Journal articles on the topic 'Organisational decline'
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Jeyavelu, S. "Organisational Identity Dissonance in Organisational Decline and Turnaround." Vision: The Journal of Business Perspective 13, no. 2 (April 2009): 33–45. http://dx.doi.org/10.1177/097226290901300204.
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Llanos-Contreras, Orlando Antonio, and Muayyad Jabri. "Exploring family business decline with socioemotional wealth perspective." Academia Revista Latinoamericana de Administración 32, no. 1 (March 4, 2019): 63–78. http://dx.doi.org/10.1108/arla-02-2018-0042.
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PurposeThe purpose of this paper is to determine how family and business priorities influence organisational decline and turnaround in a family business.Design/methodology/approachFollowing critical realism as philosophical orientation, this research is based on an exploratory single case study.FindingsThis research identified specific socioemotional wealth priorities driving this organisation decline and turnaround. The study also determined how the family and business dynamic leads to decisions that first trigger the organisational decline and then explain the successful implementation of turnaround strategies.Research limitation/implicationsFindings of this research provide limited and contingent theoretical generalisation. Accordingly, replication and further quantitative research is required for a better understanding of this phenomenon.Practical implicationsManagers can benefit from this paper by noting which behaviour could lead to organisational decline and which factors could lead to a turnaround. Similarly, managers can learn about the importance of the alignment of socioemotional wealth priorities as a critical response factor to determine whether to follow exit strategies or turnaround (succession) actions.Originality valueThe study contributes to the organisational decline literature and family business literature. It advances the understanding of how family businesses should balance family and business priorities to avoid organisational decline and identify strategies successfully implemented for turning around.
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Panicker, Sunitha, and Mathew J. Manimala. "Successful turnarounds: the role of appropriate entrepreneurial strategies." Journal of Strategy and Management 8, no. 1 (February 16, 2015): 21–40. http://dx.doi.org/10.1108/jsma-06-2014-0050.
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Purpose – The purpose of this paper is to report on a research study aimed at comparing the causes of organisational decline and turnaround strategies involved in cases of successful and unsuccessful turnarounds, with a view to identifying the differences, if any, between the two groups, which in turn is expected to provide useful information to academics, practitioners and policy makers. Design/methodology/approach – Since turnaround is a business phenomenon of general interest, their stories are often published in business periodicals, which are a rich source of data on them. In order to tap this data source, the present paper employed a method of content analysis for the proposed investigation on the cause of organisational decline and turnaround strategies used. In order to quantify the data, a three-point scale was developed, where the presence of a cause/strategy is rated as “3”, its ambivalence as “2” and its absence as “1”, whose validity was assessed through the inter-rater agreement indices. The data thus generated are amenable to statistical analyses, using which the more commonly prevalent causes of organisational decline and the strategies commonly employed for turnaround by the successful and unsuccessful companies are identified. Findings – The findings of the present study have generated a few useful insights. First, the primary causes for organisational decline are the internal weaknesses of the organisation; in fact the external changes can adversely affect the organisation only if it is internally weak. Second, organisational decline caused by multiple factors (which is usually the case) can be managed effectively by adopting a variety of strategies; hence a single-pronged strategy is often found to be ineffective. Third, the more successful turnarounds had a diverse portfolio of strategies including those of institution-building, often employed in a phased manner, consistent with the stage theories of turnaround. Research limitations/implications – The limitations of this research arise mainly from the generation of data from published sources and the consequent biases, which can be managed, to a large extent, by using multiple sources for the same case for reducing the publishers’ biases as well as by having multiple raters for identifying the researcher’s biases, if any. Originality/value – The study has highlighted the need for addressing the internal causes of organisational decline on a priority-basis rather than blaming the external factors, besides pointing to the need for adopting a variety of strategies for dealing with the diversity of causes affecting the organisation’s health, particularly the need for institutionalising the changes. These findings can be of help especially to turnaround managers and policy-makers in dealing with organisational decline and thus contribute to the creation and enhancement of economic value.
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Adler, Ralph W. "Exploring the Seeds of Organisational Decline." Australian Accounting Review 6, no. 12 (September 1996): 24–36. http://dx.doi.org/10.1111/j.1835-2561.1996.tb00014.x.
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Gooberman, Leon, Marco Hauptmeier, and Edmund Heery. "A typology of employers’ organisations in the United Kingdom." Economic and Industrial Democracy 41, no. 1 (May 2, 2017): 229–48. http://dx.doi.org/10.1177/0143831x17704499.
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This article examines employers’ organisations in the United Kingdom, drawing upon 70 interviews and a new dataset encompassing 447 employers’ organisations. The article’s contribution is to develop a new typology of employers’ organisations capturing their organisational change in the wake of the decline of collective bargaining. It does this by drawing on a conceptualisation of employers’ organisations as intermediary organisations before identifying four organisational types: lobbying, service, negotiating and standard-setting employers’ organisations. The article also identifies and discusses factors that underlie this pattern of differentiation.
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Tobin, Margaret J. "Inquiries at Lakeside and Aradale Hospitals: Lessons and Advances?" Australian & New Zealand Journal of Psychiatry 27, no. 2 (June 1993): 333–40. http://dx.doi.org/10.3109/00048679309075787.
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The release of reports of inquiries into two related psychiatric hospitals (Lakeside and Aradale) in Victoria occurred in 1991. These inquiries identified deficiencies in patient care standards and organisational dynamics. Knowledge of institutional dysfunction was available from similar Australian and overseas inquiries but nonetheless this knowledge had not prevented organisational inertia and decline in these two psychiatric hospitals. This paper examines the possible contribution of a failed medical hegemony model to organisational dysfunction and discusses organisational life-cycles. It reaches the conclusions that politically motivated inquiries do not achieve long term positive outcomes and that there is a need for academic research into the organisation of psychiatric services and staff productivity and morale.
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Mahmood, Talat. "Survival of Newly Founded Businesses: The Post-Entry Performance." Pakistan Development Review 37, no. 4II (December 1, 1998): 577–94. http://dx.doi.org/10.30541/v37i4iipp.577-594.
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A number of studies have been undertaken on industry dynamics or about the process by which new firms either survive and grow, or else exit from the industry. A new literature has emerged in the last few years, which focuses on the question, what happens to new firms subsequent to their entry?, both in terms of their likelihood of survival and their growth patterns. Most of the studies use a theory of organisational ecology by Hannan and Freeman (1989), which emphasises organisational characteristics and environmental conditions; particularly the number of employees and invested capital. In addition, the theory offers a comprehensive set of factors that influence the hazard rate of newly founded business organisations. In particular, this theory deals with the evolutionary process within or between populations of organisations observed over long periods of time [see also Singh and Lumsden (1990)]. Originally, Stinchcombe (1965) directed the attention of organisational theorists, based on a hypothesis of a "liability of newness", to the age-dependent decline in organisational death rates. A number of studies [Freeman, Carroll, and Hannan (1983)] found that the organisational death risk declines monotonically with age. Later, BrUderl and SchUssler (1990) also empirically tested the Stinchcombe's "liability of newness" hypothesis and showed that it is not a good representation of the mortality (hazard) of business organisations. Organisational ecologists often discuss the "liability of smallness" in connection with the liability of newness [Aldrich and Auster (1986); Briiderl and SchUssler (1990); Audretsch and Mahmood (1994)]. The assumption is that large new businesses have better survival prospects than small new businesses. Initial size may be measured in terms of either the amount of financial capital or the number employed at the time of founding.
