Relevant bibliographies by topics / Private organizations

Contents

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

Academic literature on the topic 'Private organizations'

Author: Grafiati
Published: 4 June 2021
Last updated: 26 April 2022

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Journal articles on the topic "Private organizations"

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Endriulaitiene, Aukse, Aurelija Stelmokiene, Giedre Geneviciute-Janoniene, Loreta Gustainiene, Gabija Jarasiunaite, and Loreta Buksnyte-Marmiene. "Attitudes of staff members towards development of elder care organizations." International Journal of Public Leadership 13, no. 1 (February 13, 2017): 40–50. http://dx.doi.org/10.1108/ijpl-04-2016-0012.

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Purpose The purpose of this paper is to investigate how perceived leadership effectiveness is related to staff members’ attitudes towards development of elderly care organizations in private and public institutions. Design/methodology/approach A cross-sectional quantitative survey was conducted using self-report questionnaire that contained Modified Leadership Effectiveness Questionnaire (Heck et al., 2000), the scale of attitude towards change from Preziosi’s Organizational Diagnosis Model (1980) and organizational development intentions measure developed for the study. The respondents were 510 Lithuanian social workers and other staff members employed in different public and private elderly care organizations. Findings The results revealed that perceived higher leadership effectiveness was associated with more positive employees’ judgements on organization’s readiness to change both in private and public sector elderly care organizations. But perceived leadership effectiveness was not associated with staff members’ intentions to change. Also it was found that different models for private and public sector that explained the importance of particular leadership behaviours in the prediction of employees’ judgements on organizational change and intentions to change were valid. Originality/value This study may add to further broaden knowledge on attitudes of staff members towards development of elderly care organization and the role of leadership effectiveness taking into account the type of organization.
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Ingelsson, Pernilla, Ingela Bäckström, and Kristen Snyder. "Strengthening quality culture in private sector and health care." Leadership in Health Services 31, no. 3 (July 2, 2018): 276–92. http://dx.doi.org/10.1108/lhs-02-2018-0012.

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Purpose The purpose of this study is to present a comprehensive approach to studying organizational culture using “soft measures” to facilitate sustainable quality development in organizations. The purpose is also to present, discuss and compare the results from a survey designed to measure a company’s value base. Design/methodology/approach A number of different methods were used to collect soft data to study and measure organizational culture and at the same time influence the culture and the leadership within three organizations. One method, the survey, was used on two different occasions to obtain an overview of the culture within an organization and to investigate if the activities had influenced the culture and the leadership. Findings The application of soft measures used by leaders to study and develop organizational culture resulted in statistically significant positive changes in organizational work culture, according to a pre-post survey after a short period of one year. Practical implications The approach can be used by leaders in different types of organizations as the challenge of changing the organizational culture through the leadership seems to be a common challenge regardless of line of business. Originality/value The study shows the benefits of using a comprehensive approach to assess an organization’s culture based on qualitative measures and analysis.
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Babatunde, Osabiya. "Importance of Effective Communication in Public Organisations." Issues in Social Science 3, no. 2 (November 20, 2013): 78. http://dx.doi.org/10.5296/iss.v3i2.8596.

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<p>Communication has crucial impacts within or among workgroups in both private and public organizations. Communication can be a channel to flow information, resources, and even policies. Given the importance of organization communication and its managerial impacts, further research is needed to explore this topic as it relates to both private and public administration field. To this end, this study assesses the impacts of organizational communication on the perception of red tape by comparing internal communication with external, especially client-oriented, communication in both public and non-profit organizations. <br />Utilizing current literature, this paper will examine effective organizational communication within a private and public organization. Many organizations today often look at communication and leadership as one-dimensional; the inability of leaders in small organizations to adapt to a leadership style that effectively communicates with the employee hinders organizational performance. This study examines the communication exchange within a private and public organization and its effects on the organizational culture and employee performance.<br />This study summarizes the increasing importance of organizational communication, the basic theoretical perspectives that guide the study of communication and the key distinctions that guide the study of organizational communication, the key functions of communication in organizations. Because organizational communication has become such a big topic, this study is limited to addressing internal and external organizational communication.</p>
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Mead, Joseph, and Katherine Warren. "Quasi-Governmental Organizations at the Local Level: Publicly-Appointed Directors Leading Nonprofit Organizations." Nonprofit Policy Forum 7, no. 3 (September 1, 2016): 289–309. http://dx.doi.org/10.1515/npf-2014-0044.

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AbstractQuasi-Governmental Organizations (QGOs) are organizations that have both public and private characteristics, not fitting neatly into either category. One type of QGO is an organization incorporated as a private, nonprofit organization, but run by a board of directors that is composed of government officials or directors appointed by a unit of traditional government. These QGOs pose distinct conceptual and policy challenges that differ from those of traditional government entities or purely private nonprofits. Drawing on a convenience sample of five such QGOs incorporated in one metropolitan region (Greater Cleveland, Ohio), this piece explores potential reasons for, and possible pitfalls of, mixing private organizational legal status with public-affiliated leaders by developing a framework and proposing a research agenda for future study.
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Jacobsen, Dag Ingvar. "Publicness as an antecedent of transformational leadership: the case of Norway." International Review of Administrative Sciences 83, no. 1 (July 10, 2016): 23–42. http://dx.doi.org/10.1177/0020852315575000.

