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Douglas, Heather, Buriata Eti-Tofinga, and Gurmeet Singh. "Hybrid organisations contributing to wellbeing in Small Pacific Island Countries." Sustainability Accounting, Management and Policy Journal 9, no. 4 (September 3, 2018): 490–514. http://dx.doi.org/10.1108/sampj-08-2017-0081.
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Purpose This paper aims to examine the contributions of hybrid organisations to wellbeing in small Pacific island countries. Design/methodology/approach The concept and different forms of hybrid organisations are examined, and then the operation and contributions to wellbeing of three Fijian hybrid organisations are considered. Findings Hybrid organisations in this region operate with a commitment to the common good and an ethic of care. Fijian hybrid organisations improve social and economic wellbeing for individuals, families and communities by providing employment, schools and training facilities, financial and support services, sustainable agriculture projects and facilitating networking. These services improve individual and community social and economic wellbeing, build resilience, add to personal and family security, offer opportunities for the future, advance leadership skills and sustain the environment. Commercial activities that support these organisations in their wellbeing endeavours include product sales, service fees, project levies and investment income. Research limitations/implications Generalisability beyond the Pacific region is not assured, as this review only examines hybrid organisations in small Pacific island countries. Practical implications Hybrid organisations offer an alternative pathway to achieve a sustainable enterprise economy, an approach that is more culturally relevant for the Pacific region. Policies to nurture the development of these organisations, and research into the startup, operation, impact and effectiveness of different hybrid organisation models would help to improve wellbeing in this region. International charities and aid agencies could advance the wellbeing of people living in this region by supporting the development of hybrid organisations. External agencies seeking to support hybrid organisation development are advised to consider providing funding through a regional agency rather than engaging directly with national governments. Social implications Developing a robust hybrid organisation sector will improve social and economic wellbeing for people living in small island nations. Originality/value As one of the first studies to examine wellbeing and hybrid organisations, this review adds to hybrid business theory by its consideration of small Pacific island countries. The authors add to existing understandings of how hybrid organisations contribute to social and economic wellbeing for individuals, families and communities. The review identifies each form hybrid organisational form adopts. Each has a central commitment to generating social and economic value but different revenue sources. The review adds valuable new knowledge to the limited scholarship of this region by identifying the philosophical foundations and contributions to wellbeing of these hybrid organisations. A future research agenda and policy development process is proposed to improve wellbeing and advance hybrid organisations in the region.
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Smith, Andrew, Eddie Oczkowski, Charles Noble, and Robert Macklin. "New management practices and enterprise training in Australia." International Journal of Manpower 24, no. 1 (February 1, 2003): 31–47. http://dx.doi.org/10.1108/01437720310464954.
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The widespread implementation of new management practices (NMPs) in industrialised countries has had a significant impact on employee training. Examines five NMPs: the learning organisation; total quality management; lean production/high performance work organisations; teamworking; and business process re‐engineering. Focuses on the relationship between organisational change and training at the enterprise level. The research identified important findings in six key areas: small business; the use of the vocational education and training system; the importance of the individual; the nature of training; the importance of behavioural skills; and organisational change. The study confirmed that workplace change is a major driver of improved training provision in enterprises. It showed unambiguously that most NMPs are associated with higher levels of training. The integration of training with business strategy was found to be the most important factor in driving training across a wide range of training activities and appears to lead to an across the board boost to enterprise training in all its forms.
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Kodwani, Amitabh Deo. "Decoding training effectiveness: the role of organisational factors." Journal of Workplace Learning 29, no. 3 (April 10, 2017): 200–216. http://dx.doi.org/10.1108/jwl-05-2016-0038.
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Purpose Organisations invest heavily in training and development initiatives (Miller, 2012). However, a small percentage of what is learnt by the trainees from training gets transferred to the job (Mackay, 2007). The purpose of this study is to extend previous findings and examine various organisational factors, which have not been studied sufficiently, that influence training transfer. Design/methodology/approach A conceptual model based on previous research work is hypothesised and tested. The sample included 123 full-time employees working at one of the major public sector organisations operating in India. Findings The result suggested that training transfer climate, training awareness, participation and involvement in training decision and training assessment mechanism were found to be positively and significantly related to perceived training transfer. Research limitations/implications Typical limitations consistent with self-report measures (e.g. social desirability) apply to this study as well. Another limitation was the small sample size. Future studies should assess a large sample size. Future research may assess the extent to which not only trainees but also other training stakeholders, such as trainers and supervisors, feel accountable and responsible for training and its transfer. This would provide a stronger test of the accountability hypothesis. It would also be worthwhile to study the type of evaluation/assessment mechanism that would be more appropriate for training transfer. Practical implications Organisations should take care of these organisational factors for increasing the transfer of training at the workplace. Organisations can have better control over these factors compared to individual-related variables. Future research studies may also look at the role of evaluation/assessment feedback in training transfer. Finally, the mediating or moderating role of some of the organisational factors can also be considered for future research work. Originality/value This study is an attempt to add value to the present literature on training transfer by focusing on organisational factors. Most factors studied were neglected by previous research studies. Hence, this is a moderate attempt to add to the transfer of training literature.
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Nasir, Zafar Mueen. "S. S. Khanka. Human Resource Management: (Text and Cases). New Delhi: S. Chand & Company Ltd. 2007. 449 pages. Paperback. Indian Rs 300.00." Pakistan Development Review 48, no. 1 (March 1, 2009): 100–101. http://dx.doi.org/10.30541/v48i1pp.100-101.
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Human Resource Management (HRM) is a process of procuring, developing, maintaining and controlling competent human resource in the organisation so that the organisational goals are achieved in an effective manner. HRM has undergone tremendous change in its functions over the past 20-30 years. Many years ago, large organisations looked at the “Personnel Department,” mostly to manage the paperwork around hiring and paying people. But more recently, organisations consider the major role of HR Department as staffing, training and helping to manage people so that people and the organisation perform at the highest level of their capacity. The modern HRM views manpower as resource and asset of the organisation rather than just considering it burden on the resources. Usually large national and international businesses utilise these services due to their multidimensional operations and sizable employment. Small businesses carry out these activities by themselves to save cost associated with full-or part time help. However, they generally ensure that employees have—and are aware of— personnel policies conform to prevailing regulations. These policies are developed by the HRM professionals in the form of employee manuals and handbooks.
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Upstill-Goddard, James, Jacqui Glass, Andrew Dainty, and Ian Nicholson. "Implementing sustainability in small and medium-sized construction firms." Engineering, Construction and Architectural Management 23, no. 4 (July 18, 2016): 407–27. http://dx.doi.org/10.1108/ecam-01-2015-0015.
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Purpose – Construction organisations are becoming increasingly aware of the impacts of their operations, from both an environmental and, more recently, a social viewpoint. Sustainability standards can enable an organisation to evidence a benchmarked level of performance against a particular issue. To date, research on standards has largely focused on the operational and administrative aspects of their enactment, rather than how they might affect – and be appropriated by – organisational actors. The purpose of this paper is to examine how capacity for learning can affect the success of implementing standards within two construction SMEs. Design/methodology/approach – Taking an organisational learning and absorptive capacity (ACAP) perspective, this research uses the case study approach and abductive logic to understand what role learning plays with regard to sustainability standard implementation. Findings – The results reveal that strong communication channels and commitment to training programmes increase the capacity for implementing standards, but that SMEs tend only to approach standards if they see immediate financial benefits stemming from their implementation. Practical implications – SMEs provide a challenging context for the implementation of sustainability standards unless there are significant external levers and extrinsic motivation for them to be embraced. Care should be taken in incorporating these aspects into the future design of standards that are more aligned with SME needs. Social implications – Stakeholders should seek to apply pressure to firms to positively influence engagement with sustainability standards. Originality/value – The role and importance of ACAP is an underdeveloped debate in the certification field. This study is the first that links the process of implementing a standard with the ACAP of an organisation.
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Anang, Benjamin Tetteh, and Joseph A. Awuni. "Effect of Training on Small-Scale Rice Production in Northern Ghana." Applied Studies in Agribusiness and Commerce 12, no. 3-4 (December 13, 2018): 13–20. http://dx.doi.org/10.19041/apstract/2018/3-4/2.
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Training in modern farming methods enables farm households in developing countries to improve agricultural productivity. Notwithstanding the efforts of governmental and non-governmental organisations to provide farmers with agricultural training, productivity remains low. The existing literature provides little empirical evidence of the effect of training on agricultural productivity in Ghana. This study therefore seeks to bridge this gap by investigating small scale rice farmers’ participation in agricultural training programmes and its effect on productivity in northern Ghana. A treatment effect model was used to account for sample selection bias. The results indicated that participation in training increased with the number of extension visits, group membership, access to credit and the degree of specialisation in rice production. Furthermore, total output and labour productivity both increased with participation in training but the relationship with land productivity (yield) was insignificant. On average, participation in training was associated with 797kg increase in rice output, while labour productivity increased by 7.3kg/man-day. With the exception of farm capital, all the production inputs had a positively significant relationship with output suggesting sub-optimal use of capital in production. The study concludes that farmers’ training needs are not adequately being met while inadequate capital is constraining farm output. Increasing access to extension service and involving farmer-based organisations in the design and implementation of training programmes will enhance participation and farm performance.
JEL Classification: C21, D24, Q12
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Baldock, Graham. "The perception of corruption across Europe, Middle East and Africa." Journal of Financial Crime 23, no. 1 (December 31, 2015): 119–31. http://dx.doi.org/10.1108/jfc-02-2015-0004.
