Dissertations / Theses: 'Organization structure of public administration'

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Moloney, Christine N. "Evaluation of the effectiveness of a P-12 public school district's organizational structure." Thesis, City University of Seattle, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3687727.

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This study addressed the problem that no formal evaluation of a P-12 Washington state school district's change from a traditional hierarchical district organizational structure to a three-region organizational structure based on the feeder patterns of its three comprehensive high schools was conducted. A mixed-methods approach was utilized to address the research questions and hypothesis centered on the original goals set forth by the superintendent to increase student achievement, collaboration, planning time, and professional development opportunities. The study incorporated data collected by the state in the five years before the change in district structure and the five years after the change in the district's organizational structure. Quantitative data were collected on student achievement defined by graduation rates and the 10th-grade state assessments in reading, writing, and math over the past 10 years. Data were also collected through the use of an online survey with classified staff, certificated staff, building administrators, and central office administrators. A convergent parallel design was employed to analyze and interpret the data. Both theory generation and theories of organizational change provided the theoretical frameworks for the study. Results of the study showed no significant change in student achievement that could be correlated to the district's organizational structure change. Planning time and professional development was shown not to have increased but results from the data collected on collaboration did indicate an increase in collaboration for building administrators. This study is significant because it delivered a formal evaluation of a district's organizational structure change where none existed and offers a reference for current and future organizational leaders when considering a change in their own organization's structure.

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Bjorkedal, Britta J. "Administrative Organizational Structures: Turbulence and Stability in Public Schools." Diss., Temple University Libraries, 2009. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/42287.

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Educational Administration Ed.D. This quantitative study analyzed the relationship between district characteristics, the educational environment and the administrative organizational structure in public schools in the Commonwealth of Pennsylvania between the 1996-1997 school year and the 2006-2007. More specifically, this study conducted an assessment of the changes and stability that have occurred in the Commonwealth's 501 public school district's administrative positions and structures and determined the trends or relationships that exist between the administrative structure in comparison with district characteristics and the educational environment. Pennsylvania public schools have increased in total number of administrators across the Commonwealth from 5,734 in the 1996-97 school year (Database 1996-97) to 7,348 administrators in the 2006-07 school year (Database 2006-07). This is an increase of 1,614 administrators across the 501 public school districts. These increases have not been consistent from one year to another or across districts. Little is known concerning the relationship between internal district characteristics, the external educational environment and administrative changes or stability. In addition, little is known about that combination of characteristics that have allowed some districts to remain stable in a changing educational environment. In an effort to provide more information on these issues, this quantitative study analyzed public school administrative positions and structures in the 501 Pennsylvania school districts over time in relation to the district's characteristics and educational environment. By assessing combinations of district characteristics and the educational environment, this study sought to find similarities and differences in how districts administratively respond to forces and pressures on the organization. Temple University--Theses

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Plummer, Robert M. "Organizational Structure and Resources of Alumni Associations at Public Senior Universities in the Southeastern United States." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etd/2391.

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The purpose of the quantitative study was to analyze the staffing patterns, organizational structures, funding resources, practice of resource allocation, technology use, size of alumni population, size of institution enrollment, and age of the institutions at senior public colleges and universities in the southeastern United States. These institutions were derived from the membership of the Council for Advancement and Support of Education [CASE] during the academic years 2010-2012 in the United States District III region, generally the Southeast to lower Mid-Atlantic states. The study was further limited to public, comprehensive institutions as determined by the Carnegie Classification system. Data were collected through an online internet survey to test 11 research questions and gather demographic information relevant to the study. Of the 100 potential institutions for response, 16 completed surveys were received. The overall results of the tests reflect that 3 of the 11 results were statistically significant. Specifically, resource allocation scores were significantly higher than funding resource scores. Also there were strong positive correlations between technology use and age of institution and between size of alumni and the size of the institution.

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Honig, Daniel. "Navigating by Judgment: Organizational Structure, Autonomy, and Country Context in Delivering Foreign Aid." Thesis, Harvard University, 2015. http://nrs.harvard.edu/urn-3:HUL.InstRepos:17467366.

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This dissertation examines when initiatives by International Development Organizations (IDOs) are more, and less, successful. The core argument is that allowing field-level agents to drive initiatives – what I call organizational Navigation by Judgment – will often be the most effective way to deliver aid. This inverts what a classical application of the principal agent model – the workhorse of studies of public management and bureaucracy – would predict, with better performance resulting from less control. In the delivery of foreign aid the costs of monitoring to the principal are often overshadowed by the deleterious effects of the monitoring itself. The core of the argument is that development implementation requires soft information, tacit knowledge, and flexibility that are crowded out by tight controls or an organizational navigation strategy focused on short term measurement and targets. As a result there are increasing returns to Navigation by Judgment in environments that are uncertain or difficult to understand from the outside and tasks where outputs are difficult to observe and/or poorly correlated with long term intervention goals. Insecure political authorizing environments which constrain the autonomy of IDOs prevent these organizations from Navigating by Judgment in situations where this is the best strategy. Empirically, this dissertation examines a cross-IDO dataset of projects (including over 14,000 projects over 50 years over 9 organizations), which I have assembled. It also examines eight cases of development interventions in Liberia and South Africa. These cases are matched pairs comparing the performance and navigation strategies of the US Agency for International Development (a low autonomy IDO) and the UK’s Department for International Development (a higher autonomy IDO) in capacity building and health sector interventions. Public Policy

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Carrigan, Christopher. "Structured to Fail? Explaining Regulatory Performance under Competing Mandates." Thesis, Harvard University, 2012. http://dissertations.umi.com/gsas.harvard:10213.

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Following each of three major disasters--the financial crisis, the Gulf oil spill, and the nuclear meltdown in Japan--policymakers responded by overhauling the associated regulatory infrastructure. In each case, the response was intended to sharpen the regulator's focus, predicated on the widely held view that asking an agency to satisfy both regulatory and non-regulatory roles induces organizational conflict and impedes performance. In this dissertation, I put this commonly accepted belief about agency structure to the test by analyzing the behavior of regulators also assigned significant, non-regulatory functions. Incorporating data on a broad set of U.S. federal agencies, I first establish that the conventional wisdom holds some truth: Regulators that combine purposes do not perform as well. Even so, through a mix of statistical analyses, formal modeling, and an in-depth study of the former U.S. offshore oil and gas regulator, the Minerals Management Service, I show that assigning regulatory and non-regulatory functions to one agency can, in some cases, still be better than dividing them between agencies. I demonstrate that while the goal ambiguity and conflict introduced by combining roles does impact behavior, overemphasizing this issue misses several important factors affecting regulators tasked with non-regulatory aims. These factors explain both how regulators operate when charged with achieving other goals and why these multiple-purpose mandates persist. First, although the goals may conflict, the underlying tasks supporting these divergent purposes may still require extensive coordination. Second, even within agencies, introducing features that encourage separation between the affected groups can allow regulators to manage ambiguity, but these efforts can simultaneously exacerbate difficulties in achieving synergies generated through Professor Daniel Paul Carpenter Christopher Michael Carrigan close contact. Third, even when the conditions for conflict are present, political and public preferences—and not just internal factors—can play important roles in shaping agency priorities. Fourth, broader social, industry, and environmental shifts can attenuate or accentuate the organizational tension that exists between managing goal ambiguity while encouraging underlying coordination. In sum, only by recognizing roles for a diverse set of forces—operations, organization, politics, and environment—can the existence, behavior, and performance of regulatory agencies that balance non-regulatory mandates be logically explained.

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Plummer, R. M., and Donald W. Good. "Organizational Structure and Resources of Alumni Associations at Public Senior Universities in the Southeastern United States." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/258.

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Eld, Möller Adam, and Kewin Framzén. "Var går gränsen? : En fallstudie om gränsproblematik i ett kommunalt samhällsbyggnadsprojekt." Thesis, Linköpings universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-139966.