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Levene, Louis S., Richard Baker, Nicola Walker, Christopher Williams, Andrew Wilson, and John Bankart. "Predicting declines in perceived relationship continuity using practice deprivation scores: a longitudinal study in primary care." British Journal of General Practice 68, no. 671 (May 8, 2018): e420-e426. http://dx.doi.org/10.3399/bjgp18x696209.
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BackgroundIncreased relationship continuity in primary care is associated with better health outcomes, greater patient satisfaction, and fewer hospital admissions. Greater socioeconomic deprivation is associated with lower levels of continuity, as well as poorer health outcomes.AimTo investigate whether deprivation scores predicted variations in the decline over time of patient-perceived relationship continuity of care, after adjustment for practice organisational and population factors.Design and settingAn observational study in 6243 primary care practices with more than one GP, in England, using a longitudinal multilevel linear model, 2012–2017 inclusive.MethodPatient-perceived relationship continuity was calculated using two questions from the GP Patient Survey. The effect of deprivation on the linear slope of continuity over time was modelled, adjusting for nine confounding variables (practice population and organisational factors). Clustering of measurements within general practices was adjusted for by using a random intercepts and random slopes model. Descriptive statistics and univariable analyses were also undertaken.ResultsRelationship continuity declined by 27.5% between 2012 and 2017, and at all deprivation levels. Deprivation scores from 2012 did not predict variations in the decline of relationship continuity at practice level, after accounting for the effects of organisational and population confounding variables, which themselves did not predict, or weakly predicted with very small effect sizes, the decline of continuity. Cross-sectionally, continuity and deprivation were negatively correlated within each year.ConclusionThe decline in relationship continuity of care has been marked and widespread. Measures to maximise continuity will need to be feasible for individual practices with diverse population and organisational characteristics.
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Stapley, Lionel. "Organisational creativity—birth of a journal." Twentieth Anniversary Special Issue 21, no. 1 (June 30, 2021): 1–10. http://dx.doi.org/10.33212/osd.v21n1.2021.1a.
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This article documents the way that, taking advantage of new technology, organisational creativity resulted in developing from a failing organisation, to develop into a truly international organisation. The article starts from the conflictual nature of industrial relations in the UK in the 1960s and continuing into the 1970s which resulted in the launch of OPUS (an Organisation for Promoting Understanding of Society) in 1975, its early development, and decline into a near non-active organisation until the appointment of a new Executive Director in 1994. The article then concentrates on the development of a new comprehensive medium- to long-term strategy that, in the following six years resulted in the development of a vibrant and successful organisation providing for the needs of those involved in any way with a systems psychodynamic way of working. It then moves to one of the major strategic aims, that of producing an international journal that would provide a vehicle for the systems psychodynamic field of working; through to the publication of the first issue of the international journal Organisational and Social Dynamics, in 2001.
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Brueller, Daphna, Nir N. Brueller, Raviv Brueller, and Abraham Carmeli. "Interorganisational Relationships in Times of Decline: Implications for Organisational Resilience." Applied Psychology 68, no. 4 (January 15, 2019): 719–58. http://dx.doi.org/10.1111/apps.12185.
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Santana, Mónica, Ramon Valle Cabrera, and José-Luis Galán González. "Sources of decline, turnaround strategy and HR strategies and practices: The case of Iberia Airlines." Economic and Industrial Democracy 40, no. 3 (June 4, 2018): 583–610. http://dx.doi.org/10.1177/0143831x18772356.
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This study investigates the coevolution of the sources of decline, the turnaround strategy and the human resource strategy (HRS) at Iberia Airlines, together with the influence of employee responses to these strategies. The analysis of several moments of organisational decline at Iberia, comparing measures adopted in pre- and post-financial crisis periods, shows that, in a sector experiencing a fiercely competitive transformation that negatively affects established companies, the use of downsizing in an organisation with internal deficiencies may create further problems within the company, while an HRS based on flexibility-oriented practices and a fostering approach to strategic negotiations will improve the requisite recovery strategy.
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Shankar, Uma. "MANAGEMENT: AN AGENDA FOR 21ST CENTURY." Paradigm 1, no. 1 (July 1997): 37–41. http://dx.doi.org/10.1177/0971890719970108.
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There is a perceptible decline of status-driven hierarchical management. The workforce's attitudes and behaviours are changing fast and so are their expectations and career patterns. The attitude towards leadership is also becoming of a more participative style in which personal relationships are highly significant. In this backdrop, the paper suggests that the psychological instruments may be used, to assess the strengths of individual potential. It can also help organisations maximise the application of human potential for organisational effectiveness.
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García Johnson, Carolina Pía, and Kathleen Otto. "“Please, bring me some coffee”: Illegitimate tasks as the explanation for the relationship between organisational sexism and occupational well-being." Inklusion und Intersektionalität in institutionellen Bildungskontexten 12, no. 3-2020 (October 6, 2020): 124–40. http://dx.doi.org/10.3224/gender.v12i3.09.
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While overt forms of sexism in organisations are on the decline, covert ones are becoming the norm. This article argues that illegitimate tasks are a disguised form of gender-based discrimination and harassment. To support this argument, evidence is provided about the effects of sexism on occupational well-being that are caused by undertaking illegitimate tasks. The authors focus on the relationship between sexist organisational climate and illegitimate tasks and the resulting effects on job satisfaction and irritation. The empirical data used in the analyses were obtained from a cross-sectional study of a sample of German psychologists. After controlling for the effects of gender, the results provided evidence of the negative effects that a sexist organisational climate has on irritation and job satisfaction, mediated by illegitimate tasks.
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Beverland, Mike, and Lawrence S. Lockshin. "Growth Models in the New Zealand Wine Industry: Some Case Study Evidence." Journal of Management & Organization 7, no. 2 (2001): 20–29. http://dx.doi.org/10.1017/s1833367200005186.
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AbstractOne of the most dominant models for explaining organisational growth is that of organisational lifecycles. Drawing parallels with biology, life cycle theorists argue firms are born, grow, mature and decline. Despite a proliferation of models of organisational lifecycle, there is little empirical support for their general validity. The present study builds a four-stage model of organisational life cycle based on case study research in the New Zealand wine industry. Far from being driven by internal pressures, these cycles seem to be related to the demands of the global wine market, as well as the strategy chosen by each firm.
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Beverland, Mike, and Lawrence S. Lockshin. "Growth Models in the New Zealand Wine Industry: Some Case Study Evidence." Journal of the Australian and New Zealand Academy of Management 7, no. 2 (2001): 20–29. http://dx.doi.org/10.5172/jmo.2001.7.2.20.
