Sciences Sociale

Permanent URI for this collection

http://depotucbet.univ-eltarf.dz:4000/handle/123456789/26

Browse

Now showing 1 - 5 of 412

إدارة الوقت و ثقافة المؤسسة

(جامعة الشاذلي بن جديد-الطارف, 2023) ملياني أفراح

This study investigates the importance of the efficient time management, as an institutional culture for the principal actors in the international soft drinks Bôna, Berrahal Annaba. The objective of this thesis is to know how do the leaders, officers and work groups manage their time while executing their missions and daily and future tasks. Many theories on time management have been examined, in addition to setting a theoretical approach for the subject, to achieve building a theoretical model for time management, which was described as time incubator, and linked to the time indicators related to planning, organization and priorities management. The study focuses also on taking the virtual and realistic concepts of time management, regarding the rational intelligence of leadership, in the planning for hazards and the available and proactive opportunities to meet the customers needs, in addition to the ability of officers in organizing communication time, whether it is upstream or downstream, and their willingness to acquire high communicative skills that prevent wasting time. Also, the study got interested in the capacity of the sales team and quality team within the company, in managing and lining up their priorities, and eliminating time waste which gives the small tasks an importance and perseverance and undermines the delegation in managing some of them. To answer the main question and the secondary questions, and validate the hypotheses, we adopted the descriptive statistical method, using the statistical standards specialized in quantification, relying based on arithmetic average, one-way variation test and correlation transactions. As for the community of the study, the International Company for Soft Drinks, in Berrahal-Annaba, has been selected as an application field, due to the availability of material, cognitive and relational conditions, that help in the completion of the study; we adopted the comprehensive survey of the study community, using different forms, according to the targeted actors. Thus, we allocated to the leaders of the company their own form, which contains time planning indicators. As for the officers, we administrated for them a time management form, to measure the organization of their communication time, and finally a form for the two work groups, namely: the quality unit team and the sales team, by allocating specific work priorities according to their respective activities, using the Statistical Package for the Social Sciences Software (SPSS), version 26, for data dumping. and extracting the statistics required in the study. The collected results showed that Bona company culture is supportive of time management, through the application of planning methods, organization and priority management, despite some failures such as paying attention to the material factor and neglecting the technological aspect of the staff in communications, as well as the limited knowledge management of team members, which requires paying attention to these imbalances. Cette étude porte sur l'importance de la gestion efficace du temps, en tant que culture institutionnelle pour les principaux acteurs de la société internationale de boissons gazeuses Bôna, Berrahal-Annaba. L'objectif de cette thèse est de savoir comment les dirigeants, les responsables et les groupes de travail gèrent leur temps tout en exécutant leurs missions et leurs tâches quotidiennes et futures. De nombreuses théories sur la gestion du temps ont été examinées, en plus de l'établissement d'une approche théorique, dans le but de parvenir à construire un modèle théorique pour la gestion du temps, qui a été désigné par incubateur de temps, lié aux indicateurs de temps et relatif à la planification, l'organisation et la gestion des priorités. L'étude se concentre également sur la prise en compte des concepts virtuels et réalistes de la gestion du temps, en ce qui concerne l'intelligence rationnelle du leadership, dans la planification des risques et des opportunités disponibles et proactives pour répondre aux besoins des clients, en plus de la capacité des agents à organiser le temps de communication, que ce soit en amont ou en aval, et leur volonté d'acquérir des compétences communicatives élevées qui empêchent la perte de temps. Par ailleurs, l'étude s'est