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Bakgrund: Kommuner har tidigare varit i en förvaltningsfas där de fokuserat på att förvalta samhället och de byggnader som finns. I och med att kommuner har ökat sina investeringar markant de senaste åren indikerar det på att kommuner befinner sig i en ny fas, vilket är samhällsbyggnadsfasen. I den nya fasen handlar kommunernas verksamhet om att förbättra samhället med nya investeringar samt rusta upp de befintliga byggnaderna för att öka kvalitén för medborgarna. De flesta byggnationerna sker i projektform där flera olika förvaltningar och nämnder i kommunen är involverade. Förvaltningar och nämnder har ofta olika intressen och motivationer vilket gör att gränser behöver dras för att precisera projektets innebörd. Med ökade investeringar ökar också risken hos kommunen och gränsproblematiken är en viktig faktor för att lyckas med projektet. Syfte: Syftet med denna studie är att bidra med ökad förståelse kring kommunala samhällsbyggnadsprojekt gällande de strukturella och konceptuella gränserna. Vidare syftar studien mer specifikt att bidra med förståelse för nämnda gränser vid etableringsfasen av ett kommunalt samverkansprojekt. Metod: Studien är en kvalitativ fallstudie av ett kommunalt samhällsbyggnadsprojekt. Studien bygger på fyra semistrukturerade intervjuer samt dokumentstudie och observation. Den har en övergripande abduktiv forskningsansats och utgår således från teori och empiri. Slutsats: Studien visar att kommunen använder sig av direktiv och riktlinjer i projekt som skapar gränser för projektgruppen. De upplevs porösa och oklara då projektgruppen inte vet vad som förväntas av dem. Därmed behövs det en tydlig ansvarsfördelning inom projektorganisationen eftersom kommunen är ovana att arbeta i stora investeringsprojekt. Background: For a long time, municipalities have been in an administration phase where the focus have been to administrate the community and existing buildings. Since municipalities in recent years have increased their investments it indicates that municipalities are in a new phase, which is the phase of social structure. The municipality’s work in the new phase is to improve the community with new investments and improve the existing buildings in order to increase quality for the citizens. The municipality’s work is done in projects where several departments are involved. The departments have often different interests and motivations which means that boundaries are required to define the meaning of the project. Increased investment results in higher risk for the municipality and therefore boundaries are an important factor for the project to succeed. Aim: The aim of the thesis is to increase the understanding of boundaries in a municipally social structure projects. Furthermore, the aim is to increase the understanding of boundaries in the establishment phase of a collaboration project. Methodology: This is a qualitative case study of a municipal social structure project. The study is based on semi structured interviews, document studies and an observation. The thesis has an abductive approach. Conclusion: The thesis shows that municipally use directions and guidelines, which creates boundaries for the project organization. However, the boundaries are vague and the project organization do not know what is expected of them. Therefore, it is important with a distinct responsibility distribution within the project organization because of municipality's unfamiliarity to work in large investment projects.

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Smith, Rebecca Jane. "Facilities Management: How Public Leadership is Responding to Crisis." Scholar Commons, 2017. http://scholarcommons.usf.edu/etd/7089.

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This research presents the results of a qualitative and quantitative investigation to understand the challenges of public sector facilities management and maintenance to include the negative impact of deferred maintenance, it’s history, the current industry practices and the potential to reverse the negative impact of the current trend. History has been known to speak loudly, and with accuracy relative to the expansion of public facilities and the challenge to maintain them. The challenge to keep pace with the growing population and the ever-changing requirements for contemporary designs are felt in every sector of our public facilities. Regardless, we, the public trust that those responsible are managing these assets effectively and efficiently. Research indicates that this doesn’t appear to be the case. This study serves as a measurement against the historical performance of public facilities management practice. There have been decades of growth in public assets. During that time, innovation within operational practice and technology offer new opportunities for organizations to address issues of efficiency that translate directly in a measure of effectiveness. Given the continued outcry for additional funding, it seems that there are challenges that continue to exist despite the innovation offered. This study focuses on those challenges. Further analysis, based on successful models of public facilities management, provides insights as to what practices, if adopted, may drive the lesser achieving programs toward greater effectiveness. This paper also includes the results of a study that focuses on the current practices of public facilities management programs. The intent is to identify elements that either support or detract from efficiently operated, effective facilities departments. Given the nature of this industry, both objective and subjective elements were addressed. Objectively the organizational hierarchy and the associated communications pathways were identified. Subjectively, the lifecycle of the facilities mission was dissected and discussed throughout an interview process. Fifteen specified data points were addressed, which included questions related to accountability, effective communication, data driven program development, allocation of resources, documentation of work performed, continuous training and education and the use of technology. In order to reverse the declining momentum, we must first identify the most common areas that challenge facilities managers and understand how they currently address those challenges. This research will address the following questions: What do facilities managers perceive to be the greatest obstacles to ensuring their facilities are properly maintained? What factors do facilities mangers perceive to be the greatest challenge to ensuring sufficient resources are allocated to current maintenance? To what degree do facilities managers perceive that more effective communications would positively impact the effectiveness of facilities management and maintenance. The results of this research presents a comprehensive understanding of the challenges that face public sector facilities leadership teams, the history and creation of excessive deferred maintenance and finally, future opportunities that identifies best practices and presents an artifact that reflects a means to resolve those deficiencies identified within the current facilities management environment.

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Táflová, Kateřina. "Vývoj sociálního pojištění a souvisejících státních institucí v ČR mezi lety 2004 a 2014." Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-264674.

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The main aim of this thessis is to analyze the evolution of legal rules and structures of organization of public administration connected with social insurance between years 2004 - 2014. The first part of the thessis provides the intro of problem. The second part sumarises main crosspoints within the evolution of social insurance and sickness and pension insurance and its covering organization - Českou správu sociálního zabezpečení. The crucial changes are written down in surveillance tables. There are also mentioned changes in social benefits of passive policy of employment and evolution of Employment Department. These are also specified in surveilance tables. There are also analized: impact of legislative changes on amount of social benefits, administrative burden of byrocratic workers and total operating expenditures. These makroekonomics data are graphicaly pictured in the second part of the tessis. Crucial is the enumeration of changes that had real impact on the national economic.

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Duszka, Christopher Damian. "School Climate in the School Choice Era: A Comparative Analysis of District-Run Public Schools and Charter Schools." FIU Digital Commons, 2018. https://digitalcommons.fiu.edu/etd/3922.

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Comparative analyses of district-run public schools and charter schools are limited to performance outcomes. There is a dearth of research on how the school-types vary on factors consequential to performance such as school climate. Public-private distinctions, such as in organizational autonomy, value orientations, funding structures, and management practices, could result in school climate dissimilarities between district-run public schools and charter schools. The aim of this dissertation is to assess the influence organizational factors have on school climate and determine if school-type affects school climate. Student and staff school climate survey data from the Miami-Dade school district were utilized for this dissertation. Structural equation modeling was employed to test theoretical models of students’ and staffs’ perceptions of school climate using data from 2001-2002 through 2015-2016 academic years. Within-between effects panel regression was utilized to test the effect of school-type on school climate constructs over time using data from 2005-2006 through 2015-2016 academic years. The structural equation results demonstrate that milieu, ecology, culture, and organizational structure influence students’ and staffs’ perceptions of their schools’ climates. Ecology has the strongest association with students’ perceptions of school climate. Job satisfaction, a part of milieu and culture, has the strongest association with staffs’ perceptions of school climate. The results indicate that the theoretical models of school climate employed by this study are sound. The within-between effects panel regression results demonstrate that characteristics inherent to school-type have a plausible influence on students’ perceptions of school climate, but not for staff. Charter school students rated their school climates more favorably than traditional public schools, but when other factors are controlled, traditional public schools and magnet schools had more favorable ratings. Public-sector values, collective bargaining, and school district oversight may be beneficial to schools’ climates. This dissertation underscores the impact management and funding structures have on school climate. The author recommends that the school climate concept and evaluations of schools’ organizational practices be incorporated into school improvement policies. The milieu, culture, ecology, and organizational structures of schools should be reviewed when assessing school quality.

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Výtisková, Iveta. "Analýza personálních činností ve veřejné správě." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-206294.

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The thesis is devoted to theoretical problems of public administration in the Czech Republic, its institutions, instruments, exercised personnel activities and their peculiarities in the public administration, including defining the status of civil clerk. Further attention is paid to the management of organizational behavior in administrative organizations. In practical terms, the emphasis is primarily on how the ongoing activities of selected personnel, primarily evaluation, selected at public authorities (Generální finanční ředitelství and Úřad městského obvodu Ostrava-Jih) and what style of management executives of these agencies most frequently.

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Cavalcanti, Bianor Scelza. "The "Equalizer" Administration: Managerial Strategies in the Public Sector." Diss., Virginia Tech, 2004. http://hdl.handle.net/10919/26644.

