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Artykuły w czasopismach na temat "Work and Organisational Practices"
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WEBB, JANE. "KEEPING ALIVE INTER-ORGANISATIONAL INNOVATION THROUGH IDENTITY WORK AND PLAY". International Journal of Innovation Management 21, nr 05 (czerwiec 2017): 1740009. http://dx.doi.org/10.1142/s1363919617400096.
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This paper discusses how people draw on the strategic interests and motivations of their home organisations in negotiating the activities inter-organisational collaboration for innovation will include. Through presenting ethnographic snapshots of a case involving fifteen partner organisations, the paper explores how members of a coordinating group make sense of the possibilities and constraints for joint work. As they discuss new activities, they engage in identity work and identity play, simultaneously identifying with their home organisations and the meta-organisation. This finding challenges previous research assuming the importance of a coherent and stable collective identity for collaborative work. Instead the author suggests that innovation practitioners leave space for multiple objectives to emerge over time within joint activities in order to keep alive inter-organisational innovation. The author calls for more research into how the interplay of organisational identities enables and constrains the practices of organising for inter-organisational innovation.
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Zakaria, Zamzulaila. "A cultural approach of embedding KPIs into organisational practices". International Journal of Productivity and Performance Management 64, nr 7 (14.09.2015): 932–46. http://dx.doi.org/10.1108/ijppm-08-2014-0127.
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Purpose – The purpose of this paper is to discuss the ways in which organisations embedding key performance indicators (KPIs) as part of their organisational activities. Specifically this paper shows the role of cultural change programme in enabling the implementation of KPIs in the context of this study. Design/methodology/approach – The present study was conducted using ethnographic approach. Consistent with tradition in doing ethnographic studies, observation was the main method employed in this study. Additionally, this study employed interview and document review methods. Findings – This study concludes that the operation of KPIs in this organisation were made to work through a programme of cultural change. This finding suggests that accounting measurements such as KPIs can be embedded as part of organisational activities through cultural intervention. Practical implications – This study provides empirical evidence of the actions people do in making performance measurement works in organisations. Originality/value – This study adds to the limited number of literatures that link culture and performance measurement.
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Hlongwane, Veronica, i Ophillia Ledimo. "Human resources engagement practices: An investigation of organisational justice perceptions". Corporate Ownership and Control 14, nr 1 (2016): 611–19. http://dx.doi.org/10.22495/cocv14i1c4art7.
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Literature assumes that organisational justice has an impact on employee related behaviours. Yet there is limited empirical research on organisational justice and employee engagement to support the literature. The purpose of this study was to investigate the role of organisational justice for human resources engagement practices in a South African public service organisation. Organisational Justice Measurement Instrument (OJMI) was used as a measure of organisational justice and the Ultrech Work Engagement Scale measured the participants’ levels of work engagement. Data was collected from a random sample of employees working in a public service organisation (n=350). Descriptive statistics and correlational analysis were conducted to analyse the data. Results of the correlational analysis indicated a significant correlations between organisational justice and work engagement dimensions namely; vigour, dedication and absorption. In terms of contributions and practical implications, insight gained from the findings is relevant for practitioners and managers in the field of organisational behaviour to initiate interventions to enhance employees’ work engagement levels as well as to conduct future research.
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Ha, Jong Goon, Ji Man Kim, Won Ju Hwang i Sang Gyu Lee. "Impact of organisational characteristics on turnover intention among care workers in nursing homes in Korea: a structural equation model". Australian Health Review 38, nr 4 (2014): 425. http://dx.doi.org/10.1071/ah13204.
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Objective The aim of the present study was to analyse the impact of organisational characteristics on the turnover intention of care workers working at nursing homes in Korea. Methods Study participants included 504 care workers working at 14 nursing homes in Korea. The variables measured were: high-performance work practices, consisting of five subfactors (official training, employment stability, autonomy, employee participation and group-based payment); organisational commitment, consisting of three subfactors (affective, normative and continuance commitment); organisational support; and turnover intention. The inter-relationship between high-performance work practices, organisational support, organisational commitment and turnover intention and the fit of the hypothetical model were analysed using structural equation modelling. Results According to our analysis, high-performance work practices not only had a direct effect on turnover intention, but also an indirect effect by mediating organisational support and commitment. The factor having the largest direct influence on turnover intention was organisational commitment. Conclusions The results of the present study suggest that to improve health conditions for frail elderly patients at nursing homes, as well as the efficiency of nursing homes through the continuance of nursing service and enhancement of quality of service, long-term care facilities should reduce the turnover intention of care workers by increasing their organisational commitment by actively implementing high-performance work practices. What is known about the topic? Considerable studies have shown that the adoption of high-performance work practices is related to an organisation’s performance and job satisfaction. In addition, previous studies found that job satisfaction is inversely related to the turnover intention of employees. What does this paper add? This paper identified that high-performance work practices are closely related to the turnover intention of care workers in nursing homes. These findings could improve our understanding of the factors that impact on labour management in nursing homes. What are the implications for practitioners? The turnover of care workers is one of the major managerial challenges for nursing home managers. The findings of this study suggest that managers should be focused on high-performance work practices to improve the efficiency of their organisations.
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Adebayo, Olufunke P., Rowland E. Worlu, Chinonye L. Moses i Olaleke O. Ogunnaike. "An Integrated Organisational Culture for Sustainable Environmental Performance in the Nigerian Context". Sustainability 12, nr 20 (10.10.2020): 8323. http://dx.doi.org/10.3390/su12208323.
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To remain competitive within the present inherent business environment, there is a demand for organisations to embrace an integrated culture-behaviour for performance that enables them to adopt a critical engine for a more sustainable working environment. Organisational culture, which is a reflection of predominant valued beliefs, is expected to influence a sustainable environmental performance. Evidence abounds of several organisational activities with adverse impacts on humans and the environment. The study examines an organisation’s processes that can be incorporated as a culture to ensure a more sustainable working environment. This paper proposes the use of six organisational culture practices (core value, reporting system, task performance, clarity of roles, careful deliberations, and distinctive identity) to find out organisation values, as well as individual preferences in enhancing an immediate sustainable environment. The study selected 480 employees of Fast-Moving Consumer Goods (FMCGs) firms who are active in their organisational work processes; 358 responded, and as such, was deemed as a valid research sample. The empirical analysis was carried out using a variance-based Structural Equation Modelling with partial least squares for the path-modelling (PLS-SEM), both for the Algorithm Model, and the Bootstrapping Model with β and p-values obtained from the findings. The findings provide empirical evidence that there is a significant level of influence of organisational culture on environmental performance. However, among the organisational practices, task performance has the least influence on environmental performance. This implies that organisations should invest more in the dimensions of organisational culture with higher performance-importance, while adequate attention should be given to variables with the least influence on the target construct of environmental performance.
