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1
Apelt, Christina L. "Organisational change in public organisations." Thesis, Queensland University of Technology, 2014. https://eprints.qut.edu.au/73086/2/Christina_Apelt_Thesis.pdf.
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This research applies a multidimensional model of publicness to the analysis of organisational change and in so doing enriches understanding of the public nature of organisations and how public characteristics facilitate change. Much of the prior literature describes public organisations as bureaucratic, with characteristics that are resistant to change, hierarchical structures that impede information flow, goals that are imposed and scrutinised by political authority and red tape that constrains decision-making. This dissertation instead reports a more complex picture and explains how public characteristics can also work in ways that enable organisational change.
2
Ali, Sabah Hamid. "Factors affecting organisational development in Iraqi public sector organisations." Thesis, Lancaster University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.329626.
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This thesis considers the question of organisational development in Iraq and the role that senior public managers in the public sector of the economy in that country may have in the process. The argument begins with a consideration of the history of the country with special reference to the factors contributing to political instability, economic backwardness and the emergence of state planning of the economy. An understanding of the role of management in public sector organisations and the importance of organisation itself is developed through a consideration of scholarly work concerned with development and the character of organisation. This part of the thesis, which is primarily concerned with theoretical issues, culminates in a critique of contingency theory both as it has been developed by theorists and ex-patriate Arab scholars studying various middle-eastern countries. The conclusion of this consideration of contingency theory is the suggestion that, suitably amended, it can be used as the basis for research into organisational development in countries such as Iraq. In essence the amendments necessary are: to alter the concept of the environment so that it can take into account that in planned economies the most important influence on public sector organisations are the institutions of the state; and to adopt a more adequate definition of the culture and its impact on organisational forms. In the last part of the thesis the findings from an empirical survey of Senior managers in the Iraqi public sector are reported. As a result of this survey a good deal of information concerning the characteristics of Iraqi managers is discussed. The survey covers both factual details of the characteristics of Iraqi managers and also detailed information concerning their attitudes. On both these subjects there has been a negligible quantity of information available hitherto. In a final chapter which considers the survey results, an attempt is made to assess the extent to which subsamples of managers have different values and dispositionsand so might be thought more or less likely to bring about development through the active pursuit of policies designed to induce organisational change. In this way the empirical survey is directly related to the earlier historical and theoretical sections of the thesis
3
Vo, Hong Nga, and vohongnga@hotmail com. "Nexus between organisational culture and IT implementation in Vietnamese organisations : a doctoral thesis." Swinburne University of Technology. Australian Graduate School of Entrepreneurship, 2005. http://adt.lib.swin.edu.au./public/adt-VSWT20060605.150040.
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In Vietnam, together with the renovation program known as Doi moi, promulgation of resolution 49/CP in 1993 and subsequently of directive 58 CT/TW in 2000 provided the incentive and resolve to use Information Technology (IT) as a driver of economic development and social advancement. Thus, IT was designated a national strategic priority. However, despite the Government�s efforts to implement IT, uptake and use of IT in organisations have been embryonic. Existing studies implied IT implementation in Vietnamese organisations to have been influenced in part by organisational culture factors traceable to the national culture. In light of these findings, the present study focuses on the relationships between organisational culture and IT implementation in Vietnamese organisations. Nine objectives were set for the study. The related research questions were focused on identifying the most common features of organisational culture in Vietnam, how respondents� and organisational characteristics were associated with organisational culture, the general level of IT implementation success in organisations, how respondents� and organisational characteristics were associated with IT implementation, and the nature of the relationship between a Vietnamese organisation�s culture and effectiveness of its IT implementation. In pursuing quantitative research methodology, a questionnaire was developed and subjected to a focus group scrutiny at the preliminary stage and then again prior to implementation to confirm the questionnaire�s suitability and applicability. Data, from 328 returned questionnaires, and the findings of the subsequent analyses were validated via semi-structured interviews and a panel of experts. To address the research questions, the data were subjected to a battery of statistical analysis tools, including descriptive, correlation, association, analyses of variance and factor analysis. The findings were then interpreted and the panel of experts used to confirm and better understand the findings and to offer extra insights. The majority of the organisations surveyed were characterised by the 'Elephant' organisational culture (OC) style that had elements of order, uniformity, rules and regulations and emphasis on stability. Most of these organisations were state-owned enterprises located in northern Vietnam. In number, these were followed by the �Tiger� OC organisations, comprising mainly private and foreign-owned organisations, especially those located in Ho Chi Minh City. These �Tiger� organisations stressed their operational efficiency, and externally positioned themselves toward winning competitive advantage and achieving market superiority. �Rabbit� characteristics, such as flexibility, creativity and innovation did not surface often within Vietnamese organisations. Most organisations surveyed claimed to enjoy a rather high level of IT implementation benefits, especially those relating to internal-focused aspects such as �Faster response time�, �Better communication & networking�, and �Higher quality of performance�. Finance related benefits of IT implementation were at the lowest level. Private and foreign-owned organisations had the highest level of both IT investment payoff and IT implementation benefits while state-owned organisations had the lowest on both measures. State-owned organisations also reported the most problems with IT implementation the most frequently, while foreign-owned organisations least often faced such problems. Exploration of the association between OC and IT implementation showed that 'Elephants� were significantly associated with lower levels of successful IT implementation, while �Tiger� organisations followed by �Rabbit� were significantly associated with higher levels of success. �Production-oriented� organisations indicated higher levels of IT investment payoff than �People-oriented� ones. Organisations with �entrepreneurial� characterisation were found to have high levels of IT implementation success. In light of the findings and their implications, recommendations were made for government, industry, business and research organisations. The recommendations are designed to foster improved uptake and use of IT in Vietnamese organisations through the process of 'Organisational Doi moi' (organisational renewal) as well as to enlarge the research base on socio-cultural aspects of IT to buttress such efforts.
4
Mullen, Nadia, and n/a. "Maintenance of interventions in organisations." University of Otago. Department of Psychology, 2007. http://adt.otago.ac.nz./public/adt-NZDU20071015.160435.
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Many successful interventions are not maintained after researchers leave an organisation at the conclusion of a study. This research was conducted to assess the magnitude of this problem and determine which variables affect intervention maintenance. Maintenance was examined in a review and analysis of 125 applicable studies published in the Journal of Organizational Behavior Management from 1977 - 1999. Where necessary, authors of studies were contacted to determine the maintenance status of their intervention. The analysis found the extent of this problem in published studies is substantial. Intervention maintenance was necessary to maintain the intervention�s effects in two thirds of studies with successful interventions. Of all studies where maintenance was necessary, approximately 40% failed to maintain the intervention. The maintenance procedures derived from the literature, researchers in the field, and journal analysis included planning for a wide range of positive outcomes, designing the intervention to be long-term, and communicating the benefits of the intervention to the organisation. For this thesis, three studies were conducted to examine the effectiveness of these maintenance procedures. The first two studies partially replicated studies where the interventions had been successful but not maintained, with the inclusion of maintenance procedures. Intervention maintenance occurred in a university cafeteria in Study 1, and in one of three supermarkets in Study 2. Study 3 improved on the design and procedure of Study 2, including a manipulation of the maintenance procedures. During intervention in the control supermarket, signs designed to increase customer donations to the supermarket foodbank bin were placed on shelves near discounted items. In the experimental supermarket, both maintenance procedures and signs were used. During 6 weeks of follow-up, the signs were maintained in both supermarkets. The researcher then ceased regular observations, returning only for 1 month, 2 month, and 1 year follow-ups. After researcher presence was withdrawn, maintenance of the signs continued only in the experimental supermarket. This study demonstrates that the maintenance procedures were effective, and necessary, for long-term maintenance to occur after the researcher left the organisation. It was concluded that the maintenance procedures were effective for encouraging intervention maintenance, and recommended that researchers incorporate the procedures into their studies when maintenance is desirable.
5
Phookpan, Pantharak. "An analysis of organisational culture of integrated public organisations : the case of Thailand." Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/an-analysis-of-organisational-culture-of-integrated-public-organisations-the-case-of-thailand(645829e4-8770-4789-b986-9b4165218294).html.
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The theme of the re-aggregation of public organisations has been embraced in the recent public sector reforms of some developed countries such as the UK. The re-aggregation of public organisations may benefit the government in terms of focusing its interests on policy coordination. This is an alternative way of reforming the public sector in order to increase greater outcomes and the performance of public organisations with regard to the achievement of particular policy goals. The reform inevitably affects the targeted public organisations in both tangible and intangible ways. Since organisational culture is an important issue that can affect organisational outcomes and performance, including the achievement of policy goals, the research aims to analyse how organisational cultures have been changed following the integration of Thai public organisations. In this respect, the researchers used an integrated model of Competing Values Framework and human paradox theory to assess cultural changes of integrated public organisations.The research was based on quantitative and qualitative data gathered in field research conducted in Thailand’s four integrated public organisations. It was found that, overall, organisational cultures were altered following the organisational integration. Public employees perceived that the hierarchy culture hardly changed following a reform. However, the clan value has largely reduced, while market and adhocracy values have increased rather significantly within the new organisations. In terms of clan value, the research found that the reduction was a result of power struggles between groups of people who came from different organisational backgrounds. Power-struggling between clans could lead to lower team cooperation, a lack of trust and diminished loyalty to organisations. Public officials also perceived that a significant development of market and adhocracy cultures in organisations could be a result of external forces, as well as the integration reform. With regard to these changes, the development of market values was inimical to human relations within integrated organisations. Together with the existence of a patronage system in the Thai public organisations, leadership also contributed to a paradox of competition and cooperation where members of a dominant clan could be favoured over the others. People who came from minor cultures might feel a disadvantage from being part of the minority and then give minimal cooperation to the integrated organisation. In this respect, teamwork and organisational cohesion could be difficult to build if the tension is unbalanced. It can be concluded that the cultural model of the organisations studied changed and seemed to be more balanced than was previously found. The integration of organisations also has a great influence on cultures and paradoxes in organisations. The dissertation hopes to contribute to the existing literature, with regard to the application of a Competing Values Framework and human paradox theory to the underexplored context of integration reform in the public sector. Findings from the use of this instrument can offer a fresh point of view towards the reality of organisational integration reforms, especially for academics, Thai reformers and public employees themselves.
