Relevant bibliographies by topics / New Zealand organisations

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'New Zealand organisations'

Author: Grafiati
Published: 4 June 2021
Last updated: 13 February 2022

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Journal articles on the topic "New Zealand organisations"

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Jiaying Huang, Hedy, and Keith Hooper. "New Zealand funding organisations." Qualitative Research in Accounting & Management 8, no. 4 (November 22, 2011): 425–49. http://dx.doi.org/10.1108/11766091111189909.

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Alam, Kazi Firoz. "Ethics in New Zealand organisations." Journal of Business Ethics 12, no. 6 (June 1993): 433–40. http://dx.doi.org/10.1007/bf01666557.

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Bhakta Bhandari, Roshan, Christine Owen, and Benjamin Brooks. "Organisational features and their effect on the perceived performance of emergency management organisations." Disaster Prevention and Management 23, no. 3 (May 27, 2014): 222–42. http://dx.doi.org/10.1108/dpm-06-2013-0101.

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Purpose – This study reports on a survey of experienced emergency management personnel in Australia and New Zealand to identify the influence of organisational features in perceived emergency management performance. The purpose of this paper is to analyse the influence of organisational features in emergency response performance and to discuss how this knowledge can be used to enhance the response capacity of emergency services organisations. Design/methodology/approach – Based on a review of the literature, a conceptual theoretical model for organisational performance is first developed based on four organisational features found to be previously important in emergency management organisation. These are, adaptability, leadership, stability (mission and direction) and stakeholder communication. An organisational survey was distributed to all 25 fire and emergency services agencies in Australia and New Zealand which included indicators of these elements. Responses were received from experienced emergency management personnel from fire and emergency services agencies. The sample was stratified into the three main organisational types, namely, established, expanding and extending organisations. Findings – The findings reveal that the predictive significance of organisational features in emergency response performance vary among established, expanding and extending organisations. The predictive significance of stability, adaptability and leadership for perceived success is strong in all organisational types. It is interesting to note that the predictive significance of communication with external stakeholders is low in all organisation types. This indicates the preference of emergency services agencies to look internally within their own operations than externally to build relationships with different specialism. Originality/value – The theoretical model in this study makes a first attempt to understand the role of organisational features in emergency response performance of organisations in Australia and New Zealand. This work contributes to theorizing emergency operations by highlighting how organisations need to manage two orientations simultaneously: their own internal as well as external orientations, together with their processes for managing both mission and direction and the need for change and flexibility.
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Inkson, Kerr. "Careers and Organisations: A Figure–Ground Problem." Journal of Management & Organization 10, no. 1 (January 2004): 1–13. http://dx.doi.org/10.1017/s1833367200004570.

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ABSTRACTThis paper argues that people's careers have great personal significance for them and energise much organisational activity, but that in the context of organisations and management they often appear irrelevant. Contrasting career metaphors are used to show how careers develop through tensions between organisational and social structure, and individual agency. The findings of a New Zealand research study show how new flexibilities and ambiguities in economic and organisation structures result in people developing careers which, like the Australasian “Big O.E.” institution, are mobile, improvisational, and learning-based. A reflexive model is used to show how careers can create organisations as well as vice versa. The implications of new career theories for workers, managers and management educators are indicated. Greater appreciation of career dynamics results in the subversion of some traditional management ideas and the development of new models of self- and organisational management.
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Inkson, Kerr. "Careers and Organisations: A Figure–Ground Problem." Journal of the Australian and New Zealand Academy of Management 10, no. 1 (January 2004): 1–13. http://dx.doi.org/10.5172/jmo.2004.10.1.1.

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ABSTRACTThis paper argues that people's careers have great personal significance for them and energise much organisational activity, but that in the context of organisations and management they often appear irrelevant. Contrasting career metaphors are used to show how careers develop through tensions between organisational and social structure, and individual agency. The findings of a New Zealand research study show how new flexibilities and ambiguities in economic and organisation structures result in people developing careers which, like the Australasian “Big O.E.” institution, are mobile, improvisational, and learning-based. A reflexive model is used to show how careers can create organisations as well as vice versa. The implications of new career theories for workers, managers and management educators are indicated. Greater appreciation of career dynamics results in the subversion of some traditional management ideas and the development of new models of self- and organisational management.
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Alqudah, Hamzah E., Mani Poshdar, John Tookey, and James O. B. Rotimi. "A rank order of determinants of construction organisations' performance in New Zealand." International Journal of Construction Supply Chain Management 10, no. 2 (December 31, 2020): 194–211. http://dx.doi.org/10.14424/ijcscm100220-194-211.