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A. D., Pearce, i Pons D. J. "Defining Lean Change—Framing Lean Implementation in Organizational Development". International Journal of Business and Management 12, nr 4 (26.03.2017): 10. http://dx.doi.org/10.5539/ijbm.v12n4p10.
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Problem – When lean is adopted in traditional organisations it requires a widespread organisational change and many businesses fail to sustain lean practices. Purpose – The purpose of this work was to define lean implementation based on the organisational development (OD) body of knowledge. Approach – The literature in lean and organisational change was reviewed and amalgamated to develop a novel conceptual framework. Findings – Lean implementation begins with a planned changed that is episodic. However, the ultimate goal is to develop a learning organisation where change is continuous and emergent from all levels. Respect for people, everyone in the organisations contribution, is considered key to successful implementation of lean. Implications– Practitioners should not focus on isolated improvements, but foster change from within for a permeable transformation to become a lean learning organisation. Originality - This paper provides new insights into lean implementation and its transformative effect on the organisation. A novel conceptual model is presented that frames lean transformation within the organisational development literature.
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Viitala, Riitta, i Jenni Kantola. "Temporary agency workers shake a work community: a social capital perspective". Employee Relations 38, nr 2 (8.02.2016): 147–62. http://dx.doi.org/10.1108/er-01-2015-0012.
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Purpose – The purpose of this paper is to investigate the kinds of effects that using a temporary agency workforce may cause on an organisational level, especially on relations between employees. In this study the authors explore the organisation as a community, leaning on the theory of social capital. Design/methodology/approach – The data were gathered via semi-structured interviews with 18 temporary agency workers and five employees in permanent positions. Discourse analysis with some degree of pragmatism was employed in comprehending the speech of the interviewees. Findings – The position of agency workers may be problematic from the perspective of social capital formulation in a work organisation. The short duration of contracts and different conditions of employment shake relations in a work group. Agency workers may also be outside the information flows. Additionally the norms and rules may be different for temporary and permanent employees and thus cause confusion. Research limitations/implications – The findings will hopefully provoke researchers to investigate the effects of using a temporary agency workforce in different organisational contexts. In addition, the study indicates that the theory of social capital is fruitful for investigating the topic on the organisational level. Practical implications – The use of agency workforce should be considered comprehensively in organisations. Its effects on work organisations may be conflicting. If temporary agency workers are needed as interim help, HRM practices should be developed in order to minimise the potential problems in terms of social capital. Originality/value – The study adopted an organisational perspective on the agency workforce, which is still rare in studies on the topic.
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Christopher, Chidi Odogwu, Ogunyomi, Olusiji Paul i Adedehinbo Ekundayo Badejo. "Promoting Ethical Human Resource Management Practices in Work Organizations in Nigeria: Roles of HR Professionals". International Journal of Human Resource Studies 2, nr 2 (2.06.2012): 116. http://dx.doi.org/10.5296/ijhrs.v2i2.1889.
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This paper has become imperative in view of the on-going Federal Government’s initiative in charting an ethical roadmap for Nigeria. Ethics permeates all aspects of our national life and human resource management profession is no exception. Ethics refers to the principle of conduct governing an individual or a group. This paper examines ethical HRM practices in work organisations in Nigeria and the roles of HR professionals in promoting ethical practices with a view to achieving employee well-being, satisfaction at work and organisational performance. Based on theoretical and practical insights, the authors x-ray an array of unethical human resource management practices in work organisations in Nigeria. To combat unethical HR practices in the workplace, the authors enjoin HR professionals in line with top management to put in place ethical policies and codes and to constantly embark on ethical training of workers at all level as well as the institutionalisation of whistle blowing policy in their organisations. Keywords: Ethics, Human Resource Management, Work Organisation, HR Professionals.
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Singh, Ajay Kumar, i Rajender Kumar. "Correlates of Professional Obsolescence among Researchers". Defence Science Journal 69, nr 6 (13.12.2019): 557–63. http://dx.doi.org/10.14429/dsj.69.15043.
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Obsolescence setting in the employees of the organisations significantly hampers the organisational productivity. An empirical investigation of the associated factors and the efforts to minimise them help in designing strategies to deal with obsolescence and maintain optimum effectiveness of the organisation. As an attempt in this direction, the present study aimed at exploring the role of literature-suggested correlates of obsolescence in case of researchers in an Indian government organisation. The sample included 200 participants (146 males and 54 females) working as researchers in government scientific institutions with service experience ranging from two to 30 years. The participants were administered with standardised measures of obsolescence, work engagement, work motivation, resistance to change, organisational climate, human resource management (HRM) Policies and Practices, and Self Esteem. The obtained data were analysed with correlation and regression analyses. The findings revealed that in the target population obsolescence due to both organisational and individual level factors was found significantly and positively correlated with amotivation and resistance to change; whereas, negatively correlated with work engagement, organisational climate, HRM policies and practices, intrinsic motivation, and self-esteem. Regression analyses indicated that adequate recognition of efforts, better training and development, qualitative work availability (pressure), and enhanced concern to optimally maintain the intrinsic motivation and dedication of employees are significant factors for keeping check on obsolescence. The findings are explained and discussed in details.
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Adisa, Toyin Ajibade, Chima Mordi i Ellis L. C. Osabutey. "Exploring the implications of the influence of organisational culture on work-life balance practices". Personnel Review 46, nr 3 (3.04.2017): 454–73. http://dx.doi.org/10.1108/pr-05-2015-0138.
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Purpose Whilst significant evidence of western work-life balance (WLB) challenges exists, studies that explore Sub-Saharan Africa (SSA) are scarce. The purpose of this paper is to explore how organisational culture in Nigerian medical organisations influences doctors’ WLB and examine the implications of supportive and unsupportive cultures on doctors’ WLB. Design/methodology/approach The paper uses qualitative data gleaned from semi-structured interviews of 60 medical doctors across the six geo-political zones of Nigeria in order to elicit WLB challenges within the context of organisational culture. Findings The findings show that organisational culture strongly influences employees’ abilities to use WLB policies. Unsupportive culture resulting from a lack of support from managers, supervisors, and colleagues together with long working hours influenced by shift work patterns, a required physical presence in the workplace, and organisational time expectations exacerbate the challenges that Nigerian medical doctors face in coping with work demands and non-work-related responsibilities. The findings emphasise how ICT and institutions also influence WLB. Originality/value The paper addresses the underresearched SSA context of WLB and emphasises how human resource management policies and practices are influenced by the complex interaction of organisational, cultural, and institutional settings.
Rozprawy doktorskie na temat "Work and Organisational Practices"
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Nicolini, Davide. "Theorising work and organisational practices : the case of telemedicine". Thesis, Lancaster University, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.440395.
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Nelson, Silvia Azevedo, i N/A. "Making Fun: Work and Organisational Practices in Australian Aquatic Theme Parks". Griffith University. Department of Management, 2007. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070823.153208.
