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Статті в журналах з теми "Justice in organisations"
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Chong, Alvin, Ibiwani Alisa Hussain, Noraini Ahmad, and Jugindar Singh Kartar Singh. "Organisation Justice Towards’ Employees Voluntary Turnover: A Perspective of SMEs in Malaysia." International Journal of Human Resource Studies 11, no. 2 (March 26, 2021): 58. http://dx.doi.org/10.5296/ijhrs.v11i2.18459.
Повний текст джерелаАнотація:
Turnover of employees has gained the attention of organisations due to the impact of human resources on organisation performance and competitive advantage. This dilemma leads the management to struggle to find ways and retain employees. To attract, organisations use the "pull factors" to entice employees to perform better in the organisation. This study was conducted to investigate the relationship between the three dimensions of organisational justice: distributive, procedural and interactional justice towards voluntary turnover. This was an explanatory study that used a quantitative research design. Through a survey method, data was collected from a total of 115 respondents. The findings revealed that there was a significant relationship between employee turnover, distributive justice, procedural justice, and interactional justice. However, interactional justice had the strongest impact. This study also unearthed that attractive compensation is not the only method for the management to retain talent in organisations. Organisational justice plays an essential role in the retention of employees. These results will provide a better understanding of supervisors and human resource professionals with additional insights into the impact of organisational justice on employees' turnover. This study indicates that organisations' interactional justice practised is considered a central factor for employee retention. Although prior research has investigated a number of these issues, this study was the first to focus on employees in Small and Medium Enterprises in Malaysia.
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Pillay, Kiru, and Manoj Maharaj. "The Restructuring and Re-Orientation of Civil Society in a Web 2.0 World." International Journal of Cyber Warfare and Terrorism 5, no. 1 (January 2015): 47–61. http://dx.doi.org/10.4018/ijcwt.2015010104.
Повний текст джерелаАнотація:
This study focuses on how civil society organisations strategically deploy Web 2.0 technologies for transnational social advocacy and the impact of this technology adoption on civil society organisations' roles, structure, and orientation. The global environmental justice organisation, Greenpeace is used as a case study. Greenpeace advocates for changes in environmental policy and behaviour, has been at the forefront of environmental issues, and has used the mass media as an effective campaigning tool. The key findings that emerged was that social media has become a key ingredient of Greenpeace's campaigning strategy and has been embraced at both a strategic and operational level. The emergence of a collaborative communications paradigm has necessitated a level of organisational introspection evidenced in both changes in the organisation's strategic planning processes and changes to the organisational structure.
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Nassar, Mohamed A., and Michel Zaitouni. "Perceived performance appraisal justice in Egyptian chain hotels." International Journal of Culture, Tourism and Hospitality Research 9, no. 3 (August 3, 2015): 329–45. http://dx.doi.org/10.1108/ijcthr-04-2015-0028.
Повний текст джерелаАнотація:
Purpose – This paper aims to examine the relationships between perceptions of organisational justice, perceived competence of supervisor and perceived supervisory support (PSS) in hotel employees in Egypt. Design/methodology/approach – Employees who worked in chain hotels in two cities completed questionnaires on each dimension. Principal component analysis and hierarchical regression analysis were used to evaluate relationships among the dimensions to test the hypothesis that PSS mediates the relationship between perceived organisational justice and perceived competence of supervisor. Findings – Measures of organisational justice, perceived competence of supervisor and PSS were all positively related to one another. PSS partially mediated the relationship between organisational justice and perceived competence of supervisor. Research limitations/implications – Results indicate that employees who perceive their managers to be supportive and their organisations to be fair and just also believe that their supervisors are more competent. However, these results are only a cross-sectional snapshot, and future studies could examine how employee attitudes change over time and what factors contribute most to establishing perceptions of managerial competence and trust in the organisation. Practical implications – The findings suggest that organisations should develop policies that allow managers to foster supportive and transparent relationships with employees to establish confidence between employee and both manager and organisation. Originality/value – This study is the first of its kind to evaluate the mediating effects of PSS on organisational justice and perceived competence of supervisor in Egypt and in the hospitality industry.
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Ledimo, Ophillia. "Development and validation of an organizational justice measurement instrument for a South African context." Risk Governance and Control: Financial Markets and Institutions 5, no. 1 (2015): 28–38. http://dx.doi.org/10.22495/rgcv5i1art3.
Повний текст джерелаАнотація:
Measuring organisational justice in a South African context is a concern as the concept is multi-dimensional and there is no comprehensive definition; therefore, an integrative and well-developed measure of organisational justice can advance the measurement and analysis of this concept. This study investigates the development and validity of an organisational justice measuring instrument (OJMI), and determines the relationships between the different dimensions of the concept organisational justice. Data was gathered from 289 participants, employed in a public service organisation. To analyse the data the descriptive and inferential statistics used are Cronbach alpha coefficient, means, the explanatory factor analysis (EFA) and the confirmatory factor analysis (CFA). It was found that the model fitted the data well and the measurement of each dimension, namely strategic direction; distributive, procedural, interactional, informational, diversity management; customer relations; service delivery innovation as well as ethical leadership and management justice were confirmed to be statistically significant and positive. These results indicate that OJMI is a reliable and valid measure that organisations need in order to measure perceptions of fairness, and to monitor trends of fair practices. The validated measuring instrument for organisational justice and the conducted analysis of the interrelationships between the different dimensions of the concept will enable organisations to initiate proactive and reactive interventions to facilitate justice and fair practices.
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Andani, Nethavhani,, and Maluka Harriet Rivalani. "Perceived organisational justice among academic employees at a selected higher learning institution." Business and Management Review 11, no. 02 (December 15, 2020): 19–27. http://dx.doi.org/10.24052/bmr/v11nu02/art-03.
Повний текст джерелаАнотація:
Organisations depend on employees as crucial resources to execute duties aimed at realisation of organisational objectives. Organisational justice has been found to be a major predictor of employees’ performance and wellbeing. Studies found that employees tend to view justice in a different manner and that majority of employees tend to enjoy their work when they perceive that organisational justice exist within their organisation. The objective of this study was to examine the academic employees’ perceptions of organisational justice at a selected higher learning institution. A descriptive quantitative research approach was adopted in this study. A structured questionnaire developed by Colquitt (2001) was used to collect data from a convenient sample of 50 academic employees. The questionnaire consists of 20 items measuring three dimensions of organisational justice (procedural justice, distributive justice, and interactional justice) rated on a 7-point Likert scale. The collected data was analysed using the Statistical Package for the Social Sciences (SPSS) 26.0 published by the International Business Machines (IBM). The research findings revealed that in general, a slight majority of the respondents perceived some form of organisational justice to exist within their organisation (mean of 4.64). Although similar results were found in terms of the three dimensions of perceived organisational justice (4.19 for procedural justice, 5.14 for distributive justice and 4.78 for interactional justice), some form of injustice was reported to exist in relation to procedural justice. The study recommends that future researchers should continue to explore all the prospects of organisational justice in higher institutions of education.
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Ledimo, Ophillia. "An assessment of organisational justice perceptions across three generational cohorts." Journal of Governance and Regulation 4, no. 4 (2015): 69–78. http://dx.doi.org/10.22495/jgr_v4_i1_p6.
Повний текст джерелаАнотація:
Despite several reviews of generational differences across cohorts regarding their career stages in organisations, relatively few empirical investigations have been conducted to understand these cohorts’s behaviour and perceptions. Hence there is paucity of studies that explored the generational differences on the construct organisational justice across generational cohorts. The objective of this study was to assess the differences across three generational cohorts (Millennials, Generation X, and Baby Boomers) on dimensions of the organisational justice construct using the Organisational Justice Measurement Instrument (OJMI). Data was collected through the administration of OJMI to a random sample size of organisational employees (n=289). Descriptive statistics and analysis of variance were conducted to interpret the data. These findings provide evidence that differences do exist across cohorts on dimensions of organisational justice, and some differences may be a result of respondents’ different perception of their organisation’s practices and processes. In terms of contributions and practical implications, insight gained from the findings may be used in proposing organisational development interventions to manage multigenerational employees as well as to conduct future research.
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Colaco, Beverly, and Natasha M. Loi. "Investigating the relationship between perception of an organisation’s ethical culture and worker motivation." International Journal of Organizational Analysis 27, no. 5 (November 4, 2019): 1392–408. http://dx.doi.org/10.1108/ijoa-08-2018-1511.
Повний текст джерелаАнотація:
Purpose This study aims to examine whether an individual’s perception of the ethical culture of their organisation could be used to predict their work motivation. Design/methodology/approach Using the corporate ethical virtues model as a foundation, the role of distributive justice was explored through the development of a composite measure for assessing ethical organisational culture. The resulting six-factor solution was then used. Australian employees (N = 330; Mage = 38.40) completed an online survey examining perceptions of ethical culture, distributive justice and work motivation. Findings Results indicated that higher work motivation was associated with a higher perception of an organisation’s ethical culture. Additionally, the six dimensions of ethical culture accounted for significant variance in worker motivation, with factors relating to congruency of peers, clarity and feasibility being the best predictors. Originality/value This study provides useful cues for future research and interventions enabling organisations to take a more targeted approach to influence their ethical culture and, consequently, an individual’s motivation to work.
