Rozprawy doktorskie: „Organisational Policy”

1

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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Alhayani, Abdullah. "Implementation, management and dissemination of information security : an organisational perspective of financial institution". Thesis, Brunel University, 2013. http://bura.brunel.ac.uk/handle/2438/7668.

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The objective of this thesis is to investigate the significant perceived security threats against information security systems (ISS) for information systems (IS) in Saudi organisations. An empirical survey using a self-administered questionnaire has been carried out to achieve this objective. The survey results revealed that almost half of the responded Saudi organisations have suffered financial losses due to internal and external IS security breaches. The statistical results further revealed that accidental and intentional entry of bad data; accidental destruction of data by employees; employees' sharing of passwords; introduction of computer viruses to IS; suppression and destruction of output; unauthorised document visibility; and directing prints and distributed information to people who are not entitled to receive are the most significant perceived threats to IS in Saudi organisations. Accordingly, it is recommended to strengthen the security controls over the above weakened security areas and to enhance the awareness of IS security issues among Saudi companies to achieve better protection to their IS.

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Reece, J. David. "Agricultural research practice for environmental management and poverty reduction : the case of CIAT". Thesis, Open University, 1997. http://oro.open.ac.uk/54571/.

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This thesis is about the institutions that apply developed-country science and technology to. agriculture in underdeveloped countries. It considers the extraordinary series of changes in food production that has come to be known as the 'Green Revolution', arguing that the(less than ideal) outcomes of these changes reflected the characteristics of a particular network of research institutions known as the CG System, as mediated by the agricultural technology developed by the latter. Drawing on recent developments in the theory of innovation, the thesis argues that the characteristics of the CG System responsible for the outcomes of the 'Green Revolution' may be derived from the 'linear' model of innovation,upon which the former was apparently predicated. This 'linear' model of innovation is critically compared with a rival 'fifth generation' model. It is suggested that if the CGSystem were to adopt an innovatory practice that conformed to the 'fifth generation' model,it would enable itself to make a greater impact upon poverty and hunger. The reforms that are now being experienced by the CG System are critically considered in the light of this discussion. This argument is supported by empirical material which demonstrates thatCIAT (a member of the CG System) has traditionally approached innovation in a manner consistent with the 'linear' model. However, an initiative based within CIAT's Hillsides Programme is examined in detail and shown to be an attempt to introduce into this institute an innovatory practice consistent with the rival 'fifth generation' model. Formidable organisational forces act to resist this initiative and the changes that if seeks to effect in its organisational environment. Nonetheless, considerable movement towards the 'fifth generation' model is discerned at each of the different levels of analysis employed in the thesis,· which concludes that this process of change is itself worthy of serious investigation.

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Kehn-Alafun, Omodele. "A narrative exploration of policy implementation and change management : conflicting assumptions, narratives and rationalities of policy implementation and change management : the influence of the World Health Organisation, Nigerian organisations and a case study of the Nigerian health insurance scheme". Thesis, University of Bradford, 2011. http://hdl.handle.net/10454/5397.

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Purpose: The thesis determined how policy implementation and change management can be improved in Nigeria, with the health insurance scheme as the basis for narrative exploration. It sets out the similarities and differences in assumptions between supra-national organisations such as the World Bank and World Health Organisation on policy implementation and change management and those contained in the Nigerian national health policy; and those of people responsible for implementation in Nigerian organisations at a) the federal or national level and b) at sub-federal service delivery levels of the health insurance scheme. The study provides a framework of the dimensions that should be considered in policy implementation and change management in Nigeria, the nature of structural and infrastructural problems and wider societal context, and the ways in which conceptions of organisations and the variables that impact on organisations' capability to engage in policy implementation and change management differ from those in the West. Design/methodology/approach - A qualitative approach in the form of a case study was used to track the transformation of a policy into practice through examining the assumptions and expectations about policy implementation of the organisations financing the policy's implementation through an examination of relevant documents concerning policy, strategy and guidelines on change management and policy implementation from these global organisations, and the Nigerian national health policy document. The next stages of field visits explored the assumptions, expectations and experiences of a) policy makers, government officials, senior managers and civil servants responsible for implementing policy in federal-level agencies through an interview programme and observations; and b) those of sub-federal or local-level managers responsible for service-level policy implementation of the health insurance scheme through an interview programme. Findings - There are conflicts between the rational linear approaches to change management and policy implementation advocated by supra-nationals, which argue that these processes can be controlled and managed by the rational autonomous individual, and the narratives of those who have personal experience of the quest for 'health for all'. The national health policy document mirrors the ideology of the global organisations that emphasise reform, efficiencies and private enterprise. However, the assumptions of these global organisations have little relevance to a Nigerian societal and organisational context, as experienced by the senior officials and managers interviewed. The very nature of organisations is called into question in a Nigerian context, and the problems of structure and infrastructure and ethnic and religious divisions in society seep into organisations, influencing how organisation is enacted. Understandings of the purpose and function of leadership and the workforce are also brought into question. Additionally, there are religion-based barriers to policy implementation, change management and organisational life which are rarely experienced in the West. Furthermore, in the absence of future re-orientation, the concept of strategy and vision seems redundant, as is the rationale for a health insurance scheme for the majority of the population. The absence of vision and credible information further hinder attempts to make decisions or to define the basis for determining results. Practical implications: The study calls for a revised approach to engaging with Nigerian organisations and an understanding of what specific terms mean in that context. For instance, the definitions and understanding of organisations and capacity are different from those used in the West and, as such, bring into question the relevance and applicability of Western-derived models or approaches to policy implementation and change management. A framework with four dimensions - societal context, external influences, seven organisational variables and infrastructural/structural problems - was devised to capture the particular ambiguities and complexities of Nigerian organisations involved in policy implementation and change management. Originality/value: This study combines concepts in management studies with those in policy studies, with the use of narrative approaches to the understanding of policy implementation and change management in a Nigerian setting. Elements of culture, religion and ethical values are introduced to further the understanding of policy making and implementation in non-Western contexts.

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Warm, D. D. "The influence of different organisational settings on youth work practice in Northern Ireland". Thesis, University of Manchester, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.233066.

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Musiyarira, Ruvimbo Chantelle Paidamwoyo. "An exploration of an ethogenic whistle-blowing organisational culture in the South African public sector". Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/78935.

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Corruption has a destructive impact on the achievement of good governance and this has become evident in the governance of South Africa. South Africa has a systemically corrupt public sector, making it one of the most corrupt countries on the continent. Having an understanding of the principles guiding public administration in the Constitution juxtaposed with the extent of corruption in the South African public service, it is apparent that whistle-blowing is a necessary tool in the eradication of corruption as a fundamental anti-corruption mechanism. However, due to the expanse of unethical behaviour in the public sector organisational culture, whistle-blowing is stigmatised and negatively perceived by public servants. When a wrongdoing is committed, retribution is faced by the whistle-blower and not the perpetrator. Whistleblowing is thus not institutionalised into the South African public sector despite the existence of legislation supporting and promoting whistle-blowing. This characterises the sector as one with a whistlegenic organisational culture. Given the context in which reporting wrongdoing exists, this study sought to explore the institutionalisation of whistle-blowing in the South African public sector. The primary objective of the study was to determine the current state of whistle-blowing, the challenges thereof, focusing primarily on the Gauteng provincial departments as the area informing the study. The study also aimed to investigate how an ethogenic organisational culture, in which whistle-blowing is embedded in the culture, can be achieved in the public service of South Africa. The study employed the qualitative research approach. E-mail interviews were conducted with the Integrity Management Unit of the Gauteng Province in addition to a focus group interview conducted with the ethics officers of the Gauteng provincial departments. The onus of promoting ethical behaviour and thereby the anti-corruption measures provincial departments lies on the selected participants making them suitable to inform the research. The study employed a thematic analysis to analyse the collated findings. The study found that there are numerous challenges faced within the public sector that deter employees from whistle-blowing, in addition to the fear of retaliation. Ultimately, these challenges are a consequence of a systemically corrupt organisational culture and weaknesses in leadership. Subsequently, the study provided feasible recommendations which may be applied in the public sector to achieve an ethogenic organisational culture.
Dissertation (MAdmin)--University of Pretoria, 2020.
School of Public Management and Administration (SPMA)
MAdmin
Unrestricted

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ca, rebecca schiff@mail mcgill, i Rebecca Schiff. "Food Policy Councils: An Examination of Organisational Structure, Process, and Contribution to Alternative Food Movements". Murdoch University, 2007. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20070906.103640.

