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Search Results: 1 - 10 of 7060 matches for " resource organization "
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The Contribution of the Subregional Organizations to the Politics of Integrated Water Ressource Management: Case of the Niger Basin Authority (NBA)  [PDF]
Maiga Aly
Open Journal of Political Science (OJPS) , 2019, DOI: 10.4236/ojps.2019.92015
Abstract: The Niger Basin Authority (NBA) is a subregional organization shared by nine countries of West Africa and the center (Benin, Burkina, Ivory Coast, Cameroon, Guinea, Mali Niger, Nigeria and Chad). The politics of the Niger River water management always remains actuality to reach the objectives of sustainable development. The stakes of the Niger river water resource management are important, because they present themselves in terms of health, food, socio-economic, financiers, environmental, politics and géopolitics. From where the necessity to adopt the IWRM (Integrated Water ResourcesManagement) as a means of sustainable management. It is therefore essential to go through the diagnosis of all the problems related to this water resource in the Niger basin and to make the promotion of a rational and sustainable management, in order to ensure fairness between the different users, a healthy water, the durability of water resource and the fairness of the system; while facilitating the political, social and economic integration between the member states with development perspectives wthin the framework of the shared vision.
Influence of Organizational Resources on Organizational Effectiveness  [PDF]
Grace Mirigo Mwai, Juliana Mulaa Namada, Paul Katuse
American Journal of Industrial and Business Management (AJIBM) , 2018, DOI: 10.4236/ajibm.2018.86109
Abstract: The research purpose was to examine the influence of available resources on organizational effectiveness. The research philosophy was positivism, with explanatory and descriptive research design espoused. The population was registered non-governmental organizations (NGOs), with the sample unit as the project managers. A questionnaire was used for data collection. Data analysis was executed using inferential and descriptive statistics. The descriptive analysis included standard deviation, mean and percentages, whereas inferential analysis included regression analysis and ANOVA. The study concluded that fundraising efforts and how funds are distributed to the various strategic activities and operations influence the level of efficiency in the organization process. Staff empowerment, negatively though, significantly influenced process efficiency. The recommendation is to develop an NGO organizational effectiveness ranking metric to allow the classification of NGOs into categories based on levels of effectiveness in achieving their respective missions and strategies. It was also the aim to carry out an in-depth study of why fundraising efforts in NGOs did not significantly influence stakeholder satisfaction.
The Grid Resource Discovery Method Based on Hierarchical Model
Yulan Yin,Huanqing Cui,Xin Chen
Information Technology Journal , 2007,
Abstract: Grid is considered as next generation network and resource discovery is a basic component of Grid resource management. This study presents a hierarchical resource discovery method to make use of attractive features of lumped and exhaustive methods. In this study, the resources in Grid are setup in a 3-layer resource organizational model including Physical Network Layer, Resource Information Layer and Index Information Layer. A resource discovery method based on the above hierarchical model is provided. The simulation result proves that the method discussed is of fine extensibility and performance. Furthermore, it can discover a required resource concurrently to improve the efficiency.
ISO9000, consultants and paradoxes: a sociological analysis of quality assurance and human resource techniques
Vasconcelos, Isabella Freitas Gouveia de;Vasconcelos, Flávio Carvalho de;
Revista de Administra??o Contemporanea , 2003, DOI: 10.1590/S1415-65552003000100009
Abstract: this article analyses iso9000 normalization processes as sources of organizational isomorphism according to the new institutional theory. we present two in-depth case studies in the french computer industry showing that there are two manners to implement iso9000 standards: an in-depth procedure (concerned with organizational effectiveness and with external legitimacy) and an instrumental one (only concerned with external legitimacy). our findings show that resistance to change is a common phenomenon in iso9000 implementation programs having high impact on organizational power games and informal structures. in order to face these issues we suggest that consultants must go beyond engineering consultation methods that are only concerned with the structural fit between the organizational standards and the iso9000 requirements. the paradox hrm model shows that information that threatens an organization's collective self-concept is often ignored, rejected, reinterpreted or hidden. the manifestation of social defenses - the ways of groups of people deal with non-contained forms of anxiety and fear, can be seen as sources of behaviors blocking organizational change.
Pay And Job Satisfaction Among Library Professionals
Umakant Ganapati,A.P. Hosmani
Golden Research Thoughts , 2012, DOI: 10.9780/22315063
Abstract: Human resource is the most significant and active factor of service production, human being is a master of all resources may be natural or artificial. It plays a very important role in the area of production and quality. Human brain is the greatest creation of nature. It is an infinite and higher productivity depends on the skill of employees. Human resource is considered to be the centre of all developmental process of economy. This study discovered the “pay and satisfaction among library professionals”. How the payment is booting the employees satisfaction level and what kind of factors effects the library professional, It is clear from the analysis that the responses in most of the cases are positively received. It is also found that most of the respondents are satisfied with all aspects of library. The study is about job satisfaction of university and colleges library professionals In Gulbarga city, it was very interesting and informative both to me and to the organisation as well. The job satisfaction of employees in library is really good and about 80 percent of the employees are satisfied with their job and remaining are less satisfied, and dissatisf
IMPORTANCE OF HUMAN RESOURCES MANAGEMENT IN RESEARCH AND DEVELOPMENT PROCESS
Morteza Jamali Paghaleh (Corresponding Author),Ali Reza Shahraki
International Journal of Economics and Research , 2011,
Abstract: In research and development organizations the community of human resources due to environmental conditions and personality of researchers and scientific views are different from those of other communities. Such differences Research and development organizations that are leaders on the management of human resources. But act with the selection, in addition to these organizations should take place as planned at the highest level of performance improvement is achieved. Elsewhere, we also have the freedom in research and development staff in the organization as well as are. It's also equally effective in research productivity and should be committed to putting the facility, especially with the kind of quiet and appropriate management of mental conditions Researchers, of update and enhance their productivity, provide. In all cases should be referred to the importance of this issue that people in these organizations should be responsible for the growing productivity of the takeover
A Study of Successful ERP – From the Organization Fit Perspective
Huei-Huang Chen,Shih-Chih Chen,Li-Hung Tsai
Journal of Systemics, Cybernetics and Informatics , 2009,
Abstract: Many enterprises implemented Enterprise Resource Planning (ERP) systems as a bedrock strategy with a view to integrating all data and bringing an organization into a joint system. However, most enterprises in an attempt to carry out ERP often end up in failure and it seems the probability of the mishaps is considerably high. This paper applies the Organization Fit Theory to examine an organization characters and features beforehand can present a clearer picture for the ERP designers. This paper is to sort out key variables in Organization Fit corresponding to successful ERP cases. Questionnaires are sent through conventional postal means and electronic networks. Its samplings include top 500 enterprises in Taiwan with data regarding successful working experience of ERP as well as impacts on the ERP process as a result of the related variables. The research result shows that organizational fit of ERP has a positive influence on implementation success. The research result also shows that none of ERP adaptation, process adaptation, and organizational resistance has any moderating effect on organizational fit of ERP and ERP implementation success.
New Human Resource Management Systems in Non-Based-Knowledge Firms: Applications for Decision Making on the Business Performance  [PDF]
Pilar Ficapal-Cusí, Joan Torrent-Sellens
Modern Economy (ME) , 2014, DOI: 10.4236/me.2014.52016
Abstract:

The aim of this paper is double. First, it provides a conceptual framework and modelling of the relationship between human resource management (HRM) systems and non-based-knowledge firms. Second, using survey data on 1.518 Catalan firms (in Spain, with capital in Barcelona), the paper: 1) identify two system of HRM (in progress HRM system and non-HRM developed system); 2) build a causal model of determinants of HRM systems; and 3) describe the association links between in progress HRM system and firm’s performance. Using factor and cluster analysis, we find that only one-third of firms use in progress HRM system. Using logit binomial analysis, we find that features which are structural, technological, strategic, organisational and performance-related explain the adoption of in progress HRM system. Finally, using association analysis, we find that firms that adopt in progress HRM system: 1) are more internationalised and show greater ability to adapt to the changing environment, to innovate and to collaborate; 2) focus on product/service differentiation strategy enhancing quality; 3) apply a greater degree of new forms of work organization; 4) have more technological equipment and use IT more intensively; and 5) invest more in training their employees, than firms with non-HRM system developed.

美国残疾人体育自组织发展研究及启示
Self-Organization Development of American Disability Sport and Its Implications to China

吴卅,黄亚玲
- , 2015, DOI: 10.19582/j.cnki.11-3785/g8.2015.06.002
Abstract: 摘要:运用文献资料法、实地调查法、访谈法等研究方法,对美国残疾人体育组织进行了实证研究,借助“自组织”的理论视角,探讨美国残疾人体育如何依靠各要素——残疾人体育组织间的协同合作,实现了其自组织演化进程。研究认为:在各级各类残疾人体育组织的主导下,美国残疾人体育逐渐从无到有、从弱到强,并逐步获得了主流社会的认可,并通过其内在协同机制,实现了从“无序”到“有序”、从“低序”到“高序”、从“简单”到“复杂”的自组织演化。研究启示:为残疾人创造参与体育活动的社会环境、扶持和培育残疾人体育组织、加强残疾人体育与健全人体育资源融合。为我国了解国外残疾人体育发展提供了宝贵的实证素材,同时也为未来我国残疾人体育事业的发展开拓了新视野。
Abstract: This paper did an empirical study on American disability sports organizations and discussed how American disability sport realized its self-organization evolution from inter-organizational cooperation in the perspective of self-organization by the methods of literature review, field investigation and interview. Conclusions: Under the lead of all levels disability sport organizations, American disability sport built up from scratch and from weak to strong, and gained recognition of mainstream society gradually. And it actualized self-organization evolution, which is from disorder to order, from low level to high level, from simple to complicate, through internal cooperation mechanism. The conclusions can provide some implications to China, such as create social environment for disable people to participate sport, support and cultivate disability sport organization, enforce combine between disability sport and normal people sport. This study provided valuable material to understand foreign disability sport development and enlarged vision for future China disability sport enterprise
Empowerment: ciclo de implementa??o, dimens?es e tipologia
Rodrigues, Claudia Heloisa Ribeiro;Santos, Fernando César Almada;
Gest?o & Produ??o , 2001, DOI: 10.1590/S0104-530X2001000300003
Abstract: empowerment is an approach of work design which aims at delegating decision power, autonomy and employees? participation in managing the company. this paper shows the peculiarities of empowerment in terms of its dimension, implementation cycle and typology. the steps of its implementation cycle are discussed in order to highlight its complexity and strategic nature. the following dimensions are presented: shared vision, organizational structure and management, responsibility for knowledge management and learning, and employees? institutional recognition. the diversity of empowerment is analyzed in function of two types of authority for decision-making: over job content and over job context. based on this analysis, the following typology of empowerment is presented: no discretion, task setting, participatory empowerment, mission definition and self-management. the relationship of empowerment with organizational configurations, evolution stages of functional areas and human resource management is also studied.
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