6
Leivesley, Robert, and n/a. "Images of technology in organisation and society contexts." University of Canberra. Management, 1990. http://erl.canberra.edu.au./public/adt-AUC20060817.100531.
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An original project for a taxonomy of organisation-technology became over time
an exploration of some of the meanings and contexts of technology. The
exploration began with the critique of selected instances of landmark
theorising and empirical research on the technology concept.
The critique raised issues in epistemology and methodology which caused this
writer to address the philosophy of the social sciences and the philosophy of
technology at certain points: the question of technological determinism;
language and metaphor; ideology; construct validity. Chapters One and Two
of this thesis reflect the quest for connections in meta-theory, as the
remaining chapters reflect the quest for meanings and contexts of technology
in organisation and society.
The case studies of landmark theory and research on technology led into more
of a generic enquiry into the nature and claims of a contingency theory of
organisation and management. An analysis of landmark cases and of contingency
theory suggested that a formalist or empiricist approach to technology and
organisation had produced no clear conceptualisation of technology, nor of any
other contextual or performance factors. No panacea for organisation-design
has emerged from this quarter.
A rather broader arena of the division and re-combination of labour was then
approached. Analysis suggested that technology and the division of labour are
not mere surrogates of managerial control but arenas continually contested by
organisation and society participants. They are not givens with resident
characteristics to be read out but occasions of choice ongoingly negotiated.
Whereas the thesis began with notions of a static and cognitivist taxonomy it
developed into a study of certain images of technology, with the valencies of
technology deriving from its various contexts of meanings and matrices of
values. The thesis concludes with the view that formalism of much
contemporary organisation-theory needs to be amplified by a broadly
phenomenological understanding.
7
Nfuka, Edephonce Ngemera. "IT governance in Tanzanian public sector organisations." Doctoral thesis, Stockholms universitet, Institutionen för data- och systemvetenskap, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-70412.
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In many public sector organisations, the use of Information Technology (IT) has become important for sustaining and extending public service delivery. This has caused there to be a critical dependency on IT, which calls for a specific focus on effective IT governance. Accordingly, the success factors for effective IT governance must be determined and adhered to if an organisation wishes to increase the contribution of IT towards achieving its objectives. Much research has been carried out on IT governance effectiveness and the necessary success factors, but not with a focus on organisations from a developing country such as Tanzania. The context in these organisations is characterised by IT resources, knowledge and culture constraints as well as by an increasing level of IT investment and applications. In this research, we analyse how IT governance practices are implemented in Tanzanian public sector organisations (TaPSOs) and benchmark their levels of maturity. Furthermore, we analyse and identify the critical success factors (CSFs) that contribute to effective IT governance in TaPSOs. Subsequently, we analyse the effects of these CSFs on IT governance performance and develop and evaluate a CSFs framework for implementing effective IT governance in TaPSOs. We find weak IT governance practices, especially in terms of processes. This was also pointed out by the lower level of IT governance maturity in TaPSOs in contrast to public sector organisations in developed countries. Furthermore, we find that the identified CSFs have a significant effect on IT governance performance in TaPSOs. In addition, the designed CSFs framework is found to be important for providing guidelines to be used by IT and business management personnel for implementing effective IT governance. This CSFs framework for implementing effective IT governance in TaPSOs consists of the IT governance focus areas, CSFs, activities, roles, IT resources and environment in which it should be implemented. In contrast to existing frameworks from the research literature, the designed CSFs framework offers a holistic view by focusing on the five IT governance focus areas.
8
BOGE, ANNE. "Gestion innovante des organisations de service public." Lyon 2, 1992. http://www.theses.fr/1992LYO22002.
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L"evolution de l'environnement externe est telle qu'il est de plus en plus incompatible avec les pratiques et les methodes de management en vigueur dans les organisations de service public. Il existe deux types d'incompatibilite, manifestation d'une double crise de legitimite des organisations de service public : - une crise de legitime externe mesuree par l'indicateur "qualite cout" des services rendus ou des produits offerts. - une crise de legitimite interne mesuree par l'indicateur "qualite cout de la vie au travail du fonctionnaire. La solution a la crise de legitimite externe des organisations de service public se trouve dans la remise en cause du management actuellement en vigueur. Le defi est celui du passage d'un mode de management bureaucratique et autoritaire, statique et rigide, a un mode de management plus participatif, dynamic et flexible, fonde sur la ressource humaine ou le potentiel humain. Cette these propose le management socio-economique comme noyau dur du management public dans la mesure ou ses caracteristiques (principes, methodes, outils et langage) repondent aux principales preoccupations et aux objectifs des organisations de service public : responsabilite des fonctionnaires, autonomie du cadre-pilote d'une zone de responsabilite et mise en oeuvre de la decentralisationThe external environment evolution is such that it brings itself at odds with management methods and practices within civil and public services. The there are two types of incompatibilities, expression of a double legitimacy within public and civil services organizations : - an external legitimacy crisis as mesured by the "quality cost" ratio of services or products offered, - an internal legitimacy crisis as mesured by the "quality cost" ratio of the civil or public servant at work. The solution to the external legitimacy crisis of public and civil services organizations relies upon a shift of current management process and practices. The challenge is one of moving from a bureaucratic and autocratic, static and rigid management mode to a more participating, dynamic and flexible management mode, based on human ressource and potentia this thesus proposes socio-economic management as the basic core of public and civil services as its caracteristics (principles, methods, tools, language) answer the main concerns and objectives of those public services organizations : sense of responsability of civil servant, autonomy of the manager-pilot of an area of responsability and organises decentralization
9
Heath, Geoffrey. "Performance Management and Rationalityin Public Sector Organisations." Licentiate thesis, Luleå tekniska universitet, Människa och teknik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-73875.
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Abstract and Keywords The thesis concerns different conceptions of rationality and their implications for organisations, especially in the public sector. The focus is on performance management (as widely defined) within public sector organisations as a subject for exploring these issues. This has long been controversial because seemingly simplistic approaches to performance management persist, despite well recognised shortcomings, such as a tendency to perverse incentives and unintended outcomes. Therefore, in the kappa, I analyse the notion of instrumental rationality, examine the established critique of instrumental rationality from a ‘political’ perspective and present the dilemma that this creates; i.e. how to improve processes of resource allocation and performance evaluation, while recognising organisational realities such as imbalances in power. The potential of communicative rationality as an alternative conceptualisation of rationality in organisations is then discussed. The development of public sector management from the fiscal crises of the 1970s is explained, with the rise of the ‘New Public Management’ based on neo-liberal ideas, and the subsequent opposition to it from ‘New Public Governance’ and ‘New Public Services’ paradigms. These potentially give more scope to participative and deliberative processes of generating performance measurement packages and control systems. Moreover, in practice, particularly interesting examples of participatory approaches have been found in developing countries which align with communicative rationality. A critical position is adopted in the thesis, seeking to challenge ‘managerialist’ orthodoxies. As a theoretical guide to understanding these issues, conceptual frameworks from the management control literature are used. Broadbent and Laughlin’s (2009) conceptual model of performance management systems has been of particular value. They draw on Weber and Habermas to distinguish between instrumental and communicative rationality models and between transactional and relational performance management systems. This enables them to identify two distinct ideal types of ‘rationality clusters’ (instrumental and communicative) to which organisations will incline. They also contend that contingent factors influence where actual organisations are located between these two ideal types. 7 The four papers I have selected for the licentiate from my various publications report on research carried out in three different public sector settings using different methods of investigation. Paper 1 considers the approaches to resource allocation and performance measurement then used by English Health Authorities at the time of writing. In Paper 2 an evaluation carried out at an English police service, utilising cost-consequences analysis, is described and discussed. Papers 3 and 4 concern a performance management regime for the English ambulance service, which became noted for promoting perverse incentives and ‘gaming’, and its subsequent replacement. The first two papers foreground issues of rationality and the last two issues of performance management; but these topics are interrelated and are relevant throughout. It is argued in all the papers that comprehensively ‘rationalistic’ approaches are flawed and that participation, deliberation and dialogue between stakeholders are desirable.
10
Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.
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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems.
This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appears to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
11
Syme, David, and n/a. "Culture and Quality Assurance : an exploration of the relationship between organisational culture and the introduction of quality assurance in small training organisations." University of Canberra. Professional & Community Education, 1999. http://erl.canberra.edu.au./public/adt-AUC20061109.115434.
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This thesis explores the impact that small training organisations expect as a result
of the introduction of quality assurance. It also explores how the culture of small
training organisations affects, and is affected by, quality assurance. The current
requirement for small training organisations to undertake quality assurance
processes represents challenges and opportunities. However, there is little
information available on the relationship between organisation culture and quality
assurance in small training organisations, and therefore little guidance on
implementing quality assurance in such organisations.
The relationship between organisational culture and quality assurance in
small organisations was examined from an interpretive approach that used both
quantitative and qualitative techniques. 78 respondents from 34 separate training
organisations responded to a survey comprising a questionnaire developed by the
author concerning the expected impact of quality assurance, and an organisational
culture instrument. The organisation culture instrument, which was adapted by
the author from the Organisational Culture Diagnostic Instrument (Cameron and
Ettington 1988), aimed to assess both current organisational culture, and
expected organisational culture after the introduction of quality assurance.
Further in-depth data were gained in focus groups held with two of training
organisations surveyed. Results were analysed using descriptive and inferential
statistics, and content analyses.
For most small training organisations, the opportunities provided by
quality assurance, especially in providing consistency through devolved
responsibility for management tasks, were perceived to outweigh the short-term
problems, especially resource issues and frustration with inconsistent external
requirements. Change for the most part was perceived to be at the level of
procedure and formal policy, rather than at the level of underlying values or
philosophy. The organisations tended to have flexible cultures ('Clans' and
'Adhocracies' - Cameron and Ellington 1988), and expected to become more
predictable ('Hierarchies' and 'Markets' - ibid) after the introduction of quality
assurance. However, there were variable paradoxical effects in relation to the
impact of quality assurance on organisational culture.
The study identifies some key issues for those implementing and/or
designing quality assurance systems in small training organisations and suggests
that, in comparison with large organisations, more attention needs to be given to
technical and resource issues than to changes in orientation or values. The study
identifies a number of complexities in the relationships between different aspects
of organisational culture, between organisational profile and expected impact, and
between expected and actual impact. Further research on these complexities is
suggested.