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Purpose – This paper aims to examine the perception of corruption across Europe, Middle East and Africa across a small population of Compliance employees within a global organisation. Design/methodology/approach – An online survey consisting of 18 open and closed style questions and those using the Likert scale to measure perceptions was used in this research. Some of the questions were designed to enable supporting commentary to be provided. Findings – This paper has only compounded the general published view of non-governmental organisations and academics that corruption is real and widespread and affects society, irrespective of age, culture or geographic location. Research limitations/implications – This study was targeted at a Compliance function within one organisation. Even though all the respondents would have had the same training, their perception might not be the same as individuals in the same country who were not employed within the same organisation. Practical implications – This may benefit companies from a training perspective, as it demonstrates the variety of opinions that exist within one organisation. It may also be of interest to organisations such as Transparency International, who conduct periodic research into the perception of corruption. Social implications – This research highlights the differences of opinion just within one organisation and thereby demonstrates the difficulties faced in tackling corruption. Originality/value – As this research was conducted from an internal perspective within one organization, it provides a unique insight into the views and opinions of employees across Europe, Middle East and Africa.
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Egbu, Charles. "Knowledge production and capabilities – their importance and challenges for construction organisations in China." Journal of Technology Management in China 1, no. 3 (September 1, 2006): 304–21. http://dx.doi.org/10.1108/17468770610704967.
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PurposeThis paper seeks to address the importance of knowledge production and capabilities for the construction industry; and the implications of the challenges associated with their effective exploitation for the construction industry in China.Design/methodology/approachA thorough review of extant literature and 31 detailed semi‐structured interviews with practitioners from 14 large, medium and small organisations in the UK construction industry. Content analysis was adopted as the analytical approach.FindingsThe main triggers of knowledge production in the construction industry are: the need to effectively deal with complex projects; the effective use of new, innovative building materials, systems, services; managing change (both project change and organisational change); coping with the uniqueness of projects; and managing team member interfaces (e.g. consultant‐contractor). Knowledge production is a complex process which can occur through a number of ways (e.g. formal research, reflective practice, transformation and combination of existing knowledge). Organisational culture influences knowledge production both positively and negatively.Originality/valueThis paper addresses the main ways in which knowledge production can benefit construction organisations and can impact positively to organisational innovations. It addresses the role of leadership and culture in knowledge production in organisations. Skilled and competent workforce is key in knowledge production, especially in addressing problem‐solving situations. Appropriate and focused training programmes (e.g. continuing professional development events, other short courses, in‐house programmes‐mentoring, coaching, and job rotation) are important in stimulating approaches for improved knowledge production in organisations. As shortages of skilled personnel are rife in construction in China, organisations need to take the issue of knowledge production more seriously.
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Metcalf, Lindsey. "The impact of a changing policy environment on board members in small and medium-sized voluntary organisations." Voluntary Sector Review 10, no. 3 (November 1, 2019): 329–46. http://dx.doi.org/10.1332/204080519x15736555179034.
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This article examines the experiences of volunteers serving as board members in small and medium-sized voluntary organisations (VOs) in England. It considers the ways in which policy developments, including the outsourcing of public service delivery and austerity programmes, are impacting on this group of volunteers. Relatively little research has considered policy change from a board member perspective, despite their key role in organisational governance. The article draws on qualitative interviews with individual board members. It shows that policy changes are contributing to an increasingly complex role for board members in small and medium-sized VOs. The policy environment impacts on board members both by driving more challenging organisational issues for the board and, in turn, by contributing to stress and a lack of confidence at an individual level. Recruitment, training and support mechanisms are not always adequate in meeting the needs of this specific group of volunteers within this context.
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Pattni, Indira, and Geoffrey N. Soutar. "The effectiveness of self‐management training in organisations from two culturally different countries." Journal of Management Development 28, no. 7 (July 17, 2009): 633–46. http://dx.doi.org/10.1108/02621710910972733.
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PurposeThe purpose of this paper is to examine the impact of short training in self‐management skills on employees' efficacious beliefs and skills across cultures.Design/methodology/approachA longitudinal pre‐post field investigation repeated measures analysis is used to compare the effectiveness of the self‐management training between employees from Australia (individualistic country) and Kenya (collectivistic country).FindingsThe results suggest that there is a significant improvement in the learning of skills and efficacious beliefs post‐training (24 weeks). However, there are no significant differences in improvement between the two cultures and the training is similarly effective in both cultures.Research limitations/implicationsTraining focus is based on previous research that is primarily individual focused and further studies need to explore the training ethos. The assessments are developed for the study and need further examination to test their reliability and validity in other contexts. The individualistic and collectivistic criteria are drawn from Hofstede's work and may need further investigation as Hofstede's sample size of the Kenyan population is small. Finally, the results are unique to retail banking.Originality/valueThe effectiveness of this low‐cost training for enhancing employee efficacy has positive organisational outcomes, especially for those that have a multicultural workforce. It may be particularly useful for organisations in developing countries where cost is of concern.
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Ziviani, Jenny, Shelley A. Wilkinson, Fiona Hinchliffe, and Rachel Feeney. "Mapping allied health evidence-based practice: providing a basis for organisational realignment." Australian Health Review 39, no. 3 (2015): 295. http://dx.doi.org/10.1071/ah14161.
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Objective Ahead of the convergence of two major paediatric services, we examined evidence-based practice (EBP) self-efficacy, outcome expectancy, knowledge and use among allied health (AH) staff in two major Queensland (Qld) paediatric services. This was to determine whether any differences existed based on organisational affiliation, profession and any previous training to inform a strategy to enhance AH EBP within the new organisational setting. Methods All AH staff from the two Brisbane (Qld) tertiary paediatric hospitals were invited to participate in the survey. Using a cross-sectional design, EBP self-efficacy, outcome expectancy, knowledge and use, as well as previous EBP training, were assessed with an online survey. Background demographic information obtained included professional discipline and hospital. Results One hundred and thirty-eight health practitioners completed the survey (37% response rate). Most practitioners had accessed EBP training. Mean scores for EBP attitudes (self-efficacy and outcome expectancy) and knowledge were higher than for EBP use scores. Greater variation was observed across professional disciplines than organisations. Training impacted positively on EBP measures but explained a small proportion of total variance in regression models. Conclusions The results underscore the need to provide organisational supports to AH staff for EBP implementation. Strategies other than training are required to maximally enhance EBP attitudes. The new organisational structure provides an opportunity for this cultural shift to occur. What is known about the topic? Factors affecting the EBP capabilities of AH professionals are complex and are associated with institutional culture and barriers, personal self-belief and individual experience and ability, and can exist at clinician, team and organisational levels. What does this paper add? The data from the present study confirm the emerging literature examining various AH professional groups’ EBP behaviours and ratings with a large and diverse cohort from a variety of backgrounds and across organisations. Respondents possessed a positive attitude towards EBP and moderate EBP knowledge, with these scores exceeding EBP use scores. Organisational affiliation had little impact on EBP measures. What are the implications for practitioners? Although the results of the present study highlight the importance of training in literature searching, EBP and research design and/or analysis, the findings also indicated that strategies other than training are required to maximally enhance EBP attitudes and use by AH staff. To harness the positive approach AH staff have to EBP, strategies such as incorporation of EBP principles and plans in departmental meetings and strategic reviews, as well as strengthening organisational governance in relation to EBP and research, must be developed within the new organisational structure and context; a powerful, but often overlooked, enabler of EBP.
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Kirsten, Corrinna L., and Johannes R. Fourie. "The accounting professions’ role in financial management skills development of small businesses." Journal of Economic and Financial Sciences 5, no. 2 (October 31, 2012): 459–80. http://dx.doi.org/10.4102/jef.v5i2.294.
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The support of small businesses in South Africa forms part of national strategies for creating jobs and wealth. To support small businesses, initiatives aimed at developing financial management skills (through training, support services and mentoring) are offered by various public and private sector organisations. Using a multi-case study design, this study explores the nature and extent of the financial management skills development interventions offered by a selection of Western Cape small business development support organisations. The study finds that the financial management skills development interventions on offer are generalised and limited in reach. Given the skills and expertise available in the South African accounting profession, the study also considers this profession’s involvement in financial management skills development interventions. The study’s main contribution is to demonstrate how members of the South African accounting profession can contribute to transferring financial management skills in a manner that will address the profession’s corporate social responsibility.
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Grobler, P. A., M. Kirsten, and S. Wärnich. "Building capacity for their members: What employers’ organisations in South Africa need to know." South African Journal of Business Management 36, no. 2 (June 30, 2005): 39–56. http://dx.doi.org/10.4102/sajbm.v36i2.626.
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According to Chapter 2 of the Labour Relations Act 66 of 1995, employers, like trade unions, have a right to freedom of association. However, hardly any research has been conducted to establish the efficiency/effectiveness of employers’ organisations. The question thus is: To what extent do members (companies) make use of the services rendered by their employers’ organisations, and how satisfied are they with the service provided? From this study it is clear that a small percentage of companies avail themselves of the services of employers’ organisations. Popular areas of contact appear to be human resource management, labour relations and training. A number of problems in the area of client satisfaction have been identified and recommendations are made to increase the efficiency/effectiveness of employers’ organisations. It is clear that despite the limited use of their services, employers’ organisations continue to fulfil a key role in the labour dispensation in South Africa.
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Padachi, Kesseven, and Soolakshna Lukea Bhiwajee. "Barriers to employee training in small and medium sized enterprises." European Journal of Training and Development 40, no. 4 (May 3, 2016): 232–47. http://dx.doi.org/10.1108/ejtd-02-2014-0018.
