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Relevant bibliographies by topics / Performance and development culture

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Academic literature on the topic 'Performance and development culture'

Author: Grafiati

Published: 10 January 2023

Last updated: 28 January 2023

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Journal articles on the topic "Performance and development culture"

1

Valtakoski, Aku, Javier Reynoso, Daniel Maranto, Bo Edvardsson, and Egren Maravillo Cabrera. "Cross-country differences in new service development." Journal of Service Management 30, no. 2 (June 3, 2019): 186–208. http://dx.doi.org/10.1108/josm-05-2018-0134.

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Purpose The purpose of this paper is to test how national culture may help to explain cross-country differences in new service development (NSD) by comparing the impact of NSD success factors between Mexico and Sweden. Design/methodology/approach Eight hypotheses based on prior literature on NSD and national culture were tested using covariance-based structural equation modeling and survey data from 210 Mexican and 173 Swedish firms. Findings Launch proficiency and customer interaction had a positive impact on NSD performance with no difference between the two cultures. NSD process formalization did not have clear positive impact on NSD performance but had a statistically significantly stronger impact in the structured culture (Mexico). Team empowerment affected NSD performance positively, but the difference between cultures was non-significant. Research limitations/implications The impact of national culture depends on the type of NSD success factor. Some factors are unaffected by the cultural context, while factors congruent with the national culture enhance performance. Factors incongruent with national culture may even hurt NSD performance. Practical implications When choosing priorities in NSD improvement, managers need to consider the national culture environment. Originality/value Paper directly tests how national culture moderates NSD performance using primary data. Findings suggest that the effects of NSD success factors are contingent on congruence with national culture.

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Radulescu, Madalina Mirela. "A feedback culture for a performance culture." Proceedings of the International Conference on Business Excellence 12, no. 1 (May 1, 2018): 843–50. http://dx.doi.org/10.2478/picbe-2018-0075.

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Abstract In today’s business world people have to face complexity, unpredictability and continuous change. In a worldlike this, time is the most requested resource and, apparently, everybody blames time for non-accomplishing business objective and good relationships between colleagues. Thus, feedback becomes a requested instrument that might help people within organizations to achieve the desired performance. When speaking of feedback, we will refer to its definition and perception about it within organization, but also outside organization between, different actors on the commercial processes, therefore several levels will be approached. On vertical, the transfer top-bottom and bottom-top (different hierarchical levels) and on horizontal, the transfer between peers but also between clients and providers and vice versa.More and more companies are looking for development programs that develop team cohesion. In order to createa performance culture and feedback to be practice as a development tool, we will identify a series of competencies to be developed, so that in the end to have an answer to the question: Can a feedback culture build a performance culture? The proposed article’sobjective is to bring your attention to what leaders and members of an organization can do in order to ensure a proper culture of performance based on feedback. The article is based on a critical analysis of literature and a qualitative analysis of the opinions investigated by the author into practice.

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Fomchenko, E. V. "PERFORMANCE IN FOLK CULTURE." Arts education and science 1, no. 1 (2020): 143–49. http://dx.doi.org/10.36871/hon.202001018.

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The article deals with such a modern phenomenon of culture and art — as performance. The purpose of this study is to determine the performative features as characteristics of modern artistic creativity and their influence on the development of folk culture. The tendency for turning to ritual, ceremonial types of folk art, whereby the communication is put forward, is considered on the example of the creative activity of the folklore ensemble "Rosstan". The article notes such performative characteristics as the creation of an event and atmosphere, space and communication organization, the interaction of the audience, that provide conditions for perception and response. The author relies on the works of such scientists as: E. Fischer-Lichte, V. Turner, A. Ya. Flier, L. N. Zakharova, L. V. Demina and others. In the process of studying following methods were used: generalization, comparison and also dialectical, historical and logical once. Modern features in folk culture, expressed in the interaction of traditional and innovative folkloristics are revealed on the example of the creative activity of "Rosstan". The revival of folk culture, the realization of its creative potential is possible through the development of cultural traditions and the creation of innovations related to ancient ritual forms of interaction, which should be adapted to the present and be understood by modern generation.

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Santosa, Achadi Budi. "Organizational Culture as The Basis of Teacher Performance Development." AL-TANZIM: Jurnal Manajemen Pendidikan Islam 6, no. 3 (July 14, 2022): 962–73. http://dx.doi.org/10.33650/al-tanzim.v6i3.3019.

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This study not only measures the relationship between organizational culture and teacher performance but also finds an essential foundation for madrasah in building organizational culture and how to improve their performance. A descriptive quantitative approach is used in this research; data collection is done through surveys and the preparation of research instruments. The results show that, in general, the organizational culture is quite good, the values, teamwork, and work performance are also good, while in performance, teachers generally have various levels of achievement, satisfaction, responsibility, honesty, empathy, and persistence in work. In madrasah, organizational culture is related to teacher performance so a superior organizational culture will affect teachers' performance; on the other hand, educational institutions that cannot build a good culture result in decreased teacher performance.

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Mahapatra, Jyotirmaya, and Dinesh Kumar. "OCTAPACE Human Resource Development Culture Impact on Bank Performance." International Journal of Risk and Contingency Management 3, no. 3 (July 2014): 42–54. http://dx.doi.org/10.4018/ijrcm.2014070103.

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Initiation of economic reforms in India overwhelmed the large banks starting in 1991. Liberlaisation, privatisation, and globalisation, along with foreign direct investment exposed Indian banks to operational and credit risks. To overcome these risks, the banks have upgraded their financial, technological, and Human Resource Development (HRD) processes. The case study organization was one of the nationalized banks in India that lost its supremacy, slipping in rank from first to eighth. During the last decade, this bank adopted several HRD practices to create a strong OCTAPACE culture. As a result, the bank won several HRD awards over 10 years. This study critically reviews that bank as a single case study. Data were collected from 153 employees of the case study bank (all had completed at least 10 years of service). The focus was to examine if the OCTAPACE culture had impacted performance. The findings were that the OCTAPACE culture improved and the bank increased its financial performance without experiencing credit risk.

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Yarkina, Liubov V., and Elena V. Vorontsova. "DEVELOPMENT OF MUSICAL CULTURE AMONG STUDENTS THROUGH AMATEUR PERFORMANCE." Известия Воронежского государственного педагогического университета, no. 1 (2022): 86–90. http://dx.doi.org/10.47438/2309-7078_2022_1_86.

