oalib

OALib Journal期刊

ISSN: 2333-9721

费用：99美元

投稿

时间不限

( 3 )

( 2026 )

( 2025 )

( 2024 )

自定义范围…

匹配条件： “organizational assessment” ，找到相关结果约1000条。
列表显示的所有文章，均可免费获取
第1页/共1000条
每页显示 条
The Organizational Culture Audit: Countering Cultural Ambiguity in the Service Context  [PDF]
Mark R. Testa, Lori J. Sipe
Open Journal of Leadership (OJL) , 2013, DOI: 10.4236/ojl.2013.22005
Abstract: Development of a compelling organizational culture continues to be an imperative for organizations seeking a competitive advantage. Identifying culture deficiencies or gaps is an important step in creating such a culture. For culture development efforts to be successful, leaders must first know the reality of the current organizational culture, however assessing the organizations’ true culture may be more complicated than it appears. Several theoretical frameworks illustrate how highly committed mangers may have difficulty in this regard. The following study links theory with application providing an action research based model of culture assessment. First, the rationale and conceptual model of cultural analysis is provided based on past research. Next, a five-step model analyzing ten cultural areas is proposed, and recommendations are provided for implementation.
Improving Organizational Structure through Transformative Assessment Strategies: A Case Study of the Excellence Center of Space Technology and Research (ECSTAR)  [PDF]
Charnvit Munikanond, Borwonrat Kanchanarat, Umaporn Akkathai, Settapong Malisuwan
American Journal of Industrial and Business Management (AJIBM) , 2023, DOI: 10.4236/ajibm.2023.133008
Abstract: In order to remain competitive in both domestic and international markets, organizations must maintain a state-of-the-art operational system. This starts with a strong foundational structure in regards to decision-making processes, employee behavior management, and effective project management. As leaders work to establish the organization’s cultural, social, technological, economic, political, and practical systems, along with values, goals, vision, and mission, the adoption of assessment tools is crucial. Although there are various types of assessment tools available, each focusing on different aspects of organizational leadership and development, the ones discussed in this paper aim to drive growth, change, and transformation.？The ECSTAR case study highlights that organizations that invest time and resources into mastering strategic management skills and following the frameworks outlined in this paper will undergo a transformative process, leading to enhanced staff collaboration and increased organizational productivity. A strong organizational presence stems from a well-implemented framework at all levels, providing guidance, motivation, and setting standards of excellence and professionalism.
Organizational health assessment: a Romania firm case study
Shaomin Huang,Gerald W. Ramey
Review of Economic and Business Studies (REBS) , 2008,
Abstract: Other than measuring units of output or profit to evaluate organization performance, this research develops a new assessment concept, organizational health. The survey of Work Environment Scale as the foundation data for the System-wide Interpretation of Health and Quality was used in this case study on a Romania firm. Structural measurement on organization effectiveness, leadership, and term work efficiency was conducted and further explained by three dimensional graphs with a weighted least squares method. The system-wide assessment shows multiple causalities among the endogenous variables.
ORGANIZATIONAL ASSESSMENT: EFFECTIVENESS VS. EFFICIENCY
Ilona Bartu？evi？ien？,Evelina ？akalyt？
Social Transformations in Contemporary Society , 2013,
Abstract:
From Teaching Excellence to Expertise Development: A Pedagogical Framework for Developing Expertise  [PDF]
Josephine Chinying Lang
Creative Education (CE) , 2021, DOI: 10.4236/ce.2021.124066
Abstract: Given the challenges which the Covid-19 pandemic has brought about, many organizations are reconfiguring their operations to lower costs and raise productivity. One increasingly viable approach is to use artificial intelligence (AI) which, as it gets deployed more widely, will see the post-pandemic workplace transformed accordingly. If new graduates are to be ready for work in these new？organisational？contexts, it behooves educationists to？transform teaching from an instructor-centric model that focuses on “teaching excellence” to a learner-centric one that focuses on developing the kind of expertise that will be particularly needed in the AI-enabled workplace. This paper proposes a pedagogical framework for expertise development, one built upon two concepts, viz., metacognitive development, and deliberate practice. This framework has been put to actual use by the author over four semesters in a university in Singapore to teach an introductory course in organizational behavior (OB). Instructors can use this framework to develop learners who will have a sound understanding of AI？through a business lens. Such learners can become workers with skill sets and the requisite expertise to excel in AI-enabled organizations in the future.
Identifica？？o de oportunidades de pesquisa a partir de um levantamento da implanta？？o da produ？？o enxuta em empresas do Brasil e do exterior
Saurin, Tarcisio Abreu;Ribeiro, José Luis Duarte;Marodin, Giuliano Almeida;
Gest？o & Produ？？o , 2010, DOI: 10.1590/S0104-530X2010000400015
