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Статті в журналах з теми "Organisational adaptations":
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Plowman, Penelope J. "Participatory methodologies for intersectional research in organisations." Journal of Organizational Ethnography 5, no. 1 (March 14, 2016): 28–43. http://dx.doi.org/10.1108/joe-02-2015-0010.
Анотація:
Purpose – The purpose of this paper is to explore what it means to do intersectional research in an organisational ethnographic case study addressing gender, race, power and change. The main contribution of this paper is a methodological one. The focus is on the relevance and experience of adapting two qualitative research methods – diary study and photographic method. Design/methodology/approach – The paper describes the design, implementation and impact of the diary and photographic methods. Both research methods combine personal reflection with group dialogue. The case study is framed by feminist analysis of the gendered organisation and examines subjectivities and gender power relations embedded in organisational culture. Findings – Insights from the case study indicate the importance of participatory methodologies for deepening organisational research in the context of an organisational ethnography; the adaptability of the diary and photo methods; the effectiveness of open questions for reflecting on race and gender when participants know the research context; the significance of reflexive practice; the importance of a process approach for organisational analysis and change. Research limitations/implications – The case study findings are generalisable. The adaptations of the two key methods are applicable for research in practice. The concrete methodologies are significant for intersectional research inside organisations. The choice of intersections to be studied will depend on the research context. Practical implications – The case study shows methodological refinements for researching gender, power and difference inside organisations. Originality/value – The paper provides methodological insights into how to conduct intersectional and deep organisational research.
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Ambrož, Milan, and Martina Praprotnik. "Organisational Effectiveness and Customer Satisfaction." Organizacija 41, no. 5 (September 1, 2008): 161–73. http://dx.doi.org/10.2478/v10051-008-0018-2.
Анотація:
Organisational Effectiveness and Customer SatisfactionThis paper presents a test of the relationship between organizational culture as a crucial indicator of organizational effectiveness and customer satisfaction using service-unit data from two health resorts. Ensuring survival of the service organisation in the long run requires adaptations which are oriented towards achieving maximum customer satisfaction. This study intended to unveil the effect organisational factors have on customer service orientation from the customer and employee point of view within a two health resort service setting. The finding suggests that when trying to predict the comparative degree which organisational effectiveness factors have in satisfying customers' needs, performance, adaptability and mission can be of the highest importance. Some effects like performance were uniform for employees and customers, while others varied depending on the organisation and the customer or employee group. Furthermore, findings suggest that service performance and organisation mission of the service organisation predict customer satisfaction based on established and proven health services. In this context there is no room for innovation, despite the fact that employees and customers do not share similar views about the impact of organisational effectiveness. Developing an effective service organisation can provide a competitive advantage to the organisation. Critical for the success of the service organisation is that organisational agents have a clear view of the existing organisation effectiveness and a clear view of the customer expectations in this area.
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Levin, Arnold Craig. "Changing the role of workplace design within the business organisation: A model for linking workplace design solutions to business strategies." Journal of Facilities Management 3, no. 4 (December 1, 2005): 299–311. http://dx.doi.org/10.1108/14725960510630489.
Анотація:
With the continuous changing nature of work and increasing demands on business organisations to remain competitive and to continually innovate, while controlling ever increasing real estate costs, the role of the workplace remains the battle ground between an organisation's cost savings strategy, its efforts to retain the status quo, serve as a facilitator of change and stand as a visual statement of the brand. While organisations continue to build facilities that range from newer adaptations of their previous model to what some may deem radical departures with the goal of creating new ways of working, the selection of what course of planning direction to take is still often left to a methodology that is removed from the long‐term strategic objectives of the organisation. Even organisations wishing to use the workplace as an enabler of transformation rely on the imagery of more open and collaborative work areas as the basis for change. Rarely is a connection made to the business strategy and business model of the organisation. Recognising that no matter what the organisational model, work processes are becoming more and more collaborative in nature, businesses appear to be confusing the design of collaborative workspaces with connections to a business strategy. This has created a vacuum in the perception of the role of the workplace within the business organisation and on the way in which workplace‐planning concepts are developed by design consultants. This paper attempts to identify the underlying issues that differentiate workplace design from workplace design strategies and to present a new way of developing these strategies that will change the perceived role of the workplace within the organisation.
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Hammah, Noriss Kweku, and Rahinah Ibrahim. "Workflow Complexities of Fit Criteria on Strategy Applications and Structure Adaptations." Journal of Information & Knowledge Management 14, no. 02 (June 2015): 1550017. http://dx.doi.org/10.1142/s0219649215500173.
Анотація:
In studying the correlation between structure–strategy and workflow process, empirical research has shown that knowledge flow has an influence on professional team workflow performance. Using multiple sources of case study evidence, we propose a contingent model of a criteria fit in which the effect of structure on strategies is efficiency of Knowledge Applicability (KA) and effectiveness of Knowledge Adaptability (KA). A case study analysis of building permit approval processing by the Town and Country Planning Department (TCPD) and the various planning agencies in Ghana finds strong support for the model explaining that structure is the measurement attribute determining the efficiency and effectiveness of knowledge flow. A framework of four types of KA is outlined. These show that the viability of organisations is contingent on adaptations of efficient structure and applications of effective strategies. With an emphasis on two organisational environmental variables (uncertainty and equivocality) and structural configuration, we demonstrated the impact of formalisation and centralisation on knowledge flow and workflow process using Virtual Design Team Computational Organisational Theory (VDTCOT).
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Harkouk, Hakim, Patrick Castel, Lucile Hervouët, and Dominique Fletcher. "Qualitative analysis of the organisational response of a university hospital during the first wave of the COVID-19 crisis." BMJ Open Quality 11, no. 2 (June 2022): e001817. http://dx.doi.org/10.1136/bmjoq-2022-001817.
Анотація:
BackgroundThe COVID-19 pandemic has required urgent organisational and managerial adaptation, with hospital medical and administrative leaders under considerable pressure.MethodsAt a single French university hospital, we performed a sociological analysis of management adaptation by medical and administrative leaders during the first wave of the COVID-19 crisis. Two sociologists performed interviews with representative members of staff from all the structures involved in managing the crisis to analyse adaptation and the solutions found during this period.ResultsThe answers collected during interviews were classified into three main topics describing the organisational adaptations of the hospital staff during the COVID-19 crisis: (1) exceptional mobilisation and collaboration; (2) crisis management based primarily on the principle of subsidiarity; and (3) survival of the administrative structure with interventions to support caregivers.ConclusionThis study, focusing on a single hospital, identified a number of factors associated with successful mobilisation in the very specific conditions of this viral pandemic.
