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Auswahl der wissenschaftlichen Literatur zum Thema „Organisational identity“
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Zeitschriftenartikel zum Thema "Organisational identity"
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Diamond, Michael A. „Psychoanalytic organisation theory and identity: a psychosocial framework“. Journal of Psychosocial Studies 13, Nr. 1 (01.03.2020): 99–116. http://dx.doi.org/10.1332/147867320x15803493574409.
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In this article, the author explains a contemporary framework for psychoanalytic organisation theory and identity. In doing so, he assumes a post-Kleinian object relational approach. This orientation to understanding the complexity of organisations and organising takes advantage of the ideas of Winnicott and Ogden. The notion of organisational identity and the process of identification are viewed from experiential, relational and intersubjective psychodynamics. Organisational members are engaged in three modes of organising: depressive (containment versus control); paranoid-schizoid (division versus fragmentation); and autistic-contiguous (integration versus isolation). Finally, the discovery of organisational identity depends on the collection of psychoanalytic data that involve the observation and interpretation of intersubjectivity rooted in the experience of organisational membership.
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WEBB, JANE. „KEEPING ALIVE INTER-ORGANISATIONAL INNOVATION THROUGH IDENTITY WORK AND PLAY“. International Journal of Innovation Management 21, Nr. 05 (Juni 2017): 1740009. http://dx.doi.org/10.1142/s1363919617400096.
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This paper discusses how people draw on the strategic interests and motivations of their home organisations in negotiating the activities inter-organisational collaboration for innovation will include. Through presenting ethnographic snapshots of a case involving fifteen partner organisations, the paper explores how members of a coordinating group make sense of the possibilities and constraints for joint work. As they discuss new activities, they engage in identity work and identity play, simultaneously identifying with their home organisations and the meta-organisation. This finding challenges previous research assuming the importance of a coherent and stable collective identity for collaborative work. Instead the author suggests that innovation practitioners leave space for multiple objectives to emerge over time within joint activities in order to keep alive inter-organisational innovation. The author calls for more research into how the interplay of organisational identities enables and constrains the practices of organising for inter-organisational innovation.
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Stockenstrand, Anna-Karin. „Accountability dilemmas and identity struggles“. Journal of Accounting & Organizational Change 15, Nr. 1 (03.04.2019): 2–29. http://dx.doi.org/10.1108/jaoc-02-2013-0017.
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Purpose The purpose of this paper is to add to our understanding of how external factors such as funding and external accountabilities affect the organisational inner workings, especially identity issues. Design/methodology/approach The paper is based on a comparative case study of two professional chamber orchestras, one in Sweden and one in the UK. The two orchestras had significantly different funding conditions and had different relations with funders and were thus exposed to different kinds of accountability dilemmas. The two organisations were studied using and ethnographically inspired approach. The developments of various parts of the organisations were studied, such as funding, management, strategy, management control and identity issues. Findings The paper illustrates how the solution to accountability dilemmas in an organisation can, over time, result in the protection or the dilution of a perceived organisational core and thus in an identity struggle. Especially, management has to deal with the balance between financial and operational accountability, where organisational members could perceive the decisions to be confirming or rejecting what they perceived as being the higher purpose of their work. Practical implications This paper may help managers become more aware of the long ranging consequences of managerial decisions and how such decisions may affect the identity orientation of organisational members. Originality/value The paper combines the concept of identity with the concept of accountability, something that has not been done to a large extent in previous research.
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Pryanikova, N. I. „The conflictological profile of the organisation as an element of cultural identity“. Vestnik Universiteta, Nr. 11 (07.01.2022): 168–73. http://dx.doi.org/10.26425/1816-4277-2021-11-168-173.
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In contemporary research on organisational effectiveness, the concept of culture is gaining ground. Not only organisational and/or national culture is considered, but also the whole range of local subcultures: professional, personal, age, etc., which also need to be analysed and taken into account. This circumstance affects the micro- and macro-level functioning of the organisation in the cultural code. The article studies the phenomenology of conflict from the perspective of an organisation’s conflictological profile, which is a reflection of its cultural identity. A typological cross-section of the conflict, its operational, strategic and symbolic types has been revealed. They have individual characteristics and have an impact on the functioning of the organisation, shaping its unique conflictological profile.
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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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Dar, Sadhvi. „Negotiating Autonomy“. Journal of Health Management 9, Nr. 2 (Mai 2007): 161–88. http://dx.doi.org/10.1177/097206340700900202.
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This article is a contribution to the under-researched but growing literature relating organisational theory to non-governmental organisations (NGOs). Many developmental academics and practitioners have highlighted the imposition of Northern ideas and values on Southern NGOs as inherently colonial, patronising and leading to minimal grassroots autonomy (Crush 1995; Escobar 1995; Ferguson 2003[1990]; Hobart 1993). While acknowledging this, the present article analyses the diffusion of Northern managerialism on Southern ways of working with special reference to how Southern NGOs are pressured to exude a cohesive, uniform and positive organisational identity in order to work in partnership with their donors. In doing so, the analysis points to the concept of organisational identity itself being a construct of Northern ideas of management and, therefore, not applicable universally. It is suggested that fissures and resistances created by this double construction are played out in development project reports. It is in reports that an organisational narrative is created and an image is portrayed of the organisation: setting up a textual space where organisational identity is legitimated and used for negotiating autonomy in relation to donors.
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Molete, Dr Mantoa C. „Cororate Culture as a Function in Formulating Strategic Communication.“ 12th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 12, Nr. 1 (08.10.2021): 135. http://dx.doi.org/10.35609/gcbssproceeding.2021.12(135).
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Sub Saharan Africa is filled with cultural diversity which creates a multicultural market. These diversities are created by the external and internal stakeholders in an organisation allowing the emerging of a unique organisational culture to describe the identity of a specific organisation. In its broader term culture gives description to units that provides unity amongst people hence its importance in group situation. Organizational culture is viewed as the shared values, beliefs, or perceptions held by employees within an organization. Moreover, an organization's culture tells us a lot about how members of that specific organisation communicate with each other. Even with the above vital role, organisational culture is viewed as an aspect to influence communication rather than a key role player in developing a communication strategy that fits the intended communication objectives of the specific organisation. To many organisations, the direction of their specific communication is more depended on current communication trends rather than the cultural aspect that determines the identity and behaviour of stakeholders of the specific organisation to achieve set objectives specifically in very diverse areas such as Africa. Whilst various authors have written about organisational culture there is still a lack in literature developed to outline in detail the cultural patterns and norms of African cultures, which are important in understanding the communication approaches of Africans even in corporate environments. This lack in literature also deprives African organisations to understand the diversity within its stakeholders. The aim of this paper is to explore how organisational culture and aspects of culture play a vital role in creating a communication strategy that is fit for a specific organisation to outplay the intend communication objective. This paper place focus on organisational culture and the vital function it plays in strategic communication. Keywords: Strategic communication, organizational culture, diversity, culture, communication
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Jeyavelu, S. „Organisational Identity Dissonance in Organisational Decline and Turnaround“. Vision: The Journal of Business Perspective 13, Nr. 2 (April 2009): 33–45. http://dx.doi.org/10.1177/097226290901300204.