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There are certain factors within and outside organisations that can influence organisational performance. The presence or absence of those factors impacts organisations' ability to gain a competitive advantage over their rivals. As a risk-prone business sector, construction organisations need to identify those determinants that could ensure their superior performance. To date, global studies have identified many determinants that govern the performance of construction organisations. However, few of these are known in New Zealand, and their weightings could be useful in forming business strategies. Therefore, this paper measures the significance of identified determinants of construction organisational performance. A total of 100 professionals participated in a questionnaire survey administered using a snowball sampling technique. The Relative Importance Index approach was used to rank the determinants according to their importance to organisational performance. Five main determinants were significant and ranked highly, with more than 80% relative importance index scores. These determinants are resources and capabilities, competitive strategies, organisational characteristics, environmental factors, and customers relationship management. This finding provides a useful benchmark for future research on the significance of some determinants that could explain the performance differentials experienced in the construction domain in New Zealand
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Arasanmi, Christopher N., and Aiswarya Krishna. "Employer branding: perceived organisational support and employee retention – the mediating role of organisational commitment." Industrial and Commercial Training 51, no. 3 (March 4, 2019): 174–83. http://dx.doi.org/10.1108/ict-10-2018-0086.

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PurposeThe purpose of this paper is to examine the relationship between employer branding attribute of organisational support and employee retention in a government agency in New Zealand.Design/methodology/approachThis study is cross-sectional in design, and an online survey method was used to collect data from 134 research participants. Research participants were recruited from a local council in New Zealand. The Process Macro Regression method was employed to analyse the collected data.FindingsThe main findings from this study are: first, the study shows that perceived organisational support (POS) as an employer branding technique affects employee retention. Second, POS significantly influenced employees’ organisational commitment (OC) as a predictor of employee retention. Third, the relationship between organisational support and employee retention was mediated by OC in this study.Research limitations/implicationsThis study examined POS as an employer branding strategy; the findings have a number of valuable implications for organisations. This study suggests that organisations should develop adequate organisational support mechanisms as a way of acquiring the status of a better employer among different stakeholders.Practical implicationsPrecisely, the findings imply that organisations should focus on increasing organisational support to attract, maintain and retain employees because employees desire conducive and favourable work environments.Social implicationsA well-crafted and efficiently implemented organisational supportive strategies may enhance the reputational status of the organisation as an employer brand among its future job applicants.Originality/valueThis study tested POS as an employer branding attribute in the New Zealand context; research on POS as an employer branding strategy is scarce. The results suggest that organisations that embrace organisational support mechanisms as employer branding strategy succeed in maintaining and retaining their talents for a longer time.
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Bentley, Tim A., Bevan E. Catley, Darryl Forsyth, and David C. Tappin. "Understanding workplace violence and its prevention in New Zealand: The 2011 New Zealand workplace violence survey." Journal of Management & Organization 19, no. 3 (May 2013): 352–64. http://dx.doi.org/10.1017/jmo.2013.26.

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AbstractThis exploratory study examined the workplace violence problem in a sample of 96 New Zealand organisations. Just over one-half of participating organisations reported cases of violence, with a total of nearly 2,500 cases reported in 2009. The incidence rate for all violence cases was high compared with internationally reported rates. Highest violence incidence rates and lost-time were reported for the health sector, where patients, customers/clients and family members were rated as sources of violence of particularly high importance. Risk factors with highest mean importance ratings were related to exposure to unstable persons, including: alcohol and drug use, harassment, and mental and physical instability/distress. Workload and time-pressure were also identified as risk factors for some organisations. Just 50% of organisations formally recognised violence as a hazard in the workplace, while interventions were largely limited to employee training and technological factors.
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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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Pajo, Karl, and Peter McGhee. "The Institutionalisation of Business Ethics: Are New Zealand Organisations Doing Enough?" Journal of Management & Organization 9, no. 1 (January 2003): 52–65. http://dx.doi.org/10.1017/s1833367200004922.