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Chinomona, Elizabeth. "Organisational citizenship behaviour and employee perception of equity on organisational commitment." Corporate Ownership and Control 14, no. 1 (2016): 230–40. http://dx.doi.org/10.22495/cocv14i1c1p6.
Анотація:
Small and Medium Enterprises (SMEs) are regarded as engines of economic growth and major instruments of employment generation in Zimbabwe. However, they are hampered by a lack of resources, poor administration and the inadequate knowledge and training of employees. The primary objective of the research was to investigate the influence of organisational citizenship behaviour (OCB) and employee perception of equity (EPE) on organisational commitment (OC) in Zimbabwean SMEs. A survey design with a sample (n=464) was used. Research scales were operationalised mainly on the basis of previous work. Minor adaptations were made in order to fit the current research context and purpose. Seven-item Likert scales were used to measure OCB, EPE and OC through confirmatory factor analysis and structural equation modelling. Through structural equation modelling and path analysis, the results indicated that there are positive relationships between the posited research variables (OCB, EPE and OC). Practical recommendations are made to the managers in the SME sector to adopt professional codes of conduct at their workplace to enhance OCBs, EPE and ultimately, OC.
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Teoh, Yen Tjuin Eugene, and Yi Jia Lim. "Lost in transition-Newly qualified registered nurses and their transition to practice journey in the first six months: A qualitative descriptive study." Journal of Nursing Education and Practice 9, no. 7 (March 25, 2019): 38. http://dx.doi.org/10.5430/jnep.v9n7p38.
Анотація:
Background and objective: Poor transition to practice during the first year of graduate nurses' employment causes compromised patient care and a high staff turnover. Globally, as the world grapples with an ageing population and increasing healthcare demands, it is imperative to retain newly qualified Registered Nurses to sustain the nursing workforce. Objectives: To explore newly qualified Registered Nurses on their transition to practice journey during their first six months of employment.Methods: Design: A qualitative descriptive design. Settings: A large metropolitan public hospital in Singapore. Participants: A purposive sample of eleven newly qualified Registered Nurses with six months of graduate working experience. Methods: One-to-one semi-structured interviews were conducted, audio-taped and transcribed verbatim. Thematic analysis was employed in this study.Results: Three themes emerged from the data analysis: personal adaptations, professional adaptations and organisational adaptations. Subthemes of personal adaptations include a new experience, seeking help and coping with transition. Under professional adaptations, the subthemes are accountability, coordination, interprofessional relationships and knowledge. Subthemes of organisational adaptations are staff support, working environment and transition to practice programme.Conclusions: The findings emphasized the importance of establishing responsibilities, performance expectations and appropriate workplace behaviors guidelines, and to bridge the gap between transition to practice programme and preceptorship is also necessary.
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Zhan, Yuanzhu, Kim Hua Tan, Leanne Chung, Lujie Chen, and Xinjie Xing. "Leveraging social media in new product development: organisational learning processes, mechanisms and evidence from China." International Journal of Operations & Production Management 40, no. 5 (May 4, 2020): 671–95. http://dx.doi.org/10.1108/ijopm-04-2019-0318.
Анотація:
PurposeThe main purpose of this paper is to investigate how social media can provide important platforms to facilitate organisational learning and innovation in new product development (NPD) process.Design/methodology/approachUsing a multiple case-study approach, this study assesses qualitative data collected via 56 interviews from 13 world-leading Chinese companies in the high-technology industry.FindingsThe study identified three distinct types of organisational learning mechanisms for firms to extract potential innovation inherent in social media. It further determined various organisational enablers that facilitate the connections between these mechanisms and NPD performance.Research limitations/implicationsThis research contributes to the emerging literature on digital product development and organisational learning. The cases were conducted in the Chinese context, hence, the results may not be fully generalisable to other organisations, industries and countries without appropriate re-contextualisation.Practical implicationsThe empirical evidence showcases the various mechanisms adopted by managers in different NPD phases. It identifies several technological and organisational adaptations that managers can apply to smartly scale their social presence and facilitate NPD.Originality/valueDespite the exponential growth of social media use in identifying and interacting with external stakeholders, managerial practice and academic research have paid little attention to how social media can be leveraged for NPD. The value of this research comes from applying a qualitative method to gain in-depth insights into the mechanisms for leveraging social media to facilitate innovation in NPD.
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Ryan, Irene. "From “blue sky” to real world research." Qualitative Research in Organizations and Management: An International Journal 13, no. 3 (September 10, 2018): 235–49. http://dx.doi.org/10.1108/qrom-10-2016-1452.
Анотація:
Purpose The purpose of this paper is to share reflective insights on three key questions of concern to critical diversity scholars: what influences play a part in framing a research project and the research questions, what determines the chosen methodology and what knowledge contributions do we want our research to make? Design/methodology/approach The paper, drawing on organisational ethnography, incorporates key fieldwork experiences to provide reflective insights on an innovative research project design conducted in multiple organisation sites. Findings The paper highlights the author’s learning from the conceptualisation of an innovative research project to the actual “doing” of what was proposed. It reflects on the unforeseen dilemmas that required continual adaptations be made because of the shifting demands of the research settings. Practical implications The paper is important as it provides the sharing of ideas into the influences that shaped a major piece of externally funded research and highlights a range of practical considerations if planning a critical diversity research project where negotiating access to organisations is required. Originality/value By reflecting on some important learning and insights into the crafting of an innovative research project and the challenges of enacting what was proposed, the paper is of value to post-doctoral and early career scholars and/or researchers interested in some insights into operationalising an organisational ethnographic methodology.
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Phua, Keng Yung. "“Contramodernist Buddhism” in a Global City-State: Shinnyo-en in Singapore." Religions 13, no. 3 (March 21, 2022): 265. http://dx.doi.org/10.3390/rel13030265.
Анотація:
This article outlines the arrival and adaptation of Shinnyo-en as an example of contramodernist Buddhism in Singapore. Shinnyo-en’s contramodernist spirituality focuses on its founding Itō family. The arrival of Shinnyo-en is situated within the larger contexts of the Singapore–Japan relationship. Social memories of the Japanese occupation lingered within the population amidst increasing Japanese Foreign Domestic Investments in Singapore. These transnational migration trends brought Shinnyo-en practitioners and Shinnyo-en itself to Singapore. Simultaneously, Singapore’s government had been actively monitoring and regulating religious groups in order to maintain religious harmony, societal wellbeing, and ensure the separation of religion and politics in Singapore. This study explores the adaptations of Shinnyo-en’s organisational structure, religious practices, and activities in Singapore from 1983 to 2021. It argues that Shinnyo-en has actively adapted to the Singapore context and has actively courted the state for its political survival, adjusting its activities to gain social recognition from Singapore society as a Buddhist organisation. Despite these adaptations, Shinnyo-en Singapore retains its contramodernist Buddhist spirituality, focusing on its founding Itō family. This article highlights the integration of Shinnyo-en’s contramodernist beliefs within Shinnyo-en’s activities and how this contramodernist spirituality mobilises support for selected social causes through its practitioners.
