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Автор: Grafiati
Опубліковано: 10 грудня 2022
Оновлено: 28 січня 2023

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Статті в журналах з теми "Public middle managers"

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Sudirman, Iman, Joko Siswanto, Joe Monang, and Atya Nur Aisha. "Competencies for effective public middle managers." Journal of Management Development 38, no. 5 (June 10, 2019): 421–39. http://dx.doi.org/10.1108/jmd-12-2018-0369.

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Анотація:
PurposeThe purpose of this paper is to investigate a set of competencies that characterizes effective public middle managers.Design/methodology/approachA total of 20 middle managers from several public agencies were interviewed in person using the behavioral event interview technique. In all, 80 stories were deductively coded based on the existing National Civil Service Agency’s managerial competency dictionary and inductively examined through a thematic analysis to discover new themes.FindingsThis study’s findings suggest that communication, organizing, information seeking, analytical thinking and planning competencies are common competencies, but essential for effective public middle managers. Conversely, achievement orientation, leadership, directiveness, persuasiveness and innovation are competencies that characterize effective public middle managers and distinguish them from average performers. In addition, some other new competencies inductively obtained using a thematic analysis are also important for effective public managers: adherence to laws and regulations, multi-stakeholder collaboration, and technical competencies (technology management, human resource management and financial management).Research limitations/implicationsThe research was undertaken using 20 samples divided into superior and average performers; thus, it is limited to developing competency levels to new competencies.Originality/valueThis study identifies the competencies necessary for effective middle managers within the public sector context. Conducting behavioral event interviews with two distinct groups provides empirically unique behavioral evidence of competencies that characterize effective public middle managers and enables to discover new competencies.
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Glasman, Naftaly S. "Empowering middle managers in public education." Empowerment in Organizations 3, no. 4 (December 1995): 20–25. http://dx.doi.org/10.1108/09684899510100334.

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3

Johansen, Morgen S. "The Direct and Interactive Effects of Middle and Upper Managerial Quality on Organizational Performance." Administration & Society 44, no. 4 (August 22, 2011): 383–411. http://dx.doi.org/10.1177/0095399711414122.

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This article presents an empirical study of the effect of middle manager quality on organizational performance. Using 6 years of data from more than 1,000 Texas school districts, the author finds that quality middle managers positively impact performance. In exploring the relationship between quality middle and upper managers, she finds that their interaction leads to improved organizational performance. This article makes two contributions to the public management literature. First, it introduces a measure of middle manager quality that allows researchers to explore the ways middle managers affect organizational performance. Second, the findings reveal that public management research has underestimated the impact of management.
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Chen, Chung-An, Evan M. Berman, and Chun-Yuan Wang. "Middle Managers’ Upward Roles in the Public Sector." Administration & Society 49, no. 5 (August 19, 2014): 700–729. http://dx.doi.org/10.1177/0095399714546326.

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Whereas previous public administration studies have focused on middle managers’ roles in implementation, this study contributes to the literature by emphasizing middle managers’ other roles, specifically, upward roles that concern (a) championing alternatives and (b) synthesizing information. We examine whether middle managers are more involved in synthesizing information than championing alternatives and test multiple levers that increase these roles at the individual, organization, and interorganizational levels. This study finds that job security, connections with stakeholders, and autonomous motivation are among the most important predictors. This study calls for taking a broader perspective on middle managers’ contributions to public organizations.
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5

Giauque, David. "Stress among public middle managers dealing with reforms." Journal of Health Organization and Management 30, no. 8 (November 21, 2016): 1259–83. http://dx.doi.org/10.1108/jhom-06-2016-0111.

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Purpose The purpose of this paper is to identify social and organizational antecedents of stress. This paper also investigates whether attitudes toward organizational changes and reforms might explain stress perception (SP) and mediate the relationships between social and organizational job characteristics and SP. Design/methodology/approach A quantitative approach is used to identify the relationships between the research variables. The investigated population is composed of middle managers working in Swiss public hospitals (n=720), which are currently being confronted by major reforms. Findings The findings show that perceived social support (work relationships with and support from colleagues), as well as several job characteristics (autonomy in performing tasks, flexibility in the organization of working time, degree of conflict) are significantly related to SP. Moreover, positive attitudes toward change are negatively related to stress, and mediate the relationships between perceived social support as well as job characteristics and SP. Practical implications This paper sheds light on several job characteristics which could contribute to mitigating SP among middle managers. The findings could therefore guide HRM specialists in their efforts to create a favorable work environment so as to facilitate middle managers’ activities. Originality/value The innovation of this paper is grounded in the specific population the author investigate, as the empirical inquiry concerns middle managers working in public hospitals. Moreover, this research highlights the central role of job characteristics and attitudes toward change in explaining SP.
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Giauque, David. "Attitudes Toward Organizational Change Among Public Middle Managers." Public Personnel Management 44, no. 1 (November 11, 2014): 70–98. http://dx.doi.org/10.1177/0091026014556512.

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Briggs, Ann R. J. "Middle managers in further education colleges." Journal of Educational Administration 42, no. 5 (October 2004): 586–600. http://dx.doi.org/10.1108/09578230410554089.

