Management and Organization

"Since its very inception, social work has been considered an organizationally based profession, with the majority of its workforce employed within formal organizations. Whether in nonprofit, for-profit, or governmental agencies, the practical realities of human service organizations are a central element of professional social work. This book explores the climate and culture of these agencies and provides essential information for surviving and thriving in this setting. It prepares students for their future careers so that they will feel empowered in their work and be able to fulfill their responsibilities toward organizational, community, and social change. Using real-life examples, the authors examine the internal structures of management, financing, and supervision and discuss common conflicts between agencies and professionals. The book’s straightforward tone and practical advice make it an asset to anyone entering human service organizations.

This new edition contains updated examples, case studies, and references. It also contains valuable information on the effects of the recent financial crisis on human service organizations. Agencies now face increased caseloads and more complex social problems with fewer resources and less money. Understanding how these events have changed the nature of human service organizations will allow students to be better prepared for the work ahead of them.

Features

•
Expanded content on the practical aspects of organizational theory and suggestions for developing leadership skills
•
Updated examples, case studies, and references throughout the book
•
Key points and discussion questions following each chapter
•
Updated instructor’s manual available online as a PDF or Word document"

Crafts such as jewelry and silver design have been drawn attention as the sectors that have been identified as precious and developing components of art and craft via combining creativity and manual labor. It has been seen that there are a limited number of studies examining the mediating role of job crafting between job performance and level of work engagement of crafters who shape the work's extent, content and structure by their own ways, and execute a job that requires handicraft and craftsmanship, based on skilled labor. The questionnaire has been applied to 129 crafters within the purpose of contributing practices for the sector and scientific studies in the related field. As a result of the analysis, it has been identified that the dimensions of work engagement and job crafting have a significant effect on job performance and job crafting has a mediating role between work engagement and job performance.

A case study for organizational behavior based on the "DownCity"episode of the fourth season of Kitchen Nightmares.

This document contains (1) a summary of the series (2) a list of the cast of characters (3) an episode recap and (4) two discussion questions suitable for classroom use in undergraduate courses such as organizational behavior and principles of management.

For solutions to the discussion questions, please email "[email protected]" with the phrase "Solution request" in the subject line.

SHOW SUMMARY Ramsay's Kitchen Nightmares is a television program featuring British celebrity chef Gordon Ramsay first broadcast on Channel 4 in 2004 in the UK. An American adaptation of this show entitled Kitchen Nightmares debuted September 19, 2007 on Fox. In each episode, Ramsay visits a failing restaurant and acts as a troubleshooter to help improve the establishment in just one week. Ramsay revisits the restaurant a few months later to see how business has fared in his absence.

Purpose-This study aims to demonstrate how greenwashing perceptions shape the effect of environmental concern on post-millennials purchasing behavior. Design/methodology/approach-Based on 174 responses gathered through a street survey method from 5 different universities in Turkey, data are analyzed using the statistical package for social sciences software (SPSS 16.0). Principal component analysis is performed to assess the differentiation in factors. Multiple regression analysis is used to examine the effects of the items on the post-millennials purchasing and recommendation behavior. Findings-The main findings revealed that the environmental concern trait of post-millennials triggers their green purchasing behavior. When the concern on green products is high, the awareness of perceiving that ''if the product is actually green or pretending to be green'' is high. When the postmillennials take the greenwashing perception into account, their environmental concern has lower effects on their green behavior. The moderating role of greenwashing between environmental concern and green purchasing is apparent. Greenwashing perception decreases the effects of environmental concern on green behavior. Originality/value-The research raises the concept of greenwashing perception that moderates the relationship between environmental concern and post-millennials purchasing behavior. This study also demonstrates that greenwashing awareness has a critical role in creating a purchasing behavior of postmillennials that have environmental concerns.

İnsanlığın var olmasıyla birlikte manipülasyon kavramı da var olmuştur.
İnsanlık var olmaya devam ettikçe de manipülasyon kavramının da
var olacağını söylemek elbette mümkündür. Bunun sebebi, insanoğlunun düşünen, ruh ve duygu taşıyan bir varlık olmasından kaynaklanmaktadır. Bazen arkadaşımızdan aldığımız bir öneride, bazen çocuğumuzu bir tehlikeden korumak gerektiğinde ya da çevremizdekilerle daha iyi ilişkiler kurmak istediğimizde davranışlarımızı ve iletişimimizi hedeflerimiz doğrultusunda güzelleştiririz, uyumlulaştırırız. Tüm bu davranışlar aslında manipülasyon içermektedir. İnsanların davranışlarına,
iletişimlerine ve konuşmalarına sundukları bu katkılarındaki amaçları/niyetleri manipülasyonun pozitif ya da negatif olmasını belirler. Bu açıdan bakıldığında, insan ilişkilerinde, örgütsel davranışlarda ve özellikle yönetimde bir strateji aracı olarak manipülasyondan yararlanılmaktadır.

A case study for organizational behavior based on the "Initiation" episode of the third season of The Office (S03E05).

This document contains (a) a summary of the series (b) an episode recap and (c) four discussion questions suitable for classroom use in undergraduate courses such as organizational behavior and principles of management.

For solutions to the questions, please email "[email protected]" and place the phrase "Solution request" in the subject line.


organizational behavior examples
organizational behavior cases

Organizational change is often perceived as vague and challenging to apprehend.  It often produces confusion and ambiguity. This ambiguity can inhibit forward progress of a change initiative. According to Taylor (2020), when the language an organization uses to discuss change is varied and inconsistent, this inconsistency only worsens the issue of uncertainty. The introduction of a common language for change ensures organizational change go smoothly both for change practitioners and the people being impacted by change.

