Littérature scientifique sur le sujet « Integrative organisation »
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Articles de revues sur le sujet "Integrative organisation"
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Eljiz, Kathy, David Greenfield, John Molineux et Terry Sloan. « How to improve healthcare ? Identify, nurture and embed individuals and teams with “deep smarts” ». Journal of Health Organization and Management 32, no 1 (19 mars 2018) : 135–43. http://dx.doi.org/10.1108/jhom-09-2017-0244.
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Purpose Unlocking and transferring skills and capabilities in individuals to the teams they work within, and across, is the key to positive organisational development and improved patient care. Using the “deep smarts” model, the purpose of this paper is to examine these issues. Design/methodology/approach The “deep smarts” model is described, reviewed and proposed as a way of transferring knowledge and capabilities within healthcare organisations. Findings Effective healthcare delivery is achieved through, and continues to require, integrative care involving numerous, dispersed service providers. In the space of overlapping organisational boundaries, there is a need for “deep smarts” people who act as “boundary spanners”. These are critical integrative, networking roles employing clinical, organisational and people skills across multiple settings. Research limitations/implications Studies evaluating the barriers and enablers to the application of the deep smarts model and 13 knowledge development strategies proposed are required. Such future research will empirically and contemporary ground our understanding of organisational development in modern complex healthcare settings. Practical implications An organisation with “deep smarts” people – in managerial, auxiliary and clinical positions – has a greater capacity for integration and achieving improved patient-centred care. Originality/value In total, 13 developmental strategies, to transfer individual capabilities into organisational capability, are proposed. These strategies are applicable to different contexts and challenges faced by individuals and teams in complex healthcare organisations.
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Kahn, Marc Simon. « Coaching on the Axis : An integrative and systemic approach to business coaching ». International Coaching Psychology Review 6, no 2 (septembre 2011) : 194–210. http://dx.doi.org/10.53841/bpsicpr.2011.6.2.194.
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Business coaching is defined as occurring within an organisational context with the goal of promoting success at all levels of the organisation by affecting the actions of those being coached. Its success is based in the quality of the coaching relationship and the degree to which it successfully aligns with the organisation from which it takes direction and sanction. This paper explores an integrative and systemic approach to business coaching which captures the way it interfaces with organisational, interpersonal and intrapsychic systems. The integrative orientation ensures the coach is unrestricted theoretically and practically in delivering the most viable intervention and the systemic orientation works with the relational interfaces between coach, coachee and organisation to ensure alignment with organisational reality. These interfaces are viewed in three dimensions, the environment, the individual and the coaching relationship, existing on an axis that a coach may track thematically. A practical dialogical process is offered to elicit insights and test actions systemically along this axis. A detailed case study is provided.
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Balmer, John M. T. « Corporate marketing myopia and the inexorable rise of a corporate marketing logic ». European Journal of Marketing 45, no 9/10 (20 septembre 2011) : 1329–52. http://dx.doi.org/10.1108/03090561111151781.
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PurposeThis article outlines the nature of corporate marketing myopia and details the salient characteristics of a corporate marketing logic. The notion of identity‐based views of the firm is held to be highly meaningful to the comprehension of corporate marketing. In addition, the paper aims to broaden the understanding of the antecedents of corporate marketing by making reference to earlier, integrative endeavours (sensory integration, design integration, communications integration, branding integration and identity integration).Design/methodology/approachThe commentary explains the nature, antecedents, and benefits of an organisation‐wide corporate marketing logic.FindingsA corporate marketing logic characterises those organisations which realise their institutions and corporate brands can be important sources of differentiation. Moreover, it is held that organisations need to be involved in multi‐lateral relationships vis‐à‐vis customers, other stakeholders and with society at large. It is also mindful that an organisational marketing orientation should accord sensitivity to CSR/ethical concerns. A key precept of the corporate marketing logic is that it is institution‐wide ethos which is enacted via an organisation's culture. A long and a short definition of corporate marketing are enumerated.Practical implicationsPerceiving organisational marketing via the prism of identity‐based views of the firm and utilising the new corporate marketing mix (the 8Cs of corporate marketing) affords a practical and pragmatic means by which senior managers can foster and maintain a corporate marketing ethos and culture.Originality/valueA corporate marketing framework is introduced which is informed by: identity‐based views of the firm perspective and by key corporate‐level constructs.
