Academic literature on the topic 'Organisation-public relationships'
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Journal articles on the topic "Organisation-public relationships"
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Gitau, Julie Gathoni, and Stella Jerop Chebii. "Prioritising employee-organisation relationships in non-profit organisations in Kenya: Antecedents, queries and contradictions." Journal of Development and Communication Studies 7, no. 1-2 (July 14, 2020): 110–23. http://dx.doi.org/10.4314/jdcs.v7i1-2.7.
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Although employees are the most critical of organisation publics, it is unclear whether employee-organisation relationships (EORs) in non-profit organisations (NPOs) in Kenya are prioritised. To investigate this question further, the study explored relationship antecedents in two non-profit organisations. The study was informed by relationship management theory and the symmetrical communication framework. Semi-structured, indepth interviews were carried out among 24 purposively sampled management and nonmanagement employees. The data was manually analysed and requisite a priori and in vivo codes and themes identified. The study findings suggest a lack of understanding about the strategic role of public relations in the organisation. Further, technician oriented PRdepartments mediate the perceptions of and effort expended on internal relationships. Managing employee-organisation relationships was perceived more as a human resource rather than a PR function which precludes more robust forms of PR practice. The researchers recommend a clear demarcation between the public relations and human resource function and to build strategic PR departments that embrace internal relationship management.
Keywords: Relationship management, employee-organisation relationships, public relations, organisation-public relationships, relationship antecedents
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Jo, Samsup, Linda Childers Hon, and Brigitta R. Brunner. "Organisation‐public relationships: Measurement validation in a university setting." Journal of Communication Management 9, no. 1 (March 2005): 14–27. http://dx.doi.org/10.1108/13632540510621434.
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Swart, Christelle. "Building organisation–public relationships: Towards an understanding of the challenges facing public relations." Communicatio 38, no. 3 (November 2012): 329–48. http://dx.doi.org/10.1080/02500167.2012.687751.
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Yusliza, Mohd Yusoff, Juhari Noor Faezah, Nora’aini Ali, Noor Maizura Mohamad Noor, T. Ramayah, M. Imran Tanveer, and Olawole Fawehinmi. "Effects of supportive work environment on employee retention: the mediating role of person–organisation fit." Industrial and Commercial Training 53, no. 3 (October 30, 2020): 201–16. http://dx.doi.org/10.1108/ict-12-2019-0111.
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Purpose This study aims to examine the relationships for the following: supportive work environment, person–organisation fit and employee retention among academic staff in one of the Malaysian public universities. Design/methodology/approach This study used a conceptual framework to assess the direct impacts of supportive work environment (i.e. perceived climate, supervisory relationship, peer group interaction, perceived organisational support), person–organisation fit and employee retention. A self-administered questionnaire was distributed to 225 respondents. Findings The findings present the mediating influence of person–organisation fit on the relationships between supportive work environment and employee retention. The results reveal a direct and positive relationship between supportive work environment and academic staff retention. These results imply that individuals’ perceived towards an organisation can influence their decision to stay at the university. Research limitations/implications This study had filled in the knowledge gap about the role of supportive work environment with person–organisation fit and the relationship for employee retention in Malaysia. Previous research emphasised on organisations’ role in employee retention and engagement in the manufacturing and service industry. Originality/value The findings of this study reveal how a supportive work environment can impact employee retention among academic staff. Specifically, the person–organisation fit describes the relationship between supportive work environment and employee retention.
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Frączkiewicz-Wronka, Aldona, and Karolina Szymaniec. "Resource based view and resource dependence theory in decision making process of public organisation - research fi ndings." Management 16, no. 2 (December 1, 2012): 16–29. http://dx.doi.org/10.2478/v10286-012-0052-2.
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AbstractResource based view and resource dependence theory in decision making process of public organisation - research findings One of the premises which build relationships between stakeholder and a public organisation are stakeholder’s resources which public organisation would like to possess and use. The other one is configuration of resources possessed by the public organisation that should allow the unit in question to realize stakeholder’s expectations.Above observations lead scientific inquiries to the two management theories - resource-based view (RBV) and resource dependence theory (RDT). The first one is orientated at resources owned by the organisation, the second one is orientated at the resources obtained from environment. The objective of this article is identification which orientation, RBV or RDT, dominates in decision making process in public organisations.
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Rompho, Nopadol. "The balanced scorecard for school management: case study of Thai public schools." Measuring Business Excellence 24, no. 3 (April 18, 2020): 285–300. http://dx.doi.org/10.1108/mbe-02-2019-0012.
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Purpose This study aims to develop and empirically test the balanced scorecard for public schools in Thailand. Design/methodology/approach Data were obtained from 3,351 public schools in Thailand. Structural equation modelling was used as a statistical tool to analyse the data. Findings The results showed that there are cause-and-effect relationships between students, internal processes and learning and growth perspectives in the balanced scorecard. Nevertheless, a relationship with the resources perspective was not found. Research limitations/implications The sampled schools in this study might be different from normal public schools because these schools get some support from the private sector. Thus, the generalisation of the findings should be made with caution. Practical implications The proposed balanced scorecard model that has been empirically tested in this study can be used in public schools to help manage their organisation. These schools can start with a generic model and modify it to suit their organisation. Originality/value Most of the studies on the application of the balanced scorecard for schools did not test the validity of the framework because of the lack of available data. This study was among the first to empirically test the relationships between perspectives in the balanced scorecard model for public schools. Additionally, the balanced scorecard can be a useful tool for non-managers who work in public schools.
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Joly, P. B., and V. Mangematin. "Profile of public laboratories, industrial partnerships and organisation of R & D: the dynamics of industrial relationships in a large research organisation." Research Policy 25, no. 6 (September 1996): 901–22. http://dx.doi.org/10.1016/0048-7333(96)00882-7.
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Zahari, Afzal Izzaz, and Jamaliah Said. "Public Sector Integrity Violations." GATR Global Journal of Business Social Sciences Review 7, no. 2 (June 24, 2019): 131–38. http://dx.doi.org/10.35609/gjbssr.2019.7.2(4).
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Objective - Integrity violations can result in small or large financial losses for a community or organisation. These economic losses can be the result of small actions, such as laziness or no determination of work ethics, or large losses, such as corruption practices that can cause an organisation to lose large amounts of money and suffer damage to their reputation. The study will assess the levels of public sector integrity violations among Malaysian government employees. Methodology/Technique – Previous studies have shown that serious integrity violations, such as fraud, result in major economic loss to a country. This paper explores the perceptions of 616 Malaysian government civil servants who were surveyed regarding matters of integrity violations in their working environment. Surveys were distributed using mail and online distribution formats. The level of integrity violations within the respondent’s organisations were evaluated as weak, mild or strong. Finding - The results indicate that employees in Malaysia are focused on their personal and family relationships despite the fact that this is considered as integrity violations within their organisation. Novelty - This research provides an overview of the current stage of Malaysian integrity violations and demonstrates the need for improvement in this area. The research also provides valuable insight to managers to improve their control over the organisation. Type of Paper: Empirical
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Teixeira, Janaína Angelina, Leovanir Dieter Dockhorn Richter, Francisco Antônio Coelho Junior, Daiane Aguiar Rodrigues, and Natasha Fogaça. "Empirical relationships between support to informal learning, professional competences and human performance in a Brazilian public organisation." International Journal of Learning and Intellectual Capital 14, no. 1 (2017): 90. http://dx.doi.org/10.1504/ijlic.2017.10000640.