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The contemporary global food system is plagued by a myriad of problems. In recognition of the problematic nature of the conventional food system, practitioners and researchers have sought, throughout the past century, alternative, sustainable food production, consumption, and exchange systems. Some of the solutions proposed for these problems suggest the establishment of new institutional forms such as that of the food policy council, an organisation which, through the embodiment of a food systems perspective, proposes innovative local and regional level solutions to food systems problems. Over the past two decades numerous food policy councils (FPCs) have been created in North America and Australia. Research on FPCs still remains minimal, leaving many gaps in knowledge as to the role of these organisations concerning the ways that they can and do contribute to the sustainable development of food systems and alternative food movements. Research to date on the organisational structure of FPCs lacks consideration of organisation theory and the relatively substantial body of literature dealing with evaluation of collaborative, interagency organisations, an organisational type closely related to FPCs. There is a lack of consideration as to definition of the role of FPCs within the broader context of sustainable food systems movements and the procedures and protocol for effectiveness in achieving outcomes and fulfilling these roles. Considering the significant gaps in knowledge, this research focusses on identifying a clear definition of the mission or roles of FPCs and investigates some of the previously unexplored organisational characteristics of FPCs as a foundation for identifying what may lead to best-practice organisational structure and process in fulfilling these roles. Since there is limited information and research to date specifically on FPCs, a qualitative and more specifically grounded theory approach was taken to provide an exploratory and reflexive research design framework. This design incorporated a continuous, interactive layering of data collection, classification, and analysis. Following a preliminary literature review, the inquiry focussed primarily on the gathering of information directly from FPCs involving several different types and sources of data. Research findings revealed several aspects of food policy council objectives that can be considered together as defining the organisational role of FPCs. This provides a basis for determining the most effective administrative structure and operations management for fulfilling this role. Findings and analysis also indicated certain components of structure and process that can lead to effectiveness in terms of capacity building and fulfilling organisational roles. A model of FPC structure is developed and presented to summarise these findings, considering those components revealed through the research as contributing most to effective FPC operation. The development of this model from a broad and diverse representative sample, indicates that such modelling of structure and process may be applicable to transferring the concept of and creating FPCs in new locations.

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Schiff, Rebecca. "Food policy councils: an examination of organisational structure, process, and contribution to alternative food movements". Schiff, Rebecca (2007) Food policy councils: an examination of organisational structure, process, and contribution to alternative food movements. PhD thesis, Murdoch University, 2007. http://researchrepository.murdoch.edu.au/293/.

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The contemporary global food system is plagued by a myriad of problems. In recognition of the problematic nature of the conventional food system, practitioners and researchers have sought, throughout the past century, alternative, sustainable food production, consumption, and exchange systems. Some of the solutions proposed for these problems suggest the establishment of new institutional forms such as that of the food policy council, an organisation which, through the embodiment of a food systems perspective, proposes innovative local and regional level solutions to food systems problems. Over the past two decades numerous food policy councils (FPCs) have been created in North America and Australia. Research on FPCs still remains minimal, leaving many gaps in knowledge as to the role of these organisations concerning the ways that they can and do contribute to the sustainable development of food systems and 'alternative food movements'. Research to date on the organisational structure of FPCs lacks consideration of organisation theory and the relatively substantial body of literature dealing with evaluation of collaborative, interagency organisations, an organisational type closely related to FPCs. There is a lack of consideration as to definition of the role of FPCs within the broader context of sustainable food systems movements and the procedures and protocol for effectiveness in achieving outcomes and fulfilling these roles. Considering the significant gaps in knowledge, this research focusses on identifying a clear definition of the mission or roles of FPCs and investigates some of the previously unexplored organisational characteristics of FPCs as a foundation for identifying what may lead to 'best-practice' organisational structure and process in fulfilling these roles. Since there is limited information and research to date specifically on FPCs, a qualitative and more specifically grounded theory approach was taken to provide an exploratory and reflexive research design framework. This design incorporated a continuous, interactive layering of data collection, classification, and analysis. Following a preliminary literature review, the inquiry focussed primarily on the gathering of information directly from FPCs involving several different types and sources of data. Research findings revealed several aspects of food policy council objectives that can be considered together as defining the organisational role of FPCs. This provides a basis for determining the most effective administrative structure and operations management for fulfilling this role. Findings and analysis also indicated certain components of structure and process that can lead to effectiveness in terms of capacity building and fulfilling organisational roles. A model of FPC structure is developed and presented to summarise these findings, considering those components revealed through the research as contributing most to effective FPC operation. The development of this model from a broad and diverse representative sample, indicates that such modelling of structure and process may be applicable to transferring the concept of and creating FPCs in new locations.

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Poxon, Jennifer Mary. "The development planning process in context : change and challenge". Thesis, University of Sheffield, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.310793.

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Cloete, Harlan C. A. (Harlan Courtenay Alva). "Skills development and organisational development : an assessment". Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52452.

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Thesis (MPA)--Stellenbosch University, 2001.
ENGLISH ABSTRACT: Education and training under apartheid can at best be described as fragmented and unequal along racial lines. The consequence of the decades of human resource neglect resulted in the virtual destruction of human resource potential, with devastating effects for social and economic development. At the organisational level witness to this has been the lack of career paths offered to workers and the debilitating effect on worker motivation and general productivity. In response to this state of affairs the South African government introduced a number of innovative laws aimed at reversing this downward spiral: The Skills Development Act, 1998 and the related legislation have as their single objective the establishment of a more enabling and responsive human resource environment. This will amount to the rebuilding of the South African workforce within organisations through the introduction of new sets of human resource processes, policies and principles. This study compares the activities of the Pioneer Foods Group with those of the Drakenstein Municipality in relation to the skills development regulatory framework and the subsequent obligations it places on organisations to establish new human resource practices. The study goes further and seeks to establish whether there is a causal link between the processes of skills development and Organisational Development (00). The study concludes that there is a definitive link between the skills development regulatory framework and 00. The two processes are regarded as mutually supportive, leading to the achievement of individual and organisational end goals.
AFRIKAANSE OPSOMMING: Opvoeding en opleiding onder die Apartheidsregering kan beskryf word as gefragmenteerd, ongelyk en geskoei op ras. Die gevolge van dekades van menslike hulpbron vernalting het geweldige en verreikkende ekonomiese en sosiale implikasies tot gevolg gehad. 'n Nadere blik op die vlak van organisasies dui aan dat vir werkers geen beroeps vooruitsigte was nie met die gevolg dat die motiverings vlak en veral produktiwiteit ontsettend laag was. Die respons vanaf die Suid Afrikaaanse regering was die bekendmaking van 'n reeks innoverende wetgewing gemik om die afwaartste kurwe te stop. Die Vaardigheids Ontwikkeling Wet, 1998 en die ander meegaande wette het as primêre doelwit die daarskep van "n meer verantwoordelike menslike hulpbron klimaat. Dit het ten doel die heropbou van die Suid Afrikaanse mense deur die bekendmaking van "n stel menslike hulpbron prosessese, beleid en beginsels. Hierdie studie fokus en vergelyk die vaardigheidsontwikkeling aktiwiteite van die Pioneers Voedsel Groep met die van die Drakenstein Munisipaliteit. Die studie gaan verder deur vas stel of daar n definitiewe verband is tussen die prossese van vaardigheidsontwikkeling en die van organisasie ontwikkeling. Die slotsom is die volgende: dat daar 'n definitiewe verbintenis is tussen vaardigheidsontwikkeling en organisasie ontwikkeling. Die twee prossese steun op mekaar deurdat beide ten doel het 'n verbeterde organisasie en individu, soos hulle strewe na die bereiking van doelwitte.

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Vogt, Franziska Christina. "Contextualising new managerial policy enactment in primary schools in England and Switzerland : teachers' perceptions and experiences of policy change, organisational culture and teamwork". Thesis, Lancaster University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.413794.

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Scodanibbio, Lucia. "Opening a policy window for organisational change: the creation of BC Hydro's Water Use Planning program". Thesis, University of British Columbia, 2009. http://hdl.handle.net/2429/17020.