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Balmer, John M. T., und Mario Burghausen. „Introducing organisational heritage: Linking corporate heritage, organisational identity and organisational memory“. Journal of Brand Management 22, Nr. 5 (Juni 2015): 385–411. http://dx.doi.org/10.1057/bm.2015.25.
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Mohammed Sayed Mostafa, Ahmed, und Jie Shen. „Ethical leadership, internal CSR, organisational engagement and organisational workplace deviance“. Evidence-based HRM: a Global Forum for Empirical Scholarship 8, Nr. 1 (09.09.2019): 113–27. http://dx.doi.org/10.1108/ebhrm-03-2019-0026.
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Purpose Drawing on social information processing theory and organisational identity theory, the purpose of this paper is to examine the social and psychological process through which perceived ethical leadership influences employee deviant behaviours towards the organisation. Specifically, a sequential mediation model is developed in which ethical leadership is related to employee perceptions of internal corporate social responsibility (CSR), which, in turn, are related to organisational deviance through organisational engagement. Design/methodology/approach Structural equation modeling was performed to fit the proposed model using multi-source data collected from employees and their supervisors in the Egyptian banking sector. Findings The results support the hypotheses, as perceived internal CSR and organisational engagement sequentially mediate the relationship between perceived ethical leadership and organisational deviance. Practical implications Organisations should emphasise fostering ethical leadership through adopting strategies such as hiring ethical leaders and offering ethics training to current leaders. Organisations should also invest in internal CSR activities and should pay attention to regularly communicating their involvement in CSR initiatives to employees. Originality/value By examining the mediating roles of employee internal CSR perceptions and organisational engagement, this study helps advance our understanding of the social and psychological processes of ethical leadership.
Dissertationen zum Thema "Organisational identity"
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Kyriakidou, Olympia. „Organisational identity and change : the dynamics of organisational transformation“. Thesis, University of Surrey, 2001. http://epubs.surrey.ac.uk/723/.
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Riise, Jørn Hakon. „An examination of the relationship between organisational learning and organisational identity“. Thesis, Henley Business School, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.444689.
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Moeng, Siphokazi Florence. „A comprehensive university: constructing an organisational identity“. Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1029.
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The restructuring of higher education through incorporations and mergers has attracted a lot of attention over the past few years in South Africa. These incorporations and mergers have displaced institutions of higher education and positioned them in new organisational homes, thus subjecting faculties, schools and departments to a process of relocation, new knowledge acquisition, identity change and meaning-making processes. The merger has resulted in three types of universities; i.e. traditional universities, comprehensive universities and universities of technology. The introduction of the comprehensive university as a new institutional type has brought with it questions about the idea of the university and the purpose of higher education in general. Mergers in particular have initiated conversations about sense-making and meaning during change. Amidst all this, people within the merging institution have been confronted with a new organisation with which they have to identify. At universities in particular, questions about academic identity and organisational identity have become unavoidable. The boundaries that gave definition to a university have been (re)moved. The structure of the university, as it was known, has changed. Hence, in the newly merged NMMU, academics are in the process of internalising and giving meaning to the new organisational values and norms of a comprehensive university. Needless to say, the challenges facing the newly merged NMMU are cultural, structural and geographic. Bringing together different institutional and personal cultures involves a human dimension that needs to be nurtured by trying to form a coherent and cohesive organisation that is created from culturally diverse and uncomplementary institutions. Another challenge is bringing together different organisational structures, systems and programmes that are informed by different institutional cultures. Furthermore, the challenge of having multiple campuses that are geographically separated exacerbates the situation. Along with all these challenges, the NMMU has the task of constructing an integrated institutional identity through organisational forms and programme models that will embody the multiple functions that are typical of a comprehensive university. The aim of the current study was to explore how the meanings that academics assign to the notion of a comprehensive university are instrumental in constructing an organisational identity; describing in detail how at the NMMU academics make meaning of the comprehensive university and how that meaning-making process influences the construction of an organisational identity; and formulating recommendations based on the qualitative findings and quantitative results of the research. In an effort to achieve the aim alluded to above, this study employed the mixed methods approach that used a sequential, exploratory, transformative design. The complexity of the study was such that it required to be investigated through qualitative and quantitative analytical methods in order to confirm, triangulate and obtain a holistic picture of the situation under investigation. The sample for the qualitative interviews consisted of thirteen purposefully selected academics from all levels at the NMMU. The interviews were transcribed and coded into themes, categories and sub-categories. These themes were then developed and translated into statements for the questionnaire that was administered randomly to all NMMU academics. A total of 108 academics responded to the questionnaire. The responses to the questionnaire were analysed using the SPSS programme. The findings and results of the study revealed that there was a fairly common understanding of the term comprehensive university among academics. However, the details about its procedures appeared to be the privileged ownership of management. This situation mitigated the necessity for a sense-making process that would allow for negotiation, modification and alteration of already held assumptions. A pertinent concern amongst academics was the neglect of the ‘human factor’ during the change process. The management style also came under scrutiny, especially in terms of the facilitation and mediation of change. There was a consensus on the call for cohesion and unity that was believed to be one of the main features that would make the construction of the NMMU organisational identity possible. The vision, mission and values of the NMMU were believed to be central to the creation of cohesion and unity, which would subsequently result in the birth of an organisational culture that could inform the organisational identity of the NMMU. Strategies to actualise and realise the organisational identity were proposed by participants. Notwithstanding, the impact of the merger was identified as having a major influence in shaping the organisational identity of the NMMU.
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Hayes, Nicky. „Social identity, social representations and organisational culture“. Thesis, University of Huddersfield, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.303949.
