Gotowe bibliografie tematyczne / Organisational Policy

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Gotowa bibliografia na temat „Organisational Policy”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 1 lutego 2022

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Artykuły w czasopismach na temat "Organisational Policy"

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Nwanzu, Chiyem Lucky, i Sunday Samson Babalola. "Predictive Relationship between Sustainable Organisational Practices and Organisational Effectiveness: The Mediating role of Organisational Identification and Organisation-Based Self-Esteem". Sustainability 11, nr 12 (22.06.2019): 3440. http://dx.doi.org/10.3390/su11123440.

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This study ascertains the predictive relationship that sustainable organisational practices have with organisational effectiveness and the mediating role of organisational identification and organisation-based self-esteem in this relationship. One-hundred and forty-five participants (62 males and 83 females) were sampled from 31 privately-owned organisations in Delta State, Nigeria. Regression analysis revealed that sustainable organisational practices positively and significantly predict organisational effectiveness, β = 0.42, p < 0.001, and that organisational identification and organisation-based self-esteem mediate the relationship. It was recommended that privately-owned organisations intensively implement sustainable organisational practices for organisational effectiveness, organisational identification and organisation-based self-esteem.
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Sheaff, Rod, Joyce Halliday, Mark Exworthy, Alex Gibson, Pauline W. Allen, Jonathan Clark, Sheena Asthana i Russell Mannion. "Repositioning the boundaries between public and private healthcare providers in the English NHS". Journal of Health Organization and Management 33, nr 7/8 (7.11.2019): 776–90. http://dx.doi.org/10.1108/jhom-12-2018-0355.

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Purpose Neo-liberal “reform” has in many countries shifted services across the boundary between the public and private sector. This policy re-opens the question of what structural and managerial differences, if any, differences of ownership make to healthcare providers. The purpose of this paper is to examine the connections between ownership, organisational structure and managerial regime within an elaboration of Donabedian’s reasoning about organisational structures. Using new data from England, it considers: how do the internal managerial regimes of differently owned healthcare providers differ, or not? In what respects did any such differences arise from differences in ownership or for other reasons? Design/methodology/approach An observational systematic qualitative comparison of differently owned providers was the strongest feasible research design. The authors systematically compared a maximum variety (by ownership) sample of community health services; out-of-hours primary care; and hospital planned orthopaedics and ophthalmology providers (n=12 cases). The framework of comparison was the ownership theory mentioned above. Findings The connection between ownership (on the one hand) and organisation structures and managerial regimes (on the other) differed at different organisational levels. Top-level governance structures diverged by organisational ownership and objectives among the case-study organisations. All the case-study organisations irrespective of ownership had hierarchical, bureaucratic structures and managerial regimes for coordinating everyday service production, but to differing extents. In doctor-owned organisations, the doctors’, but not other occupations’, work was controlled and coordinated in a more-or-less democratic, self-governing ways. Research limitations/implications This study was empirically limited to just one sector in one country, although within that sector the case-study organisations were typical of their kinds. It focussed on formal structures, omitting to varying extents other technologies of power and the differences in care processes and patient experiences within differently owned organisations. Practical implications Type of ownership does appear, overall, to make a difference to at least some important aspects of an organisation’s governance structures and managerial regime. For the broader field of health organisational research, these findings highlight the importance of the owners’ agency in explaining organisational change. The findings also call into question the practice of copying managerial techniques (and “fads”) across the public–private boundary. Originality/value Ownership does make important differences to healthcare providers’ top-level governance structures and accountabilities and to work coordination activity, but with different patterns at different organisational levels. These findings have implications for understanding the legitimacy, governance and accountability of healthcare organisations, the distribution and use power within them, and system-wide policy interventions, for instance to improve care coordination and for the correspondingly required foci of healthcare organisational research.
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Pillay, Kiru, i Manoj Maharaj. "The Restructuring and Re-Orientation of Civil Society in a Web 2.0 World". International Journal of Cyber Warfare and Terrorism 5, nr 1 (styczeń 2015): 47–61. http://dx.doi.org/10.4018/ijcwt.2015010104.

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This study focuses on how civil society organisations strategically deploy Web 2.0 technologies for transnational social advocacy and the impact of this technology adoption on civil society organisations' roles, structure, and orientation. The global environmental justice organisation, Greenpeace is used as a case study. Greenpeace advocates for changes in environmental policy and behaviour, has been at the forefront of environmental issues, and has used the mass media as an effective campaigning tool. The key findings that emerged was that social media has become a key ingredient of Greenpeace's campaigning strategy and has been embraced at both a strategic and operational level. The emergence of a collaborative communications paradigm has necessitated a level of organisational introspection evidenced in both changes in the organisation's strategic planning processes and changes to the organisational structure.
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Colbran, Richard, Robyn Ramsden, Karen Stagnitti i Samantha Adams. "Measures to assess the performance of an Australian non-government charitable non-acute health service: A Delphi Survey of Organisational Stakeholders". Health Services Management Research 31, nr 1 (17.08.2017): 11–20. http://dx.doi.org/10.1177/0951484817725681.

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Organisation performance measurement is relevant for non-profit charitable organisations as they strive for security in an increasingly competitive funding environment. This study aimed to identify the priority measures and indicators of organisational performance of an Australian non-government charitable organisation that delivers non-acute health services. Seventy-seven and 59 participants across nine stakeholder groups responded to a two-staged Delphi technique study of a case study organisation. The stage one questionnaire was developed using information garnered through a detailed review of literature. Data from the first round were aggregated and analysed for the stage two survey. The final data represented a group consensus. Quality of care was ranked the most important of six organisational performance measures. Service user satisfaction was ranked second followed by financial performance, internal processes, employee learning and growth and community engagement. Thirteen priority indicators were determined across the six measures. Consensus was reached on the priority organisational performance measures and indicators. Stakeholders of the case study organisation value evidence-based practice, technical strength of services and service user satisfaction over more commercially orientated indicators.
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Štrukelj, Tjaša, Jelena Nikolić, Dejana Zlatanović i Simona Sternad Zabukovšek. "A Strategic Model for Sustainable Business Policy Development". Sustainability 12, nr 2 (10.01.2020): 526. http://dx.doi.org/10.3390/su12020526.