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van Nunen, Karolien, Genserik Reniers et Koen Ponnet. « Measuring Safety Culture Using an Integrative Approach : The Development of a Comprehensive Conceptual Framework and an Applied Safety Culture Assessment Instrument ». International Journal of Environmental Research and Public Health 19, no 20 (20 octobre 2022) : 13602. http://dx.doi.org/10.3390/ijerph192013602.
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An exponential amount of academic research has been dedicated to the safety culture concept, but still, no consensus has been reached on its definition and content. In general, safety culture research lacks an interdisciplinary approach. Furthermore, although the concept of safety culture is characterised by complexity and multifacetedness, the safety culture concept has been characterised by reductionism, where models and theories simplify the concept in order to better grasp it, leading to confined approaches. In this article, the multifacetedness of safety culture is acknowledged, and the topic is addressed from a safety science perspective, combining insights from multiple academic disciplines. An integrative and comprehensive conceptual framework to assess safety culture in organisations is developed, taking into account the limitations of existing models, as well as the needs of the work field. This conceptual framework is called the ‘Integrated Safety Culture Assessment’ (ISCA), where the ‘assessment’ refers to its practical usability. The practical rendition of ISCA can be used to map the safety culture of an organisation and to formulate recommendations in this regard, with the ultimate goal of bringing about a change towards a positive safety culture. The comprehensiveness of ISCA lies in the inclusion of technological factors, organisational or contextual factors and human factors interacting and interrelating with each other, and in considering both observable or objective safety-related aspects in an organisation, and non-observable or subjective safety-related aspects. When using ISCA, organisational safety culture is assessed in an integrative way by using a variety of research methods involving the entire organisation, and by taking into account the specific context of the organisation.
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van Zoest, Simon, Leentje Volker et Marleen Hermans. « Implementing a new procurement strategy : the case of social housing associations ». International Journal of Managing Projects in Business 13, no 2 (26 juillet 2019) : 409–25. http://dx.doi.org/10.1108/ijmpb-09-2018-0189.
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Purpose The purpose of this paper is to address the barriers that Dutch housing associations encounter in implementing new procurement strategies. Design/methodology/approach Several aspects of purchasing, portfolio management, project delivery and supply management are discussed in relation to the changing role of housing associations as semi-public commissioning bodies in the Dutch construction industry, based on data derived from workshops with six Dutch housing associations. Findings Housing associations are adapting their procurement strategy towards a more integrative and performance-based approach to supply management. Due to the complexity of implementing this process, housing associations struggle especially with moving beyond pilot projects, increasing the maturity levels throughout the organisation and aligning new policies with daily practices at a tactical and an operational level. Practical implications Increased knowledge of change processes and seeing the potential of maturity models will be valuable for practitioners who are dealing with changes on the work floor. Social implications Client organisations are considered one of the key drivers of change in the construction industry. Insights into these particular organisational change processes contribute to the potential of industry reform. Originality/value Most studies on collaboration and integration in the supply chain focus on the inter-organisational level or on the supply side, rather than the internal organisation of the client.
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Kartikeyan, V. « Embrace the Organisation Unconscious : The Next Steps for Change Leaders and Organisation Development Practitioners ». NHRD Network Journal 13, no 3 (juillet 2020) : 340–51. http://dx.doi.org/10.1177/2631454120953033.