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Purpose Training is an important component of successful business concerns. However, although there is growing acceptance amongst scholars that small- and medium-sized enterprises (SMEs) are engines that drive economies across nations, through their contribution in terms of job creation and poverty reduction; extant research portray that these organisations often lack the resources required to undertake training. Mauritius, as a small island developing state, is not an exception. Similar to other economies, the Mauritian business landscape is characterised by a larger number of SMEs, representing 97 per cent of the business stock and accounting for nearly 47 per cent of the national workforce. To ensure a smooth transition along the business life cycle and fulfil their objectives, it becomes important to gauge into the training practices of these SMEs. This paper therefore aims to investigate into the barriers which SMEs face in the provision of training to their employees in the Republic of Mauritius. Design/methodology/approach Through a survey questionnaire, the study attempted, inter alia, to mainly identify the importance and perception that owner managers of SMEs attach to the concept of training and, consequently, identifies the various barriers faced by the SMEs to impart training. Findings Data obtained were analysed using SPSS 20.0 through descriptive statistics and inferential statistics. The analysis of the findings showed that training practices among SMEs in Mauritius rhymes with extant general literature. Originality/value Research pertaining to SMEs is still in a state of infancy in the Republic of Mauritius, without mentioning that it is practically non-existent as far as the training function is concerned. This paper thus attempts to provide both policymakers and researchers’ scientific data regarding the barriers which SMEs face when indulging in training.
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Payne, Sarah, and Laura Bennett. "Gender equalities work in health organisations in England." Equality, Diversity and Inclusion: An International Journal 34, no. 7 (September 21, 2015): 579–92. http://dx.doi.org/10.1108/edi-09-2014-0069.
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Purpose – An increasing number of countries have introduced duties for public-sector organisations who, in addition to addressing discrimination, are now also required to promote equality of opportunity between different groups. The purpose of this paper is to explore the limited progress of gender equality policies, through a study of the local implementation of equalities policies. The authors highlight the role of equalities leads in the public sector as local “agents of change”, and explore explanations of the implementation gap between policy and practice. Design/methodology/approach – The paper reports on a small-scale qualitative study with equalities leads in the health sector in England. The study comprised semi-structured interviews with equalities leads from nine health organisations which were purposively selected to include a mix of areas and populations. The interviews focused on the leads’ backgrounds and their perceptions of barriers to their work. Findings – The equalities leads had a range of experience prior to their current post, though most had little formal subject-specific training. They highlighted a number of barriers to effective implementation of gender equality strategies, including resource issues, the impact of organisational change, the increased the number of equalities they were expected to address, organisational perceptions that gender was no longer a priority and resistance to what are seen as “tick box” exercises. Originality/value – The value of this paper is that it adds to the understanding of the challenges facing the implementation of gender equalities policies in the health sector, the reasons for these and the role of local policy implementers in the effectiveness of national equalities policies.
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Shokri, Alireza, David Oglethorpe, and Farhad Nabhani. "Evaluating Six Sigma methodology to improve logistical measures of food distribution SMEs." Journal of Manufacturing Technology Management 25, no. 7 (August 26, 2014): 998–1027. http://dx.doi.org/10.1108/jmtm-12-2012-0114.
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Purpose – The purpose of this paper is to investigate the implementation of the Six Sigma methodology as a systematic business strategy and quality initiative to improve the critical logistical measures within small-to-medium-sized food distributors. Design/methodology/approach – The first stage was the conducting of structured questionnaires to verify the applicability in terms of capability, resources and culture in the targeted industry. The second stage was the implementation of two industrial case studies to investigate the impacts of Six Sigma on logistical measures. Findings – It was found that Six Sigma is applicable and beneficial in small-to-medium-sized food distributors. It was also found that required training, personal characteristics of managers, size of the organisation, education level and workplace of the employees are the most effective elements to adopt Six Sigma for these organisations. Research limitations/implications – Cultural factors including high level of secrecy in information exchange, ambiguity and lack of knowledge, sampling population and requirement of ISO9000 were found as key issues in implications of this research programme. Practical implications – Six Sigma programme can be used as a problem solving practice, a performance measurement tool and a business strategy in small food distributors through more simplified approach to improve the ultimate food supply chain. Originality/value – This research paper studies the application of Six Sigma in food logistics SME sector by having integrated research approach, and also provides a practical scientific and rigorous quality and profitability improvement methodology for smaller food distribution organisations with limited resources.
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Bernik, Mojca, and Dušanka Kermc. "Human Resource Development in a Small Company." Organizacija 46, no. 4 (July 1, 2013): 165–70. http://dx.doi.org/10.2478/orga-2013-0013.
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The small business sector is often overlooked in human resource development researches, despite representing a large portion of the total economy. Very few studies exist on the subject of human resources development needs analysis in small organisations. Development plans remain mostly unwritten, which can lead to the impression that development is not being implemented or planned and is therefore not valid. This paper presents case study of the existing human resource development system in a small company PAN -JAN d.o.o. The research included 80% of all employees, which is 20 out of 25. The research examined the correlation between the additional education and better business performance, analysis of variance on age and number of courses and discriminant analysis on age, years of service, levels of education and legally required education and training programmes. In discussion are proposed changes or improvements, as well as a human resource development model.
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Ibrahim, Tasha, and Chandana Gamage. "THE IMPACT OF CONTEMPORARY INNOVATION MANAGEMENT TRENDS TOWARDS THE ORGANIZATION OF IT PROJECTS." Journal on Innovation and Sustainability. RISUS ISSN 2179-3565 9, no. 2 (June 30, 2018): 78. http://dx.doi.org/10.24212/2179-3565.2018v9i2p78-93.
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Innovation failures when properly understood will support to improve the understanding of innovation success, which will help management improve their strategies. The objective of the research presented in this paper is to explore the efficiency in the organizing of innovative IT projects in the Sri Lankan context.Grounded Theory was used as the central methodology for this qualitative research study, where data was collected through open-ended questions based interviewing of corporate informants. An analytical tool, MAXQDA, which is a software that supports the analysis of qualitative data was used to electronically store, document and structure all interview transcripts.This research has found that the ordering of aspects of innovation management that influence the organisation of IT projects to be Reward Structure, Recruitment, Training and Development, Gamification, and Employee Empowerment; where Reward Structure had the highest code frequency per document and number of documents per code. For different innovation management methods, the ordering of the factors which influence the organisation of IT projects was further elaborated upon in this research. In the observation of 11 target organisations, it was found that there were no two identical innovation management implementations and each organisation provided a different experience. Data sources for the interviews were limited because the preliminary review of opportunities to study innovation management in the Sri Lankan context revealed that only a selected set of organisations would be relevant to the research. This research has important uses as only a small fraction of the existing literature attempted to establish any relationships between the variables Trend and Project Organisation. In order to introduce or improve innovation management in an organisation, the budget, needs of the organisation, how to introduce the implementation and investment evaluations need to be considered.
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Meyer, Christopher, Laima Gerlitz, and Lawrence Henesey. "Cross-Border Capacity-Building for Port Ecosystems in Small and Medium-Sized Baltic Ports." TalTech Journal of European Studies 11, no. 1 (May 1, 2021): 113–32. http://dx.doi.org/10.2478/bjes-2021-0008.
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Abstract One of the key challenges related to the threat posed by the COVID-19 pandemic is preservation of employment and protecting staff who are working in port operations and struggling to keep ports operating for ship calls. These activities performed by port labour are deemed to be crucial for the EU and European ports, since 75% of the EU external trade and 30% of intra-EU transport goods are moved by waterborne transport. As a response to the global lockdown and the vulnerability of global supply chains, the majority of international organisations and maritime ports networks have shortlisted measures necessary to keep the severe effects of the lockdown to a minimum. One of the key measures identified is how to limit physical interaction. As an effect, millions of people and organisations across the globe have had to use and/or increase their deployment of digital technologies, such as digital documentation, tracing information systems and digital group-working platforms. Hence, blockchain and data-enabling systems have become to be recognised as a core element maintaining the uninterrupted flow of goods and services at ports. In pursuing uninterrupted trade and keeping ports open and running, this research paper addresses how the current situation afflicts the small and medium-sized ports located on the Baltic Sea which are argued to be critical actors of the port-centric logistics’ ecosystem. Given the topicality of this research and addressing the research gap, the authors suggest a conceptual capacity-building framework for port employees. This suggested framework is based on empirical insights: primary and secondary data collected from the project Connect2SmallPorts, part-financed by the Interreg South Baltic Programme 2014–2020 from the European Regional Development Fund (ERDF). The conceptual framework aims towards a practical training programme dedicated to fill in the missing skills or expand the limited competence of human resources and ports’ capacity when adapting or advancing digitalisation in the ports’ ecosystems. In particular, specific areas of capacity building are addressed and individual solutions suggested to foster a digital transformation of ports. The conceptual training framework is designed as a training tool indicating opportunities to help ports upgrade their competences with the blockchain technology, and to advance their transportation, environmental and economic performance with improved digitalisation. For this purpose, the conducted research employed mixed methods and applied concepts and approaches based on the field of management. For example, the construct of absorptive capacity, organisational learning, transformation, resource-based view and the concept of dynamic capabilities are included in the ecosystem discourse and are linked with open innovation and service design. The research presented in this article provides both theoretical and practical contributions, in which the affected stakeholders can test and utilise the developed tool as well as transfer it to other regions.
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OWOLANA, Victoria O., and Colin A. BOOTH. "STAKEHOLDER PERCEPTIONS OF THE BENEFITS AND BARRIERS OF IMPLEMENTING ENVIRONMENTAL MANAGEMENT SYSTEMS IN THE NIGERIAN CONSTRUCTION INDUSTRY." JOURNAL OF ENVIRONMENTAL ENGINEERING AND LANDSCAPE MANAGEMENT 24, no. 2 (June 7, 2016): 79–89. http://dx.doi.org/10.3846/16486897.2015.1127251.