Full textDissertations / Theses on the topic "Organisation-public relationships"
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Hawkins, David Richard, and davidh@socom com au. "Quantifying Organisation-Public Relationships." RMIT University. Applied Communication, 2009. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20090319.160313.
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To date, limited means of accurately measuring the communal organisational public relationships between an organisation and its various publics have been developed. Researchers and practitioners have acknowledged the need for a more accurate measurement tool. Previous analysis of communal relationships has typically been done in an anecdotal or non-quantifiable way. This study explores a new method of quantifying the relationship between an organisation and its publics and identifies the key themes and components that are important to a successful organisation-public relationship (OPR); this method allows organisations to more accurately measure their OPRs, diagnose their strengths and weaknesses and quantify changes in the relationships over time. In so doing, organisations will be able to improve their relationships with their stakeholders and work more effectively to achieve mutually beneficial goals. The study's findings contribute to defining the components that can be used to develop a tool that can be used by the public relations profession to more accurately reflect the status of communal relationships, and, perhaps more importantly, the changes in the status of the relationships over time. Increased objectivity in reflecting the status of the relationships between an organisation and its publics is likely to enable the profession to elevate its perceived status by providing a better service to organisations and their publics. This, in turn, will allow senior management teams to see clearly the value that public relations can provide to maximise the success of the organisation. The data obtained from this research provide insights into the priorities and expectations that external stakeholder groups have of organisations and how these expectations can be grouped into three key areas - how they are treated, the value that the relationships represent to them and how effective the communication is. The results provide practitioners with a valuable insight into ways of improving these OPRs, which in turn could assist organisations in achieving their goals.
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Dougall, Elizabeth Kathleen. "The ecology of public opinion environments and the evolution of organisation-activist relationship: a comparative case study of Australia's major banks, 1981-2001." Queensland University of Technology, 2005. http://eprints.qut.edu.au/15989/.
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The premise that the continued existence of organisations in a democracy depends on both the tacit and the explicit approval and opinions of their many publics is fundamental to public relations theory. Furthermore, the challenge of coping with the potential constraints and opportunities of public opinion as an aspect of the organisational environment is essential to contemporary public relations practice. While the term "public opinion environment" appears intermittently in scholarly and trade publications, the dimensions and characteristics of this aspect of organisational environments remain largely unspecified. This thesis explores two challenges--the first is to conceptualise and measure variation in an important aspect of contemporary organisational environments, the public opinion environment, and the second is to investigate the influence of that environment on the critical and often highly exposed relationships between organisations and activist publics. In suggesting a relationship between variation in the environment and the evolutionary pathways of organisational relationships, the perspective underpinning this thesis is both ecological and evolutionary. Ecological analyses of organisations assume that members of a population are affected similarly by environmental change and share a common dependence on the material and social environment. Consistent with this perspective, this thesis explores the public opinion environment and the organisation-activist relationships therein longitudinally at the population level of analysis. The focal organisational population is Australia's major banks, and the period of interest extends from 1981 to 2001. An evolutionary model of organisation-activist relationships (EOAR) is developed, and the propositions derived from this model are explored using a comparative case study approach. These propositions anticipate and specify associations between variations in dimensions of the public opinion environment of an organisational population and the evolution of organisation-activist relationships in the population. Central to understanding the public opinion environment of an organisational population are the issues around which activist publics organise, public opinion develops, and organisation-activist relationships emerge. Then, the public opinion environment is conceptualised as a set of issues that concern Australia's major banks and their publics. Variations in this "issue set," are described using four dimensions: stability (turnover of issues), complexity (the number of issues in the issue set), intensity (volume of media coverage), and direction (favourability of media coverage for the focal population). To explore the propositions of the EOAR model, I have analysed the variations in these four dimensions in relation to the evolution of organisation-activist relationships. To observe and describe this evolution, I have located the state of these relationships on a conflict continuum using relationship-signalling statements made by organisations and activists and published by the media. Three cases studies from the same organisational population, Australia's major banks, are compared over three different but consecutive seven-year periods from 1981 to 2001. The case studies involved the extensive review of industry reports, submissions and other documents from several government inquiries, and scholarly articles, as well as the content analysis of more than 6, 500 newspaper articles published during each of the three case study periods. The findings of this comparative case study suggest that variations in some dimensions of the public opinion environment of an organisational population are associated with the evolutionary ecology of organisation-activist relationships in that population. However, the associations are more complex than was anticipated by the original propositions of the EOAR model; thus refinements to the model are advanced for further investigation. A primary contribution of this study is that it provides the theoretical apparatus and tools to systematically explore, interpret, and measure variation in the issues comprising the public opinion environment and to track the evolving organisation-activist relationships organised around those issues. Because the population level of analysis and a longitudinal lens are applied, this conceptualisation of the public opinion environment effectively captures and specifies the overlapping and persistent nature of issues. The evidence of this study suggests that when issues have emerged in the public opinion environment at the population level of analysis, they are likely to persist as a hub around which publics organise, providing a focus for discussions and debates for years to come. This persistence, "issue-set inertia," has important implications for organisational relationships. Given these conditions, organisations can monitor and manage their responses to issues. However, it is naïvely optimistic at best to accept the contention of issues management consultants and other pundits that organisations can manage the issues themselves. Furthermore, the findings of this study call into question the value of advice that encourages organisations to deal with issues by seeking to avoid engaging with their activist publics and by downplaying the issues in the media.
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Pedro, Ellenise. "The relationship between servant leadership and trust in a South African public sector organisation." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/23261.
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In recent years, there has been an increased demand by the South African communities and society at large for public institutions to become more accountable. The literature seems to support the view that managerial trust and organisational trust in the public sector is globally acknowledged as a strategic goal. It is imperative for leaders in the public sector to recognise the nature of the business leadership that is required in the South African context. Servant leadership was identified as a leadership style that is most likely to achieve the objective of a trusting public sector.The paper examines the relationship between servant leadership and interpersonal trust, as well as organisational trust in a public sector organisation in South Africa. The sample consisted of 54 employees of the City of Johannesburg Property Company (SOC) Ltd who participated in a survey designed around the Servant Leadership Behaviour Scale developed by (Sendjaya, Sarros&Santora, 2008) along with the Organisational Trust Indicator (Nyhan&Marlowe, 1997).The results of the investigation confirmed what the literature says on servant leadership and trust. It revealed a statistically significant relationship between the opinions of servant leadership with both interpersonal trust and organisational trust. These findings will be discussed in terms of their implications for establishing what kind of leadership model might work in public sector organisations and how this approach might build trust among employees as key stakeholders.Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted
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Owen, Karen, and n/a. "Managing interorganisational relationships an in-depth study in a hospital context." Swinburne University of Technology, 2005. http://adt.lib.swin.edu.au./public/adt-VSWT20061206.115448.