Дисертації з теми "Organisational adaptations":
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Lweya, Kennedy Bisani. "The implications of adaptations in organisational capacity and cultures for the provision of microfinance in Malawi." Thesis, University of Reading, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.553111.
Анотація:
This research study examined the implications of adaptations in organisational capacity and cultures of microfinance organisations (MFOs) in Malawi. It was conducted on the premise of three main turning points which impacted on the micro finance environment: ensuing macro-economic reforms following the adoption Structural Adjustment Programmes in 1981; political changes following the adoption of a multi-party democracy in 1993/94, and a new global paradigm shift towards commercialisation of microfinance. A case study approach was used to study three different types of MFOs: a Government owned company - the Malawi Rural Finance Company (MRFC) originally the Smallholder Agricultural Credit Administration (SACA), an NGO - FINCA Malawi and a member owned credit union - the Malawi Union of Savings and Credit Co-operatives (MUSCCO). Using the concept of the cultural web, the study analysed the paradigm shift towards commercialisation among the three case study MFOs and its impact on micro and small enterprises (MSEs). Changes in the macro-economic and political environment manifested by a competitive market and a pluralist political system triggered the dissolution of SACA due to its inefficiency, mismanagement and heavy politicisation. This led to the formation of MRFC. Whereas SACA pursued a 'welfarist' approach to financial service prOVISIon, MRFC adopted an 'institutionist' approach characterised by commercialisation of financial services. FINCA Malawi also pursued an 'institutionist' approach and continued to promote the "Village Banking" (VB) model. MUSCCO however, combined principles of both the 'welfarist' and 'institutionist' approaches. The study concludes with some learning points m the three MFOs' differential adaptations and commercialisation process: a government owned MFO shook off the image of its heavily politicised predecessor; an NGO operated as a "parallel" system to reach out to poor women, and a member owned MFO, coped with the changing environment by combining social and business principles. Therefore, provided there is a right balance, the culture of service and understanding of the poor, and banking can be complementary to each other for successful provision of microfinance services for the poor. However, the way this balance can be achieved may vary significantly according to the type of MFO and the context within which it is operating.
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AUBOURG, NATHALIE. "Adaptation ou sélection par l'environnement ? : apports et limites de l'écologie des populations à la problématique du changement organisationnel." Caen, 2000. http://www.theses.fr/2000CAEN0589.
Анотація:
La problematique du changement organisationnel oppose traditionnellement la perspective de l'adaptation a celle de la selection naturelle. L'objectif de cette recherche est de decrire et de comprendre l'evolution de la population des negociants en cafe au havre entre 1920 et 1954 a partir d'un courant theorique issu de l'ecologie des populations. Cet objectif peut etre resume par la question suivante : l'evolution de la population est-elle le resultat d'un processus de selection ou d'adaptation? en mettant en evidence deux groupes d'entreprises, les entreprises coloniales et les entreprises non coloniales, nos resultats donnent des elements plutot en faveur de la these de l'adaptation des organisations a leur environnement qu'a celle de la selection par l'environnement. D'autre part, nos resultats soulignent les apports et les limites de l'ecologie des populations et montrent le poids des facteurs d'environnement sur les strategies des negociants-importateurs de cafes.
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Rodrigues, de Carvalho de Sousa Vasconcelos Ana Cristina. "Defining discourses : discourse and the organisational adaptation of information systems." Thesis, Sheffield Hallam University, 2005. http://shura.shu.ac.uk/20473/.
Анотація:
The focus of this thesis is on the constitutive role of discourse in the organisational adaptation of information systems, an important aspect, although not often explored and relatively neglected in the literature, of the information systems development process and, beyond that, of the role of information systems in organisations within a constructivist and dialogical perspective. The thesis explores the dual aspect of how, on one hand, professional discourses define 'worldviews' over information systems and their organisational adaptation and, on the other hand, the premises around which these discourses are constructed and deployed, both in the literature and through an inductive and qualitative case study, based upon Grounded Theory principles. It analyses how different professional discourses explored tensions in the management of the information environment articulated around three major categories of issues, which acted as interpretative repertoires and discursive resources: i) representations of the information environment, expressed through the tension between information centripetalism and information centrifugalism; ii) models of information management approaches, expressed through the tension between a focus on process and a focus on meanings; iii) and, underlying the previous elements, assumptions about the nature and complexity of the environment, strategies for dealing with uncertainty and correlated models of learning and sense-making. These different categories of issues embody different tensions between forces that, it is argued, shaped the particular context of the University environment. In negotiated interaction contexts, different actors made claims to power by exploring different discursive practices leading to the organisational adaptation of information systems. But, while making use of these discursive resources, different actors also established contacts between forces and, agentically shaped different realities, forming new organisational identities and, in doing so, acted as a vehicle for the social re-shaping and adaptation of the organisational role of information systems.
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Taylor, Anna. "Urban climate adaptation as a process of organisational decision making." Doctoral thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/27554.
Анотація:
In a world that is increasingly urbanised, cities are recognised as critical sites for tackling problems of climate change, both by reducing greenhouse gas emissions and addressing the impacts of changing climate conditions. Unlike climate change mitigation, adaptation does not have one clear, commonly agreed collective goal. Governing and making decisions on climate adaptation in cities entails contestation over knowledge, values and preferences. Currently, the two dominant conceptualisations of adaptation are as cycles or pathways. Do these models adequately theorise what can be empirically observed in cities as to how climate adaptation is undertaken? Most research on urban climate adaptation emanates from the Global North, where political, scientific, economic and administrative systems are well established and well resourced. There is a dearth of empirical research from cities of the Global South contributing to the development of urban climate adaptation theory. This thesis contributes to addressing this gap in two ways. Firstly, by drawing on both conceptual and methodological resources from the field of organisational studies, notably the streams and rounds models of decision making, organisational ethnography and processual case research. Secondly, by conducting empirical case study research on three processes of city scale climate adaptation in Cape Town, South Africa, a growing city facing many development challenges where the local government began addressing climate adaptation over ten years ago. The three adaptation processes studied are: the preparation and adoption of city-wide sectoral climate adaptation plans; the creation of a City Development Strategy with climate resilience as a core goal; and the inclusion of climate change projections into stormwater masterplans. Data were gathered through interviews, participant observation, focus groups and document review, through embedded research within a formal knowledge co-production partnership between the University of Cape Town and the City of Cape Town government. Processual analysis and applied thematic analysis were used to test models of adaptation and decision making against data from the three case studies. The findings suggest that both the cycles and pathways models of climate adaptation inadequately represent the contested and contingent nature of decision making that prevail within the governance systems of cities such as Cape Town. Based on ethnographic knowledge of how Cape Town's local government undertakes climate adaptation, it is argued that the rounds model of decision making provides conceptual tools to better understand and represent how the process of climate adaptation in cities is undertaken; tools that can be used to enhance the pathways model. The study concludes that progress in adapting cities to a changing climate is currently constrained by both the problems and potential solutions or interventions being too technical for most politicians to deal with and prioritize and too political for most technical and administrative officials to design and implement. It calls for urban climate adaptation to be understood as distributed across a multitude of actors pursuing concurrent, discontinuous processes, and thereby focus needs to be on fostering collaboration and coordination, rather than fixating on single actors, policies, plans or projects.
