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Over the past years, we have heard and read plenty about how executives should behave more responsibly in the light of corporate governance. Despite all these efforts, many implementations of corporate governance provide no protection from potentially catastrophic ethical failures. This book emphasizes the introduction of a new corporate governance blueprint for addressing these concerns in a more authentic, organic and holistic way. It is a roadmap toward a high-performance ethical culture. By way of this innovative system, Dr. Hubert Rampersad and Saleh Hussain, MBA, are launching a revolutionary concept that actively has human capital embedded in corporate governance in a manner that creates a stable basis for the personnel's trustworthiness, integrity, and engagement and ethical corporate excellence. Featuring numerous case examples and practical tools and exercises, this book will help the reader learn to: Develop, implement, and cultivate authentic personal governance and corporate governance effectively Create conditions for sustainable corporate governance Increase their personal effectiveness Develop their personal integrity effectively and become a better human being Develop ethical personal leadership Develop a highly engaged workforce, based on high ethical standards Create a high-performance culture and enhance the competitiveness of their organization Create conditions for an organizational climate marked by self-guidance, creativity, passion, and ethical behavior Develop a culture in which personal integrity and business ethics is a way of life

Over the past years, we have heard and read plenty about how executives should behave more responsibly in the light of corporate governance. Despite all these efforts, many implementations of corporate governance provide no protection from potentially catastrophic ethical failures. This book emphasizes the introduction of a new corporate governance blueprint for addressing these concerns in a more authentic, organic and holistic way. It is a roadmap toward a high-performance ethical culture. By way of this innovative system, Dr. Hubert Rampersad and Saleh Hussain, MBA, are launching a revolutionary concept that actively has human capital embedded in corporate governance in a manner that creates a stable basis for the personnel's trustworthiness, integrity, and engagement and ethical corporate excellence. Featuring numerous case examples and practical tools and exercises, this book will help the reader learn to: Develop, implement, and cultivate authentic personal governance and corporate governance effectively Create conditions for sustainable corporate governance Increase their personal effectiveness Develop their personal integrity effectively and become a better human being Develop ethical personal leadership Develop a highly engaged workforce, based on high ethical standards Create a high-performance culture and enhance the competitiveness of their organization Create conditions for an organizational climate marked by self-guidance, creativity, passion, and ethical behavior Develop a culture in which personal integrity and business ethics is a way of life.

This sixth peer review of the OECD Principles of Corporate Governance analyses the corporate governance framework and practices relating to corporate risk management, in the private sector and in state-owned enterprises. The review covers 26 jurisdictions and is based on a general survey of all participating jurisdictions in December 2012, as well as an in-depth review of corporate risk management in Norway, Singapore and Switzerland. The report finds that while risk-taking is a fundamental driving force in business and entrepreneurship, the cost of risk management failures is often underestim

"Prologue Organizations form programs to achieve strategic objectives that help them grow and perform more effectively and efficiently. The importance of these initiatives is such that an oversight function is required from executive management, whose role is to monitor the program ensuring that all parts are on track, support the program when required, and control different aspects of the program if things seem to go in the wrong direction. These dimensions of unification form the core of program governance. The need for program governance comes from the fact that there are certain aspects of the program that are not under the direct control of the program manager, and he or she requires support from the program governors to ascertain successful delivery of the program objectives. In addition, the program governors have to ensure that the program activities are being carried out as planned, and that any major deviations are accounted for and approved. In the following chapters, for the sake of clarity, all governance entities or roles (such as steering committees, program boards, program sponsors, etc.,) will be grouped together and referred to as program governors. A few years ago, I was working with a team of software professionals to develop the first trading platform in the Gulf Cooperation Countries (GCC) region. The team, I still remember, could be called a star team. We were a start-up; we needed a team like that one. It was similar to a "band of brothers" working together to build their dream rather than a pool of professionals working toward an objective. We succeeded! We created our dream"--

This book looks at experience in government restructuring and devolution from a variety of national and international perspectives, both within the European Union and elsewhere, focusing on lessons learned and ways forward.Since the 1980s, there has been a global trend to give more power to local governments. Even in Korea and the United Kingdom, the most centralised countries in the OECD, local government powers have increased, with substantial economic benefits. Within the European Union, the principle of subsidiarity has enshrined the idea of devolution. New member states, particularly in c

"Organizations form programs to achieve strategic objectives that help them grow and perform more effectively and efficiently. The importance of these initiatives is such that an oversight function is required from executive management, whose role is to monitor the program ensuring that all parts are on track, support the program when required, and control different aspects of the program if things seem to go in the wrong direction. These dimensions of unification form the core of program governance. The need for program governance comes from the fact that there are certain aspects of the program that are not under the direct control of the program manager, and he or she requires support from the program governors to ascertain successful delivery of the program objectives. In addition, the program governors have to ensure that the program activities are being carried out as planned, and that any major deviations are accounted for and approved. In the following chapters, for the sake of clarity, all governance entities or roles (such as steering committees, program boards, program sponsors, etc.,) will be grouped together and referred to as program governors. A few years ago, I was working with a team of software professionals to develop the first trading platform in the Gulf Cooperation Countries (GCC) region. The team, I still remember, could be called a star team. We were a start-up; we needed a team like that one. It was similar to a "band of brothers" working together to build their dream rather than a pool of professionals working toward an objective. We succeeded! We created our dream"--

Since the 1980s, there has been a global trend to give more power to local governments. Even in Korea and the United Kingdom, the most centralised countries in the OECD, local government powers have increased, with substantial economic benefits. Within the European Union, the principle of subsidiarity has enshrined the idea of devolution. New member states, particularly in central and eastern Europe, have significantly created new and self-sufficient local and regional governments. However, this process has been complicated. Devolution is not a panacea in its own right, and need not lead to economic growth. While it can encourage savings through collaboration, it can also lead to confused lines of authority and can complicate policy formation and implantation. Devolution can strain local budgets, forcing local governments to rely on their own sources of finance, rather than central government transfers. Suburbanisation, rural depopulation, the growth of some regions, and the decline of others have raised new problems, particularly related to inter-governmental cooperation among local governments and different levels of government. In many cases, an increased number of governments has increased administrative costs. This book looks at experience in government restructuring and devolution from a variety of national and international perspectives, both within the European Union and elsewhere, focusing on lessons learned and ways forward.

Joint Conference with Universidade Nacional Timor Lorosa'e (UNTL), Dili, Timor-Leste and Victoria University (VU), Melbourne.

The widespread use of Service Oriented Architectures (SOA) is beginning to create problems derived from the governance of said structures. To date there is not a single effective solution to solve all existing challenges to govern this type of infrastructure. This paper describes the problems encountered when designing a SOA governance solution in a real e-Government scenario. More specifically, we focus on problems related to specification and automated analysis of government policies. We propose a novel SOA governance specification model as a solution to these problems. We have named this model WS-Governance. in order to ease its adoption by SOA practitioners it: i) shares WS-Policy guidelines and is compatible with it, ii) has XML serialization as well as a plain-text one and iii) has a CSP based semantics that provides a precise description as well as facilitating the automation of some editing and WS-Governance related activities such as consistency checking.