intéressée à la capacité de l'équipe de vente et de l'équipe de qualité au sein de l'entreprise, à gérer et à aligner leurs priorités, en excluant les pertes de temps qui donnent aux petites tâches une importance et une persévérance et qui sapent la délégation dans la gestion de certaines de ces tâches. Pour répondre à la question centrale et aux questions secondaires et valider les hypothèses, nous avons adopté la méthode statistique descriptive, en utilisant les normes statistiques spécialisées dans la quantification, en nous appuyant sur la moyenne arithmétique, le test de variation à sens unique et les opérations de corrélation. En ce qui concerne la communauté de l'étude, la Compagnie Internationale des Boissons Gazeuses, à Berrahal-Annaba, a été choisie comme champ d'application, en raison de la disponibilité des conditions matérielles, cognitives et relationnelles, qui aident à la réalisation de l'étude ; nous avons adopté l'enquête globale de la communauté de l'étude, en utilisant différentes formes, selon les acteurs ciblés. Ainsi, nous avons attribué aux dirigeants de l'entreprise leur propre formulaire, qui contient des indicateurs de planification du temps. Quant aux agents, nous leur avons assigné un formulaire de gestion du temps, pour mesurer l'organisation de leur temps de communication, et enfin un formulaire pour les deux groupes de travail, à savoir l'équipe de l'unité qualité et l'équipe commerciale, en leur attribuant des priorités de travail spécifiques en fonction de leurs activités respectives, en utilisant le logiciel SPSS, version 26, pour le dépouillement des données et l'extraction des statistiques nécessaires à l'étude. Les résultats collectés ont montré que la culture d'entreprise de Bona est favorable à la gestion du temps, par l'application de méthodes de planification, d'organisation et de gestion des priorités, malgré quelques défaillances telles que l'attention portée au facteur matériel et la négligence de l'aspect technologique du personnel dans les communications, ainsi que la gestion limitée des connaissances des membres de l'équipe, ce qui requiert une attention particulière à ces déséquilibres. تتناول هذه الدراسة أهمية الإدارة الفعّالة للوقت باعتبارها ثقافة مؤسسية للجهات الفاعلة الرئيسية في شركة بونا الدولية للمشروبات الغازية، بئر الرحال-عنابة. الهدف من هذه الأطروحة هو معرفة كيفية إدارة القادة والمسؤولين ومجموعات العمل لوقتهم أثناء تنفيذ مهامهم اليومية والمستقبلية. تمت دراسة العديد من النظريات حول إدارة الوقت، بالإضافة إلى وضع منهجية نظرية بهدف الوصول إلى بناء نموذج نظري لإدارة الوقت، الذي تم تسميته بحاضنة الوقت، المرتبط بمؤشرات الوقت والمتعلق بالتخطيط والتنظيم وإدارة الأولويات. كما تركز الدراسة على أخذ مفاهيم الإدارة الواقعية والافتراضية للوقت بعين الاعتبار، فيما يتعلق بالذكاء العقلاني للقيادة، في تخطيط المخاطر والفرص المتاحة.استباقية لتلبية احتياجات العملاء، بالإضافة إلى قدرة الوكلاء على تنظيم وقت الاتصال، سواء في المراحل المبكرة أو اللاحقة، ورغبتهم في اكتساب مهارات تواصل عالية تمنع فقدان الوقت. علاوة على ذلك، اهتمت الدراسة بقدرة فريق المبيعات وفريق الجودة داخل الشركة على إدارة وتنسيق أولوياتهم، مع استبعاد هدر الوقت الذي يمنح مهام صغيرة أهمية ومثابرة ويقوض التفويض في إدارة بعض هذه المهام. للإجابة على السؤال الرئيسي والأسئلة الفرعية والتحقق من صحة الفرضيات، اعتمدنا على الطريقة الإحصائية الوصفية، باستخدام المعايير الإحصائية المتخصصة في الكميّة، بالاستناد إلى المتوسط الحسابي، واختبار التباين الفردي، وعمليات الارتباط. فيما يتعلق بمجتمع الدراسة، فإن الشركة الدولية لـتم اختيار شركة المشروبات الغازية في برحال-عنابة كمجال لتطبيق الدراسة، نظرًا لتوافر الظروف المادية والمعرفية والعلاقاتية التي تساعد على إنجاز الدراسة؛ وقد اعتمدنا على المسح الشامل لمجتمع الدراسة، باستخدام أشكال مختلفة وفقًا للجهات المستهدفة. وهكذا، خصصنا للمديرين في الشركة استمارتهم الخاصة، التي تحتوي على مؤشرات لتخطيط الوقت. أما بالنسبة للموظفين، فقمنا بتخصيص استمارة لإدارة الوقت لهم، لقياس تنظيم وقتهم في التواصل، وأخيرًا استمارة للمجموعتين العاملتين، وهي فريق وحدة الجودة والفريق التجاري، مع منحهم أولويات عمل محددة بناءً على أنشطتهم الخاصة، باستخدام برنامج SPSS، الإصدار 26، لتحليل البيانات واستخراج الإحصاءات اللازمة للدراسة. وقد أظهرت النتائج التي تم جمعها أنثقافة الشركة في بونا مشجعة لإدارة الوقت، من خلال تطبيق طرق التخطيط والتنظيم وإدارة الأولويات، على الرغم من بعض الإخفاقات مثل الانتباه للعامل المادي وإهمال الجانب التكنولوجي للموظفين في التواصل، بالإضافة إلى الإدارة المحدودة لمعرفه أعضاء الفريق، مما يتطلب اهتمامًا خاصًا بهذه الاختلالات.
دور التنوع الثقافي للموظفين في تشكيل الصراع الإداري -دراسة ميدانية في مؤسسة سيدار مركب الحجار للحديد و الصلب -عنابة