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ABSTRACTThis paper reports the results of a survey investigating the institutionalisation of business ethics among New Zealand's top 200 organisations. A majority of the respondents indicated that steps were being taken by their organisation to incorporate ethical values into daily operations. However, fewer than a quarter of those surveyed indicated that resources were being set aside to accomplish the objective. The most popular tech-nique for institutionalising ethics was the development of a code of ethics. Training in ethics, ethics officers, and ethics committees were not in common use amongst the companies surveyed. Furthermore, very few organisations indicated that ethical behaviour was specifically rewarded. In contrast, a clear majority indicated that they punished unethical actions and made use of disciplinary processes to regulate employee behaviour. Follow-up interviews with a sample of managers from the organisations surveyed high-lighted a preference for the use of informal processes for the institutionalisation of business ethics.
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Dissertations / Theses on the topic "New Zealand organisations"

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Roberts, C. M., and n/a. "Modelling cybercrime and risk for New Zealand organisations." University of Otago. Department of Information Science, 2009. http://adt.otago.ac.nz./public/adt-NZDU20091009.162528.

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The Internet is now fundamental to the global economy. Growing from an experimental and research network in the late 1960's, it is now the foundation of a wide range of economic, infrastructure support, communication and information sharing activities. In doing so it has also provided a vehicle for cybercrime. Organised cybercrime and state-sponsored malicious cyber activity are predicted to become the predominant cyber threats over the next five to ten years. Corporate governance is playing an increasingly important role in ensuring compliance with the growing body of legislation and regulation, protecting the interests of stakeholders. At the same time there is a divergence in organisational awareness, understanding, strategy and application between business objectives, risk management and good security practices. Organisations are finding increasing difficulty in managing the scope and extent of the cyber-threat environment, exacerbated by confusion over risk tools, approaches and requirements. This study provides a pragmatic and practical framework for organisational risk assessment, already proved over several years of use. This is supported by three national surveys which provide important data for sound risk identification and assessments. This survey data is organised through a Data Schema which is simple, rational and flexible enough to accommodate new technologies and types of cyber-attacks, as well as allowing for the decommissioning of technologies and the abandonment of attack methods. For many organisations this risk framework will be sufficient to meet their corporate governance and risk management requirements. For organisations wishing to refine their approach, a Bayesian model has also been developed, building on previous work, incorporating data from the surveys and, through the Data Schema, allowing the incorporation of probabilities and other evidence to enhance the risk assessment framework. Again this model is flexible, accommodating changes, growth and new technologies.
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Del, Rio Victor. "High-profile crisis management in Australian and New Zealand Organisations /." Connect to thesis, 2007. http://repository.unimelb.edu.au/10187/2272.

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Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appears to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
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Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appear to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
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Phang, Meaw-Fong. "Outputs and Performance Measures: A Case Study of Two New Zealand Public Sector Organisations." Thesis, University of Canterbury. Accountancy, Finance and Information Systems, 2006. http://hdl.handle.net/10092/855.

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Measuring performance is a necessary management practice if action is to result in desired outcomes. An important objective of the New Zealand public sector reforms that started in the late 1980s, was to focus the attention of public servants on clear specified results rather than bureaucratic procedures. Based on an implicit assumption that all public sector organisations are of a production nature, the reforms promised greater efficiency within the public sector by holding managers accountable for results while providing them with greater freedom to allocate resources. Consequently, outputs became key performance measures to enhance the accountability structure and to improve efficiency of the public organizations. The development of performance measurements to date appears inadequate in that the most important component of results outcomes is overlooked from the measurement. Currently government departments in New Zealand are implementing the early stage of the Management for Outcomes initiative, with an aim of ensuring all public service departments adopt a more strategic and outcome-focused approach to management and reporting. This thesis studied the latest developments in using outputs as performance measures in two public organisations. The findings demonstrates that outputs do not indicate performance for a procedural or a coping organisation as output information may not be relevant, meaningful or useful. However the most significant risk is that just as in the past, reliance on outputs will continue to lead to the fragmentation of public services and the ineffective delivery of services that the Management for Outcomes initiative aims to overcome.
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Vevaina, Paeterasp Darayas. "Factors affecting the implementation of enterprise systems within government organisations in New Zealand." AUT University, 2007. http://hdl.handle.net/10292/287.

