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1

Liukinevičienė, Laima, and Jurgita Blažienė. "The Discourse of the Resilience of Hospitals in the Theoretical Context of the Organisation’s Concept of Resilience and Factors." Socialiniai tyrimai 45, no. 1 (February 20, 2022): 8–35. http://dx.doi.org/10.15388/soctyr.45.1.1.

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Recovery and resilience, the ability to operate under the conditions of uncertainty – these challenges are now becoming the key tasks for each organisation. The research of the organisation’s concept of resilience is primarily linked to ecological sciences, followed by studies in social sciences linked to vulnerability and resilience of social groups, communities, cities, and organizations as systems. The efforts of scientists to develop the analysis, measurement instruments of resilience, observable resilience indicators systems, indices, regional vulnerability maps, development of regional resilience policies, etc. are visible. Scientists indicate that resilience is a complex ability and process and can be defined differently, depending on the contexts, but all of them are united by the notion that it is a positive effect in preparing for or after challenges, that it must be encouraged (Lee et al., 2016). The organisation’s theoretical concept of resilience is not widely developed and there is a lack of information on how organisations become resilient.The research aims to define the concept of organisation’s resilience, its features and factors as well as to reveal the concept of the resilience of hospitals in the theoretical context of the resilience of the organisation. The following research methods were used: the analysis, generalization and systematization of the content of scientific literature, synthesis of ideas based on scientific analysis.The definition of the concept of organisation’s resilience is based on a previous empirical research conducted by Barasa et al. (2018) as well as on the latest scientific insights: According to Jucevičius et al. (2017), resilience as the ability to regain strength after changes or errors is conceptually different from the concept of robustness, which describes systems that ignore environmental impacts. The resilience of an organization is the intrinsic ability of an organization to maintain and return to a dynamically stable state. It is the maintenance of resources in a sufficiently flexible form to allow them to be spontaneously adapted in the event of an unforeseen threat. Continuous harmonisation of the monitoring of small errors with improvisation provides employees with expert and wider competencies for more flexible adaptation. The idea proposed by Gricevičius (2019) to link the resilience of the organization to the ability to survive and even thrive during a crisis supports the idea of Gečienė and Raišienė (2019, 2020) that the resilience of the organization should be understood more as a capacity and process than a result, and as adaptation rather than stability (Gečienė et al., 2020). Insight into the fact that we are constantly strengthening the resilience of organisations by adapting to changes at three levels: the potential of the resources available in the system, participants in the internal communication system and variables, creative and flexible responses to the challenges (Holling and Gunderson, 2002, cited in Gečienė, 2020); that the resilience of the organisation must be perceived as a long-term goal (Litz, 2005, cited in Gečienė, 2020). Beuran and Santos (2019) consider that three definitions are important in the organisation’s conceptualisation of resilience: resilience as an organisational characteristic; resilience as a result of the organisation’s activities; resilience as an identification of disorders that the organisation can tolerate. The theoretical concept of organization’s resilience is developed by defining external and internal factors of resilience. The external factors of the resilience of public sector organisations include the following: 1) political factors that directly or indirectly influence organisations’ involvement in a greater focus on the organisation’s sustainable development, unforeseen challenges in the long term; 2) economic factors (e.g. availability of financial resources); 3) technological factors (e.g. availability of hardware and software; digital progress), social factors (e.g. decentralisation as management practice in the public sector, coordination of systems, greater awareness of resilience in society, etc.). Disseminating the experience of business organisations in adapting to challenges in the media has also become a social factor.According to scientific practice (Barasa et al. (2018); Gečienė (2020)), to analyse the passive and active resilience of the organisation, we have divided the internal factors of the organization’s resilience into two groups: 1. Passive or operational, adaptive resilience of the organisation. The factors are as follows: 1) prudent management of public (physical, economic, organisational, social, human) capital, assets held or entrusted with management; management of organisational change management, absorption, adaptability, reconstruction capacity is essential; 2) a balanced organisational routine and structure; 3) management and continuous improvement of internal information and communication systems; 4) management (managerial) practices; 5) organizational culture.2. Active or planned, strategic, otherwise capability-oriented resilience of the organization. The factors are as follows: 1) the organisation’s resilience planning, strategy; 2) the organisation’s external policy focused on strengthening resilience; 3) continuous involvement in the analysis, application, development of managerial innovations; 4) leadership and continuous improvement of the organisation’s resilience competencies.Hospitals are organisations whose management is subject to the same managerial principles as in budgetary institutions in general, and therefore the analyzed resilience features of organizations are also applicable to hospitals. Due to the specific purpose of organisations (human health is one of the most important values, health care is a constitutionally justified objective and public interest) and relevance during the 2020–2021 pandemic, there is an increase in the discourse of the scientific resilience of the health system, driven also by increased interaction between politicians, scientists and medical professionals. The resilience of the health system and individual health care institutions is becoming a priority objective of public policy, and the issue of resilience is linked not only to post-crisis recovery but also to the active prospect of resilience – to be prepared for future challenges. In addition to adaptive and planned resilience in the discourse of health system, science activates a discussion on the concept of everyday resilience, as hospitals have to deal with unforeseen challenges every day, the consequences of which can affect patients.
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Karimi, Leila, Sandra G. Leggat, Cindy Cheng, Lisa Donohue, Timothy Bartram, and Jodi Oakman. "Are organisational factors affecting the emotional withdrawal of community nurses?" Australian Health Review 41, no. 4 (2017): 359. http://dx.doi.org/10.1071/ah16027.

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Objective The aim of the present study was to investigate the effects of work organisation on the emotional labour withdrawal behaviour of Australian community nurses. Methods Using a paper-based survey, a sample of 312 Australian community nurses reported on their emotional dissonance, withdrawal behaviours (i.e. job neglect, job dissatisfaction, stress-related presenteeism) and work organisation. A model to determine the partial mediation effect of work organisation was developed based on a literature review. The fit of the proposed model was assessed via structural equation modelling using Analysis of Moment Structures (AMOS; IMB). Results Community nurses with higher levels of emotional dissonance were less likely to be satisfied with their job and work organisation and had a higher tendency to exhibit withdrawal behaviours. Work organisational factors mediated this relationship. Conclusion Emotional dissonance can be a potential stressor for community nurses that can trigger withdrawal behaviours. Improving work organisational factors may help reduce emotional conflict and its effect on withdrawal behaviours. What is known about the topic? Although emotional labour has been broadly investigated in the literature, very few studies have addressed the effect of the quality of work organisation on nurses’ withdrawal behaviours in a nursing setting. What does this paper add? This paper provides evidence that work organisation affects levels of emotional dissonance and has an effect on job neglect through stress-related presenteeism. What are the implications for practitioners? In order to minimise stress-related presenteeism and job neglect, healthcare organisations need to establish a positive working environment, designed to improve the quality of relationships with management, provide appropriate rewards, recognition and effective workload management and support high-quality relationships with colleagues.
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Vogl, Gillian. "Work as Community: Narratives of Solidarity and Teamwork in the Contemporary Workplace, who Owns Them?" Sociological Research Online 14, no. 4 (September 2009): 27–36. http://dx.doi.org/10.5153/sro.1933.

