Academic literature on the topic 'Organisational growth'
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Journal articles on the topic "Organisational growth"
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Abraham, Jovita Elizabeth, Donald Crestofel Lantu, and Say Keat Ooi. "ASSESSING THE EFFECTIVENESS OF RELIGIOUS ORGANISATION OFFICE DIVISION USING MCKINSEY 7S MODEL." International Journal of Education, Psychology and Counseling 7, no. 47 (September 1, 2022): 137–47. http://dx.doi.org/10.35631/ijepc.747013.
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Research found that it is common for non-profit organisation to be strongly led, yet under-managed, which is shown through the existence of ineffective organisational practices. According to Service Chain Model, ineffective organisational practices affect employee satisfaction and commitment that subsequently influencing employees’ retention and employees’ behaviour. A low employee satisfaction and commitment could unfavourably affect quality of service provided, customer satisfaction and loyalty, and eventually affecting organisational growth. Based on this underpinning problem, this case study aims to demonstrate the relationship between ineffective organisational practices and employee’s satisfaction and commitment. Additionally, this paper demonstrates methodological process in identifying ineffective organisational practices using McKinsey 7S Model. Overall, knowing organisation’s ineffective elements can help the organisation to plan the required improvement plans.
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Ofori, Abel Obeng Amanfo. "Effects of External Factors on Organisational Cash Flow: Evidence From Ghana." International Journal of Accounting and Financial Reporting 10, no. 1 (January 6, 2020): 1. http://dx.doi.org/10.5296/ijafr.v10i1.16191.
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Effective cash flow management is essential in achieving the goals of every organisation. Businesses will fail to survive without efficient cash flow management. Existing literature reveals that key performance indicators of every organisation is influenced by forces in its external environment. The main objective of this study was thus to examine the effect of external factors within an organisation’s environment on the organisation’s cash flow.Random effect model was used to examine the relationship between key external factors organisational cash flow. The paper established that external factors had a significant impact on organisational cash flow. The paper further established that some external factors had some level of significant impact on cash flow. Taken as set, key external factors examined had little influence on variance in organisational cash flow position. Unemployment rate and Gross Domestic Product (GDP) growth rate were found not to have significant influence on organisational cash flow, while consumer price index was found to have a significant positive relationship with organisational cash flow.The paper recommends professionals and scholars in corporate finance management to analyse the effect of external factors on organizational cash flow when developing cash flow strategies.
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Maheshwari, Reena. "A study on the strategic role of the Organizational Culture." International Journal of Management and Development Studies 11, no. 06 (June 30, 2022): 14–23. http://dx.doi.org/10.53983/ijmds.v11n06.003.
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The association between organisational culture and organisational strategy is established by this study. It also aims to learn how a successful firm uses its culture as a survival tactic in order to endure uncertain economic times. Only pragmatist articles on organisational culture and strategy were reviewed for this work. Previous studies' authors characterised organisational culture as an organization's assumptions, beliefs, and values, whereas an organisational strategy is all about the steps an organisation takes to accomplish long-term objectives. These two notions are related and have proven successful for organisations, according to the literature. The review discovered that organisational culture and strategy are interwoven and that organisational strategy starts with a summary of the organization's beliefs, norms, and values. Because both serve the same aim, the study further proved that organisational culture may be viewed as an organisational strategy. The study's findings demonstrate that organisational culture is a distinct organisational growth approach in and of itself. The findings imply that maintaining an organization's culture is a tactic used to outperform rival companies.
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Raghunath, K. Madhu Kishore, and S. L. Tulasi Devi. "Effectiveness of Risk Assessment Models in Business Decisions." International Journal of Sociotechnology and Knowledge Development 10, no. 2 (April 2018): 35–53. http://dx.doi.org/10.4018/ijskd.2018040103.
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Survival being the rationale for every organisation, there are infinite dynamics which contribute to every organisations growth and survival. Weighing in all the dynamics available, if organisations have to contemplate on the one which acts as catalyst for ultimate survival it is business decision making process. Risk is an inherent ailment that exacerbates organisational decision making ever since the dawn of industrialization, with their reach proliferating ever since. In the present article, the authors articulate the effectiveness of risk assessment models on key business decisions to testify how risk models operate in isolation and when combined together. Authors also analyse the significant effect risk models have on business decision, which serves as justification for organisational efficiency.
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Colbran, Richard, Robyn Ramsden, Karen Stagnitti, and Samantha Adams. "Measures to assess the performance of an Australian non-government charitable non-acute health service: A Delphi Survey of Organisational Stakeholders." Health Services Management Research 31, no. 1 (August 17, 2017): 11–20. http://dx.doi.org/10.1177/0951484817725681.
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Organisation performance measurement is relevant for non-profit charitable organisations as they strive for security in an increasingly competitive funding environment. This study aimed to identify the priority measures and indicators of organisational performance of an Australian non-government charitable organisation that delivers non-acute health services. Seventy-seven and 59 participants across nine stakeholder groups responded to a two-staged Delphi technique study of a case study organisation. The stage one questionnaire was developed using information garnered through a detailed review of literature. Data from the first round were aggregated and analysed for the stage two survey. The final data represented a group consensus. Quality of care was ranked the most important of six organisational performance measures. Service user satisfaction was ranked second followed by financial performance, internal processes, employee learning and growth and community engagement. Thirteen priority indicators were determined across the six measures. Consensus was reached on the priority organisational performance measures and indicators. Stakeholders of the case study organisation value evidence-based practice, technical strength of services and service user satisfaction over more commercially orientated indicators.
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Kumari, Dr Neeraj. "Studying the Dimensions of Corporate Culture in Indian IT Companies." World Journal of Educational Research 8, no. 2 (March 10, 2021): p20. http://dx.doi.org/10.22158/wjer.v8n2p20.
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The objective of the study is to find out how employees perceive the organizational culture in three leading IT companies. It is an exploratory research. A primary research was conducted through an administration of a structured questionnaire. The sample size is 165 consisting of employees from three leading IT organizations in India. Most project work in the IT sector is done in teams. Hence proper team building is a pre-requisite to high performance and ensures that everyone is aligned and working equally hard to the team and the organisation’s goals. Team orientation can be fostered by having quarterly project parties and having occasions to meet formally and informally and capture feedback from one another. Creating an easily accessible centralised knowledge management system is the key to information sharing. Also with the advent of newer technologies coming up, the organisation needs to have heavy investment in training infrastructure in order to keep pace with the market needs. For this dedicated learning and training function needs to be setup in most organisations whose mandate would be to up-skill people based in customer needs and changes in the technology environment. Involvement and Adaptability are indicators of flexibility, openness and responsiveness; which are strong indicators of growth. Mission and Consistency are indicators of driving direction, integration and vision, and are strong indicators of profitability and efficiency. These four traits of organisational culture if monitored and harmoniously used are the key to ensure high performance within the organisations. Aligning culture and leadership goals are keys to organisational success. All the four dimensions of organisational culture are heavily influenced by leadership based interventions in an organisation.
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VISSCHER, KLAASJAN, and PETRA C. DE WEERD-NEDERHOF. "RISE AND FALL OF AN INNOVATIVE ORGANISATION: THE INNOVATION JOURNEY OF ERICSSON ENSCHEDE." International Journal of Innovation Management 10, no. 03 (September 2006): 217–35. http://dx.doi.org/10.1142/s136391960600148x.