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Michalopoulos, Nikos, and Alexandros G. Psychogios. "Knowledge Management and Public Organizations: How Well Does the Model Apply to Greece?" Chinese Public Administration Review 2, no. 1-2 (March 2003): 64–80. http://dx.doi.org/10.22140/cpar.v2i1.2.41.

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Abstract: This paper seeks to shed some light on the field of organizational learning in public organizations. More specifically, the purpose of this paper is to investigate the role of the middle manager in organizations operating in the Greek public domain. Our main finding is that middle managers are, in fact, far from fulfilling the role of knowledge engineers in Greek public organizations, succumbing to old style operational duties. Middle managers are merely conduits, translating plans into action, monitoring and controlling activities to keep things on track. In other words, their role in public management is completely internal, because they have lived their lives within the functional corridors of an organization's hierarchy.
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Chinyamurindi, Willie Tafadzwa, Tinashe Chuchu, and Eugine Tafadzwa Maziriri. "Tales of challenge and resolution: narratives of women middle managers in the South African public service." Gender in Management: An International Journal 37, no. 2 (October 18, 2021): 235–50. http://dx.doi.org/10.1108/gm-04-2021-0095.

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Анотація:
Purpose The purpose of this study is to investigate the challenges and resolution tactics of women middle managers in the South African public service. Design/methodology/approach A qualitative research approach using semi-structured interviews was used as a data collection technique. Narrative analysis was used with a sample of 20 women middle managers working within the South African public service. Findings Narratives of challenges faced by women middle managers in the South African public service included relational issues, with a subtle undermining of women managers, challenges rooted within the socio-cultural milieu – perversely undermining the experience of being a manager and challenges stemming from public service in general such as corruption, in turn, questioning the ability of women managers to handle such. In addressing these challenges, the women middle managers exercised three individual performative actions in response to the identified challenges. These include using direct confrontation, relying on networks for guidance and relying on indirect confrontation. Research limitations/implications Sample size challenges feature as a notable limitation including the research being conducted in only one political province of South Africa. Caution should be exercised when seeking to generalise the findings to other contexts. Practical implications Understanding the challenges and resolution tactics of women middle managers can be a useful precursor to management development interventions. Originality/value The study answers call for more processual career and management development studies that help understand not only challenges but also resolution strategies. This study illustrates both the difficulty of this and ensures opportunity for the advancement of women in management.
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Petri Stenvall, Jari, Inga Nyholm, and Pasi-Heikki Rannisto. "Polyphonous leadership and middle managers." International Journal of Leadership in Public Services 10, no. 3 (August 5, 2014): 172–84. http://dx.doi.org/10.1108/ijlps-08-2014-0015.

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Purpose – The middle manager's role in an organization is important. The purpose of this paper is to determine how middle managers understand their roles in managing changes from the perspective of polyphonous leadership. Polyphonous leadership can be described as something that inspires decisions by listening to multiple voices within the organization. Design/methodology/approach – The empirical data were collected from focus groups in the City of Tampere. Participants were middle managers (n=5) at an organization providing services for young narcotic/alcoholic families and pregnant mothers. The interviewees were selected due to their assumed ability to discuss management issues and their awareness concerning the factors affecting their workers’ capacities. The second focus group was organized for May 2010 (n=5) and the third later on in May 2010 (n=7). Findings – In the Finnish context, middle managers understand polyphonous leadership as a process with a beginning and an end. The authors call this process the dominant narrative of polyphonous leadership, because there is a strong consensus amongst middle managers regarding it. In the first step, middle managers have to work as leaders of interaction. Second, they work as utilizers of diversity. In the third step, they act as decision makers and interpreters of polyphony. The final step gives them a role as conciliators of operating plans and personnel operations. Originality/value – There is not much discussion in the extant literature of how middle managers try to act as linking persons in public services infrastructures. The model of the dominant narrative on polyphonous leadership is new in the literature.
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Дисертації з теми "Public middle managers"

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Chiang, Yam-wang Allan. "Motivation of middle level managers : a comparison of the public and private sectors in Hong Kong /." [Hong Kong : University of Hong Kong], 1986. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12323226.

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2

Tengey, Samuel. "The dilemmas of public (middle) managers under NPM : implementing public service outsourcing in Ghana's health sector." Thesis, Open University, 2010. http://oro.open.ac.uk/50405/.