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The workplace provides a very important context for the development of community. Structural changes that have occurred in the workplace in the last 25 years have impacted on how community has been constructed and experienced in the workplace. These structural changes have often been accompanied by particular types of organisational cultures and forms of work organisation. One such form of work organisation has been teamwork. Some have argued that management induced forms of employee collectivism, such as teamwork have undermined more genuine employee generated forms of community and solidarity. Through in-depth interviews with employees in a number of organisations from two research projects, this article explores employee's experiences of community and highlights the different ways in which teamwork is interpreted and experienced by workers.
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Gibbs, Robyn. "Positive relationships in community youth development organisations: A reflection on changing organisational relationships in Girl Guides Australia." Queensland Review 24, no. 1 (June 2017): 34–41. http://dx.doi.org/10.1017/qre.2017.6.

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AbstractWhen relationships within a community organisation are productive, staff are more likely to be happy, to understand and to be effective in their role. In youth-focused organisations delivering volunteer-led youth programs, a productive organisational relationship is essential to ensure effective recruitment, development and retention of staff, and the delivery of quality programs. This article provides a unique examination of the organisational relationships within Girl Guides Australia, between the volunteers who govern the organisation and those who deliver the youth program. The results of an extensive Australia-wide review of the adult volunteer training program are discussed, and changes to the ways in which relationships are fostered and understood in the organisation are outlined. The review has led to new understandings that modern volunteering requires changes to the ways in which organisational relationships are managed and supported, with a move away from compulsory ongoing training to a focus on volunteers as lifelong learners. Above all, this article shows how productive organisational relationships are when underpinned by founding relationships on openness and honesty, supporting relationships using learning and development, and building relationships using a quality people-management framework.
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Edwards, Melissa, Jenny Onyx, Hazel Maxwell, and Simon Darcy. "Meso level Social Impact: Meaningful Indicators of Community Contribution." Cosmopolitan Civil Societies: An Interdisciplinary Journal 4, no. 3 (October 4, 2012): 18–37. http://dx.doi.org/10.5130/ccs.v4i3.2576.

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Social impact measures are not widely agreed, nor implemented by third sector organisations. Meso level indicators of social impact are underdeveloped. Financialised methods such as Social Return on Investment can only account for direct outcomes of defined programs and activities. The broader societal impacts of any such activities are undervalued. This paper outlines the findings of a grounded theoretical approach to determining measures of social impact within a large Australian iconic third sector organisation. Several key factors revealed in this study are discussed in regards to their potential for attributing social impact to organisational activities outside of a program specific outcome. Based on these findings the paper concludes that the development of a tool to measure meso level organisational social impact of third sector organisations may be attainable.
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Galvan, Dennis C. "The social reproduction of community-based development: syncretism and sustainability in a Senegalese farmers' association." Journal of Modern African Studies 45, no. 1 (January 2007): 61–88. http://dx.doi.org/10.1017/s0022278x0600228x.

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This article traces the rise and decline of a grassroots community organisation in rural Senegal. It has three aims. First, it problematises the sometimes idealistic nature of the rhetoric and literature on community-based development. Second, it suggests three factors that contribute to the effectiveness of rural self-help organisations: educated and technocratically skilled leadership, unintentionally benevolent state neglect, and a willingness to syncretically recycle elements of ‘traditional' social order and culture in the service of contemporary development tasks. Finally, the demise of the community-based organisation examined here suggests a need to shift focus away from the institutionalisation of community-based or civil society organisations per se, and to consider instead the routinisation of the participatory, empowering, and deliberative socio-political conditions that make possible the regular emergence of new grassroots organisations across time within a given community. Recent events (since 2005) in the village in question support this shift, as a new generation of community leaders has begun to craft a new community organisation, explicitly built from the detritus of the older organisation described in this article.
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Yadav, Bhagwan Dutta, Hugh R. Bigsby, and Ian MacDonald. "Elitism: normative ethics of local organisation in community-based natural resources management." International Journal of Organizational Analysis 24, no. 5 (November 7, 2016): 932–55. http://dx.doi.org/10.1108/ijoa-06-2015-0873.

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Purpose Local organisations have been established on participatory approach whose central purpose is to establish development activities bringing about positive change as four pillars of developments: to establish decentralised robust local organisation for sustainable forest management to enhance livelihood of rural people, to meet the forest products basic needs of local people, targeted interventions for poverty alleviation and social mobilisation initiatives and biodiversity conservation climate change mitigation and adaptation. Design/methodology/approach Local organisational elites designed/conceptualised the concept, where it can be operated organisationally and in local organisational context that provides new ways and methods to develop conceptual framework (Table I), which sheds light on involvement of poor and underprivileged members in decision-making process and distribution of benefit on equity basis. Findings The findings will lead to a positive change through the organisational elite model through both reorganising organisations and restructuring of power with change in the society and reduce the impact of rational choices, vested interests of elites (leaders of local organisation) and political factors, which are otherwise playing a game or tragedy of commons. Research limitations/implications Because of the limited resources and time, the authors are unable to verify it on the other development line agencies such as drinking water scheme, livestock, health and cooperative. Practical implications It considerably appears that the impacts are very sound to conclude from the review of above models of elites that provide a very clear understanding and useful conceiving lens to formulate how participation occurs in the executive committee of the community forestry user groups (CFUG) and community-based organisations based on three key elements. First are the caste and the caste structure of the community. Second is the wealth status of the individual, and third is power created both from wealth and caste. This should be determined from the local organisational elite model (Table I) about the nature of interactions on the executive of the CFUGs and other vehicles of local community-based development organisations. Social implications Local organisations will provide an opportunity in reality to both elites and non-elites to considerably change, make aware and create a realistic situation to determine the dialectical opportunity to develop relationship, interaction and configuration between elite and non-elite members both outside and inside of the local organisations. Originality/value It has not been found in literatures yet such sort of concept developed in development field particularly in the development activities performed by participation of local users. Hence, it is certainly original conceptual framework.
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Ampofo, Emmanuel Twumasi, Alan Coetzer, and Paul Poisat. "Relationships between job embeddedness and employees’ life satisfaction." Employee Relations 39, no. 7 (November 6, 2017): 951–66. http://dx.doi.org/10.1108/er-10-2016-0199.

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Purpose The purpose of this paper is to explore relationships between organisation embeddedness and life satisfaction, and community embeddedness and life satisfaction. The study also examined relationships between each sub-dimension of organisation embeddedness and community embeddedness and life satisfaction. These sub-dimensions are “links”, “fit” and “sacrifice”. Design/methodology/approach Data were collected from 549 employees in organisations located in four major business centres in South Africa. The data were analysed using structural equation modelling. Findings Both organisation embeddedness and community embeddedness were positively related to life satisfaction. Regarding the sub-dimensions of organisation embeddedness, only organisation fit and sacrifice were positively related to life satisfaction. As regards the sub-dimensions of community embeddedness, only community fit was positively related to life satisfaction. Practical implications Adopting practices which embed employees in the organisation and communities where they live is potentially beneficial for both organisations and employee well-being. Originality/value The bulk of research on job embeddedness (JE) and work-related outcomes has focussed on benefits for the organisation. The effects of embeddedness on employee well-being have been largely overlooked. The current study is an attempt to redress this imbalance in JE research.
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Parker, Martin. "Working Together, Working Apart: Management Culture in a Manufacturing Firm." Sociological Review 43, no. 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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Viitala, Riitta, and Jenni Kantola. "Temporary agency workers shake a work community: a social capital perspective." Employee Relations 38, no. 2 (February 8, 2016): 147–62. http://dx.doi.org/10.1108/er-01-2015-0012.