This Impact Report identifies and summarises the diverse impacts, resulting from the £500m of UK funding of Science and Technology in 2013, using numerous quantitative metrics and short case study extracts.  It shows how the varied impacts of a national science and technology organization and its many funded programmes can be annually identified, captured, tracked, and summarised in a public document.

The report was produced for, and by, the Science and Technology Facilities Council (STFC) -  the UK Research Council responsible for funding: (1) all UK astronomy, particle and nuclear physics research, (2) related UK science and technology facilities (e.g. as Harwell and Daresbury), (3) the UK contribution to international science (e.g. CERN, international telescopes and space missions), (4) innovation and business spin-off programmes, and (5) UK public engagement activities.

The Report was co-researched and co-authored by the STFC Impact Team, including myself while Impact Evaluation Manager in 2013, with Dr. Claire Dougan-McCallie (lead author/Head of Impact) and Jenny Beard, with additional input from senior managers, and many data and case study contributions from other key managers across STFC.

Varied key impacts are identified and reported including:

• Research amongst the best (by citation impact) in astronomy, nuclear and particle physics.
• Supported research of 226 Principal Investigators in 70 universities, led to 1,100 peer-reviewed papers in 2012.
• Facilities (the Diamond Light Source, ISIS and CLF) were used in 2012/13 by over 4,200 unique users , in over 2,400 experiments, producing over 1,000 papers in peer-reviewed journals.

• Technology from CERN benefited the UK economy by over £100 billion every year.
• Funding the development of the UK’s space, internet and computer animation industries, returned over £500 billion to the UK economy per annum.
• Funded Innovation Campuses hosted over 230 enterprises and supported over 5,000 jobs.
• UK industry won £43 million in contracts from the international subscriptions funded, and had accumulated a total of £150 million since 2005.

• Funded research inspired future generations to study STEM subjects, attracting 90% of UK undergraduates to study physics, funded 782 PhD students  and 16,800 student training days.
• Between 2009 to 2012 public engagement programmes engaged people on 58 million occasions, with 2 million people engaged in face-to-face activities in 2013 alone.

ÖZ
Kuşaklar arasında gerek karakter gerek çalışma yöntemleri ve gerekse iş yerinden beklentilerde önemli farklılıklar gözlenebilmektedir. Farklı yaş gruplarının bir arada çalıştığı günümüz iş yerlerinde yaşanan sorunların önemli bir kısmı kuşaklararası algı, yöntem, uygulama ve iletişim farklılıklarından kaynaklanmaktadır. Bu nedenle işletme yönetimleri, 2000 Kuşağı (1982–2004 arası doğanlar) çalışanlarını gündemlerine alarak onları kazanmaya çalışmak ve X Kuşağı (1961–1981 arası doğanlar) veya daha önceki kuşaklardan olan yöneticilerini 2000 Kuşağı çalışanlarını yönetecek şekilde geliştirmek konuları üzerinde daha çok durmaya başlamışlardır. İşletmelerde 2000 Kuşağının uyum sorunlarını yönetim ilkeleri bakış açısıyla görebilmek ve organizasyonlardaki sorunların nedenlerini algılayabilmek için Henry Fayol’un 14 yönetim ilkesi ve araştırmacı Salih Serbest, danışman Doç. Dr. Hasan Latif ve Öğr. Gör. Barış Demir tarafından geliştirilen motivasyon araçları soruları kullanılmıştır. Bu kapsamda Türkiye’deki özel sağlık kuruluşlarının insan kaynakları yöneticileri ve diğer birim yöneticileri ile bir araştırma gerçekleştirilmiştir.
Araştırmada ilişkisel tarama modeli kullanılmıştır. Bu araştırmanın yöntemi, hem bu alanda yapılmış olan araştırmalardan yola çıkarak kavramsal bir temellendirmeyi amaçlayan ve belge toplamaya dayanan dokümantasyon yöntemine ve hem de Türkiye’deki özel sağlık kuruluşlarının insan kaynakları yöneticileri ve diğer birim yöneticilerinin kendi işletmelerindeki 2000 Kuşağının karşılaştıkları uyum sorunlarının Henry Fayol’un 14 yönetim ilkesi açısından incelenmesine dayalı olarak analiz ve yorumlama yapılmasına dayanmaktadır.
ANAHTAR KELİMELER: Kuşaklar, 2000 Kuşağı, Yeni İş Hayatı, İş Görme Anlayışı, İnsan Kaynakları Yönetimi

GENERATION 2000 IN TURKEY AND GENERATION 2000’S BUSINESS AND WORKING CONCEPT
ABSTRACT
Important differences can be observed between generations in terms of their characters and working methods and their expectations from the working place. The major reasons of the problems in today’s businesses where different age groups work together are intergenerational perception, method, practice and different sense of communication. Therefore, business executives started to focus on generation 2000 (the ones born between 1982–2004) with the aim of walking in the same shoes with them. To this end, business executives tended to evaluate generation X (the ones born between 1961–1981) employees and executives from previous generations to manage generation 2000 employees in a better way.
In this portfolio, to see the compliance issues through the perspective of management principles and in order to detect the causes of problems in the organizations of Generation 2000, 14 principles of management and the motivation tools questions, which are developed by Henry Fayol, are used by Salih Serbest, researcher; advisor Assoc. Prof. Hasan Latif and Lecturer Barış Demir. In this context, a research with human resources managers and other department managers of private health institutions in Turkey was organized.
“Relational check” model is utilized in this research, with two methodological approaches combined: On the one hand, the study is based on the documentary method which collects documents and utilizes the conceptual frameworks developed by other researches. On the other hand, it uses Henry Fayol’s 14 principles of administartion to detect the problems of the 2000 generation faced by administrative leaders of the human resources sector in the private health institutions in Turkey.
KEYWORDS: Generations, Generation 2000, New Work Life, Work Mentality, Human Resources Management

-Abstract-
In the fields of economics and finance, dominant paradigm is being questioned by the behavioral approaches. Classical assumption of homo economicus based on completely rational human being is challenged. In order to turn this imaginary being into a real human being is challenged, irrational parts of a human being are no longer ignored as exceptions. Emotive and cognitive factors that causes irrational results began to be examined. In the field of organizatonal behavior, conception of a human being aren`t ignored, but a struggle for control of these factors continues.Even though, it is obvious that behavioralist in the other fields shouldn`t have to re-invent concepts of behavioral approaches, there is an interesting gap in interdisciplinary studies with organizational behavior academicians. In this study field of behavioral finance will be analyzed from the organizational behavior perspective and the potentional challenges will be highlighted.

