• Proceedings of the Korean Institute Of Construction Engineering and Management
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• 2007.11a
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• pp.473-478
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• 2007

The construction industry is huge-there are lots of project organizations and many different people who work on them. Conflict will occur in any long - term relationship and it happens in personal, professional, family, and social relationships. Disputes between parties to construction projects are of great concern to the industry. The study of construction industry disputes, and the causes of those disputes, is essential. The purpose of this study is to identify the root causes of conflicts in construction industry. A questionnaire field survey was conducted to investigate the root causes of construction conflicts. The professionals working for owner, contractor and consultants were targeted for the collection of data. Descriptive analysis such as mean score and standard deviation as well as factor analysis was employed to find underlying factors related to conflicts in construction field. Student's t-test and ANOVA test tools were used to compare the perceptions of various categories of population and project. Factor analysis was used to group the numbers of conflict causes. This study reveals four root causes of construction conflict. They are: (i) weak project leadership (ii) weak contractor selection (iii) weak project management, and (iv) project participants' attitude.

• Earthquakes and Structures
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• v.25 no.5
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• pp.359-367
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• 2023

High-rise structures are considered as symbols of economic power and leadership. Developing countries like India are also emerging as centers for new high-rise buildings (HRB). As the land is expensive and scarce everywhere, construction of tall buildings becomes the best solution to resolve the problem. But, as building's height increases, its stiffness reduces making it more susceptible to vibrations due to wind and earthquake forces. Several systems are available to control vibrations or deflections; however, outrigger systems are considered to be the most effective systems in improving lateral stiffness and overall stability of HRB. In this paper, a 42-storey RCC HRB is analyzed to determine the optimum position of outriggers of different materials. The linear static analysis of the building is performed with and without the provision of virtual outriggers of reinforced cement concrete (RCC) and pre-stressed concrete (PSC) at different storey levels by response spectrum method using finite element based Extended3D Analysis of building System (ETABS) software for determining responses viz. storey displacement, base shear and storey drift for individual models. The maximum allowable limit and percentage variations in earthquake responses are verified using the guidelines of Indian seismic codes. Results indicate that the outriggers contribute in significantly reducing the storey displacement and storey drift up to 28% and 20% respectively. Also, it is observed that the PSC outriggers are found to be more efficient over RCC outriggers. The optimum location of both types of outriggers is found to be at the mid height of building.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.20 no.10
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• pp.1987-1993
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• 2016

The core value of the college of Interdisciplinary & Creative Studies is rely on the supporting system which can develop the learners' practical 'performing' competency. For aiming this, educational process of university constitutes the competencies which can be expected at the local field and develop the competency-oriented extracurricular & its operating system. Defining the creative convergent talent, as 'collaborative creative convergent one, bricoleur' and categorizes core competency named as TX competency. T competency contains humanities and the professionals of each major field needed. X competency consists of creative problem solving, convergent thinking ability, self-oriented learning ability and cooperative leadership. Developing extracurriculum & its operating system learners can be exposured the systemic learning and managing process. They can develop their potential abilities and can accumulate a proper mileage at their learning achievement. This research can be expected as a model of competency-based extracurriculum and its operating system which can develop learners' multiple competency overcoming the limit scope of curriculum.

• Fire Science and Engineering
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• v.31 no.5
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• pp.95-106
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• 2017

This study sought for an improvement plan of overall fire-fighting activities and all kinds of support activities of service for public welfare of Korean Volunteer Fire Departments by utilizing the internal fire administration data and statistical yearbooks of the (Old)Ministry of Public Safety and Security (MPSS), the statistics of the (Old) National Emergency Management(NEMA), and the data of the National Statistical Office (NSO) of 5 years from 2012 to 2016 and drawing the practical problems through the statistical analysis. The results of the study are as follows: First, the quota management system of Volunteer Fire Departments that considers the characteristics of rural areas should be supplemented. Second, the culture and training system to solve internal conflict factors of Volunteer Fire Departments should be strengthened. Third, management members readership competency of operating organizations including volunteer fire marshals should be strengthened. Fourth, the education and training system of Volunteer Fire Departments to satisfy regional conditions should be established. Fifth, the reward system for Volunteer Fire Departments' activities of large disaster sites should be improved. The result of the study will be expected to be utilized as the basic data to develop Korean Volunteer Fire Departments in the future.

• Journal of Practical Engineering Education
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• v.7 no.2
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• pp.135-146
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• 2015

This study aimed for testing the effects of the empowerment in the circumstances of remote management that managers and employees were in separate countries. For this purpose, researchers collected survey data from 79 local teachers in multinational enterprises on English education and performed Structural Equation Modeling. The hypotheses below are revealed as significant. Firstly, empowerment had a positive effect on job satisfaction, but had a negative effect on job stress. Secondly, empowerment had a positive effect on organizational commitment. Thirdly, job satisfaction had a positive effect on organizational commitment. Fourthly, job stress had a negative effect on organizational commitment and job satisfaction mediated the relationship between empowerment and organizational commitment. Finally, job stress mediated the relationship between empowerment and organizational commitment. And the results of this study suggest that the employees' job satisfaction and organizational commitment can be enhanced using empowerment in the remote management system.

