Organisations

This article analyses Brazil’s development assistance, which includes scientific and technical cooperation as well as, along with humanitarian aid and participation in peacekeeping operations. Scientific and technical cooperation involves promoting education, health and agriculture, applying new technologies in production and eliminating hunger and poverty in the developing countries. Brazil’s policy began with a series of steps, starting with supporting national liberation movements in Africa and Asia, supporting the Non-Aligned Movement, increasing its participation in the North-South dialogue, and contributing to the formation of a new international economic order. Brazil promotes becoming an important instrument of foreign policy, which is based on principles of equal cooperation, respect for international law and non-interference in the internal affairs of other countries. Improving the mechanisms for development cooperation includes making sure aid is transparent, expanding pa...

Dentro del ámbito de la Sociología de las Organizaciones, la cultura empresarial se ha abierto un interesante campo desde la década de los 80, a partir de la cual se empezó a confiar en la posibilidad de dirigir grandes compañías con el respaldo de un conocimiento más íntimo de su cultura. Por lo tanto, el conjunto de disciplinas que aborda la teoría organizacional se ve atraído por su estudio, dada la demostrada utilidad de estandarizar comportamientos dentro de la compañía, así como la posible alteración de la propia cultura para repercutir positivamente en producción y beneficios. Estas premisas nos llevaron al estudio de caso de Maersk España en Algeciras. Para tal efecto, abordamos la realidad laboral de la compañía, generando un modelo propio de análisis que nos ha facilitado retratar su cultura empresarial, aplicando distintas técnicas cuantitativas y cualitativas. Este diagnóstico nos ha permitido conocer las consecuencias de la integración de distintas subculturas del traba...

A framework for the development of organisational safety culture based on Westrum's [Westrum, R., 1996. Human factors experts beginning to focus on organizational factors in safety. ICAO Journal October] typology of organisational communication had been ...

Partant de la volonte de nous liberer de definitions techniques, technicistes ou produites dans la sociologie de l'appropriation sociale des usages des TIC afin de qualifier les usages de l'Internet par des organisations de femmes ou feministes en Afrique, nous avons privilegie dans cette these les travaux theoriques portant sur le patriarcat et sur la colonialite du pouvoir (ensemble des relations sociales caracterisees par la subalternite - hierarchisation entre dominants et domines - produite par l'expansion du capitalisme). Ce parti pris nous a permis de poser un cadre d'analyse operatoire ne plaquant pas des analyses theoriques occidentales, sud-americaines ou asiatiques sur l'Afrique. Il a facilite la facon dont nous avons problematise la relation entre domination masculine et domination liee a la colonialite de pouvoir, que nous avons nommee colonialitaire, dans un contexte de mondialisation et d'hypermodernite. Les manifestations differenciees de cett...

Drawing on a longitudinal case study of Alpha Chemicals, we use four complexity theory constructs – adaptive tension, enabling leadership, enhanced cooperation, and boundary spanning – to explain the continuous knowledge creation dynamics in Communities of practice (CoPs). Our findings show that the virtual cycle of knowledge creation results from CoPs oscillating between guided and self-directed modes. In a guided mode, adaptive tension and enabling leadership prevail, resulting in knowledge expansion. In a self-directed mode, enhancing cooperation and boundary spanning are the most significant, resulting in knowledge probing. This research uncovers the value of conceptualizing CoPs as complex adaptive systems with emergent and intentional processes coexisting to create a virtual knowledge creation cycle. Our findings complement the dominant theory on CoPs’ insights by moving beyond the control/autonomy debate and highlighting that knowledge creation dynamics results from a flexibl...

Orientation: This article focuses on how South African organisations manage their employees’ wellness through their Employee Wellness Programmes (EWPs). Research purpose: The objective of this research is to describe employee wellness in South Africa by investigating the types, foci and perceived success of EWPs.Motivation for the study: Despite the growing awareness of the importance of EWPs in South Africa, the nature, content, context, participants, role-players and anticipated benefits as well as the possible drawbacks of these programmes in the South African context are unclear.Research design, approach and method: The researchers used a cross-sectional design. The first author developed the Employee Wellness Survey, consisting of quantitative and qualitative questions, to collect data from 16 organisations, four service providers and seven labour unions in South Africa.Main findings: The results showed that organisations, service providers and labour unions define employee wel...

This article compiles the authors principles which have made teaching administration become a system of making comparisons with other sciences by applying biotics. Contributions relating biological sciences with organisational management are especially taken into account. The main contribution lies in showing how those learning and teaching these sciences can make the process of organisations evolution much more graphical and pedagogical from such resemblance

A key issue that needs to be resolved when
establishing a community forest, is how the
costs and benefits will be distributed. This
paper reports on the use of the 4Rs tool to
facilitate decision-making about management
and benefit-sharing in the Bimbia
Bonadikombo forest, Southwest Cameroon.
The 4Rs tool allows for the analysis of the
rights and responsibilities held by each
stakeholder group, as well as the revenues (or
benefits) they receive from the forest. This
enables stakeholders to understand the links
between these, analyse stakeholders’ interests
more objectively and hence make more
equitable decisions on benefit sharing. In
addition, it analyses the relationships between
the different stakeholders, providing useful
information about possible entry points for
negotiation of difficult issues. In the Bimbia
Bonadikombo case, a particularly welcome
outcome of the process was a recognition by
the Operations Committee of the planned
community forest that they were responsible
for negotiating on behalf of the whole
community rather than according to their own
personal views.