Keywords: Organizatonal Behavor, Behavioral Finance.

Bu çalışmada Makyavelizm, narsisizm ve psikopati üçlemesinden oluşan Karanlık Üçlü’nün (Dark Triad), bireylerin kariyer tercihlerini nasıl etkilediği Holland’ın mesleki ilgi kuramı ekseninde araştırılmıştır. Gerçekçi, araştırmacı, sanatçı, sosyal, girişimci ve geleneksel kariyer tercihlerinin, bireylerin Karanlık Üçlü eğilimlerine göre değişiklik gösterip göstermediği, bu değişikliklerin demografik yönden farklılık gösterip göstermediği araştırılmıştır. Elde edilen bulgular doğrultusunda gelecek çalışmalara ışık tutulmuş ve bazı önerilere yer verilmiştir.
Bu çalışma İşletme bölümü öğrencileri üzerinde yapılmıştır. Çalışmaya toplamda 418 katılımcı iştirak etmiştir. Katılımcıların 196’sı erkek, 222’si ise kadındır.
Çalışmada bulgulara ulaşmak amacıyla açımlayıcı faktör analizi, doğrulayıcı faktör analizi, yapısal eşitlik modeli, korelasyon analizi ve çok boyutlu örnekleme analizi kullanılmıştır. Çalışmada kullanılan ölçeklerin güvenilirliği doğrulanmıştır. Hipotezler sınanması sonucunda 18 hipotezden 4 tanesi desteklenmiştir. Çalışmada elde edilen sonuçlar literatür kapsamında tartışılmıştır.

This research, conducted by the author when a Senior Researcher at Newcastle University, UK, was funded by a UK governance organisation to help them assess, integrate and improve their understanding of the governed population.

ABSTRACT: Governance organisations have been urged to develop more holistic evidence-based approaches with partners to better deal with issues affecting the governed population. This presupposes an understanding of the population, yet there has been little research work addressing how governance organisations come to understand their governed population, nor how this understanding can be improved upon within such organisations.

This case study examined in-depth how understanding of a governed population was developed within one UK local governance organisation and it explored how such understanding might be developed and improved through more holistic and evidence-based organisational learning within the organisation and its governance partnerships.

The research methodology involved placement within the governance organisation, participant observations on several projects and innovative initiatives, observations within, across, and outside the organisation, and also interviews with varied key stakeholders.

The study examined:

- stakeholder engagement and networks
- current and varied understandings of the population
- mechanisms actually used for developing understandings
- the influence of context on organisational learning

and analysed these to arrive at a recommendations to improve organisational understanding of the governed population.

In the case studied, significant strengths were found: including innovative past learning trials for development, extensive ongoing networking activities, and many varied and accumulating quantitative datasets available across partnerships.

However, entrenched organisational approaches and practices constrained the development of holistic evidence-based understanding, for instance: the absence of systematic maintained collective learning processes; weak recording and forgetting of understandings; methodological exclusion of stakeholders from the development of understanding; the relative neglect of qualitative data, explanations, investigations, interpretations, and reflexivity; and also implicit organisational acceptance of such limitations and low aspirations.

Nonetheless, untapped opportunities existed to enable change including: latent practitioner knowledge and innovative management champions, the desire for improvement and raised aspirations within learning networks, and the development potential of alterative learning approaches.

It was concluded that more holistic evidence-based understanding was possible, but required new learning approaches beyond those then in use in both local government or academia.   

Recommendations are made to utilise and develop improved organisational learning approaches trialed and reported in the case study.

It is argued that the case study findings, conclusions, and recommendations may be applicable to other similar local governance organisations and partnerships that seek to better understand local populations, services and interventions.

The work was also submitted for, and awarded, an MPhil (at Newcastle University, supervised by Prof. Patsy Healy)

ABSTRACT :
Organization is the place which are several people work together to achieve their vision. People who are get involved  in organization have different potency, creativity,competent, and also character. Eventhough they are different, they agree to reach the same vision.They desire to make good organization. Good organization is not always about profit that could be made or  how dominant this organization. It is about value which was embedded. Value can result relations, specialization in every person, vision that is reached, and many more. Value was arranged in principles. Many thinker in management design good principles  for their organization and company.All  principles was designed , but  ten important points which are generally good to be used  in organization. This journal represent good principles and specimen from every principles.  These principles focus on how to be good organization in long-term and also can effect all aspects in organization. These aspects are about relations between leaders and employees, effectiveness and efficiency on working, flow of communication, etc. If these principles was embendded and obtained by every person in organization, people will see outcome for a long time.

Keywords : Organization, Organization principles

Responsibility is an overarching concept of governance and public administration. More so, responsibility is an archaic notion that makes governance and public administration a crucial state as it is one of the determining factors in the effective and efficient delivery of goods and services to the public. Furthermore, responsibility is an intertwined concept of governance and public administration as without it, governance and public administration lose its importance.