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The move from an ‘A-rational’ world to the rational can be traced to the seventeenth century, in particular to the contribution of Rene Descartes, who advocated what is now known as the Cartesian view, which deifies the rational, the objective and the measurable. The problem with this advocacy was that all aspects of what did not seem rational got marginalised. This marginalisation has led, over the last couple of centuries, to a sense of disenchantment, fragmentation and ‘exclusionary processes’ in society, organisations and in general all human systems. Carl Jung’s pioneering work on the unconscious offers us a way out of this by beckoning us to revisit and reimagine the ‘A-rational’ in a way that brings vibrancy and aliveness to organisations. By envisaging the ‘Organisation Psyche’ and by learning to work with aspects of the ‘Organisation Unconscious’, such as the ‘Organisation Shadow’ and ‘Symbolic Complexes’, it may be possible to discover new integrative paths for change leaders and organisation development (OD) practitioners alike, to adopt to bring in a new sense of endeavour, volition and adventure for organisations and their agents.
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Wagner, Rienhard. « Organisational competence in project management —new perspectives on assessing and developing organisations ». Journal of Project, Program & ; Portfolio Management 3, no 1 (23 septembre 2012) : 45. http://dx.doi.org/10.5130/pppm.v3i1.2663.
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Organisations need to cope with a lot of challenges in an increasingly complex environment. As projects act as means to adapt to dynamic change the competence of managing these projects gains more and more attention. So far, the competence of individuals was seen as main the lever to improve the performance in projects. But the competence of an organisation is more than the collective competence of all individuals; it is rather the combination of individual competences, together with strategic, structural and cultural factors and the availability of suitable resources that helps an organisation to compete. The concept of organisational competences in project management is an integrative and holistic approach showing the competences needed to cope with projects in a complex environment.Assessments could be used to derive the development needs for an organisation. Taking into account the approach of organisational competences in project management, the assessment should cover more than the processes. For instance it should take a closer look at the strategy and how projects are selected and prioritised to increase the effectiveness. Furthermore, it should check how project work is organised and embedded in the corporate culture to improve efficiency.The gap between actual and target state as a highlighted result of an assessment leads to the need for action. Top management decides what should be done and how the objectives could be reached. One way to start a project is to improve the project management top-down. It will be argued that this as well the bottom-up approach is a way of improving organisational competence, giving space to manoeuvre for the people involved and letting self-organisation help the organisation to develop in a co-evolutionary way.
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Ilkevich, S. V. « An integrative concept of the knowledge management cycle and organisational distinctive competences ». Strategic decisions and risk management 15, no 4 (13 février 2025) : 333–37. https://doi.org/10.17747/2618-947x-2024-4-333-337.
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This article develops a complement to the integrative concept of the knowledge management cycle with a strategic competence subsystem, aimed at the sustainable growth of distinctive competences. The presented integrative concept of the knowledge management cycle and the organisation’s distinctive competences allows to extend the conceptual framework of the approach aimed at combining the paradigms of the resource approach to strategic management and knowledge management. It is an attempt at a broader and more systemic interpretation of the approach that has emerged in recent years around the concept of knowledge-based dynamic capabilities (KBDC). As the organisation evolves, capabilities and competencies are constantly and dynamically recombined in updated configurations that allow for a flexible response to changing business conditions while maintaining a conscious focus on the organisation’s significant long-term goals. At the same time, it is important to integrate knowledge as a kind of circulatory system that will circulate between the various competence bodies of the organisation, especially in relation to distinctive competences, although many of the principles are equally applicable to core competences. An organisation within the framework of such a paradigm in the context of the modern knowledge economy, can be defined as an intentionally directed knowledge system that strategically builds its pool of distinctive, key and unique competencies within the framework of an ascending and increasingly complex spiral reproduction of data, information and knowledge flows.
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Schörger, Daniel, et Kosheek Sewchurran. « Towards an interpretive measurement framework to assess the levels of integrated and integrative thinking within organisations ». Risk Governance and Control : Financial Markets and Institutions 5, no 3 (2015) : 44–66. http://dx.doi.org/10.22495/rgcv5i3art5.