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Globally, public management underwent substantial reforms over the past three decades. Known as new public management (NPM), reforms have sought to redefine the role of politicians and public managers, redesign public organisations for enhanced autonomy and effectiveness, and restructure service delivery by integrating private organisations to ensure competition believed as necessary for efficiency. Premised on tensional forces of public choice' and `managerialism' the NPM model potentially creates conflicts between managers and professionals. Developed in OECD countries, and applied to less developed countries (LCDs) with generally ineffective public sectors; and admittedly an engrained corruption culture, NPM reforms are typified by increased bureaucratic centralisation, which restricts professionals' discretion. Using semi-structured interviews and a range of qualitative analytic devices, this thesis examines the challenges professional managers encounter under senior managers, when some support functions were privately outsourced, in line with NPM, in two corporatised hospitals in Ghana. Findings suggest professionals feel by-passed, their discretion restricted, and their expertise ignored by senior managers, generating clashes over mediating the conflicting dualities of cost/quality, results/procedures, and output/outcome. Conceptualised as resistance strategies, professionals' response(s) to the encountered issues portrayed appreciable unconventionality and non-deviance, coming close to individualised version of work to rule, and professionalised version of weapons of the weak. Such professionals' resistance strategies elucidate the complexities of Ghana's embedded political, economic and socio-cultural context. The findings suggest the true outcomes of NPM reforms within this and similar contexts are masked, distorted by the refracting effects of corruption, producing a type of bureaucracy that encourages reduced devolution, tending to inhibit rather than aid effective delivery of public services.
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Belemu, Roy Boombe. "Identification of Management skills required by middle Managers to effectively manage a public hospital in the Eastern Cape." Thesis, Port Elizabeth Technikon, 2000. http://hdl.handle.net/10948/19.

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Анотація:
The research problem addressed in this study was to identify what management skills do middle managers require to manage the organisational units effectively. To achieve this objective a theoretical model of management skills required by middle managers to effectively manage a public hospital was developed, using relevant literature in which management skills are identified. The theoretical model consisted of the following categories of management skills whose correct application can promote managerial effectiveness in managing organisational units: General management skills; Technical skills; Human skills; Leadership skills; Financial management skills; Computer skills. Each category of the management skills was broken down into elements that were then analysed using literature identified during the literature study. The model was then used to develop a questionnaire to assess the degree to which managers responsible for running the clinical, nursing and paramedical departments of a public hospital in the Eastern Cape rate the elements in terms of importance. The empirical results obtained indicate that a wide variety of skills are regarded by middle managers as important to performance of their managerial roles. This resulted in the theoretical model being confirmed and the identified management skills being accepted as management skills required by middle managers to effectively manage a public hospital in the Eastern Cape.
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Mills, Helen H. "A Comparison of Values Between Public School Principals and Middle Managers in Manufacturing Industries." Digital Commons @ East Tennessee State University, 1987. https://dc.etsu.edu/etd/2752.

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This study compares the value systems of public school principals and middle managers in manufacturing industries in four counties in Upper East Tennessee. The purpose of the study is to provide information for persons involved in planning policies and providing funds for public school education programs. This is a descriptive study which uses data gathered from the administration of the Rokeach Value Survey to principals and managers selected for the study. The data presented include comparisons of median scores of individual values in terms of their relationships and differences by main research groups as well as sex and age subgroups. With a few exceptions, the value systems of principals and managers were found to be similar and overlapping. Conclusions of the study indicate a need for cooperative planning for and implementation of educational programs which relate to the common value systems of the leaders of educational and manufacturing institutions.
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Hodges, Julie Elizabeth. "The effects of external factors on levels of stress among middle managers in public libraries." Thesis, University of Sheffield, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.259578.

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Chiang, Yam-wang Allan, and 蔣任宏. "Motivation of middle level managers: a comparison of the public and private sectors in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1986. http://hub.hku.hk/bib/B31974715.

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Collins, Karen. "A comprehensive study of stress on individuals in middle- management positions in public accounting." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/53680.

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Accounting is generally regarded as a stressful occupation. Research suggests that the most stressful positions in a public accounting firm are those of middle management. Given the pivotal role these individuals play in the accounting firm, it is important to gain an understanding of the stressors they encounter and the consequences of those stressors, as well as any possible moderating effects of personal characteristics. This study of stress in public accounting was conducted to address the following research questions: What environmental factors (both work-related and home-related) contribute to stress at the middle-management level in public accounting? What are the consequences of this stress? Are the consequences of stress modified by the personal characteristics of the individual? Data for the study were collected through questionnaires mailed to a national sample of certified public accountants. The sample consisted of two groups—1,593 individuals presently employed in public accounting positions, and 340 individuals who were employed in public accounting firms but have recently switched to nonpublic accounting jobs. Of the 1,933 individuals sampled, approximately 1,200 (62%) responded. The results of the study suggest that middle-management level public accountants are most stressed by home-related factors (conflict with leisure and conflict with family roles) as well as work-related factors (time pressure and quantitative overload). This stress is associated with several negative outcomes—job-related tension, job dissatisfaction, propensity to leave public accounting, and turnover. Gender and personality type are important moderators of the relationships between the stressors and stress outcomes.
Ph. D.
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8

Russell, Roberta J. "Experiencing and exercising power: A study of men and women middle managers in education and public administration." Thesis, University of Ottawa (Canada), 1993. http://hdl.handle.net/10393/6534.