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Growing importance of sustainable development, corporate social responsibility and business ethics requires various types of contemporary organisations innovation. This research assesses the problem related to business policy innovation (BPI), which represents organisational governance determination. The main purpose of the paper is to qualitatively and quantitatively present a new, requisitely holistic strategic model of the soft factors influencing BPI, which interdependently incorporates changes in organisational values, culture and business ethics, as well as stakeholders’ interests reconciliation, thus determine soft possibilities for more sustainable business policy, management and practice. While the relevance of these factors for business policy is in the literature widely recognized, there is a small amount of empirical research on their influence on BPI. To mitigate this research gap, advanced structural equation modelling (SEM) based partial least squares (PLS) method was used for analysing data of 734 organisations in Slovenia, the EU state. The research results show that researched soft factors organisational values, culture and stakeholders’ interests reconciliation statistically confirmed influence BPI. Thus, these recognitions can be used as the basis for strategic managerial decision making towards social responsibility and sustainability of an organisation. Reasons why it has not been statistically confirmed that business ethics influence BPI needs to be investigated in future research.
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Eljiz, Kathy, David Greenfield, John Molineux i Terry Sloan. "How to improve healthcare? Identify, nurture and embed individuals and teams with “deep smarts”". Journal of Health Organization and Management 32, nr 1 (19.03.2018): 135–43. http://dx.doi.org/10.1108/jhom-09-2017-0244.

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Purpose Unlocking and transferring skills and capabilities in individuals to the teams they work within, and across, is the key to positive organisational development and improved patient care. Using the “deep smarts” model, the purpose of this paper is to examine these issues. Design/methodology/approach The “deep smarts” model is described, reviewed and proposed as a way of transferring knowledge and capabilities within healthcare organisations. Findings Effective healthcare delivery is achieved through, and continues to require, integrative care involving numerous, dispersed service providers. In the space of overlapping organisational boundaries, there is a need for “deep smarts” people who act as “boundary spanners”. These are critical integrative, networking roles employing clinical, organisational and people skills across multiple settings. Research limitations/implications Studies evaluating the barriers and enablers to the application of the deep smarts model and 13 knowledge development strategies proposed are required. Such future research will empirically and contemporary ground our understanding of organisational development in modern complex healthcare settings. Practical implications An organisation with “deep smarts” people – in managerial, auxiliary and clinical positions – has a greater capacity for integration and achieving improved patient-centred care. Originality/value In total, 13 developmental strategies, to transfer individual capabilities into organisational capability, are proposed. These strategies are applicable to different contexts and challenges faced by individuals and teams in complex healthcare organisations.
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Dar, Sadhvi. "Negotiating Autonomy". Journal of Health Management 9, nr 2 (maj 2007): 161–88. http://dx.doi.org/10.1177/097206340700900202.

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This article is a contribution to the under-researched but growing literature relating organisational theory to non-governmental organisations (NGOs). Many developmental academics and practitioners have highlighted the imposition of Northern ideas and values on Southern NGOs as inherently colonial, patronising and leading to minimal grassroots autonomy (Crush 1995; Escobar 1995; Ferguson 2003[1990]; Hobart 1993). While acknowledging this, the present article analyses the diffusion of Northern managerialism on Southern ways of working with special reference to how Southern NGOs are pressured to exude a cohesive, uniform and positive organisational identity in order to work in partnership with their donors. In doing so, the analysis points to the concept of organisational identity itself being a construct of Northern ideas of management and, therefore, not applicable universally. It is suggested that fissures and resistances created by this double construction are played out in development project reports. It is in reports that an organisational narrative is created and an image is portrayed of the organisation: setting up a textual space where organisational identity is legitimated and used for negotiating autonomy in relation to donors.
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Hafis Ahmad, Mohd, Syuhaida Ismail i Abd Latif Saleh. "Readiness of Organisation and Employees in the Malaysian Public Organisation Towards Change Management". International Journal of Engineering & Technology 7, nr 2.29 (22.05.2018): 607. http://dx.doi.org/10.14419/ijet.v7i2.29.13984.

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Organisational change refers to the transformation of an organisation from its present condition to some intended conditions in the future in minimising refusal from employees and expenditure of running the organisation while simultaneously boosting the productiveness of the change attempt. This paper aims to appraise the change administration of organisations in Malaysia since limited research have been done to examine whether the employees are ready to accept change in the organisation. This research is materialising its objectives of (1) identifying the attributes of change management in the Malaysian public organisation; (2) investigating the current practice of organisation and employees in the Malaysian public organisation towards change management and (3) assessing the factors influencing readiness of organisation and employees in the Malaysian public organisation towards change management. It is found that change management is an organised way to make sure that changes are completely implemented without any problems to make transitions from the aspects of individuals, groups, and organisations to an intended circumstances in the coming days by focusing on the wider impacts of change, particularly on people, where change takes place thoroughly in the entire organisation. Furthermore, it is found that current practice of organisation and employees in the organisation towards change management involved in three main factors, namely trust in management, communication and organisational commitment; with the positive vision for the future perceived by management team as the factor of trust in management, meanwhile for communication, it is found that there is good communication between supervisors and employees about the organisation’s policy toward the changes. The factor found in organisational commitment is employees enjoy discussing their organisation with outsiders. The findings of this paper provide a positive impact on change management planning, which ultimately help in ensuring more effective change programme implementation in the public organisation in Malaysia.
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FRIESENDORF, CORNELIUS. "Police assistance as foreign policy: Explaining donor practices". Review of International Studies 42, nr 2 (21.09.2015): 377–400. http://dx.doi.org/10.1017/s0260210515000297.

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AbstractPolice assistance is an important, albeit understudied aspect of foreign policy. While many scholars have studied international and transnational policing, it remains largely unknown why donor police forces often support their colleagues in fragile states in different ways. This article discusses a variety of potential explanations of police assistance: a domestic rational actor model; a constructivist focus on international norms; and theories on the use of force by democracies. While all of these explanations are relevant, this article shows that they remain incomplete without studying police organisations and how these implement assistance on the ground. As the organisational cultures of donor police agencies differ, so do their assistance practices. The case of German and Italian police assistance in Afghanistan illustrates the relevance of an organisational approach: despite operating in the same environment, German police officers promoted civilian and Italian Carabinieri militarised policing. The article stresses that explaining security assistance, an important form of indirect intervention in fragile states, requires zooming in on policy implementation and policy implementers.
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Gurney, Robert. "Constructing professional and organisational fields". Leadership in Health Services 29, nr 1 (1.02.2016): 111–14. http://dx.doi.org/10.1108/lhs-11-2015-0037.