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Hope, Joan. "Provide effective professional development for a high-performance culture." Dean and Provost 18, no. 10 (May 23, 2017): 1–5. http://dx.doi.org/10.1002/dap.30329.

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Lee, Alfred Bo Shing, Felix T. S. Chan, and Xiaodie Pu. "Impact of supplier development on supplier’s performance." Industrial Management & Data Systems 118, no. 6 (July 9, 2018): 1192–208. http://dx.doi.org/10.1108/imds-05-2017-0229.

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Purpose The purpose of this paper is to explore the impact of supplier development (SD) on supplier’s performance by sharing implicit knowledge in mentorship under the influence of supplier’s organizational culture (OC). Design/methodology/approach A survey questionnaire was employed to collect data from 226 employees of participating suppliers after conducting mentorship training at the suppliers’ site. The data were analyzed by the partial least squares structural equation modeling with software SmartPLS Ver. 3.0. Findings The empirical analysis indicates that SD by mentorship partially mediates the total effects of OC – power distance and uncertainty avoidance – on performance. It completely mediates the collaborative culture on performance. Originality/value This study may confirm that the SD program by mentorship is a viable strategy to enhance the performance of supply chain partners and the selection of suppliers.

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Umanto, Chandra Wijaya, and Andreo Wahyudi Atmoko. "Intellectual capital performance of regional development banks in Indonesia." Banks and Bank Systems 13, no. 3 (July 30, 2018): 36–47. http://dx.doi.org/10.21511/bbs.13(3).2018.04.

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Studies related to intellectual capital, particularly in banking sector, are basically focused on the relationship between intellectual capital performance and bank performance. In con¬trast to previous studies, this study analyzes the intellectual capital performance of regional development banks throughout Indonesia to develop performance through management of efficiency and productivity. The population and sample in this study consist of 26 regional development banks in Indonesia for the period 2007–2013. The management of efficiency is measured using the ratio of operating expense to operating income (BOPO), while the management of labor productivity is measured using the ratio of labor expenses to total operating expense and income level. At the theoretical level, this study is expected to fill the gap for the assessment of intellectual capital performance of banking institutions with unique characteristics such as regional development banks. To analyze intellectual capital performance, VAICTM method developed by Pulic (1998, 2000, 2004, 2008) is applied. The findings show that the intellectual capital performance of regional development banks is in the category of common performers. Finally, regional development banks need to focus on the importance of strengthening intangible resources directly affecting banking management in terms of strengthening information technology, positioning, and management competence, as well as organizational culture and working climate.

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Budhathoki, Tribikram, Julien Schmitt, and Nina Michaelidou. "Does culture impact private label performance?" International Marketing Review 35, no. 1 (February 12, 2018): 93–112. http://dx.doi.org/10.1108/imr-02-2016-0038.

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Purpose To better understand the disparity of private label performance across countries, the purpose of this paper is to investigate the role played by national culture. Two types of impact are considered: a direct influence of cultural dimensions on the performance of private labels in a country and an indirect one where national culture favours the development of modern retailers, which, in turn, benefits private label performance. Design/methodology/approach Using the five dimensions of the Hofstede model to describe national culture, this paper performs a structural equation modelling incremental building model approach using secondary data collected from a sample of 65 countries. Findings The results show that individualism (positively) and long-term orientation (negatively) directly impact private label performance. Moreover, four dimensions (individualism, masculinity, power distance and uncertainty avoidance) are shown to have a significant indirect impact on private label performance via the mediation of retail market development, positively for individualism and negatively for the three other dimensions. Practical implications The findings provide retailers with important insights into the critical decisions of the selection of new markets and adaptation of the private label strategy according to the culture of the country. Originality/value This research pioneers by being the first to determine the impact of all the dimensions of the Hofstede cultural model on private label performance, use a very large number of countries to test this impact and study the role of important retail market factors in this phenomenon.

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Dissertations / Theses on the topic "Performance and development culture"

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Meng, Nan. "Chinese Culture themes and Cultural Development: from a Family Pedagogy to a Performance-based Pedagogy of a Foreign Language and Culture." The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1345312833.

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Hodgson, Allan. "The development of a culture-based tool to predict team performance." Thesis, Loughborough University, 2014. https://dspace.lboro.ac.uk/2134/16290.

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The effect of national culture on the performance of teams is becoming an increasingly important issue in advanced western countries. There are many interlinked reasons for this, including the increasing globalisation of companies and the use of joint ventures for the development of expensive platforms. A further issue relates to the export of complex sociotechnical systems, where a culture clash between designer/manufacturer and user can lead to significant problems. This report describes research work that was carried out to analyse the cultural factors that influence the performance of teams (including researchers, designers, operators and crews), and to determine whether these factors could be captured in a tool to provide assistance to team managers and team builders. The original point of interest related to the development of increasingly complex sociotechnical systems, for example nuclear power stations, oil refineries, offshore oil platforms, hospital systems and large transport aircraft. Answers that might be sought, in particular by the senior managers of global companies, include (1) the best teams (or best national locations) for fundamental research, industrial research & development, product/system improvement and other key activities, and (2) the implications for system performance and, as a result, for system design, of targeting an eastern Asian market, a South-American market, etc. A literature review was carried out of the effects of culture on team performance, of culture measures and tools and of task classifications; in addition, empirical evidence of the validity of measures and tools was sought. Significant evidence was found of the effects of culture on teams and crews, but no national culture-based team performance prediction tools were found. Based on the results of the literature review, Hofstede's original four-dimension cultural framework was selected as the basis for the collection and analysis of empirical data, including the results of studies from the literature and the researcher s own empirical studies. No team or task classification system was found that was suitable for the purposes of linking culture to team performance, so a five-factor task classification was developed, based on the literature review, to form the basis of the initial modelling work. A detailed analysis of results from the literature and from the author s pilot studies revealed additional culture-performance relationships, including those relating to cultural diversity. Three culture-performance models were incorporated into software tools that offered performance prediction capabilities. The first model was primarily a test bed for ideas; the second model incorporated a task/behavioural approach which achieved limited success; the third and final model was evaluated against a range of team and crew performance data before being tested successfully for acceptability by users. The research results included the discovery that the effects of cultural diversity must be sought at the individual cultural dimension level not at the composite level, that the effects of national culture on team performance are consistent and strong enough to be usefully captured in a predictive culture tool and that the relationship between culture and behaviour is moderated by contextual factors.