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Dogus, Yurdagul. "A qualitative research on organizational peace in schools." Cypriot Journal of Educational Sciences 14, no. 4 (December 31, 2019): 661–75. http://dx.doi.org/10.18844/cjes.v11i4.4486.
Повний текст джерелаАнотація:
The concept of organisational peace is a dynamic situation that can develop through open communication, whose main elements are justice, trust and goodwill, and affect the peace and happiness of individuals. Organisational peace consists of two dimensions such as ‘internal organisational peace’ and ‘external organisational peace’. ‘Internal organisational peace’, which is formed by relations and conditions within the organisation itself, is influenced by four factors such as individual, organisational, managerial and job characteristics. The ‘external organisational peace’, which is formed by the organisation's relations with others, stems from the direct–indirect, optional or obligatory interactions of the organisation. External organisational peace is influenced by five factors such as hierarchical relations, close environment, other organisations, society and global relations. This research is the first study that provides a conceptual framework for the concept of organisational peace and examines the concept of organisational peace empirically. The aim of this study is to determine the views of teachers in the ‘internal organisational peace’ dimension in schools. The research was carried out in the phenomenological design of qualitative research methods. The study group consisted of 10 teachers selected by the criterion sampling method. Teachers explain the concept of organisational peace with happiness, common goals, cooperation, justice, comfort, democratic values, harmony, respect and healthy communication. Factors that promote ‘internal organisational peace’ are positive personality, job satisfaction, fair practices, effective organisational communication, competencies of managers and good physical conditions of the job. Factors that prevent ‘internal organisational peace’ are negative personality, violent behaviour, unfair management, closed communication and bad physical conditions of the job.
Keywords: Organisational peace, school, Turkey.
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Rodwell, John, and Andre Gulyas. "Psychological contract breach among allied health professionals." Journal of Health Organization and Management 29, no. 3 (May 18, 2015): 393–412. http://dx.doi.org/10.1108/jhom-05-2013-0107.
Повний текст джерелаАнотація:
Purpose – Allied health professionals are vital for effective healthcare yet there are continuing shortages of these employees. Building on work with other healthcare professionals, the purpose of this paper is to investigate the influence of psychological contract (PC) breach and types of organisational justice on variables important to retention among allied health professionals: mental health and organisational commitment. The potential effects of justice on the negative outcomes of breach were examined. Design/methodology/approach – Multiple regressions analysed data from 113 allied health professionals working in a medium-large Australian healthcare organisation. Findings – The main negative impacts on respondents’ mental health and commitment were from high PC breach, low procedural and distributive justice and less respectful treatment from organisational representatives. The interaction between procedural justice and breach illustrates that breach may be forgivable if processes are fair. Surprisingly, a betrayal or “aggravated breach effect” may occur after a breach when interpersonal justice is high. Further, negative affectivity was negatively related to respondents’ mental health (affective outcomes) but not commitment (work-related attitude). Practical implications – Healthcare organisations should ensure the fairness of decisions and avoid breaking promises within their control. If promises cannot reasonably be kept, transparency of processes behind the breach may allow allied health professionals to understand that the organisation did not purposefully fail to fulfil expectations. Originality/value – This study offers insights into how breach and four types of justice interact to influence employee mental health and work attitudes among allied health professionals.
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Doll, Agnieszka, and Kevin Walby. "Institutional Ethnography as a Method of Inquiry for Criminal Justice and Socio-Legal Studies." International Journal for Crime, Justice and Social Democracy 8, no. 1 (February 18, 2019): 147–60. http://dx.doi.org/10.5204/ijcjsd.v8i1.1051.
Повний текст джерелаАнотація:
Institutional ethnography (IE) is a method of inquiry created by Canadian feminist sociologist Dorothy E. Smith to examine how sequences of texts coordinate forms of organisation. Here we explain how to use IE, and why scholars in criminal justice and socio-legal studies should use it in their research. We focus on IE’s analysis of texts and intertextual hierarchy, as well as Smith’s understanding of mapping as a methodological technique; the latter entails explaining how IE’s approach to mapping differs from other social science approaches. We also argue that IE’s terms and techniques can help examine the textual work undertaken in criminal justice and legal organisations, and reveal how people are governed and ruled by these organisational processes. In the discussion, we summarise how IE can productively contribute to criminal justice and socio-legal studies in the twenty-first century.
Дисертації з теми "Justice in organisations"
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Curran, Peter. "Justice and trust when organisations downsize." Thesis, University of Surrey, 2010. http://epubs.surrey.ac.uk/804424/.
Повний текст джерела
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Keevers, Lynne Maree. "Practising social justice: Community organisations, what matters and what counts." Faculty of Economics and Business, University of Sydney, 2009. http://hdl.handle.net/2123/5822.
Повний текст джерелаАнотація:
Doctor of Philosophy (PhD)This thesis investigates the situated knowing-in-practice of locally-based community organisations, and studies how this practice knowledge is translated and contested in inter-organisational relations in the community services field of practices. Despite participation in government-led consultation processes, community organisations express frustration that the resulting policies and plans inadequately take account of the contributions from their practice knowledge. The funding of locally-based community organisations is gradually diminishing in real terms and in the competitive tendering environment, large nationally-based organisations often attract the new funding sources. The concern of locally-based community organisations is that the apparent lack of understanding of their distinctive practice knowing is threatening their capacity to improve the well-being of local people and their communities. In this study, I work with practitioners, service participants and management committee members to present an account of their knowing-in-practice, its character and conditions of efficacy; and then investigate what happens when this local practice knowledge is translated into results-based accountability (RBA) planning with diverse organisations and institutions. This thesis analyses three points of observation: knowing in a community of practitioners; knowing in a community organisation and knowing in the community services field of practices. In choosing these points of observation, the inquiry explores some of the relations and intra-actions from the single organisation to the institutional at a time when state government bureaucracy has mandated that community organisations implement RBA to articulate outcomes that can be measured by performance indicators. A feminist, performative, relational practice-based approach employs participatory action research to achieve an enabling research experience for the participants. It aims to intervene strategically to enhance recognition of the distinctive contributions of community organisations’ practice knowledge. This thesis reconfigures understandings of the roles, contributions and accountabilities of locally-based community organisations. Observations of situated practices together with the accounts of workers and service participants demonstrate how community organisations facilitate service participants’ struggles over social justice. A new topology for rethinking social justice as processual and practice-based is developed. It demonstrates how these struggles are a dynamic complex of iteratively-enfolded practices of respect and recognition, redistribution and distributive justice, representation and participation, belonging and inclusion. The focus on the practising of social justice in this thesis offers an alternative to the neo-liberal discourse that positions community organisations as sub-contractors accountable to government for delivering measurable outputs, outcomes and efficiencies in specified service provision contracts. The study shows how knowing-in-practice in locally-based community organisations contests the representational conception of knowledge inextricably entangled with accountability and performance measurement apparatus such as RBA. Further, it suggests that practitioner and service participant contributions are marginalised and diminished in RBA through the privileging of knowledge that takes an ‘expert’, quantifiable and calculative form. Thus crucially, harnessing local practice knowing requires re-imagining and enacting knowledge spaces that assemble and take seriously all relevant stakeholder perspectives, diverse knowledges and methods.
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Jouglard, Danielle. "Le leadership juste : une approche proactive de la justice organisationnelle : des perceptions du subordonné à l'orientation du leader." Nice, 2012. http://www.theses.fr/2012NICE2021.
Повний текст джерелаАнотація:
Etre juste est l’un des comportements essentiels du leadership dans les organisations (Tyler & Blader, 2003). Mais jusqu’ici, les relations entre la justice organisationnelle et le leadership ont été peu explorées (van Knippenberg, De Cremer & van Knippenberg, 2007). Les recherches sur la justice organisationnelle ont été principalement centrées sur les perceptions de justice des subordonnés dans les relations de travail et leurs impacts sur les organisations (Cohen-Charash et al. , 2001; Colquitt et al. , 2001). Cette centration sur les perceptions de justice et les réactions consécutives des individus a été nommée la justice réactive par Greenberg (1987). Adoptant cette perspective réactive, et dans la continuité des travaux sur la mesure des perceptions de justice, nous avons d’abord évalué le caractère de généralisation de la mesure de Colquitt (2001) en contexte français. Les résultats des trois études réalisées ont montré que l’approche théorique en quatre facteurs de justice est applicable en France. En complément à la justice réactive, Greenberg (1987) a proposé une approche proactive de la justice centrée sur les motivations des individus à agir de façon juste. Adoptant cette approche, nous avons alors examiné la justice selon la perspective du leader, en proposant le modèle du Leadership Juste. Nous avons développé une mesure du leadership juste et avons réalisé deux études préliminaires de validations de la mesure en France et en contexte international. Les résultats montrent que l’approche de la justice des leaders et les perceptions de justice des subordonnés diffèrent sensiblement et peuvent révéler des niveaux d’analyse de la justice différentsBeing fair represents one of the most essential leadership behaviors in the workplace (Tyler & Blader, 2003). But to date, little is know about the relationships between organizational justice and leadership (van Knippenberg, De Cremer & van Knippenberg, 2007). Research on organizational justice has mainly focused its attention on fairness perceptions on work relationships and their impact within organizations (Cohen-Charash et al. , 2001; Colquitt et al. , 2001). This focus on justice perceptions and individuals’ subsequent reactions has been termed reactive justice by Greenberg (1987). Adopting a reactive approach, and in continuity with previous research on measuring perceptions of organizational justice, we first sought to evaluate the generalizability of Colquitt’s (2001) measure of justice perceptions in French settings. The results of the three studies we conducted showed that the theoretically supported four-factor approach is applicable in France. In addition to reactive justice, Greenberg (1987) proposed the proactive approach to justice that focuses on people’s motivation to act in a fair manner. Adopting this approach, we then addressed justice concerns from the leader’s perspective, by proposing a model of Fair Leadership. We developed a measure of Fair leadership and conducted two preliminary studies testing the dimensionality and validity of the measure. Results suggested that leaders approach to fairness and subordinates’ perceptions of fairness are somewhat different and may reveal a different level of analysis with regards to fairness
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Keramidas, Olivier. "Les trajectoires d'équité : les stratégies de gestion de l'équité des organisations publiques." Aix-Marseille 3, 2005. http://www.theses.fr/2005AIX32047.