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This paper presents a case history of an Ericsson design centre in the Netherlands, from its founding in 1990 till its dramatic end in 2003. The paper describes the development of the organisation over the years — its origins, the abundant growth, the many organisational and technological metamorphoses it underwent and the eventual downfall. The purpose of this paper is to search for patterns in the dynamics of internationally operating R&D organisations and to clarify the peculiarities in the innovation journey of this Ericsson design centre. In particular, we focus on the actions of local R&D managers, the design of organisational forms, the relation between technology and organisation, and the relation between local design centres and their headquarters.
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Sandhawalia, Birinder Singh, and Darren Dalcher. "The Dynamics of Growth within Global Organisations: Issues, Consequences and Implications." Journal of Information & Knowledge Management 10, no. 02 (June 2011): 123–34. http://dx.doi.org/10.1142/s0219649211002870.
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An ever-accelerating rate of growth is altering the pace of change and making global organisations perform trade-offs in terms of organisational capabilities and quality of output. This paper reports on the empirical findings of a case study conducted at one of the world's largest software organisations and analyses the implications of rapid growth within global organisations. The paper further correlates the findings with the problems and issues confronting the world's largest automobile manufacturer, and establishes that growth needs to be planned to allow organisational capabilities and systems to support rapid expansion. Overall, the research highlights the important lessons learnt from accelerated growth within global organisations, and identifies the areas of future research required to gain a better understanding of the phenomenon.
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Andriani, Made, T. M. A. Ari Samadhi, Joko Siswanto, and Kadarsah Suryadi. "Knowledge management strategy: an organisational development approach." Business Process Management Journal 25, no. 7 (October 14, 2019): 1474–90. http://dx.doi.org/10.1108/bpmj-07-2018-0191.
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Purpose The purpose of this paper is to formulate a knowledge management strategy model that aligns with the organisational growth stage and the characteristics of the business processes at every growth stage. The difference in characteristics at each growth stage has an impact on the characteristics of business processes, such as decision making and the period of process execution. Design/methodology/approach This research focussed on three fashion companies in Indonesia, and data were collected using a historical case-study method. Data collection was performed through in-depth interviews with the business owners, directors and managers, by direct observation, and through the collection of secondary data from the companies’ documents. Findings Through this research, a knowledge management strategy based on organisational growth stages was produced. It was found that when an organisation is at the entrepreneurial stage, the knowledge management strategy focussed on humans with tacit knowledge as well as explicit knowledge. At the growth stage, a transformation of tacit knowledge into explicit knowledge, especially at the individual level, is required, whereas at the expansion stage, the focus of the knowledge management strategy is on a system usage at the organisation level. Research limitations/implications Research using the case studies method has a limitation in the generalisation of the model. The knowledge management strategy generated in this study is unique to the fashion industry, where if the research were performed in other industries, there is a possibility for different results. Moreover, the characteristics of the business processes that are examined in this study are limited to the period of implementation and level of interaction. Other more detailed dimensions such as task variety and task analysability can be used to obtain more detailed characteristics of business processes. Practical implications Using the knowledge management strategies model formulated at every growth stage, the company owner can specify a knowledge management strategy that suits the organisation’s goal. Also, the results of this research can provide information on the priority for developing a knowledge management system aligned with the company’s growth. Originality/value The knowledge management strategy formulation from the organisational development point of view has not been investigated previously. In fact, the needs of the organisation, along with its growth, will change. Therefore, this research provides a new perspective which is more dynamic and can be integrated into formulating the knowledge management strategy.
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Chauhan, Harsh, Henrijs Kalkis, and Arnis Sauka. "Intra-Organisational Competition Between Employees Effecting Entrepreneurial Intention for Further Business Growth." Humanities and Social Sciences Latvia 30, no. 1, 2 (December 20, 2022): 38–51. http://dx.doi.org/10.22364/hssl.30.03.
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The rationale behind the chosen title reflects the importance of intra-organisational competition within an organisation between employees, it encourages entrepreneurs to perceive entrepreneurial intentions for further business expansion in relation to need, opportunity and motivation associated with continued entrepreneurship. The Entrepreneurial point of view recognises the contribution made by employees and the spirit of competitiveness ‘to outperform each other’ in terms of productivity and work behaviour. This article highlights the significance of intra-organisational competition on entrepreneurial intentions having a profound effect on the decision making for business growth. Entrepreneurial intentions has been viewed from the intra-organisational competition’s perspective. Previous researches concentrated more on defining entrepreneurship in terms of business feasibility and commercial resource availability. This article emphasises human capital and its behavioural aspect for supporting further business expansion. The Internal social comparison can affect organisational growth, by bridging the literatures of the intra-organisational competition and entrepreneurial intention a proposed framework has been developed. The topic establishes the co-relation between intra-organisational competition and entrepreneurial intentions for continued entrepreneurship. Systematic literature review has been carried out along with the identification of relevant methodology for collecting articles from recognised scientific databases. The conceptual framework is based on the model of entrepreneurship proposed by Davidson, 1991 with major emphasis on Baumann et al. 2018 intra-organisational competition moderated by size, age and experience followed by work behaviour and performance of employees within an organisation. The article found out the relativity between the key factors influencing continued entrepreneurship.
The intra-organisational competition between employees.
Perceived needs, opportunity and motivation for growth.
Overall impact of associated variables on entrepreneurial intentions.
Addressing the competitive spirit of behavioural aspect in consideration to the level and consistency of intra-organisational competition among employees in organisation have motivated entrepreneurs to strive for continued entrepreneurship. The potential factor such as work behaviour, individual contribution and performance can facilitate growth. However, the age and experience of employees plays a pivotal role in continued entrepreneurship. But for instance, in existing business the size of the organization might affect the continued process of entrepreneurial growth. The research is based on the proposed conceptual model and considered few variables associated with entrepreneurial intentions such as perceived need, motivation and opportunity. The theoretical framework considered intra-organisational competition among employees as an internal factor for organization’s growth. The research has excluded other factors of entrepreneurship such as entrepreneurial ability, competencies, mindset, skills, traits etc.
Dissertations / Theses on the topic "Organisational growth"
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Taylor, Andrew. "Experimenting with self-organised learning for organisational growth : a person-centred approach." Thesis, Brunel University, 1997. http://bura.brunel.ac.uk/handle/2438/5531.
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This thesis records my professional search for a management model which will harness the fill capabilities of people in organisations to the achievement of the organisations, goals. This search has taken place in the context of the lost Office in which I have spent my working life. The key event in this search was my introduction to Self-Organised Learning (S-O-L) in 1984, during the Centre for the Study of Human Learning's S-O-L action research project on supervisory and managerial effectiveness. My survey of the literature in the fields of management, learning and psychology has prompted me to identify the need for a more person-centred approach to management. The survey focuses on 5 key issues, the motivation of people to contribute to the achievement of organisational goals, responsibility and control, assumptions or myths about people, attitudes towards people, and learning for continuous improvements. I have followed the action research paradigm in four main research projects: (i) a trial of S-O-L in leading Read Post Office in 1995/86; (ii) the use of S-0-L in the Parcel Sort Centre near leading between 1906 and 1990; (iii) a major Management Development and Productivity Improvement Programme in the Parcel Sort Centre in 1990. (iv) further use of S-O-L in the Parcel Sort Centre near Reading in 1991 and 1992. In the research I have used the key S-O-L tools, the Learning Conversation and the Personal Learning Contract, and I have deployed my on approach to people management which is based on trust, openness, support and encouragement. The action research results have been evaluated on a multi-perspective basis taking account of the benefits to: participating managers both as individuals and as teams; the organisation; myself, as a manager, action researcher and person. Included in the evaluation are the results of evaluation conversation held with members of my management team at the Parcel Sort Centre. These are presented in the form of Personal Learning Biographies which address the learner's own as well as others' evaluation. A major outcome of my research is the development of a Person-Centred Model of Organisational Growth. Together the action research results and the model highlight my conclusion that, as managers and trainers, we are failing to release the potential of people in organisations to learn and grow and thereby fully participate in the achievement of organisational goals. We are not developing effective personal and group relationships based upon the motivation theories of Maslow and Berzberg, McGregor’s Theory Y and Rogerian concepts. The thesis demonstrates that the systematic practice of Learning Conversations on-the-job in a variety of work based contexts transforms the attitudes of people towards work and empowers them with learning focused skills and competencies, which enable them to work more productively and effectively in individuals and as a team to meet organisational goals. This is a mutually beneficial process, enhancing the powers of the individual and the objective demands (productivity, quality of service and cost effectiveness) of the organisation. More than this, the S-O-L approach creates a structured, systematic Learning Environment which proactively encourages change and development in ways which can sustain individual development and organisational growth. This thesis identifies move of the hidden mythologies and constraints which need to be deconstructed and reconstructed in the support environment during the change process of individual and organisational growth.