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The 1990's saw a rapid growth in the use of Enterprise Systems by organisations to undertake quick and strategic decisions. Significant to the use of Enterprise systems, is their implementation in the organisation. The increased use of paper documents in government organisations and the augmented implementation rate of Electronic Document Management Systems within government organisations in New Zealand, is what triggered this research and subsequently the framing of the research objectives and thereby the research question. This research encompasses the factors which affect the implementation process of an Enterprise Document Management System and thereby render it a success or a failure. The study used an ethnographic approach in order to introduce rigour in the research. The data was collected by conducting eight semi-structured interviews at the client organisation. The interviews were transcribed and later coded using an open - coding methodology. A thematic analysis based schema was developed to later analyse the coded data.The research found that, factors such as change management, behaviour management / emotions, communication, implementation process approach and system functionality had profound effects on the implementation success of the Electronic Document Management System in the research organisation. The thesis has been mostly written in the first person to represent the author's interpretation of the implementation process and its related factors.
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Pedroso, Frederico Ferreira Fonseca. "Dynamic Response Recovery Tool for Emergency Response within State Highway Organisations in New Zealand." Thesis, University of Canterbury. Dept of Civil and Natural Resources Engineering, 2010. http://hdl.handle.net/10092/4934.

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This thesis reports the research efforts conducted in order to develop the Dynamic Response Recovery Tool. The DRRT was developed as a decision support tool under a holistic approach considering both emergency management research and transportation studies. The proposed system was assessed by a series of case studies in order to identify its efficiency and suitability for roading organisations. Knowledge developed from two novel research approaches are comprehensively described throughout the thesis. Initially, we report on the observation of three emergency exercises and two real events in New Zealand. This set of activities indicated the complex and dynamic environment in which emergency management takes place as well as organisational settings and management structures implemented to better respond and recover from disasters events. Additionally, a secondary approach was designed to overcome limitations identified in the observation method. In this context, a game-based scenario simulation was developed and conducted with twelve participants. With a focus in resource deployment decisions during emergencies, the game simulated an earthquake scenario in which participants had to allocate physical resources to fix damage created in a road network. Simulations indicated that Naturalistic Decision-making processes were used to respond to the scenario. Thus, resource allocation followed planning priorities defined previously the simulation, which further considered individual experiences and knowledge. Taking advantage from the findings achieved and knowledge developed by the observations and game simulations, the DRRT was designed using the conceptual background identified in the literature review. The DRRT was conceptualised as a logistics sub-system as part of the broad field of Disaster Management. In particular, the DRRT was geared towards supporting decision-making by providing procedural recommendations and identifying optimum physical deployment strategies. In order to assess the proposed system, an Information Technology application was built according to the DRRT’s specifications. A series of eleven individual and three group simulations was performed in order to assess the DRRT. Data collected through the application indicated that the DRRT enhanced decision-making during extreme events. In specific, case study participants using the system at greater levels achieved better decision-making accuracy than those disregarding completely or partially the system. Case studies also indicated that emergency management knowledge was represented by the application and its logistics model provided participants with vital information to optimise resource allocation.
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Zahra, Anne. "Regional Tourism Organisations in New Zealand from 1980 to 2005: Process of Transition and Change." The University of Waikato, 2006. http://hdl.handle.net/10289/2554.

