WorldWideScience

Sample records for facilitating organisational change

  1. Organisational Change

    DEFF Research Database (Denmark)

    Poulsen, Peter

    the combined use of contingency theory, strategic choice theory and structuration theory. The intention is analyse whether one of the paradigms would emerge as “dominant”, i.e. produce superior explanation of organisational change, or if a multi-paradigmatic view would be more beneficial in understanding......This Ph.D. research is carried out for the business unit at LEGO concerned with Internet shopping (e-business) called LEGO Direct. The research is concerned with the issues of organisational change and management. The research is partly sponsored by LEGO Company and Aalborg University The research...... understanding of organizational change and its processes both theoretical as well as empirical. In the search for interesting and relevant theories that would fulfill the goal of thesis, we learnt that the field of organisational change was complex and widely spread across lots of disciplines and paradigms...

  2. The significance of 'facilitator as a change agent'--organisational learning culture in aged care home settings.

    Science.gov (United States)

    Grealish, Laurie; Henderson, Amanda; Quero, Fritz; Phillips, Roslyn; Surawski, May

    2015-04-01

    To explore the impact of an educational programme focused on social behaviours and relationships on organisational learning culture in the residential aged care context. The number of aged care homes will continue to rise as the frail older elderly live longer, requiring more formal care and support. As with other small- to medium-sized health services, aged care homes are faced with the challenge of continuous development of the workforce and depend upon registered nurses to lead staff development. A mixed-method evaluation research design was used to determine the impact of an educational programme focused on social aspects of learning on organisational learning culture. One hundred and fifty-nine (pre) and 143 (post) participants from three aged care homes completed the Clinical Learning Organisational Culture survey, and three participant-researcher registered nurse clinical educators provided regular journal entries for review. While each site received the same educational programme over a six-month period, the change in organisational learning culture at each site was notably different. Two aged care homes had significant improvements in affiliation, one in accomplishment and one in recognition. The educators' journals differed in the types of learning observed and interventions undertaken, with Eucalyptus focused on organisational change, Grevillea focused on group (student) change and the Wattle focused on individual or situational change. Clinical educator activities appear to have a significant effect on organisational learning culture, with a focus on the organisational level having the greatest positive effect on learning culture and on individual or situational level having a limited effect. Clinical educator facilitation that is focused on organisational rather than individual interests may offer a key to improving organisational learning culture. © 2014 John Wiley & Sons Ltd.

  3. Organisational change: Deliberation and modification

    NARCIS (Netherlands)

    Jonker, C.M.; Schut, M.C.; Treur, J.

    2003-01-01

    For an information-agent-based system to support virtual (Internet-supported) organisations, changes in environmental conditions often demand changes in organisational behaviour, i.e., organisational changes. As organisational behaviour relates to organisational structure, rethinking the structure

  4. Organisational Structure & Change

    Science.gov (United States)

    National Centre for Vocational Education Research (NCVER), 2006

    2006-01-01

    Structural change is seen as a way to meet the challenges of the future that face many organisations. While some writers agree that broad-ranging structural change may not always transform an organisation or enhance its performance, others claim that innovation will be a major source of competitive advantage to organisations, particularly when…

  5. Facilitating "Organisational Learning" in a "Learning Institution"

    Science.gov (United States)

    Lawler, Alan; Sillitoe, James

    2013-01-01

    The term "organisational learning" was popularised by Peter Senge in "The Fifth Discipline", his seminal book from 1990. Since then, the term has become widely accepted among those interested in organisational learning and change management. However, partly due to the somewhat ambiguous situation which arises in a university…

  6. Managing Organisational Change

    Science.gov (United States)

    Reddin, W. J.

    1970-01-01

    The author, an organizational change agent and the originator of the 3-D Theory of Effective Management, summarizes the reasons why organizations start a change program and the major strategies (mainly the T group and consultation approaches) used to introduce change. (LY)

  7. Organisational Change, Health and the Labour Market

    DEFF Research Database (Denmark)

    Bhatti, Yosef; Gørtz, Mette; Holm Pedersen, Lene

    This research examines the effects of organisational change on employee health and labour market outcomes. Previous studies looking into organisational change in the private sector indicate that the larger the size and depth of organisational change, the larger the detrimental consequences...... of causal effects of organisational change by exploiting a large scale public sector reform which can be considered as a quasi-experiment. Third, given that the reform was exogenous and implemented simultaneously in a number of Danish municipalities, we also have an objective measure of organisational...

  8. Organising, Educating... Changing the World

    Science.gov (United States)

    Grayson, John

    2005-01-01

    Over the past few years a constellation of social movements and organisations concerned with issues of globalisation and world poverty have exploded onto the world stage. They have mobilised demonstrations, organised mass gatherings and conferences, created e-networks and websites and become major players in international political lobbying and…

  9. Organisational change management and workers' behaviour: A ...

    African Journals Online (AJOL)

    Change is the only constant phenomenon. An organisation that fails to recognise the inevitability of change is doomed to fail. However, workers' behaviour towards change has become a serious issue facing today's management in complex and ever evolving organisations. Employees' resistance to change has been ...

  10. Internal corporate venturing during organisational change

    DEFF Research Database (Denmark)

    Kjærgaard, Annemette L.

    2004-01-01

    Organisations have to deal with increasingly complex and turbulent environments, which demand that they continuously change and adapt to new circumstances or challenges. One way for organisations to cope with these challenges is to manage the strategy-making process in order to ensure...... (Burgelman, 1983b, 2002) and is still a central issue in the strategic management discourse. It is generally acknowledged that continuous change is important for organisations' survival in a changing world. On the other hand the need for stability and continuity in form of a clear and strong corporate...... the question of how organisational actors' perception of organisational identity influences the strategy-making process during organisational change. The study adopts an evolutionary approach to the unfolding of the strategy-making process, using the variation-selection-retention framework of cultural...

  11. Psychological empowerment and organisational change among ...

    African Journals Online (AJOL)

    ... a slight negative effect. These findings suggest that hotel managers should consider the effect of psychological empowerment when preparing for organisational change, although this is only one factor which should be taken into account. Keywords: psychological empowerment, organisational change, hospitality industry, ...

  12. Internal corporate venturing during organisational change

    DEFF Research Database (Denmark)

    Kjærgaard, Annemette L.

    2004-01-01

    the question of how organisational actors' perception of organisational identity influences the strategy-making process during organisational change. The study adopts an evolutionary approach to the unfolding of the strategy-making process, using the variation-selection-retention framework of cultural...... that a continuous stream of new ideas and initiatives create new opportunities and ensure that the company stays viable by adapting to new internal and external challenges. This has been pursued in studies of strategy formation (Mintzberg, 1978), strategic change (Pettigrew, 1988) and internal corporate venturing...... identity is also acknowledged to be critical for organisational success (Collins & Porras, 1994). Where the organisational identity works to ensure consistency in the company's strategic action, the strategy making process works to renew the current concept of strategy (Burgelman, 1983b). Organisations...

  13. Impact of organisational change on mental health

    DEFF Research Database (Denmark)

    Grandjean Bamberger, Simon; Vinding, Anker Lund; Larsen, Anelia

    2012-01-01

    Although limited evidence is available, organisational change is often cited as the cause of mental health problems. This paper provides an overview of the current literature regarding the impact of organisational change on mental health. A systematic search in PUBMED, PsychInfo and Web...... of Knowledge combining MeSH search terms for exposure and outcome. The criterion for inclusion was original data on exposure to organisational change with mental health problems as outcome. Both cross-sectional and longitudinal studies were included. We found in 11 out of 17 studies, an association between...... organisational change and elevated risk of mental health problems was observed, with a less provident association in the longitudinal studies. Based on the current research, this review cannot provide sufficient evidence of an association between organisational change and elevated risk of mental health problems...

  14. Clinical psychologists' experiences of NHS organisational change

    OpenAIRE

    Colley, Rich; Eccles, Fiona; Hutton, Cheryl

    2015-01-01

    Organisational-change experiences of eight clinical psychologists working in the NHS were captured. Three themes revealed the challenges they experienced and how their knowledge and skills have helped them understand, cope with, and respond to change.

  15. Sophrology, Organisational Change & Employee Well-Being

    OpenAIRE

    Evans, Samantha

    2016-01-01

    This report focuses on one case study organisation and their offering of sophrology to support employees during a period of significant change. Research was conducted in the head office of a FTSE 100 international financial services group who is in the process of closing its London operation and making redundancies over a two year period. The organisation has been mindful of its responsibilities towards its employees and offered a number of employee well-being initiatives alongside more tradi...

  16. Ethics of Managing Organisational Change.

    Science.gov (United States)

    Mason, Robb; Randell, Shirley

    1993-01-01

    Because public organizations have multiple stakeholders, any change decisions must consider impact on each group. Because most organizations respond to rather than initiate change, proactive methods are not enough. Situational ethics come into play. (SK)

  17. FACTORS INFLUENCING CONTINUOUS ORGANISATIONAL CHANGE

    Directory of Open Access Journals (Sweden)

    Alexandru Rizescu

    2016-10-01

    Full Text Available Change involves the continuous adjustment to the external conditions of organizations in the operating environment, in parallel with the growth of domestic stability. This process constitutes the dilemma of change-stability, which can be tackled only through a vision of the future, meaning the idorganization of organization-environment interaction along with a flexible organizational structure, the use of advanced technology and the existence of a system of rewarding employees that reflects the values and priorities of both, organizational norms and individual needs.

  18. Trust in management, communication and organisational commitment: Factors influencing readiness for change management in organisation

    Science.gov (United States)

    Ahmad, Mohd Hafis; Ismail, Syuhaida; Rani, Wan Nurul Mardiah Wan Mohd; Wahab, Mohammad Hussaini

    2017-10-01

    Organisational change occurs when an organisation makes a transition from its current state to some desired future state in minimising employee resistance and cost to the organisation while simultaneously maximising the effectiveness of the change effort. This paper, aims at appraising the change management of organisation in Malaysia since limited research has been done to examine readiness for change by the employees in the organisation. This paper is materialising its objectives of (1) investigating the current practice of organisation and employees in the organisation towards change management and (2) assessing the factors influencing readiness of organisation and employees in the organisation towards change management. It is found via literature review that change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented to transitioning individuals, teams, and organisations to a desired future state by focusing on the wider impacts of change, particularly on people, where change does not happen in isolation and it impacts the whole organisation. Furthermore, it is found that current practice of organisation and employees in the organisation towards change management involved in three main factors, namely trust in management, communication and organisational commitment; with the factor for trust in management is the positive vision for the future by management team, meanwhile for communication, it is found that there is good communication between supervisors and employees about the organisation's policy toward the changes. The factor found in organisational commitment is employees enjoying discussing about their organisation with outsiders. The findings of this paper provide a positive impact on change management planning, which ultimately help in ensuring more effective change programme implementation in the organisation in Malaysia.

  19. Transformation, diversity and organisational change within ...

    African Journals Online (AJOL)

    ... based on a constitution that embodies equal rights for every person, the need to establish an equitable and effective education system has become a top priority. This requires a transformation process that will necessitate the management of diversity, and organisational changes within our institutions of higher education.

  20. The impact of organisational change and fiscal restraint on organisational culture

    OpenAIRE

    Dark, Frances; Whiteford, Harvey; Ashkanasy, Neal M.; Harvey, Carol; Harris, Meredith; Crompton, David; Newman, Ellie

    2017-01-01

    Background Strategies to implement evidence-based practice have highlighted the bidirectional relationship of organisational change on organisational culture. The present study examined changes in perceptions of organisational culture in two community mental health services implementing cognitive therapies into routine psychosis care over 3?years. During the time of the study there were a number of shared planned and unplanned changes that the mental health services had to accommodate. One se...

  1. What matters for organisational change? Evidence from DEPZ, Bangladesh

    Directory of Open Access Journals (Sweden)

    Md. Zohurul Islam

    2013-08-01

    Full Text Available Orientation: The role of leadership and human resources (HRM at the managerial level in the economic zones to implement organisational change have been well described in developing countries although they are often not well documented. Research purpose: The purpose of this article is to investigate the relationship between leadership, organisational behaviour and HRM in Dhaka export processing zone (DEPZ enterprises. Motivation for the study: This study has given a direction for implementing organisational change in DEPZ organisations, where leadership, organisational behaviour and HRM have significant effects on organisational change. Research design, approach and method: The author completed a survey using a structured questionnaire on 53 enterprises in the DEPZ. The sample size was 216. The author tested the research hypotheses by using statistical tools like step-wise multiple regression analysis. The author also used Pearson correlations, a t-test, an ANOVA and a radar diagram in this study. Main findings: The results provide evidence that leadership behaviour, organisational behaviour factors and HRM practices have direct relationships with organisational change. In short, it requires high level of leadership ability, employee motivation and commitment, recruitment, performance appraisal and reward to bring about effective organisational change. Practical/managerial implications: The results show that organisational learning, transformational and transactional leadership, compensation and unionisation practices reinforce organisational change at DEPZ enterprises. Contribution/value-add: The results of this study show that organisational change requires integration with leadership ability, organisational behaviour and HRM practices, which are useful for developing companies, industries and the national economy.

  2. Integrating technology in a changing organisation

    International Nuclear Information System (INIS)

    Guillon, O.

    1996-01-01

    The paper relates to integrating technology in a changing organisation of Elf Aquitaine. There is a strong pressure to cut costs and be more effective in the company's operations. A process was initiated in 1994 to re-analyse its E and P (Exploration and Production) research and development (R and D) in order to enhance its alignment with the company assets needs, with a subsequent prioritization of R and D projects. The integration included a strategy for cooperation with other oil and service companies. The author presents the process set up to align the company's R and D program to the business needs of its operations, the various levels of cooperation used, and finally an illustration, in the domain of the geosciences, of the various facets of the ongoing cultural revolution which is required to reach a true integration. 11 figs

  3. Learning to Adapt. Organisational Adaptation to Climate Change Impacts

    International Nuclear Information System (INIS)

    Berkhout, F.; Hertin, J.; Gann, D.M.

    2006-01-01

    Analysis of human adaptation to climate change should be based on realistic models of adaptive behaviour at the level of organisations and individuals. The paper sets out a framework for analysing adaptation to the direct and indirect impacts of climate change in business organisations with new evidence presented from empirical research into adaptation in nine case-study companies. It argues that adaptation to climate change has many similarities with processes of organisational learning. The paper suggests that business organisations face a number of obstacles in learning how to adapt to climate change impacts, especially in relation to the weakness and ambiguity of signals about climate change and the uncertainty about benefits flowing from adaptation measures. Organisations rarely adapt 'autonomously', since their adaptive behaviour is influenced by policy and market conditions, and draws on resources external to the organisation. The paper identifies four adaptation strategies that pattern organisational adaptive behaviour

  4. Developing a facilitation model to promote organisational development in primary care practices.

    Science.gov (United States)

    Rhydderch, Melody; Edwards, Adrian; Marshall, Martin; Elwyn, Glyn; Grol, Richard

    2006-06-19

    The relationship between effective organisation of general practices and health improvement is widely accepted. The Maturity Matrix is an instrument designed to assess organisational development in general practice settings and to stimulate quality improvement. It is undertaken by a practice team with the aid of a facilitator. There is a tradition in the primary care systems in many countries of using practice visitors to educate practice teams about how to improve. However the role of practice visitors as facilitators who enable teams to plan practice-led organisational development using quality improvement instruments is less well understood. The objectives of the study were to develop and explore a facilitation model to support practice teams in stimulating organisational development using a quality improvement instrument called the Maturity Matrix. A qualitative study based on transcript analysis was adopted. A model of facilitation was constructed based on a review of relevant literature. Audio tapes of Maturity Matrix assessment sessions with general practices were transcribed and facilitator skills were compared to the model. The sample consisted of two facilitators working with twelve general practices based in UK primary care. The facilitation model suggested that four areas describing eighteen skills were important. The four areas are structuring the session, obtaining consensus, handling group dynamics and enabling team learning. Facilitators effectively employed skills associated with the first three areas, but less able to consistently stimulate team learning. This study suggests that facilitators need careful preparation for their role and practices need protected time in order to make best use of practice-led quality improvement instruments. The role of practice visitor as a facilitator is becoming important as the need to engender ownership of the quality improvement process by practices increases.

  5. Developing a facilitation model to promote organisational development in primary care practices

    Directory of Open Access Journals (Sweden)

    Elwyn Glyn

    2006-06-01

    Full Text Available Abstract Background The relationship between effective organisation of general practices and health improvement is widely accepted. The Maturity Matrix is an instrument designed to assess organisational development in general practice settings and to stimulate quality improvement. It is undertaken by a practice team with the aid of a facilitator. There is a tradition in the primary care systems in many countries of using practice visitors to educate practice teams about how to improve. However the role of practice visitors as facilitators who enable teams to plan practice-led organisational development using quality improvement instruments is less well understood. The objectives of the study were to develop and explore a facilitation model to support practice teams in stimulating organisational development using a quality improvement instrument called the Maturity Matrix. A qualitative study based on transcript analysis was adopted. Method A model of facilitation was constructed based on a review of relevant literature. Audio tapes of Maturity Matrix assessment sessions with general practices were transcribed and facilitator skills were compared to the model. The sample consisted of two facilitators working with twelve general practices based in UK primary care. Results The facilitation model suggested that four areas describing eighteen skills were important. The four areas are structuring the session, obtaining consensus, handling group dynamics and enabling team learning. Facilitators effectively employed skills associated with the first three areas, but less able to consistently stimulate team learning. Conclusion This study suggests that facilitators need careful preparation for their role and practices need protected time in order to make best use of practice-led quality improvement instruments. The role of practice visitor as a facilitator is becoming important as the need to engender ownership of the quality improvement process by

  6. The Scanfin Merger: Managing Organisational Change (Case C)

    DEFF Research Database (Denmark)

    Smith, Pernille; Carugati, Andrea; Giangreco, Antonio

    This is the third of a four-case series (408-115-1, 908-025-1, 308-343-1 and 608-037-1). This case is about resistance to organisational change in relation to a merger. The case describes a major organisational change in a newly established department, which has been instituted to speed up...... the integration process of the merger. The main issue is how a middle manager constitutes an obstacle to this organisational change by re-inforcing the 'old' ways of working in his group. To solve this case satisfactorily students should be able to see the organisation from several different layers (employee...

  7. Managing people and learning in organisational change projects

    OpenAIRE

    Shaw, David

    2017-01-01

    Purpose: This article assesses the influence of people management practices on the outcomes of organisational change projects through their contributions to organisational learning. The contributions to their outcomes of particular corporate and project-specific people management practices are considered.\\ud \\ud Method: Case studies of two organisational change projects undertaken by Arts Council England during 2006-07 are used to examine how far and in what ways people management practices i...

  8. A Review of IT Service Management and Organisational Changes

    DEFF Research Database (Denmark)

    Kræmmergaard, Pernille; Lynge, Bjarne Christoffer; Schou, Christoffer Dalby

    The interest in Information technology service management (ITSM) is increasing in practice and also in research we will argue. The aim of implementation of ITSM in IT organisations is to increase the service towards the IT organisations´ customers, businesses and users, and that requires changes...... in the way many IT organisations operate and organize themselves around IT. We set out to identify the organisational changes in relation to the implementation of ITSM in organisational setting using Leavitt's diamond model and a literature study in more than 100 IS journals. One of the findings reported...... here is that not much has been published on organisational changes associated with the implementation of ITSM. Thus more research in this area is needed, and it confirms the argument that ITSM is a growing field of interest....

  9. Facilitating participatory processes for policy change in natural ...

    African Journals Online (AJOL)

    Mo

    an open and participatory policy and decision -making at the lower .... people who are open minded and who believe in the success of change ..... Figure 3: Policy Task Force Critical Triangle. Source: Adapted form Catacutan et al. (2001). Farmers and local organisations. R&D Facilitators. Decentralized local government.

  10. The change capacity of organisations: general assessment and five configurations

    NARCIS (Netherlands)

    Bennebroek Gravenhorst, K.M.; Werkman, R.A.; Boonstra, J.J.

    2003-01-01

    Realizing major organisational change and innovation is a complex process and many organisations do not obtain the outcomes they desire. The purpose of this study is to investigate which factors hinder or contribute to far-reaching change. These factors are sought in characteristics of

  11. A Review of IT Service Management and Organisational Changes

    DEFF Research Database (Denmark)

    Kræmmergaard, Pernille; Lynge, Bjarne Christoffer; Schou, Christoffer Dalby

    in the way many IT organisations operate and organize themselves around IT. We set out to identify the organisational changes in relation to the implementation of ITSM in organisational setting using Leavitt's diamond model and a literature study in more than 100 IS journals. One of the findings reported...... here is that not much has been published on organisational changes associated with the implementation of ITSM. Thus more research in this area is needed, and it confirms the argument that ITSM is a growing field of interest....

  12. Organisation

    DEFF Research Database (Denmark)

    Lindkvist, Pia

    Du vil som læser få et indblik i, hvordan omgivelsernes ændrede krav til virksomhederne ændrer på organisations- og ledelsesteorien. Baggrunden for ”Organisation – videregående uddannelser” er, at give dig egenskaberne til at analysere og vurdere ledelsesmæssige og organisatoriske problemer...

  13. Cultural and structural changes in radioactive waste management organisations

    International Nuclear Information System (INIS)

    2007-01-01

    In recent years the socio-political environment of radioactive waste management (RWM) has been changing in a significant way. Stakeholder dialogue has become a leading principle. How have RWM organisations adapted to this societal transition? How do they balance the requirement of openness and the increasing concerns over the security of facilities? Are there organisations that have successfully changed from a technical- to a customer-focused culture? What resistance was met? Which tools and instruments helped organisations evolve? This report documents the changes observed by RWM managers and sets those changes in an organisational sciences framework. All those who are intent on learning about the changes that have taken place in the field of radioactive waste management, or whose own organisations in any sector must adapt to societal demand, will be interested by the experience and insight reported here. (authors)

  14. Psychological empowerment and organisational change among ...

    African Journals Online (AJOL)

    employees is part of the overall management process, in which authority and power is delegated to employees to involve them in the decision-making process and improve organisational productivity (Lee & Koh, 2001). Pardo del Val and Lloyd. (2003, p. 102) defined empowerment as the “involvement of employees in the ...

  15. Organisational socialization in the context of career path changes

    Directory of Open Access Journals (Sweden)

    M. R. LUCA

    2016-11-01

    Full Text Available The paper presents the main theoretical issues of the organisational socialization: theoretical models as well as instruments used in the field research. The research in the field of organisational socialization is important mainly in the context of changes in career paths in recent times, the output of the socialization process being related to work performance, job satisfaction and organizational involvement.

  16. Organisation

    DEFF Research Database (Denmark)

    Sørensen, Henrik B.; Hansen, Kaj; Heide, Asbjørn

    Bogen giver en indføring i de centrale emner indenfor organisation og ledelse. Bogen henvender sig især til akademi- og diplomuddannelserne samt uddannelser til professionsbachelorer, der alle har et anvendelsesorienteret formål. Endvidere henvender bogen sig til uddannelser og kurser, der...... beskæftiger sig med ledelse og organisation på et videregående niveau. Til bogen er der udarbejdet en lang række supplerende materialer til undervisere og studerende i form af opgaver og cases, test med tilhørende svar, vejledninger i opgaveløsning og projektarbejde. dette univers kan findes på bogens...... hjemmeside på www.organisation.academica.dk...

  17. Institutional Contradictions and Change of Organisations and Accounting

    DEFF Research Database (Denmark)

    Thrane, Sof; Balslev, Lars

    2017-01-01

    of inhabitants in Greenland, its income per capita and the legislative influence asserted by Denmark, the former colonial power, restricting the generalizability of findings. Originality/value - The paper extends extant research on development of organisations and management accounting change in developing...... change spanning 50 years and analyses developments on multiple levels: societal, governance and micro levels. Findings - The paper illustrates the didactical development of the organisation and management accounting. The contradictory impetus from the institutional level generates a space where actors...

  18. What are the key organisational capabilities that facilitate research use in public health policy?

    Science.gov (United States)

    Huckel Schneider, Carmen; Campbell, Danielle; Milat, Andrew; Haynes, Abby; Quinn, Emma

    2014-11-28

    Literature about research use suggests that certain characteristics or capabilities may make policy agencies more evidence attuned. This study sought to determine policy makers' perceptions of a suite of organisational capabilities identified from the literature as potentially facilitating research uptake in policy decision making. A literature scan identified eight key organisational capabilities that support research use in policy making. To determine whether these capabilities were relevant, practical and applicable in real world policy settings, nine Australian health policy makers were consulted in September 2011. We used an open-ended questionnaire asking what facilitates the use of research in policy and program decision making, followed by specific questions rating the proposed capabilities. Interviews were transcribed and the content analysed. There was general agreement that the capabilities identified from the literature were relevant to real world contexts. However, interviewees varied in whether they could provide examples of experiences with the capabilities, how essential they considered the different capabilities to be and how difficult they considered the capabilities were to achieve. Efforts to improve the use of research in policy decision making are likely to benefit from targeting multiple organisational capabilities, including staff skills and competence, tools such as templates and checklists to aid evidence use and leadership support for the use of research in policy development. However, such efforts should be guided by an understanding of how policy agencies use evidence and how they view their roles, and external factors such as resource constraints and availability of appropriate research.

  19. Supply chain management: New organisational practices for changing procurement realities

    DEFF Research Database (Denmark)

    Rask, Morten; Andersen, Poul Houman

    2003-01-01

    we use an analytical technique known as the degree-of-freedom analysis. It is suggested that new organisational practices such as key supply management, team based management and changing skill requirements of purchasing personnel may be an outcome of implementing SCM practices towards suppliers......How does implementation of SCM strategies affect the organisation of procurement? Based on case study material of 15 Danish companies this contribution develops a set of statements concerning the organisational role and job assignments of procurement in the light of SCM practice. For this purpose...

  20. Resistance to Change in Educational/Organisations.

    Science.gov (United States)

    Westhuizen, Philip C. van der; Theron, A. M. C.

    Research has shown that change imposed from above by a bureaucracy will usually engender resistance. The education system under the new democractic South Africa recently underwent change. This paper presents findings of a study that examined whether principals in South Africa perceived any internal or external resistance-to-change factors in their…

  1. Organisational culture and change: implementing person-centred care.

    Science.gov (United States)

    Carlström, Eric D; Ekman, Inger

    2012-01-01

    The purpose of this paper is to explore the connection between organisational cultures and the employee's resistance to change at five hospital wards in Western Sweden. Staff had experienced extensive change during a research project implementing person-centred care (PCC) for patients with chronic heart failure. Surveys were sent out to 170 nurses. The survey included two instruments--the Organisational Values Questionnaire (OVQ) and the Resistance to Change Scale (RTC). The results indicate that a culture with a dominating focus on social competence decreases "routine seeking behaviour", i.e. tendencies to uphold stable routines and a reluctance to give up old habits. The results indicate that a culture of flexibility, cohesion and trust negatively covariate with the overall need for a stable and well-defined framework. An instrument that pinpoints the conditions of a particular healthcare setting can improve the results of a change project. Managers can use instruments such as the ones used in this study to investigate and plan for change processes. Earlier studies of organisational culture and its impact on the performance of healthcare organisations have often investigated culture at the highest level of the organisation. In this study, the culture of the production units--i.e. the health workers in different hospital wards--was described. Hospital wards develop their own culture and the cultures of different wards are mirrored in the hospital.

  2. Caseload midwifery as organisational change: the interplay between professional and organisational projects in Denmark.

    Science.gov (United States)

    Burau, Viola; Overgaard, Charlotte

    2015-05-27

    The large obstetric units typical of industrialised countries have come under criticism for fragmented and depersonalised care and heavy bureaucracy. Interest in midwife-led continuity models of care is growing, but knowledge about the accompanying processes of organisational change is scarce. This study focuses on midwives' role in introducing and developing caseload midwifery. Sociological studies of midwifery and organisational studies of professional groups were used to capture the strong interests of midwives in caseload midwifery and their key role together with management in negotiating organisational change. We studied three hospitals in Denmark as arenas for negotiating the introduction and development of caseload midwifery and the processes, interests and resources involved. A qualitative multi-case design was used and the selection of hospitals aimed at maximising variance. Ten individual and 14 group interviews were conducted in spring 2013. Staff were represented by caseload midwives, ward midwives, obstetricians and health visitors, management by chief midwives and their deputies. Participants were recruited to maximise the diversity of experience. The data analysis adopted a thematic approach, using within- and across-case analysis. The analysis revealed a highly interdependent interplay between organisational and professional projects in the change processes involved in the introduction and development of caseload midwifery. This was reflected in three ways: first, in the key role of negotiations in all phases; second, in midwives' and management's engagement in both types of projects (as evident from their interests and resources); and third in a high capacity for resolving tensions between the two projects. The ward midwives' role as a third party in organisational change further complicated the process. For managers tasked with the introduction and development of caseload midwifery, our study underscores the importance of understanding the

  3. Uncertainty in project phases: A framework for organisational change management

    DEFF Research Database (Denmark)

    Kreye, Melanie; Balangalibun, Sarah

    2015-01-01

    Uncertainty is an integral challenge when managing organisational change projects (OCPs). Current literature highlights the importance of uncertainty; however, falls short of giving insights into the nature of uncertainty and suggestions for managing it. Specifically, no insights exist on how...... in the early stage of the change project but was delayed until later phases. Furthermore, the sources of uncertainty were found to be predominantly within the organisation that initiated the change project and connected to the project scope. Based on these findings, propositions for future research are defined...

  4. Achieving excellence in private intensive care units: The effect of transformational leadership and organisational culture on organisational change outcomes

    Directory of Open Access Journals (Sweden)

    Portia J. Jordan

    2015-12-01

    Full Text Available Orientation: Organisational change outcomes in private intensive care units are linked to higher patient satisfaction, improved quality of patient care, family support, cost-effective care practices and an increased level of excellence. Transformational leadership and fostering a positive organisational culture can contribute to these change outcomes. Research purpose: The study determined whether transformational leadership and a supportive organisational culture were evident in six private intensive care units in the Eastern Cape, South Africa. A conceptual framework to investigate the relationship between transformational leadership, organisational culture, and organisational change outcomes, was proposed and tested. Motivation for the study: The prevalence of transformational leadership, a positive organisational culture and their effect on organisational change outcomes in private healthcare industries require further research in order to generate appropriate recommendations. Research design, approach and method: A positivistic, quantitative design was used. A survey was conducted using a questionnaire which, in previous studies, produced scores with Cronbach’s alpha coefficients greater than 0.80, to collect data from a sample of 130 professional nurses in private intensive care units. Main findings: Transformational leadership and a positive organisational culture were evident in the private intensive care units sampled. A strong, positive correlation exists between transformational leadership, organisational culture, and organisational change outcomes. This correlation provides sufficient evidence to accept the postulated research hypotheses. Innovation and intellectual stimulation were identified as the factors in need of improvement. Practical or managerial implications: The findings of the study may be used by managers in intensive care units to promote organisational change outcomes, linked to transformational leadership and a

  5. Achieving excellence in private intensive care units: The effect of transformational leadership and organisational culture on organisational change outcomes

    Directory of Open Access Journals (Sweden)

    Portia J. Jordan

    2015-03-01

    Full Text Available Orientation: Organisational change outcomes in private intensive care units are linked to higher patient satisfaction, improved quality of patient care, family support, cost-effective care practices and an increased level of excellence. Transformational leadership and fostering a positive organisational culture can contribute to these change outcomes.Research purpose: The study determined whether transformational leadership and a supportive organisational culture were evident in six private intensive care units in the Eastern Cape, South Africa. A conceptual framework to investigate the relationship between transformational leadership, organisational culture, and organisational change outcomes, was proposed and tested.Motivation for the study: The prevalence of transformational leadership, a positive organisational culture and their effect on organisational change outcomes in private healthcare industries require further research in order to generate appropriate recommendations.Research design, approach and method: A positivistic, quantitative design was used. A survey was conducted using a questionnaire which, in previous studies, produced scores with Cronbach’s alpha coefficients greater than 0.80, to collect data from a sample of 130 professional nurses in private intensive care units.Main findings: Transformational leadership and a positive organisational culture were evident in the private intensive care units sampled. A strong, positive correlation exists between transformational leadership, organisational culture, and organisational change outcomes. This correlation provides sufficient evidence to accept the postulated research hypotheses. Innovation and intellectual stimulation were identified as the factors in need of improvement.Practical or managerial implications: The findings of the study may be used by managers in intensive care units to promote organisational change outcomes, linked to transformational leadership and a positive

  6. Corporate headquarters as physical embodiments of organisational change

    NARCIS (Netherlands)

    van Marrewijk, A.H.

    2009-01-01

    Purpose: The purpose of this paper is to explore the interdependency of corporate architecture and organisation cultural change. Corporate headquarters have become symbols of corporate change ambitions to endure cultural value sets. The paper seeks to contribute to the growing interest in the

  7. Stories and Scripts as "Cultural Constraints" on Change in Organisations

    Science.gov (United States)

    Amundsen, Oscar

    2014-01-01

    This paper explores narratives and scripts as possible "cultural constraints" on change in an organisation. The empirical basis is a study of employee's perceptions of change processes in a Norwegian finance group. "Narrative" and "script" are key theoretical concepts in the paper, including their potential to grasp…

  8. Action Learning--A Process Which Supports Organisational Change Initiatives

    Science.gov (United States)

    Joyce, Pauline

    2012-01-01

    This paper reflects on how action learning sets (ALSs) were used to support organisational change initiatives. It sets the scene with contextualising the inclusion of change projects in a masters programme. Action learning is understood to be a dynamic process where a team meets regularly to help individual members address issues through a highly…

  9. Communication as change management vehicle : how to improve change receptivity with organisational communications

    OpenAIRE

    Ruissalo, Mari

    2015-01-01

    In today’s organisations changes are no longer happening every now and then, but are the pattern that continuously takes place in various scale. Changes touch people working in the organisation in many ways depending on the impact and frequency of the change efforts. Change resistance is a natural human reaction which may cause significant challenges for those who create and roll out change implementation strategies. Receptivity, or resistance, of employees who face the organisational cha...

  10. Paradigm shifts and other prerequisites to facilitate the institutionalising of strategy in South African organisations

    Directory of Open Access Journals (Sweden)

    S. Kruger

    2003-12-01

    Full Text Available South African organisations must undergo a mind shift and adhere to certain prerequisites to survive and be successful. It is evident that companies not changing their mindsets will not survive and be able to create a sustainable competitive advantage and to compete in world markets. Companies have to solve new problems with new paradigms, constantly create something better, something new, create new markets as opposed to increasing market share. The Third Wave development will lead to societal transformation. Moving to Third Wave will imply growth organisations to act like small entrepreneurial businesses that will have the benefit of speed and simplicity but also be able to implement strategy more effectively. Time is of the essence. South African companies have no other option but to move swiftly. The transformation from second to third wave is inevitable.

  11. An Essay on Project Management in Organisational Change

    DEFF Research Database (Denmark)

    Ry Nielsen, Jens Carl; Ry, Morten

    2003-01-01

    In this essay we will demonstrate that the role of project management in organisational changeprocesses is a mixture of rational and non-rational features. It is also colourful, difficult, interesting,and messy.We have named the paper `An Essay on'. An essay means treating a topic freely from...... differentangles, although not forgetting the sources you used. The implication of this is that we are not ableor willing to make an encompassing study of the literature on project management3. We thus knowthat many angles will not be covered. Furthermore we do not intend a make a negative delineation...... with successapplied decision-making theory as an approach for analysing organisation change processes5. Both authors have followed the same line in analysing organisational changes inthe Danish public sector6. That success has inspired us to re-use the distinction betweenrational, political and anarchic processes...

  12. The Need for Knowledge Management Strategy for Organisations Facing Changes

    Directory of Open Access Journals (Sweden)

    Bordeianu Otilia-Mari

    2014-12-01

    Full Text Available This paper aims to reflect the importance of a knowledge management strategy for organisations facing organisational change, as response to crisis. As resource for development, for sure knowledge becomes an inexhaustible power. It is also one of the most important forms of capital - the foundation for innovation and also the drivers that lead to growth and expansion. An organization cannot compete with others in this ever-changing environment without proper knowledge and lack of capacity for renewal. Many managers would like to have a strategic approach in preparing the organisation to avoid crisis. There is a lack of strategic information management and the effect is the degradation of information resources and failure in strengthening employee’s potential. It is vital for the companies to develop a dynamic knowledge management strategy to be integrated into the organization, enhancing the performance of the system and processes. However, organizations need to see knowledge management as a strategy, because knowledge is the key to making the right decisions in guiding the organization. One of the key benefits of approaching knowledge management strategy within organisations is its positive impact on organisational performance, ensuring not only the survival during crisis but even providing a competitive advantage.

  13. Postgraduate Education to Support Organisation Change: A Reflection on Reflection

    Science.gov (United States)

    Stewart, Jim; Keegan, Anne; Stevens, Pam

    2008-01-01

    Purpose: This paper aims to explore how teaching and assessing reflective learning skills can support postgraduate practitioners studying organisational change and explores the challenges for tutors in assessing these journals. Design/methodology/approach: Assessment criteria were developed from the literature on reflective practice and…

  14. Non-Governmental Organisations (NGOs) and global social change ...

    African Journals Online (AJOL)

    In the absence of fuller integration and representation within the sphere of law making in both domestic and international arrangement, the increasing influence, contribution and work of Non-Governmental Organisations (NGOs) for the purpose of social change, policy formulation and eventual rule making are undeniable.

  15. Professional relations in sport healthcare: workplace responses to organisational change.

    Science.gov (United States)

    Malcolm, Dominic; Scott, Andrea

    2011-02-01

    This article examines the impact of organisational changes in UK elite sport on the professional relations among and between different healthcare providers. The article describes the processes by which demand for elite sport healthcare has increased in the UK. It further charts the subsequent response within medicine and physiotherapy and, in particular, the institutionalisation of sport-specific sub-disciplines through the introduction of specialist qualifications. Drawing on semi-structured interviews with 14 doctors and 14 physiotherapists, the article argues that organisational changes have led to intra-professional tensions within both professional groups but in qualitatively different forms reflecting the organisational traditions and professional identities of the respective disciplines. Organisational changes promoting multi-disciplinary healthcare teams have also fostered an environment conducive to high levels of inter-professional cooperation though significant elements of inter-professional conflict remain. This study illustrates how intra-professional relations are affected by specialisation, how legitimation discourses are used by different professions, and how intra- and inter-professional conflict and cooperation should be seen as highly interdependent processes. Copyright © 2010 Elsevier Ltd. All rights reserved.

  16. Permission-based Leadership and Change Management in Hong Kong's Nongovernment Organisations

    Directory of Open Access Journals (Sweden)

    Wong Michael

    2014-12-01

    Full Text Available This study addresses the management of transformational change by chief executives in nongovernment organisations (NGOs in Hong Kong. The study takes an exploratory approach with interviews of 18 chief executives from a cross section of Hong Kong's NGOs. The findings indicate that organisational transformation is driven by increasing competition within the NGO sector and from commercial firms, by a demand for greater transparency and by internal forces. These factors are countered by structural inertia. Leadership of the organisational transformation of an NGO is permission-based; agreement from the various stakeholders must be gained to execute a successful transformation. The chief executive should have a humanistic style and be visionary, ethical and participative. Constant communication and involvement facilitate this process. Through this approach, followers will have a greater commitment to the organisational transformation. Organisational change is a combination of planned and emergent processes. The chief executive should relax control and foster a nurturing environment for transformation. This research suggests a leadership style, behavioural approach and model for managing change that will provide chief executives and senior leaders with useful considerations and insights.

  17. Developing a facilitation model to promote organisational development in primary care practices.

    NARCIS (Netherlands)

    Rhydderch, S.M.; Edwards, A.; Marshall, M.; Elwyn, G.; Grol, R.P.T.M.

    2006-01-01

    BACKGROUND: The relationship between effective organisation of general practices and health improvement is widely accepted. The Maturity Matrix is an instrument designed to assess organisational development in general practice settings and to stimulate quality improvement. It is undertaken by a

  18. Change Readiness Factors influencing employees’ readiness for change within an organisation : A systematic review

    OpenAIRE

    Riddell, Rebecca Victoria; Røisland, Maren Tofte

    2017-01-01

    Master's thesis Business Administration BE501 - University of Agder 2017 External and internal factors are constantly forcing organisations to change; in order for organisations to survive and change successfully it is crucial to respond quickly. Readiness for change and actions undertaken in the implementation of change serve as key constructs for the success of a change effort. Readiness for change is well known as a tool for decreasing resistance to change, but exactly what factors will...

  19. Facilitating climate change adaptation through communication

    DEFF Research Database (Denmark)

    Glaas, Erik; Gammelgaard Ballantyne, Anne; Neset, Tina Simone

    2015-01-01

    Climate change communication on anticipated impacts and adaptive responses is frequently presented as an effective means to facilitate implementation of adaptation to mitigate risks to residential buildings. However, it requires that communication is developed in a way that resonates...

  20. Uncertainty in project phases: A framework for organisational change management

    OpenAIRE

    Kreye, Melanie; Balangalibun, Sarah

    2015-01-01

    Uncertainty is an integral challenge when managing organisational change projects (OCPs). Current literature highlights the importance of uncertainty; however, falls short of giving insights into the nature of uncertainty and suggestions for managing it. Specifically, no insights exist on how uncertainty develops over the different phases of OCPs. This paper presents case-based evidence on different sources of uncertainty in OCPs and how these develop over the different project phases. The re...

  1. Effect of psychological capital and resistance to change on organisational citizenship behaviour

    Directory of Open Access Journals (Sweden)

    Loyd Beal III

    2013-09-01

    Research purpose: This study examined the possible role of resistance to change as a moderator of the predictive relationship between PsyCap and organisational citizenship behaviour (OCB, in which OCB served as an index for measuring positive organisational change. Motivation for the study: Little empirical research has investigated the application of positive organisational behaviour to government organisations undergoing organisational change. Organisations can use the study results to increase positive outcomes and reduce resistance in government organisations experiencing a holistic change intervention. Research design, approach and method: The data comprised a cross-sectional survey of 97 employees from a government organisation that provides life-cycle career management support. Employees completed the 24-item psychological capital questionnaire, the 16-item organisational citizenship behaviour scale and the 17-item resistance to change scale. Data analyses used a mixed methods approach to merge quantitative inferential statistics with qualitative thematic analysis. Main findings: The quantitative analysis yielded high levels of resistance to change that moderated the positive effect of PsyCap on organisational citizenship behaviour. The thematic analysis revealed that affective, behavioural and cognitive forms of resistance to change were prevalent. Practical/managerial implications: Organisational leaders should seek to reduce resistance and increase the resources that organisations need to effect positive organisational change. Contribution/value-add: This study adds to the growing body of knowledge about positive organisational behaviour in government organisations.

  2. ROLE OF THE REWARD SYSTEM IN MANAGING CHANGES OF ORGANISATIONAL CULTURE

    OpenAIRE

    Biljana Bogićević Milikić

    2007-01-01

    The paper intends to investigate how companies can efficiently manage their organisational cultures through changes in the reward system. The paper is based on a research which has taken place in one Serbian company which decided to change its organisational culture, as a prerequisite for further organisational changes. As the main instrument for changing organisational culture, the top management used changes in the reward system. The findings suggest that in the short run only narrow change...

  3. Making Sense of Organisational Change Through Vicarious Narratives

    DEFF Research Database (Denmark)

    Lønsmann, Dorte

    as part of a larger project on multilingual workplaces in Denmark. The fieldwork took place over a period of two years in one Danish SME and consists of ethnographic interviews with employees and management, observations from four different departments and written material e.g. in the form of emails......? In this familyowned company, stories about the four generations of the founding family play an important role in making sense of changes and changing values in the organisation. When employees tell stories about the founders and about other employees, and especially when these are told again and again, the telling...

  4. Trust and organisational change: an experience from manufacturing

    Directory of Open Access Journals (Sweden)

    Amanda Hay

    2002-10-01

    Full Text Available The introduction of new working practices in manufacturing organisations often highlight increased interdependencies and subsequently a heightened need for trust. The paper presents a study which monitors trust in an organisation that has introduced two such practices, namely team working and Just-In-Time. The study examines trust at a variety of levels at the organisation, over 21 months. It follows the progression of the new working practices, employing a combination of quantitative and qualitative methods. The results show that significant changes in trust occur over time. Further, benefits and consequences of trust to the new working practices are detailed. Opsomming Die inwerkingstelling van nuwe werkspraktyke in vervaardigingsorganisasies beklemtoon dikwels ‘n verhoogde interafhanklikheid en gevolglik ‘n verskerpte behoefte aan vertroue. Hierdie artikel bespreek die monitering van vertroue in ‘n organisasie wat twee projekte geïmplementeer het, naamlik spanwerk en net-betydse werk. Die studie ondersoek vertroue oor ‘n periode van 21 maande, in ‘n verskeidenheid van vlakke in die organisasie. Dit volg die ontwikkeling van nuwe werkspraktyke deur ‘n kombinasie van kwantitatiewe en kwalitatiewe metodes. Die resultate toon dat betekenisvolle verskille in vertroue oor tyd plaasvind. Die voordele en gevolge van die nuwe werkspraktyke op vertroue word ook bespreek.

  5. Pressure and organisational change in the digital age: Strategy transformation in response to changing environmental conditions in Swiss and UK legacy news organisations over the past decade

    OpenAIRE

    Lischka, Juliane A

    2015-01-01

    This study investigates the relations between the corporate culture, organisational sensemaking of environmental changes, strategy responses, and market performance of news media organisations in a time of technological change and the financial crisis in the UK and Switzerland. This study asks the key question whether news media organisations should adapt quickly or incrementally to environmental change in order to remain functional to the audience and advertiser markets. Analysis is base...

  6. Organisational change and the psychological contract at a pharmaceutical company

    Directory of Open Access Journals (Sweden)

    Kelebogile D. Magano

    2017-09-01

    Full Text Available Orientation: Over a period of 6 years, a South African pharmaceutical company had been involved in several mergers and acquisitions. These changes had proved difficult for staff and staff attrition had risen. Research purpose: The objective of the study was to explore the perceptions of senior managers about the impact of change on the psychological contract. The sub-objectives were to determine what organisational factors contribute to changes in the psychological contract during periods of change, and the implications of the breach of the psychological contract for the company and its employees. Motivation for the study: As the company was set to embark on further mergers and acquisitions, the opinions of senior managers about how such changes should be addressed are important for the company. Research design, approach and method: A case study approach was used in this qualitative study. The population comprised 60 senior managers of whom 12 were purposefully selected for inclusion in the study. A semistructured interview schedule was used to capture the views of these managers and themes were extracted by means of content analysis. Main findings: Seven themes emerged which encapsulated the perceptions of senior managers about the impact of change on the psychological contract during periods of mergers and acquisitions – lack of communication, an absence of planning, lack of employee engagement, less than optimal human resources involvement, lack of preparation of the organisational culture and poor change management processes. These factors need to be addressed to strengthen the psychological contract of employees during periods of change. Practical/managerial implications: The study highlighted areas that leaders and managers of the company should consider when embarking on mergers and acquisitions if the psychological contract of employees is not to be negatively impacted. Contribution: While caution must be exercised in the

  7. Effect of psychological capital and resistance to change on organisational citizenship behaviour

    Directory of Open Access Journals (Sweden)

    Loyd Beal III

    2013-03-01

    Full Text Available Orientation: Research in positive organisational behaviour shows that positive psychological capital (PsyCap is a construct that enables self-efficacy, optimism, hope and resilience to succeed in the workplace and that employee resistance to change is a key barrier to organisational change.Research purpose: This study examined the possible role of resistance to change as a moderator of the predictive relationship between PsyCap and organisational citizenship behaviour (OCB, in which OCB served as an index for measuring positive organisational change.Motivation for the study: Little empirical research has investigated the application of positive organisational behaviour to government organisations undergoing organisational change. Organisations can use the study results to increase positive outcomes and reduce resistance in government organisations experiencing a holistic change intervention.Research design, approach and method: The data comprised a cross-sectional survey of 97 employees from a government organisation that provides life-cycle career management support. Employees completed the 24-item psychological capital questionnaire, the 16-item organisational citizenship behaviour scale and the 17-item resistance to change scale. Data analyses used a mixed methods approach to merge quantitative inferential statistics with qualitative thematic analysis.Main findings: The quantitative analysis yielded high levels of resistance to change that moderated the positive effect of PsyCap on organisational citizenship behaviour. The thematic analysis revealed that affective, behavioural and cognitive forms of resistance to change were prevalent.Practical/managerial implications: Organisational leaders should seek to reduce resistance and increase the resources that organisations need to effect positive organisational change.Contribution/value-add: This study adds to the growing body of knowledge about positive organisational behaviour in government

  8. Management of organisational changes in a case of de-institutionalisation.

    Science.gov (United States)

    Parlalis, Stavros K

    2011-01-01

    This paper seeks to explore the development of a discharge programme in one learning disability hospital in Scotland. The study aims to concentrate on organisational developmental changes in that institution. The model of the management during the discharge programme was investigated. The aim of the study is to explore how the discharge programme developed, as seen under the lens of organisational change, in order to find out what kind of model of management is more suitable in similar programmes. A case study was employed. Data were collected by means of interviews. The interviews followed a structured format. The sample of the study had to be a purposive sample and the method of snowball sampling was used; finally, 28 interviews were conducted. A grounded approach was adopted for the data analysis. The software program QSR "NUD*IST" (version "N6") was used as a technical tool, in order to facilitate the data analysis. The findings of this study show that various management models were adopted in the four phases of the discharge programme. These different models represent a "quest" by the institution's management regarding the most appropriate model for managing the discharge programme. This study shows that this goes on continuously in organisations under transition until they settle down to a more permanent state. It was concluded that management models, which are composed of characteristics from the organic theory of organisational management, could apply in discharge programmes. The data gathered enabled the researcher to arrive at a model of management which is suitable for managing organisational changes in discharge programmes, the named "stakeholder management model".

  9. Occupational therapists' job satisfaction in a changing hospital organisation--a time-geography-based study.

    Science.gov (United States)

    Bendixen, Hans Jørgen; Ellegård, Kajsa

    2014-01-01

    To investigate occupational therapists' job satisfaction under a changing regime by using a time-geographic approach focusing on the therapists' everyday working lives. Nine occupational therapists at the Copenhagen University Hospital, Gentofte, Denmark. A mixed-method design was employed. Occupational therapists kept time-geographic diaries, and the results from them were grounded for individual, semi-structured in-depth interviews. Individual reflections on everyday working life were recorded. Transcribed statements from the interviews were analysed to determine factors influencing job satisfaction. The nine therapists kept diaries for one day a month for a total of 70 preselected days over a period of nine months; six participated in individual interviews. Four factors constraining OT job satisfaction were revealed. Economic concerns, new professional paradigms and methods in combination with a new organisational structure for the occupational therapy service caused uncertainty. In addition, decreasing possibilities for supervision by colleagues influenced job satisfaction. Opportunities for experiencing autonomy in everyday working life were described as facilitators for job satisfaction. The time-geographic and interview methods were useful in focusing on the job satisfaction of occupational therapists, who provided individual interpretations of the balance between autonomy and three types of constraints in everyday working life. The constraints related to organisation, power relations and - not least - how the organisational project of the department fitted in with OTs' individual projects. Matching of organisational and individual projects is of crucial importance, not only for OTs but for most workplaces where individuals are employed to serve patients in the healthcare sector.

  10. EXTERNAL AUDIT OF HEALTHCARE ORGANISATIONS AS A FACILITATOR OF QUALITY IMPROVEMENT IN HEALTHCARE

    Directory of Open Access Journals (Sweden)

    Andrej Robida

    2002-12-01

    Full Text Available Audit of quality of healthcare in healthcare organisations is described. Advantages of external audit are stressed in connection with development of management of a system of total quality. It is explicitly stated that audit of a healthcare organisation is focused on compliance with published standards and not on individual professionals or educational and training facilities. The importance of generic standards of healthcare is emphasized. A description of external audit in some other countries and plans for Slovenia is given.

  11. Sustainability reporting in public sector organisations: Exploring the relation between the reporting process and organisational change management for sustainability.

    Science.gov (United States)

    Domingues, Ana Rita; Lozano, Rodrigo; Ceulemans, Kim; Ramos, Tomás B

    2017-05-01

    Sustainability Reporting has become a key element in different organisations. Although there have been a number of academic publications discussing the adoption of sustainability reports in the public sector, their numbers have been quite low when compared to those focussing on corporate reports. Additionally, there has been little research on the link between sustainability reporting in Public Sector Organisations (PSOs) and Organisational Change Management for Sustainability (OCMS). This paper focuses on the contribution of sustainability reporting to OCMS. A survey was sent to all PSOs that have published at least one sustainability report based on the GRI guidelines. The study provides a critical analysis of the relation between sustainability reporting and OCMS in PSOs, including the drivers for reporting, the impacts on organisation change management, and the role of stakeholders in the process. Despite still lagging in sustainability reporting journey, PSOs are starting to use sustainability reporting as a communication tool, and this could drive organisational changes for sustainability. Copyright © 2017 Elsevier Ltd. All rights reserved.

  12. Organisational change and knowledge management in urban regeneration planning

    DEFF Research Database (Denmark)

    Larsen, Jacob Norvig; Engberg, Lars A.

    2011-01-01

    Place­‐based urban policy interventions have added new and innovative solutions to increasingly complex and intertwined economic, social, and physical planning problems in urban locations. Whereas these approaches in the first place were initiated top-­‐down, they eventually result in the cultiva...... and knowledge management are normally used to analyse potentialities for agile organising in commercial organisations but, as shown in this paper, they can also shed new light on the challenges confronting local government....... sections. Thus, long-­‐term, sustainable implementation of innovative models of municipal public service provision is paradoxically often hindered by organisational inertia, inflexibility and lack of organisational dynamics in the local government organisation itself. Theories of organisational learning...

  13. Supply Chain Management: new organisational practices for changing procurement realities

    DEFF Research Database (Denmark)

    Andersen, Poul Houman

    2003-01-01

    How does the implementation of SCM strategies influence the organisation of prcurement? Based on case study of 15 Danish companies, this article develops a set of statements concerning the organisational role and job assignments of procurement in the light of SCM practice.......How does the implementation of SCM strategies influence the organisation of prcurement? Based on case study of 15 Danish companies, this article develops a set of statements concerning the organisational role and job assignments of procurement in the light of SCM practice....

  14. Embedding effective depression care: using theory for primary care organisational and systems change.

    Science.gov (United States)

    Gunn, Jane M; Palmer, Victoria J; Dowrick, Christopher F; Herrman, Helen E; Griffiths, Frances E; Kokanovic, Renata; Blashki, Grant A; Hegarty, Kelsey L; Johnson, Caroline L; Potiriadis, Maria; May, Carl R

    2010-08-06

    Depression and related disorders represent a significant part of general practitioners (GPs) daily work. Implementing the evidence about what works for depression care into routine practice presents a challenge for researchers and service designers. The emerging consensus is that the transfer of efficacious interventions into routine practice is strongly linked to how well the interventions are based upon theory and take into account the contextual factors of the setting into which they are to be transferred. We set out to develop a conceptual framework to guide change and the implementation of best practice depression care in the primary care setting. We used a mixed method, observational approach to gather data about routine depression care in a range of primary care settings via: audit of electronic health records; observation of routine clinical care; and structured, facilitated whole of organisation meetings. Audit data were summarised using simple descriptive statistics. Observational data were collected using field notes. Organisational meetings were audio taped and transcribed. All the data sets were grouped, by organisation, and considered as a whole case. Normalisation Process Theory (NPT) was identified as an analytical theory to guide the conceptual framework development. Five privately owned primary care organisations (general practices) and one community health centre took part over the course of 18 months. We successfully developed a conceptual framework for implementing an effective model of depression care based on the four constructs of NPT: coherence, which proposes that depression work requires the conceptualisation of boundaries of who is depressed and who is not depressed and techniques for dealing with diffuseness; cognitive participation, which proposes that depression work requires engagement with a shared set of techniques that deal with depression as a health problem; collective action, which proposes that agreement is reached about how

  15. Narrative organisation at encoding facilitated children's long-term episodic memory.

    Science.gov (United States)

    Wang, Qi; Bui, Van-Kim; Song, Qingfang

    2015-01-01

    This study examined the effect of narrative organisation at encoding on long-term episodic memory in a sample of five- to seven-year-old children (N = 113). At an initial interview, children were asked to narrate a story from a picture book. Six months later, they were interviewed again and asked to recall the story and answer a series of direct questions about the story. Children who initially encoded more information in narrative and produced more complete, complex, cohesive and coherent narratives remembered the story in greater detail and accuracy following the six-month interval, independent of age and verbal skills. The relation between narrative organisation and memory was consistent across culture and gender. These findings provide new insight into the critical role of narrative in episodic memory.