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Purpose – The purpose of this paper is to fill an apparent gap in the literature addressing issues of leadership and change – the development and activities of constructing and leading sports sciences and medicine professions, and similarly, the construction and leadership of multidisciplinary/inter-disciplinary organisations that practice sports sciences and medicine. Design/methodology/approach – This study incorporated explorations through conducting both interviews and survey questionnaires with members of Sports Medicine Australia (SMA). The interviews (qualitative) were semi-structured and asked questions addressing what changed, why change and how change was implemented. Findings – The health sciences and medicine professions moving to specialised sports sciences and medicine disciplines and SMA, evolved through forces driving the need for change (legitimacy, resource dependency, positioning and core competencies). Practical implications – The knowledge developed from understanding activities of change that traditional professions conducted to become specialised Disciplines and parallel changes in a single Discipline organisation evolving to an umbrella organisation (SMA), comprised a membership of specialised Disciplines, can act as a catalyst for inquiry by other professional and organisational groups. Originality/value – The findings of this study contributes to the literature investigating change in professional and organisations fields. More specifically, this study promotes inquiry into leadership practices of sports sciences and medicine, as contributors to the field of health services.
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Rozprawy doktorskie na temat "Organisational Policy"

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Baillie, Tamara Lee. "Getting development organisations right for women : gender policy and organisational culture at AusAID /". Title page, contents and abstract only, 1998. http://web4.library.adelaide.edu.au/theses/09AR/09arb157.pdf.

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Spratt, Trevor Martin. "Organisational and professional responses to child care policy developments". Thesis, Queen's University Belfast, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.411825.

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Haglund, Dan. "Policy evolution and organisational learning in Zambia's mining sector". Thesis, University of Bath, 2010. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.535378.

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This thesis explores how policy evolves in weak commodity dependent African states, in a context of increasing organisational diversity due to fast-growing foreign investment from emerging markets. Through a case study of the Zambian mining sector, where state-firm relations have been highly contentious following privatisation in the late 1990s, I develop an interdisciplinary and empirically grounded account of how policy evolves. My findings are based on over 100 interviews conducted with employees of Chinese, Indian and 'western' case-study firms, as well as government officials, NGOs and other stakeholders. My aim is to give adequate attention to both state and firm perspectives on regulatory policy making. To this end, the thesis first reviews the literature on policy making in the African state as well as theories of institutional change. It then draws on evolutionary economics and organisational theory, to develop a framework for understanding firm behaviour that emphasises the role of organisational routines and objectives. I develop and define the concept of organisational learning as the process through which organisational routines and objectives change over time. I find that policy development in Zambia, in its formal expression, appears framed around a 'partnership approach' to regulation. This approach is based on a view of government as enabler of private investment, emphasising state-firm consultations and consensus in policy development. This approach contrasts but co-exists with an alternative expression of state power through the Presidency, which maintains strong informal links with the foreign mining companies. I find significant yet nuanced variation in organisational routines and aims across the companies under study. This includes the tendency among western companies to seek operational stability by engaging with local stakeholders directly, whilst Chinese investors prefer to operate through close relationships with the Presidency, relying on the Zambian state to 'broker' its wider social relations. Over time there is some evidence of organisational learning taking place among the mining companies, including through convergence in regulatory standards and practices. Yet differences persist because routines and aims - conditioned by a firm's institutional background - change slowly over time, even in the presence of inefficiencies. Zambia's mining sector was during the period under study subject to various pressures for policy reform, stemming from discontent with limited tax contributions and pervasive negative environmental and safety impacts. These reform proposals, however, failed to move ahead despite support from some of the mining companies. I show how Zambia's accommodating and pro-investor regulatory framework sits uneasily with an interventionist political culture and a diverse mining sector. The consensus among the regulated companies - on which effective partnership regulation relies - proves elusive in a 'presidential' state that readily accommodates different articulations of state-firm relations.
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Md-Zain, Ali-Yusob. "Quality of worklife and organisational commitment : a study of non-supervisory employees in Malaysian organisations". Thesis, University of Strathclyde, 1996. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21511.

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Organisational commitment has been suggested as a function of the degree of integration and congruence of individual and organisational goals and values. The more employees can satisfy their needs through work, the more they will be committed to an organisation. The organisational conditions that influence such need satisfaction are generally known as quality of worklife (QWL). The purpose of the study was to examine the relative importance and perceived presence of factors associated with QWL, their relationships with organisational commitment (OC), and demographic patterns of their relationships for nonsupervisory employees in Malaysia. Underlying questions explored were the crosscultural universality of theories of QWL and OC and their utility for management policy and action. The research instrument employed was a survey questionnaire in the Malaysian language based on Western models of QWL and OC and using Likert scaling. Usable responses were obtained from 672 employees in 671 organisations. Statistical analysis was carried out using factor analysis, t-test, analysis of variance and multiple regressions. The Western model and measures of affective, normative and continuance commitment were generally supported, but two sub-factors emerged for continuance commitment relating to cost of leaving and lack of alternatives. The collectivist nature of Malaysian culture emerged as an important determinant of QWL and, in turn, OC. The most important QWL factors were workplace integration, work environmenta nd supervision. The first two of these were perceived as those most present. Different demographic relationships emerged between affective, normative and continuance commitment and QWL. Indicators for changing management policies and action to improve QWL and hence OC among non-supervisory employees in Malaysia concern work environment, workplace integration and the social relevance of work. The equity of pay and benefits, though itself an unimportant QWL factor, was also related to affective commitment.
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Van, der Horst Andreas J. (Andreas Jan). "Organisational decision making : a comparative study". Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/52982.

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On title page: MPhil (Value Analysis and Policy Formulation).
Thesis (MPhil)--Stellenbosch University, 2002.
ENGLISH ABSTRACT: This thesis is a study in the field of organisational decision making. The focus is on decision making where the organisation is the unit of analysis (as opposed to the individual). It is a systemic approach rather than a behavioural or personal approach. The methodology employed is a conceptual study, which comprises the description and discussion of four models of decision making. Each model is discussed individually. The models date from the late 1940's to the middle 1970's and are known as the 'rational', 'procedural', 'political' and 'anarchic' models of organisational decision making. In conclusion, a major problem in the understanding of organisational decision making is discussed. This problem relates to how generic organisational decision making activity can be understood, without having to consider the behavioural features of decision making.
AFRIKAANSE OPSOMMING: Hierdie tesis is 'n studie op die gebied van besluitneming in organisasies. Die fokus is op besluitneming, waar die organisasie die eenheid van ontleding is (en nie die individu nie). Die benadering is sistemies eerder as 'n gedragsbenadering of persoonlike benadering. Die metodologie is 'n konseptuele studie en behels die verduideliking en bespreking van vier modelle van besluitneming. Elke model word individueel bespreek. Die modelle dateer vanaf die laat 1940' s tot die middel 1970' s en staan onderskeidelik bekend as die 'rasionele', 'prosedurale' , 'politieke' en 'anargiese' modelle van organisatoriese besluitneming. Ten slotte word 'n beduidende probleem rakende die verstaan van besluitneming in organisasies bespreek. Hierdie probleem hou verband met hoe generiese organisatoriese besluitnemingsaktiwiteit verstaan kan word, sonder om te hoef verwys na die gedragsaspekte van besluitneming.
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McCafferty, Sara. "Managing change : using organisational change theory to understand organisational responses to health policy : a case study in commissioning". Thesis, University of Newcastle upon Tyne, 2014. http://hdl.handle.net/10443/2462.

