Suchergebnisse

Abstract Background Road traffic crashes (RTC), that daily kill 3400 people and leave 15,000 with a permanent disability could be prevented through the implementation of safety programs developed in partnership with governments and institutions. The relationship between key stakeholders can be a crucial determinant to the effectiveness of road safety programs. This issue has rarely been addressed. We conducted a detailed organizational analysis of the stakeholders involved in road safety programs in Lao People's Democratic Republic (Lao PDR). Methods A case study was performed. The framework used was a snowball effect in which the characterization of all key stakeholders and the links between them, as well as the factors that led to these links, were determined. The effect of the relations between key stakeholders on the prevention of RTC was assessed through an analysis of the transactional, intangible and controlling factors that influence these relationships. Results The design and implementation of road safety programs in Lao PDR suffer from weak relationships between stakeholders and a poorly functional bicephal leadership between the Ministry of Public Works and Transport and the non-governmental organisation called Handicap International. This poor coordination between key stakeholders is evident, particularly in the area of collective action and is reinforced by a lack of interest from several different stakeholders. Most agencies do not prioritize road safety. Uneven distribution of funding is another contributing factor. Strengthening the leadership is crucial to the success of the program. Some organisations have skills, power the decision making and the allocation of resources in regards to road safety programs. Encouraging participation of these organizations through a more prominent position would thus result in a better collaboration. Non-monetary rewards would further help to strengthen collaborative work. Conclusion The bicephal nature of the leadership of road safety programs proves detrimental, is associated with a weak coalition between stakeholders, and contributes to the declaimed poor effectiveness of the existing programs. The study has identified non-monetary and realistic means of strengthening the collaboration between key stakeholders. Stakeholders need to revise their interpretive schemes, in order to actively support the reinforcement of government leadership of road safety policies.

State policy for promoting the development of civil society is an significant component of the "state – civil society" relations system. In Ukraine, the direction of promoting the development of civil society was formed in the early 2000s. Three relevant state documents (concept, strategies) have already been implemented and a draft of a new National strategy for promoting the development of civil society in Ukraine 2021–2026 has been prepared. A number of legal acts on various mechanisms of interaction between executive bodies and civil society organizations (public consultations, public councils, public expertise, etc.) have also been adopted. The author explores the features of state policy for promoting the development of civil society in Ukraine in terms of its organizational and functional providing and identifies problematic issues that need to be addressed. In particular, the process of the system's formation of divisions of executive bodies on issues of interaction with the public is analyzed. Organizational characteristics of such divisions and their functions are considered. The author paid a special attention to the problems of organizational and functional support in terms of policy formation to promote the development of civil society, definition of standards and coordination of executive bodies activity in the relevant field. The author substantiated according to the results of the research that in general the state policy of promoting the development of civil society in Ukraine has passed the initial, fundamental stage of formation. However, its overall effectiveness is not sufficient. And organizational and functional providing is one of the factors of this situation. In particular, the formation of a full-fledged system of special divisions in the executive branch has not yet been completed. Responsibilities for promoting the development of civil society are within the competence of divisions of interaction with the public, while their functions are not regulated, and human resources and technical capacity depends on the political priorities of management. Also, the body designed to play a leading role in this area is not defined in the executive branch. Due to this, the relevant state policy in Ukraine does not have institutional stability and develops chaotically and inconsistently. In particular, a full-fledged system of special units in the executive branch has not been formed yet Key words: civil society, state policy, government, executive bodies, civil society organizations, organizational and functional providing.

This book explores the challenges of sustainable agri-food supply chains. It presents and discusses nine cases of organizational innovation, covering different phases of food production and facing different challenges, by proposing alternative models to the traditional paradigm of scale and leverage to design supply chain in these industries