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The Australian aquatic theme park segment is a vibrant and significant part of the Australian tourism industry because as a tourism generator it is a direct contributor to the economy and to employment growth. Research in this area can provide a deeper understanding of the complexities of the industry and its future effectiveness. Tourism organisations, such as aquatic theme parks, need to rely on the commitment and performance of a well-trained, multi-skilled workforce in order to achieve a competitive position, especially in terms of providing high quality customer service. This suggests that tourism organisations need to adopt effective organisational practices that enhance the motivation of employees and improve organisational effectiveness by providing the level of quality customer service required to become and remains competitive. Although the tourism industry in general and the theme park segment in particular make an important contribution to the Australia economy, minimal research has been undertaken to determine the factors that contribute to the effectiveness of organisational practices that influence work-related outcomes (commitment, job satisfaction and employee performance). As a related issue, no research has been undertaken to examine the perception of professionalism of employees undertaking marine science activities within Australian aquatic theme parks. Accordingly, one of the objectives of the present research was to examine the impact of organisational practices (training and communication) on affective commitment, job satisfaction and employee performance within the Australian aquatic theme park segment. The second objective was to examine whether the impact of such organisational practices on these work-related outcomes varies between employees designated to undertake marine science related activities and other theme park employees (salespersons, food and beverage and administrative). The final objective of this research was to examine whether employees designated to undertake marine science related activities perceive themselves as professionals. The Meaning of Working Theoretical Framework (based on the Meaning of Working (MOW) model developed by Westwood and Lok, 2003) is used in this research as a conceptual framework to enable a better understanding of the meanings and significance that aquatic theme park employees attach to their work roles. Understanding the basic meanings that individuals attach to their work roles provides relevant insights into the nature of employee commitment, job satisfaction and employee performance, given the apparent impact of perceived work significance on employee attitudes and behaviours. Application of the Meaning of Working Theoretical Framework therefore broadened the conceptual framework of the present research to include and clarify the central constructs of commitment, job satisfaction and employee performance in Australian aquatic theme park workplaces. The present study was undertaken with employees from three Australian aquatic theme park companies, including 'marine science employees' and 'other theme park employees', with a particular emphasis on the former group of employees. The nature of the current study suggested the value of using both quantitative and qualitative methods (mixed methods methodology) and so, the adoption of the pragmatist paradigm was appropriate in framing and answering the thesis research questions. Quantitative and qualitative methods in this study were conceptualized, designed and implemented sequentially. Quantitative methods (e.g. survey) were conducted first in order to develop a level of generalisation that not only added knowledge to the theory but also enabled a prediction in understanding levels of commitment, job satisfaction and employee performance. Qualitative methods (indepth interviews and focus group discussions) then provided in-depth information and insights into the link between organisational practices (e.g. training and communication) and work-related outcomes and perceptions of professionalism for marine science employees. The findings of this study have broadened the scope of the MOW model developed by Westwood and Lok (2003) in a number of significant and original ways. In particular, consideration of the relationship between employees and customers and analysis of the values maintained by the organisational culture and their influence on the particular subcultures within the organisations studied proved to be essential in understanding the work meanings patterns in this study. The present study further developed the MOW model by clearly demonstrating the critical role played by training and communication in influencing patterns of work meanings. In addition, this study also expanded the Westwood and Loks (2003) MOW model by including issues related to professionalism. The findings of the present study highlighted the pivotal role played by a key HRM practice (on-the-job training), which is more relevant in influencing work-related outcomes than the impact of communication processes, as demonstrated in the study data and analysis. Contrary to expectations, the findings suggested that communication processes play an indirect role in influencing organisational effectiveness, in terms of providing high quality service because of an identified gap in beliefs and behaviours regarding customer service. Both training and communication processes appeared to be relatively ineffective in reducing this ambiguity regarding customer service for both group of employees within the aquatic theme parks studied. This should lead to a re-thinking of both training and communication practices to enhance the focus on, and delivery of quality customer service. A number of suggestions are canvassed. Another major finding of this thesis indicates that marine science employees not only perceive themselves as professionals but their status (job/occupation) within the tourism community supports a perception of emerging professionalism. The results revealed in the present study have the potential to impact positively on the tourism industry in general and on the aquatic theme park segment in particular. However, it is clear from the present research that the vibrancy of the tourism industry and the aquatic theme park segment can only be enhanced with more attention to communication and training, with an emphasis on improving employee self-efficacy, especially in the area of customer service.
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Nelson, Silvia Azevedo. "Making Fun: Work and Organisational Practices in Australian Aquatic Theme Parks". Thesis, Griffith University, 2007. http://hdl.handle.net/10072/365292.
Pełny tekst źródłaStreszczenie:
The Australian aquatic theme park segment is a vibrant and significant part of the Australian tourism industry because as a tourism generator it is a direct contributor to the economy and to employment growth. Research in this area can provide a deeper understanding of the complexities of the industry and its future effectiveness. Tourism organisations, such as aquatic theme parks, need to rely on the commitment and performance of a well-trained, multi-skilled workforce in order to achieve a competitive position, especially in terms of providing high quality customer service. This suggests that tourism organisations need to adopt effective organisational practices that enhance the motivation of employees and improve organisational effectiveness by providing the level of quality customer service required to become and remains competitive. Although the tourism industry in general and the theme park segment in particular make an important contribution to the Australia economy, minimal research has been undertaken to determine the factors that contribute to the effectiveness of organisational practices that influence work-related outcomes (commitment, job satisfaction and employee performance). As a related issue, no research has been undertaken to examine the perception of professionalism of employees undertaking marine science activities within Australian aquatic theme parks. Accordingly, one of the objectives of the present research was to examine the impact of organisational practices (training and communication) on affective commitment, job satisfaction and employee performance within the Australian aquatic theme park segment. The second objective was to examine whether the impact of such organisational practices on these work-related outcomes varies between employees designated to undertake marine science related activities and other theme park employees (salespersons, food and beverage and administrative). The final objective of this research was to examine whether employees designated to undertake marine science related activities perceive themselves as professionals. The Meaning of Working Theoretical Framework (based on the Meaning of Working (MOW) model developed by Westwood and Lok, 2003) is used in this research as a conceptual framework to enable a better understanding of the meanings and significance that aquatic theme park employees attach to their work roles. Understanding the basic meanings that individuals attach to their work roles provides relevant insights into the nature of employee commitment, job satisfaction and employee performance, given the apparent impact of perceived work significance on employee attitudes and behaviours. Application of the Meaning of Working Theoretical Framework therefore broadened the conceptual framework of the present research to include and clarify the central constructs of commitment, job satisfaction and employee performance in Australian aquatic theme park workplaces. The present study was undertaken with employees from three Australian aquatic theme park companies, including 'marine science employees' and 'other theme park employees', with a particular emphasis on the former group of employees. The nature of the current study suggested the value of using both quantitative and qualitative methods (mixed methods methodology) and so, the adoption of the pragmatist paradigm was appropriate in framing and answering the thesis’ research questions. Quantitative and qualitative methods in this study were conceptualized, designed and implemented sequentially. Quantitative methods (e.g. survey) were conducted first in order to develop a level of generalisation that not only added knowledge to the theory but also enabled a prediction in understanding levels of commitment, job satisfaction and employee performance. Qualitative methods (indepth interviews and focus group discussions) then provided in-depth information and insights into the link between organisational practices (e.g. training and communication) and work-related outcomes and perceptions of