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Auswahl der wissenschaftlichen Literatur zum Thema „Organisational contexts“
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Zeitschriftenartikel zum Thema "Organisational contexts"
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Limpanitgul, Thanawut, Pattana Boonchoo, Somboon Kulviseachana und Supawadee Photiyarach. „The relationship between empowerment and the three-component model of organisational commitment: an empirical study of Thai employees working in Thai and American airlines“. International Journal of Culture, Tourism and Hospitality Research 11, Nr. 2 (05.06.2017): 227–42. http://dx.doi.org/10.1108/ijcthr-07-2015-0069.
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Purpose The purpose of this paper is to empirically examine the moderating role of organisational culture on the relationship between empowerment and the three dimensions of organisational commitment amongst flight attendants working in a collectivist organisation and an individualist organisation. Design/methodology/approach Data were collected from a sample of 439 Thai cabin service attendants from two major flag-carrier airlines (one based in Thailand and the other based in the USA) using self-administered questionnaires. Structural equation modelling was utilised to examine the hypotheses. Findings Overall, the findings revealed associations between empowerment and organisational commitment in both sample groups. Nonetheless, the extent and direction to which empowerment influenced the different dimensions of organisational commitment differed significantly. Research limitations/implications Cross-sectional study of Thai employees may limit generalisability of the findings to other contexts. Practical implications In use of empowerment for developing employee commitment to organisation, practitioners should take organisational culture into consideration. As such, relationship is weakened or strengthened based on whether the organisation is more individualist- or collectivist-oriented in its organisational culture. In an individualistic context, organisations can foster affective commitment through empowerment more easily than in a collectivist context. On the contrary, in a collectivist organisational context, it is easier to build normative commitment among employees through empowerment than to do it in an individualist context. Originality value Provide empirical evidence in regards to the role of organisational culture in conditioning the relationship between empowerment and organisational commitment in a non-Western context.
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Kourti, Isidora. „Using personal narratives to explore multiple identities in organisational contexts“. Qualitative Research in Organizations and Management: An International Journal 11, Nr. 3 (12.09.2016): 169–88. http://dx.doi.org/10.1108/qrom-02-2015-1274.
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PurposeThe purpose of this paper is to explore and incorporate personal narratives as a new methodological tool into the qualitative research of complex organisational issues such as identity. Particularly, this study provides a fresh methodological perspective on organisational identity exploration by using personal narratives to examine multiple identities that occur in dynamic organisational contexts. Design/methodology/approachIn order to examine multiple identities, personal narratives found in the 43 semi-structured in-depth interviews collected were analysed. These narratives were examined following a textual and performative analysis. FindingsThe paper furthers methodological discussions in organisations in three ways. First, it responds to the need for a methodological approach that allows multiple identity exploration in organisations while it presents personal narratives as a valuable methodological perspective within organisational research. Second, it extends the methodological use of personal narratives for the in-depth qualitative study of complex organisational issues such as identity. Finally, the study stretches the boundaries of mainstream organisational research by illustrating that personal narratives can be used as a methodological approach to explore organisational identities. Originality/valueThis research integrates personal narratives as a methodological tool into the qualitative research of dynamic organisational issues. Employing personal narratives has allowed the exploration of multiple identities that take place in organisations in a manner not previously achieved in organisational studies. The study, therefore, challenges previous organisational research and expands the boundaries of organisational identity studies, offering a new qualitative methodological account for identity exploration in organisations.
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Gnes, Davide, und Floris Vermeulen. „Non-Governmental Organisations and Legitimacy: Authority, Power and Resources“. Journal of Migration History 5, Nr. 2 (11.09.2019): 218–47. http://dx.doi.org/10.1163/23519924-00502002.
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In the analysis of non-governmental organisations (NGOs), legitimacy and legitimation are useful concepts because they bring to light the processes through which organisational entities justify their right to exist and their actions within a particular normative context. Theories of legitimacy underscore the moral basis of organisational power as grounded in the relationship between organisations and different kinds of audiences. In this article, we look at how those concepts and theories relate to the study of NGOs. Those theories not only help us understand how organisations establish themselves, strengthen their position and survive over time despite very limited material resources of their own, but also how organisations may build political power. In our review of the literature on organisational legitimacy, we focus on three main aspects of legitimacy: the conceptualisation of the term in organisational sociology, political sociology and political science; the constraining role of institutionalised normative contexts and competing audiences in the legitimation processes; the agentic role of organisations within both institutional and strategic contexts.
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Wickham, Mark, und Melissa Parker. „Reconceptualising organisational role theory for contemporary organisational contexts“. Journal of Managerial Psychology 22, Nr. 5 (03.07.2007): 440–64. http://dx.doi.org/10.1108/02683940710757182.
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Ajayi, Oluseyi Moses, Kayode Odusanya und Susan Morton. „Stimulating employee ambidexterity and employee engagement in SMEs“. Management Decision 55, Nr. 4 (15.05.2017): 662–80. http://dx.doi.org/10.1108/md-02-2016-0107.
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Purpose The purpose of this paper is to contribute to the emerging theory of ambidexterity by developing measures to assess employee ambidexterity. Specifically, it identifies and tests the importance of the relationship between the organisational context and employee ambidexterity within small and medium enterprises (SMEs). Design/methodology/approach The research used a survey method to investigate SMEs in Nigeria. Two hundred SMEs were selected from across Nigeria to participate in the study and 72 companies responded, representing a 36 per cent response rate. The study sample comprised 398 shop-floor employees from 72 small and medium-sized manufacturing and service organisations. Findings The paper tests a model that sheds insight into the linkages between the organisational context, employee ambidexterity and employee engagement. Specifically, the model portrays significant relationships that exist between organisational context, employee ambidexterity and employee engagement. The results show that understanding the appropriate organisational contexts improves employee ambidexterity. Therefore, SMEs with the appropriate organisational contexts for employee ambidexterity and employee engagement will increase their potential for growth and survival. Originality/value The paper develops a conceptual model of the organisational context that improves employee ambidexterity and employee engagement.
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Ozmen, Y. Serkan. „How employees define organisational trust: analysing employee trust in organisation“. Journal of Global Responsibility 9, Nr. 1 (05.02.2018): 21–40. http://dx.doi.org/10.1108/jgr-04-2017-0025.
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Purpose Most business organisations try to create and maintain trustful relationships with their various stakeholders. Among all, sustaining a trustful relationship with employees has been particularly important for organisations. However, due to the multidimensional structure and changing nature of concept across settings, it is difficult to identify what makes an organisation trustworthy for its employees. The purpose of this study is to analyse the concept of organisational trust and identify how employees actually define organisational trust. Design/methodology/approach In the study, a survey was conducted on a sample of 104 employees who were working in Turkey. Following a qualitative and quantitative approach, the data were analysed to categorise the definitions of respondents according to the theoretical framework. Findings The findings of study closely overlap with the relevant literature, but they also extend the scope of definition with including new factors such as reputation management, strategic management or ethics and values. According to results, the perceptions of employees on organisational trust vary depending on their individual and organisational characteristics. Practical implications The study reveals the context depending nature of organisational trust. Developing a wider sense by capturing its full meaning and reflecting the different expectations of employees can increase the trust in organisations. Originality/value Based on the detailed review of literature, the study identifies the major dimensions of organisational trust and then reveals the similarities and differences with the literature. The study provides a viable perspective on the concept to capture its meaning in different contexts.