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The purpose of this dissertation is to understand the managerial â actionâ of public administrators in the management of their organizations within the brazilian context. It seeks to understand the relationships between managers and formal management mechanisms by exploring the complementary nature of the effective managerial action in the face of structural deficiencies and flaws, considering the possibility of overcoming the structuralism-subjectivism dichotomy present in the construction of the Theory of Organizations. Initially, the study provides a review of the literature on organizational design. It highlights the â goodness of fitâ proposition on strategic choice issues concerning the main organizational variables design and organizational goal attainment. It also calls special attention to the emerging interest of designing theorists on interpretivist aproachs to the matter, such that of Karl Weick. A review of the the administrative reforms in Brazil is made from the perspective of the main stream organizational design conceptual framework. It highlights the complex dynamics of a constant search for differenciation and flexibilization subject to patherns of advances and reversals, due to the centrality, streng and pervasiveness of the bureaucratic model. It is concluded that in no single given moment, a public manager and his team, may count on a formal organizational design wich attends the â congruencyâ criteria, devised by organizational design conceptual frameworks, to explain organizational results in different environmental sets. Although this conclusion may explain failure at the public sector, it can not provide understanding on the many instances of significative success attained by government operations in spite of inadequate formal administrative structures. This point calls for a better understanding from the interpretivist aproach, on how public administrators, strongly associated with good organizational results, engage into transformative action, in order to superate administrative structures flaws and disfuncional cultural patherns of conduct, structurally present and constantly reproduced, in vigorous develloping countries, such as Brazil. The dissertation transcribes the testimony of four outstanding public administrators, doing a deep incursion in the managerial real world of public administration, as subjectivelly defined by them and transformed by their engagement into action.Through the thematic version of the Oral History methodology, full segments of the complete enterviews are cathegorized into the thirty two managerial strategies captured wich are presented on a recathegorized manner under eight main strategies: (1) Interchanging Frames of Reference; (2) Exploring the Formal Limits; (3) Playing the Bureaucracy Game; (4) Inducing the Inclusion of Others (5)Promoting Internal Cohesion; (6) Creating Shields against Transgressions; (7) Overcoming Internal Restrictions; (8) Letting the Structures Blossom. Each one of these eight blocks of strategies presented, deserves further reflexive interpretation by the author, on the light of the interpretivist aproach to organizational design. A final effort is made, now on theory building, for improuving understanding on the matter. In order to find a significant meaning underlining all the strategies extracted from the â practical constiounessâ of the enterviweers as revealed in their report, the author resort to a methafor. This methafor helps to: (1) better describe and understand a not adequately treated phenomenon, namely, good results under inadequate structural social and organizational conditions; (2) reveal the logic and the meaning underlining all the strategies adopted to generate results under these unfaithfull conditions; (3) name, accordingly to the nature of the managerial transformative social action envolved, an open ended class of managerial interventions of a pragmatic sort driven by an ethics of results much common to good managers, that is, the concept of â managerial equalizationâ ; and (4) give back to public administrators, represented by the enterviwees, to be incorporated in their â discursive counciousnessâ , something the most effective and experienced public managers already have as tacit knowledge built in their â practical counsciousnessâ , and so, help the education and development of new talents. Ph. D.

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Lundqvist, Elin, Jiewen Cheng, and Elshani Kreshnik Fatos. "Occupational Burnout - An Organizational Challenge & Managerial Responsibility : A qualitative study on leadership and managerial factors’ impact on burnout. Case study conducted on four compulsory schools in Sweden." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44312.

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Abstract Background Occupational Burnout is one of the greatest challenges affecting the labour markets today. It is mainly caused by prolonged stress exposure due to the psychosocial work environment and is nowadays the fastest growing cause of long-term sick leave in Sweden. It therefor affects both the society, organisation and individual. It is thus a managerial concern to manage and structure the organisations in a sustainable way that maximises the use of human resources, rather than burning them out. Purpose The aim of the thesis is to investigate the high level of sick-leave or burnout due to organisational and managerial factors in the Swedish educational sector, by focusing on the role leadership, organisational and psychosocial work environment plays in preventing/causing employees’ burnout. The authors attempt to contribute knowledge on why theory may not match reality in this case, as statistics of sickleave due to stressrelated illness remains high. Methods In this qualitative study principals, administrators, and teachers of four public compulsory schools in Jönköping and Öckerö are interviewed. Using semi-structured interviews, data is gathered, coded and analysed in relation to modern research literature on the topic of burnout as well as Swedish Work Environment Authority guidelines, to spot key elements of positive and negative factors which have affected the stress situations of the schools’ employees. Several factors from organizational and leadership perspective are examined to assist organizations to avoid or prevent burnout. Results Prevalence of high burnout rates in schools in the cases studied, was associated with recent large reorganization of employees and administration; weak and inefficient leadership which did not strive to build relationships and open communication with teachers; low integration between sectors and working groups; lack of support and monitoring of stressed employees; low ability of employees to contribute to their workplace environments; the shortage of budgets issued by municipality. Conclusions 1.The reason sick leave related to stress and burnout is high in the cases studied, is that implementation of research and policy guidelines is lacking behind in schools which suffer from employee stress related issues. As well as the current management model of the public sector may not benefit to prevent employee burnout. 2. It is possible to avoid employee burnout through adjusting the management and organizational structure, as adaptations toward dealing with employees’ stress are showing a positive sign on preventing the development of burnout.

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Schroeder, Aaron D. "Building Implementation Networks: Building Multi-organizational, Multi-sector Structures for Policy Implementation." Diss., Virginia Tech, 2001. http://hdl.handle.net/10919/27586.

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The purpose of this dissertation is the delineation of a new approach, or, more precisely, a new â roleâ and â methodological system,â for those persons engaged in building and managing multi-actor structures, or â networks,â for the purpose of policy implementation. As policy formulation and implementation can be viewed increasingly as taking place inter-organizationally, and consisting of individuals, special-interest groups, public organizations, private organizations, non-profits, etc., none of whom have the individual power to autonomously determine the strategies and actions of all the other actors, policy processes can no longer be viewed as the implementation of ex ante formulated goals, but instead must be seen as an interaction process in which actors exchange information about problems, preferences and means, and trade-off goals and resources. That is, the context of â getting things doneâ in the public sector is changing from a singular organizational context to a multiple-organization network context. Managerially, we must respond accordingly. While there has been an increasing recognition in the literatures of at least three distinct fields of enquiry [political science, organization theory, and policy science] that such networks are becoming the â realityâ of daily operation, much less has been written attempting to aid the acting administrator to function successfully within this new setting. Even less has been written concerning how to actually build and use a network setting to oneâ s advantage in an implementation endeavor. We are left in need of a new way to successfully approach implementation through complex multi-actor settings. As it becomes increasingly difficult to administer policy implementation through a single, public organization, the need for new tools and understanding that will enable us to achieve public ends in such complex settings becomes apparent. Such an approach must work to successfully accommodate the increased role of extra-organizational actors, a new role of the administrator as â network facilitator,â and still afford the ability to plan for and carry out project implementation. Because the invention of such an approach will require the accommodation of a different view of the administrative world (i.e. a more dynamic context, ephemeral definitions, new roles and responsibilities, and a new method to approaching work life), its development cannot constitute a straightforward reshuffling of the boxes of the administrative process, or the simple adoption of some new buzzwords. It demands, instead, that we begin by asking some fundamental ontological (what is reality) and epistemological (how can we know it) questions. It is after addressing these fundamental concerns that this volume will work to build a new approach to functioning proactively in a network setting. Following a discussion on what the role of â network facilitatorâ means in relation to current understanding of public management, this treatise will describe a new methodological system for use by the administrator playing such a role. The â methodological systemâ for building implementation networks that is advocated here is composed of three overlapping methodologies: 1) â Contextual Assessmentâ - Mapping a Networkâ s Political-Economy; 2) â Stakeholder Analysis & Managementâ â Understanding Who Should be at the Table and Furthering the Conditions for Cooperation; and, 3) â Joint Visioningâ â The Facilitation of Project Planning in a Network Setting. In the chapter on â contextual assessment,â the reader will be introduced to a method that uses the political economy framework of Wamsley and Zald to derive an interview instrument for use by a recently appointed network facilitator (somebody appointed the responsibility of â getting something doneâ cross-organizationally). Combining the political economic framework with other standard qualitative methods, including gaining entrance, selecting interview type, snowballing, and quota sampling, one should be able to assess the existing political and economic environment surrounding a potential implementation network and, further, begin to select from that environment a first set of stakeholders in the budding implementation network. This method will result in a â conceptual mappingâ of the environment from which one may begin to select potential resources to build an implementation network. Following that, the reader will be introduced to two methods, that when used together, will allow for the analysis, categorization, and selection of network stakeholders. Taken together, these methods can be referred to as â stakeholder analysis.â It is the successful selection and management of these stakeholders that will result in the formation of a young implementation network. Finally, the reader will be introduced to a method of â joint-visioning,â a process for working with a set of stakeholders to create a shared understanding of the social/organizational and technical/functional systems required for a new implementation network to function. While the theoretical conception here of joint-visioning is new, the techniques suggested to support this method are probably the least original of the techniques associated with the three methods introduced in this volume (in that they are based on recognized methods of group facilitation). The joint-visioning method proposed here is probably most remarkable for what it is not, corporate strategic planning. A discussion about the problems of adopting corporate strategic planning in the public sector will begin this section, followed by a discussion of why something else, like joint visioning, is probably more appropriate. Each methodology has been constructed from the ground up by appropriating parts of different methodologies that have been advocated in different areas of application. Specifically, methods, approaches, and understandings have been appropriated from the literatures of corporate management, stakeholder analysis, action research, political economy, community facilitation, knowledge engineering and management, and strategic planning. These methods have been combined and modified to better serve as tools for network establishment and management. This methodological system has been developed as much from experience as from scholarly analysis. Accordingly, a case study, one that has directly led to the development of many concepts in this system, will be discussed and used for â real-worldâ elaboration of the concepts described. Specifically, each of these methods will be accompanied by an in-depth discussion on how it was applied in the â Travel Shenandoahâ case study. Benefits, as well as problems with the proposed methods will be highlighted. Where appropriate, possible modifications to a method will be suggested. Ph. D.