  16. A Positive Approach to Change: The Role of Appreciative Inquiry in Library and Information Organisations

    Science.gov (United States)

    Kelly, Tricia

    2010-01-01

    Library and information management (LIM) organisations are on an almost continual path of change driven by changes in technology, service models, staffing structures, and financial allocations. The way in which LIM organisations approach change varies, as does the success rate of change management procedures undertaken. One particular approach to…

  17. Transmission of vocational skills at the end of career: horizon effect and technological or organisational change

    OpenAIRE

    Greenan , Nathalie; Messe , Pierre-Jean

    2014-01-01

    The main contribution of this paper is to study empirically how the horizon effect and the technological or organisational changes interact to explain the probability of being an internal trainer at the end of career. We use data from a French matched employer-employee survey on Organisational Changes and Computerisation (COI) conducted in 2006. It contains information both on employees’ knowledge transmission practices and employers’ technological or organisational changes. We find that the ...

  18. Investigating strategies to overcome change recipients' resistance to organisational reorientation: A salience perspective

    OpenAIRE

    Alhezzani, Yazeed Mohammad R

    2015-01-01

    This thesis was submitted for the award of Doctor of Philosophy and was awarded by Brunel University London. Drawing upon punctuated equilibrium theory, stakeholder salience theory and status quo bias theory, this research develops a framework for dealing with organisational change recipients’ resistance to change. Due to the effects on the organisational environment of political, legal, and technological triggers, organisations need to change in order to survive, remain competitive and pr...

  19. Effect of psychological capital and resistance to change on organisational citizenship behaviour

    OpenAIRE

    Loyd Beal III; Jacqueline M. Stavros; Matthew L. Cole

    2013-01-01

    Orientation: Research in positive organisational behaviour shows that positive psychological capital (PsyCap) is a construct that enables self-efficacy, optimism, hope and resilience to succeed in the workplace and that employee resistance to change is a key barrier to organisational change.Research purpose: This study examined the possible role of resistance to change as a moderator of the predictive relationship between PsyCap and organisational citizenship behaviour (OCB), in which OCB ser...

  20. "Barriers-to-change" in a governmental service delivery type organisation

    OpenAIRE

    2011-01-01

    D.Phil. One of the principal reasons people form organisations is to focus attention and energy on a selected goal - this goal being the provisioning of products and/or services to clients. Due to forces demanding change, organisations are required to change to be able to continue their existence, making change unavoidable and part of the organisation's life cycle. The premise is that if change is unavoidable, it needs to be managed to serve the best interests of the organisation, thus the...

  1. Organisational adaptation in an activist network: social networks, leadership, and change in al-Muhajiroun.

    Science.gov (United States)

    Kenney, Michael; Horgan, John; Horne, Cale; Vining, Peter; Carley, Kathleen M; Bigrigg, Michael W; Bloom, Mia; Braddock, Kurt

    2013-09-01

    Social networks are said to facilitate learning and adaptation by providing the connections through which network nodes (or agents) share information and experience. Yet, our understanding of how this process unfolds in real-world networks remains underdeveloped. This paper explores this gap through a case study of al-Muhajiroun, an activist network that continues to call for the establishment of an Islamic state in Britain despite being formally outlawed by British authorities. Drawing on organisation theory and social network analysis, we formulate three hypotheses regarding the learning capacity and social network properties of al-Muhajiroun (AM) and its successor groups. We then test these hypotheses using mixed methods. Our methods combine quantitative analysis of three agent-based networks in AM measured for structural properties that facilitate learning, including connectedness, betweenness centrality and eigenvector centrality, with qualitative analysis of interviews with AM activists focusing organisational adaptation and learning. The results of these analyses confirm that al-Muhajiroun activists respond to government pressure by changing their operations, including creating new platforms under different names and adjusting leadership roles among movement veterans to accommodate their spiritual leader's unwelcome exodus to Lebanon. Simple as they are effective, these adaptations have allowed al-Muhajiroun and its successor groups to continue their activism in an increasingly hostile environment. Copyright © 2012 Elsevier Ltd and The Ergonomics Society. All rights reserved.

  2. Frameworks for change in healthcare organisations: a formative evaluation of the NHS Change Model.

    Science.gov (United States)

    Martin, Graham P; Sutton, Elizabeth; Willars, Janet; Dixon-Woods, Mary

    2013-08-01

    Organisational change in complex healthcare systems is a multifaceted process. The English National Health Service recently introduced a 'Change Model' that seeks to offer an evidence-based framework for guiding change. We report findings from a formative evaluation of the NHS Change Model and make recommendations for those developing the Model and its users. The evaluation involved 28 interviews with managers and clinicians making use of the Change Model in relation to a variety of projects. Interviews were fully transcribed and were analysed using an approach based on the Framework method. Participants saw the Change Model as valuable and practically useful. Fidelity to core principles of the Model was variable: participants often altered the Model, especially when using it to orchestrate the work of others. In challenging organisational contexts, the Change Model was sometimes used to delegitimise opposition rather than identify shared purpose among different interest groups. Those guiding change may benefit from frameworks, guidance and toolkits to structure and inform their planning and activities. Participants' experiences suggested the Change Model has much potential. Further work on its design and on supporting materials may optimise the approach, but its utility rests in particular on organisational cultures that support faithful application. © The Author(s) 2013 Reprints and permissions:]br]sagepub.co.uk/journalsPermissions.nav.

  3. A qualitative study of the cultural changes in primary care organisations needed to implement clinical governance.

    Science.gov (United States)

    Marshall, Martin; Sheaff, Rod; Rogers, Anne; Campbell, Stephen; Halliwell, Shirley; Pickard, Susan; Sibbald, Bonnie; Roland, Martin

    2002-08-01

    It is commony claimed that changing the culture of health organisations is a fundamental prerequisite for improving the National Health Service (NHS). Little is currently known about the nature or importance of culture and cultural change in primary care groups and trusts (PCG/Ts) or their constituent general practices. To investigate the importance of culture and cultural change for the implementation of clinical governance in general practice by PCG/Ts, to identify perceived desirable and undesirable cultural attributes of general practice, and to describe potential facilitators and barriers to changing culture. Qualitative: case studies using data derived from semi-structured interviews and review of documentary evidence. Fifty senior non-clinical and clinical managers from 12 purposely sampled PCGs or trusts in England. Senior primary care managers regard culture and cultural change as fundamental aspects of clinical governance. The most important desirable cultural traits were the value placed on a commitment to public accountability by the practices, their willingness to work together and learn from each other, and the ability to be self-critical and learn from mistakes. The main barriers to cultural change were the high level of autonomy of practices and the perceived pressure to deliver rapid measurable changes in general practice. The culture of general practice is perceived to be an important component of health system reform and quality improvement. This study develops our understanding of a changing organisational culture in primary care; however, further work is required to determine whether culture is a useful practical lever for initiating or managing improvement.

  4. Change within Purchasing and Supply Management Organisations – Assessing the Claims from Maturity Models

    DEFF Research Database (Denmark)

    Holm Andreasen, Peter; Gammelgaard, Britta

    2018-01-01

    It is a wide-held assumption that professional development and change within purchasing and supply management (PSM) organisations can be explained and guided by a maturity model. In this paper the guidance which the maturity model concept offers to understand a PSM organisation's performance...... is assessed. The methodology is based on the outcomes of a literature review of PSM maturity models, development of an organisational change framework and the learning from three qualitative case studies. An alternative understanding of the development of the PSM organisation is offered through...... an organisational change framework, composing 1) movement transitions, 2) scalability of change, 3) acceptability of change, and 4) the substantive element of change. The research found that extant PSM maturity models are too rigid for PSM managers to apply, and although maturity models are commonly accepted in PSM...

  5. Quantifying Behaviour Change in reducing environmental impact within large organisations - 3 case studies from the UK

    Directory of Open Access Journals (Sweden)

    Andrew F.G. Smith

    2015-10-01

    over 50% have been achieved. In total, these programmes have saved the organisations substantial amounts of money and avoided CO2 emissions. Analysis has shown that the three universities are currently benefitting by over £320,000 / year and 1,300 tonnes of avoided CO2, as behavioural-led changes have already reduced demand by between 5% and 8%. Figure 1 shows the savings made by one university, and demonstrates a 99kW reduction in electricity demand that has been created through staff behaviour change. CONCLUSIONS Effecting behaviour change within large organisations has always been difficult owing to the large numbers of people involved, the slow speed of feedback and the difficulty in quantifying results. This work shows that well-designed IT systems are a key enabler in overcoming all of these challenges. IT has permitted and facilitated the following: Community building, awareness raising, quantification of savings, feedback on actions, competitive activity and rapid reporting. The results from these programmes have helped three universities to cut their electricity consumption by between 5% and 8%, with potential for greater future cuts. Collectively, as a result of this mechanism, the three universities are reducing their environmental impact by over 1,300 tonnes of CO2 per year. The implications for other areas of behaviour change are significant. Potentially the lessons learned in these IT-enabled environmental impact reduction initiatives can be translated into other fields (eg: other health, organisational change, etc.

  6. Transformations? Skilled Change Agents Influencing Organisational Sustainability Culture

    Science.gov (United States)

    Davis, Keith; Boulet, Mark

    2016-01-01

    Training employees in sustainability knowledge and skills is considered a vital element in creating a sustainability culture within an organisation. Yet, the particular types of training programs that are effective for this task are still relatively unknown. This case study describes an innovative workplace training program using a "head,…

  7. A changing landscape: mapping provider organisations for community nursing services in England.

    Science.gov (United States)

    Spilsbury, Karen; Pender, Sue

    2015-01-01

    To scope the provision of community nursing services in England after implementation of the Transforming Community Services Programme. Over the past decade, significant UK policy initiatives have shaped the structure, organisation and responsibilities of community nursing services. Understanding these organisational changes is important in the context of organisations seeking to deliver 'care closer to home'. A systematic mapping exercise to scope and categorise community nursing service organisation provider models. There are 102 provider organisations representing a range of organisational models. Two-thirds of these organisations have structurally integrated with another NHS Trust. Smaller numbers reorganised to form community trusts or community interest companies. Only a few services have been tendered to an accredited willing provider while a small number have yet to establish their new service model. Local discretion appears to have dominated the choice of organisational form. National policies have driven the reorganisation of community nursing services and we have been able to describe, for the first time, these 'transformed' structures and organisations. Providing detail of these 'new' models of service provision, and where these have been introduced, is new information for nurse managers, policy makers and organisational leaders, as well as researchers. © 2013 John Wiley & Sons Ltd.

  8. External facilitators and interprofessional facilitation teams: a qualitative study of their roles in supporting practice change.

    Science.gov (United States)

    Lessard, Sylvie; Bareil, Céline; Lalonde, Lyne; Duhamel, Fabie; Hudon, Eveline; Goudreau, Johanne; Lévesque, Lise

    2016-07-16

    Facilitation is a powerful approach to support practice change. The purpose of this study is to better understand the facilitation roles exercised by both external facilitators and interprofessional facilitation teams to foster the implementation of change. Building on Dogherty et al.'s taxonomy of facilitation activities, this study uses an organizational development lens to identify and analyze facilitation roles. It includes a concise definition of what interprofessional facilitation teams actually do, thus expanding our limited knowledge of teams that act as change agents. We also investigate the facilitation dynamics between change actors. We carried out a qualitative analysis of a 1-year process of practice change implementation. We studied four family medicine groups, in which we constituted interprofessional facilitation teams. Each team was supported by one external facilitator and included at least one family physician, one case manager nurse, and health professionals located on or off the family medicine group's site (one pharmacist, plus at least one nutritionist, kinesiologist, or psychologist). We collected our data through focus group interviews with the four teams, individual interviews with the two external facilitators, and case audit documentation. We analyzed both predetermined (as per Dogherty et al., 2012) and emerging facilitation roles, as well as facilitation dynamics. A non-linear framework of facilitation roles emerged from our data, based on four fields of expertise: change management, project management, meeting management, and group/interpersonal dynamics. We identified 72 facilitation roles, grouped into two categories: "implementation-oriented" and "support-oriented." Each category was subdivided into themes (n = 6; n = 5) for clearer understanding (e.g., legitimation of change/project, management of effective meetings). Finally, an examination of facilitation dynamics revealed eight relational ties occurring within and/or between

  9. How to help employees to go through organisational change. Importance of communication. : Case Company X

    OpenAIRE

    Smirnova, Jana

    2015-01-01

    Every business, every organisation faces change at a certain moment of its existance. Twenty first century dictates businesses its own rules and pushing companies to implement changes more frequently. Reasons are various, for instance globalisation, new opportunities, cost savings programmes and restructurings. How well change is managed will determine the future of an organisation. The easiest part of managing change is to create a new vision and plan: these are technical moments. Much h...

  10. On the Shortcomings of Our Organisational Forms: With Implications for Educational Change and School Improvement

    Science.gov (United States)

    Waite, Duncan

    2010-01-01

    This article informs school improvement and educational change from a radically different perspective. Building upon work done recently in neural psychology, primatology and ethology, the article examines four common and general types of organisational form: the cell, the silo, the pyramidal, and the network types of organisational structures.…

  11. Explaining the changing institutional organisation of Dutch farms: the role of farmer's attitudes, advisory network and structural factors

    NARCIS (Netherlands)

    Jongeneel, R.A.; Polman, N.B.P.; Slangen, L.H.G.

    2005-01-01

    Although the family farm remains the dominant organisational form for farms there are changes in the legal mode of organisation. Applying the new institutional economics and economic organisation theory the different organisation modes are explained, mainly in terms of control and income rights.

  12. Change, technology and higher education: are universities capable of organisational change?

    Directory of Open Access Journals (Sweden)

    Stephen Marshall

    2010-12-01

    Full Text Available Technology and change are so closely related that the use of the word innovation seems synonymous with technology in many contexts, including that of higher education. This paper contends that university culture and existing capability constrain such innovation and to a large extent determine the nature and extent of organisational change. In the absence of strong leadership, technologies are simply used as vehicles to enable changes that are already intended or which reinforce the current identity. These contentions are supported by evidence from e-learning benchmarking activities carried out over the past five years in universities in the United States, the United Kingdom, Australia and New Zealand.

  13. How healthcare organisations can act as institutional entrepreneurs in a context of change.

    Science.gov (United States)

    Breton, Mylaine; Lamothe, Lise; Denis, Jean-Louis

    2014-01-01

    The aim of this paper is to illustrate and discuss how healthcare organisations can act as institutional entrepreneurs in a context of change. The authors conducted an in-depth longitudinal case study (2005-2008) of a healthcare organisation in the province of Quebec, Canada. Data collection consisted of real-time observations of senior managers (n = 87), interviews (n = 24) with decision-makers and secondary data analysis of documents. The paper reports on the extent to which entrepreneurial healthcare organisations can be a driving force in the creation of a new practice. The authors analyse the development of a diabetes reference centre by a healthcare organisation acting as an institutional entrepreneur that illustrates the conceptualisation of an innovation and the mobilisation of resources to implement it and to influence other actors in the field. The authors discuss the case in reference to three stages of change: emergence, implementation and diffusion. The results illustrate the different strategies used by managers to advance their proposed projects. This study helps to better understand the dynamics of mandated change in a mature field such as healthcare and the roles played by organisations in this process. By adopting a proactive strategy, a healthcare organisation can play an active role and strongly influence the evolution of its field. This paper is one of only a few to analyse strategies used by healthcare organisations in the context of mandated change.

  14. Organisational Structure

    Science.gov (United States)

    National Centre for Vocational Education Research (NCVER), 2006

    2006-01-01

    An understanding of organisational structure can provide guidance for organisations that want to change and innovate. Many writers agree that this understanding allows organisations to shape how their work is done to ultimately achieve their business goals--and that too often structure is given little consideration in business strategy and…

  15. What are the barriers and facilitators for third sector organisations (non-profits) to evaluate their services? A systematic review.

    Science.gov (United States)

    Bach-Mortensen, Anders Malthe; Montgomery, Paul

    2018-01-22

    The third sector is becoming a more common provider of social and health services, but little is known about how third sector organisations (TSOs) evaluate their activities. Past research has reported that the third sector is under increasing pressure to evaluate its impact and performance by government and other commissioning bodies. However, in responding to this increased pressure to undertake evaluation, research suggests that many TSOs struggle to evaluate their activities following the principles of evidence-based practice (EBP). Yet, there has been no systematic effort to investigate why the third sector is struggling to provide good quality evidence of its effects. This systematic review is reported following the PRISMA guidelines. Ten interdisciplinary databases were searched using a search string developed following best practice and in consultation with an information systems expert. Included studies were primary research of any research design investigating barriers to and facilitators of the evaluation process of TSOs as identified by practitioners. All studies were quality appraised, and the results were synthesised as a thematic summary. Twenty-four studies were included, which mainly investigated TSOs working within health and social services. The thematic summary identified the main barriers for TSOs to undertake evaluation to be related to the (1) lack of financial resources, (2) lack of technical capability and evaluation literacy and (3) challenges around identifying relevant evaluation systems and outcome indicators. Key facilitating factors involved (1) getting the appropriate support, (2) having an organisational culture that supports evaluation and (3) the motivation to be accountable to stakeholders. These findings were robust to study quality. This review constitutes the first systematic effort to synthesise existing literature on factors supporting and preventing evaluation by TSOs. The prevalence of factors revolving around the lack of

  16. CSNI technical opinion papers no.5. Managing and regulating organisational change in nuclear installations

    International Nuclear Information System (INIS)

    2004-01-01

    Nuclear licensees are increasingly required to adapt to a more challenging commercial environment as electricity markets are liberalized. One of the costs that is often perceived as being amenable to control is staffing, and hence there is significant exploration of new strategies for managing this cost - for example, by reducing staffing levels, changing organisational structures, adopting new shift strategies, introducing new technology or increasing the proportion of work carried out by external contractors. However, if changes to staffing levels or organisational structures and systems are inadequately conceived or executed they have the potential to affect the way in which safety is managed. In this context, the NEA Committee on the Safety of Nuclear Installations (CSNI) and its Special Expert Group on Human and Organisational Factors (SEGHOF) organised an international workshop to discuss the management and regulation of organisational change in 2001. This technical opinion paper distills the findings of that workshop and sets out the factors that regulatory bodies might reasonably expect to be addressed within licensees arrangements to manage organisational change. The paper should be of particular interest to both regulators and managers of nuclear utilities. (author)

  17. A STUDY OF THE CHANGING CONSUMER BUYING BEHAVIOUR IN ORGANISED RETAILING IN LUCKNOW CITY

    OpenAIRE

    Dr Zubair Ahmad

    2018-01-01

    The major factor of consumer behaviour in organised retailing is the changing buying behaviour. Various management thinkers have conducted several studies to understand the relationship of buying behaviour and organised retailing. Consumer behaviour is defined as the behaviour that consumers display in searching for, purchasing, using, evaluating and disposing of products and services that they expect will satisfy their needs. (L.G. Schiffman, L.L. Kanuk, 2005). Consumer buying behaviour ...

  18. Perspectives on Instituting Change Management in Large Organisations

    Science.gov (United States)

    Lawler, Alan; Sillitoe, James

    2010-01-01

    Australian universities are currently undergoing significant and deep-seated change to their funding models through their relationship to Federal government social development and research agendas. Consequently, changes are being instituted at all levels of university activity. Such changes are often accompanied by considerable disruption to…

  19. Changing Minds : A Guide to Facilitated Participatory Planning ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    Changing Minds : A Guide to Facilitated Participatory Planning. Couverture du livre Changing Minds : A Guide to Facilitated Participatory Planning. Auteur(s) : Cole P. Dodge et Gavin Bennett. Maison(s) d'édition : Academic Foundation, Fountain Publishers, CRDI. 1 octobre 2011. ISBN : 9788171888603. 192 pages. e-ISBN ...

  20. How action researchers use anxiety to facilitate change in health care.

    Science.gov (United States)

    Evans, Nicola; Hopkinson, Jane

    2016-06-01

    The aim of this paper is to report on the role of an action researcher in a study investigating the change process in a health service context where a new assessment clinic was developed to manage the excessive waiting list for that service. For effective organisational change in health, there is a suggestion that change agents need to be emotionally intelligent; recognising the emotional state of individuals, reconciling that with the organisational drivers and making an assessment of readiness for organisational change. Anxiety features throughout this literature and there is a suggestion that being aware of anxiety and managing anxiety is within the emotionally intelligent change agent's repertoire, but there is a gap in the literature that explains this relationship in detail. Data were generated to investigate the discrete nature of the role of the action researcher during this organisational change that spanned two years, through three methods: participant observations in the field captured in field notes (n = 72); observations of team meetings that had been recorded and transcribed (n = 13); interviews with key informants pre- and postintervention (n = 14); a reflexive diary one document of 8920 words (n = 1). The data illuminating the interaction between the action researcher and participants were synthesised into two broad themes: how the action researcher introduced anxiety into the system; how the action researcher facilitated the participants to tolerate change anxiety. The findings from this study can be applied in clinical practice where change in practice is planned. Part of the requirement of a change agent in the NHS might be to be sufficiently emotionally literate to understand anxiety in the participant system and manage it to effect change. © 2016 John Wiley & Sons Ltd.

  1. Transformational Leadership and Professionals' Willingness to Change : A Multiple Case Study in Project Management Organisations

    NARCIS (Netherlands)

    A. Mordant-Dols; Jol Stoffers

    2015-01-01

    Professionals' willingness to change is a necessity for successful implementation of changes in the organisation. This study focused on the influence of a transformational leadership style on professionals' willingness to change. This multiple case study was performed in three project management

  2. Applying organisation theory to understand barriers and facilitators to the implementation of baby-friendly: A multisite qualitative study.

    Science.gov (United States)

    Nickel, Nathan C; Taylor, Emily C; Labbok, Miriam H; Weiner, Bryan J; Williamson, Nancy E

    2013-08-01

    (a) to apply an organisation-level, pre-implementation theory to identify and describe factors that may impact hospitals' readiness to achieve the Ten Steps and (b) to explore whether/how these factors vary across hospitals. a multisite, descriptive, qualitative study of eight hospitals that used semi-structured interviews of health-care professionals. Template analyses identified factors that related to organisation-level theory. Cross-site comparative analyses explored how factors varied across hospitals. thirty-four health-care professionals from eight North Carolina hospitals serving low-wealth populations. The hospitals are participating in a quality improvement project to support the implementation of the Ten Steps. This study occurred during the pre-implementation phase. several factors emerged relating to collective efficacy (i.e., the shared belief that the group, as a whole, is able to implement the Steps) and collective commitment (i.e., the shared belief that the group, as a whole, is committed to implementing the Steps) to implement the Ten Steps. Factors relating to both constructs included 'staff age/experience,' 'perceptions of forcing versus supporting mothers,' 'perceptions of mothers' culture,' and 'reliance on lactation consultants.' Factors relating to commitment included 'night versus day shift,' 'management support,' 'change champions,' 'observing mothers utilize breastfeeding support.' Factors relating to efficacy included 'staffing,' 'trainings,' and 'visitors in room.' Commitment-factors were more salient than efficacy-factors among the three large hospitals. Efficacy-factors were more salient than commitment-factors among the smaller hospitals. interventions focused on implementing the Ten Step may benefit from improving collective efficacy and collective commitment. Potential approaches could include skills-based, hands-on training highlighting benefits for mothers, staff, and the hospital, and addressing context-specific misconceptions

  3. The effectiveness of strategies to change organisational culture to improve healthcare performance: a systematic review.

    Science.gov (United States)

    Parmelli, Elena; Flodgren, Gerd; Beyer, Fiona; Baillie, Nick; Schaafsma, Mary Ellen; Eccles, Martin P

    2011-04-03

    Organisational culture is an anthropological metaphor used to inform research and consultancy and to explain organisational environments. In recent years, increasing emphasis has been placed on the need to change organisational culture in order to improve healthcare performance. However, the precise function of organisational culture in healthcare policy often remains underspecified and the desirability and feasibility of strategies to be adopted have been called into question. The objective of this review was to determine the effectiveness of strategies to change organisational culture in order to improve healthcare performance. We searched the following electronic databases: The Cochrane Central Register of Controlled Trials, MEDLINE, EMBASE, CINAHL, Sociological Abstracts, Web of Knowledge, PsycINFO, Business and Management, EThOS, Index to Theses, Intute, HMIC, SIGLE, and Scopus until October 2009. The Database of Abstracts of Reviews of Effectiveness (DARE) was searched for related reviews. We also searched the reference lists of all papers and relevant reviews identified, and we contacted experts in the field for advice on further potential studies. We considered randomised controlled trials (RCTs) or well designed quasi-experimental studies (controlled clinical trials (CCTs), controlled before and after studies (CBAs), and interrupted time series (ITS) analyses). Studies could be set in any type of healthcare organisation in which strategies to change organisational culture in order to improve healthcare performance were applied. Our main outcomes were objective measures of professional performance and patient outcome. The search strategy yielded 4,239 records. After the full text assessment, two CBA studies were included in the review. They both assessed the impact of interventions aimed at changing organisational culture, but one evaluated the impact on work-related and personal outcomes while the other measured clinical outcomes. Both were at high risk of

  4. The effectiveness of strategies to change organisational culture to improve healthcare performance: a systematic review

    Directory of Open Access Journals (Sweden)

    Baillie Nick

    2011-04-01

    Full Text Available Abstract Background Organisational culture is an anthropological metaphor used to inform research and consultancy and to explain organisational environments. In recent years, increasing emphasis has been placed on the need to change organisational culture in order to improve healthcare performance. However, the precise function of organisational culture in healthcare policy often remains underspecified and the desirability and feasibility of strategies to be adopted have been called into question. The objective of this review was to determine the effectiveness of strategies to change organisational culture in order to improve healthcare performance. Methods We searched the following electronic databases: The Cochrane Central Register of Controlled Trials, MEDLINE, EMBASE, CINAHL, Sociological Abstracts, Web of Knowledge, PsycINFO, Business and Management, EThOS, Index to Theses, Intute, HMIC, SIGLE, and Scopus until October 2009. The Database of Abstracts of Reviews of Effectiveness (DARE was searched for related reviews. We also searched the reference lists of all papers and relevant reviews identified, and we contacted experts in the field for advice on further potential studies. We considered randomised controlled trials (RCTs or well designed quasi-experimental studies (controlled clinical trials (CCTs, controlled before and after studies (CBAs, and interrupted time series (ITS analyses. Studies could be set in any type of healthcare organisation in which strategies to change organisational culture in order to improve healthcare performance were applied. Our main outcomes were objective measures of professional performance and patient outcome. Results The search strategy yielded 4,239 records. After the full text assessment, two CBA studies were included in the review. They both assessed the impact of interventions aimed at changing organisational culture, but one evaluated the impact on work-related and personal outcomes while the other

  5. Leadership Style and the Process of Organisational Change

    DEFF Research Database (Denmark)

    Holten, Ann-Louise; Brenner, Sten Olof

    2015-01-01

    structural equation modeling. Findings — Transformational and transactional leadership styles were positively related to the engagement of managers. Managers’ engagement was associated with followers’ appraisal of change. The two leadership styles also had a direct, long-term effect on followers’ change...

  6. The dynamics of belief in climate change and its risks in business organisations

    International Nuclear Information System (INIS)

    Bleda, Mercedes; Shackley, Simon

    2008-01-01

    This paper presents a simulation model of the formation of the belief in climate change of a business organisation using a systems dynamics approach. Understanding how businesses form their belief on the issue of climate change is of paramount importance given the key role of beliefs and cognitive characteristics in the triggering and shaping of organisational adaptation processes. The main assumption of the model is that the dynamics of belief is driven by the perceived actual and potential changes in competitiveness as a consequence of climate impacts rather than by the growth of an ecological 'business conscience'. The model has been built using the STELLA software program, and it is based upon theoretical hypotheses drawn from behavioural studies of organisations and evolutionary theories of economic change. (author)

  7. Facilitating Lasting Changes at an Elementary School

    Directory of Open Access Journals (Sweden)

    Laurie JAMES

    2016-03-01

    Full Text Available The purpose of this study was to determine how to minimize waste in a school setting by reducing, reusing, recycling, and composting waste products. Specifically, the desire was to identify what steps could be taken to decrease waste practices at a Title I elementary school. Through the Washington Green Schools certification process, a Waste and Recycling Assessment and Characterization Audit allowed for the collection of data. The assessment examined how much and what types of waste products were disposed of at the school. Based on the audit, 93% of waste products in the cafeteria were recyclable or compostable. The results provided ways for the students and staff to take action resulting in behavioral changes that taught and modeled environmental conservation. This study can help revolutionize school communities by serving as a prototype for environmental sustainability enhancing an eco-friendly citizenry.

  8. Relationship Marketing, Engine of Sustainable Development and Organisational Change in the Romanian Business Environment

    Directory of Open Access Journals (Sweden)

    Nicolae Al. Pop

    2012-06-01

    Full Text Available This paper aims to provide a conceptual clarification of the terms sustainable development and organisational change. It studies the role of relationship marketing for implementing these two concepts. The main objectives are the perception of the three concepts by Romanian business decision-makers and their ‘sensitivity’ to organisational changes, with regard to implementing the relationship marketing at company level. Information was gathered via exploratory research, using qualitative in-depth interview based on a conversation guide. The conclusions of the study prove that the interlocutors have a relatively clear knowledge of the concepts, but without making a direct connection between sustainable development and major organisational changes triggered by implementing the relationship marketing. The authors recommend the development of a system which centralises all company connections with its stakeholders, to fully capitalise on its accumulated relational capital

  9. Does the EU Funding Increase Competitiveness of Firms by Supporting Organisational Changes?

    Directory of Open Access Journals (Sweden)

    Martinez Felipe

    2015-06-01

    Full Text Available Competitive firms with a good economic performance contribute to social development and quality of life. Countries and regions support competitiveness of firms through public policies and public funds. The research concerns question whether financial support from public funds actually helped to increase competitiveness in firms through organisational changes. This paper explores the relationship between competitiveness of firms (measured by sales divided by employment with organisational structure changes and the amount of financial resources from the EU Structural Funds. The data were collected from the Czech Statistical Office and a survey among Czech firms. The estimates provide us with conclusion that only the European Social Funds assistance had a positive effect on productivity, but not organisational changes in firms.

  10. Adapting to climate change by water management organisations: Enablers and barriers

    Science.gov (United States)

    Azhoni, Adani; Jude, Simon; Holman, Ian

    2018-04-01

    Climate change will be particularly experienced though the medium of water. Water organisations, that are managing societal and ecological needs for water, are therefore likely to experience the impact the most. This study reviews the current literature regarding adaptation to climate change by water management organisations and associated barriers. Literature on adaptive capacity is growing and a general consensus is emerging on the determinants of adaptive capacity, although variations exist regarding how it is to be evaluated, enhanced and applied to policy making due to its dynamic, contextual and latent nature. Since adaptive capacity is hard to measure and successful adaptation difficult to define, some studies focus on the existence of adaptation attributes of organisations. Studies reporting successful adaptation are minimal and barriers of adaptation are being discovered as adaptation research transitions into implementation. But the root causes of these barriers are often overlooked and the interconnectedness of the barriers is poorly addressed. Increasingly, combining top-down and bottom-up approaches to adaptation is being recommended due to the limitations of each. However, knowledge regarding how organisations operating at different scales can enhance adaptive capacity of other organisations operating at another scale is lacking due to the few studies of inter-organisational networks across scales. Social networks among actors are recognised as a key factor to enable adaptation. However, network studies generally focus on individual actors and rarely between public agencies/organisations. Moreover, the current literature is inadequate to understand the relationship between adaptation enabling characteristics, barriers and adaptation manifestation. The review demonstrates that research on understanding the emergence and sustenance of barriers is urgently required. Addressing these knowledge gaps will help to improve the design of adaptation strategies

  11. Change Management and its Impact on Organisational Performance: Empirical Evidence from an Oil and Gas Firm

    OpenAIRE

    Choy, May Yi

    2016-01-01

    Despite the profuse output of academic literature and practitioner guidance on change management, the reportedly low success rates of many change programs prove that successfully delivering on what is originally intended to scales of time, cost and performance remains a major issue and pertinent business challenge to many executives and organisations today. Part of the problem that makes managing change difficult is the fact that there is little consensus on what factors most influence change...

  12. How to change organisational culture: Action research in a South African public sector primary care facility.

    Science.gov (United States)

    Mash, Robert; De Sa, Angela; Christodoulou, Maria

    2016-08-31

    Organisational culture is a key factor in both patient and staff experience of the healthcare services. Patient satisfaction, staff engagement and performance are related to this experience. The department of health in the Western Cape espouses a values-based culture characterised by caring, competence, accountability, integrity, responsiveness and respect. However, transformation of the existing culture is required to achieve this vision. To explore how to transform the organisational culture in line with the desired values. Retreat Community Health Centre, Cape Town, South Africa. Participatory action research with the leadership engaged with action and reflection over a period of 18 months. Change in the organisational culture was measured at baseline and after 18 months by means of a cultural values assessment (CVA) survey. The three key leaders at the health centre also completed a 360-degree leadership values assessment (LVA) and had 6 months of coaching. Cultural entropy was reduced from 33 to 13% indicating significant transformation of organisational culture. The key driver of this transformation was change in the leadership style and functioning. Retreat health centre shifted from a culture that emphasised hierarchy, authority, command and control to one that established a greater sense of cohesion, shared vision, open communication, appreciation, respect, fairness and accountability. Transformation of organisational culture was possible through a participatory process that focused on the leadership style, communication and building relationships by means of CVA and feedback, 360-degree LVA, feedback and coaching and action learning in a co-operative inquiry group.

  13. Age-associated changes in rich-club organisation in autistic and neurotypical human brains.

    Science.gov (United States)

    Watanabe, Takamitsu; Rees, Geraint

    2015-11-05

    Macroscopic structural networks in the human brain have a rich-club architecture comprising both highly inter-connected central regions and sparsely connected peripheral regions. Recent studies show that disruption of this functionally efficient organisation is associated with several psychiatric disorders. However, despite increasing attention to this network property, whether age-associated changes in rich-club organisation occur during human adolescence remains unclear. Here, analysing a publicly shared diffusion tensor imaging dataset, we found that, during adolescence, brains of typically developing (TD) individuals showed increases in rich-club organisation and inferred network functionality, whereas individuals with autism spectrum disorders (ASD) did not. These differences between TD and ASD groups were statistically significant for both structural and functional properties. Moreover, this typical age-related changes in rich-club organisation were characterised by progressive involvement of the right anterior insula. In contrast, in ASD individuals, did not show typical increases in grey matter volume, and this relative anatomical immaturity was correlated with the severity of ASD social symptoms. These results provide evidence that rich-club architecture is one of the bases of functionally efficient brain networks underpinning complex cognitive functions in adult human brains. Furthermore, our findings suggest that immature rich-club organisation might be associated with some neurodevelopmental disorders.

  14. The Impact of Globalisation on Changes in Business Operations and Organisational Culture

    Directory of Open Access Journals (Sweden)

    Ivica Zdrilić

    2010-12-01

    Full Text Available Croatian companies have recently been forced to find and apply new technical and technological solutions as a result of large-scale changes and market globalisation. Furthermore, they have to adapt their organisation to the newly-developed conditions. Therefore, it is of utmost importance to consider the use of the latest theoretical findings in the field of organisation and management to reach the level of competitiveness on a global scale. Development, improvement and standardisation of business processes and changes in organisational culture are important preconditions for reforming the companies to meet the needs of globalisation. The goal of this paper is to show the growing impact of globalisation on the development of the business environment in Croatia, i.e. the need to restructure Croatian companies according to the newly-developed situation. There are companies that have to radically change their ways and methods of leadership and thinking, inherited from the socialist socio-economic system. Recurrent crises in the business practice and bankruptcies of economic entities prove this fact. One of the key preconditions to compete successfully in the newly developed global products, work and capital markets is the improvement of business performance by introducing contemporary methods in organisational planning. On the other hand, privatised companies that are under pressure from their foreign owners have to introduce the rules of behaviour and procedures standardised abroad. To sum up, the changes that have to be made require a radical shift in organisational culture within companies. These aspects are often forgotten by consultants and managers, thus leading to failure. The main objectives of this paper are to underline the importance of two preconditions that have to be met in order to succeed, i.e. survive in the market: to define and standardise business processes and to develop organisational culture in companies.

  15. Improving care for people after stroke: how change was actively facilitated.

    Science.gov (United States)

    Bamford, David; Rothwell, Katy; Tyrrell, Pippa; Boaden, Ruth

    2013-01-01

    This paper aims to report on the approach to change used in the development of a tool to assess patient status six months after stroke (the Greater Manchester Stroke Assessment Tool: GM-SAT). The overall approach to change is based on the Promoting Action on Research Implementation in Health Services (PARiHS) Framework, which involves extensive stakeholder engagement before implementation. A key feature was the use of a facilitator without previous clinical experience. The active process of change involved a range of stakeholders--commissioners, patients and professionals--as well as review of published research evidence. The result of this process was the creation of the GM-SAT. The details of the decision processes within the tool included a range of perspectives; the process of localisation led commissioners to identify gaps in care provision as well as learning from others in terms of how services might be provided and organised. The facilitator role was key at all stages in bringing together the wide range of perspectives; the relatively neutral perceived status of the facilitator enabled resistance to change to be minimised. The output of this project, the GM-SAT, has the potential to significantly improve patients' physical, psychological and social outcomes and optimise their quality of life. This will be explored further in future phases of work. A structured process of change which included multiple stakeholder involvement throughout, localisation of approaches and a dedicated independent facilitator role was effective in achieving the development of a useful tool (GM-SAT).

  16. The Impact of a Learning Culture on Organisational Change in Regional SMEs

    Science.gov (United States)

    Bamberry, Goff; Sabri-Matanagh, Saeed; Duncan, Glen

    2015-01-01

    This paper explores the impact of a learning culture on organisational change in small to medium-sized regional manufacturing enterprises following a review of the related literature, and a qualitative study of 10 manufacturing SMEs in the Riverina region of New South Wales. The research confirmed that key learning culture factors as identified in…

  17. Elucidating the relationship between Sustainability Reporting and Organisational Change Management for Sustainability

    NARCIS (Netherlands)

    Lozano, Rodrigo; Nummert, Benjamin; Ceulemans, Kim

    2016-01-01

    An increasing number of companies have, during the last two decades, engaged in reporting their sustainability efforts. Although Sustainability Reporting is considered to be a key driver for organisational change in companies; research into the link between these two processes has been limited. This

  18. Facilitating Learning and Physical Change in Complex Systems through Employee Involvement

    DEFF Research Database (Denmark)

    Bjerrum, Eva; Dahl, Susanne

    In a Danish workplace an experiment with mobile seating was carried out. Instead of implementing a certain concept designed by the management team the process was facilitated as a user involvement process based on Stacey´s theory of complex responsive processes. Here providing alternative pictures...... of the organisation challenged the discursive practice of the organisation and engaged employees in a process where they challenged each other’s accepted understandings of the organisation and of their work....

  19. The impact of modern technology on changing marketing actions in organisations. Marketing 4.0

    Directory of Open Access Journals (Sweden)

    Świeczak Witold

    2017-12-01

    Full Text Available The article presents the theory that modern technologies are changing the way in which marketing is organised and that they will transform the prevailing composition of the market, while enterprises should come to terms with the act that having a market share will no longer suffice to maintain the market leader position. The aim of this paper is to provide an overview of the key challenges generated by technological innovations and to identify the opportunities for marketing in light of the new communication and information technologies so that quantifiable benefits can be gained. The research topic underpinning this paper is: 1 an analysis of social media use by the Millennial generation; 2 an evaluation of the attitudes of SMEs towards the incorporation of information technology into their current marketing practices; 3 determining the implementation possibilities of Marketing 4.0 by promoting a flexible approach to organising marketing actions. Following a review of the available literature on the subject, we will present a concept of the model of the flexible organisation of marketing actions. The D3I2C concept combines today’s marketing actions and digital transformation. It can be harnessed by academia and other organisations seeking guidance on the implementation of transformation in the organisation of marketing actions.

  20. Assessing organisational readiness for change: use of diagnostic analysis prior to the implementation of a multidisciplinary assessment for acute stroke care.

    Science.gov (United States)

    Hamilton, Sharon; McLaren, Susan; Mulhall, Anne

    2007-07-14

    Achieving evidence-based practice in health care is integral to the drive for quality improvement in the National Health Service in the UK. Encapsulated within this policy agenda are challenges inherent in leading and managing organisational change. Not least of these is the need to change the behaviours of individuals and groups in order to embed new practices. Such changes are set within a context of organisational culture that can present a number of barriers and facilitators to change. Diagnostic analysis has been recommended as a precursor to the implementation of change to enable such barriers and facilitators to be identified and a targeted implementation strategy developed. Although diagnostic analysis is recommended, there is a paucity of advice on appropriate methods to use. This paper addresses the paucity and builds on previous work by recommending a mixed method approach to diagnostic analysis comprising both quantitative and qualitative data. Twenty staff members with strategic accountability for stroke care were purposively sampled to take part in semi-structured interviews. Six recently discharged patients were also interviewed. Focus groups were conducted with one group of registered ward-based nurses (n = 5) and three specialist registrars (n = 3) purposively selected for their interest in stroke care. All professional staff on the study wards were sent the Team Climate Inventory questionnaire (n = 206). This elicited a response rate of 72% (n = 148). A number of facilitators for change were identified, including stakeholder support, organisational commitment to education, strong team climate in some teams, exemplars of past successful organisational change, and positive working environments. A number of barriers were also identified, including: unidisciplinary assessment/recording practices, varying in structure and evidence-base; weak team climate in some teams; negative exemplars of organisational change; and uncertainty created by impending

  1. Assessing organisational readiness for change: use of diagnostic analysis prior to the implementation of a multidisciplinary assessment for acute stroke care

    Directory of Open Access Journals (Sweden)

    McLaren Susan

    2007-07-01

    Full Text Available Abstract Background Achieving evidence-based practice in health care is integral to the drive for quality improvement in the National Health Service in the UK. Encapsulated within this policy agenda are challenges inherent in leading and managing organisational change. Not least of these is the need to change the behaviours of individuals and groups in order to embed new practices. Such changes are set within a context of organisational culture that can present a number of barriers and facilitators to change. Diagnostic analysis has been recommended as a precursor to the implementation of change to enable such barriers and facilitators to be identified and a targeted implementation strategy developed. Although diagnostic analysis is recommended, there is a paucity of advice on appropriate methods to use. This paper addresses the paucity and builds on previous work by recommending a mixed method approach to diagnostic analysis comprising both quantitative and qualitative data. Methods Twenty staff members with strategic accountability for stroke care were purposively sampled to take part in semi-structured interviews. Six recently discharged patients were also interviewed. Focus groups were conducted with one group of registered ward-based nurses (n = 5 and three specialist registrars (n = 3 purposively selected for their interest in stroke care. All professional staff on the study wards were sent the Team Climate Inventory questionnaire (n = 206. This elicited a response rate of 72% (n = 148. Results A number of facilitators for change were identified, including stakeholder support, organisational commitment to education, strong team climate in some teams, exemplars of past successful organisational change, and positive working environments. A number of barriers were also identified, including: unidisciplinary assessment/recording practices, varying in structure and evidence-base; weak team climate in some teams; negative exemplars of

  2. Facilitating Change in Secondary Schools--Myths and Management.

    Science.gov (United States)

    Hord, Shirley M.

    1989-01-01

    Based on a study of change facilitation in eight high schools, this article debunks three common myths concerning administrative organization as an obstacle to managing high school change. Tentative guidelines are provided to help determined managers cure stagnation and thwart bureaucratic intransigency. (MLH)

  3. Academic Professional Development Strategies to Facilitate Educational Changes in Universities

    Science.gov (United States)

    Gonzalez Alonso, Gloria Amparo

    2009-01-01

    This qualitative within-case study explored how planned educational change in universities can be facilitated through academic professional development strategies. Thus this study attempted to shed some light on the dynamics of educational planned change in universities and their implications for academic professional development of faculty. The…

  4. Managing the ERP implementation journey - change in discourse from classical IT project to technology-driven organisational change initiative

    DEFF Research Database (Denmark)

    Kræmmergaard, Pernille; Rose, Jeremy

    technological discourse to actions and outcomes. The model provides a theoretical explanation for how one dominant technological discourse in an organisation can be replaced by another. The ERP implementation at Omega was originally cast as a classical IT project (reflecting the dominant ways of thinking about...... system development and project management both in industry and academia); however, the experience of the project clearly changed the sense-making of the participants and the implementation later came to be regarded as an technology-driven organisational change initiative. The new technological discourse...

  5. Change, organisational culture and the development of the South African Military Academy to 2009

    Directory of Open Access Journals (Sweden)

    G E (Deon Visser

    2011-12-01

    Full Text Available This article investigates the impact of change and organisational culture on the growth and development of the South African Military Academy. It explores the impact of Nationalist Party rule since 1948 and black majority rule since 1994 on the institutional culture of the South African military and how that influenced the development of the Military Academy. This is intertwined with an investigation of the nature and impact of the diverging military and academic subcultures at the Academy. The article contends that, together with the historical exclusion of blacks and women from the military, the marginalisation of white English-speaking citizens by Nationalist Party rule denied the Academy the exploitation of a significant portion of the country’s human resource potential in the interest of institutional development. The same happened with the introduction of racial quotas and the marginalisation of whites since 1994. The Military Academy has, furthermore, historically been too reflective of the organisational culture of the South African National Defence Force and its predecessors instead of informing that culture to meet the challenges of military professionalism. The Academy has a potentially vital educational role to play in the South African and Sub-Saharan African militaries, but requires some changes in its organisational culture to fulfil that mission. Keywords: South African Military Academy, organisational culture, military culture, military education, Stellenbosch University Disciplines: Military History, Industrial Psychology

  6. Diversification of an organisational field: how Europe promotes and hampers domestic change

    Energy Technology Data Exchange (ETDEWEB)

    Boasson, Elin Lerum

    2008-11-15

    Better understanding of Europeanization requires research on national, societal change. This paper presents a theoretical framework that enables assessment of Europeanised change processes within national industries. Empirically it explores how European Union (EU) state aid regulations and European renewable energy trends in conjunction led to diversification among Norwegian stationary energy producers. Key theoretical implications are as follows: (1) The pattern of interaction between change impulses from the European environment, governmental hierarchical steering and institutional logics within the national organisational field was crucial to the output of the change process. (2) Misfit between institutional logics at the European level and the organisational field hampers change, rather than promoting it. (3) The carriers / the actors that bring the European impulses into the organisational field / matter because they translate change impulses in line with their institutional logic. (4) National politicians are unable to control the process of translating these impulses, and that reduces their political clout. (5) Europeanization brings greater challenges to national democratic governance of liberalised industries. (author). refs., tabs

  7. Organisational change stressors and nursing job satisfaction: the mediating effect of coping strategies.

    Science.gov (United States)

    Teo, Stephen T T; Pick, David; Newton, Cameron J; Yeung, Melissa E; Chang, Esther

    2013-09-01

    To examine the mediating effect of coping strategies on the consequences of nursing and non-nursing (administrative) stressors on the job satisfaction of nurses during change management. Organisational change can result in an increase in nursing and non-nursing-related stressors, which can have a negative impact on the job satisfaction of nurses employed in health-care organisations. Matched data were collected in 2009 via an online survey at two time-points (six months apart). Partial least squares path analysis revealed a significant causal relationship between Time 1 administrative and role stressors and an increase in nursing-specific stressors in Time 2. A significant relationship was also identified between job-specific nursing stressors and the adoption of effective coping strategies to deal with increased levels of change-induced stress and strain and the likelihood of reporting higher levels of job satisfaction in Time 2. The effectiveness of coping strategies is critical in helping nurses to deal with the negative consequences of organisational change. This study shows that there is a causal relationship between change, non-nursing stressors and job satisfaction. Senior management should implement strategies aimed at reducing nursing and non-nursing stress during change in order to enhance the job satisfaction of nurses. © 2013 John Wiley & Sons Ltd.

  8. How to change organisational culture: Action research in a South African public sector primary care facility

    Directory of Open Access Journals (Sweden)

    Robert Mash

    2016-03-01

    Full Text Available Background: Organisational culture is a key factor in both patient and staff experience of the healthcare services. Patient satisfaction, staff engagement and performance are related to this experience. The department of health in the Western Cape espouses a values-based culture characterised by caring, competence, accountability, integrity, responsiveness and respect. However, transformation of the existing culture is required to achieve this vision. Aim: To explore how to transform the organisational culture in line with the desired values. Setting: Retreat Community Health Centre, Cape Town, South Africa. Methods: Participatory action research with the leadership engaged with action and reflection over a period of 18 months. Change in the organisational culture was measured at baseline and after 18 months by means of a cultural values assessment (CVA survey. The three key leaders at the health centre also completed a 360-degree leadership values assessment (LVA and had 6 months of coaching. Results: Cultural entropy was reduced from 33 to 13% indicating significant transformation of organisational culture. The key driver of this transformation was change in the leadership style and functioning. Retreat health centre shifted from a culture that emphasised hierarchy, authority, command and control to one that established a greater sense of cohesion, shared vision, open communication, appreciation, respect, fairness and accountability. Conclusion: Transformation of organisational culture was possible through a participatory process that focused on the leadership style, communication and building relationships by means of CVA and feedback, 360-degree LVA, feedback and coaching and action learning in a co-operative inquiry group.

  9. Examining the Relationship between Employee Resistance to Changes in Job Conditions and Wider Organisational Change: Evidence from Ireland

    OpenAIRE

    Cronin, Hugh; McGuinness, Seamus

    2014-01-01

    This paper uses a linked employer-employee dataset, the National Employment Survey, to examine the determinants of organisational change and employee resistance to change and, specifically, to examine the influence of employee inflexibility on the implementation of firm-level policies aimed at increasing competitiveness and workforce flexibility. Key finding arising from the research is that while workforce resistance to job-related change often forces firms to seek alternative means of achie...

  10. Leadership and transformational change in healthcare organisations: a qualitative analysis of the North East Transformation System.

    Science.gov (United States)

    Erskine, Jonathan; Hunter, David J; Small, Adrian; Hicks, Chris; McGovern, Tom; Lugsden, Ed; Whitty, Paula; Steen, Nick; Eccles, Martin Paul

    2013-02-01

    The research project 'An Evaluation of Transformational Change in NHS North East' examines the progress and success of National Health Service (NHS) organisations in north east England in implementing and embedding the North East Transformation System (NETS), a region-wide programme to improve healthcare quality and safety, and to reduce waste, using a combination of Vision, Compact, and Lean-based Method. This paper concentrates on findings concerning the role of leadership in enabling tranformational change, based on semi-structured interviews with a mix of senior NHS managers and quality improvement staff in 14 study sites. Most interviewees felt that implementing the NETS requires committed, stable leadership, attention to team-building across disciplines and leadership development at many levels. We conclude that without senior leader commitment to continuous improvement over a long time scale and serious efforts to distribute leadership tasks to all levels, healthcare organisations are less likely to achieve positive changes in managerial-clinical relations, sustainable improvements to organisational culture and, ultimately, the region-wide step change in quality, safety and efficiency that the NETS was designed to deliver. © The Author(s) 2013 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

  11. Influencing organisational change in the NHS: lessons learned from workplace wellness initiatives in practice.

    Science.gov (United States)

    Blake, Holly; Lloyd, Scott

    2008-01-01

    This article presents a discussion of the key issues in influencing organisational change in NHS settings, in the development of workplace wellness interventions to improve employee health and wellbeing. To tackle poor public health and associated rising healthcare costs, there must be a focus on the root cause of many preventable diseases - unhealthy lifestyle choices. Workplace wellness initiatives are now an important prevention strategy adopted by socially responsible organisations to target the health and wellbeing of working age adults. Lessons learned from initiatives in secondary care suggest that effective implementation requires change in organisational 'health culture', through a combination of education, behaviour change intervention, needs-based facilities, and services and strategies for developing supportive and health-promoting work environments. Most of all, employers must demonstrate a commitment to health and wellness that is fully integrated with their mission, values and long-term vision, paving the way for sustainable lifestyle changes. Evaluation systems must be in place to measure the impact and outcomes of wellness schemes.

  12. Facilitating Planned Educational Change in Rural Schools: The Administrator's Perspective.

    Science.gov (United States)

    Coward, Raymond T.

    Retrospective assessments by 20 rural administrators who had participated in a five-year Rural Experimental Schools Project (1972-1977) sponsored by the National Institute of Education were investigated to ascertain which factors they felt inhibited or facilitated the process of change in a rural school setting. Information was gathered during a…

  13. Changing Minds : A Guide to Facilitated Participatory Planning ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    1 oct. 2011 ... Couverture du livre Changing Minds : A Guide to Facilitated Participatory Planning. Author(s):. Cole P. Dodge ... IDRC's support of BetterEvaluation, an international collaboration to improve evaluation practice and theory, has resulted in an online guide for an often overlooked group of people who greatly.

  14. Facilitating Conceptual Change in Students' Understanding of Electrochemistry.

    Science.gov (United States)

    Niaz, Mansoor

    2002-01-01

    Constructs a teaching strategy to facilitate conceptual change in freshman students' understanding of electrochemistry. Provides students with the correct response along with alternative responses (teaching experiments), producing a conflicting situation that is conducive to an equilibration of their cognitive structures. Concludes that the…

  15. The impact of modern technology on changing marketing actions in organisations. Marketing 4.0

    OpenAIRE

    Świeczak Witold

    2017-01-01

    The article presents the theory that modern technologies are changing the way in which marketing is organised and that they will transform the prevailing composition of the market, while enterprises should come to terms with the act that having a market share will no longer suffice to maintain the market leader position. The aim of this paper is to provide an overview of the key challenges generated by technological innovations and to identify the opportunities for marketing in light of the n...

  16. The role of change agents and stakeholders in the organisational transformation of the electricity industry

    OpenAIRE

    Roby, Helen; Potter, Stephen; Collins, Trevor; Langendahl, Per-Anders

    2014-01-01

    This development paper looks at the organisational transformation that is ongoing within the supply part of the electricity network, to meet the changing demands through the growth in adoption of electric vehicles, domestic heat pumps and increased supply from renewable energy sources.\\ud \\ud The paper will explore the observations and findings from the involvement of the Open University in an innovation project within a Distribution Network Operator. The focus is to compare the differences b...

  17. Managing creativity in change : Motivations and constraints of creative work in a media organisation

    OpenAIRE

    Malmelin, Nando; Virta, Sari

    2016-01-01

    This article is concerned with the management of creative journalistic work in a media organisation. It reports and analyses a case study conducted in one of Europe's largest media corporations: the focus of the study was a development team of journalists set up and charged with creating and producing a new multi-platform media service and its content. The article discusses the ways in which the creativity of media professionals is supported and managed under the constantly changing condition...