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Денисенко, Павло Анатолійович, Павел Анатольевич Денисенко, and Pavlo Anatoliiovych Denysenko. "Optimisation of organisation structure as an adaptation mechanism." Thesis, Видавництво СумДУ, 2007. http://essuir.sumdu.edu.ua/handle/123456789/8254.
Анотація:
In the situation of transition economy one of the biggest problem is adaptation of firm activity to new forms and rules of business-making. It can be achieved by restructuring of organization system of management as a mechanism of changes implementation. Organizational forms of management in the conditions of vagueness of market and instability of external environment are expected to be characterized by the high degree of adaptability to the external environment and strengthening of role of operative management. It generates a tendency of restructuring to more decentralized and flexible structures in which particular employee gets larger responsibility, but at the same time rights to use assets and of personnel management are broadened out.
When you are citing the document, use the following link http://essuir.sumdu.edu.ua/handle/123456789/8254
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Wright, M. "Divestment, disintegration, organisational adaptation and control : Evidence from management buy-outs." Thesis, University of Nottingham, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.373628.
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Furneaux, Craig. "Variations on a routine : how selection-adaptation-retention dynamics create variety in organisational routines." Thesis, Queensland University of Technology, 2012. https://eprints.qut.edu.au/52838/1/Craig_Furneaux_Thesis.pdf.
Анотація:
The question "what causes variety in organisational routines" is of considerable interest to organisational scholars, and one to which this thesis seeks to answer. To this end an evolutionary theory of change is advanced which holds that the dynamics of selection, adaptation and retention explain the creation of variety in organisational routines. A longitudinal, multi-level, multi-case analysis is undertaken in this thesis, using multiple data collection strategies. In each case, different types of variety were identified, according to a typology, together with how selection, adaptation and retention contribute to variety in a positive or negative sense. Methodologically, the thesis makes a contribution to our understanding of variety, as certain types of variety only become evident when examined by specific types of research design. The research also makes a theoretical contribution by explaining how selection, adaptation and retention individually and collectively contribute to variety in organisational routines. Moreover, showing that routines could be stable, diverse, adaptive and dynamic at the same time; is a significant, and novel, theoretical contribution.
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Dada, Rehana. "Transformation adaptation: developing a framework for donor organisation support of climate change adaptation in resource poor communities." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/4158.
Анотація:
Poor communities already face severe challenges in meeting their basic needs, whether because of poor income opportunities, inadequate service delivery, or degraded ecosystems that can no longer support the needs of people. Non profit organisations who provide support for development are also challenged by financial restrictions and social and political structures that prevent or limit project development. Climate change is understood to have the most severe impact on the most vulnerable communities and sectors of communities by reducing the availability and accessibility of basic resources such as water, food and energy, impacting severely on human health and wellbeing, and further reducing the capacity of ecosystems to support livelihoods. This will add a layer of significant new complications to the ability of poor communities to maintain or improve standards of living, and further challenge non profit organisations that support such communitiesAnticipatory adaptation to climate change can reduce some of the impacts of climate change, and also address some key development stresses. This thesis aims to provide a framework that is relevant for supporting adaptation to climate change within the context of resource poor communities in a developing country. Non profit organisations and donor agencies could support success and autonomy in adaptation processes by making provision for locally defined understanding of adaptation, and locally determined processes and programmes. This can be taken further into implementation of programming that addresses local short term development priorities alongside, or as part of long term adaptation work. The research followed a number of steps involving a multitude of techniques including literature review, interviews, a survey, consultation with an expert group, further consultation with stakeholders, and a final electronic review. Its outcome is a strategy that can be used to support climate change adaptation in resource poor communities. A definition for adaptation is proposed as an interpretation of adaptation that is relevant in this context. The intended end goal of adaptation as defined in this research is a better form of development that : supports a harmonious and respectful relationship between humans and their natural resource base; averts further destructive global change or at the very least prevents it from becoming unmanageable; and manages the impacts of past and ongoing destructive change so that there is lowest possible loss of natural, human, or cultural resources. The term transformative adaptation emerged from the research processes to describe adaptation to climate change that concurrently addresses development challenges, is grounded in community development aspirations, integrates programming work across multiple thematic areas and approaches, and addresses the causes of climate change within adaptation interventions. The following broad guidelines are used to inform programming within the framework of transformative adaptation : Human communities are faced with an enormous challenge resulting from global change and sociopolitical injustices; Well planned anticipatory adaptation can limit exposure and vulnerability to at least some of the projected impacts of climate change; Adaptation to climate change incorporates a reduction of vulnerability to underlying development stresses, alongside a reduction of vulnerability to specific climate change stresses; Existing development work forms the foundation for adaptation interventions, acknowledging the interdependence of social, natural and economic systems and the need to maintain their health; Adaptation decision making is community based, and acknowledges that resource poor communities are best placed to establish their own development needs, drive implementation of interventions in own spaces, and identify own limits to adaptation; Adaptation work incorporates mitigation objectives so that the causes of climate change are addressed as part of the strategy for coping with climate change; Adaptation programming acknowledges the strong interlinkages between, and integrates work across, the thematic areas of water security, food sovereignty, energy security, land security, human wellbeing and livelihood diversity; Adaptation uses a broad set of approaches that spans research, knowledge sharing, advocacy, and investment in technology and infrastructure; There is flexibility in project design and implementation to allow room for experimentation with new concepts, and also to change design as knowledge, understanding, and geophysical, biophysical and sociopolitical conditions change.
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Kantor, Linda Sara. "Mindfulness training for individuals in organisations: application, adaptation and perceived value." Doctoral thesis, Faculty of Commerce, 2018. http://hdl.handle.net/11427/30155.