professionalism for marine science employees. The findings of this study have broadened the scope of the MOW model developed by Westwood and Lok (2003) in a number of significant and original ways. In particular, consideration of the relationship between employees and customers and analysis of the values maintained by the organisational culture and their influence on the particular subcultures within the organisations studied proved to be essential in understanding the work meanings patterns in this study. The present study further developed the MOW model by clearly demonstrating the critical role played by training and communication in influencing patterns of work meanings. In addition, this study also expanded the Westwood and Lok’s (2003) MOW model by including issues related to professionalism. The findings of the present study highlighted the pivotal role played by a key HRM practice (on-the-job training), which is more relevant in influencing work-related outcomes than the impact of communication processes, as demonstrated in the study data and analysis. Contrary to expectations, the findings suggested that communication processes play an indirect role in influencing organisational effectiveness, in terms of providing high quality service because of an identified ‘gap’ in beliefs and behaviours regarding customer service. Both training and communication processes appeared to be relatively ineffective in reducing this ambiguity regarding customer service for both group of employees within the aquatic theme parks studied. This should lead to a re-thinking of both training and communication practices to enhance the focus on, and delivery of quality customer service. A number of suggestions are canvassed. Another major finding of this thesis indicates that marine science employees not only perceive themselves as professionals but their status (job/occupation) within the tourism community supports a perception of emerging professionalism. The results revealed in the present study have the potential to impact positively on the tourism industry in general and on the aquatic theme park segment in particular. However, it is clear from the present research that the vibrancy of the tourism industry and the aquatic theme park segment can only be enhanced with more attention to communication and training, with an emphasis on improving employee self-efficacy, especially in the area of customer service.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Department of Management
Full Text
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Li, Hsien-Ta. "Learning in social work practice". Thesis, University of Edinburgh, 2013. http://hdl.handle.net/1842/7939.
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The research question underpinning this study is ‘How is learning organised within the context of social work practice in the third sector?’ The research objective is to establish conceptual frameworks that theorise the organisation of learning in this context. Drawing upon literatures from Organisational Behaviour, Management, Social Work, Sociology and Psychology (e.g., Ballew and Mink 1996; Foucault 1995; Mayer and Salovey 1997; Ouchi 1979; Weihrich 1982) and undertaking an ethnographic inquiry in the Old-Five-Old Foundation in Taiwan, which collects documents as secondary data and gathers primary data through participant observations and interviews, this study establishes interdisciplinary frameworks to answer this research question. It argues that practitioners’ learning is organised by five kinds of structuring forces. At the macro level, practitioners’ direction of learning is organised by service purchasers’ demanding (an inter-organisational level structuring force) and the service provider’s planning (an organisational level structuring force). The evaluation of practitioners’ learning is organised by the service provider’s monitoring (an organisational level structuring force). At the micro level, practitioners’ methods of learning are organised by practitioners’ puzzle solving and instructors’ instructing (individual level structuring forces). By looking at the macro and micro structuring forces (cross level analysis) that organise practitioners’ learning, including their direction and methods of learning and the evaluation of their learning (process analysis), this study systematically analyses the organising of learning through both a cross-level analysis and a process analysis, deepening an understanding of the organising of learning and thus making an original contribution to previous studies of learning in the organisational setting (e.g., Argyris and ch n 1978; Nonaka and Takeuchi 1995; Senge 1990; Wenger 1998, 2000).
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Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations". Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.
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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems.
This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appears to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
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Sader, Rashida. "The effects of family-friendly human resource practices on work-family conflict and organisational commitment amongst working parents". Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5829.
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Includes bibliographical references (leaves 65-68).This study examined the effects of family-friendly human resource practices(FFHRP) on work-family conflict and organisational commitment, amongstworking parents. A total of 146 participants employed in a multinationalcompany in South Africa responded to an online survey (response rate =65%). A process of factor analysis determined the underlying dimensions ofconstructs, from which summary scales were devised. The results wereanalysed using correlation analysis and hierarchical multiple regressionanalysis. The findings suggest that the use of specific FFHRP reduced workfamilyconflict amongst working parents and that supportive workenvironments can translate into benefits such as reduced work-family conflictand increased affective commitment. In this study, control over the workenvironment had a moderating effect on the relationship between work interference in family and organisations commitment.
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Alansari, Khatoon Yousif. "The impact of leadership and organisational career management practices on individual work related attitudes". Thesis, University of East Anglia, 2015. https://ueaeprints.uea.ac.uk/56829/.
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The overall aim of this study is twofold; first to investigate the extent to which, in an Arab context, leadership and organisational career management practices predict individual career-related perceptions, attitudes and behaviours, and second to examine the extent to which the employees’ perceptions about organisational justice and politics mediate the relationship between the quality of the leader-member exchange (LMX) and work outcomes, and the relationship between the corporate succession planning and career development (SPCD) and work outcomes. Drawing on several theoretical perspectives, such as the social exchange, organisational justice and organisational politics, this dissertation has developed an integrated perception-based approach to examine the possibility that employees' perceptions are associated with certain attitudes and behaviours. Within this framework, LMX and SPCD were treated as independent variables; they were assessed as predictors of employees’ perceptions about justice and politics, and work outcomes. LMX represents the organisational leadership model, and the corporate SPCD represents the organisational career management practices. The study also tested four work outcomes that included career success (CS), job satisfaction (JS), organisational commitment (OC) and turnover intentions (TOI), in addition to two variables related to the employees’ perceptions about organisational justice and organisational politics. iv A prediction was made that in a relationship-oriented Arab society like Bahrain, the quality of the dyadic relationship between the leader and followers strongly impacts the employees’ perceptions, attitudes and behaviours. The results supported this prediction; both LMX and SPCD had positive correlations with OC, JS and CS, while they had negative relationships with TOI. Apart from that, both LMX and SPCD had positive relationships with organisational justice and negative relationships with organisational politics. Another prediction was made regarding the mediation effects of organisational justice and politics on the relationship between LMX and SPCD, and work outcomes. The results revealed that both procedural justice (PJ) and distributive justice (DJ) had full mediation effects on the relationships between LMX and CS, and LMX and TOI. PJ had full mediation effects on the relationships between LMX and OC, and LMX and JS. DJ had partial mediation effects on the relationships between LMX and OC, and LMX and JS. Furthermore, the results revealed that both forms of organisational politics i.e. general political behaviour (GPB) and get along to get ahead (GATGA) had full mediation effects on the relationship between LMX and TOI. GPB had no mediation effects on the relationships between LMX and OC, LMX and JS, and LMX and CS. However, it had partial mediation effects on the relationships between LMX and OC, and LMX and JS. GATGA had a full mediation effect on the relationship between LMX and CS. v Regarding the mediation effects of organisational justice on the relationship between SPCD and work outcomes, the results revealed that both PJ and DJ had partial mediation effects on the relationships between SPCD and OC, SPCD and JS, and SPCD and CS. PJ had a partial mediation effect on the relationship between SPCD and TOI. However DJ had no mediation effect on the relationship between SPCD and TOI. Another set of mediation tests was conducted to assess the effect of the two forms of organisational politics on the relationship between SPCD and work outcomes. GPB had no mediation effect on the relationship between SPCD and the four work outcomes. GATGA had partial mediation effects on the relationships between SPCD and OC, SPCD and JS, and SPCD and CS. GATGA had a full mediation effect between SPCD and TOI. A total number of three hundred and thirty three (333) complete questionnaires were received and analysed using SPSS v. 18 in order to assess the study’s hypothesized model. The results have been discussed with specific relevance to the Arab Middle Eastern context. The theoretical and managerial implications are suggested, alongside the directions for future research.