  18. Management of change in health care organisations and human resource role

    International Nuclear Information System (INIS)

    Carignani, Vania

    2000-01-01

    The paper is focused on the analysis of the most relevant factors necessary to manage change in health care organisations. The approach suggested is the Stakeholder one. According to this approach, the hospital's managers seem to be successful if they are able to satisfy people (internal and external stakeholders) that have a stake in the health care institution. The attention of the author is mainly focused on the internal forces that make the health care sector competitive and successful. In order to motivate internal human resources to accept change and to achieve the organisational targets two main methods can be suggested. The former is based on tangible variables and in particular on a fair reward system; the latter is built on intangible elements e.g. communication, negotiation, contracting, and organisational values sharing. Moreover, in order to cope with change it is important to develop the information technology management and to reengineer delivery processes, taking into consideration both the costs and benefits of these kinds of innovations

  19. Management of change in health care organisations and human resource role

    Energy Technology Data Exchange (ETDEWEB)

    Carignani, Vania E-mail: carignani@posta.econ.unian.it

    2000-01-01

    The paper is focused on the analysis of the most relevant factors necessary to manage change in health care organisations. The approach suggested is the Stakeholder one. According to this approach, the hospital's managers seem to be successful if they are able to satisfy people (internal and external stakeholders) that have a stake in the health care institution. The attention of the author is mainly focused on the internal forces that make the health care sector competitive and successful. In order to motivate internal human resources to accept change and to achieve the organisational targets two main methods can be suggested. The former is based on tangible variables and in particular on a fair reward system; the latter is built on intangible elements e.g. communication, negotiation, contracting, and organisational values sharing. Moreover, in order to cope with change it is important to develop the information technology management and to reengineer delivery processes, taking into consideration both the costs and benefits of these kinds of innovations.

  20. Facilitering

    DEFF Research Database (Denmark)

    Ravn, Ib

    2012-01-01

    Facilitering (af latin facilis: gørbart, let at gøre) er den teknik at gøre det lettere for en forsamlet gruppe mennesker at udrette det, den ønsker. Facilitator er en slags mødeleder eller ordstyrer, der bistår gruppen ved at styre formen på deltagernes samtale og interaktion snarere end indholdet...

  1. Understanding the divide between the theory and practice of organisational change

    Directory of Open Access Journals (Sweden)

    Julien Pollack

    2015-07-01

    Full Text Available This paper reviews the different ways that academics and practitioners write about and discuss change management, to develop an understanding of whether there is a divide between the theory and practice of change management. This research used scientometric research techniques to compare three corpora: one based on the most cited research in the general management literature on change management; one based on the most cited research in specialist change management journals; and one based on interviews with practising change managers. It was found that the general management literature emphasised an abstract understanding of knowledge management and the learning organisation, while the change management literature focused more on issues associated with value, culture and social identity. The practitioners emphasised issues at the individual, project and team levels, the need for the effective use of targeted communication to achieve organisational change objectives, and the value of rapidly identifying key drivers in a new context. This research found significant differences between these three corpora, which lends support to other researchers’ claims of a divide between theory and practice in change management.

  2. Primed for change: facilitating factors in problem gambling treatment.

    Science.gov (United States)

    Gomes, Kevin; Pascual-Leone, Antonio

    2009-03-01

    To successfully facilitate the treatment of problem gambling, change processes should be examined in order to identify those variables that differentiate good versus poor treatment outcomes. The current study explored the change facilitating effects of certain characteristics or conditions of an individual being treated: emotional support, instrumental support, emotional awareness, GA involvement, and depressed affect. These conditions were hypothesized to be predictive of a change-oriented mindset (i.e., "resources for change") measured by abstinence self-efficacy, motivation for change, and readiness for change. Participants were 60 outpatients (54.2% male; M age = 46.7 years) with problem gambling recruited from several treatment centres throughout Ontario, Canada. Results indicated that: (1) depressed affect and emotional support seem to influence self-efficacy for abstinence, (2) emotional support alone appears to influence motivation for change, and (3) GA involvement, depressed affect, and emotional awareness, together, seem to influence readiness for change. These findings have implications for promoting change oriented dispositions in problem gambling individuals.

  3. Why tackle a far-off problem? Municipal resistance to climate change adaptation from an organisational change perspective

    OpenAIRE

    van den Berg, Maya Marieke; Coenen, Franciscus H.J.M.

    2012-01-01

    Although the importance of local government is often emphasized when it comes to climate change adaptation, empirical data reveal that local efforts have been rather limited. Why does one observe this paradoxical situation? This article presents empirical data gathered through a questionnaire (n=70) and case studies (n=13) demonstrating that resistance within Dutch municipalities prevents organisational adaptation despite there being strong external forces for change. We offer two explanation...

  4. Exploring Organisational Stratification and Technological Pedagogical Change: Cases of Technology Integration Specialists in Hong Kong International Schools

    Science.gov (United States)

    Woo, David James

    2015-01-01

    An international school may make organisational choices that divide the school by curriculum, grade-level, language and location. This article explores how a school's organisational stratification impacts how the school supports changing teaching and learning practices through technology. The article draws from case data of technology integration…

  5. Organisational governance structures in allied health services: a decade of change.

    Science.gov (United States)

    Boyce, R A

    2001-01-01

    A ten year review of developments in the organisation and management of allied health services in Australian acute care public hospitals reveals a steady transformation away from a medically managed universal model towards more complex and contested models of governance. This article revisits early observations about the reorganisation of allied health services and presents more recent research findings to guide managerial decision-making about restructuring the diverse disciplines that constitute allied health. A new organisational model "integrated decentralization" is presented as an approach to managing allied health services which accommodates multiple stakeholder demands in the context of New Public Management (NPM) related reforms. The focus on the institutional level is complemented by examining developments in the profile and activity of allied health at the regional, state and national levels to present a more comprehensive picture of change over the decade of the 1990s.

  6. An Application of the Functional Resonance Analysis Method (FRAM) to Risk Assessment of Organisational Change

    International Nuclear Information System (INIS)

    Hollnagel, Erik

    2012-11-01

    The objective of this study was to demonstrate an alternative approach to risk assessment of organisational changes, based on the principles of resilience engineering. The approach in question was the Functional Resonance Analysis Method (FRAM). Whereas established approaches focus on risks coming from failure or malfunctioning of components, alone or in combination, resilience engineering focuses on the common functions and processes that provide the basis for both successes and failures. Resilience engineering more precisely proposes that failures represent the flip side of the adaptations necessary to cope with the real world complexity rather than a failure of normal system functions and that a safety assessment therefore should focus on how functions are carried out rather than on how they may fail. The objective of this study was not to evaluate the current approach to risk assessment used by the organisation in question. The current approach has nevertheless been used as a frame of reference, but in a non-evaluative manner. The author has demonstrated through the selected case that FRAM can be used as an alternative approach to organizational changes. The report provides the reader with details to consider when making a decision on what analysis approach to use. The choice of which approach to use must reflect priorities and concerns of the organisation and the author makes no statement about which approach is better. It is clear that the choice of an analysis approach is not so simple to make and there are many things to take into account such as the larger working environment, organisational culture, regulatory requirements, etc

  7. Engendering Change within a Water Infrastructure Client Organisation: A Participatory Action Research Approach

    Directory of Open Access Journals (Sweden)

    Michael Potts

    2015-07-01

    Full Text Available Continuing demands by stakeholders for improved service delivery has caused Infrastructure Client Organisations (ICO in the UK to embark upon organisational restructuring. It is expected that such restructuring would enhance cost-effectiveness and quality in asset management and service delivery. However, this change, if not properly managed and sustained, could result in the inability of the ICO to achieve these targets. This study outlines the use of systemic thinking and Participatory Action Research (PAR in driving and managing such change within a UK-based Water and Wastewater ICO (UK WASC. Besides highlighting the context for change in response to policy, austerity and regulatory pressures, this study portrays how the PAR approach can assist in the management of change within ICOs. Furthermore, it provides an insight into the evolution of an external researcher, from novice to expert within the ICO, imbued with the required knowledge to encourage other stakeholders to participate in driving the change management process. Preliminary findings indicate the usefulness of this phased approach toward PAR. This study provides a platform for researchers wishing to engage with ICOs to improve service delivery, identifying the value of engagement, change and systemic thinking.

  8. Proposing a Definition and a Framework of Organisational Sustainability: A Review of Efforts and a Survey of Approaches to Change

    Directory of Open Access Journals (Sweden)

    Rodrigo Lozano

    2018-04-01

    Full Text Available Organisations (civil society, companies, and public-sector organisations (PSOs have been instrumental in driving sustainability. In the last five years, there has been an increasing interest in organisational sustainability, where the importance of sustainability’s dimensions depends on an organisation’s nature and purpose. A large body of literature on organisational sustainability has focused on companies, followed by education institutions, in particular higher education. Limited, yet increasing, attention has been directed to PSOs and other civil society organisations. Although there have been some attempts to define a sustainable organisation, there is still a need to define and establish the principles of how organisations can address and contribute to sustainability. The sustainability efforts in the different types of organisations were reviewed and then analysed in this paper by using hermeneutics. This was complemented with a survey on sustainability changes. The survey was sent to a database of 1574 contacts from different organisations. In addition, 106 anonymous links were sent out. From the total list of emails, 118 full responses were obtained, with 39 from civil society (37 from higher education and 2 NGOs, 66 corporations, and 13 PSOs. This research distils the key system elements of the efforts in each of the organisations in order to synthesise and propose a definition and a conceptual framework of organisational sustainability. These can help organisations understand where their efforts are and how they could better embed sustainability into their systems, thus contributing to the well-being of societies and the environment for this generation and future ones.

  9. Innovation Adoption as Facilitated by a Change-Oriented Workplace

    OpenAIRE

    Becan, Jennifer Edwards; Knight, Danica K.; Flynn, Patrick M.

    2011-01-01

    One of the unique contributions of the current study is a glimpse into the process by which counselors decide to try new innovations in their clinical work. Data were collected from 421 counseling staff from 71 outpatient treatment programs in 4 US regions. Using hierarchical linear modeling, results reveal that the propensity to adopt workshop-based interventions is facilitated by two important mechanisms (1) an innovative organization with creative leadership and (2) change-oriented staff a...

  10. Organisational justice, trust and perceptions of fairness in the implementation of agenda for change

    Energy Technology Data Exchange (ETDEWEB)

    Williamson, Keren, E-mail: williamsonk2@cardiff.ac.u [Department of Radiography, School of Healthcare Studies, Cardiff University, Heath Park, Cardiff CF14 4XN (United Kingdom); Williams, Kristy J. [Radiotherapy Department, Queen Elizabeth Hospital, Birmingham B15 2TH (United Kingdom)

    2011-02-15

    Background: Agenda for Change (AfC) was introduced to ensure equity of rewards for work of equal value, irrespective of professional background. Radiographer grades were evaluated and matched against job profiles and placed within the relevant pay bands of AfC. Equity theory suggests that individuals will make comparisons between themselves and others with regard to their rewards resulting in justice perceptions which may affect morale and work behaviours. This case study explored the justice perceptions and effect on co-worker relationships of a group of therapeutic radiographers in the process and outcomes of the implementation of AfC within their organisation. Method: An existential phenomenological approach was used and self administered questionnaires utilised for data collection. A sample of band 5-8a therapeutic radiographers from one regional Cancer Centre was questioned. Content analysis was applied to systematically and objectively categorise information into recurring themes. Findings: Open coding identified two main themes which were termed Recognition and Resentment. Data was analysed in terms of organisational justice theory and issues were identified in relation to recognition of extra-role behaviour and trust in those tasked with job matching and decision making. Conclusion: There appeared to be a perceived lack of justice in relation to the implementation of AfC, resulting in a lowering of staff morale and organisational commitment. However, no effect on co-worker relations was reported. Professional values appear to supersede issues of organisational justice, with staff asserting that patient care must override any matter of personal dissatisfaction.

  11. Organisational justice, trust and perceptions of fairness in the implementation of agenda for change

    International Nuclear Information System (INIS)

    Williamson, Keren; Williams, Kristy J.

    2011-01-01

    Background: Agenda for Change (AfC) was introduced to ensure equity of rewards for work of equal value, irrespective of professional background. Radiographer grades were evaluated and matched against job profiles and placed within the relevant pay bands of AfC. Equity theory suggests that individuals will make comparisons between themselves and others with regard to their rewards resulting in justice perceptions which may affect morale and work behaviours. This case study explored the justice perceptions and effect on co-worker relationships of a group of therapeutic radiographers in the process and outcomes of the implementation of AfC within their organisation. Method: An existential phenomenological approach was used and self administered questionnaires utilised for data collection. A sample of band 5-8a therapeutic radiographers from one regional Cancer Centre was questioned. Content analysis was applied to systematically and objectively categorise information into recurring themes. Findings: Open coding identified two main themes which were termed Recognition and Resentment. Data was analysed in terms of organisational justice theory and issues were identified in relation to recognition of extra-role behaviour and trust in those tasked with job matching and decision making. Conclusion: There appeared to be a perceived lack of justice in relation to the implementation of AfC, resulting in a lowering of staff morale and organisational commitment. However, no effect on co-worker relations was reported. Professional values appear to supersede issues of organisational justice, with staff asserting that patient care must override any matter of personal dissatisfaction.

  12. A Model of Project and Organisational Dynamics

    Directory of Open Access Journals (Sweden)

    Jenny Leonard

    2012-04-01

    Full Text Available The strategic, transformational nature of many information systems projects is now widely understood. Large-scale implementations of systems are known to require significant management of organisational change in order to be successful. Moreover, projects are rarely executed in isolation – most organisations have a large programme of projects being implemented at any one time. However, project and value management methodologies provide ad hoc definitions of the relationship between a project and its environment. This limits the ability of an organisation to manage the larger dynamics between projects and organisations, over time, and between projects. The contribution of this paper, therefore, is to use literature on organisational theory to provide a more systematic understanding of this area. The organisational facilitators required to obtain value from a project are categorised, and the processes required to develop those facilitators are defined. This formalisation facilitates generalisation between projects and highlights any time and path dependencies required in developing organisational facilitators. The model therefore has the potential to contribute to the development of IS project management theory within dynamic organisational contexts. Six cases illustrate how this model could be used.

  13. The role of the World Organisation for Animal Health (OIE) to facilitate the international trade in animals and animal products.

    Science.gov (United States)

    Brückner, G K

    2009-03-01

    The international trade in animals and animal products has become a sensitive issue for both developed and developing countries by posing an important risk for the international spread of animal and human pathogens whilst at the same time being an essential activity to ensure world-wide food security and food safety. The OIE has since its founding in 1924, applied a democratic and transparent decision-making process to continuously develop and review international standards for animal health and zoonoses to facilitate trade in animals and animal products. The role of the OIE is also mandated by the World Trade Organization (WTO) as international reference point for standards related to animal health. In support of its overall objective of promoting animal health world-wide, the OIE has also launched several other initiatives such as the improvement of the governance of veterinary services within its member countries and territories and to enhance the availability of diagnostic and scientific expertise on a more even global geographical distribution. Several trade facilitating concepts such as country, zonal and compartment freedom from disease as well the trade in disease free commodities has been introduced to enhance the trade in animals and animal products for all its members including those from developing and transitional countries who are still in the process of enhancing to full compliance with international sanitary standards.

  14. Innovation adoption as facilitated by a change-oriented workplace.

    Science.gov (United States)

    Becan, Jennifer E; Knight, Danica K; Flynn, Patrick M

    2012-03-01

    One of the unique contributions of this study is a glimpse into the process by which counselors decide to try new innovations in their clinical work. Data were collected from 421 counseling staff from 71 outpatient treatment programs in 4 U.S. regions. Using hierarchical linear modeling, results reveal that the propensity to adopt workshop-based interventions is facilitated by two important mechanisms: (a) an innovative organization with creative leadership and (b) change-oriented staff attributes (i.e., seeking professional growth, efficacy, adaptability, and influence on others). Innovative leaders and a climate receptive to change also bolster the development of these change-oriented attributes. One implication of these findings is the cascading effect of leaders' support of innovative thinking and action resulting in employees strengthening their own adaptive skills and carrying this innovative thinking into individual adoption. Copyright © 2012 Elsevier Inc. All rights reserved.

  15. Practice change in community pharmacy: quantification of facilitators.

    Science.gov (United States)

    Roberts, Alison S; Benrimoj, Shalom I; Chen, Timothy F; Williams, Kylie A; Aslani, Parisa

    2008-06-01

    There has been an increasing international trend toward the delivery of cognitive pharmaceutical services (CPS) in community pharmacy. CPS have been developed and disseminated individually, without a framework underpinning their implementation and with limited knowledge of factors that might assist practice change. The implementation process is complex, involving a range of internal and external factors. To quantify facilitators of practice change in Australian community pharmacies. We employed a literature review and qualitative study to facilitate the design of a 43-item "facilitators of practice change" scale as part of a quantitative survey instrument, using a framework of organizational theory. The questionnaire was pilot-tested (n = 100), then mailed to a random sample of 2000 community pharmacies, with a copy each for the pharmacy owner, employed pharmacist, and pharmacy assistant. The construct validity and reliability of the scale were established using exploratory factor analysis and Cronbach's alpha, respectively. A total of 735 (37%) pharmacies responded, with 1303 individual questionnaires. Factor analysis of the scale yielded 7 factors, explaining 48.8% of the total variance. The factors were: relationship with physicians (item loading range 0.59-0.85; Cronbach's alpha 0.90), remuneration (0.52-0.74; 0.82), pharmacy layout (0.52-0.79; 0.81), patient expectation (0.52-0.85; 0.82), manpower/staff (0.49-0.66; 0.80), communication and teamwork (0.37-0.65; 0.77), and external support/assistance (0.47-0.69; 0.74). All of the factors demonstrated good reliability and construct validity and explained approximately half of the variance. Implementing CPS requires support not only with the clinical aspects of service delivery, but also for the process of implementation itself, and remuneration models must reflect this. The identified facilitators should be used in a multilevel strategy to integrate professional services into the community pharmacy business

  16. Producer Organisations and Market Chains: Facilitating Trajectories of Change in Developing Countries

    NARCIS (Netherlands)

    Ton, G.; Bijman, J.; Oorthuizen, J.

    2007-01-01

    The role of producer organizations in market chains has received increasing attention in recent years, both from governments and donors. In order to lower transaction costs, markets demand that smallholder farmers operate in an organized manner. However, though the policy openings for support seem

  17. A common basis for facilitated legitimate exchange of biological materials proposed by the European Culture Collections' Organisation

    Directory of Open Access Journals (Sweden)

    Dagmar Fritze

    2009-12-01

    Full Text Available Being charged with the task of accessioning and supplying of living microbiological material, microbial culture collections are institutions that play a central role between the interests of a variety of user communities. On the one side are the providers of living microbiological material, such as individual scientists, institutions and countries of origin and on the other side are the various kinds of recipients/users of cultures of microorganisms from academia and industry. Thus, providing access to high quality biological material and scientific services while at the same time observing donor countries' rights, intellectual property rights, biosafety and biosecurity aspects poses demanding challenges. E.g. donor countries rights relate to Article 15 of the Convention on Biological Diversity: "Contracting parties …. recognize the sovereign rights of states over their natural resources …. shall facilitate access to resources … and not impose restrictions that run counter to the aims of the Convention. Access to natural resources shall be by mutually agreed terms and subject to prior informed consent ..." The use of a proposed standard contract by culture collections is discussed as a way of contractually safeguarding the existing research commons, while observing the new rights established in the Convention on Biological Diversity as well as other existing and new legislation impacting on the accessibility of living microbial material.

  18. Nurse plants, tree saplings and grazing pressure: changes in facilitation along a biotic environmental gradient

    NARCIS (Netherlands)

    Smit, C.; Vandenberghe, C.; Ouden, den J.; Muller-Scharer, H.

    2007-01-01

    Current conceptual models predict that an increase in stress shifts interactions between plants from competitive to facilitative; hence, facilitation is expected to gain in ecological importance with increasing stress. Little is known about how facilitative interactions between plants change with

  19. Nurse plants, tree saplings and grazing pressure : Changes in facilitation along a biotic environmental gradient

    NARCIS (Netherlands)

    Smit, Christian; Vandenberghe, Charlotte; den Ouden, Jan; Mueller-Schaerer, Heinz

    Current conceptual models predict that an increase in stress shifts interactions between plants from competitive to facilitative; hence, facilitation is expected to gain in ecological importance with increasing stress. Little is known about how facilitative interactions between plants change with

  20. Changes in Methodology for Assessing Performance of Research Organisations and Influence of Such Changes on Researchers' Behaviour

    Directory of Open Access Journals (Sweden)

    Luboš Marek

    2017-12-01

    Full Text Available Assessing quality of research results on an international scale is a basis for evaluating the level of scientific activities pursued in research organisations. In the past 15 years, significant changes have occurred in the Czech Republic in research management and, in particular, the methodology of assessing research results. The methodology of assessment and its modifications should always be focused on increasing quality of research results; the rules of assessment have their effects on researchers' behaviour. This paper studies a question of whether the changes applied to the methodology of assessing research results in the Czech Republic have supported higher quality research results, i.e., results published in high-quality international journals. The authors have developed their own statistical test to measure significance of such changes, as well as other statistical tests of hypotheses. The main source is represented by the results of assessing public universities in the Czech Republic according to "Methodology for assessing results of research organisations" in 2010 and 2013. Our tests have not proven any statistically significant differences in the numbers of papers published in the journals monitored in the Web of Science and Scopus databases.

  1. Of floods, sandbags and simulations: Urban resilience to natural disasters and the performance of disaster management organisations under change.

    Science.gov (United States)

    Dressler, Gunnar; Mueller, Birgit; Frank, Karin; Kuhlicke, Christian

    2015-04-01

    Natural disasters and in particular floods have become a strong threat to urban communities in the last decades. In just eleven years (2002, 2013) two centenary river floods have hit Eastern Germany, causing damages of 9.1 billion € (2002) and 6.7 billion € (2013, first estimate), making them the most costly flood events in German history. Many cities in the Free State of Saxony that were strongly hit by both floods are additionally challenged by demographic change with an ageing society and outmigration leading to population shrinkage. This also constrains the coping capacity of disaster management services, especially those of volunteer-based disaster management organisations such as fire brigades, leading to an increased vulnerability of the community at risk. On the other hand, new technologies such as social media have led to rapid information spread and self-organisation of tremendous numbers of civil volunteers willing to help. How do responsible organisations deal with the challenges associated with demographic change, as well as with expected increases in flood frequency and intensity, and what strategies could enhance their performance in the future? To explore these questions, we developed an agent-based simulation model. It is based on socio-demographic settings of the community, communication and coordination structures of disaster management as well as transportation infrastructure for resources and emergency forces. The model is developed in exchange with relevant stakeholders including experts of local disaster management organisations and authority representatives. The goal of the model is to a) assess the performance of disaster management organisations and determine performance limits with respect to forecast lead times and respective coping times of disaster management organisations and b) use it as a discussion tool with these organisations and authorities to identify weak points as well as new options and strategies to ensure protection

  2. Implementing medical revalidation in the United Kingdom: Findings about organisational changes and impacts from a survey of Responsible Officers.

    Science.gov (United States)

    Walshe, Kieran; Boyd, Alan; Bryce, Marie; Luscombe, Kayleigh; Tazzyman, Abigail; Tredinnick-Rowe, John; Archer, Julian

    2017-01-01

    Objective To describe the implementation of medical revalidation in healthcare organisations in the United Kingdom and to examine reported changes and impacts on the quality of care. Design A cross-sectional online survey gathering both quantitative and qualitative data about structures and processes for medical revalidation and wider quality management in the organisations which employ or contract with doctors (termed 'designated bodies') from the senior doctor in each organisation with statutory responsibility for medical revalidation (termed the 'Responsible Officer'). Setting United Kingdom Participants Responsible Officers in designated bodies in the United Kingdom. Five hundred and ninety-five survey invitations were sent and 374 completed surveys were returned (63%). Main outcome measures The role of Responsible Officers, the development of organisational mechanisms for quality assurance or improvement, decision-making on revalidation recommendations, impact of revalidation and mechanisms for quality assurance or improvement on clinical practice and suggested improvements to revalidation arrangements. Results Responsible Officers report that revalidation has had some impacts on the way medical performance is assured and improved, particularly strengthening appraisal and oversight of quality within organisations and having some impact on clinical practice. They suggest changes to make revalidation less 'one size fits all' and more responsive to individual, organisational and professional contexts. Conclusions Revalidation appears primarily to have improved systems for quality improvement and the management of poor performance to date. There is more to be done to ensure it produces wider benefits, particularly in relation to doctors who already perform well.

  3. Implementing medical revalidation in the United Kingdom: Findings about organisational changes and impacts from a survey of Responsible Officers

    Science.gov (United States)

    Boyd, Alan; Bryce, Marie; Luscombe, Kayleigh; Tazzyman, Abigail; Tredinnick-Rowe, John; Archer, Julian

    2017-01-01

    Objective To describe the implementation of medical revalidation in healthcare organisations in the United Kingdom and to examine reported changes and impacts on the quality of care. Design A cross-sectional online survey gathering both quantitative and qualitative data about structures and processes for medical revalidation and wider quality management in the organisations which employ or contract with doctors (termed ‘designated bodies’) from the senior doctor in each organisation with statutory responsibility for medical revalidation (termed the ‘Responsible Officer’). Setting United Kingdom Participants Responsible Officers in designated bodies in the United Kingdom. Five hundred and ninety-five survey invitations were sent and 374 completed surveys were returned (63%). Main outcome measures The role of Responsible Officers, the development of organisational mechanisms for quality assurance or improvement, decision-making on revalidation recommendations, impact of revalidation and mechanisms for quality assurance or improvement on clinical practice and suggested improvements to revalidation arrangements. Results Responsible Officers report that revalidation has had some impacts on the way medical performance is assured and improved, particularly strengthening appraisal and oversight of quality within organisations and having some impact on clinical practice. They suggest changes to make revalidation less ‘one size fits all’ and more responsive to individual, organisational and professional contexts. Conclusions Revalidation appears primarily to have improved systems for quality improvement and the management of poor performance to date. There is more to be done to ensure it produces wider benefits, particularly in relation to doctors who already perform well. PMID:28084166

  4. A sup 1 H nuclear magnetic resonance study of structural and organisational changes in the cell

    CERN Document Server

    Tunnah, S K

    2000-01-01

    Increasing importance is being placed on understanding the role of membrane lipids in many different areas of biochemistry. It is of interest to determine what interactions may occur between membrane lipids and drug species. Furthermore, an increasing body of evidence suggests that membrane lipids are involved in the pathology of numerous diseases such as rheumatoid arthritis, cancer and HIV. Clearly, the more information available on the mechanisms involved in diseases, the greater the potential for identifying a cure or even a prevention. sup 1 H nuclear magnetic resonance (NMR) spectroscopy was used to study the alterations in membrane lipid organisation and structure in intact, viable cultured cells. Changes in the sup 1 H NMR spectra and the spin-lattice relaxation measurements of the human K562 and the rat FRTL-5 cell lines were observed on the addition of the fatty acid species: triolein, evening primrose oil, arachidonic acid and ITF 1779. Results indicate that the membrane lipids are reorganised to a...

  5. TatA complexes exhibit a marked change in organisation in response to expression of the TatBC complex.

    Science.gov (United States)

    Smith, Sarah M; Yarwood, Andrew; Fleck, Roland A; Robinson, Colin; Smith, Corinne J

    2017-04-19

    The twin-arginine translocation (Tat) system is an integral membrane protein complex that accomplishes the remarkable feat of transporting large, fully folded polypeptides across the inner membrane of bacteria, into the periplasm. In Escherichia coli , Tat comprises three membrane proteins: TatA, TatB and TatC. How these proteins arrange themselves in the inner membrane to permit passage of Tat substrates, whilst maintaining membrane integrity, is still poorly understood. TatA is the most abundant component of this complex and facilitates assembly of the transport mechanism. We have utilised immunogold labelling in combination with array tomography to gain insight into the localisation and distribution of the TatA protein in E. coli cells. We show that TatA exhibits a uniform distribution throughout the inner membrane of E. coli and that altering the expression of TatBC shows a previously uncharacterised distribution of TatA in the inner membrane. Array tomography was used to provide our first insight into this altered distribution of TatA in three-dimensional space, revealing that this protein forms linear clusters in the inner membrane of E. coli upon increased expression of TatBC. This is the first indication that TatA organisation in the inner membrane alters in response to changes in Tat subunit stoichiometry. © 2017 The Author(s).

  6. Between planned and emergent change: decision maker’s perceptions of managing change in organisations

    OpenAIRE

    Margrit Liebhart; Lucia Garcia-Lorenzo

    2010-01-01

    Today’s business environment is increasingly complex, interconnected, unpredictable and competitive. Within this context decision makers struggle to find some stability amidst uncertainty using planned change methods while being aware of the need for flexibility and agility to leverage emergent change and survive. It is this tension between the desire for continuity and the experience of emergence in change processes that this paper addresses. To examine this tension the paper contrasts the p...

  7. The Role of International Non-Governmental Organisations in Promoting Adult Education for Social Change: A Research Agenda

    Science.gov (United States)

    Hoff, Lutz; Hickling-Hudson, Anne

    2011-01-01

    This paper explores the role of International Non-Governmental Organisations (INGOs) in adult education as one instrument of global civil society to effect social change. Postcolonial theory is utilized to explore the complex relationships between the concepts of "globalisation", "global civil, society", and "adult education for social change". In…

  8. Leading organisational learning in health care.

    Science.gov (United States)

    Carroll, J S; Edmondson, A C

    2002-03-01

    As healthcare organisations seek to enhance safety and quality in a changing environment, organisational learning practices can help to improve existing skills and knowledge and provide opportunities to discover better ways of working together. Leadership at executive, middle management, and local levels is needed to create a sense of shared purpose. This shared vision should help to build effective relationships, facilitate connections between action and reflection, and strengthen the desirable elements of the healthcare culture while modifying outdated assumptions, procedures, and structures.

  9. A {sup 1}H nuclear magnetic resonance study of structural and organisational changes in the cell

    Energy Technology Data Exchange (ETDEWEB)

    Tunnah, Susan K

    2000-07-01

    Increasing importance is being placed on understanding the role of membrane lipids in many different areas of biochemistry. It is of interest to determine what interactions may occur between membrane lipids and drug species. Furthermore, an increasing body of evidence suggests that membrane lipids are involved in the pathology of numerous diseases such as rheumatoid arthritis, cancer and HIV. Clearly, the more information available on the mechanisms involved in diseases, the greater the potential for identifying a cure or even a prevention. {sup 1}H nuclear magnetic resonance (NMR) spectroscopy was used to study the alterations in membrane lipid organisation and structure in intact, viable cultured cells. Changes in the {sup 1}H NMR spectra and the spin-lattice relaxation measurements of the human K562 and the rat FRTL-5 cell lines were observed on the addition of the fatty acid species: triolein, evening primrose oil, arachidonic acid and ITF 1779. Results indicate that the membrane lipids are reorganised to accommodate the interpolation of these molecules. The spatial arrangement adopted by each of these species appeared to dictate its effect on the lipids. Doxorubicin and menadione, both known to cause oxidative stress, were added to K562 cells. Although both agents are known to act by different mechanisms, the NMR data and scanning electron microscopy suggested that both caused similar alterations in the membrane organisation and lipid fluidity. Protrusions were formed indicating areas of weakness in the membrane. Spin-echo NMR was employed to investigate the action of the thiol-containing compounds, penicillamine, captopril and N-acetylcysteine in erythrocytes under conditions of oxidative stress. Results indicate that while captopril acts as a free radical scavenger, penicillamine may act as either oxidant or reductant. N-acetylcysteine was observed to act as a reducing agent. (author)

  10. A 1H nuclear magnetic resonance study of structural and organisational changes in the cell

    International Nuclear Information System (INIS)

    Tunnah, Susan K.

    2000-01-01

    Increasing importance is being placed on understanding the role of membrane lipids in many different areas of biochemistry. It is of interest to determine what interactions may occur between membrane lipids and drug species. Furthermore, an increasing body of evidence suggests that membrane lipids are involved in the pathology of numerous diseases such as rheumatoid arthritis, cancer and HIV. Clearly, the more information available on the mechanisms involved in diseases, the greater the potential for identifying a cure or even a prevention. 1 H nuclear magnetic resonance (NMR) spectroscopy was used to study the alterations in membrane lipid organisation and structure in intact, viable cultured cells. Changes in the 1 H NMR spectra and the spin-lattice relaxation measurements of the human K562 and the rat FRTL-5 cell lines were observed on the addition of the fatty acid species: triolein, evening primrose oil, arachidonic acid and ITF 1779. Results indicate that the membrane lipids are reorganised to accommodate the interpolation of these molecules. The spatial arrangement adopted by each of these species appeared to dictate its effect on the lipids. Doxorubicin and menadione, both known to cause oxidative stress, were added to K562 cells. Although both agents are known to act by different mechanisms, the NMR data and scanning electron microscopy suggested that both caused similar alterations in the membrane organisation and lipid fluidity. Protrusions were formed indicating areas of weakness in the membrane. Spin-echo NMR was employed to investigate the action of the thiol-containing compounds, penicillamine, captopril and N-acetylcysteine in erythrocytes under conditions of oxidative stress. Results indicate that while captopril acts as a free radical scavenger, penicillamine may act as either oxidant or reductant. N-acetylcysteine was observed to act as a reducing agent. (author)

  11. Testosterone: from initiating change to modulating social organisation in domestic fowl ( Gallus gallus domesticus)

    Science.gov (United States)

    Kent, John P.; Murphy, Kenneth J.; Bannon, Finian J.; Hynes, Niamh M.; Hayden, Thomas J.

    2009-07-01

    Testosterone (T) concentrations in many species are sensitive to seasonal changes and to changes in social conditions. However, the effect of the natural or endogenous T increase in the juvenile on their social behaviour is not well understood. In this study, T and behaviour were measured from the pro-social juvenile to the adult stage in semi-feral domestic fowl. During the pro-social phase T levels and the distance chicks maintained between each other, i.e. inter-individual distance (IID) were low. Then, as T increased, a corresponding increase in IID occurred and continued in males until dispersal to individual adult male territories. In the new and initially stable adult social structure, T declined and IID remained high, indicating a new behavioural mechanism was in place. Males first mated as T levels were declining. They were then challenged; then T increased, and then IID increased again. Adult male T levels fluctuate, being low or declining in a socially stable environment and increasing following a challenge, suggesting a regulatory or modulating role for T. The results are consistent with T having an endogenous role: in the juvenile, driving behavioural change towards adulthood, and in adulthood, a modulating role regulating social organisation.

  12. Changing Assessment Practices of Teaching Candidates and Variables That Facilitate That Change

    Science.gov (United States)

    Kaden, Ute; Patterson, Philip P.

    2014-01-01

    This mixed-methods study explores changes over time in assessment strategies and identifies variables that facilitate that change by examining assessment practices of 11 teacher candidates enrolled in a one-year postbaccalaureate teacher education program that prepares for teaching in rural and urban settings of Alaska. Analyzing multiple data…

  13. Ethnographers, clinicians and ethnoventionists. Organising reflexivity in design oriented change programmes

    NARCIS (Netherlands)

    van Marrewijk, A.H.; Veenswijk, M.B.; Clegg, S.R.

    2010-01-01

    Purpose – The purpose of this paper is to reflect upon the role of intervention/oriented scientists in the process of organisation development. The paper seeks to contribute to the growing interest in design studies for organisation development and argues that a focus on reflexivity is missing in

  14. Learning organisations

    Directory of Open Access Journals (Sweden)

    Sabina Jelenc Krašovec

    2000-12-01

    Full Text Available A vast array of economical, social, political, cultural and other factors influences the transformed role of learning and education in the society, as well as the functioning of local community and its social and communication patterns. The influences which are manifested as global problems can only be successfully solved on the level of local community. Analogously with the society in general, there is a great need of transforming a local community into a learning, flexible and interconnected environment which takes into account different interests, wishes and needs regarding learning and being active. The fundamental answer to changes is the strategy of lifelong learning and education which requires reorganisation of all walks of life (work, free time, family, mass media, culture, sport, education and transforming of organisations into learning organisations. With learning society based on networks of knowledge individuals are turning into learning individuals, and organisations into learning organisations; people who learn take the responsibility of their progress, learning denotes partnership among learning people, teachers, parents, employers and local community, so that they work together to achieve better results.

  15. Challenges to Professional Football Companies and their Answers with Particular Regard to Organisational Changes

    Directory of Open Access Journals (Sweden)

    Bács Éva Bába Ms

    2014-07-01

    Full Text Available Professional football has been going through a period of unprecedented economic growth since the ’90s. Football ventures are increasingly becoming medium-sized companies. There have also been organizational changes, reflected in changes in the legal forms of professional football clubs, and in the use of modern controlling, planning, risk and financial management. Important questions remain unanswered with regard to the financing of football clubs, such as the impact of risks or the market value of capital costs. In addition to liquidity and the above, the acceptance of the determinational dependence of certain capital funds on sports results and the development of a strategy suitable for the optimal target system are also important requirements. In this article, we would like to present the answers football companies have given to the challenges they have been facing which affect their organisational system. In the light of international comparison, we examine the status of Hungarian football, which was once world famous and enjoyed better times in the past.

  16. Smart health and innovation: facilitating health-related behaviour change.

    Science.gov (United States)

    Redfern, J

    2017-08-01

    Non-communicable diseases (NCD) are the leading cause of death globally. Smart health technology and innovation is a potential strategy for increasing reach and for facilitating health behaviour change. Despite rapid growth in the availability and affordability of technology there remains a paucity of published and robust research in the area as it relates to health. The objective of the present paper is to review and provide a snapshot of a variety of contemporary examples of smart health strategies with a focus on evidence and research as it relates to prevention with a CVD management lens. In the present analysis, five examples will be discussed and they include a physician-directed strategy, consumer directed strategies, a public health approach and a screening strategy that utilises external hardware that connects to a smartphone. In conclusion, NCD have common risk factors and all have an association with nutrition and health. Smart health and innovation is evolving rapidly and may help with diagnosis, treatment and management. While on-going research, development and knowledge is needed, the growth of technology development and utilisation offers opportunities to reach more people and achieve better health outcomes at local, national and international levels.

  17. Successful clinical and organisational change in endodontic practice: a qualitative study.

    Science.gov (United States)

    Koch, M; Englander, M; Tegelberg, Å; Wolf, E

    2014-08-01

    The aim of this study was to explicate and describe the qualitative meaning of successful clinical and organizational change in endodontic practice, following a comprehensive implementation program, including the integration of the nickel-titanium-rotary-technique. After an educational intervention in the Public Dental Service in a Swedish county, thematic in-depth interviews were conducted, with special reference to the participants' experience of the successful change. Interviews with four participants, were purposively selected on the basis of occupation (dentist, dental assistant, receptionist, clinical manager), for a phenomenological human scientific analysis. Four constituents were identified as necessary for the invariant, general structure of the phenomenon: 1) disclosed motivation, 2) allowance for individual learning processes, 3) continuous professional collaboration, and 4) a facilitating educator. The perceived requirements for achieving successful clinical and organizational change in endodontic practice were clinical relevance, an atmosphere which facilitated discussion and allowance for individual learning patterns. The qualities required in the educator were acknowledged competence with respect to scientific knowledge and clinical expertise, as well as familiarity with conditions at the dental clinics. The results indicate a complex interelationship among various aspects of the successful change process. © 2013 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

  18. Increasing public awareness and facilitating behavior change: Two guiding heuristics

    Science.gov (United States)

    Maibach, E.

    2016-12-01

    If there is a single aspiration that unifies the professionals who work on the challenges associated with global change, it is likely their desire to see policy makers, business managers and members of the public make decisions that are better informed by the realities of what we know about how to stabilize the climate and prevent needless harm to people and eco-systems. This calls an obvious question: What can we - as scientists and science organizations - to do more effectively promote evidence-based decision-making and actions by important decision-makers? In this talk I will distinguish between two related challenges: more effectively sharing what we know (i.e., improving our communication); and more effectively helping decision-makers take helpful actions (i.e., improving our efforts to facilitate behavior change). Drawing on both theory and empirical evidence in communication science, behavioral science and other related social sciences, I suggest two guiding heurstics - one for each of the two challenges - that will help scientists and science organizations improve the impact of their outreach efforts. To more effectively share what we know, we need "simple clear messages, repeated often, by a variety of trusted sources." To help people convert their good intentions into effective actions, we need to do more to "make the behaviors we are promoting easy, fun and popular." I refer to each of these as "heuristics" in the sense that they organize a relatively large amount of prescriptive information into a relatively easy to use method or process. In this talk, I will unpack each of these heurtistics with the aim of making them practical for all in attendance.

  19. Image and Substance Failures in Regional Organisations: Causes, Consequences, Learning and Change?

    Directory of Open Access Journals (Sweden)

    Meng Hsuan Chou

    2016-08-01

    Full Text Available States often pool their sovereignty, capacity and resources to provide regionally specific public goods, such as security or trade rules, and regional organisations play important roles in international relations as institutions that attempt to secure peace and contribute to achieving other similar global policy goals. We observe failures occurring in these arrangements and activities in two areas: substance and image. To analytically account for this, we distinguish four modes of substance and image change and link these to specific types of failure and (lack of learning. To empirically ground and test our assumptions, we examine instances of image failure in ASEAN (political/security policy and substantive policy failure in EU labour migration policy. In so doing, this article contributes to several different fields of study and concepts that have hitherto rarely engaged with one another: analyses of policy failure from public policy, and regional integration concerns from area studies and international relations. We conclude with suggestions for ways forward to further analyse and understand failures at the international and supranational levels.

  20. A multi-disciplinary approach to assess individual readiness for organisational change in enterprise system implementations : a human perspective.

    OpenAIRE

    Foster, Susan Valerie

    2017-01-01

    One primary concern identified by researchers in the enterprise system and organisational change literature, involves users' behaviour when engaging with new systems. This behaviour has a flow¬on effect and has been shown to impact on large-scale change, compromising project and business success. The degree of benefit obtained from an implementation of an enterprise system is predicated on how well users accept and use a new system. By studying user behaviour in ERP implementations, the o...

  1. Learning to Respond: The European Development Organisations in a Changing Global Political Context

    Directory of Open Access Journals (Sweden)

    Paul G.H. Engel

    2006-01-01

    Full Text Available In a globalised world and in the face of shared global challenges (the U.N. Millennium Goals, international peacekeeping, WTO trade negotiations, etc., development policy has ceased to be an autonomous international policy area and has come to be understoodas part of a concerted international action. For development organisations and institutions, and, concretely, European ones, these new challenges leave them no other option but to become better learners and to rapidly and permanently improve their capabilities forinstitutional innovation. In this sense, the author analyses two paths, which for him are fundamental, aimed at these development organisations and institutions: on the one hand, what he calls adaptable management, and, on the other hand, organisational learning.The application of both alternatives is essential if one wants to successfully battle the complex challenges awaiting us.

  2. The facilitation by church leaders in overcoming resistance to change.

    OpenAIRE

    2008-01-01

    Little has been done to address the issue of how to overcome resistance to change in a change effort in the church world. “How to overcome resistance to change?” is a question that requires serious consideration among church leaders. Church leaders continue to act in ways that produce resistance to change and ultimately failed change efforts. These actions on the part of church leaders often strengthen and reinforce the sources of resistance to change, making it very difficult for change to b...

  3. System Constellations as a Tool Supporting Organisational Learning and Change Processes

    Science.gov (United States)

    Birkenkrahe, Marcus

    2008-01-01

    Originally developed in the context of family therapy, system constellations are introduced using an organisational learning and system theoretical framework. Constellations are systemic group interventions using a spatial representation of the system elements. They correspond to deutero-learning processes and use higher-order systemic thinking.…

  4. 'We are growing Belize': modernisation and organisational change in the Mennonite settlement of Spanish Lookout, Belize

    NARCIS (Netherlands)

    Roessingh, C.H.; Boersma, F.K.

    2011-01-01

    This article addresses the entrepreneurial and organisational activities of a specific Mennonite group in Belize called the Kleine Gemeinde community of Spanish Lookout. Building upon Christian beliefs, agricultural skills and a strong working ethos, this group was able to build up a stable, local

  5. Realising new organisational forms. Integrating design and development in the change process

    NARCIS (Netherlands)

    Limburg, D.O.; Jackson, P.; Suomi, R.

    2002-01-01

    As the growth in teleworking, 'virtual teams', and 'virtual enterprises' has shown, the economic landscape is increasingly characterised by an ability to work across spatial and organisational boundaries. Only with this redesign of working methods and business processes can the promise of the

  6. Professional Service innovations at Consulting Engineering - how change stay flat in project Organisations

    DEFF Research Database (Denmark)

    Koch, Christian; Bendixen, Mads

    understood through a practicebased theory approach using predominantly Actor Network Theory (Latour 2005). The paper focus on attempts to innovate service products, within projects and the remaining organisation. A seven-year cooperation with a consulting engineering, now employing the one of the authors has...... organisation, rather a too flat, project internal innovation policy and management would probably constrain innovation. Thus where Latour (2005) wants us to stay flat, the problematic for the consultancy is maybe rather how to avoid being too flat....... three dimensions: the development of the firm itself, the projects and a spatial/community dimension. This enables an understanding of the multiple, often contrasting, organizing dynamics in the organization as well as diverse interests and groups found within this type of service production...

  7. Facilitative Social Change Leadership Theory: 10 Recommendations toward Effective Leadership

    Science.gov (United States)

    Watt, Willis M.

    2009-01-01

    In the fast pace of the 21st century there is a demand for effective leaders capable of handling the internal and external changes occurring in our organizations. This paper seeks to inform the reader because change is natural; it is constant; it is inevitable. But, what constitutes effective leadership is the question. The main purpose of this…

  8. Consulting to Facilitate Planned Organizational Change in Schools

    Science.gov (United States)

    Zins, Joseph E.; Illback, Robert J.

    2007-01-01

    We present an update of our 1984 chapter on organizational interventions in educational settings. Our view of the organizational change process is described, followed by a discussion of the gap between current theory and practice. We describe several examples of promising organizational change initiatives, followed by our observations of future…

  9. Facilitating Change to a Problem-based Model

    DEFF Research Database (Denmark)

    Kolmos, Anette

    2002-01-01

    The paper presents the barriers which arise during the change process from a traditional educational system to a problem-based educational model.......The paper presents the barriers which arise during the change process from a traditional educational system to a problem-based educational model....

  10. Talking Change - A comparative narrative analysis of language use amongst external consultants and internal change agents in delivering organisational change.

    OpenAIRE

    Muchatuta, Gashirai

    2014-01-01

    This paper reports an investigation into the existence of material differences between the respective approaches to change management of consultants and corporate managers. The narrative accounts proffered by participants are examined in three primary dimensions, sensemaking, sensegiving and overcoming resistance to change. Relationships between these dimensions are explored and an effort at establishing best practice approaches is made.

  11. Changes in urine composition after trauma facilitate bacterial growth

    Directory of Open Access Journals (Sweden)

    Aubron Cecile

    2012-11-01

    Full Text Available Abstract Background Critically ill patients including trauma patients are at high risk of urinary tract infection (UTI. The composition of urine in trauma patients may be modified due to inflammation, systemic stress, rhabdomyolysis, life support treatment and/or urinary catheter insertion. Methods Prospective, single-centre, observational study conducted in patients with severe trauma and without a history of UTIs or recent antibiotic treatment. The 24-hour urine samples were collected on the first and the fifth days and the growth of Escherichia coli in urine from patients and healthy volunteers was compared. Biochemical and hormonal modifications in urine that could potentially influence bacterial growth were explored. Results Growth of E. coli in urine from trauma patients was significantly higher on days 1 and 5 than in urine of healthy volunteers. Several significant modifications of urine composition could explain these findings. On days 1 and 5, trauma patients had an increase in glycosuria, in urine iron concentration, and in the concentrations of several amino acids compared to healthy volunteers. On day 1, the urinary osmotic pressure was significantly lower than for healthy volunteers. Conclusion We showed that urine of trauma patients facilitated growth of E. coli when compared to urine from healthy volunteers. This effect was present in the first 24 hours and until at least the fifth day after trauma. This phenomenon may be involved in the pathophysiology of UTIs in trauma patients. Further studies are required to define the exact causes of such modifications.

  12. Organisational Art

    DEFF Research Database (Denmark)

    Ferro-Thomsen, Martin

    . This is most often done together with non-artist members of the organisation and on-site in their social context. OA is characterised as socially engaged, conceptual, discursive, site-specific and contextual. It is argued that OA seeks to advance both art and the organisation of human work/life by crossing......University of Copenhagen / Learning Lab Denmark. 2005 Kort beskrivelse: Organisational Art is a tentative title for an art form that works together with organisations to produce art. This is most often done together with non-artist members of the organisation and on-site in their social context. OA...... is characterised as socially engaged, conceptual, discursive, site-specific and contextual. Abstract: This investigation is about Organisational Art (OA), which is a tentative title for an art form that works together with organisations (companies, institutions, communities, governments and NGOs) to produce art...

  13. Changing Minds: A Guide to Facilitated Participatory Planning ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    2011-10-01

    Oct 1, 2011 ... Changing Minds is authored by former Regional Director of UNICEF and FPP pioneer Cole P. Dodge, and award-winning Strategic Communication ... IDRC is supporting research that studies the most effective ways to empower women, prevent gender-based violence, and make digital platforms work for ...

  14. How psychological resources facilitate adaptation to organizational change

    NARCIS (Netherlands)

    van den Heuvel, M.; Demerouti, E.; Bakker, A.B.

    2014-01-01

    The purpose of this 1-year follow-up study among 580 police officers is to investigate whether identity-related resources are positively related to adaptive behaviour during times of organizational change. Combining the social identity perspective with resources theories, we hypothesized that

  15. Leadership Artistry that Facilitates Positive Change – A Case Study ...

    African Journals Online (AJOL)

    The paper asserts that he stands tall due to his rare powerful creative leadership style underpinned by artistic attributes to change the hue of UMaT's history under extreme economic and political conditions within a very short period of time. Evidentially, his effective educational leadership made immense difference in ...

  16. Training Programs That Facilitate Lasting Change in Student Academic Behaviour

    Science.gov (United States)

    Hodge, Brad

    2014-01-01

    A range of evidence suggests that changing a person's pattern of behaviour is extremely difficult, with past behaviour being one of the strongest predictors of future behaviour. This is particularly evident in the university setting where students tend to use the same academic processes they have used throughout their schooling despite any…

  17. Facilitating Adaptation to Changing Storm Surge Patterns in Western Alaska.

    Science.gov (United States)

    Murphy, K. A.; Holman, A.; Reynolds, J.

    2014-12-01

    Coastal regions of North America are already experiencing the effects of climate change and the consequences of new storm patterns and sea level rise. These climate change effects are even more pronounced in western Alaska where the loss of sea ice in early winter and spring are exposing the coast to powerful winter storms that are visibly altering the landscape, putting coastal communities at risk, and are likely impacting important coastal wildlife habitat in ways we don't yet understand. The Western Alaska Landscape Conservation Cooperative has funded a suite of projects to improve the information available to assist managers and communities to adapt changes in coastal storms and their impacts. Projects range from modeling tide, wave and storm surge patters, to ShoreZone and NHD mapping, to bathymetry mapping, community vulnerability assessments and risks to important wildlife habitat. This group of diverse projects has helped stimulate momentum among partners which will lead to better tools for communities to respond to dangerous storms. For example, the State of Alaska and NOAA are working together to compile a series of community-scale maps that utilize best-available datasets to streamline communication about forecasted storm surges, local elevations and potentially impacted infrastructure during storm events that may lead to coastal flooding.

  18. From efficacy to effectiveness: managing organisational change to improve health services for young people with deliberate self harm behaviour.

    Science.gov (United States)

    Tobin, M J; Clarke, A R; Buss, R; Einfeld, S L; Beard, J; Dudley, M; Knowles, M; Dietrich, U

    2001-01-01

    Repeat Deliberate Self Harm is a recognised risk factor for completed suicide and therefore reduction by effective health service response represents a valid contribution to suicide prevention. However, only a small fraction of people with deliberate self harm presentations to general health settings actually reach specialist mental health follow-up appointments. Therefore, even if responses at that point are known to be effective they do not make a significant contribution to reducing repeat self-harm overall. We describe health system organisational change strategies to improve health service engagement for the target group, and present data demonstrating the effectiveness of these strategies.

  19. Cartograms Facilitate Communication of Climate Change Risks and Responsibilities

    Science.gov (United States)

    Döll, Petra

    2017-12-01

    Communication of climate change (CC) risks is challenging, in particular if global-scale spatially resolved quantitative information is to be conveyed. Typically, visualization of CC risks, which arise from the combination of hazard, exposure and vulnerability, is confined to showing only the hazards in the form of global thematic maps. This paper explores the potential of contiguous value-by-area cartograms, that is, distorted density-equalizing maps, for improving communication of CC risks and the countries' differentiated responsibilities for CC. Two global-scale cartogram sets visualize, as an example, groundwater-related CC risks in 0.5° grid cells, another one the correlation of (cumulative) fossil-fuel carbon dioxide emissions with the countries' population and gross domestic product. Viewers of the latter set visually recognize the lack of global equity and that the countries' wealth has been built on harmful emissions. I recommend that CC risks are communicated by bivariate gridded cartograms showing the hazard in color and population, or a combination of population and a vulnerability indicator, by distortion of grid cells. Gridded cartograms are also appropriate for visualizing the availability of natural resources to humans. For communicating complex information, sets of cartograms should be carefully designed instead of presenting single cartograms. Inclusion of a conventionally distorted map enhances the viewers' capability to take up the information represented by distortion. Empirical studies about the capability of global cartograms to convey complex information and to trigger moral emotions should be conducted, with a special focus on risk communication.

  20. Can the tools of activity theory help us in advancing understanding and organisational change in undergraduate medical education?

    Science.gov (United States)

    Reid, Anne-Marie; Ledger, Alison; Kilminster, Sue; Fuller, Richard

    2015-08-01

    Continued changes to healthcare delivery in the UK, and an increasing focus on patient safety and quality improvement, require a radical rethink on how we enable graduates to begin work in challenging, complex environments. Professional regulatory bodies now require undergraduate medical schools to implement an 'assistantship' period in the final year of study, where senior medical students 'shadow' the work of junior doctors, with an expectation that they will be better 'prepared' for work. However, there is little guidance about what an 'assistantship' entails and the current emphasis on preparedness of students arguably underplays the importance of contextualised learning within the workplace environment. This paper will describe a modified Development Work Research (DWR) (Engeström in Developmental work research: activity theory in practice. Lehmanns Media, Berlin, 2005) approach to organisational change, enabling academic, clinical and administrative partners to develop assistantship placements in different hospitals. Our findings indicate that a modified DWR approach can reveal factors indicating organisational readiness to support change within a locally contextualised framework. The process has significant practical applications across a range of healthcare disciplines, as all professions seek to engage with the challenge of enabling successful transitions of graduates to the workplace.

  1. Perceived Barriers and Facilitators of Exercise and Healthy Dietary Choices: A Study of Employees and Managers within a Large Transport Organisation

    Science.gov (United States)

    Donaldson-Feilder, Emma; Lewis, Rachel; Pavey, Louisa; Jones, Bethan; Green, Melanie; Webster, Angela

    2017-01-01

    Objective: The objective of this study was to examine employees' perceived barriers and facilitators of physical activity and healthy dietary choices, and managers' perceptions of how best to facilitate physical activity and healthy dietary choices among their team members. Design: Single time-point survey with categorical and open-ended…

  2. Joining Them Up: The Challenges of Organisational Change in the Professional Politic of General Practice.

    Science.gov (United States)

    Burtonwood, Ann M.; Hocking, Paul J.; Elwyn, Glyn

    2001-01-01

    Examined the experiences of a team of facilitators from the National Health Service Staff College, Wales, who participated in an effort to help general practices identify, prioritize, and implement systemic developments interlinked with individuals' professional development and become effective, interprofessional, interagency organizations.…

  3. The communicative and organisational competencies of the librarian in networked learning support: a comparative analysis of the roles of the facilitator and the librarian.