Анотація:
Recently, mindfulness training has garnered increasing interest from organizational practitioners and scholars. This research explores participants’ applications, experiences, and perceived impact of mindfulness for those who have undergone training outside of the workspace. Kabat-Zinn’s approach to Mindfulness-Based Interventions (MBIs) underpins and informs this research. I conducted semi-structured interviews with 53 participants working in a variety of organisational contexts. Participants had trained in one of three different MBIs: an 8-week Mindfulness-Based Stress Reduction Programme (MBSR), a two-year Mindful Leadership Programme as part of an Executive MBA programme, or a two-year Mindfulness Certification for professionals. Using an interpretive phenomenological approach and thematic analysis, I explored ways in which participants applied and shared mindfulness practice at work and home. I present the results in the form of an inductive model of mindfulness in the workplace. I distinguish some key individual meta-capacities (awareness of the wandering mind, embodiment, equanimity and kindness) and capacities developed (resilience, sense-of-self, multiple perspectives and possibility). I highlight how mindfulness enhanced the ability to work with difficult emotions, thoughts and sensations, opening participants up to new modes of relationship and new framings of productivity and power in the workplace. The transformation in the areas of productivity, power and relationality, could be tied in with the Buddhist concept of three poisons; greed (excessive productivity), hatred (competitive and aggressive workplace behaviours) and delusion (use and abuse of power at work). Mindfulness provides an antidote. The voices of participants highlight the intra and interpersonal effects and the potential and challenges of mindfulness practice in organisational contexts. This research offers some hopeful data and a deeper understanding of the potential of mindfulness training as a modality for transformation in the workplace. It offers this at a time where some critics question whether the use of mindfulness to improve work-life might lead to dilution and misappropriation of the practice. The model developed in this study contributes to Positive Organisational Scholarship (POS) literature and provides a map of how mindfulness might be of value in the workplace in the service of wisdom and compassion.
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Keith, Daniel James. "Party organisation and party adaptation : Western European communist and successor parties." Thesis, University of Sussex, 2011. http://sro.sussex.ac.uk/id/eprint/6897/.
Анотація:
This study examines the development of Western European Communist parties (WECPs) and their post-Communist successor parties. These parties had always adapted in surprising ways as they struggled in political systems that they sought to overthrow. Following the collapse of Communism in 1989 in central and Eastern Europe (CEE) they continued to amaze. Some reformed themselves dramatically, sacrificing or transforming their policies in search of office and votes. A number of them moved into mainstream politics and became more influential as other parties brought them into governing coalitions or they expanded at elections. Several WECPs disappeared but others resisted compromising their orthodox Marxism- Leninism. These hard-line Stalinist parties managed to remain significant players in their party systems. This in-depth study analyses the reasons behind the divergent trajectories of five WECPs and their post-Communist successor parties in the Netherlands, Sweden, Ireland and Portugal. It does this by importing and refining an analytical framework developed to explain the diverse adaptation of Communist parties in CEE. Extensive primary research based on elite interviews and the analysis of party programmes is used to evaluate the framework's usefulness and its implications for studying the trajectories of Communist parties in Western Europe (and beyond). There are two main empirical findings from this research. First, it was elites with experience in working with groups and institutions outside their parties that led efforts to reform WECPs, just as in CEE successor parties. Second, mid-level elites in WECPs were not necessarily hardliners bent on resisting reform. Their leaders could be extremely effective in advocating reforms and convincing members into supporting them, meaning that organisational democratisation could be compatible with reform. This meant that organisational centralisation was not as necessary as it was in the successor parties in CEE. Moreover, reformist party leaders had not, like their counterparts in CEE, learnt to be centralisers through past struggles over reform. When party leaders did pursue elitist strategies to promote programmatic transformation this usually took place through shifting power to the party in public office rather than central office.
Книги з теми "Organisational adaptations":
1
Adegbite, Oluwaseun E., Antonis C. Simintiras, Yogesh K. Dwivedi, and Kemefasu Ifie. Organisational Adaptations. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-63510-1.
2
Howitt, S. Organisational adaptations to changes in the provision ofITservices with particular regard to PCs and PCsupport. Manchester: UMIST, 1994.
3
Carroll, P. G. H. The OECD: A study of organisational adaptation. Cheltenham, UK: Edward Elgar, 2011.
4
Harnett, David F. The adaptation of Japanese organisational processes to Ireland. Dublin: University CollegeDublin, 1994.
5
Mark, Adams. Conflict and development: Organisational adaptation in conflict situations. Oxford: Oxfam, 1995.
6
West, Jason. The Long Hedge: Preserving Organisational Value through Climate Change Adaptation. London: Taylor and Francis, 2017.
7
Conrad, Charles. Strategic organizational communication: Cultures, situations, and adaptation. New York: Holt, Rinehart, and Winston, 1985.
8
Zinnemann, Fred. Day of the jackal. Universal City, CA: Universal Home Video, 1998.
9
Probert, Shirley Anne. A comparative and longitudinal analysis of the evolving relationship between the environment and the strategy,structure and performance of selected organisations in the British carpet industry 1959-1986:a firms in sector perspective of organisational adaptation. Birmingham: Aston University. Aston Business School, 1989.
10
D, Davis Jerome, ed. The changing world of oil: An analysis of corporate change and adaptation. Aldershot, Hants, England: Ashgate Pub., 2005.
Частини книг з теми "Organisational adaptations":
1
Adegbite, Oluwaseun E., Antonis C. Simintiras, Yogesh K. Dwivedi, and Kemefasu Ifie. "Introduction." In Organisational Adaptations, 1–9. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-63510-1_1.
2
Adegbite, Oluwaseun E., Antonis C. Simintiras, Yogesh K. Dwivedi, and Kemefasu Ifie. "The Organisation Business Environment." In Organisational Adaptations, 11–26. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-63510-1_2.
3
Adegbite, Oluwaseun E., Antonis C. Simintiras, Yogesh K. Dwivedi, and Kemefasu Ifie. "Organisational Concepts and Theories of Adaptation." In Organisational Adaptations, 27–48. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-63510-1_3.
4
Adegbite, Oluwaseun E., Antonis C. Simintiras, Yogesh K. Dwivedi, and Kemefasu Ifie. "Adaptive Behaviour Paradigms." In Organisational Adaptations, 49–80. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-63510-1_4.
5
Adegbite, Oluwaseun E., Antonis C. Simintiras, Yogesh K. Dwivedi, and Kemefasu Ifie. "Dynamic Capabilities: Drivers of Organisational Adaptations." In Organisational Adaptations, 81–94. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-63510-1_5.
6
Adegbite, Oluwaseun E., Antonis C. Simintiras, Yogesh K. Dwivedi, and Kemefasu Ifie. "Adaptations in Management Studies and Methodological Approaches in Adaptations." In Organisational Adaptations, 95–125. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-63510-1_6.