One of the most important decisions that entrepreneurs and investors adopt in the process of their activities to obtain a positive micro- and macroeconomic result is the placement of monetary funds into ranked financial instruments. Such a decision requires understanding of investment features and risks for all classes of assets. A special attention should be paid to derivatives as their use, despite high effectiveness, is not commonly practiced in Ukraine. The aim of present work is a theoretical study of financial and organizational prerequisites for hedging, particularly, to identify obstacles to the introduction of this technique, including when working with derivatives, in risk management, formation of conceptual approaches to assess and overcome obstacles in the effective application of hedging strategy. Main problems in the application of hedging technique for the work with derivatives at domestic enterprises and financial markets of Ukraine are characterized. We substantiated a hedging technique as an alternative, by efficiency, method in risk management. The most common financial techniques are characterized, which include natural and synthetic types of hedging. A structure of the financial market is revealed, and financial negotiable instruments -objects of application of hedging technique- are classified. A system of participants in the Ukrainian stock market is presented. We described the essence of technique and certain methods of hedging. Micro-and macroeconomic obstacles are identified when applying hedging relative to derivatives: unsubstantiated number of exchanges, weakly-developed legal-normative base, insufficient warrants of property rights to foreign investors, lack of actual delivery of the base asset, low investment attractiveness of Ukraine, lack of a unified regulator for financial markets, absence of hedgers, small volumes of transactions for all futures, low level of financial literacy among the population. The scientific novelty of present research is in outlining the aspects of practical implementation of hedging technique into risk management in dealing with derivatives. Results of the study might be used by legal entities when managing risks in operational and financial activities. Further research into the scientific problem specified may be directed to regulate drivers of profitable business activity by innovative and progressive methods and techniques.

International audience ; BACKGROUND:Road traffic crashes (RTC), that daily kill 3400 people and leave 15,000 with a permanent disability could be prevented through the implementation of safety programs developed in partnership with governments and institutions. The relationship between key stakeholders can be a crucial determinant to the effectiveness of road safety programs. This issue has rarely been addressed. We conducted a detailed organizational analysis of the stakeholders involved in road safety programs in Lao People's Democratic Republic (Lao PDR).METHODS:A case study was performed. The framework used was a snowball effect in which the characterization of all key stakeholders and the links between them, as well as the factors that led to these links, were determined. The effect of the relations between key stakeholders on the prevention of RTC was assessed through an analysis of the transactional, intangible and controlling factors that influence these relationships.RESULTS:The design and implementation of road safety programs in Lao PDR suffer from weak relationships between stakeholders and a poorly functional bicephal leadership between the Ministry of Public Works and Transport and the non-governmental organisation called Handicap International. This poor coordination between key stakeholders is evident, particularly in the area of collective action and is reinforced by a lack of interest from several different stakeholders. Most agencies do not prioritize road safety. Uneven distribution of funding is another contributing factor. Strengthening the leadership is crucial to the success of the program. Some organisations have skills, power the decision making and the allocation of resources in regards to road safety programs. Encouraging participation of these organizations through a more prominent position would thus result in a better collaboration. Non-monetary rewards would further help to strengthen collaborative work.CONCLUSION:The bicephal nature of the leadership of road safety programs proves detrimental, is associated with a weak coalition between stakeholders, and contributes to the declaimed poor effectiveness of the existing programs. The study has identified non-monetary and realistic means of strengthening the collaboration between key stakeholders. Stakeholders need to revise their interpretive schemes, in order to actively support the reinforcement of government leadership of road safety policies.

The Third Edition of the bestselling Diagnosing Organizations shows how consultants and applied researchers can help decision makers quickly and flexibly diagnose problems and challenges and decide how to deal with them. This thoroughly revised edition can help practitioners of diagnosis directly address concerns that are critical to clients, rather than just provide feedback on current conditions and operations. In an authoritative yet readable fashion, author Michael I. Harrison presents updated treatments of the uses of diagnosis, evaluating organizational effectiveness, improving team performance, planning organization redesign projects, and assessing organization-environment relations and competitive strategy. Also treated are the politics of change management, professional dilemmas, and ethical issues confronting practitioners.

This study reviews and synthesizes empirical research literature focusing on the relationship between boards of directors and organizational effectiveness of U.S. hospitals. The study examines literature published in scholarly journals during the period of 1991-2017. Fifty-one empirical articles were identified that met the study's inclusion criteria. A framework from the corporate governance and nonprofit governance literature is used to classify the articles according to level of analysis (individual actors, governing bodies, organizations, and networks, alliances and multiorganizational initiatives) and focus of research (formal structure and behavioral dynamics—including informal structures and processes). Results are discussed, emerging trends are identified, and recommendations are made for future research.