(جامعة الشاذلي بن جديد-الطارف, 2024) يوبي عقيلة

Cultural diversity is considered as one of the most prominent sociological topics that have received attention in organizational and academic studies. Global economic transformations in various fields have necessitated institutions to adopt diversity with the aim of continuity and achieving organizational and administrative integration. This involves establishing a solid and diverse workforce capable of meeting the institution's goals within an organizational culture based on the values of cultural diversity. The interest in cultural diversity stems from it being an organizational phenomenon to which most institutions are subject. It involves studying the cultural aspect of the institution as an open framework encompassing multiple cultures that blend together, resulting in workforces characterized by diversity and differences, such as linguistic diversity, social diversity, functional differences, and cultural backgrounds. These cultural differences have an impact on employees' behaviors, leading to organizational problems manifested in administrative conflicts, which can be a turning point between an institution's failure or success. Positive conflict can achieve organizational goals, unlike negative conflict that results in failure, affecting both the employees and the institution, leading to a decline in performance. This study aims to understand the role of cultural diversity among employees in shaping administrative conflict within “Sidar El Hadjar of Iron and Steel Company in Annaba”. Consequently, it necessitates a methodological explanation through a set of indicators that helped in verification. To address aspects of this topic, the central question guiding the research problem is as follows What is the role of cultural diversity among employees in shaping administrative conflict within “Sidar El Hadjar of Iron and Steel Company in Annaba”? This central question branches into the following sub-questions: First Sub-Question: How does linguistic diversity among employees affect their job performance? Second Sub-Question: What is the impact of social diversity among workers on their job commitment? Third Sub-Question: Does diversity in employees' cultural backgrounds contribute to administrative conflict? Fourth Sub-Question: What is the effect of functional differences among workers on administrative conflict? This study falls within descriptive studies, relying on a descriptive methodology that describes and analyzes the cultural diversity of employees within Sidar El Hadjar of Iron and Steel Company and its role in shaping administrative conflict. Various tools were used to collect field data, including observation to monitor the study's variables. Additionally, interviews were conducted with some employees within the institution and heads of departments. A questionnaire containing open, closed, and semi-closed questions was utilized, encompassing 48 questions. The study's sample consisted of a proportional random stratified sample of 382 individuals. After delving into the research topic, the study was divided into six chapters across two sections: the first section, covered in three chapters, explored the theoretical aspect of the study, while the second section, covered in three chapters, focused on the practical field aspect of the study. The final part summarized the findings, which were presented briefly as follows: 1. The majority of the sample answered that linguistic diversity among workers positively influences job performance. The institution works on enhancing job performance, according to 100% of the respondents, through strategies like training and motivation, reaching a 71% rate according to workers' statements. These methods increase employees' desire to improve their performance levels, instilling in them a sense of competition and job satisfaction towards their tasks. Despite language differences during communication, the institution adopts these differences through various means, such as working in culturally diverse teams to support team spirit and increase interactions, facilitating the exchange of ideas and information to ensure good task performance and bridge the gap between workers due to their language and dialect differences. 2. The impact of social diversity among workers on their job commitment within the institution is seen positively due to various considerations controlled by the management. They operate based on principles of employing the right person for the right job, focusing on competence, creativity, and good performance in the workplace without considering the gender of the worker. Demonstrating responsibility makes the worker capable of achieving job commitment, evidenced by adhering to work hours and schedules, which reached a 100% rate according to the majority of the research respondents. There are rules regulating work processes. 3. The cultural background differences among workers contribute differently to creating administrative conflict within the institution. Approximately 35% of the sample still holds a retrogressive view of rural individuals, considering them lacking in professional competence and incapable of occupying central positions. However, there are 60% of the respondents who believe that despite differences, there are no conflicts. This is attributed to an administrative system that accepts others' cultures and their geographical environment. Thus, there is acceptance and collaboration between urban and rural workers, reducing administrative problems. The impact of functional differences among workers on administrative conflict appears relatively with a 23% response rate from employees. Some use their job positions for personal interests, neglecting others' interests. However, the institution has a positive approach, working on eliminating these gaps by allowing each individual to perform their role without interfering in others' work. Job differences are fundamental in the organizational structure of the institution, promoting task distribution sequentially. This encourages competition for higher administrative positions and incentives based on good performance, helping to avoid conflicts and problems by organizing each worker's role and tasks.
إنعكاسات الإدارة الإلكترونية على القيم التنظيمية للمورد البشري