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In the last few decades decision-making processes dedicated to allocating water among different uses have accorded increasing importance to the environmental and social values of water. In British Columbia, the Water Use Planning (WUP) program is a multi-stakeholder process aimed at revising the operating plans of BC Hydro’s hydroelectric facilities in order to consider water values beyond electricity generation. The purpose of this thesis is to analyse the particular circumstances that led to the emergence of WUP and prompted BC Hydro to open up its decision-making processes to better respond to environmental and social concerns. In particular, the internal and external factors leading to the creation of the program are explored, as well as the factors that facilitated its institutionalisation. The policy change literature provides a framework to analyse these factors, and interviews with key stakeholders and an analysis of secondary data are used to address the research question. A number of external factors highlighted the need for a changed approach to operating BC Hydro’s facilities, such as the ecological impacts caused by the dams’ operations, an imprecise regulatory environment, and worsening relationships with federal and provincial regulators, exemplified by a number of court cases. Factors internal to BC Hydro, including the development of a business case and concerns regarding the utility’s reputation and public expectations, were also critical. While a number of approaches were explored for solving the problems faced by BC Hydro, a policy window for change was opened within a shifting context provided by the election of a more progressive government, the growth of the environmental movement, and new approaches to taking complex multi-stakeholder, multiple resource decisions. A successful pilot process was undertaken on the Alouette River, and within a few months of its completion, BC Hydro was directed by government to expand the process to all its facilities. Factors that enabled the institutionalisation of WUP included the availability of financial resources to compensate for the foregone power, the presence of a number of visionary individuals, the background preparation that facilitated a successful pilot WUP, and the remaining sense of urgency and need of a solution.

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Dellar, Graham Brendon. "Organizational change for school development: a study of implementation of school-based decision-making groups". Curtin University of Technology, Department of Education, 1990. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=15568.

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This study analyses, interprets and describes the dynamics of the change process occurring as members of three secondary school communities attempted to implement a Ministry of Education initiative involving the establishment of a school-based decision-making group.A review of literature on innovation and change, organization theory and school improvement is presented as a basis for the establishment of a conceptual framework for the study. Within this framework, implementation is viewed as the interaction of the innovation with the characteristics of each adopting school. These interactions are viewed as occurring within two change environments. The first, the general change environment, is shared by all schools under study. This environment reflects the broader economic, political and educational pressures prompting change. The second environment is specific to each school. It forms the immediate context within which the implementation process occurs. Before examining the specific nature of the implementation process within each school site, attention is given to the general change environment from which the innovation emerged. This is accompanied by an analysis of the evolutionary nature of the innovation itself as it underwent progressive clarification at Ministry of Education level.To assess the influence that specific environmental characteristics have on the implementation process, schools with markedly differing setting characteristics were selected for study. An instrument to assess school organizational climate was developed, (SOCQ) and then administered to twenty three secondary schools in the Perth metropolitan area. The resulting data were analysed and used to select three schools with distinctly different organizational climate characteristics for closer study of the implementation process.For each school, detailed portrayals of the implementation ++
events were distilled in order to capture the complexities of the change. Cross-case analysis of the casestudy data was then undertaken to draw out particular issues, events and interactions that appeared to be of importance in directing the implementation process within individual schools and across all three sites.The final chapter addresses the initial set of research questions and presents a series of findings and associated recommendations stemming from this study. Of the range of findings to emerge from the study three appear to be of critical importance for our understanding of the organizational change process. The first finding is that the implementation of a policy innovation is best viewed as a process of "interactive modification" That is, a process whereby the innovation prompts modifications to be made to the adopting system and where the adopting system prompts modifications to be made to the innovation in a complex and dynamic manner. This finding goes beyond the notion of of change as "adaptation" or "evolution" to suggest more dynamic and interrelated process of change occurring to both the innovation and the adopting system. The second finding is that adopting system, the school, is best viewed as an open social system influenced by and yet exerting an influence upon the broader change environment in which it exists. Consequently the implementation of change is subject to influence by infomation, issues, events and interventions stemming from internal and external sources. The reality of the organizational change process is therefore far more complex and dynamic than previous theories and models of change suggest. A third and related finding is that secondary schools appear to be comprised of a number of sub-systems. The extent to which these sub-systems are interdependent or linked appears to influence not only the school's initial response to ++
change but also the schools capacity to undertake meaningful and significant implementation of an innovation. This finding has implications for the design of specific change strategies that focus on improving the degree of sub-system linkage within a school. Such change strategies might occur prior to or run concurrently with other strategies concerned with the implementation of specific organizational changes.It is hoped that these findings have value for several audiences. First, they should be of particular importance to Ministry and school personnel presently confronted by organizational change. Second, the findings should not only serve to inform those building change theory, but also those educators who might hold responsibility for the implementation of similar policy innovations.

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Ketonen, Ida E. "Gender Equality as an Idea and Practice - A Case Study of an Office at the United Nations Headquarters". Thesis, Linköpings universitet, Institutionen för tema, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-150357.

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Achieving gender equality and empowering all women and girls, is one of the United Nations (UN) core objectives. However, the UN has been struggling with achieving gender balance in its own organisation, despite numerous attempts. Men have been in numerical dominance at the UN since inception, especially on senior positions. This case study takes place just months after the System-wide strategy for gender parity was launched by Secretary-General Guterres. It captures the initial reactions through in-depth, semi-structured interviews with five women working in one UN body at the UN Headquarters in Geneva, Switzerland. Through these stories and experiences, this thesis aims to analyse the UN as a gendered organisation, focusing on organisational structure and culture. I argue that gendered processes of the organisational structure and culture preserve the male-dominance by having including effects on men and excluding effects on women. In this thesis I use gendered processes (Acker 1992), combined with post-structural policy analysis (Bacchi 2009) and complex systems theory (Ramalingam 2013), as analytical tools to show how equality is constructed and understood as an idea and in practice.

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Crossman, Georgina Katrina. "The organisational landscape of the English horse industry : a contrast with Sweden and the Netherlands". Thesis, University of Exeter, 2010. http://hdl.handle.net/10036/111475.

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This thesis contrasts the equine policy networks and organisational landscapes of the horse industry in England, Sweden and the Netherlands. In order to analyse each network the conceptual framework offered by the Marsh-Rhodes policy network typology is adopted, while the dimensions of membership, integration, resources and power are specifically considered. The origins and development of each policy network studied are analysed, along with an appraisal of their inherent characteristics. The cultivation and maintenance of consistency, communication and collaboration within a diverse policy network are examined. In addition, the influence of a diverse policy network on policy decision making is explored. The importance of relationships between key individuals within policy networks is analysed, along with the significance of the micro and macro levels of the networks. Finally, the future development of the equine policy network and horse industry in England for the benefit of interest groups and the government is considered. Within each policy network a specific organisation which acted as the mouthpiece for interest groups within the network to the government was identified. However, the structure of each of these bodies and their mode of operation differed considerably between countries. In Sweden and the Netherlands, the connection between the equine and agricultural policy networks was shown to be significant in the development of the relationship between interest groups within the horse industry and the government. In both countries an organisation from the agricultural sector expedited the development of this relationship. The level of government intervention and financial support afforded to each horse industry varied. Significant differences in key sub-sectors of each of the policy networks studied, specifically sport and recreation, and breeding, were identified, while recent developments in the European-wide equine policy network were also examined.

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Gasant, Mogamad Waheeb. "Group and interpersonal conflict at Rocklands Secondary School : an organisational analysis to ascertain the implications for policy making". Master's thesis, University of Cape Town, 1994. http://hdl.handle.net/11427/8470.

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Bibliography: leaves 162-171.
Change, whether organisational or societal, presents a fertile environment for the development of conflict. The probability of organisational conflict occurring in schools in South Africa is heightened by the fact that the country is in the throes of national political change. The main force influencing political events in the country, democratisation, maintains its prominence when one looks at the causes of organisational conflict in schools in the disadvantaged sectors of the South African society. Rocklands Secondary School, the area of the research, epitomises the South African situation With regard to the occurrence of organisational conflict in the context of the wider conflict taking place at all levels of society in the country. Although the traditional views of organisational conflict - as an occurrence that is evil and needs to be avoided - are evident at the school, a large percentage of the staff regard conflict as necessary but feel that it needs to be resolved.

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Thornton, Stella R. "Policy making in an inter-organisational network : the development of country parks in Strathclyde and Greater Manchester". Thesis, University of Strathclyde, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.390339.