12
Law, Jennifer. "Accountability of public organisations : an evaluation of the impact of information, organisational structures and markets." Thesis, University of South Wales, 2004. https://pure.southwales.ac.uk/en/studentthesis/accountability-of-public-organisations(5bc37af1-dceb-449a-81de-c3d487d9c46b).html.
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A number of reforms described as the New Public Management (NPM) have been introduced in the UK. Key elements of this are the introduction of markets, an increase in the production of performance information and changes to organisational structures. This research evaluates the impact of these reforms on accountability. In order to do this a model of effective accountability is developed from the existing literature. The criteria of effective accountability are the provision of information by the steward, clarity of assignment of responsibilities, the ability of the principal to control the steward and the ability of the principal to apply rewards or impose sanctions An overview of the NPM and accountability is provided in the first paper. Three papers examine the impact of increased performance information on accountability, through an analysis of documents and plans. The conclusion is that the information provided does not meet the needs of the relevant stakeholders. Three further papers assess the impact of changes in organisational structure and find that clarity and democratic accountability are marginally enhanced. The final paper analyses the impact of a consumer approach to accountability in education. It concludes that resistance to this, from officials and politicians, diluted the possible benefits of increased clarity and sanctions for parents. The eight pieces of research show that although accountability overall has not been significantly enhanced, the impact of reforms has varied between the different elements of effective accountability. The giving of an account and clarity of account have been strengthened by the reforms, but there is more limited evidence on the other two criteria. These latter two areas in particular are important issues for further research on accountability. This research has contributed significantly to our understanding of the impact of reforms on accountability. This has been achieved through original empirical research as well as theoretical developments concerning the importance of information and the quality of data required by different stakeholders.
13
Roberts, C. M., and n/a. "Modelling cybercrime and risk for New Zealand organisations." University of Otago. Department of Information Science, 2009. http://adt.otago.ac.nz./public/adt-NZDU20091009.162528.
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The Internet is now fundamental to the global economy. Growing from an experimental and research network in the late 1960's, it is now the foundation of a wide range of economic, infrastructure support, communication and information sharing activities. In doing so it has also provided a vehicle for cybercrime. Organised cybercrime and state-sponsored malicious cyber activity are predicted to become the predominant cyber threats over the next five to ten years.
Corporate governance is playing an increasingly important role in ensuring compliance with the growing body of legislation and regulation, protecting the interests of stakeholders. At the same time there is a divergence in organisational awareness, understanding, strategy and application between business objectives, risk management and good security practices. Organisations are finding increasing difficulty in managing the scope and extent of the cyber-threat environment, exacerbated by confusion over risk tools, approaches and requirements.
This study provides a pragmatic and practical framework for organisational risk assessment, already proved over several years of use. This is supported by three national surveys which provide important data for sound risk identification and assessments. This survey data is organised through a Data Schema which is simple, rational and flexible enough to accommodate new technologies and types of cyber-attacks, as well as allowing for the decommissioning of technologies and the abandonment of attack methods.
For many organisations this risk framework will be sufficient to meet their corporate governance and risk management requirements. For organisations wishing to refine their approach, a Bayesian model has also been developed, building on previous work, incorporating data from the surveys and, through the Data Schema, allowing the incorporation of probabilities and other evidence to enhance the risk assessment framework. Again this model is flexible, accommodating changes, growth and new technologies.
14
Coomer, Karen. "Work ability as a risk marker of employee health and organisational effectiveness in four UK manufacturing organisations." Thesis, University of Nottingham, 2017. http://eprints.nottingham.ac.uk/44382/.
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Work ability (WA) concerns a worker’s capacity to manage their job demands in relation to their physical and psychological resources. Over the last decade, the WA construct and its associated measurement instrument, the Work Ability Index (WAI), have become established within occupational health practice in several countries, particularly within Scandinavia. One consequence of this is that occupational health researchers have begun to utilise WA in the prediction of worker health and operational effectiveness outcomes. Anecdotal evidence suggests that occupational health professionals in the United Kingdom (UK) have begun to use, or express interest in using, WA because of its increasingly widespread use in research, the gradual accumulation of information from Scandinavia on its potential for application within occupational health practice, and challenges presented to occupational health by an ageing workforce. In response, the first study in this thesis concerns a survey of UK (n = 436) and Finnish (n = 97) occupational health practitioners centred on their awareness, understanding, and application of WA in occupational health practice. Comparisons are drawn between the two countries to highlight possible areas for development in the use of WA in UK-based occupational health practice. There is a paucity of WA research derived from the UK and manufacturing contexts. As such, the extent to which the WA construct might have utility in these contexts remains unclear. In response, the second study in this thesis concerns a cross-sectional survey of employees drawn from four UK manufacturing organisations (n = 311). The study centres on relations between work ability on the one hand and individual health (psychological distress, job stress, job satisfaction) and organisational effectiveness indices (work engagement, sickness absence) on the other. The predictive influence of personality constructs – core self-evaluation and the Big Five – is also examined. To address some of the limitations of cross-sectional research, the third study offers a longitudinal examination of these relationships involving a 19-month time lag (n = 74). Within the last five years, a number of researchers have sought to examine the relative utility of different versions of the WAI. As with most WA research, this has derived primarily from Scandinavia. The relative utility of different versions of the instrument in the UK and manufacturing contexts remains unclear. In response, the final study in the thesis compares a multi-item and single item version of the WAI in the UK manufacturing sector in terms of the prediction of individual health and operational effectiveness outcomes. This thesis concludes that there is a lack of understanding and use of the WA construct in UK occupational health practice. Work ability, and to a lesser extent the personality constructs, were found to be related to workers’ health, well-being, and organisational effectiveness. Finally, it was found that the two versions of the WAI instrument differed in terms of their predictive validity. The results of this thesis are discussed in light of their application to the development of theory, research, and occupational health practice.
15
Durose, E. Joan. "Public involvement in public sector organisations : why do we find it so difficult?" Thesis, Keele University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.288497.
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Coskun, Nurcin. "Importance of ethical public relations in non-profit organisations." Click here to access this resource online, 2007. http://hdl.handle.net/10292/406.
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The aim of this study is to understand the importance of public relations activity in non-profit organisations. The study emphasizes the bearing public relations activities can have on non-profit organisations in the contemporary world. This is especially true in an over communicated society where the vast majority of organisations compete to gain access to the scare media resources to put their message across to their potential clients, supporters and customers. Non-profit organisations generally have to depend on the donor agencies and therefore fail to attract a sizeable public relations budget. On the one hand, these organisations lack the resources to launch a successful public relations campaign and on the other the lack of knowledge and interest among general staff members makes it even harder for a public relations campaign to be developed or successfully launched. In this study, I used both quantitative and qualitative research methodologies to collect and analyse data. The data were collected from two non-profit organisations based in New Zealand working in the area of child welfare. The primary data were collected through semi-structured interviews and survey questionnaires. A single semi-structured interview was conducted with each team leader of the two selected organisations. However, this was like skimming the surface and in-depth interviews would have helped me to collect richer data. On the other hand the data collected was sufficient for this research and it helped me to create a holistic understanding of the topic. The findings of the research highlight that most non-profit organisations working in the area of child welfare find it hard to market themselves due to a lack of funds and employee involvement. Although the findings from the study are significant; caution is necessary in applying the results to other scenarios and in making generalizations. One of the key findings from this research is that both organisations did not use public relations as a strategy. Most decision related to public relations was made on random basis and no long term strategic plan was made to adopt public relations as a core strategy to build creditability among their stakeholders.
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Al-Mansour, Jarrah. "Strategy transition processes and practices in public sector organisations." Thesis, De Montfort University, 2018. http://hdl.handle.net/2086/16539.
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Strategy processes and internal actors’ practices are crucial for organisations given their dynamic environment. Strategy processes including formulation, implementation, and evaluation have been treated as mutually exclusive, making how strategy is actually transitioned between them a matter of major concern (Whittington, 2007; Sorooshian and Dodangeh, 2013; Leonardi, 2015). Equally, particular groups of internal actors and their strategic practices have previously been researched in isolation from one another without expressing how they collectively interact to ultimately give strategy processes (Vaara and Whittington, 2012; Engen and Magnusson, 2015; Friesl and Kwon, 2016). These processes and practices have barely been researched in the public sector, and this in turn contextualises this research to study strategy transition processes and practices enacted in public sector organisations. Drawing on strategy-as-practice and Social Practice theory as meta-theoretical lenses, this research explores the dynamics of the strategy transition process stage by revealing the social practices of internal actors and other influential factors. A pragmatism approach was adopted for this research. The primary data collection was obtained through 27 semi-structured interviews with respondents from a single case study followed by survey of 381 respondents across five case organisations in Kuwait. The research identified four factors that interact and contribute to the complexity of the strategy transition process and practices of actors in the process. These are in order of significance; process design, actors’ social interactions, strategic awareness, and role of leadership. In relation to the social interaction and leadership factors, the research found that strategy practices can be influenced by the societal culture inherited by actors. Equally, it was revealed that the control mechanism adopted for the strategy transition process contributed to the enhancement of the strategy transition process design and strategic awareness between actors. Additionally, the dynamic interaction between these factors was found to affect strategy practice, which in turn either enables or impedes the smooth transition of organisational strategies from the formulation to implementation phases. The research also contributes to the understanding of Social Practice theory by introducing the interactivity as a cognitive construct to its boundary. Hence, the study and its findings extend our understanding of the contextual social practices that could help to enhance the strategy transition process among internal actors.
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Marulanda-Carter, Laura. "Email stress and its management in public sector organisations." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/14196.