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Background : The NHS in England has been subject to numerous reforms and changes in health policy since its inception in 1948. Such changes often mean that organisational strategies are halted, diverted or otherwise prevented from being completed. To date research in health care settings has considered change in a broad context but there has been limited research which focuses on how organisations respond and adapt to changes in health policy specifically. The objective of this research is to explore how existent change management literature and models can be used to understand how organisations respond to changes in health policy. Methods : In 2010 the White Paper ‘Equity and Excellence Liberating the NHS’ was released. The paper, which proposed ambitious and widespread reform to the NHS, was met with significant resistance and experienced a protracted passage through Parliament. This research utilised the changing policy landscape to conduct a natural experiment, using a commissioning organisation as a case study, to understand responses to these policy changes. The eight factors of receptivity model was used as a medium to explore organisational receptivity to NHS policy changes. Results : A synthesis of the results is presented in the form of a new model to guide organisations in developing receptivity to change. The model identifies four key factors influencing the organisation’s ability to respond to policy change policy system management, organisational context and change agenda and locale. Conclusions : Receptivity to policy change in the NHS is influenced by different factors than traditional management induced change or organic organisational change. Implications : for policy makers have been drawn from this research which includes the need to develop coherent policy with clearly articulated vision, the requirement to manage national political culture, the importance of tackling system issues, and the need for careful management during transitions to avoid loss of valuable skills and expertise.
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Kew, Ashleigh. "An Exploration of Organisational Culture's Contribution to Job Stress in Cape Town Non-Profit Organisations, using the Culture-Work-Health Model". Master's thesis, Faculty of Humanities, 2021. http://hdl.handle.net/11427/33831.

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Organisational culture plays an essential role in the aetiology of job stress. Job stress has numerous negative effects including lower work performance and effectiveness, health problems and increased absenteeism. The direct and indirect costs associated with stress-related conditions, such as burnout, can result in reduced organisational commitment and engagement. Such situations require urgent attention from the management of any organisation, and it is essential that organisations take appropriate steps to avoid excessive stress of employees if they are to continue their vital work. The study uses the Culture-Work-Health Model as a framework to understand organisational culture and its contribution to job stress in Cape Town non-profit organisations (NPOs) working in the discipline of mental health and mental disability. An exploratory, qualitative research design was selected to develop an understanding of organisational culture in Cape Town NPOs. Seven employees from three NPOs, making up the total sample of 21 participants, were selected through non-probability, purposive sampling. From each organisation of seven employees, four were selected from management/leadership positions and three were selected from non-management in order to gain rich insightful data from both management and non-management perspectives. Data collection was done through semistructured, face-to-face interviews with the participants. The data was analysed through the use of Tesch's (1990) stages of analysis. Finally, a framework for analysis was developed based on the themes, categories and sub-categories that emerged. This study contributes to enhancing understanding of Cape Town NPO organisational culture, NPO management practices and job stress as well as providing a springboard for further research into these areas. A number of significant findings were made including: NPOs described a clan organisation-type culture with a committed and passionate staff; NPO management were perceived as unsupportive due to lack of transparency, which was exasperated by their inability to pay higher salaries; NPOs where management incorporate supervision and regular staff meetings were perceived more positively and reported fewer issues of miscommunication; and individuals who were able to incorporate a healthy work and non-work life balance thrived in the NPO setting. Based on these findings, a number of recommendations were made including: the development of an organisational mental health policy; mandatory regular staff meetings attended by all levels of staff to discuss general administrative issues; the communicated availability of support structures to staff, such as on-site counselling; and - very importantly - regular supervision for all staff members working directly with vulnerable clients.
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Gok, Abdullah. "An evolutionary approach to innovation policy evaluation : behavioural additionality and organisational routines". Thesis, University of Manchester, 2010. https://www.research.manchester.ac.uk/portal/en/theses/an-evolutionary-approach-to-innovation-policy-evaluation-behavioural-additionality-and-organisational-routines(0c8bd621-ce09-4945-934b-89f3bec63ae9).html.

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The concept of behavioural additionality, which was originally associated with the question of 'what difference does policy make in the behaviour of the firms it supports?', has increasingly been used by scholars, evaluators and policy-makers not only in the field of evaluation of innovation policies but also within the context of fundamental discussions of policy rationales. A survey of the evaluation literature concludes that the concept lacks a clear definition and theoretical background as it does not have a unit of analysis. An empirical analysis of the current practice of innovation policy evaluation endorses this finding and outlines the uniqueness of behavioural additionality in terms of its evaluation. A survey of policy discussions around the concept reveals that behavioural additionality has been argued as the hallmark of an evolutionary view in respect of innovation policy. However, the thesis suggests that the concept also lacks an appropriate framework of analysis to accomplish this.The thesis argues that behavioural additionality should be redefined by using the concept of organisational routines as the unit of analysis and the evolutionary approach as the framework of analysis. To this end, a theoretical and generic approach that conceives behavioural additionality as the government-influenced evolution of organisational routines at the micro, meso and macro levels is devised. The thesis unfolds how behavioural additionality is created by reinforcing ostensive, performative and artefact aspects of routines within firms. The possibility, rationale and evaluation of behavioural additionality are also discussed. Empirically, the thesis applies a plausibility probe that employs two case studies of Turkish TIDEB and British Collaborative R&D programmes to illustrate the micro level of the approach developed.It is concluded that the proposed approach provides a better theoretical understanding for behavioural additionality, which would increase its impact on policy-making. This new approach also represents a concrete attempt to utilise the framework and unit of analysis of the evolutionary approach in the field of evaluation for the first time.
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Waly, Nesren Saleh. "Organisational information security management : the impact of training and awareness : evaluating the socio-technical impact on organisational information security policy management". Thesis, University of Bradford, 2013. http://hdl.handle.net/10454/5666.