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Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations". Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.
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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appear to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
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Ingram, Richard David. "Emotions and social work practice". Thesis, University of Dundee, 2013. https://discovery.dundee.ac.uk/en/studentTheses/5d51faba-aa6a-491e-8760-6fad435f250e.
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This thesis examines the role that emotions have within social work practice. The key tenets of the literature relating to emotions are considered and a conceptual framework is proposed which will provide a conceptual and definitional underpinning to the thesis. Emotions and emotional intelligence are located within wider social work literature, and links are established with reflective practice, relationships with service users, social work skills, policy, legislation and supervision. Social workers across a Scottish local authority were asked to respond to a survey questionnaire and a selected cohort from this sample participated in semi-structured interviews based on the emerging themes from the survey. The data reported a complex picture of the role of emotions with a key challenge being the place of emotions within constructs of ‘being professional’. There was strong evidence that the relationship based aspects of practice were felt to be important and that emotions often were a key element and a useful tool, but this was counterbalanced by a strong view that the emotional content of practice should be removed from the written articulation of practice and in some cases from supervision. The value of informal support from colleagues was highlighted in terms of ‘safety’ and accessibility. The discussion of the results examines the impact of competing contextual factors such as professional narratives and organisational culture on how social workers experience and report the emotional content of their practice, and an ‘emotional gap’ is identified whereby social workers adopt a dramaturgical response to how they present aspects of their practice. The conceptual framework is considered in relation to the findings, and it is concluded that emotions are an inescapable aspect of the individual and collective experience of social work, in spite of the aforementioned contextual issues. Conclusions and implications for practice are drawn, and a model is developed which identifies the cultural and organisational shift required to reduce the perceived disjuncture between emotions and social work as a profession.
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Andrews, Nadine. "Psychosocial factors affecting enactment of pro-environmental values by individuals in their work to influence organisational practices". Thesis, Lancaster University, 2017. http://eprints.lancs.ac.uk/85640/.
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While studies indicate there is a strong link between pro-environmental values and behaviour, they also show that such values are not necessarily enacted consistently across all areas of our lives. There are many psychosocial factors that can affect congruent enactment. Improving our understanding of what these factors are and how they influence cognition and behaviour is critical for subverting our inadequate response to ecological crisis, yet it is an area that remains under explored. In this thesis I investigate factors affecting enactment of pro-environmental values by individuals in organisational contexts. Integrating Interpretative Phenomenological Analysis with frame and metaphor analysis in an innovative transdisciplinary and cross-level methodology, my study enquires into the lived, embodied and situated experience of six sustainability managers and leaders in the UK and Canada in their work to influence pro-environmental practices in their organisations. Using semi- structured interviews as the primary data source, over 70 highly nuanced and in-depth findings are generated, enriching our understanding of psychological threat coping strategies from a systemic perspective: • Sources of threats and tensions that arise for sustainability managers in their work to influence organisational practices (e.g. thwarted autonomy, competency or relatedness needs, incongruence in values) • Types of coping strategies used to negotiate these tensions (including identity work, emotion regulation, seeking support from external partners, constructing a motivational story, nature connection) • Ecologically adaptive and maladaptive outcomes of these responses for the individual and the organisation (including indirect impacts on vitality and effectiveness) • Factors affecting the efficacy of adaptive coping strategies (e.g. type of motivation, type of self-awareness, cognitive frames about nature) • Contextual factors (organisational, cultural worldview) • How these factors interact with each other, creating feedback loops The conceptual models I have constructed make these largely unconscious psychosocial processes visible; and may be of practical use to individuals in facilitating deeper awareness of the dynamics in their situation and helping to identify where interventions can be made to improve their efficacy and resilience in influencing pro-environmental change in their organisations.
Książki na temat "Work and Organisational Practices"
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The organisational implications of computer technology for professional work. Aldershot: Avebury, 1988.
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Kolstad, Helge. IOGT handbook: A practical guide to organisational activity and preventative work. Oslo, Norway: IOGT International, 1990.
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Watson, Tony J. Organising and managing work: Organisational, managerial, and strategic behaviour in theory and practice. New York: Financial Times/Prentice Hall, 2001.
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Organising and managing work: Organisational, managerial and strategic behaviour in theory and practice. Harlow: Financial Times/Prentice Hall, 2002.
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Employee assistance programme in industrial organisations: Social work, concepts, and practices. New Delhi: Authorspress, 2012.
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Weird ideas that work: 11 1/2 practices for promoting, managing, and sustaining innovation. New York: Free Press, 2002.
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The perverse organisation and its deadly sins. London: Karnac, 2008.
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Rowbottom, Ralph. Organisational design: The work-levels approach. Aldershot: Gower, 1987.
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Rowbottom, Ralph William. Organisational design: The work-levels approach. Aldershot, Hants, England: Gower Pub. Co., 1987.
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Chan, Duen C. Organisational practices and their implications on graduates' organisational commitment and perceptions. [s.l.]: typescript, 1993.
Znajdź pełny tekst źródłaCzęści książek na temat "Work and Organisational Practices"
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Mishra, Paritosh, Balvinder Shukla i R. Sujatha. "High Performance Work Practices (HPWPs) to Support Change Management". W Human Resource Management for Organisational Change, 75–96. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781003191346-9.