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This study investigates stakeholder opinions of the major benefits and barriers of Environmental Management Systems (EMS) to the Nigerian construction industry, and the perceived issues to EMS adoption among organisations in the industry. The study highlights the environment as an important stakeholder in the industry because it affects and is affected by construction activities on a regular basis. It identifies the importance of ISO 14001 in ensuring adequate consideration for the environment is maintained on construction projects. The research adopts a quantitative approach by analysing responses from an online survey among construction industry professionals in Nigeria. The questions on the survey were drawn from a similar study carried out in Asia and the results were analysed using the Weighted Average and Standard Deviation statistical approach. Results reveal that the major benefits of EMS to the Nigerian construction industry were improved efficiency in waste management and environmental protection, as well as an overall increase in employee motivation due to better opportunities for training and development. Lack of technological support in organisations and the high cost of implementing EMS were viewed as the major barriers towards its uptake in construction companies. The findings also indicate that a feasible EMS implementation strategy must not ignore the unique nature of the Nigerian construction industry, which comprises mostly small and medium enterprises. The study concludes by recommending the use of a waste management plan based on the Reuse-reducerecycle-Recover model and an employee training plan to ensure continuous improvement in the organisation’s environmental management strategy.
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Kelliher, Felicity, Monica Murphy, and Denis Harrington. "Exploring the role of goal setting and external accountability mechanisms in embedding strategic learning plans in small firms." Journal of Small Business and Enterprise Development 27, no. 3 (May 18, 2020): 449–69. http://dx.doi.org/10.1108/jsbed-07-2019-0253.
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PurposeThis paper explores the role of goal setting and external accountability mechanisms in embedding strategic learning plans in small firms. The research question asks, how are strategic learning plans embedded in small firms?Design/methodology/approachInsights from in-depth action research carried out with three small firm owner-managers (OMs) inform the study.FindingsFindings present valuable insights into how small firms learn strategically, and the link between OM goal setting and external accountability mechanisms in pursuit of embedded learning. A framework for embedding strategic learning plans in small firms is presented.Research limitations/implicationsThis study offers a contribution to knowledge in the areas of small firm learning, strategic planning and social learning theory. While the sample size is small, data and case protocols are in place which allow for replication of the study. As the research is embedded in social learning theory, alternative theoretical frameworks may shed a different light on the research question.Practical implicationsThe study may be of interest to practitioners working in the design, development, delivery and evaluation of learning interventions for small service firms. Given the importance of the small firm sector to the global economy, the research may also be of interest to government agencies, who strive to protect the survival and growth of small firms generally and who set aside resource amounts each year to fund training programmes for small firm OMs.Originality/valueThe research contributes to the body of existing knowledge in the small firm setting concerning social learning theory and small firm learning strategies. It has identified a link between OM goal setting and external accountability mechanisms in pursuit of sustainable organisational learning in small firms and offers a framework for embedding strategic learning plans in small firms. The study answers calls for a more robust framework to advance understanding of how OMs learn and whether that learning is consequently embedded in the organisation. The proposed framework can be used as a guideline for support organisations in assisting small firms in reaching their learning potential. It can also be used by small firms in the attainment of strategy learning capability.
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Kelliher, Felicity, Monica Murphy, and Denis Harrington. "Exploring the role of goal setting and external accountability mechanisms in embedding strategic learning plans in small firms." Journal of Small Business and Enterprise Development 27, no. 5 (April 8, 2020): 705–25. http://dx.doi.org/10.1108/jsbed-12-2019-0411.
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PurposeThis paper explores the role of goal setting and external accountability mechanisms in embedding strategic learning plans in small firms. The research question asks, does an external learning intervention influence how strategic learning plans are embedded in small firms?Design/methodology/approachInsights from in-depth action research carried out with three small firm owner-managers (OMs) inform the study.FindingsFindings present valuable insights into how small firms learn strategically, and the link between OM goal setting and external accountability mechanisms in pursuit of embedded learning. A framework for embedding strategic learning plans in small firms is presented.Research limitations/implicationsThis study offers a contribution to knowledge in the areas of small firm learning, strategic planning and social learning theory. While the sample size is small, data and case protocols are in place which allow for replication of the study. As the research is embedded in social learning theory, alternative theoretical frameworks may shed a different light on the research question.Practical implicationsThe study will be of interest to practitioners working in the design, development, delivery and evaluation of learning interventions for small service firms. Given the importance of the small firm sector to the global economy, the research may also be of interest to government agencies, who strive to protect the survival and growth of small firms generally and who set aside resource amounts each year to fund training programmes for small firm OMs.Originality/valueThe research contributes to the body of existing knowledge in the small firm setting concerning social learning theory and small firm learning strategies. It has identified a link between OM goal setting and external accountability mechanisms in pursuit of sustainable organisational learning in small firms and offers a framework for embedding strategic learning plans in small firms. The study answers calls for a more robust framework to advance understanding of how OMs learn and whether that learning is consequently embedded in the organisation. The proposed framework can be used as a guideline for support organisations in assisting small firms in reaching their learning potential. It can also be used by small firms in the attainment of strategy learning capability.
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Constantine, John, Kallunde P. Sibuga, Mawazo J. Shitindi, and Angelika Hilberk. "Awareness and Application of Existing Agroecological Practices by Small Holder Farmers in Mvomero and Masasi Districts-Tanzania." Journal of Agricultural Science 13, no. 1 (December 15, 2020): 30. http://dx.doi.org/10.5539/jas.v13n1p30.
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A survey study was conducted to assess the level of awareness and application of existing agro-ecological practices by small holder farmers in Mvomero and Masasi districts in Tanzania. The selection of farmers to interview and the villages in the respective districts was based on their long history of producing cassava and maize. A structured questionnaire was used to identify the type of agro-ecological practices, agricultural information sources accessed by farmers, training on agro-ecological practices, type of crops grown in the study areas and kind of livestock kept. Results indicated that the most applied agro-ecological practices were diversification (80.5%), the use of farmer saved seeds (78.2%) followed by intercropping (72.9%) and lastly, agro-forestry (3.2%). The highest percentage of farmers (30.4%) reported to receive information on ecological organic agriculture from non-governmental organisations (NGOs) (SAT, SWISS AID), 27.5% were using own farming experience, 21% reported to receive the information from government extension officers, 13% from friends or neighbours, 4.3% from government institutions (SUA, Agricultural Training Institutes) and 3.6% received information from agricultural input suppliers. Generally, 50% of farmers had received training on agroecological practices indicating the level of awareness. Lack of knowledge among farmers was one of the key factors that hamper the wide application of agroecological practices. There was a need for farmer’s capacity building through training to enhance wider application of agroecological practices hence progressive agricultural production increase.
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Rabie, Claudette, Michael C. Cant, and Johannes A. Wiid. "Training And Development In SMEs: South Africa’s Key To Survival And Success?" Journal of Applied Business Research (JABR) 32, no. 4 (June 30, 2016): 1009–24. http://dx.doi.org/10.19030/jabr.v32i4.9717.
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In today’s competitive business environment, the capabilities and skills of employees are fundamental requirements for continuous productivity, innovation and success in small and medium enterprises (SMEs). However, the situation of SMEs with regards to training and development is characterised by a paradox and are considered to be crucial elements of competitiveness and success against the backdrop of globalisation. Previous studies have found that constant training and development initiatives are less likely to be available to employees working in SMEs than to those in larger organisations. The study therefore aims to determine the perception of entrepreneurs or SME owners towards the importance of training and development in their business. A self-administered questionnaire was sent to SME owners and a total of 60 usable responses were received. The study showed, amongst others, that a lack of resources is stronger than the influence of business management and external assistance.
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Bhargava, Marcus, and Lee Jerome. "Training Teachers for and through Citizenship: Learning from Citizenship Experiences." Societies 10, no. 2 (April 28, 2020): 36. http://dx.doi.org/10.3390/soc10020036.
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This article illustrates how one university-based initial teacher education (ITE) course sought to develop links with civil society organisations to develop meaningful active citizenship education. The purpose of the project was to enhance citizenship education for ITE students preparing to become secondary school teachers. The article discusses recent developments in theorising teacher education 3.0 to ensure teachers are empowered to engage with a wide range of social and political challenges affecting young people and their communities. It then describes a small project that involved university staff and students in a local community organising project, bringing together a range of local community groups to work together for social justice. The article explores how student teachers working within that community organising group developed an increasingly politicised view of their role—as public sector workers in a politicised policy landscape; as potential agents for the promotion of democracy; and as political actors in their own right. The article concludes that these insights into practice illustrate the potential for a broader conception of teacher education, involving civil society partners beyond schools and universities.
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Rahman, Syed Abidur, Azlan Amran, Noor Hazlina Ahmad, and Seyedeh Khadijeh Taghizadeh. "Supporting entrepreneurial business success at the base of pyramid through entrepreneurial competencies." Management Decision 53, no. 6 (July 13, 2015): 1203–23. http://dx.doi.org/10.1108/md-08-2014-0531.
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Purpose – Large private organisations (LPOs) creating entrepreneurship opportunities for people at the base of the economic pyramid (BoP) is a thought-provoking issue for researchers. The main purpose of this paper is to empirically explore the influence of support from LPOs on entrepreneurship business success among the BoP segment through entrepreneurial competencies. Design/methodology/approach – The paper follows a quantitative research approach. Data were collected from a sample of 134 BoP entrepreneurs in Bangladesh using a structured survey instrument. Partial least square has been employed as a statistical technique to analyse the data. Findings – The influence of support provided by LPOs, in terms of technical and training, increased entrepreneurial competencies among the BoP entrepreneurs. Further, entrepreneurial competencies contribute to the proliferation of the BoP entrepreneurship business success and play a mediating role to achieve business success as long as technical and training supports are provided. Practical implications – It is expected that business organisations can embrace this framework as a business model and contribute to the social initiatives. Originality/value – This paper invokes research on the entrepreneurship domain particularly focusing on the BoP segment of the society. The significant relationship between support of LPOs and success of small-scale entrepreneurship business can be viewed as a novel contribution in BoP domain.
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Bell, Nikki, Jennifer Lunt, Jennifer Webster, and Tim Ward. "Comparing high and low performers for noise control." International Journal of Workplace Health Management 8, no. 1 (March 9, 2015): 46–60. http://dx.doi.org/10.1108/ijwhm-03-2014-0007.