Bu çalışmanın amacı, Süleyman Demirel
Üniversitesi’nde girişimcilik dersi alan öğrencilerin kişilik
özellikleriyle girişimcilik eğilimleri arasındaki ilişkiyi
incelemektir. Araştırmanın evrenini Isparta’da eğitim
gören Süleyman Demirel Üniversitesi girişimcilik dersi
alan öğrenciler oluşturmaktadır. Araştırmanın örneklemini ise 12 fakülteden seçilen 647 lisans öğrencisi
oluşturmaktadır. Beş Faktör Kişilik Ölçeği ve girişimcilik
eğilimi ölçeğinden yararlanılmıştır. Elde edilen veriler
SPSS programı kullanılarak analiz edilmiştir. Araştırma
girişimcilik dersi alan öğrencilerin girişimcilik eğilimlerinin belirlenmesi ve kişilik özelliklerinin girişimcilik
eğilimleri üzerindeki etkilerinin saptanabilmesi açısından
önem taşımaktadır. Bu araştırma gelecekteki araştırmalarda girişimcilik dersi alan öğrenciler ile almayan
öğrencilerin girişimcilik eğilimlerinin kıyaslaması açısından fayda sağlayacağı düşünülmektedir. Dolayısıyla bu
çalışmada öğrencilerin kişilik özellikleri ile girişimcilik
eğilimleri ilişkisi tespit edilmeye çalışılmıştır. Dışadönüklük, Deneyime Açıklık, Uyumluluk, Özdisiplin
kişilik özellikleri girişimcilik eğilimine pozitif yönde etki
ederken Nevrotiklik kişilik özelliğinin girişimcilik eğilimine negatif etki ettiği gözlemlenmiştir. Ayrıca öğrencilerin okudukları fakülteye, cinsiyete, medeni durumlarına ve çocukluk yıllarını geçirdikleri yerlere göre
girişimcilik eğilimlerinin farklılaşıp farklılaşmadığına
bakılmış ve herhangi bir farklılaşma tespit edilmemiştir

Bu çalışma işletmelerdeki çalışanların örgütsel yalnızlık, iş tatmini ve işten ayrılma niyeti arasında
nasıl bir ilişki olduğunu belirlemek amacıyla tasarlanmıştır. Literatürde örgütsel yalnızlık iş tatmini
arasında ya da iş tatmini işten ayrılma niyeti arasında ki ilişkiye yönelik olarak sınırlı sayıda araştırma
mevcuttur. Araştırma amacı doğrultusunda Konya il merkezindeki iki adet kamu bankasının 182
çalışanından anket tekniği ile veriler toplanmıştır. Elde edilen veriler, açımlayıcı faktör analizi
korelasyon analizi ve regresyon analizi ile değerlendirilmiştir. Yapılan analizlerin sonuçlarına göre
örgütsel yalnızlığın iş tatminini olumsuz etkilediği ve işten ayrılmayı tetiklediği söylenebilir. Ayrıca
yapılan analize göre iş tatmininin işten ayrılma niyetini azalttığı sonucuna ulaşılmıştır.

The study set out to assess the influence of enterprise resource planning (ERP) system software on the value chain process of multinational enterprises (MNEs). This was achieved through the literature review that addressed the relation between the value chain approach as a strategic tool and ERP system theory. The ERP system is positioned as a total solution for the MNE, and it contains the best business practices that are derived from the various generic business functions of the value chain architecture and configuration. A set of research hypotheses was developed, which were tested in accordance with the research methodology and the design issues for the qualitative study. The different chapters evolved along with a case study of an ERP system, namely Axapta software. For the quantitative study, preliminary interviews were conducted to select the MNEs that use SAP software. Thereafter a self-administered survey was applied relating to the strategy and the value chain integration through the ERP system to the MNE's ERP system users. The research results in the qualitative study show that for ERP software to integrate the MNE's functional activities and processes in the value chain system globally and effectively, it has to position itself as a value chain system with e-business mechanisms. In addition it has to suit the global ERP characteristics as an information interchange, sharing and service. It has to be a flexible and comprehensive, modular, open, integrated and multifunctional system, with an option to customisation in selecting modules that best suit the MNE's management to craft its business's activities. The above was proved through the analyses of Axapta software attributes by means of a technical strategic planning tool, namely the value chain approaches, and the strategic supply chain factors for ERP software evaluation. Axapta software met the requirements of a general and global ERP system model and it is indeed a value chain system. The following statement can be cited as the most important findings of the qualitative study: For the MNE to derive value from ERP system integration and utilisation, the strategic information technology (IT) plan has to be formulated and followed in order to measure the beneficial cost and efficiency of implementing the ERP system, and to assess the suitability of ERP software during the selection process in accordance with the MNE's objectives that will facilitate the success of ERP implementation usage. ERP software adopted for the MNE has to include the international architecture and configuration types that align with the MNE’s strategy and Internet application. This must include all the necessary value chain functional modules relating to the ERP system as an integrating tool that will influence the MNE to align its strategy to gain competitive advantage. Consequently, such an ERP system will allow the MNE to strengthen and integrate all its applications and activities in the value chain system. As a result the different organisational suppliers and partners must be linked with the MNE's value chain system to enhance the operational sites' users to operate efficiently, more reliably and in co-ordination with the MNE. The necessary information and data must be available across the entire organisation's system from the trading partners to the customers so that they can be satisfied on with the necessary urgency. In the statistical analysis conducted from the self-administered survey, the major finding is the positive view of the employers and employees of the customisation of ERP, i.e. SAP software, which helps MNEs to craft the software according to their objectives and with the use of a strategic IT plan. In conclusion the study highlighted the inseparability of ERP system theory from the value chain approaches. Therefore, the study came to position ERP system theoretically as an evaluative tool and technically as a value chain system that becomes an evaluative tool for ERP software activities assessment. Moreover the study pointed out the importance of the use of a strategic IT plan within the MNE. However, the main contribution and value of this study is obviously to assist any MNE in the process of migrating business systems. The methodical approach facilitates the selection and the evaluation of ERP software requirements within an organisation, which can meet its growth targets and objectives. Thus, the strategic supply chain factors for ERP software evaluation and the application of the value chain approaches discussed in this study will contribute to the acquisition of fit and compatible ERP software. The choice of the right ERP software will definitely allow MNEs to derive the benefits of the ERP system across its entire value chain sites (nationally and internationally). It can be concluded from this study that any organisation wanting to invest in ERP system implementation must apply the methodical approach formulated in this study by the researcher. It is recommended that the assessment of an ERP system's modular and functional activities, together with the organisation's value chain activities, be given priority before the acquisition and adoption of the ERP system.

