This paper is an exploratory study analysing the communication models underlying Swedish civil servants' and scientists' views of how to communicate uncertainty related to progress towards public ...environmental quality objectives. Their lines of reasoning are illustrated by quotations from in-depth and focus group interviews. Two communication models are discussed: the separation model, in which experts discuss uncertainties among themselves and subsequently present a clear-cut message to practitioners and politicians, and the integration model, in which policy makers and civil servants take part in discussions about how to interpret and handle the uncertainties involved. The paper identifies the importance of acknowledging the existence of uncertainty and of consciously reflecting on what communication model to use in communicating goal achievement. It also emphasizes the need for further discussion of the consequences of each communication model. Moreover, the paper highlights a need for further research into the sense-making processes occurring as actors in the policy and practitioner arenas interpret expert messages. Finally, it is argued that the integration model for communicating uncertainties could be used to encourage reflection and learning within and across societal sectors.
Following recent corporate accounting scandals and governance failures, there has been a renewed interest in dysfunctional employee behaviors as potential drawbacks of financial goal-setting. Our ...study therefore assesses the impact of tight financial results controls as a cause for common behavioral displacements like information manipulation or gaming behavior in combination with countervailing effects of informal controls and management accountants’ business orientation as potential remedies. Based on a cross-sectional survey among 295 large- and medium-sized companies, our results show that even though a strong emphasis on financial results controls is associated with dysfunctional behaviors, higher levels of informal means of control and a more intense business orientation of management accountants are associated with a decrease of behavioral displacements. Our paper contributes to literature in a twofold way. First, it adds to the extant management accounting and control literature by providing comprehensive insights into the interplay between tight financial controls, informal controls, and management accountants’ role-taking behaviors. Second, by using a large-scale survey design, our results reflect a broad array of organizations and control situations.
Personel degerteadirme, personel yénetiminin temel unsuriarmdan biridir ve kamu ydnetimiadeki degisim ve déndsimlerle birlikte yenidea sekillenmektedir. Tarkiye’de 2011 yihna kadar sicil sistemi ...uygulanmus, 2011 yal itibariyle sicil sisteminden performans degerlendirme sistemine gecis icin adim atinusor. Bu konnda Milli Egitim Bakanh% (MEB) dncii kurumlardan biri olmestur. Ogretmentere ydnelik performans deSerlendirmeterinin bir kisnu yarg: kararlan sonucunda iptal edilince uygulama bir sire durdurulmus ve daha sonra yeni bir deferlendirme modeli ortaya konmustur. Yeni model 360 derece performans degerlendirme esasina dayahdir. 360 derece performans degerlendirme sistemi ile degerlendirme sirecine dgrenci ve veliler de dahil edilmistir. Ancak dézenleme egitim camiasmdan, sendikalardan ve sosyal medyadan gelen tepkilerle karsilagmushr. En son gelinen noktada ise, Bakanhk dgretmenlere performans degerlendirme uygulanmayacagm belirtmistir. Bu dogrultuda arasirmaam amaci, sici) sisteminden performans degerlendirme sistemine gecige neden ihtiyac duyuldugu, performans degerlendirme sisteminin sicil, sisteminden farkh bir uygulama getirip getirmedigi, performans degerlendirmesinin éiretmenteri nasil etkiledigini inceleverek Térkiye'de egitim politikalarimn personel degerteadirme yéndnden analiz edilmesidir. Cabgmada belge analizi ve yan yapilandinimes gérisme yantemi kullaulmishr. Arastirma, izmir iti ile simrtandmioustr ve Milli Egitim Bakanbit ézelinde yOrdtdlmilstér. Arastrma géncel gelismeleri icermesi ve sendikalan kapsamasi bakimindan énemlidir. Ayrica dgretmenlerin performans degerlendirmesi kouusu coguntukla egitim bilimciler tarafmdan cabgimigtr. Konunun kamu yonetimi = ydniyle degerlendiramesi, sdrdirillebilir bir degerlendirme politikasinin belirteamesine katks saglayacaktr. Arastirma sonucunda elde edilen verilere gére, dfretmenler coguntukla performans deferleadirmesi hakkinda olumsuz gérilg tagamaktadir. Performans dejerlendirme sistemi, sicil sisteminden énemil bir fark yaratmamisbr. Uygulandig: bicimiyle performans degerlendirme sistem, sici) sisteminin gerisinde kalmistir.