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Johnson, Sinsey Elaine. "Organizational Characteristics Influencing Workplace Bullying." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3038.

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Walden University College of Social and Behavioral Sciences This is to certify that the doctoral dissertation by Sinsey E. Johnson has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Gabriel Telleria, Committee Chairperson, Public Policy and Administration Faculty Dr. George Larkin, Committee Member, Public Policy and Administration Faculty Dr. Tanya Settles, University Reviewer, Public Policy and Administration Faculty Chief Academic Officer Eric Riedel, Ph.D. Walden University 2016 Workplace bullying is a source of distress and contributes to productivity losses and poor mental health among workers in the United States. Little, though, is known about how organizational structure and culture may impact the frequency of bullying within the context of federal public organizations. Using Schein's theory of organizational climate as the foundation, this correlational study examined the relationship between organizational size, type including protective services, the United States Postal Service, or other government agencies, and climate as defined by Schein. Survey data using the modifications of the Negative Acts Questionnaire and the Psychosocial Safety Climate Scale were used to collect data from a sample of 78 employees of the federal government. Data were analyzed using a linear regression technique. Results indicate that organizational size and type are not predictive of bullying behavior, but there is a statistically significant relationship between organizational climate and bullying (p = .001). The positive social change implications stemming from this study includes recommendations to federal government executives to explore organizational policies and rules to mitigate bullying behaviors through attention to organizational climate, thereby potentially increasing organizational efficiency and improving the work experience of federal employees.

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Wright, Pamela A. "Perceived structure of the environmental/conservation organization market /." The Ohio State University, 1992. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487760357823173.

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King, Ivis Renee. "Organization Sustainability Strategies among Small Nonprofit Organizations in Metropolitan Atlanta." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 2017. http://digitalcommons.auctr.edu/cauetds/87.

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The primary purpose of this study is to explore financial management strategies among administrators of small nonprofit social services organizations. This study addresses the gap in empirical literature with a specific focus on small nonprofit organizations. This study avers that the available literature on social service organizations is fundamentally flawed. It argues for a reevaluation of the available literature based on apparent errors in methodology and research design. The literature reveals that nonprofit organizational empirical research excludes small nonprofit organizations and disproportionately presents a representation of large- and medium-sized nonprofit organizations as the norm for social service organizational financial operations. Previous studies that explore nonprofit organizational sustainability select organizations with annual revenues or assets at a minimum of $100,000. Furthermore, the empirical research excludes small non-profit organizations by design and offers findings that include generalizations that are erroneously attributable to all nonprofit organizations. This dissertation outlines the aforementioned errors in the first two chapters. In order to appropriately investigate the aforementioned, this study draws upon the Afrocentric Perspective to supplement the dominate focus of the available literature on small nonprofit financial management. In chapter three, this study explains the study’s design rationale and presents this study’s significance to the field of social work administration. Additionally, chapter three elucidates this study’s contributions to nonprofit social service organizational research and knowledge. The research questions consider possible correlations between small nonprofit organizations’ sustainability strategies and social work mangers’ education and experience. The study’s research questions also consider how financial management strategies affect organizational sustainability. The research design notation O occurs through the developed questionnaire titled “Nonprofit Organization Sustainability Survey.” Statistical procedures examined grouped questions by themed content and computed the group variables scales: financial management, business experience, educational influence, organization sustainability strategies, entrepreneur activities, and budget planning. More than two-thirds of respondents reported that they had experiences with establishing a nonprofit organization; however, they are more comfortable working with clients than conducting financial management tasks. Additionally, while nearly all of the respondents believed that they can secure funding for the organization, 60% reported that their organization had challenges with securing funding.

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Jennings, Jesse. "An Analysis of Corporate Structures Available for Social Enterprise: “To B or Not to B?”." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2166.

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There exist major disparities in issues concerning health, education, the environment, and other problems that affect overall well-being. Currently, government and nonprofit institutions do not sufficiently mitigate these problems. This thesis examines traditional corporate structures that uphold the profit-maximization dilemma and analyzes emerging corporate structures that encourage greater social enterprise. The alternative corporate structures provide greater flexibility for mission-driven companies. Such structures encourage─and legally require─increased awareness and investment in social and environmental enterprise. Executives must decide, to what extent, they will utilize the power and influence of business to do good works.

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Larsson, Tatiana. "Communication in Organizational Change : Case of a public organization." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-96613.

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Communication is usually seen as a tool for success with organizational change. What makes communication so important is that it lays the foundation for the understanding and perception of the organization and the process of change. This study is about communication between the manager and the employee at times of change. The purpose of this study is not primarily to streamline communication in organizational change, but first and foremost to understand how communication works, what perceptions and reactions create communication between both the manager and the employee. The most important lessons come from six people: three managers and three employees' experiences and perceptions of communication in organizational change in a public organization. In this study, I explore how managers and employees perceive organizational change, what roles they have in change itself, how their communication works. Here I also discuss what it means to lead change for a manager and to follow the leader for an employee. The results of this study show that there are uncertainties in communication and the desire to improve it. Thanks to this study, it is possible to understand how a lack of communication affects the employee in organizational change, while good communication creates the conditions for successful organizational change.

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Barrack, Randy. "The Use of Collaboration in Nongovernmental Organization Public Policy Advocacy." VCU Scholars Compass, 2009. http://scholarscompass.vcu.edu/etd/30.

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The purpose of the study was to explore the definitions, benefits, and challenges of collaborations as used by nongovernmental organizations in their pursuit of public policy advocacy, and more specifically the role of NGOs as advocates in the public policy process. A qualitative design using a case study approach was used to examine the collaborative strategies and techniques used by the 12 statewide education NGO members of the Virginia Education Coalition in pursuit of their advocacy goals in public policy. The direction of this study was guided by the following questions: (1) What is collaboration, and when, how, and why it is used by nongovernment organizations to pursue advocacy goals? (2) What advocacy roles do nongovernment organizations play in public policy? (3) What collaborative strategies are used by nongovernment organizations to pursue advocacy goals? This study incorporates observations, in-depth interviews and a review of written documents. An interview guide consisting of 23 questions with probes and follow-ups was used as the primary data collection instrument. Each NGO was a case study in this multicase design. The study reveals that collaborations seem to exist in large part because of the personal relationships of NGO representatives and that advocacy positions and goals are pursued when commonality or consensus is achieved among collaborators. The subordination of individual interests to the interests of the Coalition is addressed in the study. The study found that NGOs enter into collaborations not only when it is mutually beneficial, but also in support of a greater cause. The need of NGOs in the Coalition to speak with a single voice far outweighs their desire to push their individual policy advocacy goals. This study contributes to the nonprofit sector in the literature and specifically addresses nonprofit collaboration and how collaborative strategies and techniques are used by NGOs to influence public policy. The findings of this study are useful for (1) NGO leaders to understand how to cultivate collaboration among leaders in other organizations, (2) the VEC to better understand their own member organizations, (3) coalitions in general to gain insights into the collaborative process.

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Dunajick, Walter L. "Variables affecting the success of older applicants for employment in a public organization: an age-cued cognitive model of administrative decision making." FIU Digital Commons, 1999. http://digitalcommons.fiu.edu/etd/3238.

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The dissertation takes a multivariate approach to answer the question of how applicant age, after controlling for other variables, affects employment success in a public organization. In addition to applicant age, there are five other categories of variables examined: organization/applicant variables describing the relationship of the applicant to the organization; organization/position variables describing the target position as it relates to the organization; episodic variables such as applicant age relative to the ages of competing applicants; economic variables relating to the salary needs of older applicants; and cognitive variables that may affect the decision maker's evaluation of the applicant. An exploratory phase of research employs archival data from approximately 500 decisions made in the past three years to hire or promote applicants for positions in one public health administration organization. A logit regression model is employed to examine the probability that the variables modify the effect of applicant age on employment success. A confirmatory phase of the dissertation is a controlled experiment in which hiring decision makers from the same public organization perform a simulated hiring decision exercise to evaluate hypothetical applicants of similar qualifications but of different ages. The responses of the decision makers to a series of bipolar adjective scales add support to the cognitive component of the theoretical model of the hiring decision. A final section contains information gathered from interviews with key informants. Applicant age has tended to have a curvilinear relationship with employment success. For some positions, the mean age of the applicants most likely to succeed varies with the values of the five groups of moderating variables. The research contributes not only to the practice of public personnel administration, but is useful in examining larger public policy issues associated with an aging workforce.

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Castillo, Marco Antonio. "Learning our lesson: A study on the state of public participation in the New York City public schools system." Related electronic resource: Current Research at SU : database of SU dissertations, recent titles available full text, 2008. http://wwwlib.umi.com/cr/syr/main.

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Barbosa, Rodrigo Correia. "Departamento de economia solidária do BNDES: uma proposta de melhorias na estrutura organizacional e no modelo de apoio a empreendimentos de baixa renda." reponame:Repositório Institucional do FGV, 2013. http://hdl.handle.net/10438/17558.