    Directory of Open Access Journals (Sweden)

    Trine Schreiber

    1997-01-01

    Full Text Available The aim of the paper is to compare the role of the facilitator with the role of the librarian. Firstly, a list of the role dimensions of the facilitation is described. Secondly, a case study of a facilitation proces is presented. Thirdly, the intermediary functions of the librarian is considered. The comparison shows that the similarities between the two roles concerns the communication, the identification of information needs and the translation of the user formulations into a systematized terminology. Moreover, we cannot exclude that two elements of the librarian's information seeking process; i.e., the searching activity and the evaluation of the results, may exist in the work of the facilitator. Still, the important difference is, that the information seeking process, carried out of the facilitator, may be based not on the information needs of the user but on the predetermined outcome of the communication process. However, a more explicit work with the functions of the librarian; i.e.. both the searching activity and the evaluation of the results, during a networked communication process, may strengthen the group understanding development. In this way, the role of the librarian could develop the role of the facilitator. At the same time, the attention of the facilitator to the needs of the group could bring an important aspect into the role of the librarian.

  4. Organisational LCA

    DEFF Research Database (Denmark)

    Martínez-Blanco, Julia; Finkbeiner, Matthias

    2018-01-01

    The most applied and widespread approaches for environmental assessments at the organisation level have only recently extended their view beyond the factory gates. Even if they now consider the full value chain, they still mostly concentrate on a single environmental aspect like greenhouse gases...... (GHGs). While LCA was originally developed for products, its benefits and potential can be extended to the assessment of organisations. Organisational LCA is built on the principles, requirements and guidelines of ISO 14040 and ISO 14044, but requires some adaptations in the scope and inventory phases......, when the unit of analysis and the system boundaries are defined. Also, the approach for data collection needs to be fixed. Organisational LCA is a compilation and evaluation of the inputs, outputs and potential environmental impacts of the activities associated with the organisation adopting a life...

  5. Organising integration

    DEFF Research Database (Denmark)

    Axelsson, Runo

    2013-01-01

    to large-scale bureaucratic structures of centralised control. In the 1980’s there was a period of decentralisation to smaller organisational units, which was followed in the 1990’s by an introduction of market mechanisms in accordance with the New Public Management. During this period, there has been......Background: In Sweden, as in many other countries, there has been a succession of trends in the organisation of health care and other welfare services. These trends have had different implications for the integration of services in the health and welfare system. Aims: One aim is to discuss...... the implications of different organisational trends for the integration of health and welfare services. Another aim is to introduce a Swedish model of financial coordination as a flexible way to organise integration. Organisational trends: In the 1960’s there was an expansion of health and welfare services leading...

  6. How to manage organisational change and create practice teams: experiences of a South African primary care health centre.

    Science.gov (United States)

    Mash, B J; Mayers, P; Conradie, H; Orayn, A; Kuiper, M; Marais, J

    2008-07-01

    In South Africa, first-contact primary care is delivered by nurses in small clinics and larger community health centres (CHC). CHCs also employ doctors, who often work in isolation from the nurses, with poor differentiation of roles and little effective teamwork or communication. Worcester CHC, a typical public sector CHC in rural South Africa, decided to explore how to create more successful practice teams of doctors and nurses. This paper is based on their experience of both unsuccessful and successful attempts to introduce practice teams and reports on their learning regarding organisational change. An emergent action research study design utilised a co-operative inquiry group. The first nine months of inquiry focused on understanding the initial unsuccessful attempt to create practice teams. This paper reports primarily on the subsequent nine months (four cycles of planning, action, observation and reflection) during which practice teams were re-introduced. The central question was how more effective practice teams of doctors and nurses could be created. The group utilised outcome mapping to assist with planning, monitoring and evaluation. Outcome mapping defined a vision, mission, boundary partners, outcome challenges, progress markers and strategies for the desired changes and supported quantitative monitoring of the process. Qualitative data were derived from the co-operative inquiry group (CIG) meetings and interviews with doctors, nurses, practice teams and patients. The CIG engaged effectively with 68% of the planned strategies, and more than 60% of the progress markers were achieved for clinical nurse practitioners, doctors, support staff and managers, but not for patients. Key themes that emerged from the inquiry group's reflection on their experience of the change process dealt with the amount of interaction, type of communication, team resilience, staff satisfaction, leadership style, reflective capacity, experimentation and evolution of new

  7. Effect of changed organisation of nutritional care of Danish medical inpatients

    Directory of Open Access Journals (Sweden)

    Nyholm Ruth

    2008-08-01

    Full Text Available Abstract Background Many patients are undernourished during hospitalisation. The clinical consequences of this include lassitude, an increased risk of complications and prolonged convalescence. The aim of the study is 1 to implement a new organisation with a focus on improving the quality of the nutritional care of medical inpatients at risk of undernutrition, and 2 to investigate the effect of the intervention. Methods Social and healthcare assistants are educated to the higher level of nutritional and healthcare assistants to provide nutritional care in daily practice to undernourished medical inpatients. The effect of the intervention is investigated before and five months after the employment of the nutritional and healthcare assistants. Data are obtained from structured interviews with patients and staff, and the amount of ordered and wasted food is recorded. Results Patients regard the work of the nutritional and healthcare assistant as very important for their recovery and weight gain: the assistant takes care of the individual patient's nutritional requirements and wishes, and she imparts knowledge to the patient about optimum nutrition. Staff members benefit from the knowledge and dedication of the nutritional and healthcare assistant and from her work; the staff is often too busy with other nursing tasks to make it a priority to ensure that patients who are nibblers get sufficient nutrition. The choices of food from the production kitchen are utilised to a higher degree, and more of the food is eaten by the patients. Before the intervention, a 20% increase in ordered food in relation to the food budget is found. During the intervention a 20% decrease in ordered food in relation to the food budget is found, and food wastage decreases from 55% to 18% owing to the intervention. Conclusion The job function of the nutritional and healthcare assistants on the medical wards is of great value to patients, nursing staff members and the

  8. Short- and long-term effects of major organisational change on minor psychiatric disorder and self-rated health: results from the Whitehall II study.

    Science.gov (United States)

    Falkenberg, Helena; Fransson, Eleonor I; Westerlund, Hugo; Head, Jenny A

    2013-10-01

    To investigate short- and long-term effects of major organisational change on minor psychiatric disorder and self-rated health for women and men in different employment grades. Minor psychiatric disorder and self-rated health among 6710 British civil servants (1993 women and 4717 men) in three employment grades from the Whitehall II study were examined from 1985 to 1988 under stable employment conditions. The short-term effects of organisational change were investigated in 1991-1993 after a time of major restructuring aiming at increasing the influence of market forces in the civil service and the long-term effects were investigated in 1997-1999. Those who had experienced organisational change and those who anticipated organisational change reported more negative short-term health effects (minor psychiatric disorder and poor self-rated health) compared with those who reported no change. No major differences were found depending on employment grade or gender. The negative health effects had diminished during 1997-1999 for those who reported that a major change had happened before 1991-1993. Those who anticipated an organisational change in 1991-1993 still reported more ill-health in 1997-1999 (both minor psychiatric disorder and self-reported health) than those in the comparison group. The results indicate that organisational change affects employees' health negatively in the short term but also that it is possible to recover from such negative effects. As it was not possible to discern any definite difference between the gender and grades, the results point at the importance of working proactively to implement organisational change for women and men at all levels.

  9. Facilitating change from a distance - a story of success? A discussion on leaders' styles in facilitating change in four nursing homes in Norway.

    Science.gov (United States)

    Øye, Christine; Mekki, Tone Elin; Jacobsen, Frode Fadnes; Førland, Oddvar

    2016-09-01

    To examine the influence of leadership when facilitating change in nursing homes. The study is a part of an education intervention for care staff to prevent the use of restraint in nursing home residents with dementia in 24 nursing homes (NHs) in Norway. Leadership is known to be a fundamental factor for success of evidence-based practice (EBP) implementation in health services. However, the type of leadership that strengthens the processes of change remains to be clarified. A multi-site comparative ethnography was performed in four nursing homes to investigate how contextual factors influenced the implementation. The analysis was informed by the Promoting Action on Research Implementation in Health Services (PARIHS) framework, and in particular the sub-element of leadership. Different leadership styles to facilitate change were identified. Paradoxically, a strong collective and collaborative leadership style was found to hamper change in one particular home, whereas a remote leadership style combined with almost no cooperation with staff proved successful in another setting. The study indicates that leadership cannot be understood on a low-high continuum as suggested by the PARIHS framework, but rather as a factor characterised by diversity. Our study indicates, as a minimum, that a leader's presence is necessary to facilitate the internal processes in order more successfully to implement EBP. © 2016 John Wiley & Sons Ltd.

  10. How a Small Family Run Business Adopted Critical Reflection Action Learning Using Hand Drawn Images to Initiate Organisational Change

    Science.gov (United States)

    Shepherd, Gary

    2016-01-01

    In this account of practice I would like to share my experiences of facilitating a Critical Reflection Action Learning (CRAL) set with a small family run business, struggling to make change and expand their services due to the problems they encountered in separating their business lives from their family lives. The account I present here is based…

  11. A case study of the changing nature of a non-government organisation: a focus on disability and development.

    Science.gov (United States)

    Yoshida, Karen K; Parnes, Penny; Brooks, Dina; Cameron, Deb

    2009-01-01

    The purpose of this article is to describe the changing nature, process and structure of an international non-governmental organisation (NGO) in response to internal and external factors. This article is based on the interview data collected for the study which focussed on the experiences and perception of key informants on trends related to official development assistance, local governments' perspective of the NGO as a development partner and the NGO's perception of corporate and foundation support. Qualitative descriptive data analysis was used. Three main themes were developed with the interview data. Our analysis indicated shifts in the: (1) vision/nature (single to cross disability focus), (2) structure (building internal and external relationships) and (3) process (from ad hoc to systemic evaluations). These broader issues of vision, structure (relationships) and evaluation within and outside of the organisation, needs to be addressed to provide a foundation upon which funding initiatives can be developed. A closer relationship between funders and projects/programmes would do much to enhance the partnership and would ensure that the projects are able to measure and report results in a manner that is conducive to increasing support.

  12. Mechanisms of change of a novel weight loss programme provided by a third sector organisation: a qualitative interview study.

    Science.gov (United States)

    McMahon, Naoimh E; Visram, Shelina; Connell, Louise A

    2016-05-10

    There is a need for theory-driven studies that explore the underlying mechanisms of change of complex weight loss programmes. Such studies will contribute to the existing evidence-base on how these programmes work and thus inform the future development and evaluation of tailored, effective interventions to tackle overweight and obesity. This study explored the mechanisms by which a novel weight loss programme triggered change amongst participants. The programme, delivered by a third sector organisation, addressed both diet and physical activity. Over a 26 week period participants engaged in three weekly sessions (education and exercise in a large group, exercise in a small group and a one-to-one education and exercise session). Novel aspects included the intensity and duration of the programme, a competitive selection process, milestone physical challenges (e.g. working up to a 5 K and 10 K walk/run during the programme), alumni support (face-to-face and online) and family attendance at exercise sessions. Data were collected through interviews with programme providers (n = 2) and focus groups with participants (n = 12). Discussions were audio-recorded, transcribed and analysed using NVivo10. Published behaviour change frameworks and behaviour change technique taxonomies were used to guide the coding process. Clients' interactions with components of the weight loss programme brought about a change in their commitment, knowledge, beliefs about capabilities and social and environmental contexts. Intervention components that generated these changes included the competitive selection process, group and online support, family involvement and overcoming milestone challenges over the 26 week programme. The mechanisms by which these components triggered change differed between participants. There is an urgent need to establish robust interventions that can support people who are overweight and obese to achieve a healthy weight and maintain this change. Third

  13. Mechanisms of change of a novel weight loss programme provided by a third sector organisation: a qualitative interview study

    Directory of Open Access Journals (Sweden)

    Naoimh E. McMahon

    2016-05-01

    Full Text Available Abstract Background There is a need for theory-driven studies that explore the underlying mechanisms of change of complex weight loss programmes. Such studies will contribute to the existing evidence-base on how these programmes work and thus inform the future development and evaluation of tailored, effective interventions to tackle overweight and obesity. This study explored the mechanisms by which a novel weight loss programme triggered change amongst participants. The programme, delivered by a third sector organisation, addressed both diet and physical activity. Over a 26 week period participants engaged in three weekly sessions (education and exercise in a large group, exercise in a small group and a one-to-one education and exercise session. Novel aspects included the intensity and duration of the programme, a competitive selection process, milestone physical challenges (e.g. working up to a 5 K and 10 K walk/run during the programme, alumni support (face-to-face and online and family attendance at exercise sessions. Methods Data were collected through interviews with programme providers (n = 2 and focus groups with participants (n = 12. Discussions were audio-recorded, transcribed and analysed using NVivo10. Published behaviour change frameworks and behaviour change technique taxonomies were used to guide the coding process. Results Clients’ interactions with components of the weight loss programme brought about a change in their commitment, knowledge, beliefs about capabilities and social and environmental contexts. Intervention components that generated these changes included the competitive selection process, group and online support, family involvement and overcoming milestone challenges over the 26 week programme. The mechanisms by which these components triggered change differed between participants. Conclusions There is an urgent need to establish robust interventions that can support people who are overweight and

  14. Different intra- and interspecific facilitation mechanisms between two Mediterranean trees under a climate change scenario.

    Science.gov (United States)

    Gimeno, Teresa E; Escudero, Adrián; Valladares, Fernando

    2015-01-01

    In harsh environments facilitation alleviates biotic and abiotic constraints on tree recruitment. Under ongoing drier climate change, we expect facilitation to increase as a driver of coexistence. However, this might not hold under extreme abiotic stress and when the outcome depends on the interaction with other drivers such as altered herbivore pressure due to land use change. We performed a field water-manipulation experiment to quantify the importance of facilitation in two coexisting Mediterranean trees (dominant Juniperus thurifera and coexisting Quercus ilex subsp. ballota) under a climate change scenario. Shifts in canopy dominance favouring Q. ilex could be based on the extension of heterospecific facilitation to the detriment of conspecific alleviation. We found that saplings of both species transplanted under the canopy of nurse trees had greater survival probability, growth and photochemical efficiency. Intra- and interspecific facilitation mechanisms differed: alleviation of abiotic stress benefited both species during summer and J. thurifera during winter, whereas browsing protection was relevant only for Q. ilex. Facilitation was greater under the dry treatment only for Q. ilex, which partially agreed with the predictions of the stress gradient hypothesis. We conclude that present rainfall availability limits neither J. thurifera nor Q. ilex establishment. Nevertheless, under current global change scenarios, imposing increasing abiotic stress together with altered herbivore browsing, nurse trees could differentially facilitate the establishment of Q. ilex due to species-specific traits, i.e. palatability; drought, heat and cold tolerance, underlying species differences in the facilitation mechanisms and eventually triggering a change from pure juniper woodlands to mixed formations.

  15. Teaching Organisation Behaviour to Eastern European Managers: A Process of Adapting to Change.

    Science.gov (United States)

    Long, Susan

    1995-01-01

    The experience of Australians teaching a course in organizational behavior to a group of Eastern European managers is discussed, focusing on the challenges encountered in intercultural communication and in resistance to change. The psychodynamics of change and of building a transitional culture are examined, and practical suggestions for teaching…

  16. The Management of Resistance to Change and Polarity in Educational Organisations.

    Science.gov (United States)

    Theron, A. M. C.; Westhuizen, Philip C. van der

    Research has shown that organizations differ on the basis of their willingness to change and the strategies they use to manage change. For this paper, data were gathered through a review of the literature and through nonstandard interviews with persons in two identified organizations who handle grievance procedures. The analysis identifies the…

  17. Innovation in project-based companies - A case study in different approaches to organisational change

    DEFF Research Database (Denmark)

    Grex, Sara

    2004-01-01

    This paper asks how project-based organizations can be developed in order to establish and sustain innovation. The question is being explored by examining and comparing two approaches to organizational change. One approach emphasizes planning, regulation and control and creation of changes through...

  18. Queer Organising and Performativity

    DEFF Research Database (Denmark)

    Friis Christensen, Jannick

    2018-01-01

    structures of norms in (an) organisation can also render visible unmarked categories of power and privilege, the author discusses possible implications of the suggested norm-critical method of intervention for research and practices of diversity management, with emphasis on the kind of critique....... This concept dislocates attention from one diversity category to multiple categories, and how they, by their intersections, produce specific identities and power relations. Building on this, and through empirical observations of norm-critical workshop facilitation in two case organisations, the paper develops...

  19. Facilitating Institutional Change Using the Individual as the Frame of Reference.

    Science.gov (United States)

    Hall, Gene E.

    The individuals who use, or neglect to use, an innovation such as mainstreaming are the key to success or failure in change efforts. The concepts of individual stages of concern about an innovation and levels of use of the innovations are discussed. It is suggested that these dimensions can be used as diagnostic tools for facilitating change and…

  20. "Barriers-to-change" in a governmental service delivery type organisation

    Directory of Open Access Journals (Sweden)

    CJH Coetzee

    2007-02-01

    Full Text Available Very little empirical research has been conducted within the South African context and internationally in assessing barriers-to-change specifically. The intended outcome of this research was to develop a framework for proactive change management. A sample of convenience was utilised with 332 respondents. The Barriers-to-Change Questionnaire, developed for and utilised during this study, exists out of 92 items, posted in question format anchored at the extreme sides. The results yielded a single scale with a Cronbach Alpha of 0.983. It is concluded that the domain of “Barriers-to-Change�? was successful measured. The findings and their implications are also discussed.

  1. "Barriers-to-change" in a governmental service delivery type organisation

    Directory of Open Access Journals (Sweden)

    CJH Coetzee

    2007-01-01

    Full Text Available Very little empirical research has been conducted within the South African context and internationally in assessing barriers-to-change specifically. The intended outcome of this research was to develop a framework for proactive change management. A sample of convenience was utilised with 332 respondents. The Barriers-to-Change Questionnaire, developed for and utilised during this study, exists out of 92 items, posted in question format anchored at the extreme sides. The results yielded a single scale with a Cronbach Alpha of 0.983. It is concluded that the domain of “Barriers-to-Change�? was successful measured. The findings and their implications are also discussed.

  2. Organisational Theatre and Polyphony

    DEFF Research Database (Denmark)

    Matula, Linda; Badham, Richard; Meisiek, Stefan

    This paper details the conditions leading up to and influencing an organisational theatre intervention as part of an organisational change program at a newly established cancer clinic. The paper explores the social and political interactions and negotiations shaping the structure and conditions...... of the organisational theatre event. It focuses in particular on the alignments and clashes between the different human resource voices in defining the ‘surface’ formal purpose for the intervention and the embeddedness of such interactions and negotiations in ‘deeper’ cultural and social conditions. The paper provides...

  3. Design principles for data- and change-oriented organisational analysis in workplace health promotion.

    Science.gov (United States)

    Inauen, A; Jenny, G J; Bauer, G F

    2012-06-01

    This article focuses on organizational analysis in workplace health promotion (WHP) projects. It shows how this analysis can be designed such that it provides rational data relevant to the further context-specific and goal-oriented planning of WHP and equally supports individual and organizational change processes implied by WHP. Design principles for organizational analysis were developed on the basis of a narrative review of the guiding principles of WHP interventions and organizational change as well as the scientific principles of data collection. Further, the practical experience of WHP consultants who routinely conduct organizational analysis was considered. This resulted in a framework with data-oriented and change-oriented design principles, addressing the following elements of organizational analysis in WHP: planning the overall procedure, data content, data-collection methods and information processing. Overall, the data-oriented design principles aim to produce valid, reliable and representative data, whereas the change-oriented design principles aim to promote motivation, coherence and a capacity for self-analysis. We expect that the simultaneous consideration of data- and change-oriented design principles for organizational analysis will strongly support the WHP process. We finally illustrate the applicability of the design principles to health promotion within a WHP case study.

  4. The role of global public health strategy in non-profit organisational change at country level: lessons from the joining of Save the Children and Merlin in Myanmar.

    Science.gov (United States)

    Campbell, Fiona M; Balabanova, Dina; Howard, Natasha

    2018-01-01

    The paper presents a case study that critically assesses the role of global strategy 'Public Health on the Frontline 2014-2015' ('the Strategy') in supporting Merlin and Save the Children's organisational change and future programme of the combined organisation in Myanmar. Research was undertaken in 2014 in Myanmar. Twenty-six individual and three group interviews were conducted with stakeholders, and 10 meetings relevant to the country organisational transition process were observed. A conceptual framework was developed to assess the role of the global strategy in supporting the country change process. Several positive aspects of the global strategy were found, as well as critical shortcomings in its support to the organisational change process at country level. The strategy was useful in signalling Save the Children's intention to scale up humanitarian health provision. However, it had only limited influence on the early change process and outcomes in Myanmar. Results highlight several aspects that would enhance the role of a global strategy at country level. Lessons can be applied by organisations undertaking a similar process. Copyright © 2016 John Wiley & Sons, Ltd. Copyright © 2016 John Wiley & Sons, Ltd.

  5. Strategic Change in a Construction Contractor's Purchasing Organisation and Supplier Relations

    DEFF Research Database (Denmark)

    Koch, Christian; Tambo, Torben

    2010-01-01

    ante studies with ex post elements. As the time frame is ten years a necessary combination of studies with different aims has been done. The case of a major contractor's efforts within supply chain and purchasing exhibits a number of change elements in interaction; new business concepts, processes...... and mixing of competences from engineering and purchasing. Even if the case represents some institutional mimicking of general trends within supply chain management and purchasing, it also exhibit strong adaption to construction project regimes and less ICT and e-business use than would be expected. Adopting......The paper adopts a combined supply chain management and purchasing theory approach to changes in a contractor's purchasing organization and suppliers relations. This is seen to be a complex prolonged change process emerging over long time. The method is qualitative and longitudinal combining ex...

  6. Le changement dans les organisations: Le vivre et y survivre (Organizational Change: Living and Surviving It).

    Science.gov (United States)

    Bernatchez, Berthe

    1999-01-01

    The director of a new professional-development center describes living and surviving a year of rapid change in Quebec. Four important management strategies are identifying and understanding reform goals to communicate them effectively, translating reform goals into specific institutional objectives and an action plan to mobilize staff, inviting…

  7. Changing hospital care: evaluation of a multi-layered organisational development and quality improvement programme

    NARCIS (Netherlands)

    Dückers, M.L.A

    2009-01-01

    In the last decades many different policy changes have been initiated in the Dutch hospital sector to optimise health care delivery: national agenda-setting, increased competition and transparency, a new system of hospital reimbursement based on diagnosis-treatment-combinations, intensified

  8. New Technology and Changing Organisational Forms: Implications for Managerial Control and Skills.

    Science.gov (United States)

    Grimshaw, Damian; Cooke, Fang-Lee; Grugulis, Irena; Vincent, Steve

    2002-01-01

    Case studies of client relations in a call center and an information technology company's partnership with a government agency examined how new technology affects organizational structures and managerial control. Evidence suggests that new structures arise in tandem with technological changes and technology's use as a form of control differs in…

  9. Sustainability Reporting in Higher Education: Interconnecting the Reporting Process and Organisational Change Management for Sustainability

    Directory of Open Access Journals (Sweden)

    Kim Ceulemans

    2015-07-01

    Full Text Available Although there has been a considerable increase in the publication of sustainability reports in the corporate world in the last decade, sustainability reporting in higher education institutions is still in its early stages. This study’s aim was to explore the relationship between sustainability reporting and organizational change management for sustainability in higher education. A survey was sent to higher education institutions worldwide that have published sustainability reports in the last ten years. The survey was answered by 23 institutions out of a total of 64. The findings showed that sustainability reporting has been predominantly driven by internal motivations, and that the sustainability reporting process leads to incremental changes, such as an increase in awareness of sustainability and improvements in communication with internal stakeholders. Some factors impeding change are the absence of an external stakeholder engagement process, the lack of inclusion of material impacts in reports, and the lack of institutionalization of sustainability reporting in the higher education system. The paper proposes that higher education institutions need to consider sustainability reporting as a dynamic tool to plan sustainability changes, and not just as a communication activity.

  10. E-Learning and Higher Education: Understanding and Supporting Organisational Change in New Zealand

    Science.gov (United States)

    Marshall, Stephen

    2012-01-01

    Over an 18-month period four New Zealand educational institutions--a university, a private tertiary enterprise, a wananga, and an institute of technology/polytechnic--have engaged in a process of change influenced by technology. Their e-learning capability was benchmarked using the E-Learning Maturity Model, and this information was used to…

  11. An organisational innovation perspective on change in water and wastewater systems – the implementation of the Water Framework Directive in England and Wales

    NARCIS (Netherlands)

    Spiller, M.; McIntosh, B.S.; Seaton, R.A.F.; Jeffrey, P.J.

    2012-01-01

    This paper presents an assessment of how the European Water Framework Directive (WFD) is stimulating change in water and wastewater management. The paper aims to provide an organisational innovation contribution towards understanding the processes by which policy and legislation stimulate change in

  12. Organisational readiness for introducing a performance management system

    Directory of Open Access Journals (Sweden)

    Michael Ochurub

    2012-09-01

    Full Text Available Orientation: The successful introduction of performance management systems to the public service requires careful measurement of readiness for change.Research purpose: This study investigated the extent to which employees were ready for change as an indication of whether their organisation was ready to introduce a performance management system (PMS.Motivation for the study: Introducing system changes in organisations depends on positive employee preconditions. There is some debate over whether organisations can facilitate these preconditions. This research investigates change readiness linked to the introduction of a PMS in a public sector organisation. The results add to the growing literature on levels of change readiness.Research design, approach and method: The researchers used a quantitative, questionnairebased design. Because the organisation was large, the researchers used stratified sampling to select a sample from each population stratum. The sample size was 460, which constituted 26% of the total population. They used a South African change readiness questionnaire to elicit employee perceptions and opinions.Main findings: The researchers found that the organisation was not ready to introduce a PMS. The study identified various challenges and key factors that were negatively affecting the introduction of a PMS.Practical/managerial implications: The intention to develop and introduce performance management systems is generally to change the attitudes, values and approaches of managers and employees to the new strategies, processes and plans to improve productivity and performance. However, pre-existing conditions and attitudes could have an effect. It is essential to ensure that organisations are ready to introduce performance management systems and to provide sound change leadership to drive the process effectively. This study contributes to the body of knowledge about the challenges and factors organisations should consider when they

  13. Organisational readiness for introducing a performance management system

    Directory of Open Access Journals (Sweden)

    Michael Ochurub

    2012-09-01

    Full Text Available Orientation: The successful introduction of performance management systems to the public service requires careful measurement of readiness for change. Research purpose: This study investigated the extent to which employees were ready for change as an indication of whether their organisation was ready to introduce a performance management system (PMS. Motivation for the study: Introducing system changes in organisations depends on positive employee preconditions. There is some debate over whether organisations can facilitate these preconditions. This research investigates change readiness linked to the introduction of a PMS in a public sector organisation. The results add to the growing literature on levels of change readiness. Research design, approach and method: The researchers used a quantitative, questionnairebased design. Because the organisation was large, the researchers used stratified sampling to select a sample from each population stratum. The sample size was 460, which constituted 26% of the total population. They used a South African change readiness questionnaire to elicit employee perceptions and opinions. Main findings: The researchers found that the organisation was not ready to introduce a PMS. The study identified various challenges and key factors that were negatively affecting the introduction of a PMS. Practical/managerial implications: The intention to develop and introduce performance management systems is generally to change the attitudes, values and approaches of managers and employees to the new strategies, processes and plans to improve productivity and performance. However, pre-existing conditions and attitudes could have an effect. It is essential to ensure that organisations are ready to introduce performance management systems and to provide sound change leadership to drive the process effectively. This study contributes to the body of knowledge about the challenges and factors organisations should consider when

  14. Organisation Matters

    DEFF Research Database (Denmark)

    Unphon, Hataichanok; Dittrich, Yvonne

    2008-01-01

    Our work aims at understanding the design rationale for product line architecture by focusing on the design of common data access modules for complex simulation software products. This paper presents empirical evidence of organisational and business domain aspects that influence the development o...... of product line architecture. We suggest that the assessment of use-situation and his tory of organisational structure should be considered when creating product line architectures, especially for products that are tailored and used interactively.......Our work aims at understanding the design rationale for product line architecture by focusing on the design of common data access modules for complex simulation software products. This paper presents empirical evidence of organisational and business domain aspects that influence the development...

  15. Sustainability Reporting in Higher Education: Interconnecting the Reporting Process and Organisational Change Management for Sustainability

    OpenAIRE

    Kim Ceulemans; Rodrigo Lozano; María del Mar Alonso-Almeida

    2015-01-01

    Although there has been a considerable increase in the publication of sustainability reports in the corporate world in the last decade, sustainability reporting in higher education institutions is still in its early stages. This study’s aim was to explore the relationship between sustainability reporting and organizational change management for sustainability in higher education. A survey was sent to higher education institutions worldwide that have published sustainability reports in the las...

  16. Change, Institutions, and International Organisations : Essays on the English School of International Relations

    OpenAIRE

    Friedner Parrat, Charlotta

    2017-01-01

    The overall topic of this thesis is the English School understanding of international order, which I approach specifically by analysing the English School idea of international institutions and their change. The purpose is to develop the theory in a meta-theoretically conscious and coherent way. The three essays in this volume are independent in relation to each other, yet in some ways cumulative. Essays I and II aim to address primarily the question of how to conceptualise the current intern...

  17. The role of the World Organisation for Animal Health (OIE to facilitate the international trade in animals and animal products : policy and trade issues

    Directory of Open Access Journals (Sweden)

    G.K. Bruckner

    2009-09-01

    Full Text Available The international trade in animals and animal products has become a sensitive issue for both developed and developing countries by posing an important risk for the international spread of animal and human pathogens whilst at the same time being an essential activity to ensure world-wide food security and food safety. The OIE has since its founding in 1924, applied a democratic and transparent decision-making process to continuously develop and review international standards for animal health and zoonoses to facilitate trade in animals and animal products. The role of the OIE is also mandated by the World Trade Organization (WTO as international reference point for standards related to animal health. In support of its overall objective of promoting animal health world-wide, the OIE has also launched several other initiatives such as the improvement of the governance of veterinary services within its member countries and territories and to enhance the availability of diagnostic and scientific expertise on a more even global geographical distribution. Several trade facilitating concepts such as country, zonal and compartment freedom from disease as well the trade in disease free commodities has been introduced to enhance the trade in animals and animal products for all its members including those from developing and transitional countries who are still in the process of enhancing to full compliance with international sanitary standards.

  18. International Organisations and the Shared Construction of Policy "Problems": Problematisation and Change in Education Governance in Europe

    Science.gov (United States)

    Grek, Sotiria

    2010-01-01

    Over recent years, research has shown the ways that national governments have seemingly ceded some of their autonomy in education policy development to international organisations (IOs) in the context of globalisation and one of its conduits, Europeanisation. This article develops the idea that IOs, and particularly the Organisation for Economic…

  19. Organisational Theatre and Polyphony

    DEFF Research Database (Denmark)

    Matula, Linda; Badham, Richard; Meisiek, Stefan

    This paper details the conditions leading up to and influencing an organisational theatre intervention as part of an organisational change program at a newly established cancer clinic. The paper explores the social and political interactions and negotiations shaping the structure and conditions...... of the organisational theatre event. It focuses in particular on the alignments and clashes between the different human resource voices in defining the ‘surface’ formal purpose for the intervention and the embeddedness of such interactions and negotiations in ‘deeper’ cultural and social conditions. The paper provides...... the first in-depth longitudinal study of shaping and negotiation of an organisational theatre event and the ways in which it is influenced by a polyphonic multivocality and takes the form of selective and partial forms of harmonious expression in establishing meaningful cooperation. The paper reveals...

  20. Civil Sciety Organisations and peacebuilding in Northern Ghana. Understanding the factors that have facilitated the successful entry of Civil Society Organizations in conflict zones

    Directory of Open Access Journals (Sweden)

    Mathias Awonnatey Ateng

    2016-04-01

    Full Text Available Civil Society Organizations (CSOs in the Northern Region of Ghana have played significant roles in peacebuilding processes, resulting in the peaceful settlement of disputes. This paper examined the factors that have facilitated the successful entry of CSOs in peacebuilding processes in northern Ghana. Employing qualitative and quantitative research approaches, the study revealed that, the neutrality and impartiality of CSOs have made conflicting parties to trust their work. Again, the capacity of CSOs, method of delivery and visibility has made their work more acceptable by all. Finally, the idea of coordination and networking has shaped the concept of peacebuilding and the avoidance of the duplication of efforts. This research concludes that CSOs are more recognized, respected and preferred by communities experiencing conflicts, than state institutions.

  1. Organisation 2017

    DEFF Research Database (Denmark)

    Møller, Camilla Hedegaard; Meldgaard, Morten

    2017-01-01

    På kurset Organisation studerer vi en række bymæssige og arkitektoniske organiseringer, som vi kalder `vektorer`. Det er en åben betegnelse for de mange fænomener, som dels organiseres rumligt, tektonisk og programmatisk og dels selv har form- og strukturdannende kræfter. Et godt eksempel er...

  2. Organisation Matters

    DEFF Research Database (Denmark)

    Unphon, Hataichanok; Dittrich, Yvonne

    2008-01-01

    Our work aims at understanding the design rationale for product line architecture by focusing on the design of common data access modules for complex simulation software products. This paper presents empirical evidence of organisational and business domain aspects that influence the development...

  3. TEAM ORGANISERING

    DEFF Research Database (Denmark)

    Levisen, Vinie; Haugaard, Lena

    2004-01-01

    organisation som denne? Når teams i samtiden anses for at være en organisationsform, der fremmer organisatorisk læring, beror det på, at teamet antages at udgøre et ikke-hierarkisk arbejdsfællesskab, hvor erfaringer udveksles og problemer løses. Teamorganisering kan imidlertid udformes på mange forskellige...

  4. Managing Postsocialist Transitions: Politicized Sense Making as a Facilitator of Organizational Change

    Science.gov (United States)

    Tiplic, Dijana

    2011-01-01

    This study explores what organizational strategies are employed to initiate and facilitate organizational change in higher education institutions in the increasingly complex and competitive postsocialist environment of Bosnia-Herzegovina. By studying organizations trapped between their inert socialist-era legacies and desired organizational…

  5. La réorganisation des échanges internationaux de produits agricoles

    Directory of Open Access Journals (Sweden)

    Dusser Philippe

    2005-05-01

    Full Text Available Markets for agricultural commodities are changing patterns: the leadership is moving between commodities as well as between countries. Demands for meals for feed as well as demand for vegetable oil for human consumption have resulted in a strongly growing world market for oilseed which are seriously challenging the leadership to cereals in term of volume (170 million tons vs 200 million tons while already coming first in value ($45 billion vs $25 billion. The growth in demand is mainly localized in emerging countries in Asia (China, India due to rising consumption of white meats: poultry and pork. Countries tend to produce locally the meats and the grains for feed, while accepting to rely strongly on imports for additional needs of proteins for feed and as well as of vegetable oil for human consumption. This is sustaining the growth of oilseed world exchanges. Parallel to new import markets in emerging countries in Asia, new producers are taking the leadership in exports, outpacing the USA and EU, longtime leaders on ag. markets. South America, and Brazil in particular, thanks to land availability and cheap labor are progressively becoming leaders in soybean, pork, poultry, beef, orange juice, sugar… Russia, Ukraine, are resuming a significant presence on grains markets. For the European Union, the new world context leads to a serious review of future positioning, especially in light of the future WTO obligations – less protection on access, elimination of export subsidies and less internal support. EU Animal productions sector will suffer most from the new context. Grains and oilseed EU production will continue to increase. As prices for grains will be curbed to world market level, some additional land may be diverted to oilseed. Nevertheless the availabilities of cereals will maintain high EU export. Biofuels appear to be a strategic outlet for European agricultural sector, biofuels use grains and sugar beet for ethanol as well as oilseed

  6. A computer-based group discussion support tool for achieving consensus and culture change using the organisational culture assessment instrument (OCAI): an action design research study

    NARCIS (Netherlands)

    Lee Mui Suan, Jaclyn

    2015-01-01

    Organisational culture change is a long and complex process that typically takes years to complete and has a very low success rate. This Action Design Research Study in an educational setting, addresses the problem by the proposed use of an Action Design Research Methodology to build and deploy an

  7. Why tackle a far-off problem? Municipal resistance to climate change adaptation from an organisational change perspective

    NARCIS (Netherlands)

    van den Berg, Maya Marieke; Coenen, Franciscus H.J.M.

    2012-01-01

    Although the importance of local government is often emphasized when it comes to climate change adaptation, empirical data reveal that local efforts have been rather limited. Why does one observe this paradoxical situation? This article presents empirical data gathered through a questionnaire (n=70)

  8. A Randomized Trial of High-Value Change Using Practice Facilitation.

    Science.gov (United States)

    Michaels, LeAnn; Anastas, Tracy; Waddell, Elizabeth Needham; Fagnan, Lyle; Dorr, David A

    2017-01-01

    To understand how focused versus general practice facilitation can impact goal setting, action planning, and team performance in primary care transformation. Practice transformation in primary care is a crucial part of health reform, but can fatigue teams, leading to variable results. Practice facilitation may reduce primary care fatigue to help teams reach challenging transformation goals, but may require a more focused approach than previous studies suggest. We performed a 12-month cluster randomized trial, during which 8 primary care clinics received practice facilitation. Four practices in the intervention arm received targeted facilitation to focus quality improvement (QI) goals on high-value elements (HVEs) intended to reduce cost and utilization, whereas 4 control practices received generalized QI facilitation. We investigated the impact of the targeted versus generalized approach on goal selection, action item selection and achievement, HVE attainment, and collaborative practice, using quantitative and qualitative methods. Intervention clinics selected an average of 7 goals and 29 action items, compared with 8 goals and 40 action items among controls. Eighty-three percent of intervention goals were related to HVEs, compared with 27% of goals among controls. Intervention clinics selected 101 HVE goals and met 68%, while controls selected 41 and met 61%. Analysis of pre-post practice surveys indicated greater improvement among intervention across 4 of 8 domains of collaborative practice. Targeted facilitation may be more effective than a generalized approach to support practices in reaching high-value change goals, as well as fostering improvement of team focus on goals, roles and responsibilities. © Copyright 2017 by the American Board of Family Medicine.

  9. Structures of Community and Democratic Practices in Graduate Teacher Education, Teacher Change, and Linkages Facilitating Change.

    Science.gov (United States)

    Rainer, Julie A.; Guyton, Edith M.

    2001-01-01

    Examined practices in a constructivist graduate teacher education program, documenting changes in teachers and their practice and analyzing connections between program practices and teacher change. Data from field notes, teacher and faculty interviews, classroom observations, faculty ratings of teachers, and artifacts helped develop a model for…

  10. Motivational interviewing techniques - facilitating behaviour change in the general practice setting.

    Science.gov (United States)

    Hall, Kate; Gibbie, Tania; Lubman, Dan I

    2012-09-01

    One of the biggest challenges that primary care practitioners face is helping people change longstanding behaviours that pose significant health risks. To explore current understanding regarding how and why people change, and the potential role of motivational interviewing in facilitating behaviour change in the general practice setting. Research into health related behaviour change highlights the importance of motivation, ambivalence and resistance. Motivational interviewing is a counselling method that involves enhancing a patient's motivation to change by means of four guiding principles, represented by the acronym RULE: Resist the righting reflex; Understand the patient's own motivations; Listen with empathy; and Empower the patient. Recent meta-analyses show that motivational interviewing is effective for decreasing alcohol and drug use in adults and adolescents and evidence is accumulating in others areas of health including smoking cessation, reducing sexual risk behaviours, improving adherence to treatment and medication and diabetes management.

  11. Contemporary Network Organisations in Slovenia

    Directory of Open Access Journals (Sweden)

    Jure Kovač

    2014-11-01

    Full Text Available Modern organisations are confronted with enormous challenges. The need to continuously adapt to changing environments represents a main challenge for modern organisations. In order to adapt to the requirements of modern environments more easily and more rapidly, organisations become connected into networks. A network organisation is fast becoming a favourite form of the modern organisation. On the basis of an analysis of members in the field of network organisations, this contribution presents the dimensions and definitions of network organisations. In the follow-up, the starting point for a theoretical explanation of network organisations and their different existing forms is presented. The emphasis of the empirical part of the contribution focuses on presenting an analysis of forms of network organisations that are present in Slovenia from the perspective of their shape, development and actual state. Based on an analysis of relevant documentation, it may be concluded that it was the institutional environment which initiated and directed the start-up processes that led to the establishment of contemporary network organisations within Slovenia.

  12. Connecting today's climates to future climate analogs to facilitate movement of species under climate change.

    Science.gov (United States)

    Littlefield, Caitlin E; McRae, Brad H; Michalak, Julia L; Lawler, Joshua J; Carroll, Carlos

    2017-12-01

    Increasing connectivity is an important strategy for facilitating species range shifts and maintaining biodiversity in the face of climate change. To date, however, few researchers have included future climate projections in efforts to prioritize areas for increasing connectivity. We identified key areas likely to facilitate climate-induced species' movement across western North America. Using historical climate data sets and future climate projections, we mapped potential species' movement routes that link current climate conditions to analogous climate conditions in the future (i.e., future climate analogs) with a novel moving-window analysis based on electrical circuit theory. In addition to tracing shifting climates, the approach accounted for landscape permeability and empirically derived species' dispersal capabilities. We compared connectivity maps generated with our climate-change-informed approach with maps of connectivity based solely on the degree of human modification of the landscape. Including future climate projections in connectivity models substantially shifted and constrained priority areas for movement to a smaller proportion of the landscape than when climate projections were not considered. Potential movement, measured as current flow, decreased in all ecoregions when climate projections were included, particularly when dispersal was limited, which made climate analogs inaccessible. Many areas emerged as important for connectivity only when climate change was modeled in 2 time steps rather than in a single time step. Our results illustrate that movement routes needed to track changing climatic conditions may differ from those that connect present-day landscapes. Incorporating future climate projections into connectivity modeling is an important step toward facilitating successful species movement and population persistence in a changing climate. © 2017 Society for Conservation Biology.

  13. Story work in the organisation

    DEFF Research Database (Denmark)

    Strunck, Jeanne; Holmgreen, Lise-Lotte

    Many organisations are strategically committed to fostering a particular workplace culture to ensure the achievement of organisational goals (Alvesson & Willmott 2002). To do so, they may design and apply ‘appropriate structures, procedures, measures and targets’ (ibid: 621), assuming...... that this will lead to the desired behaviour of organisational members. However, studies suggest that the regulation of members’ behaviour is rarely accomplished through organisational structures and designs, but is frequently the result of members’ self-positioning and identification with (dominant) organisational...... starting point in discourse as narrative action (Bamberg & Andrews 2004), which focuses on the constitutive force of discourse and narrative, e.g. in relation to organisational change (Frandsen et al. 2017). Of particular concern is the concept of counter-narrative as an alternate version to dominant...

  14. Story work in the organisation

    DEFF Research Database (Denmark)

    Holmgreen, Lise-Lotte; Strunck, Jeanne

    2018-01-01

    Many organisations are strategically committed to fostering a particular workplace culture to ensure the achievement of organisational goals (Alvesson & Willmott 2002). To do so, they may design and apply ‘appropriate structures, procedures, measures and targets’ (ibid: 621), assuming...... that this will lead to the desired behaviour of organisational members. However, studies suggest that the regulation of members’ behaviour is rarely accomplished through organisational structures and designs, but is frequently the result of members’ self-positioning and identification with (dominant) organisational...... starting point in discourse as narrative action (Bamberg & Andrews 2004), which focuses on the constitutive force of discourse and narrative, e.g. in relation to organisational change (Frandsen et al. 2017). Of particular concern is the concept of counter-narrative as an alternate version to dominant...

  15. PS-109 Barriers and facilitators to implementing drug changes caused by drug tenders and shortages

    DEFF Research Database (Denmark)

    Rishøj, Rikke Mie; Christrup, Lona Louring; Clemmensen, Marianne H

    2015-01-01

    Background Drug tenders and shortages result in drug changes. International studies found that drug changes can adversely affect patient safety and the working procedures of healthcare professionals.1,2 The challenges of drug changes in Danish public hospitals have not previously been studied....... Purpose To identify barriers and facilitators for implementing drug changes due to drug tenders and shortages in Danish public hospitals. Material and methods Six focus group interviews were conducted at three hospitals in different regions of the country. At each hospital two focus group interviews were...... conducted, one including physicians and nurses and one including pharmacists and pharmacy technicians, respectively. The focus groups consisted of three to four participants. A semi-structured interview guide was applied and the interviews were audio-recorded, transcribed verbatim and categorised...

  16. Facilitating behavioral learning and habit change in voice therapy—theoretic premises and practical strategies

    DEFF Research Database (Denmark)

    Iwarsson, Jenny

    2014-01-01

    are described and discussed from a learning theory perspective. Nine factors that seem to be relevant to facilitate behavioral learning and habit change in voice therapy are presented, together with related practical strategies and theoretical underpinnings. These are: 1) Cue-altering; 2) Attention exercises; 3......A typical goal of voice therapy is a behavioral change in the patient’s everyday speech. The SLP’s plan for voice therapy should therefore optimally include strategies for automatization. The aim of the present study was to identify and describe factors that promote behavioral learning and habit...... change in voice behavior and have the potential to affect patient compliance and thus therapy outcome. Research literature from the areas of motor and behavioral learning, habit formation, and habit change was consulted. Also, specific elements from personal experience of clinical voice therapy...

  17. Medical undergraduates’ use of behaviour change talk: the example of facilitating weight management

    Science.gov (United States)

    2013-01-01

    Background Obesity, an increasing problem worldwide, is a leading cause of morbidity and mortality. Management principally requires lifestyle (i.e. behavioural) changes. An evidence-base exists of behaviour change techniques for weight loss; however, in routine practice doctors are often unsure about effective treatments and commonly use theoretically-unfounded communication strategies (e.g. information-giving). It is not known if communication skills teaching during undergraduate training adequately prepares future doctors to engage in effective behaviour change talk with patients. The aim of the study was to examine which behaviour change techniques medical undergraduates use to facilitate lifestyle adjustments in obese patients. Methods Forty-eight medical trainees in their clinical years of a UK medical school conducted two simulated consultations each. Both consultations involved an obese patient scenario where weight loss was indicated. Use of simulated patients (SPs) ensured standardisation of key variables (e.g. barriers to behaviour change). Presentation of scenario order was counterbalanced. Following each consultation, students assessed the techniques they perceived themselves to have used. SPs rated the extent to which they intended to make behavioural changes and why. Anonymised transcripts of the audiotaped consultations were coded by independent assessors, blind to student and SP ratings, using a validated behaviour change taxonomy. Results Students reported using a wide range of evidence-based techniques. In contrast, codings of observed communication behaviours were limited. SPs behavioural intention varied and a range of helpful elements of student’s communication were revealed. Conclusions Current skills-based communication programmes do not adequately prepare future doctors for the growing task of facilitating weight management. Students are able to generalise some communication skills to these encounters, but are over confident and have

  18. Synergies between veterinarians and para-professionals in the public and private sectors: organisational and institutional relationships that facilitate the process of privatising animal health services in developing countries.

    Science.gov (United States)

    Woodford, J D

    2004-04-01

    and livestock products. An informal delivery system has gained a foothold in many developing countries in the absence of a well-planned strategy for the privatisation of animal health services. Most governments would now acknowledge that this presents a greater risk than the deployment of well-regulated and effectively supervised para-professionals. This paper explores some of the principal challenges facing policy-makers in their efforts to bridge the transition from full state provision of animal health services to the formation of a partnership with the private sector. Governments and donors need to take active steps to facilitate the process of privatisation of animal health services, especially those targeting the poorer rural subsistence and pastoralist farming systems. This would entail an initial investment in developing the necessary management skills at all levels in the delivery system. Thereafter, further investment would be required to allow the changes to be managed using tools such as the strategic planning cycle. Should sufficient resources be made available to allow the full participation of all stakeholders in the delivery of animal health services, appropriate institutions and effective organisational relationships addressing all the more important issues will have to be identified. The paper then proceeds to describe how different livestock production systems determine the level of demand for animal health services. If these services are to be provided on a financially sustainable basis, they must be tailored to meet actual rather than perceived demand. Identifying an appropriate model for animal health service delivery thus requires careful analysis of the production system to be targeted. Governments and donors can play a useful role in providing resources for this type of study as well as for appropriate market studies, business planning, training and access to soft loans. Finally, as regards regulation, as the law stands today, many activities

  19. Organisational learning by way of organisational development

    DEFF Research Database (Denmark)

    Elkjær, Bente

    In the paper, the idea is explored of organisational learning as the opening andclosure of organisational space for inquiry or reflective thinking, as a way toconstruct organisational learning as an object for research. This is done by asking thequestion of whether an organisational development...

  20. Changing organisational routines in doctoral education: an intervention to infuse social justice into a social welfare curriculum

    Directory of Open Access Journals (Sweden)

    Shapiro, Valerie B.

    2015-02-01

    Full Text Available This paper describes one effort to infuse a social justice framework into a social work doctoral education programme in a prominent research university of the United States. The “Social Justice in Doctoral Education” (SJDE Project identified Social Justice Learning Objectives (SJLOs in the categories of scholarship, teaching, and service. Doctoral students were surveyed in 2010 to determine the extent to which the SJLOs were being systematically facilitated by their doctoral programme. The forms that guide and shape the milestones of doctoral education at that institution were revised in 2011 in an attempt to create new opportunities for social justice learning. A second survey of doctoral students in 2013 resulted in two findings. First, doctoral students reported using the SJLOs to guide their education. Second, a pre/post comparison of student perceptions indicated an increase in opportunities for social justice learning through doctoral education. This case study provides preliminary support for the modification of organisational routines to expand social justice education in social work.En este artículo se describe el esfuerzo para infundir un marco de justicia social en un programa doctoral de trabajo social dentro de una universidad prominente de investigación de los Estados Unidos. El proyecto de investigación “Justicia Social en la Educación Doctoral” (SJDE identificó los Objetivos de Aprendizaje de la Justicia Social (SJLOs en una serie de categorías de la investigación científica, como la enseñanza y el servicio. Los estudiantes de doctorado respondieron a una encuesta en 2010 para determinar el grado en el que los SJLOs se facilitaban sistemáticamente en el programa de doctorado. En 2011 se revisaron los formularios que guían y dan forma a los hitos de la educación doctoral en esa institución, en un intento de crear nuevas oportunidades para la justicia social de aprendizaje. En 2013, una encuesta seguimiento a

  1. Stupid Organisation - How will you ever learn?

    DEFF Research Database (Denmark)

    Elkjær, Bente

    2005-01-01

     The question derives from a research project in which I explored whether a deliberate change process in an organisation would lead to organisational learning. The idea was to see whether it was possible to depict the unfolding of organisational learning processes in the turmoil of change in an o...

  2. Decreased Salinity and Actinide Mobility: Colloid-Facilitated Transport or pH Change?

    Science.gov (United States)

    Haliena, Brian; Zheng, Hangping; Melson, Nathan; Kaplan, Daniel I; Barnett, Mark O

    2016-01-19

    Colloids have been implicated in influencing the transport of actinides and other adsorbed contaminants in the subsurface, significantly increasing their mobility. Such colloid-facilitated transport can be induced by changes in groundwater chemistry that occur, for example, when high ionic strength contaminant plumes are displaced by infiltrating rainwater. We studied the transport and mobility of Th(IV), as an analogue for Pu(IV) and other tetravalent actinides [An(IV)], in saturated columns packed with a natural heterogeneous subsurface sandy sediment. As expected, decreases in ionic strength both promoted the mobilization of natural colloids and enhanced the transport of previously adsorbed Th(IV). However, colloid-facilitated transport played only a minor role in enhancing the transport of Th(IV). Instead, the enhanced transport of Th(IV) was primarily due to the pH-dependent desorption of Th(IV) caused by the change in ionic strength. In contrast, the adsorption of Th(IV) had a marked impact on the surface charge of the sandy sediment, significantly affecting the mobility of the colloids. In the absence of Th(IV), changes in ionic strength were ineffective at releasing colloids while in the presence of Th(IV), decreases in ionic strength liberated significant concentrations of colloids. Therefore, under the conditions of our experiments which mimicked acidic, high ionic strength groundwater contaminant plumes, Th(IV) had a much greater effect on colloid transport than colloids had on Th(IV) transport.

  3. Organisational learning as movements in practice

    DEFF Research Database (Denmark)

    Elkjær, Bente

    2013-01-01

    In the paper, I take the readers through a tour de force of the past, present and future of the field of organisational learning. This is structured around three concepts that stand out as important, namely organisational learning as changed behaviour, as changed theories of actions and as part...... of practice. I also point to the future of organisational learning as inspired by the work of pragmatist philosophy and as affected by the call for more concreteness in organisation studies as a whole....

  4. Exiting homelessness: perceived changes, barriers, and facilitators among formerly homeless adults with mental disorders.

    Science.gov (United States)

    Patterson, Michelle L; Currie, Lauren; Rezansoff, Stefanie; Somers, Julian M

    2015-03-01

    This study examines key themes from narrative interviews conducted with 43 homeless adults with mental disorders 18 months after random assignment to Housing First with intensive supports or to treatment as usual (no housing or supports through the study). Coding and thematic analysis of semistructured interviews was based on 2 research questions from participants' perspectives: (a) What changes were perceived over time? (b) What factors facilitated or hindered change? The majority of participants assigned to Housing First reported positive change across multiple domains as a result of stable housing; whereas the majority of treatment as usual participants reported negative or neutral change. Key themes included feelings of security and pride; adjusting to living alone; housing as a learning process; and developing meaningful activity. The sense of security associated with stable housing was the most influential factor that supported change. Factors that helped or hindered change clustered into 4 key themes: the type and quality of services; the cumulative effects of trauma; social ties; and concurrent substance use. Our findings provide important context to the emerging body of quantitative research on Housing First and recovery from homelessness. Participants' experiences of recovery, particularly as it relates to housing and supports, shifts in identity, and meaningful activity must be acknowledged and incorporated into the design and evaluation of public services, and policy and service reforms. (PsycINFO Database Record (c) 2015 APA, all rights reserved).

  5. Facilitation drives 65 years of vegetation change in the Sonoran Desert

    Science.gov (United States)

    Butterfield, Bradley J.; Betancourt, Julio L.; Turner, Raymond M.; Briggs, John M.

    2010-01-01

    Ecological processes of low-productivity ecosystems have long been considered to be driven by abiotic controls with biotic interactions playing an insignificant role. However, existing studies present conflicting evidence concerning the roles of these factors, in part due to the short temporal extent of most data sets and inability to test indirect effects of environmental variables modulated by biotic interactions. Using structural equation modeling to analyze 65 years of perennial vegetation change in the Sonoran Desert, we found that precipitation had a stronger positive effect on recruitment beneath existing canopies than in open microsites due to reduced evaporation rates. Variation in perennial canopy cover had additional facilitative effects on juvenile recruitment, which was indirectly driven by effects of density and precipitation on cover. Mortality was strongly influenced by competition as indicated by negative density-dependence, whereas precipitation had no effect. The combined direct, indirect, and interactive facilitative effects of precipitation and cover on recruitment were substantial, as was the effect of competition on mortality, providing strong evidence for dual control of community dynamics by climate and biotic interactions. Through an empirically derived simulation model, we also found that the positive feedback of density on cover produces unique temporal abundance patterns, buffering changes in abundance from high frequency variation in precipitation, amplifying effects of low frequency variation, and decoupling community abundance from precipitation patterns at high abundance. Such dynamics should be generally applicable to low-productivity systems in which facilitation is important and can only be understood within the context of long-term variation in climatic patterns. This predictive model can be applied to better manage low-productivity ecosystems, in which variation in biogeochemical processes and trophic dynamics may be driven by

  6. Hybridization may facilitate in situ survival of endemic species through periods of climate change

    Science.gov (United States)

    Becker, Matthias; Gruenheit, Nicole; Steel, Mike; Voelckel, Claudia; Deusch, Oliver; Heenan, Peter B.; McLenachan, Patricia A.; Kardailsky, Olga; Leigh, Jessica W.; Lockhart, Peter J.