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Purpose – The purpose of this paper is to investigate the kinds of effects that using a temporary agency workforce may cause on an organisational level, especially on relations between employees. In this study the authors explore the organisation as a community, leaning on the theory of social capital. Design/methodology/approach – The data were gathered via semi-structured interviews with 18 temporary agency workers and five employees in permanent positions. Discourse analysis with some degree of pragmatism was employed in comprehending the speech of the interviewees. Findings – The position of agency workers may be problematic from the perspective of social capital formulation in a work organisation. The short duration of contracts and different conditions of employment shake relations in a work group. Agency workers may also be outside the information flows. Additionally the norms and rules may be different for temporary and permanent employees and thus cause confusion. Research limitations/implications – The findings will hopefully provoke researchers to investigate the effects of using a temporary agency workforce in different organisational contexts. In addition, the study indicates that the theory of social capital is fruitful for investigating the topic on the organisational level. Practical implications – The use of agency workforce should be considered comprehensively in organisations. Its effects on work organisations may be conflicting. If temporary agency workers are needed as interim help, HRM practices should be developed in order to minimise the potential problems in terms of social capital. Originality/value – The study adopted an organisational perspective on the agency workforce, which is still rare in studies on the topic.
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Kusumasari, Bevaola. "Network organisation in supporting post‐disaster management in Indonesia." International Journal of Emergency Services 1, no. 1 (July 13, 2012): 71–85. http://dx.doi.org/10.1108/20470891211239326.

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PurposeThe purpose of this paper is to discuss the support network organisations between local government, non‐government organisations (NGOs) and community groups in post‐disaster management.Design/methodology/approachThe paper takes the form of an exploratory case study which concentrates on the Bantul district, Indonesia. The Bantul local government, located in Yogyakarta Provincial Indonesia, was selected as a case study because it had experience in managing post‐disaster conditions after the 2006 earthquake. Data were gathered through in‐depth interviews with 40 key informants with knowledge about the case.FindingsThe research revealed that this local government has made significant achievements in managing network organisations for logistic and humanitarian aid implementation. Inter‐organisational networks, citizen‐to‐organisation networks and organisation‐to‐citizen networks have become prominent resources for local government in managing a disaster because they address the lack of local government capability through negotiated efforts or partnership with other government levels, social institutions, non‐profit sector organisations and the community, in order to mobilize and utilize available capacity effectively.Originality/valueThis paper presents lessons learnt from local government in organising the support network for logistic and humanitarian aid to respond to disasters.
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Colbran, Richard, Robyn Ramsden, Karen Stagnitti, and Samantha Adams. "Measures to assess the performance of an Australian non-government charitable non-acute health service: A Delphi Survey of Organisational Stakeholders." Health Services Management Research 31, no. 1 (August 17, 2017): 11–20. http://dx.doi.org/10.1177/0951484817725681.

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Organisation performance measurement is relevant for non-profit charitable organisations as they strive for security in an increasingly competitive funding environment. This study aimed to identify the priority measures and indicators of organisational performance of an Australian non-government charitable organisation that delivers non-acute health services. Seventy-seven and 59 participants across nine stakeholder groups responded to a two-staged Delphi technique study of a case study organisation. The stage one questionnaire was developed using information garnered through a detailed review of literature. Data from the first round were aggregated and analysed for the stage two survey. The final data represented a group consensus. Quality of care was ranked the most important of six organisational performance measures. Service user satisfaction was ranked second followed by financial performance, internal processes, employee learning and growth and community engagement. Thirteen priority indicators were determined across the six measures. Consensus was reached on the priority organisational performance measures and indicators. Stakeholders of the case study organisation value evidence-based practice, technical strength of services and service user satisfaction over more commercially orientated indicators.
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Schmid, Hillel. "Organisational dilemmas in community neighbourhood organisation: the Jerusalem experience." International Journal of Sociology and Social Policy 18, no. 9/10 (October 1998): 46–71. http://dx.doi.org/10.1108/01443339810788515.

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Joshi, Marjo Susanna. "Holistic design of online degree programmes in higher education – a case study from Finland." International Journal of Educational Management 36, no. 1 (November 9, 2021): 32–48. http://dx.doi.org/10.1108/ijem-12-2020-0588.

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PurposeThe purpose of this paper is to present design principles for holistic design of online degree programmes (ODPs) in higher education (HE). The study adds to previous research on online programme design by examining how the digital competence and pedagogical strategy of a HE organisation can inform holistic ODP design.Design/methodology/approachThis paper presents a case study placed in the context of a Finnish applied HE organisation. Design-based research (DBR) process is used to create holistic design principles for new ODPs. Theoretical framework for the study is digitally competent organisation (Kampylis et al., 2015) and pedagogical strategy is innovation pedagogy (Kettunen et al., 2013).FindingsDesign principles for pedagogically informed holistic design of ODPs are presented as a three-tiered model comprising organisational, pedagogical and ODP layers. Each layer includes various principles for holistic design to integrate an organisation's pedagogical strategy in a digitally competent context to create quality ODPs.Research limitations/implicationsThe paper presents a case study from a HE organisation in Finland, but results are applicable to a wider global audience.Practical implicationsAs a contribution to practitioners, this paper presents a three-tiered holistic design of ODP in HE organisation, where the design principles are categorised in organisational, pedagogical and ODP design layers. In addition, suggestions to managers, instructional designers and educators are made for the holistic design of ODPs.Social implicationsBuilding the sense of community in ODPs and offering continuous support in pedagogy and technology are valuable for the well-being of the staff, students and the wider society.Originality/valueThe paper draws relationships between holistic design of ODPs, digital competence and pedagogical strategy. The paper provides managerial and operational viewpoints to managers, administrators and educators of HE organisations that plan to create new ODPs with a holistic focus on the educational organisation, its pedagogical strategy and digital competence. Recommendations for further development, possible applications and research of ODP education are made.
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Susomrith, Pattanee, and Albert Amankwaa. "Relationship between job embeddedness and innovative work behaviour." Management Decision 58, no. 5 (August 13, 2019): 864–78. http://dx.doi.org/10.1108/md-11-2018-1232.