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This research study is located within the context of corporate reporting and is relevant for the agenda of sustainability and sustainable development. The specific context for this study is the South African mining industry, within which three units in the form of three companies, were chosen to provide a coherent case for this study. The sample for the analysis is based on the integrated reports of these companies for the years 2012 and 2013. This gives this research a total sample size of six reports. Based on the research findings an initial interpretive measurement framework to assess the levels of capital integration has been theorised which enables the various stakeholders of an organisation to assess the integrated and integrative thinking capabilities. The level of integration is represented as a maturity scale on which integrated thinking is associated with the lower levels, while integrative thinking is attributed to higher levels of maturity. In the elaborated framework, integrated thinking is perceived as being a prerequisite for integrative thinking. The practical implication of this study is that it provides a potential measurement framework for various organisational stakeholders, including investors, to assess the thinking capabilities that are more likely to lead to long term financial stability and sustainability. The value of this research study is that it provides an initial step towards measuring the level of integrated and integrative thinking capabilities within organisations where no such measurement framework currently exists. The limitations and implications of this research study are that the interpretive measurement framework represents merely an initial step and an ongoing working hypothesis which requires further research to develop its maturity and usefulness.
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Filyasova, Yu A. « Perfectionism and rational-emotive behaviour as a motivational policy for human resource management ». UPRAVLENIE / MANAGEMENT (Russia) 10, no 1 (1 avril 2022) : 16–27. http://dx.doi.org/10.26425/2309-3633-2022-10-1-16-27.
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The article considers the concept of a perfectionist motivational policy, which promotes achieving a high level of intrinsic employee motivation that ensures accomplishment of the organisational duties maximum amount; meanwhile, additional compensation produces a motivation displacement effect. Theoretically, perfectionism, as the organisation corporate culture value, contributes to a significant resources saving for the personnel maintenance and development. Employees who find themselves in a corporate perfectionist culture have the advantage of achieving a high autonomy level due to developing integrative abilities for regulating social actions. Perfectionist motivational policy is more typical for the company`s growth cyclical stage and more beneficial for young people who have high goals regarding their professional development. Rational-emotive employees behaviour is a perfectionism operational correlate oriented towards catastrophic attitudes which stimulate continuous activity, maximum involvement in the organisation activities and the achievement of not only operational but also long-term company goals. Perfectionist motivational policy requires an independent employee performance appraisal, which limits the individuals’ personal influence on the organisation’s human resources policy. Inconsistency in implementation of the motivation structural elements not only hinders the motivation internalisation, but also provokes a rise in distrust of power structures in general due to the personnel management low culture in the organisation.
Thèses sur le sujet "Integrative organisation"
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Benedetti, Andrea. « Le Bureau socialiste international : de boîte postale à organisation intégrative, 1900-1918 ». Electronic Thesis or Diss., Strasbourg, 2024. http://www.theses.fr/2024STRAG015.
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Cette thèse étudie le Bureau socialiste international (BSI) au prisme de l’évolution progressive de ses compétences, de sa création laborieuse dans un milieu internationaliste qui refuse toute centralisation institutionnelle, jusqu’à la survie paradoxale de l’institution pendant la Première Guerre mondiale, alors que la Deuxième Internationale s’était disloquée. Nous nous intéressons aux logiques sous-jacentes à la transformation du BSI d’un simple outil de liaison à un organe de coordination de mobilisations politiques transnationales, essayant de comprendre dans quelle mesure peut-il s’apparenter au concept contemporain d’organisation intégrative. Cela permettra de vérifier si l’évolution du BSI peut être considérée comme une redéfinition des dynamiques internationalistes elles-mêmes, visant à rendre palpable la solidarité par-delà les frontières à l’heure de l’exacerbation des nationalismes en EuropeThis thesis examines the International Socialist Bureau (ISB) through the prism of the gradual evolution of its competences, from its laborious creation in an internationalist milieu that rejected institutional centralisation, to the institution's paradoxical survival during the First World War, when the Second International had broken up. We are interested in the rationale behind the transformation of the ISB from a simple liaison tool to a coordinating body for transnational political mobilisation, in an attempt to understand the extent to which it can be likened to the contemporary concept of integrative organisation. This will enable us to ascertain whether the evolution of the ISB can be seen as a redefinition of internationalist dynamics themselves, aimed at making solidarity across borders palpable at a time of exacerbated nationalism in Europe
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Morris, Charlotte L. « Leadership in charitable non-government organisations (NGOs) : integrating individual and organisational beliefs ». Full text available, 2006. http://adt.curtin.edu.au/theses/available/adt-WCU20070511.111236.