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Security breaches have attracted attention from corporations and scholars alike. The major organisations are determined to stop security breaches as they are detrimental to their success. Arguably the most common factor contributing to these breaches is employee behaviour, which suggests that changes in employee behaviour can have an impact on improving security. This research aims to study the critical factors (CFs) that impact on employee behaviours toward compliance with their organisation's information security policy. This investigation will focus on the various critical success factors based on their grouping into one of the following three major categories, namely: organisational factors, behavioural factors and training factors. Each of these categories affects a different aspect of information security and the objective is to not only understand the interaction of different factors but also to study further the aims in order to provide practical recommendations for improving organisational information security management. This study has utilised empirical research through the use of both qualitative and quantitative methodologies to inform each stage of the research. This study focused on the health, business and education sectors by empirically evaluating the obstacles and success factors that affect employee compliance to organisational security policies. In addition, this study also evaluated the affect of the socio-technical impact on organisational information security management. The final stage of the research focused on developing an effective training and awareness programme. This training programme was constructed by incorporating the techniques that were identified as enhancing employee perceptions, attitudes and motivations, in order to facilitate a better transference of skills and more sustainable and appropriate behaviours to improve organisational information security management in the workplace. The techniques utilised included: effective communication, knowledge reinforcement, pre- and post-assessment and motivational techniques.
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Taylor, Anna. "Urban climate adaptation as a process of organisational decision making". Doctoral thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/27554.

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In a world that is increasingly urbanised, cities are recognised as critical sites for tackling problems of climate change, both by reducing greenhouse gas emissions and addressing the impacts of changing climate conditions. Unlike climate change mitigation, adaptation does not have one clear, commonly agreed collective goal. Governing and making decisions on climate adaptation in cities entails contestation over knowledge, values and preferences. Currently, the two dominant conceptualisations of adaptation are as cycles or pathways. Do these models adequately theorise what can be empirically observed in cities as to how climate adaptation is undertaken? Most research on urban climate adaptation emanates from the Global North, where political, scientific, economic and administrative systems are well established and well resourced. There is a dearth of empirical research from cities of the Global South contributing to the development of urban climate adaptation theory. This thesis contributes to addressing this gap in two ways. Firstly, by drawing on both conceptual and methodological resources from the field of organisational studies, notably the streams and rounds models of decision making, organisational ethnography and processual case research. Secondly, by conducting empirical case study research on three processes of city scale climate adaptation in Cape Town, South Africa, a growing city facing many development challenges where the local government began addressing climate adaptation over ten years ago. The three adaptation processes studied are: the preparation and adoption of city-wide sectoral climate adaptation plans; the creation of a City Development Strategy with climate resilience as a core goal; and the inclusion of climate change projections into stormwater masterplans. Data were gathered through interviews, participant observation, focus groups and document review, through embedded research within a formal knowledge co-production partnership between the University of Cape Town and the City of Cape Town government. Processual analysis and applied thematic analysis were used to test models of adaptation and decision making against data from the three case studies. The findings suggest that both the cycles and pathways models of climate adaptation inadequately represent the contested and contingent nature of decision making that prevail within the governance systems of cities such as Cape Town. Based on ethnographic knowledge of how Cape Town's local government undertakes climate adaptation, it is argued that the rounds model of decision making provides conceptual tools to better understand and represent how the process of climate adaptation in cities is undertaken; tools that can be used to enhance the pathways model. The study concludes that progress in adapting cities to a changing climate is currently constrained by both the problems and potential solutions or interventions being too technical for most politicians to deal with and prioritize and too political for most technical and administrative officials to design and implement. It calls for urban climate adaptation to be understood as distributed across a multitude of actors pursuing concurrent, discontinuous processes, and thereby focus needs to be on fostering collaboration and coordination, rather than fixating on single actors, policies, plans or projects.
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Książki na temat "Organisational Policy"

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Understanding policy domains, their salient forces, and organisational challenges. Windhoek, Namibia: University of Namibia Press, 2012.

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Yoshiko, Kurisaki. Information technology policies: Organisational structure in member countries. Paris: Organisation for Economic Co-operation and Development, 1995.

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Kosviner, Adele. Psychological therapy services: The need for organisational change : policy statement. Leicester: British Psychological Society, 1990.

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Csizmadia, Tibor Ga bor. Quality management in Hungarian higher education: Organisational responses to governmental policy. Enschede: CHEPS/UT, 2006.

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Ehlert, Christoph R. Evaluation of German active labour market policies and their organisational framework. Wiesbaden: Springer Gabler, 2015.

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Foundation, European Cultural, red. Managing diversity?: Art and (the art of) organisational change. Amsterdam: Mets & Schilt, 2008.

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China's industrial technology: Market reform and organisational change. London: Routledge, 1998.

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Satney, Martin A. Policy and organisational changes for the waater supply sector in Saint Lucia. Manchester: UMIST, 1998.

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Hunter, David J. Elderly people's integrated care system (EPICS): An organisational, policy and practice review. Leeds: Nuffield Institute, 1990.

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Gaffey, Peter. The organisational arrangements for the formulation and implementation of industrial policy in Ireland: Paper prepared for the Industrial Policy Review Group. Dublin: Stationery Office, 1991.

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Części książek na temat "Organisational Policy"

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Wilmot, Stephen. "Nurses and organisational learning". W Ethics, Power and Policy, 150–61. London: Macmillan Education UK, 2003. http://dx.doi.org/10.1007/978-1-137-05875-1_10.

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Hill, Michael, i Frédéric Varone. "Bureaucracy: organisational structures and processes". W The Public Policy Process, 229–45. Wyd. 8. Eighth edition. | Abingdon, Oxon; New York, NY: Routledge, 2021.: Routledge, 2021. http://dx.doi.org/10.4324/9781003010203-13.

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Whiston, Thomas G. "Remaining Policy Issues and Organisational Questions". W Managerial and Organisational Integration, 103–23. London: Springer London, 1992. http://dx.doi.org/10.1007/978-1-4471-1839-8_6.

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de Bruin, Leon. "Organisational Change for Creativity in Education". W Creativity Policy, Partnerships and Practice in Education, 167–91. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-96725-7_8.

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Peck, Edward, i Perri Six. "Beyond “Delivery”: Policy Implementation as Organisational Process". W Beyond Delivery, 1–21. London: Palgrave Macmillan UK, 2006. http://dx.doi.org/10.1057/9780230287112_1.