An essential "economic organ" of the modern industrial civilization is management. An essential component of a successful firm is proper administration. In the lack of effective management, a ...profitable company might become a losing enterprise. The acronym MBO stands for "Management by Objectives." It is a method that is frequently applied to create and carry out operational goals. Organizational objectives are typically developed through compliance. The MBO strategy, in contrast, involves staff members in the formulation and implementation of these operational goals that are directly relevant to their work. This essay discusses the goals and strategies for the MBO idea. It also emphasizes recommendations for qualitative and quantitative organizational improvement. The information for this research paper was gathered from a variety of sources, including websites, annual reports, articles, periodicals, and related books. The current paper is theoretically developed. The MBO, its workings, and its effects on Indian companies are all subjects of study.
There are many studies on the ways in which activation paradigm has been integrated into the reform of welfare states. Activation paradigm and related policies serve to activate citizens to take more ...responsibility for their own welfare through paid employment. Active labour market policies (ALMPs) have constituted one of the important policy fields in which active welfare understanding have been materialised and thus become a significant instrument of activation. These programs and relevant measures constitute formal policy reforms. There is also a rising literature on procedural policy reforms in the field of activation, which is about the ways that ALMPs are managed, that is, the governance of activation. Recent procedural reforms include measures shaped by the New Public Management thinking such as performance management or management by objectives, and the process of marketization through quasi markets. The debates on the governance of activation show the ways in which management reforms shape the content of activation reforms. This study attempts to evaluate those debates on procedural reforms in ALMPs through review of the relevant literature and based on the Turkish case. Turkey is a late comer in implementation of activation programmes but in the last two decades policy reforms both in ALMPs and in the ways formal policy reforms are governed and implemented have accelerated.
Çalışmanın amacı akademik bilgi üretiminin bir boyutunu oluşturan tezlerde yönetim modalarına gösterilen ilgiyi tespit etmektir. Bu amaçla Yüksek Öğretim Kurulu internet sayfasında yer alan Ulusal ...Tez Merkezi üzerinden İşletme bilim dalı altında toplam kalite yönetimi, kalite çemberleri, değişim mühendisliği, kıyaslama, personel güçlendirme ve altı sigma konularında yazılan lisansüstü tezler bibliyometrik analiz yöntemi ile değerlendirilmiştir. Araştırma amacı doğrultusunda belirlenen yönetim modalarını içeren, 1986-2008 yılları arasında yazılan 520 tez çalışmanın evrenini oluşturmaktadır. Araştırma sonunda en fazla ve uzun süreli ilgi gören yönetim modasının TKY olduğu belirlenmiştir. İncelenen diğer konuların yıllar içerisindeki dağılımına bakıldığında, TKY kadar ilgi görmedikleri gözlenmiştir.
The purpose of this study is to evaluate the reflections of management fashions on the academic world through theses. Within this purpose the graduate theses on business administration which involves the topics; total quality management, quality circles, re-engineering, benchmarking, employee empowerment and six sigma have been analyzed by bibliometric technique through National Thesis Database on the web site of Turkish Council of Higher Education. The 520 theses on these topics written between the periods of 1986-2008 form the research population. As a result it is determined that TQM is the fashion that generated the most and long-term interest and show an appropriate development to the fashion life cycle analogy.
As part of a CfBT Education Trust funded study, we investigated the practical steps school leaders can take to ensure that self-evaluation of school performance led, through the effective staff ...development, to genuine school improvement. On the journey from self-evaluation to school improvement our research identified what schools did that worked, how people helped each other, how obstacles were overcome, and what was done to ensure even greater improvement. The role of continuing development of staff was crucial in helping to address most of the priorities identified through self-evaluation to bring about improvement, enhance the quality of the learning experience, and generally make things better for pupils. In this article we outline the key factors that need consideration by school staff development leaders to ensure that the journey leads from self-evaluation to school improvement.