Özet Bu araştırmanın amacı, uçak bakım sektöründe iş yükü ve zaman baskısı nedeniyle meydana gelmiş bir uçak olayını insan faktörü açısından incelemektir. Araştırmada nitel araştırma desenlerinden örnek olay yöntemi kullanılmıştır. Bu uçak olayının uçağın ana iniş takımlarının değişimi sırasında bakım teknisyeninin sağ iniş takımı titreşim damperi borusunu ana hidrolik sistemine takmaması ve süpervizörün bu bakım işlemini kontrol etmemesi nedeniyle meydana geldiği görülmüştür. Bu nedenle, uçağın bu bakımı takiben yaptığı ilk uçuşundan sonra piste teker koyduğu sırada sağ iniş takımında sert bir sarsıntı hissedilmiş, uçak sağa doğru sapmış ve sonrasında sağ ana iniş takımında ciddi hasar meydana gelmiştir. Olaya neden olan asıl kök sebeplere bakıldığında, aşırı iş yükü ve zaman baskısının bakım teknisyeni ve süpervizörün performansını etkilediği ve insan faktörü kaynaklı hata yapmalarına yol açtığı görülmüştür. Araştırmanın gerçek bir olayı ele alması, bu olaydaki insan faktöründen kaynaklı hataların uçuş emniyetini nasıl riske ettiğini ortaya koyması ve uçak bakım sektörü ile ilgili literatüre yapacağı katkıdan dolayı önem arzettiği söylenebilir. Anahtar Kelimeler: Uçak bakım, iş yükü, zaman baskısı, insan faktörü, uçuş emniyeti Abstract The aim of this study is to examine an aircraft incident that occurred due to the workload and time pressure in the aircraft maintenance from the view of the human factor. The case study method, one of the qualitative research designs, was used in the study. It was seen that this aircraft incident occurred because the maintenance technician didn't install the right landing gear shimmy damper line to the main hydraulic system during the replacement of the main landing gear of the aircraft and the supervisor didn't control this maintenance operation. For this reason, after the first flight of the aircraft following this maintenance, when the aircraft put a wheel on the runway, a hard vibration was felt on the right landing

BACKGROUND: Fishbone diagrams have been widely promoted as a systems-focused hazard analysis tool for use in root cause analysis, but they suffer from a number of structural weaknesses, including a unidirectional structure that only takes into account forces that promote an accident (ignoring those that make the accident less likely or less severe) and a means of displaying these forces that does not convey any difference in strength of influence. In a separate but related issue, many healthcare organizations suffer from a lack of change management expertise.

PROPOSED SOLUTION: To address these concerns, I present a novel technique, the Lovebug diagram, which draws from both Fishbone diagrams and force-field analysis (an approach to analyzing planned change). This new technique adds value to both its progenitor methods, while retaining their key strengths and ease of use. It can be used both prospectively, to assess planned changes, and retrospectively to assess unplanned (accidental) departures from the status quo.

DISCUSSION: The Lovebug diagram is a more powerful analytical tool than its progenitor methods; however, overall adoption of systems-focused tools for root cause analysis remains suboptimal. Additional research is needed to determine how best to promote a truly systems-focused approach to healthcare root cause analysis. Beyond this retrospective use of the technique, it represents a simple tool to assist healthcare organizations with prospective change management.

Available from: http://cri.sagepub.com/content/early/2013/10/25/1356262213510855.abstract

Purpose-This study aims to demonstrate how greenwashing perceptions shape the effect of environmental concern on post-millennials purchasing behavior. Design/methodology/approach-Based on 174 responses gathered through a street survey method from 5 different universities in Turkey, data are analyzed using the statistical package for social sciences software (SPSS 16.0). Principal component analysis is performed to assess the differentiation in factors. Multiple regression analysis is used to examine the effects of the items on the post-millennials purchasing and recommendation behavior. Findings-The main findings revealed that the environmental concern trait of post-millennials triggers their green purchasing behavior. When the concern on green products is high, the awareness of perceiving that ''if the product is actually green or pretending to be green'' is high. When the postmillennials take the greenwashing perception into account, their environmental concern has...

In the highly competitive environment of the business world, organizations implement human resource policies and practices to increase the motivation and performance of employees. Efforts to keep employee turnover at minimum levels are directly proportional to employee satisfaction and their willingness to stay in the organization. Employees' dissatisfaction, leaders' attitudes and behaviours, human resources policies determine the life of the organizations. The increase in the employment turnover rate can decrease the performance of the organization, bring additional costs and cause employee trainings to be ineffective. In particular, the qualified employees can easily leave the organization if they do not like the management approach leads to the formation of different management understandings and perspectives. The leadership style of the managers and the human resources policies can shape the future of the organizations. Therefore, it is important to conduct studies in this field to help the senior managers to make decisions and demonstrate their leadership roles. The sample of this study consists of 498 white-collar employees working in the private and public sector. The findings were subjected to factor and reliability analyses by using IBM SPSS 23 program. The hypotheses were tested by regression analysis and the results were evaluated and presented accordingly.