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Purpose The purpose of this paper is to enable management decisions to develop innovation within an organisation by examining the relationship between job embeddedness (JE) and innovative work behaviour (IWB) while also considering the moderating effect of life satisfaction upon this relationship. Design/methodology/approach Data were collected from 213 employees of small- and medium-sized organisations in Thailand. Confirmatory factor analysis was conducted to assess the reliability of the measures and validity of the constructs. Multiple regression and PROCESS Macro techniques were used to test the direct and moderation effects. Findings The two components of JE, organisational and community embeddedness, were found to positively predict IWB. Additionally, life satisfaction was found to moderate the relationship between organisational embeddedness and IWB, but not the relationship between community embeddedness and IWB. At low levels of life satisfaction, the JE and IWB relationship was non-existent. Practical implications Organisations can potentially foster employee innovation by adopting strategies that seek to strengthen employee embeddedness in the organisation and in their community. Originality/value Studies on the effect of JE on IWB, particularly in small and medium enterprises and the influence of life satisfaction is sparse. This study redresses this imbalance in the knowledge base.
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Parker, Martin. "Organisation, community and utopia." Studies in Cultures, Organizations and Societies 4, no. 1 (March 1998): 71–91. http://dx.doi.org/10.1080/10245289808523504.

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P. Dhakal, Subas. "A methodological framework for ascertaining the social capital of environmental community organisations in urban Australia." International Journal of Sociology and Social Policy 34, no. 11/12 (October 7, 2014): 730–46. http://dx.doi.org/10.1108/ijssp-12-2013-0124.

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Purpose – The purpose of this paper is to ascertain the level of social capital in environmental community organisations (ECOs) in Perth, Western Australia. On a general level, social capital in ECOs is understood as intra-organisational and inter-organisational relationships that organisations maintain through interactions. Design/methodology/approach – This paper utilises quantitative (i.e. survey) as well as qualitative (i.e. interviews) approaches to data collection and analysis. It proposes a methodological framework to measure the level of social capital, and explores the association between the ascertained level of social capital and organisational capabilities. Findings – The results of the survey and interviews reveal that while the level of social capital is needs based, maintaining a higher intensity of organisational relationships puts ECOs in a better position to do more with less. Research limitations/implications – The findings advance the task of ascertaining the level of social capital in ECOs from organisational interactions perspective. Originality/value – This paper captures a community organisation-specific methodological framework to measure and analyse social capital.
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Rimmer, Mark. "The art of survival: community-based arts organisations in times of austerity." Community Development Journal 55, no. 2 (August 20, 2018): 295–312. http://dx.doi.org/10.1093/cdj/bsy036.

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Abstract This article examines the consequences of shifts in the terms of engagement with the state – since the onset of the global financial crisis in 2008 – for small-scale UK arts-based community organisations. Through an engagement with the accounts of key stakeholders from three case study organisations, the article considers the nature and extent of organisational changes in four main respects: the activities undertaken, the people and groups engaged, the income streams accessed and understandings of role or mission. Having outlined the variable fates of each organisation over this period, the article illuminates how the effects of austerity and associated policy shifts have served to mitigate against organisations’ ability to sustain arts-based work with disadvantaged groups, resist neoliberal ‘enterprise’ agendas or maintain a practical commitment to community development aims.
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Cyster, Chantall, and Oghenere Salubi. "Knowledge Management Practices in a Religious Organisation in South Africa." European Conference on Knowledge Management 23, no. 1 (August 25, 2022): 252–59. http://dx.doi.org/10.34190/eckm.23.1.609.

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Knowledge Management has developed over the years into a mainstream organisational necessity to achieve success and organisational effectiveness. Religious organisations are one of the most producers of knowledge. In many parts of Africa, several Pentecostal churches are established regularly, especially in crowded informal settlements. The knowledge conversion model was utilised to assess the knowledge management practices at a Pentecostal church in an informal settlement in Cape Town, South Africa. The objectives of the study were to examine the awareness and uptake of KM in the religious organisations, determine the level of openness of the members and leaders to knowledge sharing and conversion as well as assess how religious organisations leverage knowledge conversion and KM practices in achieving their goals in spreading the gospel and to enhance their community services. The church leadership and adult members of the church constituted the study population. The findings of this study revealed that the level of awareness and uptake of KM was very low because there was no documented training as well as responsible individuals responsible for the management of knowledge. Tacit knowledge is being shared informally through dialogue communication and religious meetings. However, this knowledge is not formally extracted, documented, or converted into explicit knowledge for organisational productivity, further sharing and future reuse. Although some of the leaders were not keen on knowing explicitly managed and shared in the organisation, religious members thought it is very important for knowledge to be documented and shared. Furthermore, as knowledge sharing is not prioritised within the organisation, the goal of spreading the gospel and to enhance their community services was found to be sluggish. The study developed a conceptual model for implementing knowledge management in Pentecostal religious organisations.
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Capogna, Stefania. "The Work We shall be Amidst Organisation and Community." International Journal of Innovation and Economic Development 6, no. 3 (2020): 7–19. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.63.2001.

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The essay reflects on the topic of technological unemployment, providing a review of scenarios foreseen by some of the most critical studies focusing on possible future developments. By comparing the risks and perspectives according to the impact of the fourth-generation digital revolution, the author develops a prospect of a welfare encompassing work, community and care from a renewed ethos of co-responsibility.
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Oluwayemi, OGINNI Babalola, and OGUNYOMI Paul Olusiji. "THE ROLES OF EMPLOYMENT PROCESSES IN ORGANISATIONAL IMAGE IN INSURANCE ORGANISTIONS IN NIGERIA: Employees and Community Perspectives." Australian Journal of Business and Management Research 02, no. 05 (June 23, 2012): 52–57. http://dx.doi.org/10.52283/nswrca.ajbmr.20120205a07.

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The research focus was to gain insight into the current employment processes practice and its impact on organizational image in the insurance organizations in Nigeria. The study investigated the relationship between employment processes and organisational image; examined the issues and challenges in organizational image and employment processes. In the course of conducting the study, 80 insurance employees were selected from the chosen 15 insurance organisations and 40 inhabitants in community where these organisations were located; and out of this 88 respondents responded properly representing 73%. The questionnaire was developed by using Likert five scales which consists of different questions on the variables in employment processes and organisational image such as recruitment and selection, job security, job design and responsibility, management style, working environment and job perception. In the study, statistical measures such as Z- test, mean and proportion analysis were used to examine the existing relationship between employment processes and organisational image. The findings reveals that recruitment and selection, job security and management styles have significant effect on the image of the organisation at 0.05 level of sig. while working environment was found to be on neutral level and job perception as well as job design and responsibility were not having significant effect at 0.05 level of sig. on the image of an organisation. It was recommended that there should be sound personnel policy to support job security and the recruitment and selection processes should be transparent, free of biases and fair to all and sundry so as to guaranty trust and confidence.
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M. Jolley, Gwyneth, and Stacey Masters. "Exploring the Links between Community Health Services and Non-Government Organisations in Two Regions of South Australia." Australian Journal of Primary Health 8, no. 1 (2002): 57. http://dx.doi.org/10.1071/py02009.

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This paper describes the links between community health services and non-government organisations in two regions of South Australia, and the factors impacting on these collaborative ventures. Changes in the organisation and funding of human services have created both opportunities and challenges for community health services and non-government organisations, as distinct entities and in relationship with one another. This study confirms that there are primary promoters of, and requisites for, effective collaboration, such as shared client group, similar values and approaches, and capacity at individual and organisational levels. Time and resource constraints are revealed as the most significant barriers to collaboration. Government policy and practice have a powerful influence on collaboration between community health services and non-government organisations. Government policy directions and models of funding may act to support or inhibit collaboration and the effects of these should be evaluated in terms of their impact on the capacity of organisations to work together to provide integrated and coordinated care.
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Zasada, Magdalena. "Entrepreneurial activity in community health promotion organisations." Social Enterprise Journal 13, no. 02 (May 2, 2017): 144–62. http://dx.doi.org/10.1108/sej-07-2016-0030.