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Parker, Martin. „Working Together, Working Apart: Management Culture in a Manufacturing Firm“. Sociological Review 43, Nr. 3 (August 1995): 518–47. http://dx.doi.org/10.1111/j.1467-954x.1995.tb00614.x.
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This paper presents a case study of management culture in a manufacturing organisation. Its general aim is to assess the usefulness of the concept ‘culture’ as it applies to organisations. After first establishing that the organisational members had a sense that their organisation was an unique ‘family’ the article then proceeds to argue that this ‘togetherness’ was, in many contexts, divided. Managers also had a series of conflictual orientations to other members that were partially defined by the managers organisational role but were also underwritten by assumptions about organisational history, community, biography and profession. The paper concludes by suggesting that, at this level of analysis, managers are not often an unified block with a common identity and that management culture is hence best seen as a map of oppositions and commonalities that reflects the wider culture that the organisation is a part of.
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Daya, Preeya. „Diversity and inclusion in an emerging market context“. Equality, Diversity and Inclusion: An International Journal 33, Nr. 3 (11.03.2014): 293–308. http://dx.doi.org/10.1108/edi-10-2012-0087.
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Purpose – The extreme demographic misrepresentation of organisations is a key business and societal issue in South Africa (SA). The purpose of this paper is to provide organisations that are committed to the creation of a diverse and inclusive environment with key considerations that need to be managed in order to create more diverse drive transformation. Design/methodology/approach – This research uses a combination of quantitative and qualitative techniques to gain an understanding of the elements that need to be managed to enhance perception of inclusion in the SA workplace. Findings – The study finds that key inclusion elements that need to be transformed at an organisational level include “senior leadership”, “organisation climate”, “organisational belonging”, “communication” and “transparent recruitment, promotion and development”. At an interpersonal level or relational level, inclusion components include respect and acceptance, the “line manager/subordinate relationship” (which includes the subordinates experience of dignity, trust and recognition), “engagement” which includes decision-making authority and access to information, and finally the “individual's relationship with the organisation's vision and values”. Finally, at an individual level, factors which influenced inclusion, and therefore required attention in recruitment or management were “personality”, “locus of control”, self-confidence which includes self-esteem and “power”. Research limitations/implications – While this research facilitated “deep” insight into the diversity and inclusion components, this study could have been enriched through exploring diversity and inclusion in other organisational contexts. Second, while the InclusionIndex™ survey provided a useful base measure of inclusion for this research, the use of a survey as the primary research tool might have been leading to the respondents. Third, because the InclusionIndex™ survey was used as the exploratory tool, and was the respondents’ first exposure to the diversity and inclusion terminology, the survey became the informal frame of reference for diversity and inclusion, and thus might have influenced the focus group discussion and semi-structured interview responses. Practical implications – Using these diversity and inclusion considerations, leaders of pluralistic and multicultural organisations can focus their attention on developing inclusion areas that are weak and require more consideration. Second, this research aims to establish that inclusion extends beyond recruitment of diverse individuals to a process driven at organisational, interpersonal and individual levels. Originality/value – These management considerations are important and valuable because they can be used to guide systemic change in organisations, driven at organisational, interpersonal and individual levels. This approach will help organisations to move beyond employment equity compliance, to a commitment to multicultural diverse and inclusive organisations.
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Poirier, Erik, Sheryl Staub-French und Daniel Forgues. „Embedded contexts of innovation“. Construction Innovation 15, Nr. 1 (05.01.2015): 42–65. http://dx.doi.org/10.1108/ci-01-2014-0013.
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Purpose – The purpose of this paper is to study the radical innovation process behind the adoption and implementation of building information modelling (BIM) for a specialty contracting small or medium enterprise (SME). This paper offers two distinct perspectives on BIM adoption and implementation, which are underrepresented in the current literature: the SME perspective and the specialty contractor perspective. It also attempts to bridge the gap between the growing literature on BIM adoption and implementation and the established literature on innovation by developing the notion of embedded contexts in the innovation process. Design/methodology/approach – A mixed-method, longitudinal case study approach was used in this research project to study the evolution of the innovation process and its impact on the Organisation over time. The objectives of this research were to investigate and document the different factors mediating the BIM adoption and implementation process for the Organisation across various contexts, the mechanisms put in place to facilitate this process and the perceived impact within the Organisation. Findings – The initial transition to BIM represented a radical innovation for the Organisation. Subsequently, a series of incremental innovations took place to further advance the Organisation’s BIM capabilities. This innovation process is influenced by different layers of embedded contextual factors, which can be mitigated by, among others, a clear strategic approach towards the innovation process. Furthermore, despite a limited sphere of influence, specialty contractors can leverage BIM within their own supply chain to reap significant benefits. Originality/value – This paper offers an in-depth study of radical innovation within a specialty contracting SME. This study discusses the influence of four embedded contexts on innovation for a specialty contracting SME: the industry context, the institutional context, the organisational context and the project context. It also offers insight into the factors, mechanisms and their impact on the innovation process.
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Swift, Hannah, Vanessa Dias und Dominic Abrams. „WHOM WOULD YOU HIRE? AGEISM IN ORGANIZATIONAL CONTEXTS“. Innovation in Aging 3, Supplement_1 (November 2019): S570. http://dx.doi.org/10.1093/geroni/igz038.2112.
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Abstract People want to work at older ages, yet ageism and discrimination remain a barrier. Using theories of prejudice, social role theory, and conceptual models of age diversity in organisational contexts, we explore age-bias in hiring practices (Study 1) and how to reduce it (Study 2). Study 1 (N=150) investigated pro-youth bias in hiring practices and how this manifests depending on job/occupation. Study 2 (N=150) investigated whether pro-youth bias is reduced by manipulating organisational culture. In both studies, participants were given a fictional organisation, a job ad, and two applicants’ profiles manipulated to represent men one each in their 30s and 50s. Study 1 supported the social role theory hypothesis: people match candidates to the age profile of the job. In the age-neutral job occupation participants chose equally between candidates. Study 2 supported the hypothesis that pro-youth bias can be mitigated when age-diverse nature of the organisational culture is made salient.
Dissertationen zum Thema "Organisational contexts"
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Herfurth, Lorenz. „Organisations as artefacts : an inquiry into hidden design activities within situated organisational contexts“. Thesis, Lancaster University, 2016. http://eprints.lancs.ac.uk/86225/.