( 2023) حريزي منال

The interest of the institutions and organizations of the twenty-first century increased in the human resource, so it endeavored to take care of it and take care of its psychological and social needs, after realizing and being certain that it is the secret of the renaissance of societies and a real and essential capital for institutions, which contributes greatly to its progress and development and the achievement of its goals, as it considered it an effective element of progress The only guarantor of improving performance, due to many considerations, the most important of which is considering human resources as the superstructure of any institution in a more accurate sense of human capital, and its knowledge resource that allows feeding the professional field with information, transferring experiences, solving problems and raising challenges, to keep pace with changes based on the relationship between the individual and the institution, as it is imperative The latter must adopt new administrative methods, as an inevitability of what globalization has produced through the introduction of advanced systems and methods, and an attempt to adapt to what is new and innovative. paperwork and shorten the time, effort and costs, and the charges, like other countries, are striving with promising steps towards adopting this approach to engineering the functions of their institutions.
تأثير شبكة الأنترنت على القيم الاجتماعية لدى المراهقين - بحيرة الطيور - - دراسة ميدانية بثانوية ثامر قدور المدعو بوحرارة

(جامعة الشاذلي بن جديد الطارف, 2017) آمنة عفون

تهدف الد ا رسدددة في هذا ال حث إلى الكشدددف على ت ير اسدددتخدام شددد كة ا نترنت على القيم ا جتماعية لد الم ا رهقين من خ التسدددا الرئيسدددي التالي كيف تؤثر شبكة الأنترنى على القيم الاجتماعية لدى الم ا رهقين؟ وتفرعت منه التسا ت ال انوية التالية - ه ي ر استخدام ش كة ا نترنت سل ا على سلو الم ا رهقين؟ - ه أن غياب الرقا ة ا سرية ي ر على استخدام الم ا رهقين للأنترنت؟ - هدد يددد د اسدددتخدام المدد ا رهقين لشددد كة ا نترندددت لسددداعات طويلددة إلدددى ت جيدد الواج دددات التر ويدددة والدينية لد الم ا رهقين؟ فدددي الد ا رسدددة الميدانيدددة اسدددتخدمت الطريقدددة الوصدددفية التحليليدددة واعتمددددت علدددى المقابلدددة الم حظدددة وا سدددتمارة فدددي عمليدددة جمددد المعلومدددات. واشدددتملت ا سدددتمارة علدددى 24 سددد ا موزعدددة فدددي أر عدددة محاور توصلت من خ لها إلى النتائج التالية أن - 94 % مددددن أفد ا رد العيندة يسدتخدمون ا نترندت شددددك دائددددم ومسدتمر ويتصدفحون مواقدددد التواص ا جتماعي بنس ة 70 % من مجم وقت تواصلهم الش كة. أن معظدم أفد ا رد العيندة يسدتخدمون ا نترندت عدددن انفددد ا رد، عيددددا عدددن م ا رق دددة أسددد رهم )بنسددد ة - 78 %( ونس ة 82 % منهم يجدون حريتهم في زيارة ك المواق . أون ا ستخدام المفرط للأنترنت يساهم في ت جي الواج ات التر وية والدينية للم ا رهقين. -
دور مواقع التواصل الإجتماعي في إرساء العزلة الإجتماعية -الفايسبوك أنموذجا -دراسة ميدانية على عينة من الطلبة الجامعيين بجامعتي الطارف و سوق أهراس