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Davies, Gareth. "The impact of organisational culture, learning and knowledge development on performance." Thesis, Kingston University, 2012. http://eprints.kingston.ac.uk/24604/.

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Organisational learning represents a primary determinant of enhanced organisational performance. To meet the challenges of complex and turbulent business markets organisations have to quickly learn how to adapt operations. Existing knowledge concerning organisational learning is substantive and encompasses a voluminous literature. But, irrespective of the development of expanding theory and empirical study organisational learning is not fully understood. A number of limitations justify the requirement for further research. Processes and determinants of learning in a firm are not sufficiently explained. How organisational learning results in the accumulation of new stocks of knowledge is unclear. The claim that exploitation and exploration jointly moderate the predicted relationship between organisational learning and organisational knowledge relies on insufficient evidence. Under what circumstances learning contributes to an improvement in existing standards of performance has yet to be tested. As a consequence of the above limitations the aim of this study is to examine the impact of organisational culture, learning and knowledge development on performance. The research model grounded in literature proposes that organisational structure and organisational culture represent determinants of learning. Organisational learning is predicted to have a positive impact on the accumulation of unique stocks of organisational knowledge. The hypothesised relationship between organisational learning and organisational knowledge is moderated by exploitation and exploration effects. Accumulated stocks of organisational knowledge are assumed to result in enhanced standards of performance. Competing models have been formulated to test alternative configurations of the research model. Specifically, the model is tested at different levels of aggregation of the organisational learning, organisational knowledge and performance constructs. Research methods are undertaken in accordance with this authors' positivist orientation. The study setting is the UK construction industry.' Data are collected on a cross-sectional basis through the administration of a survey encompassing borrowed but purified measures of formative constructs. From the target population 76 usable replies were obtained. Data were analysed using partial least squares and the following are the main findings. A disaggregated model was adopted. Organisational structure does not represent a determinant of organisational learning (organisational learning comprises of individual, group and organisation dimensions). Organisational culture does represent a determinant of organisational learning. Organisation learning and organisational knowledge (organisational knowledge comprises of new product development, alliance formation and technological innovation) are not significantly related. Individual and group dimensions of organisational learning are significantly related to new product development, alliance formation and technological innovation. Exploitation has a moderating impact on new product development, alliance formation and technological innovation. Exploration does not. New product development and technological innovation impact positively on the finance and non-finance dimensions of performance. Alliance formation does not. Knowledge has been advanced as a result of this study. An original contribution is made that addresses important gaps and limitations in literature that constrain the theoretical and empirical development of the field. Practising managers are now able to enhance existing standards of performance because this research clearly explains how and under what circumstances learning can be introduced at the level of the firm.

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Geeling, Sharon. "The entanglement of culture, leadership and performance in information systems development projects." Doctoral thesis, Faculty of Commerce, 2018. http://hdl.handle.net/11427/30032.

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Information systems (IS) development represents a significant area of research interest in the IS discipline. Despite this interest, IS development projects consistently fall short in delivering anticipated outcomes within time, quality and cost constraints. Attempts by researchers to uncover contributors to high failure rates are complicated by fragmented views of the nature of the problem. These range from challenges to the validity of performance reports to contesting the conceptualization of success. Furthermore, there is a tendency in practice to address immediate symptomatic problems of IS project failure rather than resolve the fundamental issues. Consequently, recent measures indicate that 48% of IS projects fail to meet time commitments, 33% exceed their budget, 32% don’t achieve their business objectives and 15% fail outright. This PhD thesis presents research to explore and offer explanatory theory of how culture and leadership are implicated in the performance of IS development projects. Importantly, IS development is positioned as a form of social interaction. Thus, an understanding of the social context and the situated meanings that arise through social interaction are necessary conditions to effectively explore this research topic. Within this context the study reveals the performative nature of IS development work and offers explanations for the actions of organizational leaders and IS technical specialists involved in IS development. An interpretive research paradigm and inductive reasoning were adopted for this research and understanding is developed through a hermeneutic mode of inquiry. Two IS projects responsible for delivering strategic benefit to an organization in the financial services sector are the two cases in this study. Qualitative data were collected through interviews, observation and documentary evidence between January 2017 and June 2017. The nature of the relationships between culture, leadership and performance in the course of IS development work was revealed through two analytical iterations. The first iteration used the theory of Cultural Implications in Information Systems Development as a structural framework to support a thematic analysis of the data. A second iteration used frame analysis as a theoretical foundation to examine the interplay of culture, leadership and performance through a within-case and cross-case analysis of the two cases. Key contributions from this research include the development of a conceptual model explaining cultural implications in IS development, the development of an explanatory theory of the entangled nature of culture and leadership and the performance of IS projects, and 11 propositions that offer a basis for testing the emergent theory in future empirical studies. The findings from the research also reveal the performative nature of IS development work and identify concepts important to organizational managers and IS technical specialists. While the theory emerged in the context of IS development projects and the concepts in the emergent theory are central to the practice of IS development, each could be equally relevant to other IS phenomena where culture, leadership and performance are implicated, such as IS management and offshoring. The grounding of theoretical concepts to empirical data enabled the application of the theory to practice; practical guidelines are offered in respect of the influences of culture and leadership on the performance of IS development projects. This research supports the suitability of the Cultural Dynamics Model as a sensitizing lens for data collection in interpretive studies where culture is implicated.

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Budhathoki, Tribikram. "The impact of culture on own-label brands performance." Thesis, Loughborough University, 2014. https://dspace.lboro.ac.uk/2134/17902.

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The performance of own-label brands varies enormously across countries, with high penetration in Western countries but limited success in Eastern countries. The common explanations for this state are related to market factors such as the development of big retailer chains or the power balance between retailers and manufacturers. However, the role of culture has been overlooked to explain this situation. This study aims to provide insights into the impact of culture on own-label brands performance. This thesis formulates and tests a conceptual framework linking Hofstede s (1980, 2001) five cultural dimensions (power distance, individualism, masculinity, uncertainty avoidance & long-term orientation) to retail market development (size of the retail market) and own-label brands performance, controlling for three socio-economic variables: GDP per capita, Gini index and Government expenditure. Relevant literature is reviewed in order to develop hypotheses. The conceptual model is then tested upon a sample of 65 countries, utilising data collected via secondary sources and the application of structural equation modelling techniques. The results of this study indicate that three out of five Hofstede s cultural dimensions, power distance, individualism and uncertainty avoidance, have a significant impact on retail market development, which in turn, significantly influences own-label brands performance. Moreover, results show that individualism and long-term orientation have a significant direct impact on own-label brands performance. Past studies on this domain are restricted to one or two cultural dimensions and generally involve a limited number of countries. This research therefore pioneers in investigating the five national cultural dimensions across a high number of nations. The findings are important for retailers and may help them to adapt their own-label strategy according to the culture of the nation they are operating in.