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The overall aim of this PhD is to provide insights into the hidden and socially-distributed design activities and behaviours through which members of an organisation contribute to its shape. How do those who are part of the organisational artefact contribute to the design of the artefact? Looking at an organisation as an artefact on the one hand acknowledges the human-made process that brings organisations into existence and the possibility that an organisation is a product of human action. On the other hand it raises questions with regard to the properties of this artefact and the design activities that lead to its existence or influence its development. A paradox is represented by the circumstance that an organisation is both made by and, at the same time, “consists” of humans. A small sample qualitative multi-case study was selected as the research strategy. One case is a retrospective study of an architectural construction project for a higher education institution in the UK, the other is a live study of a mass participation music performance that took place in a major UK city. Together they combine the wealth of material from a longitudinal and retrospective study with the detailed insights obtained from live observation. Analysis is partially grounded, prioritising an understanding emerging from the data itself rather than applying a specific concept to identify themes accordingly. However, fundamental understandings of design are applied to understand whether the design activities identified cohere with existing approaches or provide novel insights into hidden design actions. In both cases the findings confirm the existence of hidden and socially-distributed design actions in processes of organisational design. While fundamental indicators of design change are identifiable in selected events, novel characteristics add to existing understandings of design. Contributions this PhD makes concern the identification and description of hidden design activities within communities of non-expert, silent designers and the empirically supported specification of organisations as socially-designed artefacts. Specifically, the findings lead to the articulation of three contributions: design-before- design, an approach that promotes the acknowledgement of unique organisational settings before design interventions, socially-distributed design as an empirically supported extension of silent design and the resulting description of case studies as self-referential artefacts.
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Darling, Andrea Jean. „Understanding female-perpetrated child sexual abuse in organisational contexts“. Thesis, Durham University, 2018. http://etheses.dur.ac.uk/12768/.
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Organisational child sexual abuse has received unprecedented attention over recent years with numerous local, national and international inquiries taking place. At the same time interest in female sex offenders has increased, however, despite this focus in both areas there is an almost total lack of research examining the phenomenon of female-perpetrated child sexual abuse in organisational contexts. This thesis combines these fields of inquiry and addresses this gap. Situational crime prevention theory framed the mixed methods approach examining 136 cases of sexual abuse perpetrated by women against children they worked with in organisational contexts. The sample originates from the UK, USA and Canada between 2000 and 2016. Freedom of Information request data from the Ministry of Justice and professional regulators was used to examine the current context of this abuse. Qualitative and quantitative content analysis of court reports, professional regulator decisions and media articles then examined 92 variables addressing: perpetrator and victim characteristics; offence processes and modus operandi and situational and environmental factors. The responses of organisations and criminal justice and child protection systems were also investigated, as well as the short- and long-term impacts upon victims. The findings show most women offend alone against a single, post-pubescent male victim, often with particular vulnerabilities. Abuse occurs predominantly outside the organisational environment and the use of electronic communication is common. The findings indicate these women were not pre-disposed offenders but rather their behaviour was influenced by socio-cultural, situational and contextual factors. This highlights the significant influence organisations can have in preventing this abuse and wider implications for policy and practice are also discussed. This thesis makes an original contribution to knowledge by being the first systematic investigation specifically examining female-perpetrated child sexual abuse in a range of organisational contexts.
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Chigwendere, Fungai Beaula. „Towards intercultural communication congruence in Sino-African organisational contexts“. Thesis, Rhodes University, 2018. http://hdl.handle.net/10962/62395.
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Despite the prevalence of theories and research that could serve as guidelines for addressing intercultural communication challenges such as misunderstanding, ineffectiveness and inappropriateness in communication in Sino-African organisational contexts, the continued existence of these challenges suggests the inadequacy of such theories. Accordingly, in consideration of African and Chinese cultural perspectives, the aim of this study was to develop a hybrid intercultural communication congruence (HICC) framework in order to enhance intercultural communication and achieve intercultural communication congruence in Sino-African organisational contexts. In this study, intercultural communication congruence means effectiveness and appropriateness in intercultural communication. To achieve the study aim, an interpretive pragmatism paradigm was adopted, comprising a two-pronged approach of a synthesis of extant literature and theory as well as an empirical qualitative study, both underpinned by cross-cultural management theory. Based on the synthesis of literature and theory, a generic theoretical intercultural communication congruence framework underpinned by intercultural communication awareness - a state where communicants understand communication orientation and manner of communication in their own and their counterparts’ culture - was developed. A further contribution was a theoretical contextualisation of the generic theoretical intercultural communication congruence framework, resulting in a theoretical framework for intercultural communication awareness in Western, African and Chinese cultures and a theoretical intercultural communication congruence framework specific to Sino-African organisational contexts. Thereafter, with the aim of validating the intercultural communication awareness dimension of the theoretical intercultural communication congruence framework specific to Sino-African organisational contexts, an empirical study was conducted with a sample of seven African and eight Chinese experts using indepth interviews with open-ended and semi-structured questions. Based on qualitative content analysis, six intercultural communication awareness enablers or conditions that enable people to understand communication in different cultures and contexts for the purposes of attaining intercultural communication awareness emerged. These were cultural orientation, manner of communication, orientation to rules and protocol, individual dispositions, intercultural communication influences and intercultural communication variations. An integration of the intercultural communication awareness enablers into the generic theoretical intercultural communication congruence framework results in an updated generic theoretical intercultural communication congruence framework. Then, informed by the updated generic theoretical intercultural communication congruence framework, a further contribution of this study was an empirical verification of the intercultural communication awareness dimension of the theoretical intercultural communication congruence framework specific to Sino-African organisational contexts to result in a final hybrid intercultural communication congruence framework for Sino-African organisational contexts supported by the perspectives of those involved in interaction, rather than predetermined standards of other cultures. Empirical findings suggest that both African and Chinese colleagues maintain a sense of collectivism in the Sino- African organisational context, although this is demonstrated differently. In addition, African colleagues display a blended manner of communication characterised by a mix of Western and African ways while the Chinese manner is contextual and governed by roles and relationships. In African culture, rules and protocol are negotiated, aimed at social maintenance, while strong cultural patriotism ensures strict adherence in Chinese culture. In respect of individual dispositions, African people are seen as open and accommodating while the Chinese disposition could be described as closed and ambiguous. Also evident in the findings is the existence of within-culture differences and influence of noncultural factors on intercultural communication that should be addressed in order to achieve intercultural communication congruence. Finally, the frameworks developed and the methodological processes followed will stimulate academic debate and raise numerous questions for future research. Immediate future research could be geared towards refining the concepts of intercultural communication awareness, intercultural communication congruence and the hybrid intercultural communication congruence framework for Sino-African organisational contexts. At a management practice level, intercultural communication awareness insights provide a reference point for intercultural communication enhancement strategies and interventions in Sino-African organisational contexts.
