Auswahl der wissenschaftlichen Literatur zum Thema „Political Science, Public Administration|Education, Business|Sociology, Organizational“

In response to the many pressures facing public higher education, public universities are experimenting with business-oriented practices that seem likely to alter their nature and purposes. In this paper, we examine several hybrid experiments—new organizational strategies intended deliberately, sometimes explicitly, to hybridize the traditional norms and practices associated with academia and business at one emblematic public university. These cases illustrate how each hybrid experiment is a tacit response to existing norms and strategies that govern the university–business boundary, initiated as a hedge against the challenging fiscal and political climate. Taken together, they do not lead to a unitary and/or linear spread of business codes and practices. Instead, what some have referred to as “business logic” appears multifaceted, having many elements that are deployed, institutionalized, and perceived differently in different contexts, even within a single university.

This article investigates why cities use fiscal analyses such as cost–benefit analysis and/or fiscal impact analysis to manage offers of economic development incentives to business. We advance an approach to understanding economic development subsidies and control mechanisms that integrate political bargaining and network theories. Municipal bargaining power, institutional incentives, and organizational networks are hypothesized to influence development subsidy decisions. The results confirm that local governments’ bargaining power and political institutions influence the degree to which cities use fiscal analyses. In addition, public/private organizational networks that bridge public and private sectors by linking quasigovernmental organizations and local governments increase information and credibility thus leading to greater use of fiscal analyses.

The professionalization of university management takes place in many countries and is part of the transformation of the higher education sector. Professionalization of university management in the USA, Great Britain, many EU countries and other parts of the world includes the implementation of the concept of strategic management of public and private universities, as well as strengthening and improving the administration and professional development of managers in the higher education sector. The adoption of Law 2.0 creates an organizational space for the introduction of various management solutions. The basis of organizational changes is the increase in competition, diversity of the university's mission and internationalization. It can be argued that greater freedom in the application of various organizational solutions and increased competition will favor the professionalization of management. Numerous strategic, structural and managerial solutions will be tested at universities and adjusted to their needs.

This study examines how NPO/NGO-related themes and theories are incorporated into public administration education in South Korea. By analyzing NPO/NGO-related courses in selected public administration programs, this research breaks down their curricula into major categories from the public administration and policy standpoints. This study found that civil society constitutes the public administration environment on the macro-level, while NPO/NGOs are key actors in the participatory governance and contracting-out on the micro-level. From the public policy standpoint, the advocacy function of NPO/NGOs took the central role in the public policy formation stage, while their service delivery function was highlighted in the public policy implementation stage. South Korean PA education is evaluated to take a top-down-style approach in embracing the roles of NPO/NGOs in the public policy implementation process. This study contributes to strengthening ties between PA education and NPO/NGO education and practices.

AbstractThis article argues that the Turkish economic elite – represented by the Turkish Industrialists' and Businessmen's Association (TÜSİAD) – has preserved its liberal democratic stance despite tensions between the religious Justice and Development Party (AKP) and the secularist establishment. Although secular itself, large business maintained a moderate position in the conflict and has continued to push for democratization thanks, in part, to organizational factors that ensure consistency in the larger goals of the association. The article thus claims that studying business as organization rather than business as capital can help the comparative literature understand how entrepreneurs' commitment to democracy under capitalism can become long term.

The last quarter century has witnessed a rising tide of skepticism among scholars about the link between information-gathering and policymaking. Drawing on several decades of research and rethinking, students of organizational behavior concluded that organizations collect information for reasons that have more to do with organizational dynamics than with the making of choice. Students of public policy found high-stakes policy controversies deeply resistant to recourse to “the facts.”

