Relevant bibliographies by topics / Organisational identity

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Organisational identity'

Author: Grafiati
Published: 4 June 2021
Last updated: 11 March 2023

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Journal articles on the topic "Organisational identity"

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Diamond, Michael A. "Psychoanalytic organisation theory and identity: a psychosocial framework." Journal of Psychosocial Studies 13, no. 1 (March 1, 2020): 99–116. http://dx.doi.org/10.1332/147867320x15803493574409.

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In this article, the author explains a contemporary framework for psychoanalytic organisation theory and identity. In doing so, he assumes a post-Kleinian object relational approach. This orientation to understanding the complexity of organisations and organising takes advantage of the ideas of Winnicott and Ogden. The notion of organisational identity and the process of identification are viewed from experiential, relational and intersubjective psychodynamics. Organisational members are engaged in three modes of organising: depressive (containment versus control); paranoid-schizoid (division
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WEBB, JANE. "KEEPING ALIVE INTER-ORGANISATIONAL INNOVATION THROUGH IDENTITY WORK AND PLAY." International Journal of Innovation Management 21, no. 05 (June 2017): 1740009. http://dx.doi.org/10.1142/s1363919617400096.

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This paper discusses how people draw on the strategic interests and motivations of their home organisations in negotiating the activities inter-organisational collaboration for innovation will include. Through presenting ethnographic snapshots of a case involving fifteen partner organisations, the paper explores how members of a coordinating group make sense of the possibilities and constraints for joint work. As they discuss new activities, they engage in identity work and identity play, simultaneously identifying with their home organisations and the meta-organisation. This finding challenge
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Stockenstrand, Anna-Karin. "Accountability dilemmas and identity struggles." Journal of Accounting & Organizational Change 15, no. 1 (April 3, 2019): 2–29. http://dx.doi.org/10.1108/jaoc-02-2013-0017.

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Purpose The purpose of this paper is to add to our understanding of how external factors such as funding and external accountabilities affect the organisational inner workings, especially identity issues. Design/methodology/approach The paper is based on a comparative case study of two professional chamber orchestras, one in Sweden and one in the UK. The two orchestras had significantly different funding conditions and had different relations with funders and were thus exposed to different kinds of accountability dilemmas. The two organisations were studied using and ethnographically inspired
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Pryanikova, N. I. "The conflictological profile of the organisation as an element of cultural identity." Vestnik Universiteta, no. 11 (January 7, 2022): 168–73. http://dx.doi.org/10.26425/1816-4277-2021-11-168-173.

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In contemporary research on organisational effectiveness, the concept of culture is gaining ground. Not only organisational and/or national culture is considered, but also the whole range of local subcultures: professional, personal, age, etc., which also need to be analysed and taken into account. This circumstance affects the micro- and macro-level functioning of the organisation in the cultural code. The article studies the phenomenology of conflict from the perspective of an organisation’s conflictological profile, which is a reflection of its cultural identity. A typological cross-section
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Kourti, Isidora. "Using personal narratives to explore multiple identities in organisational contexts." Qualitative Research in Organizations and Management: An International Journal 11, no. 3 (September 12, 2016): 169–88. http://dx.doi.org/10.1108/qrom-02-2015-1274.

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PurposeThe purpose of this paper is to explore and incorporate personal narratives as a new methodological tool into the qualitative research of complex organisational issues such as identity. Particularly, this study provides a fresh methodological perspective on organisational identity exploration by using personal narratives to examine multiple identities that occur in dynamic organisational contexts. Design/methodology/approachIn order to examine multiple identities, personal narratives found in the 43 semi-structured in-depth interviews collected were analysed. These narratives were exami
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Dar, Sadhvi. "Negotiating Autonomy." Journal of Health Management 9, no. 2 (May 2007): 161–88. http://dx.doi.org/10.1177/097206340700900202.

