المركز الرئيسي لولاية نجري سمبيلن- (TNB) التغيير التنظيمي وعلاقته بالثقافة التنظيمية دراسة ميدانية على مؤسسة
The study aims to highlight the importance of organizational change in a contemporary business organizations, and show the extent of interest of these organization toward it. The study also aim to clarify the importance of the physical aspects of the culture of the organization and its relationship...
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Universiti Sains Islam Malaysia |
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Organizational change--Malaysia Corporate culture--Malaysia |
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Organizational change--Malaysia Corporate culture--Malaysia Nadya Ahmad Ali Saeed المركز الرئيسي لولاية نجري سمبيلن- (TNB) التغيير التنظيمي وعلاقته بالثقافة التنظيمية دراسة ميدانية على مؤسسة |
| description |
The study aims to highlight the importance of organizational change in a contemporary business organizations, and show the extent of interest of these organization toward it. The study also aim to clarify the importance of the physical aspects of the culture of the organization and its relationship to the success of organizational change in it. To achieve these goals, questionnaire has been developed and designed as a tool for data collection, where it was distributed to members the sample's (20 members), who represent the community overall study. The researcher adopted survey sample approach due to the small size of the study population, where it involved community managers of department and head of departments as the center staple of the mandate of Negeri Sembilan Company (TNB), Malaysia. The data has been analyzed by using the package Statistical Social Sciences (SPSS17), and that by relying on averages and standard deviations, correlation coefficient Pearson, linear regression analysis, as well table of descent, iterative, to ensure the validity of the model, and knowledge of the effects of the independent variable on the variable Centre. The study found several results including : Confirm the study in both its theoretical and field the importance of regulatory changes to keep up with what is happening from changes in the environment surrounding the organization. Furthermore the elements of the physical component of the organizational culture, an effect in an effective and strong cultural dimension within the organization, which is the most highlighting features of the physical identity of the organization, which is also a reflection of the physical component of the moral culture of the matrix. The main results of the study also: the study confirmed that the relationship between the successes of the organization of the regulatory changes, and between the elements of the physical component of the organizational culture, is a direct correlation indirectly. Based on these overall results, some general recommendations can be summarized as follows: Take the organizational change essential input to achieve the goals, so you must provide all the necessary ingredients to ensure that any process of changing the organization, whatever its scope (technical, structural, behavioral) and adaption of a specific model to carry out organizational changes and must include a vision of relationship of the model system of organizational change in different systems within the organization, especially the cultural system. They need to create balance between what is spent from the funds of the component elements of the material and the degree of utilization of these elements in the administrative processes, and through the development of plans and strategies, especially this aspect within the plans and strategies. |
| format |
Thesis |
| author |
Nadya Ahmad Ali Saeed |
| author_facet |
Nadya Ahmad Ali Saeed |
| author_sort |
Nadya Ahmad Ali Saeed |
| title |
المركز الرئيسي لولاية نجري سمبيلن- (TNB) التغيير التنظيمي وعلاقته بالثقافة التنظيمية دراسة ميدانية على مؤسسة |
| title_short |
المركز الرئيسي لولاية نجري سمبيلن- (TNB) التغيير التنظيمي وعلاقته بالثقافة التنظيمية دراسة ميدانية على مؤسسة |
| title_full |
المركز الرئيسي لولاية نجري سمبيلن- (TNB) التغيير التنظيمي وعلاقته بالثقافة التنظيمية دراسة ميدانية على مؤسسة |
| title_fullStr |
المركز الرئيسي لولاية نجري سمبيلن- (TNB) التغيير التنظيمي وعلاقته بالثقافة التنظيمية دراسة ميدانية على مؤسسة |
| title_full_unstemmed |
المركز الرئيسي لولاية نجري سمبيلن- (TNB) التغيير التنظيمي وعلاقته بالثقافة التنظيمية دراسة ميدانية على مؤسسة |
| title_sort |
المركز الرئيسي لولاية نجري سمبيلن- (tnb) التغيير التنظيمي وعلاقته بالثقافة التنظيمية دراسة ميدانية على مؤسسة |
| granting_institution |
Universiti Sains Islam Malaysia |
| url |
https://oarep.usim.edu.my/bitstreams/3d1e2daa-951d-4d70-bbd6-819a9405ffdb/download https://oarep.usim.edu.my/bitstreams/501f51f1-b7b3-4290-a4bc-d7eae7ef87d8/download https://oarep.usim.edu.my/bitstreams/7b79e225-4e84-4e91-af6b-c47f09187406/download https://oarep.usim.edu.my/bitstreams/6820d2c2-75f6-42a3-9d78-ee90385b3799/download https://oarep.usim.edu.my/bitstreams/7736f07c-465d-49fa-8567-8ae3a9db0593/download https://oarep.usim.edu.my/bitstreams/c49017ba-c292-46fb-a948-a57a51123e59/download |