Повний текст джерелаАнотація:
Les théories de l'équité ont été ici abordées suivant deux perspectives de prime abord irréconciliables. Celle d'une théorisation normative et positive de l'équité dont l'universalisme la rend souvent impraticable pour l'action; et celle d'une équité pragmatique, inscrite dans les logiques d'action, soumise à la complexité des décisions locales, et entrant souvent en conflit, à l'épreuve des faits, avec la première. C'est dans cette tension, à la fois dans le corps théorique épars abordant la question, et au quotidien, dans les décisions du manager public, que nous voyons l'incapacité à mettre en oeuvre une véritable stratégie de gestion de l'équité dans les organisations publiques si ces éléments en opposition ne sont pas maîtrisés. Au travers de quatre études de cas, nous proposons une théorisation dynamique de l'équité, par la compréhension et la maîtrise de ses trajectoires, entre ses dimensions normatives et pragmatiques, morales et distributives, d'accès et d'usage. . . En observant les managers publics face à des décisions difficiles, nous montrons combien ces choix peuvent être pesants, dans l'enlisement d'une trajectoire, dans son échec, ou son égarement de la réalité des faitsEquity theories were approached here through two prospects first of all opposed. That of a normative and positive theorization of equity whose universalism makes it often inadapted for action; and that of a pragmatic equity, registered in logics of action, subjected to the complexity of local decisions, and often in conflict with the first. It is in these tensions, at the same time in the scattered theoretical frame asking the question, and in current decisions of public managers, that we see the incapacity to implement a true strategy of equity management in public organizations, if these counter-cells are not controlled. Through four case studies, we propose a dynamic theorization of equity, by the comprehension and the control of its trajectories, between its normative and pragmatic, morals and distributive dimensions, between access and use. . . By observing public managers in front of hard decisions, we show how much these choices can be heavy, in the stagnation of a trajectory, its failure, or its mislaying of the reality of facts
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Dahmen, Mehdi. "Deux études sur le rôle du climat perçu dans les organisations en contexte de développement durable." Doctoral thesis, Université Laval, 2021. http://hdl.handle.net/20.500.11794/69306.
Повний текст джерелаАнотація:
En se basant sur les principes de l'échange social, cette thèse par insertion d'articles étudie les déterminants des comportements de citoyenneté environnementale des employés (OCBE), et ce, en mettant en lumière trois sphères sous-explorées de ce champ de recherche : (1) le rôle de la justice et des dynamiques de l'équité en milieu organisationnel dans l'émergence des OCBE ; (2) les relations d'échanges inter-collègues et leur rôle dans l'orientation des comportements organisationnels et (3) le rôle du climat de travail dans l'écologisation des organisations Dans ce cadre, le premier chapitre de la thèse prendra la forme d'un chapitre introductif dans le quel nous présenterons le concept de climat organisationnel, son évolution et certaines de ses variantes. Il s'agit d'un concept fédérateur dans cette thèse et il est important de comprendre les circonstances dans lesquelles des variantes environnementales du climat de travail sont apparues dans la littérature. D'ailleurs, l'une de ces variantes sera étudiée dans le deuxième chapitre de la thèse qui prendra la forme d'un article empirique. Dans cette recherche, nous étudions l'effet des différentes formes de justice ainsi que celui du climat de travail sur la conservation de l'énergie au travail. Les résultats de la recherche montrent que la justice distributive, associée à un climat de travail favorable à la conservation de l'énergie, renforce l'engagement environnemental des employés et contribue à la conservation de l'électricité en milieu de travail. Le troisième chapitre sera aussi présenté sous forme d'article dans lequel nous étudions l'effet des dynamiques d'échange inter-collègues sur l'adoption volontaire des comportements environnementaux au travail. Les résultats indiquent que les employés qui perçoivent un soutien de la part de leurs collègues vont développer un attachement psychologique envers ceux-ci et seront plus susceptibles d'adopter des comportements d'entraide environnementale. Le climat vert de travail perçu par les collègues renforce l'engagement de l'employé envers ses coéquipiers et permet ainsi, indirectement, de promouvoir l'entraide environnementale au sein de l'équipe. Les implications théoriques et managériales de chaque article sont discutées.
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Lima-Neto, Fernando Cardoso. "Le sens des ONG au Brésil : justice sociale, philanthropie et écologie." Paris, EHESS, 2013. http://www.theses.fr/2013EHES0032.
Повний текст джерелаАнотація:
L'objet de cette thèse est la notion d'organisation non gouvernementale (ONG) au Brésil. L'objectif principal est d'identifier les valeurs sociales qui confèrent du sens à cette notion, en analysant ses variations de significations au cours de l'histoire. Dans la première partie de la thèse, je propose une approche macro-sociologique pour traiter de la formation du champ des ONG au Brésil. Les rapports entre l'Église, l'État et la société dans la promotion de l'aide sociale au Brésil ont consolidé les trois principales valeurs qui confèrent du sens à l'expérience des ONC : la philanthropie, la justice sociale et l'écologie. Dans la deuxième partie, je propose une approche micro-sociologique pour interpréter ces valeurs à la lumière de quatre trajectoires individuelles. Chaque trajectoire illustre un point de croisement différent entre les processus macro historiques de formation des trois valeurs sociales analysées dans la Partie 1. Les résultats de la recherche indiquent les valeurs de la justice sociale, la philanthropie et l'écologie comme les principaux codes culturels qui confèrent du sens au phénomène des ONG au Brésil. Les deux premiers ont une connexion historique commune: les organisations des laïcs catholiques qui ont toujours été présents dans le contexte de promotion de l'aide sociale au Brésil. La consécration de la valeur de l'écologie, quant à elle, concerne un autre contexte historique, celui des décennies de 1990 et 2000The object of this thesis is the notion of Non Governmental Organization (NGO) in Brazil. The main objective is to identify the social values that gives meaning to this notion by analyzing its variations of meaning throughout history. In the first part of the thesis, l propose a macro sociological approach in order to deal with the formation of the NGO field in Brazil. The connexions betweenchurch, state and society on the promotion of social welfare in Brazil promoted the three major social values that provide meaning to the NGOs' experience : social justice, philanthropy and ecology. In the second part, l propose a micro sociological approach ir order to interpret these values in the light of four individual trajectories. Each trajectory represents a different point of intersection between the various macro historical processes that consolidated the NGO field, as discussedin Part 1. The research results indicate the social value' of social justice, philanthropy and ecology as the main cultural codes that give meaning to the phenomenon of NGOs in Brazil. The first two have a common historical origin, since the organizations of lay catholics were always present in the context of promoting social welfare in Brazil. In turn, the consecration of the value of ecology concerns a different context, dating mainly from the decades of 1990 and 2000
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Shabalala, Nomcebo. "The role of social workers in promoting environmental justice for sustainable communities from non-government organisations' perspective in Tshwane." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/77292.
Повний текст джерелаАнотація:
In 2015, the 2030 Agenda for Sustainable Development was adopted by state nations across the globe to eradicate poverty in all its forms, combat inequality, preserve the planet, create sustainable economic growth and foster social inclusion (United Nations [UN], 2015:5). Social work is committed to contributing to sustainable development by responding to social and economic injustices (Global Agenda for Social Work and Social Development, 2012).
The goal of this research study was to explore and describe the role of social workers in promoting environmental justice for sustainable communities from a non-government perspective in Tshwane.
The researcher adopted a qualitative research approach and an instrumental case study design. The sample of eight participants was purposively selected from non-governmental organisations in Tshwane and data was collected through semi-structured one-on-one interviews.
