Sentence examples for structure of organizations from inspiring English sources

The job has traditionally played a central role in the design and structure of organizations.

The case illustrates that there is a need for more precise descriptions of the formal structure of organizations.

As the design and structure of organizations has changed, efforts have increasingly been made to move from the traditional job-based compensation system to a person-based approach.

However, the two abovementioned definitions both emphasize the internal structure of organizations; they are not able to explain complex external organizational characteristics and the subtle association between the internal structure and the external characteristics we have observed.

Given the essential role of networks in the process of organizational change, understanding the network structure of organizations, and the characteristics and positions of people and their clusters in their networks can help decision-makers to develop successful implementation strategies for organizational interventions.

The other most popular topics addressed were the structure of organizations (n=67, 36.0%), the type or skills of organizational staff (n=56, 30.1%), involvement of community members in the organization (n=52, 28.0%) and sources of revenue (n=53, 28.5%).

In particular, we examine how functional grammar (FG) can be used to determine the (structure of) organization primitives.

The document model attempts to capture the transformations and the extending acts with new facts of documents by business processes; moreover, it tries to reflect the structure of organization and events.

It uses a structure of organization of a single NREN by the country with the coordination and collaboration of a continental association, and this has been the key to success [5].

Furthermore, participants pointed out that the culture and structure of organization negatively impacts nurses' self-confidence and authority and it is one that emphasizes "physician centeredness".

Its primary goal was to change the attitudes, values, and structures of organizations so that they could meet new demands.