Leadership and teamwork are the key factors contributing to organizational effectiveness if their attributes fit to the socio-cultural context. In this reading, the leadership and teamwork process are described in Developing countries (DCs). Developing countries, which comprise of 80 % of the world's population, are diverse in many ways. However, there are some common socio-economic, institutional, and political characteristics as well as shared cultural attributes. The first section addresses the difficulty of finding a definition of developing countries and lays out some common features. Next comes the presentation of six key socio-cultural characteristics that have implications for leadership and teamwork. The following two sections describe challenges and opportunities in leading and teaming in DCs.

The main purpose of the study was to examine the factors that influence the implementation of results based performance evaluation in public organizations evidence from Federal documents authentication and registration agency. The study made use of both primary and secondary data and analyzed by using SPSS version 20.By using Descriptive statistics methods as frequencies, percentages, mean and standard deviations. major finding of the study, revealed that the agency have highly influenced by factors that time management, performance appraisal systems, employee benefit, Organizational policies, effective leadership and efficiency and effectiveness. The study recommends that Performance is the true litmus test for survival in the organization work flow. Effective system should encourage collaboration, teamwork, and communication must be needed. Performance appraisal can have significant positive impacts on employee performance and organizational effectiveness if it is organized and manage according to the standard. Governmental organization should come up with more effective strategies for ensuring effective implementation of result based performance evaluation systems in organizations. This can be done by identifying the results being sought in clear and measurable terms and developing a conceptual framework for how the results will be achieved.

The notion of strategic training is premised upon the idea that organized developmental activities must be directly linked to the mission or the core business of the organization. This article presents a case study of a managerial training program implemented in a large nonprofit organization. The training program encouraged dialogue among managers of different hierarchical levels with different areas of expertise, to help improve the processes of vertical and horizontal integration required for effective performance. The program enabled participants to link their local decisions and daily operations to the broader organizational mission, consequently improving organizational effectiveness and learning. This paper suggests that human resource managers and trainers can enhance the effectiveness of managerial training programs by making a conscious effort to provide opportunities for horizontal and vertical integration within the training experience, independent of the content areas addressed in the program. Some of the consequences of implementing this approach include a more open and expanded communications process, the generation of professional attachments, bonding between members of the managerial team, and better coordination of services among participants from the various hierarchical levels and functional areas.

Purpose
The purpose of this paper is to study the effect of corporate social responsibility (CSR) effectiveness on job seekers' organizational attractiveness (JSA). Deriving inspiration from Carroll's theory, the study specifically tries to measure the impact of CSR on JSA with the four dimensions pertaining to economics (PECO), pertaining to legal compliance (PLCO), pertaining to ethics (PETH) and pertaining to philanthropic (PPH). Furthermore, the paper also tries to examine the moderating role of company selection (COM SEL) done based on high or low CSR reputation and JSA.


Design/methodology/approach
Management and engineering students enrolled in premier institutions and universities of Western Odisha in India are surveyed for their perceptions of CSR and JSA. Purposive and convenience sampling are applied to collect data from 456 job seekers. Based on the analysis, the study proposes two main models (Models 1 and 2) wherein Model 1 tries to measure the effect of CSR on JSA and Model 2 checks the moderating effect of COM SEL on CSR and JSA. In addition, robustness of the study is tested using control variables (Models 3 and 4). Data is treated through SmartPLS 3.3 software. The structural equation modelling (partial least squares-SEM) method is applied to test the hypotheses and for further analysis.


Findings
The result reveals an interesting insight. There is a positive and significant effect of PECO, PLCO and PPH on JSA. Moreover, no such significant effect is observed between PETH and JSA. Further, the findings are contrary with respect to COM SEL, that partially moderates the effect of CSR on JSA. However, the results reveal that COM SEL has a substantial moderating effect on the PPH dimension of CSR and JSA.