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Purpose This paper aims to examine the suitability of a social enterprise model for community health promotion organisations working in disadvantaged neighbourhoods. It focuses on organisational culture, social resources and capacity as pre-requisites for entrepreneurial activities. Design/methodology/approach This paper is based on ethnographic case studies in England, including semi-structured interviews with the organisations’ staff, trustees and external stakeholders; participant observation; creative method workshops with staff; and feedback meetings with staff and trustees. Findings The paper provides empirical insights into the potential for, and the consequences of, introducing entrepreneurial ways of working to community health promotion organisations. It suggests that pre-existing capacity, competencies and skills, as well as the ability to manage cultural hybridity, are key factors. Research limitations/implications Studying three organisations allowed comparative analysis, but time constraints limited access to some stakeholders and meant that the researcher could not be continuously present. Fieldwork generated a series of “snapshots” of each organisation at several time points. Practical/implications Community health promotion organisations should be mindful of the social and cultural implications of following the entrepreneurial route to income generation. Policymakers need to be more aware of the challenges community health promotion organisations face in taking on entrepreneurial ways of working. Originality/value This paper contributes new empirical insights into the process of community health promotion organisations adopting entrepreneurial ways of working. This is underpinned by Bourdieu’s concept of habitus, which provides a new theoretical lens for examining the social and cultural aspects of this transition.
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Fielding, Michael. "Learning Organisation or Learning Community?" Philosophy of Management 1, no. 2 (2001): 17–29. http://dx.doi.org/10.5840/pom20011211.

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Brown, V. K., C. W. D. Gibson, and J. Kathirithamby. "Community Organisation in Leaf Hoppers." Oikos 65, no. 1 (October 1992): 97. http://dx.doi.org/10.2307/3544891.

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Wakefield, Melanie A., and David H. Wilson. "COMMUNITY ORGANISATION FOR HEALTH PROMOTION." Community Health Studies 10, no. 4 (February 12, 2010): 444–51. http://dx.doi.org/10.1111/j.1753-6405.1986.tb00563.x.

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Swerissen, Hal. "How Should We Organise Community Health Services?" Australian Journal of Primary Health 3, no. 1 (1997): 6. http://dx.doi.org/10.1071/py97002.

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This paper reviews the organisation of Victorian community health services in the context of the general direction of reform for the Australian and Victorian health systems. It notes that the emphasis has shifted to a greater focus on improving the efficiency of the relationship between needs, resources, services and outcomes. Within this context, in addition to public health measures, national reforms have advocated the creation of funding and organisational arrangements around three service functions: general care, acute care and co-ordinated care. It is argued that the organisation of community services should be driven by these functional relations, not vice versa. The efficiency of vertical and horizontal integration and the creation of community health networks is considered in relation to transaction costs, organisational scale, transition costs and distributional equity. It is concluded that community health networks offer the most efficient model for the delivery of community based public health and general, acute and co-ordinated care services.
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Yesudian, C. A. K. "Community Organisation as an Approach to Community Health." Journal of Management in Medicine 4, no. 1 (January 1989): 43–48. http://dx.doi.org/10.1108/eb060524.

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Wallace, Simon. "Community care reaches out for the mobile moment." Clinical Governance: An International Journal 20, no. 3 (July 6, 2015): 123–33. http://dx.doi.org/10.1108/cgij-07-2015-0023.

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Purpose – The purpose of this paper is to explore the quite extraordinary way the phenomena of mobile communication has gripped our society and the opportunities this provides for healthcare. Design/methodology/approach – It describes the ticking public health time bomb surrounding long term conditions and dementia and the need to radically overhaul how community services are delivered. It dissects the opportunities and challenges of providing a mobile health and social care service in the community and explores what a mobile moment means for these professionals. Findings – It stresses that the answer is NOT to simply provide an organisation’s IT back-office environment in the field and describes the concept of a dedicated organisation app platform tailored to meet this need. Originality/value – The paper concludes by reviewing recent evidence about the benefits and opportunities for health and social care organisations to embrace mobile working.
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Ampofo, Emmanuel Twumasi, Alan Coetzer, and Paul Poisat. "Extending the job embeddedness-life satisfaction relationship." Journal of Organizational Effectiveness: People and Performance 5, no. 3 (September 3, 2018): 236–58. http://dx.doi.org/10.1108/joepp-01-2018-0006.

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PurposeThis exploratory study adopts a stakeholder perspective on organisational effectiveness. The purpose of this paper is to examine the job embeddedness (JE)–life satisfaction relationship, moderating roles of gender and community embeddedness and mediating role of innovative behaviour.Design/methodology/approachUsing a snowballing approach, data were collected from 549 participants employed in organisations located in four major metropolitan centres in South Africa.FindingsAnalyses revealed a positive relationship between JE and life satisfaction. Gender moderated the JE–life satisfaction relationship, such that the relationship was stronger among females than males. Community embeddedness moderated the organisation embeddedness–life satisfaction relationship, such that the relationship was stronger when participants were highly embedded in their community. Finally, innovative behaviour mediated the relationship between organisation embeddedness and life satisfaction.Practical implicationsManagers could enhance employees’ life satisfaction through practices that increase on-the-job and off-the-job embeddedness. Furthermore, organisations could encourage employees’ innovative behaviours through workplace supervisors’ supportive responses to innovative employees.Originality/valueJE researchers have yet to focus on the personal benefits of embeddedness for employees. Results of the study provide several contributions to this research direction. The study uses JE as a composite construct to confirm its relationship with life satisfaction. It also expands the JE–life satisfaction relationship by examining moderators of the relationship and a mediating variable in the relationship.
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Butler, Mark, Michael Savic, David William Best, Victoria Manning, Katherine L. Mills, and Dan I. Lubman. "Wellbeing and coping strategies of alcohol and other drug therapeutic community workers: a qualitative study." Therapeutic Communities: The International Journal of Therapeutic Communities 39, no. 3 (September 10, 2018): 118–28. http://dx.doi.org/10.1108/tc-08-2017-0024.

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Purpose The purpose of this paper is to examine the strategies utilised to facilitate the wellbeing of workers of an alcohol and other drug (AOD) therapeutic community (TC) Design/methodology/approach This paper reports on the findings of a qualitative study that involved in-depth interviews with 11 workers from an Australian AOD TC organisation that provides both a residential TC program and an outreach program. Interviews were analysed using thematic analysis Findings Three main interconnected themes emerged through analysis of the data: the challenges of working in an AOD TC organisation, including vicarious trauma, the isolation and safety of outreach workers and a lack of connection between teams; individual strategies for coping and facilitating wellbeing, such as family, friend and partner support and self-care practices; organisational facilitators of worker wellbeing, including staff supervision, employment conditions and the ability to communicate openly about stress. The analysis also revealed cross-cutting themes including the unique challenges and wellbeing support needs of outreach and lived experience workers. Research limitations/implications Rather than just preventing burnout, AOD TC organisations can also play a role in facilitating worker wellbeing. Practical implications This paper discusses a number of practical suggestions and indicates that additional strategies targeted at “at risk” teams or groups of workers may be needed alongside organisation-wide strategies. Originality/value This paper provides a novel and in-depth analysis of strategies to facilitate TC worker wellbeing and has implications for TC staff, managers and researchers.
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Iyer, Pavithra R., Shashidhar Rao Chavan, and Sumita Rege. "Sensory processing and organisational abilities in children with inattentive-hyperactive behaviours." International Journal of Therapy and Rehabilitation 27, no. 1 (January 2, 2020): 1–10. http://dx.doi.org/10.12968/ijtr.2018.0102.