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Mugisha, John Francis. "Continuing professional development, organisational culture and organisational performance; a case of selected hospitals." Thesis, Keele University, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.699676.

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For long, many organisations have incurred huge expenditure on continuing professional development (CPD). Yet, there is still no concrete evidence linking CPD to organisational performance despite several studies that have been conducted. Consequently, expenditure on CPD is beginning to be queried, and could be slashed if evidence is not produced. In health, this would undermine quality of care, increase morbidity and mortality and reduce productivity and quality of life. This study argues that to understand how CPD influences performance, one should understand organisational conditions in which CPD is planned and executed ~ the organisational culture. Hence, this research sought to document, through empirical study, the relationship between CPD and performance; and the moderating role of organisational culture. Using a blended methodology with triangulated data sources and collection methods, evidence from four case study hospitals indicates that CPD is associated with outcomes such as improved supervision, efficiency and clinical care that influence organisational performance. The forms of CPD that are conducted on the job such as bedside coaching, support supervision and ward rounds are cheaper and have more practical performance benefits compared to those conducted out-of-station such as workshops and conferences. Cultures emphasising ·employee participation in CPD planning, reflective practice, and information - sharing enhance CPD effectiveness. Likewise, cultures emphasising mutual support, trust, client respect, performance measurement, accountability and use of cultural artefacts such as dress code and religious symbols are associated with better performance. The use of mixed designs in case study research contributes to methodology while empirical findings contribute to development of policy and theory on the interplay between CPD, organisational culture and organisational performance. The study findings suggest that organisational culture does maximise the benefits of CPD to support performance. However, the three variables interact independently in complex ways that make it difficult to untangle their cause-effect relations.

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Tong, Pui Yin. "An account of development of performance art in China from 1979-2010." Thesis, University of the Arts London, 2015. http://ualresearchonline.arts.ac.uk/8753/.

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The research study aims to raise questions about and gain new insights into the development of performance art in China. The development of performance art in China is set out in a chronological account of the events and art works that illustrate the development of a permissive, open-ended medium with endless variables. The events and works included in this study are executed by Chinese artists impatient with the limitations of traditional or established forms and determined to take their performance art works directly to the public. Following the rapid socio-economic development that started in the late 1970's, soon after the end of the Cultural Revolution and the start of economic reform. The chronological account of the development of Chinese performance art explains how Chinese artists, in creating their work, draw freely on a number of disciplines and media including literature, poetry, theatre, music, dance, architecture and painting, as well as video, film, slides and narrative. The account also illustrates how Chinese performance art has gradually moved away from the traditions of Chinese performance and how performance art works often promote interpretive individualism. Research shows that Chinese artists choose performance art to break free from the dominant media and the constraints of working within the evolving social and political environment in China. Research further shows that artists use performance art as a provocation to respond to changes. Finally, performance art is gaining acceptance from the public in recent Chinese socio-economic development.

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Mkiva, Sisanda Michelle. "The impact of a customised management development programme on a selected organisation." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3019.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019
This study assessed the impact of a customised management development programme on the senior staff in the Cape Town branch of a logistics organisation. The study analysed the staff’s development and determined the challenges that the senior staff and middle managers were facing after the organisation had gone through a number of management changes. The organisation was committed to creating a learning culture. Thus, the organisation had embarked on a clear strategic direction to enhance the leadership skills of the mid-level managers in the business. From an impact and cost-effectiveness point of view, the focus was on the middle management to start creating a learning culture in the organisation. To gather data, this qualitative study used a questionnaire with open-ended questions sent to the middle managers of the logistics organisation. This gave the researcher the opportunity to gain a deeper understanding of the phenomenon and to ask for clarification. The sample size used was 30 middle managers. The study found that the customisation of the management development programme aimed at the middle managers played a pivotal role in retaining staff and in increasing the performance of both the employees and the organisation. The findings showed the employees felt they could relate to operational goals and efficiencies much better after the focused intervention. The employees realised that they are an esteemed resource of the organisation, and that the success or failure of the organisation relies on the performance of the management staff of the organisation. Furthermore, in order to get employees to perform optimally and to improve their performance, they required the right tools, equipment and working environment.

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Beatham, Simon. "Development of an integrated business improvement system for construction." Thesis, Loughborough University, 2003. https://dspace.lboro.ac.uk/2134/792.

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The construction industry has inherent problems due to its structure and fragmentation. Its poor performance has been challenged by its client base and it has been forced to seek ways to deliver improved performance. This project was initiated as a response to this challenge and represents one organisation's attempt to deliver improvements. This organisation provides both design and construction solutions, offering ‘total life of asset support' from business consultancy through to decommissioning, in a neutral contractual environment. Initial investigations of the integration of design and construction and of the use of the EFQM Excellence Model concluded that a holistic view of the organisation's performance was needed. Most organisations use traditional, easily quantifiable measures, such as time and cost, whilst neglecting the softer cultural issues, as a way of assessing overall business performance. This prompted further research into the use of performance measurement and also a review of the culture that existed within the organisation. It became clear that many performance initiatives failed because of the lack of ‘Change Action driven by Results (CAR)'. The failure to initiate change or implement action based on the results achieved, means that performance measures are not being integrated into the management systems of the organisations. Based on the conclusions of this work, this project has developed and implemented the Integrated Business Improvement System (IBIS) within the primary case study unit and also two other organisations, all of which are part of AMEC Plc. The project details the barriers that were experienced during the development and implementation of the system and concludes that it is the human component that is critical for the successful implementation and use of any improvement system. The findings of this work have been presented in five peer- reviewed papers.

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Magang, Tebogo Israel Teddy. "Culture and corporate governance in South Africa." Thesis, University of Bradford, 2012. http://hdl.handle.net/10454/5485.