Practical implications
The results highlight that CSR positively and significantly affects JSA in terms of PECO, PLCO and PPH, thereby emphasizing that organizations must be more focused on these perspectives of CSR. Further, though the results did not exhibit any significance with PETH, it is essential that organizations should strengthen the ethical aspects of CSR as well and align them with the CSR strategic actions. The study also confirms the moderating effect of COM SEL on PPH dimension of CSR and JSA, thereby supporting the philanthropic approach in this domain. Further, the organizations should foresee the philanthropic factor of CSR as a competitive advantage to attract potential job seekers.


Originality/value
This research attempts to contribute to CSR and HR literature in two ways. First, it is the first attempt to use PLS-SEM with an attempt to understand job seekers' perception of CSR and JSA with Indian data consisting of students belonging to premier business management and engineering institutes. Second, the study is an attempt to empirically measure the moderating effect of COM SEL on JSA. To sum up, the study will provide insights to organizations to help craft CSR strategies for attracting more job seekers.

The purpose of this paper is to identify patterns of strategic human resource management (SHRM) practices that would lead to sustainable competitive advantage by implementing configurational approach and following the existing trends in the field of strategic human resources management. Specifically, coherent and internally connected systems of strategic human resources management practices form powerful connections that create positive synergistic effects on organizational performance, while inconsistent human resources management practices form combinations that create a negative synergistic effects that negatively affect organizational effectiveness. From this point of view, to improve organizational competitive performance on one small economy as Macedonian, it is necessary to define and convey highly focused strategies, politics and practices for human resources management. According to the concept of internal fit, skill development, job enrichment and stimulating compensation systems configurations are outlined orientations in human resource management strategy, which determined the use of certain practices. Keywords: strategic human resources management, configurational approach, sustainable competitive advantage

Diversity is one of the most significant forces influencing organizational change in the 1990s. The number of diversity workshops, videos, journal articles, boardgames, handbooks and CD-ROMs testify to its significance. Many of these present diversity as a problem to overcome or manage. Few recognize diversity as a potential source of organizational effectiveness. This article presents diversity as a key resource to create a high performing work culture that enables all members of the organization to do their best work. I share some of the lessons learned in over twenty-five years experience consulting with public and private organizations in their quest to build inclusive, high performing work environments. The article distinguishes between diversity and inclusion, describes a model for diagnosing an organization's culture, sets forth steps for implementing organizational change, and discusses the human resource professional's role. These concepts grew out of my work with organizations such as Mobil Corporation, Dun & Bradstreet, Apple Computer and the Cities of Portland, Maine; Columbus, Indiana; and San Diego, California.

Family ownership and control are still significant in the majority of business enterprises in the United States. A high percentage of these companies face special problems particularly related to corporate development and transition from an enterpreneurial to a professional management structure. The dual criteria for corporate membership (family and professional competence) require special management efforts. Without these efforts, organizational rigidities develop which undermine the corporation's ability to function effectively. While the relevance of the interaction between family relationships and the working environment of organizational effectiveness has been recognized, family systems and organization approaches have never been simultaneously applied in the study of family-dominated businesses. In this paper we develop a scheme that is derived from principles of organizational and family-systems theory. We describe a set of processes and mechanisms that define and regulate the interaction between the business and family system. We show the applicability of these concepts to the study of adaptation and maladaptation in the family-dominated corporation.

Governments and ICT integration advocates tend to seek infrastructural investments as a panacea for the ICT needs for learning institutions, without proper plans on how they will be utilized and without clear understanding existing capacity deficits that will affect its successful implementation. The mere focus of most studies on availability of technology and what students learn through the technology has left a gap in understanding on the capacity requirements that will ensure effective utilization of the technology in order to improve the quality of educational processes in learning institutions. ICT capacity has been of particular focus by scholars in understanding the influence of teacher characteristics and capabilities on effective utilization of ICT to realize its full potential in improving efficiency and effectiveness of management, teaching and learning processes in learning institutions. This review summarizes the relevant research on the influence of ICT capacity on effective utilization of ICT to improve organizational performance of learning institutions. Specifically, the review summarizes the relevant research on teachers' characteristics and ICT capacity and its effect on organizational performance in learning institutions. The review also discusses gaps in the literature, directions for future studies to breach the gaps and the research implications on scholars and policy makers in educational technology.