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This study focused on the early career socialization experiences of men and women who currently hold middle management positions with the federal government or with school systems to determine how those experiences influence their use of power. The theoretical and conceptual framework for the study emerged from the sociology of Georg Simmel (Simmel, 1902, 1950, 1984; Levine, 1971) and the concepts of tokenism (Kanter, 1977a); organizational socialization (Ortiz, 1982; Pfeffer, 1982); and organizational and individual power (Kanter, 1977a). An underlying assumption of this study was that gender is less a predictor of style of power use, the exercise of power, than early career socialization experiences, the experiencing of organizational power. That is, those to whom the organization extends more opportunities to learn about and develop within the organization early in their careers will be better equipped to exercise power as managers than those who receive few such experiences. A second assumption was that gender will act as an intervening variable, influencing the organization's decision making as to who should receive these opportunities and who should be denied them. The methodology used involved semi-structured interviews with men and women middle managers. Focus groups and elite interviews were used before interviewing to validate the literature review and the interview guide, and focus groups were used again following the analysis of interview data to validate the interpretations made. A number of managers who had been interviewed participated in the final set of focus groups. The framework which guided this study incorporated related literature on gender, tokenism, organizational socialization, and power. The product of the literature review was a socialization-to-power framework. The following five research questions guided this study: (I) Do the early career patterns of female middle managers differ from those of male middle managers in terms of the range and number of organization initiated opportunities provided them for power-related socialization? (II) (a) Do female middle managers perceive more barriers to their advancement to senior levels of management than do their male peers? (b) Do female and male middle managers perceive different barriers to advancement? (III) Do female and male middle managers view power differently? (IV) Do female and male middle managers identify the same people in their organizations as being powerful? (V) Do female and male middle managers exercise power differently? (Abstract shortened by UMI.)
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Cooper, Simon. "The strategic practices of middle managers in public services : a case of institutional work upwards and outwards." Thesis, University of Warwick, 2015. http://wrap.warwick.ac.uk/80038/.

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Middle managers play a crucial role in contributing to strategy. Much existing research focuses on trying to understand the desired characteristics and competencies of these managers, in order to explain their ability to sell issues to top executives (upwards) and external stakeholders (outwards). Though this yields valuable insights, it does not account for the role of an institution as: 'more or less taken for granted behaviour that is underpinned by normative systems and cognitive understanding that give meaning to social exchange and thus enable self-reproducing social order' (Greenwood, Oliver, Sahlin and Suddaby; 2008:4). This thesis examines how middle managers sell issues upwards and outwards, in a setting where attending to institutions is central: public service reform, concerning home improvement. It does so by looking through the lens of institutional work. This allows insight into how different jurisdictions and organizational and professional boundaries overlap and at times conflict. In analysing interviews and observations, the thesis mobilizes a central concept in institutional work: the concept of institutional pillars, to explain differential levels of success in implementing reform. These pillars can be regulatory (to do with policies and conventions), cultural ('the way we do things around here'), or normative (concerning basic values). In broad terms the thesis demonstrates that reform in this setting is progressively less likely to be implemented as one moves from the regulatory domain, to the cultural and normative domains. This complements accounts of middle manager competence, with a more fine-grained insight into how contextual complexities can prefigure the likelihood of successful strategy implementation.
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O'Neil, Jennifer Jamieson. "Developing middle managers in the Hong Kong Public sector : a critique of leadership development from a labour process perspective." Thesis, Edinburgh Napier University, 2017. http://researchrepository.napier.ac.uk/Output/978274.

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Анотація:
Critical scholars have written about the ‘squeezed middle' and the new labour process of front line and middle managers generally, but there is a gap in the literature relating to both how changes to managerial work have affected those subjected to them and how individuals and organisations have attempted to respond to, and cope with, public sector cuts and challenges. Much of contemporary HRD writing on change management suggests that leadership development has a privileged role in adjusting the ‘worker' to the situation. However, given the implicitly unitarist nature of much HRD writing, this thesis argues that insights from such literature is inadequate or incomplete because it fails to consider the interests of managers as employees. The focus of this thesis is on middle managers' (MM) ability to overcome the public sector challenges associated with work intensification; control and skills adaption via learning and development initiatives. This qualitative research comprises a data set of 17 in-depth interviews and 34 complementary semi-structured questionnaire's with middle managers in the Hong Kong Civil Service. Thematic analysis revealed that whilst managers and the organisation benefit from leadership development in terms of human capital development, power differentials and structural impediments limit the capacity to benefit from social capital and networking opportunities provided. As such LDP cannot compensate for work intensification, leading to a stressed-out, disempowered, squeezed middle management cadre, which in turn impacts on public service delivery.
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Книги з теми "Public middle managers"

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Diefenbach, Fabian E. Entrepreneurship in the Public Sector: When Middle Managers Create Public Value. Wiesbaden: Gabler Verlag / Springer Fachmedien Wiesbaden GmbH, Wiesbaden, 2011.

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2

Middle management in academic and public libraries. Santa Barbara, Calif: Libraries Unlimited, 2011.

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3

High-impact management: Solutions for today's busy public-sector managers. Alexandria, Va: ASTD Press, 2010.

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4

McDonnell, Desmond. A competence framework for public sector managers: A valid representation of the managerial role defining the set of competences required for effective performance as a middle manager?. [s.l: The Author], 1998.

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5

Dopson, Sue. Widening the debate on public and private sector management. Oxford: Templeton College, 1989.