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Can interorganisational relationships be managed for effective functioning? This is
the problem investigated in this research. Organisations world-wide are adopting
co-operative relationships with other organisations. These interorganisational
relationships are viewed as a way to enhance their own business performance
(Williamson 1985, 1991; Dyer 1997; Gulati 1998; Barringer & Harrison 2000; Das
& Teng 2000; Quinn 2000; Stuart 2000; Johnson, Korsgaard & Sapienza 2002).
Despite this, the success rate for interorganisational relationships is not high (Hutt,
Stafford, Walker & Reingen 2000; Quinn 2000; Hitt, Ireland & Vaidyanath 2002)
with many of them failing to achieve their objectives. Understanding how to
manage these boundary-spanning arrangements is important to realising the
objectives of the business strategy.
The research setting is a large private hospital in Australia. It works with a
network of external service organisations that provide the Hospital with a range of
clinical and non-clinical support services including: Diagnostic Imaging, Pathology
Pharmacy, Food Services, Environmental Services, and Human Resources support.
This research explores how these different relationships were managed in their
operating period: 1998 to 2002. It reveals the dynamic and often ad hoc way, in
which managers made sense of the collaborative service context, and how
managers influenced the process of interorganisational relationship formation.
Extant research about interorganisational relationships comes from a variety of
fields. For this research it is most relevant to draw from the research fields of
organisational theory, organisation behaviour, sociology, psychology and
management. These fields contribute findings that provide useful knowledge upon
which to build further understanding about how managers contribute to construct
interorganisational relationships functioning (Ring & Van de Ven 1992, 1994;
Walsh 1995; Chikudate 1999a, 1999b; Boddy, Macbeth & Wagner 2000; Hutt,
Stafford, Walker & Reingen 2000; Lasker, Weiss & Miller 2001).
This research uses an interpretivist methodology that enables the researcher to
explore the dynamic nature of the Manager's sense-making in the construction of
six interorganisational relationships. For the purposes of this research,
interorganisational relationships are defined as new structures that emerge through
the social interaction of actors involved in shared service delivery. The
collaborative context of interorganisational relationships stimulates managers'
sense-making by challenging institutionalised ways of behaving. This sensemaking
process builds new knowledge stores and contributes to emerging, new
management routines. The process is transformative and enables the emergence of
interorganisational relationships.
It emerges from this research that managers take cues from their context. These
cues are used to interpret and make assessments that enable decisions about those
actions that they take to construct the interorganisational relationships. A
manager's processing of contextual cues, through interpretive frames and
dispositional sense-making filters, is an inter-subjective, socially constructive
process. The 'self' is a dimensional influence in the managers' sense-making and
management behaviours and is implicated through the notion of contextual
interpretive frames and dispositional sense-making filters. A model of
interorganisational relationship management as a transformational process is
developed. The association between contextual influences and managers'
behaviours will raise awareness for professional practitioners of the challenges
involved in managing across organisational boundaries and in turn, may contribute
to more successful implementation of interorganisational business relationships.
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Sappey, Jennifer Robyn, and n/a. "Flexible Delivery in Australian Higher Education and its Implications for the Organisation of Academic Work." Griffith University. Griffith Business School, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070228.110927.
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This doctoral research explores the implications for the employment relationship of the intersection between employment relations and customer relations. The context for the research is Australian higher education - specifically those university workplaces which are strongly market focused and where resourcing is inadequate to meet customer expectations. Traditionally, serving one's customer has meant providing goods or services (as requested by the customer) and doing so with courtesy (as defined by social custom). The customer was clearly outside the traditional employment relationship between employer and employee, although a focus of its output. However, in the context of post-Fordist production systems and post-modern values including the rise of consumption, there has occurred an intersection of product and labour markets which has led to changes to the employment relationship and the labour process. The thesis answers the questions: In higher education, does the student-as-customer have significant influence on the organisation of work? If so, does this constitute a reconfigured model of the employment relationship? The rationale for re-examining the employment relationship in the context of changing consumption patterns lies in the search for more extensive explanations of factors which influence the labour process with the suggestion that consumption is of increasing relevance for industrial relations theory and practice (see for example Heery 1993; Frenkel, Korczynski, Shire and Tam 1999a). The growth of a culture of consumption and changing consumption patterns are symptomatic of change which is central to the Australian economy as a whole and to higher education in particular (Usher, Bryant and Johnson 1997; Scott 1995a). In this context the doctoral research explores the social relations involved in the process of Australian higher education as a service encounter. It examines the implications for the organisation of work in particular, and the traditional bipartite employment relationship in general (between employer and employee although it is noted that the state has a peripheral role), of the student's newly constructed status of customer. The research focus is on flexible delivery which is seen as a key strategic response by higher education institutions to meet their perceptions of their customers' needs and wants. Flexible delivery is a pedagogy, a marketing tool and a form of work organisation and is a fertile domain within which to seek the intersection of employment relations and customer relations. In keeping with the labour process ethnographic tradition, this research employs Burawoy's (1991) methodology of Extended Case Method. This doctoral research raises critical issues related to the incongruence between current Australian national research ethics regimes and long established ethnographic methods employing participant observation. The practical consequences of the national research ethics regime for empirical research are explored in the concluding chapter. The data identifies that university managements' preoccupation with customer relations has undermined the traditional employment relationship between employing institution and academic. While the academic employee in the service encounter is engaged in the primary relationship of the bipartite employment relationship, management's incorporation of the student-customer into formal organisational processes which may lead to control over the organisation of work, potentially brings into being a tripartite employment relationship between employee/employer/customer. In such a model, customer relations is no longer merely the output of the employment relationship but a process within it, with customers acting as management's agents of control. This thesis introduces the concept of the customer as partial-employer. The thesis findings challenge the current management paradigm of customer focus as a 'win-win' situation. In Australian higher education customer focused strategies have emerged from managerial assumptions about student-customer needs and wants, specifically those of flexibility and value-for-money. The unintended consequence of these assumptions on the academic labour process has been a significant shift in the balance of power between academic educator and student at the level of the service encounter, with the subjugation of traditional academic authority to the power of the consumer in what has become a market relationship.
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Beesley, Lisa, and n/a. "Relationships among Knowledge Creation, Diffusion and Utilisation in the CRC Process." Griffith University. School of Marketing and Management, 2003. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040901.125713.