The findings of the study indicate that participants had some understanding of environmental justice and that both people and the natural environment should be equally protected and advocated in social work interventions. Although some current interventions reflect an environmental focus, participants were not consciously aware of their role in environmental justice and sustainable development. The study concluded that social workers understand the challenges that are respectively posed by the social and natural environment but not necessarily how they are intertwined and related to environmental injustices and green social work. Recommendations include education and awareness-raising of social workers on environmental justice and adopting green social work as a practice model.Mini Dissertation (MSW (Social Development and Policy))--University of Pretoria, 2020.
Social Work and Criminology
MSW (Social Development and Policy)
Unrestricted
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Waterhouse, Jennifer Marie. "Changing the Culture of Technically Oriented Public Sector Organisations: Transformation, Sedimentation or Hybridisation?" Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/15886/3/Jennifer_Waterhouse_Thesis.pdf.
Повний текст джерелаАнотація:
Over the last two decades the public sector has been the target of significant change driven primarily by advocates of public choice theory who argue that the public sector is too large and inefficient. Changes, grouped under the banner of New Public Management, have therefore been aimed at achieving greater financial accountability through the adoption of private sector management techniques and the opening up to competition of monopolistic government supplied services.
Recent reappraisals of these changes have suggested that they have failed to adequately address issues of social justice. It has therefore been proposed that public sector organisations now need to consider more egalitarian methods of service delivery through greater public consultation and involvement in decision making processes.
Studies over the last 20 years in the public sector have tended to concentrate on change aimed at achieving New Public Management outcomes. This study adds to theory of culture and culture change in public sector organisations through exploring a change purposefully enacted to enable an organisation to meet both economic rationalist and egalitarian objectives. The primary aim of this thesis is to explore a planned process of cultural change within a technically oriented, public sector organisation to determine the processes used to undertake such change, the resulting outcomes and why these outcomes occur. A case study was used to investigate these areas.
The study was longitudinal and used a combination of methods including focus groups, interviews, non-participant observation and document analysis. Historical data was first obtained to form a base from which to examine the process of planned change over a two year period. This method allowed consideration of the impact of contextual changes on the planned process that resulted in some unintended consequences in regard to how change was being driven.
The findings conclude that models of planned change that include mechanisms through which diversity is encouraged may provide arenas through which conflict can act as a positive dynamic for change. The outcome of the planned change evidences how a purposefully created hybrid organisational form may be capable of addressing the sometimes conflicting goals of economic rationalism and citizenship participation.
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Waterhouse, Jennifer Marie. "Changing the Culture of Technically Oriented Public Sector Organisations: Transformation, Sedimentation or Hybridisation?" Queensland University of Technology, 2003. http://eprints.qut.edu.au/15886/.
Повний текст джерелаАнотація:
Over the last two decades the public sector has been the target of significant change driven primarily by advocates of public choice theory who argue that the public sector is too large and inefficient. Changes, grouped under the banner of New Public Management, have therefore been aimed at achieving greater financial accountability through the adoption of private sector management techniques and the opening up to competition of monopolistic government supplied services. Recent reappraisals of these changes have suggested that they have failed to adequately address issues of social justice. It has therefore been proposed that public sector organisations now need to consider more egalitarian methods of service delivery through greater public consultation and involvement in decision making processes. Studies over the last 20 years in the public sector have tended to concentrate on change aimed at achieving New Public Management outcomes. This study adds to theory of culture and culture change in public sector organisations through exploring a change purposefully enacted to enable an organisation to meet both economic rationalist and egalitarian objectives. The primary aim of this thesis is to explore a planned process of cultural change within a technically oriented, public sector organisation to determine the processes used to undertake such change, the resulting outcomes and why these outcomes occur. A case study was used to investigate these areas. The study was longitudinal and used a combination of methods including focus groups, interviews, non-participant observation and document analysis. Historical data was first obtained to form a base from which to examine the process of planned change over a two year period. This method allowed consideration of the impact of contextual changes on the planned process that resulted in some unintended consequences in regard to how change was being driven. The findings conclude that models of planned change that include mechanisms through which diversity is encouraged may provide arenas through which conflict can act as a positive dynamic for change. The outcome of the planned change evidences how a purposefully created hybrid organisational form may be capable of addressing the sometimes conflicting goals of economic rationalism and citizenship participation.
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Cascant, Sempere Maria-Josep. "Political action in a campaigning development NGO through a social movement lens : the case of Actionaid's tax justice campaign in Nigeria and the UK." Thesis, University of Sussex, 2017. http://sro.sussex.ac.uk/id/eprint/66701/.
Повний текст джерелаАнотація:
Campaigning has become an important area of work for development NGOs (NGDOs). How political, in terms of public mobilising to confront authority, has it become? What frameworks can we best use to study this? Based on precedents such as della Porta and Diani's suggestion (2006) that social movement (SM) theory can be enlarged as a theory of collective action, I borrow six SM concepts – frames, repertoires, networks, mobilising structures, identity and political opportunities-threats. I then combine them with NGDO campaigning literature themes to explore those questions in a case study of ActionAid's Tax Justice Campaign (TJC) in Nigeria and the UK. ActionAid's TJC operates through two campaign formats – a single-issue format with one international claim and a multiple-issue format with claims specific to each level. Both formats exist in tension for campaign resources, yet combine to expose international and domestic causes of poverty in low-income countries. This example illustrates ActionAid's campaigning style: walking a tightrope to balance tensions and opportunities in its idea of ‘campaigning'. This style also includes embracing moderate and radical supporter views on poverty and a structure of sponsorship and service-delivery programmes with campaigning accompanying them. For example, financial supporters mobilise towards confronting authorities alongside direct campaigner recruitment. Other NGDOs share this, with other ActionAid campaign features, which together shapes an understanding towards the idea of NGDO political action. I suggest that my findings contribute to both NGDO campaigning and SM theory. To NGDO campaign actors, SM theory provides a new vocabulary to study NGDO campaigning, particularly little explored dimensions in NGDO campaign literature such as state/authority confrontation and political identity. To SM theory, my findings offer an empirical contribution which helps position campaigning NGDOs as another type of contentious actor. At a practice level, ActionAid's multiple-issue campaigning may help prevent local tokenism in international campaigns.
Книги з теми "Justice in organisations"
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Jerald, Greenberg, and Cropanzano Russell, eds. Advances in organizational justice. Stanford, Calif: Stanford University Press, 2001.
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Ethics and justice in organisations: A normative-empirical dialogue. Aldershot: Avebury, 1997.
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Neveu, Jean-Pierre, Assaad El Akremi, and Sylvie Guerrero. Comportement organisationnel: Justice organisationnelle, enjeux de carrière et épuisement professionnel. Bruxelles: De Boeck, 2006.
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McNeill, Desmond. Global poverty, ethics and human rights: The role of multilateral organisations. New York: Routledge, 2008.
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Meyer, John W. Organizational environments: Ritual and rationality. Newbury Park, Calif: Sage Publications, 1992.
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Organisational prosecutions. Aldershot, Hants, England: Ashgate, 2001.
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Lecomte, Jean-Michel. La justice en France: Organisation & fonctionnement. Dijon: CRDP de Bourgogne, 1996.
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Irasema, Coronado, ed. Fronteras no más: Toward social justice at the U.S.-Mexico border. New York: Palgrave Macmillan, 2002.
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Lai Wan, Hooi. Organisational Justice and Citizenship Behaviour in Malaysia. Singapore: Springer Singapore, 2016. http://dx.doi.org/10.1007/978-981-10-0030-0.
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Ng, Gar Yein. Quality of judicial organisation and checks and balances. Antwerp: Intersentia, 2007.
Знайти повний текст джерелаЧастини книг з теми "Justice in organisations"
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Knight, Charlotte. "Emotions in Organisations." In Emotional Literacy in Criminal Justice, 149–70. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137273215_8.
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Hean, Sarah, Marie Aakjær, Laure Kloetzer, Laura Seppänen, Anu Kajamaa, Päivikki Lahtinen, and Tine Murphy. "A COLAB Model of Workplace Transformation in the Criminal Justice Context." In Improving Interagency Collaboration, Innovation and Learning in Criminal Justice Systems, 195–227. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-70661-6_8.
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AbstractThis chapter presents the COLAB model for promoting organisational learning and innovation with potential application in criminal justice-related organisations. We describe this model as a toolkit that built on the Change Laboratory model of workplace transformation but one augmented with the beneficial components of Activity Clinics, Boundary Crossing Workshops and Codesign methods and developed within the criminal justice context. Limitations and future directions for the model are discussed.
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Atencio, Matthew, E. Missy Wright, Duke Austin, Carl Stempel, and Christina Rodriguez. "Social Justice Organisations, Community Sport and Coaching Children." In Routledge Handbook of Coaching Children in Sport, 383–92. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003199359-42.
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Maurutto, Paula, and Kelly Hannah-Moffat. "Women’s Voluntary Organisations and the Canadian Penal ‘Culture of Control’." In The Voluntary Sector and Criminal Justice, 171–87. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137370679_8.
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Turner-Wilson, Angela, Stuart Dearborn, and Catherine Bullen. "Avenues of Opportunity: Journeys of Activities Through Third Sector Organisations." In Improving Interagency Collaboration, Innovation and Learning in Criminal Justice Systems, 323–40. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-70661-6_13.