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Dominelli, Lena. "Tackling Racism at the Organisational Level: Working on Agency Policies and Practices". W Anti-Racist Social Work, 129–47. London: Macmillan Education UK, 1997. http://dx.doi.org/10.1007/978-1-349-14381-8_6.
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Senior, Bruce, i Elspeth Loades. "Best Practice as Skilled Organisational Work". W Best Practice in Social Work, 267–85. London: Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-1-137-08789-8_16.
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Dominelli, Lena, i Jo Campling. "Engaging in Organisational Change". W Anti-Oppressive Social Work Theory and Practice, 141–60. London: Macmillan Education UK, 2002. http://dx.doi.org/10.1007/978-1-4039-1400-2_7.
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Munkvold, Bjørn Erik. "Tracing the Roots: The Influence of Socio-Technical Principles on Modern Organisational Change Practices". W Computer Supported Cooperative Work, 13–25. London: Springer London, 2000. http://dx.doi.org/10.1007/978-1-4471-0411-7_2.
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Charles, Marian, i Sandra Butler. "Social Workers’ Management of Organisational Change". W Social Work Ideals and Practice Realities, 57–82. London: Macmillan Education UK, 2004. http://dx.doi.org/10.1007/978-0-230-21325-8_4.
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Nachmias, Stefanos, Valerie Caven i Amairisa Kouki. "Inequality and Organisational Practice: Work and Welfare". W Inequality and Organizational Practice, 1–14. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-11644-6_1.
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Hales, Sophie, i Kathleen Riach. "From Age Diversity to Embedded Ageing: Exploring and Addressing Aged Assumptions in Organisational Practices". W The Palgrave Handbook of Age Diversity and Work, 111–31. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-46781-2_6.
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Espedal, Gry, i Oddgeir Synnes. "A Narrative Approach to Exploring Values in Organisations". W Researching Values, 189–204. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-90769-3_11.
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AbstractValues are often part of tacit and taken-for-granted knowledge in organisations. As such, investigating values as part of organisations and their members’ work on values can be difficult. In this chapter, we suggest a narrative approach to exploring values and values work. A narrative approach can be used to gain in-depth information on organisational activities, identity, sense-making and change. The analytical approaches of narrative research are not standardised and are instead dependent on the narratives involved and the content, aim and structure of the narratives. An organisational study is provided as an illustrative case to identify sacred stories as a form of values work manifested in creative acts of storytelling in everyday practice.
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Cleland Silva, Tricia, i Paulo de Tarso Fonseca Silva. "Crafting the Future Story Together". W Making Sense of Work Through Collaborative Storytelling, 79–85. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-89446-7_6.
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AbstractIn this chapter, we discuss how after the Collaborative Story Craftintervention, practitioners can continue crafting and building their future stories together at work. Work engagement requests material resources and support, a sense of psychological and physical safety to be oneself, and meaningful rewards and recognition.Although narratives and stories, on the surface, may seem fixed, raising awareness of the stories through Collaborative Storytelling provides an opportunity to create and maintain an organisational culture which strives for inclusion through responsible and sustainable practices of change.
Streszczenia konferencji na temat "Work and Organisational Practices"
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Razmerita, Liana, Armin Peroznejad, Niki Pantelli i Dan Kärreman. "Adapting to the Enforced Remote Work in the Covid 19 Pandemic". W Digital Support from Crisis to Progressive Change. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-485-9.44.
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Remote work provides an alternative method of working for organisations, which in turn became a norm during the Covid-19 pandemic. In this, paper, we study adaptation practices introduced by both individuals and organisations as a way for managing the enforced remote work. The study draws upon 33 interviews collected over a year during different phases of the Covid 19 pandemic. We apply adaptation theory lenses to examine the adaptation process over time and new digital working practices. In our study, we extend technological practices by including organisational and behavioral practices. We approach adaptation as a way of coping with a radical change or dynamic situation and building resilience. Based on the data analysis, we expend the adaptation theory in relation to different forms of adaptation to new remote work practices (e.g. at technological, organisational, and behavioural level).
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NANAYAKKARA, N. B., Y. G. SANDANAYAKE i B. J. EKANAYAKE. "AN INVESTIGATION ON CORPORATE SOCIAL RESPONSIBILITY OF CONSTRUCTION ORGANISATIONS IN DISASTER IN SRI LANKA". W 13th International Research Conference - FARU 2020. Faculty of Architecture Research Unit (FARU), University of Moratuwa, 2020. http://dx.doi.org/10.31705/faru.2020.22.
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Corporate Social Responsibility (CSR) is a concept, which is broadly determined as ensuring the efficacy of the organisation in integrating social and environmental considerations into organisational operations. In Sri Lankan context, a great enthusiasm can be seen among organisations to engage in CSR initiatives. Having considered the importance and impact, the study aims to investigate the importance of CSR initiatives by construction organisations in disasters in Sri Lanka. Thus, a mixed method research approach was followed as the methodology of this study. Findings are based on semi-structured interviews held with construction industry professionals. Findings of this study revealed that the implementation of CSR initiatives is more important during a disaster situation in the aspects of both affected party and aiding party. Moreover, construction organisations implement CSR during disaster situations by considering it as a mandatory responsibility of an organisation. Further, most of the construction organisations engage in CSR implementation during natural disaster situations. In practice all the construction organisations tend to engage in reactive initiatives. More importantly, it is revealed that both the organisational work force and society are benefitted through CSR implementation in disaster situations.
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Domnik, Jan, i Alexander Holland. "On Data Leakage Prevention And Machine Learning". W Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.45.
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An analyst in the field of Data Leakage Prevention (DLP) usually inspects suspicious file transfers which are called events. First of all, the data in question is classified. Then, the context of the transfer is determined. After this, the analyst decides whether the transfer was legitimate or not. This process is widely known as triage. It is monotonous, costly and resourceintensive. Therefore the following question arises; could modern DLP-Software utilize machine learning algorithms in order to automate the triage process? Further, this begs the question, which structural and organisational processes are necessary inside an organisation to automate that process. In this case, it could significantly enhance the quality of DLP practices and take work from the much needed human resources in the field of IT security. Further, DLP systems (today usually used in bigger organisations) could become more attractive and more specifically affordable for small- and medium-sized organisations.
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Tuazon, Gerson Francis. "Systematic Literature Review of Perspective-Taking in Social Exchanges: Implications for Management and Leadership". W 2021 ITP Research Symposium. Unitec ePress, 2022. http://dx.doi.org/10.34074/proc.2205018.