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Background/Aims Sensory processing has been theorised to contribute to object and temporal organisation. Sensory processing and organisational abilities in children with inattention-hyperactivity was assessed, and investigated if there was a relationship between the two. Methods A community sample of children aged 9–12 years was categorised into inattentive-hyperactive (n=20) and non-inattentive-hyperactive groups (n=56) using the Vanderbilt Attention Deficit Hyperactivity Disorder Parent and Teacher Rating Scales. The Sensory Profile, Child Organisation Scale and Child Organisation Parent Perception Scale were used to collect additional data. Results Sensory processing and organisational abilities differed significantly between the groups. Object organisation correlated significantly with multisensory processing; temporal organisation failed to correlate with sensory processing. Conclusions Results suggest there is a need to screen children with informant-reported inattention-hyperactivity for sensory processing differences and organisational deficits. Sensory processing and object organisation may be associated; further research on potential factors underlying this association is needed.
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Mendiwelso-bendek, Zoraida. "Community-based research: enabling civil society’s self-organisation." Kybernetes 44, no. 6/7 (June 1, 2015): 903–12. http://dx.doi.org/10.1108/k-02-2015-0056.

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Purpose – The purpose of this paper is to discuss the contribution of community-based research to the self-organisation of Civil Society and in particular to community engagement, policy processes and social change. Design/methodology/approach – Starting from communities own issues and organisational structures, this paper presents a methodology to create spaces for social transformation. Its approach was designing engagement programmes of Higher Education Institutions (HEIs) with communities’ partnerships, supported by constructed conversations, workshops and fieldwork, coproducing knowledge within community structures. Findings – The research offers evidence that supporting community empowerment and engagement with community-based research needs a deep understanding of participatory social processes. It makes visible that researchers should have more opportunities to focus their research on communities rather than on collecting data to respond to funders. Research limitations/implications – Though community self-organisation happens one way or the other effective self-organisation processes cannot be taken for granted and need further studies and elaboration. Despite current efforts it requires more studies to understand social systems and develop stronger links to active citizenship policies. Practical implications – This research contributes to communities’ engagement in policy processes and highlights the enabling role of HEIs. Originality/value – It rearticulates participatory approaches to active citizenship and learning in communities.
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Pratt, Bridget. "Community organisation-researcher partnerships: what concerns arise for community organisations and how can they be mitigated?" Journal of Medical Ethics 46, no. 10 (July 2, 2020): 693–99. http://dx.doi.org/10.1136/medethics-2018-105252.

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Universities and research funders’ growing emphasis on community partnerships, engagement and outreach has seen a rise in collaborations between university researchers and staff of community organisations (COs) on research projects. What ethical issues and concerns are experienced as part of these collaborations has largely not been described, particularly from the perspective of COs. As part of a recent, broader qualitative study, several concerns arising during health research collaborations between COs and university researchers were captured during thematic analysis. The concerns were described in semistructured interviews by four staff of three COs that work with marginalised groups (ie, migrants and refugees, women who experience domestic violence, indigenous populations) in a high-income country. In this paper, the three concerns are taken as the starting point for ethical analysis. Interview data are first used to illustrate the three concerns: being restricted to a recruitment role in studies, reinforcement of stereotypes of marginalised groups and weakening CO-community relationships. The paper then explores why the concerns are morally troubling and demonstrates how each concern generates feelings of disrespect, creates harm(s), and/or reflects or reinforces unfairness or injustice. It concludes by proposing three ethical criteria for CO-researcher partnerships: fair division of labour, balancing CO advocacy goals with research goals and balancing CO service goals with research goals. Where researchers and COs discuss how to meet these criteria at the start and during research collaborations, it can potentially help mitigate or prevent the occurrence of the concerns described in this paper.
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Hodgkin, Suzanne, Pauline Savy, Samantha Clune, and Anne-Marie Mahoney. "Navigating the marketisation of community aged care services in rural Australia." International Journal of Care and Caring 4, no. 3 (August 1, 2020): 377–93. http://dx.doi.org/10.1332/239788220x15875789936065.

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The aged care policies of many Organisation for Economic Co-operation and Development countries reflect free-market principles. In Australia, the recently introduced Consumer Directed Care programme centres on markets in which a range of organisations compete to provide services to community-living elders. As consumers, older people are allocated government funding with which they select and purchase items from their chosen service organisation. This article presents findings from a case study that explored the impacts of this programme on a group of rurally based, not-for-profit providers and consumers. The findings portray the challenges and advantages associated with providing and accessing services in limited rural markets.
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McNamara, Justin, and Robyn M. Gillies. "Support Requirements and Effects of Supervision on Telephone Counsellors." Australian Journal of Guidance and Counselling 13, no. 2 (December 2003): 192–204. http://dx.doi.org/10.1017/s1037291100002880.

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The aim of this research was to examine the effects of the implementation of direct one-on-one supervision in a prominent telephone counselling organisation and the support requirements of their telephone counsellors. Ninety-three telephone counsellors participated in this research. The results showed that more experienced telephone counsellors were more satisfied than less experienced telephone counsellors with the support offered by the organisation. Furthermore, female telephone counsellors showed significantly more satisfaction with the support offered by the organisation than their male counterparts. Implications of these findings are discussed in relation to the organisation and other helping organisations within the wider community.
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Ennals, Richard. "Knowledge management with a human face." Concepts and Transformation 8, no. 2 (September 26, 2003): 163–78. http://dx.doi.org/10.1075/cat.8.2.05enn.

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Richard Ennals reflects on experience of action research in organisations, and presents an agenda for the years ahead in working life research. He draws on experience of research and research management in artificial intelligence, work organisation and occupational health, and an international network of current projects. He presents alternative business and organisational models, taking account of the failure of conventional approaches to the knowledge society, and identifying new paradigms for research and practice. He presents the university as a community of practice, a building block for the knowledge society.
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Rogers, Alison, Doyen Radcliffe, Sharon Babyack, and Tom Layton. "Demonstrating the value of community development: An inclusive evaluation capacity building approach in a non-profit Aboriginal and Torres Strait Islander organisation." Evaluation Journal of Australasia 18, no. 4 (November 28, 2018): 234–55. http://dx.doi.org/10.1177/1035719x18803718.