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Okoya, Olajumoke. "Organisational climate and performance : a case study of Nigerian high growth SMEs." Thesis, University of East London, 2013. http://roar.uel.ac.uk/3932/.
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There have been extensive explorations of organisational climate (OC) and performance in large organisational contexts but predominantly in western economies. Despite the rich and growing body of literature on the topic, there is considerable lacuna in the understanding of how the composites of organisational climate factors coalesce into business enablement and performance outcomes especially in economically resurgent African economies of which Nigeria is one. More fundamentally, the dimension of High Growth Small and Medium Enterprises (HGSMEs) exemplify the dearth of knowledge of the intricate role of OC in reconfiguring strategic positioning and performance of organisations, especially the genre of SMEs attributed as the main driver of economic growth. Against this backcloth, this study explores the dynamic interaction between OC and HGSME performance in Nigeria with a view to providing situated understandings of how organisational performance is moderated by variabilities of OC. This relationship is investigated empirically using as conceptual prisms four principal constructs distilled from the extant literature; leadership, organisational strategy, HRM practices and entrepreneurial orientation. Methodologically, a triangulation procedure was applied in order to afford both rich-context and scaled datasets. From a sample of HGSME drawn from the national database maintained by Small Medium Enterprises Development Agency of Nigeria (SMEDAN), the mixed method approach used encompassed data gathered through (a) in-depth interviews conducted with senior executives of sample organisations and (b) survey questionnaires administered to 300 employees within two Nigerian HGSMEs. Qualitative data was analysed through thematic analysis. The quantitative data treatment rigour was achieved through descriptive statistics; correlation and multivariate regression analysis. OC was measured at the firm level using the validated instrument (Organisational Climate Measurement instrument, OCM, Patterson et al., 2005), while the organisational performance was measured subjectively using efficiency and quality as performance proxies. Results show direct effects of organisational factors (leadership, strategy, HR practices and entrepreneurial orientation) on organisational climate configuration. The relationship between organisational climate and performance is significantly positive while the direct effect of some HR practices on organisational outcomes such as efficiency (training vs. efficiency, employee involvement vs. efficiency) was negative. The results are robust in indentifying the nature of internal organisational systems and networks that triggers growth and sustainability of HGSMEs.
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Robinson, R. J. "The mediating effect of organizational climate on personal growth amongst quality circle members." Master's thesis, University of Cape Town, 1987. http://hdl.handle.net/11427/14388.
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Bibliography: leaves 100-114.The productivity and manpower situation in South Africa was reviewed. The necessity to involve workers at all levels in organizations was emphasized. The definition of "productivity", and the role of the human resources development (HRD) specialist was noted. The concept of "organizational culture" and the relationship to "climate" was discussed. The literature surrounding worker alienation, and the attempts to overcome this by means of participative work redesigns aimed at "worker development" was reviewed. The serious reservations which the organized labour movement has towards "participation" and designs such as quality circles (QC's) were noted and discussed. QC's themselves were introduced with an overview of their origins. The "trade war" between Japan and the West was mentioned, with particular note taken of the role of QC's and their subsequent usage and success world-wide. The critical importance of management commitment and a participative climate for the success of QC programs was emphasized. The present study was undertaken within a QC program in a large engineering company, and consisted of 187 experimental subjects QC members and 63 control subjects (non-SC members). Subjects were measured on the independent variable Organizational Climate which consisted of Trust a Involvement, Motivators, Communications, Decision making, Control Data, and Average Climate. These factors were obtained by means of performing a factor analysis on Likert's (1961) data from his Organizational Climate Scale. The dependent variable Personal Growth consisted of Life Satisfaction, Self-esteem, Powerlessness, Locus Of Control (LOC) and Purpose In Life (PIL). It was hypothesized that QC members would show more personal growth than non-QC members, but that this would be mediated by organizational climate and time spent as a QC member. The validity and reliability of the study were discussed. The results indicated that QC members were higher on life Satisfaction and Self-Esteem than non-members (P < 0.01). Both groups reported significantly more participativeness of climate over the previous 12 months, but QC members reported a greater increase. A significant (P <0.01) correlation was found between most Organizational Climate indices and Personal growth measures. It was concluded that QC participation brings about increased Personal growth, and that this growth extends to non-QC members in the same work area. A critical mediating variable however appears to be Organizational Climate, which must be truly participative if any intervention such as QC's is to succeed. This is consistent with the findings of other authors. The need for further research was discussed, and the role of climate was re-emphasized by way of conclusion.
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Taleb, Khalil. "The influences of organisation and culture on business growth in the insurance industry in the countries of the Gulf Cooperation Council." Thesis, University of Bristol, 2001. http://hdl.handle.net/1983/5ca3d7bb-c9f5-4fdc-b3ff-6be5997ed73f.
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Hudson, Ken, University of Western Sydney, of Arts Education and Social Sciences College, and School of Social Ecology and Lifelong Learning. "Designing a continuously creative organisation." THESIS_CAESS_SELL_Hudson_K.xml, 2001. http://handle.uws.edu.au:8081/1959.7/601.
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This research confirms that organisational creativity is of growing interest to leaders due to an an anticipated move into the information age, and the growth of the new economy. For some leaders it also represents a new post-cost-cutting strategy to ensure organisational growth and sustainability. The research used a grounded theory approach and consisted of in-depth interviews with leaders from both the profit and non-profit sectors and included 3 case studies -- the Four Corners unit at the ABC, the advertising industry and 3M. The research also includes two comparison studies, between a range of profit and non-profit organisations, most of which are renowned for creativity. The core question attempted to be answered was how can organisations become more creative.Doctor of Philosophy (PhD)
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Gegg, B. R. "A study of organisational growth and development of optometric practice in the UK, 1818-1983." Thesis, Brunel University, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.373518.
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Baltaru, Roxana Diana. "Organisational expansion in higher education : the growth of universities' administrative staff and its impact on performance." Thesis, University of Essex, 2018. http://repository.essex.ac.uk/21435/.
