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This is Intellectual Output 2 (IO2) of the project “Developing a culturally competent and compassionate LGBT+ curriculum in health and social care education“ IENE9. The aim of the project is to enable teacher/trainers of theory and practice to enhance their skills regarding LGBT+ issues and develop teaching tools to support the inclusion of LGBT+ issues within health and social care curricula. The newly culturally competent and compassionate LGBT+ curriculum will be delivered through a MOOC which is aimed at health and social care teachers/trainers, workers, professionals, and learners across Europe and worldwide. The IO2 of this project, Internet Mapping and Systematic documentation of educational policies and guidelines as well as legislation at European and national level for LGBT+ inclusive education, aims to create an easy to navigate resource with information about European and national legislation/guidance/policies. Visit www.iene-lgbt.com for more information.
Designkritik ist zumeist einfach die Geste der Verweigerung oder Ignoranz. Eine erste Annäherung
(2018)
Having autonomy in the workplace can have a positive impact on employees’ performance, which in turn can benefit the organization’s competitive advantages. While previous researches have primarily focused on the psychological effects of job autonomy on employee performance and has been limited to certain domains, the relationship between job autonomy and organizational design is an important area of study for organizations seeking to improve their competitiveness. This thesis proposes a conceptual model for designing an organization structure that promotes employee performance in manufacturing companies by removing obstacles towards obtaining job autonomy. The focus is on ambitious employees who seek growth and development opportunities within their organization. The model is based on a review of existing literature on job autonomy and organizational design. Exploratory qualitative research was conducted with selected ambitious employees from different industries by means of one-on-one semi-structured interviews. Overall, the proposed model has practical implications for manufacturing companies looking to motivate their employees, as well as for researchers seeking to advance their understanding of organizational design in our times.