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Submitted by Rodrigo Correia Barbosa (rodrigo.cbarbosa@globo.com) on 2016-11-25T19:05:05Z No. of bitstreams: 1 TRABALHO FINAL RODRIGO BARBOSA V1.pdf: 3019243 bytes, checksum: 7fb566d2128e415f0f635455c0848d4a (MD5) Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2016-11-28T12:29:43Z (GMT) No. of bitstreams: 1 TRABALHO FINAL RODRIGO BARBOSA V1.pdf: 3019243 bytes, checksum: 7fb566d2128e415f0f635455c0848d4a (MD5) Made available in DSpace on 2016-12-07T11:42:54Z (GMT). No. of bitstreams: 1 TRABALHO FINAL RODRIGO BARBOSA V1.pdf: 3019243 bytes, checksum: 7fb566d2128e415f0f635455c0848d4a (MD5) Previous issue date: 2013-10-24 BNDES, throughout its history, has sought to expand the scope of its actions, using new forms of multiplication of their financial support and this relentless pursuit of innovative initiatives keeps Institution in constant transformation and consolidates its position to service needs and expectations of the Brazilian nation. The Solidarity Economy Department of the BNDES (DESOL) acts in supporting social economy enterprises, seeking employment and income generation and economic inclusion of low-income population. Historically, the performance of this Department was happening directly between BNDES and the beneficiary, following the same steps applied to the bigger companies and with intensive use of staff resources and time. Recently, in order to expand the scope of its activities, the DESOL implemented a new way of acting, with emphasis on building partnerships to ensure the expansion of the range to your target audience in a sustained way, and under a systemic which resulted in changing the process of lending to these projects, which resulted in a breakthrough in terms of scope and disbursement. However, some bottlenecks can already be perceived and this paper presents proposals for improvements in the structure and form of action that considers various constraints of the Department and provides possibilities for implementation in the short and medium term. O BNDES, ao longo da sua história, tem buscado ampliar o alcance de suas ações, valendo-se de novas formas de multiplicação de seu apoio financeiro e essa incansável busca por iniciativas inovadoras mantém a Instituição em constante transformação e consolida sua posição de atendimento às necessidades e expectativas da nação brasileira. O Departamento de Economia Solidária do BNDES (DESOL) atua no apoio a empreendimentos de economia solidária, buscando a geração de trabalho e renda e a inclusão socioeconômica da população de baixa renda. Historicamente, a atuação deste Departamento acontecia diretamente entre o BNDES e o beneficiário, seguindo as mesmas fases operacionais aplicáveis aos grandes financiamentos, de maneira unitária, e com consumo intensivo de recursos de pessoal e tempo. Recentemente, com o intuito de em ampliar o alcance de sua atuação, o DESOL implementou uma nova forma de atuação, com ênfase na construção de parcerias que garantam a ampliação do alcance ao seu público-alvo, de forma sustentada, e sob uma visão sistêmica que implicou na mudança do processo de concessão de crédito a estes empreendimentos, o que resultou em um grande avanço em termos de alcance e desembolso. Entretanto, alguns gargalos já podem ser percebidos e este trabalho apresenta propostas de melhorias na estrutura e na forma de atuação que considere as diversas restrições do Departamento e preveja as possibilidades de implantação a curto e médio prazo.

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Vellella, Robert Frank. "The organization and functioning of the legislative liaison offices of the military departments." Thesis, Monterey, California : Naval Postgraduate School, 1990. http://handle.dtic.mil/100.2/ADA242934.

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Thesis (M.S. in Management)--Naval Postgraduate School, December 1990. Thesis Advisor(s): Doyle, Richard. Second Reader: Jones, Larry. "December 1990." Description based on title screen as viewed on April 1, 2010. DTIC Descriptor(s): Congress, National Security, Organizations, Public Administration, Management, Models, Theses, Policies, Acquisition. DTIC Identifier(s): Congress, Military Organizations, Military Forces(United States), OLL(Office Of Legislative Liaison), Department Of Defense, Literature Surveys, Legislation. Author(s) subject terms: Subject Terms: Congressional Liaison, SAF/LL, Army OCLL, Navy OLA, Office of Legislative Affairs, Congressional Committee Staffs, DOD Legislative Affairs, Executive Congressional Relations. Includes bibliographical references (p. 86-87). Also available in print.

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Ngcwangu, Sakiwo. "Investigating a business model for implementing pathology services within the public sector." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1013368.

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As the business evolves, organisations are faced with challenges as today’s customers have changed, and demand a value for the products and services purchased. Customer satisfaction is a key factor to business excellence. The health sector and its service providers are faced with such demands, having to ensure customer satisfaction with limited resources. The aim of the study was to investigate a business model that could be implemented within the public sector to render pathology services. Particular reference was given to the National Health Laboratory Service as a provider of choice for rendering medical laboratory services within public health institutions and related departments. The data has been collected using a self constructed questionnaire which has been distributed to the NHLS centers within the Nelson Mandela Metropolitan Municipality. 45 percent of the employees, in the region took part in the survey. The study tested the perceptions of the respondents with respect to the business model, specifically the determinants of a business model and its effects. The results of the empirical study revealed that a relationship exists between the business model, its determinants and customer satisfaction. Correlation analysis was done between the business model, customer relation management, continuous improvement, talent management, business process reengineering and customer satisfaction. Conclusions and recommendations have been drawn from the study. The NHLS needs to change its approach to business, invest in people education, training and development, improve its communication strategies with customers and realign its processes in order to maintain business excellence and provide a better service within the public sector

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Miller, Jr Cyril Woodvil. "The Diffusion of Public Defenders in Virginia: A Study in Organization Adaption and the Relationships Between Values, Decisionmaking Processes, and Organizational Output." VCU Scholars Compass, 1993. https://scholarscompass.vcu.edu/etd/5215.

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Research into indigent defense issues has shown that the growth in the use of public defenders has been accompanied by increased bureaucratization and has paralleled the expansion of the right to counsel and the "due process revolution." The goal of this research is the development and testing of a model of organization adaptation which explains for public defender offices in Virginia the evolution of multiple and contradictory organizational goals, the means by which they balance conflicting values and goals, and the effect of resulting decision making processes on organizational output. The basic research question addressed is the relationship between values, goals, and organizational processes. Due process goals protect the organizations' ideologically based "core technology." Production goals allow organizations to adapt to the environment through emphasis on caseloads and efficiency. The possibility that over time normative goals are eclipsed by production goals as the demands of rising caseload increase with an increase in the routinization of decision making processes is also explored. The results on organizational output of the contradiction between due process and production values and goals are examined. Data were collected through a survey of public defenders in Virginia in 1992 (N=118 with a response rate of 73%). Caseload data were also collected. Analysis of the data revealed that due process values and goals are particularly strong throughout the Virginia system. Production values and goals, while not as strong as due process ones, were also important. The oldest offices showed stronger production values and goals even while due process values and goals remained relatively constant. Higher workload pressures were also found in offices where production values were strongest. Stronger production values and goals were associated with more routinized decision making in the forms of increased pressure to plea bargain and more frequent accepting of routine offers of prosecutors; there were also higher caseloads and lower rates of increase in several measures of costs in offices with stronger production values and goals. Higher due process values and goals were associated with increased trial rates and longer case processing times.

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Johansson, Julia. "A Structure for Impact : Using benchmarking to revise the organization structure of an INGO." Thesis, Uppsala universitet, Industriell teknik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-385946.

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This thesis investigates what the possible benefits and challenges are with different organization structures from the perspective of an international non-governmental organization (INGO). Based on learnings from other organizations it is examined what a revised structure could look like for Organization X in order to maximize their use of internal resources. The aim of the study is to achieve a structure more aligned with the strategic priorities of Organization X. As well as contribute to the field of organization theory from an INGO perspective. To achieve this benchmarking against other organizations is used to collect learnings in relation to organizational design. The learnings are analyzed in relation to organization theory and common challenges for INGOs. The result and analysis show that benchmarking can be used to gather valuable learnings regarding organizational design for INGOs in general and Organization X in particular. Two options for structural revisions for Organization X are presented. It is suggested that the second option should be implemented, at least as a first step, due to the current strategic priorities of the organization and the larger risks associated with option one. If implemented, the revisions proposed in this thesis should enable increased flexibility and the freeing up of resources, resulting in increased capability for fundraising and increased impact.

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Jacob, Joseph N. "An empirical investigation of the transformational leadership traits between employees of federal, state and local governments in the United States." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3718635.