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Nath, Suman. "Institutional environment and organisational responses in changing decentralised governance systems in India". W Theory, Policy, Practice, 12–33. London: Routledge India, 2021. http://dx.doi.org/10.4324/9781003159940-2.

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Grin, François. "Implementing the Charter: Organisational Issues". W Language Policy Evaluation and the European Charter for Regional or Minority Languages, 69–77. London: Palgrave Macmillan UK, 2003. http://dx.doi.org/10.1057/9780230502666_4.

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O’Connor, Eileen, i Damian Murchan. "Leading Organisational Change to Support Junior Cycle Reform". W Curriculum Change within Policy and Practice, 229–54. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-50707-7_12.

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Nugus, Peter, Mohamud Sheikh i Jeffrey Braithwaite. "Structuring Emergency Care: Policy and Organisational Behavioural Dimensions". W The Reform of Health Care, 151–63. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9780230355026_12.

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Ehlert, Christoph R. "Conclusion and policy implications". W Evaluation of German Active Labour Market Policies and their Organisational Framework, 117–18. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-08112-6_6.

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Streszczenia konferencji na temat "Organisational Policy"

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Fedran, Jasna, Branko Ažman, Matevž Bren i Bojan Dobovšek. "Organisational Integrity: An Important Stronghold against Corruption". W Twelfth Biennial International Conference Criminal Justice and Security in Central and Eastern Europe: From Common Sense to Evidence-based Policy–making. University of Maribor Pres, 2018. http://dx.doi.org/10.18690/978-961-286-174-2.35.

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Hilton, S., T. Ikegwuonu, K. Smith i H. Weishaar. "P17 Organisational stakeholders who engage in scottish e-cigarette policy debates: a mixed methods approach". W Society for Social Medicine 62nd Annual Scientific Meeting, Hosted by the MRC/CSO Social and Public Health Sciences Unit, University of Glasgow, 5–7 September 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/jech-2018-ssmabstracts.143.

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Mardon, Julie, J. Gorden i M. Dragebo. "O19 Use of an in situ simulated patient journey to inform strategic improvement in organisational needlestick policy". W Abstracts of the Association for Simulation Practice in Healthcare Annual Conference, 6th to 7th November 2017, Telford, UK. The Association for Simulated Practice in Healthcare, 2017. http://dx.doi.org/10.1136/bmjstel-2017-aspihconf.41.

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Wilson, Paul. "Alternative Strategies for Higher Education Provision at TAFE Queensland". W Sixth International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2020. http://dx.doi.org/10.4995/head20.2020.11160.

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Australia’s tertiary education and training sector consists of Higher Education, predominantly funded and controlled by the Federal Government, and Vocational Education and Training (VET) where both the Federal and State Governments have policy and funding responsibilities. While there has been increasing funding and stable policy in Higher Education over the past decade there has been significant change in the Australian VET sector in policy and reduced funding at the Federal and State levels. TAFE Queensland, the public VET provider in the state of Queensland, has undergone a huge transformation of its own over this period of extensive policy change. As a result of policy and organisational changes TAFE Queensland has had to seek alternatives to ensure that students who choose to study at this public provider are able to access higher education courses. This paper outlines various policy change impacts over the past decade and TAFE Queensland’s innovative approach to ensuring that quality applied degrees are available to interested students who prefer to study with this major public vocational education provider.
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Rendell, Philip G. P., Henry J. P. O’Grady i Malcolm F. Currie. "Application of Lifecycle Management to Design of the UK Geological Disposal Facility". W ASME 2010 13th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2010. http://dx.doi.org/10.1115/icem2010-40231.

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The Radioactive Waste Management Directorate (RWMD) of the United Kingdom’s (UK) Nuclear Decommissioning Authority (NDA) has been given the responsibility for delivery of a Geological Disposal Facility (GDF) for the UK’s higher activity wastes in accordance with government policy. As part of this process, the RWMD has developed a project lifecycle, which addresses the overall lifecycle of the GDF in terms of five phases, from Preparatory Studies through to Operation and finally Closure, and is developing a staged approach to engineering design. The Engineering Design Process is broken down into seven stages, encompassing option development, requirements definition and preliminary and detailed design through to “design development during closure”. Each stage finishes with a formally defined milestone (a “gate”) comprising a technical review and a specific set of engineering deliverables. This paper describes the background to the UK GDF development programme, the organisational issues associated with the RWMD’s evolving role, the relationship between the top-level UK Government’s Managing Radioactive Waste Safely programme [1] and the RWMD engineering lifecycle, the formal reviews, the milestones and the overall contribution this makes to RWMD organisational development and UK regulatory approval. It also describes some of the lessons learnt.
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Tibballs, Sue, John Dalton i David Wild. "Corporate Social Responsibility (CSR) and UK Nirex Limited". W ASME 2003 9th International Conference on Radioactive Waste Management and Environmental Remediation. ASMEDC, 2003. http://dx.doi.org/10.1115/icem2003-4883.

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In recent years, Nirex has been engaged in a fundamental review of its values, objectives and behaviours. The significant shift to emerge from this review has been a commitment to being a responsible organisation. On both ethical and strategic grounds, Nirex believes it will only have a useful role to play in future radioactive waste management debates if it can show that it is a socially responsive and accountable organisation. Important commitments have already been made, and policies introduced, including a Transparency Policy, and an Environmental Policy. Over the same period, there has been a growing discourse and engagement in the UK with Corporate Social Responsibility (CSR). A wealth of organisations and consultants have emerged offering thought leadership and support in this area, some of whom have approached Nirex offering services. The challenge Nirex faces, however, is to understand what relevance and implications the CSR debate has for its work, and its wider commitment to responsibility. Should Nirex have a CSR strategy and produce a CSR report, or does ‘responsibility’ mean something different to Nirex? What would engaging in CSR mean — is there a danger that being responsible would become a stand-alone activity in the organisation, rather than a ‘mainstreamed’ commitment? If Nirex were to produce a CSR report, who would it be aimed at, and how would it fit alongside other corporate communications? In order to help answer these questions, and to develop a clear position and strategy, Nirex asked the Future Foundation to help facilitate input from consultants and other practitioners who have relevant experience. This paper will describe what was undertaken, the results and some thoughts on what this means for the future.
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Speck, Julian B., i Abdolreza T. M. Iravani. "Industry Survey of Risk-Based Life Management Practices". W ASME 2002 Pressure Vessels and Piping Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/pvp2002-1381.