| _version_ |
1812444661628796928 |
| spelling |
my-usim-ddms-129262024-05-29T18:14:35Z المركز الرئيسي لولاية نجري سمبيلن- (TNB) التغيير التنظيمي وعلاقته بالثقافة التنظيمية دراسة ميدانية على مؤسسة Nadya Ahmad Ali Saeed The study aims to highlight the importance of organizational change in a contemporary business organizations, and show the extent of interest of these organization toward it. The study also aim to clarify the importance of the physical aspects of the culture of the organization and its relationship to the success of organizational change in it. To achieve these goals, questionnaire has been developed and designed as a tool for data collection, where it was distributed to members the sample's (20 members), who represent the community overall study. The researcher adopted survey sample approach due to the small size of the study population, where it involved community managers of department and head of departments as the center staple of the mandate of Negeri Sembilan Company (TNB), Malaysia. The data has been analyzed by using the package Statistical Social Sciences (SPSS17), and that by relying on averages and standard deviations, correlation coefficient Pearson, linear regression analysis, as well table of descent, iterative, to ensure the validity of the model, and knowledge of the effects of the independent variable on the variable Centre. The study found several results including : Confirm the study in both its theoretical and field the importance of regulatory changes to keep up with what is happening from changes in the environment surrounding the organization. Furthermore the elements of the physical component of the organizational culture, an effect in an effective and strong cultural dimension within the organization, which is the most highlighting features of the physical identity of the organization, which is also a reflection of the physical component of the moral culture of the matrix. The main results of the study also: the study confirmed that the relationship between the successes of the organization of the regulatory changes, and between the elements of the physical component of the organizational culture, is a direct correlation indirectly. Based on these overall results, some general recommendations can be summarized as follows: Take the organizational change essential input to achieve the goals, so you must provide all the necessary ingredients to ensure that any process of changing the organization, whatever its scope (technical, structural, behavioral) and adaption of a specific model to carry out organizational changes and must include a vision of relationship of the model system of organizational change in different systems within the organization, especially the cultural system. They need to create balance between what is spent from the funds of the component elements of the material and the degree of utilization of these elements in the administrative processes, and through the development of plans and strategies, especially this aspect within the plans and strategies. Universiti Sains Islam Malaysia 2012 Thesis other https://oarep.usim.edu.my/handle/123456789/12926 https://oarep.usim.edu.my/bitstreams/872b0b8b-1756-4d82-b826-13c326f83a89/download 8a4605be74aa9ea9d79846c1fba20a33 https://oarep.usim.edu.my/bitstreams/3d1e2daa-951d-4d70-bbd6-819a9405ffdb/download 28c287ca6c09c35e2271c723bdb0385b https://oarep.usim.edu.my/bitstreams/501f51f1-b7b3-4290-a4bc-d7eae7ef87d8/download ae0b7d18fc018dbbf8a7e913dd678a4a https://oarep.usim.edu.my/bitstreams/7b79e225-4e84-4e91-af6b-c47f09187406/download c4021e3a298f1e77633d4b9d8ee61626 https://oarep.usim.edu.my/bitstreams/6820d2c2-75f6-42a3-9d78-ee90385b3799/download 55feb76ca77a171d74dd804dc526e80e https://oarep.usim.edu.my/bitstreams/7736f07c-465d-49fa-8567-8ae3a9db0593/download aa70a56ab98615b7fe6af317cdab8534 https://oarep.usim.edu.my/bitstreams/c49017ba-c292-46fb-a948-a57a51123e59/download e61bb882fae12b25b7b4cdb6496ed90d https://oarep.usim.edu.my/bitstreams/32c3a0fa-f274-4130-b99d-eb101a26ce38/download 67e866c735744ec6037b77b623ee022d https://oarep.usim.edu.my/bitstreams/a900faaa-e7d6-44a8-aadc-c75c862c9981/download 4c79757f20643df89842171f60700773 https://oarep.usim.edu.my/bitstreams/2c4835a9-77e9-46c4-8646-5f356ed9e969/download 26d2646c199ec5c9c3575ccdd65c222c https://oarep.usim.edu.my/bitstreams/55d4bc86-28ed-40f1-ad7f-580249926002/download 212b0306580d4f0044d18f9a3edcc832 https://oarep.usim.edu.my/bitstreams/09be8b87-a498-4621-a4ba-2a2c30dcf278/download 68b329da9893e34099c7d8ad5cb9c940 https://oarep.usim.edu.my/bitstreams/824e4b50-744e-42cc-bdee-0c9204f41a93/download d1ce58584181577cfe2429e40424a0e6 Organizational change--Malaysia Corporate culture--Malaysia |