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AbstractThis chapter discusses a social anthropological research study that considers the place of third sector organisations (TSOs) in society, particularly for those who have been in contact with the criminal justice services. The work is based on insights from journeys through Norway, and to a lesser extent the UK, captured as narratives by a TSO caseworker in partnership with other research team members. The insights were drawn from interactions with those along the journey such as ex-prisoners, volunteers, charity workers, members of religious communities and so forth. What these revealed were the many and sometimes hidden universes that exist in and outside TSOs. This chapter offers deep and sometimes different perspectives, asking the reader to consider the range of opportunities TSOs can offer and sets these against concepts of self and other, place, boundary crossing and organisational learning. The work speaks to those seeking to reintegrate into society after prison, their families, significant others, professional practitioners, students and academics, and although primarily based around Norway, the content resonates internationally.
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Ball, Stephen J. "Education, Justice and Democracy: The Struggle over Ignorance and Opportunity." In Reimagining the Purpose of Schools and Educational Organisations, 189–205. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-24699-4_14.
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Dhizaala, James Tonny. "Transitional Justice in Liberia: The Interface Between Civil Society Organisations and the Liberian Truth and Reconciliation Commission." In Advocating Transitional Justice in Africa, 43–63. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-70417-3_3.
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Martin, Clive, Lesley Frazer, Ellie Cumbo, Clare Hayes, and Katie O’Donoghue. "Paved with Good Intentions: The Way Ahead for Voluntary, Community and Social Enterprise Sector Organisations." In The Voluntary Sector and Criminal Justice, 15–42. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137370679_2.
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Küfeoğlu, Sinan. "SDG-16: Peace, Justice and Strong Institutions." In Emerging Technologies, 487–96. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-07127-0_18.
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AbstractInstitutions and organisations must give due importance to the rule of law, the sanctity of human rights and the effect of stability to ensure sustainable development. SDG-16, Peace, Justice and Strong Institutions, aims to strengthen justice and strong corporate culture to achieve sustainable development and social peace. Greatly reducing crime and conflict through justice and strong institutions, upholding the rule of law and strengthening the presence of developing countries in global governance institutions are essential topics for SDG-16. This chapter presents the business models of eight companies and use cases that employ emerging technologies and create value in SDG-16. We should highlight that one use case can be related to more than one SDG and it can make use of multiple emerging technologies.
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Dinerstein, Ana Cecilia. "From Corporatist to Autonomous: Unemployed Workers’ Organisations and the Remaking of Labour Subjectivity in Argentina." In Non-Governmental Public Action and Social Justice, 36–59. London: Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9781137309174_3.
Повний текст джерелаТези доповідей конференцій з теми "Justice in organisations"
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Christián, László, and József Bacsárdi. "A Stepchild of the Hungarian Law Enforcement System? Function and Public Image of the Hungarian Local Governmental Law Enforcement organisations." In Twelfth Biennial International Conference Criminal Justice and Security in Central and Eastern Europe: From Common Sense to Evidence-based Policy–making. University of Maribor Pres, 2018. http://dx.doi.org/10.18690/978-961-286-174-2.11.
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Haupt, Christiane, Eva-Maria Backé, and Ute Latza. "O31-1 Scoping review organisational justice and health." In Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.152.
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Anastasova, Mariana. "PUBLIC CONSULTATIONS IN THE PROCESS OF DRAFTING LEGISLATION ACTS." In 15 YEARS OF ADMINISTRATIVE JUSTICE IN BULGARIA - PROBLEMS AND PERSPECTIVES. University publishing house "Science and Economics", University of Economics - Varna, 2022. http://dx.doi.org/10.36997/ppdd2022.215.
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The purpose of this report is to examine the procedures and the organisation of public consultation in the process of drafting regulation acts. It reviews the legislation and the practice of its implementation. In the course of the study, a gap in the legal framework regulating public consultations was identified. In this connection, proposals are made for supplementing and amending the legislation acts.
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Paul Kawalek, John. "Pedagogy and Process in 'Organisational Problem-Solving'." In InSITE 2006: Informing Science + IT Education Conference. Informing Science Institute, 2006. http://dx.doi.org/10.28945/2984.
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This paper outlines a case study in which a management development learning process was tightly coupled to organisational change and development objectives. The case discusses how a research and consulting team came together to develop highly reflexive pedagogy to support the work of internal managers who were organised into teams (‘learning sets’ of sorts, but which came to be known as 'ThinkTanks'). These were to undertake ‘organisational problem solving’, which involved the integration of various inquiring activities. These learning sets had as their objective, to help members become catalysts of organisational change and performance improvement within a large organisation, applying the inquiring principles. In order to structure the discourse amongst learning set members, a range of principles and constructs were used. Central to these was a form of process modelling, (termed ‘models of teleological human process’). These were carefully introduced to learning set members, and were used to provide a ‘basis for a discourse’ amongst set members about problematic organisational processes and how to change them. These were based on system theory, in a particular form, in which models were used as a component of inquiry into current and future processes, rather than to 'specify' a given process, in an absolute sense. The inquiring activities were facilitated by 'Set Advisers', whose role it was to keep the set focused on learning outcomes, and to encourage critical reflexivity in the process. Thus members were encouraged to 'think about the way they were thinking about action', which gave a much more dynamic intellectual basis for the learning set's activities. It also enabled a rich analytical discourse, in which members were expected to justify their perceptions rather than make assertions, or 'defend assertions'. The researchers were genuinely surprised by the way the set members were able to undertake this, and indeed, on reflection, how set members felt 'liberated' by the approach taken.
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Amaka Chinweude, Ogwueleka, and Maritz Marthinus Johannes. "Effect of Organisational Justice in Motivating Construction Workforce Towards Improved Work Productivity." In International Conference on Engineering, Project, and Production Management. Association of Engineering, Project, and Production Management, 2014. http://dx.doi.org/10.32738/ceppm.201411.0022.
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Fedran, Jasna, Branko Ažman, Matevž Bren, and Bojan Dobovšek. "Organisational Integrity: An Important Stronghold against Corruption." In Twelfth Biennial International Conference Criminal Justice and Security in Central and Eastern Europe: From Common Sense to Evidence-based Policy–making. University of Maribor Pres, 2018. http://dx.doi.org/10.18690/978-961-286-174-2.35.
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Shvartsman, Rina, and Stephen Abblitt. "A spectrum of assessments." In ASCILITE 2020: ASCILITE’s First Virtual Conference. University of New England, Armidale, 2020. http://dx.doi.org/10.14742/ascilite2020.0118.
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Different methods of assessment are used to measure learning outcomes in different academic disciplines. Many learning designers, despite being predisposed to certain assessment methods as they draw on their own specific academic background, work with a broad range of academic disciplines. This can result in difficulties advising academics from a discipline with which they are less familiar on best-practice teaching, learning, and assessment. This paper offers a tool for learning designers and subject matter experts to use when working together to design assessments in various academic courses, based on the characteristics of subject matter within the relevant disciplines. Specifically, we map a set of disciplines and a set of assessment methods on two axes: Pure vs. Applied and Hard vs. Soft (PAHS). For the set of disciplines, we can justify our choice of map locations based on attributes required by relevant accreditation organisations. The scattering of the assessment methods on the map is based on a proposed taxonomy of assessment design and common practice as observed by the authors. Learning designers are encouraged to refer to this paper as a guide when designing assessments for courses outside their knowledge domain.
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Wiegele, Ed, David Nemeth, Shahani Kariyawasam, and Stuart Clouston. "Data Management for Integrity Decision Support." In 2004 International Pipeline Conference. ASMEDC, 2004. http://dx.doi.org/10.1115/ipc2004-0511.
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Within most pipeline organizations, maintenance and other facility departments use a range of separate data sources and applications to manage the integrity, maintenance and safety of their pipelines. These databases represent a significant investment over many years and are an integral part of day-to-day operations. It is evident that integration of data into a single, coherent data management system can provide significant benefits. However, the cost of implementing entirely new systems — with intensive data capture programs — is difficult to justify given the earlier investments. As a result, dedicated risk management software using static and separately maintained data is often used as a quick, low cost alternative to meet regulatory compliance commitments. Experience has shown that, with the right technology and an understanding of the specific needs of an organisation, a phased approach to integrated data management can be achieved at minimum initial cost by exploiting legacy data. This provides a low cost yet scalable solution that can grow with the changing needs of the business. In addition to the benefits of legacy data integration, this paper presents an insight into the additional benefits of technologies for distributed data access to provide simple, process-focussed reporting tools. The key role of data management in risk assessment and consequent integrity decision support process is discussed.
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Ebaugh, Helen Rose, and Dogan Koc. "FUNDING GÜLEN-INSPIRED GOOD WORKS: DEMONSTRATING AND GENERATING COMMITMENT TO THE MOVEMENT." In Muslim World in Transition: Contributions of the Gülen Movement. Leeds Metropolitan University Press, 2007. http://dx.doi.org/10.55207/mvcf2951.