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The current research investigates the professional and administrative expansion taking place in universities over the last twenty years, characterised by the emergence of new roles and functions in areas such as: planning, marketing, student services, student placement, quality control, and external relations. Understanding the forces underlying this change is essential in building a reliable picture of the current state and likely direction of the university as an institution. I engage with the two arguments conceptualizing administrative and professional growth in universities: functionalist (emphasising the role of structural pressures e.g. student numbers) and neo-institutionalist (drawing attention to the cultural forces that shape universities as formal organisations). The first chapter provides a cross-national assessment of the relative significance of functionalist and cultural (neo-institutionalist) explanations in accounting for variation in the levels of administrative and professional staff in 761 universities from 11 European countries. The second chapter provides a national level empirical illustration of how cultural forces such as the diffusion of formal organisation make UK universities’ more prone to expand their professional infrastructure in catering to demographic inclusion. The third chapter extends the national level inquiry with an investigation into whether UK universities’ engagement with professional staff enhances university performance, in line with functionalist expectations. The findings show that the impact of structural needs on the expansion of professional and administrative staff is overestimated, as well as the role that professional staff plays in universities’ performance. The growth in administrative and professional staff is by large a by-product of universities formalising themselves as organisations. In this sense, universities’ engagement with new layers of professional expertise is a purveyor of legitimacy for institutions articulating themselves as highly integrated, strategic, and goal-driven entities.
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van, Buuren Rudolph B. "BUSINESS INTEGRATION AS BASIS FOR GROWTH IN SMALL AND MEDIUM AGRICULTURAL ENTERPRISES." Journal for New Generation Sciences, Vol 6, Issue 2: Central University of Technology, Free State, Bloemfontein, 2008. http://hdl.handle.net/11462/506.
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Published ArticleIncreased diversity in the agricultural sector in South Africa is forcing farmers to focus on the production of value-added commodities in the face of mounting global competitive pressures. However, many farmers, by operating individually, are unable to expand operations to the scale necessary to become involved in value-adding processing. This requires too much capital, skills, and time. By pooling resources and forming integrated small and medium sized agricultural enterprises even small producers can enter the processing arena successfully. This paper focuses on the specific driving forces, pitfalls and strategies that agricultural SMEs need to pursue in order to survive.
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Huyse, Huib. "Workplace and organisational learning in development aid : a case study of a Belgian development agency." Thesis, University of Sussex, 2011. http://sro.sussex.ac.uk/id/eprint/7058/.
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This thesis investigates workplace and organisational learning over the period 2000-2010 in a Belgian development agency (VVOB), involved in the implementation of educational development projects. It explores some of the structural causes of the perceived learning deficit at the project and the agency-wide level, and links it with similar findings in other development agencies. For the project level, two case studies in Zimbabwe (ZimPATH and St2eep) were selected in which the project's management invested significantly in team learning. These practices were put against the learning support activities that the head office was catering for. The study follows a qualitative case-study design inspired by phronetic-based research (Flyvbjerg, 2001), and utilises a mixed method approach to data collection involving a variety of research instruments. The author of the thesis worked in different positions in the field and in the head office (1997-2007). An improved version of the concept of learning patterns (Sterck, 2004) is introduced to gain insights in the tenacity of learning practices. It is derived from an in-depth analysis of the underlying characteristics of the formal and informal learning activities. Important drivers of the observed learning patterns are argued to be axiological in nature. These result in strongly diverging views about why learning should happen, what should be learned, and how learning should be organised. These views are captured and analysed through a newly constructed concept, the learning support framework. The findings for project level learning are multiple and point at the importance of both intra-organisational and external factors. The working environment of the two case study projects was characterised by internal (micro-political) and external (institutional and socio-economic) sources of pressure that seriously complicated learning processes. However, evidence is provided that both project teams managed to develop powerful learning processes. The ‘situated' learning patterns of ZimPATH and St2eep shared a view of learning as a strategy to deal with the complexity of work. Knowledge was regarded as a process, with a focus on knowledge creation and the use of local knowledge. Both projects integrated learning in their daily practice via the extensive use of social learning practices and by creating conducive conditions for implicit learning. The bulk of these practices was going under the radar in the head office. It treated implicit learning rather passively and it hardly addressed the structural factors hindering such learning. As a consequence, teams without skills and insights into workplace learning were largely left on their own. The analysis of agency-wide learning in VVOB confirms research that indicates that ‘tacit knowledge does not travel easily' (Gertler, 2003, p.84). The strong bias towards vertical learning processes, ICT-solutions and the codification of knowledge created a bureaucratic learning pattern. It did not stop VVOB from entering into a profound crisis. A severe institutional emergency, triggered by external pressure of back donors and institutional partners in the years 2005 and 2006, together with changes in the management brought the momentum for change. The resulting improvements in learning at the field level were, however, not replicated for agency-wide learning. This is linked in the thesis with a lack of ‘institutional proximity' (Gertler, 2003). Initiatives introducing changes in existing learning practices are deemed to face fierce resistance unless they take into account crucial internal factors (such as the configuration of views, interests and history with regard to knowledge and learning), and various external causes of pressure. An alternative 3 step approach is proposed. In conclusion, unless development agencies and back-donors become more responsive towards the challenges of sharing tacit knowledge across organisational, institutional, cultural and power divides, projects like ZimPATH and St2eep are likely to remain pockets of innovation.
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Mfabane, Masiwakhe. "A teaching case study on the effect of growth on organisational leadership and culture at hardware warehouse as the organisation grew from one store to 18 stores." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1013008.
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From summary:The main objective of this research study was to write up a teaching case study, based on Greiner’s (1998) model of organisational development, outlining what effect the growth of Hardware Warehouse had on the leadership and culture of the organisation. The study is a teaching case study in the form of “a descriptive case focusing on presenting a description of past events and decisions” (Cappel and Schwager, 2002: 289).
Books on the topic "Organisational growth"
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McGrath, Paul. Processes of organisational growth and Decline: A case study. Dublin: University College Dublin, 1989.
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Crespi, Gustavo. Information technology, organisational change and productivity growth: Evidence from UK firms. London: Centre for Economic Performance, London School of Economics and Political Science, 2007.
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Mooney, John G. The appropriation and outcomes of collaborative computing: Facilitating organisational growth through informationtechnology. Dublin: University College Dublin, Dept of Management Information Systems, 1995.
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Harri-Augstein, E. Sheila. Learning conversations: The self-organised learning way to personal and organisational growth. London: Routledge, 1991.
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Kielty, Sonya. A study of organisational culture and the employee performance benefits of peron-organisation fit and commitment within a high growth I.T. company. (s.l: The Author), 2001.
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Caroline, Joll, and Lynk E. L, eds. Industrial organisation: Competition, growth, and structural change. 4th ed. London: Routledge, 1992.
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Growth, trade, and endogenous technology: A study of OECD manufacturing. Houndmills, Basingstoke, Hampshire: Macmillan Press, 1996.
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Paul, Atkinson. Real interest rates and the prospects for durable growth. [Paris, France]: OECD, 1985.
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McCormick, Dorothy. Growth and the organisation of production: Case studies from Nairobi's garment industry. Nairobi, Kenya: Institute for Development Studies, University of Nairobi, 1993.
Find full textBook chapters on the topic "Organisational growth"
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Vansina, Leopold, and Gilles Amado. "Understanding and Working with Organisational Dynamics: Coping with Organisational Growth." In Psychodynamics for Consultants and Managers, 273–320. Chichester, West Sussex, England: John Wiley & Sons, Ltd., 2012. http://dx.doi.org/10.1002/9780470697184.ch11.
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Smith, W. Rand. "Inside the Local Union: Explaining Organisational Growth and Decline." In Crisis in the French Labour Movement, 83–128. London: Palgrave Macmillan UK, 1987. http://dx.doi.org/10.1007/978-1-349-08556-9_4.
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Foster, John, and Phillip Wild. "Detecting self-organisational change in economic processes exhibiting logistic growth." In Economic Evolution, Learning, and Complexity, 159–83. Heidelberg: Physica-Verlag HD, 2002. http://dx.doi.org/10.1007/978-3-642-57646-1_8.