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Purpose – The purpose of this paper is to investigate the dimensions that distinguish high from low performing manufacturing companies in Great Britain with respect to controlling noise. The findings should assist regulators and industry to develop interventions that help organisations to effectively manage noise, particularly amongst the low performers. Design/methodology/approach – The research uses quantitative and qualitative methods. Survey data was obtained from 215 manufacturers and supplemented with 15 qualitative interviews to assess performance and individual, social, environmental and organisational influences on duty holders' decision making for controlling noise. Findings – Relative to low performers, decision makers from high performing companies had: greater in-depth knowledge of noise risks and controls; taken steps to promote positive health and safety attitudes and values; were large companies; and faced fewer resource barriers (time, costs, staffing). Managers in small, low performing companies sought simple interventions with a practical focus. Research limitations/implications – The differences reported between high and low performing companies showed a small magnitude of effect but these are considered significant in a health and safety context. Practical implications – Improvements in training and education, and addressing workplace health and safety culture, are recommended as offering most potential to raise the standard of noise control. Originality/value – To the authors’ knowledge, this is the first study to systematically assess the specific knowledge, attitudes, values and beliefs that employers hold about noise and the influence of social, environmental and organisational factors on manager’s decisions about noise controls.
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Mpinganjira, Mercy, Mornay Roberts-Lombard, Greg Wood, and Göran Svensson. "Embedding the ethos of codes of ethics into corporate South Africa: current status." European Business Review 28, no. 3 (May 9, 2016): 333–51. http://dx.doi.org/10.1108/ebr-04-2015-0039.
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Purpose This study aims to examine and describe ways that organisations in corporate South Africa try to embed ethos of corporate codes of ethics in their organisations. Design/methodology/approach The study followed a quantitative research approach. The target population was the top 500 companies operating in the corporate sector by revenue. Data were collected using a structured questionnaire from 222 company secretaries and heads/managers responsible for ethics in the companies. Findings The findings show that the majority of companies have regulations that can help promote ethics ethos. The most prevalent artefact in the area of regulation was found to be conduct of ethical audits. Training was found to be the most prevalent artefact under staff support. Research limitations/implications The study was limited to large organisations in South Africa. The findings can thus not be generalised to include small- and medium- sized businesses which make up the largest segment of all businesses in South Africa. Practical implications The research provides information that can be used to compare companies operating in different contexts on practices that help promote corporate ethics quality. It provides business managers with information that they can use to evaluate and benchmark their companies on practices that help promote the ethos of corporate codes of ethics. Originality/value The study is the first of its kind to examine how organisations go about institutionalising codes of ethics in South Africa. The findings can be used by all sectors of South African business as a point of reference in their efforts aimed at embedding the ethos of ethics in their respective organisations.
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Dickinson, Helen, Iain Snelling, Chris Ham, and Peter C. Spurgeon. "Are we nearly there yet? A study of the English National Health Service as professional bureaucracies." Journal of Health Organization and Management 31, no. 4 (June 19, 2017): 430–44. http://dx.doi.org/10.1108/jhom-01-2017-0023.
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Purpose The purpose of this paper is to explore issues of medical engagement in the management and leadership of health services in the English National Health Service (NHS). The literature suggests that this is an important component of high performing health systems, although the NHS has traditionally struggled to engage doctors and has been characterised as a professional bureaucracy. This study explored the ways in which health care organisations structure and operate medical leadership processes to assess the degree to which professional bureaucracies still exist in the English NHS. Design/methodology/approach Drawing on the qualitative component of a research into medical leadership in nine case study sites, this paper reports on findings from over 150 interviews with doctors, general managers and nurses. In doing so, the authors focus specifically on the operation of medical leadership in nine different NHS hospitals. Findings Concerted attention has been focussed on medical leadership and this has led to significant changes to organisational structures and the recruitment and training processes of doctors for leadership roles. There is a cadre of doctors that are substantially more engaged in the leadership of their organisations than previous research has found. Yet, this engagement has tended to only involve a small section of the overall medical workforce in practice, raising questions about the nature of medical engagement more broadly. Originality/value There are only a limited number of studies that have sought to explore issues of medical leadership on this scale in the English context. This represents the first significant study of this kind in over a decade.
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Shokri, Alireza, Teresa Shirley Waring, and Farhad Nabhani. "Investigating the readiness of people in manufacturing SMEs to embark on Lean Six Sigma projects." International Journal of Operations & Production Management 36, no. 8 (August 1, 2016): 850–78. http://dx.doi.org/10.1108/ijopm-11-2014-0530.
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Purpose – The purpose of this paper is to focus on three fundamental human-related behaviour factors associated with Lean Six Sigma (LSS) projects in German manufacturing small-and medium-sized enterprises (SMEs) on the readiness of people (managers and their staff) to commence LSS projects. These are core personal competence, strategic vision of the people and the organisational culture of the specific organisation. Design/methodology/approach – Based on a thorough review of the academic literature a set of hypotheses were constructed to examine the level of association between people’s competence, vision and culture with LSS readiness within SMEs. This was done using correlation and regression analysis. Data collection were carried out in seven different German manufacturing SMEs involved in aerospace supply and agro-food manufacturing using a survey instrument. Findings – It was found that there is a strong positive association between the core competence of people and organisational culture with readiness for commencing LSS in the manufacturing SMEs studied. The core values of people, education level and the vision of making continuous quality improvement were identified as key variables in promoting LSS readiness in these manufacturing SMEs. This study indicates that these “softer” variables can be essential to successful LSS implementation and need to be explored further before undertaking the process. Practical implications – From the perspective of the implementers of LSS the results of this research could be of interest to different manufacturing SMEs intending to embark upon an LSS journey as it highlights the significance of human-related behavioural factors in the process. SME organisations may consider carrying out development or training with their managers and employees around personal and organisational values, addressing core competence and strengthening organisational culture in order to facilitate LSS readiness and enhance the prospect of its success. Originality/value – It would appear that this LSS research has not been carried out within the German manufacturing SME context before and although discrete in nature has surfaced the “softer” variables of core competence of staff and organisational culture as important readiness issues to address when undertaking LSS. This integrated approach of human behavioural factors, organisational culture, LSS and manufacturing SMEs demonstrates the originality of the research.
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Smith, Raymond, and Steven Hodge. "Understanding innovation through the vocational student work-placement experience." Journal of Workplace Learning 31, no. 7 (August 20, 2019): 409–28. http://dx.doi.org/10.1108/jwl-01-2019-0012.
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Purpose This paper aims to report and discuss findings from the first exploratory phase of a research project that examined how and in what ways the practice of vocational student work-placement contributes to innovation in host organisations. The focus of the paper is on identifying and clarifying how innovation is understood in this context and outlines six different meanings of innovation variably used by those involved in the work-placement provision – vocational education students, training providers and host organisation staff. The paper suggests that these six meanings evidence the disparity of work-based understandings of innovation and the need to be more explicit and accurate about what the term means in specific work contexts if innovation is to be realised. Design/methodology/approach The qualitative first phase of the project interviewed 41 students, trainers and organisational staff about the nature of their work and learning practices and the kinds of changes and improvements to those practices that they experienced through the placement program. Through these interview conversations participants were asked to describe and explain their understandings and experiences of innovation in their work. The interviews were transcribed and thematically analysed. Findings Interview analysis gave rise to a set of six distinguishable meanings that operate as definitions of innovation. These six meanings highlight the range of meanings the term innovation carries within small business work-learning contexts and the need of those who promote and encourage innovation to be mindful of these various usages. Research limitations/implications The findings reported emerge from a small sample and are only one aspect of the overall project. Further larger scale research is needed. Social implications The term innovation should not be considered commonly understood and accepted by those who promote it and within workplaces and organisational practice. Clear, accurate and specific work context consideration of the term is needed. Originality/value The project reports the voices and understandings of those whose work and learning are foundational to the emergence and enactment of innovation in work. These voices are all too often seldom heard and heeded. The six meanings they articulate for innovation contrast markedly with typical innovation research literature.
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Ervin, Kaye, Carol Reid, Tegan Podubinski, and Jacquie Phillips. "Trauma-informed knowledge, awareness, practice, competence and confidence of rural health staff: A descriptive study." Journal of Nursing Education and Practice 11, no. 9 (April 22, 2021): 1. http://dx.doi.org/10.5430/jnep.v11n9p1.
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Background and objective: By adopting a trauma-informed approach to care at the organisational and clinical levels, health care systems and providers can enhance the quality of care that they deliver and improve health outcomes for individuals with a trauma history. This study aimed to explore the trauma-related knowledge, attitudes awareness, practice, competence and confidence of health service staff from three small rural health services in Victoria, Australia, and examine their self-reported capacity to respond to clients with a trauma history.Methods: Staff from each site were invited to complete a paper-based survey. The survey included demographic information and questions related to knowledge and understanding of trauma, experience of trauma-informed care and confidence engaging in, and perceived importance of, trauma-informed practices. Results: The respondents were predominately nurses. Results showed that 16% of respondents had undertaken training in trauma-informed care and 44% disagreed that they had an understanding of trauma-informed practices. There were high levels of agreement for statements related to knowledge and understanding of trauma and low levels of agreement with statements related to experience of trauma-informed care. More than 70% of respondents reported that they had little knowledge of the principals of trauma-informed care, and little experiencing with practicing trauma-informed care.Discussion and conclusions: Overall, the survey results showed that staff were trauma-aware, but supported the need for more education and training in trauma-informed practices and improved organisational approaches to support trauma-informed approaches. It is important for organisations to shift from being trauma aware to being trauma-informed, by building foundational awareness of these practices and reinforcement through continuing education.
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Lefley, Frank. "An exploratory study of the post-audit practices of large UK organisations: the way forward." Management Decision 54, no. 5 (June 20, 2016): 1140–59. http://dx.doi.org/10.1108/md-10-2015-0482.