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Contemporary research in the area of perspective-taking in the workplace has begun to challenge our view of how it is currently conceptualised and measured. Whereas individual-level perspective-taking was initially assumed to be a predominantly cognitive process, recent empirical work has documented the complexity of perspective-taking and scholars are starting to acknowledge that perspective-taking should not be considered in subjective isolation but in conjunction with sociocultural, affective, and organisational practices. As such, this paper provides an extensive look at perspectivetaking within the context of social-exchange theory through a systematic review methodology. Three core research themes are found within perspective-taking literature: (a) emotional reconfiguration; (b) cognitive reconstitution; and (c) social and organisational familiarisation. These research themes are linked with arguments derived from leader–member exchange (LMX) theory to advance a framework of how perspective-taking may affect social-exchange relationships and consequent organisational outcomes.
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Panisson, Alison R., Peter McBurney i Rafael H. Bordini. "Towards an Enthymeme-Based Communication Framework in Multi-Agent Systems". W 19th International Conference on Principles of Knowledge Representation and Reasoning {KR-2022}. California: International Joint Conferences on Artificial Intelligence Organization, 2022. http://dx.doi.org/10.24963/kr.2022/27.
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Communication is one of the most important aspects of multi-agent systems. Among the different communication techniques applied to multi-agent systems, argumentation-based approaches have received special interest from the community, because allowing agents to exchange arguments provides a rich form of communication. In contrast to the benefits that argumentation-based techniques provide to multi-agent communication, extra weight on the communication infrastructure results from the additional information exchanged by agents, which could restrict the practical use of such techniques. In this work, we propose an argumentation framework whereby agents are able to exchange shorter messages when engaging in dialogues by omitting information that is common knowledge (e.g., information about a shared multi-agent organisation). In particular, we focus on using enthymemes, shared argumentation schemes (i.e., reasoning patterns from which arguments are instantiated), and common organisational knowledge to build an enthymeme-based communication framework. We show that our approach addresses some of Grice's maxims, in particular that agents can be brief in communication, without any loss in the content of the intended arguments.
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Adamson, David William, i Jonathan Francis. "The Emergence of Sustainable Practice Within Decommissioning". W ASME 2009 12th International Conference on Environmental Remediation and Radioactive Waste Management. ASMEDC, 2009. http://dx.doi.org/10.1115/icem2009-16059.
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Despite the advance of sustainable practice and energy efficient techniques outside of the nuclear industry, at the start of the 21st Century there was a lack of published guidance aimed at their adoption at specifically nuclear facilities. Even with the establishment of the Nuclear Decommissioning Authority, there is very little guidance published on how to adopt sustainable practices during decommissioning. There have been instances where energy efficiency had affected design and operations decisions. Projects aimed at responsible housekeeping, switching off lights, and changes to the nuclear ventilation design philosophy illustrate a desire for action, but these activities were championed by interested and motivated employees. Sustainable practice had not at that time received a strategic lead that resulted in a management structure to enable a coordinated and concerted effort in sustainable practice. This paper traces the progress during the 20th and early 21st Centuries, whereby sustainable practice is now established within a much firmer foundation of case study, guidance and organisational structure; to embed sustainable practice within the United Kingdom’s current decommissioning programme. It looks at the development of relevant literature and, through interviews with key managers and external stakeholders, demonstrates (i) the degree to which two essential guidance documents (the NiCOP and CIRIA SD:SPUR) are permeating the industry, (ii) how the current work of the Characterisation and Clearance Group has evolved to influence the decontamination and dismantling planning procedures and (iii) the transition from identifying ‘free-release’ materials to actually releasing them for re-use in the community.
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Gharrawi, Azhar M. "HR Planning Pharma Case Study". W 2020 International Conference on Resources Management. Koya University, 2021. http://dx.doi.org/10.14500/icrm2020.gen323.
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In a number of real-life situations, organisations are confronted with taking decisions to adopt different human resource management policies and practices in order to meet the challenges of dynamic business environment. In the case of Pharma, changing business environment and the associated challenges have necessitated the initiation of some HR-related actions. Some of the policies and decisions to meet the market dynamics are likely to affect the employment relationships in Pharma site, because the circumstances have forced the organisation to pursue employee head count reduction measures and implement flexible work designs. Pharma site considers introducing flexible work patterns which are expected to have serious implications like evolution of conflicts within the workplace affecting functional employment relations within the Pharma site. This is likely to lead to breach or violation of psychological contract in the organisation. In order to cope up with the change, Pharma site needs to consider implementation of HR strategies that would help in reducing workplace conflicts and bring back harmony in employment relationships by mitigating the adverse impact of any breach or violation in psychological contract. The work also evaluates possible implications of head count reduction and flexibility strategies on employment relationships and details the courses of action for restoring effective functional employment relationships in the Pharma site.
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Sus, Aleksandra, i Michał Organa. "Triangle of dynamics factors in inter-organizational networks". W Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.059.
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Purpose – the main scientific purpose of this article is to conceptualise the categories of dynamics of interorganisational networks strategy. The scientific problem presented in the article concerns initially identified connections between three major elements (based on literature studies and authors’ previous experiences), describing the dynamism of the strategy as mentioned above. Those elements were named by the authors as the Triangle of Dynamics Factors (TDF), and are (1) propensity of taking the risk and real ability to accurately assess opportunities, (2) skills, and processes of opportunities identification, creation, and exploitation, as well as (3) leadership skills of contemporary managers. Basing on those connections, the article concerns on clarifying research hypotheses in the areas of the three mentioned differentiating factors. Research methodology – in order to achieve the main goal of the article both quantitative (survey research) and qualitative (case study) methods were chosen for future research. Findings – the conducted research is focused on positioning previously mentioned categories in the micro-scale strategy, as well as on determining variables constituting the dynamics of inter-organisational networks strategies. The article presents research hypotheses that will be verified. Research limitations – the limitations are primarily related to a variety of factors influencing the dynamics of interorganisational network strategies, observed both inside and outside the networks. The article focuses on those factors that decision-makers in networks can influence, which is tantamount to omitting most factors within the networks' environment. At the same time, the article focuses on selected types of inter-organisational networks – both decentralised and centralised. The article is conceptual; therefore, it does not contain the results of empirical research directly oriented on all three identified factors, which is its specific limitation. Partial results of the previously conducted research indicated in the article relate only to one of the identified elements. It is the area of skills, and processes of opportunities identification, creation, and exploitation. Practical implications – the practical business implications concern mostly the necessity of organisational adaptation to changing environmental conditions, the imperative of being flexible and striving for the success by inter-organisational networks. The article identifies those factors being under the actual influence exerted by networks' representatives. Originality/Value – this article is the authors' third joint work, and hitherto in the examined literature, there were no publications dedicated to the study of strategy dynamics and dynamism of the inter-organisational networks' strategy, researched in the triad: risk – opportunities – leadership. This creates a wide interpretative and research area for the indicated topic
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Romanelli, Mauro. "Advancing Ethics within Public Administration". W 3rd International Conference Global Ethics -Key of Sustainability (GEKoS). Lumen Publishing House, 2023. http://dx.doi.org/10.18662/lumproc/gekos2022/01.