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Van, Aswegen Laureen. „Power, Privilege and Identity at the Margins : Identity Work Transitions of Lower Echelon Managers“. Thesis, University of Pretoria, 2020. http://hdl.handle.net/2263/75480.
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This study explores the hitherto unexamined role of national, cultural, societal and historical dynamics of power and privilege in the identity work of the lowest level of managers in organisations. This study revealed that so-called ‘post-apartheid’ South African organisations remain sites for perpetuating social injustice through physical vestiges of segregation as well as complex societal-organisational interdiscursive practices that serve to maintain an unequal distribution of power, social oppression and exclusion. Within this context, first level managers expressed their managerialism variously through contested and coercive agentic strategies of power and resistance, while finding themselves implicated and relationally complicit in invidious discursive practices, veiled as post-apartheid speak. Their social location at the ‘power margin’ between management and working classes educed a constant contested process of identity substitution, as they redefined themselves in the face of the loss and gain of socio-political power and privilege. This research contributes to and extends theory on identity work, intersectionality theory and whiteness in management and organisation studies to beyond the boundaries of the organisation, showing that the first level managers’ antipodal constructions of self were responses to the impact of organisational, societal and national political transformations on their variously politicised managerial selves. A particular strength of this study is that it integrates constructivist grounded theory with narrative inquiry and critical discourse analysis in a way that privileges the experiences of the participants through their stories about being first level managers in post-apartheid South Africa, while revealing a richly textured theoretical construction of identity work at the margins in the context of significant societal and political change. Ultimately, it is hoped that this study will contribute towards improving working lives in organisations by drawing attention to the everyday struggles of those managers at the lowest level of the management hierarchy in organisations, those at the margins of managerial power, for whom expression of their managerialism and acceptance of their authority as managers is a tenuous process, constantly contested within an organisational context where political power and societal privilege remain dominant mechanisms for influencing organisational behaviour. In so doing this research helps South African organisations to better understand the complex challenges of achieving transformation in the workplace.Thesis (PhD)--University of Pretoria, 2020.
Human Resource Management
PhD
Unrestricted
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Sargent, Leisa D. „Identity, its maintenance during downward organisational role transitions“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape2/PQDD_0021/NQ53790.pdf.
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Curtis, Lucill J. „Digital organisational storytellers : online marketing as identity work“. Thesis, University of Essex, 2017. http://repository.essex.ac.uk/20037/.
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The thesis examines the effects of online marketing practices on the identity construction of individual marketers, referred to as the Digital Organisational Storyteller (DOS), across five business-to-business (B2B) organisations. I focus on illuminating their marketing processes and self-understanding when undertaking online marketing work, a practice I describe as bringing the organisation into being online. My research questions examine what the online marketing work processes the DOS undertake tell us about identity at work. They also enquire as to how they construct and understand their online identity work negotiations through these marketing activities, while considering how the DOS makes sense and gives sense to an intended audience. To investigate identity construction, I review studies on identity and identity work from organisation studies, management and social sciences’ literature. I also review marketing work, branding and co-creation literature from marketing scholarship. As the means to understand their lived experience, I study the work the DOS does, as a process of sensemaking and sensegiving through storytelling. Taking an interpretive, qualitative approach, I engage with storytelling through the methodology by asking the DOS to tell stories during the interviews. The first contribution of the thesis includes the introduction of four different character ‘types’ that summarise the way the DOS approaches sensemaking and sensegiving processes. The second contribution extends an understanding of online marketing work in contemporary B2B organisations. Accordingly, it can be categorised as a range of preparatory offline and online activities that culminate in textual and pictorial representations of the organisation, in a process described as ‘bringing the online organisation into being.’ These contributions are useful in informing our understanding of the types of identity constructions and practices that are emerging from online marketing work processes.
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Devine, Michael Joseph. „The dynamic processes of visual, corporate, and organisational identity : an exploratory study“. Thesis, Queensland University of Technology, 2010. https://eprints.qut.edu.au/39130/1/Michael_Devine_Thesis.pdf.
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The purpose of this study is to contribute to the cross-disciplinary body of literature of identity and organisational culture. This study empirically investigated the Hatch and Schultz (2002) Organisational Identity Dynamics (OID) model to look at linkages between identity, image, and organisational culture. This study used processes defined in the OID model as a theoretical frame by which to understand the relationships between actual and espoused identity manifestations across visual identity, corporate identity, and organisational identity. The linking processes of impressing, mirroring, reflecting, and expressing were discussed at three unique levels in the organisation.
The overarching research question of How does the organisational identity dynamics process manifest itself in practice at different levels within an organisation? was used as a means of providing empirical understanding to the previously theoretical OID model. Case study analysis was utilised to provide exploratory data across the organisational groups of: Level A - Senior Marketing and Corporate Communications Management, Level B - Marketing and Corporate Communications Staff, and Level C - Non-Marketing Managers and Employees. Data was collected via 15 in-depth interviews with documentary analysis used as a supporting mechanism to provide triangulation in analysis. Data was analysed against the impressing, mirroring, reflecting, and expressing constructs with specific criteria developed from literature to provide a detailed analysis of each process.
Conclusions revealed marked differences in the ways in which OID processes occurred across different levels with implications for the ways in which VI, CI, and OI interact to develop holistic identity across organisational levels. Implications for theory detail the need to understand and utilise cultural understanding in identity programs as well as the value in developing identity communications which represent an actual rather than an espoused position.
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Ward, Mark. „Understanding organizational identity in UK charities“. Thesis, University of Chester, 2013. http://hdl.handle.net/10034/326105.
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There is a great deal of academic research around the topic of organizational identity in a corporate setting and an increasing level of interest in the area amongst practitioners. This study considers an under-researched area of identity scholarship in the UK charitable sector, specifically the degree to which internal stakeholders (employees) in two small to medium-sized UK charities, share an internally common understanding of organizational identity. An explicitly internal organizational perspective is explored to illuminate the communicated perceptions of employees in the participating organizations. A qualitative methodology was employed, using sixteen in-depth, one-to-one, unstructured interviews with a purposive sample of employees from the two organizations. Interview data is explored via a thematic template comprising codes emerging concurrently with analysis. Secondary data is provided to add depth to research discussion and conclusions. Findings indicated some interesting features in the ways that particular groups of UK charity employees understand organizational identity. Managers and non-managers expressed a broadly consistent group of themes, in articulating their understanding of organizational identity. One participating organization had a more internally-diverse understanding of identity than the other, which might suggest links between organizational performance and understanding organizational identity. Employees with less than two years’ service expressed their understanding in a clearly distinct manner from employees with long service. Whilst acknowledging the limitations of the study in terms of generalizability, the researcher proposes areas, around which practitioners might focus their efforts to develop, or improve, a shared understanding of organizational identity in their workforce, including induction and internal communication. Understanding of organizational identity for UK charity employees is notably under-researched. This study makes a number of contributions to the field of academic knowledge: directly addressing a deficiency in the existing topic literature; making some observations on methodology; highlighting areas of interest for future scholarly activity; and suggesting areas of focus for practitioners, around approaches to managing organizational identity.