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Pons-Pons, Jerònia, and Margarita Vilar-Rodríguez. "The genesis, growth and organisational changes of private health insurance companies in Spain (1915–2015)." In The Business of Health, 174–95. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003255987-9.
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Morgan, Bryan, and John Foster. "Modelling growth in economic systems as the outcome of a process of self-organisational change: a fuzzy regression approach." In Economic Evolution, Learning, and Complexity, 185–207. Heidelberg: Physica-Verlag HD, 2002. http://dx.doi.org/10.1007/978-3-642-57646-1_9.
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Kanellopoulos, Kostas, Christina Karakioulafi, Pinelopi Alexandropoulou, and Giorgos Soros. "Transnational Solidarity Organisations in Contemporary Greek Civil Society: Vibrant, Multifarious and Politicised." In Transnational Solidarity in Times of Crises, 33–60. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-49659-3_2.
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Abstract Based on interviews conducted with groups working in the fields of migration, disabilities and unemployment, this chapter offers insights into Greek civil society as it has emerged and developed during the economic and refugee crises. The findings of these interviews also testify to a vibrant pre-crises Greek civil society, which has become even more multifarious and politicised. The newly imposed grievances as the backdrop of a deteriorating political framework led to the growth of the organisational field (more volunteers and new groups) and more voices in regard to issues and demands. It seems that active participation in solidarity activities beyond the provision of help to beneficiaries has become a means in itself for one part of Greek society in its efforts to overcome and recover from the dual economic and migration crisis.
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Lamker, Christian, and Viola Schulze Dieckhoff. "New roles in collective, growth-independent spatial organisation." In Post-Growth Geographies, 347–62. Bielefeld, Germany: transcript Verlag, 2021. http://dx.doi.org/10.14361/9783839457337-025.
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Awadhiya. "Population growth and community organisation." In Principles of Wildlife Conservation, 61–86. Boca Raton: CRC Press, 2021. http://dx.doi.org/10.1201/9781003037545-3.
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Arnal, Elena, Wooseok Ok, and Raymond Torres. "Knowledge, Work Organisation and Economic Growth." In Internet, Economic Growth and Globalization, 327–76. Berlin, Heidelberg: Springer Berlin Heidelberg, 2003. http://dx.doi.org/10.1007/978-3-540-24761-6_22.
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Platonova, Daria, and Dmitry Semyonov. "Russia: The Institutional Landscape of Russian Higher Education." In Palgrave Studies in Global Higher Education, 337–62. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-52980-6_13.
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AbstractIn this chapter we explore the higher education institutional landscape taking the case of the largest post-Soviet higher education system: Russia. In the Post-Soviet period, Russian higher education has tremendously expanded. The dramatic growth of the number of students and institutions has been facilitated by the introduction of tuition fees in public and a new private sector. The shifts in social and economic demand for professional fields affected the disciplinary and organisational structure of higher educational institutions.The external forces (economic, political, social conditions) and higher education policy have been changing during the last decades. In the first part of the transitional period, the state provided limited regulation of the higher education system. In the 2000s, it has returned to its role of the main agent of change of the higher education system design. The diversity of institutional types that evolved in Russian higher education illustrate the consequences of massification and marketisation, such as new “broad access” segments and institutional programme drift. Also, the governmental role in shaping institutional diversity can be seen through attempts to increase vertical diversity (excellence initiatives), on the one hand, and to restrain it by closing down bottom-tier institutions, on the other.
Conference papers on the topic "Organisational growth"
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Miura, Takahiro, Kimitaka Asatani, and Ichiro Sakata. "Measuring Career Growth Related to Organisational Movement for Junior and Senior Researchers." In 2022 Portland International Conference on Management of Engineering and Technology (PICMET). IEEE, 2022. http://dx.doi.org/10.23919/picmet53225.2022.9882578.
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Muhamed Salim, Muzahidin, Ian Traboulay, Elfadl Ibrahim, Sara Al Wehaibi, and Nasser Ballaith. "Organisational Management System in the Digital Transformation Era." In ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/210854-ms.
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Abstract Oil and gas operators embark on a digital transformation journey in order to maximize their value from every barrel and deliver their greatest possible return to the shareholders in order to meet the world's growing demand for energy. To achieve this, the organization must come up with their new growth strategy that will be sustained through active engagement with the employees and stakeholders who are core to the development and sustainable implementation of their integrated strategy. To align with this strategy, the organization must set up a DOF (Digital Oil Field) organization to identify and implement digital opportunities across the company. During execution, the DOF organization is often faced with multiple challenges to realize the digital vision. To understand these challenges and pain points a detailed study was conducted to assess the maturity level of the DOF organization. Discussions were held with key stakeholders from various departments focusing on their current challenges and pain points of DOF organization. The current state analysis is a combination of inputs received during discussions and through supporting documents. This paper highlights the common practices and pain points of an organization and provides recommendations for improving their future mode of DOF operations through a unified management system framework. The paper also outlines a list of key goals, objectives, and KPIs along with key digital capabilities, enabling tools and technologies required for the organisation to realize their digital vision. To overcome the current challenges of DOF, a new operating model and organization structure has been suggested along with a defined set of operations. To set up the operating model and initiate operations, an indicative roadmap and implementation plan has been outlined highlighting a critical set of activities to be executed over the near term for the new digital organization to be fully operational.
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Nanayakkara, S. M., V. Wickramasinghe, and G. D. Samarasinghe. "Role of Strategic Emotional Intelligence on Technological Capability, Technological Knowledge Management and Organisational Learning & Growth." In 2018 Moratuwa Engineering Research Conference (MERCon). IEEE, 2018. http://dx.doi.org/10.1109/mercon.2018.8421992.
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Latifi, Mohammad-Ali, Harry Bouwman, and Shahrokh Nikou. "ICT-Driven Business Model Innovation in SMEs: The Role of Organizational Capabilities, Firm Size and Age." In Digital Support from Crisis to Progressive Change. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-485-9.28.
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Research has shown that business model innovation (BMI) can create competitive advantages and enhance firm performance. However, many small and medium-sized enterprises (SMEs) fail to supreme their performance. BMI can create unexpected consequences for businesses and their ecosystem. Therefore, knowing how and under what circumstances BMI affects a firm’s performance is a primary concern for managers/owners of SMEs. Using data from 460 European SMEs, this paper aims to examine three paths through which ICT-driven BMI can impact firm’s performance. Introducing organisational capabilities as a mediator, this study has extended prior literature on BMI by showing that organisational capabilities are as strong as other existing mediators of revenue and efficiency growth regarding improving the firm’s performance. The findings provide guidelines for practitioners to execute informed-decisions about the implementation of BMI based on their firm’s strategies and the available capabilities while considering contingent factors of firm size and age.
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Shakarishvili, Dato. "Business Intelligence Management and its Impact on Economic Security." In Challenges in Economics and Business in the Post-COVID Times. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.epf.5.2022.40.
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This paper describes the influence of business intelligence management and economic security at all levels of the business sector. The paper reflects the analysis of various data, literature reviews and organisational statistics. Based on the data comparison, the paper provides formulas, indicators and recommendations to bring managerial levels closer to business intelligence management. In the modern era, states’ top priorities are areas of political power and balance, diplomatic influence and mediation, guarantees of economic growth, military and defence policies. The main principle is not to stagnate in the optimal phase of state but rather to keep up continous improvement.