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The application of risk-based life management practices has generated considerable interest in industry. Plant safety and availability can be demonstrably improved through the application of risk-based methods alongside good plant management practices. The needs for and the experience of risk-based plant life management however, vary greatly across industry sectors. The principles of risk-based methods are documented and many risk-based techniques are widely available, but the practical interpretation of the principles and the use of the most appropriate techniques are subjects of great debate. This paper will identify technical and organisational requirements to implement risk-based methods. As part of this paper, a questionnaire survey has been carried out among companies to gain better understanding of the reality of plant life management and the needs of plant operators. This survey indicates that the benefits of risk-based methods for inspection (RBI) and maintenance (RBM) optimisation are recognised by different industrial sectors. There appears to be a lack of established and documented uniform RBI/RBM policy or guidance for application throughout the industry sectors. There is also an indication of insufficient resources and training to implement risk-based methods. Development of risk-based techniques by a competent team and an integrated user-friendly software based on a sound methodology remain as key issues. A case study is described of the application of RBI to an oil refinery process unit.
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Gburova, Jaroslava. "PRODUCT POLICY AS COMPETITION TOOL OF ORGANISATION". W 4th International Multidisciplinary Scientific Conference on Social Sciences and Arts SGEM2017. Stef92 Technology, 2017. http://dx.doi.org/10.5593/sgemsocial2017/15/s05.096.

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Beceiro, Alvaro R., Elena Vico i Emilio G. Neri. "The Radioactive Waste Management Programme in Spain". W ASME 2003 9th International Conference on Radioactive Waste Management and Environmental Remediation. ASMEDC, 2003. http://dx.doi.org/10.1115/icem2003-4898.

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The paper will start with an overview of the organisational and financing framework established in Spain for the safe and efficient management of radioactive waste and decommissioning of nuclear installations. Since its creation by Royal Decree in 1984, ENRESA, the Spanish Radioactive Waste Management Agency, is in charge of both activities. ENRESA is a state owned company whose shareholders are CIEMAT (Centro de Investigaciones Energe´ticas, Medioambientales y Tecnolo´gicas) and the State Industrial Holding (SEPI), both governmental institutions. In Spain the Directorate General for Energy Policy and Mines of the Ministry of Economy (MINECO) plays the leading role in controlling nuclear activities, since it is the body responsible for awarding licenses and permits for installations and activities within the framework of the existing nuclear legislation. The Nuclear Safety Council (CSN) was set up in 1980 as the only competent body in matters of nuclear safety and radiological protection, and is generally responsible for the regulation and supervision of nuclear installations. Any license granted by MINECO is subjected to the mandatory and binding report of the CSN. The paper will review the steps undertaken for solving the national problems associated with the management of radioactive waste and decommissioning of nuclear installations, including uranium mining and milling facilities, and will address the lessons learnt from the activities developed by ENRESA and the future goals to be met. Regarding the L/ILW (Low and Intermediate Level Radioactive Waste) programme, the main milestones of El Cabril L/ILW disposal facility will be described highlighting the most relevant events as well as the foreseen activities, most of them focus on optimizing the capacity of the already operating installation. The elaboration and signature of a Protocol, at the end of 1999, for collaboration on the radiological Surveillance of Metallic Materials in order to detect the possible presence of radioactive materials is worth to be mentioned because of the involvement and agreement of several public and private organisations as well as the administration. Concerning the SF and HLW (Spent Nuclear Fuel and High Level radioactive Waste) programme, the solutions adopted in order to solve the insufficient capacity of the storage pools at NPPs will be described as well as the evolution of the final disposal programme since its beginning and the foreseen goals to be achieved before the year 2010. The last activities will deal with the experience gained during the decommissioning of Vandello´s I NPP and the future decommissioning projects. The decision taken in 2002 by the Spanish authorities to close down Jose´ Cabrera NPP in April 2006, before its 40 years lifetime, has had an impact on ENRESA’s activities.
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Joubert, Pierre. "PERCEIVED ORGANISATIONAL SUPPORT, JOB SATISFACTION AND ORGANISATIONAL CITIZENSHIP BEHAVIOUR OF SOUTH AFRICAN POLICE SERVICE OFFICIALS". W 39th International Academic Conference, Amsterdam. International Institute of Social and Economic Sciences, 2018. http://dx.doi.org/10.20472/iac.2018.039.020.

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Raporty organizacyjne na temat "Organisational Policy"

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Gordon, Eleanor, i Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, kwiecień 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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Yeates, Nicola, i Pía Riggirozzi. Global social regionalism: Regional Organisations as drivers of social policy change. Unknown, 2015. http://dx.doi.org/10.35648/20.500.12413/11781/ii147.

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Whiteside, Martin. From Field Research to Policy Change - Lessons from FAC and APRA. Institute of Development Studies (IDS), lipiec 2021. http://dx.doi.org/10.19088/apra.2021.019.

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The Institute of Development Studies has led consortia of UK and African organisations in two large programmes of agricultural policy research: the original Future Agricultures Consortium programme, running from 2005 to 2014, and the successive Agricultural Policy Research in Africa programme, from 2016 to 2022. These programmes involved African field research teams, linked to African Universities, and conducting policy-relevant research into key issues relative to the future of agriculture in Africa and inclusive agricultural commercialisation (APRA). A component of both programmes was to use the evidence collected to influence the policy environment in favour of productive, sustainable, and inclusive agriculture. This paper explores what has been learnt in these two programmes about using field research evidence to improve agricultural policy.
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Hardy, Samuel. Treasure-hunters ‘even from Sweden’, organised criminals and ‘lawless’ police in the Eastern Mediterranean: Online social organisation of looting and trafficking of antiquities from Turkey, Greece and Cyprus. Edicions de la Universitat de Lleida, 2020. http://dx.doi.org/10.21001/rap.2020.30.11.

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Lee, Minsoo, Joon-Kyung Kim, Myung Ho Park, Longyun Peng, Tetsuji Okazaki i Susumu Ishii. Developing Modernization Indicators for the People’s Republic of China: Key Considerations and a Proposed Framework. Asian Development Bank, grudzień 2020. http://dx.doi.org/10.22617/wps200417-2.