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Broughton, Kevin. "Delivering sustainable neighbourhood regeneration in England through a period of policy shift : organisational change informing future strategies". Thesis, Coventry University, 2017. http://curve.coventry.ac.uk/open/items/0a96dc65-85b6-49e5-b139-c0bc2d73a43c/1.

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The outcomes of sustainable neighbourhood regeneration (NR) practice, delivered by a range of NR organisations, have offered a lifeline of support in many disadvantaged communities. However, since dramatic ‘policy shift’ following the financial crisis and installation of the Conservative Liberal-Democrat Coalition Government in 2010, sustainable NR practice has faced a radically changing and far more challenging landscape under ‘austerity’, threatening NR organisations’ ability to deliver such practice, in a context where inequalities continue to deepen. This Critical Overview Document (the ‘thesis’) draws together a coherent body of inter-related research, published between 2009 and 2013, to identify and conceptualise organisational factors considered critical to sustainable NR practice in the English context, and how these have changed following dramatic policy shift. First, using existing literature and empirical research findings from a set of case study NR organisations, the thesis identifies and conceptualises these organisational factors, framing them within an ‘NR Factor Menu’. The empirical research is then drawn upon to characterise the process of dramatic policy shift and its impact on sustainable NR practice, manifest in how case study NR organisations are changing their operational activities. The thesis subsequently conceptualises these changes, representing them in a ‘post-policy shift’ NR Factor Menu. Representing a contribution to knowledge in this arena, this conceptualisation is then used to develop a better understanding of the broader role and nature of sustainable NR practice under ‘austerity’ and beyond, identifying the potential impacts of this for other NR organisations and communities. The conceptual explanation essentially identifies that dramatic policy shift has resulted in a ‘narrowing’ of those organisational factors critical to sustainable NR practice, brought about by a necessary focus on income generation and entrepreneurial activity. This has taken place through the development of new organisational factors – the ‘income generation engine’ and ‘organisational dynamism’. Such processes appear to have weakened community ownership of the NR process and, more broadly, reduced the importance of community advocacy and social mission in sustainable NR practice. This improved understanding informs policy and practice suggestions for other NR organisation strategies and further research.

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Sato, Midori. "Exploring health facilities' experiences in implementing the free health care policy in Nepal : which organisational factors influence the implementation of the user-fee abolition policy?" Thesis, London School of Hygiene and Tropical Medicine (University of London), 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.590542.

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Marvulli, Lorenzo. "Towards sustainable consumption : an ethnographic study of knowledge work and organisational action in public policy development and implementation". Thesis, Cardiff University, 2017. http://orca.cf.ac.uk/105518/.

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This thesis is an empirical investigation of public policy-making and government action in the UK. It presents the findings of an ethnographic study of the work practices of a team of middle-ranking civil servants in DEFRA, the UK government Department for Environment, Food and Rural Affairs. Analysis relies on data generated over a period of one year of research placement in the Department's headquarters in London, during which the author witnessed, and to an extent participated to, the everyday activities of policy officers. The inquiry is framed around the problem of establishing empirical grounds for the study of public policy-making. The methodology the study uses combines elements of traditional ethnographic studies of work in organisations with the more recent theoretical background informing workplace studies. The interest is first and foremost micro-sociological, with a view of capturing language, discursive practices and practical reasoning and analyse them as local, ongoing accomplishment of office work. An objective of the inquiry is to detail the status of 'sustainable consumption' policies in the United Kingdom during the period of participant observation (2011-2012). The analysis clarifies upon which formal or informal sources of knowledge policymakers drew in designing policies and interventions, and it describes the tasks and the work associated with policy development. Through the analysis of this ‘policy work’, the thesis also provides a larger picture of the ways policies and policy options are progressed or dismissed by the government through the work of Departments. Practices of project management, risk management and knowledge brokerage are considered and examined.

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Johansson, Björn. "Feedforward Control in Dynamic Situations". Licentiate thesis, Linköping University, Linköping University, CSE - Cognitive Systems Engineering Laboratory, 2003. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-5690.

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This thesis proposal discusses control of dynamic systems and its relation to time. Although much research has been done concerning control of dynamic systems and decision making, little research exists about the relationship between time and control. Control is defined as the ability to keep a target system/process in a desired state. In this study, properties of time such as fast, slow, overlapping etc, should be viewed as a relation between the variety of a controlling system and a target system. It is further concluded that humans have great difficulties controlling target systems that have slow responding processes or "dead" time between action and response. This thesis proposal suggests two different studies to adress the problem of human control over slow responding systems and dead time in organisational control.

Report code: LiU-Tek-Lic-2003:17.

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Hanekom, Laurene. "Organisational barriers to women's equal representation in secondary school principal posts in the Wynberg Region of the Western Cape Education Department". Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/3653.

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Abdelkhaliq, Nur. "European Commission, migration and the external dimension : a study of organisation". Thesis, University of Edinburgh, 2012. http://hdl.handle.net/1842/7768.

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The thesis examines how the European Commission incorporated and implemented migration policy as part of the European Union’s external relations, also known as the external dimension of migration. The focus of the thesis is on the period between the coming into force of the Amsterdam Treaty in 1999, when migration largely came to fall under the Commission’s remit, and the ratification of the Lisbon Treaty in 2009. The study compares how the Commission’s Directorates-General (DGs) involved in the external dimension of migration during this period—Justice, Liberty and Security, External Relations and Development—made sense of the changes introduced to their responsibilities. The thesis proposes that the concept of organisational culture, drawn from organisational sociology, can explain how actors interact with and collectively make sense of their organisational environment. The main argument of the thesis is that each of the DGs possesses an organisational culture based on its members’ shared readings of priorities and the function of their unit. The thesis examines these divergent organisational cultures to gauge how policies are internalised and translated into output. The analysis contributes to the external governance literature, which has theorised the external dimension of migration as a continuation of European integration processes without accounting for internal organisational dynamics. It also leads to reflections on organisational sociology theorising, and the implications of the findings on studies of organisational change and implementation. This thesis is divided into five chapters. The first provides a background for how the Commission came to be involved in migration policy. The second provides a theoretical framework for the study, building on organisational sociology. The remaining chapters empirically analyse the three elements of organisational culture: DG members’ sources of organisational identity, their perceptions and prioritisations of the external dimension of migration, and their reading of the Commission’s implementation practices, focusing on relations with Morocco as a tool for illustrating the latter.

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Lambe, Erik. "Information Security Culture and Threat Perception : Comprehension and awareness of latent threats in organisational settings concerned with information security". Thesis, Uppsala universitet, Statsvetenskapliga institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-352263.

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A new challenge for organisations in the 21st century is how they should ensure information security in a time and environment where the widespread use of Information Communication Technologies (ICTs), such as smartphones, means that information has been made vulnerable in numerous new ways. Recent research on information security has focused on information security culture and how to successfully communicate security standards within an organisation. This study aims to examine how latent threats to information security are conceptualised and examined within an organisation in which information security is important. Since threats posed by ICTs are said to be latent, this study wishes to explore in what ways an inclusion of threat conceptualisation can have in understanding what constitutes an efficacious information security culture when the intention is to ensure information security. The study focuses on the Swedish armed forces, and compare how threats to information security posed by interaction with private ICTs are communicated in information security policies and how they are conceptualised by the members of the organisation. Through interviews conducted with service members, the findings of this study indicate that it is possible to successfully communicate the contents of information security policies without mandating the members of the organisation to read the sources themselves. Furthermore, the study identified a feature of information security culture, in this paper called supererogatory vigilance to threats to information security, which might be of interest for future studies in this area, since it offers adaptive protection to new threats to information security that goes beyond what the established sources protects against.

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Waldau, Susanne. "Creating organisational capacity for priority setting in health care : using a bottom-up approach to implement a top-down policy decision". Doctoral thesis, Umeå universitet, Epidemiologi och global hälsa, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-36316.