Özet
Bu araştırmanın amacı, çalışanların işyeri nezaketsizliği ile örgütsel sinizm ve alt boyutlarına ait algıları arasındaki ilişkileri ve işyeri nezaketsizliğinin örgütsel sinizme olan etkisini tespit etmektir. Araştırmanın örneklemini, Bursa ilinde otomotiv sektöründe faaliyet gösteren bir fabrikadaki mavi yakalı 123 imalat çalışanı oluşturmaktadır. Yapmış olduğumuz literatür araştırmasından sonra, anket tekniği ile elde ettiğimiz veriler, korelasyon ve basit doğrusal regresyon analizleri ile değerlendirilmiştir. Korelasyon analizine göre, çalışanların işyeri nezaketsizliği ve örgütsel sinizm ve alt boyutlarına ait algıları arasında pozitif ilişkiler olduğu görülmüştür. İşyeri nezaketsizliği ile genel olarak örgütsel sinizm ve alt boyutu olan duyuşsal sinizm arasında güçlü; bilişsel ve davranışsal sinizm alt boyutları ile orta dereceli pozitif ilişkilerin olduğu tespit edilmiştir. Regresyon analizine göre ise, işyeri nezaketsizliğinin örgütsel sinizmi pozitif yönde etkilediği görülmüştür.
Anahtar Kelimeler: İşyeri Nezaketsizliği, İşyeri Kabalığı, Örgütsel Sinizm

-Özet-
Dünün örgütlerinde akılcılık, örgütleri başarıya götüren temel faktör olarak görülmekteydi ve örgütlerde duygulara yer verilmemekteydi. Oysa ki günümüzde hızla meydana gelen değişimler, insanların sadece akılcılık yaklaşımıyla başa çıkamayacakları bir örgütsel ortam yaratmıştır. Bu ortamda duygusal zeka insanların ve örgütlerin başarısını etkileyen temel bir unsur olarak ortaya çıkmıştır.Örgütlerde duygusal zekanın kazandığı öneme paralel olarak, liderlik yaklaşımları da değişim geçirmeye başlamıştır. Günümüz örgütleri, liderlikte sadece akılcılık yaklaşımı temeline dayanan edimsel davranışları bırakarak, liderin izleyicilerle olan ilişkisindeki duygusal boyutları da ele alan dönüşümcü davranışlara yönelmektedir. Dönüşümcü liderlik davranışı yaklaşımı yapısı itibariyle duygusal zekadan doğrudan etkilenmektedir.Bu çalışmada, birinci bölümde öncelikle duygu ve zekaya ilişkin temel kavramlar ve duygusal zeka modelleri tanımlanmaktır. İkinci bölümde liderlik kavramı tanımlanarak liderlik kuramlarının gelişimi incelenmekte ve dönüşümcü liderlik davranışının neden en etkin neo-karizmatik liderlik kuramı olduğu açıklanmaktadır. Üçüncü bölümde duygusal zeka ve dönüşümcü liderlik arasındaki ilişki açıklanmakta ve bu ilişkiyi araştırmak için oluşturulan çalışmanın kuramsal çerçevesi oluşturulmaktadır. Dördüncü bölümde araştırmanın yöntemi anlatılmaktadır. Beşinci ve altıncı bölümlerde araştırma bulguları anlatılmakta ve çalışmanın hipotezleriyle karşılaştırılmaktadır. Araştırmanın verileri rastlantısal olmayan örneklem yöntemiyle seçilen 106 yönetici ve 32 öğretim üyesinden elde edilmiştir. Sonuçlar, duygusal zeka boyutları ve onlarla ilişkili olan dönüşümcü liderlik davranışı boyutları arasında olumlu bir ilişki olduğunu ve özellikle duygusal zeka boyutlarından sosyal becerilerin dönüşümcü liderlik davranışı boyutları üzerinde büyük bir etkisi olduğu göstermektedir. Bunun yanı sıra, kişinin duygusal zekasının ve dönüşümcü liderlik davranışının yaptığı işe gore farklılık gösterdiği ve duygusal zeka boyutlarının dönüşümcü liderlik davranışı boyutlarının üzerindeki etkisinin kişinin çalıştığı işe göre değiştiği bulgularına ulaşılmıştır.

Anahtar Kelimeler: Duygusal Zeka, Dönüşümcü Liderlik, Örgütsel Davranış.

-Abstract-
In the past, rationality was seen as the main factor that leads to organizational success and emotions were ignored. But today, the rapid changes created an organizational environment, whose challenge can’t be met by using rationality alone. In this environment, emotional intelligence comes on the scene as a principal factor that effects people’s and organizations’ success.Parallel to the growing importance of emotional intelligence in organizations, leadership approaches also began to change. Today’s organizations are leaving the transactional leadership behaviours that depends on only rationality and moving towards transformational leadership behaviours that takes emotional dimensions into consideration. Because of its structure, transformational leadership behaviour approach is directly affected by emotional intelligence.In this study, in the first section basic terms concerning emotions and intelligence and models of emotional intelligence are defined. In the second section, leadership is defined, leadership theories are examined and the reasons of transformational leadership for being the most effective neo-charismatic leadership theory are explained. In the third section, the relationship between emotional intelligence and transformational leadership is explained and the theoretical framework for examining this relationship is constructed. In the fourth section research methodology is defined.In the fifth and the sixth parts, research findings are explained and compared with study’s hypothesis. Research’s sample data consists of 106 managers and 32 academic personnel that were chosen by non-random sampling method. Results show that there is a positive relationship between emotional intelligence dimensions and transformational leadership behaviour dimensions. Especially, the social skills dimension of emotional intelligence has a great impact on transformational leadership behaviour dimensions. Also, there are other findings that shows a person’s emotional intelligence and transformational leadership behaviour changes according to his/her job and effect of emotional intelligence dimensions on transformational leadership behaviour dimensions change according to his/her job.