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A large number of empirical studies have shown a wide range of positive effects of transformational leadership, which is arguably the dominating leadership paradigm in the last two decades. In this study, we ask whether this type of leadership is as common in public as in private organizations. Through a survey, the leadership style of 2488 leaders in Norwegian organizations with more than ten employees was mapped out. Focus is set on whether the occurrence of transformational leadership varies according to an organization’s publicness. It is hypothesized that the effect of publicness on transformational leadership will be mediated through bureaucratization, centralization, professionalization, pro-social motivation and gender composition. The study controls for organization size and task, variables often missing in comparisons of public and private organizations. The main finding is that publicness has no direct effect on transformational leadership when controlling for main task, organizational size and the leader’s gender. However, it does affect transformational leadership indirectly through bureaucratization, professionalization and gender composition. Based on the findings, more general implications for comparing public and private organizations are discussed. Points for practitioners It is often claimed that leadership in the public sector is different from leadership in the private sector. This study shows that such a claim is an oversimplification. First, there should be an awareness that leadership does not take place only in the private or public sector, but also in a myriad of hybrids between the public and the private sectors. Second, various challenges for leaders may be more strongly linked to basic features such as task and organizational size, rather than to whether an organization is public or private.
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Yusuf, Furtasan Ali. "The Role of Organizational Culture of Private Universities on Lecturer Satisfaction and Trust." Journal of Educational and Social Research 10, no. 1 (January 10, 2020): 167. http://dx.doi.org/10.36941/jesr-2020-0015.

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The culture of private university organizations which tend to be heterogeneous and vary according to the conditions and characteristics of each organization can encourage the growth of the organizational commitment of lecturers and the performance of private universities. However, on the other hand, this organizational culture difference can also hamper the performance of the organizations of each private university in Indonesia to develop the potential of the organization and employee personnel. This study analyzes the influence of organizational culture on the satisfaction and trust of lecturers at private universities in Indonesia. This is based on the consideration that a conducive university organizational culture can trigger the rise of organizational commitment of lecturers. By using analysis of variance to examine the significance and linearity of job satisfaction regression for organizational culture and trust regression for organizational culture, the results indicate a significant and linear relationship in regression testing between job satisfaction for organizational culture and lecturer trust in organizational culture. Practically, this finding indicates the importance of management of private universities to develop organizational culture to realize the vision of subordinates in private universities.
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Margaretha, Meily, and Ardian Wicaksana. "The Relationship between Person Organization Fit Toward Organizational Commitment and Organizational Citizenship Behavior: Experiences from Student Activity Organization Members." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 6, no. 3 (2020): 43–49. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.63.1004.

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Members of the organization are the organization’s central resource. Having loyal employees willing to perform tasks beyond their job description helps increase performance of the organization. However, those kinds of attitudes and behaviors arise when members of the organization perceive compatibility with the organization. This is known as a person-organization fit. This study aims to verify the influence of person-organization fit towards organizational commitment and organizational citizenship behavior in a sample of members of students’ activity organizations from private university in Bandung, Indonesia. To collect the data, we distributed a questionnaire to 108 students who become members of the student activity organization. The results of the study show that there are relationships between person-organization fit toward organizational commitment with 34.9% and person-organization fit and organizational citizenship behavior (17.7%). Based on the result, we provide some managerial recommendations; for instance, student activity organizations should organize more events to build members fit to the organization.
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Deniz, Serkan, Mesut Cimen, and Seyit Kaya. "Determining Organizational Learning Capability: A Study in Private Health Care Organizations." International Journal of Research Foundation of Hospital and Healthcare Administration 5, no. 1 (2017): 1–7. http://dx.doi.org/10.5005/jp-journals-10035-1069.

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ABSTRACT Introduction Due to the fast-changing and developing business environment, knowledge has become a very important resource for organizations. However, reaching and obtaining knowledge is difficult, the level of organizational learning capability (OLC) perception within the organization is a key for this. This is also true for health organizations. If health care organizations can increase their OLC levels, they might achieve an increase in organizational performance, patient satisfaction, competitive advantage, and employee satisfaction. Objective In this study, it is aimed to determine the level of OLC perception of employees working in private health care organizations. It is also aimed to examine whether this perception level shows variance according to demographic differences. Materials and methods Research was done between January 2017 and March 2017 in private health care organizations operating in Turkey. The population of the study includes both administrative staff and health staff working in these organizations. Survey method was used to collect data, and 111 valid questionnaires were collected at the end of data collection period. Results and conclusion According to the findings, employees perceive their organizations’ OLC level positively both for general OLC and for OLC subdimensions. However, it is also concluded that this perception level could be increased as well. In order to achieve this, health care organizations are required to encourage their employees toward learning, investigating, communication, risk taking, and participation. How to cite this article Deniz S, Cimen M, Kaya S. Determining Organizational Learning Capability: A Study in Private Health Care Organizations. Int J Res Foundation Hosp Healthc Adm 2017;5(1):1-7.
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Rodriguez, Rocio, Göran Svensson, and David Eriksson. "Organizational positioning and planning of sustainability initiatives." International Journal of Public Sector Management 31, no. 7 (October 8, 2018): 755–74. http://dx.doi.org/10.1108/ijpsm-05-2017-0142.