    2013-12-01

    Predicting survival and extinction scenarios for climate change requires an understanding of the present day ecological characteristics of species and future available habitats, but also the adaptive potential of species to cope with environmental change. Hybridization is one mechanism that could facilitate this. Here we report statistical evidence that the transfer of genetic information through hybridization is a feature of species from the plant genus Pachycladon that survived the Last Glacial Maximum in geographically separated alpine refugia in New Zealand's South Island. We show that transferred glucosinolate hydrolysis genes also exhibit evidence of intra-locus recombination. Such gene exchange and recombination has the potential to alter the chemical defence in the offspring of hybridizing species. We use a mathematical model to show that when hybridization increases the adaptive potential of species, future biodiversity will be best protected by preserving closely related species that hybridize rather than by conserving distantly related species that are genetically isolated.

  7. Assessing climate change risks to the natural environment to facilitate cross-sectoral adaptation policy.

    Science.gov (United States)

    Brown, Iain

    2018-06-13

    Climate change policy requires prioritization of adaptation actions across many diverse issues. The policy agenda for the natural environment includes not only biodiversity, soils and water, but also associated human benefits through agriculture, forestry, water resources, hazard alleviation, climate regulation and amenity value. To address this broad agenda, the use of comparative risk assessment is investigated with reference to statutory requirements of the UK Climate Change Risk Assessment. Risk prioritization was defined by current adaptation progress relative to risk magnitude and implementation lead times. Use of an ecosystem approach provided insights into risk interactions, but challenges remain in quantifying ecosystem services. For all risks, indirect effects and potential systemic risks were identified from land-use change, responding to both climate and socio-economic drivers, and causing increased competition for land and water resources. Adaptation strategies enhancing natural ecosystem resilience can buffer risks and sustain ecosystem services but require improved cross-sectoral coordination and recognition of dynamic change. To facilitate this, risk assessments need to be reflexive and explicitly assess decision outcomes contingent on their riskiness and adaptability, including required levels of human intervention, influence of uncertainty and ethical dimensions. More national-scale information is also required on adaptation occurring in practice and its efficacy in moderating risks.This article is part of the theme issue 'Advances in risk assessment for climate change adaptation policy'. © 2018 The Author(s).

  8. Organisational challenges of maintenance work at NPPs

    International Nuclear Information System (INIS)

    Reiman, T.; Oedewald, P.

    2004-01-01

    The proper working of the machinery is critical to NPP safety and productivity. Because maintenance routines and plant modifications are the activities that intervene most with the machinery, they are also the dominant sources of faults. Most of the human factor studies have relied on this fact. Due to the diversity, the temporal and spatial separation of the maintenance tasks, and the numerous competence requirements, focusing on a single task, special situation or a single psychological problem can only partially explain the requirements of maintenance work and the organisational challenges of effective maintenance. We have applied a cultural approach to maintenance work. Our aim has been to model the maintenance task and its psychological requirements and to characterise the features of organisational cultures in three NPP maintenance units. Results imply similarities and differences in the cultures and in the emphasis on the maintenance task. Maintenance activities have been under various restructuring initiatives. These changes have been experienced as stressful among the personnel. The effect of changes on the reliability of maintenance should be considered. A challenge for maintenance is to be able to build organisational structures and practices that would facilitate the fulfilment of the psychological work characteristics. (orig.)

  9. Facilitating behavioral learning and habit change in voice therapy--theoretic premises and practical strategies.

    Science.gov (United States)

    Iwarsson, Jenny

    2015-12-01

    A typical goal of voice therapy is a behavioral change in the patient's everyday speech. The SLP's plan for voice therapy should therefore optimally include strategies for automatization. The aim of the present study was to identify and describe factors that promote behavioral learning and habit change in voice behavior and have the potential to affect patient compliance and thus therapy outcome. Research literature from the areas of motor and behavioral learning, habit formation, and habit change was consulted. Also, specific elements from personal experience of clinical voice therapy are described and discussed from a learning theory perspective. Nine factors that seem to be relevant to facilitate behavioral learning and habit change in voice therapy are presented, together with related practical strategies and theoretical underpinnings. These are: 1) Cue-altering; 2) Attention exercises; 3) Repetition; 4) Cognitive activation; 5) Negative practice; 6) Inhibition through interruption; 7) Decomposing complex behavior; 8) The 'each time-every time' principle; and 9) Successive implementation of automaticity.

  10. Fishing for leadership: The role diversification plays in facilitating change agents.

    Science.gov (United States)

    Stoll, Joshua S

    2017-09-01

    Leadership is often viewed as being critical to successful natural resource management. This research focuses on a set of leaders identified through a social network analysis of fishers in a rural coastal region. Leaders' connections to different fisheries are evaluated, and these actors are found to be significantly more diversified than other fishers in the area. Drawing on theory related to institutional entrepreneurship and a series of in-depth interviews with these actors, this paper puts forward several hypotheses to explain how diverse social-ecological connections facilitate leadership. Three mechanisms are identified. Being diversified facilitates: (1) production of alternative visions; (2) framing of tractable strategies to sustain local marine resource; and (3) participation in the management process. While more research is needed to understand the relationship between diversification and leadership, these exploratory results suggest that leadership is, in part, a manifestation of ecological circumstance, supporting recent assertions that scholarship on leadership in natural resource management settings could benefit from being more attentive to the processes that shape leadership rather than fixating on individuals and their personal attributes. Given that fisheries policies increasingly constrain diversification, policymakers and managers should consider how specialization of fishers might change the form and function of leaders in the future. Copyright © 2017 Elsevier Ltd. All rights reserved.

  11. Changes in lifestyle habits and behaviours are associated with weight loss maintenance in members of a commercial weight loss organisation

    OpenAIRE

    Stubbs, RJ; McConnon, A; Gibbs, M; Raats, M; Whybrow, S

    2012-01-01

    This analysis examined the lifestyle correlates of weight loss maintenance in 1428 participants of a slimming organisation, who had been members for a mean SD of 16 16 months, had lost 13.8% 9.2% weight and were trying to maintain, or increase, their weight loss during a subsequent 6 month study period. Data were collected as part of the DiOGenes study(1). Ethical approval was given by the University of Surrey Ethics Committee. Adults were recruited between August 2006 and July 2008 from Slim...

  12. An Analysis of Organisational Commitment by Academic ...

    African Journals Online (AJOL)

    The aim of this study was to investigate organisational commitment in the era of the new psychological contract, or the psychological environment created by an economic down turn in Zimbabwe. The psychological contract that exists between employees and organisations is brittle due to many organisational changes ...

  13. Key variables of organisation design in servitization

    DEFF Research Database (Denmark)

    Kreye, Melanie; Jensen, Per Langaa

    2014-01-01

    Manufacturing companies offering additional service with their products need to change their organisation design to accommodate for the service business. Using the star model, this paper investigates organisation design in terms of strategy, structure, processes, rewards and people as a response......, and (iii) the parts of organisation design need to be aligned to prevent inconsistencies in service provision....

  14. Facilitating a Major Staffing Transition in a State Psychiatric Hospital With Changes to Nursing Orientation.

    Science.gov (United States)

    Birnbaum, Shira; Sperber-Weiss, Doreen; Dimitrios, Timothy; Eckel, Donald; Monroy-Miller, Cherry; Monroe, Janet J; Friedman, Ross; Ologbosele, Mathias; Epo, Grace; Sharpe, Debra; Zarski, Yongsuk

    A large state psychiatric hospital experienced a state-mandated Reduction in Force that resulted in the abrupt loss and rapid turnover of more than 40% of its nursing and paraprofessional staff. The change exemplified current national trends toward downsizing and facility closure. This article describes revisions to the nursing orientation program that supported cost containment and fidelity to mission and clinical practices during the transition. An existing nursing orientation program was reconfigured in alignment with principles of rational instructional design and a core-competencies model of curriculum development, evidence-based practices that provided tactical clarity and commonality of purpose during a complex and emotionally charged transition period. Program redesign enabled efficiencies that facilitated the transition, with no evidence of associated negative effects. The process described here offers an example for hospitals facing similar workforce reorganization in an era of public sector downsizing.

  15. Implementation of a health care policy: An analysis of barriers and facilitators to practice change

    Directory of Open Access Journals (Sweden)

    Sword Wendy

    2005-08-01

    Full Text Available Abstract Background Governments often create policies that rely on implementation by arms length organizations and require practice changes on the part of different segments of the health care system without understanding the differences in and complexities of these agencies. In 2000, in response to publicity about the shortening length of postpartum hospital stay, the Ontario government created a universal program offering up to a 60-hour postpartum stay and a public health follow-up to mothers and newborn infants. The purpose of this paper is to examine how a health policy initiative was implemented in two different parts of a health care system and to analyze the barriers and facilitators to achieving practice change. Methods The data reported came from two studies of postpartum health and service use in Ontario Canada. Data were collected from newly delivered mothers who had uncomplicated vaginal deliveries. The study samples were drawn from the same five purposefully selected hospitals for both studies. Questionnaires prior to discharge and structured telephone interviews at 4-weeks post discharge were used to collect data before and after policy implementation. Qualitative data were collected using focus groups with hospital and community-based health care practitioners and administrators at each site. Results In both studies, the respondents reflected a population of women who experienced an "average" or non-eventful hospital-based, singleton vaginal delivery. The findings of the second study demonstrated wide variance in implementation of the offer of a 60-hour stay among the sites and focus groups revealed that none of the hospitals acknowledged the 60-hour stay as an official policy. The uptake of the offer of a 60-hour stay was unrelated to the rate of offer. The percentage of women with a hospital stay of less than 25 hours and the number with the guideline that the call be within 48 hours of hospital discharge. Public health

  16. Climate change both facilitates and inhibits invasive plant ranges in New England.

    Science.gov (United States)

    Merow, Cory; Bois, Sarah Treanor; Allen, Jenica M; Xie, Yingying; Silander, John A

    2017-04-18

    Forecasting ecological responses to climate change, invasion, and their interaction must rely on understanding underlying mechanisms. However, such forecasts require extrapolation into new locations and environments. We linked demography and environment using experimental biogeography to forecast invasive and native species' potential ranges under present and future climate in New England, United States to overcome issues of extrapolation in novel environments. We studied two potentially nonequilibrium invasive plants' distributions, Alliaria petiolata (garlic mustard) and Berberis thunbergii (Japanese barberry), each paired with their native ecological analogs to better understand demographic drivers of invasions. Our models predict that climate change will considerably reduce establishment of a currently prolific invader ( A. petiolata ) throughout New England driven by poor demographic performance in warmer climates. In contrast, invasion of B. thunbergii will be facilitated because of higher growth and germination in warmer climates, with higher likelihood to establish farther north and in closed canopy habitats in the south. Invasion success is in high fecundity for both invasive species and demographic compensation for A petiolata relative to native analogs. For A. petiolata , simulations suggest that eradication efforts would require unrealistic efficiency; hence, management should focus on inhibiting spread into colder, currently unoccupied areas, understanding source-sink dynamics, and understanding community dynamics should A. petiolata (which is allelopathic) decline. Our results-based on considerable differences with correlative occurrence models typically used for such biogeographic forecasts-suggest the urgency of incorporating mechanism into range forecasting and invasion management to understand how climate change may alter current invasion patterns.

  17. 216 ORGANISATIONA L CHANGE MANAGEMENT AND WORKERS ...

    African Journals Online (AJOL)

    resistance to change has been identified as a critical contributor to the failure of many well-intended and ... Key words: Organisation, Organisational change, Change management, Workers, Behaviour,. Management .... participation, facilitation and support, negotiation, co-optation, coercion and manipulation. They however ...

  18. Identity In and Around Organisations

    DEFF Research Database (Denmark)

    Schultz, Majken; Maguire, Steve

    2013-01-01

    At the heart of any successful organisation lies a powerful conception of identity: the coherent way in which it presents itself to its stakeholders and employees, containing its purpose, goals and key characteristics. However, the traditional idea of identity as a stable, solid and reliable...... concept may not be the best way of approaching and managing your organisation. Rather, Majken Schultz and Steve Maguire argue that organisations would benefit from adopting a process-based view of identity, which integrates history, ongoing change and market instability into its definition....

  19. Organising purchasing and (strategic) sourcing

    DEFF Research Database (Denmark)

    Lidegaard, Nina; Boer, Harry; Munkgaard Møller, Morten

    2015-01-01

    or hybrid overall structure, deliver the expected results. Contingency theory predicts that the success of a firm depends on the fit among characteristics of, amongst others, the firm’s processes and organisational structure. The objective of this paper is to propose and illustrate a processbased...... mature role in corporate strategy. These changes have serious implications for the purchasing process, its characteristics and organisation. Previous research indicates that none of the prevailing solutions, functional departments and cross-functional teams, embedded in a centralised, decentralised...... typological theory of purchasing and (strategic) sourcing organisation....

  20. Strategic Organisation

    DEFF Research Database (Denmark)

    Andersen, Torben Juul; Knudsen, Thorbjørn

    Key aspects of organizational structure are intricately linked to the way strategy making processes modify available resources and develop firm capabilities over time in response to changing conditions. Environmental contingency rationales suggest that hierarchical organizations with centralized...... decisions relate to stable business settings while autonomous organizations with a decentralized decision structure apply to dynamic environments. In this paper, we investigate the relative performance of these exemplar strategy making modes and various integrative models that combine the two and include...

  1. The Many Organisational Factors Relevant to Planning Change in Emergency Care Departments: A Qualitative Study to Inform a Cluster Randomised Controlled Trial Aiming to Improve the Management of Patients with Mild Traumatic Brain Injuries.

    Directory of Open Access Journals (Sweden)

    Marije Bosch

    Full Text Available The Neurotrauma Evidence Translation (NET Trial aims to design and evaluate the effectiveness of a targeted theory-and evidence-informed intervention to increase the uptake of evidence-based recommended practices for the management of patients who present to an emergency department (ED with mild head injuries. When designing interventions to bring about change in organisational settings such as the ED, it is important to understand the impact of the context to ensure successful implementation of practice change. Few studies explicitly use organisational theory to study which factors are likely to be most important to address when planning change processes in the ED. Yet, this setting may have a unique set of organisational pressures that need to be taken into account when implementing new clinical practices. This paper aims to provide an in depth analysis of the organisational context in which ED management of mild head injuries and implementation of new practices occurs, drawing upon organisational level theory.Semi-structured interviews were conducted with ED staff in Australia. The interviews explored the organisational context in relation to change and organisational factors influencing the management of patients presenting with mild head injuries. Two researchers coded the interview transcripts using thematic content analysis. The "model of diffusion in service organisations" was used to guide analyses and organisation of the results.Nine directors, 20 doctors and 13 nurses of 13 hospitals were interviewed. With regard to characteristics of the innovation (i.e. the recommended practices the most important factor was whether they were perceived as being in line with values and needs. Tension for change (the degree to which stakeholders perceive the current situation as intolerable or needing change was relatively low for managing acute mild head injury symptoms, and mixed for managing longer-term symptoms (higher change commitment, but

  2. The Many Organisational Factors Relevant to Planning Change in Emergency Care Departments: A Qualitative Study to Inform a Cluster Randomised Controlled Trial Aiming to Improve the Management of Patients with Mild Traumatic Brain Injuries.

    Science.gov (United States)

    Bosch, Marije; Tavender, Emma J; Brennan, Sue E; Knott, Jonathan; Gruen, Russell L; Green, Sally E

    2016-01-01

    The Neurotrauma Evidence Translation (NET) Trial aims to design and evaluate the effectiveness of a targeted theory-and evidence-informed intervention to increase the uptake of evidence-based recommended practices for the management of patients who present to an emergency department (ED) with mild head injuries. When designing interventions to bring about change in organisational settings such as the ED, it is important to understand the impact of the context to ensure successful implementation of practice change. Few studies explicitly use organisational theory to study which factors are likely to be most important to address when planning change processes in the ED. Yet, this setting may have a unique set of organisational pressures that need to be taken into account when implementing new clinical practices. This paper aims to provide an in depth analysis of the organisational context in which ED management of mild head injuries and implementation of new practices occurs, drawing upon organisational level theory. Semi-structured interviews were conducted with ED staff in Australia. The interviews explored the organisational context in relation to change and organisational factors influencing the management of patients presenting with mild head injuries. Two researchers coded the interview transcripts using thematic content analysis. The "model of diffusion in service organisations" was used to guide analyses and organisation of the results. Nine directors, 20 doctors and 13 nurses of 13 hospitals were interviewed. With regard to characteristics of the innovation (i.e. the recommended practices) the most important factor was whether they were perceived as being in line with values and needs. Tension for change (the degree to which stakeholders perceive the current situation as intolerable or needing change) was relatively low for managing acute mild head injury symptoms, and mixed for managing longer-term symptoms (higher change commitment, but relatively low

  3. Metacognition and the facilitation of conceptual and status change in students' concepts of ecology

    Science.gov (United States)

    Blank, Lisa M.

    Over a decade ago the Conceptual Change Model (CCM) was introduced as an explanation of the science learning process. Central to this model is the assertion that knowledge is constructed when students restructure or replace existing conceptions. The model predicts that conceptual change will not occur without corresponding changes in the status of new and existing conceptions. While the CCM is extensively cited in the literature, little work has been done on clarifying whether a teaching strategy which requires students to reveal and reflect upon the status of their conceptions significantly impacts the nature and process of science learning. In response, this study explored the relationship between metacognitive teaching strategies, status, and conceptual change during a three month unit on ecology. Working collaboratively, the researcher and a seventh grade classroom teacher developed an ecology unit designed to facilitate conceptual change and reveal status-related interactions. Case studies of two classrooms were developed. Both classrooms received instruction based on the conceptual change model, but only one classroom's instructional format included a metacognitive element in which the student was encouraged to reveal and reflect upon the status of his or her conceptions--how they know what they know. Three significant findings were revealed in the results. One, the quality of classroom discourse in the metacognitive class was altered. By developing in students the ability to explicitly consider and talk about the condition of their own conceptions, students began to understand the value of critically investigating ideas before incorporating them into their knowledge structures. Two, while there was no statistically significant difference observed in the level of conceptual understanding across treatment groups, there was a significant difference observed on the scores of the delayed ecology post-assessment. While the students in the metacognitive class did

  4. The Dynamics of Organisation and Work

    DEFF Research Database (Denmark)

    Nielsen, Peter

    and this influences the new ways of configuring the work organisations. However, there is a great diversity in the ways firm develop their organisations and restructure work and not least in the resulting economic and social performance. This diversity means that there is a considerable and urgent need to produce......The Dynamics of Organisation and Work - Measurement framework of the Meadow survey by Peter Nielsen for the MEADOW Consortium Organisational changes and the upcoming of new adaptable work organisations are common in most developed countries regardless of culture and industrial traditions. The main...... international comparative data on organisational changes and economic as well as social performance of the emerging new work organisations. The Meadow project has created instruments to produce such international comparative data and the aim of this paper is to present the measurement framework of Meadow...

  5. Barriers and Facilitators to Implementing a Change Initiative in Long-Term Care Using the INTERACT® Quality Improvement Program.

    Science.gov (United States)

    Tappen, Ruth M; Wolf, David G; Rahemi, Zahra; Engstrom, Gabriella; Rojido, Carolina; Shutes, Jill M; Ouslander, Joseph G

    Implementation of major organizational change initiatives presents a challenge for long-term care leadership. Implementation of the INTERACT® (Interventions to Reduce Acute Care Transfers) quality improvement program, designed to improve the management of acute changes in condition and reduce unnecessary emergency department visits and hospitalizations of nursing home residents, serves as an example to illustrate the facilitators and barriers to major change in long-term care. As part of a larger study of the impact of INTERACT® on rates of emergency department visits and hospitalizations, staff of 71 nursing homes were called monthly to follow-up on their progress and discuss successful facilitating strategies and any challenges and barriers they encountered during the yearlong implementation period. Themes related to barriers and facilitators were identified. Six major barriers to implementation were identified: the magnitude and complexity of the change (35%), instability of facility leadership (27%), competing demands (40%), stakeholder resistance (49%), scarce resources (86%), and technical problems (31%). Six facilitating strategies were also reported: organization-wide involvement (68%), leadership support (41%), use of administrative authority (14%), adequate training (66%), persistence and oversight on the part of the champion (73%), and unfolding positive results (14%). Successful introduction of a complex change such as the INTERACT® quality improvement program in a long-term care facility requires attention to the facilitators and barriers identified in this report from those at the frontline.

  6. Using organisational memory in evaluations

    Directory of Open Access Journals (Sweden)

    Madri S. Jansen van Rensburg

    2014-12-01

    Full Text Available This article uses the case of a regional intermediary organisation to investigate organisational memory (OM and its contribution to knowledge management and activities in evaluations. Understanding of, and accessing OM is critical for participatory evaluations. The aim of the article is to reflect on the OM of a non-governmental organisation (NGO and what implicationsthe structural changes in OM over the organisation’s life cycle have for evaluators. It further aims to advocate an awareness of OM and explains how evaluators can access and utilise it more effectively. Evaluators need to have an understanding of OM, and to take more responsibility for disseminating results to enhance it. This case study reflects on a retrospective case example of a regional NGO. The report reflects the development and structure of the life cycle of the organisation. The data collection included in-depth interviews with staff members and other key stakeholders, engagement with beneficiary organisations and donors, and analyses of documents, electronic files and audio-visual material. Since OM survives after the demise of an organisation, and is accessible through directories, it is important for the evaluator to include historical information. Specific implications for evaluators include the ability to access OM through directories and networks of the organisation. As evaluators hold OM of all the organisations they have engaged with, they also have a responsibility to share knowledge. The key findings of this study illustrate the importance of accessing the memory and historical information of the organisation. Understanding OM enhances the in-depth comprehension of the activity, project or programme under investigation, and the collective knowledge generated as a result of it.

  7. Major factors for facilitating change in behavioral strategies to reduce obesity

    Directory of Open Access Journals (Sweden)

    Dalle Grave R

    2013-10-01

    Full Text Available Riccardo Dalle Grave,1 Elena Centis,2 Rebecca Marzocchi,2 Marwan El Ghoch,1 Giulio Marchesini21Department of Eating and Weight Disorders, Villa Garda Hospital, Garda VR, 2Unit of Metabolic Diseases and Clinical Dietetics, Alma Mater Studiorum University, Bologna, ItalyAbstract: It is very unlikely that our obesity-promoting environment will change in the near future. It is therefore mandatory to improve our knowledge of the main factors associated with successful adoption of obesity-reducing behaviors. This may help design more powerful procedures and strategies to facilitate the adoption of healthy lifestyles in a "toxic" environment favoring the development of a positive energy balance. The aim of this review is to describe the main factors associated with successful adoption of obesity-reducing behaviors and to describe the most recent development, limits, and outcomes of lifestyle modification programs. The evidence regarding predictors of weight loss and weight loss maintenance remains largely incomplete. It is necessary to develop strategies matching treatments to patients' needs to improve successful weight loss and its maintenance. How to detect and how to address these needs is a continuous, challenging, research problem.Keywords: weight loss, physical activity, food intake, motivational interviewing, behavioral therapy

  8. Transforming and Managing the Organisational Culture of a University To Meet the Challenges of a Changing Environment.

    Science.gov (United States)

    du Toit, C. M.

    1996-01-01

    Discusses issues in bringing about change in a higher education institution, including required changes in organizational culture, processes involved in effecting them, and continued management of organizational culture. Constructs a conceptual framework for such change, and discusses actual changes and management practices at the University of…

  9. Between Immediacy and Imagination: The Place of the Educator and Organiser in Union Renewal

    Science.gov (United States)

    Brown, Tony; Yasukawa, Keiko

    2010-01-01

    Can the current education programme of the Australian trade union movement contribute to reviving union growth and union culture, develop new activists and leaders, and encourage and facilitate the organisational change needed to re-orient unions to develop broader alliances? Twenty-five Australian trade union leaders were asked to describe the…

  10. The Many Organisational Factors Relevant to Planning Change in Emergency Care Departments: A Qualitative Study to Inform a Cluster Randomised Controlled Trial Aiming to Improve the Management of Patients with Mild Traumatic Brain Injuries

    Science.gov (United States)

    Bosch, Marije; Tavender, Emma J.; Brennan, Sue E.; Knott, Jonathan; Gruen, Russell L.; Green, Sally E.

    2016-01-01

    Background The Neurotrauma Evidence Translation (NET) Trial aims to design and evaluate the effectiveness of a targeted theory-and evidence-informed intervention to increase the uptake of evidence-based recommended practices for the management of patients who present to an emergency department (ED) with mild head injuries. When designing interventions to bring about change in organisational settings such as the ED, it is important to understand the impact of the context to ensure successful implementation of practice change. Few studies explicitly use organisational theory to study which factors are likely to be most important to address when planning change processes in the ED. Yet, this setting may have a unique set of organisational pressures that need to be taken into account when implementing new clinical practices. This paper aims to provide an in depth analysis of the organisational context in which ED management of mild head injuries and implementation of new practices occurs, drawing upon organisational level theory. Methods Semi-structured interviews were conducted with ED staff in Australia. The interviews explored the organisational context in relation to change and organisational factors influencing the management of patients presenting with mild head injuries. Two researchers coded the interview transcripts using thematic content analysis. The “model of diffusion in service organisations” was used to guide analyses and organisation of the results. Results Nine directors, 20 doctors and 13 nurses of 13 hospitals were interviewed. With regard to characteristics of the innovation (i.e. the recommended practices) the most important factor was whether they were perceived as being in line with values and needs. Tension for change (the degree to which stakeholders perceive the current situation as intolerable or needing change) was relatively low for managing acute mild head injury symptoms, and mixed for managing longer-term symptoms (higher change

  11. CHANGE OF THE ORGANISATIONAL AND LEGAL FORM OF INDEPENDENT PUBLIC HEALTHCARE CENTRES (SPZOZ AND CONSEQUENCES FOR FINANCING HEALTHCARE ENTITY ACTIVITIES

    Directory of Open Access Journals (Sweden)

    Tomasz Wołowiec

    2013-10-01

    Full Text Available Local government units (LGU are nowadays facing the very difficult and complicated task of making reasonable decisions regarding the transforming of SPZOZs into capital companies. First, it seems necessary to carry out a simulation of costs and advantages of the assumed models and solutions together with an analysis of advantages and disadvantages of the new legal and organisational forms. The aim of this paper is to assess whether the process of transforming SPZOZs into capital companies is purposeful and reasonable, and to define a way to prepare hospitals for functioning in an altered legislative environment. The paper draws attention to the fact that transformation itself does not guarantee that the results achieved by the given entity will automatically improve. The transformation can bring financial advantages for the newly created company and the local government, from the subsidies and remissions in accordance with art. 197 of the act on medical activity. Yet the conditions for getting such help are quite restrictive and not in every situation can financial help from the central budget be counted on. Such aid could help improve the financial standing of a hospital considerably. Also, it must be remembered that a hospital transformed into a capital company acquires the capacity to go bankrupt. If the new entity generates a loss, it may result in the owner having to raise the initial capital in order to avoid filing a bankruptcy petition by the company. In practice, the financial consequences for the local government are the same as in the case of having to cover losses. The difference lies in the continuity of the provided medical services.

  12. Information structure and organisation in change of shift reports: An observational study of nursing hand-offs in a Paediatric Intensive Care Unit.

    Science.gov (United States)

    Foster-Hunt, Tara; Parush, Avi; Ellis, Jacqueline; Thomas, Margot; Rashotte, Judy

    2015-06-01

    Patient hand-offs involve the exchange of critical information. Ineffective hand-offs can result in reduced patient safety by leading to wrong treatment, delayed diagnoses or other outcomes that can negatively affect the healthcare system. The objectives of this study were to uncover the structure of the information conveyed during patient hand-offs and look for principles characterising the organisation of the information. With an observational study approach, data was gathered during the morning and evening nursing change of shift hand-offs in a Paediatric Intensive Care Unit. Content analysis identified a common meta-structure used for information transfer that contained categories with varying degrees of information integration and the repetition of high consequence information. Differences were found in the organisation of the hand-off structures, and these varied as a function of nursing experience. The findings are discussed in terms of the potential benefits of computerised tools which utilise standardised structure for information transfer and the implications for future education and critical care skill acquisition. Copyright © 2014 Elsevier Ltd. All rights reserved.

  13. The emergence of user organisation of homeless persons in Denmark

    DEFF Research Database (Denmark)

    Anker, Jørgen

    persons emerges in these years. The second part of the paper provides a more detailed description of the organisation, its aims, strategies and organisational structure. Some of the dilemmas and difficulties of the user organisation are finally mentioned at the end of the paper.......This paper provides an overview of the history of the user organisation of homeless persons in Denmark. The first part of the paper seeks to identify some of the processes and actors who facilitated the formation of the organisation, and it seeks to discuss why a user organisation of homeless...

  14. Schools as learning organisations: assessing the organisational ...

    African Journals Online (AJOL)

    The findings of the study demonstrated that the schools have low favourable organisational culture and structure required for transformation into a learning organisation. There was a disjuncture between the current leadership practices at schools and leadership approaches favourable for OL and that leadership practices in ...

  15. Interventions to change the behaviour of health professionals and the organisation of care to promote weight reduction in children and adults with overweight or obesity.

    Science.gov (United States)

    Flodgren, Gerd; Gonçalves-Bradley, Daniela C; Summerbell, Carolyn D

    2017-11-30

    The prevalence of overweight and obesity is increasing globally, an increase which has major implications for both population health and costs to health services. This is an update of a Cochrane Review. To assess the effects of strategies to change the behaviour of health professionals or the organisation of care compared to standard care, to promote weight reduction in children and adults with overweight or obesity. We searched the following databases for primary studies up to September 2016: CENTRAL, MEDLINE, Embase, CINAHL, DARE and PsycINFO. We searched the reference lists of included studies and two trial registries. We considered randomised trials that compared routine provision of care with interventions aimed either at changing the behaviour of healthcare professionals or the organisation of care to promote weight reduction in children and adults with overweight or obesity. We used standard methodological procedures expected by Cochrane when conducting this review. We report the results for the professional interventions and the organisational interventions in seven 'Summary of findings' tables. We identified 12 studies for inclusion in this review, seven of which evaluated interventions targeting healthcare professional and five targeting the organisation of care. Eight studies recruited adults with overweight or obesity and four recruited children with obesity. Eight studies had an overall high risk of bias, and four had a low risk of bias. In total, 139 practices provided care to 89,754 people, with a median follow-up of 12 months. Professional interventions Educational interventions aimed at general practitioners (GPs), may slightly reduce the weight of participants (mean difference (MD) -1.24 kg, 95% confidence interval (CI) -2.84 to 0.37; 3 studies, N = 1017 adults; low-certainty evidence).Tailoring interventions to improve GPs' compliance with obesity guidelines probably leads to little or no difference in weight loss (MD 0.05 (kg), 95% CI -0.32 to 0

  16. Interventions to change the behaviour of health professionals and the organisation of care to promote weight reduction in overweight and obese people.

    Science.gov (United States)

    Flodgren, Gerd; Deane, Katherine; Dickinson, Heather O; Kirk, Sara; Alberti, Hugh; Beyer, Fiona R; Brown, James G; Penney, Tarra L; Summerbell, Carolyn D; Eccles, Martin P

    2010-03-17

    The prevalence of obesity is increasing globally and will, if left unchecked, have major implications for both population health and costs to health services. To assess the effectiveness of strategies to change the behaviour of health professionals and the organisation of care to promote weight reduction in overweight and obese people. We updated the search for primary studies in the following databases, which were all interrogated from the previous (version 2) search date to May 2009: The Cochrane Central Register of Controlled Trials (which at this time incorporated all EPOC Specialised Register material) (The Cochrane Library 2009, Issue 1), MEDLINE (Ovid), EMBASE (Ovid), CINAHL (EBSCO), and PsycINFO (Ovid). We identified further potentially relevant studies from the reference lists of included studies. Randomised controlled trials (RCTs) that compared routine provision of care with interventions aimed either at changing the behaviour of healthcare professionals or the organisation of care to promote weight reduction in overweight or obese adults. Two reviewers independently extracted data and assessed study quality. We included six RCTs, involving more than 246 health professionals and 1324 overweight or obese patients. Four of the trials targeted professionals and two targeted the organisation of care. Most of the studies had methodological or reporting weaknesses indicating a risk of bias.Meta-analysis of three trials that evaluated educational interventions aimed at GPs suggested that, compared to standard care, such interventions could reduce the average weight of patients after a year (by 1.2 kg, 95% CI -0.4 to 2.8 kg); however, there was moderate unexplained heterogeneity between their results (I(2) = 41%). One trial found that reminders could change doctors' practice, resulting in a significant reduction in weight among men (by 11.2 kg, 95% CI 1.7 to 20.7 kg) but not among women (who reduced weight by 1.3 kg, 95% CI -4.1 to 6.7 kg). One trial found that

  17. Moving forward on facilitation research: response to changing environments and effects on the diversity, functioning and evolution of plant communities

    Science.gov (United States)

    Soliveres, Santiago; Smit, Christian; Maestre, Fernando T.

    2015-01-01

    Once seen as anomalous, facilitative interactions among plants and their importance for community structure and functioning are now widely recognized. The growing body of modelling, descriptive and experimental studies on facilitation covers a wide variety of terrestrial and aquatic systems throughout the globe. However, the lack of a general body of theory linking facilitation among different types of organisms and biomes and their responses to environmental changes prevents further advances in our knowledge regarding the evolutionary and ecological implications of facilitation in plant communities. Moreover, insights gathered from alternative lines of inquiry may substantially improve our understanding of facilitation, but these have been largely neglected thus far. Despite over 15 years of research and debate on this topic, there is no consensus on the degree to which plant–plant interactions change predictably along environmental gradients (i.e. the stress-gradient hypothesis), and this hinders our ability to predict how plant–plant interactions may affect the response of plant communities to ongoing global environmental change. The existing controversies regarding the response of plant–plant interactions across environmental gradients can be reconciled when clearly considering and determining the species-specificity of the response, the functional or individual stress type, and the scale of interest (pairwise interactions or community-level response). Here, we introduce a theoretical framework to do this, supported by multiple lines of empirical evidence. We also discuss current gaps in our knowledge regarding how plant–plant interactions change along environmental gradients. These include the existence of thresholds in the amount of species-specific stress that a benefactor can alleviate, the linearity or non-linearity of the response of pairwise interactions across distance from the ecological optimum of the beneficiary, and the need to explore

  18. Moving forward on facilitation research: response to changing environments and effects on the diversity, functioning and evolution of plant communities.

    Science.gov (United States)

    Soliveres, Santiago; Smit, Christian; Maestre, Fernando T

    2015-02-01

    Once seen as anomalous, facilitative interactions among plants and their importance for community structure and functioning are now widely recognized. The growing body of modelling, descriptive and experimental studies on facilitation covers a wide variety of terrestrial and aquatic systems throughout the globe. However, the lack of a general body of theory linking facilitation among different types of organisms and biomes and their responses to environmental changes prevents further advances in our knowledge regarding the evolutionary and ecological implications of facilitation in plant communities. Moreover, insights gathered from alternative lines of inquiry may substantially improve our understanding of facilitation, but these have been largely neglected thus far. Despite over 15 years of research and debate on this topic, there is no consensus on the degree to which plant-plant interactions change predictably along environmental gradients (i.e. the stress-gradient hypothesis), and this hinders our ability to predict how plant-plant interactions may affect the response of plant communities to ongoing global environmental change. The existing controversies regarding the response of plant-plant interactions across environmental gradients can be reconciled when clearly considering and determining the species-specificity of the response, the functional or individual stress type, and the scale of interest (pairwise interactions or community-level response). Here, we introduce a theoretical framework to do this, supported by multiple lines of empirical evidence. We also discuss current gaps in our knowledge regarding how plant-plant interactions change along environmental gradients. These include the existence of thresholds in the amount of species-specific stress that a benefactor can alleviate, the linearity or non-linearity of the response of pairwise interactions across distance from the ecological optimum of the beneficiary, and the need to explore further how

  19. Administrativ organisation og ansvar

    DEFF Research Database (Denmark)

    Hilsted, Jannik C; Krogsgaard, Kim

    2003-01-01

    The paper describes the current organisation of clinical trials in Danish hospitals, with particular emphasis on the relationship between hospitals and the pharmaceutical industry. Legal responsibilities as well as mutual agreements on collaboration and organisation are described and discussed....

  20. Organising to Enable Innovation

    DEFF Research Database (Denmark)

    Brink, Tove

    2016-01-01

    . The findings reveal a continous organising process between individual/ team creativity and organisational structures/control to enable innovation at firm level. Organising provides a dynamic approach and contains the integrated reconstruction of creativity, structures and boundaries for enhanced balance......The purpose of this conceptual paper is to reveal how organising can enable innovation across organisational layers and organisational units. This approach calls for a cross-disciplinary literature review. The aim is to provide an integrated understanding of innovation in an organisational approach...... of explorative and exploitative learning in uncertain environments. Shedding light on the cross-disciplinary theories to organise innovation provides a contribution at the firm level to enable innovation....

  1. Barriers and Facilitators for Health Behavior Change among Adults from Multi-Problem Households: A Qualitative Study

    NARCIS (Netherlands)

    Nagelhout, Gera; Hogeling, Lette; Spruijt, Renate; Postma, Nathalie; Vries, de Hein

    2017-01-01

    Multi-problem households are households with problems on more than one of the following core problem areas: socio-economic problems, psycho-social problems, and problems related to child care. The aim of this study was to examine barriers and facilitators for health behavior change among adults from

  2. Instructional Design, Facilitation, and Perceived Learning Outcomes: An Exploratory Case Study of a Human Trafficking MOOC for Attitudinal Change

    Science.gov (United States)

    Watson, Sunnie Lee; Loizzo, Jamie; Watson, William R.; Mueller, Chad; Lim, Jieun; Ertmer, Peggy A.

    2016-01-01

    This exploratory case study describes the design and facilitation of a massive open online course (MOOC) for attitudinal change regarding human trafficking. It examines the course from the learners', instructor's, and instructional designer's perspectives. Two interviews with the instructor and instructional designer were conducted, and data from…

  3. Serious Game Leverages Productive Negativity to Facilitate Conceptual Change in Undergraduate Molecular Biology: A Mixed-Methods Randomized Controlled Trial

    Science.gov (United States)

    Gauthier, Andrea; Jenkinson, Jodie

    2017-01-01

    We designed a serious game, MolWorlds, to facilitate conceptual change about molecular emergence by using game mechanics (resource management, immersed 3rd person character, sequential level progression, and 3-star scoring system) to encourage cycles of productive negativity. We tested the value-added effect of game design by comparing and…

  4. Organisational commitment and responses to planned ...

    African Journals Online (AJOL)

    scale employee resignations, suggesting a possible decline in organisational commitment as a result of the change. Organisational change is complex and is accompanied by cognitive, affective and behavioural responses from employees, but little research has been conducted to show how these responses are related to.

  5. The organisational aspect of faculty development

    DEFF Research Database (Denmark)

    Kolmos, Anette; Gynnild, Vidar; Roxå, Torgny

    2004-01-01

    The article points out the faculty centres ought to be more conscious in their organisational strategies and get to managements support when working on pedagogical changes.......The article points out the faculty centres ought to be more conscious in their organisational strategies and get to managements support when working on pedagogical changes....

  6. Rethinking capacity building for knowledge mobilisation: developing multilevel capabilities in healthcare organisations.

    Science.gov (United States)

    Kislov, Roman; Waterman, Heather; Harvey, Gill; Boaden, Ruth

    2014-11-15

    Knowledge mobilisation in healthcare organisations is often carried out through relatively short-term projects dependent on limited funding, which raises concerns about the long-term sustainability of implementation and improvement. It is becoming increasingly recognised that the translation of research evidence into practice has to be supported by developing the internal capacity of healthcare organisations to engage with and apply research. This process can be supported by external knowledge mobilisation initiatives represented, for instance, by professional associations, collaborative research partnerships and implementation networks. This conceptual paper uses empirical and theoretical literature on organisational learning and dynamic capabilities to enhance our understanding of intentional capacity building for knowledge mobilisation in healthcare organisations. The discussion is structured around the following three themes: (1) defining and classifying capacity building for knowledge mobilisation; (2) mechanisms of capability development in organisational context; and (3) individual, group and organisational levels of capability development. Capacity building is presented as a practice-based process of developing multiple skills, or capabilities, belonging to different knowledge domains and levels of complexity. It requires an integration of acquisitive learning, through which healthcare organisations acquire knowledge and skills from knowledge mobilisation experts, and experience-based learning, through which healthcare organisations adapt, absorb and modify their knowledge and capabilities through repeated practice. Although the starting point for capability development may be individual-, team- or organisation-centred, facilitation of the transitions between individual, group and organisational levels of learning within healthcare organisations will be needed. Any initiative designed to build capacity for knowledge mobilisation should consider the

  7. RINGOs. Research and Independent Non-governmental Organisations to the United Nations Framework Convention on Climate Change (UNFCCC)

    International Nuclear Information System (INIS)

    2007-01-01

    RINGOs are organizations engaged in independent research and analysis aimed at developing sound strategies to address both the causes and consequences of global climate change. They form a constituency in their own right to contribute to the United Nations Framework Convention on Climate Change (UNFCCC), in a parallel way to ENGOs (Environment), BINGOs (Business and Industry), LGMAs (Local governments and municipal authorities) and the IPOs (Indigenous peoples organizations). During the COP and SB meetings of the UNFCCC the RINGOs organize meetings to discuss the developments of the negotiations. RINGOs have also been represented at workshops organized by the UNFCCC Secretariat. RINGO activities are co-ordinated by a steering committee

  8. New to Facilitating Self-Directed Learning: The Changing Perceptions of Teachers

    Science.gov (United States)

    Lai, Conttia; Gardner, David; Law, Ellie

    2013-01-01

    This paper reports on a study examining the attitudes and perceptions of a group of in-service teachers who are new or relatively new to facilitating self-directed learning (SDL) before and after they taught a course with an integrated SDL component. The study also investigates the impact on those teachers' attitudes of an orientation package…

  9. Participating on Equal Terms? The Gender Dimensions of Direct Participation in Organisational Change: Findings from the EPOC Survey.

    Science.gov (United States)

    Schnabel, Annette; Webster, Juliet

    The gender dimensions of direct participation in organizational change were examined in a survey of general managers at 32,582 workplaces in the following European countries: Denmark, France, Germany, Ireland, Italy, the Netherlands, Portugal, Spain, Sweden, and the United Kingdom. Responses were received from 5,786 managers (response rate,…

  10. Positive organisation :|bthe role of leader behaviour in employee engagement and retention / Fallen Mendes.

    OpenAIRE

    Mendes, Fallen

    2010-01-01

    Organisations are constantly undergoing major changes. These changes can have negative consequences on organisational functioning and employee well-being. It is therefore vital for organisations to focus on the elements of a healthy organisation so that a positive organisation can be built and the negative consequences avoided. A healthy organisation pays attention to six intenelated dimensions namely; organisational attributes, organizational climate, job design, job future, psychological w...

  11. The effect of organisational context on organisational development (OD interventions

    Directory of Open Access Journals (Sweden)

    Sanjana Brijball Parumasur

    2012-05-01

    Research purpose: This article examines national and international OD practices. It assesses the effect of diverse cultures and cultural values for determining the effectiveness of OD interventions. Motivation for the study: Most organisational change and development programmes fail and only a few result in increased competitiveness, improvements and profitability. This emphasises the need for change interventions to give sufficient attention to leadership, cultures, managing change and adopting context-based OD interventions. Research design, approach and method: This article is a literature review of the current trends and research in the area of OD interventions. It synthesises the influence that cultures and cultural orientations have on determining which OD intervention strategies organisations should adopt in different cultures. Main findings: The analysis emphasises how important it is to achieve congruence between the OD interventions organisations select and their local cultures. Practical/managerial implications: It is important to note the evolving nature of the political and economic climates that influence national cultures and that they emphasise that interventions that reflect OD values, which are tailor-made and shaped to the needs of local cultures, are necessary. Contribution/value-add: This study links various OD interventions to Hofstede’s dimensions for differentiating national cultures. It provides guidelines for aligning the practices and techniques of OD to the values and cultures of the organisations and societies in which they are to be implemented.

  12. Seeing Like an International Organisation

    DEFF Research Database (Denmark)

    Broome, André; Seabrooke, Leonard

    2012-01-01

    International organisations (IOs) often serve as the ‘engine room’ of ideas for structural reforms at the national level, but how do IOs construct cognitive authority over the forms, processes and prescriptions for institutional change in their member states? Exploring the analytic institutions...... and organisational environment that guides an IO's actions and informs its policy advice to states, which enables a more comprehensive picture of how the everyday business of global governance works in practice. Instead of ‘black boxing’ IOs, the contributors to this special issue demonstrate how studying IOs from...

  13. Facilitators and barriers to initiating change in medical intensive care unit survivors with alcohol use disorders: a qualitative study.

    Science.gov (United States)

    Clark, Brendan J; Jones, Jacqueline; Cook, Paul; Tian, Karen; Moss, Marc

    2013-10-01

    Alcohol abuse and dependence are collectively referred to as alcohol use disorders (AUD). An AUD is present in up to one third of patients admitted to an intensive care unit (ICU). We sought to understand the barriers and facilitators to change in ICU survivors with an AUD to provide a foundation upon which to tailor alcohol-related interventions. We used a qualitative approach with a broad constructivist framework, conducting semistructured interviews in medical ICU survivors with an AUD. Patients were included if they were admitted to 1 of 2 medical ICUs and were excluded if they refused participation, were unable to participate, or did not speak English. Digitally recorded and professionally transcribed interviews were analyzed using a general inductive approach and grouped into themes. Nineteen patients were included, with an average age of 51 (interquartile range, 36-51) years and an average Acute Physiology and Chronic Health Evaluation II score of 9 (interquartile range, 5-13); 68% were white, 74% were male, and the most common reason for admission was alcohol withdrawal (n=8). We identified 5 facilitators of change: empathy of the inpatient health care environment, recognition of accumulating problems, religion, pressure from others to stop drinking, and trigger events. We identified 3 barriers to change: missed opportunities, psychiatric comorbidity, and cognitive dysfunction. Social networks were identified as either a barrier or facilitator to change depending on the specific context. Alcohol-related interventions to motivate and sustain behavior change could be tailored to ICU survivors by accounting for unique barriers and facilitators. © 2013.

  14. Hospital transformation and organisational learning.

    Science.gov (United States)

    Ho, W

    1999-12-01

    Kwong Wah Hospital was founded by the charity organisation Tung Wah Group of Hospitals some 88 years ago, with management transfer to the Hong Kong Hospital Authority in 1991. Capitalizing both from the traditional caring culture of its founder, as well as opportunities in the new management environment, the hospital has scored remarkable successes in service quality, community partnership, organisational effectiveness, and staff development. Underpinning these transformations were Structure, Process, People, and Culture strategies. The learning imperative is heavily mandated or the success of each of these strands of development. Indeed, the embodiment of a learning organisation culture provides the impetus in sustaining the change momentum, towards achieving the Vision of becoming a 'Most Preferred Hospital' in Hong Kong.

  15. Transition Towards An Integrated Network Organisation

    DEFF Research Database (Denmark)

    Mykhaylenko, Alona; Wæhrens, Brian Vejrum

    2016-01-01

    Management of internationally dispersed and networked operations has been in the focus of research attention. However, the existing studies underestimate the incrementality of changes shaping such organisations. This work investigates how organisations evolve into network structures......, with particular attention to the role played by the home base (HB) organisation in this evolution. The research is focused on the intra-organisational global network and uses a longitudinal single-case study. Findings depict the transition as being enabled by the interaction between HB knowledge about...

  16. The institutional dynamics of voluntary organisations

    DEFF Research Database (Denmark)

    Aagaard, Peter

    to the organisation may give volunteers special opportunities to choose, not only where and when, but also how they will perform. But in praxis the volunteer's ability to perform is structured by the institutional settings of the specific voluntary organisation as well as the organisational field of voluntary......What features of institutional change do voluntary organisations contain? This question is debated in the civil society literature, but often under different headlines, like social entrepreneurship or social movement theory. The question of voluntarism is often not taken into account. This paper...... organisations. I establish a theoretical frame of institutional dynamic, build primarily on J.G. March's theory on exploration and exploitation. I focus on two organisational arrangements drawn from the theory: The degree of strategic decision-making and the degree of diversity among the volunteers. I use...

  17. Linking Shared Organisational Context and Relational Capital through Unlearning: An Initial Empirical Investigation in SMEs

    Science.gov (United States)

    Cegarra-Navarro, Juan G.; Dewhurst, Frank W.

    2006-01-01

    Purpose: The environment provided by an organisation to facilitate learning and create knowledge has been defined as the shared organisational context. The value to an organisation of knowledge created by the shared organisational context is called intellectual capital, of which one key component is relational capital. The purpose of this paper is…

  18. Organisational innovation and how it challenges management theory

    DEFF Research Database (Denmark)

    Gjerding, Allan Næs; Rasmussen, Jørgen Gulddahl

    2007-01-01

    . Developing a concept of organisational innovation, the paper suggests that organisational innovation can be analysed in terms of how individual and organisational learning combine with the reorientation of management perceptions, and it suggests that organisational innovation is about redirecting, speeding...... up and slowing down new forms of organisational activities. Subsequently, the paper provides an overview of management theory, proposing that the present state of management theory is one where the traditional dichotomy between a rational and a natural approach to organisations has been bridged......The present paper is a contribution to the part of the MEADOW project that deals with dynamics at the level of organisations. The paper suggests that dynamics at the level of organisations can be analysed in terms of organisational innovation as something more than mere organisational change...

  19. Organisational models in agriculture with special reference to small farmers

    Directory of Open Access Journals (Sweden)

    Zakić Nebojša

    2014-01-01

    Full Text Available Agricultural value chains can be understood as the systems of people, organizations and activities needed to create process and deliver agricultural products from producers to consumers. Over time and due to huge changes that have happened in the surroundings, agricultural value chains have become very integrated and complex. Small farmers can prosper by joining in modern higher-level agricultural value chains, but there are numerous obstacles, as well. The work presents the typology of organizational models for agricultural production that consists of the models organised by producers, agribusiness companies (processors, retail chains, and intermediaries, facilitators (governments, non-governmental organisations and completely integrated models, established by some big companies. None of these models provides ideal solutions from the perspective of small producers. However, they say that the institutions, such as cooperatives and small farmers' organisations, present important mechanisms for including small producers in modern value chains and realizing the cooperation with agribusiness companies and other important players. This is also important for decision-makers and governmental bodies that should create a suitable environment and provide support so that small farmers and their organisations can integrate in modern value chains in a successful way.

  20. Interventions to change the behaviour of health professionals and the organisation of care to promote weight reduction in overweight and obese adults

    Science.gov (United States)

    Flodgren, Gerd; Deane, Katherine; Dickinson, Heather O; Kirk, Sara; Alberti, Hugh; Beyer, Fiona R; Brown, James G; Penney, Tarra L; Summerbell, Carolyn D; Eccles, Martin P

    2014-01-01

    Background The prevalence of obesity is increasing globally and will, if left unchecked, have major implications for both population health and costs to health services. Objectives To assess the effectiveness of strategies to change the behaviour of health professionals and the organisation of care to promote weight reduction in overweight and obese people. Search methods We updated the search for primary studies in the following databases, which were all interrogated from the previous (version 2) search date to May 2009: The Cochrane Central Register of Controlled Trials (which at this time incorporated all EPOC Specialised Register material) (The Cochrane Library 2009, Issue 1), MEDLINE (Ovid), EMBASE (Ovid), CINAHL (EBSCO), and PsycINFO (Ovid). We identified further potentially relevant studies from the reference lists of included studies. Selection criteria Randomised controlled trials (RCTs) that compared routine provision of care with interventions aimed either at changing the behaviour of healthcare professionals or the organisation of care to promote weight reduction in overweight or obese adults. Data collection and analysis Two reviewers independently extracted data and assessed study quality. Main results We included six RCTs, involving more than 246 health professionals and 1324 overweight or obese patients. Four of the trials targeted professionals and two targeted the organisation of care. Most of the studies had methodological or reporting weaknesses indicating a risk of bias. Meta-analysis of three trials that evaluated educational interventions aimed at GPs suggested that, compared to standard care, such interventions could reduce the average weight of patients after a year (by 1.2 kg, 95% CI −0.4 to 2.8 kg); however, there was moderate unexplained heterogeneity between their results (I2 = 41%). One trial found that reminders could change doctors’ practice, resulting in a significant reduction in weight among men (by 11.2 kg, 95% CI 1.7 to 20

  1. Facilitating innovations

    NARCIS (Netherlands)

    Buurma, J.S.; Visser, A.J.; Migchels, G.

    2011-01-01

    Many innovations involve changes which transcend the individual business or are only achievable when various businesses and/or interested parties take up the challenge together. In System Innovation Programmes, the necessary innovations are facilitated by means of workshops related to specific areas

  2. Facilitation visits as a method for implementing change in general practice - What lies beneath the label?

    DEFF Research Database (Denmark)

    Due, Tina Drud

    2016-01-01

    ingen klar og konsistent definition af facilitering, og der er markante variationer i indholdet mellem forskellige facilitatorinterventioner. Facilitatorer beskrives at have mange forskellige roller og mangeartede aktiviteter er beskrevet både inden for enkelte interventioner og på tværs af...... interventioner. Desuden fremhæves det som afgørende at tilgangen skræddersyes til den enkelte praksis eller team. For at bidrage til et mere nuanceret billede af hvad der kan være under faciliteringsetiketten var ideen med denne afhandling at undersøge en dansk facilitatorintervention i almen praksis fra...

  3. Organisational support, organisational identification and organisational citizenship behaviour among male nurses.

    Science.gov (United States)

    Chen, Sheng-Hwang; Yu, Hsing-Yi; Hsu, Hsiu-Yueh; Lin, Fang-Chen; Lou, Jiunn-Horng

    2013-11-01

    The purpose of this study was to explore the relationship between organisational support, organisational identification, and organisational citizenship behaviour and the predictors of organisational citizenship behaviour in Taiwanese male nurses. The turnover rate among male nurses is twice that of female nurses. Organisational citizenship behaviour is the predictor of turnover intention. Little information is available on the relationship between organisational support, organisational identification and organisational citizenship behaviour, particularly for male nurses. Data were collected in 2010 from a questionnaire mailed to 167 male nurses in Taiwan. A cross-sectional survey with simple sampling was used in this study. The results showed that organisational identification and organisational support were correlated with organisational citizenship behaviour. Organisational distinctiveness, organisational support of work conditions and the type of organisation were the main predictors of organisational citizenship behaviour. Together they accounted for 40.7% of the total variation in organisational citizenship behaviour. Organisational distinctiveness was the most critical predictor, accounting for 29.6% of the variation. Organisational support and organisational identification have positive relationships with organisational behaviour. Organisational distinctiveness is an important factor in explaining organisational citizenship behaviour in male nurses. This finding provides concrete directions for managers to follow when providing organisational identification, in particular, the organisational distinctiveness will help male nurses to display increasingly more organisational citizenship behaviour. © 2012 John Wiley & Sons Ltd.

  4. POSITIVE LIFE CHANGE AFTER CANCER: THE KEY INGREDIENTS TO FACILITATE IT AND EFFECTS ON WELL-BEING

    Directory of Open Access Journals (Sweden)

    Cristian Ochoa Arnedo

    2017-01-01

    Full Text Available Over the last decades, Positive Psychology (PP has promoted the scientific study of positive life changes in the aftermath of cancer. These have been integrated within negative life changes, based on the same human experience framework. Innovative interventions have been designed, prioritizing the pathways to the reduction of emotional distress and psychopathology in cancer, through the facilitation of positive psychological functioning. These interventions have achieved promising results. A theoretical and integrative review of the PP-related constructs was performed in the relevant databases (PsycINFO, PubMed, Web of Science, Scopus, etc.. These constructs have been linked to positive life changes after cancer and their therapeutic potential. Finally, we provide a summary of a positive psychotherapy program for cancer survivors, indicating the therapeutic strategies that facilitate positive life changes in the aftermath of cancer. Positive life changes after suffering cancer are more the norm than the exception. These changes play an important role in psychosocial adjustment, adherence to cancer treatments, well-being and quality of life. Psychological treatment programs based on PP achieve promising results with cancer. These programs are capable of complementing and improving the outcomes achieved by traditional stress-management programs.