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This article is a contribution to the under-researched but growing literature relating organisational theory to non-governmental organisations (NGOs). Many developmental academics and practitioners have highlighted the imposition of Northern ideas and values on Southern NGOs as inherently colonial, patronising and leading to minimal grassroots autonomy (Crush 1995; Escobar 1995; Ferguson 2003[1990]; Hobart 1993). While acknowledging this, the present article analyses the diffusion of Northern managerialism on Southern ways of working with special reference to how Southern NGOs are pressured to
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Molete, Dr Mantoa C. "Cororate Culture as a Function in Formulating Strategic Communication." 12th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 12, no. 1 (October 8, 2021): 135. http://dx.doi.org/10.35609/gcbssproceeding.2021.12(135).

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Sub Saharan Africa is filled with cultural diversity which creates a multicultural market. These diversities are created by the external and internal stakeholders in an organisation allowing the emerging of a unique organisational culture to describe the identity of a specific organisation. In its broader term culture gives description to units that provides unity amongst people hence its importance in group situation. Organizational culture is viewed as the shared values, beliefs, or perceptions held by employees within an organization. Moreover, an organization's culture tells us a lot about
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Jeyavelu, S. "Organisational Identity Dissonance in Organisational Decline and Turnaround." Vision: The Journal of Business Perspective 13, no. 2 (April 2009): 33–45. http://dx.doi.org/10.1177/097226290901300204.

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Balmer, John M. T., and Mario Burghausen. "Introducing organisational heritage: Linking corporate heritage, organisational identity and organisational memory." Journal of Brand Management 22, no. 5 (June 2015): 385–411. http://dx.doi.org/10.1057/bm.2015.25.

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Mohammed Sayed Mostafa, Ahmed, and Jie Shen. "Ethical leadership, internal CSR, organisational engagement and organisational workplace deviance." Evidence-based HRM: a Global Forum for Empirical Scholarship 8, no. 1 (September 9, 2019): 113–27. http://dx.doi.org/10.1108/ebhrm-03-2019-0026.

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Purpose Drawing on social information processing theory and organisational identity theory, the purpose of this paper is to examine the social and psychological process through which perceived ethical leadership influences employee deviant behaviours towards the organisation. Specifically, a sequential mediation model is developed in which ethical leadership is related to employee perceptions of internal corporate social responsibility (CSR), which, in turn, are related to organisational deviance through organisational engagement. Design/methodology/approach Structural equation modeling was pe
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Dissertations / Theses on the topic "Organisational identity"

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Kyriakidou, Olympia. "Organisational identity and change : the dynamics of organisational transformation." Thesis, University of Surrey, 2001. http://epubs.surrey.ac.uk/723/.

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Riise, Jørn Hakon. "An examination of the relationship between organisational learning and organisational identity." Thesis, Henley Business School, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.444689.

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Moeng, Siphokazi Florence. "A comprehensive university: constructing an organisational identity." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1029.

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The restructuring of higher education through incorporations and mergers has attracted a lot of attention over the past few years in South Africa. These incorporations and mergers have displaced institutions of higher education and positioned them in new organisational homes, thus subjecting faculties, schools and departments to a process of relocation, new knowledge acquisition, identity change and meaning-making processes. The merger has resulted in three types of universities; i.e. traditional universities, comprehensive universities and universities of technology. The introduction of the c
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Hayes, Nicky. "Social identity, social representations and organisational culture." Thesis, University of Huddersfield, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.303949.

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Van, Aswegen Laureen. "Power, Privilege and Identity at the Margins : Identity Work Transitions of Lower Echelon Managers." Thesis, University of Pretoria, 2020. http://hdl.handle.net/2263/75480.

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This study explores the hitherto unexamined role of national, cultural, societal and historical dynamics of power and privilege in the identity work of the lowest level of managers in organisations. This study revealed that so-called ‘post-apartheid’ South African organisations remain sites for perpetuating social injustice through physical vestiges of segregation as well as complex societal-organisational interdiscursive practices that serve to maintain an unequal distribution of power, social oppression and exclusion. Within this context, first level managers expressed their managerialism va
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Sargent, Leisa D. "Identity, its maintenance during downward organisational role transitions." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape2/PQDD_0021/NQ53790.pdf.