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Hartmann, Stefan. „The relevance of internal communication in contexts of organisational integration“. Thesis, Sheffield Hallam University, 2007. http://shura.shu.ac.uk/19764/.
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This study has examined the relevance of internal communication in contexts of organisational integration ('merger communication'). Today, mergers and acquisitions represent a key means of growth. The fundamental impacts of mergers on the people within the affected organisations are, however, frequently underestimated. Many difficulties experienced in mergers appear to be the result of misguided communication founded on a lack of understanding of the underlying communication processes. Previous research and practice on merger communication may have relied too heavily on transmission-oriented approaches which insufficiently address the complexities of merger scenarios. The present study adopts the philosophical commitments associated with 'critical theory' and 'critical realism'. In methodological terms, a qualitative, interpretive approach was used for the research. The data analysis was split into two parts: the first part involved data collection and analysis using grounded theory. As a result a new theory of merger communication was induced. Primary data was obtained by interviewing 32 subjects who were involved or affected by merger integration. Subjects questioned had differing backgrounds, occupied various positions and gained experience in different organisations. The second part of the research involved a broadly-based literature review which, detached from grounded theory principles, served to corroborate the findings from the primary data analysis. The study found that merger communication involves reciprocal interaction processes. During these processes, fields of joint and socially constructed views are produced. Overall, the study advances communication theory which has been empirically tested in merger settings, i.e. there was an examination of the interplay between communication and organisational integration. As a result the field of cultural communication, a route within communication theory, has been furnished with an explanatory approach which extends current understanding of shared meaning relationships. The mergers and acquisitions theory on the other hand is confronted with the finding that an instrumental approach to communication is of limited use only. While a few academics in the area of mergers and acquisitions have regarded merger communication as involving the sharing of meanings none have developed this idea any further with an overarching model.
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Arend, Susanne. „Exploring contemporary work contexts : the influence of careers in building organisational commitment /“. [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe18931.pdf.
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Chingwena, Tongesai. „Implications of complexity leadership on organisational adaptability in dramatic social change contexts“. Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80419.
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Organisations are deeply entrenched in complex contextual discontinuities where they have to
deal with both internal and external stimuli by implementing practices and behaviours that
direct them towards adaptation. A web of the forces that encapsulate the operating
environment includes dynamic economic uncertainty, deepening regulative frameworks, evershifting
employee empowerment-based labor practices, and entrenched geopolitical
disruptions compounded by debilitating ecological disturbances. As such, given such tension
saturated complex contexts, organisations need to create the capabilities to adapt to converge
with the emerging discontinuous contexts continuously. On the one hand, many firms struggle
to establish this capability, leaving a trail of the multiple obsolescent organisations. On the
other side, a few have been able to thrive and see opportunities where others are not looking.
The emerging contexts can be dramatic and complex; in many ways, sustaining confounding
complex societal shifts. The context places massive implications on the type of leadership
practices that firms have to recruit to deal with the pursuant complexity required to capacitate
firms to adapt. More knowledge is thus needed to understand how leaders can play a role in
influencing their firms to build the organisational adaptability capability. The study leans on the
potent Complexity Science and is inspired by the Complexity Leadership Theory whose
complexity practices could help leaders deal with environmental complexity. In an empirical
formulation, the research delineates the first order Complexity Leadership Theory into Second-
Order Constructs. It demonstrates that leaders can recruit the necessary complexity leadership
principles and practices when moderated by Dramatic Social Change complexities to bring
about their firms' needful convergence with obtaining complex contexts. This environmental
convergence typifies Organisational Adaptability on a panoramic level of the organisation;
internally, at the market and institutional levels, depending on the leader motives.
The study formulates recommendations for the boundary conditions under which each or a
combination of the complexity leadership practices will bring about the appropriate level of
adaptability, whether the contextual complexity is a consequence of persistent trends that are
infrequent and large, or the complexities are frequent yet offer fleeting opportunities.Mini Dissertation (MPhil)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MPhil
Unrestricted
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Palaiou, A. „From dawn to dusk : the role of personality in different organisational contexts“. Thesis, University College London (University of London), 2016. http://discovery.ucl.ac.uk/1524862/.
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Robert Hogan was the first person who distinguished between the “bright” side and the “dark” side of personality. Hogan, Curphy and Hogan (1994) noted that the Five Factor Model (FFM) represented the bright side of personality. The dark side traits can be understood as those dysfunctional tendencies that tend to surface when people are under stress or are off their guard. The Hogan Development Survey (HDS) was designed in order to identify individuals who have the potential to be derailed (Hogan & Hogan, 2001). The characteristics of the bright and dark sides co-exist; individual differences have an impact on both functional and dysfunctional behaviours. This thesis aimed to validate and investigate the role of personality, especially the dark side, in different organisational contexts. Firstly, I examined the bright side and dark side of CEOs. I found that they have significantly higher scores in Conscientiousness, Extraversion, Agreeableness, Bold and Colourful behaviour compared to the working norms of people in their sector who were more Neurotic, Excitable, Cautious, Leisurely and Dutiful (Chapter 2). Validating the bright side and the dark side in a different organisational context, I showed that Ambition, Prudence and Adjustment predicted both negative and positive organisational attitudes. Moreover, the dark side explained more variance for both organisational attitudes, with Bold being a consistent predictor (Chapter 3). Finally, I examined the updated subscale structure of the HDS, which has relatively low internal consistency and fits relevantly well in the three higher order factors. I also found that Fantasied Talent, Public Confidence and Conforming were positive strong predictors for work success, whereas Fearful and Manipulative were negative predictors (Chapter 4). The findings of this thesis validated Hogan’s distinctions between the bright and the dark side of personality as well as Hogan’s instruments, and provided a deeper understanding of the role of personality in various organisational contexts.
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Gårlin, Karl, und Mathias Kostet. „Change Through Transformation : An exploratory case study on leadership in contrasting organisational contexts of IKEA Sweden“. Thesis, Umeå universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-123230.