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Email stress: what are its causes? how is it measured? can it be solved? The literature review revealed that, despite the term being well used and recognised, discussions surrounding the root cause of email stress had reached little consensus and the concept was not well understood. By its very nature, email stress theory had fallen victim to the academic debate between psychological vs. physiological interpretations of stress which, as a result of either choice, limited more progressive research. Likewise an array of email management strategies had been identified however, whilst some generated quick successes, they appeared to suffer longevity issues and were not maintained a few months after implementation in the workplace. The purpose of this research was to determine whether email communication causes employees psychological and physiological stress and investigate the impact of email management strategies in the workplace. A pragmatic philosophy placed the research problem as central and valued the differences between paradigms to promote a mixed-method approach to research. The decision to pair both case studies and action research methods ensured a framework for presenting results and an actionable solution was achieved. In direct response to the research aims an original email stress measuring methodology was devised that combined various data collection tools to measure and investigate email stress. This research design was applied and evaluated 'email free time' and email filing. Results of the study showed an increased stress response to occur during email use, i.e. caused employees' increased blood pressure, heart rate, cortisol and perceived stress, and a number of adverse effects such as managing staff via email, social detachment, blame and cover-your-back culture were identified. Findings revealed 'email free time' was not a desirable strategy to manage email stress and related stressors, whereas email filing was found more beneficial to workers well-being. Consolidation of the data gathered from the literature review and research findings were used to develop an initial conceptualisation of email stress in the form of two models, i.e. explanatory and action. A focus group was conducted to validate the proposed models and a further investigation at the ? was carried out to critique the use of an email training intervention. The results showed some improvements to employees' behaviour after the training, e.g. improved writing style, email checked on fewer occasions each day and fewer sufferers of email addiction. The initial models devised, alongside the latter findings, were synthesised to create a single integrative multidimensional model of email stress and management strategies. The model made an original contribution to knowledge in terms of theory, i.e. to conceptualise email stress, and practice, i.e. to offer practical solutions to the email worker.
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Beckett, Ronald Charles. "Learning organisations in high technology industries /." View thesis View thesis, 2001. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030506.165637/index.html.
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Thesis (D.B.A.) -- University of Western Sydney, Nepean, 2001.A thesis submitted for the degree of Doctor of Business Adminiistration, University of Western Sydney, Nepean, 2001. Includes bibliographical references.
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Nossal, Brigid Suzanne, and com au brigid@now. "Systems Psychodynamics and Consulting to Organisations in Australia." RMIT University. School of Health Sciences, 2007. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20080513.144938.
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Systems Psychodynamics is unique as an approach to consulting to organisations in the way it integrates three theory streams: psychoanalysis; group relations and open systems theory. Consultants who work in this way focus on the many layers of interactions and exchanges taking place both within organisations and at the interface between an organisation and its external environment. The territory for collaborative exploration with clients extends from interpersonal and group dynamics to service and product- related systems and processes. It is a holistic approach that creates opportunities for transformational learning at every level of the organisation. As a practice, consulting with a systems psychodynamics approach is complex and difficult to master. Arguably, the most challenging dimension of this work for consultants is developing a capacity to think within a psychoanalytic conceptual framework: to discern and hypothesise about unconscious processes in organisations. But what precisely does this mean and what is this experience like for the consultants? This research project was designed to explore and describe the experience of working with a systems psychodynamic approach from the consultants' perspectives within the Australian context. To this end, 20 consultants who self-selected as working with a systems psychodynamic approach were involved in this research. From the data created in this process, what is documented in this thesis is the first detailed description of the experience of 'working in this way' taken from the combined perspectives of these 20 consultants. Further, a systems psychodynamic approach to research is defined and applied in this thesis. In this way, the systems psychodynamics within the temporary 'system' created by the research was part of the territory under investigation. This process led to an important discovery. 18 of 20 consultants strongly asserted the importance of working with colleagues in pairs or teams when adopting a systems psychodynamic approach. However, at the time of interviewing, all 20 consultants were working alone and only 3 had immediate plans to work with others. An exploration of the reasons for this gap between beliefs about best practice and actual practice became the focus for the analysis of the data. What is discovered through this analysis is that the reasons why consultants are predominantly choosing to work alone are likely to be complex and irreducible. An exploration of the issues that working together can surface for consultants who apply a systems psychodynamic approach is presented under four sub-topics: system domain issues; theory-related issues; interpersonal issues and intrapsychic issues. In this detailed analysis, what is revealed is an absence of 'good enough' containment for the anxieties that are likely to be aroused when consultants work together. To this end, four 'containers' are proposed: organisation/brand-as-container; management-as-container; supervision-as-container and theory/praxis-as container. This research has uncovered some important challenges facing the community of practitioners in Australia. It is the contention in this thesis that they need to be addressed if the practice of consulting with a systems psychodynamic approach is to flourish and continue to grow.
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Yilmaz, Elgiz. "Communication organisationnelle entre publics "internes" et public extrants" en milieu hospitalier." Bordeaux 3, 2007. http://www.theses.fr/2007BOR30032.
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La communication en milieu hospitalier est un processus dont les enjeux principaux sont d’assurer entre les praticiens et les patients : la communication réciproque, la coopération médicale, l’amélioration de la relation thérapeutique. Ce travail ne s’agit pas d’un texte de recettes sur la façon de bien communiquer, mais de comprendre comment se jouent les interactions communicationnelles dans des situations très différentes. Ce processus de communication se référe à des champs disciplinaires multiples, comme par exemple les sciences de la communication, la psychologie sociale, la sociologie et l’éthique médicale. Ce travail vise à analyser l’hypothèse d’une “parole” thérapeutique autour de trois axes en tant que l’interaction entre les médecins et les patients hospitalisés, ceux dans le cabinet médical et ceux dans la salle de consultation. Pour ce faire, interroger la « force thérapeutique d’actes de langage », spécifiques propres à la relation médecin patient, est choisi comme méthode de recherche du travail avec une étude comparée, faite en Turquie et en France, pour pouvoir voir aussi la modification de l’interculturel dans ces modèles communicationnelles ; c’est-à-dire la fonction de la « parole thérapeutique » dans ces modèles interactionnels entre les soignants et les soignés. Comment s’effectue donc l’interprétation de ce qui se passe en milieu hospitalier ? Quelle est la part du verbal et du non-verbal dans la communication entre médecin-patient ? Quelle est la part des rituels, des stéréotypes, des représentations socioculturelles et professionnelles dans les interactions communicationnelles dans le champ de la santé ?The communication in hospital is a process whose principal stakes are to ensure the reciprocal communication, the medical co-operation and the improvement of the therapeutic relation between the experts and the patients. This work does not aim to give receipts on the way of how communicating well, but of understanding how the communication interactions are played in very different situations. This process of communication refers to multiple disciplinary fields, such as communication, social psychology, sociology and medical ethics. This work aims to analyze the assumption of a therapeutic "word" around three axes as the interaction between the doctors and the in-patients, those in the medical cabinet and those in the room of consultation. With this intention, to question the "therapeutic force of speech acts", especially suitable for the patient-doctor relationship, is selected as the research method of our work. This is a comparative study made in Turkey and France, to be able also to see the modification of intercultural in these models communication; i. E. The function of the "therapeutic word" in these interaction models between physicians and patients. How is interpretated thus, what occurs in hospital? Which is the share of verbal and non-verbal in the doctor-patient communication? Which is the share of ritual, the stereotypes, the sociocultural and professional representations in the communication interactions in the field of health?
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Ackroyd, Stephen. "Selected essays in social organisations 1990-1995." Thesis, Lancaster University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.296676.
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Binyelaiyel, Ammar. "The activities, drivers and barriers of 'electronic public service delivery' in Dubai's public organisations." Thesis, University of East Anglia, 2012. https://ueaeprints.uea.ac.uk/47953/.
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The quest to transform the delivery of government services through innovative and electronic means has been embraced by public organisations worldwide in an ever rising phenomenon, sought after to reap some of the potentially rewarding benefits of the digitisation of government services. In this study, the author reports the experiences of four major public organisations in Dubai as its governing office have imposed a deadline for all of its public agencies to transform and deliver 100 per cent of their services electronically by the end of year 2009. Notably, despite the fact that worldwide reports have placed Dubai as the leader among its Arab peers in the provision of e-government services, technological infrastructures, government’s transparency and internet and mobile penetration rates. Yet, Dubai has missed its 2005 target of transforming 70 per cent of it services electronically facing a dilemma with its digital implementation efforts with achieving less than 45 per cent transformation rate. With e-government deployment failure rates reaching levels of 60 per cent worldwide, the challenges arising from the development of e-government initiatives have proven to be extensive. The complexity of the nature of e-government initiatives as well as the ambiguity surrounding its e-services development process makes reasonable justifications for the high failure rates associated with its deployment efforts all over the world and not just in Dubai. Furthermore, the lack of a universal model and theoretical studies to guide the deployment of this phenomenon have lead researchers and practitioners alike to focus their attention on finding ways and means of improving the adoption and implementation of e-government initiatives. Thus, it was established that it was necessary to find answers for the following questions: How are public organisations in Dubai are going about the diffusion of their egovernment initiatives and what determinates are necessary to be considered in the development process to achieve the initiatives’ success? In response to the aforementioned issues and in order to respond to the research’s objectives and questions, a theoretical framework guided by Roger’s (1995) Organisation Innovation Process theory and extended by Tornatzky and Fleisher’s Technological, Organisational, Environmental (1990) model have been developed to gain a holistic understanding of the phenomenon. The author reported using a multiple in-depth case study research design, drawing on empirical data from semi-structured interviews with e-government participants and gathering evidence from organisations’ documents and proceedings from local and regional Arabic e-government conferences, as well as on-site participants’ observations. This study documented the e-service development activities and identified the influential attributes driving the e-government phenomenon using both a descriptive and exploratory research strategy. Content analysis of the interview transcripts was used to extract answers given during the semi-structured interviews and to identify new themes that emerged from the data. Revision of research findings and comparison with literature have taken place from May, 2011 till April, 2012. The review has contributed to adding over 100 pages to the literature review chapter and over 20 pages to the final chapter of recommendation and conclusion. xi Upon the conclusion of the study’s data presentation and analysis, a further literature review has provided a significant improvement in refining the study’s conceptual framework. It has provides additional theoretical elaboration of key ideas, clearer definition and articulation of the e-services development process and contributed towards the formation of fourteen propositions. The empirical findings indicated three main stages (planning, transformation and deployment) similarly delineated by Rogers’ (1995) Organisation’s Adoption Process theory (initiation, adoption and implementation). However, the stages emerged in a more interactive looping patterns unlike Rogers’ linear model. Additionally, fourteen technological, organisational and environmental factors were indicated as being responsible for influencing the development process of e-services in Dubai public organisations. These propositions are to provide concerned academics with some guidance for further investigation into the e-services’ development practices in the region. This study also attempts to assist and guide government reformers, technological innovations’ team leaders and the implementing staff in Dubai in initiating, deploying, and sustaining their technologically integrated initiatives in a systemic and educated manner.