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Purpose The purpose of this paper is to examine the logic and differentiators of organizational positioning and planning of sustainability initiatives between private and public organizations in the healthcare industry. Sustainability initiatives refer to organizations’ economic, social and environmental actions. Design/methodology/approach This study is based on an inductive approach judgmental sampling and in-depth interviews of executives at private and public hospitals in Spain have been used. Data were collected from the directors of communication at private hospitals, and from the executive in charge of corporate social responsibility in public hospitals. An empirical discourse analysis is used. Findings The positioning and planning of sustainability initiatives differs between private and public hospitals. The former consider sustainability as an option that is required mainly for social reasons, a bottom-up positioning and planning. It emerges merely spontaneously within the organization, while the sustainability initiatives in public hospitals are compulsory. They are imposed by the healthcare system within which the public hospital, operates and constitutes a top-down positioning and planning that is structured to accomplish set sustainability goals. Research limitations/implications A limitation of this study is that it is undertaken exclusively in Spanish organizations from one industry. This study differs from previous ones in terms of exploring the positioning and planning of the sustainability initiatives, which focus on the organizational logic of such sustainability initiatives. There are both common denominators and differentiators between private and public hospitals. Practical implications The logic of determining the positioning and planning of the sustainability initiatives is mainly about satisfying organizational needs and societal demands. Nowadays, organizations tend to engage in sustainability initiatives, so it is essential to understand the logic of how organizations position and plan such efforts. Originality/value This study investigates the path that follows sustainability initiatives in public and private organizations. It reports mainly differentiators between private and public organizations. It also contributes to explaining the organizational reasoning as to why companies make decisions about sustainability initiatives, an issue which has not been addressed sufficiently in existing theory studies.
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Flemming, Paul L. "Similarities and Differences between Public and Private Sector Leadership Strategies in the Caribbean: Empirical Findings on the Link between Leadership, Culture, and Performance." Business and Management Studies 2, no. 4 (September 29, 2016): 1. http://dx.doi.org/10.11114/bms.v2i4.1863.

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Conventional theory, which holds that there is a significant difference between leadership in the public and private sectors as leaders manage organizational culture to achieve strategic performance, has begun to be disputed by recent scholars in organizational behavior. The purpose of this study was to validate the views of organizational practitioners that private sector leaders are best suited to facilitate organizational efficiency by examining the link between leaders, culture, and employee performance. The Multifactor Leadership Questionnaire (MLQ) was distributed to middle managers (N=200) who worked in public and private sector organizations across the United States Virgin Islands to examine how the leaders used organizational culture to improve their organizations’ performances. The study found that leadership practices in both sectors have significant effects on performance. While the hierarchy culture was dominant in government agencies dictating effectiveness is the adherence to strict rules and regulations, the criteria of effectiveness most prominent in the private sector was market culture evident in the achieving of goals, outpacing the competition, increasing market share, and acquiring premium levels of financial returns. These findings suggest that, contrary to conventional theory, those leaders with the greatest organizational success are not restricted only to the private sector; but they are also evident in the public sector. This study concluded that leadership in both the public and the private sectors can induce a significant level of performance when strategies are aligned with organization’s culture and objectives as these organizations developed, grow, and mature.
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Dissertations / Theses on the topic "Private organizations"

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Lurie, Carol Ann. "Private voluntary organizations : the participation paradox." Thesis, Massachusetts Institute of Technology, 1986. http://hdl.handle.net/1721.1/75977.

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Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1986.
MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH
Bibliography: leaves 75-82.
by Carol Ann Lurie.
M.C.P.
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Rudnick, Torben, Anna Velly, and Victor Corlay. "Crowdsourcing's Impacts on Private Organizations' Strategic Capabilities." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-43749.

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The following Bachelor’s thesis explores the different uses of crowdsourcing by private organisations and analyses them internally, in terms of strategic capabilities. The purpose of this Bachelor’s thesis is to show the reader the different internal strategic issues resulting from the use of crowdsourcing by private organisations. The authors focused namely on crowd creation, crowdfunding and crowd voting through three private organisations using one of these types respectively in their business processes. The qualitative research was conducted through a multiple case study design and through interviews for the primary data collection. The results from the research varied from case to case. Firstly, the Ricola case has shown that crowd creation can especially have impacts on its physical strategic capabilities. Secondly, La Biscuiterie Jeannette’s case has indicated that crowdfunding strongly impacts its financial strategic capabilities. Thirdly, the case of Schneider has enabled to highlight on the one hand the growing importance of crowd voting and on the other hand that crowd voting had no major impacts on its strategic capabilities, yet. Finally, this research intended to give inspiration to other researchers into the field of crowdsourcing and its three subtypes. Therefore, this thesis can be a basis for further researches in this field.
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Boldin, Felita Nanette Clark Cal. "The growth of private voluntary organizations 1968-2004." Auburn, Ala., 2006. http://repo.lib.auburn.edu/2006%20Fall/Dissertations/BOLDIN_FELITA_24.pdf.

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Livingston, Brendan. "Interactions Between Public and Private Poverty Relief Organizations." Diss., The University of Arizona, 2011. http://hdl.handle.net/10150/202731.