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6

Traviglia, Arianna, Lucio Milano, Cristina Tonghini, and Riccardo Giovanelli. Stolen Heritage Multidisciplinary Perspectives on Illicit Trafficking of Cultural Heritage in the EU and the MENA Region. Venice: Fondazione Università Ca’ Foscari, 2021. http://dx.doi.org/10.30687/978-88-6969-517-9.

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It is a well-known fact that organized crime has developed into an international network that, spanning from the simple ‘grave diggers’ up to powerful and wealthy white-collar professionals, makes use of money laundering, fraud and forgery. This criminal chain, ultimately, damages and dissipates our cultural identity and, in some cases, even fosters terrorism or civil unrest through the illicit trafficking of cultural property.The forms of ‘possession’ of Cultural Heritage are often blurred; depending on the national legislation of reference, the ownership and trade of historical and artistic assets of value may be legitimate or not. Criminals have always exploited these ambiguities and managed to place on the Art and Antiquities market items resulting from destruction or looting of museums, monuments and archaeological areas. Thus, over the years, even the most renowned museum institutions have - more or less consciously - hosted in their showcases cultural objects of illicit origin. Looting, thefts, illicit trade, and clandestine exports are phenomena that affect especially those countries rich in historical and artistic assets. That includes Italy, which has seen its cultural heritage plundered over the centuries ending up in public and private collections worldwide.This edited volume features ten papers authored by international experts and professionals actively involved in Cultural Heritage protection. Drawing from the experience of the Conference Stolen Heritage (Venice, December 2019), held in the framework of the NETCHER project, the book focuses on illicit trafficking in Cultural Property under a multidisciplinary perspective.The articles look at this serious issue and at connected crimes delving into a variety of fields. The essays especially expand on European legislation regulating import, export, trade and restitution of cultural objects; conflict antiquities and cultural heritage at risk in the Near and Middle East; looting activities and illicit excavations in Italy; the use of technologies to counter looting practices.The volume closes with two papers specifically dedicated to the thorny ethical issues arising from the publication of unprovenanced archaeological objects, and the relevance of accurate communication and openness about such topics.
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Reddy, Purshottama Sivanarain. Good Public Governance in a Global Pandemic. Edited by Paul Joyce and Fabienne Maron. The International Institute of Administrative Sciences, 2020. http://dx.doi.org/10.46996/pgs.v1e1.

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This book provides the readers with a set of vivid studies of the variety of national approaches that were taken to responding to COVID-19 in the first few months of the pandemic. At its core is a series of reports addressing the national responses to COVID-19 in Africa, Asia, Europe, North America, Latin America, and the Middle East and North Africa. Country reports present the actions, events and circumstances of governmental response and make an early attempt at producing insights and at distilling lessons. Eyewitness reports from civil servants and public managers contain practical points of view on the challenges of the coronavirus pandemic. In different chapters, editors and contributors provide an analytical framework for the description and explanation of government measures and their consequences in a rich variety and diversity of national settings. They also situate the governmental responses to the pandemic in the context of the global governance agenda, stress the important relationship between governmental authorities and citizens, and emphasize the role of ideological factors in the government response to COVID-19. A bold attempt is made in the concluding chapter to model government strategies for managing the emergency of the pandemic and the consequences for trajectories of infection and mortality. As the editors argue, the principles of “good governance” are of relevance to countries everywhere. There was evidence of them in action on the COVID-19 pandemic all over the world, in a wide range of institutional settings. COVID-19 experiences have a lot to teach us about the governance capabilities that will be needed when future emergency situations occur, emergencies that might be created by pandemics or climate change, or various other global risks. Governments will need to be agile, able to learn in real time, good at evaluating evidence in fast changing and complex situations, and good at facilitating coordination across the whole-of-government and in partnership with citizens and the private sector.
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Sahay, Sundeep, T. Sundararaman, and Jørn Braa. Complexity and Public Health Informatics in Low and Middle-Income Countries. Oxford University Press, 2017. http://dx.doi.org/10.1093/med/9780198758778.003.0007.

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This chapter enriches the Expanded PHI perspective through the lens of complexity. Current technical health systems and institutional developments, including the increasing inter-connections between them, and the uncertainities associated with both context and goals are enhancing complexity exponentially. Simple linear approaches to design and develop systems can no longer work, as they imply trying to bring order into processes which by definition defy them. Cloud computing and big data are offered as examples to depict this rising complexity, providing rich opportunities to materialize them. Many organizations are adopting outsourcing models as a means to manage this complexity. However, outsourcing comes in multiple hues and shades, from a simple use of third party hardware to the externalization of the whole value chain of activities, including the analysis and use of data. Public health informatics in LMICs, which are population-based and taking place in largely resource-constrained and unstructured settings, are by definition problematic to outsource and should be approached with caution. An incremental approach where a ‘cultivation strategy’ addresses uncertainities, and ‘attractors’ draw in user-participants are more likely to succeed.
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Timothy, Spangler. 16 The Global Frontiers of Private Investment Funds. Oxford University Press, 2018. http://dx.doi.org/10.1093/law/9780198807247.003.0016.