  5. THE PROCESS OF THE FORMATION OF THE QUALITY OF ORGANISATION'S FUNCTIONING AND DEVELOPMENT

    Directory of Open Access Journals (Sweden)

    Wiesław Łukasiński

    2011-09-01

    Full Text Available Demanding surrounding makes it necessary for an organisation to adapt and restructure constantly. Therefore, it is essential for an organisation to acquire competence allowing to use opportunities and avoid dangers which happen, among others, because of changeability of relations between it and people interested. Adaptation to the changes which occur in the spheres mentioned in the following lines constitutes the challenge. The changes refer to the following spheres: economical, technological, international or legal and political. It requires systematic and comprehensive organisation development, which becomes possible due to the use of The Management Model of the Polish Quality Award which is perceived as a tool optimising the quality of functioning and development of an organisation. The use of the model's criteria as a tool supporting development and mistake correction gives a chance to gain competitive predominance of an organisation. This leads to effective and efficient way of conducting self-assessment as well as systematic identification of weak points of an organisation, which, in turn, directs towards the facilitation of pinpointing the direction of its functioning.

  6. Prolonged rote learning produces delayed memory facilitation and metabolic changes in the hippocampus of the ageing human brain

    Directory of Open Access Journals (Sweden)

    Prendergast Julie

    2009-11-01

    Full Text Available Abstract Background Repeated rehearsal is one method by which verbal material may be transferred from short- to long-term memory. We hypothesised that extended engagement of memory structures through prolonged rehearsal would result in enhanced efficacy of recall and also of brain structures implicated in new learning. Twenty-four normal participants aged 55-70 (mean = 60.1 engaged in six weeks of rote learning, during which they learned 500 words per week every week (prose, poetry etc.. An extensive battery of memory tests was administered on three occasions, each six weeks apart. In addition, proton magnetic resonance spectroscopy (1H-MRS was used to measure metabolite levels in seven voxels of interest (VOIs (including hippocampus before and after learning. Results Results indicate a facilitation of new learning that was evident six weeks after rote learning ceased. This facilitation occurred for verbal/episodic material only, and was mirrored by a metabolic change in left posterior hippocampus, specifically an increase in NAA/(Cr+Cho ratio. Conclusion Results suggest that repeated activation of memory structures facilitates anamnesis and may promote neuronal plasticity in the ageing brain, and that compliance is a key factor in such facilitation as the effect was confined to those who engaged fully with the training.

  7. Prolonged rote learning produces delayed memory facilitation and metabolic changes in the hippocampus of the ageing human brain.

    LENUS (Irish Health Repository)

    Roche, Richard Ap

    2009-01-01

    BACKGROUND: Repeated rehearsal is one method by which verbal material may be transferred from short- to long-term memory. We hypothesised that extended engagement of memory structures through prolonged rehearsal would result in enhanced efficacy of recall and also of brain structures implicated in new learning. Twenty-four normal participants aged 55-70 (mean = 60.1) engaged in six weeks of rote learning, during which they learned 500 words per week every week (prose, poetry etc.). An extensive battery of memory tests was administered on three occasions, each six weeks apart. In addition, proton magnetic resonance spectroscopy (1H-MRS) was used to measure metabolite levels in seven voxels of interest (VOIs) (including hippocampus) before and after learning. RESULTS: Results indicate a facilitation of new learning that was evident six weeks after rote learning ceased. This facilitation occurred for verbal\\/episodic material only, and was mirrored by a metabolic change in left posterior hippocampus, specifically an increase in NAA\\/(Cr+Cho) ratio. CONCLUSION: Results suggest that repeated activation of memory structures facilitates anamnesis and may promote neuronal plasticity in the ageing brain, and that compliance is a key factor in such facilitation as the effect was confined to those who engaged fully with the training.

  8. Learning to listen to the organisational rhetoric of primary health and social care integration.

    Science.gov (United States)

    Warne, T; McAndrew, S; King, M; Holland, K

    2007-11-01

    The sustained modernisation of the UK primary health care service has resulted in individuals and organisations having to develop more integrated ways of working. This has resulted in changes to the structure and functioning of primary care organisations, changes to the traditional workforce, and an increase in scope of primary care practice. These changes have contributed to what for many staff has become a constantly turbulent organisational and practice environment. Data from a three-year project, commissioned by the North West Development Agency is used to explore how staff involved in these changes dealt with this turbulence. Three hundred and fifty staff working within primary care participated in the study. A multimethods approach was used which facilitated an iterative analysis and data collection process. Thematic analysis revealed a high degree of congruence between the perceptions of all staff groups with evidence of a generally well-articulated, but often rhetorical view of the organisational and professional factors involved in how these changes were experienced. This rhetoric was used by individuals as a way of containing both the good and bad elements of their experience. This paper discusses how these defense mechanisms need to be recognised and understood by managers so that a more supportive organisational culture is developed.

  9. Whole-system change: case study of factors facilitating early implementation of a primary health care reform in a South African province.

    Science.gov (United States)

    Schneider, Helen; English, Rene; Tabana, Hanani; Padayachee, Thesandree; Orgill, Marsha

    2014-11-29

    Whole-system interventions are those that entail system wide changes in goals, service delivery arrangements and relationships between actors, requiring approaches to implementation that go beyond projects or programmes. Drawing on concepts from complexity theory, this paper describes the catalysts to implementation of a whole-system intervention in the North West Province of South Africa. This province was an early adopter of a national primary health care (PHC) strategy that included the establishment of PHC outreach teams based on generalist community health workers. We interviewed a cross section of provincial actors, from senior to frontline, observed processes and reviewed secondary data, to construct a descriptive-explanatory case study of early implementation of the PHC outreach team strategy and the factors facilitating this in the province. Implementation of the PHC outreach team strategy was characterised by the following features: 1) A favourable provincial context of a well established district and sub-district health system and long standing values in support of PHC; 2) The forging of a collective vision for the new strategy that built on prior history and values and that led to distributed leadership and ownership of the new policy; 3) An implementation strategy that ensured alignment of systems (information, human resources) and appropriate sequencing of activities (planning, training, piloting, household campaigns); 4) The privileging of 'community dialogues' and local manager participation in the early phases; 5) The establishment of special implementation structures: a PHC Task Team (chaired by a senior provincial manager) to enable feedback and ensure accountability, and an NGO partnership that provided flexible support for implementation. These features resonate with the deliberative, multi-level and context sensitive approaches described as the "simple rules" of successful PHC system change in other settings. Although implementation was not

  10. How can schools build learning organisations in difficult education ...

    African Journals Online (AJOL)

    This study contributes to the understanding of theories on learning organisations from the experiences of these teachers working in disadvantaged townships schools. Keywords: change; collaboration; collective intelligence; continuous learning; effective teaching; knowledge management; learning organisation; shared ...

  11. Soil conditions drive changes in a key leaf functional trait through environmental filtering and facilitative interactions

    Science.gov (United States)

    Molina-Venegas, Rafael; Aparicio, Abelardo; Lavergne, Sébastien; Arroyo, Juan

    2018-01-01

    Non-random patterns in the functional structure of communities are often interpreted as evidence for different forces governing their assemblage. However, community assembly processes may act antagonistically, countering each other's signatures on the functional structure of communities, which may lead to spurious inferences on the underlying mechanisms. To illustrate this issue, we assessed the joint effects of environmental filtering and facilitative interactions on a key leaf functional trait (i.e. specific leaf area, SLA) in Mediterranean dwarf-shrub communities, using a two-scale sampling approach. Specifically, we analyzed differences in community-weighted mean SLA values (CWM-SLA) between communities (community-scale) and between guilds within communities (guild-scale, i.e. individuals sampled in understorey, overstorey and open-ground conditions) across contrasted soil environments and elevational gradients. We found that communities on harsh edaphic conditions (i.e. dolomite habitats) showed significantly lower CWM-SLA values than communities on more fertile habitats. In contrast, elevation was a poor predictor of differences in CWM-SLA between the communities. This suggests that environmental filtering may influence leaf trait variation along soil gradients irrespective of elevation. On the other hand, communities on dolomite habitats showed strong differences in CWM-SLA between understorey (higher CWM-SLA) and either open-ground and overstorey guilds (lower CWM-SLA), whereas communities on more fertile soils showed no differences between the guilds. The strong differences in CWM-SLA between understorey and non-understorey guilds in dolomite communities suggest that facilitative interactions may be particularly at stake under stressful edaphic conditions, thus partially mitigating the effect of environmental filtering (i.e. low SLA values) on communities growing in harsh soils.

  12. Organisational IT managed from the shop floor

    DEFF Research Database (Denmark)

    Bolmsten, Johan; Dittrich, Yvonne

    2015-01-01

    Modern organisations need to be able to adjust to changes in the environment, changes which are ever more rapid, and in doing so capitalise on the creativity and innovations of their employees. As suggested by Boulus-Rødje and Bjørn (Chap. 14), information technology (IT) applications today...... are likely to take the form of complex, integrated infrastructures, supporting collaboration within and across organisations. This places requirements on the IT infrastructure. As the work practices within an organisation change, the supporting infrastructure also needs to evolve....

  13. Facilitating Students' Conceptual Change and Scientific Reasoning Involving the Unit of Combustion

    Science.gov (United States)

    Lee, Chin-Quen; She, Hsiao-Ching

    2010-01-01

    This article reports research from a 3 year digital learning project to unite conceptual change and scientific reasoning in the learning unit of combustion. One group of students had completed the course combining conceptual change and scientific reasoning. The other group of students received conventional instruction. In addition to the…

  14. Turkish education in Cyprus since 1974. An outline of some of the changes in curriculum organisation and the professional standing of teachers

    Science.gov (United States)

    Crellin, C. T.

    1981-09-01

    The setting up of the `Turkish Federated State of Cyprus' (TFSC) in the north of Cyprus and the settlement of several thousand mainland Turks to assist the ailing economy and the international isolation of the minority Turkish community, have affected teaching and development in the schools of that community. At the same time, the sense of security and independence has encouraged the authorities to shift the emphasis from isolated single teacher village schools to larger units, but this has not been without resistance from some of the communities concerned. Schooling is seen as a pattern of 6+3+3 years from the age of six, representing elementary, middle and secondary high school. In the secondary field proposals have been put forward to offer a curriculum and organisation more appropriate to the developing needs of the small community. However, the dependent economy, the democratic ideals of which the community is very conscious, and the conflicting influence of Western and Islamic traditions render progress here fraught with difficulty. Similarly, the moves towards a Turkish-Cypriot based, rather than a Turkish based, curriculum in the elementary schools can move only very slowly in a situation where there is some resentment of the mainland Turkish presence yet political dependence upon it. In the absence of higher education on the island, and with an impoverished teacher training college in Kyrenia, the obvious destination for the island's students is mainland Turkey. The radical elementary teachers' union is particularly critical of Turkish nationalist sentiment. Teachers in general have good conditions of service but have both the benefits and drawbacks of close association with government officials in the small community. The teacher's role is changing not only now that the fighting has ceased but also as moves towards larger units are undertaken. Clearly, if progress is to be made, there is need for the involvement of commonwealth or other international

  15. Understanding and changing human behaviour--antibiotic mainstreaming as an approach to facilitate modification of provider and consumer behaviour.

    Science.gov (United States)

    Stålsby Lundborg, Cecilia; Tamhankar, Ashok J

    2014-05-01

    This paper addresses: 1) Situations where human behaviour is involved in relation to antibiotics, focusing on providers and consumers; 2) Theories about human behaviour and factors influencing behaviour in relation to antibiotics; 3) How behaviour in relation to antibiotics can change; and, 4) Antibiotic mainstreaming as an approach to facilitate changes in human behaviour as regards antibiotics. Influencing human behaviour in relation to antibiotics is a complex process which includes factors like knowledge, attitudes, social norms, socio-economic conditions, peer pressure, experiences, and bio-physical and socio-behavioural environment. Further, key concepts are often perceived in different ways by different individuals. While designing and implementing projects or programmes for behavioural change with respect to antibiotics for professionals or consumers it is helpful to consider theories or models of behaviour change, e.g. the 'stages of change model', including pre-contemplation, contemplation, preparation, action, and maintenance. People in different stages of change are susceptible to different behaviour modification strategies. Application of marketing principles to 'global good', so-called 'social marketing', to improve 'welfare of the individual and society' is gaining increased attention in public health. In conclusion, just providing correct knowledge is not sufficient although it is a pre-requisite for behaviour modification in the desired direction. We can never change the behaviour of any other human, but we can facilitate for others to change their own behaviour. One possibility is to implement 'antibiotic mainstreaming' as a potentially effective way for behaviour modification, i.e. to address consequences for maintaining effective antibiotics in all activities and decisions in society.

  16. Organisational intelligence and distributed AI

    OpenAIRE

    Kirn, Stefan

    1995-01-01

    The analysis of this chapter starts from organisational theory, and from this it draws conclusions for the design, and possible organisational applications, of Distributed AI systems. We first review how the concept of organisations has emerged from non-organised black-box entities to so-called computerised organisations. Within this context, organisational researchers have started to redesign their models of intelligent organisations with respect to the availability of advanced computing tec...

  17. How Multilevel Societal Learning Processes Facilitate Transformative Change: A Comparative Case Study Analysis on Flood Management

    Directory of Open Access Journals (Sweden)

    Claudia Pahl-Wostl

    2013-12-01

    Full Text Available Sustainable resources management requires a major transformation of existing resource governance and management systems. These have evolved over a long time under an unsustainable management paradigm, e.g., the transformation from the traditionally prevailing technocratic flood protection toward the holistic integrated flood management approach. We analyzed such transformative changes using three case studies in Europe with a long history of severe flooding: the Hungarian Tisza and the German and Dutch Rhine. A framework based on societal learning and on an evolutionary understanding of societal change was applied to identify drivers and barriers for change. Results confirmed the importance of informal learning and actor networks and their connection to formal policy processes. Enhancing a society's capacity to adapt is a long-term process that evolves over decades, and in this case, was punctuated by disastrous flood events that promoted windows of opportunity for change.

  18. Changes in muscle strength in elderly women after proprioceptive neuromuscular facilitation based training

    Directory of Open Access Journals (Sweden)

    Edivã Bernardo da Silva

    Full Text Available Introduction Proprioceptive neuromuscular facilitation (PNF can be used to improve the quality of life of both healthy and diseased subjects, including the elderly, who suffer muscular weakness due to aging, leading to an impairment in functional capacity. Objective Verify the effectiveness of PNF as a tool for functional conditioning. Materials and methods We evaluated a total of ten elderly women aged 60–70 years, clinically healthy and physically active. They had the force of motion of hip flexion with knee extension analyzed by an analog dynamometer. They were then randomly and equally divided into experimental (EG and control group (CG. The GC was instructed to continue with their normal activities while the GE held 15 training sessions in the lower limb (LL based on the diagonal D1 and D2. Finally, a new collection wrench the two groups was performed and the data compared. Results There was a significant increase in the average strength of GE, on the order of 31% (p 0.05. Discussion : The results confirm that the FNP through initial work of readjustment and proprioceptive neuromuscular activation, and after that, conditioning of the muscle fibers (mainly resistive is capable of amplifying the force developed by the muscle. Conclusion The PNF was effective as training to gain muscle strength, should be better analyzed as a tool fitness, not to cause health risks, have low cost and easy application.

  19. Job change facilitates healing in a cohort of patients with occupational hand eczema

    DEFF Research Database (Denmark)

    Carøe, T. K.; Ebbehøj, N. E.; Bonde, J. P. E.

    2017-01-01

    who were not. METHODS: The study is a register-based cohort study including patients with recognised occupational hand eczema in Denmark in 2010 and 2011. Outcomes were eczema related parameters and Dermatology Life Quality Index (DLQI) obtained from a follow-up questionnaire after 5 years. RESULTS...... on HR-QoL, indicated by increased DLQI. Change of work procedures while staying in the same profession positively influenced improvement, with no marked influence on HR-QoL, and should be considered as an alternative to job change. This article is protected by copyright. All rights reserved....

  20. "Expectations to Change" ((E2C): A Participatory Method for Facilitating Stakeholder Engagement with Evaluation Findings

    Science.gov (United States)

    Adams, Adrienne E.; Nnawulezi, Nkiru A.; Vandenberg, Lela

    2015-01-01

    From a utilization-focused evaluation perspective, the success of an evaluation is rooted in the extent to which the evaluation was used by stakeholders. This paper details the "Expectations to Change" (E2C) process, an interactive, workshop-based method designed to engage primary users with their evaluation findings as a means of…

  1. A Temporal Same-Object Advantage in the Tunnel Effect: Facilitated Change Detection for Persisting Objects

    Science.gov (United States)

    Flombaum, Jonathan I.; Scholl, Brian J.

    2006-01-01

    Meaningful visual experience requires computations that identify objects as the same persisting individuals over time, motion, occlusion, and featural change. This article explores these computations in the tunnel effect: When an object moves behind an occluder, and then an object later emerges following a consistent trajectory, observers…

  2. Group Model-Building To Facilitate Organizational Change: An Exploratory Study

    NARCIS (Netherlands)

    Vennix, J.A.M.; Akkermans, H.A.; Rouwette, E.A.J.A.

    1996-01-01

    An important objective of most system dynamics modeling projects is to support strategic decision making. This paper describes a (qualitative) modeling project where the primary goal was to establish consensus regarding the problem situation and commitment to the action necessary for change. The

  3. Use of Task-Value Instructional Inductions for Facilitating Engagement and Conceptual Change

    Science.gov (United States)

    Johnson, Marcus Lee; Sinatra, Gale M.

    2013-01-01

    This study explored the relationship between task values, engagement, and conceptual change. One hundred and sixty-six under graduate students were randomly assigned to one of three task value instructional inductions (utility, attainment, and control) to determine whether induced task values would result in different degrees of engagement and…

  4. An Adolescent Nutrition Learning Model to Facilitate Behavior Change in Overweight Teens

    Science.gov (United States)

    Young, Kimberly J.; Ramsay, Samantha A.; Holyoke, Laura B.

    2016-01-01

    Understanding the process by which adolescents learn about nutrition is necessary for developing tailored education that leads to sustainable behavior change. Teens aged 15-17 participating in an obesity prevention program were interviewed. From the data, three themes emerged and informed development of an adolescent nutrition learning model. The…

  5. Why are organisations that provide healthcare services fuzzy?

    Science.gov (United States)

    Hempe, Eva-Maria

    2013-01-01

    Healthcare organisations are an enigma to many people inand outside the service. Organisational fuzziness is a common state, characterised by a lack of clarity, lack of awareness, lack of organisational knowledge, and the reliance on practice and custom instead of transparency. The objective of this study was to obtain a better understanding of what causes this fuzziness and provide an actionable description of fuzzy organisations. Such a description is essential to managing and preventing organisational fuzziness. We used a longitudinal case study in an integrated healthand social care organisation to obtain a thorough understanding of how the organisation functions. These indepth insights allowed the identification of three generators of fuzziness. We found that the three main generators of organisational fuzziness are change, informal organisation and complexity. Organisational fuzziness is thus partly due to the inherent complexities of human systems. However, also continuous change and the inability of the system to adapt its formal structures resulted in structures deteriorating or no longer being appropriate. Existing approaches to explain unclear or absent structures in healthcare organisations by describing these organisations as complex adaptive systems (CAS) are too simplistic. While aspects relating to people and their interactions are indeed complex, fuzziness of structural aspects are often the result of continuous change and insufficient organisational capacity to adapt to it.

  6. Learning facilitating leadership

    DEFF Research Database (Denmark)

    Rasmussen, Lauge Baungaard; Hansen, Mette Sanne

    2016-01-01

    deployed for this paper is empirical and conceptual. A specific facilitation project carried out by six international engineering students is presented. The importance of combining cognitive, emotional and synergistic skills is highlighted on the basis of this example, the authors’ extensive experience......This paper explains how engineering students at a Danish university acquired the necessary skills to become emergent facilitators of organisational development. The implications of this approach are discussed and related to relevant viewpoints and findings in the literature. The methodology...... in teaching facilitation and the literature. These types of skills are most effectively acquired by combining conceptual lectures, classroom exercises and the facilitation of groups in a real-life context. The paper also reflects certain ‘shadow sides’ related to facilitation observed by the students...

  7. Prolonged Sitting Time: Barriers, Facilitators and Views on Change among Primary Healthcare Patients Who Are Overweight or Moderately Obese.

    Science.gov (United States)

    Martínez-Ramos, Elena; Martín-Borràs, Carme; Trujillo, José-Manuel; Giné-Garriga, Maria; Martín-Cantera, Carlos; Solà-Gonfaus, Mercè; Castillo-Ramos, Eva; Pujol-Ribera, Enriqueta; Rodríguez, Dolors; Puigdomenech, Elisa; Beltran, Angela-Maria; Serra-Paya, Noemi; Gascón-Catalán, Ana; Puig-Ribera, Anna

    2015-01-01

    Prolonged sitting time has negative consequences on health, although the population is not well aware of these harmful effects. We explored opinions expressed by primary care patients diagnosed as overweight or moderately obese concerning their time spent sitting, willingness to change, and barriers, facilitators, goals and expectations related to limiting this behaviour. A descriptive-interpretive qualitative study was carried out at three healthcare centres in Barcelona, Spain, and included 23 patients with overweight or moderate obesity, aged 25 to 65 years, who reported sitting for at least 6 hours a day. Exclusion criteria were inability to sit down or stand up from a chair without help and language barriers that precluded interview participation. Ten in-depth, semi-structured interviews (5 group, 5 individual) were audio recorded from January to July 2012 and transcribed. The interview script included questions about time spent sitting, willingness to change, barriers and facilitators, and the prospect of assistance from primary healthcare professionals. An analysis of thematic content was made using ATLAS.Ti and triangulation of analysts. The most frequent sedentary activities were computer use, watching television, and motorized journeys. There was a lack of awareness of the amount of time spent sitting and its negative consequences on health. Barriers to reducing sedentary time included work and family routines, lack of time and willpower, age and sociocultural limitations. Facilitators identified were sociocultural change, free time and active work, and family surroundings. Participants recognized the abilities of health professionals to provide help and advice, and reported a preference for patient-centred or group interventions. Findings from this study have implications for reducing sedentary behaviour. Patient insights were used to design an intervention to reduce sitting time within the frame of the SEDESTACTIV clinical trial.

  8. Prolonged Sitting Time: Barriers, Facilitators and Views on Change among Primary Healthcare Patients Who Are Overweight or Moderately Obese.

    Directory of Open Access Journals (Sweden)

    Elena Martínez-Ramos

    Full Text Available Prolonged sitting time has negative consequences on health, although the population is not well aware of these harmful effects. We explored opinions expressed by primary care patients diagnosed as overweight or moderately obese concerning their time spent sitting, willingness to change, and barriers, facilitators, goals and expectations related to limiting this behaviour.A descriptive-interpretive qualitative study was carried out at three healthcare centres in Barcelona, Spain, and included 23 patients with overweight or moderate obesity, aged 25 to 65 years, who reported sitting for at least 6 hours a day. Exclusion criteria were inability to sit down or stand up from a chair without help and language barriers that precluded interview participation. Ten in-depth, semi-structured interviews (5 group, 5 individual were audio recorded from January to July 2012 and transcribed. The interview script included questions about time spent sitting, willingness to change, barriers and facilitators, and the prospect of assistance from primary healthcare professionals. An analysis of thematic content was made using ATLAS.Ti and triangulation of analysts.The most frequent sedentary activities were computer use, watching television, and motorized journeys. There was a lack of awareness of the amount of time spent sitting and its negative consequences on health. Barriers to reducing sedentary time included work and family routines, lack of time and willpower, age and sociocultural limitations. Facilitators identified were sociocultural change, free time and active work, and family surroundings. Participants recognized the abilities of health professionals to provide help and advice, and reported a preference for patient-centred or group interventions.Findings from this study have implications for reducing sedentary behaviour. Patient insights were used to design an intervention to reduce sitting time within the frame of the SEDESTACTIV clinical trial.

  9. Improving Functional Area 50, The Army's Force Managers (Facilitating the Management of Change at the Speed of Change)

    National Research Council Canada - National Science Library

    Barham, Charles

    2003-01-01

    ... be prepared to manage that change. Officers serving in Functional Area 50 will play a key role in transforming the Army. They must prepare now to do that job well, and they must be fully supported.

  10. Organisational skills and tools.

    Science.gov (United States)

    Wicker, Paul

    2009-04-01

    While this article mainly applies to practitioners who have responsibilities for leading teams or supervising practitioners, many of the skills and tools described here may also apply to students or junior practitioners. The purpose of this article is to highlight some of the main points about organisation, some of the organisational skills and tools that are available, and some examples of how these skills and tools can be used to make practitioners more effective at organising their workload. It is important to realise that organising work and doing work are two completely different things and shouldn't be mixed up. For example, it would be very difficult to start organising work in the middle of a busy operating list: the organisation of the work must come before the work starts and therefore preparation is often an important first step in organising work. As such, some of the tools and skills described in this article may need to be used hours or even days prior to the actual work taking place.

  11. Barriers and Facilitators to Healthy Lifestyle Changes in Minority Ethnic Populations in the UK: a Narrative Review.

    Science.gov (United States)

    Patel, Naina; Ferrer, Harriet Batista; Tyrer, Freya; Wray, Paula; Farooqi, Azhar; Davies, Melanie J; Khunti, Kamlesh

    2017-12-01

    Minority ethnic populations experience a disproportionate burden of health inequalities compared with the rest of the population, including an increased risk of type 2 diabetes (T2DM). The purpose of this narrative review was to explore knowledge and attitudes around diabetes, physical activity and diet and identify barriers and facilitators to healthy lifestyle changes in minority ethnic populations in the UK. The narrative review focused on three key research topics in relation to barriers and facilitators to healthy lifestyle changes in minority adult ethnic populations: (i) knowledge and attitudes about diabetes risk; (ii) current behaviours and knowledge about physical activity and diet; and (iii) barriers and facilitators to living a healthier lifestyle. Nearly all of the studies that we identified reported on South Asian minority ethnic populations; we found very few studies on other minority ethnic populations. Among South Asian communities, there was generally a good understanding of diabetes and its associated risk factors. However, knowledge about the levels of physical activity required to gain health benefits was relatively poor and eating patterns varied. Barriers to healthy lifestyle changes identified included language barriers, prioritising work over physical activity to provide for the family, cultural barriers with regard to serving and eating traditional food, different perceptions of a healthy body weight and fear of racial harassment or abuse when exercising. Additional barriers for South Asian women included expectations to remain in the home, fear for personal safety, lack of same gender venues and concerns over the acceptability of wearing 'western' exercise clothing. Facilitators included concern that weight gain might compromise family/carer responsibilities, desire to be healthy, T2DM diagnosis and exercise classes held in 'safe' environments such as places of worship. Our findings suggest that South Asian communities are less likely to

  12. Facilitating Lewin's change model with collaborative evaluation in promoting evidence based practices of health professionals.

    Science.gov (United States)

    Manchester, Julianne; Gray-Miceli, Deanna L; Metcalf, Judith A; Paolini, Charlotte A; Napier, Anne H; Coogle, Constance L; Owens, Myra G

    2014-12-01

    Evidence based practices (EBPs) in clinical settings interact with and adapt to host organizational characteristics. The contextual factors themselves, surrounding health professions' practices, also adapt as practices become sustained. The authors assert the need for better planning models toward these contextual factors, the influence of which undergird a well-documented science to practice gap in literature on EBPs. The mechanism for EBP planners to anticipate contextual effects as programs Unfreeze their host settings, create Movement, and become Refrozen (Lewin, 1951) is present in Lewin's 3-step change model. Planning for contextual change appears equally important as planning for the actual practice outcomes among providers and patients. Two case studies from a Geriatric Education Center network will illustrate the synthesis of Lewin's three steps with collaborative evaluation principles. The use of the model may become an important tool for continuing education evaluators or organizations beginning a journey toward EBP demonstration projects in clinical settings. Copyright © 2014 Elsevier Ltd. All rights reserved.

  13. Cemeteries - organisation, management and innovation

    DEFF Research Database (Denmark)

    Kjøller, Christian Philip

    Through the use of qualitative methods and various theoretical perspectives the implementation of maintenance specifications for Danish cemeteries is analysed and in parallel the cemeteries are described and characterised. Cemeteries and their management is complex due to the duality of the service...... and due to frequent ad hoc approaches. The new tool represents a divergent change of current practices, and implementation is subsequently ambiguous, with adaptations of both tool and organisations. The tool is however addressing aspects of emerging challenges in the field of cemetery administrations...... and thus likely to be part of future innovation and learning processes. Study findings contribute to the field of Danish cemeteries, as well as the knowledge base on cemeteries, public green spaces and of organisational change....

  14. Involvement of the visual change detection process in facilitating perceptual alternation in the bistable image.

    Science.gov (United States)

    Urakawa, Tomokazu; Bunya, Mao; Araki, Osamu

    2017-08-01

    A bistable image induces one of two perceptual alternatives. When the bistable visual image is continuously viewed, the percept of the image alternates from one possible percept to the other. Perceptual alternation was previously reported to be induced by an exogenous perturbation in the bistable image, and this perturbation was theoretically interpreted to cause neural noise, prompting a transition between two stable perceptual states. However, little is known experimentally about the visual processing of exogenously driven perceptual alternation. Based on the findings of a previous behavioral study (Urakawa et al. in Perception 45:474-482, 2016), the present study hypothesized that the automatic visual change detection process, which is relevant to the detection of a visual change in a sequence of visual events, has an enhancing effect on the induction of perceptual alternation, similar to neural noise. In order to clarify this issue, we developed a novel experimental paradigm in which visual mismatch negativity (vMMN), an electroencephalographic brain response that reflects visual change detection, was evoked while participants continuously viewed the bistable image. In terms of inter-individual differences in neural and behavioral data, we found that enhancements in the peak amplitude of vMMN1, early vMMN at a latency of approximately 150 ms, correlated with increases in the proportion of perceptual alternation across participants. Our results indicate the involvement of automatic visual change detection in the induction of perceptual alternation, similar to neural noise, thereby providing a deeper insight into the neural mechanisms underlying exogenously driven perceptual alternation in the bistable image.

  15. Climate change impacts on tree ranges: model intercomparison facilitates understanding and quantification of uncertainty.

    Science.gov (United States)

    Cheaib, Alissar; Badeau, Vincent; Boe, Julien; Chuine, Isabelle; Delire, Christine; Dufrêne, Eric; François, Christophe; Gritti, Emmanuel S; Legay, Myriam; Pagé, Christian; Thuiller, Wilfried; Viovy, Nicolas; Leadley, Paul

    2012-06-01

    Model-based projections of shifts in tree species range due to climate change are becoming an important decision support tool for forest management. However, poorly evaluated sources of uncertainty require more scrutiny before relying heavily on models for decision-making. We evaluated uncertainty arising from differences in model formulations of tree response to climate change based on a rigorous intercomparison of projections of tree distributions in France. We compared eight models ranging from niche-based to process-based models. On average, models project large range contractions of temperate tree species in lowlands due to climate change. There was substantial disagreement between models for temperate broadleaf deciduous tree species, but differences in the capacity of models to account for rising CO(2) impacts explained much of the disagreement. There was good quantitative agreement among models concerning the range contractions for Scots pine. For the dominant Mediterranean tree species, Holm oak, all models foresee substantial range expansion. © 2012 Blackwell Publishing Ltd/CNRS.

  16. Researching enterprises between organisation and organising

    OpenAIRE

    Elkjær, Bente; Brandi, Ulrik

    2010-01-01

    RESEARCHING ENTERPRISES BETWEEN ORGANISATION AND ORGANISINGUlrik Brandi & Bente Elkjaer, Department of Learning, University of Aarhus, Danish School of Education, Tuborgvej 164, 2400 Copenhagen NV, DenmarkShort paper submission to the 26th European Group of Organization Studies Colloquium, Waves of Globalization: Repetition and difference in organizing over time and space. June 30 - July 3 2010, Lisbon, Portugal.Sub-theme 16:  Investigating Organization as Becoming in a World on the Move ...

  17. Strategising through organising

    DEFF Research Database (Denmark)

    Larsen, Mette Vinther

    and sensemaking point of view. It argues that actors’ strategising is closely connected to their organising. Maybe strategising and organising co-constitute each other? It is a perspective that looks at strategy as emergent wayfinding more than planned navigating. In the attempts to make sense...... of and operationalise a strategy, maybe actors do not follow a pre-defined map, but instead figure out the way as they go? Maybe actors go in ways that they relationally believe are the ‘right ones’ and in ways that make sense to them? There are, however, many actors in an organisation and, therefore, also many ways...

  18. Responding to Organisational Misbehaviour

    DEFF Research Database (Denmark)

    Holmgreen, Lise-Lotte

    2018-01-01

    Over the past decades, the seriousness with which organisational crises have developed has, in part, been contingent on public access to social media platforms. Analysing two Danish organisational crises, the article explores whether the conceptual repertoires that underlie public evaluation...... of organisational behaviour are embedded in shared social and cultural practices that allow them to be expressed and shared easily and intuitively. The findings suggest that by drawing on well-established experiential domains in social and cultural life, users in public social media may instantiate frames...

  19. Strategic Orientation and Organisational Culture in Polish Public Organisations: Insights from the Miles and Snow Typology

    Directory of Open Access Journals (Sweden)

    Wronka-Pośpiech Martyna

    2016-05-01

    Full Text Available Polish public organisations are often perceived as having strong bureaucratic orientation, avoiding both change and risk. However, in the last decade a distinct change in the management model of public organisations can be noticed. Public sector becomes an open ground for mergers and partnerships, entrepreneurial leadership, diversified services and commercialization (Golensky and DeRuiter 1999; Zimmerman and Dart, 1998; Pollitt and Bouckaert, 2004; Walker, 2013]. Public organisations embrace these strategies from the for-profit sector in order to manage change and to be effective. Most importantly, public organisations are adopting these frameworks in order to survive the changing operating environment, including changes in the level of government funding. Our paper draws on the Miles and Snow (1978 typology of generic strategies - prospectors, defenders, analysers, and reactors - to identify different organisational strategies within public organisations providing social services in Poland. In order to assess organisational culture we used the most widespread and used in many empirical studies Cameron and Quinn’s model (2003, the Competing Values Framework (CVF, from which four cultures - adhocracy, clan, market and hierarchy - emerge. The choice of these two providers of social services was dictated by our conviction, that these organisations are critical both for the national economy and for mitigating, counteracting and preventing social exclusion.

  20. Facilitating School Change Using the Change Communication Model: The Adoption and Implementation of a New Student Information System

    Science.gov (United States)

    Rutschke, Linda Louise

    2010-01-01

    This study examines how the Change Communication Model can be used to implement a new student information system (SIS) in a school district. The impetus of the study came from government mandates requiring district accountability through data-driven decision making. Data-driven decision making is only possible when student data are collected,…

  1. Organisational mergers: a behavioural perspective on identity management

    NARCIS (Netherlands)

    S.R. Giessner (Steffen)

    2016-01-01

    markdownabstractOrganisational mergers are one of the most extreme forms of organisational change processes. Consequently, they often result in difficulties for employees to adjust to the altered organisational conditions. This is often reflected in low levels of employee identification with the

  2. The relationship between organisational climate and employee satisfaction in a South African information and technology organisation

    Directory of Open Access Journals (Sweden)

    Monia L. Castro

    2010-05-01

    Research purpose: The objective of this study was to explore the relationship between organisational climate and job satisfaction to determine whether employees’ perceptions of the work environment influence their level of job satisfaction. Motivation for the study: Organisations are facing more challenges than ever before. These challenges are not unique to any specific organisation or industry, but affect all organisations.Organisational climate in particular is constantly challenged by changes impacting organisations today. Research design, approach and method: An organisational climate questionnaire was administered to a convenience sample of 696 employees from a population of 1453 employees working in three regions in which the organisation was operational. Confirmatory and exploratory factor analyses were used to investigate the structure of the climate model. Main findings: The revised 12-factor model (after the confirmatory factor analysis fitted the data best and the researchers therefore decided to proceed with the revised 12-factor model (11 dimensions for further analysis. A stepwise regression was conducted and nine dimensions of organisational climate were found to predict job satisfaction. The results indicated a strong positive correlation (r = 0.813, p< 0.01 between organisational climate and the dependent variable of job satisfaction. Practical implications: This study provided support for the view that line managers and human resource practitioners should be aware that different biographical groups have different needs that can influence their job satisfaction levels and different perceptions of the climate within the organisation and that this impacts on their behaviour. Contribution: The findings of this study indicated a positive relationship between organisational climate scores and job satisfaction scores and thus, regardless of how the dimensions are perceived, organisational climate has an influence on job satisfaction.

  3. Organisations in Innovation Systems

    DEFF Research Database (Denmark)

    Borrás, Susana

    Organisations are crucial elements in an innovation system. Yet, their role is so ubiquitous that it is difficult to grasp and to examine from the perspective of public policy. Besides, links between the literature at firm and system levels on the one hand, and public policy and governance studies...... on the other, are still scarce. The purpose of this paper is to define the conceptual background of innovation policy in relation to the role of organisations in general, and entrepreneurship and intrapreneurship in particular. In so doing, this paper aims at making three contributions. Firstly......, it distinguishes between different types of organisations in the innovation system, a crucial topic in understanding innovation dynamics and blurring borders. Secondly, it identifies the organisation-related bottlenecks in the innovation system, and examines the policy instruments to solve them. Thirdly...

  4. Bridging the gap?: the parallel universes of the non-profit and non-governmental organisation research traditions and the changing context of voluntary action

    OpenAIRE

    David Lewis

    1998-01-01

    The first CVO International Working Paper makes a set of general observations about international third sector research and argues that there are currently two ‘parallel universes’ of literature. The first of these is work which focuses on the ‘North’ (on what are often termed ‘non-profit’ or ‘voluntary’ organisations) and the second is work which examines these organisations and their activities in the ‘South’ (where they are generally termed ‘non-governmental organisations’). These two rese...

  5. Containers, facilitators, innovators?

    DEFF Research Database (Denmark)

    Makkonen, Teemu; Merisalo, Maria; Inkinen, Tommi

    2018-01-01

    : are they containers, facilitators or innovators? This is investigated here through empirical material derived from 27 interviews with top departmental management in three Finnish cities (Helsinki, Espoo and Vantaa). The results show that local city governments (LCGs) consider cities as facilitators of innovation...... without the active role of LCGs as innovators. City employees are innovative – the seeming lack of public sector innovation is actually a result of measurement issues that favour (patentable) technological innovations rather than those more common to LCGs, meaning service and organisational types....... Therefore, LCGs can be seen as highly innovative organisations. There are, however, barriers to innovation in the public sector, such as the cost of innovation activity, the lack of incentives for it, and working culture that does not support it. Lastly, the results show that LCGs have not really fully...

  6. Strategy Development in Organisations

    DEFF Research Database (Denmark)

    Sørensen, Lene

    1999-01-01

    There exist certain ambiguities with the converging fields of information technology and organisational strategy development. The term "IT strategy" has evolved and reflects in some respects this confusion. This paper discusses some of the ambiguities and difficulties of the term "IT strategy......" as used in practice and literature. Emphasis is put on how the term is related to the problem, the organisation, the strategy process and the practical way of methodologically developing the strategy. Finally, alternative strategy developing perspectives are presented....

  7. How addiction happens, how change happens, and what social workers need to know to be effective facilitators of change.

    Science.gov (United States)

    Littrell, Jill

    2011-10-26

    During the last two decades, neuroscience research has proliferated examining brain mechanisms that explain why some people are compelled to pursue drugs and alcohol. The findings suggest that addiction is independent of pleasure, and that drug seeking can be triggered outside of conscious awareness (Berridge, Robinson, & Aldridge, 2009; Goldstein et al., 2009; Kalivas, Volkow, & Seamans, 2005). The observations and conclusions from this research can be used to advantage in treating addiction. The use of social psychological principles, in the context of motivational interviewing, offers a platform for taking advantage of these new insights. After a brief sketch of the latest understanding of the physiological forces operating in addiction, the author examines those ways to interact with substance dependent clients that promote change without provoking resistance in this article. Action plans are later described that can supplant automatic, addiction-induced behaviors (Gollwitzer, Fujita, & Oettingen, 2004). Mechanisms such as building coping skills are discussed, that help in maintaining new behaviors. Some of these mechanisms are efficacious because they bolster the brain's self-regulatory capacity (Baumeister, Vohs, & Tice, 2007; Littrell, 2010). Thus, for every step in the change process, from resistance to change maintenance, validated guidelines for altering the outcome from addiction will be provided.

  8. Facilitating long-term changes in student approaches to learning science.

    Science.gov (United States)

    Buchwitz, Brian J; Beyer, Catharine H; Peterson, Jon E; Pitre, Emile; Lalic, Nevena; Sampson, Paul D; Wakimoto, Barbara T

    2012-01-01

    Undergraduates entering science curricula differ greatly in individual starting points and learning needs. The fast pace, high enrollment, and high stakes of introductory science courses, however, limit students' opportunities to self-assess and modify learning strategies. The University of Washington's Biology Fellows Program (BFP) intervenes through a 20-session, premajors course that introduces students to the rigor expected of bioscience majors and assists their development as science learners. This study uses quantitative and qualitative approaches to assess whether the 2007-2009 BFP achieved its desired short- and long-term impacts on student learning. Adjusting for differences in students' high school grade point average and Scholastic Aptitude Test scores, we found that participation in the BFP was associated with higher grades in two subsequent gateway biology courses, across multiple quarters and instructors. Two to 4 yr after participating in the program, students attributed changes in how they approached learning science to BFP participation. They reported having learned to "think like a scientist" and to value active-learning strategies and learning communities. In addition, they reported having developed a sense of belonging in bioscience communities. The achievement of long-term impacts for a short-term instructional investment suggests a practical means to prepare diverse students for the rigors of science curricula.

  9. Communication in third sector organisations

    Directory of Open Access Journals (Sweden)

    Patricia Durán-Bravo, M.A.

    2010-01-01

    Full Text Available Third sector organisations favour the social development due to their capacity to produce human and social capital in society (Putman, 2001. In order to achieve social welfare third sector organisations need to produce a positive change in the relations among individuals, groups and institutions in a society. The expectations about the third sector organisations’ transparency and capacity to tackle social problems are increasing worldwide. In Mexico, this problematic is more complex because there is a low level of professionalism, transparency, accountability and participation culture in the organized civil society (ITAM, 2010. The development of the organized civil society in Mexico will depend to a great extent on its capacity to communicate its values to society and achieve a cultural and social change. Therefore, the third sector organisations must adopt strategic initiatives to reinforce their credibility and reputation, because the public and private donors are increasingly more demanding in their criteria to grant resources to social projects; and because the Mexican society has a low participation level and faces increasingly more complex social problems.

  10. Dancing together and separate again: gymnosperms exhibit frequent changes of fundamental 5S and 35S rRNA gene (rDNA) organisation

    Czech Academy of Sciences Publication Activity Database

    Garcia, S.; Kovařík, Aleš

    2013-01-01

    Roč. 111, č. 1 (2013), s. 23-33 ISSN 0018-067X R&D Projects: GA ČR(CZ) GA13-10057S; GA ČR GBP501/12/G090 Institutional support: RVO:68081707 Keywords : rRNA gene organisation * intergenic spacer * Ginkgo Subject RIV: BO - Biophysics Impact factor: 3.804, year: 2013

  11. Understanding bullying in healthcare organisations.

    Science.gov (United States)

    Allen, Belinda

    2015-12-02

    Bullying is a pervasive problem in healthcare organisations. Inquiries and reports on patient care and poor practice in the NHS have emphasised the substantial negative effects this behaviour may have on patient care. If bullying is to be addressed, it is crucial we develop clarity about what behaviours constitute bullying and how these behaviours differ from other negative behaviours in the workplace. It is important that we recognise the extent of the problem; statistics on the prevalence of bullying are likely to be an underestimate because of under-reporting of bullying. Effective interventions may only be designed and implemented if there is knowledge about what precipitates bullying and the magnitude of the changes required in organisations to tackle bullying. Individuals should also be aware of the options that are available to them should they be the target of bullying behaviour and what they should do if they witness bullying in their workplace.

  12. Barriers and Facilitators for Health Behavior Change among Adults from Multi-Problem Households: A Qualitative Study

    Directory of Open Access Journals (Sweden)

    Gera E. Nagelhout

    2017-10-01

    Full Text Available Multi-problem households are households with problems on more than one of the following core problem areas: socio-economic problems, psycho-social problems, and problems related to child care. The aim of this study was to examine barriers and facilitators for health behavior change among adults from multi-problem households, as well as to identify ideas for a health promotion program. A qualitative study involving 25 semi-structured interviews was conducted among Dutch adults who received intensive family home care for multi-problem households. Results were discussed with eight social workers in a focus group interview. Data were analyzed using the Framework Method. The results revealed that the main reason for not engaging in sports were the costs. Physical activity was facilitated by physically active (transport to work and by dog ownership. Respondents who received a food bank package reported this as a barrier for healthy eating. Those with medical conditions such as diabetes indicated that this motivated them to eat healthily. Smokers and former smokers reported that stress was a major barrier for quitting smoking but that medical conditions could motivate them to quit smoking. A reported reason for not using alcohol was having difficult past experiences such as violence and abuse by alcoholics. Mentioned intervention ideas were: something social, an outdoor sports event, cooking classes, a walking group, and children’s activities in nature. Free or cheap activities that include social interaction and reduce stress are in line with the identified barriers and facilitators. Besides these activities, it may be important to influence the target group’s environment by educating social workers and ensuring healthier food bank packages.

  13. Exploring Employee Perceptions of Six Sigma as a Change Management Program in Higher Education

    Science.gov (United States)

    Davis, Monica; Fifolt, Matthew

    2018-01-01

    Change initiatives in higher education are frequently guided by an institutional change management program which provides employees with a framework and set of skills to better understand problems and facilitate change at the organisational level. In this paper, we explore employee perceptions of Six Sigma as a tool for facilitating change at one…

  14. The Impact of Trust on Job Performance in Organisations

    Directory of Open Access Journals (Sweden)

    Ana Nešić

    2016-04-01

    Full Text Available In circumstances governed by consistent change in all aspects of business, trust represents a significant factor in the behavioural patterns of organisations. Of great importance for a successful communication in organisations is understanding the levels of trust among staff, employees and their management, and trust in the organisation itself. Trust is a cohesive and motivating factor in work groups. Also, based on trust are identification and commitment to the organisation, as well as the relationships of employees. In successful organisations special attention is given to the problems of trust and mistrust. This work considers different theoretical concepts of how trust is created and maintained in organisations, different dimensions of organisational trust, as well as the effects of trust in organisational performance.

  15. Managing workplace stress in community pharmacy organisations: lessons from a review of the wider stress management and prevention literature.

    Science.gov (United States)

    Jacobs, Sally; Johnson, Sheena; Hassell, Karen

    2018-02-01

    Workplace stress in community pharmacy is increasing internationally due, in part, to pharmacists' expanding roles and escalating workloads. Whilst the business case for preventing and managing workplace stress by employers is strong, there is little evidence for the effectiveness of organisational stress management interventions in community pharmacy settings. To identify and synthesise existing evidence for the effectiveness of organisational solutions to workplace stress from the wider organisational literature which may be adaptable to community pharmacies. A secondary synthesis of existing reviews. Publications were identified through keyword searches of electronic databases and the internet; inclusion and exclusion criteria were applied; data about setting, intervention, method of evaluation, effectiveness and conclusions (including factors for success) were extracted and synthesised. Eighteen reviews of the stress management and prevention literature were identified. A comprehensive list of organisational interventions to prevent or manage workplace stress, ordered by prevalence of evidence of effectiveness, was produced, together with an ordered list of the benefits both to the individual and employing organisation. An evidence-based model of best practice was derived specifying eight factors for success: top management support, context-specific interventions, combined organisational and individual interventions, a participative approach, clearly delineated tasks and responsibilities, buy-in from middle management, change agents as facilitators and change in organisational culture. This literature review provides community pharmacy organisations with evidence from which to develop effective and successful stress management strategies to support pharmacists and pharmacy staff. Well-designed trials of stress management interventions in community pharmacy organisations are still required. © 2017 Royal Pharmaceutical Society.

  16. A Model of Project and Organisational Dynamics

    OpenAIRE

    Jenny Leonard

    2012-01-01

    The strategic, transformational nature of many information systems projects is now widely understood. Large-scale implementations of systems are known to require significant management of organisational change in order to be successful. Moreover, projects are rarely executed in isolation – most organisations have a large programme of projects being implemented at any one time. However, project and value management methodologies provide ad hoc definitions of the relationship between a project ...

  17. Learning Styles and Organisational Development in Practice

    DEFF Research Database (Denmark)

    Brix, Jacob; Lauridsen, Karen M.

    2012-01-01

    Issues of innovation and knowledge management are often treated from an organisational learning perspective. As a complement to this, there is a vast potential in the strategic enhancement of individual learning by implementing learning styles profiles and creating personal learning strategies fo...... in practice by working with the learning styles of individuals and groups/teams.......Issues of innovation and knowledge management are often treated from an organisational learning perspective. As a complement to this, there is a vast potential in the strategic enhancement of individual learning by implementing learning styles profiles and creating personal learning strategies...... for management and employees in a knowledge based organisation. Based on an action-research case study, we offer an example of how learning styles affects individual learning and thus personal knowledge creation in practice. The paper argues that innovation and knowledge management is enhanced and facilitated...

  18. Moving forward on facilitation research : Response to changing environments and effects on the diversity, functioning and evolution of plant communities

    NARCIS (Netherlands)

    Soliveres, Santiago; Smit, Christian; Maestre, Fernando T

    Once seen as anomalous, facilitative interactions among plants and their importance for community structure and functioning are now widely recognized. The growing body of modelling, descriptive and experimental studies on facilitation covers a wide variety of terrestrial and aquatic systems

  19. Use of environmental change strategies to facilitate sodium reduction: a case study in a rural California school district.

    Science.gov (United States)

    Taylor, Stephanie; Tibbett, Theresa; Patel, Deesha; Bishop, Ereka

    2014-01-01

    Excess sodium consumption increases the risk for hypertension, which is a leading risk factor for cardiovascular disease. For children and teenagers, school meals are a significant source of sodium consumption. To describe the environmental change strategies that were implemented to reduce sodium in the school meals of a rural California school district. Descriptions of the environmental strategies, with an emphasis on staff training and infrastructure improvements. School district of approximately two thousand 9th- to 12th-grade students in rural, northern California. School administration and food service staff at the 5 high schools in Anderson Union High School District. Shasta County Public Health partnered with Anderson Union High School District to (1) facilitate changes to meal preparation practices, (2) improve cafeteria infrastructure, and (3) provide training and technical assistance to improve procurement strategies. Environmental strategies to reduce sodium in school meals were implemented in 2011. Anderson Union High School District has continued to successfully implement scratch cooking and improve procurement strategies to reduce sodium in school meals. Using an approach that includes environmental change strategies can lead to sodium reduction in a school setting.

  20. Organised Cultural Encounters

    DEFF Research Database (Denmark)

    Christiansen, Lene Bull; Galal, Lise Paulsen; Hvenegård-Lassen, Kirsten

    2017-01-01

    The article introduces the special issue by presenting the concept of organised cultural encounters that are encounters organised to manage and/or transform problems perceived to originate in or include cultural differences. Inspired by Pratt’s conceptualisation of the contact zone, a critical...... perspective on the particular historical and spatial context of any encounter and how this context frames and mediates what takes place during an encounter is applied. While the articles of the issue present different varieties of organised cultural encounters, it is argued that they are not only of the same...... kind because of our analytical framework, but also because they share various features. They are scripted events tied to the particular social arena with which the encounter is associated and thus shaped in important ways by the existing norms, discourses, roles and hierarchies that govern these arenas...

  1. Luhmann og Organisation

    DEFF Research Database (Denmark)

    Paulsen, Michael

    LUHMANN OG ORGANISATION Organisationsstudier spiller en særlig rolle for den tyske sociolog Niklas Luhmann (1927-1998) idet han begriber organisationer som det mest afgørende socialsystem i det moderne samfund. Kun organisati-oner kan træffe samfundsmæssige afgørelser. Faktisk begyndte Luhmann som...... organisationsteoretiker, og flere af hans tidlige værker regnes nu som milepæle indenfor organisations-studier. I 2000 udkom post humt hans sidste store organisationsteoretiske værk Organisation und Entscheidung. I Luhmanns almene systemteori trækker han kraftigt på sit kendskab til organisationer. Begribelsen af...... organisationer i sammenhæng med det omgivende samfund, formidlet med Luhmanns kommunikations-teoretiske begrebsapparat giver hans bidrag til organisationsteori en enestående analytisk styrke. Omdrejningspunktet for Luhmann har været at forstå, hvordan organisationer kan lukke sig omkring deres egne beslutninger...

  2. [Cryptogenic organising pneumonia].

    Science.gov (United States)

    Lazor, Romain

    2005-06-01

    Organising Pneumonia (formerly called Bronchiolitis Obliterans with Organising Pneumonia) is a particular form of inflammatory and fibroproliferative lung disease. Its idiopathic form called Cryptogenic Organising Pneumonia, was recently defined by an ATS/ERS consensus conference. The disease onset is subacute with cough, dyspnea, fever, asthenia, weight loss, crackles, and elevation of biological inflammatory markers. Bronchoalveolar lavage reveals a mixed alveolitis with elevated lymphocyte, neutrophil, and eosinophil counts. Chest imaging usually shows multifocal alveolar opacities predominating in the subpleural regions, often with a migratory pattern. Lung biopsy reveals budding connective tissue filling the distal airspaces. Diagnosis is established by combining clinical, radiological and histological criteria. Similarities with other disease processes can lead to delayed or erroneous diagnosis. Most patients respond well to corticosteroid therapy. Relapses are frequent but can generally be controlled with moderate doses of prednisone and do not worsen the prognosis. The therapeutic strategy aims at reducing the steroid doses while maintaining an optimal disease control.

  3. Timeless and Timely Advice: A Commentary on "Consultation to Facilitate Planned Organizational Change in Schools," an Article by Joseph E. Zins and Robert J. Illback

    Science.gov (United States)

    Hazel, Cynthia E.

    2007-01-01

    This commentary on Zins and Illback's (1995) article, Consultation to Facilitate Planned Organizational Change in Schools, argues that the authors provided a solid foundation for well-planned, proactive, sustainable, internally-driven systemic change in schools that has yet to be widely realized. Their school organizational change model and more…

  4. Feminine leadership and organisational culture

    Directory of Open Access Journals (Sweden)

    Andreea-Simona Saseanu

    2014-05-01

    Full Text Available People in general, leaders especially, are influenced by the organisational culture and the other way around. Organisational culture represents a determining factor regarding the display of leadership, since these two processes create each other, adding value and consistency to one another. Moreover, organisational culture can be created and developed in a fluctuant business environment, in which the external factors influence its progress. The development of society has incessantly been emphasized by the relationship between the sexes, by their individual evolution, but also by the interdependency between them. Although there is increasingly more talk about gender equality, in many countries, the social as well as economical chances and opportunities are not equal for women and men. Gradually, women have been through a series of changes related to education, rights and obligations. However, the number of women leaders has always been much lower than the number of men leaders. The personality traits of leaders significantly influence the leadership style and the way in which they are perceived by their subordinates, all this having a major impact on the overall performances of the organisation. In this manner, depending on the gender (masculine/feminine, we can state that one could observe certain personality traits that are characteristic to women and others specific to men, leaving their mark on the leadership method and on the leadership style adopted of each of them. Considering the fact that, in the current turbulent economic environment, certain qualities such as flexibility, intuition, development of communication networks and motivating the employees represent values that are considered to be “feminine”, one can assert that, in this case, gender is an opportunity. However, if we should take into consideration the impact of culture, of certain mentalities and misconceptions that are still present, regarding the woman’s standing in

  5. Kommunikation skaber din organisation

    DEFF Research Database (Denmark)

    Hansen, Heidi

    KOMMUNIKATION skaber din ORGANISATION tager udgangspunkt i en narrativ tilgang til kommunikation, hvor organisationen skabes i mødet mellem ledere, medarbejdere, organisation og omverden. Historier hjælper os med at skabe mening, og er derfor vigtige både som et udviklingsværktøj i organisationen...... og som et positioneringsværktøj. Denne 2. udgave er blevet suppleret med to nye kapitler - et om coordinated management of meaning samt et om forandringskommunikation, og derudover er der især lagt vægt på at udbygge de praktiske værktøjer....