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Morris, Charlotte Lucy. « Leadership in charitable non-government organisations (NGO's) : Integrating individual and organisational beliefs ». Thesis, Curtin University, 2006. http://hdl.handle.net/20.500.11937/1815.
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The exploration of the four key themes of leadership, spirituality, ethics and values and their relationship between and with employers and employees in human service charitable NGOs in Perth, Western Australian, provided the main purpose for the current research. In addition, the purpose included examining the impact of charities operating as if they were for-profit businesses; the impact of faith and secularity on the work of charities; and possible gender differences arising from the themes within this context. The qualitative research was undertaken using hermeneutic phenomenological methodology; however, feminism, post-modernism and narrative practices were used to elicit additional perspectives from the resulting material. The current research used a broad-ranging, multi-disciplinary approach, thus encompassing a literature review of the philosophical, ethical, psychological, theological and anthropological disciplines as it tracked some of the material’s substantial heritage. Additionally, the research focussed on the experience of charitable workplace cultures which provide the context for the delivery of human services, and discussed the current charitable human services paradigm. A total of 46 individuals from 8 different charities participated through in-depth interviews. They included organisational leaders, management and front-line workers who provided collectively and individually a rich mine of material for exploration and discovery from which to unravel the essence of the responses.The emerging conclusions provide the capacity to view the charitable organisation from a gendered perspective, as female, thus reflecting the profile of the workforce; while also uncovering substantial discrimination and inequity in employment conditions. Leadership styles were gendered, as were the discourses on ethics, values and spirituality. Organisational size was a key factor in determining values and changing perspectives matched more closely, the business paradigm. The faith and secularity of each NGO also presented opportunities to map organisational intention around leadership, spirituality, ethics and values such that further research opportunities have been highlighted across the results.
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Morris, Charlotte Lucy. « Leadership in charitable non-government organisations (NGO's) : Integrating individual and organisational beliefs ». Curtin University of Technology, Curtin Business School, 2006. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=17015.
Texte intégralRésumé :
The exploration of the four key themes of leadership, spirituality, ethics and values and their relationship between and with employers and employees in human service charitable NGOs in Perth, Western Australian, provided the main purpose for the current research. In addition, the purpose included examining the impact of charities operating as if they were for-profit businesses; the impact of faith and secularity on the work of charities; and possible gender differences arising from the themes within this context. The qualitative research was undertaken using hermeneutic phenomenological methodology; however, feminism, post-modernism and narrative practices were used to elicit additional perspectives from the resulting material. The current research used a broad-ranging, multi-disciplinary approach, thus encompassing a literature review of the philosophical, ethical, psychological, theological and anthropological disciplines as it tracked some of the material’s substantial heritage. Additionally, the research focussed on the experience of charitable workplace cultures which provide the context for the delivery of human services, and discussed the current charitable human services paradigm. A total of 46 individuals from 8 different charities participated through in-depth interviews. They included organisational leaders, management and front-line workers who provided collectively and individually a rich mine of material for exploration and discovery from which to unravel the essence of the responses.The emerging conclusions provide the capacity to view the charitable organisation from a gendered perspective, as female, thus reflecting the profile of the workforce; while also uncovering substantial discrimination and inequity in employment conditions. Leadership styles were gendered, as were the discourses on ethics, values and spirituality. Organisational size was a key factor in determining values and changing perspectives matched more closely, the business paradigm. The faith and secularity of each NGO also presented opportunities to map organisational intention around leadership, spirituality, ethics and values such that further research opportunities have been highlighted across the results.