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In this thesis, priority setting to the form of the Swedish parliamental decision on priority setting, 1997, is considered an innovation for implementation in health care. The features of this innovation are investigated. The practical implications of implementation are identified by investigating the user organisation, ie, Swedish health care organisations and management systems. Also, a case of a three-stage process for macro-level priority setting that engaged the entire organisation in the Västerbotten County Council (VCC) is presented. This is done against a background of preceding implementation efforts in the VCC. Four specific research efforts and papers are presented. In Paper I, priority setting is operationalised into a multi-dimensional resource allocation task. On that basis, with the help of interviews (1998) and surveys (2002 and 2005) primarily of VCC health care managers, the impact of implementation is measured by prioritisation structures, processes and decisions. Survey response rates were low. Results were used as qualitative data, internally compared, and interpreted as: a) responses reflected mainly “early adopters’” opinions; b) priority setting is an ambiguous concept; c) indicating limited overall implementation; d) reinterpretation of the prioritisation task occurred over time among respondents; and, e) this group took increasingly personal responsibility as stakeholders in priority setting. Paper II reports a case study intervention of explicit, departmental level priority setting with the aim of improving cost-effectiveness in in vitro fertilization resource use and a rationing of services perceived legitimate by all stakeholders. The intervention combined priority setting and structured quality improvement techniques. Results were: a) improved operational efficiency of diagnostic procedures that allowed resources to be reallocated to treatment; and b) patients were prioritized and treatment resources were rationed based on evidence of treatment effect among subgroups. Evaluation showed that the procedure met stated criteria for legitimacy. In Paper III, a full-format test of the macro level prioritisation process is described and evaluated by participants with the help of surveys after each completed stage. Participants report the need for improvement of elements in the overall process and of procedural specifics. However, overall there was a strong commitment to the initiative and satisfaction with the process and the resulting decisions. In Paper IV, procedural specifics of the prioritisation process are evaluated. They are also compared to the Program Budgeting and Marginal Analysis (PBMA) framework when used for macro level purposes. Procedures provided intended results such as vertical and horizontal priority setting and a consistent process. However, economic targets were not fully achieved in any of the stages. Conclusions include that health care management systems are not prepared for priority setting and need profound restructuring and that the prioritisation process described in Papers III and IV was successful because: a) the process satisfied politicians’ directives; b) participants were satisfied with the procedures and perceived the subsequent reallocation decisions as legitimate; and, c) methods resulted in the intended outcome. Factors suggested as the basis of success include: long-term overall preparations; broad and deep participation; a readiness for change among participants; a stage for horizontal priority setting that added to the quality, feasibility and perceived validity of the knowledge base; a strong process leadership; and politicians determined to protect the process from opportunistic disturbances.

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Gandari, Jonathan. "An examination of how organisational policy and news professionalism are negotiated in a newsroom: a case study of Zimbabwe's Financial gazette". Thesis, Rhodes University, 2010. http://hdl.handle.net/10962/d1002884.

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The construction of journalistic professionalism in Zimbabwe has stirred debate among scholars. Critics have argued that professionalism has been compromised by the stifling media laws in Zimbabwe as well as the extra legal measures the state has enforced to control the press. Some have also argued that a new kind of journalism must be emerging in the Zimbabwean newsroom as journalism try to cope with the political and economic pressures bedeviling the country. Much of this criticism however, has not been based on close interrogation of professionalism from the perspective of the journalists in any particular newsroom. It is against this background that this study examines the constructions of professionalism at the Financial Gazette. In particular it explores the meaning of professionalism through interrogating the journalistic practices the journalists consider during the process of news production in the context of overwhelming state power. In undertaking this examination, the study draws primarily on qualitative research methods, particularly observation and multi-layered individual in-depth interviews. As the study demonstrates, the interrogation of professionalism from the perspective of newsroom practices uncovers the complex manner in which professionalism is negotiated in the Gazette’s newsroom located in a country undergoing transition in Democracy. The study establishes that when measured against normative canons of journalistic professionalism the Gazette is deviating from such tenets as public service and watchdog journalism. As the study indicates, perhaps unbeknown to the respondents, the ruling ZANU PF party hegemony is reproduced at the Gazette through choice of news values such as sovereignty and patriotism all euphemisms for ruling party‘s slogans.

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Selmanovic, Sandra. "Innovation policy transfer in developing countries : a comparative analysis of organisational schemes in the national innovation systems of Egypt and Morocco". Thesis, Anglia Ruskin University, 2015. http://arro.anglia.ac.uk/579906/.

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The practice of forcing onto developing countries policies developed in other contexts assumes standardised paths to social and economic growth. These policies should enable rapid economic development by “correcting” local market inefficiencies, without considering the role these may have in preserving stability and preventing violence. Moreover, this approach does not address the compatibility of such policies with the culture, values and norms of the receiving country. The thesis aims at extending our understanding of success factors for policy transfer, focusing on organisational schemes for innovation support. It follows the pragmatic Research paradigm and adopts a deductive approach using mixed methods to study the link between administrative efficiency and innovation performance in developing countries, an under-researched area. This thesis argues that policies successfully implemented in culturally proximal contexts are more likely to lead to similar results in the receiving context. The results of the quantitative analysis indicate a strong relationship between administrative efficiency and innovation performance in low-middle income countries in the Middle East and North Africa. The performance of organisational schemes supporting innovation in the national innovation systems of Egypt and Morocco is qualitatively assessed on the basis of 72 face-to-face interviews with entrepreneurs, policy makers and academics. The research finds that similar organisational schemes have produced similar results in the two case studies, confirming the working hypothesis and supporting an approach to policy transfer based on “relevant” good practice.

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Ianovski, Lola Eugenia. "Should recovery practices within mental health services be monitored? If so, how can organisational recovery orientation be measured? A qualitative inquiry". AUT University, 2009. http://hdl.handle.net/10292/953.

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This study is a stakeholder consultation about recovery policies and practices in Aotearoa/ New Zealand. Six consumer advocates and five policymakers were interviewed on whether evaluating mental health services’ adherence to recovery philosophy would be useful in facilitating implementation of national recovery policies and the shape and function of such evaluation. Two focus groups and six individual interviews were conducted and transcribed. Textual data was subjected to software-assisted and manual thematic analyses. One of the key findings is participants’ lack of confidence in the current implementation of the recovery paradigm within the New Zealand mental health sector. Participants generally supported the idea of measuring recovery orientation at organisational level, although for different reasons and with reservations. Evaluating the process of service delivery appeared to be preferable to measuring outcomes.

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Daniels, Chux Uzoka. "Organisational capabilities for science, technology and innovation policy formulation in developing countries : the case of Nigeria's Federal Ministry of Science and Technology". Thesis, University of Sussex, 2016. http://sro.sussex.ac.uk/id/eprint/60801/.

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It is widely accepted that public policies have an important role in driving science, technology and innovation (STI) initiatives in order to achieve socio-economic and development objectives. Nevertheless, previous research reveals that developing countries still face difficulties in formulating policies to support and promote STI. A possible reason for this is found in the apparent lack of capabilities for policymaking. Capabilities are "a precondition for effective policy formulation in developing countries" (UNIDO, 2005, p.16). However, our knowledge and understanding of what these capabilities are, remain limited. In this thesis I examine the roles that capabilities play in formulating STI policies, the development of these capabilities and their evolution over the years. I group policy capabilities into organisational capabilities – which refers to policy processes and routines – and individual capabilities – which refers to the skills of individual policymakers (Nelson and Winter, 1982; Dosi et al., 2000; Feldman and Pentland, 2003). In order to address the identified gaps in literature, I use the Nigerian Federal Ministry of Science and Technology (FMST) – which in 2012 completed the formulation of a new national STI policy – as an illustrative case for the investigation of these issues. To achieve the aim of the thesis, I address three research questions: (1) What roles do capabilities play in formulating STI policies at FMST and why? (2) How did policy formulation capabilities originally emerge at FMST and why? (3) How have policy formulation capabilities evolved (i.e. changed over the years, from 1986 to 2012) at FMST and why? To collect data, I interviewed key staff at FMST and stakeholder organisations (who participated in the STI policy formulation exercise), in addition to secondary data from relevant policy documents. The data analysis was based on the “explanation-building” technique (Yin, 2009). The findings reveal the various roles that policy capabilities (processes, routines and skills) play in policy formulation; how and why policy capabilities were developed and their evolution over the years at FMST. The results address the aforementioned gaps. The findings should be useful to policymakers, decision-makers and practitioners involved in STI policymaking, research and capability management.

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39

Henehan, Kathleen. "Whose party? Whose interests? : childcare policy, electoral imperative and organisational reform within the US Democrats, Australian Labor Party and Britain's New Labour". Thesis, London School of Economics and Political Science (University of London), 2014. http://etheses.lse.ac.uk/1070/.