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Research has shown that the United States governments have spent a considerable amount of human and financial resources on transformational leadership initiatives, aimed at improving outcomes within the federal, state and local governments. Transformational leadership holds the answers to those seeking to develop and foster effective leadership traits that are common and valued in public sector organizations. Research has also shown that the concepts of transformational leadership are among the most popular and current approaches to understand effective leadership in organizations. This quantitative study is an attempt to compare the perception of transformational leadership traits from middle-level managers and supervisors across the three levels of government in the United States. The study used Avolio & Bass Multifactor Leadership Questionnaire Form 5X (MLQ) to assess the perceived transformational leadership traits demonstrated by leaders within the federal, state and local government. Transformational leadership comprises five dimensions, which are idealized influence attributes, idealized influence behavior, inspirational motivation, intellectual stimulation, and individualized consideration. A total of 725 employees from federal, state and local government participated in the study. The hypotheses for the study were tested using analysis of variance (ANOVA). The study concluded that while there was no significant difference in the perceived transformational traits among the three levels of government in the United States, the results also indicated that there is need for a higher level of transformational leadership practices across the three levels of government in the United States.

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Caruso, Deborah. "Exploring the Leadership Preferences of Millennials through the Lens of Leader-member Exchange Theory." Thesis, University of La Verne, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10788941.

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Purpose: The purpose of this mixed method phenomenological study was to explore and understand the leadership preferences of millennial employees in the public sector. Leadership preferences were generally defined as the traits and behaviors supervisors possess that millennials favor in the workplace. The study was designed to explore the beliefs, attitudes, and needs current public sector millennial employees have about their supervisor or leader. Methodology: The subjects in this study were 50 millennial employees in the human resources department of a public-sector agency in Los Angeles County, California. Subjects responded to two research instruments: (1) a 7-item survey, the LMX7 Questionnaire, utilized to examine the quality of exchange between a leader and subordinate; and (2) a 20-item survey, Kelley’s Followership Questionnaire, utilized to measure independent critical thinking and active engagement. Eight employees were selected and responded to an interview that utilized 11 semi-structured questions to assess subjects’ individual experiences of public sector millennial employees. Findings: Examination of quantitative and qualitative data from the respondents indicated that, despite their apparent similarities, millennial employees in the public sector are unique. Second, an examination of the same data indicated that, while the benefits and stability of the public sector initially attracted millennials, the opportunity to work in an innovative department with a supervisor who acted as a change agent and listened to their ideas while providing feedback was important to them. Conclusions and Recommendations: If the public sector is to attract, motivate, and retain millennials, leaders must adopt a positive and open attitude toward this generational group while ensuring an innovative and engaging environment. Millennials, accused of being disloyal to organizations, were more likely to remain in their public- sector positions if they felt valued. This study could be replicated longitudinally to explore the attitudes and beliefs of millennials as they age or enter another life or career stage to determine if changes could be attributed to age or life or career stage rather than tied to their specific generation.

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Stiver, Dustin Cory. "Catalyzing Collective Action| A Grounded Theory of Network Leadership." Thesis, Eastern University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10603631.

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Networks are the connective tissue tying together individuals and organizations working toward shared aims. Increasingly, communities are adopting network-based strategies to collaboratively contend with society’s most vexing challenges and create lasting community change. This often occurs when addressing problems that are more complex and entangled than any one individual or organization can tackle on their own, such as education reform, affordable housing, or income inequality. Individuals who assume leadership roles within networks—the researcher refers to these people as network leaders—must identify effective strategies to activate network members and unlock agency within stakeholders to empower them to contribute to a shared mission. This study specifically focused on research subjects who were professionally engaged as network leaders, and sought to uncover characteristics that network leaders exhibit and strategies that network leaders employ when performing their unique role. The findings of this Constructivist Grounded Theory study center around the primary research question: How do network leaders catalyze collective action? The theory of network leadership proposed herein is derived from data collected from 27 network leaders. The model creates a framework for understanding the phenomenon of network leadership. The Phases and Critical Tasks of network leadership are moderated by the Network Leadership Core Engagement Process and the Network Culture, which is in turn influenced by the Characteristics of the Network Leader Profile and collaboratively developed Network Agreements . The theoretical model is grounded in the data and designed to be an accessible framework for understanding how network leaders catalyze collective action.

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Walker, Verne W. "Organization of Academic Advising in Ohio's Two-Year Public Colleges." University of Toledo / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1332959188.

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Bama, Mathias Che. "Comparison of local government structure in Cameroon and the United States of America (Pennsylvania)." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1992. http://www.kutztown.edu/library/services/remote_access.asp.

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Edfeldt, Emil, and Peter Sandberg. "När chefen kommer... och går : En kvalitativ intervjustudie syftande till att undersöka påverkan av chefsbyten hos medarbetarna på förbandsnivå vid Luftstridsskolan." Thesis, Karlstads universitet, Institutionen för samhälls- och kulturvetenskap (from 2013), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-84372.

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Studien syftar till att kartlägga vilken påverkan ett chefsbyte har på medarbetarna avseende motivation och ledarskap på Luftstridsskolan i Uppsala. Undersökningen avser perioden mars till maj 2021. Kartläggningens första del genomfördes med ambitionen att få en faktabaserad bakgrund över hur länge chefer sitter i sina befattningar. Studiens andra del fortsatte att med kvalitativa metoder inspirerade av grundad teori samt genom en intervjustudie undersöka medarbetares upplevelser av chefsbyten. Syftet var att försöka identifiera vilken påverkan de får på chefernas förutsättningar till ett utvecklande ledarskap men även påverkan på medarbetarnas motivation. Fokus under studien har legat på människan och dess upplevelser. Strävan var också att belysa effekter av chefsbyten ur ett organisatoriskt perspektiv. Påvisat resultat i studien efter analys pekar på att upplevelserna är överraskande lika oberoende av anställningskategori. Respondenterna gav uttryck för överraskande insikter och förståelse för chefernas situation och utmaningar. Studiens resultat visar även att det finns blandade upplevelser hos alla anställningskategorier av chefsbyten. Det finns styrande och bärande teman som bygger upp om ett chefsbyte upplevs som positivt eller negativt. Teman som identifierades var ledarskap, information och förutsättningar. Slutsatserna av studien är att ett chefsbyte påverkar motivationen hos medarbetarna och chefers förutsättningar att tillämpa ett utvecklande ledarskap. Att skapa rätt förutsättningar för byte av chef framstår som helt centralt med grund i framtagna teman. Studien visar också på generellt lika upplevelser inom anställningskategorierna samt betonar vikten av uppfyllnad av framtagna teman för att minska påverkan på motivation och förutsättningar. Den största påverkan på medarbetarnas motivation sker i steget trygghet, med osäkerhet och oro som konsekvenser. The study aims to map the impact of a change of management on employees regarding motivation and leadership at the Air Combat School in Uppsala. The survey covers the period March to May 2021.The first part of the survey was carried out with the ambition of gaining a fact-based background on how long managers sit in their positions. The second part of the study continued to use qualitative methods inspired by grounded theory and through an interview study to examine employees' experiences of managerial changes. The purpose was to try to identify the impact they have on the managers 'conditions for developing leadership but also the impact on the employees' motivation. The focus during the study has been on man and his experiences. The aim was also to shed light on the effects of changes of management from an organizational perspective. Demonstrated results in the study after analysis indicate that the experiences are surprisingly equally independent of employment category. The respondents expressed surprising insights and understanding of the managers' situation and challenges. The results of the study also show that there are mixed experiences in all employment categories of managerial changes. There are governing and supporting themes that build up if a change of manager is perceived as positive or negative. Themes identified were leadership, information and conditions. The conclusions of the study are that a change of manager affects the motivation of employees and managers' ability to apply developing leadership. Creating the right conditions for a change of manager appears to be absolutely central, based on developed themes. The study also shows generally similar experiences within the employment categories and emphasizes the importance of fulfilling developed themes in order to reduce the impact on motivation and conditions. The greatest impact on employees' motivation takes place in the step of security, with uncertainty and anxiety as consequences.

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Smith, Gordon R. "Adaptation in the organization and behavior the U.S.D.A. Forest Service /." Thesis, Connect to this title online; UW restricted, 1997. http://hdl.handle.net/1773/5537.

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Day, Monique. "Alignment of Standards, Assessment, and Compliance for a Residential Support Provider Organization." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3026.

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Although Code of Maryland policy mandates multidisciplinary, integrated teams for residential service provider organizations (RPOs) for an intellectual/developmental disabilities (IDD) population, alignment criteria to identify and evaluate the functional characteristics of such teams do not exist. This ambiguity has resulted in potential conflict in the goals of service delivery, as well as misaligned quality assessment and policy development criteria. The intent of this general qualitative study was to use complex adaptive systems theory and Vitkiene's work on corporate ethos to determine whether the services provided by a single RPO were consistent and aligned with the regulatory mandate set by the state. Data were acquired from the Maryland Office of Health Care Quality, for the years 2010-2015 that consisted of compliance inspections, reports, citations, as well as responses and corrective actions made by the IDD-RPO. Data were deductively coded according to Vitkiene's 3 ethos principles: economy (profit), procedure (task completion), and beneficence (customer service) and then subjected to a content analysis procedure. The study affirmed the lack of alignment criteria within the RPO by demonstrating ambiguity in how services were measured. Findings identified beneficence as most likely to be associated with a multidisciplinary team. Positive social change implications stem from recommendations to repurpose public health compliance data to address issues of misalignment in institutional service delivery; these findings may also be used by policy makers to focus on ethos as a means to focus on realigning policy objectives, the regulatory environment, and the work done at the RPO level to encourage better quality of life for individuals diagnosed with IDD.