There is a limited knowledge on the meanings, experiences, and perceptions of organizational members regarding performance appraisal and how the various experiences and perceptions are perceived to bear on organizational outcomes. With this qualitative study, I explored the experiences and perceptions of organizational personnel regarding performance appraisal systems and how these are perceived to bear on work outcomes. Using case study as research design, a detailed analysis of semi-structured interview involving organizational personnel (leaders, managers, and frontline employees) who lived in northeastern New York, and working in various disciplines and professions was conducted and recorded. NVivo software was used in generating the major thematic links and invariant constituents of the study. Results of the study revealed five significant themes: (a) essential descriptions of performance appraisal, (b) perceived rewards of performance appraisal, (c) differences and similarities of performance appraisal systems across different organizations, (d) perceived association of performance appraisal systems and work outcomes, and (e) recommended changes in performance appraisal systems. Employees who have positive experiences with the system associate performance appraisal with something equally beneficial to employees’ improvement and the operational performance of the organization. These employees reported experiences of motivation, loyalty, commitment, and productivity as they received their feedback. The study identified human resource development activities that could further achieve the real and genuine objectives of performance appraisal system.

Disasters are increasing in intensity and frequency throughout the world, causing public safety organizations to become more involved in disaster management. The purpose of this qualitative case study was to examine county emergency managers' perspectives of recruiting, training, and integrating volunteers for a disaster. Research has shown when disaster volunteers are not properly recruited, trained, and integrated into disaster planning they can negatively impact efforts to save lives and protect property. This qualitative case study is likely the first study to examine county emergency managers' perspectives of recruiting, training, and integrating volunteers for a disaster to save lives and protect property. This study used POSDCORB as the theoretical framework and the concepts of disaster management and volunteer management to answer the principal research question, "How do county emergency managers recruit, train, and integrate volunteers for a disaster?" This study also used one-on-one, face-to-face, semi-structured interviews to gather data about county emergency managers' perspectives on how they recruit, train, and integrate volunteers for a disaster. During the course of the study there were eight emergent themes: (a) planning for volunteers, (b) organizing volunteers, (c) staffing volunteers, (d) directing, (e) legal issues, (f) coordinating and integrating volunteers, (g) directing volunteers, and (h) training volunteers.

This program of research examines the perceptions of the flows of learning in a Canadian granting council during its renewal initiative. This case study will answer the following research questions: How do employees of a granting council perceive the flow of learning during the organization's transformation into a knowledge council? More specifically, how do they perceive the feed-forward flow between the individual and the group, and the feedback flow between the organization and the individual? Based on Crossan, Lane and White's (1999) 41 Framework and on the organizational learning, organizational change and social construction literatures, this qualitative study sheds light on two problematic relationships that may lead to tension at the junctures of the flows between the individual and the group, and the organization and the individual. Face-to-face, semi-structured interviews were conducted with 15 participants, and data was analyzed using Miles and Huberman's (1994) methods for interpretation. The data revealed that those who are heavily involved in the renewal conceptualization retain the learning that occurs during organizational changes. It also suggests that some factors consolidated under the constructs of capabilities/capacities, skills, roles and infrastructure, could be considered as indicators of the flows of learning. The findings confirm that middle management has a fundamental role in amplifying knowledge and in engaging and integrating employees. Preliminary results also show that routines are mostly at the individual and group levels, and that along with hierarchy, do not obstruct the flow of learning as much as is commonly believed. This research contributes to theory by studying the learning component during a renewal exercise, by building on the 41 Framework, by providing empirical data, and by extending research on organizational learning in federal granting agencies. Its implications for practice are that the mechanisms to spread organizational learning need to be taught, and that organizations could be considered as neutral rather than benevolent organisms where power is not malevolent, but residing in a set of relationships that employees have to navigate. The fields of education and management may benefit from the narratives that this research provides regarding the learning needs of knowledge workers. Keywords: Feed-forward and feedback flows of learning; tension; granting councils; organizational learning; organizational change.