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Phookpan, Pantharak. « An analysis of organisational culture of integrated public organisations : the case of Thailand ». Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/an-analysis-of-organisational-culture-of-integrated-public-organisations-the-case-of-thailand(645829e4-8770-4789-b986-9b4165218294).html.
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The theme of the re-aggregation of public organisations has been embraced in the recent public sector reforms of some developed countries such as the UK. The re-aggregation of public organisations may benefit the government in terms of focusing its interests on policy coordination. This is an alternative way of reforming the public sector in order to increase greater outcomes and the performance of public organisations with regard to the achievement of particular policy goals. The reform inevitably affects the targeted public organisations in both tangible and intangible ways. Since organisational culture is an important issue that can affect organisational outcomes and performance, including the achievement of policy goals, the research aims to analyse how organisational cultures have been changed following the integration of Thai public organisations. In this respect, the researchers used an integrated model of Competing Values Framework and human paradox theory to assess cultural changes of integrated public organisations.The research was based on quantitative and qualitative data gathered in field research conducted in Thailand’s four integrated public organisations. It was found that, overall, organisational cultures were altered following the organisational integration. Public employees perceived that the hierarchy culture hardly changed following a reform. However, the clan value has largely reduced, while market and adhocracy values have increased rather significantly within the new organisations. In terms of clan value, the research found that the reduction was a result of power struggles between groups of people who came from different organisational backgrounds. Power-struggling between clans could lead to lower team cooperation, a lack of trust and diminished loyalty to organisations. Public officials also perceived that a significant development of market and adhocracy cultures in organisations could be a result of external forces, as well as the integration reform. With regard to these changes, the development of market values was inimical to human relations within integrated organisations. Together with the existence of a patronage system in the Thai public organisations, leadership also contributed to a paradox of competition and cooperation where members of a dominant clan could be favoured over the others. People who came from minor cultures might feel a disadvantage from being part of the minority and then give minimal cooperation to the integrated organisation. In this respect, teamwork and organisational cohesion could be difficult to build if the tension is unbalanced. It can be concluded that the cultural model of the organisations studied changed and seemed to be more balanced than was previously found. The integration of organisations also has a great influence on cultures and paradoxes in organisations. The dissertation hopes to contribute to the existing literature, with regard to the application of a Competing Values Framework and human paradox theory to the underexplored context of integration reform in the public sector. Findings from the use of this instrument can offer a fresh point of view towards the reality of organisational integration reforms, especially for academics, Thai reformers and public employees themselves.
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Lindquist, Bert. « Deltagande integrerar individ och organisation : En teoretisk studie i integrationens former, mekanismer och processer ». Doctoral thesis, Uppsala universitet, Sociologiska institutionen, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-146739.
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The aim of the present study is to clarify the nature of integration between the individual and the organization. I have utilized four analytical tools in this endeavor – forms of association, theoretical starting points, integrating factors, and principles of integration. The forms of association have been taken from Amitai Etzioni's model for describing the interplay between members' experience of an organization and organizational sanctions. These in turn provide us with three categories – coercion, when association is steered by constraint exercised by the organization; interest, when integration proceeds deliberately and voluntarily; and normative or institutional integration, when association is steered by a normative community. The starting point selected is important, and often decisive, for any effort to understand the connection between the individual and the organization. In the present effort to theoretically explain how a particular association between individual and organization emerges, I have deliberately selected human nature (the integrating unit) from the choice of two alternatives for the starting point. That is to say that the starting point for integration should be sought not in the organization, but in people. The reason for this decision is my contention that organizations have no organic form, and that they can be steered and influenced in a completely differently way than people. In order for the theoretical starting point to function as a explanatory factor, it should provide the location for an active element. I have chosen the individual's striving for development and maturity as the active element or integrating factor in this regard. The integration of individual and organization is fostered to the extent that the individual's striving for development is satisfied within the framework of the organization. I argue that participation is the principle of integration that serves this goal. In conclusion, participation promotes the integration of the individual and organization, and it drives the process of integration in respect to three forms of coordination – coercion, interest, and institutional integration. Submission (the absence of participation) leads to coercion. Negotiation (the preliminary stage of participation) leads to interest integration. Participation, finally, leads to institutional integration.