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Nousala, Susu, and susnousala@econ-km com. "Tacit knowledge networks and their implementation in complex organisations." RMIT University. Aerospace, Mechanical and Manufacturing Engineering, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20070209.095245.
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It is difficult for organizations to effectively manage personal knowledge so it can be mobilized, shared, and rewarded to benefit the organization. These difficulties occur particularly in large geographically dispersed, hierarchical organizations. The management of developing, identifying successful practices, building up and maintaining tacit knowledge, requires an understanding of how these ideas have emerged within the organization through a Tacit Knowledge Exchange (TKE) process. Identification and understanding of TKE characteristics is difficult as they are invisible (tacit). The TKE process in action requires the adoption of multiple methods and approaches employed simultaneously. A series of cases study instances were used as a basis for the methodology, each contributing specific aspects of the methodology. The initial three case study instances, each yielded specific characteristics regarding tacit knowledge exchange and networking. The findings from the initial three case study instances were tested in a large hierarchical, complex engineering organization. This final case study instance, prototyped a methodology to graphically codify, index and build up in-house tacit knowledge abilities through mapping staff knowledge. The final case study instance allowed for investigations into what these TKE characteristics of a complex organization would utilize To date, specific TKE characteristics have not been well understood. This research contributed to specific understanding of the identification TKE characteristics and network structures. The outcome of the research provided a graphical structure identifying who would be likely to possess the kind of knowledge they need to find. The interview process was an important facilitator to precondition the knowledge bearers for sharing, thus locating key
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Marthinus, Kenneth Joseph. "Creating a culture of learning : recommendations for public service organisations." Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6668.
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Thesis (MPA)--University of Stellenbosch, 2011.ENGLISH ABSTRACT: The dawn of the new South Africa, with the election of the first democratically elected government in 1994, provided a huge service delivery challenge to the public service. Delivery challenges included, the different own affairs services that had to be amalgamated into one public service, matters of transformation, with regard to representivity of all race groups in government, and to reduce the huge backlog of access to public services to millions of South Africans previously excluded. Notwithstanding various initiatives by government through legislation and policies, to support the public sector in developing necessary skills and competencies of public servants for the improvement of service delivery, there is currently massive dissatisfaction from citizens regarding government's inability to provide basic services. Research will prove that the “traditional manner” of skills development initiatives cannot alone assists public servants to improve their skills and competencies to allow government to deliver on its mandate to provide minimum services to its citizens. Furthermore the research will prove that the concept of the “learning organisation (LO)” or alternatively “organisational learning (OL)”: Can support the “traditional” training and development methods to improve the skills levels of public servants to deliver on the mandate of government ; Is a planned intervention which must be supported from management as change agents ; Benefit employees more from this approach to learn ; Must be supported by a change of the organisational culture, information and knowledge management and the appreciation of individual knowledge and experience.
AFRIKAANSE OPSOMMING: Met aanbreek van die nuwe Suid-Afrika in 1994, na die nuut verkose eerste demokratiese regering, is groot uitdagings ten opsigte van dienslewering aan die openbare sektor gestel. Hierdie uitdagings sluit onder andere in die verskeie eie-sake administrasies wat geamalgameer moes word, hervormingsaangeleenthede soos om verteenwoordiging van alle rasse in die openbare sektor te verseker en ook om die groot agterstand in dienslewering aan miljoene mense in Suid Afrika wat voorheen daarvan uitgesluit was, te verminder. Nieteenstaande verskeie regeringspogings om dienslewering te verhoog deur nuwe wetgewing te promulgeer om die nodige vaardighede en bevoegdhede van staatsamptenare te verbeter, is daar nog steeds grootskaalse ontevredenheid by die algemene publiek oor die regering se onvermoë om basiese dienste te verskaf. Die navorsing sal toon dat die "tradisionele" wyse van vaardigheids-ontwikkelingsinisiatiewe alleen nie voldoende sal wees om die vaardighede en bevoegdhede van staatsamptenare te verbeter om die regering in staat te stel om aan sy mandaat te voldoen om minimum dienste aan die publiek te lewer nie. Die navorsing sal ook toon dat die konsep van leef "organisatoriese leer (OL)": Die tradisionele manier van opleiding en ontwikkeling kan ondersteun om die vaardigheidsvlakke van staatsamptenare te verbeter en sodoende op die regering se mandaat te kan lewer ; 'n Beplande ingryping is wat deur bestuur ondersteun moet word wie as veranderingsagente in die organisasie moet optree ; Meer voordele bied aan werknemers om te leer ; Deur 'n verandering in die kultuur van die organisasie, inligting- en kennisbestuur, en die waardering van individuele kennis en ervaring, ondersteun moet word.
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Al, Awadhi A. Y. "Investigation of TQM implementation to the UAE public sector organisations." Thesis, Sheffield Hallam University, 2010. http://shura.shu.ac.uk/19227/.
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This research explores the possibility of adopting quality approach for the United Arab Emirates Public Sector Institutions (UAEPSI), aiming to improve their performance and enable them to provide quality standard services for customers and other stakeholders. The research was based on a literature study of the quality advocators for a better understanding in the field of TQM. A triangulation research method of quantitative (survey questionnaires) designed, evaluated the reliability and the concurrent validity of the questions. The gathered data were subjected to a series of correlation and regression analysis. The results demonstrated a wide gap between TQM principles and the actual practices of the UAEPSI. Certain aspects were found inhibiting proper implementation of TQM. Based on the research theoretical and empirical evidences a Quality Appraisal Model (QAM) emerged as a self assessment instrument against the U.A.E. Government Excellence Program (UAEGEP) criteria's. The QAM comprises of four core quality critical factors: people, leadership, processes and system, and resources and facilities, in which fragmented to twenty sub-factors. The framework model divides the TQM implementation into five sequential phases namely; identification, appraisal, implementation, monitoring and evaluation. A weighting scoring scale was also formulated as a measurement tool, to facilitate the measurement of quality quotient in the UAEPSI. Furthermore the QAM was benchmarked against widely adopted quality and excellence models and its contribution to the development of TQM knowledge. Two focus groups of top and senior management in the UAEPSI were formulated to validate the QAM viability as a performance assessment vehicle that is in alignment with the UAEGEP quality criteria's. The model provides a model for creating awareness and understanding of TQM concepts and techniques and their impact on developing a quality culture. It is hoped that this in the long run, may encourage the Government of United Arab Emirates to adopt quality strategy in alignment with its corporate strategy. The thesis reveals that there is a paucity of research in this area and this research study makes a contribution towards filling this gap and for further research in future.
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Långström, Sebastian. "Mapping change of employment structure in public and private organisations." Thesis, Umeå universitet, Institutionen för fysik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-153344.
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The structure of employment is important for companies to keep their policies. This structure changes continuously due to new technologies. At the beginning of the 90 ’s, for example, the number of highly educated workers increased at the expense of workers with little education. But later studies have shown that this trend has received competition from two other trends, one is a polarized structure, i.e., more workers with little or high education at the expense of workers with medium education, who mostly do administration. The other trend, which only has been observed among academic workers, is the opposite: more workers with medium education at the expense of high and low education. The problem with the last trend is that companies will grow in an inefficient way: More resources will go to the administration department and leaving less money for the Core department, which generates growth in the organization. Here we show which industries in the Swedish economy that are at risk of this inefficient growth. Results make it clear that this problem not only exists in the academic world but in every state-owned organization. In the state-owned category, we find medical care that is criticized for its high administration costs. Our findings show that medical care is one of the more efficient state-owned industries, with respect to the proportion of administration. Overall, our results demonstrate that it is not always positive to grow large as an state-owned organisation. These results suggest that state-owned organisations should avoid merging to maintain their efficiency.
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Lapayre, Nathalie. "Une approche critique des modes de management post-bureaucratiques : le cas du management de projet." Strasbourg, 2010. https://publication-theses.unistra.fr/public/theses_doctorat/2010/LAPAYRE_Nathalie_2010.pdf.
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L’organisation en projet, traditionnellement spécifique de certaines activités, gagne depuis quelques années la plupart des secteurs de l’économie. Ces structures post-bureaucratiques permettent a priori une plus grande flexibilité, davantage de transversalité, ainsi qu’un assouplissement des modes de contrôle visant à libérer l’initiative des individus. L’objectif de ce travail consiste précisément à identifier les modes de contrôle utilisés pour manager les pilotes de projet. Une démarche abductive, adossée à une approche interprétativiste révèle que ces modes de contrôle sont non seulement au moins aussi puissants que dans les organisations bureaucratiques, mais également plus subtils et plus sophistiqués. La démarche est rythmée par deux séries d’entretiens semi-directifs auprès de pilotes de projet de développement de produits industriels. En mobilisant le cadre théorique foucaldien, cette recherche montre que ces managers se trouvent au cœur d’un « Dispositif » de modalités de contrôle diverses et originales. La « Conduite de Soi », dont le processus de professionnalisation des managers en constitue une application concrète, aide à comprendre comment les managers parviennent à exister, à résister, au milieu de tensions multiples. Ancrée dans une perspective critique, trois contributions ressortent de cette recherche : -Sur le plan théorique, le cadre foucaldien propose une grille de lecture novatrice en management. -Au niveau épistémologique, le choix d’une approche critique incite à réfléchir sur les choix méthodologiques, -Enfin sur le plan managérial, la question de l’adaptation de la GRH au management des acteurs projet est clairement poséeSince a few years, project organizing, traditionally specific of some activities, gains most of the economic sectors. The post-bureaucratic structures a priori allow a larger flexibility, more transversality, and softening control modes, in order to release individuals’ initiative. This study aims precisely to identify control systems used to manage project managers. An abductive method, leaning against an interpretativist approach, reveals that these control modes are not only at least as powerful as in bureaucratic organization, but also more acute and more sophisticated. The method is given rhythm by two series of semi-directive interviews close to industrial product development project managers. Mobilizing a foucaldian theoretical approach, this research shows that these managers are figuring in the centre of a “ Dispositif ” of various and original modalities of control. The “Conduct of one’s self”, for which managers’ professionalization process constitutes a concrete form, helps us to understand how managers succeed in existing, resisting, among multiple tensions. Anchored in a critical perspective, three contributions are emerging from this study: -On a theoretical level: the foucaldian approach suggests a new interpretative framework in management theory, -On an epistemological one: a critical approach incites to think about methodological choices. -Finally, on a managerial level, the question of the adaptation of the HRM with project actors’ management is clearly settled
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Nimmanphatcharin, Nut-tapon, and nut_tapon@hotmail com. "Strategic management practices by selected Thai banks and financial organisations (database)." Swinburne University of Technology, 2002. http://adt.lib.swin.edu.au./public/adt-VSWT20050802.150105.