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Thavaruban Thavapragasam, Xavier. "ERP Systems and User Perceptions: An Approach for Implementation Success." In InSITE 2004: Informing Science + IT Education Conference. Informing Science Institute, 2004. http://dx.doi.org/10.28945/2830.
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The growth of Enterprise Resource Planning (ERP) systems since the 90’s has been immense. Their organisational wide functionality is vast and overall capabilities are enormous but their success, usability and the user perception is questioned in the information systems (IS) literature. This paper looks at an implemented ERP system in a large Australian University. The core aspect of the paper is the user perception on the implemented system, which is measured by two criteri-ons: user satisfaction and post-implementation factors. The author is using interviews, documentary analysis and observation techniques for data gathering. Based on the gathered findings, the author portrays the use of participatory design (PD) methods as a possible tool for successful ERP implementation. User-Centred Design (UCD) and Joint Application Development (JAD) were compared as part of the PD approach and it was concluded that the UCD approach would best suit for the development and the implementation of an ERP system.
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Kasim, Azilah. "A Preliminary Analysis on the Effects of Organisational Learning and Market Conditions on the Relationship between Entrepreneurial Orientation and Growth of Small and Medium Size Hotels in Peninsular Malaysia." In ISSC 2016 International Conference on Soft Science. Cognitive-crcs, 2016. http://dx.doi.org/10.15405/epsbs.2016.08.72.
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Belotti, Vittorio, Manjula U. Hemapala, Rinaldo C. Michelini, and Roberto P. Razzoli. "Robot Remote Control and Mine Sweeping." In ASME 2008 9th Biennial Conference on Engineering Systems Design and Analysis. ASMEDC, 2008. http://dx.doi.org/10.1115/esda2008-59397.
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Demining is calamity of third world countries. The clearing is ceaseless, more expensive than the spreading, and terrorist return is obtained by weakening of the antagonistic population. The mines are cheapest weapon, built to make horrible injuries, affecting active people, with major falls-off into economic growth. The disaster is notably cruel in Sri Lanka, with anti-person mines spread in the northeast region. After the ceasefire, the international organisations started the mine sweeping, with poor issues, due to politico-economical motivations in direct bond with wants in the technical effectiveness. The pitiable situation is worsened, as most rich lands are removed from farming exploitation, with increasing of the internally displaced persons. Now, clearing is engineering duty, and the humanitarian goal comes to be technical challenge. The advanced robotics fulfils clean and reliable tasks, on condition to upgrade sophistication and cost and to loose third-world appropriateness. The challenge is to turn local machines and awareness into effective robotic aids, willingly used by the local people, and to enhance the on-going outcomes. The analysis, mainly, addresses the following points: - the engaged technologies need to provide special purpose outfits and to involve operators having adapted uniformity; - the work-flow pre-setting ought to detail the duty-cycles and to establish the standard achievements; - the planning has to specify the on-process warning/emergency management and the failure protection rules; - the operators’ instruction and training shall aim at off-process optimised work-flows to circumvent risky issues; - the effectiveness comes from organised routine agendas, in conformity with allotted tasks and emergency events. This is a mix of organisational and technologic demands, calling for responsible commitment of the involved people, so that the local Civil Service is entitled to do the clearing operations, and the all engaged community is solidly concerned. The winning solution shall look at low-cost robotic outfits, to be obtained with resort to nearby available resources and competences (e.g., drawn on from the local agricultural machinery and know-how), and full account of the cost limits, while aiming at the process effectiveness by the mix of enabling cues, principally deferred to enhancing the regional awareness and the factual dedication. The paper stresses on fairly unorthodox robots, addressing unmanned effectors facilities joined with intelligent remote-command abilities, not as advanced achievements, rather as cheapest productivity upgrading, assembled from standard farming devices, through the shared know-how and commitment of locally involved operators.
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Maravelakis, Emmanuel, Nicholas Bilalis, Aristomenis Antoniadis, and Vassilis Moustakis. "A Novel Approach to Product Innovation Profiling Assessment: The I-DSM Tool." In ASME 7th Biennial Conference on Engineering Systems Design and Analysis. ASMEDC, 2004. http://dx.doi.org/10.1115/esda2004-58271.
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Innovation is a major driving force for the economic growth and expansion of companies and the need to innovate has become clear by now. The quality of the decisions during the design phase of a product development process is strongly connected with the assessment of the product, process and organisational innovation dimensions. The developed methodology addresses these three axes, using 30 innovation attributes, in order to obtain a product innovation profile through an innovation survey. This way a range of industry standard Innovation scores called PIP-SCORES (Product Innovation Profile scores -or innovation benchmarks) have been established. So far more than 600 companies coming from a range of industrial sectors that include creative industries, electrical/electronic, fire and safety, footwear, plastics, ceramics and textiles, have participated in this survey and their innovation profiles have been included in the database. The proposed tool benchmarks the product innovation profile of a company with the corresponding innovation scores from companies coming from the same sector. Next, the tool utilises a Design Structure Matrix, for mapping the dependencies between the Innovation Attributes. Furthermore an Innovation Improvement Impact Value for each Attribute is introduced. In order to improve the innovative profile of a company, a considerable amount of resources is needed. Provided that resources are usually limited to most companies, an optimal improvement strategy, based on the Innovation Improvement Impact values is proposed. The proposed tool (I-DSM, Innovation - Design Structure Matrix) aims at improving the innovative performance of a company, by minimizing the product development cycle and by improving the performance of the product development process.
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Pletneva, Olesya, Galina Yamaletdinova, and Marina Spirina. "Recommendation on Correction of Female Students Physical State of Special Medical Group." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-72.
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Physical education in modern higher education should contribute to an effective solution to reduce student morbidity. Therefore, one of the promising directions for improving the system of physical education in higher education institutions is the development of sound didactic techniques and methods that provide a comprehensive solution to the problem in question. The aim of the study is to develop recommendations for the correction of the physical condition of female students belonging to special medical groups, contributing to the improvement of the physical condition of these female students. The methods used were the theoretical analysis of literature, generalisation, the study of practical experience, self-observation, testing, a formative experiment and methods of mathematical statistics. The participants in the study were female first-year medical students in a special medical group comprised of 40 persons. The proposed recommendation for physical condition correction includes the exercises of Pletnev and Pilatas, their methodology and sequence of performance; components of physical activity considering the functional capabilities of female students. Upon the conclusion of the study, there was a significant improvement in health, endurance, strength and speed indicators. The growth rate of physical fitness indicators in the experimental group increased from 36.35 % to 49.21 %, and less significantly in the control group from 8.20 % to 22.02 %, the number of students with a higher level of health increased from 20 to 40 and decreased from 20 to 10, respectively. Thus, the proposed organisational-methodological recommendations make it possible to increase the level of physical and functional fitness of female students of the special medical group and to strengthen their physical health.
Reports on the topic "Organisational growth"
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Markus, Maurer, Khammounty Bounseng, Morlok Michael, and Teutoburg-Weiss Hannes. Boosting Growth and Transformation in Laos’ Industry. Swiss National Science Foundation (SNSF), October 2019. http://dx.doi.org/10.46446/publication_r4d.2019.2.en.
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Two thirds of Laos’ manufacturing industry has experienced growth and transformation over the last half decade. There are noteworthy differences between small and large companies: whilst both grew quickly, larger ones have achieved more rapid change in products, technology and organisation. However, a dimension of growth and transformation where large companies in Laos are lagging behind is labour productivity.
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Price, Roz. Evidence on the Advantages of Low Carbon Growth in Jordan. Institute of Development Studies (IDS), August 2021. http://dx.doi.org/10.19088/k4d.2021.117.