(جامعة الشاذلي بن جديد-الطارف, 2024) فقير صبرينة

The current research is in the field of sociology of communication, titled 'The role of social media in establishing social isolation - a model - a field study on a sample of university students. This study seeks to clarify the role of the Facebook site in establishing social isolation, by highlighting the customs and patterns of students' use of this blue pattern, and the problems that they seek to achieve from this use, which affected their social relations, and an attempt to monitor the dimensions of social isolation and the extent Its appearance among the respondents, by focusing on the levels of contribution of social interaction with virtual space and how it led to the process of change that highlights its features in increasing the level of feeling of social isolation or the emergence of one of its dimensions, which were briefed through three levels, the individual level (psychological unity), level Family (family alienation), social level (social withdrawal). To address this, we set out from the following central question: What is the role of social media in establishing social isolation among university students? The topic has been addressed in light of the theory of uses and cases, and each of the symbolic interactive theories, Palo Altla, the public sphere. This study relied on the descriptive approach, using the intentional sample, which contained 312 singles, by collecting data with tools that are in line with the nature of the topic and the type of sample respectively: electronic questionnaire, simple observation and electronic application to measure the hours of browsing Facebook. Through this study, we reached a number of results that we summarize in the following: Results related to the electronic application for measuring the volume of the coffin to browse the Facebook site with the sample members: 1. The results of the study revealed that the respondents are browsing the Facebook site from 4 hours to 7 hours and over per day. 2. The results of the study resulted in that more than half of the sample members browse Facebook for a period ranging between 46 hours to 85 hours per week. II . Results related to the scale of the Facebook website use of the sample members and their motives: 1. The average responses of the sample members for the customs of using the Facebook site reached 3,70, with a standard deviation of 0,47, which is a high degree. 2. The average responses of the sample members for the motives for using the Facebook site reached 3,83, with a standard deviation of 0,86, which is a high degree. III . Results related to the scale of social isolation: 1. The level of feeling of psychological unity in its relationship using Facebook: The average responses of the sample members of the self -perception indicator and trust in the acceptance of others are 3,78 and a standard deviation of 0.91, which is a high degree. The average responses of the sample members of the Social Rejection Index reached 3,18, with a standard deviation of 1.07, which is a medium degree. The average responses of the sample members of the self -perception indicator and trust in the acceptance of others are 3,78 and a standard deviation of 0.91, which is a high degree. The average responses of the sample members of the social skills palace index reached 3,46, with a standard deviation of 1.02, which is a high degree. The level of family alienation in its relationship using Facebook:  The average responses of the sample members of the emotional empty index reached 3.12, with a standard deviation.With 1,27, it is a medium degree.  The average responses of the sample members of the family communication and family containment index reached 3,07, and a standard deviation of 1.24, which is a medium degree.  The average responses of the sample members of the impotence index reached 2.94, with a standard deviation.With 1.34, it is a medium degree. 3. The level of feeling of social withdrawal in its relationship using the Facebook website:  The average responses of the sample members of the withdrawal index from social situations (emotional symptoms) reached 3,42, with a standard deviation of 1.26, which is a high degree.  The average of the sample members’ responses to the index of withdrawal from social interactions (behavioral symptoms) was 3.00, with a standard deviation of 1.36, which is an average score.

Browse

Recent Submissions