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Stallman, Allen L. "Collaboration and the creation of public value case studies from the California Highway Patrol." Thesis, California State University, Long Beach, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10096062.

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In an era of continuing economic uncertainty public sector organizations face unprecedented challenges in resourcing increasingly complex missions. To meet these challenges public sector managers must look for innovative ways to resource essential missions and define public sector outcomes. The use of collaboration to create public value represents one way to provide effective and efficient service in this environment. This study informs the subject of collaboration as a mechanism for creating public value by considering these concepts as a practical matter against actual events or programs involving the California Highway Patrol, a large State police agency with multiple missions and complex inter-agency relationships. The results of the study demonstrate a correlation between the strength of the collaborative effort and the results obtained, as well as the effect of circumstances on results. In identifying a common formula for evaluating these concepts, other public programs can be evaluated based on these contexts.

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Oliveira, André Luis. "Management of public hospital clinic: organization lead for a good attendance." Universidade de Taubaté, 2004. http://www.bdtd.unitau.br/tedesimplificado/tde_busca/arquivo.php?codArquivo=58.

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The administration of the public service of health, historically organized for the state, passes for transformations that search the improvement of the service offered to its public, the using citizen. The state of São Paulo implemented from 1998 a management system that uses recognized entities socially (SOH - Social Organization of Health) to execute the planned and controlled actions of health for the government. In agreement to this trend of opening and development of the public politics, the federal government search to improve the quality of relationship in its sectors of attendance. The presented research evaluated questions organizations of a clinic of specialties of the city of São Paulo that functions operated for a SOH. Using the perspective of the user, it searched to verify with are the administrative questions that are perceived and valued for the citizen. The results had evidenced low the capacity of perception and evaluation of the users of the clinic. The analysis perceived in the data of the research with superficial characteristics and without criteria technician, can be related with the low educational level of the layers poor of main the Brazilian population that are user public system of health. (National system of health). The research proved the development of the public management in the health area, as well as the viability of application of research correlated to the applied model. A administração do serviço público de saúde, historicamente organizada pelo Estado, passa por transformações que buscam a melhoria do serviço oferecido ao seu público alvo, o cidadão usuário. O estado de São Paulo implementou a partir de 1998 um sistema de gestão que utiliza entidades reconhecidas socialmente (OSS Organização Social de Saúde) para executar as ações de saúde planejadas e controladas pelo governo. Em concordância à essa tendência de abertura e remodelamento das políticas públicas, o Governo Federal busca melhorar a qualidade de relacionamento em seus setores de atendimento. A pesquisa avaliou questões organizacionais de um ambulatório de especialidades da cidade de São Paulo que funciona operacionalizado por uma OSS. Usando a perspectiva do usuário, buscou verificar quais são os quesitos administrativos que são percebidos e valorizados pelo cidadão. Os resultados evidenciaram a baixa capacidade de percepção e avaliação dos usuários do ambulatório. A análise percebida nos dados da pesquisa, com características superficiais, emotivas e sem critérios técnicos, pode estar relacionada com o baixo nível educacional das camadas mais pobres da população brasileira que são os principais usuários do sistema público de saúde (SUS Sistema Único de Saúde). A pesquisa provou o desenvolvimento do gerenciamento público na área de saúde, assim como a viabilidade de aplicação de pesquisas correlacionadas ao modelo aplicado.

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Basri, Ahmad Fawzi Mohd. "The United Malays National Organization (UMNO) 1981-1991 : a study of the mechanics of a changing political culture." Thesis, University of Hull, 1992. http://hydra.hull.ac.uk/resources/hull:3503.

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LaRue, Denise Eileen. "Going from Breakdown to Breakthrough| Human Resource Professional's Perspective of Conflict Resolution in K-12 Public Education." Thesis, Brandman University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10144018.

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This study was conducted independently, but in collaboration with a team of peer-researchers who came together to study the lived experience of exemplar leaders in diverse organizations as they transformed conflict to reach common ground. This study contributed to the collective work by looking at K-12 Human Resource Officers (HROs) as the population of interest. HROs are often at the center of resolving conflict, yet only a few emerge as exemplar leaders. These exemplar leaders were the target population situated in the phenomena under investigations. The team selected a qualitative phenomenological approach, in an attempt to uncover what strategies exemplar leaders used to transform conflict to find common ground using the six domains of conflict transformation behaviors: collaboration, communication, emotional intelligence, ethics, processes, and problem-solving. Evidence showed that exemplar leaders tended to integrate these domains, rather than using them separately, for a more powerful impact in transforming conflict and finding common ground. Interviews, observations, and artifact data identified shared practices and behaviors to represent a more powerful repertoire of conflict transformational skills.

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Krauter, Nina, and Eva Mayer. "Does structure matter? : The influence of organizational structure on information overload." Thesis, Linköpings universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-157330.

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The Organizational Information Processing Theory (OIPT) was used as a tool to analyze the collected data. It was found that, when Information Processing Requirements (IPR) outweigh Information Processing Capacities (IPC), information overload can be the result. Organizational structure should be chosen to enable successful task execution, if that is the case information overload is unlikely to occur. Structural elements that were found to especially increase IPC and therefore reduce the likelihood of information overload are: clarity, transparency and adherence to definitions of job responsibilities or roles.

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Connelly, John. "The structure and nature of English local government, 1834-2004." Thesis, Southampton Solent University, 2007. http://ssudl.solent.ac.uk/575/.

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In a drive to make local government as interesting and popular as generations of Westminster's politicians have believed it ought to be, the reform of local government as become as English an obsession as the weather. Throughout the 20th century a range of subjective criteria have been developed to justify reorganisations of local government, along with increasingly complex models of how subjective measures can be used to justify change. The complex and time-consuming procedures that characterised the 1929 'review' of local government were compounded by a layer of additional complexity in the, eventually abandoned, review of 1945. By then the development of urban spatial planning as a discipline had given policy makers a renewed optimism in their ability to effect scientific change, and the complexity of post war local government reorganisation increased incrementally. The Government in 1992 and again in 2003, avoided the question of identifying what the purpose of local government was, and establishing cross-party consensus on how it might be established. Instead, local administration has become synonymous with local democracy, whilst being referred to under a generic title of 'local government'. Proposals to reform one have created concerns regarding the future of the other. This confusion, along with a general lack of interest by the general public has led to a scenario where government ministers have become defenders of the status quo, or champions of change, but rarely informed arbitors of reform. With the benefit of 170 years of evidence to draw from, objectives that stood little chance of success remain stated outcomes of local government reform. It will be shown that fanciful claims have not been consigned into the dustbin of history, but have incrementally produced heirs.

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Echols, Katherine I. "Authentic Leadership, Research Integrity, and Institutions of Higher Learning| Why Focusing on Departmental Leadership is Critical for Preserving the Sanctity of Science." Thesis, Mississippi State University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10640254.

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One of the most overlooked and complex problems that universities and colleges face nation-wide is how to reduce and eliminate research misconduct. Because of the confidential nature of allegations of research misconduct and the high rate of underreporting, administrators at scholarly institutions struggle with understanding the cause of such behavior. Without a clear picture of the prevalence of misconduct or the barriers to reporting, leaders at institutions of higher learning find themselves at a disadvantage when dealing with these problems. This uncertainty coupled with a growing regulatory emphasis from federal funding agencies, results in a reactionary approach while questionable practices go unchecked. In the early 2000s, federal funding agencies began requiring colleges and universities to provide training in the responsible conduct of research prior to receiving funding. The Responsible Conduct of Research (RCR) training covers research misconduct (falsification of data, fabricating data, and plagiarism) as well as other topics related to research misbehaviors (mentoring, peer review, data management, authorship, etc). This emphasis on training, while well intended, has not had a significant impact on faculty and student knowledge about misconduct. Authentic Leadership Theory is based on Aristotle’s concept of authenticity and has gained attention over the last decade. It is comprised of four main components: Balanced processing, internalized moral perspective, relational transparency, and self-awareness. These types of leaders focus on moral standards and values and that is what guides his or her leadership. This study evaluates the impact authentic leaders have on shaping the ethical attitudes of faculty when they are placed in direct departmental supervisory positions. A survey of faculty from 15 Mississippi colleges and universities was conducted. Results indicate that the self-awareness and relational transparency constructs of authentic leadership influence faculty attitudes towards objective research integrity issues, but the direction of influence conflicts with each of the constructs. Additional variables failed to reach a level of significance suggesting that other variables, not historically associated with organizational leadership and research integrity, are influencing faculty’s ethical perceptions. Additional attention is focused on barriers to effective leadership caused by the compliance focused culture of institutions of higher learning.

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Bergman, Ellen Feldman. "Homebound instruction policy in public school districts in New York : implications for educational administration /." Access Digital Full Text version, 1995. http://pocketknowledge.tc.columbia.edu/home.php/bybib/11789979.