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The fight against poverty in the United States has existed since the inception of the country. Each successive generation has had their own unique view on the causes of poverty and the use of institutions to suppress it. This dissertation focuses on institutions helping the poor during the Progressive Era from 1900 to 1930. During this time period poverty relief fundamentally evolved from private charities providing the bulk of relief efforts to government agencies becoming the more important source of aid.Research into poverty relief for this time period has been deficient mostly from a lack of quality data. To further the literature, I have created a unique data set that provides information about both governmental and private relief efforts throughout the era. The first chapter of the dissertation focuses on quantitatively and qualitatively documenting the evolution of institutions from 1900 to 1930 in Massachusetts. Particular emphasis is on how the public's changing attitudes towards the poor altered the institutions used to provide relief. The second chapter studies the effects of government spending on private spending. I highlight how nonprofit managers' behavior would lead them to reduce spending when the government became the first avenue of support for the poor. The third chapter tests assumptions made in the second chapter about nonprofit managerial behavior. Unfortunately, data from 1900 to 1930 does not have the quality to answer these questions. Therefore, I use a similar data set from 1998 to 2003 to test how nonprofit managers adjust their spending, program service revenue, and savings to the business cycle.
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Colon-Mollfulleda, Wanda I. "Public Issues or Private Concerns: Assessing the Impact of Charitable Choice on Private Donations to Faith-based Organizations." University of Akron / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=akron1208784329.

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Al-Esmael, Bader Abdullh. "A comparative investigation of organizational commitment in government, public, and private organizations in Qatar." Thesis, University of Hull, 2007. http://hydra.hull.ac.uk/resources/hull:12388.

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The purpose of this study was to investigate the antecedents and consequences of commitment in the developing nation of Qatar. Specifically, the influence of personal variables, job characteristics, organizational characteristics, and facets of job satisfaction of employees were investigated in relation to affective, continuance, and normative commitment. A survey questionnaire was used to collect data from a random sample of 780 employees from government, public, and private sector companies and completed questionnaires were received from 544 employees representing a response rate of 69.7%. Research data were tested using Pearson's correlation, Analysis of variance, and T-Tests. Statistically significant relationships were found between affective/normative commitment and almost all of the personal characteristics. However, only two demographic variables were statistically related to continuance commitment. Results indicated that employees with a high level of education, who were male, married with dependents, with long tenure and contract employment, reported higher levels of commitment than others. Interestingly, non Qatari employees showed higher levels of commitment than Qatari employees. Relationships between job and organizational characteristics and components of organizational commitment were found to be significant, although the relationships were only weak to moderate. Generally, the results indicated that the lack of equity, inefficient personal growth, lack of job security, lack of autonomy, lack of task identity, and insufficient feedback on performance were stated as possible reasons for low commitment in this study. Relationships were also found between job satisfaction variables and affective and normative commitment. However, relationships between continuance commitment and job satisfaction variables were weak. Regarding consequences of OC, the research found that increasing organizational commitment among employees led to lower turnover intentions and more acceptance of organizational changes.
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Izevbigie, Scotty O. "Cultural Integration in Newly Formed Public-Private Partnership Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6336.

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The Florida Department of Transportation (FDOT) formed public-private partnerships (PPPs) with local and international private companies during the construction of the Port of Miami Tunnel (POMT) project. These PPPs had employees from different cultural backgrounds who brought new cultures, ideas, innovation, and experiences to their PPPs. The limited PPP literature did indicate that different cultures should be properly integrated to avoid challenges and conflicts in the new organization. If not properly managed and integrated, cultural conflict can create communication problems, increased employee dissatisfaction, higher turnover, and poor employee performance. Using Risberg's communication theoretical foundation, the purpose of this phenomenological study was to explore the lived experiences of PPP employees to see how their intercultural communication facilitated cultural integration. Data were generated through semi-structured, open-ended interviews with 11 employees of the PPPs formed with FDOT during the POMT project. Data were coded and analyzed using a thematic analaysis procedure. Findings were that cultural aspects like social interaction, comfort in interacting with people from different cultures, empathy, respect for others, knowledge about other cultures, open-mindedness, and managerial support helped in facilitating cultural integration in the respective PPPs. Positive social change implications may include the improvement of PPP efficiency and efficacy with: greater leadership awareness of the challenges and opportunities of diversity; new policies and management strategies that take advantage of different cultural contributions; and, policies that encourage cultural competency and sensitivity.
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Janus, Katharina. "Managing health care in private organizations : transaction costs, cooperation and modes of organization in the value chain /." Frankfurt am Main [u.a.] : Lang, 2003. http://www.gbv.de/dms/zbw/371113903.pdf.

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Mohammed, Kamal, and Nana Afua Boamah Gyimah. "CROSS-SECTOR PARTNERSHIP : COLLABORATION BETWEEN HUMANITARIAN ORGANIZATIONS AND THE PRIVATE SECTOR." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Marketing and Logistics, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-15578.