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AbstractOne of the most dominant models for explaining organisational growth is that of organisational lifecycles. Drawing parallels with biology, life cycle theorists argue firms are born, grow, mature and decline. Despite a proliferation of models of organisational lifecycle, there is little empirical support for their general validity. The present study builds a four-stage model of organisational life cycle based on case study research in the New Zealand wine industry. Far from being driven by internal pressures, these cycles seem to be related to the demands of the global wine market, as well as the strategy chosen by each firm.
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Bieling, Gisela, Ruth Maria Stock, and Florian Dorozalla. "Coping with Demographic Change in Job Markets: How Age Diversity Management Contributes to Organisational Performance." German Journal of Human Resource Management: Zeitschrift für Personalforschung 29, no. 1 (February 2015): 5–30. http://dx.doi.org/10.1177/239700221502900101.
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Demographic shifts are altering job markets in developed countries. A steady increase in the average age of employees and a decline in the number of young, qualified workers have intensified the war for talent, resulting in highly competitive and dynamic job markets. Using resource dependence theory, this study investigates how organisations respond to such challenges. An investigation of a sample of 153 German companies provides support for the hypotheses that HR managers implement age diversity management in both appraisal and compensation practices as a response to competitive job markets which, in turn, contributes to organisational performance.
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Rucht, Dieter, and Jochen Roose. "Neither decline nor sclerosis: The organisational structure of the German environmental movement." West European Politics 24, no. 4 (October 2001): 55–81. http://dx.doi.org/10.1080/01402380108425465.
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Ignazi, Piero, Luciano Bardi, and Oreste Massari. "Party organisational change in Italy (1991–2006)." Modern Italy 15, no. 2 (May 2010): 197–216. http://dx.doi.org/10.1080/13532940903573621.
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This article analyses, adopting the well-known approach of Katz and Mair, the issue of organizational change within Italian political parties since 1990. In addition to an account of trends in membership, local units, finances, staff, and of changes in party statutes, the article aims at testing the widespread view in the literature that organizational resources–hence power–are becoming more and more concentrated in the hands of party and/or parliamentary leaders, and correspondingly that the territorial presence of parties is declining. The analysis of the change over time of Katz and Mair's party organisational ‘faces’ leads to the confirmation, to a large extent, of the overall hypothesis of a decline of the party at ground level, and a concentration of party resources in the central office, and above all in the party in public office.
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KHAN, YASMIN Kamall. "A Time-Lag Study of the Effect of Organisational Capital on Innovation in Australia SMEs." Journal of Management Info 6, no. 1 (February 23, 2019): 39–43. http://dx.doi.org/10.31580/jmi.v6i1.124.
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This study explores the strategic links between organisational capital and innovation performance in Australian SMEs. This study classified organisational capital as information technology as per hardware and software; and equipment or machinery that was applied in the firm. A sample involving SME from various industries was adapted from the Business Longitudinal Database (BLD) from the Australian Bureau of Statistics (ABS). The analyses validate that information technology capabilities is essential for achieving innovation performance. However the relationship decline over time for different type of innovation. Thus, SME managers should be carefully in investing in appropriate information technology in order to facilitate innovation in their firm.
Key Words: SMEs, Organisational capital, Innovation, Australia
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Park, S. O. "Industrial Restructuring in the Seoul Metropolitan Region: Major Triggers and Consequences." Environment and Planning A: Economy and Space 26, no. 4 (April 1994): 527–41. http://dx.doi.org/10.1068/a260527.
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The major triggers and consequences of industrial restructuring in the Seoul metropolitan region have been investigated. Special focus is placed on the textile and apparel industry and the changes it underwent in the 1980s. Rapid increases in wages, labour disputes, currency revaluation, and the high financial costs resulting from high interest rates and a vulnerable financial structure were the most significant triggers. A decline in the rate of increase of labour productivity and shortages of production workers arising from changes in work attitude were also regarded as important triggers. Industrial restructuring in the Seoul metropolitan region has resulted in significant changes in local labour-market structure because of the different labour requirements arising from changes in production systems and organisation. It has also resulted in an altered industrial composition, with a decline in the labour-intensive sector, organisational changes from an increase in subcontraction of production, and different locations. Major corporate strategies under industrial restructuring are discussed in relation to changes in production systems, and product structure, expansion of the internal market, subcontracting and flexible specialisation, job training, and foreign direct investments.
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Amankwah-Amoah, Joseph. "A unified framework for incorporating decision making into explanations of business failure." Industrial Management & Data Systems 115, no. 7 (August 10, 2015): 1341–57. http://dx.doi.org/10.1108/imds-03-2015-0085.
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Purpose – The purpose of this paper is to examine how decision-maker attributes unfold to precipitate organisational failure. The analysis brings to light how key attributes such as information-processing capabilities and human capital decay interact to bring about business decline and exit. Design/methodology/approach – The study is based on an integrated review and conceptualisation of the literature. Findings – The study articulates how a set of attributes of decision makers, i.e. human capital obsolescence, powerlessness, meaninglessness and institutional linkages, contributes to organisational failure. Research limitations/implications – The paper concludes by setting out an array of strategies of learning from others’ failures. Originality/value – In spite of a growing body of research on organisational failure, scholars have placed overwhelming emphasis on ecological explanations and business failure prediction models. The study moves beyond the ecological explanations to offer a more fine-grained analysis of firm-level factors that precipitate business failure.
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Malešević, Siniša. "The organisation of military violence in the 21st century." Organization 24, no. 4 (July 2017): 456–74. http://dx.doi.org/10.1177/1350508417693854.
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In this article, I analyse the sociological foundations of military violence in the 21st century. The first part of the article engages critically with the three dominant contemporary approaches in the study of organised violence: (a) the decline of violence perspective, (b) the new wars theories and (c) the technological displacement approach. I argue that despite their obvious merits, these three perspectives do not provide adequate interpretation of recent social change. In particular, I contest their emphasis on the radical discontinuity in the character of the contemporary military violence when compared to the previous historical periods. Hence, to remedy this – in the second part of the article – I develop an alternative, a longue durée, sociological interpretation centred on the role of organisational, ideological and micro-interactional powers in the transformation of military violence. In contrast to the three dominant perspectives, I argue that the 21st-century organisation of military violence has changed but it still exhibits much more organisational continuity with the last two centuries than usually assumed. More specifically, my argument centres on the long-term impact of the three historical processes that have shaped the dynamics of military violence over long stretches of time: the cumulative bureaucratisation of coercion, centrifugal ideologisation and the envelopment of micro-solidarity.
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Gorlizki, Yoram. "Anti‐ministerialism and the USSR ministry of justice, 1953–56: A study in organisational decline." Europe-Asia Studies 48, no. 8 (December 1996): 1279–318. http://dx.doi.org/10.1080/09668139608412414.
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Nyadera, Israel Nyaburi, Uğur Yasin Asal, and Billy Agwanda. "The Role of Regional Organisations in Economic Growth Among Developing Countries: A Case of the Af DB." India Quarterly: A Journal of International Affairs 77, no. 3 (July 13, 2021): 384–403. http://dx.doi.org/10.1177/09749284211027164.