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There has been a considerable amount of research generally into the benefits associated with low carbon development, showing that it can be synergistic with development priorities – such as job creation, improved public health, social inclusion and improved accessibility (see for example, Gouldson et al., 2018). However, this rapid review finds limited evidence and information around these benefits specifically for the Hashemite Kingdom of Jordan. There has been much interest in green growth in Jordan in the last ten years, particularly as Jordan is seen as having a large renewable energy potential for solar and wind. International organisations have been working with Jordan to develop comprehensive national plans and strategies to encourage green growth investment. Within the Jordanian government, the green growth concept has mainly been promoted by the Ministry of Environment. The World Bank in particular has produced a number of reports that have fed into this review, that explore or touch on green growth in Jordan – however, they themselves recognise that there is a lack of research on the economic and job-generating impacts of a green growth pathway in Jordan, and emphasise the need for further analysis (see specifically Hakim et al., 2017). Many of the green growth statistics referenced are from single reports undertaken a number of years ago – for example, that environmental degradation costs Jordan 2% of its GDP per year comes from a World Bank report written in 2010 and based on data from 2006 (World Bank, 2010). No more recent reviews were found during this rapid review. This review draws on a mixture of academic and grey literature from government and international organisations.
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Broadberry, Stephen, Nicholas Crafts, Leigh Gardner, Rocco Macchiavello, Anandi Mani, and Christopher Woodruff. Unlocking Development: A CAGE Policy Report. Edited by Mark Harrison. The Social Market Foundation, November 2014. http://dx.doi.org/10.31273/978-1-904899-98-3.
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The world’s poor are ‘trapped’ in poverty. How can we unlock development so that poor countries can sustain economic growth over long periods of time? Our report considers this problem on three levels, the national economy, the private sector, and citizenship. At the core of each chapter is new research by CAGE members and associates. Chapter 1 addresses the factors underlying sustainable growth of the national economy. Chapter 2 looks for the sources of business capacity and sustainable growth of the private sector. Chapter 3 links citizenship to economic development, showing how political voice can enable women to participate more freely in society and the economy. In all three chapters we show how economic development relies on the rule of law, including a framework of laws and their enforcement that is applied to all and accessible by all. We show how, without such a framework, the sustainable growth of national economies and their businesses is threatened when laws fail to resolve conflicts. This failure is often accompanied by corruption or violence. So, we discuss what can be done to promote the rule of law; to make economic growth more stable and sustainable; to enhance the capacity of business organisations that are most likely to attract, grow and create jobs; and to enable women to play a full part in economic development as citizens, providers, and entrepreneurs. Foreword by Frances Cairncross; Introduced by Nicholas Crafts.
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Herbert, George, and Lucas Loudon. The Size and Growth Potential of the Digital Economy in ODA-eligible Countries. Institute of Development Studies (IDS), December 2021. http://dx.doi.org/10.19088/k4d.2021.016.
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This rapid review synthesises evidence on the current size of the digital market, the countries promoting development of digital business and their approach through Trade Policies or Incentive Frameworks, and the current and potential size of the market with the UK / China / US / other significant countries. It draws on a variety of sources, including reports by international organisations (such as the World Bank and OECD), grey literature produced by think tanks and the private sector, and peer reviewed academic papers. A high proportion of estimates of the size of the digital economy come from research conducted by or for corporations and industry bodies, such as Google and the GSMA (which represents the telecommunications industry). Their research may be influenced by their business interests, the methodologies and data sources they utilise are often opaque, and the information required to critically assess findings is sometimes missing. Given this, the estimates presented in this review are best seen as ballpark figures rather than precise measurements. A limitation of this rapid evidence review stems from the lack of consistent methodologies for estimating the size of the digital economy. The OECD is attempting to develop a standard approach to measuring the digital economy across the national accounts of the G20, but this has not yet been finalised. This makes comparing the results of different studies very challenging. The problem is particularly stark in low income countries, where there are frequently huge gaps in the relevant data.
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Hicks, Jacky, Berni Smith, Anna Downs, and Benedetta Musillo. Conversations on Gender and Tax. Institute of Development Studies, June 2022. http://dx.doi.org/10.19088/k4d.2022.064.
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By being ‘gender aware’, tax policy, tax administration and tax research have the potential to both reduce discrimination and promote women’s economic empowerment, and benefit the wider inclusive economic growth and development process. Civil society organisations (CSOs) play an important role in all aspects of taxation and gender, from improving transparency and accountability of government decisions on tax policy, and engaging with governments and oversight institutions on taxation and gender, to educating female taxpayers and monitoring services that revenue authorities and ministries of finance provide. Specialised CSOs could carry out gendered analysis of taxation and its impacts in parallel to gendered analysis of budgeting.
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Owens, Janine, Rosie Allen, Amelia Pearson, Susan Davies, Catherine Robinson, and Alys Young. The impact of COVID-19 on social care and social work in the UK: A Scoping Review Protocol. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, March 2022. http://dx.doi.org/10.37766/inplasy2022.3.0174.
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Review question / Objective: What are the medium and long-term effects of the COVID-19 pandemic on practitioners and organisations providing social work and social care to adults in the UK? Rationale: The pandemic has exerted adverse effects on staff morale and well-being, with sickness absence rises across the sector and increased difficulties in recruiting staff from agencies, despite a pre-COVID government recruitment campaign (https://www.gov.uk/government/news/adult-social-care-recruitment-care-campaign-launched-to-boost-workforce). Care home providers report extreme anxiety and distress, burnout and financial concerns (CQC, 2020). These worsened during the proposed introduction of mandatory vaccination care home workers (Bell et al. 2021). Social care workers report a lack of support in terms of training and equipment, sleep disturbances and increasing levels of mental ill health (Pappa et al. 2020; Williamson et al. 2020; Donnelly et al. 2021). They also report experiencing conflicts in terms of caring for people with diverse needs (Greenberg et al. 2020). Some research suggests that workers experienced professional growth during the pandemic, but that this came at a cost to their own mental health (Billings et al. 2021). Other research reported increased team unity and more reflection on what mattered in life (Aughterson et al. 2021). One editorial claims that the pandemic created a reduction of bureaucracy and the emergence of more efficient ways of working in social care in Local Authorities (Golightley & Holloway 2020). The evidence appears conflicting and frequently fails to separate health care and social care work, when the roles and structures of service delivery organisations are different. There is also a lack of differentiation in reporting on effects on the social care workforce in general, and specifically social workers and statutory social work.
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Cairo, Jessica, Iulia Gherman, and Paul Cook. The effects of consumer freezing of food on its use-by date. Food Standards Agency, July 2021. http://dx.doi.org/10.46756/sci.fsa.ret874.