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Disasters can occur anywhere in the world and when they do, human lives as well as infrastructure are affected in diverse ways. The impact of disasters usually warrant an immediate response from aid agencies because human lives are at stake and that is where humanitarian logistics comes into play. Humanitarian organizations involved in relief efforts have an enormous task of responding to emergencies in a very swift manner and are constantly seeking for new and innovative ways to reach their beneficiaries with utmost satisfaction. One way of doing this is through collaboration and engaging in partnerships with private sector companies. Given the fact that humanitarian organizations and private sector companies operate in different sectors, such partnerships could be challenging yet beneficial in diverse ways. The purpose of this thesis was to analyze the cross-sector partnership between humanitarian organizations and the private sector. In order to achieve this aim, a frame of reference was developed with an operational partnership model and theory whislt examining and contrasting both humanitarian and business supply chains. Our methodology involved both primary and secondary data collection with empirical data collected from two private companies and one humanitarian organization. Data collected for the study were then analyzed in relation to the literature and models outlined in the frame of reference. The results of the study showed that the partnerships between the firms of the two sectors studied were philanthropic, long-term and mutually beneficial in diverse ways. Whilst the private companies benefit through improvements in Corporate Social Responsibility, creating public awareness of their corporate image, and brand among other benefits by engaging in the partnership, humanitarian organizations on the other hand, partner with companies which fit their expressed needs and gain benefits in both monetary and non-monetary terms. Moreover, knowledge transfer through the sharing of skills, experiences, resources and expertise are also very important elements which add to the benefits gained by both partners. In addition, the findings obtained from the respondents of the study demonstrated that trust, personal connection, regular communication and working together are very important elements which can be considered as critical success factors which sustain partnerships.
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Wilsker, Amanda Lori. "The Determinants of Private Contributions and Government Grants to Nonprofit Organizations." Digital Archive @ GSU, 2011. http://digitalarchive.gsu.edu/econ_diss/76.

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The nonprofit sector is becoming increasingly important to the U.S. economy both as an employer and service provider. Although most of the sector’s revenues are earned, the ability of the nonprofit sector to generate significant levels of unearned income in the form of grants and contributions reinforces the sector’s uniqueness. This dissertation uses the NCCS-Guidestar data to address questions pertaining to the determinants of nonprofits’ contributions and government grants. Each of the essays’ findings is discussed briefly below. The first chapter examines the relationship between an organization’s finances and the level of government grants received. Because organizations choose to apply for government grants, a Heckman procedure is coupled with fixed effects to produce unbiased, within organization estimates. When controlling for the probability an organization receives grant funding, the average level of grants an organization receives generally increases with improvements in efficiency measures. In testing Brooks’ (2004) adjusted performance measure, the author finds that for many categories of nonprofit organizations, improvements in performance relative to community expectations increase grants for recipients, but better performance reduces the probability an organization receives any government grants. The second essay examines the determinants of direct support to organizations in four of the major categories, namely Arts, Education, Health, and Human Services, using instrumental and panel techniques. Unlike government grants, changes in price do not affect organizations’ expected contributions. When significant, government grants generally crowd out private donations while the effects of program service revenue vary by category and specification. The final essay examines the effects of nonprofit expenses and revenues on direct support for organizations in four small subcategories, Disaster Preparedness, International Aid, Environmental Conservation, and Performing Arts. The essay tests whether the impact of various revenue and expense variables on direct support changes around an unexpected event such as 9/11. Results suggest that the events of 9/11 had a greater moderating effect for categories losing funding compared to categories that received a windfall of contributions.
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Books on the topic "Private organizations"

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Diamond, Michael A., and Seth Allcorn. Private Selves in Public Organizations. New York: Palgrave Macmillan US, 2009. http://dx.doi.org/10.1057/9780230620094.

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Bozeman, Barry. All organizations are public: Bridgingpublic and private organizational theories. San Francisco: Jossey-Bass, 1987.

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All organizations are public: Bridging public and private organizational theories. San Francisco: Jossey-Bass, 1987.

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Seth, Allcorn, ed. Private selves in public organizations: The psychodynamics of organizational diagnosis and change. New York, NY: Palgrave Macmillan, 2009.

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Private voluntary organizations in Egypt: Islamic development, private initiative, and state control. Gainesville: University Press of Florida, 1994.

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Silverman, Michael G. Compliance Management for Public, Private, or Nonprofit Organizations. New York: McGraw-Hill, 2008.

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Taylor, Marilyn. Encouraging diversity: Voluntary & private organizations in community care. Aldershot, England: Arena, 1995.

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Paul, Bishop Keith, ed. Nevada law of corporations & business organizations. New York: Aspen Law & Business, 1997.

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Productivity measurement in organizations: Private firms and public agencies. New York: Pergamon Press, 1986.

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Maryland. Commission on Human Relations. Interim investigative report on discrimination by private membership organizations. [Baltimore, Md.] (20 E. Franklin St., Baltimore 21202-2274): The Commission, 1989.

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Book chapters on the topic "Private organizations"

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Gill, Emily R. "Private Voluntary Organizations." In Free Exercise of Religion in the Liberal Polity, 103–32. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-25037-9_4.

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Cendrowski, Harry, and James P. Martin. "Organizations as Humans." In Private Equity, Second Edition, 293–308. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119203391.ch15.

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Diamond, Michael A., and Seth Allcorn. "Organizations as Defective Containers." In Private Selves in Public Organizations, 93–105. New York: Palgrave Macmillan US, 2009. http://dx.doi.org/10.1057/9780230620094_6.

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Jarman, Holly, Luis F. Luna-Reyes, and Jing Zhang. "Public Value and Private Organizations." In Public Administration and Information Technology, 1–23. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-27823-0_1.

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Cleary, Christopher. "Public-Private Partnerships: Security Organizations." In Encyclopedia of Security and Emergency Management, 1–7. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-69891-5_228-1.