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The main objective of this thesis is to investigate corporate governance practices in South Africa listed companies. Specifically, the thesis strives to achieve the following objectives. First, it investigates the extent of compliance with the best corporate governance practices as recommended by the King Committee on Corporate Governance prior to and post 2002 in order to understand whether there is improvement in corporate practices. Second the thesis investigates whether compliance with the best corporate governance practices are related to ethnicity of board structures (in particular Board Chairman, Board Dominance and Chief Executive Officer/Managing Director) and other factors such as company characteristics, market and performance related variables. Third it investigates the views/opinions of key stakeholders [e.g. regulators, King Code Commissioners, companies and institutional investors] regarding the state of corporate governance in SA and its influence in the Southern African Development Community (SADC) region. The findings from regression results indicate that compliance with the King Code increased substantially between 2002 and 2008. The results also indicate that compliance is high for accounting and auditing and boards and directors issues and lowest for integrated sustainability reporting issues. The findings also indicate that ethnicity influences corporate compliance with best practice governance principles such as the King Code, as per prediction. Compliance was also found to be high for large firms, firms with multiple listings in other stock exchanges and firms audited by Big 4 audit firms. Finally, the findings from the views of key stakeholders indicate that the Code has indeed improved corporate governance standards in South Africa, is suitable for the country because of its consideration of local circumstances and influences corporate practice in the SADC region.

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Books on the topic "Performance and development culture"

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Elhanan, Helpman, ed. Institutions and economic performance. Cambridge, Mass: Harvard University Press, 2008.

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Rapid team deployment: Building high-performance project teams. Menlo Park, Calif: Crisp Publications, 1995.

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Louis, Carter, Giber David J, and Goldsmith Marshall, eds. Best practices in organization development and change: Culture, leadership, retention, performance, coaching : case studies, tools, models, research. San Francisco: Jossey-Bass Publishers, 2001.

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Sorensen, Dean. Business performance intelligence software: A market evaluation. Morristown, NJ]: Financial Executives Research Foundation, 2003.

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1946-, Haig Carol, and Kearny Lynn, eds. Performance architecture: The art and science of improving organizations. San Francisco: Jossey-Bass, 2009.

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Pritchett, Price. Deep strengths: Getting to the heart of high performance. New York: McGraw-Hill, 2008.

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Deep strengths: Getting to the heart of high performance. New York: McGraw-Hill, 2008.

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Gingras, Benoit-Marie. Bilan du développement des récipients à parois ajourées: Culture des semis en pépinière et performance en plantation comparative. [Sainte-Foy]: Ministère des ressources naturelles, Forêt Québec, Direction de la recherche forestière, 1999.

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Peacock, Fiona Jamieson. Creating the foundations for the development of a performance culture: Through human resource integration using a competency based system. Oxford: Oxford Brookes University, 2002.

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Starbird, Dodd. Building engaged team performance: Align your processes and people to achieve game-changing business results. New York: McGraw-Hill, 2011.

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Book chapters on the topic "Performance and development culture"

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Foster, Stephen F., and Geert W. J. Heling. "Organization Development in a Changing Corporate Culture." In Corporate Training for Effective Performance, 63–82. Dordrecht: Springer Netherlands, 1995. http://dx.doi.org/10.1007/978-94-011-0667-2_6.

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Juris, Jeffrey S. "Embodying Protest: Culture and Performance within Social Movements." In Anthropology, Theatre, and Development, 82–104. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137350602_4.

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Jordan, Martin, Damien Voisard, Nadia Bencherif, Antoine Berthoud, Laetitia Tercier, Beate Kleuser, and Gianni Baer. "Unconventional Experimental Concepts Enabling High Speed High Performance Media/Process Development." In Cells and Culture, 559–65. Dordrecht: Springer Netherlands, 2010. http://dx.doi.org/10.1007/978-90-481-3419-9_97.

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Navarro-García, Antonio, Ramón Barrera-Barrera, and Arturo Calvo-Mora Schmidt. "The Importance of a Proactive Culture of Exporting SMEs: Effect on Export Performance and Regional Development." In Entrepreneurship, Regional Development and Culture, 191–211. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-15111-3_12.

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Astawa, I. P., I. M. Sudana, N. G. N. S. Murni, and I. G. N. Sanjaya. "Social performance measurement through local culture in microfinance institutions." In Business Innovation and Development in Emerging Economies, 633–41. Leiden, The Netherlands : CRC Press/Balkema, [2019]: CRC Press, 2019. http://dx.doi.org/10.1201/9780429433382-58.

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Lee, Gene W., D. Troy Richards, Katie Kopycinski, Steve Brennan, Alyssa Handler, and Martin Sinacore. "Development of a Robust Small-Scale Production Format that Is Predictive of Bioreactor Performance." In Cells and Culture, 337–42. Dordrecht: Springer Netherlands, 2010. http://dx.doi.org/10.1007/978-90-481-3419-9_59.

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Permaisuri, A., and F. P. Sary. "Influence of organizational culture and loyalty on employee performance in the pandemic era." In Sustainable Future: Trends, Strategies and Development, 169–72. London: Routledge, 2022. http://dx.doi.org/10.1201/9781003335832-43.

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Magee, Kimberly Clauss. "When Human Resources Practices and Organizational Culture Collide: A Performance Management Case Study." In The Cultural Context of Human Resource Development, 213–32. London: Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230236660_13.

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Srakar, Andrej, and Marilena Vecco. "Enhancing the Potential of Cultural Entrepreneurship: Connecting Regional Development and Performance of Cultural Firms in Europe." In Entrepreneurship in Culture and Creative Industries, 213–27. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-65506-2_12.

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Shirai, Y., M. Yamaguchi, and H. Murakami. "Culture Conditions for High Performance Production of Monoclonal Antibody." In Animal Cell Technology: Developments Towards the 21st Century, 327–32. Dordrecht: Springer Netherlands, 1995. http://dx.doi.org/10.1007/978-94-011-0437-1_52.

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Conference papers on the topic "Performance and development culture"

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Aderonmu, Peter, Omojo Ajilima-Isaac, Emmanuel Arinze, Aniekan Etuk, Oluwole Alagbe, Omoyeni Fulani, Ayotunde Odugbesan, and Olusegun Eyiaro. "EFFECTS OF DESIGN STUDIO CULTURE ON PERFORMANCE OF ARCHITECTURE STUDENTS." In 12th International Technology, Education and Development Conference. IATED, 2018. http://dx.doi.org/10.21125/inted.2018.0363.