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Inclusive, culturally safe, appropriate and relevant ways of evaluating that contribute to better outcomes for Aboriginal and Torres Strait Islanders that can be communicated to a wide audience are urgently needed. An Aboriginal and Torres Strait Islander non-profit community development organisation, Indigenous Community Volunteers (ICV), has transformed towards this goal by intentionally building evaluation capacity over the past 4 years. ICV now incorporates participatory monitoring and evaluation approaches into the community development practices of the organisation to improve measurement and capture outcomes with communities. The principles of inclusion, flexibility, empowerment, ownership and effective communication were essential to the transformation. This article shares how ICV developed evaluation capacity in an inclusive and culturally appropriate way and the results of an independent assessment of the value of the process. ICV’s journey of change and the methodology used to make the assessment may be useful for other organisations or individuals working with community development organisations.
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Armstrong, David. "From International Community to International Organisation?" Commonwealth & Comparative Politics 39, no. 3 (November 2001): 31–50. http://dx.doi.org/10.1080/713999564.

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Fitch, Jerry. "Community and Local Government Re-Organisation." Teaching Public Administration 14, no. 1 (March 1994): 64–74. http://dx.doi.org/10.1177/014473949401400106.

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The Local Government Commission for England has already reported on its proposals for re-organisation of the fitst tranche of local authorities that it is due to consider. The government envisages that the Commission should complete its review of the remainder of the country by the end of 1994. This paper looks at the ways in which the concept of “community” has been used in the debate on a unitary structure for local government. The author argues that attempts to equate administrative efficiency in the delivery of services with “community identity” are seriously flawed, and that there is an underlying political agenda behind the introduction of this concept in the first place.
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Duffield, Stephen Mark. "Application of the Syllk model wiring an organisation for the capability of an online community of practice." VINE Journal of Information and Knowledge Management Systems 46, no. 2 (May 9, 2016): 267–94. http://dx.doi.org/10.1108/vjikms-09-2015-0052.

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Purpose This paper aims to demonstrate how to apply the systemic lessons learned knowledge (Syllk) model to enable the organisation for the capability of an online community of practice (CoP). Design/methodology/approach The research method consisted of multiple spiral “action research” cycles (plan, action, observe and reflect) within a government organisation. The initial planning stage consisted of interviews followed by two focus groups to identify the facilitators and barriers that impact the initial design of the Syllk model within the organisation. Established knowledge management practices were aligned with each of the Syllk elements to address the identified barriers and facilitate learning as the action cycles progressed. Online CoP initiatives were implemented with two action research cycles completed. Actions were observed, monitored, evaluated and reflected on using an after action review process. Findings The results from this research shows how the capability of a CoP can be “wired” (distributed) across organisational systems, and how the Syllk model can be used to conceptually facilitate this. The research highlights the importance in understanding organisational knowledge facilitators and barriers and the associated practices to reflect and learn from past experiences. Research limitations/implications The paper demonstrates an application of the Syllk model, and that action research can benefit project and knowledge management researchers and practitioners. Practical implications This study contributes to practice by highlighting how to use the Syllk model to “wire” an organisation for some know-how capability. Originality/value This study applies a conceptual model enabling management to understand how organisational know-how is distributed (wired) across various systems of an organisation for an online CoP.
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Clarke, Marilyn. "To what extent a “bad” job? Employee perceptions of job quality in community aged care." Employee Relations 37, no. 2 (February 9, 2015): 192–208. http://dx.doi.org/10.1108/er-11-2013-0169.

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Purpose – The purpose of this paper is to explore how community aged care workers evaluate job quality using a job quality framework. Design/methodology/approach – The study uses a qualitative approach. Data were collected using semi-structured interviews and focus groups from a large aged care organisation. Findings – Perceptions of job quality are influenced by individual motivations, match between life-stage and work flexibility, as well as broader community views of the value of this type of work. Intrinsic factors (e.g. autonomy, job content) moderate the impact of extrinsic factors such as pay and job security. Research limitations/implications – The sample is relatively small and the study is based on data from one aged care organisation which may not reflect employment conditions in other organisations. Practical implications – Attraction and retention of community care workers can be improved by addressing factors associated with remuneration (including employment contracts and hours of work) and career structures. Skill and experience-based career structures would help build organisational capacity as well as making these jobs more attractive. Social implications – The demand for community care will continue to increase. Attracting, retaining and managing this workforce will be critical to meeting society’s expectations regarding the future care needs of older people. Originality/value – This research explores an under-researched workforce group in a critical area of aged care management. It highlights two key areas with the potential to improve employee perceptions of job quality and therefore address issues related to attraction, retention, job satisfaction and ultimately organisational performance.
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Schutte, C. F. "Managing water supply and sanitation services to developing communities: key success factors." Water Science and Technology 44, no. 6 (September 1, 2001): 155–62. http://dx.doi.org/10.2166/wst.2001.0364.

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A number of key success factors in the management of organisations responsible for the provision of water supply and sanitation services to developing communities have been identified as critical to the sustained success of such organisations. These factors have to receive specific and sustained attention from management. They should form the focus of management attention in addition to the many other important factors requiring management input. The key success factors which are critical to ensure a sustained water supply and the provision of sanitation services to developing communities centre around two main areas, i.e. the credibility of the organisation with the community it serves and the creation of an organisation culture of focusing on service to the community, on income generation and on minimising of losses.
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Moochhala, Mustafa, and Tejinder Singh Bhogal. "The Unique Aspects of Organisation Development in the Social Sector." NHRD Network Journal 13, no. 3 (July 2020): 359–69. http://dx.doi.org/10.1177/2631454120953015.

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At its best, the work of the social sector is about changing society—the underlying norms, attitudes and power relations—and at the very least, ameliorating some of the ills present, for example, paucity of access to health or food. It is this desire for change or amelioration that provides the motive force for organisational members. To build this motive force, organisation development (OD) interventions need to work on some or all of the following: building greater ownership of organisational staff through tweaking governance methods and organisational structures, (founder-led or an institutionalised structure); mirroring expected norms within community with those observed in the organisation; having clarity about the vision of the community; working with organisational dilemmas; and having a clear theory of change. The last implies building and understanding the complex nature of society and social change and interventions therein; and as a corollary, a culture of debate and thoughtfulness.
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Aimers, Jenny, and Peter Walker. "Is community accountability being overlooked as a result of government-third sector partnering in New Zealand?" Aotearoa New Zealand Social Work 20, no. 3 (July 17, 2017): 14–24. http://dx.doi.org/10.11157/anzswj-vol20iss3id337.

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In recent years ‘third way’ style governments have sought to partner with third sector organisations in ‘joined up’ government. The neo-liberal basis for the third way model has sought to make government’s community collaborators more professional in their approach. This has been achieved by influencing third sector organisations to adopt quasi-business models of organisational practice and accountability.While the rationale for promoting these practices has resulted from a desire to afford third sector organisations a level of social efficacy similar to that of the professions. an increasing number of researchers (Aimers Walker, 2008; Mulgan, 2006; Barr, 2005; Craig, 2004; Walker, 2002) have argued that business or quasi-business models are not always appropriate measures of success for the work of the third sector.We argue that with the growing emphasis on government and third sector partnerships, the relationship between the third sector and its communities is at risk of being overlooked due to the lack of insistence that such organisation should seek direction setting from local communities. One of the core characteristics of the third sector has been its embeddedness within its community. If organisations become more focused on their relationship with the state, at the expense of their community relationships, they risk overlooking a core part of their identity and purpose. We believe that community-based directional accountability provides a basis from which effective community relationships can grow.In this article we discuss how partnering with government has put community relationships of third sector community organisations at risk and offer three models of community accountability derived from real-life examples, which such organisations could use to help retain and strengthen their community embeddedness.
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Fini, Daniele. "Durch gemeinschaftliche Organisation Sicherheit aufbauen." PERIPHERIE – Politik • Ökonomie • Kultur 39, no. 1-2019 (April 30, 2019): 46–62. http://dx.doi.org/10.3224/peripherie.v39i1.04.