Abstract: this paper presents a survey on the lean production (lp) implementation process in 47 brazilian and foreign companies. among the main results, the survey pointed out that the respondents are mostly interested in learning about lean organizational culture and value stream mapping. the main drivers for adopting lp are improving competitiveness and the fact that lp is adequate to solve critical production problems. people resistance to changes and difficulties to adapt concepts and practices are the main difficulties during lp implementation. the most frequently used practices are work standardization and visual management. pull production implementation is the practice of highest priority. the results of this survey, along with the observation data collected during visits to some of the investigated companies, permitted the identification of research opportunities on lp implementation, which are summarized at the end of this article.
A pesquisa de clima organizacional como instrumento de suporte à avalia？？o nas institui？？es de ensino superior
Santos, Larissa Concei？？o dos;Vásquez, Oscar C.;
Avalia？？o: Revista da Avalia？？o da Educa？？o Superior (Campinas) , 2012, DOI: 10.1590/S1414-40772012000100003
Abstract: the search for support mechanisms for improving quality has been a constant goal in higher education in the last decade, especially in latin america. the initiatives of agencies such as iesalc- unesco are good examples. the role of institutional evaluation in higher education and is increasingly important, as well as the development of pertinent instruments for its success. this paper discusses the problem of institutional evaluation and proposes a discussion about the adequacy of the organizational climate research as evaluation support to the process of assessment in higher education.
Organizational culture profile of service and manufacturing businesses in México
de-la-Garza-Carranza,María Teresa; Guzmán-Soria,Eugenio; Mueller,Carolyn B;
Innovar , 2011,
Abstract: the organizational cultures of service and manufacturing firms in the central area of mexico were assessed using the cameron & quinn (1999) organizational culture assessment instrument (ocai) for sample of 307 workers. to identify differences, a comparison was made between the four organizational cultures: clan, adhocracy, market and hierarchical. results show significant differences related to the business, its size, and the gender and the hierarchical position of the worker.
The Application of the Organizational Culture Assessment Instrument (OCAI) to Logistics Enterprises
Caha, Zdenek,Li？betinová, Lenka,Lorincová, Silvia
- , 2016, DOI: 10.17818/NM/2016/SI17
Abstract: Sa？etak Today′s world is reflected in words such as globalization, economic crisis, market economy and competitiveness. All these influence business entities. An enterprise that does not keep pace with current trends, innovates, seek improvements in quality or assess the effectiveness of its activities, is at risk of stagnating. Similar trends also prevail in logistics enterprises in Slovakia. The aim of this study was to analyse organizational culture in logistics enterprises because it is one of the key factors affecting the quality of the products and the overall competitiveness of an enterprise. Utilizing the Organizational Culture Assessment Instrument (OCAI) we diagnosed the dominant trend within Slovak logistics enterprises. On the whole these enterprises have a hierarchical organizational culture. However, employees are of the opinion that there should be a more familial work environment, typical of a clan organizational culture. Whilst enterprises continue to underestimate this factor, they will miss an important tool to achieve better success rates in a tough competitive environment
The Naples-Questionnaire of Work Distress (nQ-WD): Bullying at workplace, organizational dysfunctions and bio-psycho-social effects  [PDF]
Giovanni Nolfe, Maria Triassi, Antonella Cappuccio, Umberto Carbone, Giuseppe Nolfe
Open Journal of Psychiatry (OJPsych) , 2012, DOI: 10.4236/ojpsych.2012.21011
Abstract: The aim of this study is to elaborate a tool, the “Naples-Questionnaire of Work Distress” (nQ-WD), in order to evaluate the conditions of discomfort perceived in the working field. It tries to differentiate the dysfunctional phenomena more tied to the anomalies of the interpersonal relationships (bullying at work-place) from the phenomena more clearly related to organizational dysfunctions. The inventory measures the overall effects of these two areas on the subject and the spin-off in term of bio-psycho-social functioning. The questionnaire has been administered to a group of 178 workers who showed a work-related psychopathological disturbance and to a control group of 178 subjects without exposure to bullying at workplace or to organizational distress. The statistical analysis demonstrated degree of significant validity and reliability. The degree of internal coherence of the answers proposed is satisfactory. The ROC curves allow the determination of a threshold value which allows separating the workers subjected to mobbing and/or organizational stress from control-workers with an optimal reliability degree. The values of the area under the ROC curves show that the inventory has a high discriminating capacity.
第1页/共1000条
每页显示 条


Home
Copyright © 2008-2020 Open Access Library. All rights reserved.