Keywords: Emotional Intelligence, Transformational Leadership, Organizational Behavior.

-Özet-
Çalışmanın temel amacı günümüz örgütleri için oldukça önemli bir kavram olan duygusal zeka kavramını duygu-zeka ilişkisinin tarihsel gelişimi ışığında bütünleşik bir çerçevede irdelemektir. Duygusal zeka kavramını inceleyen bir çok çalışma bulunmakla birlikte bu çalışmaların duygu ve zeka kuramları ile duygu zeka ilişkisine ilişkin tarihsel perspektif çerçevesinde yeterince irdelenmemiş olması konunun geniş bir açıdan incelenmesi önündeki önemli engellerden birini oluşturmaktadır. Bu doğrultuda yapılan geniş literatür taraması ışığında çalışmada öncelikle duygu, zeka kavramları, bu kavramlara ilişkin yaklaşımlar incelenmekte, antik Yunan'dan bu yana süregelen akıl-duygu mücadelesi, bu mücadelenin altında yatan temel varsayımlar, aklın tartışılmaz egemenliği ve bu egemenliğin sarsılmasıyla ortaya çıkan duygusal zeka kavramı tartışılmaktadır. Daha sonra oluşturulan kuramsal çerçeve kapsamında bugüne kadar duygusal zeka kavramını farklı yaklaşımlar ile ele almış dört ana model, bu modelleri oluşturan temel kavramlar, varsayımlar, boyutlar ve kullanılan ölçüm araçları detaylı bir biçimde incelenmektedir. Çalışmada son olarak duygu-zeka ikileminin örgütsel yansımaları ve duygusal zekanın günümüz örgütleri için önemi üzerinde durulmaktadır.

Anahtar Kelimeler: Duygu, Zeka, Duygusal Zeka, Akılcılık Efsanesi, Örgütlerde Duygu.

-Abstract-
Main goal of this study is to examine the concept of emotional intelligence in an integrated framework that considers historical evolution of emotion-intelligence relation. Even though there are many studies examining emotional intelligence, these studies' lack of historical perspective of emotion and intelligence theories and emotion-intelligence relation, becomes one of the main obstacles of examining the subject in depth. In order to overcome this obstacle, this study is based on a comprehensive literature survey that examines emotion-intelligence concepts,theories on the concepts, the struggle of these two since the Ancient Greece. This struggle's main assumptions, rationality's indisputable dominance and emotional intelligence concept that is formed by this decline in this dominance are also evaluated. Then four main emotional intelligence models,the main concepts, assumptions, dimensions and measurement instruments that underly the models are examined in a theoretical framework. Finally, the organizational impacts of emotion-intelligence dilemma and importance of emotional intelligence for today's organizations is examined.

Keywords: Emotion, Intelligence, Emotional Intelligence, Myth of Rationality, Emotion in Organizations.

This paper identifies and prioritizes the main contributing factors related to runway excursions that occur during the landing procedure of medium-and large-sized commercial aircraft. The literature available and expert research indicate that adverse conditions during the landing procedure mainly occur when there is a failure in braking or when the airport runway is unfavorable for landing. In order to identify the main human, organizational, airport and environmental factors which influence the landing procedure, accident and incident reports from the National Transportation Safety Board (NTSB) database were analyzed between 2005 and 2015. The identified factors were analyzed using an accident model and prioritized according to the probability of occurrence obtained through Bayesian Network. Thus, the results obtained allow the selection of the factors that should be prioritized by the competent agencies in order to collaborate with the management of safety in air transportation and to reduce runway excursions during the landing procedure of these aircraft. The methodology used and the results found are the main contributions of this study.

The purpose of this study is to explore the relationship between organizational justice and job satisfaction of health employee and to reveal whether or not differences according to socio-demographic characteristics of employees. Organizational justice scale that was developed by Niehoff and Moorman (1993) and Minnesota Job Satisfaction Scale that was developed Weis and colleagues (1967) were used as data collection tool in the study. The survey was administrated in a public hospital in Sakarya between May 30 and 30 June 2011. The validity and reliability of data obtained from the survey was measured using analysis confirmatory factor analysis and Cronbach's alpha coefficient. Path analysis, descriptive statistical methods, one-way variance analysis and independent samples t test were used for analyzing of the data. Results were evaluated in 95% confidence interval, p <0.05 significance level. According to findings from the Path analysis, there were high level of covariance r...

Sinop turizmi içinde önemli kültürel değerler arasında yer alan Sinop Tarihi Cezaevi her yıl hüzün turizmi kapsamında seyahat eden birçok turistin ilgi alanına girmektedir. Bu çalıĢma kapsamında Sinop Tarihi Cezaevini ziyaret eden turistlerin performans beklentileri ile ziyaret sonrası algıladıkları performans durumları ele alınacaktır. Turistlerin beklentileri doğrultusunda da Tarihi Cezaevi yönetimine yönelik paydaĢların nitelikleri ve etkilerinin belirlenmesi çalıĢmanın amacını oluĢturmaktadır. ÇalıĢmada nitel araĢtırma yöntemlerinden görüĢme tekniği ile cezaevini ziyaret eden turistlerden ve ilgili paydaĢlardan veriler toplanmıĢtır. Turistlerin çoğunluğu cezaevinin genel çevresinin ve ziyarete açık alanların kirli ve bakımsız olduğunu, sesli ve görsel bilgilendirmelerin de yeterli olmadığını belirtmiĢtir. Bununla birlikte tarihi dokunun bozulmaması ve kasvetli havanın kendilerine burada yaĢanmıĢlıkların verdiği acıyı hissettirdiğini belirtmiĢtir. PaydaĢlardan elde edilen bilgiye göre ise; AB projesi kapsamında gerçekleĢtirilecek Alan Yönetimi Projesi süre aĢımı nedeniyle iptal edilmiĢ ve yeniden yapılanma sürecindedir.
Anahtar Kelimeler: Sinop Tarihi Cezaevi, PaydaĢ Analizi, Hüzün Turizmi