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The current Food Standards Agency consumer guidance states that consumers can freeze pre-packed food right up to the “use-by” date and, once food has been defrosted, it should be consumed within 24 hours. This strategic review has collated relevant data to determine whether there is an increased risk in relation to freezing ready-to-eat and non-ready-to-eat foods on the use-by date compared to the day before the use-by date. The review has focused on how the shelf-life of a food is determined and the effects of freezing, thawing and refrigeration on foodborne pathogens, including Bacillus spp., Campylobacter spp., Clostridium botulinum, Clostridium perfringens, Listeria monocytogenes, Salmonella, pathogenic Escherichia coli and Shigella spp. In the UK, food business operators are responsible for setting the safe shelf-life of a food which, in practice, should take into consideration the consumer habits, as well as the factors affecting shelf-life, such as food product characteristics, food processing techniques, transport, retail and domestic food storage temperatures, and type of packaging. Some countries, such as Ireland, New Zealand and Canada specifically recommend including safety margins within shelf lives. This is used to maintain brand integrity because it ensures that the food is consumed in its optimum condition. The FSA has collaborated with other organisations in the production of several guidance documents; however, there is no explicit requirement for the consideration of a margin of safety when setting shelf-life. There is also no legal requirement in the UK to consider a safety margin when setting shelf-life. According to regulations, pathogens should not be present in sufficient levels to cause foodborne illness on the use-by date, as food should still be safe to eat on that day. Given that these requirements are met, the risk assessed in this report arises from the processes of freezing, thawing and subsequent refrigerated storage for a further 24 hours, and the potential for these to increase pathogen levels. In this review, it was found that there is a risk of additional growth of certain pathogens during the refrigerated storage period although the impact of freezing and thawing on the extent of this growth was not readily evident. This risk would relate specifically to ready-to-eat foods as cooking of non-ready-to-eat foods after defrosting would eliminate pathogens. This report explores the potential issues related to consumer freezing on the use-by date and identifies additional information or research required to understand the risks involved. Overall, there is little evidence to suggest a significant change in risk between consumers freezing ready-to-eat food on the use-by date compared to freezing the food on the day before the use-by date. Specific areas that merit further research include the risks due to low temperature survival and growth of L. monocytogenes. There is also a lack of research on the effects of freezing, defrosting and refrigeration on the growth and toxin production of non-proteolytic C. botulinum, and the growth of Salmonella during domestic freezing and thawing. Finally, more information on how food business operators set shelf-life would enable a better understanding of the process and the extent of the safety margin when determining shelf-life of ready-to-eat and non-ready-to-eat foods.
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David, Raluca. Advancing gender equality and closing the gender digital gap: Three principles to support behavioural change policy and intervention. Digital Pathways at Oxford, March 2022. http://dx.doi.org/10.35489/bsg-dp-wp_2022/02.
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Worldwide, interventions and policies to improve gender equality or close gender gaps often struggle to reach their targets. For example, women lag considerably behind in use of even simple digital technologies such as mobile phones or the internet. In 2020, the gap in mobile internet use in low- and middle-income countries was at 15%, while in South Asian and Sub-Saharan African countries, it remained as high as 36% and 37% respectively (GSMA, 2021). Use of the internet for more complex activities shows an even wider gap. In Cairo, in 2018, only 21% of female internet users gained economically, and only 7% were able to voice their opinions online (with similar statistics for India, Indonesia, Kenya, Uganda and Colombia, Sambuli et al., 2018). This is despite the fact that empowering women through digital technologies is central to global gender equality strategies (e.g. Sustainable Development Goals, United Nations, 2015), and is believed to facilitate economic growth and industry-level transformation (International Monetary Fund, 2020). Progress is slow because behaviours are gendered: there are stark dissociations between what women and men do – or are expected to do. These dissociations are deeply entrenched by social norms, to the extent that interventions to change them face resistance or can even backfire. Increasingly, governments are using behavioural change interventions in a bid to improve public policy outcomes, while development or gender organisations are using behavioural change programmes to shift gender norms. However, very little is known about how gendered social norms impact the digital divide, or how to use behavioural interventions to shift these norms. Drawing on several research papers that look at the gender digital gap, this brief examines why behavioural change is difficult, and how it could be implemented more effectively. This brief is addressed to policymakers, programme co-ordinators in development organisations, and strategy planners in gender equality interventions who are interested in ways to accelerate progress on gender equality, and close the gender digital gap. The brief offers a set of principles on which to base interventions, programmes and strategies to change gendered behaviours. The principles in this brief were developed as part of a programme of research into ways to close the gender digital gap.
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Brice, Jeremy. Investment, power and protein in sub-Saharan Africa. Edited by Tara Garnett. TABLE, October 2022. http://dx.doi.org/10.56661/d8817170.
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The place of protein in sub-Saharan Africa’s food system is changing rapidly, raising complex international development, global health and environmental sustainability issues. Despite substantial growth in the region’s livestock agriculture sector, protein consumption per capita remains low, and high levels of undernourishment persist. Meanwhile sub-Saharan Africa’s population is growing and urbanising rapidly, creating expectations that demand for protein will increase rapidly over the coming decades and triggering calls for further investment in the expansion and intensification of the region’s meat and dairy sector. However, growing disquiet over the environmental impacts of further expansion in livestock numbers, and growing sales of alternative protein products in the Global North, has raised questions about the future place of plant-based, insect and lab-grown proteins in African diets and food systems. This report examines financial investment in protein production in sub-Saharan Africa. It begins from the position that investors play an important role in shaping the development of diets and food systems because they are able to mobilise the financial resources required to develop new protein products, infrastructures and value chains, or to prevent their development by withholding investment. It therefore investigates which actors are financing the production in sub-Saharan Africa of: a) animal proteins such as meat, fish, eggs and dairy products; b) ‘protein crops’ such as beans, pulses and legumes; and c) processed ‘alternative proteins’ derived from plants, insects, microbes or animal cells grown in a tissue culture. Through analysing investment by state, philanthropic and private sector organisations – as well as multilateral financial institutions such as development banks – it aims to establish which protein sources and stages of the value chain are financed by different groups of investors and to explore the values and goals which shape their investment decisions. To this end, the report examines four questions: 1. Who is currently investing in protein production in sub-Saharan Africa? 2. What goals do these investors aim to achieve (or what sort of future do they seek to bring about) through making these investments? 3. Which protein sources and protein production systems do they finance? 4. What theory of change links their investment strategy to these goals? In addressing these questions, this report explores what sorts of protein production and provisioning systems different investor groups might be helping to bring into being in sub-Saharan Africa. It also considers what alternative possibilities might be marginalised due to a lack of investment. It thus seeks to understand whose priorities, preferences and visions for the future of food might be informing the changing place of protein in the region’s diets, economies and food systems.
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Lunsgaarde, Erik, Kevin Adams, Kendra Dupuy, Adis Dzebo, Mikkel Funder, Adam Fejerskov, Zoha Shawoo, and Jakob Skovgaard. The politics of climate finance coordination. Stockholm Environment Institute, October 2021. http://dx.doi.org/10.51414/sei2021.022.
Full textAbstract:
As COP26 approaches, governments are facing calls to increase the ambition of their climate commitments under the Paris Agreement. The mobilization of climate finance will be key to meeting these goals, prompting the need for renewed attention on how to enhance the coordination of existing funds and thus increase their effectiveness, efficiency and equity. The climate finance landscape is fragmented due to the variety of actors involved at different levels. Coordination difficulties emerge in multiple arenas and reflect the diversity of funding sources, implementation channels, and sectors relevant for climate action (Lundsgaarde, Dupuy and Persson, 2018). The Organisation for Economic Cooperation and Development has identified over 90 climate-specific funds. Most of them are multilateral. While bilateral climate finance remains significant, growth in multilateral funding has been the main driver of recent funding increases and remains a focus of international negotiations. Practitioners often highlight organizational resource constraints – such as staffing levels, the continuity of personnel, or the availability of adequate information management systems – as factors limiting coordination. In this brief, we argue that improving climate finance coordination requires considering coordination challenges in a political context where both fund secretariats and external stakeholders play an important role in shaping collaboration prospects. To illustrate this point, we highlight the political nature of global-level coordination challenges between the multilateral Climate Investment Funds (CIF) and Green Climate Fund (GCF), as well as national-level challenges in Kenya and Zambia. Key challenges influencing coordination relate to the governance of climate funds, domestic bureaucratic politics in recipient countries, and the existence of multiple coordination frameworks at the country level.