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As agents of change between communities and organization, public managers help advancing ethics within public organizations. Rethinking the importance of ethics within public organizations helps to strengthen public managers as supporters of commitment and motivation at work of employees, and enablers of public values within society. Public managers help to drive public organizations towards future, promoting ethical behaviours and public values that contribute to maintaining public trust and improving democratic life. Rediscovering the value and practice of ethics enables the organisational dimension, leading to public managers as facilitators of collaborative processes that involve the citizenry and the community. Today, driving effective ethics-led public administration relies on the role of public managers as proactive supporters of ethical and socially responsible behaviours at work, within public administration and within society, driving the conduits that open up to shaping shared pathways for value creation and building wealthy communities and public spaces.
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Durden, Associate Professor Chris. "Organisational Practices that Support Strategy". W 4th Annual International Conference on Accounting and Finance (AF 2014). Global Science & Technology Forum (GSTF), 2014. http://dx.doi.org/10.5176/2251-1997_af14.09.
Pełny tekst źródłaRaporty organizacyjne na temat "Work and Organisational Practices"
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Jore Ali, Aisha, Javier Fuenzalida, Margarita Gómez i Martin Williams. FOUR LENSES ON PEOPLE MANAGEMENT IN THE PUBLIC SECTOR. People in Government Lab, maj 2021. http://dx.doi.org/10.35489/bsg-peoplegov-wp_2021/001.
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We review the literature on people management and performance in organisations across a range of disciplines, identifying aspects of management where there is clear evidence about what works as well as aspects where the evidence is mixed or does not yet exist. We organise our discussion by four lenses, or levels of analysis, through which people management can be viewed: (i) individual extrinsic, intrinsic, and psychological factors; (ii) organisational people management, operational management, and culture; (iii) team mechanisms, composition and structural features; and (iv) relationships, including networks, leadership, and individuals’ relationships to their job and tasks. Each of these four lenses corresponds not only to a body of literature but also to a set of management tools and approaches to improving public employees’ performance; articulating the connections across these perspectives is an essential frontier for research. We find that existing people management evidence and practice have overemphasised formal management tools and financial motivations at the expense of understanding how to leverage a broader range of motivations, build organisational culture, and use informal and relational management practices. We suggest that foregrounding the role of relationships in linking people and performance – relational public management – may prove a fertile and interdisciplinary frontier for research and practices.
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Gordon, Eleanor, i Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, kwiecień 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.
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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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Stopford, Nikki, i Jacqueline O’Reilly. Innovation Work Chains in US Retail: Automation, Tracking and AI Adoption during the COVID-19 pandemic. Digital Futures at Work Research Centre, marzec 2022. http://dx.doi.org/10.20919/ivrp6984.
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The 2020 global pandemic led to record grocery sales and significantly accelerated the adoption of online retail services. This trend is expected to grow as mainstream retailers aim to keep up with the speed of delivery from ‘digitally native’ competitors and changing consumer expectations. Technological innovation is being introduced to different parts of the retail supply chain leading to a changing landscape for jobs. Here we develop the concept of Innovation Work Chains (IWC). We use this framing to discuss how the introduction of different types of innovative technology are likely to impact on employment practices across the supply chain in large-scale grocery retail. This research draws on sector reports and extensive interviews with Walmart US and one of their technology partner organisations in the USA. The focus is on how automation technologies like robots, tracking technologies and AI have become pivotal to the efficient management of retail supply chains. The evidence suggests that an iterative process of adoption and adaption is required to develop company specific solutions. However, legacy systems can pose a challenge to the speed at which automation technologies can be efficiently integrated. The concept of Innovation Work Changes highlights the differential impact on the employment landscape across the retail eco-system
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Milican, Juliet. Mapping Best Practice Guidelines in working with Civil Society Organisations. Institute of Development Studies, kwiecień 2022. http://dx.doi.org/10.19088/k4d.2022.092.
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This report sets out to map the different guidance documents available on how to work most effectively with civil society in the delivery of international aid in ways that deepen democracy and advance the rights of marginalised or excluded groups. It includes a review of guidelines published by other key international development funders and implementors written for their own teams, an overview of guidance provided for DAC members within OECD countries and policy papers on cooperation between the state and CSOs. It looks primarily at documents produced in the last ten years, between 2011 and 2021 and includes those related to cooperation on specific issues (such as drugs policy or human rights, as well as those that deal with specific countries or regions (such as Europe or the MENA region). The majority of documents identified are written by government aid departments (eg USAID, Norad) but there are one or two produced by umbrella civil society organisations (such as Bond) or international legal think tanks (such as ICNL, the International Centre for Not for Profit Law). There was a remarkable consistency between the issues Millican addressed in the different documents although their size and length varied between outline guidance on 2 – 3 pages and a comprehensive (62 page) overview that included definitions of civil society, range of organisations, reasons for collaborating, mechanisms for financing, monitoring and ensuring accountability and challenges in and guidance on the ways in which donors might work with CSOs.
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Neumark, David, i Peter Cappelli. Do "High Performance" Work Practices Improve Establishment-Level Outcomes? Cambridge, MA: National Bureau of Economic Research, październik 1999. http://dx.doi.org/10.3386/w7374.
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Chen, Erdong, i Andrew Tarko. Best Practices for INDOT-Funded Work Zone Police Patrols. Purdue University, grudzień 2012. http://dx.doi.org/10.5703/1288284315039.
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Chatterji, Pinka, i Kevin Frick. Does Returning to Work After Childbirth Affect Breastfeeding Practices? Cambridge, MA: National Bureau of Economic Research, kwiecień 2003. http://dx.doi.org/10.3386/w9630.
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Coffey, Richard, i Laura Wolf. The Challenge and Promise of Remote Work: A Brief Study of Remote Work and Best Practices. Office of Scientific and Technical Information (OSTI), październik 2018. http://dx.doi.org/10.2172/1487022.
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Mott, Joanna, Heather Brown, Di Kilsby, Emily Eller i Tshering Choden. Gender Equality and Social Inclusion Self-Assessment Tool. Institute of Development Studies (IDS), kwiecień 2021. http://dx.doi.org/10.19088/slh.2021.016.
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The facilitated self-assessment provides the opportunity to discuss and reflect on current strengths and how to improve processes that drive positive change in GESI through your projects and organisation. It also provides an opportunity for your project and organisation to measure progress towards transformative practice and outcomes. It enables participants to identify strategies to strengthen gender equality/diversity and social inclusion, consider strategies to make change, and highlight opportunities for improvement within their work.
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Ukkusuri, Satish, Konstantina Gkritza, Xinwu Qian i Arif Mohaimin Sadri. Best Practices for Maximizing Driver Attention to Work Zone Warning Signs. Purdue University, luty 2017. http://dx.doi.org/10.5703/1288284316338.
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