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As corporations have to adapt to an ever-faster spinning global environment they often turn to projects as a facilitator to positive change. With the increase in temporary projects more line managers are faced with leading projects in the permanent organisation, a task that can be widely different from leadership in the permanent organisation. Our purpose is to expand the theoretical and practical knowledge on how managers view the contrast on leadership in the temporary organisation in comparison with the permanent organisation in our case company IKEA and how organisational culture influence this leadership. Which lead us to our research question, How do managers at IKEA compare their leadership styles between being a line manager in comparison with a manager in a temporary organisation? In order to answer the research questions we conducted a qualitative method study, using semi-structured interviews as a tool we interviewed nine senior managers at IKEA who have significant experience from leadership in both organisational contexts. The managers also answered a leadership test for us to better understand their leadership; furthermore we interviewed an HR-experienced manager for context. To interpret the data, an exhaustive theoretical frame of reference was constructed with regards to our purpose, built mainly of leadership theory, organisational culture and differences organisational contexts. After presenting our data based on our main themes, a thematic analysis was conducted on the data gathered that summarized and discussed the important findings discovered in our transcripted interview material. The themes constructed were “leading to succeed”, “communication is key”, “focus on the individual”, “supportive surroundings” and “strength through unity”. Further, a framework is assembled and presented, highlighting the contrasts between the organisational contexts in regards to our constructed thematic frameworks. In our conclusions we found that the basis of our participants transformative leadership does not change between the organisational contexts, it only slightly adapts to organisational routines that differ. Furthermore we establish a connection between IKEA’s transformative organisational culture and leadership in the organisation, which are analogous in their cornerstones. The theoretical contributions complements previous research within leadership in temporary organisations, with the additions of organisational culture and the managerial perspective. And our practical contributions assist IKEA and similar companies in their understanding of their managers’ views on the fundamental contrasts in leadership in the different organisational contexts.
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Richter, Ingrid. „Ordinary epiphanies : a narrative analysis of executive and organisational learning in multiple contexts“. Thesis, Lancaster University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.414345.
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Altringer, Bethanne. „Team creative problem solving in multi-disciplinary, cross-cultural and inter-organisational contexts“. Thesis, University of Cambridge, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.609513.
Der volle Inhalt der QuelleBücher zum Thema "Organisational contexts"
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Bonnet, Angeline. Teamworking: The influence of organisational contexts on the implementation of teamworking. [s.l.]: typescript, 1995.
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Lilja, Kari. Organisational learning in the contexts of managerial work: The case of Kaskinen pulp mill. Brussels: European Institute For Advanced Studies in Management, 1988.
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Capon, Claire. Understanding organisational context. Harlow: Financial Times/Prentice Hall, 2000.
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Beyond the learning organisation: Paths of organisational learning in the East German context. Aldershot: Ashgate, 2000.
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Mitleton-Kelly, Eve. Complex adaptive systems in an organisational context: Organisations as co-evolving complex adaptive systems. Coventry: ESRC Business Processes Resource Centre, 1998.
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Sandwell, Caroline. Stress management and its organisational context. [s.l.]: typescript, 1992.
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Institute of Leadership & Management. Organisational culture and context super series. Burlington: Elsevier, 2003.
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Organisational culture: Concept, context, and measurement. New Jersey: World Scientific, 2014.
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Organisations in action: Competition between contexts. London: Routledge, 2000.
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Guillemet, Patrick. Organisation et contexte québécois: Une perspective communicationnelle. Sainte-Foy, Québec: Télé-université, 1993.
Den vollen Inhalt der Quelle findenBuchteile zum Thema "Organisational contexts"
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Hodgson, David, und Lynelle Watts. „ORGANISATIONAL CONTEXTS“. In Key Concepts and Theory in Social Work, 161–76. London: Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-48784-1_11.
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Chadwick, Ruth, und Ann Gallagher. „Nurses’ Ethics in Organisational Contexts“. In Ethics and Nursing Practice, 39–53. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1057/978-1-349-93299-3_4.
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Symons, Gladys L. „Managing emotional spacetime: gender, emotions and organisational contexts“. In Gendering Emotions in Organizations, 89–108. London: Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-1-137-07297-9_6.
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Köhler, Thomas, Christoph Lattemann und Jörg Neumann. „Organising Academia Online“. In Progress in IS, 11–28. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-66262-2_2.
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AbstractResearch on organisational arrangements of scholarly networks in both e-learning and e-research is located at the intersection of different theoretical justifications and developmental contexts such as organisational theory, computer science, education science and media informatics. However, there is still a lack of research on the organisational context of e-learning arrangements and its impact on collaboration in academic communities. E-learning research shows that the integration of electronic media in scientific communities negatively impacts their effectiveness and causes conflicts within communities. Research networks however are far less investigated as there is not direct didactic focus on how to collaborate. Recent theories on organisational design, virtual organisations and governance provide concepts for organising e-collaboration more effectively. Managerial instruments such as direct control of results and behaviours need to be supplemented or even replaced by concepts of social control; typically trust and confidence become the central mechanisms for the new forms of inter- and intra-organisational coordination. This paper starts with concepts. Then, to exemplify the organisational coordination mechanisms in scholarly e-communities, the authors critically discuss and reflect on these organisational arrangements and managerial concepts for two higher education portals and one research network in Germany. The conclusion is that, just as previous research has confirmed for educational networks, governance within academic networks relies heavily on the functionality of social and communicative forms of control.
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Evers, Colin W. „Organisational Contexts for Lifelong Learning: Individual and Collective Learning Configurations“. In Second International Handbook of Lifelong Learning, 61–76. Dordrecht: Springer Netherlands, 2011. http://dx.doi.org/10.1007/978-94-007-2360-3_4.
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Olckers, Chantal, und Llewellyn Ellardus Van Zyl. „Positive Psychological Interventions Aimed at Managing Territorial Behaviours Within the Organisational Context“. In Positive Psychological Intervention Design and Protocols for Multi-Cultural Contexts, 171–91. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-20020-6_8.
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Khan, Jashim, Vivi Maltezou, Eddy M. Sutanto und Meng Tao. „The Role of Fellow-Feelings and Organisational Harmony to Organisational Performance: A Comparative Analysis Between Two National Contexts“. In Strategic Innovative Marketing and Tourism, 91–99. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-36126-6_11.
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Mayer, Claude-Hélène, und Rudolf M. Oosthuizen. „Developing Leaders in Multicultural Organisational Contexts Within a Positive Psychology Framework: Jung’s Active Imagination Intervention“. In Positive Psychological Intervention Design and Protocols for Multi-Cultural Contexts, 361–79. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-20020-6_16.
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Koop, Hans Jochen, K. Konrad Jäckel und Anja L. van Offern. „Organisation“. In Erfolgsfaktor Content Management, 115–28. Wiesbaden: Vieweg+Teubner Verlag, 2001. http://dx.doi.org/10.1007/978-3-322-89912-5_8.
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Thompson, Neil, Michael Murphy und Steve Stradling. „The Organisational Context“. In Dealing with Stress, 109–31. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-23302-1_6.
Der volle Inhalt der QuelleKonferenzberichte zum Thema "Organisational contexts"
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Nissen, Volker, und Danilo Saft. „Social emergence in organisational contexts“. In the 2010 Spring Simulation Multiconference. New York, New York, USA: ACM Press, 2010. http://dx.doi.org/10.1145/1878537.1878548.
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Wognum, P. M. „Designers in Organisations“. In ASME 2002 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/detc2002/dtm-34028.