7
Adegbite, Oluwaseun E., Antonis C. Simintiras, Yogesh K. Dwivedi, and Kemefasu Ifie. "Summing Up Organisational Adaptations." In Organisational Adaptations, 127–38. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-63510-1_7.
8
Tipurić, Darko. "External Adaptation." In The Enactment of Strategic Leadership, 93–120. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-03799-3_4.
Анотація:
AbstractThe central concept in this chapter is external adaptation—an inextricable element of strategic leadership architecture which, together with strategic direction and integration of the collective, affects organisational action and guides it towards the expectations and outcomes that contribute to the organisation’s survival. The chapter illustrates the role of environmental turbulences, institutional context, and institutional pressures in shaping organizational and leader behavior. Strategic leaders have to adapt their actions to the basic characteristics of the organisation’s environment. Their task is to find a way to get the organisation harmonized and almost imbued with its overall surroundings, both present and future. External adaptation, therefore, is a link created by strategic leaders between the organisation and its environment.
9
Vlados, Charis, and Dimos Chatzinikolaou. "Impact of COVID-19 Crisis, Global Transformation Approaches and Emerging Organisational Adaptations: Towards a Restructured Evolutionary Perspective." In Palgrave Studies in Cross-disciplinary Business Research, In Association with EuroMed Academy of Business, 65–90. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-76575-0_4.
10
Dakowska, Dorota. "Highlighting Systemic Inequalities: The Impact of the COVID-19 Pandemic on French Higher Education." In The Impact of Covid-19 on the Institutional Fabric of Higher Education, 89–115. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-26393-4_4.
Анотація:
AbstractThis chapter tackles the impact of the COVID-19 pandemic on French higher education (HE), focusing on the growing differentiation between higher education institutions (HEIs). The first part reflects on the current system and investigates how the central political level (Ministry of HE), alongside the president, framed policy during the crisis. France has a highly centralised yet dynamic decision-making process: no fewer than five consecutive adaptations to the teaching system took place during 2020–2021. In the second part, responses at the meso level are analysed, considering variables such as size and funding levels to ascertain the level of (pro)reactivity and room for manoeuvre of different HEIs, including public, private, and ‘elite’ sub-systems. The chapter applies the lens of public policy analysis centred on process tracing combined with classic organisational analysis. Data is drawn from both survey and qualitative datasets as well as a desktop analysis of official documents related to the frameworks in which HEI have had to operate. Finally, the chapter reflects on how contextual parameters (historical trajectories, systemic funding inequalities, the division between selective and less selective undergraduate programmes) have made some HEIs more vulnerable in the face of the crisis. It concludes by suggesting potentially lasting effects of the pandemic on the future HE landscape, critically reflecting on equity-related dimensions such as accessibility in the context of growing inequality.
Тези доповідей конференцій з теми "Organisational adaptations":
1
UNGUREANU, Cristina-Elena, Ioana-Alexandra SBÎRCEA, Rebecca Ana Maria CHIRIŢĂ, and Bogdan FLEACĂ. "THEORETICAL FINDINGS ON INTERNATIONAL STANDARD ADAPTATIONS IN ORGANISATIONAL MANAGEMENT SYSTEMS." In International Conference of Management and Industrial Engineering. Editura Niculescu, 2023. http://dx.doi.org/10.56177/11icmie2023.9.
Анотація:
The purpose of this paper is to give an overview on the theoretical findings surrounding the adaptation of the international standards in modern organisational management systems. This will include the literature review on international standards such as ISO/IEC/IEEE 15.288:2015, and a series of examples in which standards have been adapted in modern literature to meet the needs of organisational structures. The paper will also explore the benefits and challenges of standard adaptations in organisational management systems highlighted through comparison of two specialised works on system engineering management. Moreover, this paper will contribute to the ongoing debate about the effectiveness of international management standards and the ways in which they can be adapted to meet the needs of diverse organizations. Also, this work brings a unique contribution on how theoretical elements can be adapted for practical use in organisations.
2
Razmerita, Liana, Armin Peroznejad, Niki Pantelli, and Dan Kärreman. "Adapting to the Enforced Remote Work in the Covid 19 Pandemic." In Digital Support from Crisis to Progressive Change. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-485-9.44.
Анотація:
Remote work provides an alternative method of working for organisations, which in turn became a norm during the Covid-19 pandemic. In this, paper, we study adaptation practices introduced by both individuals and organisations as a way for managing the enforced remote work. The study draws upon 33 interviews collected over a year during different phases of the Covid 19 pandemic. We apply adaptation theory lenses to examine the adaptation process over time and new digital working practices. In our study, we extend technological practices by including organisational and behavioral practices. We approach adaptation as a way of coping with a radical change or dynamic situation and building resilience. Based on the data analysis, we expend the adaptation theory in relation to different forms of adaptation to new remote work practices (e.g. at technological, organisational, and behavioural level).
3
Arslanparcasi, Yusuf. "The Importance of Well-Being for Organisational Culture." In 14th International Conference on Applied Human Factors and Ergonomics (AHFE 2023). AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1003084.
Анотація:
The culture of an organisation is an abstraction that unfolds in social and organisational situations. Following Schein’s (1984) 3-level-model, organisational culture reflects the behaviour of all members of an organisation. However, an important concept in organisational culture research that is often neglected is well-being in the work context, which is often conceptualised in a hedonic and context-free way (Taris & Schaufeli, 2014). This paper argues that well-being allows the exploration of individual aspects of organisational culture and serves to capture an overall picture. To do so, a different approach to thinking about well-being in the work context is needed, based on an adaptation of Carol Ryff's (1989) Psychological Well-Being Model and Bakker and Demerouti's (2018) Job Demands-Resources Model as a theoretical framework. Such a holistic approach to researching organisational culture will allow to identify and explore interdependencies and interactions between individual aspects.
4
Roberts, Ruby, Rhona Flin, and Luca Corradi. "Accelerating Technology Adoption: A Benchmarking Study of Organisational Innovation Adoption Culture in Upstream Oil and Gas." In SPE Offshore Europe Conference & Exhibition. SPE, 2021. http://dx.doi.org/10.2118/205448-ms.