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The US Democrats, Australian Labor Party and British Labour Party adopted the issue of childcare assistance for middle-income families as both a campaign and as a legislative issue decades apart from one and other, despite similar rates of female employment. The varied timing of parties’ policy adoption is also uncorrelated with labour shortages, union density and female trade union membership. However, it is correlated with two politically-charged factors: first, each party adopted childcare policy as their rate of ‘organised female labour mobilisation’ (union density interacted with female trade union membership) reached its country-level peak; second, each party adopted the issue within the broader context of post-industrial electoral change, when shifts in both class and gender-based party-voter linkages dictated that the centre-left could no longer win elections by focusing largely on a male, blue-collar base. Were these parties driven to promote childcare in response to the changing needs of their traditional affiliates (unions), or was policy adoption an outcome of autonomous party elites in search of a new electoral constituency? Using both qualitative and quantitative techniques, this research analyses the correlates of policy adoption and the specific mechanisms through which party position change on the issue took place (e.g. legislator conversion versus legislator turnover). It finds that parties largely adopted the issue as a means to make strategic electoral appeals to higher-educated, post-materialist and in particular, female voters. However, the speed in which they were able to make these appeals (and hence, the time at which they adopted the issue) was contingent on the speed in which elites were able to reform their party’s internal organisation and specifically, wrest power away from both the unions and rank-and-file members in order to centralise decision making power on election campaigns, executive appointments and candidate selection processes into the hands of the leadership.

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40

Shortland, Susan. "Women's participation in expatriation : the contribution of organisational policy & practice : a case study of the oil & gas exploration & production sector". Thesis, University of Westminster, 2012. https://westminsterresearch.westminster.ac.uk/item/8z4x1/women-s-participation-in-expatriation-the-contribution-of-organisational-policy-practice-a-case-study-of-the-oil-gas-exploration-production-sector.

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This thesis contributes to knowledge by demonstrating how organisational policies and practices can make a difference to increasing women’s expatriate participation in the oil and gas exploration and production sector. Through a census survey of female international assignees and in-depth interviews addressing their concerns in a UK-based case study setting, it explains why women hold such a low volume (approximately one-tenth) of the sector’s expatriate roles. International assignments are a business necessity as expatriates supply specialist skills and strategic vision. Given skills shortages in the sector, the case for increasing expatriate gender diversity is strong. This study is important and timely as, thus far, we know very little about how organisational policy and practice can increase expatriate gender participation. Hence, this thesis addresses deficiencies in the extant literature and contributes new academic knowledge. It also provides practical suggestions to enable organisations to widen expatriate gender diversity. The thesis identifies the effects of horizontal and vertical segregation, assignment type and underpinning organisational policies on women’s expatriate participation. Relatively few women are suitably qualified for the majority of expatriate engineering and exploration posts. Yet, even when they hold appropriate qualifications, women experience intense competition for career-enhancing expatriation and are segregated into noninternationally mobile occupations. As international experience is a prerequisite for career development, women are disadvantaged. Women prefer long-term accompanied assignments as these provide the highest career contribution coupled with home life/ family stability, underpinned by generous remuneration/ benefits packages. Unaccompanied shortterm, rotational and commuter assignments are less attractive. As assignment lengths shorten due to cost and other pressures, career contribution and family life and, consequently, women’s expatriate participation are affected detrimentally. Organisational policy supporting expatriation is implemented formally and informally. Yet, strong reliance on high levels of networking to gain expatriate roles potentially creates and reinforces vertical segregation. While equal opportunity is espoused and diversity policy is in place, strategic and operational action to increase women’s share of expatriation is lacking. A meritocracy prevails and women compete in an expatriate ‘male game’.

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41

Falshaw, James R. "Implementing strategic decisions. The implementation of capital investment projects in the U. K. manufacturing industry". Thesis, University of Bradford, 1991. http://hdl.handle.net/10454/4406.

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This thesis reports an exploratory, quantitative study into the implementation of strategic. decisions. Implementation was viewed as a discontinuous organisational activity involving strategic change. The organisational vehicle of change is seen as "the project" and the specific unit of analysis adopted is the capital investment project. Manufacturing organisations were studied because these were shown to most frequently undertake such projects. ' Adopting a theoretical perspective derived from systems theory and cybernetics a model of implementation was developed which recognises two dimensions of implementation success (modes of organisational change) to be contingent upon a dimension of project uncertainty and two dimensions of information. From this model ten hypotheses were developed. Data on 45 projects was collected from a diversity of manufacturing companies. This was obtained using a structured questionnaire instrument administered to a single informant during a retrospective personal interview. Initially the data was analysed using principal components factor analysis to determine the factorial compositions and reliabilities of scales measuring theoretical constructs. Subsequently, causal modelling and stepwise regression techniques were employed to test the hypotheses. Analysis demonstrated that the essentially structural approach to implementation taken in the study adequately explained many of the observed associations between constructs. Hypothesised associations between organisational structure and implementation success could not, generally, be supported. Finally, the theoretical model adopted was not able to account for a number of empirically observed associations. These associations were explicable in terms of a behavioural or social dimension. The wider implications of the study are also discussed.
Economic and Social Research Council

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42

Twumasi, Ricardo. "Working late : exploring the new dynamics of later life working in light of changes in age related legislation, policy and practice". Thesis, Loughborough University, 2015. https://dspace.lboro.ac.uk/2134/21765.

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Demographic changes have facilitated longer, healthier lives, and legislative changes have encouraged extended working lives through the increasing of state pension age, equalisation of state pensions, and the removal of the default retirement age. Recent age discrimination legislation has begun to combat age discrimination within the employment context of the UK. Legal precedent has also been established during the course of this research through case law, as a result of high profile age discrimination cases reaching the Supreme Court. Through several interview studies, this thesis explores the experiences, views and attitudes of employees, employers, job seekers and retired individuals. Utilising focus groups, this thesis also presents data from a range of charity representatives, human resources professionals, line managers, employment advisors, health and safety practitioners, and trade union representatives in order to explore the influence of changes in later life working policy and practice. The research of this thesis also includes a consultation exercise to engage the potential users of the research and develops a policy and practice framework providing recommendations which could lead to better outcomes and improved opportunities for older workers. Finally, a series of video case studies presents the research findings in an accessible visual format. This varied use of communication methods was specifically selected in order to increase the impact of the research and potential user audience. Research findings highlighted that managing age diversity was perceived as essential for employee motivation and organisational competitiveness. In particular, interviewees from generationally diverse workforces also reported a more positive attitude to age. Evidence from this thesis presents direct examples of age discrimination limiting the employment opportunities of older workers. Potential victims of age discrimination often struggle to gather evidence to support their perception that they may have been mistreated due to their age. Especially for job seekers, the perception of age discrimination presents a significant barrier to confidence, motivation, and opportunities during the employment search. These concerns are also exacerbated by the most widely reported barrier to securing employment for older jobseekers which was insufficient feedback. While a small minority of employers discussed discriminatory practices, the majority were positive towards age diversity and embraced the benefits of older workers. Responsibility for retirement transitions and performance management as older employees reach the end of their careers were issues employers reported struggling with in light of the removal of the default retirement age. The findings of this thesis highlight the importance of challenging age stereotypes and embracing the opportunities that a multi-generational workforce offers in order to increase equality of opportunity and promote age positive organisational culture. All parts of society have a shared responsibility to change attitudes towards older workers, and offer workers of all ages the equality they deserve.

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Liebenberg, Handri. "A description and analysis of the organisational capacity of the rehabilitation services at TC Newman Community Day Centere". Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86671.