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Design processes in current industrial contexts require integration between different disciplines and functions, not only within an organisation but also across organisational and even national borders. Many barriers to integration can be observed, however, in multi-disciplinary and multifunctional design projects. One of these barriers is the lack of organisational, management, and social knowledge and skills, on the level of team members as well as on the level of project management. To achieve a sufficient level of integration technical knowledge and skills are necessary but not sufficient. Organisational, management, and social skills are necessary too. In our research on organisation and management of business processes we have found that this last category of knowledge needs improvement for the largest part of design team members and managers. As designers are professionals who have been employed because of their knowledge and skills, gained through prior academic or professional education, the question can be asked to what extent organisational, management, and social knowledge is included in this education. One way to answer this question is by studying the knowledge and skills deemed important for performing design tasks. An important source of this knowledge can be found in journal articles in the area of engineering design. The authors of these articles are in most cases also the ones transferring this knowledge to future designers. In this paper, a study of 94 recently published journals articles is described, which reveals, that organisational, management, and social skills are not yet a major focus of attention. In particular the number of empirical studies on the organisational, social, and managerial behaviour of designers in practical contexts is scarce in the engineering research community. These results will be confronted with results from management and social sciences research. We argue that the gap between these two fields of research needs to be bridged to better prepare designers for their task in current industrial contexts.
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NANAYAKKARA, N. B., Y. G. SANDANAYAKE und B. J. EKANAYAKE. „AN INVESTIGATION ON CORPORATE SOCIAL RESPONSIBILITY OF CONSTRUCTION ORGANISATIONS IN DISASTER IN SRI LANKA“. In 13th International Research Conference - FARU 2020. Faculty of Architecture Research Unit (FARU), University of Moratuwa, 2020. http://dx.doi.org/10.31705/faru.2020.22.
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Corporate Social Responsibility (CSR) is a concept, which is broadly determined as ensuring the efficacy of the organisation in integrating social and environmental considerations into organisational operations. In Sri Lankan context, a great enthusiasm can be seen among organisations to engage in CSR initiatives. Having considered the importance and impact, the study aims to investigate the importance of CSR initiatives by construction organisations in disasters in Sri Lanka. Thus, a mixed method research approach was followed as the methodology of this study. Findings are based on semi-structured interviews held with construction industry professionals. Findings of this study revealed that the implementation of CSR initiatives is more important during a disaster situation in the aspects of both affected party and aiding party. Moreover, construction organisations implement CSR during disaster situations by considering it as a mandatory responsibility of an organisation. Further, most of the construction organisations engage in CSR implementation during natural disaster situations. In practice all the construction organisations tend to engage in reactive initiatives. More importantly, it is revealed that both the organisational work force and society are benefitted through CSR implementation in disaster situations.
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SKAČKAUSKIENĖ, Ilona, und Juliana SMIRNOVA. „OPPORTUNITIES FOR THE DEVELOPMENT OF A GREEN ORGANISATION IN THE CONTEXT OF NATIONAL AND INTERNATIONAL STRATEGIC DOCUMENTS AND INICIATIVES“. In International Scientific Conference „Contemporary Issues in Business, Management and Economics Engineering". Vilnius Gediminas Technical University, 2021. http://dx.doi.org/10.3846/cibmee.2021.628.
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The article emphasizes the aspects of organisational development in the context of green organisation, de- scribing the importance of changes in an external environment for the development of the organisation. Purpose – the purpose of the article is to analyse the relevance of green organisation development at the national and international levels by examining it through the prism of strategic documents and initiatives. In order to determine the development directions of the green organisation on the basis of strategic documents and initiatives. Research methodology – the methods of critical analysis of scientific literature, strategic documents, initiatives and synthesis as well as abstrahation have been applied. Findings – main findings of the research proved that development of green organisation is relevant in the context of key international and national strategic documents. Also the definition of the development of green organisations is proposed by authors. The analysis of strategic documents and initiatives at the national and international levels has shown that their impact on the development of a green organisation can be both direct and indirect. Research limitations – the limitation of this reseach is that mainly key international and national strategic documents were analyzed. Analysis of other strategic documents can be stated as a direction for future research. Practical implications – the results of the research could be used as a basis for the promotion of the development of green organisations at the national and international level both directly and indirectly. Originality/Value – the originality of this research can be defined by complex approach to analysis related to the impact of actual legal regulation to the development of green organisations.
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Kerr, M. P., P. E. Waterson und C. W. Clegg. „A Socio-Technical Approach to Knowledge Capture, Sharing and Reuse in Aerospace Design“. In ASME 2001 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2001. http://dx.doi.org/10.1115/detc2001/cie-21254.
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Abstract This paper describes the first phase of a study of knowledge management in design from a multi-disciplinary perspective, using a socio-technical approach. The prime objective is to understand the human, social, organisational and technological aspects of current knowledge capture, sharing and reuse activities. Designers from a range of contexts, across two aerospace companies, were interviewed about the details of a design episode they had been personally involved in. They focussed on the critical problems encountered and potential solutions. This resulted in the specification of a set of social and technical requirements for the overall work system. These requirements are then discussed in terms of their implications of human/machine allocation and use in the development of a future vision for design. The paper concludes by looking forward to the next phase of the project. Here the objective is to build a technological tool to support designers in their day-today activities and to incorporate social requirements for the overall system of knowledge management.
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Pinto, Joana Carneiro. „TELECAREER: ANTECEDENTS AND CONSEQUENCES OF STRATEGIC CAREER BEHAVIOURS ON IBERIAN TELEWORKERS“. In International Conference on Education and New Developments. inScience Press, 2021. http://dx.doi.org/10.36315/2021end149.
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This paper aims to present the state of the art, objectives, methodology and expected results of a project that investigates the nature, causes and consequences of the use of strategic career management behaviours in an Iberian sample of teleworking adults. Specifically, our purpose is to analyze the strategic behaviours - authenticity, balance and challenge - according to the Kaleidoscopic Career Model developed by Sullivan and Mainiero (2008). The role of self-efficacy beliefs, the desire for career control, and perceived organizational support, as antecedents of those career behaviours, will be assessed, as well, as the consequences of their use on perceived career control, objective and subjective career success, and career satisfaction. The aim is to develop an explanatory model of career management for Iberian teleworkers, with implications for the design of human resource development programmes in organisational contexts. It is an innovative project on the international scenario, by the target population on which it focuses, but also by the combination of the selected career variables.
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Lisimberti, Cristina, und Katia Montalbetti. „Alternanza scuola-lavoro (work-based learning) as a resource for higher education“. In Fifth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2019. http://dx.doi.org/10.4995/head19.2019.9352.