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Cleary, Christopher. "Public-Private Partnerships: Security Organizations." In Encyclopedia of Security and Emergency Management, 798–804. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-70488-3_228.

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Diamond, Michael A., and Seth Allcorn. "Introduction." In Private Selves in Public Organizations, 1–9. New York: Palgrave Macmillan US, 2009. http://dx.doi.org/10.1057/9780230620094_1.

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Diamond, Michael A., and Seth Allcorn. "Shared Emotions." In Private Selves in Public Organizations, 147–58. New York: Palgrave Macmillan US, 2009. http://dx.doi.org/10.1057/9780230620094_10.

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Diamond, Michael A., and Seth Allcorn. "Perversions of Democracy." In Private Selves in Public Organizations, 159–74. New York: Palgrave Macmillan US, 2009. http://dx.doi.org/10.1057/9780230620094_11.

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Diamond, Michael A., and Seth Allcorn. "Immersion and Diagnosis." In Private Selves in Public Organizations, 175–86. New York: Palgrave Macmillan US, 2009. http://dx.doi.org/10.1057/9780230620094_12.

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Conference papers on the topic "Private organizations"

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Rakićević, Zoran, Jovana Rakićević, and Bojan Balaž. "Examining Internal Environment for Corporate Entrepreneurship: Evidence from Serbian Public Sector." In Organizations at Innovation and Digital Transformation Roundabout. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.49.

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In today’s fast-changing, turbulent and highly competitive business environment, internal entrepreneurship, i.e. intrapreneurship is seen as an instrument for established organizations to provide a fast response to new business challenges and opportunities. It is especially demanding and challenging to encourage intrapreneurship in the public sector organizations where, compared to the private sector, there is a much greater diversity of objectives to be fulfilled, as well as a greater conflict between profit and social responsibility; less flexibility in the decision-making process; and where financial incentives for improvements are much smaller. This paper examines the level of internal environment development for internal entrepreneurship in the public sector of the Republic of Serbia, as well as the differences in the tendency towards internal entrepreneurship among three categories of public organizational systems (public institutions, public administration, and public enterprises). For this purpose, Corporate Entrepreneurship Assessment Instrument (CEAI) developed by Kuratko, Hornsby, and Covin (2014) is used as a research tool developed for diagnosing organization’s internal environment for entrepreneurship through five dimensions: top management support, work discretion/autonomy, rewards/reinforcement, time availability, and organizational boundaries. The Survey sample covers 126 employees from Serbian public sector organizations.
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Rauscher, Richard, and Raj Acharya. "Performance of Private Clouds in Health Care Organizations." In 2013 IEEE 5th International Conference on Cloud Computing Technology and Science (CloudCom). IEEE, 2013. http://dx.doi.org/10.1109/cloudcom.2013.113.

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Ruta, Cristian, Mihai Carabas, Razvan Rughinis, and Nicolae Tapus. "TEMPO: Traffic engineering and management in private organizations." In 2014 Joint Networking in Education and Research Conference (RoEduNet/RENAM). IEEE, 2014. http://dx.doi.org/10.1109/roedunet-renam.2014.6955307.

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Katic, Petra, and Dina Vasic. "The Role of Venture Capital and Private Equity in the Entrepreneurial Finance Ecosystem." In Organizations at Innovation and Digital Transformation Roundabout: Conference Proceedings. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.26.

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This paper researches the role of venture capital and private equity in the entrepreneurial ecosystem by reviewing the literature within that domain. The existing literature, studies and other literature reviews are included in this paper to learn if there is a progress in the field and to collect the most critical data regarding venture capital and private equity in entrepreneurial finance. An analysis is limited to scholarly journal articles and reviews published during the last five years (2014 – 2019) and available within the ISI Web of Science database. To detect current themes in the field, we performed a bibliometric analysis of entrepreneurial equity financing research. By dividing the literature into four clusters that are presenting the main findings within the area, this study provides a better understanding of venture capital and other sources of entrepreneurial funding. The results of this study indicate that the essential benefit that venture capitalists offer to entrepreneurs after financing consists of their involvement, monitoring and advising. This paper highlights the main points that can assist entrepreneurs in understanding the role of venture capital better.
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Krein, Jonathan L., Patrick Wagstrom, Stanley M. Sutton, Clay Williams, and Charles D. Knutson. "The problem of private information in large software organizations." In Proceeding of the 2nd workshop. New York, New York, USA: ACM Press, 2011. http://dx.doi.org/10.1145/1987875.1987913.

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Petkovšek, Veronika, and Primož Pevcin. "The Change in Ownership Structure of Local Public Utilities Providers: the Case of Water and Wastewater Management in Slovenia." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.51.

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The paper analyses the effect of Public Private Partnership Act on the ownership structure of local public utilities’ providers in Slovenia. The Act affected the legal status of public enterprises, where solely public ownership was prescribed, and therefore demanded the reorganization of existing public enterprises. The paper aims to evaluate the reorganization of the existing public enterprises, the motives of reorganization and the advantages and disadvantages of the reorganization under the new legislation. The paper presents results based on the primary data collection through a detailed on-line questionnaire sent to the Slovenian local public utilities’ providers in the area of water and wastewater management, in the period from 2018 till 2020. The collected data is used in the comparative analysis which gives evidence about the final outcomes of the reorganization process. It is evident that policy proposal contributed to the increased public ownership in local public utilities provision.
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Maeno, Y., M. Kawato, S. Nishimura, F. Machida, and T. Kamachi. "Polimatica: abstraction for customizable private virtual organizations in global grids." In Proceedings. IEEE International Conference on Web Services, 2004. IEEE, 2004. http://dx.doi.org/10.1109/icws.2004.1314797.