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Atolagbe, Tolulope, Rowland Worlu, Anthonia Adeniji, Odunayo Salau, Hezekiah Falola, Mercy Ogbari, Stephen Ibidunni, Maxwell Olokundun, and Taiye Borishade. "DEMYSTIFYING LEARNING CULTURE AND INNOVATION PERFORMANCE OF PROFESSIONAL FIRMS IN NIGERIA." In 13th International Technology, Education and Development Conference. IATED, 2019. http://dx.doi.org/10.21125/inted.2019.1047.

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Maleniuk, T. V. "Improvement of performance in physical training of junior basketball players aged 16–17." In DEVELOPMENT OF PHYSICAL CULTURE AND SPORTS AMIDST MARTIAL LAW. Baltija Publishing, 2022. http://dx.doi.org/10.30525/978-9934-26-253-1-4.

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Morris, Ronald L. "Achieving Breakthrough Performance for Multi-Cultural Global Organisations Through Alignment Processes and "One-Culture" Development." In International Petroleum Technology Conference. International Petroleum Technology Conference, 2013. http://dx.doi.org/10.2523/16992-ms.

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Morris, Ronald L. "Achieving Breakthrough Performance for Multi-Cultural Global Organisations Through Alignment Processes and "One-Culture" Development." In International Petroleum Technology Conference. International Petroleum Technology Conference, 2013. http://dx.doi.org/10.2523/iptc-16992-ms.

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Rodrigues de Souza, Jaélison, Silvio Luiz de Paula, Bruno Campello de Souza, and Francisco Vicente Sales Melo. "ANALYSIS OF THE IMPACT OF DIGITAL CULTURE ON ACADEMIC PERFORMANCE IN BRAZILIAN HIGHER EDUCATION." In International Technology, Education and Development Conference. IATED, 2017. http://dx.doi.org/10.21125/inted.2017.0189.

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Lu, Xiaojun, and Mingfei Li. "Development of Organization's Learning Culture and its Impact on Organizational Performance." In 2008 4th International Conference on Wireless Communications, Networking and Mobile Computing (WiCOM). IEEE, 2008. http://dx.doi.org/10.1109/wicom.2008.1691.

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Atolagbe, Tolulope, Rowland Worlu, Anthonia Adeniji, Odunayo Salau, Abisola Osoko, and Oghenefejiro Edewor. "PROMOTING THE CULTURE OF KNOWLEDGE CREATION AND INNOVATION PERFORMANCE IN THE SELECTED PROFESSIONAL ORGANISATIONS." In 14th International Technology, Education and Development Conference. IATED, 2020. http://dx.doi.org/10.21125/inted.2020.0082.

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Wu, Baozhan. "The Culture of Martial Arts Performance: History, Current Situation and Prospect." In 2017 International Conference on Culture, Education and Financial Development of Modern Society (ICCESE 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/iccese-17.2017.131.

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Wu, Chen, and Gao Wu. "Person-organization fit relationship with innovative performance of employees:A literature review." In 2017 International Conference on Education, Culture and Social Development (ICECSD 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/icecsd-17.2017.41.

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Reports on the topic "Performance and development culture"

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Halevy, Orna, Sandra Velleman, and Shlomo Yahav. Early post-hatch thermal stress effects on broiler muscle development and performance. United States Department of Agriculture, January 2013. http://dx.doi.org/10.32747/2013.7597933.bard.

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In broilers, the immediate post-hatch handling period exposes chicks to cold or hot thermal stress, with potentially harmful consequences to product quantity and quality that could threaten poultry meat marketability as a healthy, low-fat food. This lower performance includes adverse effects on muscle growth and damage to muscle structure (e.g., less protein and more fat deposition). A leading candidate for mediating the effects of thermal stress on muscle growth and development is a unique group of skeletal muscle cells known as adult myoblasts (satellite cells). Satellite cells are multipotential stem cells that can be stimulated to follow other developmental pathways, especially adipogenesis in lieu of muscle formation. They are most active during the first week of age in broilers and have been shown to be sensitive to environmental conditions and nutritional status. The hypothesis of the present study was that immediate post-hatch thermal stress would harm broiler growth and performance. In particular, growth characteristics and gene expression of muscle progenitor cells (i.e., satellite cells) will be affected, leading to increased fat deposition, resulting in long-term changes in muscle structure and a reduction in meat yield. The in vitro studies on cultured satellite cells derived from different muscle, have demonstrated that, anaerobic pectoralis major satellite cells are more predisposed to adipogenic conversion and more sensitive during myogenic proliferation and differentiation than aerobic biceps femoris cells when challenged to both hot and cold thermal stress. These results corroborated the in vivo studies, establishing that chronic heat exposure of broiler chicks at their first two week of life leads to impaired myogenicity of the satellite cells, and increased fat deposition in the muscle. Moreover, chronic exposure of chicks to inaccurate temperature, in particular to heat vs. cold, during their early posthatch periods has long-term effects of BW, absolute muscle growth and muscle morphology and meat quality. The latter is manifested by higher lipid and collagen deposition and may lead to the white striping occurrence. The results of this study emphasize the high sensitivity of muscle progenitor cells in the early posthatch period at a time when they are highly active and therefore the importance of rearing broiler chicks under accurate ambient temperatures. From an agricultural point of view, this research clearly demonstrates the immediate and long-term adverse effects on broiler muscling and fat formation due to chronic exposure to hot stress vs. cold temperatures at early age posthatch. These findings will aid in developing management strategies to improve broiler performance in Israel and the USA. BARD Report - Project4592 Page 2 of 29

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Gray, Dennis, and Victor Gaba. Genotype, Explant and Growth Regulator Effects in the Determination of Adventitious Regeneratin in Curcurbits, in Aid of Genetic Transformation. United States Department of Agriculture, June 1992. http://dx.doi.org/10.32747/1992.7561060.bard.

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The objective of this study was to gain an understanding of the in vitro regeneration process in watermelon and melon to enable the development of genetic transformation systems. The objectives were met and additional progress, unplanned during the original proposal, was made. Organogenic regeneration in vitro was studied in both melon and watermelon. Genotype played a significant role in regeneration. In melon, epidermal cells were responsible for most regeneration. Methods to obtain in vitro-derived watermelon tetraploids, needed for seedless varieties, were developed. The culture systems were refined so that they could be routinely used for transformation. Particle guns were constructed and Agrobacterium strains were obtained to study the effect of transformation procedures on culture system performance, allowing refinement of transformation protocols. The culture systems were shown to enable the stable transformation of both crops, allowing their future use for insertion of agriculturally-important genes. In addition, we showed that shoot apical meristems might be suitable target tissue for transformation and allow a wider range of genotypes to be used, which is needed for crops as diverse as cucurbits.