Анотація:
Abstract Working towards a net zero future requires change and adaptation from us all. Innovation offers many potential solutions on how to successfully make that change within the oil and gas industry. Consequently, maximising the value that technological innovation presents is vital for delivering a sustainable net zero. Yet, the oil and gas industry has developed a reputation for being conservative and reluctant to adopt new technology, with companies sometimes referred to as "fast followers". In recent years, the industry has begun to change with an incremental increase in innovation activities. Despite these efforts, and a need to accelerate innovation, there appears to be a resistance to adopt new technology. Evidence from O&G industry bodies indicate that psychological factors play a key role in technology adoption; not surprisingly, as workers, managers, investors, and regulators can all have a powerful influence on an organisation's receptivity to new technology. Recent research has provided insight into the psychological factors that influence technology uptake decisions in the oil and gas industry. Through a series of studies, the psychological technology adoption framework (P-TAF) was developed which outlined the 15 key psychological factors that influence technology adoption decisions. These are organised into 6 categories: personality, attitudes, motivations, cognitive factors, social factors, and organisational level factors. The work emphasised the influence that overarching organisational culture can have on how people respond to and introduce technology within their company. Whilst technology readiness levels are commonly applied to start-ups and their innovations, less is known about the readiness culture which facilitates innovation uptake. To bridge this gap, a preliminary measure of organisational innovation adoption culture was developed as based upon the previous psychological research, empirical innovation measures, and organisational culture models. This was piloted as an online survey with 36 people working in the technology space in O&G in June 2020. These results were used to later refine the culture measure to develop a 33-item scale consisting of eight categories. This new measure was deployed as part of an industry benchmarking study of innovation adoption culture within O&G consisting of 82 managers from 12 companies and in December 2020. Participating organisations were given the opportunity to receive a snapshot of their technology adoption culture. An overview of the measure and a summary of survey results will be given during the presentation as well as recommendations on how to support an innovation adoption culture. A considerable volume of new technology needs to be developed and adopted to be able to reach net zero and understanding the psychological and cultural barriers is imperative to delivering that.
5
"RESEARCH ON THE CLASSIFICATION CONSULTATIONS AND SELF-ADAPTATION OF QOS IN COGNITIVE NETWORKS." In 12th International Conference on Informatics and Semiotics in Organisations. SciTePress - Science and and Technology Publications, 2010. http://dx.doi.org/10.5220/0003266702180225.
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"CORPORATE DEMOGRAPHIC POLICY: PROSPECTS FOR IMPLEMENTING PRACTICES IN RUSSIAN ORGANISATIONS." In Demographic drivers of population adaptation to global socio-economic challenges. Institute of Economics of the Ural Brach of Russian Academy of Sciences, 2023. http://dx.doi.org/10.17059/udf-2023-7-3.
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Montagna, Sara, Danilo Pianini, and Mirko Viroli. "Gradient-Based Self-Organisation Patterns of Anticipative Adaptation." In 2012 IEEE 6th International Conference on Self-Adaptive and Self-Organizing Systems (SASO). IEEE, 2012. http://dx.doi.org/10.1109/saso.2012.25.
8
Panuwatwanich, Kriengsak, Oz Sahin, and Vaughan Copping. "Development of Indicators for Measuring Organisational Capacity for Climate Change Adaptation." In International Conference on Engineering, Project, and Production Management. Association of Engineering, Project, and Production Management, 2015. http://dx.doi.org/10.32738/ceppm.201509.0026.
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"Industrial agents and self-organisation/self-adaptation [breaker page]." In 2014 12th IEEE International Conference on Industrial Informatics (INDIN). IEEE, 2014. http://dx.doi.org/10.1109/indin.2014.6945564.
10
"INFORMATION SUPPORT FOR SOCIALLY ORIENTED NON-PROFIT ORGANISATIONS OF SVERDLOVSK OBLAST IN SOCIAL MEDIA." In Demographic drivers of population adaptation to global socio-economic challenges. Institute of Economics of the Ural Brach of Russian Academy of Sciences, 2023. http://dx.doi.org/10.17059/udf-2023-4-2.
Звіти організацій з теми "Organisational adaptations":
1
Price, Roz. Climate Adaptation: Lessons and Insights for Governance, Budgeting, and Accountability. Institute of Development Studies (IDS), December 2020. http://dx.doi.org/10.19088/k4d.2022.008.
Анотація:
This rapid review draws on literature from academic, policy and non-governmental organisation sources. There is a huge literature on climate governance issues in general, but less is known about effective support and the political-economy of adaptation. A large literature base and case studies on climate finance accountability and budgeting in governments is nascent and growing. Section 2 of this report briefly discusses governance of climate change issues, with a focus on the complexity and cross-cutting nature of climate change compared to the often static organisational landscape of government structured along sectoral lines. Section 3 explores green public financial management (PFM). Section 4 then brings together several principles and lessons learned on green PFM highlighted in the guidance notes. Transparency and accountability lessons are then highlighted in Section 5. The Key findings are: 1) Engaging with the governance context and the political economy of climate governance and financing is crucial to climate objectives being realised. 2) More attention is needed on whether and how governments are prioritising adaptation and resilience in their own operations. 3) Countries in Africa further along in the green PFM agenda give accounts of reform approaches that are gradual, iterative and context-specific, building on existing PFM systems and their functionality. 4) A well-functioning “accountability ecosystem” is needed in which state and non-state accountability actors engage with one another. 5) Climate change finance accountability systems and ecosystems in countries are at best emerging. 6) Although case studies from Nepal, the Philippines and Bangladesh are commonly cited in the literature and are seen as some of the most advanced developing country examples of green PFM, none of the countries have had significant examples of collaboration and engagement between actors. 7) Lessons and guiding principles for green PFM reform include: use the existing budget cycle and legal frameworks; ensure that the basic elements of a functional PFM system are in place; strong leadership of the Ministry of Finance (MoF) and clear linkages with the overall PFM reform agenda are needed; smart sequencing of reforms; real political ownership and clearly defined roles and responsibilities; and good communication to stakeholders).
2
Johan, Johan, Martina Rotolo, Carl-Johan Sommar, Yiran Li, Catalina Turcu, Bingqin Li, Young-hwan Byun, Jiwei Qian, Marc Flores Soler, and Nick Trebbien. Technological and social adaptation to COVID-19: Food for Vulnerable Urban Groups in Six Global Cities. Linköping University Electronic Press, March 2023. http://dx.doi.org/10.3384/9789180750578.
Анотація:
This report outlines the results from the research project Food for Urban Life and Localities (FULL) funded by Formas (2020-02864). The research set out to learn how COVID-19 response strategies in six cities (Stockholm, London, Wuhan, Singapore, Sydney, and Seoul) have facilitated access to food for vulnerable groups and how new food supply solutions have emerged through social and technological innovations. This report presents the case of each city in turn and pauses on the role of community-based organisations, ad- hoc community initiatives and municipalities during the COVID-19 pandemic. The report provides a detailed discussion of local or community-level responses in cities that aim to provide access to food through social and/or technological innovations. The lessons learned are important for the Swedish context in the case of similar events that challenge local access to food. The research collected data through qualitative and quantitative methods, and also made use of the breadth of online data sources in response to COVID-19 restrictions on free movement and travelling. The overall finding is that in situations such as the COVID-19 pandemic, local access to food is extremely challenging and cannot be addressed by existing welfare or state arrangements only;civil society organisations and voluntary community organizations (VCOs) step in to fill the gap in public provision; and the stricter the lockdown, the more dependent on civil society response urban areas and communities were.