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This article seeks to examine how regional organisations in Africa are responding to the growing call for them to provide alternative approaches and models of economic development in the continent. The study interrogates the role of the African Development Bank (AfDB) as an agent of a changing global governance system and an emerging leader in Africa’s development journey. The article begins by reflecting on the debate of a decline in global governance; it looks at Africa within the global economy and examines the organisational structure, contributions and changing role of the AfDB since its inception. It concludes that the AfDB finds itself in a unique position of trust among donors and African states at a time when traditional institutions are becoming less popular. It recommends AfDB adopt a number of reforms needed to help it maximise its impact on the continent.
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Bevan, Malcolm P., Sally J. Priest, Ruth C. Plume, and Emma E. Wilson. "Emergency First Responders and Professional Wellbeing: A Qualitative Systematic Review." International Journal of Environmental Research and Public Health 19, no. 22 (November 8, 2022): 14649. http://dx.doi.org/10.3390/ijerph192214649.
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Emergency first responders (EFRs) such as police officers, firefighters, paramedics and logistics personnel often suffer high turnover due to work-related stress, high workloads, fatigue, and declining professional wellbeing. As attempts to counter this through resilience programmes tend to have limited success, there is a need for further research into how organisational policies could change to improve EFRs’ professional wellbeing. Aim: To identify the factors that may contribute to or affect EFRs’ professional wellbeing. Methods: A systematic literature review has been carried out. Three databases (Science Direct, ProQuest, and PubMed) were searched using keywords developed based on the PICo (population, interest, and context) framework. A total of 984 articles were extracted. These were then critically appraised for the quality of the evidence presented, leading to a total of five being ultimately included for review. Results: Thematic analysis revealed that although EFRs may be exposed daily to traumatic events, factors that contribute to a decline in professional wellbeing emerge from within the organisational environment, rather than from the event itself. Conclusion: The study concludes that organisational and team relations factors significantly impact EFRs ability to cope with stress. As such, organisational policy should evolve to emphasise team relations over resilience programmes.
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Sullivan, Richard. "Labour market or labour movement? The union density bias as barrier to labour renewal." Work, Employment and Society 24, no. 1 (March 2010): 145–56. http://dx.doi.org/10.1177/0950017009353660.
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Most labour scholars view the unionised share of the labour market, union density, as the movement’s primary source of power. Conversely, social movement scholars usually consider power embedded in disruption, organisational networks, resources, or political opportunities. Although many labour scholars promote ‘social movement unionism’ to reverse labour’s decline, they have largely failed to adopt a thoroughgoing social movement perspective. A sign of this is that union density remains the sacrosanct indicator of organised labour’s success and power. I argue that this density bias has significant analytical implications, leading observers to overlook non-market sources of movement power, to reduce a heterogeneous movement to a single organisational form, and to oversimplify the complex processes of movement organizing. I contend that treating labour explicitly as a social movement rather than implicitly as an agent in a market will open new lines of inquiry that may strengthen analyses of labour’s prospects for renewal.
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Shi, Guang, Michael O'Rourke, Jinfeng Liu, Dongbo Zhong, Xiuying Liu, and Jing Li. "Organisational reform in healthcare in China: impacts on the social functions of public hospitals." Australian Health Review 26, no. 3 (2003): 61. http://dx.doi.org/10.1071/ah030061.
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Public hospital reform in China since the mid 1980s has had detrimental effects on hospitals' social functions,especially the provision of care for poor people. This study of hospitals in Northern China, using a range of economicmeasurements, indicated that there has been an overall decline in social functions since 1985, especially in secondaryand tertiary level hospitals. Reason for this include the increasingly competitive medical market in China and, underthe decentralisation reforms, the imperative for hospitals to generate revenue. We put forward policies to strengthenhospital social functions, including funding for essential packages of services to specifically benefit the poor andvulnerable, and increased government subsidies to support social functions in primary level hospitals where care canbe more easily accessed.
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Valasik, Matthew, Shannon E. Reid, and Matthew D. Phillips. "CRASH and burn: abatement of a specialised gang unit." Journal of Criminological Research, Policy and Practice 2, no. 2 (June 13, 2016): 95–106. http://dx.doi.org/10.1108/jcrpp-06-2015-0024.
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Purpose – The purpose of this paper is to examine the impact of the temporary disbandment of a gang unit on collecting gang intelligence and arresting gang members in one of the Los Angeles Police Department’s Community Policing Areas. Design/methodology/approach – An interrupted time series methodology (ARIMA) is utilised to examine 1,429 field interview cards and 1,174 arrests of gang members that occurred from 1 January 2010 to 31 December 2011 within one police division. Findings – Results indicated that the dismantling of the gang unit negatively impacted the collection of intelligence on gang members by officers, regardless of whether the officers were officially serving in the gang unit. Suppression efforts by gang unit officers also resulted in a sustained decline. Originality/value – Given that many urban centres have specialised gang units, this study demonstrates how organisational turnover or disbandment of a gang unit negatively impacts a department’s ability to deal with local gang issues. Furthermore, these finding suggest that police organisations should consider such ramifications on intelligence-based policing activities.
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Kerrigan, Vicki, Rarrtjiwuy Melanie Herdman, David P. Thomas, and Marita Hefler. "'I still remember your post about buying smokes': a case study of a remote Aboriginal community-controlled health service using Facebook for tobacco control." Australian Journal of Primary Health 25, no. 5 (2019): 443. http://dx.doi.org/10.1071/py19008.
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Many Aboriginal Community Controlled Health Services (ACCHS) embrace Facebook as an organisational tool to share positive stories, which counter the negative narrative surrounding Aboriginal issues. However, the Facebook algorithm prioritises posts on personal pages over organisations. To take advantage of the algorithm, this project paid three Yolŋu employees of a north-east Arnhem Land ACCHS to share quit smoking messages on their personal Facebook pages. Smoking prevalence among Aboriginal and Torres Strait Islander Australians is nearly three-fold higher than non-Indigenous Australians, and previous research has identified the need for culturally appropriate communication approaches to accelerate the decline in Indigenous smoking. This research found Yolŋu participants nurtured healthy behaviours through compassionate non-coercive communications, in contrast to fear-inducing health warnings prevalent in tobacco control. Cultural tailoring of tobacco control messages was achieved by having trusted local health staff sharing, and endorsing, messages regardless of whether the content was Indigenous specific. This research also revealed online Facebook activity does not reflect the reach of posts, which may extend beyond social media users to individuals who do not have a Facebook profile.
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Nicholson, Daniel, Andreas Pekarek, and Peter Gahan. "Unions and collective bargaining in Australia in 2016." Journal of Industrial Relations 59, no. 3 (May 22, 2017): 305–22. http://dx.doi.org/10.1177/0022185617697760.