Purpose This study aims to demonstrate how greenwashing perceptions shape the effect of environmental concern on post-millennials purchasing behavior. Design/methodology/approach Based on 174 responses gathered through a street survey method from 5 different universities in Turkey, data are analyzed using the statistical package for social sciences software (SPSS 16.0). Principal component analysis is performed to assess the differentiation in factors. Multiple regression analysis is used to examine the effects of the items on the post-millennials purchasing and recommendation behavior. Findings The main findings revealed that the environmental concern trait of post-millennials triggers their green purchasing behavior. When the concern on green products is high, the awareness of perceiving that “if the product is actually green or pretending to be green” is high. When the post-millennials take the greenwashing perception into account, their environmental concern has lower effects on...

This research was funded by, and implemented within, a UK national research organisation, while the author was the KE and Impact Evaluation Manager responsible for assessing impact on a £15m UK government-funded research programme.

This work was also submitted as the authors MBA dissertation which was accepted and awarded in 2009.

ABSTRACT: A methodology and methods ‘toolbox’ is proposed for conducting impact research and assessment from within research programmes. The emphasis is upon how to clarify and assess the wider impacts from the early stages onwards.

The approach explicitly acknowledges, and attempts to address, the known issues and challenges of impact assessment while drawing upon the resources and opportunities available to research managers and researchers within such programmes.

The study has two triangulating foundations. Firstly, it examines the academic literature to help identify and design the pilot methodology and methods. Secondly it trials these in a real programme to both test and improve them.

The study was conducted over one year within one leading UK research organisation, where two research programmes (and around 60 research projects of £15m total value) were being assessed for their impacts. The study draws upon actual impact management experience and reflection, prospective (ex ante) and retrospective (ex post) assessments, participatory contributions from leading researchers undergoing assessment, and consultation with external users. The findings of this study outline the pilot and its first iteration. Recommendations are made for improvement to the methodology and methods.

A subsequent follow-on bid to UK government incorporating the impacts identified from implementing this methodology, successfully led to a further £15m of government funding.

It is expected the pilot methodology and methods will be applicable to other organisations, conducting and funding such research programmes, required to research and assess the wider research impacts.

Although primary focus of implemetation trials was upon research in physical sciences, technology, high-tech engineering, computing/IT, and environment, the wider literature study, the methodology design and justification, the methods proposed and used, and the resulting general recommendations and lessons are expected to apply more broadly to many other research areas, where the impact is to be found more widely in the society, economy, government or public sector or within organizations, policies, professions or the public.

Interest in this work is expected from research programme managers, impact managers and assessors, management consultants advising in this area, and government funding managers, all seeking to embed a developing approach to understand, capture, and enhance wider impact.

"we must say that the postcolony is a period of embe dding , a space of prolife rat ion that is not solely dis order, chance, and madness, but eme rges from a sort of violent gust, wit h its languages, its beauty and ugliness , its ways of s umming up t he w orld".-Achille M bembe, On the P ostcolony, 2001, p.242 Mbembe's Postcolony 'Since the beginning of the eighteenth century, Blackness and race have constituted the (unacknowledged and often denied) foundation…from which the modern project of knowledge-and governance-has been deployed.' Some of the introductory words to Achille Mbembe's 2017 book 'Critique of Black Reason' give us an insight into his ambitious and, as has been argued in this thesis, vital intellectual project. Mbembe's epistemological position also explains why his work is of such consequence for a thesis that aims to write 'against the grain' of mainstream models of critique in organization, business and management studies-that aims to do postcolonial ethnography at a bank technology centre in the UK in the late noughties. As we have discussed in chapter 1, questions of race in organization remain a somewhat taboo concern for many scholars in business, management and organization studies, and postcolonial themes circulate on the periphery of mainstream debates...

Strategic management is the art and science of formulating, implementing and evaluating cross functional decision, in short, it is defined as the way and manner an organisation plans for the future. Strategic management involves setting goals, objectives, analysing the competitive environment, analysing the internal organisation environment, evaluating strategic and ensuring that management rolls out strategies that helps an organisation achieve its goals. The banking sector like other sectors benefit a lot from the practice of strategic management. This helps the banks to plan ahead for the future, make healthy projections, eliminating threats, assessment of the performance in conformity with the goals of the organisation. All Nigerian banks are under the corporate regulation of the Central Bank of Nigeria (CBN); which ensures that the banks management adhere strictly to best international practices in banking. This research work assesses the strategic management practices of Nigerian banks with a special focus on Fidelity Bank Plc.

Controversies surrounding the behaviour of ministers and high profile leaders seem to be commonplace in public life. That there has been a resurgence of interest in the study of ethics is not surprising. The spotlight on ethics in the public domain has been due in part to the crisis in confidence about government and a lack of public trust in organisations. Furthermore, a complex organisational environment where managers are being required to juggle a 'multitude of competing obligations and interests' (Cooper 1998, p. 244) has provided fertile around for the emergence of ethical dilemmas. In this paper we put forward a tentative model that reveals important inputs that bear upon an individual, such as a public sector manager, who is confronted with an ethical dilemma. In the final part of the paper we illustrate the model's efficacy with an ethical dilemma described by a retired senior public servant to determine whether the model works in practice.