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The projects sponsored by the Gülen-inspired movement are numerous, international and costly in terms of human and financial capital. Critics of the movement often question the fi- nancing of these initiatives – with some convinced of collusion with Middle Eastern govern- ments, others (within Turkey) suspicious that Western governments are financially backing the projects. Aware of these criticisms, in a recent comment to a group of visiting follow- ers, Fethullah Gülen indicated greater financial transparency must become a priority for the movement. This paper addresses the financing of Gülen-inspired projects, based on interviews with busi- ness leaders in Turkey, as well as local businessmen throughout Turkey who constitute the financial infrastructure of the movement. In addition, the paper presents data from one local Gülen movement organisation in Houston, Texas, that collects thousands of dollars annually from local members, mostly students on small educational stipends. The paper is framed sociologically in terms of organisational theories of commitment. Beginning with Kanter (1972;1977) and including subsequent major figures in the organi- sational field (e.g. Reichers 1985; Meyer and Allen 1991; Hall 2002; Scott 2003), scholars have demonstrated a positive correlation between sacrifices asked of members and degree of commitment to the goals of the organisation. Using this perspective, the paper argues that the financial contributions made by members in the Gülen movement both demonstrate commit- ment to the ideals espoused by Fethullah Gülen and generate commitment to the movement. The paper presents empirical evidence, based on interviews with financial supporters both in Turkey and the U.S., of how financial resources are generated, the initiatives being supported and the impact of financial giving on the commitment of supporters. The Gülen movement is a civil society movement that arose in the late 1960s in Turkey, initially composed of a loose network of individuals who were inspired by M. Fethullah Gülen. As a state-approved mosque preacher, Gülen delivered sermons in cities throughout Turkey, beginning with a handful of listeners and gradually drawing tens of thousands of people. His sermons focused not only on religious texts but included a broad array of such topics as religion and science, social justice, human rights, moral values and the importance of education. Gülen repeatedly stressed the importance of educating the youth of society by establishing first-rate schools that expose students to the latest scientific knowledge in an at- mosphere of moral values. The projects sponsored by Gülen-inspired followers today number in the thousands, span international borders and are costly in terms of human and financial capital (Woodhall 2005). These initiatives include over 2000 schools and seven universities in more than ninety countries in five continents (Yavuz and Esposito 2003; Baskan 2004; Tekalan 2005), two modern hospitals, the Zaman newspaper (now in both a Turkish and English edition), a television channel (Samanyolu), a radio channel (Burc FM), CHA (a ma- jor Turkish news agency), Aksiyon (a leading weekly news magazine), national and interna- tional Gülen conferences, Ramadan interfaith dinners, interfaith dialog trips to Turkey from countries around the globe and the many programs sponsored by the Journalists and Writers Foundation. In addition, the Isik insurance company and Bank Asya, an Islamic bank, are af- filiated with the Gülen community. In 1993 the community also established the Business Life Cooperation Association (ISHAD) which has 470 members (Baskan 2004). Questions regarding the financing of these numerous and expensive projects are periodically raised by both critics of the Gülen Movement and newcomers to the movement who are invited to Gülen related events. Because of the large amounts of money involved in these projects, on occasion people have raised the possibility of a collusion between the movement and various governments, especially Saudi Arabia and/or Iran, and including the Turkish government. There has even been suspicion that the American CIA may be a financial partner behind the projects (Kalyoncu, forthcoming). Aware of these criticisms, in a recent comment to a group of visiting followers, Fethullah Gülen indicated that a priority must be proactive financial transparency. In this paper, we address directly the issue of the financing of Gülen inspired projects based on the little that is available in published sources, including an interview with Gülen himself, and supplementing that information with interviews with business leaders in Turkey who constitute the infrastructure of the movement. In addition, we present data from one local Gülen organization in Houston, Texas, that regularly collects over half a million dollars from local members, mostly students on small educational stipends. Our analysis is framed socio- logically in terms of organizational theories of commitment. We argue that the contributions made by rank and file movement members, as well as by wealthier sponsors, both demon- strate commitment to the ideals of the movement and simultaneously generate commitment to the movement. An analysis of Gülen-inspired financial contributions must include the ideological and reli- gious motivations inherent in the concepts of hizmet, himmet, sohbet, istisare, and mutevelli. For an understanding of these concepts, we are most indebted to the superb work of Mehmet Kalyoncu whose study of the Gülen movement in Mardin, a city in southeastern Turkey, was very helpful both in understanding these ideas and in demonstrating their applicability to the financing of local projects in the city.
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Valantinaite, Ilona, and Živilė Sederevičiūtė-Pačiauskienė. "The Pros and Cons of Online Learning Environment from the Students’ Perspective." In 14th International Scientific Conference "Rural Environment. Education. Personality. (REEP)". Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2021. http://dx.doi.org/10.22616/reep.2021.14.026.
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The country’s participation in the Bologna process obliges it to strategically develop lifelong learning. The internet network is a key to accessibility of studies to everybody. Technologization seems to be an integral part of the system of education in the 21st century. According to the researchers, technologization facilitates teaching/learning and makes it more attractive, accessible, individual and efficient. However, some researchers still doubt its effectiveness and efficiency. Therefore, what factors promote technologization? Do efforts and insights of politicians answer the students’ needs? The aim of the study is to reveal the attitude of students towards application of virtual learning environments in the study process and its compliance with the contemporary tendencies in study organisation. The article focuses on the development of lifelong learning in the Bologna process documents. The data of qualitative research are also presented: the students’ attitude towards advantages and disadvantages of applying virtual learning environments in the study process. The applied methods include analysis of scholarly literature and documents, qualitative research. The article presents the analysis of open-ended questions about the advantages and disadvantages of virtual learning environments. The research sample included 106 third year university students. Technically the accessibility of studies is developed but the personal individuality and exceptionality of individual needs are trivialized to convenience of learning when the place and time for learning can chose. If the main focus of studies is diverted from the personality growth, building up of individual's values and worldview to technologization exclusively, a passive consumer society, whose members are not ready to assume responsibility and do not justify the essential idea of higher education, is developed. Unbalanced workload of highly qualified specialists in higher education institutions does not create the anticipated economic value, economic and social wellbeing or added value. Appropriate distribution of responsibilities establishes conditions for development of culture and building up personalities.
Звіти організацій з теми "Justice in organisations"
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Carter, Becky. Women’s and Girls’ Experiences of Security and Justice in Somaliland. Institute of Development Studies (IDS), February 2021. http://dx.doi.org/10.19088/k4d.2021.077.
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This rapid review seeks to provide an overview of the publicly available literature from the academic, donor, and non-government organisation sources on women’s and girls’ experiences of statutory and customary security and justice in Somaliland. In Somaliland women and girls experience poor security, with high rates of sexual and gender-based violence (SGBV), and significant barriers to gender equality in the pluralistic legal system. The predominant clan-based customary justice system, along with conservative social norms and religious beliefs, discriminates against women and girls, while weak formal state institutions are not able to deliver accessible and effective justice for vulnerable and marginalised groups. Social stigma silences SGBV survivors and their families, with many rape crimes resolved through customary compensation or marriage. National and international organisations have undertaken various activities to promote gender equality in security and justice, with support provided to formal and informal security and justice institutions and actors at national and local levels, as well as initiatives to empower women and girls.
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García-Dory, Fernando, Ella Houzer, and Ian Scoones. Livestock and Climate Justice: Challenging Mainstream Policy Narratives. Institute of Development Studies (IDS), October 2021. http://dx.doi.org/10.19088/1968-2021.128.
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In discussions around food systems and the climate, livestock is often painted as the villain. While some livestock production in some places contributes significantly to climate change, this is not universally the case. This article focuses on pastoral production systems – extensive, often mobile systems using marginal rangelands across around half of the world’s surface, involving many millions of people. By examining the assumptions behind standard calculations of greenhouse gas emissions, a systematic bias against pastoralism is revealed. Many policy and campaign stances fail to discriminate between different material conditions of production, lumping all livestock systems together. Injustices arise through the framing of debates and policy knowledge; through procedures that exclude certain people and perspectives; and through the distributional consequences of policies. In all cases, extensive livestock keepers lose out. In reflecting on the implications for European pastoralism, an alternative approach is explored where pastoralists’ knowledge, practices and organisations take centre‑stage.
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Gordon, Eleanor, and 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, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.
Повний текст джерелаАнотація:
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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Delgado, María. Political Advocacy in Colombia: Impact Evaluation of the “Building peace by securing rights for victims of conflict and violence in Colombia” project. Oxfam GB, October 2021. http://dx.doi.org/10.21201/2021.8120.
Повний текст джерелаАнотація:
The “Building peace by securing rights for victims of conflict and violence in Colombia” project was implemented by Oxfam in Colombia and a network of partners from 2015-2019. It focused on helping victims and Colombian human rights and peace organisations to strengthen their capacities to demand justice for rights violations and to advocate for a more favourable environment to the recognition of victim's rights. The assessment focused on the effectiveness of the project in relation to outcomes extracted from the Theory of Change. It used a combination of participatory methods and tools, the main method being process tracing, a qualitative research method that is useful for inferring causal relationships as well as contribution analysis. The report provides evidence of strengthened capacities at different levels and concludes that the advocacy work carried out as part of the project has demonstrated high levels of effectiveness. Read the full report to find out more.