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This chapter discusses the global expansion of private investment funds in the twenty-first century, focusing on two regions: Asia and the Middle East. In particular, it examines questions about the balance of power between fund managers and investors, the role of top-down regulation in non-public financial transactions, and the ability of private monitoring solutions to provide a meaningful alternative to such approaches. The chapter first describes the asset management industry in the United Arab Emirates, with emphasis on the roles of the Dubai International Financial Centre and the Dubai Financial Services Authority, before turning to Saudi Arabia and Islamic investment funds. It also considers Hong Kong and Singapore as centres of private investment funds in Asia, along with passporting and recognition that facilitate the cross-border offering of funds in other participating jurisdictions throughout the continent.
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Cookson, Richard, Susan Griffin, Ole F. Norheim, and Anthony J. Culyer, eds. Distributional Cost-Effectiveness Analysis. Oxford University Press, 2020. http://dx.doi.org/10.1093/med/9780198838197.001.0001.

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Distributional cost-effectiveness analysis aims to help healthcare and public health organizations make fairer decisions with better outcomes. Standard cost-effectiveness analysis provides information about total costs and effects. Distributional cost-effectiveness analysis provides additional information about fairness in the distribution of costs and effects—who gains, who loses, and by how much. It can also provide information about the trade-offs that sometimes occur between efficiency objectives such as improving total health and equity objectives such as reducing unfair inequality in health. This is a practical guide to a flexible suite of economic methods for quantifying the equity consequences of health programmes in high-, middle-, and low-income countries. The methods can be tailored and combined in various ways to provide useful information to different decision makers in different countries with different distributional equity concerns. The handbook is primarily aimed at postgraduate students and analysts specializing in cost-effectiveness analysis but is also accessible to a broader audience of health sector academics, practitioners, managers, policymakers, and stakeholders. Part I is an introduction and overview for research commissioners, users, and producers. Parts II and III provide step-by-step technical guidance on how to simulate and evaluate distributions, with accompanying hands-on spreadsheet training exercises. Part IV concludes with discussions about how to handle uncertainty about facts and disagreement about values, and the future challenges facing this young and rapidly evolving field of study.
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Частини книг з теми "Public middle managers"

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Caffrey, Eamonn, and Joe McDonagh. "A Perspective on the Roles of Middle Managers in Aligning Strategy and Information Technology in Public Service Organizations." In Integrated Series in Information Systems, 59–83. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-58978-7_3.

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Dasgupta, Meeta. "Do Middle-Level Managers Have a Role in Strategy Formulation and Implementation? Insights into an Indian Public and Private Sector Organization." In Managing in Recovering Markets, 271–82. New Delhi: Springer India, 2014. http://dx.doi.org/10.1007/978-81-322-1979-8_21.

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Blevins, Chad, Elijah Karanja, Sharon Omojah, Chomba Chishala, and Temidayo Isaiah Oniosun. "Wastesites.io: Mapping Solid Waste to Meet Sustainable Development Goals." In Sustainable Development Goals Series, 231–39. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-05182-1_20.

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AbstractThe World Bank has conservatively estimated that 33% of global waste is managed in an environmentally unsafe way (Kaza et al. 2018). Waste generation could nearly double by 2050 with generation per capita expected to increase by 40% in low- and middle-income countries, many of which are growing at an unsustainable pace with limited resources dedicated to waste management. YouthMappers creating local geospatial data about sites of illegal trash dumping can play a key role in mitigating impacts and improving waste management, and in turn, impact public health. Several of the UN SDGs are supported by creating and sustaining a clean, healthy environment, particularly in this case, SDG 12 Responsible Consumption and Production and ultimately, SDG 3 Health. A novel tool, Wastesites.io, has been initiated to leverage youth action and connectivity of YouthMappers in order to solve these challenges together.
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"Public management and public managers." In Middle managers as agents of collaboration, 17–60. Policy Press, 2019. http://dx.doi.org/10.2307/j.ctvkjb1xs.7.

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"Public management and public managers." In Middle Managers as Agents of Collaboration, 17–60. Policy Press, 2019. http://dx.doi.org/10.51952/9781447343028.ch002.

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Borrego, Espiridion, and Richard Greggory Johnson. "Cultural Competencies for Middle Managers and Supervisors." In Cultural Competence for Public Managers, 141–64. Routledge, 2017. http://dx.doi.org/10.4324/9781315095219-8.

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"Cultural Competencies for Middle Managers and Supervisors." In Cultural Competence for Public Managers, 141–64. CRC Press, 2011. http://dx.doi.org/10.1201/b11095-10.

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Tsironis, Loukas K., and Vasileios Ismyrlis. "The Role of Middle Managers in Knowledge Creation and Diffusion." In Knowledge Management Practices in the Public Sector, 105–22. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1940-0.ch005.

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The role of middle managers in modern management theory has been already recognized, and this role is considered very important for the functioning of an organization. They have managed to be involved in many aspects of managing, and one of them is the novice field of knowledge management. In this chapter, the role of middle managers in knowledge creation and diffusion is explored and analyzed. A theoretical model of four middle managers' roles affecting the strategy of an organization is examined. The model was tested through a questionnaire in a sample of 241 middle managers of Greek organizations. After the analysis of the data collected, it was deduced that the theoretical model utilized was validated in the sample.
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Yimer, Alebachew Asfaw. "Strategic Contribution of Middle Managers in the Ethiopian Civil Service Organization." In Public Administration in Ethiopia, 355–84. Leuven University Press, 2020. http://dx.doi.org/10.2307/j.ctv19m65dr.21.