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Kiley, Jerome. „Identity capital and graduate employment: an investigation into how access to various forms of identity capital relates to graduate employment“. Doctoral thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/32737.
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Students at higher education institutions expect that their investment in education will be rewarded through positive employment outcomes. The dearth of research into graduates' personal circumstances which contribute to whether these expectations translate into reality was the starting point for this PhD thesis. Specifically, the thesis considered the role of identity development for success in the employment search. Erikson's and Arnett's theories of identity development and Côté's identity capital model were used as the theoretical basis to develop the Identity Capital Model of Graduate Employment (ICMGE). Erikson and Arnett proposed that gaining meaningful employment is a crucial task in an individual's development trajectory when moving from adolescence into adulthood. Côté's model explains under what condition this transition is likely to be successful: Individuals with greater access to resources, both tangible and intangible, are more agentic and thus in a better position to deal with identity formation challenges. The ICMGE thus proposed that graduates with more intangible identity capital, i.e. greater agentic personality, and greater access to tangible identity resources in the form of financial, human, social and cultural capital are more employable, which reflected in a greater chance of finding employment, a shorter time to find employment and higher quality employment. Given that in the South African context historically members of different racial and gender groups had unequal access to employment opportunities for which current employment legislation seeks to provide redress, race and gender were included as additional predictors of graduate employment. To test the ICMGE empirically, students' identity capital, race and gender were assessed via quantitative surveys, with data collected from N = 872 students in their final year of study at different higher education institutions in the Western Cape Province of South Africa. A year later, N = 508 of these participants provided data about their current employment situation in telephonic interviews. Contrary to expectations, not all forms of identity capital were related to one another. The strongest correlations emerged between financial and human capital, with weaker correlations with cultural capital. Social and psychological capital generally did not correlate significantly with other forms of identity capital. The level of identity capital differed by race, but no gender differences emerged. The ICMGE successfully predicted employment amongst 81.9% of the respondents. However, only race and cultural capital, in the form of type of secondary school and type of tertiary institution attended, and home language explained unique variance in the probability of gaining employment. Those who had attended former Model C or private schools, higher status tertiary institutions, were English speakers, and self-identified as white or coloured had a greater probability of gaining employment. Greater social capital, measured by the number of extracurricular activities participated in, was related to a lower probability of being employed. It is likely though that the indicator used for social capital was not appropriate, given that close to half of the employed respondents indicated having secured employment through social contacts. The quality of employment obtained was mostly predicted by race and agentic personality. Those who were more agentic in their approach to life, and those who identified as either white or coloured, had obtained higher quality employment. Financial capital and home language were the most relevant predictors of the time taken to gain employment. Those with greater financial capital and English or Afrikaans speakers spent longer looking for employment. Academic grades had little relevance in predicting whether or not graduates obtained employment. The study adds new knowledge to the graduate employability literature in that it shows that a theoretically derived graduate employability model can be applied to real-world conditions by predicting actual employment rather than a graduate's employment potential. The study also demonstrated the value of considering graduates' identity development and access to identity capital when considering their chances to secure employment, and in particular the quality of this employment. The ICMGE model only predicted small amounts of the variance in the employment variables, however. It is thus recommended that future research make use of instruments that are more sensitive to the intricacies of the different types of capital in larger and more representative samples.
Bücher zum Thema "Organisational identity"
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Hayes, Nicky. Social identity, social representations and organisational culture. Huddersfield: The Polytechnic, 1991.
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1949-, Chappell Clive, Hrsg. Reconstructing the lifelong learner: Pedagogy and identity in individual, organisational, and social change. London: RoutledgeFalmer, 2003.
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Holmgreen, Lise-Lotte. Culture and Identity in Organisations: A Discourse Perspective. Aalborg, Denmark: AALBORG UNIVERSITY PRESS, [2012], 2012.
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Chernatony, L. De. How organisations identify and preserve services' brands values. Birmingham: Birmingham Business School, 2002.
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Dale, Karen. The spaces of organisation and the organisation of space: Power, identity and materiality at work. Basingstoke: Palgrave Macmillan, 2008.
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Diversity management and identity in organisations: From liminality to inclusion. Newcastle upon Tyne: Cambridge Scholars Publishing, 2018.
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Reynolds, Larry. Training needs analysis: [a resource pack for arts organisations : how to identify and meet your organisation's staff development and training needs]. Newcastle upon Tyne: Arts Management Centre, 1993.
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Barzman, John. Dynamique des identités: Travail et organisations. Mont-Saint-Aignan: Presses universitaires de Rouen et du Havre, 2015.
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1954-, Seymour Michel, Hrsg. États-nations, multinations et organisations supranationales. Montréal: Liber, 2002.
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Stephen, Hester, und Housley William 1970-, Hrsg. Language, interaction and national identity: Studies in the social organisation of national identity in talk-in-interaction. Aldershot, Hants, England: Ashgate, 2002.
Den vollen Inhalt der Quelle findenBuchteile zum Thema "Organisational identity"
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Charman, Sarah. „Organisational Culture and the Policing Organisation“. In Police Socialisation, Identity and Culture, 13–38. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-63070-0_2.
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Ngo, May. „Organisational mission and identity“. In Between Humanitarianism and Evangelism in Faith-based Organisations, 103–22. New York : Routledge, 2018. | Series: Routledge research in religion and development: Routledge, 2018. http://dx.doi.org/10.4324/9781315561479-5.
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Espedal, Gry, und Oddgeir Synnes. „A Narrative Approach to Exploring Values in Organisations“. In Researching Values, 189–204. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-90769-3_11.
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AbstractValues are often part of tacit and taken-for-granted knowledge in organisations. As such, investigating values as part of organisations and their members’ work on values can be difficult. In this chapter, we suggest a narrative approach to exploring values and values work. A narrative approach can be used to gain in-depth information on organisational activities, identity, sense-making and change. The analytical approaches of narrative research are not standardised and are instead dependent on the narratives involved and the content, aim and structure of the narratives. An organisational study is provided as an illustrative case to identify sacred stories as a form of values work manifested in creative acts of storytelling in everyday practice.