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In recent year, there has been virtually no research into the strategic management practices of the Thai financial services sector. The aims of this research is to explore the strategic management practices of the Thai financial services sector (both banking companies and non-banking companies), and also seeks to identify whether there are differences in the strategic management practices on the basis of size, business type, and ownership respectively. The findings from this research will provide a benchmark against which further research into strategic management in Thailand can be undertaken. The Thai economic crisis (approximately 1997 to 1999) has impacted very strongly on the Thai financial services sector, as evidenced by the reduction in the number of companies and the dramatic increase in non-performing loans. It is against this background, that this research investigates the strategic management practices (including the general environments, the immediate environments, the internal environments, the corporate strategies, and the planning and planning system) of the Thai financial services companies to gain an understanding of their strategic management practices (year 2000) and the changes to their strategic management practices. This research also examined the impact of both internal environmental factors and external environmental factors on the strategic management practices of the Thai financial services companies. The process for this research was based on a through literature review, an analysis of the industry, the development of a conceptual framework (building on prion research overseas), and the development of a survey approach based on personal interviews with carefully selected respondents. This research has selected all the companies in the Thai financial services sector (13 domestic banks, 5 major government banks, 33 foreign bank�s branches, 33 finance and securities companies, and 10 credit foncier companies) who survived the economic crisis in Thailand. In total of the 99 approached to participate companies, 71 (72%) Thai financial services companies participated in the survey, consisting of 26 finance and securities companies, 18 foreign bank�s branches, 13 domestic banks, 9 credit foncier companies, and 5 major government banks. In respect to the data analysis, both qualitative and quantitative methods were utilised in this study, using both univariate and multivariate techniques. Of the 71 companies who participated in this research, 80% (N=57) had a formalised strategic planning (FSP) system, which presented 94% of large companies, 100% of medium sized companies, which was 97% of banking companies and 63% of non-banking companies. Whereas, 72% of the small companies has no formalised strategic planning (NFSP) system which was 100% of credit foncier companies and 15% of finance and securities companies. This research also shows that only 6% of foreign majority ownership companies and 32% of Thai majority ownership companies in the Thai financial services sector did not have FSP system. Of the NFSP companies, 50% would implement a FSP system over the next five years. These findings show that the Thai financial services companies have adopted a fairly traditional approach to strategic management and rely heavily on formalised strategic planning system. For these reasons, the major focus of the analysis of this research is on the FSP companies. Of the FSP companies, define their strategic management as the process of sharing the organisational structure, the company�s resources, the company�s culture and managerial style, the company�s long-term goals, the company�s mission statement, the company�s strategies, the company�s planning, and the external environmental factors to build a market position strong enough and an organisational capable enough to achieve successful performance despite unforeseeable events, potent competition, and internal problems. This research shows that there are significant differences in the organisational structure, process, and system either for size, business type, and ownership aspects. Overall, the large companies that comprised most of the domestic banking companies with Thai majority ownership and the foreign bank�s branches believe they were more likely to be strategically managed through their structures, processes and systems than the other groups of FSP companies. The findings in this thesis shows that these banking companies identified a much clearer managing of planning and planning system which including corporate plans, second level long-term plans, planning�s objectives, planning�s roles, planning�s processes, planning�s coordination issues, planning�s structures than the other group of FSP companies. In contrast, of the NFSP companies, the strategic issues and strategies emerged from the vision of the CEO, whereas did not appear to have roles, objectives, etc. for their strategic issues identification and strategy development process, anywhere as clearly as the FSP companies identified for their planning. The evidence from this research shows that the FSP companies were more likely to consider they were strategically managed than the NFSP companies. This research has identified a schematic representation of the strategic management practices of the companies with a FSP system and a NFSP system. The results of this research enables a better understanding of the strategic management practices of the Thai financial services sector. Also, prospective researchers can use data and the conceptual model generated from this research to further develop the theories of strategic management and to explore whether meaningful differences occur between strategic management practices of other Thai industries and the Thai financial services sector. This research as the first significant study of strategic management practices for the Thai financial services sector, provides an important benchmark for future research e.g. strategic management practices of the Thai financial services companies in the next five years, how the Thai financial services companies seek to recover from the major economic crisis etc. Both further research and replication of this research would enhance a meaningful understanding of strategic management practices.
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Lawrence, A. I., and n/a. "Organisations and change : a comparative analysis of seven Australian water authorities." University of Canberra. Administrative Studies, 1986. http://erl.canberra.edu.au./public/adt-AUC20060816.164817.
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Hoye, Russell, and n/a. "Board Performance of Australian Voluntary Sport Organisations." Griffith University. School of Leisure Studies, 2002. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20030304.090329.
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The governance of Australian nonprofit voluntary sport organisations (VSOs) was once almost the exclusive domain of volunteers. However, changes in government policy and funding levels in recent years has led to the introduction of professional staff in these organisations. Rapid changes to the political, social and economic environment have created new complexities with which VSOs and their governing boards must grapple. Boards act as the main decision making body for these organisations, and as such have a significant impact on the governance of these organisations, and therefore their ability to deliver services. While the process of professionalisation within VSOs has been well documented, very little research has examined factors that may influence the ability of the boards of VSOs to perform effectively. The fields of nonprofit governance and sport management provided a theoretical and conceptual framework for the investigation of the board performance of VSOs. Two broad themes concerning research into board performance were identified in the nonprofit literature; the structural characteristics of the board, and board-executive relations. These two themes have also been addressed to a limited extent within the sport management literature, but not in relation to board performance. The purpose of this study was to investigate the relationship between board performance, board structures and board-executive relations in Australian VSOs. The study investigated the differences in board structure between effective and ineffective boards, and the relationship between board performance and various elements of board structure, specifically complexity, formalisation and centralisation. The differences in the nature of board-executive relations between effective and ineffective boards, and the relationship of board performance to board-executive relations were also investigated. The sampling frame for the study was state governing bodies of sport in the state of Victoria, Australia. Seven case organisations were identified by a panel of experts; four exhibiting effective board performance and three exhibiting ineffective board performance. Data were collected through structured interviews with executives, from an examination of board documents, from a self-administered questionnaire of executives, board chairs and board members, and through semi-structured interviews with executives, board chairs and board members. Data were collected on board performance, the complexity, formalisation and centralisation of the boards, power patterns within the boards, and the nature of board-executive relations. Data analysis involved both quantitative and qualitative techniques. It was concluded that effective board performance was related to a higher level of board centralisation and associated with a higher level of board formalisation. Board performance was not related to board complexity. Board power patterns that were perceived to be powerless or fragmented were related to lower levels of board performance. Elements of the board-executive relationship that were related to effective board performance were identified as establishing trust between the board and executive, the control of information by the executive, shared board leadership and the responsibility for board performance. Importantly, the study identified the central role executives have in determining the ability of VSO boards to perform effectively. The study contributed to the body of knowledge concerning the governance of VSOs, specifically the measurement of board performance, and the investigation of its relationship with board structure and board-executive relations. A number of questions were advanced for the development of theory and empirical investigation through further research. The study also extended what is known about the models of nonprofit governance and their utility in explaining the workings of VSO boards. The findings of this study suggest that there is a need to adapt such models to the organisational context of member-based organisations such as VSOs.
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Hunter, Dale. "Facilitation of sustainable co-operative processes in organisations /." View thesis, 2003. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20031107.153926/index.html.
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Thesis (Ph.D.) -- University of Western Sydney, 2003."A thesis presented to the University of Western Sydney School of Social Ecology and Lifelong Learning in fulfilment of the requirements for the degree of Doctor of Philosophy" "March 2003" Bibliography: 238 - 249.
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Damm, Christopher. "The relationship between state funding and the organisational characteristics of third sector organisations : an exploratory data analysis." Thesis, University of Birmingham, 2017. http://etheses.bham.ac.uk//id/eprint/7254/.
Full textAbstract:
This thesis explores the relationship between state funding and the organisational characteristics of third sector organisations (TSOs). It presents a cross-sectional exploratory data analysis conducted using data from charities’ accounts and annual returns. The thesis contributes to a longstanding debate about the impact of state funding on TSOs’ independence and the role of the third sector within the welfare mix. The findings make an original contribution to this debate by opening up a new stream of quantitative evidence, to supplement the largely qualitative evidence base that already exists. This makes it possible to explore how changes at the organisational level have played out across the sector as a whole. In particular, it explores the links between state funding and TSOs' voluntary characteristics, financial health, and administrative spending. The findings suggest a mixed picture. Various associations were found in the data, though there were also numerous negative results where no link was found. Those associations that were uncovered were generally quite small. As such there is little evidence overall to suggest that state income is acting as a major driving force for organisational change within the third sector.
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Hendriks, Carolyn Maree, and C. M. Hendriks@uva nl. "Public Deliberation and Interest Organisations: a Study of Responses to Lay Citizen Engagement in Public Policy." The Australian National University. Research School of Social Sciences, 2004. http://thesis.anu.edu.au./public/adt-ANU20050921.103047.