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Haider, Huma. Political Settlements: The Case of Moldova. Institute of Development Studies, May 2022. http://dx.doi.org/10.19088/k4d.2022.065.
Повний текст джерелаАнотація:
The new elite in post-1991 independent Moldova gradually captured state institutions, while internal drivers of reforms have generally been weak. Civil society has had limited effectiveness; and the media is largely dominated by political and business circles (BTI, 2022). The Moldovan diaspora has emerged in recent years, however, as a powerful driver of reform. In addition, new political parties and politicians have in recent years focused on common social and economic problems, rather than exploiting identity and geopolitical cleavages. These two developments played a crucial role in the transformative changes in the presidential and parliamentary elections in 2020 and 2021, respectively.1 The new Moldovan leadership has experienced many challenges, however, in achieving justice and anti-corruption reforms—the primary components of their electoral platform—due to the persistence of rent-seeking and corruption in the justice sector (Minzarari, 2022). This rapid review examines literature—primarily academic and non-governmental organisation (NGO)-based—in relation to the political settlement of Moldova. It provides an overview of the political settlement framework and the political history of Moldova. It then draws on the literature to explore aspects of the social foundation and the power configuration in Moldova; and implications for governance and inclusive development. The report concludes with recommendations for government, domestic reformers, Moldovan society, and donors for improving inclusive governance and development in Moldova, identified throughout the literature. This report does not cover political settlement in relation to Transnistria.
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Quak, Evert-jan. Russia’s Approach to Civilians in the Territories it Controls. Institute of Development Studies (IDS), March 2022. http://dx.doi.org/10.19088/k4d.2022.041.
Повний текст джерелаАнотація:
This rapid review synthesises the literature from academic sources, knowledge institutions, non-governmental organisations (NGOs), and trusted independent media outlets on the approach used by the Russian government to provide any support or services to civilians in the territories it controls. The rapid review concludes that Russia provides economic, social, government, and military support to de facto states that it controls, such as Abkhazia, South Ossetia, Transnistria and the Donbas region. Russia covers large parts of the state’s budget of these separatist regions. This review uses the term aid referring to a wide range of support, such as humanitarian, social safety nets, basic services, infrastructure, state development, and security. Due to the lack of transparency on the Russian aid money that flows into the regions that are the subject of this review, it is impossible to show disaggregated data, but rather a broader overview of Russian aid to these regions. Russia used humanitarian aid and assistance to provide for civilians. During armed conflict it provided, to some extent, food, and medicines to the people. However, from the literature Russia has used humanitarian aid and assistance as an instrument to pursue broader policy goals that could not be defined as humanitarian in nature. Russia often relied on the language of humanitarianism to strengthen its credentials as a neutral and impartial actor and to justify its continued support for the residents and de facto authorities of Abkhazia, South Ossetia, and Transnistria, to secure its aim to strengthen the political and social ties with these regions while weakening their allegiance to Georgia and Moldova. As the humanitarian activities to the Donbas region in eastern Ukraine demonstrate, the Russian state is not willing to allow scrutiny of their humanitarian aid by independent organisations. Mistrust, corruption, and the use of aid for propaganda, even smuggling arms into the separatist region, are commonly mentioned by trusted sources. After a conflict becomes more stabilised, Russia’s humanitarian aid becomes more of a long-term strategic “friendship”, often sealed in a treaty to integrate the region into the Russian sphere, such as the cases of South Ossetia, Abkhazia, and Transnistria clearly show. Although all these separatist regions rely on Russia (economically, politically, and through Russia’s military presence), this does not mean that they always do exactly what Russia wants, which is particularly the case for Abkhazia and Transnistria.
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Rousseau, Henri-Paul. Gutenberg, L’université et le défi numérique. CIRANO, December 2022. http://dx.doi.org/10.54932/wodt6646.
Повний текст джерелаАнотація:
Introduction u cours des deux derniers millénaires, il y a eu plusieurs façons de conserver, transmettre et même créer la connaissance ; la tradition orale, l’écrit manuscrit, l’écrit imprimé et l’écrit numérisé. La tradition orale et le manuscrit ont dominé pendant plus de 1400 ans, et ce, jusqu’à l’apparition du livre imprimé en 1451, résultant de l’invention mécanique de Gutenberg. Il faudra attendre un peu plus de 550 ans, avant que l’invention du support électronique déloge à son tour le livre imprimé, prenant une ampleur sans précédent grâce à la révolution numérique contemporaine, résultat du maillage des technologies de l’informatique, de la robotique et de la science des données. Les premières universités qui sont nées en Occident, au Moyen Âge, ont développé cette tradition orale de la connaissance tout en multipliant l’usage du manuscrit créant ainsi de véritables communautés de maîtres et d’étudiants ; la venue de l’imprimerie permettra la multiplication des universités où l’oral et l’écrit continueront de jouer un rôle déterminant dans la création et la transmission des connaissances même si le « support » a évolué du manuscrit à l’imprimé puis vers le numérique. Au cours de toutes ces années, le modèle de l’université s’est raffiné et perfectionné sur une trajectoire somme toute assez linéaire en élargissant son rôle dans l’éducation à celui-ci de la recherche et de l’innovation, en multipliant les disciplines offertes et les clientèles desservies. L’université de chaque ville universitaire est devenue une institution florissante et indispensable à son rayonnement international, à un point tel que l’on mesure souvent sa contribution par la taille de sa clientèle étudiante, l’empreinte de ses campus, la grandeur de ses bibliothèques spécialisées ; c’est toutefois la renommée de ses chercheurs qui consacre la réputation de chaque université au cours de cette longue trajectoire pendant laquelle a pu s’établir la liberté universitaire. « Les libertés universitaires empruntèrent beaucoup aux libertés ecclésiastiques » : Étudiants et maîtres, qu'ils furent, ou non, hommes d'Église, furent assimilés à des clercs relevant de la seule justice ecclésiastique, réputée plus équitable. Mais ils échappèrent aussi largement à la justice ecclésiastique locale, n'étant justiciables que devant leur propre institution les professeurs et le recteur, chef élu de l’université - ou devant le pape ou ses délégués. Les libertés académiques marquèrent donc l’émergence d'un droit propre, qui ménageait aux maîtres et aux étudiants une place à part dans la société. Ce droit était le même, à travers l'Occident, pour tous ceux qui appartenaient à ces institutions supranationales que furent, par essence, les premières universités. À la fin du Moyen Âge, l'affirmation des États nationaux obligea les libertés académiques à s'inscrire dans ce nouveau cadre politique, comme de simples pratiques dérogatoires au droit commun et toujours sujettes à révision. Vestige vénérable de l’antique indépendance et privilège octroyé par le prince, elles eurent donc désormais un statut ambigu » . La révolution numérique viendra fragiliser ce statut. En effet, la révolution numérique vient bouleverser cette longue trajectoire linéaire de l’université en lui enlevant son quasi monopole dans la conservation et le partage du savoir parce qu’elle rend plus facile et somme toute, moins coûteux l’accès à l’information, au savoir et aux données. Le numérique est révolutionnaire comme l’était l’imprimé et son influence sur l’université, sera tout aussi considérable, car cette révolution impacte radicalement tous les secteurs de l’économie en accélérant la robotisation et la numérisation des processus de création, de fabrication et de distribution des biens et des services. Ces innovations utilisent la radio-identification (RFID) qui permet de mémoriser et de récupérer à distance des données sur les objets et l’Internet des objets qui permet aux objets d’être reliés automatiquement à des réseaux de communications .Ces innovations s’entrecroisent aux technologies de la réalité virtuelle, à celles des algorithmiques intelligentes et de l’intelligence artificielle et viennent littéralement inonder de données les institutions et les organisations qui doivent alors les analyser, les gérer et les protéger. Le monde numérique est né et avec lui, a surgi toute une série de compétences radicalement nouvelles que les étudiants, les enseignants et les chercheurs de nos universités doivent rapidement maîtriser pour évoluer dans ce Nouveau Monde, y travailler et contribuer à la rendre plus humain et plus équitable. En effet, tous les secteurs de l’activité commerciale, économique, culturelle ou sociale exigent déjà clairement des connaissances et des compétences numériques et technologiques de tous les participants au marché du travail. Dans cette nouvelle logique industrielle du monde numérique, les gagnants sont déjà bien identifiés. Ce sont les fameux GAFAM (Google, Apple, Facebook, Amazon et Microsoft) suivis de près par les NATU (Netflix, Airbnb, Tesla et Uber) et par les géants chinois du numérique, les BATX (Baidu, Alibaba, Tenant et Xiaomi). Ces géants sont alimentés par les recherches, les innovations et les applications mobiles (APPs) créées par les partenaires de leurs écosystèmes regroupant, sur différents campus d’entreprises, plusieurs des cerveaux qui sont au cœur de cette révolution numérique. L’université voit donc remise en question sa capacité traditionnelle d’attirer, de retenir et de promouvoir les artisans du monde de demain. Son aptitude à former des esprits critiques et à contribuer