Since 2010, 2,000 U. S. leaders spent $150 billion on return on investment (ROI) training, yet questions still exist on how to measure the benefits of organizational change. The purpose of this embedded single-case study was to explore how business leaders could use ROI to characterize the benefit of intervention strategies for organizational change. Stakeholder theory and Maslow's hierarchy of needs theory formed the conceptual framework for this study. A purposive sample of 20 civilian personnel managers located at a medical facility for veterans in central Texas participated in semistructured interviews. The 5 primary themes that emerged using thematic analysis were (a) training, (b) leadership, (c) communication, (d) recognition, and (e) consistency. Implications for positive social change include the possibility of organizational leaders applying these findings to develop better intervention strategies. Such interventions could improve processes for stakeholders and create an open dialogue with business leaders within the government sector.

Thesis (Ph.D.)--Indiana University, School of Public and Environmental Affairs, 2006.
Title from PDF t.p. (viewed Nov. 17, 2008). Source: Dissertation Abstracts International, Volume: 67-12, Section: A, page: 4696. Advisers: Wolfgang Bielefeld; Kirsten A. Gronbjerg.

No matter how well an organization is managed, we face some inevitable failures such as deficient volunteers, excess demands for service, unstable grants, etc. Paradoxically however, successful organizations have been using their failures creatively. Beyond such successful use of failure, can benefits of failure be systematically described? What would be the generic ways to benefit from failure? In order to answer that question, three essays were written with the following details.

Essay 1 is an attempt to explore the ways to systematically describe benefits of failure in general management context. To make a preliminary conceptual framework of failure management, grounded theory and literature review were employed as the methods. As a result of analysis, sixteen propositions that represent the sixteen different ways to benefit from failure were identified.

Essay 2 and 3 are confirmatory studies to test the internal and external validity of the failure management framework especially in nonprofit contexts. As a first stage of such validation, Essay 2 used secondary data of nonprofit cases to test if nonprofits' failure management can be systematically described through the failure management framework. Essay 3 went one more step from Essay 2 to validate the failure management framework by using primary data on nonprofits' failure management.

By following the research procedure as above, it turned out that nonprofits' failure management can be systematically described by using the failure management framework. And the empirical analyses on nonprofits cases also revealed some significant patterns of how nonprofits use their failures and challenges. Finally this study concludes with the research questions that address some emerging patterns and underlying mechanisms of failure management behind the sixteen propositions of failure management.

Poor and inadequate customer service is prevalent in the public sector of emerging economies. Also, limited leadership roles are ascribed to frontline employees in the sector. Improving customer service and empowering frontline employees could increase organizational effectiveness. The goal of this qualitative phenomenological study was to explore the problem of inadequate customer-service delivery skills and limited leadership roles for court personnel in the Lagos State Judiciary, Nigeria. The research was guided by two research questions: In what ways could the servicing experience of customers by court personnel/leaders in the Lagos State Judiciary be improved upon? and What are the lived experiences of leaders and customers in the Lagos State Judiciary System? The study participants’ were 25 court users of the Lagos State Judiciary. The data were subjected to analysis using the 4 step modified Van Kamm method by Moustakas to identify themes through exhaustive data coding and data distillation The 14 interview questions resulted in the emergence of 34 primary themes. Five overall themes emerged from thematic clusters and they were capacity building, attitude of court officials, policy changes, interaction with stakeholders and leadership training. The findings showed strong similarities between the participants’ lived experiences and experiences presented in relevant literature. The implication was that the management (leaders) of the Judiciary might benefit from this study by adopting the Folami Model for Improving Customer Servicing in the Lagos State Judiciary (FMICS – LSJ) to achieve customer service improvements. Researchers may wish in the future to explore the twin concepts of customer service and leadership styles in other contexts further to add further insight to existing literature.

