research in collaborative work environments. The researcher conducted a pilot test by sending the web-based tool and an online questionnaire to all graduate students and faculty members in the fields of interior design and healthcare and healing environment (HHE). After testing its validity in The Design School at Arizona State University, the same tool and questionnaire was sent to the employees of one of the leading architecture and interior design firms in Phoenix, AZ. The results showed that among those design professionals surveyed, the majority believe pattern language could be a valuable design tool. The insights obtained from this study will provide designers, architects, and facility managers with a new design tool to aid in creating effective collaborative spaces in a work environment. / Dissertation/Thesis / M.S.D. Design 2011

During the last decade sensor networks and Internet of Things have been gaining a lot of attention. One area where it is still fairly unused is to manage work environments. With sensor networks and Internet of Things devices it is possible to measure and control noise levels, air quality and most other aspects of reality. In this thesis a system for managing a work environment is designed and implemented. The thesis conducted a case study at Internationella Engelska Gymansiet Södermalm, where a test system was installed to find out how it would affect the work environment, and how the users of the system react to it. The results from the essay shows that it is possible to manage some aspects of work environments if the users have the intention of using the system. / Under det senaste årtiondet har sensornätverk och Internet of Things fått alltmer uppmärksamhet. Ett område där dessa två inte har brett ut sig väldigt mycket ännu är arbetsmiljöer. Med sensornätverk och Internet of Things enheter är det möjligt att mäta och kontrollera ljud nivåer, luftkvalitet och nästan alla andra aspekter av verkligheten. I denna studie designas och implementeras ett system för hanteringen av en arbetsmiljö. En fallstudie genomfördes på Internationella Engelska Gymansiet Södermalm. Där ett testsystem installerades för att ta reda på hur det skulle påverka arbetsmiljön, samt hur användarna skulle reagera på systemet. Resultatet från studien pekar på att det är möjligt att hantera vissa aspekter av arbetsmiljöer om användarna har för avsikt att använda systemet.

Introduction: Ever since the transition to digital ways of working startedspreading across organizations and industries in the late 1970s, remoteworking has been a topic of interest. With the development of information andcommunications technology, virtual realities are now receiving more attentionwith a broader view of potential application areas. The application of virtualrealities is expanding. Hence, the concept of Metaverse has received a greatdeal of attention. Metaverse is a virtual reality idea where people create avatarsthat exist in a three-dimensional virtual world. While the use of virtual realitiesis expanding on new ways of working, users’ attitudes toward thesetechnological developments are important to consider as it can either increasethe benefits of working from home or highlight the negative aspects evenmore. Purpose: The purpose of this thesis is to explore the attitudes towards the useof virtual realities for remote working in the case of employees withinorganizations in Sweden. The aim is to further provide an understanding as towhat organizations need to consider following the increased use of virtualrealities. Research Questions: What are the attitudes of employees towards the use ofvirtual realities for remote working? How can organizations adapt to theimplementation of virtual realities for remote working to continuously ensurea positive work environment for its employees?  Methodology: In order to reach the purpose of this study and answer theresearch questions, a qualitative research approach was deemed appropriatefor this study to understand the “what” and “how” aspects of the use of virtualrealities for remote work. Semi-structured interviews were chosen as the datacollection method where the respondents were employees within organizationsin Sweden. Conclusion: The key takeaways are that attitudes toward virtual realities forremote working are complex. The main themes discussed around remoteworking were control and freedom to decide over one’s work and the loss ofcomradery with colleagues and social isolation. New technology, such asMetaverse, has to ensure it continues providing employees with control overtheir work but solves the issues of social isolation while still not eliminatingphysical interactions between colleagues completely. Management has todeeply consider the needs of the individual employee before implementingnew technology, gathering an understanding of what is expected and neededby their specific employees to better ensure successful implementation.