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In Italy, Law no. 107/2015 made obligatory for all second grade secondary school students to spend a certain number of hours on alternanza scuola-lavoro activities (work-based learning). For Italian schools this opened up new horizons as well as new challenges on multiple levels: organisational, didactic and educational. Anyway Legal provisions and scientific evidence are in fact not sufficient to guarantee quality because school and work contexts are systems guided by different motivations, models and mechanisms. “Tailoring” and “co-designing” are the main characteristics of alternanza programmes offered by Università Cattolica del Sacro Cuore; to investigate the quality of these experiences a survey has been launched. Whilst the study confirms the satisfaction of the participating schools, from the perspective of ongoing improvement, a number of areas for development emerged in relation to evaluation issue in particular. Beyond the experience itself, universities should consider alternanza a major topic for consideration, since it enhances their fundamental activities: research, education and the third mission; accommodating students on alternanza programmes is therefore a means of responding to local needs but also an opportunity to consolidate university development strategies.
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W. Maguire, David. „Virtual Organization to Virtual Product: Structural Challenges to Online Newspapers“. In 2002 Informing Science + IT Education Conference. Informing Science Institute, 2002. http://dx.doi.org/10.28945/2529.
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This paper is about the online newspaper industry and the organisational changes that have been necessitated by economic downturn and natural evolution. It explains how online newspapers were created as virtual organisations (VO) by publishers to protect valuable franchises and in the early stages of the technology boom were replicas of their traditional newspaper counterparts. It describes two VO structures that have applied during the online newspaper life cycle and the changes as economic pressures lead to de-structuring. This has resulted in convergence of publishing cultures with online and traditional disciplines working in a multi-skilling environment on two different products with similar content delivered through physical and electronic means. A model of the new working entity is provided. The paper concludes by raising cultural organisational issues relevant to a clash of journalistic disciplines.
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Seidelin, Cathrine. „Developing the data-based organisation: Exploring Data Work and Human-Data Interactions in a Cross-Organisational context“. In Proceedings of the 32nd International BCS Human Computer Interaction Conference. BCS Learning & Development, 2018. http://dx.doi.org/10.14236/ewic/hci2018.200.
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Morgado, João, Joao Amado, Nuno Carlos und Maria Pinheiro. „The Development of Multi-Asset Performance Indicators for the Management of the Portuguese Road and Rail Networks“. In IABSE Symposium, Guimarães 2019: Towards a Resilient Built Environment Risk and Asset Management. Zurich, Switzerland: International Association for Bridge and Structural Engineering (IABSE), 2019. http://dx.doi.org/10.2749/guimaraes.2019.1643.
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<p>In the context of Asset Management, measuring the performance of each asset or the performance of a specific group of assets plays a vital role in all asset-intensive organisations, depending on large amounts of physical equipment or assets. This paper describes the development of multi-asset performance indicators made by Infraestruturas de Portugal, S.A. (IP), a process started in 2015. IP is currently the organisation managing the most valuable stock of assets in Portugal, comprising more than 15.000 km of roads, 2.600 km of railways, more than 7.500 bridges as well as other sub- systems. Managing in an integrated way such diverse asset types became a significant challenge, raising the need to develop performance indicators so that the organisation could track and report the performance of its assets on a common basis, including both road and rail networks.</p>
Berichte der Organisationen zum Thema "Organisational contexts"
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Gordon, Eleanor, und Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.
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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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Khan, Ayesha. Supporting Women’s Empowerment in Pakistan: Lessons for Donors. Institute of Development Studies (IDS), Januar 2021. http://dx.doi.org/10.19088/ids.2021.001.
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In a context where democratic culture and civil society space are under threat, rights-based organisations face increased restrictions on their activities, and donors are finding it harder to engage with them. However, findings show that donor support is crucial for successful women’s empowerment initiatives. Our research on women’s activism in Pakistan suggests donors should strategically support women’s social and political action for empowerment and accountability by continuing to support advocacy organisations, which develop women’s skills to engage with participatory political processes.
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Khan, Ayesha. Supporting Women’s Empowerment in Pakistan: Lessons for Donors. Institute of Development Studies (IDS), Januar 2021. http://dx.doi.org/10.19088/ids.2021.001.
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In a context where democratic culture and civil society space are under threat, rights-based organisations face increased restrictions on their activities, and donors are finding it harder to engage with them. However, findings show that donor support is crucial for successful women’s empowerment initiatives. Our research on women’s activism in Pakistan suggests donors should strategically support women’s social and political action for empowerment and accountability by continuing to support advocacy organisations, which develop women’s skills to engage with participatory political processes.
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Fernández-Durán, Cristina, und Elsa Febles Carmona. Mobilité Humaine et Résilience au Sahel : Défis et opportunités. Oxfam, September 2020. http://dx.doi.org/10.21201/2020.6577.
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Oxfam s’est engagé depuis 2016, en partenariat avec des organisations internationales et nationales du Tchad, du Burkina Faso, du Niger, de la Mauritanie et du Mali, dans la mise en oeuvre des projets de renforcement de la résilience dans des zones fragilisées du Sahel financés dans le cadre du Fonds Fiduciaire d’Urgence de l’Union Européenne pour l’Afrique (FFUE). À travers notre expérience et celle des organisations avec lesquelles nous travaillons dans le cadre des projets FFUE, nous avons constaté que les différentes dynamiques de mobilité humaine présentes dans les zones d’intervention avaient des impacts sur les communautés et les projets. C’est ainsi que nous avons entamé un processus d’apprentissage croisé entre les projets FFUE où Oxfam participe afin de mieux comprendre les enjeux entre résilience et mobilité humaine dans le contexte des zones d’intervention dans ces cinq pays du Sahel.
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Ibrayeva, Galiya, Saltanat Anarbaeva, Violetta Filchenko und Lola Olimova. Online News Consumption in Central Asia. Herausgegeben von Jazgul Ibraimova. The Representative Office of the Institute for War and Peace Reporting in Central Asia, September 2019. http://dx.doi.org/10.46950/201902.
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This investigation is the first attempt in Central Asia to measure online news consumption. It focuses on identifying trends of online news consumption and sources of news content in the region. The publication contains the results of online survey with participation of 4,130 online news consumers, in-depth interviews with 20 experts in new media who know regional and local peculiarities of news outlets, and analysis of news accounts in social media. The research will be useful to journalism faculties, news media, researchers, and international organisations, as well as to all who are interested in development of digital media in the region. The publication is available in English, Kazakh, Kyrgyz, Russian, Tajik and Uzbek languages.
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Groeneveld, Caspar, Elia Kibga und Tom Kaye. Deploying an e-Learning Environment in Zanzibar: Feasibility Assessment. EdTech Hub, Juli 2020. http://dx.doi.org/10.53832/edtechhub.0028.