  6. Three domains of project organising

    OpenAIRE

    Winch, Graham M.

    2014-01-01

    It has become axiomatic in research on project organising that projects are temporary organisations. Yet there are a number of challenges to this axiom: research on matrix organisation, the embeddedness of projects in project ecologies, and projectification all emphasise the relationship of the project to permanent organisations. Similarly, research on project-based firms and owner organisations which are relatively permanent challenges this axiom. This paper develops a conceptual framework w...

  7. Changes in Families' Caregiving Experiences through Involvement as Participants then Facilitators in a Family Peer-Education Program for Mental Disorders in Japan.

    Science.gov (United States)

    Kageyama, Masako; Yokoyama, Keiko; Nakamura, Yukako; Kobayashi, Sayaka

    2017-06-01

    A family peer-education program for mental disorders was developed in Japan, similar to existing programs in the United States and Hong Kong. Families that serve as facilitators in such programs may enhance their caregiving processes and, thereby, their well-being. This study's aim was to describe how families' caregiving experiences change, beginning with the onset of a family member's mental illness, through their involvement in a family group or peer-education program as participants then facilitators. Thus, this study was conducted in a family peer-education program for mental disorders in Japan. Group interviews were conducted with 27 facilitators from seven program sites about their experiences before, during, and after becoming facilitators. Interview data were coded and categorized into five stages of caregiving processes: (1) withdrawing and suppressing negative experiences with difficulty and regret; (2) finding comfort through being listened to about negative experiences; (3) supporting participants' sharing as facilitators; (4) understanding and affirming oneself through repeated sharing of experiences; and (5) finding value and social roles in one's experiences. The third, fourth, and fifth stages were experienced by the facilitators. The value that the facilitators placed on their caregiving experiences changed from negative to positive, which participants regarded as helpful and supportive. We conclude that serving as facilitators may improve families' caregiving processes. © 2015 Family Process Institute.

  8. Promoting the health of Europeans in a rapidly changing world: a historical study of the implementation of World Health Organisation policies by the Nursing and Midwifery Unit, European Regional Office, 1970-2003

    DEFF Research Database (Denmark)

    Hallett, Christine; Wagner, Lis

    2011-01-01

    HALLETT C and WAGNER L. Nursing Inquiry 2011; 18: 359-368 Promoting the health of Europeans in a rapidly changing world: a historical study of the implementation of World Health Organisation policies by the Nursing and Midwifery Unit, European Regional Office, 1970-2003 The World Health...... Organisation (WHO) was inaugurated in 1948. Formed in a period of post-war devastation, WHO aimed to develop and meet goals that would rebuild the health of shattered populations. The historical study reported here examined the work of the Nursing and Midwifery Unit (NMU) of WHO's European Regional Office...... in the work of the NMU of the European Regional Office of WHO. One of the strongest of these was a drive to develop and promote the nursing profession within the countries of the European Region. The second was the promulgation and implementation of the positive public health strategies of WHO, particularly...

  9. Improving care coordination using organisational routines

    DEFF Research Database (Denmark)

    Prætorius, Thim

    2016-01-01

    Purpose – The purpose of this paper is to systematically apply theory of organisational routines to standardised care pathways. The explanatory power of routines is used to address open questions in the care pathway literature about their coordinating and organising role, the way they change and ....../value – Theory on organisational routines offers fundamental, yet unexplored, insights into hospital processes, including in particular care coordination. © 2016, © Emerald Group Publishing Limited....... routines by being recurrent, collective and embedded and specific to an organisation. In particular, care pathways resemble standard operating procedures that can give rise to recurrent collective action patterns. In all, 11 propositions related to five categories are proposed by building on these insights...

  10. CERN’s new organisational structure

    CERN Multimedia

    2009-01-01

    CERN’s new organisational structure was made public on 1st December 2008. All the changes are explained in detail on a new web portal. As you learned on 1st December last year, CERN’s new organisational structure took effect on 1st January, under the leadership of new Director-General, Rolf Heuer. To explain the new structure, the Human Resources (HR) Department set up a Web portal in December. This portal (NICE user name and password required) displays the new organisation chart and explains the differences between the old and new structures. A "Frequently Asked Questions" page provides additional information. If you don’t find the answer to your specific question, a discussion forum is also available. You can obtain the contact details of your Human Resources Advisor by clicking on a link that takes you to a dedicated web page. Finally, all documents pertaining to the new organisational structure, including powerpoint pres...

  11. CERT in the organisation

    NARCIS (Netherlands)

    Tolido, R.; Borsoi, P.; Bronk, H.; Elsinga, B.; Greuter, R.; Hafkamp, W.H.M.; Jochem, A.; van der Heide, M.; Rorive, K.; Schiltmans, T.; Schuurman, J.; Reijers, R.

    This Expert Letter deals with the increasingly important phenomenon of in-house Computer Emergency Response Teams (CERTs). The number of internal CERTs in larger, commercial organisations has increased rapidly in the past few years. This is mainly in response to the painful security incidents that

  12. Cultures et organisations

    NARCIS (Netherlands)

    Hofstede, G.; Hofstede, G.J.; Minkov, M.

    2010-01-01

    La coopération interculturelle, une question de survie Véritable atlas des valeurs culturelles, paru en 18 langues, Cultures et organisations est le fruit de plus de 40 ans de recherches menées dans plus de 100 pays. Il est aujourd'hui le livre de référence des chercheurs, universitaires et

  13. Between Organisation and Architecture

    DEFF Research Database (Denmark)

    Stang Våland, Marianne

    2011-01-01

    This paper contributes to our sparse knowledge on the relationship between organisational and architectural design. It is based on an ethnographic study of the process of designing a municipality town hall, in which end-user participation constituted an integrated part of the design process...

  14. The Compassionate Organisation

    DEFF Research Database (Denmark)

    Jørgensen, Poul Erik Flyvholm; Isaksson, Maria

    2015-01-01

    Structured Abstract: Purpose – This paper tests whether organisations in the public domain have embraced a corporate type of discourse, mirroring the private sector’s preferred orientation towards expertise, or whether they maintain their traditional discourse of goodwill towards the publics they...

  15. Organisational Attachment Among

    African Journals Online (AJOL)

    employed in the public, parastatal and private sectors in Kenya, this study tests for, and attempts an explanation ... that private sector technicians are higher in mean job satisfaction, organisational commitment, and ..... demonstrating to them how to adopt and properly utilise the new innovations, and making follow-up visits to ...

  16. Transformation of an organisation into a team-oriented organisational approach and efficient use of teamwork in the context of environment

    OpenAIRE

    Željko Turkalj; Ivana Fosić; Rozalija Marinković

    2012-01-01

    Social changes dictating business dynamics in the new century, a growing complexity of business processes as well as job complexity nowadays demands networking of human resources in order to achieve organisational goals. Synergy and cohesion created by teamwork are the key to the success of any organisation. Team organisation represents organisational structure that can be embedded in the existing organisational form in a very simple way. This results in a productive and flexi...

  17. Eliciting behavior change in a US sexual violence and intimate partner violence prevention program through utilization of Freire and discussion facilitation.

    Science.gov (United States)

    Nelson, Atiba; Lewy, Robin; Ricardo, Francine; Dovydaitis, Tiffany; Hunter, Amber; Mitchell, Ashley; Loe, Claire; Kugel, Candace

    2010-09-01

    Designed by Migrant Clinicians Network, the Hombres Unidos Contra La Violencia Familiar (Men United Against Family Violence) Project used facilitated discussion groups as the method to encourage self-reflection and behavior change. Male participants were not taught to rectify any past sexual or intimate partner violence (SV/IPV) 'tendencies', rather the discussion facilitation allowed them to reflect on the SV/IPV that was present in their lives and in the Hispanic community. Subsequently, the sessions and self-reflection, coupled with the discussions with other participating males, empowered several participants to have further interactions about SV/IPV with individuals in their community. The discussions led participants to realize that SV/IPV existed in their community, but that there were males within their community that wanted to change. The Hombres Unidos Contra La Violencia Familiar project demonstrated that behavior change does not need to be actively persuaded, but that self-reflection, which elicits behavior change, can be achieved through facilitated discussion and by permitting the facilitators to become participants. By creating sessions that allow participants to construct their own understanding of the perceived problem while reflecting on their past behavior, true behavior change that is initiated by the participant can be achieved. Through discussion facilitation, a targeted and structured behavior change intervention can assist participants in realizing that their past actions were damaging to themselves and their community, while aiding the participant in employing self-initiated responses, learned within the discussions, to alter their behaviors.

  18. Climate change winners: receding ice fields facilitate colony expansion and altered dynamics in an Adélie penguin metapopulation.

    Science.gov (United States)

    LaRue, Michelle A; Ainley, David G; Swanson, Matt; Dugger, Katie M; Lyver, Phil O'B; Barton, Kerry; Ballard, Grant

    2013-01-01

    There will be winners and losers as climate change alters the habitats of polar organisms. For an Adélie penguin (Pygoscelis adeliae) colony on Beaufort Island (Beaufort), part of a cluster of colonies in the southern Ross Sea, we report a recent population increase in response to increased nesting habitat as glaciers have receded. Emigration rates of birds banded as chicks on Beaufort to colonies on nearby Ross Island decreased after 2005 as available habitat on Beaufort increased, leading to altered dynamics of the metapopulation. Using aerial photography beginning in 1958 and modern satellite imagery, we measured change in area of available nesting habitat and population size of the Beaufort colony. Population size varied with available habitat, and both increased rapidly since the 1990s. In accord with glacial retreat, summer temperatures at nearby McMurdo Station increased by ~0.50 °C per decade since the mid-1980s. Although the Ross Sea is likely to be the last ocean with an intact ecosystem, the recent retreat of ice fields at Beaufort that resulted in increased breeding habitat exemplifies a process that has been underway in the Ross Sea during the entire Holocene. Furthermore, our results are in line with predictions that major ice shelves and glaciers will retreat rapidly elsewhere in the Antarctic, potentially leading to increased breeding habitat for Adélie penguins. Results further indicated that satellite imagery may be used to estimate large changes in Adélie penguin populations, facilitating our understanding of metapopulation dynamics and environmental factors that influence regional populations.

  19. Change in the relative contributions of habit and working memory facilitates serial reversal learning expertise in rhesus monkeys.

    Science.gov (United States)

    Hassett, Thomas C; Hampton, Robert R

    2017-05-01

    Functionally distinct memory systems likely evolved in response to incompatible demands placed on learning by distinct environmental conditions. Working memory appears adapted, in part, for conditions that change frequently, making rapid acquisition and brief retention of information appropriate. In contrast, habits form gradually over many experiences, adapting organisms to contingencies of reinforcement that are stable over relatively long intervals. Serial reversal learning provides an opportunity to simultaneously examine the processes involved in adapting to rapidly changing and relatively stable contingencies. In serial reversal learning, selecting one of the two simultaneously presented stimuli is positively reinforced, while selection of the other is not. After a preference for the positive stimulus develops, the contingencies of reinforcement reverse. Naïve subjects adapt to such reversals gradually, perseverating in selection of the previously rewarded stimulus. Experts reverse rapidly according to a win-stay, lose-shift response pattern. We assessed whether a change in the relative control of choice by habit and working memory accounts for the development of serial reversal learning expertise. Across three experiments, we applied manipulations intended to attenuate the contribution of working memory but leave the contribution of habit intact. We contrasted performance following long and short intervals in Experiments 1 and 2, and we interposed a competing cognitive load between trials in Experiment 3. These manipulations slowed the acquisition of reversals in expert subjects, but not naïve subjects, indicating that serial reversal learning expertise is facilitated by a shift in the control of choice from passively acquired habit to actively maintained working memory.

  20. Climate change winners: receding ice fields facilitate colony expansion and altered dynamics in an Adélie penguin metapopulation.

    Directory of Open Access Journals (Sweden)

    Michelle A LaRue

    Full Text Available There will be winners and losers as climate change alters the habitats of polar organisms. For an Adélie penguin (Pygoscelis adeliae colony on Beaufort Island (Beaufort, part of a cluster of colonies in the southern Ross Sea, we report a recent population increase in response to increased nesting habitat as glaciers have receded. Emigration rates of birds banded as chicks on Beaufort to colonies on nearby Ross Island decreased after 2005 as available habitat on Beaufort increased, leading to altered dynamics of the metapopulation. Using aerial photography beginning in 1958 and modern satellite imagery, we measured change in area of available nesting habitat and population size of the Beaufort colony. Population size varied with available habitat, and both increased rapidly since the 1990s. In accord with glacial retreat, summer temperatures at nearby McMurdo Station increased by ~0.50 °C per decade since the mid-1980s. Although the Ross Sea is likely to be the last ocean with an intact ecosystem, the recent retreat of ice fields at Beaufort that resulted in increased breeding habitat exemplifies a process that has been underway in the Ross Sea during the entire Holocene. Furthermore, our results are in line with predictions that major ice shelves and glaciers will retreat rapidly elsewhere in the Antarctic, potentially leading to increased breeding habitat for Adélie penguins. Results further indicated that satellite imagery may be used to estimate large changes in Adélie penguin populations, facilitating our understanding of metapopulation dynamics and environmental factors that influence regional populations.

  1. Dancing together and separate again: gymnosperms exhibit frequent changes of fundamental 5S and 35S rRNA gene (rDNA) organisation.

    Science.gov (United States)

    Garcia, S; Kovařík, A

    2013-07-01

    In higher eukaryotes, the 5S rRNA genes occur in tandem units and are arranged either separately (S-type arrangement) or linked to other repeated genes, in most cases to rDNA locus encoding 18S-5.8S-26S genes (L-type arrangement). Here we used Southern blot hybridisation, PCR and sequencing approaches to analyse genomic organisation of rRNA genes in all large gymnosperm groups, including Coniferales, Ginkgoales, Gnetales and Cycadales. The data are provided for 27 species (21 genera). The 5S units linked to the 35S rDNA units occur in some but not all Gnetales, Coniferales and in Ginkgo (∼30% of the species analysed), while the remaining exhibit separate organisation. The linked 5S rRNA genes may occur as single-copy insertions or as short tandems embedded in the 26S-18S rDNA intergenic spacer (IGS). The 5S transcript may be encoded by the same (Ginkgo, Ephedra) or opposite (Podocarpus) DNA strand as the 18S-5.8S-26S genes. In addition, pseudogenised 5S copies were also found in some IGS types. Both L- and S-type units have been largely homogenised across the genomes. Phylogenetic relationships based on the comparison of 5S coding sequences suggest that the 5S genes independently inserted IGS at least three times in the course of gymnosperm evolution. Frequent transpositions and rearrangements of basic units indicate relatively relaxed selection pressures imposed on genomic organisation of 5S genes in plants.

  2. Organisational development in general practice: lessons from practice and professional development plans (PPDPs

    Directory of Open Access Journals (Sweden)

    Hocking Paul

    2000-12-01

    introducing expert external facilitation were clear: evaluations of internal group processes were possible, strategic issues could be raised and explored and financial probity ensured. These areas are much more difficult to examine when only internal stakeholders are engaged in a planning process. Conclusions It is not possible to introduce practice and professional development plans (organisational development and organisational learning projects in a publicly funded health care system without first addressing existing educational and management structures. Existing systems are based on educational credits for attendance and emerging accountability frameworks (criteria checklists for clinical governance. Moving to systems that are less summative and more formative, and based on the philosophies of continual quality improvement, require changes to be made in the relevant support systems in order achieve policy proposals.

  3. Organisational development in general practice: lessons from practice and professional development plans (PPDPs)

    Science.gov (United States)

    Elwyn, Glyn; Hocking, Paul

    2000-01-01

    facilitation were clear: evaluations of internal group processes were possible, strategic issues could be raised and explored and financial probity ensured. These areas are much more difficult to examine when only internal stakeholders are engaged in a planning process. Conclusions It is not possible to introduce practice and professional development plans (organisational development and organisational learning projects) in a publicly funded health care system without first addressing existing educational and management structures. Existing systems are based on educational credits for attendance and emerging accountability frameworks (criteria checklists) for clinical governance. Moving to systems that are less summative and more formative, and based on the philosophies of continual quality improvement, require changes to be made in the relevant support systems in order achieve policy proposals. PMID:11178111

  4. MEMO Organisation Modelling Language (1): Focus on organisational structure

    OpenAIRE

    Frank, Ulrich

    2011-01-01

    Organisation models are at the core of enterprise model, since they represent key aspects of a company's action system. Within MEMO, the Organisation Modelling Language (OrgML) supports the construction of organisation models. They can be divided into two main abstractions: a static abstraction is focusing on the structure of an organisation that reflects the division of labour with respect to static responsibilities and a dynamic abstraction that is focusing on models of business processes. ...

  5. Organisational Learning with Technology

    DEFF Research Database (Denmark)

    Hundebøl, Jesper

    practices, I discuss how it has effects for work methods and routines in an (inter-)organisational setting, namely that of architects and consulting engineers. The technology is introduced in the practices in question, in part because of a program referred to as Det Digitale Byggeri (Digital Construction...... in practice. I will discuss these cases with a view to understand the implications for organising, learning and knowing in the design phases of a construction projects. Before this, however, I will present in detail the research question and how I intend to deal with it methodologically. I will outline...... a method assemblage, based on actor-network theory, and I will argue for why I have chosen this particular approach. Prior to the empirically grounded observations and description I have chosen to include a brief section on digitalization and construction IT....

  6. Intergovernmental organisation activities

    International Nuclear Information System (INIS)

    2014-01-01

    This section of the Bulletin presents a summary of the recent Intergovernmental organisation activities, sorted by organisation: - European Atomic Energy Community: Adopted legally binding instruments; Non-legally binding instruments; International relations. - International Atomic Energy Agency: Convention on Nuclear Safety (CNS); 58. regular session of the IAEA General Conference; IAEA Treaty Event; Side event on 'The Convention on Supplementary Compensation for Nuclear Damage (CSC) - in the Context of the Global Nuclear Liability Regime'; Legislative assistance activities; Nuclear Law Institute. - OECD Nuclear Energy Agency: Steering Committee approves decommissioning exclusion; European Nuclear Energy Tribunal (ENET) Judges approved; High-level Group on the Security of Supply of Medical Radioisotopes (HLG-MR); Joint Declaration; The Characteristics of an Effective Nuclear Regulator

  7. Droit des organisations internationales

    CERN Document Server

    Sorel, Jean-Marc; Ndior, Valère

    2013-01-01

    Cet ouvrage collectif offre aux enseignants et chercheurs en droit international, aux praticiens et aux étudiants, une analyse actualisée du droit des organisations internationales. Il dresse en cinq parties un tableau, illustré par des exemples variés, des problématiques que soulève le phénomène polymorphe d institutionnalisation de la société internationale. La première partie est consacrée au phénomène des « organisations internationales », sous l angle à la fois de l institutionnalisation progressive des relations internationales et de la difficulté à cerner une catégorie unifiée. La deuxième partie rend compte de la création, de la disparition et des mutations des organisations internationales, ici envisagées comme systèmes institutionnels et ordres juridiques dérivés. La troisième partie analyse l autonomie que l acquisition de la personnalité juridique et de privilèges et immunités, un organe administratif intégré, un personnel ou un budget propres confèrent aux organi...

  8. Revisiting Organisational Learning in Integrated Care

    Science.gov (United States)

    2017-01-01

    Progress in health care integration is largely linked to changes in processes and ways of doing. These changes have knowledge management and learning implications. For this reason, the use of the concept of organisational learning is explored in the field of integrated care. There are very limited contributions that have connected the fields of organisational learning and care integration in a systematic way, both at the theoretical and empirical level. For this reason, hybridization of both perspectives still provides opportunities for understanding care integration initiatives from a research perspective as well as potential applications in health care management and planning. PMID:28970762

  9. Organising aspects of the Levels Added Organisation (LAO

    Directory of Open Access Journals (Sweden)

    Duško Uršič

    2002-01-01

    Full Text Available How to achieve a more efficient, more successful, and above all more competitive organisation in the given environment and equal spare time in everything? One of responses is evidently hidden in the levels added organisation concept, which has already proved its advantages in some domains practice, and now we also try to define and explain them from the organisational and scientific aspect. As briefly presented in this paper, the nucleus is hidden in the evolutionary development of the organisation that adopts innovations, then tests and evaluates them, combines and upgrades them, and consequently it efficiently resolves difficulties of existent organisational concepts.

  10. Virtualness : a new organisational dimension

    NARCIS (Netherlands)

    Bosch-Sijtsema, P.M.

    2003-01-01

    In current literature a new organisational form is presented, the virtual organisation (VO). ms organisational form is a co-operation between a number of companies who combine their strengths to develop a new service or product. The current VO literature is ambiguous about the definition and

  11. Palliative care. Some organisational considerations.

    Science.gov (United States)

    Welshman, A

    2005-01-01

    Managing pain effectively is one of the biggest challenges in medicine, let alone when dealing with the dying patient and his family. For palliative care specialists this is a daily challenge. However, ''To cure when possible, to give comfort always'' is an empty credo if physicians don't use every weapon in the medical arsenal to relieve the suffering caused by chronic pain. It's of course the opioids: morphine, heroin, their synthetic derivatives and other narcotics, a class of medications that conjure up visions of drug addiction and narcotic squads. To say that opioids are stigmatised by such allusions is putting it mildly. An unhealthy proportion of doctors and patients alike are afraid to have anything to do with them, even in when facing their final stages of life. This is particularly so in the Mediterranean society. It is here in Italy that an effort must be made to educate both physicians and the general public, an arduous task to change a long standing belief which requires a quick cultural turn around. Those who refuse opioids because they are afraid of addiction, and the doctors who refuse to prescribe them out of fear or pure unwillingness to address an apprehensive attitude on behalf of his patient, need to be better informed. Most misconceptions about opioids have to do with terminology, because words like ''morphine, addiction, dependency'' and ''tolerance'' mean entirely different things in popular and medical parlance. Add to this the perceptions and attitudes the patient can have with this terminology which then can have a profound effect on the success or failure of a pain control programme. In fact, most people think that medication such as morphine are only for people who are dying and as a consequence is synonymous with death itself. Is this why Italian physicians are not prescribing morphine even though great efforts have been made recently by the Health Ministry to facilitate prescribing laws and costs? It is worthy of serious

  12. Organisational arrangement of human resources management in organisations operating in Slovakia and Czech Republic

    Directory of Open Access Journals (Sweden)

    Zdenko Stacho

    2013-01-01

    Full Text Available A necessary condition of effective functioning of human resources management in an organisation is the creation of adequate organisational conditions including the existence of a human resources management department, its size, composition and responsibility, which are formed following particular conditions of the given organisation. Competitive environment of organisations operating in Slovakia and Czech Republic is growing with the process of world economy globalisation, and it brings the need of flexibility in management, and therefore we have to get used to changes also in the sphere of human resources management, and learn to cope with new impulses and situations. At present, that predominantly includes spreading effects of global financial and economic crisis, influencing all spheres of life in Slovakia and in Czech Republic too. Handling this situation presupposes flexibility in assessment of changes in environment where organisations operate, ability to detect all positive as well as negative impacts and situations, and formulation of measures to enhance their own position sensibly and cautiously. Due to the need of focusing of organisations on comprehensive arrangement of human resources management, in questionnaire researches, we focused on finding out whether and to what extent organisations operating in Slovakia (n = 340 and in Czech Republic (n = 109 focus on human resources management arrangement. The objective of the article is to compare results in the sphere of human resources in organisations operating in Slovak and Czech Republics. The results show that 67% organisations in Slovakia and only 43% in the Czech Republic had a human resources management department which realised followed human resources management functions and personnel strategy.

  13. Managing organisational change: the "gendered" organisation of space and time.

    Science.gov (United States)

    Goetz, A M

    1997-02-01

    Although the Bangladesh Rural Advancement Committee (BRAC) maintains a strong commitment to gender equity in its anti-poverty programs, a conservative external environment often impedes efforts to make its organizational structure consistent with this commitment. For example, BRAC's approach to organizing its field operations has been to abolish the distinction between home and office. BRAC's female employees live with male colleagues in their rural offices, travel long distances on bicycles and motorcycles, and reject the sari--practices that are antithetical to the prevailing culture and place tremendous pressure on these field workers. The high work intensity, need to work beyond normal business hours, and lack of on-site child care subjects married female employees to hostility from their husbands and relatives. Single female employees are often regarded as unmarriagable because of their divergent life-styles. Although BRAC makes provisions for employees to take leave for family responsibilities, staff who access this benefit are viewed as more committed to family than their work. The sexual activities of female--but not male--employees are scrutinized. Despite these contradictions, BRAC's innovative arrangements model a new form of gender relations in rural areas. BRAC is enabling its young women employees to postpone marriage and demonstrate a nontraditional role. The extent to which BRAC should take responsibility for compensating for the constraints imposed on women by patriarchy remains problematic. Working conditions could be improved, however, by allowing women to be near their families, domesticating the work environment, and respecting women's personal lives.

  14. Self-organisation processes in the chemistry of materials

    Energy Technology Data Exchange (ETDEWEB)

    Tretyakov, Yuri D [Department of Chemistry, M.V. Lomonosov Moscow State University, Moscow (Russian Federation)

    2003-08-31

    The review concerns conservative and dissipative self-organisation phenomena in those physicochemical systems, whose evolution involves formation of diverse chemically complex products, including functional ceramics, supramolecular compounds, and nanocomposites as well as fractal, template and epitaxial structures. It is demonstrated that the use of nonlinear dynamics approaches facilitates organisation of the reaction zone during the synthesis of materials under nonequilibrium conditions in an optimum manner and that biomimetism and biomineralisation processes open up new prospects for materials design.

  15. Self-organisation processes in the chemistry of materials

    Science.gov (United States)

    Tretyakov, Yuri D.

    2003-08-01

    The review concerns conservative and dissipative self-organisation phenomena in those physicochemical systems, whose evolution involves formation of diverse chemically complex products, including functional ceramics, supramolecular compounds, and nanocomposites as well as fractal, template and epitaxial structures. It is demonstrated that the use of nonlinear dynamics approaches facilitates organisation of the reaction zone during the synthesis of materials under nonequilibrium conditions in an optimum manner and that biomimetism and biomineralisation processes open up new prospects for materials design.

  16. Self-organisation processes in the chemistry of materials

    International Nuclear Information System (INIS)

    Tretyakov, Yuri D

    2003-01-01

    The review concerns conservative and dissipative self-organisation phenomena in those physicochemical systems, whose evolution involves formation of diverse chemically complex products, including functional ceramics, supramolecular compounds, and nanocomposites as well as fractal, template and epitaxial structures. It is demonstrated that the use of nonlinear dynamics approaches facilitates organisation of the reaction zone during the synthesis of materials under nonequilibrium conditions in an optimum manner and that biomimetism and biomineralisation processes open up new prospects for materials design.

  17. Virtual corporations, enterprise and organisation

    Directory of Open Access Journals (Sweden)

    Carmen RÃDUT

    2009-06-01

    Full Text Available Virtual organisation is a strategic paradigm that is centred on the use of information and ICT to create value. Virtual organisation is presented as a metamanagement strategy that has application in all value oriented organisations. Within the concept of Virtual organisation, the business model is an ICT based construct that bridges and integrates enterprise strategic and operational concerns. Firms try to ameliorate the impacts of risk and product complexity by forming alliances and partnerships with others to spread the risk of new products and new ventures and to increase organisational competence. The result is a networked virtual organization.

  18. TEDx Organisers meet at CERN

    CERN Multimedia

    Abha Eli Phoboo

    2013-01-01

    CERN hosted the second TEDx European Organisers meeting last week with around 80 organisers attending from all over Europe. They were given an introduction to CERN and a tour of the LHC experiments.   The participants of the TEDx European Organisers meeting held at CERN last week. Among the attendees was Bruno Giussani, European director of TED, who delivered the welcome address. The TEDx European organisers shared their experiences in workshops and brainstormed about how to work on different aspects of organising a TEDx event, and about improving the relationship between TEDx and TED. “The goal of this meeting was for veteran TEDx organisers to help younger ones, help each other, bring the community together and have better quality events,” said Claudia Marcelloni, head of TEDxCERN. TEDx is an independently organised TED (Technology, Entertainment, Design) talk event, which has grown exponentially all over the world. There are hundreds of TEDx events every day and it n...

  19. Organisational aspects of care.

    Science.gov (United States)

    Bloomfield, Jacqueline; Pegram, Anne

    2015-03-04

    Organisational aspects of care, the second essential skills cluster, identifies the need for registered nurses to systematically assess, plan and provide holistic patient care in accordance with individual needs. Safeguarding, supporting and protecting adults and children in vulnerable situations; leading, co-ordinating and managing care; functioning as an effective and confident member of the multidisciplinary team; and managing risk while maintaining a safe environment for patients and colleagues, are vital aspects of this cluster. This article discusses the roles and responsibilities of the newly registered graduate nurse. Throughout their education, nursing students work towards attaining this knowledge and these skills in preparation for their future roles as nurses.

  20. Intergovernmental Organisation Activities

    International Nuclear Information System (INIS)

    2014-01-01

    This section treats of the following activities, sorted by Organisation: 1 - European Atomic Energy Community: Proposed binding instruments, Adopted legally binding instruments, Non-legally binding instruments; 2 - International Atomic Energy Agency: Convention on Nuclear Safety, Joint Convention on the Safety of Spent Fuel Management and on the Safety of Radioactive Waste Management, International Expert Group on Nuclear Liability, Legislative assistance activities; 3 - OECD Nuclear Energy Agency: Appointment of new Director-General, International experts in Japan to review safety after Fukushima Daiichi, China Atomic Energy Authority co-operation workshop

  1. Intergovernmental organisation activities

    International Nuclear Information System (INIS)

    2015-01-01

    This section treats of the following Intergovernmental organisation activities: 1 - European Atomic Energy Community: Non-legally binding instruments; International relations; 2 - International Atomic Energy Agency: Convention on Nuclear Safety (CNS); Joint Convention on the Safety of Spent Fuel Management and on the Safety of Radioactive Waste Management (JC); The Convention on Supplementary Compensation for Nuclear Damage (CSC); International Expert Group on Nuclear Liability (INLEX); Legislative assistance activities; 3 - OECD Nuclear Energy Agency (NEA): GIF Framework Agreement extended for ten years; Technology Road-map: Nuclear Energy; Steering Committee Policy Debate: Health Effects of Low-dose Radiation

  2. Organisational Learning with Technology

    DEFF Research Database (Denmark)

    Hundebøl, Jesper

    Based on multi-site ethno-methodological field studies in the Danish construction industry this paper examines the relational effects of 3D object-based modelling. In describing how that technology is being introduced, shaped and enacted, how it associates with, mediates and translates existing...... practices, I discuss how it has effects for work methods and routines in an (inter-)organisational setting, namely that of architects and consulting engineers. The technology is introduced in the practices in question, in part because of a program referred to as Det Digitale Byggeri (Digital Construction...

  3. Using enterprise architecture to analyse how organisational structure impact motivation and learning

    Science.gov (United States)

    Närman, Pia; Johnson, Pontus; Gingnell, Liv

    2016-06-01

    When technology, environment, or strategies change, organisations need to adjust their structures accordingly. These structural changes do not always enhance the organisational performance as intended partly because organisational developers do not understand the consequences of structural changes in performance. This article presents a model-based analysis framework for quantitative analysis of the effect of organisational structure on organisation performance in terms of employee motivation and learning. The model is based on Mintzberg's work on organisational structure. The quantitative analysis is formalised using the Object Constraint Language (OCL) and the Unified Modelling Language (UML) and implemented in an enterprise architecture tool.

  4. The relationships among business strategies, organisational performance and organisational culture in the tourism industry

    Directory of Open Access Journals (Sweden)

    Mong-Mei Lin

    2013-12-01

    Full Text Available As societies develop, the tourism industry has become one of the most powerful and largest industries in the global economy. The industrial status and economic function of the tourism industry have increased in the economic development of cities. The tourism industry has helped to drive the city economy, create employment, and facilitate culture and the environment The tourism industry, as one of the supporting industries for economic development in China, presents diverse services that are not only competitive within the industry, but could also increase national consumption. In addition to the professional service items and quality, the adjustment of business strategies aimed at the changeable environment are considered as key success factors in the tourism industry. This study analyzes the effect of business strategies on organisational performance in the tourism industry. Owners, managers, and employees from the top ten travel agencies in Taiwan were selected as the research subjects and a total of 600 questionnaires were distributed. Within the retrieved 438 surveys, 43 were incomplete and removed to yield a total of 395 valid questionnaires. Within the empirical analyses business strategies appear to have significant positive correlations with job satisfaction, organisational objective and job performance in organisational performance. Moreover, organisational culture presents a partially moderating effect for the relations between business strategies and organisational performance.

  5. Job insecurity, organisational commitment and work engagement ...

    African Journals Online (AJOL)

    education system. However, changes of this nature have direct and/or indirect effects on the well-being of employees and consequently the organisation as a whole. ... commitment and work engagement) within an open distance learning environment. The study ..... According to the COR theory, such resource losses,.

  6. ISO 9000 IMPLEMENTATION AND PERCEIVED ORGANISATIONAL OUTCOME: THE CASE OF A SERVICE ORGANISATION

    Directory of Open Access Journals (Sweden)

    Jasni Abdul Latif

    2003-01-01

    Full Text Available The study examines the relationship between the perceptions of the employees about ISO 9000 implementation and perceived organisational outcomes. A conceptual framework linking the level of employee influence and involvement, their perception of ISO 9000 and the perceived impact on their work and the organisational outcomes is posited. Data was collected from a random sample of 64 employees of a service organisation. Contrary to expectations, the work impact of ISO 9000 was not correlated with the efficiency and market outcomes of ISO 9000 certification but the employee involvement, influence and perception of ISO 9000 were. The conceptualization of the influence path of ISO 9000 implementation on the organisational outcomes may require rethinking as perception may have a direct effect on the outcomes without the mediation of the impact on work. In short, employees may report benefits or positive outcomes even though no change is reported in their work.

  7. A Wicked Problem? Whistleblowing in Healthcare Organisations

    Science.gov (United States)

    Hyde, Paula

    2016-01-01

    Mannion and Davies’ article recognises whistleblowing as an important means of identifying quality and safety issues in healthcare organisations. While ‘voice’ is a useful lens through which to examine whistleblowing, it also obscures a shifting pattern of uncertain ‘truths.’ By contextualising cultures which support or impede whislteblowing at an organisational level, two issues are overlooked; the power of wider institutional interests to silence those who might raise the alarm and changing ideas about what constitutes adequate care. A broader contextualisation of whistleblowing might illuminate further facets of this multi-dimensional problem. PMID:27239870

  8. Barriers and Facilitators to Exercise Participation in People with Hip and/or Knee Osteoarthritis: Synthesis of the Literature Using Behavior Change Theory.

    Science.gov (United States)

    Dobson, Fiona; Bennell, Kim L; French, Simon D; Nicolson, Philippa J A; Klaasman, Remco N; Holden, Melanie A; Atkins, Lou; Hinman, Rana S

    2016-05-01

    Exercise is recommended for hip and knee osteoarthritis (OA). Patient initiation of, and adherence to, exercise is key to the success of managing symptoms. This study aimed to (1) identify modifiable barriers and facilitators to participation in intentional exercise in hip and/or knee OA, and (2) synthesize findings using behavior change theory. A scoping review with systematic searches was conducted through March 2015. Two reviewers screened studies for eligibility. Barriers and facilitators were extracted and synthesized according to the Theoretical Domains Framework (TDF) by two independent reviewers. Twenty-three studies (total of 4633 participants) were included. The greatest number of unique barriers and facilitators mapped to the Environmental Context and Resources domain. Many barriers were related to Beliefs about Consequences and Beliefs about Capabilities, whereas many facilitators were related to Reinforcement. Clinicians should take a proactive role in facilitating exercise uptake and adherence, rather than trusting patients to independently overcome barriers to exercise. Strategies that may be useful include a personalized approach to exercise prescription, considering environmental context and available resources, personalized education about beneficial consequences of exercise and reassurance about exercise capability, and use of reinforcement strategies. Future research should investigate the effectiveness of behavior change interventions that specifically target these factors.

  9. Exploring a model for finding meaning in the changing world of work (Part 2

    Directory of Open Access Journals (Sweden)

    Daniel H. Burger

    2012-01-01

    Full Text Available Orientation: This article explores the role that meaning, as logotherapy conceptualises it, can play to facilitate organisational changes.Research purpose: The purpose of this study is to explore further a model an earlier paper proposed for using employees’ experiences of meaning in work contexts to facilitate changes.Motivation for the study: The researchers could not find a comprehensive model in the literature for addressing employees’ experiences of meaning in, or at, work during organisational changes. A previous paper proposed such a model, but it addressed only one component fully. This article seeks to explore this model further to address this apparent gap in the literature.Research design, approach and method: The researchers used a literature review to conduct the study. The components of the model directed this review in order to find meaning at work.Main findings: The actions of organisations, which aim to create positive organisational contexts (through practices for improving meaning at work and transcendence and to frame changes using ‘Logo-OD’, can improve employees’ experiences of meaning during organisational changes.Practical/managerial implications: Understanding the relationship between meaning and organisational change, and applying the model this article presents, can contribute to the overall success of change initiatives.Contribution/value-add: This study’s primary contribution stems from the novel framework it presents for organisations to use the knowledge about how employees search for meaning to facilitate changes.

  10. Inter-organisational communication networks in healthcare: centralised versus decentralised approaches

    Directory of Open Access Journals (Sweden)

    Habibollah Pirnejad

    2007-05-01

    Full Text Available Background: To afford efficient and high quality care, healthcare providers increasingly need to exchange patient data. The existence of a communication network amongst care providers will help them to exchange patient data more efficiently. Information and communication technology (ICT has much potential to facilitate the development of such a communication network. Moreover, in order to offer integrated care interoperability of healthcare organizations based upon the exchanged data is of crucial importance. However, complications around such a development are beyond technical impediments. Objectives: To determine the challenges and complexities involved in building an Inter-organisational Communication network (IOCN in healthcare and the appropriations in the strategies. Case study: Interviews, literature review, and document analysis were conducted to analyse the developments that have taken place toward building a countrywide electronic patient record and its challenges in The Netherlands. Due to the interrelated nature of technical and non-technical problems, a socio-technical approach was used to analyse the data and define the challenges. Results: Organisational and cultural changes are necessary before technical solutions can be applied. There are organisational, financial, political, and ethicolegal challenges that have to be addressed appropriately. Two different approaches, one “centralised” and the other “decentralised” have been used by Dutch healthcare providers to adopt the necessary changes and cope with these challenges. Conclusion: The best solutions in building an IOCN have to be drawn from both the centralised and the decentralised approaches. Local communication initiatives have to be supervised and supported centrally and incentives at the organisations' interest level have to be created to encourage the stakeholder organisations to adopt the necessary changes.

  11. EVALUATION OF THE PROJECT MANAGEMENT ORGANISATIONAL ABILITY OF PUBLIC ORGANISATIONS

    OpenAIRE

    Florescu Margareta

    2012-01-01

    The quality of the results of a project or a public programme, as well as the quality of project management consist in management process performance.This analysis tool promotes the idea of initiating a new organisational/functional policy – organisational tools regarding project management, a new standard concerning the complexity of the project and the associated risk, as well as a new standard concerning the project management organisational/functional ability. Political decision makers,...

  12. A case study of an organisation development of duality

    DEFF Research Database (Denmark)

    Andreassen, Mads R.; Gertsen, Frank

    2008-01-01

    This paper seeks to comprehend what the organisational circumstances (conditions) look like that induces an organisation to develop its exploitation and exploration capabilities to duality. This is done by studying changes in the organisational characteristics in a Danish manufacturer...... of accessories for house windows during the expansion leading to global operation. The study comprises 2½ years of detailed study and a retrospective study of approximately 30 years. The data collection was mainly based on semi-structured interviews. The findings add a new approach to continuous innovation...... theory by uncovering how organisational conditions affect the development and integration of exploitation and exploration capabilities....

  13. Researching enterprises between organisation and organising

    DEFF Research Database (Denmark)

    Elkjær, Bente; Brandi, Ulrik

    worlds. Social worlds The notion of social worlds has its roots in pragmatism (Dewey, 1922/1988) and symbolic interactionism (Mead, 1934/1967). The term, social worlds, is applied to understand organizational life as it unfolds amongst members of and in the context of organizations. It is the social...... routines as a source of continuous change. Organization Science, 11(6), 611-629. Fisher, B., & Strauss, A. L. (1978). The Chicago tradition and social change: Thomas, Park, and their successors. Symbolic Interaction, 1(2), 5-23. Hendley, K., Sturdy, A., Fincham, R., & Clark, T. (2006). Within and beyond...... of Sociology, 60, 562-569. Strauss, A. (1978). A Social World Perspective. Studies in Symbolic Interaction, 1, 119-128. Strauss, A. (1984). Social Worlds and Their Segmentation Processes. In N. Denzin (Ed.), Studies in Symbolic Interaction (Vol. 5, pp. 123-139). Greenwich, CT: JAI Press. Strauss, A. L. (1991...

  14. Gay Rights and School Policy: A Case Study in Community Factors that Facilitate or Impede Educational Change

    Science.gov (United States)

    Macgillivray, Ian K.

    2004-01-01

    This article highlights factors that either facilitated or hampered the work of a local Safe Schools Coalition in advocating adoption and implementation of their school district's policies that include sexual orientation. Non-discrimination policies that include sexual orientation and gender identity are needed to help stop anti-gay peer abuse…

  15. Impact of Innovation on Organisational Management: the Case of ...

    African Journals Online (AJOL)

    This study examined whether organisational change, including restructuring of top leadership, is related to the effectiveness of organisational management. Data were collected from a sample of 177 participants, including students (120); senior members of staff (made up of 24 lecturers, 21 administrative staff) and Heads of ...

  16. Organisation identity : an exploratory study.

    OpenAIRE

    2012-01-01

    D.Litt. et Phil. Recent studies have found that the life expectancy of organisations is rapidly declining (currently between 40 and 50 years) and that organisational decline and bankruptcy were increasing at disturbing rates. Equally recent contributions in the popular and business press have suggested that the expensive path to corporate failure could be linked to the "identity" or "corporate identity" of the organisation (more specifically the absence thereof). With the exception of the ...

  17. Effects of trunk stability exercise using proprioceptive neuromuscular facilitation with changes in chair height on the gait of patients who had a stroke.

    Science.gov (United States)

    Park, Si-Eun; Moon, Sang-Hyun

    2016-07-01

    [Purpose] The purpose of this study was to identify the effects of trunk stability exercise using proprioceptive neuromuscular facilitation with changes in chair heights on the gait of stroke patients. [Subjects and Methods] The subjects of this study were 11 stroke patients. The intervention method was trunk stability exercise using proprioceptive neuromuscular facilitation with different chair heights (50, 60, and 70 cm). These exercises were performed 5 times per week for 6 weeks. Gait velocity, cadence, stride length, gait cycle, and stance phase duration were used to measure gait function. [Results] Significant changes in gait velocity, cadence, and stride length were observed on the affected side. However, no significant changes in gait cycle and stance phase were observed on the affected side. [Conclusion] These results indicate that trunk stability exercise using proprioceptive neuromuscular facilitation with change in chair heights were effective in improving gait velocity, cadence, and stride length on the affected side. However, in this study, no significant changes were observed in gait cycle and stance phase on the affected side. Therefore, various interventions for stroke patients should be investigated in further studies.

  18. The law of international organisations

    CERN Document Server

    White, Nigel D

    2017-01-01

    This book provides a concise account of the principles and norms of international law applicable to the main-type of international organisation - the inter-governmental organisation (IGO). That law consists of principles and rules found in the founding documents of IGOs along with applicable principles and rules of international law. The book also identifies and analyses the law produced by IGOs, applied by them and, occasionally, enforced by them. There is a concentration upon the United Nations, as the paradigmatic IGO, not only upon the UN organisation headquartered in New York, but on other IGOs in the UN system (the specialised agencies such as the World Health Organisation).

  19. Evaluation of an Organisational Intervention to Promote Integrated Working between Health Services and Care Homes in the Delivery of End-of-Life Care for People with Dementia: Understanding the Change Process Using a Social Identity Approach.

    Science.gov (United States)

    Amador, Sarah; Goodman, Claire; Mathie, Elspeth; Nicholson, Caroline

    2016-06-03

    In the United Kingdom, approximately a third of people with dementia live in long-term care facilities for adults, the majority of whom are in the last years of life. Working arrangements between health services and care homes in England are largely ad hoc and often inequitable, yet quality end-of-life care for people with dementia in these settings requires a partnership approach to care that builds on existing practice. This paper reports on the qualitative component of a mixed method study aimed at evaluating an organisational intervention shaped by Appreciative Inquiry to promote integrated working between visiting health care practitioners (i.e. General Practitioners and District Nurses) and care home staff. The evaluation uses a social identity approach to elucidate the mechanisms of action that underlie the intervention, and understand how organisational change can be achieved. We uncovered evidence of both (i) identity mobilisation and (ii) context change, defined in theory as mechanisms to overcome divisions in healthcare. Specifically, the intervention supported integrated working across health and social care settings by (i) the development of a common group identity built on shared views and goals, but also recognition of knowledge and expertise specific to each service group which served common goals in the delivery of end-of-life care, and (ii) development of context specific practice innovations and the introduction of existing end-of-life care tools and frameworks, which could consequently be implemented as part of a meaningful bottom-up rather than top-down process. Interventions structured around a Social Identity Approach can be used to gauge the congruence of values and goals between service groups without which efforts to achieve greater integration between different health services may prove ineffectual. The strength of the approach is its ability to accommodate the diversity of service groups involved in a given area of care, by valuing their

  20. Organisational Learning and Organisational Memory for SMS and FRMS

    NARCIS (Netherlands)

    Koornneef, F.; Stewart, S.; Akselsson, R.; Ward, M.

    2009-01-01

    Chapter 1: Organisational Learning and Organisational Memory for SMS and FRMS The European Commission HILAS project (Human Integration into theLifecycle of Aviation Systems - a project supported by the European Commission’s 6th Framework between 2005-2009) was focused on using human factors

  1. Beyond organisational design: moving from structure to service enhancement.

    Science.gov (United States)

    Law, Debbie; Boyce, Rosalie A

    2003-01-01

    The Australian health care industry prior to the 1990s was notable for its relative stability and uniformity in relation to organisational design. Since then, new organisational designs have proliferated and a diversity of approaches is evident. The new fluidity in organisational design is particularly evident amongst the allied health professions. The aim of this paper is two-fold. Firstly, to summarise recent changes in organisational design as they relate to the allied health professions and secondly, to move beyond design issues to focus on service level enhancement in an organisational change context. This later aim is achieved by presenting data from an in-depth study of one institutions experience with wide-ranging organisational reforms. The recent formation of the National Allied Health Organisational Structures Network (NAHOSN) has given energy to the impetus of placing a research-based framework around the change experiences reported by Allied Health groups. An objective of the network is to foster research, rather than rely on commentary and anecdote, in the often highly contested arena of organisational design and reform.

  2. VIRTUAL ORGANISATIONS: EMPLOYEE COMPETENCY AND MANAGERIAL ISSUES

    Directory of Open Access Journals (Sweden)

    MIRJANA RADOVIC-MARKOVIC

    2014-10-01

    Full Text Available New technologies have led to a new information and knowledge based economy. In this context, technology has changed the work environment, where organisations have become increasingly complex and competitive. Namely, the technologically induced a “virtual” environment has resulted in the adoption of new organisational structures and work skills and practices. On the one hand, the workplace increasingly requires employee to work in teams,collaborating across companies, communities, and continents. These changes and the new organisational structures have also made an impact on role of managers and their management styles, on the other hand. In line with this, there a very rich collection of thinking and empirical research findings on the subject. The goal of our research was to recognize the importance of certain factors in motivating employees in organisations by managers . The other purpose was to investigate the job related motivation factors among senior and junior employees as well as explore issues in the workplace that may affect work demoralization. Furthemore, we explored the relationship between employees motivation and their competences.We also contributed to the topic in our research project-book with the new model of competency. Furthemore, we expect that our methodology will be implemented in practice. However, it should be also a good basis for further improvements in this area.

  3. Global networking: Meeting the challenges, facilitating collaboration.

    Science.gov (United States)

    Botelho, M; Oancea, R; Thomas, H F; Paganelli, C; Ferrillo, P J

    2018-03-01

    The constant change of information and technology advancement as well as the impact of social media has radically changed the world and education and, in particular, the needs of students, organisations and disadvantaged communities who share the aim of training and providing quality healthcare services. Dental organisations and education centres around the world have recognised the importance of networking in delivering effective education to students, healthcare professionals and communities. Networking is one way to meet the challenges of delivering healthcare education and services. This can be achieved by sharing of resources, expertise, knowledge and experience to benefit all the stakeholders in healthcare delivery. The joint ADEE/ADEA Meeting in London on 8-9 May 2017 has facilitated discussions amongst dental educators from all over the world during a workshop on "Global Networking: the how and why for dental educators." The aim of this workshop was to determine how can dental educators worldwide network to share ideas, experience, expertise and resources to improve both the curricula and the teaching and learning environment. A pre-conference survey was designed and implemented to identify the domains of interest and needs of participants. A structured questionnaire was administered, and this information was used to guide discussions on three main themes: curricula, faculty development and mobility of faculty and students. Four questions were then defined to help group leaders to frame discussions in the four working groups. The four groups engaged in parallel discussions, with the ideas recorded and collated by group leaders, which later served for the thematic analysis across the groups to draw the key points discussed. Overall, a great desire and potential to create a global networking to share and gain support and expertise at individual and organisational level was apparent and the working group has proposed an action plan, acknowledging that it

  4. Organisational readiness for introducing a performance management system

    OpenAIRE

    Michael Ochurub; Mark Bussin; Xenia Goosen

    2012-01-01

    Orientation: The successful introduction of performance management systems to the public service requires careful measurement of readiness for change. Research purpose: This study investigated the extent to which employees were ready for change as an indication of whether their organisation was ready to introduce a performance management system (PMS).Motivation for the study: Introducing system changes in organisations depends on positive employee preconditions. There is some debate over w...

  5. The systems psychodynamic experiences of organisational transformation amongst support staff

    Directory of Open Access Journals (Sweden)

    Martin Steyn

    2016-10-01

    Full Text Available Orientation: The unconscious impact of organisational transformation is often neglected and even denied. This research revealed the manifestation and impact of high levels and different forms of anxiety experienced by employees during transformation. Research objective: The objective was to study and describe the manifesting systems psychodynamic behaviour amongst support staff during organisational transformation. Motivation for the study: Organisational transformation is mostly researched from a leadership viewpoint. Little research data are available on the experiences of support staff on the receiving end of decisions about and implementation of transformation. Research design, approach and method: A qualitative approach within the phenomenological hermeneutic interpretive stance was used. The research was set in a government organisation. A semi-structured interview with four conveniently and purposefully chosen support staff members was thematically analysed using systems psychodynamics as theoretical paradigm. Main findings: Four themes manifested, namely de-authorisation and detachment, being bullied and seduced by leadership, the organisation in the mind as incompetent, and a dangerous and persecutory system. In the discussion, the basic assumptions and relevant constructs are interpreted. Practical implications: Understanding the transformation experiences of support staff could assist the industrial psychologist to facilitate appropriate support in coaching more junior staff towards increasing wellness and work performance. Contribution: Organisational transformation is highlighted as an anxiety provoking experience especially on the lower levels of the organisation. Its potentially deep and complex psychological impact could possibly derail parts of the system if not managed in a psychologically contained manner.

  6. Innovating the Product Development Organisation

    DEFF Research Database (Denmark)

    Andreasen, Mogens Myrup; Hein, Lars

    1997-01-01

    The organisational innovation of the product development function is a doubtful affair since we can hardly describe why a specific organisation works. In this article two comprehensive innovation campaigns in Danish industry are described with reference to the nature, content and results of innov...

  7. Organisational communication and supportive employees

    NARCIS (Netherlands)

    de Ridder, J.A.

    2004-01-01

    The importance of the social dimension of organisations is currently a strong focus of emphasis in the literature. From a managerial perspective, however, it is important that the community spirit within an organisation falls in line with its strategic direction. The study discussed in this article

  8. Facilitated Reflective Performance Feedback: Developing an Evidence- and Theory-Based Model That Builds Relationship, Explores Reactions and Content, and Coaches for Performance Change (R2C2).

    Science.gov (United States)

    Sargeant, Joan; Lockyer, Jocelyn; Mann, Karen; Holmboe, Eric; Silver, Ivan; Armson, Heather; Driessen, Erik; MacLeod, Tanya; Yen, Wendy; Ross, Kathryn; Power, Mary

    2015-12-01

    To develop and conduct feasibility testing of an evidence-based and theory-informed model for facilitating performance feedback for physicians so as to enhance their acceptance and use of the feedback. To develop the feedback model (2011-2013), the authors drew on earlier research which highlights not only the factors that influence giving, receiving, accepting, and using feedback but also the theoretical perspectives which enable the understanding of these influences. The authors undertook an iterative, multistage, qualitative study guided by two recognized research frameworks: the UK Medical Research Council guidelines for studying complex interventions and realist evaluation. Using these frameworks, they conducted the research in four stages: (1) modeling, (2) facilitator preparation, (3) model feasibility testing, and (4) model refinement. They analyzed data, using content and thematic analysis, and used the findings from each stage to inform the subsequent stage. Findings support the facilitated feedback model, its four phases-build relationship, explore reactions, explore content, coach for performance change (R2C2)-and the theoretical perspectives informing them. The findings contribute to understanding elements that enhance recipients' engagement with, acceptance of, and productive use of feedback. Facilitators reported that the model made sense and the phases generally flowed logically. Recipients reported that the feedback process was helpful and that they appreciated the reflection stimulated by the model and the coaching. The theory- and evidence-based reflective R2C2 Facilitated Feedback Model appears stable and helpful for physicians in facilitating their reflection on and use of formal performance assessment feedback.

  9. Factors associated with using research evidence in national sport organisations.

    Science.gov (United States)

    Holt, Nicholas L; Pankow, Kurtis; Camiré, Martin; Côté, Jean; Fraser-Thomas, Jessica; MacDonald, Dany J; Strachan, Leisha; Tamminen, Katherine A

    2018-05-01

    The purpose of this study was to explore factors associated with the use of research evidence in Canadian National Sport Organisations (NSOs). Data were collected via individual semi-structured interviews with 21 representatives from Canadian NSOs. A qualitative description approach was used. Interviews were transcribed verbatim and subjected to an inductive-to-deductive thematic analysis. A research implementation framework (Rycroft-Malone, 2004) was used to organise inductively derived themes into the higher-order categories of evidence (use of evidence, disconnection between research and practice), context (lack of capacity, organisational structure), and facilitation (personal connections with researchers and sport scientists, formal meetings with stakeholders). Overall, NSO representatives did not have a clear understanding of evidence and lacked capacity to access and translate research. However, some context factors, along with internal and external facilitators, were in place and could be used to enhance research implementation.