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Curtis, Lucill J. "Digital organisational storytellers : online marketing as identity work." Thesis, University of Essex, 2017. http://repository.essex.ac.uk/20037/.

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The thesis examines the effects of online marketing practices on the identity construction of individual marketers, referred to as the Digital Organisational Storyteller (DOS), across five business-to-business (B2B) organisations. I focus on illuminating their marketing processes and self-understanding when undertaking online marketing work, a practice I describe as bringing the organisation into being online. My research questions examine what the online marketing work processes the DOS undertake tell us about identity at work. They also enquire as to how they construct and understand their o
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Devine, Michael Joseph. "The dynamic processes of visual, corporate, and organisational identity : an exploratory study." Thesis, Queensland University of Technology, 2010. https://eprints.qut.edu.au/39130/1/Michael_Devine_Thesis.pdf.

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The purpose of this study is to contribute to the cross-disciplinary body of literature of identity and organisational culture. This study empirically investigated the Hatch and Schultz (2002) Organisational Identity Dynamics (OID) model to look at linkages between identity, image, and organisational culture. This study used processes defined in the OID model as a theoretical frame by which to understand the relationships between actual and espoused identity manifestations across visual identity, corporate identity, and organisational identity. The linking processes of impressing, mirroring
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Ward, Mark. "Understanding organizational identity in UK charities." Thesis, University of Chester, 2013. http://hdl.handle.net/10034/326105.

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There is a great deal of academic research around the topic of organizational identity in a corporate setting and an increasing level of interest in the area amongst practitioners. This study considers an under-researched area of identity scholarship in the UK charitable sector, specifically the degree to which internal stakeholders (employees) in two small to medium-sized UK charities, share an internally common understanding of organizational identity. An explicitly internal organizational perspective is explored to illuminate the communicated perceptions of employees in the participating or
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Kiley, Jerome. "Identity capital and graduate employment: an investigation into how access to various forms of identity capital relates to graduate employment." Doctoral thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/32737.

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Students at higher education institutions expect that their investment in education will be rewarded through positive employment outcomes. The dearth of research into graduates' personal circumstances which contribute to whether these expectations translate into reality was the starting point for this PhD thesis. Specifically, the thesis considered the role of identity development for success in the employment search. Erikson's and Arnett's theories of identity development and Côté's identity capital model were used as the theoretical basis to develop the Identity Capital Model of Graduate Emp
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Books on the topic "Organisational identity"

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Hayes, Nicky. Social identity, social representations and organisational culture. Huddersfield: The Polytechnic, 1991.

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1949-, Chappell Clive, ed. Reconstructing the lifelong learner: Pedagogy and identity in individual, organisational, and social change. London: RoutledgeFalmer, 2003.

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Holmgreen, Lise-Lotte. Culture and Identity in Organisations: A Discourse Perspective. Aalborg, Denmark: AALBORG UNIVERSITY PRESS, [2012], 2012.

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Chernatony, L. De. How organisations identify and preserve services' brands values. Birmingham: Birmingham Business School, 2002.

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Dale, Karen. The spaces of organisation and the organisation of space: Power, identity and materiality at work. Basingstoke: Palgrave Macmillan, 2008.

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Diversity management and identity in organisations: From liminality to inclusion. Newcastle upon Tyne: Cambridge Scholars Publishing, 2018.

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Reynolds, Larry. Training needs analysis: [a resource pack for arts organisations : how to identify and meet your organisation's staff development and training needs]. Newcastle upon Tyne: Arts Management Centre, 1993.

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Barzman, John. Dynamique des identités: Travail et organisations. Mont-Saint-Aignan: Presses universitaires de Rouen et du Havre, 2015.

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1954-, Seymour Michel, ed. États-nations, multinations et organisations supranationales. Montréal: Liber, 2002.

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Stephen, Hester, and Housley William 1970-, eds. Language, interaction and national identity: Studies in the social organisation of national identity in talk-in-interaction. Aldershot, Hants, England: Ashgate, 2002.

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Book chapters on the topic "Organisational identity"

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Charman, Sarah. "Organisational Culture and the Policing Organisation." In Police Socialisation, Identity and Culture, 13–38. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-63070-0_2.