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In 2016, Australian unions faced a mix of new and enduring challenges. A re-elected Conservative federal government made life difficult for unions, maintaining its hard-line approach to public sector bargaining and passing new laws to intensify regulatory scrutiny of union governance and tactics. Unions continued to secure wage premiums through enterprise bargaining, but the longer-term decline in the level of agreement-making and the number of workers covered by enterprise agreements continued. Disputation rose, although less than half of all disputes were caused by enterprise bargaining. Concern over ongoing membership decline saw unions explore and experiment with organisational reforms and initiatives as new, ‘union-like’ actors entered the field. However, our analysis of longer-term membership developments across union types suggests the outlook is alarming for all but those unions focused on occupational identity.
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Green, S. J. D. "THE CITY OF GOD AND AFTER: RELIGIOUS CHANGE AND ORGANISATIONAL DECLINE IN GREAT ENGLISH TOWNS SINCE C. 1850." Northern History 52, no. 1 (March 2015): 125–33. http://dx.doi.org/10.1179/0078172x14z.00000000081.
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Blussé, Leonard. "X. The Run to the Coast: Comparative Notes on Early Dutch and English Expansion and State Formation in Asia." Itinerario 12, no. 1 (March 1988): 195–214. http://dx.doi.org/10.1017/s0165115300023421.
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Certain stages of the European expansion process into Asia during the Age of Commercial Capitalism lend themselves well to the comparative historical approach because of the startling similarities and contrasts they offer. The Dutch and English commercial leaps forward into the Orient, for instance, occurred at the same time in the organisational framework of chartered East India Companies - the English East India Company (EIC) and the Dutch Verenigde Oostindische Compagnie (VOC) — which, moreover, chose the same theatre of action: Southeast Asia (Banten, Spice Islands) and South Asia (Surat and Coromandel). But although the aims, modes of operation and organisation of the two companies had much in common, these nonetheless each finally carved out their own sphere of influence in the trading world of Asia - the Dutch in Southeast Asia and the English in South Asia. While this consolidation process was taking place, the EIC and VOC gradually shed their semblance of being purely maritime trading organisations and, towards the second half of the eighteenth century, acquired the character of territorial powers. A shift in the balance of power also occurred between the two companies: if the Dutch were still paramount in the seventeenth century, the English totally overshadowed them as powerbrokers in Asian waters during the eighteenth. Did this transition of maritime hegemony occur gradually or should we rather speak of a ‘passage brusque et rapide’ as Fernand Braudel has suggested? Was it, as the traditional explanation has it, the inevitable outcome of the decline of the Dutch Republic to a second-rate power in Europe, or were local Asian developments, be they political or commercial, also involved?
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Stafrace, Simon, and Alan Lilly. "Turnaround in an aged persons' mental health service in crisis: a case study of organisational renewal." Australian Health Review 32, no. 3 (2008): 577. http://dx.doi.org/10.1071/ah080577.
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This case study demonstrates how leadership was harnessed to turn around a decline in the performance of an aged persons? mental health service ? the Namarra Nursing Home at Caulfield General Medical Centre in Melbourne, Australia. In 2000 the nursing home faced a crisis of public confidence due to failings in the management of quality, clinical risk and human resources within the service. These problems reflected structural and operational shortcomings in the clinical directorate and wider organisation. In this article, we detail the process of turnaround from the perspective of senior executive managers with professional and operational responsibility for the service. This turnaround required attention to local clinical accountability and transformation of the mental health program from a collocated but operationally isolated service to one integrated within the governance structures of the auspicing organisation.
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Pratt, A. C., and P. Totterdill. "Industrial Policy in a Period of Organisational and Institutional Change: The Case of Inward Investment and the Electronics Sector." Environment and Planning C: Government and Policy 10, no. 4 (December 1992): 375–85. http://dx.doi.org/10.1068/c100375.
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The authors argue that two complementary elements of policy formulation have become dislocated: The actual changes occurring in the organisation of industry, and changes in the mode of policy production. This dislocation presents a variety of possibilities for new modes of policy production. The significance of the whole process of the production of industrial policy is stressed: the selection of the object of policy, the institutions of policy formation and delivery, and the organisation of work and the distribution of skills within such institutions. The nature of the innovative and creative institutional responses that will be required to avoid further industrial decline are discussed.
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Wan Abdullah, Wan Arnidawati, and Faidatul Nadiah Hanib. "Effects of Perceived Organisational Support and Emotional Intelligence on Turnover Intention among Logistics Drivers." Malaysian Journal of Social Sciences and Humanities (MJSSH) 5, no. 10 (October 2, 2020): 258–66. http://dx.doi.org/10.47405/mjssh.v5i10.502.
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The turnover trends in the logistics industry are surprisingly high, regardless of the rapid growth of the industry. Turnover contributes to an impactful loss for the industry to tolerate the new recruitment costs, time consumption, performance disruption, and moral decline among employees due to the workload transfer. Previous literature presented various factors affecting turnover intention, and it could be concluded that factors within an organisation and individual play an essential role in turnover actions. Hence, this research focuses on perceived organisational support and emotional intelligence as factors to turnover intention among logistics drivers in Selangor. Eighty respondents from POS Logistics Berhad in Selangor participated in self-administered survey questions of Survey Perceived Organizational Support, Wong and Law Emotional Intelligence Scale, and Turnover Intention Scale. Results revealed that most of the respondents have a moderate level of POS (84%) and a high level of EI (91%). In comparison, slightly half have a low level of TOI (56%). Research also found that POS and EI have no significant relationship with turnover intention, which is contrary to previous literature. Similarly, three criteria of EI; self-emotion appraisal, uses of emotions, and others-emotions appraisal also have no significant relationship with turnover intention. Only regulations of emotions (r=0.024, p=0.031) has significant relationship with turnover intention. Since the current study location was restricted for a few branches of Pos Logistics in Selangor, it limits the result of the study due to misrepresent the whole community fairly. Future researchers are encouraged to extend or increase the sampling size to other companies and regions to make better generalisations.
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Hammond, Jonathan, Thomas Mason, Matt Sutton, Alex Hall, Nicholas Mays, Anna Coleman, Pauline Allen, Lynsey Warwick-Giles, and Kath Checkland. "Exploring the impacts of the 2012 Health and Social Care Act reforms to commissioning on clinical activity in the English NHS: a mixed methods study of cervical screening." BMJ Open 9, no. 4 (April 2019): e024156. http://dx.doi.org/10.1136/bmjopen-2018-024156.