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Purpose – The purpose of this paper is to investigate the current practices of large UK organisations with respect to post-audits of capital projects with the aim of improving management decision making in the future. The investment process has been clearly mapped out in the literature, with the initial project proposal, appraisal, selection (investment decision), implementation, completion, and finally the post-audit. It is this latter stage which is ignored by so many organisations and has received less attention in the academic literature, a gap the author hopes to fill. Design/methodology/approach – The empirical data are collated from a postal questionnaire, semi-structured interviews, followed by a short e-mail questionnaire. A methodological triangulation of empirical data obtained from the questionnaires and interviews, were undertaken to overcome some of the deficiencies from just using one method of data collection. The research is empirical and uses exploratory descriptive analysis to interpret the findings. The author focuses on the aspect of organisational learning theory as a process of continuous improvement, learning from past experience, especially in the management decision-making paradigm. Findings – The author discovered nine important reasons for undertaking post-audits and ten for not. An important observation is that while those organisations which do not undertake post-audits attach a greater level of importance to “the reasons for not carrying out post-audits” and “the problems faced in the implementation of post-audits”, these difficulties have been overcome by those organisations that undertake post-audits. Evidence suggests that the current change in business culture, as a result of the recent financial crisis, may be refocusing the aims of post-audits from a learning exercise to one of managerial responsibility. Research limitations/implications – The research may be limited (in forming general conclusions) as it is based on a relatively small sample size. The author does not, however, believe that this distracts from its importance. Practical implications – The author argues that training the non-users to overcome the perceived difficulties would enhance the investment decision-making process by encouraging them to learn from the experience of those that undertake post-audits. Originality/value – The research is original as it reports on a current survey and will fill, what the author perceives to be, a gap in the literature. The respondents to the research consists of some of the most senior executives from the largest UK organisations and their views on academic issues are, in many cases, difficult to obtain; this research therefore has value in this respect. The findings point the way to new lines of enquiry in this field.
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Albliwi, Saja, Jiju Antony, Sarina Abdul Halim Lim, and Ton van der Wiele. "Critical failure factors of Lean Six Sigma: a systematic literature review." International Journal of Quality & Reliability Management 31, no. 9 (September 30, 2014): 1012–30. http://dx.doi.org/10.1108/ijqrm-09-2013-0147.
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Purpose – Lean Six Sigma (LSS) is a continuous improvement methodology that aims to reduce the costs of poor quality, improve the bottom-line results and create value for both customers and shareholders. The purpose of this paper is to explore the critical failure factors for LSS in different sectors, such as manufacturing, services, higher education, etc. Design/methodology/approach – The following research is based on a systematic literature review of 56 papers that were published on Lean, Six Sigma and LSS in well-known academic databases from 1995 to 2013. Findings – There are 34 common failure factors of LSS cited in this paper. There are some common factors for failure, such as a lack of top management commitment and involvement, lack of communication, lack of training and education, limited resources and others. Many gaps and limitations are discussed in this paper and need to be explored in future research. Originality/value – The paper is one of the first systematic literature reviews to explore the critical failure factors of LSS and discuss the top failure factors from different angles, i.e. countries’ evolution, organisations’ size (small- and medium-sized enterprises and large organisations) and industry nature.
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Knox, Richard, Ndeshi Salema, Gill Gookey, Kate Marsden, Brian Bell, Raj Mehta, Sarah Roders, Karen McCartney, and Tony Avery. "REVISIT, the next stage: developing plans for wider application of a retrospective review of prescribing of GPs in training." British Journal of General Practice 68, suppl 1 (June 2018): bjgp18X697337. http://dx.doi.org/10.3399/bjgp18x697337.
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BackgroundThe GMC PRACtICe study identified prescribing errors in general practice occurring at a rate of 5%. GPs in training (GP AiTs) were highlighted as a group who may benefit from further help to reduce their prescribing errors. A recent pilot study explored the effect of reviewing 100 sequential prescriptions issued by ten GPs AiTs. The error rate in this small cohort (the REVISIT study) was found to be nearly double that reported in the PRACtICe study (9%). Three-month follow-up interviews with GP AiTs and their trainers provided useful insight into prescribing behaviour and rationale for behaviour change.AimShould the revisit intervention be rolled out or is further development required?MethodInterviews with 30 stakeholders or stakeholder organisations were performed during which results from the REVISIT study were presented, and plans for development explored. Stakeholders included organisations involved with training and regulating GPs and pharmacists, as well as other interested parties such as GP AiTs and members of the public. Interviews were recorded, transcribed and analysed for emergent themes.ResultsThere was broad support for further development of the REVISIT programme, with several stakeholders expressing surprise that this intervention is not already everyday practice. Caution was expressed about the way in which such an intervention could be viewed by participants: a supportive, developmental approach was preferred. Stakeholders also discussed the stage of training that such an intervention should occur within, and postulated other groups of prescribers who may benefit from similar interventions.ConclusionFindings from the REVISIT study confirmed that GP AiTs benefited from personalised prescribing review. By conducing systematic stakeholder interviews we aim to elucidate whether a larger intervention study is required, or whether the REVISIT process can be implemented universally or in a targeted format.
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Hill, Stephanie. "Softening the hierarchy: the role of student agency in building learning organisations." Journal of Professional Capital and Community 4, no. 2 (April 15, 2019): 147–62. http://dx.doi.org/10.1108/jpcc-07-2018-0019.
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Purpose The purpose of this paper is to explore the role of student agency in building learning organisations (LOs) based on a case study of a student learning community (SLC) model that incorporates learning-centred dialogue between students and teachers. Design/methodology/approach The case study adopted a multi-phase design involving multiple perspectives. Data were collected using questionnaires and semi-structured interviews following student and teacher involvement in two classroom events and subsequent dialogic encounters. Findings Key insights emerged demonstrating the value of the SLC model in creating conditions that support LOs by enabling pedagogical spaces where students and teachers learn together, as well as the need for this model to encompass marginal voices and negotiate alternative approaches to accountability. Research limitations/implications This small-scale case study was based on a purposive sample of 10 teachers and 14 students from a single school setting in England. Therefore, there are limitations in generalising results to other contexts. Furthermore, the use of self-report measures to examine this case limits analysis of the case study conditions. Practical implications The investigation provides insight into the implementation of this model through a consideration of teacher–student relationships, guidelines for dialogic encounters, training in student-led lessons and observations, as well as factors concerning the inclusivity and authenticity of this approach. Originality/value Growing interest in student agency emphasises the importance of further investigation into initiatives aiming to develop meaningful student involvement. This paper provides new perspectives on the insights generated by the SLC model in order to support the development of student agency models in other schools.
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Sankarasubramanyan, R. "‘Preparation’ and ‘Readiness’: The Education Paradigm for the Organisation Development Certificate Programme." NHRD Network Journal 13, no. 3 (July 2020): 296–310. http://dx.doi.org/10.1177/2631454120951882.
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The organisation development certificate programme (ODCP) offered by the Indian Society for Applied Behavioural Science—ISABS ( www.isabs.org ) is a unique blend of learning about organisations, the process of OD with deep awareness about self as an instrument of change. ISABS as an institution has been engaged with T-groups for the past 50 years, having learnt the same from National Training Laboratories (NTL) Institute for Applied Behavioural Science ( www.ntl.org ). The focus of ISABS has been on discovering oneself through the process of engagement in small groups. ISABS pedagogy has evolved over years after initial learning from NTL This pedagogy distinguishes itself from any typical university education by stressing on experiencing and reflection of the learning process held together by a process facilitator. The expectation is that the participants will conceptualise and apply their learning through their own volition. However, this needed to change for the ODCP programme. This article unfolds the process for the reader. The process of OD is based on the quality of the interaction/engagement between the client system and the OD practitioner. Hence, the quality of the ‘preparedness’ and ‘readiness’ of the OD practitioner plays a big role in the ‘process of OD’. ISABS addresses the twin issues of ‘preparedness’ and ‘readiness’ of participants to enter the field of OD through a pedagogy that is a combination of experiential, cognitive, reflective and peer learning. In addition, OD competencies and values are internalised through a learner-centred approach to teaching, classroom as organisation simulations and support systems provided through coaching and learning facilitation.
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Taylor, Richard. "The Tyranny of Size: challenges of health administration in Pacific Island States." Asia Pacific Journal of Health Management 11, no. 3 (October 1, 2016): 65–74. http://dx.doi.org/10.24083/apjhm.v11i3.159.
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There is great diversity among Pacific Island states (n=22) in geography, history, population size, political status, endemic disease, resources, economic and social development and positions in the demographic and health transitions and their variants. Excluding Papua New Guinea, all Pacific states are less than one million, and half of them (11) are less than 100,000.
Smallness also means fewer resources available for health, even if percentage allocations are similar to larger countries, and a disproportionate amount may derive from international aid.
Specialisation is not cost-effective or even possible in clinical, administrative or public health domains in small populations, even if resources or personnel were available, since such staff would lose their skills. In instances where only one to two staff are required, retirement or migration means decimation of the workforce.
Training doctors within the Pacific Island region provides appropriately trained personnel who are more likely to remain, including those trained in the major specialities. Nursing training should be in-country, although in very small entities, training in neighbouring states is necessary.
Outmigration is a significant issue, however, opportunities in Pacific Rim countries for medical doctors are contracting, and there is now a more fluid workforce among Pacific health personnel, including those resident in Pacific Rim countries.
International and regional agencies have a disproportionate influence in small states which can mean that global policies intended for larger polities are often promulgated inappropriately in small Pacific states.Smallness also leads to strong personal relationships between health staff, and contributes to teamwork, but can also create issues in supervision.
Small health services are not just scaled-down versions of large health services; they are qualitatively different. Smallness is usually intractable, and its effects require creative and particularistic solutions involving other more endowed Pacific states and Pacific Rim countries.