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Bosanquet, Agnes. „Academic Writing from the Depths: An Autoethnographic and Organisational Account“. In Academic Writing and Identity Constructions, 97–113. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-030-01674-6_6.
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Saaristo, Eerika, und Nina Kivinen. „On Artefacts and the Construction of Organisational Identity“. In Wirtschaftsalltag und Interkulturalität, 199–215. Wiesbaden: Deutscher Universitätsverlag, 2002. http://dx.doi.org/10.1007/978-3-322-81275-9_12.
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Lennox-Chhugani, Niamh. „The Role of Organisational Identity in Health Care Mergers: An NHS Example“. In The Reform of Health Care, 79–90. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9780230355026_7.
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Mohamed Hoosen Carrim, Nasima. „Work in Progress: Organisational and Occupational Identity Work of South African Employees After Firm Acquisition“. In Transcending Cultural Frontiers, 13–36. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-4454-5_2.
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Thompson, Paul, und David McHugh. „Identity and Identity Work“. In Work Organisations, 388–405. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-08842-0_25.
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Tazzyman, Abigail, Claire Mitchell und Damian Hodgson. „Changing Organisational Practices through the Integration of Health and Social Care: Implications for Boundary Work and Identity Tactics“. In Managing Healthcare Organisations in Challenging Policy Contexts, 151–73. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-81093-1_8.
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Araujo, Alice. „Communicating Genuine Empathy for Compassionate Care: A Case for Identity Exploration, Congruence, and Inclusive Organisational Cultures“. In The Art and Science of Compassionate Care: A Practical Guide, 69–83. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-21524-7_7.
Der volle Inhalt der QuelleKonferenzberichte zum Thema "Organisational identity"
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Romanelli, Mauro. „Rethinking Public Administration through Managers as Leaders“. In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/2.
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Rethinking public administration helps to drive public managers as agents of change who assume behaviours coherently with a leadership identity. Public administration is rediscovering the sustainability as a key source and goal for strategic and organisational change by promoting the organisational dimension that relies on enhancing the quality of people as human resources, strengthening both the public manager as a leader and public servants as employees who are committed and motivated to public service. Managers as leaders help to drive public administration as an organisation which is able to proceed towards future as a sustainable public organisation which develops the quality of human capital and improves performances, supports public trust and enhances democratic life. Rediscovering the organisational dimension helps to develop the leadership as identity and source for ethical and transformational behaviours of a leader, and enables public managers to assume coherent values, attitudes and behaviours developing the leadership as central identity. Today, driving public administration requires effective public managers who are able to behave as ethical and transformational leaders who motivate, support and drive the employees at work.
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Veldsman, Theo H., und Dieter Veldsman. „Can a leopard change its spots? An Exploratory Study of Organisational Identity in a Multi-National Organisation“. In Annual International Conference on Human Resource Management and Professional Development in the Digital Age – HRM&PD 2017. Global Science & Technology Forum (GSTF), 2017. http://dx.doi.org/10.5176/2251-2349_hrmpd17.31.
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Čarapić, Anđelka, Mladen Čudanov und Ondrej Jaško. „Comparative Analysis of Waterfall and Agile Approach to Organisation in the Star Model Context“. In 27th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2022. http://dx.doi.org/10.46541/978-86-7233-406-7_260.
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This article presents a comparative analysis of agile in relation to traditional approaches in the organisation of software systems development, shows the differences through the elements of the organisational system (strategy, structure, processes, values, human resources, reward system, etc.) using the STAR organisation model. Further, the goal is to present theoretical views in the context of a project that aims to establish an identity and data access management system. Our empirical insights come from the development team task management in the Jira software solution for supporting software development. The result of the research is presented in the form of a comparative analysis based on the search for optimal software development method approach during an identity management project. This paper can contribute to deciding in which situations teams can consider to apply Waterfall, and in which agile approaches for the development of software systems.
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Balanescu, Ramona cristina. „COMMITMENT AT THE WORKPLACE -IMPLICATIONS AT PERSONAL AND ORGANISATIONAL LEVEL“. In eLSE 2017. Carol I National Defence University Publishing House, 2017. http://dx.doi.org/10.12753/2066-026x-17-131.
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The concept of commitment at the workplace is one of the concepts raising a wide interest in the field of the human resource management and organisational management. This interest is proven by the evolution the concept has seen in over half a century, starting with Becker (1960) - the one-side-bet theory, Porter (1974) – the affective dependence theory, O'Reilly and Chatman (1986), Meyer and Allen (1984, 1990) - the multidimensional period, and ending with Cohen (2007) - the bidimensional model, and Somers (2009) – a combined theory, each of them making a contribution to the way the term of organisational commitment is known and interpreted nowadays. Practice proves that certain people are dedicated to the workplace, because they do what they love or because their career objectives are similar to those of the organisation. Others show their fear of leaving a “safe” workplace or are afraid they cannot find a better one. This type of behaviour can have negative effects both on the person’s wellbeing, self-respect or professional satisfaction and on the institution where the person works. Or, the organisational commitment is precisely what makes the difference and a decisive impact on obtaining performance and on how people act at the workplace. Employees are usually energetic, motivated, and positive immediately after employment in a company or organisation. A Leader/Manager is not only interested in finding the Company commitment level at a certain point in time, but also to act in order to keep that same level and to even grow it, to know the employees, their characteristics (their needs and wishes, and what is important for them). It is only this way that commitment can make a strong impact on the success of an organisation, since devoted employees identify themselves with the company purpose and values, have a strong desire to belong to the organisation, a desire to go over and beyond the responsibilities required by the job. Furthermore, if the human resources are an organisation’s best asset, then devoted human resources should be regarded as competitive advantages of the company. This study has an exploratory character, aiming at determining the extent to which employees show commitment or nu to the organisation they are a part of, as well as at identifying the determining vectors for this behaviour. The study participants are the result of a non-probabilistic sampling, based on availability criteria. The sample includes employees of private organizations (small, medium, and large enterprises), holding various positions (entry level, expert, management, top management). The data were collected via a self-administered online questionnaire. The study analyses the commitment related to other elements specific for the organisational flow, providing managers with useful reference-marks in building an organisational climate sustaining performance and supporting the employees’ work satisfaction increase.