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Thesis (Ed.D.)--Teachers College, Columbia University, 1995. Includes tables. Typescript; issued also on microfilm. Sponsor: Jeannette Fleischner. Dissertation Committee: Thurston Atkins. Includes bibliographical references (leaves 117-125).

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Livaic, Zelko Francis. "Privatisation and market structure : a game theoretic approach /." View thesis, 2000. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030723.135753/index.html.

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Chang, Siu-kuen. "Progress or retreat : a review on the proposed new subvention system /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19711244.

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Cochran, Glenn A. "Influences on University Staff Members Responsible for Implementation of Alcohol-Control Policies." Thesis, University of Massachusetts Boston, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10267439.

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Excessive college student drinking is a complex problem associated with a range of consequences including deaths, injuries, damage, health risks, legal difficulties, and academic problems. State governing boards, trustees and executives have enacted policies aimed at reducing the negative effects of excessive drinking. This study examined influences on university staff members responsible for implementation of alcohol-control policies. Deeper understanding of factors influencing alcohol-control policy implementation may help leaders improve policy making, implementation and attainment of policy objectives. This mixed methods study utilized a sequential transformative mixed methods strategy with a quantitative survey, sequenced first, informing the prioritized qualitative multiple case study. Research was conducted at two public universities selected from a single state. In the quantitative phase students (n=1,252) completed a survey measuring student support for 33 alcohol-control measures. Staff (n=27) responsible for policy implementation completed a survey estimating student support for alcohol-control measures. Survey data informed development of the case study interview protocol. In the qualitative phase ten interviews were conducted at each case study site. The study’s theoretical and conceptual model was based upon Pressman and Wildavsky’s (1973) implementation framework and Kotter’s (1996) eight-stage process for leading change. Findings from the quantitative phase of the study revealed strong levels of support for alcohol-control policies at both campuses while staff members generally underestimated student support for alcohol-control policies. The key findings that emerged after coding case study data included the influences of: (a) executive leadership; (b) leadership transitions and policy saliency; (c) cognition and sensemaking; and, (d) anchoring changes in culture. Student support for alcohol-control policies was found to have no direct influence on staff members responsible for implementation of alcohol control policies.

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Adams, Joshua L. "The Role of Organizational Justice in Police Interaction Decisions With Citizens Post-Ferguson." Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10748929.

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Recent negatively publicized police-citizen interactions in the media, followed by a subsequent rise in crime rates in the United States, has been named the Ferguson Effect. The Ferguson Effect has been explored by prominent scholars in the criminal justice community; however, little is known about how police officers in small police agencies perceive the Ferguson Effect. The purpose of this qualitative phenomenological study was to explore the perceptions and lived experiences of police officers regarding the Ferguson Effect in small police agencies, as well as police officers’ perceptions of their own organizational justice. The theoretical framework for this study was Greenberg’s theory of organizational justice. Research questions focused on exploring police officers’ perceptions, attitudes, and experiences of the Ferguson Effect phenomenon and willingness to partner with the community. A qualitative phenomenological study design was employed, using purposeful random sampling and semistructured interviews of 9 active sworn law enforcement personnel in southcentral Virginia. Data were analyzed through In Vivo coding, pattern coding, and structural analysis utilizing NVivo 11 Pro. Themes included: (a) racial division, (b) rush to judgment, and (c) steadfast leadership. Findings indicated participants demanded clear and fair policies and procedures from leadership, increased effort of transparency in policing, feelings of racial tension, and the need to regain community trust post-Ferguson. Implications for social change include refinement and development of leadership training for police leadership and refinement in organizational policies that support fairness, community engagement, and community interaction.

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Bowman, Edward. "The New College Institute: An Institutional Analysis of the Creation of an Organization of Higher Education in the Commonwealth of Virginia." VCU Scholars Compass, 2009. http://scholarscompass.vcu.edu/etd/1746.

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On June 6, 2006 Virginia Governor Timothy Kaine ceremonially signed legislation creating the New College Institute in Martinsville, Virginia. Since achieving statehood in 1788, Virginia has directly created only three four-year colleges; the University of Virginia, Virginia Military Institute, and Virginia State University. With the exception of the College of William and Mary, created in 1693, all of Virginia’s other public four-year institutions began as branch campuses, state normal schools for women, or as acquisitions of independent institutions. In addition to the extraordinary occurrence of creating a new public college in the Commonwealth of Virginia, evidence preceding the enacting legislation suggested that Martinsville might not be an appropriate place for a new college. The economic conditions in Martinsville and the entire Southside region of Virginia have undergone a dramatic transition from a production and manufacturing economy to an area beset by unemployment and lack of industry. Once considered a thriving economy based on textile, furniture and tobacco related industries, Southside Virginia has suffered resulting in a number of interrelated social and economic problems. Would a new college re-vitalize this region of the Commonwealth? Legislative studies preceding the enacting legislation provided clear evidence of the social and economic problems facing Southside communities but often ambiguous and conflicting information about the role of public policy should play with regard to creating a public organization for economic development purposes. Contrary to the historical tradition of creating a new college to meet student demand, the proposed new college in Southside Virginia would have to create post secondary educational demand to meet the needs of a new public organization. Colleges and universities can transform communities through their symbolic and legitimate structure, activities, goals and purposes. In recent research, education is described as highly institutionalized; exhibiting a socially legitimate structure and both formal and informal patterns of socialization. Educational organizations are institutionalized because they are infused with value and provide a symbolic mechanism for re-socializing and transforming individuals and communities. Institutional norms, rules and cognitions enhanced and constrained policy conversations and ultimately the decision to build a new college in Martinsville. Beyond the technical and rational arguments for constructing a new public bureaucracy, the symbolic goals and purposes of education are united with the values, beliefs and aspirations of its founders. These beliefs and values do not exist in an ahistorical space but are a condition and consequence of viewing education as highly institutionalized. This study is both an exploration and explanation of the institutional themes that created the material conditions in which policy actors negotiated and compromised in consensual solution to the problems in Southside Virginia through the creation of the New College Institute.

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Sandberg, Eric Christian. "Utilizing Organizational Culture to Predict Responses to Planned Change in a Public School| A Test of the OC3 Model." Thesis, Gannon University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3592431.

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The primary purpose of this research was to test the capability of the Organizational Change in Cultural Context (OC3) Model (Latta, 2009, 2011) to predict responses to change. According to Latta, predictions of resistance to or facilitation of change can be predicted by utilizing organizational culture and its alignment with the content and implementation strategies of the change. The setting for this research was a small elementary school in western Pennsylvania during implementation of a reform model known as Response to Instruction and Intervention (RTII). This qualitative study: 1) investigated the culture of the school using Martin’s (1992, 2002) three perspective framework; 2) analyzed the content and implementation strategies associated with implanting the RTII change initiative; 3) made predictions based upon the interaction effects specified by Latta’s (2011) OC3 Model with the assistance of a panel of experts; and 4) evaluated those predictions using self-report data from participants at the target institution and members of the implementation team.

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Morse, Ricardo Stuart. "Community Learning: Process, Structure, and Renewal." Diss., Virginia Tech, 2004. http://hdl.handle.net/10919/27472.

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Community renewal is a dominant theme in American society today. It has been said that public administration could and should be a leader in the community renewal movement, yet for the most part the field of public administration fails to â getâ community. This study advances and explores a concept of community learning as part of a broader effort to better understand what a community perspective means for public administration theory and practice. The contributions of this study are two-fold. First, a concept of community learning is drawn from a variety of literature streams that share an ethos of collaborative pragmatism. Community learning occurs when the knowledge created in the integrative â community processâ is fed-forward and embedded at the level of community structure. Furthermore, a â learning communityâ is found where the community learning process is institutionalized at the level of community structure. While community learning is a term being used to some degree in the field of community development, a concept of how communities might learn has yet to be offered. Thus, the conceptualization offered here seeks to fill this gap in the literature. This study also explores the community learning concept empirically in the context of an action research project in Wytheville, Virginia. Here participants worked with a Virginia Tech research team to better understand their community and develop a unified â visionâ for the communityâ s future. The study revealed that the collective or collaborative learning of the â community processâ can occur over time and also in the form of punctuated group â a-haâ moments. In either case, the learning process is one where new knowledge is created in the form of new or altered shared meaning or new ideas. This learning was fed-forward to the community level to become community learning in three ways: 1) as the learning took place in the community field, meaning the participants of the learning process represented the different institutions that make up community structure; 2) through the integrative medium of local media outlets; and 3) through formal and informal processes of knowledge transfer from the group to community level, where the community level was represented by a citizens committee. As communities institutionalize learning processes they can be said to be â learning communities.â Evidence from the Wytheville study provides insights into how this might happen. The implications for the practice of a â new public serviceâ are explored as well as future areas of research relevant to the community learning approach. The study concludes by suggesting what a community perspective for public administration might mean as community learning is a concept based in this perspective. Ph. D.

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Dissertations / Theses on the topic 'Organization structure of public administration'

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