3
Price, Roz. Access to Climate Finance by Women and Marginalised Groups in the Global South. Institute of Development Studies (IDS), May 2021. http://dx.doi.org/10.19088/k4d.2021.083.
Анотація:
This paper examines the issue of management of climate finance in the Global South. It acknowledges the efforts made by the various stakeholders so far but seeks to advance a clarion call for a more inclusive and targeted approach in dealing with climate change. The authors highlight the limited role played by least developed countries and small island developing states in contributing to the conversation on climate change. The authors emphasize the need for enhancing the role of the most vulnerable countries, marginalized groups, and indigenous peoples in the management of climate change. This rapid review focusses on the access to the Green Climate Fund by local civil society organisations (CSOs), indigenous peoples, and women organizations within the Global South. The authors observe that there still exist barriers to climate finance by local actors in the Global South. The authors note the need for more significant engagement of all local actors and the need to devolve climate finance to the lowest level possible to the most vulnerable groups. Particularly, climate finance should take into consideration gender equality in any mitigation measures. The paper also highlights the benefits of engaging CSOs in the engagement of climate finance. The paper argues that local actors have the potential to deliver more targeted, context-relevant, and appropriate climate adaptation outcomes. This can be attributed to the growing movement for locally-led adaptation, a new paradigm where decisions over how, when, and where to adapt are led by communities and local actors. There is also a need to build capacities and strengthen institutions and organisations. Further, it is important to ensure transparency and equitable use and allocation of climate finance by all players.
4
Samji, Salimah, and Mansi Kapoor. Funda Wande through the Lens of PDIA: Showcasing a Flexible and Iterative Learning Approach to Improving Educational Outcomes. Research on Improving Systems of Education (RISE), January 2022. http://dx.doi.org/10.35489/bsg-rise-ri_2022/036.
Анотація:
Funda Wande has adopted a ‘learning by doing’ strategy that is similar to the Problem Driven Iterative Adaptation (PDIA) approach to solving complex problems. PDIA is a high-impact process of innovation that helps organisations develop the capability to solve complex problems while they are solving such problems. It is a step-by-step framework that helps break down problems into their root causes, identify entry points, search for possible solutions, take action, reflect upon what is learned, adapt, and then act again. Its dynamic process and tight feedback loops enable teams to find and fit solutions to the local context. This case provides a narrative of the Funda Wande story with boxes illustrating how PDIA principles and tools like problem construction, deconstruction, entry point analysis, iteration, and building authorisation would have been applied in practice. The sources of this case include a literature review of education in South Africa, related research documents, and conversations with staff at Funda Wande.
5
Wilbur, Jane, and Chloe Morrison. Adapting Menstrual Health Interventions for People with Intellectual Disabilities in Emergencies. The Sanitation Learning Hub, Institute of Development Studies, August 2023. http://dx.doi.org/10.19088/slh.2023.012.
Анотація:
The Bishesta campaign – a menstrual health intervention for people with intellectual disabilities and their caregivers in Nepal, was developed to help improve menstrual health for this population in non-humanitarian settings (Wilbur et al. 2021a). The campaign was developed by the London School of Hygiene & Tropical Medicine (LSHTM) and WaterAid and delivered in collaboration with the disability service provider, the Down Syndrome Society Nepal, and the Centre for Integrated Urban Development, a local WASH non-government organisation. Following a positive feasibility study (Wilbur et al. 2019a), the Bishesta campaign was ready for efficacy testing or adapting for another context. Due to the lack of attention to people with disabilities’ menstrual health during emergencies, World Vision and the LSHTM adapted the Bishesta campaign for humanitarian responses in Vanuatu and called it the Veivanua campaign. This Frontiers of Sanitation issue presents: the research that preceded the development of these campaigns, the two campaigns, explains the adaptation process, and documents critical considerations for others wishing to revise the campaigns for different settings. This issue will interest practitioners working in menstrual health for people with and without disabilities in the development or humanitarian context.
6
Motel-Klingebiel, Andreas, and Gerhard Naegele. Exclusion and inequality in late working life in the political context of the EU. Linköping University Electronic Press, November 2022. http://dx.doi.org/10.3384/9789179293215.
Анотація:
European societies need to increase the participation in work over the life course to support the provision of qualified labour and to meet the challenges for social security systems under the condition of their ageing populations. One of the key ambitions is to extend people’s working lives and to postpone labour market exit and retirement where possible. This requires informed policies, and the research programme EIWO – ‘Exclusion and Inequality in Late Working Life: Evidence for Policy Innovation towards Inclusive Extended Work and Sustainable Working Conditions in Sweden and Europe’ – aims to push the boundaries of knowledge about late working life and the potential of its inclusive and equal prolongation via a theoretically driven, gender-sensitive combination of multi-level perspectives. EIWO takes a life course approach on exclusion and inequality by security of tenure, quality of work, workplaces, and their consequences. It identifies life course policies, promoting lifelong learning processes and flexible adaptation to prolong working lives and to avoid increased exclusion and inequality. Moreover, it provides evidence for policies to ensure both individual, company and societal benefits from longer lives. To do so, EIWO orientates its analyses systematically to the macro-political contexts at the European Union level and to the policy goals expressed in the respective official statements, reports and plans. This report systematizes this ambitious approach. Relevant documents such as reports, green books and other publications of the European Commission (EC), the European Parliament (EP), the Organisation for Economic Co-operation and Development (OECD), as well as those of social partners and research institutions, have been systematically scanned and evaluated. In addition, relevant decisions of European summits have been considered. The selection of documents claims completeness regarding relevant and generally available publication, while relevance is defined from the point of view of EIWO’s interests. It is the aim of this report to provide a sound knowledge base for EIWO’s analyses and impact strategies and to contribute to the emerging research on the connection between population ageing and the European policies towards productivity, inclusiveness, equity, resilience and sustainability. This report aims to answer the following questions: How are EIWO’s conceptual classification and programme objectives reflected in the European Union’s policy programming? How can EIWO’s analyses and impact benefit from a reference to current EU policy considerations, and how does this focus support the outline of policy options and the formulating of possible proposals to Swedish and European stakeholders? The present report was written during early 2022; analyses were finalized in February 2022 and represent the status until this date.
7
Rousseau, Henri-Paul. Gutenberg, L’université et le défi numérique. CIRANO, December 2022. http://dx.doi.org/10.54932/wodt6646.
Анотація:
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.