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ObjectivesExplore the impact of changes to commissioning introduced in England by the Health and Social Care Act 2012 (HSCA) on cervical screening activity in areas identified empirically as particularly affected organisationally by the reforms.MethodsQualitative followed by quantitative methods. Qualitative: semi-structured interviews (with NHS commissioners, managers, clinicians, senior administrative staff from Clinical Commissioning Groups (CCGs), local authorities, service providers), observations of commissioning meetings in two metropolitan areas of England. Quantitative: triple-difference analysis of national administrative data. Variability in the expected effects of HSCA on commissioning was measured by comparing CCGs working with one local authority with CCGs working with multiple local authorities. To control for unmeasured confounders, differential changes over time in cervical screening rates (among women, 25–64 years) between CCGs more and less likely to have been affected by HSCA commissioning organisational change were compared with another outcome—unassisted birth rates—largely unaffected by HSCA changes.ResultsInterviewees identified that cervical screening commissioning and provision was more complex and ‘fragmented’, with responsibilities less certain, following the HSCA. Interviewees predicted this would reduce cervical screening rates in some areas more than others. Quantitative findings supported these predictions. Areas where CCGs dealt with multiple local authorities experienced a larger decline in cervical screening rates (1.4%) than those dealing with one local authority (1.0%). Over the same period, unassisted deliveries decreased by 1.6% and 2.0%, respectively, in the two groups.ConclusionsArrangements for commissioning and delivering cervical screening were disrupted and made more complex by the HSCA. Areas most affected saw a greater decline in screening rates than others. The fact that this was identified qualitatively and then confirmed quantitatively strengthens this finding. The study suggests large-scale health system reforms may have unintended consequences, and that complex commissioning arrangements may be problematic.
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Casonato, Federica, Federica Farneti, and John Dumay. "Social capital and integrated reporting." Journal of Intellectual Capital 20, no. 1 (February 14, 2019): 144–64. http://dx.doi.org/10.1108/jic-08-2018-0132.
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Purpose To present the continuation of a case study by Beck et al. (2017) on an Australian bank (CBD) during the period 2004–2013 by examining whether integrated reporting affects relational capital and helps to repair an organisations’ reputation. Both studies examine how a bank rocked by a major scandal in 2004 has attempted to repair its legitimacy through integrated reporting (<IR>). The paper aims to discuss these issue. Design/methodology/approach This study is a post facto analysis based on the original research from Beck et al. (2017). The research process involved a case study approach with an analysis framed by impression management theory to investigate whether the information in CBD’s integrated reports is consistent with other information available to investors. Findings The authors find there is a gap between what CBD discloses in its integrated reports and what is publicly available in other media. CBD’s talk and actions are not aligned, and that asymmetry translates into a decline of trust in CBD. The bank’s integrated reports reveal how management discloses or withholds information to protect their own interests and at their own discretion. These conclusions indicate that the integrated reporting paradigm is being co-opted by IM strategies to improve legitimacy through trust, reputation and social capital. Research limitations/implications Future research needs to reach beyond the organisational boundaries and understand if <IR> adds value for society, or is just a new form of multicapitalism, being an ideology to help the rich become richer? The answers are important if we ever hope to see misconduct disappear from our corporations and for company reports to become documents bearing truth and not espouse rhetoric based on organisational hypocrisy. Originality/value The paper adds to the growing body of research investigating <IR> in practice to understand the impact of <IR> and whether it is a new and useful reporting tool or just another management fashion.
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El-Yousfi, Amin. "Conflicting Paradigms of Religious and Bureaucratic Authority in a British Mosque." Religions 10, no. 10 (September 30, 2019): 564. http://dx.doi.org/10.3390/rel10100564.
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This article analyses an on-going conflict between two groups (Bargil and Kardal) over the management of a mosque located in an area near London. Based on fourteen months of intensive fieldwork, including participant observation, informal chats and semi-structured interviews, this article offers an in-depth and original account of the transformations taking place in mosques concerning the role of imams and mosque committee members. By analysing the object of conflict, the organisational structure, the dynamic of the groups and its leaders, as well as the process of bureaucratisation of mosques as a material condition, I intend to scrutinise the role and status of the imam and mosque committee members. The primary aim of this article is to re-examine and challenge the narrative of decline in religious authority (in Western mosques) propounded by some scholars as being the result of individualisation and the rise of new religious figures outside traditional institutions. I suggest that rather than experiencing a decline in imams’ religious authority, mosques have become controlled by the bureaucratic authority of the committee members. In other words, imams’ religious authority is still exercised, yet only within the bureaucratic framework set by the committee members.
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Bacon-Gerasymenko, Violetta. "When do organisations learn from successful experiences? The case of venture capital firms." International Small Business Journal: Researching Entrepreneurship 37, no. 5 (March 19, 2019): 450–72. http://dx.doi.org/10.1177/0266242619833878.
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This article examines the extent to which venture capital firms (VCFs) learn from successful experience and when such experience influences the likelihood of future successful exits. To test our theory, we drew upon a novel dataset of young French VCFs and their investments. Results indicate that VCFs learn from success, but only up to a certain level of after which the benefits decline. We also found an adverse effect on future performance from the first VCF experience, if it was successful. Refuting our prediction, VCFs appear to learn better from significant, rather than small, successes. Finally, our results reveal that VCFs learn most from more recent success but that extrapolating lessons from more dated experience may harm future performance. Our study contributes to the venture capital and organisational learning literature with practical implications for venture capitalists and entrepreneurs.
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Fruncillo, Domenico. "La "mobilitazione" personale e la partecipazione alle elezioni regionali in Italia." Quaderni dell'Osservatorio elettorale. QOE - IJES 75, no. 1 (June 30, 2016): 37–82. http://dx.doi.org/10.36253/qoe-9273.
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The decline of voter turnout during regional elections is much greater than at parliamentary elections. According to many scholars, participation in second-order elections – including those for regional institutions – has fallen to a greater extent due to their dependence on a weaker form of mobilisation based on a sense of proximity to political parties and their local organisational structure. In this paper, regional elections are treated as relatively autonomous from other consultations. In fact, alongside more general factors, it is possible to identify specific dynamics which shape the level of voter turnout in regional elections. The principal focus of the paper is on the potential for voter mobilisation expressed by candidates. Political personalisation is analysed with reference to apical figures in the political parties and institutions, as well as other figures that are politically active in intermediate, non-executive roles. Some indicators of "dual personalisation" are identified, the first of which relates to the performance of the presidential candidates, whilst the second involves candidates for the regional assembly. The analysis suggests that the personalisation of presidential elections is positively associated with voter turnout. The paper considers several other factors, which "compete" with political personalisation. Amongst these, a positive association is found between higher levels of electoral participation and the percentage of citizens who participate in the social activities of non-profit-making organisations.
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Su, Sophia, Kevin Baird, and Herb Schoch. "Management control systems from an organisational life cycle perspective: The role of input, behaviour and output controls." Journal of Management & Organization 19, no. 5 (September 2013): 635–58. http://dx.doi.org/10.1017/jmo.2014.7.
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AbstractThis study examines the association between the use of three types of controls (input, behaviour and output) and Miller and Friesen's organisational life cycle (OLC) stages (birth, growth, maturity, revival and decline). Data were collected by a survey questionnaire from a random sample of 1,000 General Managers in Australian manufacturing business units. The results indicate that the extent of use of different controls is associated with OLC stages. Specifically, both behaviour and input controls were found to be used to a significantly greater extent than output controls in both the birth stage and the growth stage, while all three types of controls were used to a similar level in the maturity and revival stages. An examination of the extent of use of controls across OLC stages revealed that each type of control was used to a significantly greater extent in the growth and revival stages than the birth and maturity stages. The study contributes to the literature by linking management control system studies to OLC studies. Most importantly, the study assists Australian manufacturing business units in identifying the appropriate use of controls both in and across OLC stages.