Full textAbstract:
This thesis empirically examines how lobby groups and activists respond to innovative forms of public participation. The study centres on processes that foster a particular kind
of deliberative governance including citizens’ juries, consensus conferences and planning cells. These deliberative designs bring together a panel of randomly selected lay citizens
to deliberate on a specific policy issue for a few days, with the aim of providing decision makers with a set of recommendations. While policy makers worldwide are attracted to these novel participatory processes, little consideration has been given to how well they work alongside more adversarial and interest-based politics. This doctoral research project examines this interface by studying what these processes mean to different kinds of policy actors such as corporations, advocacy groups, government agencies, experts
and professionals. These entities are collectively referred to in this thesis as ‘interest organisations’ because in some way they are seeking a specific policy outcome from the
state – even government-based groups.¶
The empirical research in this thesis is based on comparative case studies of four deliberative design projects in Australia and Germany. The Australian cases include a citizens’ jury on waste management legislation and a consensus conference on gene
technology in the food chain. The German case studies include a planning cells project on consumer protection in Bavaria, and a national consensus conference on genetic diagnostics. Together the cases capture a diversity of complex and contested policy
issues facing post-industrialised societies. In each case study, I examine how relevant interest organisations responded to the deliberative forum, and then interpret these responses in view of the context and features of the case.¶
The picture emerging from the in-depth case studies is that interest organisations respond to deliberative designs in a variety of ways. Some choose to participate actively,
others passively decline, and a few resort to strategic tactics to undermine citizens’ deliberations. The empirical research reveals that though responses are variable, most
interest organisations are challenged by several features of the deliberative design model including: 1) that deliberators are citizens with no knowledge or association with the
issue; 2) that experts and interest representatives are required to present their arguments before a citizens’ panel; and 3) that policy discussions occur under deliberative conditions which can expose the illegitimate use of power.¶
Despite these challenges, the paradox is that many interest organisations do decide to engage in lay citizen deliberations. The empirical research indicates that groups and experts value deliberative designs if they present an opportunity for public relations, customer feedback, or advocacy. Moreover, the research finds that when policy actors
intensively engage with ‘ordinary’ citizens, their technocratic and elite ideas about public participation can shift in a more inclusive and deliberative direction.¶
The thesis finds that, on the whole, weaker interest organisations are more willing to engage with lay citizens than stronger organisations because they welcome the chance to influence public debate and decision makers. It appears that powerful groups will only
engage in a deliberative forum under certain policy conditions, for example, when the dominant policy paradigm is unstable and contested, when public discussion on the issue is emerging, when policy networks are interdependent and heterogeneous, and when the broader social and political system supports public accountability, consensus and
deliberation. Given that these kinds of policy conditions do not always exist, I conclude that tensions between interest organisations and deliberative governance will be common. In order to create more cooperative and productive interfaces, I recommend
that interest organisations be better supported and integrated into citizens’ deliberations, and that steps be taken to safeguard forums from strategic attempts to undermine their
legitimacy.¶
The thesis also sends out three key messages to democratic theorists. First, the empirical research shows that different kinds of groups and actors in civil society vary in their
willingness and capacity to participate to public deliberation. Second, the deliberative design model demonstrates that partisan actors, such as interest organisations, will engage in public deliberation when they can participate as strategic deliberators. In this role
partisans are not expected to relinquish their agendas, but present them as testimonies before a group of deliberators. Third, the empirical research in this thesis should bring
home to theorists that deliberative forums are closely linked to the discursive context within which they operate.
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Hendriks, Carolyn Maree. "Public deliberation and interest organisations : a study of responses to lay citizen engagement in public policy /." View thesis entry in Australian Digital Theses Program, 2004. http://thesis.anu.edu.au/public/adt-ANU20050921.103047/index.html.
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Hendriks, Carolyn. "Public deliberation and interest organisations : a study of responses to lay citizen engagement in public policy." Phd thesis, Canberra, ACT : The Australian National University, 2004. http://hdl.handle.net/1885/10868.
Full textAbstract:
This thesis empirically examines how lobby groups and activists respond to innovative forms of public participation. The study centres on processes that foster a particular kind of deliberative governance including citizens' juries, consensus conferences and planning cells. These deliberative designs bring together a panel of randomly selected lay citizens to deliberate on a specific policy issue for a few days, with the aim of providing decision makers with a set of recommendations. While policy makers worldwide are attracted to these novel participatory processes, little consideration has been given to how well they work alongside more adversarial and interest-based politics. This doctoral research project examines this interface by studying what these processes mean to difference kinds of policy actors such as corporations, advocacy groups, government agencies, experts and professionals. These entities are collectively referred to in this thesis as 'interest organisations' because in some way they are seeking a specific policy outcome from the state - even government-based groups.
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Al, Khalifa Muneera Mohamed. "The impact of strategic alignment on the performance of public organisations." Thesis, Brunel University, 2016. http://bura.brunel.ac.uk/handle/2438/13460.
Full textAbstract:
Today, technology is a key component in resolving a range of strategic issues; organisations are becoming increasingly dependent on Information Technology (IT) to improve their performance. In order to make the most out of the available technology, the continuing need to integrate IT strategies with business strategies remains evident. As illustrated from the extant literature, strategic planning and IT appear to present positive correlations with improved performance of organisations. Whilst there has been a range of research that has attempted to apply concepts such as strategic alignment, it remains that there are very few empirical findings centred on the overall effectiveness and usefulness of this approach. The aim of this study is to examine the impact of strategic alignment between business and IT on organisational performance of public organisations and depicts factors affecting this alignment. The development of the conceptual model, which guided this study, was based on prior research conducted in the field of strategic alignment, organisational performance, Information Systems (IS) success and IT acceptance. The rationale here is that previous research on strategic alignment has mainly focused on the development of models and frameworks and examines them in a suitable context or explores the relationships between the variables of the models. Research has shown the need for further investigation on the impact of strategic alignment on organisational performance. Hence, This study expands the knowledge in this field by examining the impact of the strategic alignment of business and IT on the performance of public organisations using quantitative method approach. Following to the development of the conceptual model, a web survey examines this relationship was sent to 413 executives of Bahrain public organisations. Data was collected using a web-based questionnaire from a sample of 163 participants, i.e. some of whom were IT executives, business executives or both. The results of this study imply a positive impact of strategic alignment on organisational performance of public organisations. It also suggest that IT acceptance and prior IS success significantly influence the strategic alignment in public organisations of Bahrain.
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Perrott, Bruce Edwin Marketing Australian School of Business UNSW. "An Empirical Study of Strategic Issue Processing in Public Sector Organisations." Awarded by:University of New South Wales. School of Marketing, 1993. http://handle.unsw.edu.au/1959.4/17171.
Full textAbstract:
In recent years public sector organisations in New South Wales have been subjected to changes in their operating environments. Changes have included micro-economic reforms by Government and changes in stakeholders' expectations of how public sector organisations manage their affairs. The need to deal with the increasing number and diversity of issues arising, has motivated public sector managers to become increasingly involved in strategic management. The focus of this research was to study how strategic issues were processed within the context of their approach to strategic management. Strategic issue management has been proposed as an appropriate management system for use in conditions of moderate to high levels of environmental turbulence as a means to providing a mechanism for real time response to emerging issues. Three of the four organisations in the study indicated a progressive increase in perceptions of environmental turbulence over a six year period to points mid way between the 'Changing' and 'Discontinuous' levels on the Ansoff and McDonnell (1990) environmental turbulence scale. Research findings indicted that all four public sector organisations undertake a form of strategic issue management which is separate to the periodic strategic planning cycle. In answer to the criticism of the theoretical void which is seen to exist in linking organisational response to changes in the environment, theoretical models were developed for the Sensing, Deciding and Executing functions of the processing dimension of Ansoff's (1987) proposed paradigm of emerging strategic behaviour. The models provide the framework for tracking how eight strategic issues were processed in four public sector organisations. Field research-was conducted over a fifteen month period collecting both secondary and primary data. A case study research methodology was developed for the project following a review of the relevant literature. There were clear indications that the Sensing, Deciding and Executing functions were performed and that the issues under study passed through numerous phases during their processing cycles. The interconnected and iterative nature of issue processing across the Sensing, Deciding and Executing phases were demonstrated in the research findings.
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Perrott, Bruce Edwin. "An empirical study of strategic issue processing in public sector organisations." [Sydney : University of New South Wales], 1993. http://www.library.unsw.edu.au/~thesis/adt-NUN/public/adt-NUN1999.0048/index.html.
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Jotisakulratana, Maleeya. "Intellectual capital and the performance of researchers in public research organisations." Thesis, Imperial College London, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.538678.
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Al-Sheikh, Hassan Mohammed. "A cultural and structural approach to public organisations in Saudi Arabia." Thesis, University of Exeter, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.240767.
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Krief, Nathalie. "Les pratiques stratégiques des organisations sanitaires et sociales de service public." Lyon 2, 1999. http://www.theses.fr/1999LYO20052.
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La notion de projet est placee depuis plusieurs annees au coeur des preoccupations et des reformes du systeme de sante. A partir de cette notion, notre demarche consiste a comprendre pourquoi les organisations sanitaires et sociales de service public ont interet a definir un projet strategique, quelles sont leurs pratiques strategiques et comment developper leur capacite strategique. Elle part del'hypothese selon laquelle l'elaboration d'un projet strategique interne-externe, de sa conception a son evaluation, contribue a ameliorer la performance de ces organisations et leur capacite de survie-developpement. Apres avoir positionne ces organisations et identifie leurs particularites de fonctionnement et de management, la these identifie les caracteristiques des crises qui les touchent actuellement : crises d'identite, de legitimite, de management des hommes et crise strategique. Cette partie met en evidence la menace strategique que percoivent ces organisations dans le contexte de crise, et de fait la prise de conscience de la necessite du changement. A partir de cinq recherches experimentales, la seconde partie s'interesse a leurs pratiques strategiques, tant au niveau du contenuque du processus strategiques. Plusieurs difficultes sont mises en evidence : absence de methodologie de definition d'un projet strategique, difficultes de mise en oeuvre, absence de pilotage strategique et d'evaluation du projet. Quant au contenu, le projet se limite le plus souvent aux orientations definies par la tutelle sans appropriation interne. La recherche propose une methodologie permettant de developper les pratiques strategiques de ces organisations, en s'appuyant sur la notion de projet-demarche, c'est-a-dire un projet participatif, transversal, a dominante strategique, s'appuyant sur des outils de pilotage de la mise en oeuvre et sur l'evaluation du projet. Un modele d'ingenierie strategique est propose pour perenniser les demarches de changement au sein de ces organisations.
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Moyo, Lungile. "Public relations via Twitter : an analysis of South African commercial organisations." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13768.
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Background: As more people are using mobile phones to receive and read news, Twitter has become a popular communication tool, particularly for commercial brands in South Africa. This thesis investigates twelve South African organisations’ use of Twitter. It portrays Twitter as an informational network that allows conversational communication. It seeks to identify how commercial brands in South Africa use Twitter as a public relations/communication tool. Aim and Objective: In attempt to learn whether current South African tweets among certain organisations follow Western practices of public relations, the study aims to understand and identify how commercial brands in South Africa communicate with their publics through Twitter. Revealing the content of these organisations’ tweets facilitated the fulfilment of this objective.