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Ngo, May. "Organisational mission and identity." In Between Humanitarianism and Evangelism in Faith-based Organisations, 103–22. New York : Routledge, 2018. | Series: Routledge research in religion and development: Routledge, 2018. http://dx.doi.org/10.4324/9781315561479-5.

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Espedal, Gry, and Oddgeir Synnes. "A Narrative Approach to Exploring Values in Organisations." In Researching Values, 189–204. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-90769-3_11.

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AbstractValues are often part of tacit and taken-for-granted knowledge in organisations. As such, investigating values as part of organisations and their members’ work on values can be difficult. In this chapter, we suggest a narrative approach to exploring values and values work. A narrative approach can be used to gain in-depth information on organisational activities, identity, sense-making and change. The analytical approaches of narrative research are not standardised and are instead dependent on the narratives involved and the content, aim and structure of the narratives. An organisational study is provided as an illustrative case to identify sacred stories as a form of values work manifested in creative acts of storytelling in everyday practice.
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Bosanquet, Agnes. "Academic Writing from the Depths: An Autoethnographic and Organisational Account." In Academic Writing and Identity Constructions, 97–113. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-030-01674-6_6.

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Saaristo, Eerika, and Nina Kivinen. "On Artefacts and the Construction of Organisational Identity." In Wirtschaftsalltag und Interkulturalität, 199–215. Wiesbaden: Deutscher Universitätsverlag, 2002. http://dx.doi.org/10.1007/978-3-322-81275-9_12.

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Lennox-Chhugani, Niamh. "The Role of Organisational Identity in Health Care Mergers: An NHS Example." In The Reform of Health Care, 79–90. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9780230355026_7.

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Mohamed Hoosen Carrim, Nasima. "Work in Progress: Organisational and Occupational Identity Work of South African Employees After Firm Acquisition." In Transcending Cultural Frontiers, 13–36. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-4454-5_2.

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Thompson, Paul, and David McHugh. "Identity and Identity Work." In Work Organisations, 388–405. London: Macmillan Education UK, 2009. http://dx.doi.org/10.1007/978-1-137-08842-0_25.

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Tazzyman, Abigail, Claire Mitchell, and Damian Hodgson. "Changing Organisational Practices through the Integration of Health and Social Care: Implications for Boundary Work and Identity Tactics." In Managing Healthcare Organisations in Challenging Policy Contexts, 151–73. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-81093-1_8.

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Araujo, Alice. "Communicating Genuine Empathy for Compassionate Care: A Case for Identity Exploration, Congruence, and Inclusive Organisational Cultures." In The Art and Science of Compassionate Care: A Practical Guide, 69–83. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-21524-7_7.

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Conference papers on the topic "Organisational identity"

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Romanelli, Mauro. "Rethinking Public Administration through Managers as Leaders." In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/2.

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Rethinking public administration helps to drive public managers as agents of change who assume behaviours coherently with a leadership identity. Public administration is rediscovering the sustainability as a key source and goal for strategic and organisational change by promoting the organisational dimension that relies on enhancing the quality of people as human resources, strengthening both the public manager as a leader and public servants as employees who are committed and motivated to public service. Managers as leaders help to drive public administration as an organisation which is able
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Veldsman, Theo H., and Dieter Veldsman. "Can a leopard change its spots? An Exploratory Study of Organisational Identity in a Multi-National Organisation." In Annual International Conference on Human Resource Management and Professional Development in the Digital Age – HRM&PD 2017. Global Science & Technology Forum (GSTF), 2017. http://dx.doi.org/10.5176/2251-2349_hrmpd17.31.

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Čarapić, Anđelka, Mladen Čudanov, and Ondrej Jaško. "Comparative Analysis of Waterfall and Agile Approach to Organisation in the Star Model Context." In 27th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2022. http://dx.doi.org/10.46541/978-86-7233-406-7_260.