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Clarke, Roger. „A Reconsideration of the Foundations of Identity Management“. In Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.1.
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There is widespread recognition that, during the process of digitalisation, much greater care is necessary in relation to the needs of individuals and society. One key area in which tensions exist is identity management. People think that their identities are intrinsic to themselves. Yet organisations represent themselves as 'provisioning' people with their 'identities'. In addition, the model of identity that organisations typically use evidences some important deficiencies. A fresh approach is needed to the model that underpins organisations' management of their relationships with people. This needs to be based on a deeper appreciation by designers of the nature of the phenomena that they seek to document and to exercise control over. A model of those phenomena is needed that is pragmatic, in the sense of fulfilling the needs of information systems (IS) practitioners and organisations, but also of the people whose data the organisation handles. It also needs to reflect metatheoretic insights. This paper presents such a model. It commences by drawing on ontology, epistemology and axiology in order to establish an outline metatheoretic model. The model is articulated, at the conceptual level and at the data modelling level. Initially, a relatively simple model is established, sufficient for inanimate objects and artefacts. The more complex requirements of humans are then addressed. It is contended that the resulting model provides a robust framework for identification and authentication in IS.
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Lucchini, Marco, und Gaspar Jaen y Urban. „Barcelona and Milan: two cities one architecture: typological similarities in residential architecture from the 1950’s - 60’s“. In Virtual City and Territory. Barcelona: Centre de Política de Sòl i Valoracions, 2016. http://dx.doi.org/10.5821/ctv.8050.
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The paper deals with mutual relationship between Barcelona and Milan concerning modernist architectural and urban design. Barcelona and Milano despite their different cities morphology and urban history, have similar characteristics.
They can be easily recognized as they relates to many pieces of modern architecture constructed from the early fifties of the twentieth century, when the most significant architects of both cities entered into a friendly, intense and continuous contact. One could speak of a reciprocal fascination between architectural cultures of the two cities, especially as concerns the relationship between architectural design and urban morphology. This relationship was accomplished by means of three remarkable factors: the way a building is located in the urban space, the arrangement of the plan layout of each floor, and the aspects of the building referred to tectonic.
The second one is a recognizable only through a carefully study of plans. Nevertheless it affects the identity of the two cities as involves the people way of living.
We can identifiy typological analogies and organisational similarities in many exemplary residential buildings like Antonio Coderch’s ISM house in Barcelona or several house designed by Ignazio Gardella in Milan. The most remarkable topics about housing types are related to the H model plan, and double winged plan. These types are well-known in some small Italian residential building called palazzine, usually in central Italy but they are recognizable even in several housing building in Milan.
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Sharp, J. V., J. E. Strutt, J. Busby und E. Terry. „Measurement of Organisational Maturity in Designing Safe Offshore Installations“. In ASME 2002 21st International Conference on Offshore Mechanics and Arctic Engineering. ASMEDC, 2002. http://dx.doi.org/10.1115/omae2002-28421.
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The measurement of health and safety performance is an important requirement but most performance metrics are lagging indicators, measuring lost time incidents, dangerous occurrences etc. The challenge is to develop metrics that can be applied at the design stage. It is widely recognised that most accidents are influenced by the design stage, and many can be directly attributable to deficiencies in design. This paper is concerned with a design capability maturity model’, which is complementary to the design safety performance indicator model developed to apply to the design process itself. It has been developed to measure the capability of an organisation to design a safe installation, and is based on five maturity levels, ranging from level 1 (initial or learner approach) to optimised or best practice at level 5. This maturity model was originally developed for the software industry and has now been applied to offshore safety. A similar maturity model for quality assurance is now incorporated in the latest version of ISO 9004. Eleven characteristics associated with safety have been identified, in three main groups representing formal safety demonstration, safety implementation and longer term investment in safety. A maturity level is assigned to each of these characteristics and the profile produced reflects the organisation’s overall maturity in design for safety. An important aspect of the model is that it enables an organisation to establish its current level of maturity for each of the characteristics and to identify what steps are necessary to enable the organisation to progress to a higher level. The model can be used as a self assessment tool or applied through an external independent body to the different organisations involved in design (contractor’s design team, duty holder’s team etc).
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Uhabakin, Olga, und Eneken Titov. „Importance of the organisational success factors according to the organisational characteristics“. In 11th International Scientific Conference „Business and Management 2020“. VGTU Technika, 2020. http://dx.doi.org/10.3846/bm.2020.674.
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Every organization strives for success, but it is not easily definable or measurable. The success of the organization must be determined by using different factors, different approaches and methods. The aim of this article is to identify organizational success factors and its’ relationship with organisational main characteristics (size, age, sector). Using an extensive literature review and experts’ assessment (questionnaire), an universal list of success basic factors and characteristics – based factors was created. The originality of the research stands in following that the model takes into account also the “soft” success metrics – bridging the literature focused on the financial factors view and on human-centred factors view on success and this research opens several possibilities for further researches and practical implementations and implications.
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Markopoulos, Evangelos, Denis Ukperaj und Hannu Vanharanta. „Democratic Management Succession in Balkan Family Businesses: Appointment of Family and nonfamily Members in Leadership Roles“. In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001521.
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Family businesses are considered to be the backbone of the free-enterprise system in the Balkans. They account for the overwhelming majority of small and medium-sized enterprises and contribute significantly to the economic welfare of the region. However, the lack of succession planning, among other factors, has put the future prospects of local family businesses at risk. Accordingly, family-owned enterprises that do not have a succession plan in place could not only endanger the ongoing prosperity of their future generations but also the company’s very existence. Given that the nomination of family and nonfamily members to top senior positions may set personal interests against corporate ones, this may lead to serious problems in the firm’s strategic direction when the two are not compatible. Consequently, potential successors should be assessed across different domains to determine who is the best fit for a leadership role. Accordingly, this paper introduces the Democratic Employee Connect Model (DECM), a step-gated framework which can provide a potential solution for family businesses when planning for management succession. It is composed of six steps, which will guide family-owned enterprises during this crucial process. The six steps of the model are aligned with the six levels of the Company democracy Model to democratically identify the most suitable candidate in this succession process which is often driven by personal and family interests. Two essential components of the DECM are its scoring system and change management model applied in a democratic context. The former would help family-owned enterprises decide whether a family or nonfamily member should be the next leader of the company, whereas the latter would increase the organisational commitment and level of cohesion between family and nonfamily members. Although this framework is specific only for the Balkan region, it may also be applicable in other regions and economies of similar size with some minor adjustments. The research conducted is based on secondary data that integrates selected elements from the main family business theories in the proposed model such as the family business system theory, agency and stewardship theories, social exchange and social identity theories, and others. In addition, primary research has been collected from survey responses of 63 family businesses, interviews with five industry experts and observations of two family-owned enterprises to better understand the factors that Balkan family businesses take into account for the appointment of family and nonfamily successors.In this context, the primary and secondary research findings suggested that relational and contextual factors are more important than individual factors for the nomination of a nonfamily successor in these organisations and the opposite is true for a family successor. This provides evidence that most family-owned enterprises in the region have a strong desire to appoint family members in leadership roles as opposed to nonfamily members, whose contributions are presumably secondary to the founding family. These insights are incorporated in the Democratic Employee Connect Model (DECM) for a more accurate representation of family businesses in the region. The paper also presents research limitations that can be considered for future research.