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Jacobsen, Christian B., and Eva Knies. "People Management." In Managing for Public Service Performance, 45–63. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780192893420.003.0003.

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The central issue in this chapter is people management in public organizations. That is, managers’ implementation of HR practices and their leadership behavior in supporting the employees they supervise at work. This chapter focuses on five key aspects related to HRM and leadership in a public sector context. First, the historical move from personnel management to HRM and leadership. Second, the distinction between external and internal management and this chapter’s focus on internal management. Third, the role of middle and frontline leaders in the implementation of policies and their responsibility for turning general policies into results. Fourth, the mutual dependency between HRM policies and leadership. Fifth, the distinction between intended, implemented, and perceived HRM and leadership. This chapter systematically draws on both the general HRM and leadership bodies of literature, and specifies these insights to the public sector context whenever possible.
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Тези доповідей конференцій з теми "Public middle managers"

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Chum, Samphors. "The Required Competencies of the Middle Managers in Five-Hotel Industry: A Case Study of Five-Star Hotels in Phnom Penh, Cambodia." In 2014 International Conference on Public Management (ICPM-2014). Paris, France: Atlantis Press, 2014. http://dx.doi.org/10.2991/icpm-14.2014.5.

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"Value Orientation of Middle Level Managers in Selected Public HIL’s (Higher Institute of Learning’s) in Metro Manila: It’s Implication to Leadership Styles." In International Conference on Business, Management and Corporate Social Responsibility. International Centre of Economics, Humanities and Management, 2014. http://dx.doi.org/10.15242/icehm.ed0214015.

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Barbosa, Fábio C. "Brazilian Freight Rail Concessions Overview: Current Outcomes and Perspectives." In 2019 Joint Rail Conference. American Society of Mechanical Engineers, 2019. http://dx.doi.org/10.1115/jrc2019-1237.

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The formerly public owned Brazilian Freight Rail System was under pressure in the middle nineties, mainly due to the revenue insufficiency, resulting from the government rate control policy and the inherent lack of investments, as well as the increasing funding requirements from the public budget. In this context, the system has been denationalized in the mid nineties, following a corridor format, with 11 regionalized concessions, with 30 year term contracts, running under a price-cap rate regime. The denationalization model has set contractual production and safety targets, which ultimately have indirectly set the required investments to comply with the contractual targets. The post denationalization scenario has allowed the rehabilitation of the former freight rail installed capacity, as a result of private investments on both rail network and rolling stock. The acknowledged freight rail system installed capacity recovery, followed by a profit guided management, have fostered the improvement of freight rail system’s performance, which ultimately have been translated into system’s production and safety enhancements. Albeit the huge advances observed during the first half of contract terms, there were some hurdles to be addressed, mainly the low interoperability/interchange rates, as well as the lack of greenfield investments, required for the necessary expansion of the Brazilian rail network. In this context, the regulatory authority has issued, in 2011, a rail regulatory package reform, focused on: i) interoperability improvement; ii) a widespread service coverage along the rail network (stretches production targets) and iii) a compilation of rail stakeholders (shippers and carriers) rights and obligations. The so called 2011 rail regulatory package has brought more transparency and equilibrium among shippers and carriers relationship, but has not addressed the lack of greenfield required rail investments, necessary to expand the freight rail share on Brazilian transport matrix. In this context, the Brazilian Government has proposed in 2012 the Freight Rail System Unbundling (Open Access Model), in which infrastructure managers would be in charge of providing rail capacity (with the guarantee of the demand risk covered by the Brazilian government) and granted rail operators allowed to operate on the network under a fee payment. However, the unbundled freight rail proposal has not evolved, mainly due to the lack of funding required to guarantee rail infrastructure managers return on investments, resulted from a strong fiscal crisis. Currently, the Brazilian Rail Regulatoy Authority is working on a proposal to extend the current (bundled) freight rail contracts, conditioned to contractual adjustments, focused on the imposition of mandatory investments for capacity improvement and interoperability enhancement. This work is supposed to present an overview of Brazilian Freight Rail System’s performance evolution since the denationalization process, followed by an assessment of the 2011 Rail Regulatory Reform, the 2012 Rail Unbunbled initiative attempt and the perspectives associated with the current freight rail bundled contract term extension proposal.
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"From poverty to depression to inflammation: a literature review." In International Conference on Public Health and Humanitarian Action. International Federation of Medical Students' Associations - Jordan, 2022. http://dx.doi.org/10.56950/ovii9740.