Abbreviations: NCD – Non-Communicable Disease; NGOs – Non Government Organisations; ODA – Overseas Development Assistance; TFR – Total Fertility Rate.
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Phillips, Suzanne, and Alison Bullock. "Clinical leadership training: an evaluation of the Welsh Fellowship programme." Leadership in Health Services 31, no. 2 (May 8, 2018): 226–37. http://dx.doi.org/10.1108/lhs-06-2017-0038.
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Purpose UK fellowship schemes have been set up to address low-level engagement of doctors with leadership roles. Established in 2013, the Welsh Clinical Leadership Fellowship (WCLF) programme aims to recruit aspiring future clinical leaders and equip them with knowledge and skills to lead improvements in healthcare delivery. This paper aims to evaluate the 12-month WCLF programme in its first two years of operation. Design/methodology/approach Focused on the participants (n = 8), the authors explored expectations of the programme, reactions to academic components (provided by Academi Wales) and learning from workplace projects and other opportunities. The authors adopted a qualitative approach, collecting data from four focus groups, 20 individual face-to-face or telephone interviews with fellows and project supervisors and observation of Academi Wales training days. Findings Although from diverse specialties and stages in training, all participants reported that the Fellowship met expectations. Fellows learned leadership theory, developing understanding of leadership and teamwork in complex organisations. Through workplace projects, they applied their knowledge, learning from both success and failure. The quality of communication with fellows distinguished the better supervisors and impacted on project success. Research limitations/implications Small participant numbers limit generalisability. The authors did not evaluate longer-term impact. Practical implications Doctors are required to be both clinically proficient and influence service delivery and improve patient care. The WCLF programme addresses both the need for leadership theory (through the Academi Wales training) and the application of learning through the performance of leadership roles in the projects. Originality/value This work represents an evaluation of the only leadership programme in Wales, and outcomes have led to improvements.
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Naick, Madeline. "Providing telecare for older adults: understanding the care navigators’ experience." Quality in Ageing and Older Adults 19, no. 1 (March 12, 2018): 31–41. http://dx.doi.org/10.1108/qaoa-12-2017-0051.
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Purpose The provision of telecare for older adults in England is increasingly being facilitated by care navigators in the non-statutory sector. The purpose of this paper is to explore the experiences of care navigators when assessing older adults for telecare and to understand what contextual and organisational factors impact on their practice. Design/methodology/approach A purposeful sample of care navigators and telecare installers was selected. Care navigators were recruited from five non-statutory organisations. In order to provide an insight into telecare provision by this sector, telecare installers were also recruited. Semi-structured interviews were conducted with 11 participants covering: role, training, assessment, reviews, installation, suitability, impact, aims, outcomes, and organisational structure. Interview data were analysed using the framework approach. Findings Five main themes emerged from the analysis: responsiveness, autonomy, knowledge exchange, evolving practice, and sustaining performance. Research limitations/implications This study included a small sample, and was only based in one local authority, focusing on the experience of care navigators in only one sector. Practical implications The findings suggest that strategic placement of care navigators could support the demand for telecare assessment to facilitate discharges from hospital. This study highlights the perception of home assessment as a gold standard of practice for care navigators. In order to develop a more sustainable model for care navigators’ capacity to work within hospital teams and provide home assessments needs further consideration. Originality/value This study is one of the first to explore the role of the care navigator and their involvement in the provision of telecare for older adults.
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Devonish, Dwayne. "Dangers of workplace bullying: evidence from the Caribbean." Journal of Aggression, Conflict and Peace Research 9, no. 1 (January 9, 2017): 69–80. http://dx.doi.org/10.1108/jacpr-05-2016-0228.
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Purpose The purpose of this paper is to examine whether person-related bullying, work-related bullying, and physically intimidating bullying predict three forms of job strain: physical exhaustion, work-related depression, and interpersonal counterproductive work behaviour (CWB-P). Design/methodology/approach The study surveyed a wide cross-section of employees across a number of private sector organisations in a small developing country in the Caribbean region. Findings The prevalence rate of workplace bullying in the current Caribbean sample was 54 per cent. The regression results revealed that person-related bullying and work-related were positively related to work-related depression, whereas physically intimidating bullying and work-related bullying were positively related to CWB-P. None of the three forms of bullying predicted physical exhaustion. When the overall workplace bullying composite was used, all three job strains were significantly predicted. Research limitations/implications The study utilised a cross-sectional self-report survey research design which does not permit causal inferences to be made. Common method variance is a possible limitation due to the use of self-report measure but this was ruled out by a Harman’s single factor test. Longitudinal research using a mixture of subjective and objective measures is needed to further investigate these relationships reported here. Practical implications First, social and interpersonal skills and emotional intelligence training and development opportunities should be provided to both managers and employees as a means of developing individuals who are socially aware, interpersonally competent, and emotionally intelligent in their interactions with each other at work. Second, a zero-tolerance approach should be communicated throughout the organisation evidenced by clear and explicit organisational policies against these acts. Third, it would be of good practical value to establish health and safety committees to identify, assess and tackle various psychosocial and other hazards at work (e.g. workplace bullying). Originality/value The study utilised a three-dimensional model of bullying at work (as well as a composite form of bullying) for predicting three forms of job strains among employees in various Caribbean workplaces.
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Cameron, Ailsa, Eleanor K. Johnson, Paul B. Willis, Liz Lloyd, and Randall Smith. "Exploring the role of volunteers in social care for older adults." Quality in Ageing and Older Adults 21, no. 2 (June 17, 2020): 129–39. http://dx.doi.org/10.1108/qaoa-02-2020-0005.
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Purpose This paper aims to report the findings of a study that explores the contribution volunteers make to social care for older adults, identifying lessons for the social care sector and policymakers. Design/methodology/approach An exploratory multiple case study design was used to capture the perspectives and experiences of managers of services, volunteer co-ordinators, volunteers, paid care staff and older people. Seven diverse social care organisations took part in the study drawn from three locations in the South West of England. Findings This study identified three distinct models of volunteer contribution to social care services for older people. Although the contributions made by volunteers to services are valued, the study drew attention to some of the challenges related to their involvement. Research limitations/implications The organisations taking part in this small-scale study were all based in the South West of England, and the findings are therefore not generalisable but contribute to the growing evidence base related to this important field. Practical implications This study demonstrates the importance of the volunteer co-ordinator role and suggests that it is properly funded and resourced. It also confirms the importance of volunteers receiving appropriate training and support. Originality/value Given the increasing involvement of volunteers in the provision of social care, this paper provides lessons to ensure the role of volunteers in social care enhances rather than diminishes the quality of care provided.
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Ure, Odd Bjørn, and Tom Skauge. "Skills and employment under automation: Active adaptation at the local level." International Journal for Research in Vocational Education and Training 6, no. 3 (December 19, 2019): 203–23. http://dx.doi.org/10.13152/ijrvet.6.3.1.
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Context: The article contributes to a discussion of how patterns of employment and qualifications are modified by the ongoing industrial transformation, called Industry 4.0. Although this transformation is said to be a global phenomenon, scholars increasingly discuss the national differences in the wake of Industry 4.0. Our article aims to intervene in this debate by analysing the industrial transformation of a small island situated at the West coast of Norway. We notably investigate the technological renewal by means of Computerised Numeric Control (CNC) and robotics in a network of mechanical firms. Approach: Nine small mechanical engineering firms are analysed by drawing on theories on business networks and clustering of firms. This allows for a discussion of how automation, employment, staff training and profitability are interconnected. The main research question is how the firms are locally embedded in a way that sheds light on the social dimension of vocational training, which is considered a form of Corporate Social Responsibility. Findings: It is informative to use the heuristic concept ‘pre-cluster agglomeration’ to characterise how the nine firms under scrutiny are interacting, while being assisted by a forward-looking industrial association and supported by an active local community. The municipality and the county to which this agglomeration belongs, provide training services and other infrastructures that support the firms when they recruit new employees and upskill their staff, - notably by setting up a CNC training centre attached to an upper secondary school. Conclusion: Our case does not support off-the-shelf narratives of robotisation implies job cuts. In the same way as previous technological transformations were not solely driven by their inherent technical opportunities, the ongoing robotisation is nuanced by the social shaping of technology. There is room for strategic choices when new technology is integrated in work organisations. The extent to which the workforce should be (re-)trained is subject to decisions and negotiations.
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Flynn, Anthony, and Paul Davis. "Investigating the effect of tendering capabilities on SME activity and performance in public contract competitions." International Small Business Journal: Researching Entrepreneurship 35, no. 4 (February 25, 2016): 449–69. http://dx.doi.org/10.1177/0266242616630035.
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Barriers to small and medium-sized enterprise (SME) participation in public procurement have been the focus of research for many years. Much less attention has been paid to the predictors of SME success. This article examines the role that tendering capabilities – relational and procedural – play in explaining SME activity and performance in public contract competitions. Analysis of primary survey data from 3010 SMEs supports a capability-based perspective. Procedural capability has a significant effect on number of tenders submitted and value of contract sought. Relational capability does not. However, procedural and relational capabilities have a significant and positive effect on contract win-ratio and percentage of total revenue derived from public contracts. For SMEs, these findings underline the importance of investing in tendering skills and devising buyer engagement strategies. Enterprise support agencies and public sector organisations can play their part through the provision of targeted training programmes and better communication with SME suppliers, respectively.
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MacDonnell, Joseph. "Evaluating service user & carer experience of videoconferencing software during COVID-19 pandemic." BJPsych Open 7, S1 (June 2021): S38. http://dx.doi.org/10.1192/bjo.2021.152.