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The People’s Republic of China (PRC) is in the process of modernization, which it expects to achieve by 2035. This requires a national indicator to gauge the progress and level of the country’s modernization drive. This working paper provides an indicator that assesses the progress in the PRC’s modernization journey, and applies this modernization indicator—structured on thematic categories, subcategories, and intersection—to the PRC’s performance, which is then compared with countries of the Organisation for Economic Co-operation and Development and the G20. The paper also examines four major policy implications of this modernization for the PRC, which will be more durable and successful if coupled with effective division of labor and synergy with stakeholders.
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Thompson, John, Thompson, John, Njuguna Ndung’u, Miguel Albacete, Abid Q. Suleri, Junaid Zahid i Rubab Aftab. The Impact of Covid-19 on Livelihoods and Food Security. Institute of Development Studies (IDS), czerwiec 2021. http://dx.doi.org/10.19088/core.2021.002.

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Studies of livelihoods and food systems since the start of the global pandemic in 2020 have shown a consistent pattern: the primary risks to food and livelihood security are at the household level. Covid-19 is having a major impact on households’ production and access to quality, nutritious food, due to losses of income, combined with increasing food prices, and restrictions to movements of people, inputs and products. The studies included in this Research for Policy and Practice Report and supported by the Covid-19 Responses for Equity (CORE) Programme span several continents and are coordinated by leading research organisations with a detailed understanding of local food system dynamics and associated equity and livelihood issues in their regions: (1) the impact of the Covid-19 pandemic on livelihoods in sub-Saharan Africa; (2) supporting small and medium enterprises, food security, and evolving social protection mechanisms to deal with Covid-19 in Pakistan; and (3) impact of Covid-19 on family farming and food security in Latin America: evidence-based public policy responses.
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Thompson, John, Thompson, John, Njuguna Ndung’u, Miguel Albacete, Abid Q. Suleri, Junaid Zahid i Rubab Aftab. The Impact of Covid-19 on Livelihoods and Food Security. Institute of Development Studies (IDS), czerwiec 2021. http://dx.doi.org/10.19088/core.2021.001.

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Studies of livelihoods and food systems since the start of the global pandemic in 2020 have shown a consistent pattern: the primary risks to food and livelihood security are at the household level. Covid-19 is having a major impact on households’ production and access to quality, nutritious food, due to losses of income, combined with increasing food prices, and restrictions to movements of people, inputs and products. The studies included in this Research for Policy and Practice Report and supported by the Covid-19 Responses for Equity (CORE) Programme span several continents and are coordinated by leading research organisations with a detailed understanding of local food system dynamics and associated equity and livelihood issues in their regions: (1) the impact of the Covid-19 pandemic on livelihoods in sub-Saharan Africa; (2) supporting small and medium enterprises, food security, and evolving social protection mechanisms to deal with Covid-19 in Pakistan; and (3) impact of Covid-19 on family farming and food security in Latin America: evidence-based public policy responses.
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Ghosh, Arijeet, Madhurima Dhanuka, Sai Bourothu, Fernando Lannes Fernandes, Niyati Singh i Chenthil Kumar. Lost Identity: Transgender Persons Inside Indian Prisons. Commonwealth Human Rights Initiative, 2020. http://dx.doi.org/10.20933/100001185.

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This report sheds light on challenges faced by Transgender persons in Indian prisons. The report analyses the international and legal frameworks in the country which provide the foundation for policy formulations with regard to confinement of LGBT+ persons, with particular reference to the Transgender community. This report also documents the responses received to right to information requests filed to prison headquarters across the country, which in addition to providing the number of Transgender prisoners in Indian prisons between 1st May 2018 to 30th April 2019, also provides relevant information on compliance within prisons with existing legal frameworks relevant to protecting the rights of Transgender persons in prisons, especially in terms of recognition of a third gender, allocation of wards, search procedures, efforts towards capacity building of prison administrators etc. The finalisation of this report has involved an intense consultative process with individuals and experts, including representatives from the community, community-based organisations as well as researcher and academicians working on this issue. This report aims to enhance the understanding of these issues among stakeholders such as prison administrators, judicial officers, lawyers, legal service providers as well as other non-state actors. It is aimed at better informed policy making, and ensuring that decisions made with respect to LGBTI+ persons in prisons recognize and are sensitive of their rights and special needs.
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Kaye, Tom, Caspar Groeneveld, Caitlin Moss i Björn Haßler. Nepal “Ask me anything” Session: Responses to audience questions. EdTech Hub, maj 2020. http://dx.doi.org/10.53832/edtechhub.0014.

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On Thursday, 30 April 2020, the EdTech Hub participated in an “Ask me anything” session for policy-makers and funders in Nepal. The session focused on designing high-quality, effective, distance education programmes during the COVID-19 pandemic. Participants included high-level officials from the Nepalese government (e.g., the Ministry of Education, Science and Technology, the Curriculum Development Office and the Education Review Office), representatives from development partners (e.g., the World Bank, UNICEF and USAID) and other education organisations (e.g., OLE Nepal). The session was convened for two purposes. First, to consider international good practice and current trends in distance education during the COVID-19 pandemic, presented by the World Bank EduTech team and the EdTech Hub. Second, for the EdTech Hub team to gather questions from participants, to be able to target guidance specifically to the situation in Nepal. This document provides answers to a consolidated list of 10 questions received from stakeholders during the session. To consolidate any overlap, we have occasionally combined multiple questions into one. In other cases, where multiple important issues required a focused response, we split apart questions.
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Haider, Huma. Mainstreaming Institutional Resilience and Systems Strengthening in Donor Policies and Programming. Institute of Development Studies (IDS), czerwiec 2021. http://dx.doi.org/10.19088/k4d.2021.101.

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This rapid review synthesises evidence on key aspects of mainstreaming institutional resilience and systems strengthening in donor policies and programming in FCAS (Fragile and Conflict-affect States) contexts, particularly in nutrition (food security), health, WASH and the economic sector. Institutional resilience is the ability of a social system (society, community, organisation) to absorb and recover from external shocks, while positively adapting and transforming to address long-term changes and uncertainty. Investing in strong, well-functioning and adaptable social systems, such as health, education and social protection systems, can build resilience, as this help to cushion the negative economic and social effects of crises. While development actors have established guidance on how institutions can be made more effective, inclusive and accountable, there is much less literature on institutional resilience and how development actors can help to foster it. Much of the literature notes a lack of systematic evidence on applying the concept of resilience. These gaps extend to a dearth of guidance on how development actors can mainstream institutional resilience and systems strengthening into their policies and programmes. This rapid review draws on common factors discussed in the literature that are considered important to the strengthening of resilience and particular systems. These may, in turn, provide an indication of ways in which to mainstream institutional resilience and systems strengthening into development policy and programming
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