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Thesis (M Human RehabSt)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: Rehabilitation services, mainly rendered by therapists employed by the Department of Health, forms a critical part of the Primary Health Care (PHC) package of care. Different policies, within the Department of Health (DOH), provide guidance on rehabilitation service delivery. However, implementation of these policies remains a challenge. The current study aimed to describe and analyse the organisational capacity of rehabilitation services at the study site and to assess how congruent the rehabilitation service at the study site was with existing rehabilitation policy. A descriptive methodology was applied making use of both quantitative and qualitative methods in analyzing the organisational capacity of this study site and the alignment of rehabilitation services offered, with the National Rehabilitation Policy (NRP). The study used the Kaplan framework, the objectives of the NRP and specific selected articles of the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) to develop indicators to be used for the description and analysis of the organisational capacity of the rehabilitation services at TC Newman Community Day Centre. Questionnaires based on seven objectives from the NRP were developed to collect quantitative data from five service providers, the facility manager of TC Newman CDC and the managers of two Non- Governmental Organisations (NGO) working in the drainage site. Face to face, audio recorded, semi- structured interviews were used to collect qualitative data from the five service providers. A folder audit and document review was used to enhance quantitative findings. After analysis of the data, I still felt the need for additional information and thus developed an open ended questionnaire for participants to complete. Barriers (e.g. defaulting of clients, a lack of standard documentation, poor monitoring and evaluation) and facilitators (e.g. outreach and support, competent staff and multi-disciplinary team) were identified in implementing the NRP. Participants highlighted the importance of accessing rehabilitation services with a focus on the outreach to peripheral clinics and funded NGO’s. Intersectoral collaboration is evident, but mainly with funded NGO’s. A lack of standardised documentation, inadequate monitoring and evaluation systems and uniformed documentation were some of the challenges identified by participants. The absence of participation by persons with disabilities was noted by all participants. With reference to the organisational capacity, the participants had a good understanding of rehabilitation within the PHC context. Participants felt confident in delivering rehabilitation services and were able to identify shortcomings in service delivery. It is concluded that rehabilitation services are not delivered exactly in accordance with the objectives of the NRP. However the organisation demonstrated capacity to deliver rehabilitation services at PHC level, but there is still a need to enhance service delivery on community based level. The results of this study gave me as a manager and implementer of health policy in the District Health System the opportunity to gain deeper insight as to how rehabilitation services are currently rendered. Results from the study highlighted how coherent rehabilitation service delivery is with current policy in health and the capacity of the organisation to deliver rehabilitation services. This gave me the opportunity to adjust and review current rehabilitation service delivery and implement changes, as the study progressed.
AFRIKAANSE OPSOMMING: Rehabilitasie word hoofsaaklik deur terapeute in die departement van gesondheid gelewer binne fasiliteite en vorm ‘n belangrike deel van die Primêre Gesondheid Sorg dienste (PGS). Daar is verskillende beleid binne die Departement van Gesondheid beskikbaar, wat rehabilitasie definieer. Ten spyte van beleid, bly die implimentering van hierdie beleide ‘n uitdaging. Hierdie studie het ontstaan om the kapasiteit van die organisasie te beskryf, om rehabilitasie dienste te implimenteer en ook te bepaal hoe hierdie dienste ooreenstem met die Nasionale Rehabilitasie Beleid (NRB). ‘n Beskrywende metodologie was gebruik, wat uit ‘n kwantitatiewe en kwalitatiewe deel bestaan het. ‘n Vraelys is ontwikkel op grond van die 7 doelwitte beskryf binne die NRB. Dit is gebruik vir die versameling van kwantitatiewe data, by vyf diensversakffers, `n gesondheidsbestuurder en die bestuurders van twee nieregerings organisasies. Kwalitatiewe data is verkry deur onderhoude met die vyf diensverskaffers. ‘n Oudit van pasiënt lêers en die evaluering van dokumente het kwantitatiewe data versterk. Na die analisering van data en die behoefte vir addisionele inligting, is ‘n oop-end vraelys ontwikkel en versprei na deelnemers om te voltooi. Die studie het die organisatoriese kapasiteit van die organisasie ontleed deur gebruik te maak van Kaplan se raamwerk vir organisasie kapasiteit en die doelwitte van die NRB, asook sekere geselekteerde artikels uit die “United Nations Convention of the Rights of Persons with Disabilities” UNCRPD. Deelnemers het belangrikheid van toegang tot rehabilitasie dienste bevestig, met ‘n fokus op uitreik na perifêre klinieke in die sub distrik en befondse Nie-Regerings Organisasies (NRO). Intersektorale skakeling was beskryf, maar beperk tot befondse NRO’s. Verskillende uitdagings soos bv. gestandardiseerde dokumentasie, onvoldoende monitering en evalueringssisteme en die dokumentering van inligting was geïdentifiseer. Die afwesigheid van persone met gestremdhede en hulle deelname by terapie was genoem deur deelnemers. Verskillende uitdagings asook fasiliteerders was geïdentifiseer deur deelnemers t.o.v die implementering van bestaande beleid.

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44

Devine, Hugh Adrian. "Collaboration or Isolation-A Comparative Study of the Inter-organisational Relationships Within the Sports Tourism Policy Arenas in Norhern Ireland and the republic of Ireland". Thesis, University of Ulster, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.529466.

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45

Falshaw, James Richard. "Implementing strategic decisions : the implementation of capital investment projects in the U.K. manufacturing industry". Thesis, University of Bradford, 1991. http://hdl.handle.net/10454/4406.

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This thesis reports an exploratory, quantitative study into the implementation of strategic decisions. Implementation was viewed as a discontinuous organisational activity involving strategic change. The organisational vehicle of change is seen as "the project" and the specific unit of analysis adopted is the capital investment project. Manufacturing organisations were studied because these were shown to most frequently undertake such projects. Adopting a theoretical perspective derived from systems theory and cybernetics a model of implementation was developed which recognises two dimensions of implementation success (modes of organisational change) to be contingent upon a dimension of project uncertainty and two dimensions of information. From this model ten hypotheses were developed. Data on 45 projects was collected from a diversity of manufacturing companies. This was obtained using a structured questionnaire instrument administered to a single informant during a retrospective personal interview. Initially the data was analysed using principal components factor analysis to determine the factorial compositions and reliabilities of scales measuring theoretical constructs. Subsequently, causal modelling and stepwise regression techniques were employed to test the hypotheses. Analysis demonstrated that the essentially structural approach to implementation taken in the study adequately explained many of the observed associations between constructs. Hypothesised associations between organisational structure and implementation success could not, generally, be supported. Finally, the theoretical model adopted was not able to account for a number of empirically observed associations. These associations were explicable in terms of a behavioural or social dimension. The wider implications of the study are also discussed.

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46

McKnight, Jacob. "Constructing reform in the Ethiopian healthcare system : unintended consequences for hospitals and patients". Thesis, University of Oxford, 2013. http://ora.ox.ac.uk/objects/uuid:e844b6c5-2830-49ad-a411-2b3c0cb849ad.

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In the last decade, the reach of New Public Management (NPM) has stretched well beyond its Western origins as modernising African governments and their global health partners have sought to import new approaches. Public health systems in Africa are entirely different to those of the West however, and this sort of application introduces a number of contextually-specific questions that are not considered by the majority of the NPM literature. The few studies that do investigate NPM in Africa are evaluative in content, seeking to understand whether reforms work and to identify barriers to success. Invariably, whether they find in favour of public management reform or not, the same issues are highlighted: lack of capacity, weak institutions, and improper implementation. This thesis will build a theory of NPM reform that is particular to the African context. I develop this theoretical extension through an intensive ethnographic case study of one of the most important on-going public health reform efforts in Africa—the transformation of the entire Ethiopian hospital system to an NPM-style administrative regime. I develop a constructionist theory of African NPM through thick description of the hospitals under reform. I detail the various ways in which the reforms are indigenised as they meet up with local understandings, institutions, and market contexts, and the inevitable unintended consequences as managers seek to ‘make do’ in environments radically different to those of NPM’s origins. I then conduct a detailed consumer analysis to describe the strategies employed by patients seeking care. Patients from different class positions use very different strategies to get health services and I demonstrate that the reform has very different consequences for Ethiopians across classes. Many patients are not recognisable as the ‘customers’ described in the reform documents, and so the hospitals do not organise their reform efforts to serve them.

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47

Betzer-Tayar, Moran. "The role of women in decision-making positions : the case of Israeli sport organisations". Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/12089.