This chapter shows that the legal regulation of groups and parties adopted within long-lived democracies resemble each other sufficiently to be aggregated in one overall Legal Regulation Index, which allows us to rank democracies’ legal environments for voluntary organizations on a continuum from highly permissive to highly constraining legal environments. Having explored the cross-country variation in regulatory constraints applied to voluntary organizations across the nineteen democracies studied, this chapter presents an interdisciplinary, theoretical framework to account for democracies’ legal dispositions building on neo-institutionalist arguments associated with notions of ‘state traditions’ and ‘regulatory styles’. This framework integrates arguments derived from literature in political science, sociology, public administration research, and comparative law, specifying why lawmakers might be legitimated or able to adopt constraining regulation in an area in which state interference is often contested.

The rise of the Internet has structurally changed not only the business area, but also governments and administrative authorities. The usage of information and communication technologies (ICT) influenced the organizational behavior and the daily work of public administrations. In parallel, a new management paradigm has grown in governments and administrations: The New Public Management (NPM) aims to a new orientation on the impact of public activities and on the benefit of public services for its customers, namely citizens and businesses (Barzelay, 2001). It puts the administration and its activities in the triangular relationship between politics, administration and citizens (Osborne & Gaebler, 1992). Within this “ecosphere”, decentralized steering models (Reichard, 2002) as well as market mechanisms are introduced and emphasized (Pollitt & Bouckaert, 2000).

The revolution in information technology that began in the 1990s has been transforming Finland into an information society. Imaginative data processing and utilization, arising from the needs of citizens and the business community, are some of the most important elements in a thriving society. Information and know-how have become key ‘commodities' in society, and they can be utilized all the more efficiently through information technology. For all nations, the information technology revolution quietly changed the way business and government operate, as well as the daily life of citizens. Our daily life, fundamental rights, social interactions and economies depend on information and communication technology working seamlessly. An open and free cyberspace has promoted political and social inclusion worldwide; it has broken down barriers between countries, communities and citizens, allowing interaction and sharing of information and ideas across the globe. Individuals, public and private organizations alike depend on the cyber world. From the citizens using social media, to banks growing their business, to law enforcement supporting national security – every sector of the society is increasingly dependent upon technology and networked systems. While the public sector, the economy and the business community as well as citizens benefit from globally networked services, the digital IT society contains inherent vulnerabilities which may generate security risks to citizens, the business community or the vital functions of society. Without sufficient awareness of the risks in cyber world, however, behavioral decisions and unseen threats can negatively impact the security of the critical infrastructure and can cause physical damage in the real world. On an individual level, what is at stake is the vulnerability of each individual user in cyber world. As the world grows more connected through cyber world, a highly skilled cyber security workforce is required to secure, protect, and defend national critical information infrastructure. Across the private and public sector organizations are looking for well-trained professionals to assess, design, develop, and implement cyber security solutions and strategies. While the demand for cyber security professionals is high, the supply is low. Meeting the growing demand for cyber security professionals begins in the education system. The most efficient custom to increase cyber security is the improvement of the know-how. The cyber security strategies and development plans require the improvement of the know-how of the citizens and actors of the economic life and public administration. Pursuant to Finland's Cyber Security Strategy (2013) “the implementation of cyber security R&D and education at different levels does not only strengthen national expertise, it also bolsters Finland as an information society.” In this article are analyzed the cyber security research and education which is offered in Finland's universities and universities of applied sciences.

Non-profit organizations such as public sector organizations have some specifics, which make renovation projects significantly different. It is clear that radical changes in the execution of business processes and in the organizational structures are not suitable for the public sector because they are not possible for many, also political, reasons. A business process change in public sector mostly means unification of business processes, automation of some activities and elimination of some unnecessary ones. Organizational changes are achievable only to a certain limit. Therefore classic business process renovation methodologies have to be adapted. The proposed methodology that is presented in the paper has been successfully applied in a process change project at one of the Slovene Ministries, which is presented as a case study. Activities, techniques, and tools are proposed for each of the six traditional business process change project’s stages. Problems and topics to which special attention has to be paid are also discussed.