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This thesis is a historical case study tracing the establishment and evolution of Regional Tourism Organisations (RTOs) in New Zealand. It describes their role, structure and functions and the political processes that have influenced how they have operated and changed from 1980 to 2005. RTOs are examined in the context of government policies, local and national politics and tourism private and public sector relationships. RTOs were central to many of the key recommendations of the New Zealand Tourism Strategy 2010 (NZTS 2010) released in 2001. The NZTS 2010 attempted to address a range of tourism policy gaps created by a policy vacuum in the 1990s whereby the public and private tourism sectors focused mainly on international marketing. This strategy shaped government policy during this decade. The research findings show that although public and private sector institutional arrangements impacting on RTOs have changed, there remains, as in the past, no uniformity in their role, structure, functions and their future financial and political viability remains insecure. The NZTS 2010 raised destination management and its alignment with destination marketing as a major policy issue that needed to be addressed in the decade leading up to 2010 with RTOs having a pivotal role. A generic regional destination management model is presented. Structures and processes incorporated into this model include: a national destination management tourism policy; support for tourism by local government at the national level; a well defined destination management team; community collaboration; and tourism being integrated into the wider planning processes of local government. The model identified requisite building blocks to support regional destination management such as: the provision of staff and financial resources for regional tourism; the building of a high tourism profile in the community; the availability of statistics and research data at the regional level; local government planners acknowledging the impacts of tourism; and the existence of a legal mandate for tourism at the regional and/or local government level. When applying this model to the New Zealand context, it was found that a number of the structures and processes required for effective regional destination management were lacking, such as regional statistics and research data, staffing and financial resources for both RTOs and local government, the ability of council planners to understand and integrate tourism into the wider planning processes and a legislative mandate for tourism. The thesis concluded that a vacuum remains in the alignment of destination marketing and management. The historical and political processes of RTO change were also examined in the context of chaos and complexity theory. Chaos and complexity theory provided a complementary and different means to view change. This thesis also presented the opportunity to reflect upon the research process which led to the adoption of a multi-paradigmatic and bricoleur research methodology. Further reflexivity and reflection towards the end of the research process articulated ontological and epistemological philosophical investigations that underlay the multi-paradigmatic approach. A model is presented emphasising that a multi-paradigmatic research approach rests on ultimate reality (metaphysics) which informs the ontology. The model then highlights that ontology precedes and directs epistemology and that both inform the multi-paradigmatic research framework.
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Pérez-y-Pérez, María. "Discipline, autonomy and ambiguity: Organisations, markets and work in the sex industry, Christchuch, New Zealand." Thesis, University of Canterbury. Sociology, 2003. http://hdl.handle.net/10092/4607.

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Research into prostitution has concentrated on the 'visible' forms of street work and massage parlours and has represented the sex worker - client relation through discourses of exploitation, coercion or the 'victimised' prostitute. This thesis argues that the competing but overlapping markets of massage parlours, escort work and telephone sex are assembled and reassembled throughout patterns of conflict and cooperation between diverse actors and groups of actors. These actors include the police, sex workers, prostitutes' collectives, managers, local councils and the media. The thesis focuses upon the diverse ways in which these actors combine in the sex industry in the specific locale of Christchurch. Attention is also paid to the specific ways in which the institutions of the massage parlour, escort services and telephone sex are organised as workplaces. This is made possible by drawing upon detailed empirical evidence collected through participant observation, in which I worked as a receptionist in two Christchurch massage parlours, and via the mobilisation of networks/connections assembled through my own work in the sex industry. The similarities and differences between the sex work institutions are documented and it is argued that the coercive, disciplinary form of management in the legal massage parlour arises out of the peculiar combination of official bureaucratic organisation and self-employed 'illegal' work. By contrast, 'illegal' escort services are characterised by forms of autonomous organisation that include cooperative arrangements between groups of women, small firms that hire support services and single operators. Telephone (simulated) sex is not covered by specific legislation and firms operate by embedding themselves in the service arrangements of telecommunication companies. A more general argument is made concerning the nature of paid work in the sex industry. Sex work is represented as normal by prostitutes' collectives working on behalf of sex workers but is experienced as stigmatised by these workers. This ambiguity regarding the work is emphasised in sex workers' discourses. These stress the normal, professional nature of paid work but their arguments are combined with both a strong desire to remain invisible and anonymous and a preference for informal arrangements with the police and other actors such as local councils. It is suggested that moves towards decriminalising sex work, which are aimed at making the work legal and visible, may introduce much stricter and tighter forms of regulation than currently exist.
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Phillips, Lara. "The Drivers for Divergence: Exploring Variation in New Zealand Organisational Responses to Climate Change." Thesis, University of Canterbury. Geography, 2010. http://hdl.handle.net/10092/5006.