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The Zanzibar Ministry of Education and Vocational Training (MoEVT) and the World Bank (the Bank) approached the EdTech Hub (the Hub) in April 2020 to explore the feasibility of implementing a Virtual Learning Environment (VLE). The Hub was requested to focus primarily on the deployment of a VLE in lower secondary education, and this report consequently focuses primarily on this group. The report is structured in four sections: An introduction to provide the background and guiding principles for the engagement with a short overview of the methodology applied. An analysis of the Zanzibar education system with a particular focus on elements relevant to deploying a VLE. This includes the status of ICT infrastructure, and a summary of the stakeholders who will play a role in using or implementing a VLE. A third section that discusses types of VLEs and content organisation, and their applicability to the Zanzibar ecosystem. A conclusion with recommendations for Zanzibar, including short- and long-term steps. In this collaboration with Zanzibar’s MoEVT, the Hub team sought to understand the purpose of the proposed VLE. Based on discussions and user scenarios, we identified two main education challenges a VLE may help to resolve. In the short term, students cannot go to school during the COVID-19 crisis, but need access to educational content. There is content, but no flexible and versatile platform to disseminate content to all students. In the long term, a mechanism to provide students with access to quality, curriculum-aligned content in school, or remotely, is required.
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Price, Roz. Access to Climate Finance by Women and Marginalised Groups in the Global South. Institute of Development Studies (IDS), Mai 2021. http://dx.doi.org/10.19088/k4d.2021.083.
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This paper examines the issue of management of climate finance in the Global South. It acknowledges the efforts made by the various stakeholders so far but seeks to advance a clarion call for a more inclusive and targeted approach in dealing with climate change. The authors highlight the limited role played by least developed countries and small island developing states in contributing to the conversation on climate change. The authors emphasize the need for enhancing the role of the most vulnerable countries, marginalized groups, and indigenous peoples in the management of climate change. This rapid review focusses on the access to the Green Climate Fund by local civil society organisations (CSOs), indigenous peoples, and women organizations within the Global South. The authors observe that there still exist barriers to climate finance by local actors in the Global South. The authors note the need for more significant engagement of all local actors and the need to devolve climate finance to the lowest level possible to the most vulnerable groups. Particularly, climate finance should take into consideration gender equality in any mitigation measures. The paper also highlights the benefits of engaging CSOs in the engagement of climate finance. The paper argues that local actors have the potential to deliver more targeted, context-relevant, and appropriate climate adaptation outcomes. This can be attributed to the growing movement for locally-led adaptation, a new paradigm where decisions over how, when, and where to adapt are led by communities and local actors. There is also a need to build capacities and strengthen institutions and organisations. Further, it is important to ensure transparency and equitable use and allocation of climate finance by all players.
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Haider, Huma. Mainstreaming Institutional Resilience and Systems Strengthening in Donor Policies and Programming. Institute of Development Studies (IDS), Juni 2021. http://dx.doi.org/10.19088/k4d.2021.101.
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This rapid review synthesises evidence on key aspects of mainstreaming institutional resilience and systems strengthening in donor policies and programming in FCAS (Fragile and Conflict-affect States) contexts, particularly in nutrition (food security), health, WASH and the economic sector. Institutional resilience is the ability of a social system (society, community, organisation) to absorb and recover from external shocks, while positively adapting and transforming to address long-term changes and uncertainty. Investing in strong, well-functioning and adaptable social systems, such as health, education and social protection systems, can build resilience, as this help to cushion the negative economic and social effects of crises. While development actors have established guidance on how institutions can be made more effective, inclusive and accountable, there is much less literature on institutional resilience and how development actors can help to foster it. Much of the literature notes a lack of systematic evidence on applying the concept of resilience. These gaps extend to a dearth of guidance on how development actors can mainstream institutional resilience and systems strengthening into their policies and programmes. This rapid review draws on common factors discussed in the literature that are considered important to the strengthening of resilience and particular systems. These may, in turn, provide an indication of ways in which to mainstream institutional resilience and systems strengthening into development policy and programming
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Megersa, Kelbesa. Tax Transparency for an Effective Tax System. Institute of Development Studies (IDS), Januar 2021. http://dx.doi.org/10.19088/k4d.2021.070.
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This rapid review examines evidence on the transparency in the tax system and its benefits; e.g. rising revenue, strengthen citizen/state relationship, and rule of law. Improvements in tax transparency can help in strengthening public finances in developing countries that are adversely affected by COVID-19. The current context (i.e. a global pandemic, widespread economic slowdown/recessions, and declining tax revenues) engenders the urgency of improving domestic resource mobilisation (DRM) and the fight against illicit financial flows (IFFs). Even before the advent of COVID-19, developing countries’ tax systems were facing several challenges, including weak tax administrations, low taxpayer morale and “hard-to-tax” sectors. The presence of informational asymmetry (i.e. low tax transparency) between taxpayers and tax authorities generates loopholes for abuse of the tax system. It allows the hiding of wealth abroad with a limited risk of being caught. Cases of such behaviour that are exposed without proper penalty may result in a decline in the morale of citizens and a lower level of voluntary compliance with tax legislation. A number of high-profile tax leaks and scandals have undermined public confidence in the fairness of tax systems and generated a strong demand for effective counteraction and tax transparency. One of the key contributing factors to lower tax revenues in developing countries (that is linked to low tax transparency) is a high level of IFFs. These flows, including international tax evasion and the laundering of corruption proceeds, build a major obstacle to successful DRM efforts. Research has also identified an association between organisational transparency (e.g. transparency by businesses and tax authorities) and stakeholder trust (e.g. between citizens and the state). However, the evidence is mixed as to how transparency in particular influences trust and perceptions of trustworthiness.
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Herbert, Siân. Donor Support to Electoral Cycles. Institute of Development Studies (IDS), April 2021. http://dx.doi.org/10.19088/k4d.2021.043.
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This rapid literature review explains the stages of an election cycle, and how donors provide support to electoral cycles. It draws mainly on policy guidance websites and papers due to the questions of this review and the level of analysis taken (global-level, donor-level). It focuses on publications from the last five years, and/or current/forthcoming donor strategies. The electoral cycle and its stages are well-established policy concepts for which there is widespread acceptance and use. Donor support to electoral cycles (through electoral assistance and electoral observation) is extremely widespread, and the dominant donors in this area are the multilateral organisations like the United Nations (UN) and the European Union (EU), and also the United States (US). While almost all bilateral donors also carry out some work in this area, “almost all major electoral support programmes are provided jointly with international partners” (DFID, 2014, p.5). Bilateral donors may provide broader support to democratic governance initiatives, which may not be framed as electoral assistance, but may contribute to the wider enabling environment. All of the donors reviewed in this query emphasise that their programmes are designed according to the local context and needs, and thus, beyond the big actors - EU, UN and US, there is little overarching information on what the donors do in this area. While there is a significant literature base in the broad area of electoral support, it tends to be focussed at the country, programme, or thematic, level, rather than at the global, or donor, level taken by this paper. There was a peak in global-level publications on this subject around 2006, the year the electoral cycle model was published by the European Commission, International Institute for Democracy and Electoral Assistance (International IDEA), and United Nations Development Programme (UNDP). This review concludes by providing examples of the electoral assistance work carried out by five donors (UN, EU, US, UK and Germany).