SummaryAlthough policy entrepreneurship is essential for fostering policy innovations to achieve sustainable development, the literature has conflated different types of entrepreneurship and disaggregated it using inconsistent terminology. We conceptualize entrepreneurship using a six‐stream variant of the multiple streams framework (MSF)—which addresses key limitations of the original MSF—to examine entrepreneurial activities in the case of theJyotigram Yojana, a widely recognized policy innovation for managing the energy–water nexus in Gujarat, India. We find that whereas policy and political entrepreneurship no doubt played a significant role in coupling the streams and fostering this policy innovation, the process broker, program champion, and technology innovator were also important in policy formulation, implementation, and "success." We conclude that the six‐stream variant of MSF is useful for identifying and distinguishing various types of entrepreneurship involved in policy innovation for sustainability.
Gujarat state in Western India exemplifies all challenges of an agrarian economy founded on groundwater overexploitation sustained over decades by perverse energy subsidies. Major consequences are: secular decline in groundwater levels, deterioration of groundwater quality, rising energy cost of pumping, soaring carbon footprint of agriculture and growing financial burden of energy subsidies. In 2009, Government of Gujarat asked the present author, an economist, to chair a Taskforce of senior hydro-geologists and civil engineers to develop and recommend a Managed Aquifer Recharge (MAR) strategy for the state. This paper summarizes the recommended strategy and its underlying logic. It also describes the imperfect fusion of socio-economic and hydro-geologic perspectives that occurred in course of the working of the Taskforce and highlights the need for trans-disciplinary perspectives on groundwater governance.
BACKGROUND Effective performance appraisal systems can not only motivate employees to improve performance but also be important for the performance of organizations. However, the appraisal systems in civil services called the Annual Confidential Report (ACR) systems can be ineffective and do not contribute to employees' learning and development. With this background, the current study aimed at understanding the ACR system and assessing its effectiveness. The research aims to contribute in filling the knowledge gap in the existing literature on the need as to why the ACR system in civil services is an important human resource management (HRM) function. METHODS The analysis is based on policy review to understand the extant appraisal-related rules and policies. Nineteen in-depth interviews with medical officers (MOs) working with the government health department of Gujarat, India, were conducted. The main objective of the research was to assess the effectiveness of the actual appraisal system called or referred to as the ACR as perceived by MOs. Thematic framework approach was used to analyze qualitative data using NVIVO 9. Themes were built around five features of an effective appraisal system, i.e., purpose, source, feedback quality, link of the ACR system with other human resource functions, and administrative effectiveness. RESULTS The five features of the effective appraisal system studied in the current research (purpose, source, feedback quality, link of ACR system with other HRM functions, and administrative effectiveness) indicate that the overall appraisal system is ineffective. The overall appraisal system was perceived to be subjective and one directional in character by the study respondents. Furthermore, respondents perceived the appraisal system to be a ritual and where MOs hardly got to know about their performance, especially good performance. Hence, the feedback loop, an important feature for an effective appraisal system, was absent. The overall ACR system functions in isolation with no link to other HRM functions such as training and counselling, and a weak link with salary administration and promotion. CONCLUSIONS Addressing the five features or domains of an effective appraisal system can lead to improved perceived fairness MOs have on the current appraisal system which may further influence the satisfaction and motivation positively. Improved motivation and satisfaction with the appraisal system can influence two important human resource for health-related outcomes, i.e., performance and retention.
For many good reasons, after natural disasters it is common to work with 'memory' as part of a collective catharsis and a globalized humanitarian logic. Long‐term anthropological research on the aftermath of the 2001 earthquake in Gujarat, however, also demonstrates the significance of forgetting in local practice. Immediately after the disaster, people vowed to abandon the sites of their loss, leave the ruins as monuments, and rebuild anew on safer ground. In time, though, life returned to the ruins as the terrible proximity of death receded, as memories and new salience were shaped by acts of reconstruction. The article explores some of the political and social factors that make this form of forgetting possible – or even necessary. Evidence of earlier earthquakes in the same region indicates that such 'forgetting' has an established history. Together, ethnographic and archival materials combine to cast doubt over the emphasis on 'remembering' as the only 'memory solution' to suffering.
Financing new electricity generation capacity has been a persistent problem in developing countries. The conventional response has been to create competitive electricity markets by encouraging new entry into the generation sector and by breaking up vertically integrated monopolies power companies. This paper argues using a case study from Gujarat, India, for an alternative approach – leverage the captive power capacity (self-generation) of industry to reshape the generation and distribution sectors from the bottom up. Captive power is well positioned to both add capacity to systems struggling to meet demand and increase competition in the power market. A bottom-up method of power reform enables capacity from independent and industrial sources, which will best harness the financial and engineering resources of the Indian electricity supply industry. The solution proposed is not put forward as an optimised policy prescription, but instead represents the best of the feasible options available within current political and economic constraints.
BACKGROUND With the critical shortage of government doctors serving in rural health centers in India, understanding the initial posting policies, processes, and practices become important from a retention point of view. The initial posting is a very critical stage of an employment cycle and could play an important role in influencing the key human resource for health outcomes such as turnover and performance. The current study aimed at exploring a rather unknown phenomenon of the initial posting-related processes, practices, and perceptions of Medical Officers working with the Public Health Department in Gujarat, India. METHODS This was an exploratory study carried out in the state of Gujarat, India, that used qualitative methods first to document the extant initial posting policy with the help of document review and five Key Informant interviews; next, 19 in-depth interviews were carried out with Medical Officers to assess implementation of policies as well as processes and systems related to the initial posting of Medical Officers. A thematic framework approach was used to analyze qualitative data using NVIVO. RESULTS The results indicate that there is no formal published or written initial posting policy in the state, and in the absence of a written and formal policy, the overall posting systems were perceived to be arbitrary by the study respondents. In the absence of any policy, the state has some unwritten informal practices such as posting the Medical Officers at their native places. Although this practice reflects a concern towards the Medical Officer's needs, such practices are not consistently applied indicating some inequity and possible implications over Medical Officers' retention and motivation. CONCLUSIONS Initial posting is a critical aspect of an employment cycle, and the perceptions and experiences of MOs regarding the processes and practices involved in their initial posting can be crucial in influencing their performance and turnover rates. If long-term solutions are to be sought in addressing the availability and distribution of Medical Officers in the state, then there is a need to have clearly laid down initial posting-related policies that reflect the equity and consideration towards Medical Officers in placement-related matters.
In: Lakshmi, Y. V., Das, J., & Majid, I. (2020). Assessment of e-Learning Readiness of Academic Staff & Students of Higher Education Institutions in Gujarat, India. Indian Journal of Educational Technology, 2(1), 31.