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For many years, the development of an Emissions Trading Scheme to mitigate against climate change has been one of the most controversial political issues in New Zealand, particularly since the obligation for emission reduction is placed on some of New Zealand‘s most productive organisations. This thesis explores the variation in corporate responses to climate change and searches for the underlying drivers which motivate and/or inhibit action. A sample of organisations obligated to reduce emissions under the New Zealand Emissions Trading Scheme was selected, and interviews were conducted with senior managers with designated responsibility for the issue. A narrative analysis of interview transcripts was used as the methodology. The Bansal and Roth (2000) Model of Corporate Ecological Responsiveness was selected as a framework to consider the motivating logics (including competitiveness, legitimacy, and social responsibility) emerging from the narratives, and insights from other theoretical models applied. In some cases, the findings were explained in ways anticipated by the literature. But in other cases, the results diverged from expected outcomes. Competitiveness was the most commonly attributed motivation influencing corporate responses to climate change, followed by legitimation seeking and, least frequently, social responsibility. However, it was clear that most responses, and actions, were informed by mixed motives, rendering the Bansal and Roth model insufficient for capturing the complexity of organisational motivations underlying their responses to environmental issues. Factors of influence, particularly issue salience of consumers, played an important role in determining similarities and divergence of response to climate change issues. Where there were synergies between the factors, it encouraged proactive organisational actions. The results showed a range in managerial attitudes and organisational responses to climate change, in relation to risks and opportunities. Some results suggested that organisations respond in similar ways to climate change based on a convergence of institutional pressures, whereas in other cases organisations seemed to be driven to seek a competitive advantage in being as different as legitimately possible, leading to a divergence in responses. This research revealed that political and market uncertainties were seen as a barrier to corporate response. Where synergies existed between economic, institutional and market forces, it was attractive for firms to innovate and differentiate. Overall, the insights gained from this study may provide a greater understanding of the concerns of the business community towards climate change and what conditions will be most conductive to encouraging corporate climate change action.
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Books on the topic "New Zealand organisations"

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Harbridge, Raymond. A sourcebook of New Zealand trade unions and employee organisations. Wellington, N.Z: Industrial Relations Centre, Victoria University of Wellington, 1994.

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Harbridge, Raymond J. A sourcebook of New Zealand trade unions and employee organisations. Wellington: Industrial Relations Centre, Victoria University of Wellington, 1994.

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McGill, David. No right to strike: The history of the New Zealand Police Service Organisations. [Wellington?]: Silver Owl Press for the New Zealand Police Service Organisations, 1992.

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Cribb, Jo. Being accountable: Voluntary organisations, government agencies and contracted social services in New Zealand. Wellington [N.Z.]: Institute of Policy Studies, 2006.

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Gill, Derek. The iron cage recreated: The performance management of state organisations in New Zealand. Wellington [N.Z.]: Institute of Policy Studies, 2011.

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Hewitt, Phillip. 2008 joint triennial review: Australian and New Zealand approaches to supporting Pacific Regional organisations. Solomon Islands: [s.n], 2008.

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The fabric of welfare: Voluntary organisations, government and welfare in New Zealand, 1840-2005. Wellington, N.Z: Bridget Williams Books, 2007.

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Bowie, I. J. S. Non metropolitan regional planning in New South Wales, Victoria and New Zealand: Some observations on practice : report to regional planning organisations in New South Wales, Victoria and New Zealand. Bathurst, N.S.W: Charles Sturt University, Mitchell, 1990.

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Makarios, Emmanuel. Nets, lines, and pots: A history of New Zealand fishing vessels. Wellington, N.Z: IPL Books, 1996.

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Ngā Kaiwhakapūmau I Te Reo (N.Z.). Māori broadcasting: Report to Māori by national Māori organisations. Wellington, N.Z: The Ministry, 1997.

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Book chapters on the topic "New Zealand organisations"

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Treloar, Peter, and C. Michael Hall. "Chapter 9. The Organisation of Tourism in New Zealand." In Oceania, edited by Chris Cooper and C. Michael Hall, 116–32. Bristol, Blue Ridge Summit: Multilingual Matters, 2005. http://dx.doi.org/10.21832/9781873150887-010.

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Burton, Joe. "Small States and International Organisations: New Zealand’s Diversifying International Engagement." In The World of Small States, 307–24. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-18803-0_18.

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Bradbeer, Chris. "The Enactment of Teacher Collaboration in Innovative Learning Environments: A Case Study of Spatial and Pedagogical Structuration." In Teacher Transition into Innovative Learning Environments, 47–60. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-7497-9_5.