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In vielen Ländern der nachholenden Industrialisierung finden die meisten, die die Landwirtschaft verlassen, keine „gute Arbeit“ (Nachhaltigkeitsziel Nr. 8). Die Erklärungen zu der geringen Absorptionskraft vom verarbeitenden Gewerbe und produktiven Dienstleistungen reichen von überregulierten Arbeitsmärkten bis hin zur kapitalistischen Globalisierung. Mein Beitrag sucht eine Erklärung im Vergleich der Bedingungen, die unter den frühen Industrialisierern vorherrschten, mit denen der heutigen Länder der nachholenden Industrialisierung. Dabei gehe ich vor allem auf Ghana und Indien ein. Zu den Unterschieden zählen der stärkere demographische Druck aufgrund der deutlich rascheren Zunahme der Lebenserwartung, die Beschränkung der Auswanderung, das Produktivitätsgefälle zum Globalen Norden sowie zu den erfolgreichen, in ihrer Zahl begrenzten Spätindustrialisierer sowie die Zwänge der neoliberalen Globalisierung, die industriepolitische Strategien einschränken. Letztere Strategien werden zudem von einer bisher wenig beachteten Dimension des kolonialen Erbes, nämlich den Folgen der Sklaverei auf die staatliche Handlungsfähigkeit der Ursprungsländer der Sklaven und Sklavinnen, erschwert.
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Murphy, Joanne, Sara McDowell, and Maire Braniff. "Historical dialogue and memory in policing change: The case of the police in Northern Ireland." Memory Studies 10, no. 4 (September 28, 2016): 406–22. http://dx.doi.org/10.1177/1750698016667454.

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This article explores the complex relationship between organisational change and historical dialogue in transitional societies. Using the policing reform process in Northern Ireland as an example, the article does three things: the first is to explore the ways in which policing changes were understood within the policing organisation and ‘community’ itself. The second is to make use of a processual approach, privileging the interactions of context, process and time within the analysis. Third, it considers this perspective through the relatively new lens of ‘historical dialogue’, understood here as a conversation and an oscillation between the past, present and future through reflections on individual and collective memories. Through this analysis, we consider how members’ understandings of a difficult past (and their roles in it) facilitated and/or impeded the organisations change process. Drawing on a range of interviews with previous and current members of the organisation, this article sheds new light on how institutions deal with and understand the past as they experience organisational change within a wider societal transition from conflict to nonviolence.
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Skivington, Kathryn, Mathew Smith, Nai Rui Chng, Mhairi Mackenzie, Sally Wyke, and Stewart W. Mercer. "Delivering a primary care-based social prescribing initiative: a qualitative study of the benefits and challenges." British Journal of General Practice 68, no. 672 (May 21, 2018): e487-e494. http://dx.doi.org/10.3399/bjgp18x696617.

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BackgroundSocial prescribing is a collaborative approach to improve inter-sectoral working between primary health care and community organisations. The Links Worker Programme (LWP) is a social prescribing initiative in areas of high deprivation in Glasgow, Scotland, that is designed to mitigate the negative impacts of the social determinants of health.AimTo investigate issues relevant to implementing a social prescribing programme to improve inter-sectoral working to achieve public health goals.Design and settingQualitative interview study with community organisation representatives and community links practitioners (CLPs) in LWP areas.MethodAudiorecordings of semi-structured interviews with 30 community organisation representatives and six CLPs were transcribed verbatim and analysed thematically.ResultsParticipants identified some benefits of collaborative working, particularly the CLPs’ ability to act as a case manager for patients, and their position in GP practices, which operated as a bridge between organisations. However, benefits were seen to flow from new relationships between individuals in community organisations and CLPs, rather than more generally with the practice as a whole. Challenges to the LWP were related to capacity and funding for community organisations in the context of austerity. The capacity of CLPs was also an issue given that their role involved time-consuming, intensive case management.ConclusionAlthough the LWP appears to be a fruitful approach to collaborative case management, integration initiatives such as social prescribing cannot be seen as ‘magic bullets’. In the context of economic austerity, such approaches may not achieve their potential unless funding is available for community organisations to continue to provide services and make and maintain their links with primary care.
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Meyer Jr, Victor, Diórgenes Falcão Mamédio, Alechssandra Ressetti Oliveira, and Natália Brasil Dib. "Convergence between performance and amateur management of a social organisation." International Journal of Productivity and Performance Management 68, no. 8 (November 11, 2019): 1493–509. http://dx.doi.org/10.1108/ijppm-12-2018-0427.

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Purpose Understanding social organisations requires considerable effort because of their complex reality. The purpose of this paper is to analyse the performance and amateur form of management of an organisation of scavengers, with significant results for society. Design/methodology/approach This study is a qualitative in-depth case study. Data were collected through ethnographic interviews, non-participant observation and document analysis. The association of scavengers in question was identified as being strongly representative of the 23 similar associations in Curitiba. The city is the first Brazilian capital to create conditions for direct disposal of selective waste collected by waste pickers, as recommended by the National Solid Waste Policy. Findings Three main aspects of evidence are highlighted in the proposed model: unique features, performance management and multiplicity of practices. The findings showed a strong presence of utilitarian behaviour due to the need of the members of the organisation to generate income for survival, forcing social and environmental concerns into the background. The combination of community values, informal practices, collective learning and amateur management has had a positive effect on the social organisation’s performance. Social implications The outcomes were identified for individuals, the community and society by contributing to social inclusion, economic growth and environmental care. Originality/value The differentiated approach lies in the convergence between performance and amateur management in social organisations, with relevant environmental, economic and social results. A model is proposed to demonstrate the complex relationship between unique features, multiplicity of practices and performance with regard to the amateur management analysed in this study.
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50

Telford, Kerry, Anne Maddock, Cathy Isam, and Debbie Kralik. "Managing Change in the Context of a Community Health Organisation." Australian Journal of Primary Health 12, no. 2 (2006): 156. http://dx.doi.org/10.1071/py06035.

Full text
Abstract:
Change management has been recognised as a complex, dynamic process during which unanticipated events and behaviour may emerge. This is particularly the case for community health care organisations where the combination of a number of typical features serves to complicate change efforts. Change in complex organisations such as community health services is unlikely to be a straightforward process and is likely to require more than one approach. This review examines the various change management approaches in the literature, with a view to assessing their relevance to a community health organisational context. Debate around the strengths and limitations are reported along with the key elements of responsive change management processes.
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