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Background: Depression is the most commonly presented psychiatric disorder1 . People with low socioeconomic status are more likely to experience depression compared to those with higher socioeconomic status2 . Recent studies have revealed that people experiencing depression symptoms have a greater vulnerability to infections3 . Also, it has been shown in recent studies that there is a correlation between irregular cytokine levels and an uncontrolled inflammatory response4 . Objective: The present review addresses the relationship between the immune system response and depression. In addition to the relationship between depression and low socioeconomic status. Method: We searched PubMed for relevant studies describing the relationship between inflammatory response, depression, and low-income. Our literature survey was limited to peer-reviewed articles, written in English and published from 1990 until August 2022. Results: Different studies confirmed that psychological stress causes an alteration in the level of cytokines in multiple mechanisms4,5. Hypothalamus-pituitary-adrenal axis (HPA) is a significant immunoregulatory pathway that is activated in a variety of stress circumstances, including psychological stress6,7. Chronic psychological stress results in glucocorticoid resistance due to overactivity of the HPA axis. As a result, the inflammatory response is not appropriately managed4 . (Table1) explains the changes in the level of cytokines8 . Contrastingly, antidepressant treatment may restore normal cytokine production and decrease the risk of abnormal inflammatory response9 . Conclusion: More attention should be given to the low-middle income population and their limited access to psychiatric services as they have a higher chance of experiencing mental health disorders. Depression, which is one of the most common mental health illnesses, increases the incidence of infectious diseases. Moreover, it affects the inflammatory response. Due to the shortage of clinical trials on this subject, we recommend doing more studies to identify these clinical aspects.
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SOM, Ratana, Raksmey CHAN, and Dănuț Dumitru DUMITRAȘCU. "MANAGING CHANGES IN DEVELOPING WORLD: CASE STUDIES OF BLENDED LEARNING ADOPTION (CHANGE) IN CAMBODIAN HIGHER EDUCATION INSTITUTIONS." In International Management Conference. Editura ASE, 2022. http://dx.doi.org/10.24818/imc/2021/03.07.

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A conceptualization of change management framework informed that positive change is managed with considerations of type, elements and process. This framework was confirmed by recent situational analyses made at two Cambodia’s public higher education institutions where adoption of Blended Learning (the change) was found to be promising with increased students’ satisfaction, increased lecturers’ involvement and continued program expansion. Employing case study design, this study aims to reconfirm the constructs, suggesting, where possible, for readjustment to make it really works. To that end, in-depth interviews with institutional leadership and key informants and focus group discussion with involved faculties were conducted. Results from the study suggested that although the framework do explain the real management practices on the ground, it had been deformed in a way that allowed the above top management much bigger control on type and elements of change. Middle managements (the Center’s head) whose roles were supposed to have the above controls were left otherwise to manage the whole process of change. While this strategic error, on the one hand, made the above successes far from being institutionalized, it, on the other hand, confirmed the validity of the above framework. For this framework to be most practical, this study recommends that more strategic supports and policies, together with a reliable monitoring and evaluation platform, be developed while internal source of funding should also be secured.
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Phalnikar, Rashmi, Subhal Dixit, and Harsha Talele. "Clinical Assessment and Management of Covid-19 Patients using Artificial Intelligence." In 6th International Conference on Signal and Image Processing (SIGI 2020). AIRCC Publishing Corporation, 2020. http://dx.doi.org/10.5121/csit.2020.102007.

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The COVID-19 infection caused by Novel Corona Virus has been declared a pandemic and a public health emergency of international concern. Infections caused by Corona Virus have been previously recognized in people and is known to cause Middle East Respiratory Syndrome (MERS) and Severe Acute Respiratory Syndrome (SARS). Unlike the earlier infections, COVID19 spreads alarmingly and the experience and volume of the scientific knowledge on the virus is small and lacks substantiation. To manage this crisis, Artificial intelligence (AI) promises to play a key role in understanding and addressing the COVID-19 crisis. It tends to be valuable to identify the infection, analyse it, treat it and also predict the stages of infection. Artificial intelligence algorithms can be applied to make diagnosis of COVID-19 and stepping up research and therapy. The paper explains a detailed flowchart of COVID-19 patient and discusses the use of AI at various stages. The preliminary contribution of the paper is in identifying the stages where the use of Artificial Intelligence and its allied fields can help in managing COVID-19 patient and paves a road for systematic research in future.
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Звіти організацій з теми "Public middle managers"

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Development of approaches to community based family planning outreach in Egypt: Assessment of Raidats Rifiats Program. Population Council, 1995. http://dx.doi.org/10.31899/rh1995.1025.

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Egypt’s family planning program officially began in 1965. Impressive gains in contraceptive use have been made since 1980, and the contraceptive prevalence rate increased from 24 percent in 1980 to 47 percent in 1992. Egypt’s National Population Policy addresses the nation’s population growth through multiple interventions designed to reduce fertility, including family planning (FP) services. FP accessibility is promoted through a network of public and NG0 FP clinics. A number of years ago, the Egyptian Family Planning Program began using the Raidats Rifiats program to extend services into rural communities. There is concern regarding the program’s ability to recruit women for the clinic-based program. Senior policymakers and program managers need to assess the role Raidats has played within their communities and their contribution to the FP program. The present research provides a comprehensive assessment of the various subsystems functioning in this program. Six governorates were included to represent Egypt’s major four sectors: West and Middle Delta, East Delta, Middle of Republic, and Upper Egypt. Overall, the study highlighted gaps in the existing Raidats system that should be strengthened to improve system performance.
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