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Marinescu, Roxana, und Mariana Nicolae. „MOOCS: CHALLENGES AND OPPORTUNITIES FOR ROMANIAN UNIVERSITIES“. In eLSE 2014. Editura Universitatii Nationale de Aparare "Carol I", 2014. http://dx.doi.org/10.12753/2066-026x-14-239.
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This paper examines the opportunities and the challenges of introducing computer-assisted language learning, and more precisely Massive Open Online Courses (MOOCs), in foreign language education in combination with face-to-face tuition, as a more dynamic and cost-effective alternative to traditional education. As Romanian universities are facing on the one hand harsh international competition and on the other hand have to manage on a volatile and unstable domestic educational market, could MOOCs represent the solution for their repositioning on the educational market and the starting point for the redefinition of their identity? While globally MOOCs are increasingly more widely used - the world top universities, such as Stanford, Massachusetts Institute of Technology, Harvard, etc., offer such free courses for the larger public - Romanian universities are stuck in an isolationist paradigm in which lack of time and financial resources for research, and personal and institutional arrogance represent only some features of a traditional organisational culture with numerous issues of ethics and corruption. The paper reviews the European documents regarding computer-assisted education, explores some of the best practices in the field, and makes the claim that the Romanian educational market is ready for this challenge. We base this assumption on the results of a quantitative and qualitative research, presented in the paper. We conducted a small-scale survey, interviews and focus groups with students of The Bucharest University of Economic Studies in May and June 2013 with a total of 54 students of the Master's Programme International Business Communication. All Master's students show their acute interest in using computer-assisted language learning and their openness to do so in a more formal context. Our recommendations therefore are that, starting from their main stakeholders' interest, Romanian universities should definitely take MOOCs into consideration when producing their curricula and when designing specific syllabi and learning materials.
Berichte der Organisationen zum Thema "Organisational identity"
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Ghosh, Arijeet, Madhurima Dhanuka, Sai Bourothu, Fernando Lannes Fernandes, Niyati Singh und Chenthil Kumar. Lost Identity: Transgender Persons Inside Indian Prisons. Commonwealth Human Rights Initiative, 2020. http://dx.doi.org/10.20933/100001185.
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This report sheds light on challenges faced by Transgender persons in Indian prisons. The report analyses the international and legal frameworks in the country which provide the foundation for policy formulations with regard to confinement of LGBT+ persons, with particular reference to the Transgender community. This report also documents the responses received to right to information requests filed to prison headquarters across the country, which in addition to providing the number of Transgender prisoners in Indian prisons between 1st May 2018 to 30th April 2019, also provides relevant information on compliance within prisons with existing legal frameworks relevant to protecting the rights of Transgender persons in prisons, especially in terms of recognition of a third gender, allocation of wards, search procedures, efforts towards capacity building of prison administrators etc. The finalisation of this report has involved an intense consultative process with individuals and experts, including representatives from the community, community-based organisations as well as researcher and academicians working on this issue. This report aims to enhance the understanding of these issues among stakeholders such as prison administrators, judicial officers, lawyers, legal service providers as well as other non-state actors. It is aimed at better informed policy making, and ensuring that decisions made with respect to LGBTI+ persons in prisons recognize and are sensitive of their rights and special needs.
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Carter, Becky. Inclusion in Crisis Response, Recovery and Resilience. Institute of Development Studies (IDS), Mai 2021. http://dx.doi.org/10.19088/k4d.2021.079.
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This rapid review provides examples of what has worked to include people in humanitarian assistance who experience heightened vulnerability during crises, due to social inequalities and discrimination relating to gender, age, disability, sexual orientation, gender identity and/or expression, and sex characteristics; and religious belief . Overall, robust evidence is limited for what are, in most cases, relatively new areas of practice in challenging crisis situations. However, the literature does identify promising practices. Emerging themes from the research on what has potential for improving inclusion in humanitarian assistance include: affected people’s meaningful participation in intervention planning and design; whole-of-community approaches while maintaining accountability to the targeted beneficiaries; multi-component approaches combining complementary strategies (e.g. economic empowerment with social norms change programming); longer-term, pre-crisis investment in relationships with, and capacity building of, local organisations; and disaggregating data and undertaking intersectional analyses to include those hardest to reach.
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Mott, Joanna, Heather Brown, Di Kilsby, Emily Eller und Tshering Choden. Gender Equality and Social Inclusion Self-Assessment Tool. Institute of Development Studies (IDS), April 2021. http://dx.doi.org/10.19088/slh.2021.016.
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The facilitated self-assessment provides the opportunity to discuss and reflect on current strengths and how to improve processes that drive positive change in GESI through your projects and organisation. It also provides an opportunity for your project and organisation to measure progress towards transformative practice and outcomes. It enables participants to identify strategies to strengthen gender equality/diversity and social inclusion, consider strategies to make change, and highlight opportunities for improvement within their work.
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Lam, Terence, und Keith Gale. Construction frameworks in the public sector: Do they deliver what they promise? Property Research Trust, November 2021. http://dx.doi.org/10.52915/sbuk7331.