We present an ontological analysis of the notion of group agency developed by Christian List and Philip Pettit. We focus on this notion as it allows us to neatly distinguish groups, organizations, corporations – to which we may ascribe agency – from mere aggregates of individuals. We develop a module for group agency within a foundational ontology and we apply it to organizations.

L'analyse critique explore la façon dont les employés sont déterminés à penser et à ressentir leur activité, comment les managers offrent aux employés « une mission, ainsi qu'un sentiment de se sentir bien ». Les programmes de culture d'entreprise (et HRM / TQM) tentent de « plonger les employés dans la « logique » du marché ». Les employés « sont encouragés à percevoir leur performance et leur utilité pour l'entreprise comme leur responsabilité ». La culture d'entreprise systématise et légitime un mode de contrôle par lequel la conscience des employés est modélisée, devenant ainsi un environnement du totalitarisme de type nouveau.
DOI: 10.13140/RG.2.2.26334.56647

... | Article; Perez JR and Ordóñez De Pablos P (2003) Knowledge management and organizationalcompetitiveness: a framework for human capital analysis. ... | Article; Roos J (1998) Exploring the concept of intellectual capital (IC). Long Range Planning 31(1), 150–153. ...

ICT Security Policy is a common topic that is being discussed in the public sector, because security incidents happen to organizations that offer online services to the public. These problems or incidents are also affecting the IT Department(BTM) at Marang District Council (MDM), as we also provide computer and internet facilities to our users.  Based on the research findings, including inputs gathered from the respondents from Marang District Council, these problems can be reduced by providing a computerized ICT Policy document guideline, creating user awareness programs and by enforcing these ICT Policies [5],[6],[7]. The purpose of this project is to investigate and resolve problems related to the implementation of the security policy in Marang District Council. Furthermore, the ICT Security Policy System is to be designed, developed in order to assist the Information Technology Department(BTM). In addition, these documents must be compliant to the ISO 27001 standard and the Information Technology Security and Communication Policies for the Public Sector which is developed by MAMPU [9],[12],[13]]. The ICT Security Policy System is a web based system. All results would be presented and discussed.

This article presents the findings of an HRD Professional Partnership study of effective and ineffective managerial and leadership behaviours exhibited by executive leaders within the UK business of a large international telecommunications company, and describes how the research has challenged various aspects of the organisation’s company-wide competency framework and its executive leader development programme. Additionally, the article reveals and discusses the extent to which the results are generalised to the findings of several managerial and leadership effectiveness studies carried out in other UK private and public-sector organisations, and the contribution of this research to current debates concerning the universality of management and leadership, and the concept of evidence-based management. Despite various calls in the US and UK literatures for evidence-based approaches to Human Resource Development (HRD), limited progress has been made in closing the much talked about HRD research-practice gap. Nevertheless, one effective means for HRD practitioners to become evidence-based is through the HRD Professional Partnership concept as originally defined in the USA by Jacobs and strongly advocated in the UK by Hamlin. In such researcher-practitioner partnerships there is a dual goal to improve the organisation through the application of academically-rigorous applied research, whilst at the same time advancing the field of HRD knowledge. However, only a few such studies have been reported in the literature. Building upon the work of these researchers, this article primarily presents the findings of an HRD Professional Partnership research study of effective, and least effective, executive leader behaviours exhibited by directors, heads of department and other top managers within the UK business of a large global telecommunications company (which for the purpose of anonymity is referred to either as TLFN Group plc or TLFN). It also reports how these findings were used to inform and shape evidence-based HR and HRD initiatives within the company for the measurement, selection, and development of executive leaders. Additionally, the article presents the results of a comparative cross-case analysis of the TLFN findings against equivalent findings from several replica studies of manager and managerial leader effectiveness carried out within both UK private and public-sector organisations. These are then discussed within the context of current debates regarding the universality of management and leadership, and of recent calls for evidence-based management. Business Leadership Review IV:IV www.mbaworld.com/blr October 2007 Page 1 of 16 © 2007 Association of MBAs Developing Effective Leadership Behaviours: The Value of Evidence-Based Management Robert G. Hamlin, Professor Emeritus and Chair of Human Resource Development, University of Wolverhampton Business School, and Jenny Sawyer, Organisation Development Manager at The Anchor Trust Organisational and Theoretical Issues of Concern This section outlines the various organisational and theoretical issues of concern that have informed the choice of focus and design for this study. Organisational Context TLFN Group plc, which was founded in the late 1980s, has grown into a multi-national retail distribution group making profits from a range of related telecommunications services across various geographical markets worldwide. The company is structured into core business units which include the distribution of products and services that are retailed globally through its high street stores, website and interactive television; telecoms services; insurance; and repairs. The continuing growth and increasing diversity of the business led to significant changes in the dynamic at the Board and executive-leader-level of management, as reflected in certain early signs of emergent tensions, conflicts and rigidities within and between departments and teams, with some executive leaders beginning to exhibit parochial attitudes and behaviours and a silo mentality. Consequently, at the latter end of 2004 the Director of Human Resources decided to develop a new role and function specifically focused on talent management. The aims of this new function were to facilitate a one-company organisational and management culture, help grow the human capability required to support the continuing business expansion and diversification, develop consistent and transparent performance management across the UK business, help enhance the employee experience so as to retain and attract the best talent, and to create consistency and best practice in the development of quality leadership and management within the organisation. This called for a better understanding of the evolving management culture of TLFN in its UK business, as reflected by the managerial and leadership behaviour of top and senior managers operating at the executive-leader-level of the company. Consequently, it was decided to…