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Tourism has come to be recognised as a major contributor to national economies. In a knowledge-based economy (that emphasises the benefits of industry/government and academic research), a strong research base must underpin management of a tourist destination if it is to realise its full potential. The establishment of collaborative networks between industry, academia, and government in the strategic planning and management of cities and towns is becoming increasingly popular. However, the way in which the processes underlying these settings facilitate or inhibit eventual outcomes is poorly understood. If knowledge is to drive innovation and economic growth optimally, it is important not just to develop an understanding of the processes underlying the creation, diffusion and utilisation of knowledge in cooperative research settings, but also the relationships among them. Accordingly, the aim of this investigation is to examine the relationships among knowledge creation, diffusion and utilisation occurring in the Cooperative Research Centres (CRC) Program, specifically, the Gold Coast Visioning Project, with a view to identifying the most efficient means for formulating and disseminating research designed for industry and/or government application. Knowledge is defined as information that is imbued with meaning or relevance. However, this definition says little of the ways that individuals, groups and organisations acquire knowledge. While cognitive psychologists have produced several theories suggesting the structure and mechanisms of individual cognitive processes underlying the acquisition and use of knowledge, social scientists have sought to describe and explain the process by investigating the influence of social factors. Recent contributions to group learning have examined group composition, group size, familiarity among group members, and communication processes in an attempt to understand the ways in which groups acquire knowledge. Research shows that knowledge utilisation in organisations results from the interdependent influences of organisational processes and the control opportunities and control problems that arise through organisational structure. These frameworks provide accounts of how knowledge is utilised within an organisation, but not of how organisations learn. Recent research suggests that organisations learn through knowledge networks where organisational focus moves from the consideration and protection of boundaries to the management of (and care for) relationships. Therefore, organisations contain static (rules, norms and procedures) and dynamic (social relationships) elements that mutually influence the degree to which organisations learn. A synthesis of the available literature resulted in the development of a series of models that served not only to inform, but also be informed by the analysis of this investigation. A single case study, namely the Gold Coast Visioning Project, was used to examine the ways in which knowledge was created, disseminated and utilised in a CRC setting. This ethnographic investigation considered the process of knowledge creation through to utilisation at individual, group, organisational, and inter-organisational levels, while simultaneously examining the interrelated influences of social, cognitive, affective and communication factors. Throughout the project, data were collected through stakeholder interviews, various documents and participant observation of stakeholder meetings and workshops. Data were analysed using a grounded theory approach and methods of thick description. The results show that researchers and industry stakeholders bring different frames of reference, different expectations, and different knowledge bases to the exercise. This inhibited communication, and gave the appearance of dissension when, in fact, what was being sought was a common frame for understanding and communication. Additionally, the gap between industry and researcher worldviews generated the sense that industry was resisting or failing to understand what the research was seeking to achieve. Consequently, in order to manage the relationship, research plans and findings were communicated to industry in a teacher-to-student fashion, which fostered single-loop learning, and reduced industry stakeholders' sense of ownership in the process and findings. During the project, industry stakeholders frequently sought to have research come pre-packaged with "meaning", but researchers lacked the contextual knowledge necessary to specify the relevance of their research. The results also show that research findings need to be integrated and diffused to industry over time, and specific applications need to be formulated (and reformulated) in response to particular and changing needs of industry. As a result of this investigation, a model of 'best practice' has been developed with detailed recommendations for the design, implementation, and reporting of CRC-sponsored research to optimise its utility for end-users of such research. From a theoretical perspective, the findings of this study challenge the ways that current theories account for the ways in which knowledge is acquired and utilised since the results show that knowledge is constructed both socially and emotionally. Any investigation that seeks to understand how knowledge is acquired and utilised must consider social and affective influences. To ignore the role of emotion and values in the process of knowledge acquisition is to ignore a key component of an individual's reasoning capacity.
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Welander, Jonas. "Trust issues : Welfare workers' relationship to their organisation." Doctoral thesis, Mälardalens högskola, Hälsa och välfärd, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-35282.
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In the past decades, the public sector has undergone important organisational policy changes, referred to as New Public Management. These management strategies focus on continuous cost improvements and rationalisation of operations. In the aftermath of these policy changes, we have seen reports of increased work demands and less professional autonomy amongst welfare workers. Against this background, the thesis sets out to explore welfare workers’ relationship to their organisation. This was done by investigating how psychosocial and organisational factors related to a number of outcomes assumed to be indicators of the quality of the relationship. Theoretically, the thesis was inspired by psychological contract theory, but also relates to other concepts and theories found in organisational research. The thesis is based on four empirical studies, all of which relate to how welfare workers have perceived their relationship to their organisation. Study I aimed to qualitatively investigate how turnover processes evolved amongst statutory social workers who voluntarily had resigned from their jobs. The results showed that dismissive/admonishing organisational responses to the social workers’ perceived work-related dissatisfactions reinforced their beliefs in psychological contract violation, which led to resignation. Study II and III employed national web-based questionnaire data collected from employees and managers in the social services. The results of Studies II-III showed that if organisations want welfare workers to stop considering exit, want to counteract silence, want to reduce stress-related ill health and want to improve organisational commitment and job satisfaction, management strategies need to be developed that lead to fewer conflicting demands, a reasonable workload and a greater professional autonomy. The results also showed that the organisation’s open climate and attitude towards employees was of great importance for the studied outcome variables. Study IV was based on questionnaire data from different occupational groups in two municipal organisations. The results showed that organisational resources explained additional variance in organisational identification and organisational pride, beyond the contributions of workgroup resources. From the findings of this thesis, it can be concluded that the psychosocial demands need to be balanced with organisational resources in order to (re)build a trustworthy employee-organisation relationship. Further, organisations need to reconsider their human resource management strategies and practices, e.g., by enabling a continuous and open dialogue between the strategic and operational levels. Such changes may lead to balanced psychological contracts between welfare workers and the organisation that can improve the organisation’s stability, continuity and, ultimately, the quality of the welfare services.
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Thell, Anna-Jackelin. "Mäns våld mot kvinnor i nära relationer : En kvalitativ studie om hur samverkan fungerar mellan två myndigheter och en ideell organisation i Västerås stad." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-48755.