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This article presents a comparative analysis of agile in relation to traditional approaches in the organisation of software systems development, shows the differences through the elements of the organisational system (strategy, structure, processes, values, human resources, reward system, etc.) using the STAR organisation model. Further, the goal is to present theoretical views in the context of a project that aims to establish an identity and data access management system. Our empirical insights come from the development team task management in the Jira software solution for supporting softwa
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Balanescu, Ramona cristina. "COMMITMENT AT THE WORKPLACE -IMPLICATIONS AT PERSONAL AND ORGANISATIONAL LEVEL." In eLSE 2017. Carol I National Defence University Publishing House, 2017. http://dx.doi.org/10.12753/2066-026x-17-131.

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The concept of commitment at the workplace is one of the concepts raising a wide interest in the field of the human resource management and organisational management. This interest is proven by the evolution the concept has seen in over half a century, starting with Becker (1960) - the one-side-bet theory, Porter (1974) – the affective dependence theory, O'Reilly and Chatman (1986), Meyer and Allen (1984, 1990) - the multidimensional period, and ending with Cohen (2007) - the bidimensional model, and Somers (2009) – a combined theory, each of them making a contribution to the way the term of o
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Clarke, Roger. "A Reconsideration of the Foundations of Identity Management." In Digital Restructuring and Human (Re)action. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.fov.4.2022.1.

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There is widespread recognition that, during the process of digitalisation, much greater care is necessary in relation to the needs of individuals and society. One key area in which tensions exist is identity management. People think that their identities are intrinsic to themselves. Yet organisations represent themselves as 'provisioning' people with their 'identities'. In addition, the model of identity that organisations typically use evidences some important deficiencies. A fresh approach is needed to the model that underpins organisations' management of their relationships with people. Th
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Lucchini, Marco, and Gaspar Jaen y Urban. "Barcelona and Milan: two cities one architecture: typological similarities in residential architecture from the 1950’s - 60’s." In Virtual City and Territory. Barcelona: Centre de Política de Sòl i Valoracions, 2016. http://dx.doi.org/10.5821/ctv.8050.

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The paper deals with mutual relationship between Barcelona and Milan concerning modernist architectural and urban design. Barcelona and Milano despite their different cities morphology and urban history, have similar characteristics.
 They can be easily recognized as they relates to many pieces of modern architecture constructed from the early fifties of the twentieth century, when the most significant architects of both cities entered into a friendly, intense and continuous contact. One could speak of a reciprocal fascination between architectural cultures of the two cities, especially a
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Sharp, J. V., J. E. Strutt, J. Busby, and E. Terry. "Measurement of Organisational Maturity in Designing Safe Offshore Installations." In ASME 2002 21st International Conference on Offshore Mechanics and Arctic Engineering. ASMEDC, 2002. http://dx.doi.org/10.1115/omae2002-28421.

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The measurement of health and safety performance is an important requirement but most performance metrics are lagging indicators, measuring lost time incidents, dangerous occurrences etc. The challenge is to develop metrics that can be applied at the design stage. It is widely recognised that most accidents are influenced by the design stage, and many can be directly attributable to deficiencies in design. This paper is concerned with a design capability maturity model’, which is complementary to the design safety performance indicator model developed to apply to the design process itself. It
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Uhabakin, Olga, and Eneken Titov. "Importance of the organisational success factors according to the organisational characteristics." In 11th International Scientific Conference „Business and Management 2020“. VGTU Technika, 2020. http://dx.doi.org/10.3846/bm.2020.674.

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Every organization strives for success, but it is not easily definable or measurable. The success of the organization must be determined by using different factors, different approaches and methods. The aim of this article is to identify organizational success factors and its’ relationship with organisational main characteristics (size, age, sector). Using an extensive literature review and experts’ assessment (questionnaire), an universal list of success basic factors and characteristics – based factors was created. The originality of the research stands in following that the model takes into
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Markopoulos, Evangelos, Denis Ukperaj, and Hannu Vanharanta. "Democratic Management Succession in Balkan Family Businesses: Appointment of Family and nonfamily Members in Leadership Roles." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001521.