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AbstractImplicit within the design of many Innovative Learning Environments (ILEs) in New Zealand primary schools is the intention of a group of co-located teachers working together with an ‘up-scaled’ community of students. To some these socio-spatial settings are suggestive of pedagogical and spatial freedom, of high levels of professional and student agency, and a transformation away from routines established in previous traditional classroom environments. The shift into ILEs may therefore encourage possibilities for novel approaches, the utilisation of individual strengths and opportunities for teachers to determine together how facets of learning, time and space are organised. However, the level of structure required by teams to successfully and collaboratively achieve this presents as a complex, and time-consuming task, with teachers often finding themselves in a space between practicality and potential. This paper draws on observational and interview data from one primary school ILE—part of a wider case study of teacher collaboration in six New Zealand schools. It considers the role of pedagogical and organisational structures alongside levels of autonomy experienced by teachers on adapting to new spaces. The findings indicate that while the occupation and ongoing inhabitation of Innovative Learning Environments may well present opportunities for teachers, tensions may be felt between predominating or created structures, and aspired or idealised practice.
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Jacobson, Stephen. "Social Justice Leadership for Academic, Organisational and Community Sustainability in High-Needs Schools: Evidence from New Zealand, Belize and the USA." In Cultures of Social Justice Leadership, 21–42. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-10874-8_2.

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Becker, Julia S., Graham S. Leonard, Sally H. Potter, Maureen A. Coomer, Douglas Paton, Kim C. Wright, and David M. Johnston. "Organisational Response to the 2007 Ruapehu Crater Lake Dam-Break Lahar in New Zealand: Use of Communication in Creating an Effective Response." In Advances in Volcanology, 253–69. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/11157_2016_38.

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"New Zealand." In Benchmarking National Tourism Organisations and Agencies, 185–208. Routledge, 2006. http://dx.doi.org/10.4324/9780080458786-19.

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Lennon, J. John, Hugh Smith, Nancy Cockerell, and Jill Trew. "New Zealand." In Benchmarking National Tourism Organisations and Agencies, 161–83. Elsevier, 2006. http://dx.doi.org/10.1016/b978-0-08-044657-8.50016-6.

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"Appendix 1 — Position Discription New Zealand Tourism Board Member." In Destination Marketing Organisations, 221–23. Elsevier, 2004. http://dx.doi.org/10.1016/b978-0-08-044306-5.50014-5.

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Page, Dorothy. "Women and Nationality: Feminist Organisations in the Inter-War Period." In Women in History: Essays on European Women in New Zealand, 157–75. Bridget Williams Books, 1986. http://dx.doi.org/10.7810/9780868616100_10.

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Crump, Barbara J., Keri Logan, and Andrea McIlroy. "Computing in a New Zealand Urban Community." In Global Information Technologies, 1348–54. IGI Global, 2008. http://dx.doi.org/10.4018/978-1-59904-939-7.ch098.

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Governments and international organisations have expressed concern regarding what has been labeled the digital divide, that is, the gap between those people who have access to, and the ability to use, modern information technologies—such as computers, the Internet, e-mail, and other mobile technologies, often referred to as information communication technologies (ICTs)—and those who do not. As a result a range of measures have been put in place by public agencies in an attempt to reduce the inequities between the “haves” and the “have nots”. One strategy which has commonly been used is the establishment of free and easy access to computing and Internet facilities within communities identified as needing such assistance. In Wellington, New Zealand, a project called Smart Newtown has been implemented whereby free public access to computers and the Internet and free introductory classes are made available to all citizens. The researchers were employed to evaluate the implementation and sustainability of this project and this chapter discusses how, over a period of three years, the participation of women has changed. The questions asked were “How did the women benefit from their attendance?” and “What caused this change in participation?” The article begins with a brief background on gender and ICTs, followed by a short review of the literature regarding the digital divide and community computing. One of the successful computing centers in the Smart Newtown project is then examined from a gender viewpoint.
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Conference papers on the topic "New Zealand organisations"

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Pastor Urban, J. L., and R. J. Whiddett. "The relationship between systems development methodologies and organisational demographics: a survey of New Zealand organisations." In Proceedings of 1996 Information Systems Conference of New Zealand. IEEE, 1996. http://dx.doi.org/10.1109/iscnz.1996.555304.

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Lawrence, Joseph, and Pat Bodger. "Practices of Successful Organisations Applied to Centres of Excellence in New Zealand." In 2006 IEEE International Conference on Management of Innovation and Technology. IEEE, 2006. http://dx.doi.org/10.1109/icmit.2006.262251.

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Reweti, Savern, R. Yaansah, and A. Gilbey. "The Development & Utilisation of Synthetic Flight Training Devices in New Zealand Flying Training Organisations." In AIAA Modeling and Simulation Technologies Conference and Exhibit. Reston, Virigina: American Institute of Aeronautics and Astronautics, 2008. http://dx.doi.org/10.2514/6.2008-7034.