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Rarasati, Niken, and Rezanti Putri Pramana. Giving Schools and Teachers Autonomy in Teacher Professional Development Under a Medium-Capability Education System. Research on Improving Systems of Education (RISE), January 2023. http://dx.doi.org/10.35489/bsg-rise-ri_2023/050.

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A mature teacher who continuously seeks improvement should be recognised as a professional who has autonomy in conducting their job and has the autonomy to engage in a professional community of practice (Hyslop-Margison and Sears, 2010). In other words, teachers’ engagement in professional development activities should be driven by their own determination rather than extrinsic sources of motivation. In this context, teachers’ self-determination can be defined as a feeling of connectedness with their own aspirations or personal values, confidence in their ability to master new skills, and a sense of autonomy in planning their own professional development path (Stupnisky et al., 2018; Eyal and Roth, 2011; Ryan and Deci, 2000). Previous studies have shown the advantages of providing teachers with autonomy to determine personal and professional improvement. Bergmark (2020) found that giving teachers the opportunity to identify areas of improvement based on teaching experience expanded the ways they think and understand themselves as teachers and how they can improve their teaching. Teachers who plan their own improvement showed a higher level of curiosity in learning and trying out new things. Bergmark (2020) also shows that a continuous cycle of reflection and teaching improvement allows teachers to recognise that the perfect lesson does not exist. Hence, continuous reflection and improvement are needed to shape the lesson to meet various classroom contexts. Moreover, Cheon et al. (2018) found that increased teacher autonomy led to greater teaching efficacy and a greater tendency to adopt intrinsic (relative to extrinsic) instructional goals. In developed countries, teacher autonomy is present and has become part of teachers’ professional life and schools’ development plans. In Finland, for example, the government is responsible for providing resources and services that schools request, while school development and teachers’ professional learning are integrated into a day-to-day “experiment” performed collaboratively by teachers and principals (Niemi, 2015). This kind of experience gives teachers a sense of mastery and boosts their determination to continuously learn (Ryan and Deci, 2000). In low-performing countries, distributing autonomy of education quality improvement to schools and teachers negatively correlates with the countries’ education outcomes (Hanushek et al., 2011). This study also suggests that education outcome accountability and teacher capacity are necessary to ensure the provision of autonomy to improve education quality. However, to have teachers who can meet dynamic educational challenges through continuous learning, de Klerk & Barnett (2020) suggest that developing countries include programmes that could nurture teachers’ agency to learn in addition to the regular content and pedagogical-focused teacher training materials. Giving autonomy to teachers can be challenging in an environment where accountability or performance is measured by narrow considerations (teacher exam score, administrative completion, etc.). As is the case in Jakarta, the capital city of Indonesia, teachers tend to attend training to meet performance evaluation administrative criteria rather than to address specific professional development needs (Dymoke and Harrison, 2006). Generally, the focus of the training relies on what the government believes will benefit their teaching workforce. Teacher professional development (TPD) is merely an assignment for Jakarta teachers. Most teachers attend the training only to obtain attendance certificates that can be credited towards their additional performance allowance. Consequently, those teachers will only reproduce teaching practices that they have experienced or observed from their seniors. As in other similar professional development systems, improvement in teaching quality at schools is less likely to happen (Hargreaves, 2000). Most of the trainings were led by external experts or academics who did not interact with teachers on a day-to-day basis. This approach to professional development represents a top-down mechanism where teacher training was designed independently from teaching context and therefore appears to be overly abstract, unpractical, and not useful for teachers (Timperley, 2011). Moreover, the lack of relevancy between teacher training and teaching practice leads to teachers’ low ownership of the professional development process (Bergmark, 2020). More broadly, in the Jakarta education system, especially the public school system, autonomy was never given to schools and teachers prior to establishing the new TPD system in 2021. The system employed a top-down relationship between the local education agency, teacher training centres, principals, and teachers. Professional development plans were usually motivated by a low teacher competency score or budgeted teacher professional development programme. Guided by the scores, the training centres organised training that could address knowledge areas that most of Jakarta's teachers lack. In many cases, to fulfil the quota as planned in the budget, the local education agency and the training centres would instruct principals to assign two teachers to certain training without knowing their needs. Realizing that the system was not functioning, Jakarta’s local education agency decided to create a reform that gives more autonomy toward schools and teachers in determining teacher professional development plan. The new system has been piloted since November 2021. To maintain the balance between administrative evaluation and addressing professional development needs, the new initiative highlights the key role played by head teachers or principals. This is based on assumption that principals who have the opportunity to observe teaching practice closely could help teachers reflect and develop their professionalism. (Dymoke and Harrison, 2006). As explained by the professional development case in Finland, leadership and collegial collaboration are also critical to shaping a school culture that could support the development of professional autonomy. The collective energies among teachers and the principal will also direct the teacher toward improving teaching, learning, and caring for students and parents (Hyslop-Margison and Sears, 2010; Hargreaves, 2000). Thus, the new TPD system in Jakarta adopts the feature of collegial collaboration. This is considered as imperative in Jakarta where teachers used to be controlled and join a professional development activity due to external forces. Learning autonomy did not exist within themselves. Hence, teachers need a leader who can turn the "professional development regulation" into a culture at schools. The process will shape teachers to do professional development quite autonomously (Deci et al., 2001). In this case, a controlling leadership style will hinder teachers’ autonomous motivation. Instead, principals should articulate a clear vision, consider teachers' individual needs and aspirations, inspire, and support professional development activities (Eyal and Roth, 2011). This can also be called creating a professional culture at schools (Fullan, 1996). In this Note, we aim to understand how the schools and teachers respond to the new teacher professional development system. We compare experience and motivation of different characteristics of teachers.

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Klasson, K. T., R. Basu, E. R. Johnson, E. C. Clausen, and J. L. Gaddy. Biological conversion of synthesis gas culture development. Office of Scientific and Technical Information (OSTI), March 1992. http://dx.doi.org/10.2172/10168329.