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Kahaar, Saadick. "Monitoring and controlling of projects within selected organisations in the public sector." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2651.
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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, [2017].The study is located within a Project Management paradigm. The South African national Department of Education’s (the DOE) approach to e-Education and its directive issued in 2004 to integrate Information and Communication Technologies (ICT’s) into teaching and learning forms the premise of this study. In 2009, the Western Cape Government adopted the Modernisation Programme to bring the provincial government on par with international best practice, to ensure that government officials are fit for their respective purposes. The challenge for the Western Cape Government was its ability to implement a project management approach to all activities performed by all stakeholders and role players in the project implementation process. The core objective of the study was to develop a theoretical framework to monitor and control projects and practices within selected provincial government departments in the Western Cape, with specific reference to the Department of the Premier (DotP) and the Western Cape Education Department, in order to achieve and provide an improved project management approach to monitor and control projects when implementing strategy and, in turn, enhance effective and efficient service delivery. A qualitative research approach was used, as the researchers were keen to hear verbal accounts around the experiences and perceptions of selected individuals within the Department of the Premier and Western Cape Education Department around the MSPiL Training Project in particular, and how it is monitored and controlled. Applicable literature was consulted which indicated the complexity of project management in the public sector as it relates to monitoring and control of projects. Methods/mechanisms, procedures and systems for defining, planning, scheduling, controlling, organising, monitoring and evaluating project activities to enhance service delivery, were forwarded. One of the core findings of the study was that an agile project management approach/methodology is best suited to an environment that has faster turnaround times with more streamlined, speedier approvals and processes, red tape reduction, as well as more direct communication channels. The aforementioned lacked in the South African public sector. A recommendation forwarded is that the Department of the Premier, Centre for e-Innovation’s (Directorate GITO: Education, Cultural Affairs and Sport) project office and a task team that specifically deal with the MSPiL project should clearly understand their department’s requirements whilst defining, planning and managing projects to improve project management maturity, as well as constantly communicate the roadmap, benefits and progress at both project/programme, departmental and provincial level by 2019, since this is when the Western Cape Provincial Strategic Plan reaches its end. This will assist the department and its MSPiL project team to improve project tasks and activities for future projects with similar characteristics.
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Salvestrin, Helen. "Sustainable livelihoods approach and community development in practice in engineering organisations /." Electronic version, 2006. http://adt.lib.uts.edu.au/public/adt-NTSM20060907.174848/index.html.
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Gali, Priya Antony, and n/a. "The significance of the role of non-governmental organisations in development in India." University of Canberra. Administrative Studies, 1996. http://erl.canberra.edu.au./public/adt-AUC20060711.122120.
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The research reported in this thesis examines the various factors which
influence the role of NGOs in development in India. Despite the centrality
of NGOs to the development process in the projects examined, little effort
has been made to look at existing experience in terms of what works and
what does not work in actual practice. This study attempts to analyse the
importance and effectiveness of NGOs through the documentation and
analysis of the experiences of five NGOs. The five NGOs are: CERTH
India and RDI, in the union territory of Pondicherry; ASHA and GRAM, in
Krishna and Adilabad districts respectively in the state of Andra Pradesh;
and PMDS, in the South Arcot district of the state of Tamil Nadu.
These five organisations have spent the five to 15 years organising their
respective client communities. The local organisations that have come
into existence through their efforts have reached a stage at which village
units have federated and are displaying self-management skills to varying
degrees. Specific dimensions of the NGOs examined in this study/
include: influencing factors related to their communities and
environments; objectives, strategies, structure and functioning, focusing
on community participation, vulnerable groups, empowerment,
sustainability, the importance of participatory evaluation and participatory
research in an NGO; administration and accountability of NGOs; and
enabling relations and collaborations which have to be fostered between
government and NGOs on the one hand, and global institutions and
NGOs on the other.
The main approach used in this study was the use of In-depth, openended,
informal interviews and discussions based on pre-planned
questions, with a range of NGO staff and members of the organisations.
Direct contact with some of the beneficiaries, a literature review, and
project reports and records also aided the study.
The results showed that strategies and techniques used by the NGOs are
valuable for attaining self-reliant development. Holistic development is
best achieved when the organisation aims at transforming all the
important dimensions of people's lives through the process of collective
reflection and action on the forces that presently prevent them from
developing.
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Evans, Daniel, and mikewood@deakin edu au. "The internet and competitive advantage in Australian professional sport organisations." Deakin University. Bowater School of Management and Marketing, 2002. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050825.144334.
Full textAbstract:
The electronic revolution has proven to be a powerful stimulus for change in business practice. As a business tool however, the Internet must endure the same scrutiny under which other business activities are placed. If the use of the Internet in business is a sound strategy, then it must contribute toward competitive advantage. The sport business industry has not been isolated from the vagaries of Internet applications. Moreover, as the industry has become more competitive, forcing sporting organisations towards unprecedented levels of accountability and business practice, the Internet has been increasingly seen as a potential 'holy grail' for sport organisations struggling for revenue (Stewart & Smith, 1999). This research is a response to these pressures. It seeks to identify Internet based opportunities for competitive advantage, and to provide strategies and recommendations for the successful use of the Internet in Australian professional sport organisations.
In realising this objective, a newly developed and integrated Business Activity Model has been constructed. The model assists in the identification of specific Internet based competitive advantage strategies, and provides a theoretical framework for this research. The Business Activity Model conceptualises, for the first time, the relationships between the value chain, constituents of electronically enabled competitive advantage, and the Internet.
With Australia's limited group of fully professional sports capable of sustaining the human resources and budgets necessary to implement comprehensive e-commerce strategies, the organisations selected to participate in this research represent the pinnacle of Australian professional sport clubs. Specifically, the 55 clubs competing in the Australian Football League (A.F.L.), National Basketball League (N.B.L.), National Rugby League (N.R.L.), and National Soccer League (N.S.L.) constituted the research sample and population. In concert with the 87% participation rate, sampling approached a census. A telephone-administered survey, based primarily on
the rigorously tested instrument developed by Sethi and King (1994), was employed for data collection.
This research employs a comprehensive set of descriptive statistics, and is bolstered by a confirmatory and an exploratory factor analysis, undertaken on one component of the data. The outcome of this research was the identification of seven practical recommendations for Australian professional sport organisations seeking to improve competitive advantage via the Internet. These recommendations were based on an inventory of the 'gaps' between the strategies proposed by the literature, and the practices of the sample, and relate to both overall Internet strategy, and specific web site applications. The development of the new Business Activity Model and the identification of key online strategy themes support and complement these recommendations. An examination of variations in the practices of participating organisations, and some comparisons against United States sporting organisations, also provides depth and context to the findings.
This research provides a platform for sport managers to effectively harness the potential of the Internet, through their web sites in particular, and realise significant competitive advantages. The Business Activity Model provides managers in all industries with a tool for the detection and understanding of potential elements of competitive advantage, and incorporates all activities critical to business in the new digital economy. Seven practical recommendations for improved online performance based on identified competitive advantage and strategies fulfils the primary objective of this research. E-commerce continues to grow at astronomical rates, and with the Internet poised to become the life-blood of 21st century sporting organisations, these recommendations will assist managers in their ongoing search for competitive advantage.
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Staron, Maret Avelyn. "A personal perspective on organisations : head, heart and soul /." [Richmond, N.S.W.] : Faculty of Social Inquiry, University of Western Sydney, Hawkesbury, 1999. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030430.153716/index.html.
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Layland, Peter John. "Public service orientation in housing : theory v reality." Thesis, University of Salford, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.314003.
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Al-Ali, Adnan A. S. "Human resource development : training and development practices and related organisational factors in Kuwaiti organisations." Thesis, University of Bradford, 1999. http://hdl.handle.net/10454/4936.
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This study examines and aims to disclose the current policies and practices of Training and Development (T&D) within Kuwaiti government and private/joint-venture organisations. The literature review indicates that although much attention has been devoted in studying Training and Development practices, a very few focus on T&D related factors on organisation performance in developing countries. The literature also indicates the need for considering these factors in order to have a better T&D effectiveness, and hence organisation overall performance. In this study the Training for Impact model was adopted and tested within Kuwaiti context in terms of training needs assessment and evaluation and follow-up. This research uses data collected from 100 organisations in Kuwait. 50 of these were government and 50 private /joint venture listed in Kuwait Stock Exchange. Therefore, all managers (100 training personnel) who are in charge of T&D function/programmes, were samples of the respondents of the present study. The main data collection methods adopted by this study were interviews (semi-structured) and "drop-in and pick-up" self-completion questionnaires. The data were quantitatively analysed and triangulation of quantitative findings was carried out in order to find out the difference between the two sectors in Kuwait in terms of T&D practices and related factors. To establish a causal connection between related factors and identified dimensions (T&D effectiveness, organisational rating, and satisfaction with evaluation process), a multiple regression technique was employed. The major findings of this study are noted below: Results indicate that the majority of the investigated organisations do not have a formal T&D system. T&D programmes are still carried out on a piecemeal basis rather than a systematic long-term policy. Findings which were common among the majority of the approached organisations were absence of a systematic organisational training needs analysis, use of conventional training methods, lack of effective procedures for T&D evaluation. The study explores the training personnel's way of thinking towards their T&D function and to the proposed T&D dimensions framework (integrated HRD strategy, top and line management commitment, a supportive formal system, T&D mechanism, organisational culture, and training budget). The findings indicate that most of the training personnel perceived these dimensions as providing motivation, commitment and support to their T&D function. Six main factors were found to influence T&D practices in government and private/joint venture organisations. These factors are: top management commitment, mutual support between organisational philosophy and T&D activities, line management support T&D involvement in organisation strategy, T&D policies and plans, and T&D effects on employees self-development. The study also identifies T&D effects on organisation performance in Kuwaiti organisations in terms of eliminating problems; increasing commitment and motivation; fulfilling individual needs and personal objectives, improving interpersonal and interdepartmental relations, improving quality of goods and services; and leading to effective utilisation and investment in human resources. In addition the study establishes a causal connection of T&D related factors with performance dimensions, organisation rating, and satisfaction of T&D evaluation. The author recommends that for the T&D function to be treated as seriously as other organisational functions, then Kuwaiti training personnel, as well as top and line management, need to be more willing to play proactive and strategic organisational roles in T&D activities.