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Family businesses are considered to be the backbone of the free-enterprise system in the Balkans. They account for the overwhelming majority of small and medium-sized enterprises and contribute significantly to the economic welfare of the region. However, the lack of succession planning, among other factors, has put the future prospects of local family businesses at risk. Accordingly, family-owned enterprises that do not have a succession plan in place could not only endanger the ongoing prosperity of their future generations but also the company’s very existence. Given that the nomination of
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Marinescu, Roxana, and Mariana Nicolae. "MOOCS: CHALLENGES AND OPPORTUNITIES FOR ROMANIAN UNIVERSITIES." In eLSE 2014. Editura Universitatii Nationale de Aparare "Carol I", 2014. http://dx.doi.org/10.12753/2066-026x-14-239.

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This paper examines the opportunities and the challenges of introducing computer-assisted language learning, and more precisely Massive Open Online Courses (MOOCs), in foreign language education in combination with face-to-face tuition, as a more dynamic and cost-effective alternative to traditional education. As Romanian universities are facing on the one hand harsh international competition and on the other hand have to manage on a volatile and unstable domestic educational market, could MOOCs represent the solution for their repositioning on the educational market and the starting point for
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Reports on the topic "Organisational identity"

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Ghosh, Arijeet, Madhurima Dhanuka, Sai Bourothu, Fernando Lannes Fernandes, Niyati Singh, and Chenthil Kumar. Lost Identity: Transgender Persons Inside Indian Prisons. Commonwealth Human Rights Initiative, 2020. http://dx.doi.org/10.20933/100001185.

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This report sheds light on challenges faced by Transgender persons in Indian prisons. The report analyses the international and legal frameworks in the country which provide the foundation for policy formulations with regard to confinement of LGBT+ persons, with particular reference to the Transgender community. This report also documents the responses received to right to information requests filed to prison headquarters across the country, which in addition to providing the number of Transgender prisoners in Indian prisons between 1st May 2018 to 30th April 2019, also provides relevant infor
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Carter, Becky. Inclusion in Crisis Response, Recovery and Resilience. Institute of Development Studies (IDS), May 2021. http://dx.doi.org/10.19088/k4d.2021.079.

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This rapid review provides examples of what has worked to include people in humanitarian assistance who experience heightened vulnerability during crises, due to social inequalities and discrimination relating to gender, age, disability, sexual orientation, gender identity and/or expression, and sex characteristics; and religious belief . Overall, robust evidence is limited for what are, in most cases, relatively new areas of practice in challenging crisis situations. However, the literature does identify promising practices. Emerging themes from the research on what has potential for improvin
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Mott, Joanna, Heather Brown, Di Kilsby, Emily Eller, and Tshering Choden. Gender Equality and Social Inclusion Self-Assessment Tool. Institute of Development Studies (IDS), April 2021. http://dx.doi.org/10.19088/slh.2021.016.

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The facilitated self-assessment provides the opportunity to discuss and reflect on current strengths and how to improve processes that drive positive change in GESI through your projects and organisation. It also provides an opportunity for your project and organisation to measure progress towards transformative practice and outcomes. It enables participants to identify strategies to strengthen gender equality/diversity and social inclusion, consider strategies to make change, and highlight opportunities for improvement within their work.
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Lam, Terence, and Keith Gale. Construction frameworks in the public sector: Do they deliver what they promise? Property Research Trust, November 2021. http://dx.doi.org/10.52915/sbuk7331.

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We demonstrate that the use of Performance Frameworks for the procurement of construction projects by public sector organizations in the UK (specifically, in England) leads to significantly improved outcomes in terms of time, cost, quality, sustainability and closer relationships, than the traditional ‘open tender’ approach of procuring discrete projects, individually. We identify the factors that lead to such improvements. We label these: supplier’s task performance factors (project staff, execution approach, competence of firm and structure of firm); supplier’s contextual performance factors
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ROUSIER, Aline. Implementation of WOAH standards: the Observatory Annual Report. First Edition, 2022. O.I.E (World Organisation for Animal Health), December 2022. http://dx.doi.org/10.20506/obs.3339.