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In 2006, the Swedish government established the gender equality policy "women and men should have the same power to shape the society and their own lives", together with six sub-goals. This thesis has examined the governments sixth equality sub-goal "men's violence against women should cease". There is a national strategy to prevent and combat this violence, where collaboration is highlighted as an important factor. The thesis also elevates how men´s violence against women in close relationships is currently a global societal problem that extends beyond categories such as social class, ethnicity, age et cetera. The aim of this thesis was to investigate how the local collaboration is structured and worksbetween the police, social services and the women's shelter in Västerås, regarding the implementation of the governments sixth equality sub-goal. A qualitative method was used in form of semi-structured interviews to answer the purpose and the questions of the thesis. Two employees from each authority and a non-profit organization were selected as informants, determined through three categories. The theoretical framework was based both on a collaborative theory and an implementation theory. The result showed that collaboration is necessary as a method while working for women who are vulnerable to violence in order for them to receive adequate support and assistance. It´s also important for the employees, since no individual authority or organization can be responsible to solve men's violence against women. Currently, the collaboration between the three actors in Västerås work relatively well. However, this thesis shows that more resources need to be invested in the collaboration. Communication needs to be improved and clearer goals that formulates the legitimacy of everyone participating in the collaboration work need to be set. The conclusion partly shows that collaboration needs, not only to exist, but also be prioritized at all levels of the institutions working with this issue. Even politicians need to prioritize and invest resources that may enable a well-functioning collaboration which is vital for the work against men’s violence against women.
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Demeyère, Caroline. "Gouvernance publique et collaboration gouvernements-associations dans l’action publique : approche ethnographique des dynamiques relationnelles dans le champ des politiques d’égalité entre les femmes et les hommes (1981-2020)." Thesis, Paris 10, 2020. http://www.theses.fr/2020PA100068.
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Cette thèse propose d’étudier la collaboration entre acteurs gouvernementaux et associations pour la conduite de l’action publique, conçue comme un processus de transformation des modalités relationnelles conduit par les pratiques des acteurs et leurs interactions. Un cadre théorique néo-institutionnaliste centré sur les concepts de Champ d’action stratégique, de travail institutionnel et d’interactions est mobilisé afin d’articuler le niveau micro des pratiques collaboratives, la collaboration émergeant à l’échelle inter-organisationnelle et le niveau macro de la gouvernance publique. La méthodologie adoptée est une ethnographie organisationnelle, avec une immersion de trois années dans un champ réunissant acteurs publics et associatifs autour des politiques publiques d’égalité entre les femmes et les hommes dans une région française. La doctorante a utilisé une double entrée académique et associative pour observer les dynamiques relationnelles entre acteurs gouvernementaux et associatifs. Elle a occupé des responsabilités administratives et exercé des activités bénévoles dans une association de formation à l’égalité professionnelle. Elle a aussi été membre d’une structure de collaboration ouverte entre l’État et des acteurs de l’Économie sociale et solidaire dont l’objet est de promouvoir l’égalité entre les femmes et les hommes par et dans la vie associative. L’enquête combine une perspective longitudinale rétrospective en retraçant l’évolution des relations gouvernements-associations depuis les premières politiques publiques régionales en 1981 et une étude de la collaboration gouvernements-associations comme processus en cours de 2016 à 2020. Trois résultats sont exposés. Premièrement, il existe une diversité de stratégies associatives et gouvernementales adoptées à l’égard de la collaboration, explicables par les positions des acteurs au sein des champs et les impacts organisationnels de la collaboration. Nous en proposons une typologie. Deuxièmement, la gouvernance d’une collaboration doublement encastrée dans la logique hiérarchique et la logique de marché soulève des difficultés et des paradoxes pour les acteurs. Nous décrivons le travail qu’ils mettent en œuvre pour articuler la collaboration aux logiques préexistantes dans l’environnement institutionnel. Troisièmement, l’avènement d’un paradigme collaboratif de l’action publique distinct du New Public Management apparaît conditionné à une transformation du rôle, des responsabilités et des modes de fonctionnement des acteurs publics, des outils de gestion des relations gouvernements-associations et des modes de financement de l’action publique. L’éthique du management public collaboratif à construire devrait être centrée sur la valorisation et la préservation des différences des partenaires associatifs et la redéfinition de la dialectique consensus/conflitThis thesis proposes to study the collaboration between governments and non-profit organizations in policy-making, conceived as a process in which existing intersectoral relationships are transformed by the actors' practices and their interactions. A neo-institutionalist theoretical framework, focusing on the concepts of Strategic Action Field, institutional work and interactions, is used to articulate the micro-level of collaborative practices with collaboration emerging at a meso-level, and with public governance at a macro-level. The adopted methodology is an organizational ethnography, with a 3-year immersion in a field bringing together public and non-profit actors around gender equality public policy making in a French region. The doctoral student has used a double academic and non-profit position to observe relational dynamics between governmental and non-profit actors. She has held administrative responsibilities and has volunteered in a professional equality training association. She was also a member of an open collaboration structure between the State and the Social and Solidarity Economy actors whose aim is to promote equality between women and men through and in associative life. The study combines a retrospective longitudinal perspective by tracing the evolution of government-association relations from the first regional public policies in 1981 with a study of government-association collaboration as an ongoing process between 2016 and 2020. Three results are exposed. First, there is a diversity of associative and governmental strategies adopted with regards to collaboration, explained by the positions of actors within the fields and the organizational impacts of collaboration. A typology of these strategies is proposed. Secondly, the governance of collaboration is doubly embedded in a hierarchical and a market logic, which raises difficulties and paradoxes for the actors. Their work to articulate collaboration with preexisting logics in their institutional environment is described. Thirdly, the advent of a collaborative paradigm of public action separate from New Public Management appears to be conditioned by the transformation of public actors’ role, responsibilities and working methods, of intersectoral relationships management tools, and of public policies funding. The construction of a collaborative public management ethic should focus on valuing and preserving the diversity and differences of associative partners and on the redefinition of the consensus/conflict dialectic
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Bergström, Kamilla. "Job satisfaction and emotional work tasks : dentists in Sweden and Denmark." Licentiate thesis, Malmö högskola, Odontologiska fakulteten (OD), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-7754.