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Duncan, Peter. "Failing to Professionalise, Struggling to Specialise: The Rise and Fall of Health Promotion as a Putative Specialism in England, 1980–2000." Medical History 57, no. 3 (May 30, 2013): 377–96. http://dx.doi.org/10.1017/mdh.2013.19.
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AbstractSignificant attention has been paid to the history of public health in England during the final part of the twentieth century. Within this, however, the field that came to be known as specialist health promotion (SHP) has been relatively neglected. Between 1980 and 2000 those working in this field, generally known as health promotion specialists (HPSs), enjoyed a relative rise in policy and practice prominence before SHP was effectively abandoned by government and others charged with developing and sustaining public-health structures. This paper seeks to explain why the fall of SHP is important; to move towards explaining its rise and decline; and to argue for greater historical attention to be paid to an important but neglected field within health and health care. Essentially, SHP emerged from a set of loose and contingent practices known as health education. A range of important social, economic, organisational and political influences contributed to the slow construction of a putative specialism in health promotion, accompanied by the desire on the part of some (but not all) HPSs to ‘professionalise’ their role. Finally the projects of both specialisation and professionalisation failed, again as a result of then prevailing organisational and political influences. The importance of such a failure in a so-called era of public health is discussed. In the light of this, the paper concludes by briefly setting out an agenda for further research related to the history of SHP.
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Gaido, Daniel, and Constanza Bosch Alessio. "Vera Zasulich’s Critique of Neo-Populism." Historical Materialism 23, no. 4 (November 27, 2015): 93–125. http://dx.doi.org/10.1163/1569206x-12341441.
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Vera Zasulich’s shooting of Trepov, a governor of St Petersburg who had ordered the flogging of a political prisoner, in January 1878, catapulted her to international fame as a revolutionary heroine, a reputation that she put to good use by becoming one of the five ‘founding parents’ of Russian Marxism that created the ‘Group for the Emancipation of Labour’ in 1883. But her act of self-sacrifice also triggered, to her dismay, the institutionalisation of individual-terrorist tactics in the Russian Populist movement with the creation of the ‘People’s Will’ (Narodnaya Volya) Party in 1879. The organisation went into decline after the killing of Tsar Alexander ii in 1881, and Populism itself was increasingly superseded by Marxism as the hegemonic force on the left with the rise of the Russian Social Democratic Labour Party (rsdlp). But individual-terrorist tactics reappeared with the creation of the Socialist Revolutionary Party in 1902, prompting Zasulich to write an article for Die neue Zeit, the theoretical organ of German Social Democracy, in which she both condemned the Neo-Populist tendency as deleterious to the rising labour movement and supported the organisational plans for the rsdlp sponsored by the Iskra group, developed at length by Lenin in his book What Is to Be Done?, published in March 1902. This article provides the background to Vera Zasulich’s article ‘The Terrorist Tendency in Russia’ (December 1902), setting it against the history of the Russian revolutionary movement from 1878 to 1902.
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Dnistrianskyi, Myroslav, József Molnár, and Iryna Chaika. "Natural reduction of Ukraine’s population: Regional dimensions of the national threat." Hungarian Geographical Bulletin 70, no. 4 (December 13, 2021): 293–310. http://dx.doi.org/10.15201/hungeobull.70.4.1.
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A significant decline in Ukraine’s population is mainly due to its natural decrease, which began in the 1970s and 1980s in the rural areas and had been determined by the objective trends in demographic transition, the inertia effect of the demographic losses in the past and the social policy of the political regime at that time. Likewise, the social and economic crisis of the 1990s deepened the depopulation processes. In the present research, correlation analysis demonstrated a relationship between the current dimensions of natural population decline and a number of socio-demographic factors (proportion of the rural population, mean age of the population, divorce rate and the mean age at first marriage). In recent years, the effects of the demographic crisis have been particularly acute in North-eastern and Central Ukraine, due to the deepening disproportions in the age and sex structures of the population. However, in the capital of Ukraine, Kyiv, and in some western regions, the natural decrease in population is less acute because of more balanced social and demographic indicators. Although religious and ethnic factors contribute to some extent to greater natural population growth, especially in the western and south-western regions, their impact on the processes of population reproduction in Ukraine is generally not significant. To sum up, in order to stop natural population decline in Ukraine, it is important to ensure more favourable conditions for demographic development in the economic, social, informational and cultural spheres of society. Furthermore, in areas of acute demographic crisis, it is important to raise the issue of rural reconstruction involving a variety of organisational and economic mechanisms.
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Nwabueze, Uche. "The rise and decline of TQM in the NHS." TQM Journal 26, no. 5 (August 5, 2014): 499–509. http://dx.doi.org/10.1108/tqm-01-2012-0002.
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Purpose – The purpose of this paper is to delineate the factors responsible for the decline of total quality management (TQM) in the National Health Service (NHS). It is suggested that if these factors were initially identified and eliminated prior to implementation, the decline of TQM as a strategy for improving the provision and delivery of quality patient care could have been prevented. Design/methodology/approach – The case study approach was chosen because it is the preferred method when “how” or “what” questions are being posed. It is applicable as is evident in this paper where the researcher has little control over events and when the focus is on a contemporary phenomenon within some real-life context. The case study enables the researcher to give an accurate rendition of actual events; it contributes uniquely to the knowledge of individual, organisational, social, and political phenomena. The semi-structured face-to-face interview constituted the main data collection technique of the research. Interviews were held with 23 quality management managers in the British NHS. The central focus of the interview was on “what” factors contributed to the rapid decline of TQM in the NHS. The respondents were chosen because they were directly involved with the implementation of TQM. They were in the vintage position to offer a full insight into the TQM initiative. The analysis of the case is based on Yin's analytic technique of explanation building. Findings – The decline of TQM in the NHS could have been prevented if top executives in hospitals had adopted the sequential steps to quality improvement: In the authors opinion, to land a man on the moon needed a belief in the possibility and breakthrough in the attitudes that viewed space travel as pure science fiction as opposed to a practical reality, and so it should have been with TQM in the NHS. However, the attitude of many NHS managers was that TQM was all right for “other institutions” because “they need it” whereas in the NHS, “we don’t”. This negative attitude should have been overcome if TQM was to be accepted as a corporate, all encompassing philosophy. Research limitations/implications – The limitation of the research may be the sample size of the respondents, which was limited to 23 quality managers that had hands-on experience and the leadership role to lead and implement TQM in the NHS. Future research may consider a broader sample size. It may also be considered for new research to use surveys to identify a broader set of reasons why TQM declined in the NHS. Practical implications – This paper is the first constructive insight to determine reasons for the decline of TQM in the NHS from the individuals who had the sole responsibility for implementation. Any other, group would have amounted to hearsay. Therefore, to constructively delineate the reasons for failure, it was pertinent to learn from the quality managers directly and to ensure that the reasons was representative of their experiences with TQM. The practical implication is to prepare future managers about how to avoid failure. Originality/value – The paper clearly suggests the systematic process required for effective implementation of TQM in a healthcare setting by identifying factors that must be avoided to ensure the successful and sustainable implementation of TQM.