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Waldin, Jeremy, and Ben Baty. "Recovering the Waiho – Emergency response and recovery of the Waiho River Bailey Bridge." In IABSE Congress, Christchurch 2021: Resilient technologies for sustainable infrastructure. Zurich, Switzerland: International Association for Bridge and Structural Engineering (IABSE), 2021. http://dx.doi.org/10.2749/christchurch.2021.0537.

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<p>Waiho – (verb) (-ngia,-tia) <i>to let be, leave alone, put, place, ignore.</i></p><p>SH6 Waiho Bailey Bridge is located just south of Franz Josef township in the South Island of New Zealand and is a critical connection for the West Coast. The Bailey bridge was first constructed in 1990 and has since been raised and extended three times due to significant aggradation of the riverbed. During a massive storm event on March 26, 2019 the northern abutment and northern- most pier were washed out leading to collapse of several spans of the bridge. The cost caused by the loss of the bridge was estimated to be in the order of $2-3M per day. Consequently, there was intense pressure on Waka Kotahi NZ Transport Agency to restore access across the river.</p><p>As Team Leader and Deputy Team Leader of the West Coast Bridge Management Contract, Jeremy Waldin and Ben Baty led the $6.5M emergency recovery managing an emergency response team which worked across multiple organisations to recover this 170m long bridge in just 18 days.</p>
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Reports on the topic "New Zealand organisations"

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Cairo, Jessica, Iulia Gherman, and Paul Cook. The effects of consumer freezing of food on its use-by date. Food Standards Agency, July 2021. http://dx.doi.org/10.46756/sci.fsa.ret874.

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The current Food Standards Agency consumer guidance states that consumers can freeze pre-packed food right up to the “use-by” date and, once food has been defrosted, it should be consumed within 24 hours. This strategic review has collated relevant data to determine whether there is an increased risk in relation to freezing ready-to-eat and non-ready-to-eat foods on the use-by date compared to the day before the use-by date. The review has focused on how the shelf-life of a food is determined and the effects of freezing, thawing and refrigeration on foodborne pathogens, including Bacillus spp., Campylobacter spp., Clostridium botulinum, Clostridium perfringens, Listeria monocytogenes, Salmonella, pathogenic Escherichia coli and Shigella spp. In the UK, food business operators are responsible for setting the safe shelf-life of a food which, in practice, should take into consideration the consumer habits, as well as the factors affecting shelf-life, such as food product characteristics, food processing techniques, transport, retail and domestic food storage temperatures, and type of packaging. Some countries, such as Ireland, New Zealand and Canada specifically recommend including safety margins within shelf lives. This is used to maintain brand integrity because it ensures that the food is consumed in its optimum condition. The FSA has collaborated with other organisations in the production of several guidance documents; however, there is no explicit requirement for the consideration of a margin of safety when setting shelf-life. There is also no legal requirement in the UK to consider a safety margin when setting shelf-life. According to regulations, pathogens should not be present in sufficient levels to cause foodborne illness on the use-by date, as food should still be safe to eat on that day. Given that these requirements are met, the risk assessed in this report arises from the processes of freezing, thawing and subsequent refrigerated storage for a further 24 hours, and the potential for these to increase pathogen levels. In this review, it was found that there is a risk of additional growth of certain pathogens during the refrigerated storage period although the impact of freezing and thawing on the extent of this growth was not readily evident. This risk would relate specifically to ready-to-eat foods as cooking of non-ready-to-eat foods after defrosting would eliminate pathogens. This report explores the potential issues related to consumer freezing on the use-by date and identifies additional information or research required to understand the risks involved. Overall, there is little evidence to suggest a significant change in risk between consumers freezing ready-to-eat food on the use-by date compared to freezing the food on the day before the use-by date. Specific areas that merit further research include the risks due to low temperature survival and growth of L. monocytogenes. There is also a lack of research on the effects of freezing, defrosting and refrigeration on the growth and toxin production of non-proteolytic C. botulinum, and the growth of Salmonella during domestic freezing and thawing. Finally, more information on how food business operators set shelf-life would enable a better understanding of the process and the extent of the safety margin when determining shelf-life of ready-to-eat and non-ready-to-eat foods.
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