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This thesis analyses discourses about the roles and barriers to access for women to decision-making positions in Israeli sport organisations. In particular it focuses on the exploration of discourses of masculinity and femininity that underpin the relatively recent construction of Israel society and the institutions of sport within it. It is observed that for the most part, Israeli sport organisations are governed by men and have served the interests of forms of hegemonic masculinity. In order to understand and explore the social construction of these gendered discourses in Israeli sport, two innovative and significant policy initiatives toward gender equity in sport were explored through the perceptions and discourses of key actors. These include the establishment of a Volleyball Academy for Young Talented Girls (VAYTG) and the creation of the National Project for Women and Sport (NPWS). The theoretical framework for this thesis is informed by poststructuralist feminism, which provided an alternative way to understand and analyse voices of the (predominantly female) 'other' and thus to explore the historical contextual construction of current discourses of masculinity within Israeli sport organisations and society as a whole. The process of narrative revisions and production of gendered knowledge revealed how discourses produce and reinforce gender inequities in Israeli society, such as the discourse of militarisation or the unique political affiliation system in the sporting arena which continue to implicitly exclude women (and some men) from gaining access to leadership positions in sport organisations. Within this theoretical frame, Critical Discourse Analysis was employed as a methodological approach to analyse how female and male interviewees, all considered to be 'insiders' within their organisations, explained the process of the construction of gendered roles and barriers. Included in the interview data was also the auto-ethnographical accounts of the author, who was a primary actor in the process of developing policy in the two case study initiatives addressed. Dominant discourses of femininity (such as the discourse of sisterhood and of the processes of mentoring), and of masculinity (and how these promote uniformity) were identified as mechanisms for reproducing the gendered reality of sport leadership in Israel. The implication of a critical theoretical approach is that it should be emancipatory in its ambitions and impact, and the study is intended to contribute to enhancing the understanding of how discourse not only reflects but also creates barriers and opportunities so that the construction of such barriers can be challenged in progressive policy discourses.

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Davids, Gregory Jerome. "Local Government Capacity for Policy Implementation in South Africa: A Study of the Saldanha Bay and Swellendam Municipalities in the Western Cape Province". University of the Western Cape, 2009. http://hdl.handle.net/11394/7759.

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Philosophiae Doctor - PhD
Local government in South Africa is an autonomous policy implementation arm of the government system. The purpose of this study was to examine the institutional, organisational, and human resource capacity challenges the Saldanha Bay and Swellendam Municipalities in the Western Cape faced in their policy implementation especially on poverty alleviation. The objectives of the study were to develop a theoretical framework for examining institutional, organisational and human resource capacity in the Saldanha Bay and Swellendam Municipalities; to discuss the local government constitutional, legislative and policy framework within which the Saldanha Bay and Swellendam Municipalities delivered services to communities; to examine the capacity challenges in the service delivery of the Saldanha Bay and Swellendam Municipalities and, thereby, highlight operational problem areas; and to make general policy recommendations on the basis of the research findings of the study. The methodology used was the case-study approach. It allowed an in-depth understanding of the dynamics present within Saldanha Bay and Swellendam municipality. The methodology enabled the researcher to answer the research question: In what ways, and with what results has institutional, organisational and human resource capacity affected service delivery in the Saldanha Bay and Swellendam Municipalities in the Western Cape? The major findings of the study were that local government capacity for policy implementation is directly influenced by the presence or otherwise of institutional, organisational and human resource capacity. These dimensions of capacity are mutually inclusive, independent and interrelated in practice. The study makes several policy recommendations. In the area of institutional capacity the recommendations were that floor-crossing legislation and practices must be done away with; that weak capacitated municipalities ought to be alleviated by public - private partnerships as a mechanism to enhance a municipality's ability to develop and implement policy; and that instead of solely setting standards and monitoring performance, the provincial treasury should assist municipalities to acquire financial competencies. In the area of organisational capacity it was recommended that the community ought to participate in the recruitment and selection committee of the Municipal Manager. It was also recommended that municipalities should establish district-wide forums for financial heads whose purpose would be to create a platform for collaboration, and for the exchange of ideas. And in the area of human resource capacity it was recommended that district municipalities ought to assume a more prominent role in building the capacity of the local authorities with which they share legislative and administrative powers. It was also recommended that both the administrative and political leadership ought to participate in compulsory executive and/or leadership training programmes SALGA implements through some tertiary educational institutions and/or through private service providers.

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Sayers, Roslyn, i roslyn sayers@rmit edu au. "Australia's Changing Workplace: A Generational Perspective". RMIT University. Economics, Finance and Marketing, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20070122.102821.

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This research investigates generational differences in Australian workers. In particular it focuses on changing trends and influences in the workplace and how different generations view and deal with these changes. The study focuses on Baby Boomers (born 1945-1963), Generation X (born 1964-1977) and Generation Y (born 1978 - 1994) across four industry sectors: Corporate, Education, Government and Not for Profit. The Australian workforce currently consists of four generations - all having distinct characteristics, working styles, needs and expectations. These differences pose challenges and opportunities to workforce management. The first step in managing the generations and their differences is to identify where the differences lie and to understand how best to cope with and exploit these differences. This research, in taking a generational cohort perspective towards analysing the modern workplace, seeks to explore how the different generations view the trends and influences that impact their work; and their attitudes towards technology, communication, work/life balance, organisational loyalty, attraction, engagement and retention. The study uses a multi-phase qualitative approach and includes in-depth interviews with a range of Australian industry experts; discussion groups held with Gen Ys, Gen Xers and Baby Boomer employees, in four organisations across four industry sectors; and in-depth interviews with senior executives in the same four organisations. This research will have significance to all organisations especially those that employ workers from across the generations and who are managing a multigenerational workforce. The findings will have practical application to organisational policy development in areas such as, work/life balance, attraction, engagement and retention of employees, reward and recognition systems, technology in the workplace and training and development. The study adds to the body of knowledge in workforce management, and in particular to the emerging body of knowledge on generational cohort analysis of the workplace in the Australian context. The study found significant generational differences that when harnessed and managed effectively, can contribute to the output and performance of the organisation as a whole.

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Andersson, Simon, i Andreas Forsberg. "Användarinvolvering för ökad medvetenhet : En studie om policyutvecklingsprocessen". Thesis, Luleå tekniska universitet, Institutionen för system- och rymdteknik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-74419.

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Many organisations experience the new general data protection regulation (GDPR) as difficult to understand and are unsure as to how they should formulate and communicate a policy that is complied by the organisation's employees. ePrivacy is a separate regulation that works as a compliment to GDPR and makes the regulation even more complex. The purpose of this study is to identify recommendations to formulate policies that increases likelihood that the policy is complied by the organisation's employees. The study was conducted as a case study with a participating company. In this study a policy has been developed within the context of the GDPR and ePrivacythat was then used in interviews with employees of the participating company. This was done in order to research the policy development process and handling of policies in that company. With this research, the knowledge of factors within policy development that affect the employees likelihood to comply with and be aware of the organisation's policies will increase. The recommendations that are formulated as a result of the study may be usedby developers to increase the likelihood that the organisation's policies are complied with and that the employees are more aware of the policies. The recommendations of the study is that developers should take advantage of user involvement in the policy development process. This gives the employees their chance to affect their own work and their processes themselves which will increase their self efficacy and awareness of policies.
Många organisationer upplever att nya dataskyddsförordningen (GDPR) ärsvar att förstå och hur de ska formulera och kommunicera en policy som efterlevs och följs av organisationens anställda. ePrivacy är en separat förordning som är tänkt att komplettera dataskyddsförordningen och gör förordningen än mer komplex. Syftet med studien är att identiera rekommendationer för att formulera policys som höjer sannolikheten att de efterlevs och följs av organisationens anställda. Undersökningen har utförts som en fallstudie på det medverkande företaget. I denna studie har det inom kontexten dataskyddsförordningen och ePrivacy formulerats en policy som sedan användes vid intervjuer med anställda på det medverkande företaget. Detta för att undersöka Policyutvecklingsprocessen och hantering av policys på företaget.Med den här undersökningen ökar kunskapen om vilka faktorer inom policyutveckling som påverkar anställdas sannolikhet att följa organisationens policys och ökar policy-medvetenhet inom organisationen. De rekommendationer som formuleras som ett resultat av undersökningen kan nyttjas av utvecklare för att öka sannolikheten att organisationens policys efterlevs och följs av anställda samt ökar medvetenheten om organisationens policys. Studiens rekommendationer är att utvecklare bör nyttja användarinvolvering i dess policyutvecklingsprocess. Detta ger anställda chansen att påverka sin vardagoch dess arbetsprocesser själva vilket bidrar till höjd upplevd självförmågaoch medvetenhet om policys.

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Rozprawy doktorskie na temat „Organisational Policy”

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