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The World Organisation for Animal Health (WOAH) regularly updates its international standards in accordance with new scientific information and technological advances. These standards contribute to improving animal health, animal welfare and veterinary public health, and facilitate the safe trade of animals and animal products. However, many WOAH Members face challenges in implementing them. It is important for WOAH to understand to what extent our standards are being implemented, and identify the barriers to their implementation. This knowledge will help us improve the standard-setting proces
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Freed, Danielle. K4D’s Tax and Gender Learning Journey Boosting Social Reform in Pakistan. Institute of Development Studies, September 2022. http://dx.doi.org/10.19088/k4d.2022.163.

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As a means to reduce discrimination and promote the economic empowerment of women, there is a growing understanding that tax policy, tax administration and tax research need to be gender transformative. Recognising this need, the Foreign, Commonwealth and Development Office (FCDO) is reshaping and building its approach to tax and gender programming. K4D’s Tax and Gender Learning Journey brought together tax and gender teams to identify other tax and gender stakeholders and collaboratively craft a future approach to tax and gender for FCDO and partners. Initial exploration of the early impact f
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Thanda Kyaw, Ai. Socio-Economic Impacts of Foot and Mouth Disease Among Cattle Farmers in Sagaing and Mandalay Areas, Myanmar. O.I.E (World Organisation for Animal Health), May 2014. http://dx.doi.org/10.20506/standz.2784.

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The World Organisation for Animal Health (OIE) Sub-Regional Representation for South East Asia (OIE SRR-SEA) implemented the Stop Transboundary Animal Diseases and Zoonoses (STANDZ) Programme funded by AusAID to strengthen the veterinary services and effectively manage the control and eradication of foot and mouth disease (FMD) in Cambodia, Lao PDR and Myanmar. The purpose of the study is to understand how FMD outbreaks impact smallholder farmers, both men and women, at the household and village level and how control and eradication of FMD would benefit them. Specific aims are to estimate the
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Samji, Salimah, and Mansi Kapoor. Funda Wande through the Lens of PDIA: Showcasing a Flexible and Iterative Learning Approach to Improving Educational Outcomes. Research on Improving Systems of Education (RISE), January 2022. http://dx.doi.org/10.35489/bsg-rise-ri_2022/036.

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Funda Wande has adopted a ‘learning by doing’ strategy that is similar to the Problem Driven Iterative Adaptation (PDIA) approach to solving complex problems. PDIA is a high-impact process of innovation that helps organisations develop the capability to solve complex problems while they are solving such problems. It is a step-by-step framework that helps break down problems into their root causes, identify entry points, search for possible solutions, take action, reflect upon what is learned, adapt, and then act again. Its dynamic process and tight feedback loops enable teams to find and fit s
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Woolson Neville, Diane, and Helen Gremillion. Experiencing Women’s Advocacy: Connections with and Departures from a Feminist Socio-Political Movement to end Violence Against Women. Unitec ePress, August 2015. http://dx.doi.org/10.34074/rsrp.032.

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This article examines how contemporary women’s advocates working in New Zealand with women experiencing intimate partner violence regard their work and how these experiences both connect with and depart from a feminist movement to end violence against women. Ten women’s advocates from ten different organisations were interviewed two times. The first interviews involved participants commenting on vignettes about hypothetical cases of intimate partner violence. The second interviews weresemi-structured and involved discussions about participants’ work and wider thoughts on the phenomenon of inti
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Woolson Neville, Diane, and Helen Gremillion. Experiencing Women’s Advocacy: Connections with and Departures from a Feminist Socio-Political Movement to end Violence Against Women. Unitec ePress, August 2015. http://dx.doi.org/10.34074/rsrp.032.

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This article examines how contemporary women’s advocates working in New Zealand with women experiencing intimate partner violence regard their work and how these experiences both connect with and depart from a feminist movement to end violence against women. Ten women’s advocates from ten different organisations were interviewed two times. The first interviews involved participants commenting on vignettes about hypothetical cases of intimate partner violence. The second interviews weresemi-structured and involved discussions about participants’ work and wider thoughts on the phenomenon of inti
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