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Avhandlingen består av två studier som utgår från projektet ”Det goda arbetet”. Det överordnade syftet med projektet Det Goda Arbetet var att använda tandvård som ett exempel på ett arbete där relationerna med patienterna utgör arbetets kärna. Denna typ av arbete (även kallat människovårdande arbete) har speciella psykosociala arbetsmiljövillkor och känslomässiga krav som måste tas hänsyn till vid organisering av arbetet. Syftet med den första studien var att beskriva bakgrunden och utvecklingen av frågeformuläret ’Svenska och Danska tandläkares uppfattning av ’Det Goda Arbetet’ och att skapa ett mått för generell arbetstillfredsställelse, applicerat på fyra organisatoriska miljöer. Syftet med den andra studien var att introducera konceptet emotionellt arbete i tandvård genom att ge en teoretisk överblick av de emotionella aspekterna av arbetet, villkoren under vilka arbetet utförs och de potentiella effekterna på tandläkarnas välbefinnande. I kappan har kompletterande resultat från projektet Det Goda Arbetet inkluderats i syfte att ge en empirisk illustration av hur tandläkare upplever de emotionella faktorer som relaterar till patient-interaktionen och deras arbetsglädje. Data från 1226 danska och svenska verksamma tandläkare samlades in i November 2008 med en svarsprocent på 68 %. Ett additivt index skapades för att mäta generell arbetstillfredsställelse, och resultaten visade statistiska skillnader i tandläkarnas uppfattning mellan de olika organisatoriska miljöerna (Svenska offentliga/privata och Danska offentliga/privata). De danska offentliga tandläkarna hade den högsta graden av generell arbetstillfredsställelse medan de svenska offentliga hade den lägsta graden. En möjlig förklaring till detta kan vara att danska offentliga tandläkare skiljer sig från de andra tre grupperna i karakteristika vad gäller både tandläkare och patienter. Den låga graden av generell arbetstillfredsställelse hos de offentliga svenska tandläkarna kan möjligtvis vara en effekt av New Public Management-tänkande i sättet att organisera tandvård. Tilläggsresultaten visade att de svenska offentliga tandläkarna hade mycket mindre energi till sina privatliv i jämförelse med de andra tre grupperna och bara hälften av dem förväntade sig att fortsätta arbeta som nu fram till pensionen. Att arbeta med eller på människor handlar mycket om att skapa goda interaktioner och relationer mellan vårdgivaren och patienten. Goda patientrelationer kan vara ett primärt- och/eller sekundärt mål för att göra andra saker, som t.ex. den kliniska behandlingen, lättare. För många vårdgivare är relationerna med patienterna en arena där de kan leva ut sin potential som människor och kan upplevas som en bestående inre glädje av arbetet, kallat eudaimonia. I patientrelationen utför tandläkaren emotionellt arbete som ett sätt att intervenera med patienten för att vägleda denne i en bestämd riktning. Tandläkare har uttalade emotionella arbetsuppgifter i sina interaktioner med patienterna, emellertid har dessa emotionella aspekter av arbetet hitintills varit ett försummat forskningsområde inom odontologin. De emotionella arbetsuppgifterna är betingade eftersom att tandläkarens incitament inte är endimensionella och därför kräver de en hel del emotionell flexibilitet, uppmärksamhet och reflektion av tandläkaren. Påverkan från marknadskrafter och managerialism på de professionella värdena inom tandvård kan av tandläkaren uppfattas som motstridande och utmana villkoren för emotionellt arbete och tandläkarnas välbefinnande. Denna forskning syftar till att starka och uppmuntra olika nivåer av tandvård till att ytterligare undersöka, förstå och stötta dynamiken i de emotionella aspekterna av arbetet för att skapa en hållbar arbetsmiljö där värden och logik kan uppfattas som kompatibla med tandvårdens professionella värden.The thesis consists of two papers which are based on a research project called ‘Good Work’. The overall aim of the Good Work project was to use dentistry as an example of work which has close relations with patients at its core. This kind of work (also called human service work) has special psycho-social work environment considerations and emotional requirements, which need to be considered when organizing work. The aims of the first study were to describe the background and development of the questionnaire ‘Swedish and Danish Dentists’ Perceptions of Good Work’ and to create a measure of overall job satisfaction, applying the measure in four organizational settings. The aim of the second study was to introduce the concept of emotion work in dentistry by giving a theoretical overview of the emotional aspects of work, the conditions under which it is performed and the potential effects on the dentist’s wellbeing. Additional results from the Good Work project have been included in the thesis with the purpose of giving an empirical illustration of how dentists experience the emotional factors related to patient interaction and their job satisfaction. Data from 1226 Danish and Swedish practising dentists was collected in November 2008, with a 68% response rate. An additive index was created to measure overall job satisfaction showing statistical difference in the dentists’ experience according to affiliation (Swedish public/private, Danish public/private). The Danish public dentists had the highest degree of overall job satisfaction and the Swedish public dentists had the lowest. A reason for this difference might be that Danish public dentistry differs from the other three groups in the characteristics of both dentists and patients. However, the lower job satisfaction for the Swedish public dentists could be an effect of New Public Management thinking in organizing dentistry. The additional results showed that Swedish public dentists had substantially less energy left for their private lives compared with the other three groups and only half of them expected to continue working as they do now until retirement. Working directly with or on people is very much about creating good interactions and relations between the health professional and the patient. Good patient relations can be a primary aim and/or a secondary aim, to make other things, e.g. the clinical treatment, easier. To many health professionals their relations with the patients is an arena in which to activate their human potentials and can be experienced as a lasting intrinsic joy from work, called eudaimonia. In the relation with the patient the dentist performs emotion work as an intervention toolkit to direct the patient in a specific direction. Dentists have extensive emotional work tasks in their patient interactions, however this emotional part of dentists’ work is, so far, a neglected research area of odontology. The emotion work tasks are conditioned because the dentists’ incentives are not one-dimensional and require a great deal of emotional flexibility, attentiveness and reflection by the dentist. The influence of the market and managerialism on the professional values of dentistry may challenge the conditions for these tasks in the patient interaction and the wellbeing of the dentist if they are experienced as contradictory. This research aims to encourage and empower different levels of dentistry to further investigate, understand and support the dynamics of the emotional aspects of work with the aim to constitute a sustainable work environment where values and logics can be experienced as compatible with professional values.
Books on the topic "Organisation-public relationships"
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Karin, Eyben, University of Ulster. Future Ways Programme., International Fund for Ireland, and Counteract (Organization), eds. Investing in trust building and 'good relations' in a public sector organisation: The relationships in equity, diversity and interdependence (REDI) : the REDI process with Newry and Mourne District Council, Comhairle an Iúir agus Mhúrn (1998 - onwards) : summary report. Coleraine: University of Ulster, Future Ways Programme in association with Counteract, 2002.
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Swann, Thomas. Anarchist Cybernetics. Policy Press, 2020. http://dx.doi.org/10.1332/policypress/9781529208788.001.0001.
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Through a focus on control (self-organisation) and communication (alternative social media platforms), Anarchist Cybernetics explores the structures and functions of radically participatory and democratic organisation. Discussing some of the structures that organisations can build that allow their members to directly control how the organisation behaves, the book takes inspiration from an often-misunderstood concept: cybernetics. Building of the work of cybernetician Stafford Beer and providing a radical reading of his Viable System Model, Anarchist Cybernetics makes a unique and timely contribution both to academic debates around anarchist organisation and radical politics more generally and to broader public debates about how organisations can be democratised to allow for more participation by their members. With continuing discussions around the world about popular sovereignty and ‘taking back control’, the book outlines a clear set of proposals for how organisations can function effectively in radically democratic ways. While other contributions to these discussions often priorities one side of the communication-organisation relationship over the other, Anarchist Cybernetics addresses both and show how they are interrelated and that effective organisation demands a consideration of both.
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Bell, Linda. Exploring Social Work. Policy Press, 2020. http://dx.doi.org/10.1332/policypress/9781447350712.001.0001.