The purpose of the present work is to build a suitable system dynamics model for goal dynamics in organizations, as proposed by
Barlas and Yasarcan (2008). The proposed model does not bear any ...ambition of being exhaustive: the main objective of this paper is to propose a model of goal dynamics in which Goal Setting, Management by Objectives and Training are viewed as human resource practices able to enhance workers’ goal commitment, and therefore, improve organizational performance. In the first part of this paper, an analysis of the Goal Setting Theory and the role of goal setting practices, in bettering worker's performance, are stressed. In the second part, a case-study, the causal loop and a quantitative model of goal dynamics in organizations are described. In the third part, behaviour reproduction testing, optimization analysis for parameter estimation and scenario analysis are presented. Limitations of the present research and conclusions are finally discussed.
Purpose - This paper aims to identify employee attitudes toward organizational change in the Coastal Municipalities Water Utility in the Gaza Strip and factors affecting these attitudes. ...Design/methodology/approach - The study used descriptive and analytical methods to investigate the phenomena. The study population includes all the Coastal Municipalities Water Utility employees. The population number was 128. A semi-comprehensive survey was used. A close-ended questionnaire was considered as a main tool for data gathering from the field. Findings - The study concluded that employee attitudes toward organizational change were positive but weak, which could elicit some supportive behaviors. Employees hold ambivalent cognitions; they believe that change benefits all employees and would increase work efficiency, but they do not see themselves or their departments as contributors to this improvement. In addition, they hold moderate positive emotions of happiness, excitement, relief, and hope. Moreover, employees hold moderate intentions to support the change passively by complying with, and showing acceptance of change. Multiple regression analysis indicated moderate prediction of attitude toward organizational change by four predictors: organizational support, self-efficacy, quality of information, and threat appraisal. The model explained 52.0 percent of variance in employee attitudes toward organizational change. Practical implications - The paper provides a managerial framework for applying change to organizations successfully and generating a positive employee attitudes and behavior toward change. Originality/value - This research is the first to be conducted in Palestine and to consider a practical and empirical approach to evaluate management of change in one of the most important service provider institutes in the Gaza Strip.
This research aims to compare the public and private sectors with regard to satisfaction at work. We conducted a survey with 670 professionals from both sectors in Brazil. The results of variance ...analysis confirm previous researches indicating that public officials are less satisfied with their work than private sector workers. However, this result does not repeat when we evaluate the satisfaction dimensions. For instance, public officials reported being more satisfied than private sector workers with regard to social environment and work stability. Unexpectedly, the results suggest that there is no difference between these sectors when we analyze the satisfaction with supervision. Therefore, this article is relevant for Brazilian managers, by offering an empirical research on the distinction between public and private. The article also discusses the theoretical implications, since Brazilian findings do not completely support the international literature.
El objetivo de esta investigación es comparar los sectores público y privado con relación a la satisfacción en el trabajo. Se realizó un survey con 670 profesionales de ambos sectores en Brasil. Los resultados del análisis de varianza confirman las investigaciones anteriores indicando que los funcionarios públicos están menos satisfechos con su trabajo que los trabajadores del sector privado. Sin embargo, ese resultado no se repite cuando se evalúan las dimensiones de la satisfacción. Por ejemplo, los funcionarios públicos reportaron estar más satisfechos que los trabajadores del sector privado con relación al ambiente social y la estabilidad en el trabajo. Inesperadamente, los resultados sugieren que no existe diferencia entre los sectores cuando se analiza la satisfacción con la supervisión. Por lo tanto, este artículo es relevante para los gestores brasileños, pues ofrece una investigación empírica acerca de la distinción entre público y privado. Este artículo también discute las implicaciones teóricas, pues los hallazgos brasileños no confirman totalmente la literatura internacional.
O objetivo desta pesquisa é comparar os setores público e privado em relação à satisfação no trabalho. Foi realizado um survey com 670 profissionais de ambos os setores no Brasil. Os resultados da análise de variância confirmam as pesquisas anteriores indicando que os funcionários públicos estão menos satisfeitos com seu trabalho que os trabalhadores do setor privado. No entanto, esse resultado não se repete quando avaliadas as dimensões da satisfação. Por exemplo, os funcionários públicos relataram estar mais satisfeitos que os trabalhadores da iniciativa privada em relação ao ambiente social e à estabilidade no trabalho. Inesperadamente, os resultados sugerem que não existe diferença entre os setores quando analisada a satisfação com a supervisão. Portanto, este artigo é relevante para os gestores brasileiros, pois oferece uma pesquisa empírica sobre a distinção entre público e privado. Este artigo também discute as implicações teóricas, pois os achados brasileiros não confirmam totalmente a literatura internacional.
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