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Hawi, Tariq Al, Imad Alsyouf, and Mickael Gardoni. "Innovation Models for Public and Private Organizations: A Literature Review." In 2018 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2018. http://dx.doi.org/10.1109/ieem.2018.8607562.

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Sekulić, Momčilo, Ana Matović, and Djorde Milošević. "Money Laundering and Virtual Financial Resources." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.65.

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Money laundering is a complex phenomenon that represents the direct impact of organized criminal groups on legal financial flows. As a particularly dangerous dimension of illegal activities, the author emphasizes the possibility of masking them through the investment of illegally acquired funds in legal public or private affairs. The author analyzes the structure of this illegal activity, showing its adaptation to modern communication conditions, which is why he notices the importance of evolving this illegal phenomenon in the online environment. The predominant part of this paper is dedicated to the introduction of numerous ways of placing criminal profit in the regular monetary market through the information and communication benefits of the Internet. In his research, the author does not stay within the framework of the visible part of the web. His special attention is focused on the high-tech circumstances and communication capacities of the dark web, in order to emphasize the inexhaustible possibilities of hiding, "laundering" and further placing "laundered" money that originates from criminal activities.
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Setti, Stefano. "Learning from Ecology: a Systemic Skill Management Approach for the Innovation Economy." In Organizations at Innovation and Digital Transformation Roundabout. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.59.

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«Digital and non-cognitive skills are becoming increasingly necessary to seize emerging job opportunities». In the Industry 4.0 era, that can conveniently be redefined in a broader approach as Innovation Economy, beside the technological issues the international community has recognized that People and Processes must be developed as well. Artificial Intelligence is quite mature - not banished anymore in research laboratories, but embedded in most application used from billions of people - and more and more jobs will be completely transformed by automation. So the skill management challange is becoming even more crucial and cannot be faced at a private/local level anymore: an ecosystemic approach is needed. Ecology metaphores and lessons are easy to understand and to apply to other knowledge areas, that's why we can try to derive a new paradigm from that to draw a new skill management systemic approach.
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Reports on the topic "Private organizations"

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DEPARTMENT OF THE ARMY WASHINGTON DC. Installations: Private Organizations on Department of the Army Installations. Fort Belvoir, VA: Defense Technical Information Center, October 2001. http://dx.doi.org/10.21236/ada402413.

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McCleary, Rachel, and Robert Barro. U.S.-Based Private Voluntary Organizations: Religious and Secular PVOs Engaged in International Relief & Development. Cambridge, MA: National Bureau of Economic Research, May 2006. http://dx.doi.org/10.3386/w12238.

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Bridges, Todd, E. Bourne, Burton Suedel, Emily Moynihan, and Jeff King. Engineering With Nature : An Atlas, Volume 2. Engineer Research and Development Center (U.S.), March 2021. http://dx.doi.org/10.21079/11681/40124.

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Engineering With Nature: An Atlas, Volume 2 showcases EWN principles and practices "in action" through 62 projects from around the world. These exemplary projects demonstrate what it means to partner with nature to deliver engineering solutions with triple-win benefits. The collection of projects included were developed and constructed by a large number of government, private sector, non-governmental organizations, and other organizations. Through the use of photographs and narrative descriptions, the EWN Atlas was developed to inspire interested readers and practitioners with the potential to engineer with nature.
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Vera, Cesar Allan, Ma Lourdes Brusola-Vera, Maria Rosario Felizco, and Janice Ian Manlutac. Local Humanitarian Leadership: The View from Local Actors. Oxfam, May 2021. http://dx.doi.org/10.21201/2021.7574.

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The global call for localization and locally led emergency response acknowledges the reality that the humanitarian system is currently organized around international actors. More than the limited access to direct funding, the core issue is the power imbalance between local and international actors. In the Philippines, national and local networks of humanitarian, faith-based, developmental organizations and private sector foundations have been conducting and leading small- and large-scale disaster responses for decades. However, the discourse and struggle for localization have grown in recent years due to the prominence and dominance of international humanitarian actors, especially during large-scale emergencies. Oxfam is one of several international organizations that have signed up to the Grand Bargain, Charter for Change and other agreements that push for localization, and Oxfam in the Philippines has embraced the local humanitarian leadership (LHL) approach holistically.
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Gurung, M. B., Uma Pratap, N. C. T. D. Shrestha, H. K. Sharma, N. Islam, and N. B. Tamang. Beekeeping Training for Farmers in Afghanistan: Resource Manual for Trainers [in Urdu]. International Centre for Integrated Mountain Development (ICIMOD), 2012. http://dx.doi.org/10.53055/icimod.564.