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AimsTo evaluate service user and carer experience of use of videoconferencing software (Microsoft Teams) during MDT meetings.To identify specific areas for improvementTo make changes based on these recommendationsMethod2 surveys were distributed to inpatients and their carers on a functional Older Adults inpatient ward (n = 21), including quantitative and qualitiative questions. The results from these were compiled, and on review, mutliple recommendations for improvement were made.Result90% of service users find it helpful to have family present over videoconferencing software during their MDT meetings, and 91% of carers feel involved and able to contribute when they do join in this way81% of carers have the technology available at home to use such software, but only 55% of them feel confident using it. 73% need more information on its use.60% of carers referenced poor staff skills with software as a barrier to its use, and 60% referenced poor organisation of meetings2 service users raised issue with the size of a small laptop screen not allowing them to see who was actually present over MS Teams, although none were concerned with issues around confidentiality and the use of such softwareSeveral service users, carers and members of community teams identified poor sound quality as an issue, both when joining over the software, and when present in the room.ConclusionWidespread use of videoconferencing software such as MS Teams is likely to continue beyond the end of the COVID-19 pandemic. Through discussion with the ward team, the IT department, the training department, and the local council, multiple changes were made to the service, as below. These form a recommended list of areas for improvement in other services.Availability of videoconferencing equipment (in addition to laptop)Dedicated videoconferencing microphone/speaker to improve sound qualityDisplay screenWebcamOrganisation of meetingsDesignating a chairperson to admit and introduce all participantsDesignating a meeting organiser to invite all necessary participantsStaff skillsLocal audit of staff familiarity with softwareIntroduction of mandatory training for staff on use of softwareCarer skills & access to equipmentInformation and support available from well-trained staffLiaison with other organisations including council and third sector about availablity of equipment loans and training for carers
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Brink, Tove, and Svend Ole Madsen. "Entrepreneurial learning requires action on the meaning generated." International Journal of Entrepreneurial Behavior & Research 21, no. 5 (August 3, 2015): 650–72. http://dx.doi.org/10.1108/ijebr-09-2014-0171.
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Purpose – The purpose of this paper is to reveal how managers of small- and medium-sized enterprises (SMEs) can utilise their participation in research-based training to enable innovation and growth. Design/methodology/approach – Action research and action learning from a longitudinal study of ten SME managers in the wind turbine industry are applied to reveal SME managers’ learning and the impact of the application of learning in the wind turbine industry. Findings – The findings of this study show that SME managers employ a practice-shaped, holistic, cross-disciplinary approach to learning. This learning approach is supported by theory dissemination and collaboration on perceived business challenges. Open-mindedness to new learning by SME managers and to cross-disciplinary collaboration with SME managers by university facilitators/researchers is required. Research limitations/implications – The research is conducted within the wind turbine industry, in which intense demands for innovation are pursued. The findings require verification in other industry contexts. Practical implications – This research contributes strategies for SME managers to utilise research-based training and for universities regarding how to work with SME training. In addition, public bodies can enhance their understanding of SMEs for innovation and growth. The learning approach that is suitable for specialisation in larger organisations is not suitable in the SME context. Social implications – SME learning is enhanced by a social approach to integrating essential large-scale industry players and other SME managers to create extended action and value from learning. Originality/value – The findings reveal the need for extended theory development for and a markedly different approach to SME training from that used for training managers in larger companies. This topic has received only limited attention in previous research.
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Gayed, Aimée, Josie S. Milligan-Saville, Jennifer Nicholas, Bridget T. Bryan, Anthony D. LaMontagne, Allison Milner, Ira Madan, et al. "Effectiveness of training workplace managers to understand and support the mental health needs of employees: a systematic review and meta-analysis." Occupational and Environmental Medicine 75, no. 6 (March 21, 2018): 462–70. http://dx.doi.org/10.1136/oemed-2017-104789.
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Managers are in an influential position to make decisions that can impact on the mental health and well-being of their employees. As a result, there is an increasing trend for organisations to provide managers with training in how to reduce work-based mental health risk factors for their employees. A systematic search of the literature was conducted to identify workplace interventions for managers with an emphasis on the mental health of employees reporting directing to them. A meta-analysis was performed to calculate pooled effect sizes using the random effects model for both manager and employee outcomes. Ten controlled trials were identified as relevant for this review. Outcomes evaluating managers’ mental health knowledge (standardised mean difference (SMD)=0.73; 95% CI 0.43 to 1.03; p<0.001), non-stigmatising attitudes towards mental health (SMD=0.36; 95% CI 0.18 to 0.53; p<0.001) and improving behaviour in supporting employees experiencing mental health problems (SMD=0.59; 95% CI 0.14 to 1.03; p=0.01) were found to have significant pooled effect sizes favouring the intervention. A significant pooled effect was not found for the small number of studies evaluating psychological symptoms in employees (p=0.28). Our meta-analysis indicates that training managers in workplace mental health can improve their knowledge, attitudes and self-reported behaviour in supporting employees experiencing mental health problems. At present, any findings regarding the impact of manager training on levels of psychological distress among employees remain preliminary as only a very limited amount of research evaluating employee outcomes is available. Our review suggests that in order to understand the effectiveness of manager training on employees, an increase in collection of employee level data is required.
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Phillips, Suzanne, and Alison Bullock. "Longitudinal impact of Welsh clinical leadership fellowship." Leadership in Health Services 33, no. 1 (January 4, 2020): 1–11. http://dx.doi.org/10.1108/lhs-06-2019-0033.
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Purpose This paper aims to evaluate the longer-term impact of the 12-month Welsh clinical leadership fellowship. Design/methodology/approach Semi-structured interviews with 10 out of 14 trainee doctors who were fellows between 2013-2016, exploring how leadership knowledge and skills were used in clinical practice, impact on patient care and influence on careers. Data, gathered in 2017 when participants had completed the fellowship between 1-3 years, were analysed thematically. Findings All found the fellowship rewarding. The experience was felt to advantage them in consultant interviews. They gained insight into the wider influence on organisations and the complexity of issues facing senior clinicians. Although subtle, the impact was significant, equipping fellows with negotiation skills, enabling them to better influence change. Indirect impact on clinical practice was evidenced by enhanced confidence, teamworking skills and progression of improvement projects. However, the use of skills was limited by lack of seniority within teams, demands of medical training and examinations. The negativity of others towards management and leadership was also noted by some. Research limitations/implications Small participant numbers limit generalisability. Practical implications The fellowship is designed to equip participants with skills to lead improvements in healthcare delivery. Those more advanced in their medical training had greater opportunity and seniority to lead change and were better placed to apply the learning. This has implications for whom the training should be targeted. Originality/value A rare study exploring the longer-term impact of a leadership programme on later clinical practice, which adds to the body of knowledge of impact and efficacy of leadership training programmes in healthcare environments.
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Wheelahan, Bernard. "ACCIDENT INVESTIGATION USING THE TRIPOD METHOD." APPEA Journal 34, no. 1 (1994): 155. http://dx.doi.org/10.1071/aj93014.
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Accidents provide important learning points to prevent future mishaps. In its approach to accident prevention one technique that Shell uses is the Tripod accident analysis tree.In the past there has been a tendency in all organisations to blame accidents on the people who suffer them and to see unsafe acts as arising from the stupidity, carelessness or recklessness of particular individuals. Accident investigations frequently cite 'human error' as the cause and many people still see such errors as the beginning and end of the accident sequence. The three more tangible components of such accident investigations are unsafe acts, failures of defences and the accidents themselves. Such unsafe acts or 'active failures' are often seen as the most important part of the accident story. In reality the story has its beginnings much earlier in areas such as Design, Procedures, Training or Maintenance Management, areas known as 'latent failures',To better understand the underlying causes of accidents, in 1988 Shell commissioned a behavioural research program called Tripod. Tripod does not address unsafe acts and hazards directly, but places them in context in a model of an accident which seeks to define the underlying organisational factors that provoke unsafe acts, and that allow errors to turn into accidents. The research has established that latent failures may be categorised into a small number of disruptive processes. These latent failures are incorporated into an accident diagram in the form of a 'tree', and improve our understanding of the causes of accidents, and direct our recommendations for improvement into areas that are likely to be the most effective.
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Atiase, Victor Yawo, Samia Mahmood, and Yong Wang. "Does institutional logic matter in microfinance delivery? An empirical study of microfinance clients." International Journal of Entrepreneurial Behavior & Research 26, no. 2 (September 23, 2019): 177–202. http://dx.doi.org/10.1108/ijebr-10-2018-0713.
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Purpose From an institutional theory perspective, the purpose of this paper is to investigate the combined impact of financial capital (microcredit) and human capital development (entrepreneurship training) delivered by financial non-governmental organisations (FNGOs) on the performance of micro and small enterprises (MSEs) in Ghana. Design/methodology/approach Adopting a multiple linear regression analysis, the study used primary data collected from 506 Ghanaian MSEs. Microcredit was measured using four main constructs, namely, loan cost, loan amount, the flexibility of loan repayment and loan accessibility. Entrepreneurship training was measured using four main constructs, namely, training content, training efficiency, training frequency and training accessibility. MSE performance was also measured using three main indicators, namely, sales, employment and profitability growth. The study controlled for business age, industry category, manager’s educational level and gender. Findings The results of this study show that the combined delivery of financial and human capital development by FNGOs has a significant impact on MSE performance. The social welfare logic adopted by FNGOs seems to be legitimate to the needs and growth of MSEs in Ghana. However, the cost of microcredit remains a drawback, constraining the performance of MSEs in Ghana. Research limitations/implications This study was carried out in the Volta Region, which is one of the ten regions of Ghana. Even though the sample size suffices, the findings from this study could not be generalised to the whole of Ghana. Also, this study is a quantitative study and could benefit from a triangulated method where the qualitative inputs could offer insights into the findings in this study. Originality/value Theoretically, this study contributes to the understanding of institutions and the type of impact they have on the growth of MSEs. Practically, the provision of a conducive environment and access to financial capital is crucial to the growth of MSEs. Also, the adoption of the social welfare logic in microfinance delivery could be one of the major steps in promoting the performance of MSEs in Ghana.