  10. Intergovernmental organisation activities

    International Nuclear Information System (INIS)

    2016-01-01

    This section treats of the following Intergovernmental organisation activities: 1 - European Atomic Energy Community: Adopted legally binding instruments; Non-legally binding instruments; International relations; 2 - International Atomic Energy Agency (IAEA): Convention on Nuclear Safety (CNS); Joint Convention on the Safety of Spent Fuel Management and on the Safety of Radioactive Waste Management (Joint Convention); Convention on Early Notification of a Nuclear Accident and the Convention on Assistance in the Case of a Nuclear Accident or Radiological Emergency (Early Notification and Assistance Conventions); Code of Conduct on the Safety and Security of Radioactive Sources (Code of Conduct); Amendment to the Convention on the Physical Protection of Nuclear Material (ACPPNM); Workshop on Civil Liability for Nuclear Damage; International Expert Group on Nuclear Liability (INLEX); Legislative Assistance Activities; 3 - OECD Nuclear Energy Agency: Five Years after the Fukushima Daiichi Accident; Regulatory and Institutional Framework for Nuclear Activities; Fifth session of the International Nuclear Law Essentials (INLE); Nuclear Law Committee meeting; NEA publications of interest; New NEA Deputy Director-General and Chief Nuclear Officer; New NEA offices

  11. Intergovernmental organisation activities

    International Nuclear Information System (INIS)

    2015-01-01

    This section treats of the following Intergovernmental organisation activities: 1 - European Atomic Energy Community: Non-legally binding instruments - Communication from the European Commission 'Towards an Integrated Strategic Energy Technology (SET) Plan: Accelerating the European Energy System Transformation'; 2014 Annual Report of the Euratom Supply Agency; Report of June 2015 from the Euratom Supply Agency to the European Commission on the Security of Supply of Medical Radioisotopes; 2 - International Atomic Energy Agency (IAEA): Convention on Nuclear Safety (CNS); 59. regular session of the IAEA General Conference (Resolutions of the Conference, Measures to Strengthen International Cooperation in Nuclear, Radiation, Transport and Waste Safety (GC(59)/RES/9): conventions, regulatory frameworks and supporting non-legally-binding instruments for safety, Nuclear liability, National infrastructures, Nuclear installation safety, Safe management of radioactive sources, Nuclear and radiological incident and emergency preparedness and response); Nuclear Security (GC(59)/RES/10); IAEA Treaty Event; Legislative assistance activities; Nuclear Law Institute; 3 - OECD Nuclear Energy Agency (NEA): European Nuclear Energy Tribunal (ENET) Inaugural Session for the 9. mandate; New signatories to the extension of the Generation IV International Forum (GIF) Framework Agreement; Joint Declaration on the Security of Supply of Medical Radioisotopes; International Framework for Nuclear Energy Cooperation (IFNEC); 15. session of the International School of Nuclear Law (ISNL); 2016 session of the International Nuclear Law Essentials (INLE)

  12. Hormonal responses during two different concurrent-training trials in youth elite soccer players: does changing the organisation of training impact the hormonal response to concurrent exercise?

    Science.gov (United States)

    Enright, Kevin; Morton, James; Iga, John; Drust, Barry

    2017-02-22

    There are no data describing the acute hormonal responses to concurrent- training programmes in youth elite soccer players. Therefore, the aim of this study was to describe the total testosterone (T), cortisol (C), and growth hormone (hGH) responses during two same-day concurrent-training (CT) trials in elite soccer players. n=13 youth elite players (age: 17.0±0.2 yrs; height, 1.80±0.07 m; body mass, 73.1±5.7 kg; VO2 max, 64.4±4.8ml-1.kg-1.min-1) from an English premier league soccer club completed two CT trials. 'Trial 1' (CT1); E (10.30h) followed by S (14.00h) and Trial 2 (CT2); strength-training (S) 09.00h followed by a soccer-specific endurance-training session (E) at 10.30h. Venous blood samples were collected at 5 time-points around training and food intake (T1; 08.00h, T2; 09.45h, T3; 12.30h, T4; 13.45h and T5; 15.15h) and analysed for T (nmol/L) and C (nmol/L) and hGH (ug/L). There was no main effects found between exercise conditions for any hormones (T; P=0.22, C; P=0.07, hGH; P=0.21). Effect size analysis revealed a moderate effect for T at T3 (ES=0.63, CT1; 18.4±3.8, CT2; 15.7±4.7 nmol/L-1). A moderate effect for T area under the curve (AUC) was observed between conditions (CT1; 300±76 versus CT2; 244 ± 81 [AU]; ES=0.71). A moderate effect was apparent for C concentrations T4 in (ES=-0.95, CT1; 230±69, CT2; 314±105 nmol/L-1). Moderate effect sizes were observed at T3 and T4 (ES=0.82, CT1; 1.28±1.17, CT2; 0.47±0.75, ES=0.72, CT1; 0.11±0.05, CT2; 0.07±0.06 ug/L-1 respectively). A moderate effect for hGH AUC was observed between trials (CT1; 14±11 versus CT2; 5±9; [AU], ES=-1.08). The organisation of the concurrent-training protocols used in this study has a negligible impact upon the acute T, C and hGH in youth elite soccer players.

  13. Work adjustment of cancer survivors: An organisational support framework

    Directory of Open Access Journals (Sweden)

    Loraine Clur

    2017-11-01

    Full Text Available Orientation: Medical advancements increase incidents of cancer survivors returning to work. Work adjustment of cancer survivors is essential for job satisfaction and productivity and should be supported and facilitated by the organisation. Research purpose: The purpose of the study was to explore cancer survivors’ return to work experience in order to explicate organisational support needed to facilitate their successful work adjustment. Motivation for the study: Despite the growing awareness of cancer survivorship, the challenges, expectations and management of the return to work process remain under researched. Research approach, design and method: Heidegger’s hermeneutic phenomenology formed the methodological foundation to the study. Purposive sampling was used to select eight participants from an oncology unit and cancer support organisation in the Southern Cape and Little Karoo regions. Participants, diagnosed with various types of cancer, were regarded as cancer survivors as they completed treatment and have returned to work. Data were collected using unstructured interviews and analysed through thematic analysis based on Ricoeur’s hermeneutic phenomenological theory of interpretation. Main findings: Results highlight four themes representing cancer survivors’ needs for organisational support. The support needs are presented in the context of the theory of work adjustment in a hierarchical schema that evolves from a basic need for emotion-focussed support to the need for knowledge and for practical guidance. Support needs culminate in the need for self-actualisation through meaning-making. An organisational support framework is proposed consisting of four integrated functions aimed at addressing the needs that emerged from the data. Practical and managerial implications: The organisational support framework provides guidance to develop an organisational policy and intervention strategy aimed at managing the successful work

  14. Celebrity-led development organisations

    DEFF Research Database (Denmark)

    Budabin, Alexandra Cosima; Rasmussen, Louise Mubanda; Richey, Lisa Ann

    2017-01-01

    The past decade has seen a frontier open up in international development engagement with the entrance of new actors such as celebrity-led organisations. We explore how such organisations earn legitimacy with a focus on Madonna’s Raising Malawi and Ben Affleck’s Eastern Congo Initiative. The study...... draws from organisational materials, interviews, mainstream news coverage, and the texts of the celebrities themselves to investigate the construction of authenticity, credibility, and accountability. We find these organisations earn legitimacy and flourish rapidly amid supportive elite networks...... for funding, endorsements, and expertise. We argue that the ways in which celebrity-led organisations establish themselves as legitimate development actors illustrate broader dynamics of the machinery of development....

  15. The Impact of Organisational Learning on Organisational Performance

    Directory of Open Access Journals (Sweden)

    Anna Zgrzywa-Ziemak

    2015-12-01

    Full Text Available Purpose: The aim of this article is to analyse the theoretical views and results of empirical research concerning the relation between organisational learning (OL and organisational performance (OP. Methodology: The study was carried out through extensive literature research, including relevant literature review from databases such as ProQuest, Elsevier, Emerald and EBSCO (the phrases: “organisational learning”, “learning organisation” and “organisational performance” were searched in the keywords, titles or abstracts. Findings: From a theoretical point of view, the relation between OL and OP is neither obvious nor clear, but the analysis of the empirical studies allows one to assume that OL has an essential impact on OP. However, differences in the strength of the relation were shown and some contradictions related to the presence of the relation between OL and selected (mostly financial performance aspects identified. Furthermore, the article discusses the significant differences and inconsistencies in the methods of measuring OL, measuring OP, selecting contextual factors and adopted methods of data analysis. Implications: Inconsistencies and gaps found in the studies of the relationship between OL and OP made it possible to designate the direction for promising further research. Value: The article presents valuable insight through its in-depth, critical analysis of the organisational learning and organisational outcomes. First and foremost, this indicates that the formula of the previous empirical studies does not allow for the development of precise solutions pertaining to organisational learning management for the benefit of OP improvement.

  16. At the confluence of organisation development (OD and organisation identity theory (OIT: Enter identity interventions

    Directory of Open Access Journals (Sweden)

    C L Van Tonder

    2004-10-01

    Full Text Available The identity concept has been around in the form of “corporate identity" for some time, but its appearance as “organisation identity" is more recent. Emerging theory and initial empirical research suggest that an identity approach and “identity interventions" in particular, offer promising avenues to the organisation development practitioner for enhancing organisational focus, building resilience in the face of major change, and improving performance. Identity interventions in and of themselves, but also employed as pre-change interventions, build organisational capacity that would stave off premature organisational “death" and extend the organisation’s life expectancy. Opsomming Die identiteitskonsep is in die vorm van korporatiewe identiteit reeds ’n geruime tyd in omgang, maar die verskyning daarvan as “organisasie-identiteit? is meer onlangs. Ontluikende teorie en aanvanklike empiriese navorsing suggereer dat ’n identiteitsbenadering en "identiteitsintervensies" in die besonder, belowende geleenthede aan die organisasie- ontwikkelingspraktisyn bied om organisasiefokus te verbeter, die organisasie se veerkragtigheid ten aanskoue van omvangryke verandering te bou, en prestasie te verbeter. Identiteitsintervensies op sigself bou organisasiekapasiteit, maar kan ook as voorveranderingsintervensies aangewend word wat premature organisasie "sterftes" sal vermy en die organisasie se lewensverwagting sal verleng.

  17. Ten Australian ICU nurses' perceptions of organisational restructuring.

    Science.gov (United States)

    Wynne, Rochelle

    2004-02-01

    The Australian healthcare system underwent radical reform in the 1990s as economic rationalist policies were embraced. As a result, there was significant organisational restructuring within hospitals. Traditional indicators, such as nursing absenteeism and attrition, increase during times of organisational change. Despite this, nurses' views of healthcare reform are under-represented in the literature and little is known about the impact of organisational restructuring on perceived performance. This study investigated the perceived impact of organisational restructuring on a group of intensive care unit (ICU) nurses' workplace performance. It employed a qualitative approach to collect data from a purposive sample of clinical nurses. The primary method of data collection was semi-structured interviews. Content analysis generated three categories of data. Participants identified constant pressure, inadequate communication and organisational components of restructuring within the hospital as issues that had a significant impact on their workplace performance. They perceived organisational restructuring was poorly communicated, and this resulted in an environment of constant pressure. Organisational components of restructuring included the subcategories of specialised service provision and an alternative administrative structure that had both positive and negative ramifications for performance. To date, there has been little investigation of nurses' perceptions of organisational restructure or the impact this type of change has in the clinical domain. Participants in this study believed reorganisation was detrimental to quality care delivery in intensive care, as a result of fiscal constraint, inadequate communication and pressure that influenced their workplace performance.

  18. The use of change theory to facilitate the consolidation of two diverse Bachelors of Science in Nursing programs.

    Science.gov (United States)

    Pawl, Jean D; Anderson, Lori S

    Consolidation of resources, programs, and even universities are measures that university systems consider for economic reasons. The transformation and restructuring of two diverse nursing programs utilized an organizational change tool to guide the consolidation efforts. Insights on how to use an organizational change model and lessons learned are shared for higher education units that may face consolidation. The ADKAR Change Management Model, one of many organizational change resources, was advantageous in consolidating two diverse nursing programs when two universities were mandated to become one. Change is inevitable yet when faced with transition and transformation, thoughtful and strong, committed leaders who portray open transparent communication are an absolute requirement for sustained change. To guide the process, the ADKAR Change Management Model is an insightful and worthwhile resource. Copyright © 2016 Elsevier Inc. All rights reserved.

  19. Diagnosing climate change impacts and identifying adaptation strategies by involving key stakeholder organisations and farmers in Sikkim, India: Challenges and opportunities.

    Science.gov (United States)

    Azhoni, Adani; Goyal, Manish Kumar

    2018-01-19

    Narrowing the gap between research, policy making and implementing adaptation remains a challenge in many parts of the world where climate change is likely to severely impact water security. This research aims to narrow this gap by matching the adaptation strategies being framed by policy makers to that of the perspectives of development agencies, researchers and farmers in the Himalayan state of Sikkim in India. Our case study examined the perspectives of various stakeholders for climate change impacts, current adaptation strategies, knowledge gaps and adaptation barriers, particularly in the context of implementing the Sikkim State Action Plan on Climate Change through semi-structured interviews carried out with decision makers in the Sikkim State Government, researchers, consultants, local academia, development agencies and farmers. Using Stakeholders Network Analysis tools, this research unravels the complexities of perceiving climate change impacts, identifying strategies, and implementing adaptation. While farmers are less aware about the global phenomenon of climate change impacts for water security, their knowledge of the local conditions and their close interaction with the State Government Agriculture Department provides them opportunities. Although important steps are being initiated through the Sikkim State Action Plan on Climate Change it is yet to deliver effective means of adaptation implementation and hence, strengthening the networks of close coordination between the various implementing agencies will pay dividends. Knowledge gaps and the need for capacity building identified in this research, based on the understandings of key stakeholders are highly relevant to both the research community and for informing policy. Copyright © 2018. Published by Elsevier B.V.

  20. Intergovernmental organisation activities

    International Nuclear Information System (INIS)

    2016-01-01

    This section treats of the following Intergovernmental organisation activities: 1 - European Atomic Energy Community: Non-legally binding instruments (Commission Recommendation on the application of Article 103 of the Euratom Treaty; Communication from the Commission on a Nuclear Illustrative Program; Report from the Commission to the European Parliament and the Council on the implementation of the work under the nuclear decommissioning assistance program to Bulgaria, Lithuania and Slovakia in 2015 and previous years); International Atomic Energy Agency (IAEA): Joint Convention on the Safety of Spent Fuel Management and on the Safety of Radioactive Waste Management; 60. Regular Session of the IAEA General Conference (Resolutions of the Conference, Measures to strengthen international cooperation in nuclear, radiation, transport and waste safety (GC(60)/RES/9): conventions, regulatory frameworks and supporting non-legally-binding instruments for safety, Nuclear installation safety, Safe management of radioactive sources, Nuclear Security (GC(60)/RES/10)); IAEA Treaty Event; Legislative assistance activities; OECD Nuclear Energy Agency (NEA): New member of the Generation IV International Forum; New signatories to the extension of the GIF Framework Agreement; International Framework for Nuclear Energy Cooperation (IFNEC) 'Latin American Nuclear Energy Stakeholders Conference', 25-26 October 2016, Buenos Aires, Argentina; 10. national workshop of the NEA Forum on Stakeholder Confidence (FSC); Symposium on the Fukushima Nuclear Power Plant Accident and Law and Policy, 24-25 September 2016, Tokyo, Japan; Nuclear Law Committee meeting; NEA publications of interest; Regulatory and Institutional Framework for Nuclear Activities; 16. Session of the International School of Nuclear Law (ISNL); 2017 session of the International Nuclear Law Essentials (INLE); Table on Nuclear Operator Liability Amounts and Financial Security Limits

  1. Intergovernmental organisation activities

    International Nuclear Information System (INIS)

    2017-01-01

    This section treats of the following Intergovernmental organisation activities: 1 - European Atomic Energy Community, Non-legally binding instruments: Report on Cyber Security in the Energy Sector; International relations: Memorandum of Understanding on a Strategic Energy Partnership between the European Union together with the European Atomic Energy Community and Ukraine; 2 - International Atomic Energy Agency, Convention on Nuclear Safety (CNS): Seventh Review Meeting of the contracting parties to the CNS; Joint Convention on the Safety of Spent Fuel Management and on the Safety of Radioactive Waste Management (Joint Convention): Third Extraordinary Meeting of the contracting parties to the Joint Convention; Code of Conduct on the Safety of Research Reactors (Code): Fourth International Meeting on Application of the Code; Convention on the Physical Protection of Nuclear Material (CPPNM) and the CPPNM Amendment: Second Technical Meeting of the representatives of states parties to the CPPNM and the CPPNM Amendment; International Conference on Nuclear Security: Commitments and Actions; Nuclear liability: Seventeenth meeting of the International Expert Group on Nuclear Liability (INLEX), Workshops on Civil Liability for Nuclear Damage; Legislative assistance activities; 3 - OECD Nuclear Energy Agency: Strategic Plan for 2017-2022, Argentina and Romania to become members of the Nuclear Energy Agency, Latest updates regarding the Paris Convention, The NEA and China's National Energy Administration sign MOU to strengthen co-operation, Stakeholder support and involvement essential to future of nuclear energy decision making, Nuclear Law Committee meeting, 2017 International Nuclear Law Essentials (INLE) course, Regulatory and institutional framework for nuclear activities, NEA publications of interest

  2. Building Organisational Capability the Private Provider Way

    Science.gov (United States)

    Guthrie, Hugh

    2008-01-01

    Organisational capability is recognised as a key to organisational success. The combination of human capital (peoples' skills and knowledge), social capital (relationships between people) and organisational capital (the organisation's processes), is central to building an organisation's capability. This paper, presented at the 2008 annual…

  3. Understanding Systems Change in Early Implementation of Housing First in Canadian Communities: An Examination of Facilitators/Barriers, Training/Technical Assistance, and Points of Leverage.

    Science.gov (United States)

    Worton, S Kathleen; Hasford, Julian; Macnaughton, Eric; Nelson, Geoffrey; MacLeod, Timothy; Tsemberis, Sam; Stergiopoulos, Vicky; Goering, Paula; Aubry, Tim; Distasio, Jino; Richter, Tim

    2018-03-01

    We present interim findings of a cross-site case study of an initiative to expand Housing First (HF) in Canada through training and technical assistance (TTA). HF is an evidence-based practice designed to end chronic homelessness for consumers of mental health services. We draw upon concepts from implementation science and systems change theory to examine how early implementation occurs within a system. Case studies examining HF early implementation were conducted in six Canadian communities receiving HF TTA. The primary data are field notes gathered over 1.5 years and evaluations from site-specific training events (k = 5, n = 302) and regional network training events (k = 4, n = 276). We report findings related to: (a) the facilitators of and barriers to early implementation, (b) the influence of TTA on early implementation, and (c) the "levers" used to facilitate broader systems change. Systems change theory enabled us to understand how various "levers" created opportunities for change within the communities, including establishing system boundaries, understanding how systems components can function as causes of or solutions to a problem, and assessing and changing systems interactions. We conclude by arguing that systems theory adds value to existing implementation science frameworks and can be helpful in future research on the implementation of evidence-based practices such as HF which is a complex community intervention. Implications for community psychology are discussed. © Society for Community Research and Action 2017.

  4. Organisational Conditions for Corporate Entrepreneurship in Dutch Organisations

    NARCIS (Netherlands)

    Veenker, S.; Veenker, Simon; van der Sijde, Peter; During, W.E.; Nijhof, A.H.J.

    2008-01-01

    Corporate entrepreneurship is a topic of attraction for many managers in corporate enterprises. In the early 1980s, several researchers discovered the importance of entrepreneurship and its role in organisational renewal, innovation, risk taking and creation of new businesses. Corporate

  5. Organisations and their safety processes

    International Nuclear Information System (INIS)

    Wahlstroem, B.; Kettunen, J.

    1998-01-01

    Organisational factors have in many incidents and accidents proved to be one of the most important contributors to human errors at nuclear power plants (NPP). The problem with this finding is that very few methods exist for the identification of organisational deficiencies which may contribute to high error probabilities. Methods for the support of managing high reliability organisations have been the target of research efforts in VTT Automation. The paper gives a brief reference to some research which has been carried out in connection to the LURI- and ORINT-projects. (orig.)

  6. Climate change likely to facilitate the invasion of the non-native hydroid, Cordylophora caspia, in the San Francisco Estuary.

    Science.gov (United States)

    Meek, Mariah H; Wintzer, Alpa P; Wetzel, William C; May, Bernie

    2012-01-01

    Climate change and invasive species can both have negative impacts on native species diversity. Additionally, climate change has the potential to favor invasive species over natives, dealing a double blow to native biodiversity. It is, therefore, vital to determine how changing climate conditions are directly linked to demographic rates and population growth of non-native species so we can quantitatively evaluate how invasive populations may be affected by changing conditions and, in turn, impact native species. Cordylophora caspia, a hydrozoan from the Ponto-Caspian region, has become established in the brackish water habitats of the San Francisco Estuary (SFE). We conducted laboratory experiments to study how temperature and salinity affect C. caspia population growth rates, in order to predict possible responses to climate change. C. Caspia population growth increased nonlinearly with temperature and leveled off at a maximum growth rate near the annual maximum temperature predicted under a conservative climate change scenario. Increasing salinity, however, did not influence growth rates. Our results indicate that C. caspia populations in the SFE will benefit from predicted regional warming trends and be little affected by changes in salinity. The population of C. caspia in the SFE has the potential to thrive under future climate conditions and may subsequently increase its negative impact on the food web.

  7. Climate change likely to facilitate the invasion of the non-native hydroid, Cordylophora caspia, in the San Francisco Estuary.

    Directory of Open Access Journals (Sweden)

    Mariah H Meek

    Full Text Available Climate change and invasive species can both have negative impacts on native species diversity. Additionally, climate change has the potential to favor invasive species over natives, dealing a double blow to native biodiversity. It is, therefore, vital to determine how changing climate conditions are directly linked to demographic rates and population growth of non-native species so we can quantitatively evaluate how invasive populations may be affected by changing conditions and, in turn, impact native species. Cordylophora caspia, a hydrozoan from the Ponto-Caspian region, has become established in the brackish water habitats of the San Francisco Estuary (SFE. We conducted laboratory experiments to study how temperature and salinity affect C. caspia population growth rates, in order to predict possible responses to climate change. C. Caspia population growth increased nonlinearly with temperature and leveled off at a maximum growth rate near the annual maximum temperature predicted under a conservative climate change scenario. Increasing salinity, however, did not influence growth rates. Our results indicate that C. caspia populations in the SFE will benefit from predicted regional warming trends and be little affected by changes in salinity. The population of C. caspia in the SFE has the potential to thrive under future climate conditions and may subsequently increase its negative impact on the food web.

  8. ClimateQUAL® and Thinklets: Using ClimateQUAL® with Group Support Systems to Facilitate Discussion and Set Priorities for Organizational Change at Criss Library

    Directory of Open Access Journals (Sweden)

    Nora Hillyer

    2013-06-01

    Full Text Available Objective – This article discusses a series of actions taken by the Criss Library at the University of Nebraska at Omaha to implement organizational change, using the ClimateQUAL® survey and facilitated discussions with ThinkTank™ group decision software. The library had experienced significant changes over a five-year period, with a renovation of the facility and three reorganizations resulting in a 50% staff turnover. Recognizing the strain that years of construction and personnel changes had placed on the organization, there was a desire to uncover the mood of the employees and reveal the issues behind low morale, uneasiness, and fear.Methods – In November 2009, the library conducted a ClimateQUAL® survey to develop a baseline to assess the effectiveness of any changes. After the results were distributed to library faculty and staff, a series of two-hour facilitated discussions was held to gather opinions and ideas for solutions using thinkLets, a pattern language for reasoning toward a goal. The group support system ThinkTank™ software was loaded onto computers, and employees were able to add their ideas anonymously during the sessions. Finally, 12 employees (29% completed a four-question survey on their perceptions of the facilitated discussions.Results – The facilitated discussions returned 76 sub-themes in 12 categories: staffing and scheduling issues, staff unity/teamwork, communication, goodwill/morale, accountability, decision-making, policy issues, skills and training, leadership, ergonomics/physical work environment, respect, and bullying. An advisory team culled the 76 sub-themes into 40 improvement strategies. Five were implemented immediately, and the remaining 35 were scheduled to be presented to the faculty and staff via an online survey. Participants’ perceptions of the facilitated discussions were mixed. Eighty-three percent of respondents reported that they did not feel safe speaking out about issues, most

  9. Modeling Organisational Management Structure of the United University

    Directory of Open Access Journals (Sweden)

    Svetlana E. Maykova

    2017-09-01

    Full Text Available Introduction: higher education institutions are currently going through intensive reorganization processes that also have effect on university organisational management structures. This is caused by the mismatch between traditional linear-functional structures of management and current situation in the market of educa¬tional services and by the inability to respond flexibly to changes in the external environment. The purpose of the article is to develop a conceptual model of the university management organisational structure as well as alternative scenarios for transition to the above model based on the analysis of domestic and foreign approaches pertaining to the development of university management structures formed due to the merging of separate universities, scientific organisations, institutions and colleges. Materials and Methods: the conceptual article is based on the analysis of works by domestic and foreign authors in the field of development of organisational design and management structure of a modern university. To achieve this goal, the authors made a comparative analysis between organizational management structures of domestic federal universities and international universities, reorganized in the process of merging. The scenario approach allowed to determine various versions of the organisational management structure model that ensures positive results following the integration of vari ous scientific and educational organisations. Results: the analysis of approaches to designing organisational management structures of an educational institution was made, including: organisational management structures of federal universities, implemented approaches to development of management structures of leading foreign universities. The goals and tasks of the transition to the new organisational design of the university, the principles and requirements for the formation of an effective organisational structure of management are substantiated

  10. Integrated care in the daily work: coordination beyond organisational boundaries.

    Science.gov (United States)

    Petrakou, Alexandra

    2009-07-09

    In this paper, integrated care in an inter-organisational cooperative setting of in-home elderly care is studied. The aim is to explore how home care workers coordinate their daily work, identify coordination issues in situ and discuss possible actions for supporting seamless and integrated elderly care at home. The empirical findings are drawn from an ethnographic workplace study of the cooperation and coordination taking place between home care workers in a Swedish county. Data were collected through observational studies, interviews and group discussions. The paper identifies a need to support two core issues. Firstly, it must be made clear how the care interventions that are currently defined as 'self-treatment' by the home health care should be divided. Secondly, the distributed and asynchronous coordination between all care workers involved, regardless of organisational belonging must be better supported. Integrated care needs to be developed between organisations as well as within each organisation. As a matter of fact, integrated care needs to be built up beyond organisational boundaries. Organisational boundaries affect the planning of the division of care interventions, but not the coordination during the home care process. During the home care process, the main challenge is the coordination difficulties that arise from the fact that workers are distributed in time and/or space, regardless of organisational belonging. A core subject for future practice and research is to develop IT tools that reach beyond formal organisational boundaries and processes while remaining adaptable in view of future structure changes.

  11. Playing facilitator

    DEFF Research Database (Denmark)

    Houmøller, Ellen; Marchetti, Emanuela

    2015-01-01

    workshops based on two classic role-play games: The Silent Game (Brandt, 2006) and The Six Thinking Hats (de Bono, 1985). These games were created to support students in learning design thinking in groups and are assigned positive values in literature, hence we expected a smooth process. However, our......t: This paper presents reflections on the role of teachers as facilitators, in a context of role-play targeting learning of design thinking skills. Our study was conducted according to the method of visual ethnography. We acted as facilitators for 50 students through the yearly six-day competitive...... event called InnoEvent, addressed to students in the fields of multimedia and healthcare. Being interested in studying games and role-play as tools to support independent learning in the field of design thinking and team-building, following Dewey’s (1938) theory of learning experience, we ran two...

  12. Changes in root hydraulic conductivity facilitate the overall hydraulic response of rice (Oryza sativa L.) cultivars to salt and osmotic stress.

    Science.gov (United States)

    Meng, Delong; Fricke, Wieland

    2017-04-01

    The aim of the present work was to assess the significance of changes in root AQP gene expression and hydraulic conductivity (Lp) in the regulation of water balance in two hydroponically-grown rice cultivars (Azucena, Bala) which differ in root morphology, stomatal regulation and aquaporin (AQP) isoform expression. Plants were exposed to NaCl (25 mM, 50 mM) and osmotic stress (5%, 10% PEG6000). Root Lp was determined for exuding root systems (osmotic forces driving water uptake; 'exudation Lp') and transpiring plants (hydrostatic forces dominating; 'transpiration-Lp'). Gene expression was analysed by qPCR. Stress treatments caused a consistent and significant decrease in plant growth, transpirational water loss, stomatal conductance, shoot-to-root surface area ratio and root Lp. Comparison of exudation-with transpiration-Lp supported a significant contribution of AQP-facilitated water flow to root water uptake. Changes in root Lp in response to treatments were correlated much stronger with root morphological characteristics, such as the number of main and lateral roots, surface area ratio of root to shoot and plant transpiration rate than with AQP gene expression. Changes in root Lp, involving AQP function, form an integral part of the plant hydraulic response to stress and facilitate changes in the root-to-shoot surface area ratio, transpiration and stomatal conductance. Copyright © 2017 Elsevier Masson SAS. All rights reserved.

  13. A typology of organisational cultures.

    Science.gov (United States)

    Westrum, R

    2004-12-01

    There is wide belief that organisational culture shapes many aspects of performance, including safety. Yet proof of this relationship in a medical context is hard to find. In contrast to human factors, whose contributions are many and notable, culture's impact remains a common-sense, rather than a scientific, concept. The objectives of this paper are to show that organisational culture bears a predictive relationship with safety and that particular kinds of organisational culture improve safety, and to develop a typology predictive of safety performance. Because information flow is both influential and also indicative of other aspects of culture, it can be used to predict how organisations or parts of them will behave when signs of trouble arise. From case studies and some systematic research it appears that information culture is indeed associated with error reporting and with performance, including safety. Yet this relationship between culture and safety requires more exploration before the connection can be considered definitive.

  14. In Pursuit of Organisational Renewal

    DEFF Research Database (Denmark)

    Sørensen, Brian Vejrum

    of new mean-ings, but also to the process of incorporating these with organisational mechanism such as structures and procedures by developing new practices and linking diverse lines of activity. First of all the thesis illustrates how knowledge intensive organisations are dependent on their capacity......Every time we open a newspaper we are confirmed in the belief that organisations are faced by increas-ingly knowledge intensive realities. More often than not, these reports tell us how companies are strug-gling with issues related to operating on an competitive stage, which is characterised...... by increasing de-mands for flexibility, innovation and constant improvement, and at the same time by diminishing cost and response time. The response has come in many forms related to management style, organisational form, outsourcing, competence, and work itself. How to act within these contingencies...

  15. Organisational closure in biological organisms.

    Science.gov (United States)

    Mossio, Matteo; Moreno, Alvaro

    2010-01-01

    The central aim of this paper consists in arguing that biological organisms realize a specific kind of causal regime that we call "organisational closure"; i.e., a distinct level of causation, operating in addition to physical laws, generated by the action of material structures acting as constraints. We argue that organisational closure constitutes a fundamental property of biological systems since even its minimal instances are likely to possess at least some of the typical features of biological organisation as exhibited by more complex organisms. Yet, while being a necessary condition for biological organization, organisational closure underdetermines, as such, the whole set of requirements that a system has to satisfy in order to be taken as a paradigmatic example of organism. As we suggest, additional properties, as modular templates and control mechanisms via dynamical decoupling between constraints, are required to get the complexity typical of full-fledged biological organisms.

  16. Entrepreneuring as Organisation-Creation

    DEFF Research Database (Denmark)

    Hjorth, Daniel

    2014-01-01

    This chapter aims at making a contribution to the study of entrepreneurship and creativity by developing a processual conceptualisation of a form of entrepreneurial creativity called entrepreneuring or organisation-creation. Such a processual conceptualisation of entrepreneuring will answer...

  17. Evaluation of an Organisational Intervention to Promote Integrated Working between Health Services and Care Homes in the Delivery of End-of-Life Care for People with Dementia: Understanding the Change Process Using a Social Identity Approach

    Directory of Open Access Journals (Sweden)

    Sarah Amador

    2016-06-01

    Full Text Available In the United Kingdom, approximately a third of people with dementia live in long-term care facilities for adults, the majority of whom are in the last years of life. Working arrangements between health services and care homes in England are largely ad hoc and often inequitable, yet quality end-of-life care for people with dementia in these settings requires a partnership approach to care that builds on existing practice. This paper reports on the qualitative component of a mixed method study aimed at evaluating an organisational intervention shaped by Appreciative Inquiry to promote integrated working between visiting health care practitioners (i.e. General Practitioners and District Nurses and care home staff. The evaluation uses a social identity approach to elucidate the mechanisms of action that underlie the intervention, and understand how organisational change can be achieved. We uncovered evidence of both (i identity mobilisation and (ii context change, defined in theory as mechanisms to overcome divisions in healthcare. Specifically, the intervention supported integrated working across health and social care settings by (i the development of a common group identity built on shared views and goals, but also recognition of knowledge and expertise specific to each service group which served common goals in the delivery of end-of-life care, and (ii development of context specific practice innovations and the introduction of existing end-of-life care tools and frameworks, which could consequently be implemented as part of a meaningful bottom-up rather than top-down process. Interventions structured around a Social Identity Approach can be used to gauge the congruence of values and goals between service groups without which efforts to achieve greater integration between different health services may prove ineffectual. The strength of the approach is its ability to accommodate the diversity of service groups involved in a given area of care

  18. Psychological empowerment, job insecurity and wellness of employees in selected organisations / Marius Wilhelm Stander

    OpenAIRE

    Stander, Marius Wilhelm

    2007-01-01

    South Africa, like the rest of the world, is undergoing major changes in the social, political, economic, technological and organisational environments. The ability of any organisation to compete internationally will depend to a large extent on the quality of its people. The biggest challenge that organisations are facing is to find, develop and retain talent. More than ever the ability of organisations to grow and develop will he determined by the level of competence and energy of their peop...

  19. Facilitating Changes in College Teaching Practices: Instructional Reform, Identity Conflict and Professional Community in a K-20 Partnership

    Science.gov (United States)

    Olitsky, Stacy

    2015-08-01

    In this paper, I explain variation in the adoption of student-centred teaching practices among college faculty members in a program designed to promote K-20 instructional reform. I analyze data from a qualitative study of a Math and Science Partnership in order to understand why some faculty members had undergone extensive changes to their practices whereas others had not, even though both groups had demonstrated changes in their beliefs. Findings show that when collective identities focused on reform become more salient than the role identities associated with their teaching positions, faculty members are able to persist through the loss of self-efficacy that results from struggles with new student-centred practices. This study demonstrates how professional communities can enhance "collective efficacy", thereby affecting whether the cognitive dissonance that accompanies professional development leads to instructional change rather than disengagement from reform initiatives.

  20. Towards the development of an organisation development model for the mining industry

    OpenAIRE

    2014-01-01

    D. Litt. et Phil.(Leadership in Performance and Change) The aim of this study was to develop an organisation development model to support organisational change and transformation in a dynamic, continuously changing business environment, specifically for the mining industry in South Africa. Literature revealed that there is a tendency to employ universal and generic models to challenges of organisational change, whereas successful 00 needs a situation specific or contextualised approach. Th...

  1. A framework for facilitating dialogue between policy planners and local climate change adaptation professionals: Cases from Sweden, Canada and Indonesia

    NARCIS (Netherlands)

    Larsen, R.K.; Swartling, A.G.; Powell, N.; May, B.; Plummer, R.; Simonsson, L.; Osbeck, M.

    2012-01-01

    The dominant approach to mainstreaming climate adaptation into sectoral policies relies on an ‘upscaling’ model in which it is envisaged to extract lessons from local change processes to inspire generic sub-national and national policies. One of the central methodological questions, which remain

  2. Assessing Teacher Change in Facilitating Mathematizing in Urban Middle Schools: Results of an Effective Professional Development Program

    Science.gov (United States)

    Tarlow, Lynn D.

    2014-01-01

    This study documents the change in teaching practices of a group of mathematics teachers in urban middle schools as they participated in a program of professional development to promote standards-based learning environments. The teachers made a shift in their classroom practice from a traditional, didactic lecture approach towards a role of…

  3. The relationship between organisational trust and quality of work life

    Directory of Open Access Journals (Sweden)

    Yolandi van der Berg

    2013-01-01

    Full Text Available Orientation: Managers within organisations should be more attentive regarding their managerial practices, the quality of work life (QWL and trust relationships, as experienced by employees.Research purpose: The aim of the study was to determine the relationship between organisational trust and QWL.Motivation for the study: Recent organisational changes have refocused attention on the productivity and performance of sales representatives. These changes have brought about a re-evaluation of their QWL and the organisational trust they experience.Research design, approach and method: An Internet-based survey methodology was used to collect primary data from a probability sample of 282 sales representatives; a 72% response rate was obtained. Responses were analysed using quantitative techniques and structural equation modelling.Main findings: Results confirmed a positive relationship between managerial practices with organisational trust and QWL and a lower relationship between the personality dimensions, organisational trust and the QWL.Practical/managerial implications: The study accentuated how important it is for management to be constantly aware of employees’ trust and their experience of a QWL, as these factors can lead to severe consequences if not properly managed.Contribution/value add: The study focused attention on the importance of building good trust relationships within an organisation, as it seems as though the personality traits and managerial practices of managers influence not only the trust relationship experienced by employees, but also their experience of a QWL.

  4. Using Action Research and Peer Perspectives to Develop Technology That Facilitates Behavioral Change and Self-Management in COPD

    Directory of Open Access Journals (Sweden)

    Catherine McCabe

    2014-01-01

    Full Text Available Background. Behavioural change and self-management in patients with chronic illness may help to control symptoms, avoid rehospitalization, enhance quality of life, and decrease mortality and morbidity. Objective. Guided by action research principles and using mixed methods, the aim of this project was to develop peer based educational, motivational, and health-promoting peer based videos, using behavioural change principles, to support self-management in patients with COPD. Methods. Individuals (n=32 living with COPD at home and involved in two community based COPD support groups were invited to participate in this project. Focus group/individual interviews and a demographic questionnaire were used to collect data. Results. Analysis revealed 6 categories relevant to behavioural change which included self-management, support, symptoms, knowledge, rehabilitation, and technology. Participants commented that content needed to be specific, and videos needed to be shorter, to be tailored to severity of condition, to demonstrate “normal” activities, to be positive, and to ensure that content is culturally relevant. Conclusions. This study demonstrated that detailed analysis of patient perspectives and needs for self-management is essential and should underpin the development of any framework, materials, and technology. The action research design principles provided an effective framework for eliciting the data and applying it to technology and testing its relevance to the user.

  5. Organisational perspectives on addressing differential attainment in postgraduate medical education: a qualitative study in the UK.

    Science.gov (United States)

    Woolf, Katherine; Viney, Rowena; Rich, Antonia; Jayaweera, Hirosha; Griffin, Ann

    2018-03-09

    To explore how representatives from organisations with responsibility for doctors in training perceive risks to the educational progression of UK medical graduates from black and minority ethnic groups (BME UKGs), and graduates of non-UK medical schools (international medical graduates (IMGs)). To identify the barriers to and facilitators of change. Qualitative semistructured individual and group interview study. Postgraduate medical education in the UK. Individuals with roles in examinations and/or curriculum design from UK medical Royal Colleges. Employees of NHS Employers. Representatives from 11 medical Royal Colleges (n=29) and NHS Employers (n=2) took part (55% medically qualified, 61% male, 71% white British/Irish, 23% Asian/Asian British, 6% missing ethnicity). Risks were perceived as significant, although more so for IMGs than for BME UKGs. Participants based significance ratings on evidence obtained largely through personal experience. A lack of evidence led to downgrading of significance. Participants were pessimistic about effecting change, two main barriers being sensitivities around race and the isolation of interventions. Participants felt that organisations should acknowledge problems, but felt concerned about being transparent without a solution; and talking about race with trainees was felt to be difficult. Participants mentioned 63 schemes aiming to address differential attainment, but these were typically local or specialty-specific, were not aimed at BME UKGs and were largely unevaluated. Participants felt that national change was needed, but only felt empowered to effect change locally or within their specialty. Representatives from organisations responsible for training doctors perceived the risks faced by BME UKGs and IMGs as significant but difficult to change. Strategies to help organisations address these risks include: increased openness to discussing race (including ethnic differences in attainment among UKGs); better sharing of

  6. Enabling organisational learning and knowledge sharing through employee involvement

    DEFF Research Database (Denmark)

    Bjerrum, Eva; Dahl, Susanne

    In this paper we want to suggest that involving the employees in the development of the new workspaces is an important element in organisational learning and that it makes good sense to rethink space in order to support both tacit knowledge and collaboration. We want to argue that involving...... the employees in the design of their future workplace is key to giving the employee ownership for the change and may provide the organisation with invaluable ideas for the new work environment and the process of enabling organisational learning and knowledge sharing. We base our argument on a series of research...

  7. Preparing organisations for employee-driven open innovation

    Directory of Open Access Journals (Sweden)

    Amundsen, O.

    2014-07-01

    Full Text Available The present study addresses the need to prepare organisations, small or large, for open innovation approaches, including the development of capacity to exploit the potential benefits of such principles through Employee-Driven Innovation (EDI. Based on interviews in 20 Norwegian enterprises, we propose that EDI is an under-explored opportunity in many organisations, and that the systematic introduction of EDI practices increases organisations' ability to exploit open innovation principles and favourably impacts the capacity for innovation. Specifically, EDI results in a more general interest in improvement among employees, increased engagement in innovation processes, and reduced opposition to change.

  8. The relationship between job insecurity, organisational citizenship behaviours and affective organisational commitment / Anita Caldeira Jorge

    OpenAIRE

    Jorge, Anita Caldeira

    2005-01-01

    During the last few decades economic changes leading to transformations in the labour market have taken place in the industrialised world (Mauno & Kinnunen, 1999). These changes have had to be implemented as a result of economic recession, new information technology, industrial restructuring and accelerated global competition (Hartley, Jacobson, Klandermans & Van Vuuren, 199 1 ; Hellgren, Sverke & Isakson, 1999). South African organisations, to remain competitive in these harsh conditions, ha...

  9. What can management theories offer evidence-based practice? A comparative analysis of measurement tools for organisational context

    Directory of Open Access Journals (Sweden)

    Pennington Lindsay

    2009-05-01

    Full Text Available Abstract Background Given the current emphasis on networks as vehicles for innovation and change in health service delivery, the ability to conceptualise and measure organisational enablers for the social construction of knowledge merits attention. This study aimed to develop a composite tool to measure the organisational context for evidence-based practice (EBP in healthcare. Methods A structured search of the major healthcare and management databases for measurement tools from four domains: research utilisation (RU, research activity (RA, knowledge management (KM, and organisational learning (OL. Included studies were reports of the development or use of measurement tools that included organisational factors. Tools were appraised for face and content validity, plus development and testing methods. Measurement tool items were extracted, merged across the four domains, and categorised within a constructed framework describing the absorptive and receptive capacities of organisations. Results Thirty measurement tools were identified and appraised. Eighteen tools from the four domains were selected for item extraction and analysis. The constructed framework consists of seven categories relating to three core organisational attributes of vision, leadership, and a learning culture, and four stages of knowledge need, acquisition of new knowledge, knowledge sharing, and knowledge use. Measurement tools from RA or RU domains had more items relating to the categories of leadership, and acquisition of new knowledge; while tools from KM or learning organisation domains had more items relating to vision, learning culture, knowledge need, and knowledge sharing. There was equal emphasis on knowledge use in the different domains. Conclusion If the translation of evidence into knowledge is viewed as socially mediated, tools to measure the organisational context of EBP in healthcare could be enhanced by consideration of related concepts from the organisational

  10. What can management theories offer evidence-based practice? A comparative analysis of measurement tools for organisational context

    Science.gov (United States)

    French, Beverley; Thomas, Lois H; Baker, Paula; Burton, Christopher R; Pennington, Lindsay; Roddam, Hazel

    2009-01-01

    Background Given the current emphasis on networks as vehicles for innovation and change in health service delivery, the ability to conceptualise and measure organisational enablers for the social construction of knowledge merits attention. This study aimed to develop a composite tool to measure the organisational context for evidence-based practice (EBP) in healthcare. Methods A structured search of the major healthcare and management databases for measurement tools from four domains: research utilisation (RU), research activity (RA), knowledge management (KM), and organisational learning (OL). Included studies were reports of the development or use of measurement tools that included organisational factors. Tools were appraised for face and content validity, plus development and testing methods. Measurement tool items were extracted, merged across the four domains, and categorised within a constructed framework describing the absorptive and receptive capacities of organisations. Results Thirty measurement tools were identified and appraised. Eighteen tools from the four domains were selected for item extraction and analysis. The constructed framework consists of seven categories relating to three core organisational attributes of vision, leadership, and a learning culture, and four stages of knowledge need, acquisition of new knowledge, knowledge sharing, and knowledge use. Measurement tools from RA or RU domains had more items relating to the categories of leadership, and acquisition of new knowledge; while tools from KM or learning organisation domains had more items relating to vision, learning culture, knowledge need, and knowledge sharing. There was equal emphasis on knowledge use in the different domains. Conclusion If the translation of evidence into knowledge is viewed as socially mediated, tools to measure the organisational context of EBP in healthcare could be enhanced by consideration of related concepts from the organisational and management sciences

  11. Implementing an organised cervical screening programme in the Republic of Moldova-Stakeholder identification and engagement.

    Science.gov (United States)

    Davies, Philip; Valuta, Diana; Cojohari, Natalia; Sancho-Garnier, Helene

    2017-10-01

    Successfully implementing cervical screening programmes requires them to be adapted to the local context and have broad stakeholder support. This can be achieved by actively engaging local stakeholders in planning as well as implementing the programmes. The Moldovan government started implementing an organised cervical screening programme in 2010 with the first step being stakeholder identification and engagement. This process started by contacting easily identified stakeholders with each asked to recommend others and the process continued until no new ones were identified. Stakeholders were then involved in a series of individual and group meetings over a 2-year period to build confidence and encourage progressively greater engagement. In total, 87 individuals from 46 organisations were identified. Over the 2-year process, the individual and group meetings facilitated a change in stakeholder attitudes from disinterest, to acceptance and finally to active cooperation in designing the screening programme and preparing an implementation plan that were both well adapted to the Moldovan context. Developing the broad support needed to implement cervical screening programmes required ongoing interaction with stakeholders over an extended period. This interaction allowed stakeholder concerns to be identified and addressed, progress to be demonstrated, and stakeholders to be educated about organised screening programmes so they had the knowledge to progressively take greater responsibility and ownership. Copyright © 2017 Elsevier Ltd. All rights reserved.

  12. A Web-Based Lifestyle Medicine Curriculum: Facilitating Education About Lifestyle Medicine, Behavioral Change, and Health Care Outcomes

    Science.gov (United States)

    Xiao, Ryan C; Sannidhi, Deepa; McBride, Yasamina; McCargo, Tracie; Stern, Theodore A

    2017-01-01

    Background Lifestyle medicine is the science and application of healthy lifestyles as interventions for the prevention and treatment of disease, and has gained significant momentum as a specialty in recent years. College is a critical time for maintenance and acquisition of healthy habits. Longer-term, more intensive web-based and in-person lifestyle medicine interventions can have a positive effect. Students who are exposed to components of lifestyle medicine in their education have improvements in their health behaviors. A semester-long undergraduate course focused on lifestyle medicine can be a useful intervention to help adopt and sustain healthy habits. Objective To describe a novel, evidence based curriculum for a course teaching the concepts of Lifestyle Medicine based on a web-based course offered at the Harvard Extension School. Methods The course was delivered in a web-based format. The Lifestyle Medicine course used evidence based principles to guide students toward a “coach approach” to behavior change, increasing their self-efficacy regarding various lifestyle-related preventive behaviors. Students are made to understand the cultural trends and national guidelines that have shaped lifestyle medicine recommendations relating to behaviors. They are encouraged to engage in behavior change. Course topics include physical activity, nutrition, addiction, sleep, stress, and lifestyle coaching and counseling. The course addressed all of the American College of Preventive Medicine/American College of Lifestyle Medicine competencies save for the competency of office systems and technologies to support lifestyle medicine counseling. Results The course was well-received, earning a ranking of 4.9/5 at the school. Conclusions A novel, semester-long course on Lifestyle Medicine at the Harvard Extension School is described. Student evaluations suggest the course was well-received. Further research is needed to evaluate whether such a course empowers students to

  13. Women's career advancement in organisations: Integrative framework for research

    Directory of Open Access Journals (Sweden)

    Mišić-Andrić Marijana

    2015-01-01

    Full Text Available Contemporary organisations, caught in the middle of global economic and social crisis, are facing different business challenges, having to respond to quick changes in business environment and demographic changes in workforce composed by increasing number of women. Although the number of women in workforce is on the rise, they are still underrepresented in manager positions, especially higher management. This implies that certain barriers are in place which makes difficult for women to develop their careers, especially in reaching manager positions. The aim of this paper is to analyse and present a theoretical framework for further study of professional carrier advancement for women. The paper especially analyse integrative theoretical framework which stresses the equal importance of researching individual factors (personal influence and organisational factors (social inclusion, having in mind how the organisational context can improve or deter women's carrier. The paper presents possible directions for future research based on the analysis of the theoretical framework and especially individual and organisational factors.

  14. Applying OR to problem situations within community organisations

    DEFF Research Database (Denmark)

    Tavella, Elena; Papadopoulos, Thanos

    2017-01-01

    within a member-driven food cooperative in Copenhagen, Denmark, and the changes in decision making and the organisational structure of the cooperative. We illustrate the application of the VSM and in particular the methodology for organisational self-transformation within ‘localist green communitarianism......’ and ‘nonprofit management’ to tackle issues, enhance democratic and participative decision making, and changes in the organisational structure that foster coordination and cohesion. The implications for COR and Soft OR, limitations and future research directions are also provided.......This paper focuses on how the use of Community OR (COR), specifically Systems Thinking (ST) and the Viable System Model (VSM) can help in addressing complex and uncertain problem situations within community organisations, in particular Alternative Food Networks (AFNs). Literature has highlighted...

  15. Seasonal changes in phosphorus competition and allelopathy of a benthic microbial assembly facilitate prevention of cyanobacterial blooms.

    Science.gov (United States)

    Wu, Yonghong; Wang, Fengwu; Xiao, Xi; Liu, Junzhuo; Wu, Chenxi; Chen, Hong; Kerr, Philip; Shurin, Jonathan

    2017-06-01

    Interactions among microbes determine the prevalence of harmful algal blooms that threaten water quality. These interactions can be indirectly mediated by shared resources or consumers, or through interference by the production of allelochemicals. Allelopathic interactions and resource competition have been shown to occur among algae and associated microbes. However, little work has considered seasonal influences on ecosystem structure and function. Here, we report results of our investigations on seasonal changes in the interactions between benthic microbial assemblies and the bloom forming cyanobacterium Microcystis aeruginosa. We show that phosphorus (P) competition and allelopathy by the microbial assembly vary seasonally and inhibit growth of M. aeruginosa. The interactions per unit biomass of the microbial assembly are stronger under winter than summer conditions and inhibit the recruitment of the cyanobacteria, thereby preventing the reoccurrence of cyanobacterial blooms in the following summer. The seasonality of these interactions correlates with changes in composition, metabolic activity and functional diversity of the microbial assembly. Our findings highlight the importance of competitive and allelopathic interactions in regulating the occurrence of harmful algal blooms. Our results also imply that seasonal variation of competition and allelopathy of the microbial assembly might be beneficial to adjust aquatic ecosystem structure and function. © 2017 Society for Applied Microbiology and John Wiley & Sons Ltd.

  16. Whole transcriptome organisation in the dehydrated supraoptic nucleus

    Directory of Open Access Journals (Sweden)

    C.C.T. Hindmarch

    2013-12-01

    Full Text Available The supraoptic nucleus (SON is part of the central osmotic circuitry that synthesises the hormone vasopressin (Avp and transports it to terminals in the posterior lobe of the pituitary. Following osmotic stress such as dehydration, this tissue undergoes morphological, electrical and transcriptional changes to facilitate the appropriate regulation and release of Avp into the circulation where it conserves water at the level of the kidney. Here, the organisation of the whole transcriptome following dehydration is modelled to fit Zipf's law, a natural power law that holds true for all natural languages, that states if the frequency of word usage is plotted against its rank, then the log linear regression of this is -1. We have applied this model to our previously published euhydrated and dehydrated SON data to observe this trend and how it changes following dehydration. In accordance with other studies, our whole transcriptome data fit well with this model in the euhydrated SON microarrays, but interestingly, fit better in the dehydrated arrays. This trend was observed in a subset of differentially regulated genes and also following network reconstruction using a third-party database that mines public data. We make use of language as a metaphor that helps us philosophise about the role of the whole transcriptome in providing a suitable environment for the delivery of Avp following a survival threat like dehydration.

  17. Assessing the distribution and protection status of two types of cool environment to facilitate their conservation under climate change.

    Science.gov (United States)

    Gollan, John R; Ramp, Daniel; Ashcroft, Michael B

    2014-04-01

    Strategies to mitigate climate change can protect different types of cool environments. Two are receiving much attention: protection of ephemeral refuges (i.e., places with low maximum temperatures) and of stable refugia (i.e., places that are cool, have a stable environment, and are isolated). Problematically, they are often treated as equivalents. Careful delineation of their qualities is needed to prevent misdirected conservation initiatives; yet, no one has determined whether protecting one protects the other. We mapped both types of cool environments across a large (∼3.4M ha) mixed-use landscape with a geographic information system and conducted a patch analysis to compare their spatial distributions; examine relations between land use and their size and shape; and assess their current protection status. With a modest, but arbitrary, threshold for demarcating both types of cool environments (i.e., values below the 0.025 quantile) there were 146,523 ha of ephemeral refuge (62,208 ha) and stable refugia (62,319 ha). Ephemeral refuges were generally aggregated at high elevation, and more refuge area occurred in protected areas (55,184 ha) than in unprotected areas (7,024 ha). In contrast, stable refugia were scattered across the landscape, and more stable-refugium area occurred on unprotected (40,135 ha) than on protected land (22,184 ha). Although sensitivity analysis showed that varying the thresholds that define cool environments affected outcomes, it also exposed the challenge of choosing a threshold for strategies to address climate change; there is no single value that is appropriate for all of biodiversity. The degree of overlap between ephemeral refuges and stable refugia revealed that targeting only the former for protection on currently unprotected land would capture ∼17% of stable refugia. Targeting only stable refugia would capture ∼54% of ephemeral refuges. Thus, targeting one type of cool environment did not fully protect the other. © 2014

  18. Chinese Pragmatism and the Learning Organisation

    Science.gov (United States)

    Elkin, Graham; Cone, Malcolm H.; Liao, Jianqiao

    2009-01-01

    Purpose: For 40 years, it has been widely believed in the West that learning organisations would be healthier, flexible and more competitive than other organisations. By now, one might expect them to be widespread. However, fully developed learning organisations are rare in the West. In contrast, Chinese organisations seem naturally to be learning…

  19. Empowerment and job insecurity in a steel manufacturing organisation / Mkhambi Shadrack Tjeku

    OpenAIRE

    Tjeku, Mkhambi Shadrack

    2006-01-01

    The South African work situation is continuously changing due to globalisation, and most organisations embark on strategies that are geared to ensure survival. The political economical, social and demographical situation of the country encourages the changing work environment to be aligned with the international community. Strategies and tactics such as structuring down sizing, re-organisation, and technological changes are deployed by most organisations with the hope of profit making, sur...

  20. Supportive Organisational Cultures and their effects on Male Civil Engineers

    Directory of Open Access Journals (Sweden)

    Valarie Francis

    2012-11-01

    Full Text Available Substantial changes, not only in the demographic composition of the Australian workforce, but also,in the roles and expectations of men and women, have led to organisational and employee attempts to reconcile work and non-work demands. Research suggests that when work-family balance practices are introduced they can greatly enhance organisational efficency. However factors embedded in the organisational culture can undermine these policies rendering them ineffective. This quantitative study examined the relationship between the perceptions of a supportive work culture and some work and non-work experiences of Australian male civil engineers. The research investigated the prevalence of organisational values supportive of work-life balances as well as the level of work-family conflict perceived by those engineers. This paper reports some initial results of the study. These indicated that male civil engineers experienced moderate levels of work-family conflict but do not perceive their organisations to be very supportive of employee nneeds to balance work and personal life. However those that reported a supportive work environment also reported higher levels of organisational commitment, greater job and life satisfaction as well as lower level of work-family conflict and lower intentions to quit. The implications of the findings for organisations employing civil engineers are discussed.