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This unique study of social work provides a bold and challenging view of the subject from an anthropological perspective. Combining research and personal reflection, the book explores cultural and symbolic representations of social work, evolving identities of social work practitioners and the ways in which they and society now view one another. The book provides a history of social work and asks how we address the taken-for-granted nature of social work. The influences of the state, social policy, and public perceptions (including users of social work services) on social work are explored. It focuses on issues relating to social work education and training in the UK and, comparatively, in a few other countries, and explores views of social workers and social work students about socialisation into the profession. It looks at issues of identity for social workers and explores social work values. The book goes on to explore what social workers say about relationships and partnerships, and how they explain the significance of these concepts to social work, and moves on to consider policies and strategies underpinning social work research and evidence-based or evidence-informed practice. Further investiagtion is given to organisation, symbols and 'cultural representation', before the book concludes by reflecting on why social work and social workers continue to be relevant to society on local, national, and international levels.
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Jeannie, Oakes, Quartz Karen Hunter 1963-, and National Society for the Study of Education., eds. Creating new educational communities. Chicago: NSSE, 1995.
Find full textBook chapters on the topic "Organisation-public relationships"
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Kang, Kyeong, and Fatuma Namisango. "Building Organisation-Community Relationships in Co-Creative Social Networking Platforms: An Ecological Systems Perspective." In E-Service [Working Title]. IntechOpen, 2021. http://dx.doi.org/10.5772/intechopen.99732.
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Nonprofit organisations use social networking platforms to interact, engage, and build productive relationships with target audiences for co-created outcomes. This chapter pursues two interrelated objectives: First, it identifies key stages in the growth of organisation-community relationships on co-creative social networking platforms. Second, it discusses the multi-levelled factors influencing these relationships at the respective stages. To achieve these objectives, we make a general review of scholarship on nonprofit use of social media, social networking platforms for co-creation, and organisation-public relationships on social media. We used the ecological systems perspective to identify the internal and external environmental influences on organisational relationships in social networking platforms. This chapter presents three abstract stages of organisation-community relationships: emergence, growth, and collapse, based on existing empirical observations and theoretical perspectives. We reveal four levels of ecological-based factors that influence different stages of organisation-community relationships on co-creative social networking platforms. We indicate the potentially strong and weaker influences on organisational relationships.
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Ngulube, Patrick. "Moving Forward and Making a Difference in Archival Institutions Through a Multifaceted Approach to Public Programming." In Advances in Public Policy and Administration, 77–100. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7429-3.ch005.
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Traditionally, archival institutions neglected building relationships with their constituencies and focused on other operational functions. There are number of strategies that can be used to build such relationships, including public programming. Effective public programming strategies depend on sound public programming planning, appropriate research strategies, and ethical principles. It is evident that attempts to build relationships between the archives and their constituencies are a recent phenomenon in Africa. In fact, it seems to be an afterthought both to practitioners and scholars. Building relationships with users will make memory institutions visible and successful. Public programming, with its focus on the public that the organisation serves, is one of the tools that may be used by memory institutions such as archives to bring the archives to the society and the society to the archives.
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Breeze, Beth. "Conclusion: The new fundraisers." In The New Fundraisers. Policy Press, 2017. http://dx.doi.org/10.1332/policypress/9781447325000.003.0008.
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The concluding chapter suggests that we are witnessing the emergence of ‘The New Fundraisers’ who exist in a necessarily complementary relationship with ‘The New Philanthropists’, said to typify the most recent generation of major givers. These two groups are shown to share similar demographic characteristics, attitudes and goals, including: shared passion for a cause and conviction about its importance that transcends any specific charitable organisation; the desire for agency and power; a focus on impact and results; and a joy in asking and giving. The similarities between ‘new philanthropists’ and ‘new fundraisers’ enables them to build mutually beneficial relationships that can achieve transformational results, despite a general lack of public affirmation in the UK for either givers or askers.
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Han, Xiao. "The Internet and the Rise in Self-Empowerment of Chinese Women." In Overcoming Gender Inequalities through Technology Integration, 1–31. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9773-7.ch001.
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Focusing on female Chinese bloggers, this chapter explores the potential of weblogs in the process of female self-empowerment by looking at self-actualisation, construction of social interactions, and the organisation of personal networks. The empirical data used is derived from features analysis of selected female blogs, social network analysis of the relationships between these blogs, and from in-depth interviews with seven female bloggers. This data is complimented by discourse analysis to investigate the communicative purposes of these blogs, and content analysis of selected comments written on the blogs. Overall, the findings show that weblogs help women to become social agents by bringing personal, private and intimate issues onto the public agenda, and by controlling the flow of personal information based on their subjective needs to project a particular identity. However, opportunities for networking between individual bloggers are limited. The processes through which women are empowered as individual actors are also constrained by commercialisation and by traditional norms and gendered cultural stereotypes.
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Ian Nzimakwe, Thokozani. "Board Diversity and Its Effects on the Functionality of Boards in South Africa." In Transforming Corporate Governance and Developing Models for Board Effectiveness, 1–23. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6669-5.ch001.
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The structure and composition of the board are determined by the characteristics of an organisation, its environment, and its information needs. If the role of the board is to advise and supervise, this then talks to the relationships that account for its composition so that it may carry out these duties. Boards of directors are now faced with a change in the priority of the functions that must be undertaken by them, with supervision and monitoring being more important than the usual function of administration. The chapter discusses the literature on board diversity, corporate governance, role of the boards of public entities, effectiveness of boards, role of board committees, strategic leadership theory, and the impact of board diversity on board effectiveness. In terms of practical implications, the chapter makes a unique and significant contribution to the functionality of board members in South Africa. The analysis may encourage board nomination committees to seek board diversity beyond the gender and ethnic characteristics of directors.
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Virkar, Shefali. "The Games People Play." In Advances in Systems Analysis, Software Engineering, and High Performance Computing, 67–91. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-6485-2.ch004.
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Much has been written about e-government within a growing stream of literature on ICT for development, generating countervailing perspectives where optimistic, technocratic approaches are countered by far more sceptical standpoints on technological innovation. This chapter seeks to, through the use of a case study, unravel the social dynamics shaping e-government projects used to reform public sector institutions. In particular, the research analyzes actor behaviour, motivations, and interactions surrounding the conception and maintenance of software platforms facilitating these transformations. The value of such an approach is based on a review of existing ICT and software development literature, which tends to be overly systems-rational in its approach and, as a consequence, often fails to recognise the degree to which project failure (viz. the general inability of the project design to meet stated goals and resolve both predicted and emerging problems) is symptomatic of a broader, much more complex set of interrelated inequalities, unresolved problems, and lopsided power-relationships both within the adopting organisation and in the surrounding environmental context.
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Senaratne, Sepani, and Michele Florencia Victoria. "Building a Supportive Culture for Sustained Organisational Learning in Public Sectors." In Building a Competitive Public Sector with Knowledge Management Strategy, 118–34. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-4434-2.ch005.