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Kita, Toshiro. "International comparative study on open innovation from the viewpoint of organisational ability, including research on corporation ambidexterity." Impact 2021, no. 4 (May 11, 2021): 6–7. http://dx.doi.org/10.21820/23987073.2021.4.6.
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When the asset bubble burst in the early 1990s in Japan, a long period of economic stagnation followed. Professor Toshiro Kita, Graduate School of Management, Doshisha University, Japan, believes a lack of understanding of the importance of business ambidexterity contributed to this difficult period for Japanese firms and that understanding and utilising ambidexterity could have significant benefits for businesses. Kita is interested in innovation management and the ways in which the application of ambidexterity can help businesses. He believes that businesses can thrive by adopting the Observe, Orient, Decide, Act (OODA) loop alongside the Plan-Do-Check-Act (PDCA) Cycle and his work also looks at other aspects of innovation management, such as entrepreneurship, disruptive innovation and corporate culture and cognitive bias, as well as innovation management in the context of COVID-19. This later strand of research involves looking at how ambidexterity can help businesses to thrive in the current challenging climate. A recent important finding for Kita, which emerged from his project 'Study on Ambidextrous Capabilities of Japanese Electronics Firms' was that firms that were performing well conducted exploration during phases of growth and exploitation during phases of decline and this was the opposite way round for firms performing poorly. This served to highlight how exploration and exploitation can be successfully implemented. Through hosting workshops and seminars Kita shares his findings and knowledge and he also collaborates with industry groups.
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Fuller, Glen, and Renee Barnes. "A history of anticipating the future: an analysis of the AN Smith lectures, Andrew Olle Lectures and media commentary." Media International Australia 169, no. 1 (April 19, 2018): 101–16. http://dx.doi.org/10.1177/1329878x18768012.
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There are multiple narratives of technological and organisational change for making sense of the news media industry since the turn of the century. In Australia, the Andrew Olle and AN Smith lectures have served as key sites whereby leading members of the journalistic field have articulated narratives of change. Drawing on Bourdieu’s concept of ‘field’ and using Foucault’s notion of ‘commentary’ as a method, we begin by analysing all Andrew Olle and AN Smith lectures from 1997 to 2015 and selected those that substantially discuss journalism and the media industry more broadly. Our analysis develops an account of the narratives of change to better understand the different negotiations and translations of the journalistic field. We found three key narratives: (1) commercial performance and concerns over the decline of ‘quality journalism’, (2) the role of technology in surviving industrial change and (3) fundamental change to journalistic practice.
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Magalhães, António, Amelia Veiga, and Pedro Videira. "Reconfiguring power in Portuguese higher education." education policy analysis archives 26 (October 15, 2018): 135. http://dx.doi.org/10.14507/epaa.26.3600.
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This paper aims to analyse the shift in the internal power balance between managerial and academic self-governance as reflected in the perceptions of teaching and non-teaching staff on the tendencies, decision-making processes and actor’s roles in these processes. The empirical data used in this paper were gathered on the basis of an on-line survey, distributed throughout 2014 and 2015 in all Portuguese higher education institutions. Responses were interpreted taking into account the influence of governance narratives on the development of boardism, i.e., a decrease of academic self-governance reflecting the decline of the power of teaching staff in HEIs’ governance; an increase of managerial governance as reflected in the reinforcement of hierarchies and organisational top-down decision-making; and the influence of external stakeholders. The analysis contributes to dig into the complexity of the governance arrangements challenging the prevailing influence of the NPM governance narrative while underlining the internal dynamics of HEIs, where Portuguese teaching staff continue to play a key role.
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Bruzzi, Silvia, Paolo Landa, Elena Tànfani, and Angela Testi. "Conceptual modelling of the flow of frail elderly through acute-care hospitals." Management Decision 56, no. 10 (October 8, 2018): 2101–24. http://dx.doi.org/10.1108/md-10-2017-0997.
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Purpose The ageing of the world’s population is causing an increase in the number of frail patients admitted to hospitals. In the absence of appropriate management and organisation, these patients risk an excessive length of stay and poor outcomes. To deal with this problem, the purpose of this paper is to propose a conceptual model to facilitate the pathway of frail elderly patients across acute care hospitals, focussed on avoiding improper wait times and treatment during the process. Design/methodology/approach The conceptual model is developed to enrich the standard flowchart of a clinical pathway in the hospital. The modified flowchart encompasses new organisational units and activities carried out by new dedicated professional roles. The proposed variant aims to provide a correct assessment of frailty at the entrance, a better management of the patient’s stay during different clinical stages and an early discharge, sending the patient home or to other facilities, avoiding a delayed discharge. The model is completed by a set of indicators aimed at measuring performance improvements and creating a strong database of evidence on the managing of frail elderly’s pathways, providing proper information that can validate the model when applied in current practice. Findings The paper proposes a design of the clinical path of frail patients in acute care hospitals, combining elements that, according to an evidence-based management approach, have proved to be effective in terms of outcomes, costs and organisational issues. The authors can, therefore, expect an improvement in the treatment of frail patients in hospital, avoiding their functional decline and worsening frailty conditions, as often happens in current practice following the standard path of other patients. Research limitations/implications The framework proposed is a conceptual model to manage frail elderly patients in acute care wards. The research approach lacks application to real data and proof of effectiveness. Further work will be devoted to implementing a simulation model for a specific case study and verifying the impact of the conceptual model in real care settings. Practical implications The paper includes suggestions for re-engineering the management of frail elderly patients in hospitals, when a reduction of lengths of stay and the improvement of clinical outcomes is required. Originality/value This paper fulfils an identified need to study and provide solutions for the management of frail elderly patients in acute care hospitals, and generally to produce value in a patient-centred model.
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Vnoučková, Lucie. "Practices of Talent Management in Organisations in the Czech Republic." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 64, no. 2 (2016): 701–9. http://dx.doi.org/10.11118/actaun201664020701.
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As theory still lacks consistent definition of successful talent management, the praxis is characterized by dissimilar interpretations of the term talent. The lack of integrity of definitions appears to be the reason to analyse talent management practices. The article focuses on consistency of suggested practices in management of organisational strategies. The aim is to reveal current approach of Czech organisations towards talent management practices and to specify the main factors affecting employee development in talent management in the tested organisations. Bivariate and multivariate statistical methods and analyses were used to lower the number of possible single approaches and practices. Analyses formed valid factors, which influence and determine employee development as key principles of talent management: alignment with strategy, internal consistency, cultural embeddedness, management involvement, and employer branding through differentiation. Results identified and verified different ways of support of talented employees. Firstly, it is Talent management in its original shape (25.9%), secondly, Learning organisation based on common learning (23.5%) and the third factor name is Plain promises (12.4%). Organisations grouped in the factor only declare possibility of development, but do not practically use it.