• The Journal of Korean Institute for Practical Engineering Education
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• v.3 no.2
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• pp.158-165
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• 2011

The purpose of this study is to develop competency model in preparation for training programs for CEO of vocational training institutes in terms of needs assessment. This study collected data from 230 public and designated vocational training institutes including commercial learning facilities and life-long training centers using questionnaire by web mail. The frame of assessing training needs of competency applied to this study was based on the model with three components, namely importance, proficiency and learning desires of job skill and task needed to CEO of vocational training institutes. The methodologies of this study used were survey, FGI and case study. The major results proved that the higher priorities of training needs for vocational training institute CEO competency were as followings: (1) Competency for attaining talent of training teachers (2) Needs assessing competency for labor market change and trainee (3) Problem solving competency (4) Leadership skills and so on.

• Korean Journal of Construction Engineering and Management
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• v.14 no.5
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• pp.122-130
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• 2013

As the level of competition has increased in the construction management market, it becomes a critical issue for CM firms to secure competitive edges. The objective of the study is to investigate elements of competitive strategy as perceived by CM firms and to discuss key features and implications. Michael Porter's Competitive Strategy Model was used as a framework to analyse the elements under three strategy categories. A major finding includes that Differentiation Strategy is generally perceived most important strategy category but, depending on the group to which a CM firm belongs, there exist a gap in the perception. However, regardless of the group, Cost Leadership is commonly considered least important strategy category. In particular, lowest-bidding strategy element showed the least importance. Understanding CM firms' perceptions on elements of competitive strategy provides an insight into CM firms' current strategy directions and can be useful for future tuning in a firms' own strategy.

• Journal of Digital Convergence
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• v.16 no.12
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• pp.33-39
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• 2018

Social enterprises are companies that provide jobs to the vulnerable and provide social services. However, sustainable management of social enterprises is very difficult in a rapidly changing market environment. Therefore, for the sustainable management of social enterprise, it is assumed that the duty efficiency of the members of the social enterprise is most important in the limited resource environment, and that the social entrepreneur can increase the efficiency of the work by giving delegation to the members. Therefore, this study investigates how social entrepreneurs influence on the job efficiency of members when giving psychological empowerment to members of social enterprise based on social entrepreneurship. When giving empowerment leadership to members, And it has a significant effect on job efficiency.

• Korean Journal of Construction Engineering and Management
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• v.20 no.4
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• pp.34-45
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• 2019

To drive construction project successful, a construction manager with good competency is needed. In order to select appropriate construction manager, there should be a standard and a method for appropriately evaluating the competency of construction manager. There have been many researches on the competency of construction managers, but there are two points to be supplemented. One is that construction manager's competency measurement was not concrete and objective, and the other is that construction project performance directly reflects individual manager's performance. The purpose of this study is to derive a construction manager competency evaluation index by using the Notational Analysis technique that is used when deriving an indicator that measures the athlete's competency in sports. This analysis was drawn with Delphi method. Finally, the 'measurable behaviors'were derived that can evaluate the competency of construction managers. Through this, it is possible to express each manager's expertise, leadership, and personal characteristics in numerical expression. This will help decision makers when selecting construction managers. It is anticipated that decision makers will be able to make the decision to select the necessary construction managers easier because it can evaluate the construction managers through a scientific approach based on the record by supplementing the existing method which only relied on intuition.

• Journal of the Korea Safety Management & Science
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• v.14 no.3
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• pp.259-268
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• 2012

조직에는 조직의 목적을 효율적으로 달성할 수 있도록 조직구성원들을 움직이게 하는 리더가 존재하게 된다. 조직 내에 달성해야 할 비전과 목표가 있고 그것을 수행해야 할 과업에 있어서 가장 필요한 것은 구성원들의 비전과 목표를 달성하기 위한 리더십이 중요한 요인이다. 리더십은 비전과 목표달성을 위해 다른 사람들의 행동에 영향을 미치는 과정이기 때문이다. 따라서 모든 유형의 집단이나 조직, 그리고 지역사회나 국가에는 효과적인 리더십이 필요하고 그 같은 효과적인 리더십을 발휘할 유능한 리더가 요구된다. 따라서 리더십은 모든 집단이나 조직의 중요한 자산이며 성공요인이 아닐 수 없다. 특히 중소기업의 경우 기업경영전반에 걸쳐 경영자의 기호나 의도에 따라 수시로 변하는 경우가 많고, 최고 경영자의 개인적 속성이 조직구조나 전략에 적지 않은 영향을 미치기 때문에 최고경영자의 리더십이 중소기업의 조직문화 형성에 대기업보다 훨씬 많은 영향을 미치고 있다. 변혁적 리더십은 사장이 카리스마, 지적자극, 개별적 배려 등을 통해 종업원들에게 기대를 능가하는 최고의 노력을 발휘하도록 동기부여 시키는 것이다. 변혁적 리더십을 발휘하는 사장은 종업원들의 욕구수준을 높여 주고 자신감을 심어줌으로써 성공에 대한 확신을 높여준다면 종업원들로 하여금 조직에 대한 몰입을 이끌어 낼 수 있고, 보통이상의 추가노력과 낮은 이직의도를 거둘 수 있다는 것이다. 따라서 본 연구는 연구의 목적을 달성하기 위해 연구와 관련된 선행연구자들을 분석하고, 이를 토대로 연구모형을 설계하여 중소제조업체의 CEO들에게 요구하는 리더십모형을 제시하였다. 중소기업의 리더십 유형을 카리스마적, 전략적, 거래적, 변혁적 이론 등을 기본으로 하여 기업에 어떠한 영향을 주는지를 이론을 통해 제시하였다. 이러한 리더십 유형들이 기업의 목표에 영향을 주는지를 분석한 후 여기에서 중소기업의 CEO에게 필요로 하는 리더십 유형을 제시하였다.