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The purpose of this chapter is to provide an approach to build a supportive organisational culture for sustained organisational learning in public sectors. Changing culture is not an easy task. It involves an in-depth understanding about culture and its relationship with organisational learning. First, this chapter provides a brief introduction to organisational learning, organisational culture, and their relationship. Then, characteristics and attributes of a learning culture are identified. Finally, using case study research findings of a public sector construction organisation operating in Sri Lanka, an approach is presented in this chapter on how to identify present culture of the organisation and change it to a learning culture.
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Virkar, Shefali. "Wired for Change?" In International Business, 791–815. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9814-7.ch038.
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The recent global diffusion of Information and Communications Technologies (ICTs) has raised expectations for technological change to support socio-economic progress and political reform in the developing as well as the developed world. Much as been written about e-government within a growing stream of literature on ICT for development, generating countervailing perspectives where optimistic, technocratic approaches are countered by far more sceptical standpoints on technological innovation. In seeking to bridge existing gaps in the literature, this article critically examines the role of Information and Communication Technologies in governmental reform processes for development through the presentation of a case study based in the Indian State of Karnataka. The study focuses on a collaboration between the state government of Karnataka and the eGovernments Foundation (a non-profit private sector organisation) between 2002 and 2011, designed to reform existing methods of property tax collection through the establishment of a networked online tax collection system across the municipalities of 56 towns and cities within the state. Through a combination of both qualitative and quantitative data, this paper analyses the interactions between new technologies and changing information flows within the complexities of public administration reform of the given context and, in doing so, examines the interplay of local and external factors and relationships and their role in shaping the implementation of the project at hand.
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Laurie, G. T., S. H. E. Harmon, and E. S. Dove. "1. Medical Ethics and Medical Practice." In Mason and McCall Smith's Law and Medical Ethics, 1–20. Oxford University Press, 2019. http://dx.doi.org/10.1093/he/9780198826217.003.0001.
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This chapter discusses the following: the ethical basis for the practice of medicine; the organisation of modern medicine; the importance of the relationship between the medical profession and the public; legal intervention in medicine; and the doctor’s position.
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Senaratne, Sepani, Michele Florencia Victoria, and Aparna Samaraweera. "Building a Supportive Culture for Sustained Organizational Learning in Public Sectors Including Project Learning." In Handbook of Research on Implementing Knowledge Management Strategy in the Public Sector, 91–111. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-9639-4.ch005.
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The purpose of this chapter is to provide an approach to build a supportive organizational culture for sustained organizational learning in public sectors and means of extending such learning culture to project level. Changing culture is not an easy task. It involves an in-depth understanding of culture and its relationship with organizational learning. First, this chapter provides a brief introduction to organizational learning, organizational culture and their relationship. Then, characteristics and attributes of a learning culture are identified. Such discussion is then extended to the project culture and the learning culture at project level. Next, using case study research findings of a public sector construction organisation operating in Sri Lanka, an approach is presented in this chapter on how to identify the present culture of the organisation and change it to a learning culture. Finally, possibility of extending such learning culture to project level is discussed at Sri Lankan context.
Conference papers on the topic "Organisation-public relationships"
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MIKUŠOVÁ, Beáta, Nikoleta JAKUŠ, and Marián HOLÚBEK. "Voluntary cooperation of citizens in the community model of public service delivery." In Current Trends in Public Sector Research. Brno: Masaryk University Press, 2020. http://dx.doi.org/10.5817/cz.muni.p210-9646-2020-9.
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Most of the developed countries have implemented new principles of public sector reform – new approaches to the management of the public sector. A major feature of the new public management (NPM) is the introduction of market type mechanisms (MTM) to the running of public service organizations: the marketization of the public service. The marketization of public services aims at a continuous increase in public expenditure efficiency, continual improvements in public services quality, the implementation of the professional management tools in the public sector, and last but not least, charge for public services. Price of public services in mainstream economics theory is connected with preference revelation problem. Economic models explain the relationship between consumer behavior (revealed preferences) and the value of public goods, and thus determine the value of the goods themselves. The aim of the paper is to determine the success of the community model of public service delivery based on the demonstrated preferences of individuals in the consumption of public services / public goods. The direct way of determining the preferences of individuals was used in this paper (willigness to pay and willigness to accept). These preferences will be identified based on the crowdfunding campaign as an example of community model of public goods provision by using survey experiment method. The willingness of individuals to pay is dependent on the individual's relationship with the organisation, the organisation's employees, or sympathise with those for whom the collection is, for whom the project is designed.
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Code´e, Hans, and Ewoud Verhoef. "Radioactive Waste: Show Time?" In ASME 2009 12th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2009. http://dx.doi.org/10.1115/icem2009-16309.
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Time will render radioactive waste harmless. How can we manage the time radioactive substances remain harmful? Just ‘wait and see’ or ‘marking time’ is not an option. We need to isolate the waste from our living environment and control it as long as necessary. For the situation in the Netherlands, it is obvious that a period of long term storage is needed. Both the small volume of waste and the limited financial possibilities are determining factors. Time is needed to let the volume of waste grow and to let the money, needed for disposal, grow in a capital growth fund. An organisation such as COVRA — the radioactive waste organisation in the Netherlands — can only function when it has good, open and transparent relationship with the public and particularly with the local population. If we tell people that we safely store radioactive waste for 100 years, they often ask: “That long?” How can we explain the long-term aspect of radioactive waste management in a way people can relate to? In this paper, an overview is given of the activities of COVRA on the communication of radioactive waste management.
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Ramsina, Snezhana. "Integration of Public and Private Aspects in Business Models 4.0 of the Tourism Market." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-58.
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The current digital opportunities that have spawned the upgrade of the business versions of tourism and hospitality have been actualised due to the hard-to-predict pandemic nature of the COVID-19 coronavirus threat and travel bans. In Business Model 4.0. the usual forms of the relationship between the public (institutional) and the private, individual in tourism and hospitality are transformed. Research objective: to characterise the integration capabilities of automated (AI-based) travel industry business processes that personalise the tourism offers to the needs and preferences of travel lers and guests. The value-based marketing 4.0 approach, supplemented by structural, network and functional approaches to the analysis of the structure, multi-level, dynamics of commercial opportunities, consumer value of business models of organisation and the implementation of tourism products, allowed the integration possibilities of Internet services in satisfying individualised consumer demands to be satisfied. Soft culture blurs the boundaries between the public and the personal, making actors’ informational behaviour transparent, transforming existing business strategies, and giving rise to ‘mass individuality’ in tourism and hospitality. The forms of correlation between the public (group, communal) and the private, individual in the practice of tourist services at all stages of a tourist trip or guest visits to HoReCa enterprises change under the influence of BigData technologies regarding operational processes; modelling and forecasting strategies; horizontal and vertical integration. The marketplace is won by those who practise personalisation, customisation and marketing authenticity of the market offer distributed on the P2P network. The basis of a stable competitive advantage of a company able to create a unique customer value in the tourism and hospitality market is represented by predictive or prognostic analytics of big data and smart technologies.