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Klasson, K. T., R. Basu, E. R. Johnson, E. C. Clausen, and J. L. Gaddy. Biological conversion of synthesis gas culture development. Office of Scientific and Technical Information (OSTI), March 1992. http://dx.doi.org/10.2172/7046130.

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Yahav, Shlomo, John Brake, and Noam Meiri. Development of Strategic Pre-Natal Cycling Thermal Treatments to Improve Livability and Productivity of Heavy Broilers. United States Department of Agriculture, December 2013. http://dx.doi.org/10.32747/2013.7593395.bard.

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The necessity to improve broiler thermotolerance and live performance led to the following hypothesis: Appropriate comprehensive incubation treatments that include significant temperature management changes will promote angiogenesis and will improve acquisition of thermotolerance and carcass quality of heavy broilers through epigenetic adaptation. It was based on the following questions: 1. Can TM during embryogenesis of broilers induce a longer-lasting thermoregulatory memory (up to marketing age of 10 wk) that will improve acquisition of thermotolerance as well as increased breast meat yield in heavy broilers? 2. The improved sensible heat loss (SHL) suggests an improved peripheral vasodilation process. Does elevated temperature during incubation affect vasculogenesis and angiogenesis processes in the chick embryo? Will such create subsequent advantages for heavy broilers coping with adverse hot conditions? 3. What are the changes that occur in the PO/AH that induce the changes in the threshold response for heat production/heat loss based on the concept of epigenetic temperature adaptation? The original objectives of this study were as follow: a. to assess the improvement of thermotolerance efficiency and carcass quality of heavy broilers (~4 kg); b. toimproveperipheral vascularization and angiogenesis that improve sensible heat loss (SHL); c. to study the changes in the PO/AH thermoregulatory response for heat production/losscaused by modulating incubation temperature. To reach the goals: a. the effect of TM on performance and thermotolerance of broilers reared to 10 wk of age was studied. b. the effect of preincubation heating with an elevated temperature during the 1ˢᵗ 3 to 5 d of incubation in the presence of modified fresh air flow coupled with changes in turning frequency was elucidated; c.the effect of elevated temperature on vasculogenesis and angiogenesis was determined using in ovo and whole embryo chick culture as well as HIF-1α VEGF-α2 VEGF-R, FGF-2, and Gelatinase A (MMP2) gene expression. The effects on peripheral blood system of post-hatch chicks was determined with an infrared thermal imaging technique; c. the expression of BDNF was determined during the development of the thermal control set-point in the preoptic anterior hypothalamus (PO/AH). Background to the topic: Rapid growth rate has presented broiler chickens with seriousdifficulties when called upon to efficiently thermoregulate in hot environmental conditions. Being homeotherms, birds are able to maintain their body temperature (Tb) within a narrow range. An increase in Tb above the regulated range, as a result of exposure to environmental conditions and/or excessive metabolic heat production that often characterize broiler chickens, may lead to a potentially lethal cascade of irreversible thermoregulatory events. Exposure to temperature fluctuations during the perinatal period has been shown to lead to epigenetic temperature adaptation. The mechanism for this adaptation was based on the assumption that environmental factors, especially ambient temperature, have a strong influence on the determination of the “set-point” for physiological control systems during “critical developmental phases.” Recently, Piestunet al. (2008) demonstrated for the first time that TM (an elevated incubation temperature of 39.5°C for 12 h/d from E7 to E16) during the development/maturation of the hypothalamic-hypophyseal-thyroid axis (thermoregulation) and the hypothalamic-hypophyseal-adrenal axis (stress) significantly improved the thermotolerance and performance of broilers at 35 d of age. These phenomena raised two questions that were addressed in this project: 1. was it possible to detect changes leading to the determination of the “set point”; 2. Did TM have a similar long lasting effect (up to 70 d of age)? 3. Did other TM combinations (pre-heating and heating during the 1ˢᵗ 3 to 5 d of incubation) coupled with changes in turning frequency have any performance effect? The improved thermotolerance resulted mainly from an efficient capacity to reduce heat production and the level of stress that coincided with an increase in SHL (Piestunet al., 2008; 2009). The increase in SHL (Piestunet al., 2009) suggested an additional positive effect of TM on vasculogenesis and angiogensis. 4. In order to sustain or even improve broiler performance, TM during the period of the chorioallantoic membrane development was thought to increase vasculogenesis and angiogenesis providing better vasodilatation and by that SHL post-hatch.

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Arif, Sirojuddin, Rezanti Putri Pramana, Niken Rarasati, and Destina Wahyu Winarti. Nurturing Learning Culture among Teachers: Demand-Driven Teacher Professional Development and the Development of Teacher Learning Culture in Jakarta, Indonesia. Research on Improving Systems of Education (RISE), November 2022. http://dx.doi.org/10.35489/bsg-risewp_2022/117.

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Despite the growing attention to the importance of learning culture among teachers in enhancing teaching quality, we lack systematic knowledge about how to build such a culture. Can demand-driven teacher professional development (TPD) enhance learning culture among teachers? To answer the question, we assess the implementation of the TPD reform in Jakarta, Indonesia. The province has a prolonged history of a top-down TPD system. The top-down system, where teachers can only participate in training based on assignment, has detached TPD activities from school ecosystems. Principals and teachers have no autonomy to initiate TPD activities based on the need to improve learning outcomes in their schools. This study observes changes in individual teachers related to TPD activities triggered by the reform. However, the magnitude of the changes varies depending on teachers’ skills, motivation, and leadership style. The study suggests that shifting a TPD system from top-down to bottom-up requires differentiated assistance catered to the school leaders’ and teachers’ capabilities.

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Niederle, Muriel, and Alvin Roth. Market Culture: How Norms Governing Exploding Offers Affect Market Performance. Cambridge, MA: National Bureau of Economic Research, February 2004. http://dx.doi.org/10.3386/w10256.

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Herrera, Cristian. How do strategies to change organizational culture affect healthcare performance? SUPPORT, 2016. http://dx.doi.org/10.30846/1608114.

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‘Organizational culture’ refers to characteristics shared by people who work within the same organization. These characteristics may include beliefs, values, norms of behaviour, routines, and traditions. The management of organizational culture is viewed increasingly as a necessary part of health system reform. It is therefore important for policymakers to be aware how strategies to improve organizational culture affect healthcare performance.

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NMR Publisering. Culture and Sustainable Development in the Baltic Sea Region. Nordisk Ministerråd, May 2013. http://dx.doi.org/10.6027/na2013-913.

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