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We demonstrate that the use of Performance Frameworks for the procurement of construction projects by public sector organizations in the UK (specifically, in England) leads to significantly improved outcomes in terms of time, cost, quality, sustainability and closer relationships, than the traditional ‘open tender’ approach of procuring discrete projects, individually. We identify the factors that lead to such improvements. We label these: supplier’s task performance factors (project staff, execution approach, competence of firm and structure of firm); supplier’s contextual performance factors (trust and collaboration, culture and conscious behaviour); and client’s organisational factors (incentives, performance monitoring, procurement approach and communication). And we offer a performance improvement model that will help project managers to select the most appropriate suppliers at the procurement phase, to achieve successful project outcomes. The model can also be used to drive project performance further, by adopting client’s organisational factors during the procurement and construction phases. By applying the research conclusions, suppliers will be able to focus on communicating their strengths in the relevant aspects of task and contextual performance for technical tender proposals, and so increase the value of their services and the probabilities of winning work. And the analysis can be used by policy makers to help in drafting regulations and legislation on formal frameworks, in ways that will improve the delivery of policy objectives.
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ROUSIER, Aline. Implementation of WOAH standards: the Observatory Annual Report. First Edition, 2022. O.I.E (World Organisation for Animal Health), Dezember 2022. http://dx.doi.org/10.20506/obs.3339.
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The World Organisation for Animal Health (WOAH) regularly updates its international standards in accordance with new scientific information and technological advances. These standards contribute to improving animal health, animal welfare and veterinary public health, and facilitate the safe trade of animals and animal products. However, many WOAH Members face challenges in implementing them. It is important for WOAH to understand to what extent our standards are being implemented, and identify the barriers to their implementation. This knowledge will help us improve the standard-setting process and better support our Members in the future.
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Freed, Danielle. K4D’s Tax and Gender Learning Journey Boosting Social Reform in Pakistan. Institute of Development Studies, September 2022. http://dx.doi.org/10.19088/k4d.2022.163.
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As a means to reduce discrimination and promote the economic empowerment of women, there is a growing understanding that tax policy, tax administration and tax research need to be gender transformative. Recognising this need, the Foreign, Commonwealth and Development Office (FCDO) is reshaping and building its approach to tax and gender programming. K4D’s Tax and Gender Learning Journey brought together tax and gender teams to identify other tax and gender stakeholders and collaboratively craft a future approach to tax and gender for FCDO and partners. Initial exploration of the early impact from activities that have taken place amongst partner organisations in Pakistan suggests K4D’s inputs have the potential to bolster intended social reforms across the country’s revenue and other government departments.
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Thanda Kyaw, Ai. Socio-Economic Impacts of Foot and Mouth Disease Among Cattle Farmers in Sagaing and Mandalay Areas, Myanmar. O.I.E (World Organisation for Animal Health), Mai 2014. http://dx.doi.org/10.20506/standz.2784.
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The World Organisation for Animal Health (OIE) Sub-Regional Representation for South East Asia (OIE SRR-SEA) implemented the Stop Transboundary Animal Diseases and Zoonoses (STANDZ) Programme funded by AusAID to strengthen the veterinary services and effectively manage the control and eradication of foot and mouth disease (FMD) in Cambodia, Lao PDR and Myanmar. The purpose of the study is to understand how FMD outbreaks impact smallholder farmers, both men and women, at the household and village level and how control and eradication of FMD would benefit them. Specific aims are to estimate the direct and indirect socio-economic costs associated with the outbreaks of FMD as well as of the measures taken by farmers to deal with such outbreaks and to identify issues that contributed to the socio-economic impacts of FMD outbreaks and opportunities to reduce them.
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Samji, Salimah, und Mansi Kapoor. Funda Wande through the Lens of PDIA: Showcasing a Flexible and Iterative Learning Approach to Improving Educational Outcomes. Research on Improving Systems of Education (RISE), Januar 2022. http://dx.doi.org/10.35489/bsg-rise-ri_2022/036.
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Funda Wande has adopted a ‘learning by doing’ strategy that is similar to the Problem Driven Iterative Adaptation (PDIA) approach to solving complex problems. PDIA is a high-impact process of innovation that helps organisations develop the capability to solve complex problems while they are solving such problems. It is a step-by-step framework that helps break down problems into their root causes, identify entry points, search for possible solutions, take action, reflect upon what is learned, adapt, and then act again. Its dynamic process and tight feedback loops enable teams to find and fit solutions to the local context. This case provides a narrative of the Funda Wande story with boxes illustrating how PDIA principles and tools like problem construction, deconstruction, entry point analysis, iteration, and building authorisation would have been applied in practice. The sources of this case include a literature review of education in South Africa, related research documents, and conversations with staff at Funda Wande.
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Woolson Neville, Diane, und Helen Gremillion. Experiencing Women’s Advocacy: Connections with and Departures from a Feminist Socio-Political Movement to end Violence Against Women. Unitec ePress, August 2015. http://dx.doi.org/10.34074/rsrp.032.
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This article examines how contemporary women’s advocates working in New Zealand with women experiencing intimate partner violence regard their work and how these experiences both connect with and depart from a feminist movement to end violence against women. Ten women’s advocates from ten different organisations were interviewed two times. The first interviews involved participants commenting on vignettes about hypothetical cases of intimate partner violence. The second interviews weresemi-structured and involved discussions about participants’ work and wider thoughts on the phenomenon of intimate partner violence. Interviews were analysed using Interpretative Phenomenological Analysis to identify key themes within participants’ interviews. Analysis indicated an alignment with international research illustrating an erosion of feminist perspectives in advocacy work. At the same time, it revealed areas of enduring feminist influence. Findings, therefore, suggest that the relationship between advocacy and the feminist movement to end violence against women is complicated and contradictory. Implications for further research directions are considered.
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Woolson Neville, Diane, und Helen Gremillion. Experiencing Women’s Advocacy: Connections with and Departures from a Feminist Socio-Political Movement to end Violence Against Women. Unitec ePress, August 2015. http://dx.doi.org/10.34074/rsrp.032.
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This article examines how contemporary women’s advocates working in New Zealand with women experiencing intimate partner violence regard their work and how these experiences both connect with and depart from a feminist movement to end violence against women. Ten women’s advocates from ten different organisations were interviewed two times. The first interviews involved participants commenting on vignettes about hypothetical cases of intimate partner violence. The second interviews weresemi-structured and involved discussions about participants’ work and wider thoughts on the phenomenon of intimate partner violence. Interviews were analysed using Interpretative Phenomenological Analysis to identify key themes within participants’ interviews. Analysis indicated an alignment with international research illustrating an erosion of feminist perspectives in advocacy work. At the same time, it revealed areas of enduring feminist influence. Findings, therefore, suggest that the relationship between advocacy and the feminist movement to end violence against women is complicated and contradictory. Implications for further research directions are considered.