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Beekeeping contributes to rural development by supporting agricultural production through pollination and by providing honey, wax, and other products for home use and sale. It offers a good way for resource-poor farmers in the Hindu Kush Himalayas to obtain income, as it requires only a small start-up investment, can be carried out in a small space close to the home, and generally yields profits within a year of operation. A modern approach to bee management, using frame hives and focusing on high quality, will help farmers benefit most fully from beekeeping. This manual is designed to help provide beekeepers with the up-to-date training they need. It presents an inclusive curriculum developed through ICIMOD’s work with partner organizations in Bangladesh, Bhutan, India, and Nepal, supported by the Austrian Development Agency. A wide range of stakeholders – trainers, trainees, government and non-governmental organizations (NGOs), associations and federations, and private entrepreneurs – were engaged in the identification of curriculum needs and in development and testing of the curriculum. The manual covers the full range of beekeeping-related topics, including the use of bees for crop pollination; production of honey, wax and other hive products; honey quality standards; and using value chain and market management to increase beekeepers’ benefits. It also includes emerging issues and innovations regarding such subjects as indigenous honeybees, gender and equity, integrated pest management, and bee-related policy. The focus is on participatory hands-on training, with clear explanations in simple language and many illustrations. The manual provides a basic resource for trainers and field extension workers in government and NGOs, universities, vocational training institutes, and private sector organizations, and for local trainers in beekeeping groups, beekeeping resource centres, cooperatives, and associations, for use in training Himalayan farmers. Individual ICIMOD regional member countries are planning local language editions adapted for their countries’ specific conditions.
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Foreit, James R. FRONTIERS capacity building: An overview. Population Council, 2002. http://dx.doi.org/10.31899/rh2002.1005.

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The Population Council’s Frontiers in Reproductive Health Program is a cooperative agreement with USAID to improve family planning and reproductive health service delivery through operations research (OR). Frontiers builds on more than 20 years of research to improve family planning service delivery programs. A major goal of Frontiers is to transfer skills in OR so that public and private agencies in developing countries can conduct OR and apply research findings to reproductive health programs and policies. OR addresses problems in operational effectiveness, access, quality, and efficiency by investigating facets of programs that managers can control and change. As concluded in this overview report, Frontiers seeks to institutionalize capacity building by increasing the number of service delivery organizations that use OR and increasing the number of research organizations capable of conducting and teaching OR. Investment in capacity building will ensure that OR will make a continuing, significant contribution to reproductive health and family planning programs and policies.
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Kelly, Luke. Characteristics of Global Health Diplomacy. Institute of Development Studies (IDS), June 2021. http://dx.doi.org/10.19088/k4d.2021.09.

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This rapid review focuses on Global Health Diplomacy and defines it as a method of interaction between the different stakeholders of the public health sector in a bid to promote representation, cooperation, promotion of the right to health and improvement of health systems for vulnerable populations on a global scale. It is the link between health and international relations. GHD has various actors including states, intergovernmental organizations, private companies, public-private partnerships and non-governmental organizations. Foreign policies can be integrated into national health in various ways i.e., designing institutions to govern practices regarding health diplomacy (i.e., health and foreign affairs ministries), creating and promoting norms and ideas that support foreign policy integration and promoting policies that deal with specific issues affecting the different actors in the GHD arena to encourage states to integrate them into their national health strategies. GHD is classified into core diplomacy – where there are bilateral and multilateral negotiations which may lead to binding agreements, multistakeholder diplomacy – where there are multilateral and bilateral negotiations which do not lead to binding agreements and informal diplomacy – which are interactions between other actors in the public health sector i.e., NGOs and Intergovernmental Organizations. The US National Security Strategy of 2010 highlighted the matters to be considered while drafting a health strategy as: the prevalence of the disease, the potential of the state to treat the disease and the value of affected areas. The UK Government Strategy found the drivers of health strategies to be self-interest (protecting security and economic interests of the state), enhancing the UK’s reputation, and focusing on global health to help others. The report views health diplomacy as a field which requires expertise from different disciplines, especially in the field of foreign policy and public health. The lack of diplomatic expertise and health expertise have been cited as barriers to integrating health into foreign policies. States and other actors should collaborate to promote the right to health globally.
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Todorov, Kenneth E. 2010 Staff Organization for Optimum C2: A Private Sector Analysis. Fort Belvoir, VA: Defense Technical Information Center, February 1998. http://dx.doi.org/10.21236/ada349127.

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Arisi, Diego, Alix Cortés, and Delic Diego. Open configuration options Knowledge for Results and the Efficiency of Public Agencies in Colombia. Inter-American Development Bank, March 2022. http://dx.doi.org/10.18235/0004062.

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This paper documents the effects of an intervention on knowledge sharing, in which information embedded in efficient private organizations is used to improve bureaucratic procedures of public agencies. In particular, it analyzes the impact of the Knowledge for Results (K4R) program on the efficiency of public agencies in Colombia. The findings of the study indicate that K4R is associated with a statistically significant improvement in operational efficiency. The paper presents two examples of K4R. In the first example, K4R reduced the time that local ombudsman offices need to deal with incoming petitions from citizens. In the second example, K4R reduced the time that oncology patients spend in an emergency clinic until they are discharged from the hospital. These time reductions are quantitatively relevant and imply efficiency gains of between 25 and 40 percent relative to pre-program levels.
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Ross, Ronald S. Assessing Security and Privacy Controls in Federal Information Systems and Organizations:. National Institute of Standards and Technology, December 2014. http://dx.doi.org/10.6028/nist.sp.800-53ar4.

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