à la transmission des valeurs universelles est également ébranlée par ce tsunami de changements. Il faut cependant reconnaître que les facultés de médecine, d’ingénierie et de sciences naturelles aux États-Unis qui ont développé des contacts étroits, abondants et suivis avec les hôpitaux, les grandes entreprises et l’administration publique et cela dès la fin du 19e siècle ont été plus en mesure que bien d’autres, de recruter et retenir les gens de talent. Elle ont énormément contribué à faire avancer les connaissances scientifiques et la scolarisation en sciences appliquées ..La concentration inouïe des Prix Nobel scientifiques aux États-Unis est à cet égard très convaincante . La révolution numérique contemporaine survient également au moment même où de grands bouleversements frappent la planète : l’urgence climatique, le vieillissement des populations, la « déglobalisation », les déplacements des populations, les guerres, les pandémies, la crise des inégalités, de l’éthique et des démocraties. Ces bouleversements interpellent les universitaires et c’est pourquoi leur communauté doit adopter une raison d’être et ainsi renouveler leur mission afin des mieux répondre à ces enjeux de la civilisation. Cette communauté doit non seulement se doter d’une vision et des modes de fonctionnement adaptés aux nouvelles réalités liées aux technologies numériques, mais elle doit aussi tenir compte de ces grands bouleversements. Tout ceci l’oblige à s’intégrer à des écosystèmes où les connaissances sont partagées et où de nouvelles compétences doivent être rapidement acquises. Le but de ce texte est de mieux cerner l’ampleur du défi que pose le monde numérique au milieu universitaire et de proposer quelques idées pouvant alimenter la réflexion des universitaires dans cette démarche d’adaptation au monde numérique. Or, ma conviction la plus profonde c’est que la révolution numérique aura des impacts sur nos sociétés et notre civilisation aussi grands que ceux provoqués par la découverte de l’imprimerie et son industrialisation au 15e siècle. C’est pourquoi la première section de ce document est consacrée à un rappel historique de la révolution de l’imprimerie par Gutenberg alors que la deuxième section illustrera comment les caractéristiques de la révolution numérique viennent soutenir cette conviction si profonde. Une troisième section fournira plus de détails sur le défi d’adaptation que le monde numérique pose aux universités alors que la quatrième section évoquera les contours du changement de paradigme que cette adaptation va imposer. La cinquième section servira à illustrer un scénario de rêves qui permettra de mieux illustrer l’ampleur de la gestion du changement qui guette les universitaires. La conclusion permettra de revenir sur quelques concepts et principes clefs pour guider la démarche vers l’action. L’université ne peut plus « être en haut et seule », elle doit être « au centre et avec » des écosystèmes de partenariats multiples, dans un modèle hybride physique/virtuel. C’est ainsi qu’elle pourra conserver son leadership historique de vigie du savoir et des connaissances d’un monde complexe, continuer d’établir l’authenticité des faits et imposer la nécessaire rigueur de la science et de l’objectivité.
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Hunter, Fraser, and Martin Carruthers. Scotland: The Roman Presence. Society of Antiquaries of Scotland, June 2012. http://dx.doi.org/10.9750/scarf.06.2012.104.
Повний текст джерелаАнотація:
The main recommendations of the panel report can be summarised under five key headings: Scotland in the Roman world: Research into Roman Scotland requires an appreciation of the wider frontier and Empire-wide perspectives, and Scottish projects must be integrated into these wider, international debates. The rich data set and chronological control that Scotland has to offer can be used to inform broader understandings of the impact of Rome. Changing worlds: Roman Scotland’s rich data set should be employed to contribute to wider theoretical perspectives on topics such as identity and ethnicity, and how these changed over time. What was the experience of daily life for the various peoples in Roman Scotland and how did interactions between incomers and local communities develop and change over the period in question, and, indeed, at and after its end? Frontier Life: Questions still remain regarding the disposition and chronology of forts and forces, as well as the logistics of sustaining and supplying an army of conquest and occupation. Sites must be viewed as part of a wider, interlocking set of landscapes, and the study of movement over land and by sea incorporated within this. The Antonine Wall provides a continuing focus of research which would benefit from more comparison with frontier structures and regimes in other areas. Multiple landscapes: Roman sites need to be seen in a broader landscape context, ‘looking beyond the fort’ and explored as nested and interlocking landscapes. This will allow exploration of frontier life and the changing worlds of the Roman period. To do justice to this resource requires two elements: o Development-control archaeology should look as standard at the hinterland of forts (up to c.1 km from the ‘core’), as sensitive areas and worthy of evaluation; examples such as Inveresk show the density of activity around such nodes. The interiors of camps should be extensively excavated as standard. o Integrated approaches to military landscapes are required, bringing in where appropriate topographical and aerial survey, LIDAR, geophysics, the use of stray and metal-detected finds, as well as fieldwalking and ultimately, excavation. The Legacy of Rome: How did the longer term influence of the Romans, and their legacy, influence the formation, nature and organisation of the Pictish and other emergent kingdoms?
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Pickard, Justin, Shilpi Srivastava, Mihir R. Bhatt, and Lyla Mehta. SSHAP In-Focus: COVID-19, Uncertainty, Vulnerability and Recovery in India. Institute of Development Studies (IDS), November 2020. http://dx.doi.org/10.19088/sshap.2021.011.
Повний текст джерелаАнотація:
This paper addresses COVID-19 in India, looking at how the interplay of inequality, vulnerability, and the pandemic has compounded uncertainties for poor and marginalised groups, leading to insecurity, stigma and a severe loss of livelihoods. A strict government lockdown destroyed the incomes of farmers and urban informal workers and triggered an exodus of migrant workers from Indian cities, a mass movement which placed additional pressures on the country's rural communities. Elsewhere in the country, lockdown restrictions and pandemic response have coincided with heatwaves, floods and cyclones, impeding disaster response and relief. At the same time, the pandemic has been politicised to target minority groups (such as Muslims, Dalits), suppress dissent, and undermine constitutional values. The paper focuses on how COVID-19 has intersected with and multiplied existing uncertainties faced by different vulnerable groups and communities in India who have remained largely invisible in India's development story. With the biggest challenge for government now being to mitigate the further fall of millions of people into extreme poverty, the brief also reflects on pathways for recovery and transformation, including opportunities for rural revival, inclusive welfare, and community response. This brief is based on a review of existing published and grey literature, and 23 interviews with experts and practitioners from 12 states in India, including representation from domestic and international NGOs, and local civil society organisations. It was developed for the Social Science in Humanitarian Action Platform (SSHAP) by Justin Pickard, Shilpi Srivastava, Lyla Mehta (IDS), and Mihir R. Bhatt. Some of the cases draw on ongoing research of the TAPESTRY project, which explores bottom-up transformations in marginal environments across India and Bangladesh.
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Cadre de travail sur les opportunités 2020: Identifier les opportunités d’investissement dans la sécurisation des droits de tenure collectifs au sein des forêts des pays à revenu faible et intermédiaire. Rights and Resources Initiative, June 2021. http://dx.doi.org/10.53892/jwjy2279.
Повний текст джерелаАнотація:
Les peuples autochtones, les communautés locales et les Afro-descendants (PA, CL & AD) — près de 2,5 milliards de personnes — gèrent de façon coutumière plus de 50% de la masse terrestre mondiale, mais les gouvernements ne reconnaissent la légalité de leur propriété que sur 10% (RRI, 2015). Heureusement, des progrès ont été réalisés ces dernières années pour remédier à cette injustice historique, car les gouvernements ont commencé à adopter des lois et à parvenir à des décisions de justice reconnaissant l’utilisation et la propriété historiques et coutumières de ces terres. Un récent bilan montre que depuis 2002, au moins quatorze nouveaux pays ont adopté des lois obligeant les gouvernements à reconnaître ces droits. De même, des décisions de justice allant dans le bon sens ont été rendues au niveau national et régional dans de nombreux pays en faveur de la reconnaissance officielle des droits fonciers et forestiers collectifs des peuples autochtones, des communautés locales et des Afro-descendants. Les études de RRI démontrent que si seulement sept pays mettaient en œuvre ces nouvelles lois, politiques et décisions de justice, plus de 176 millions d’hectares seraient transférés du gouvernement vers les autochtones, les communautés locales et les Afro-descendants, ce qui bénéficierait à plus de 200 millions de personnes (RRI, 2018). L’objet de ce rapport, et du Cadre de travail lui-même, se limite à la reconnaissance formelle des droits fonciers et forestiers (c’est-à-dire la délimitation, la cartographie, l’enregistrement, etc.). Il n’évalue pas les étapes importantes et ultérieures du renforcement de la gouvernance communautaire ou territoriale, l’application de ces droits par les gouvernements ou les capacités nécessaires pour permettre aux organisations autochtones, locales et d’Afro-descendants de gérer ou d’exploiter leurs ressources ou de s’engager dans des entreprises ou des activités de développement économique – qui sont toutes essentielles pour une conservation et un développement durable et autodéterminé. Ce Cadre de travail se concentre sur la première étape de ce processus plus long.