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Tsekouras, George. « Integration, organisation and management : investigating capability building ». Thesis, University of Sussex, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263212.
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ARISI, CLAUDIA. « THE POLITICAL ORGANISATION OF BUSINESS AND WELFARE STATE RESTRUCTURING : HOW ASSOCIATIONAL FACTORS SHAPE EMPLOYERS' COOPERATION FOR SOCIAL POLICY DEVELOPMENT ». Doctoral thesis, Università degli Studi di Milano, 2012. http://hdl.handle.net/2434/208343.
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Given that business interests have assumed ever-growing importance in welfare state restructuring, and that welfare programmes impose significant costs on firms, when and how can employers decide to actively support the development of contemporary social policy? This thesis shows that specific types of business interest organisation can favour the cooperation of employers for the establishment of new social welfare legislation by mediating between their heterogeneous economic interests and the political target structure, and by governing their collective political mobilisation. Drawing on theories of collective action and neo-corporatist models, the thesis elaborates an original typological framework and assesses it through an historical cross-national study of the role of organised business in the Austrian and Italian severance pay reforms (1990s-2000s). Detail process-tracing and systematic cross-case comparison are used to reconstruct and analyse what motivated and enabled the Austrian business community, but not the Italian one, to decisively promote the use of severance payments for the expansion of supplementary pension funds. Empirically, the thesis finds that differences in the institutional set-up of the national organisation of business interests have shaped divergent governance roles of business in the two countries by making for different organisational capacities of interest coordination and unification on the one hand, and of bargained interest accommodation, on the other. In particular, highly inclusive and cohesive organisational forms of interest representation, like the Austrian ones, have allowed employers’ representatives to contain intra-class interest conflicts and deliver unitary, politically manageable and moderate social policy demands. Moreover, rather stable participation in state regulation (in non-wage policy areas) and high sanction leverage vis-à-vis members have enabled organisational leaders to determine collective social policy goals and strategies quite independently from the short-term interests of employers, and to render organisational decisions binding also for members opposing resistance. In closing, the thesis provides evidence that, even in presence of appropriate institutional arrangements, a remarkable responsibility for building business support for social welfare initiatives rests on the government. Since the latter can bias the contingent conditions of political influence, it can dampen organisations’ cooperative efforts whenever it opts for clientelistic dynamics of policy formation instead of backing the construction of cross-class reform coalitions.
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Stöger, Eduard A. « Integrating apprenticeship training in learning organisations / ». Wien [u.a.] : LIT, 2007. http://www.gbv.de/dms/zbw/529519984.pdf.
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Chen, Xin. « Adopting emerging integration technologies in organisations ». Thesis, Brunel University, 2005. http://bura.brunel.ac.uk/handle/2438/5159.
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A review of the innovation and diffusion literature indicates a considerable amount of research, where attention is given to a range of features which may support integration technologies adoption. However, some literature suggests that the findings derived from the study of large enterprises cannot be generalised and applied in SMEs due to the distinct characteristics of SMEs. Although the adoption of integration technologies is recognised as being different between large and small companies, the literature on its adoption by SMEs remains limited. Nevertheless, in existing work, there is a lack of studies emphasising the reasons why SMEs and large companies take the decision to adopt integration technologies, focusing specifically on the different factors. This thesis therefore identifies the significant differences in the way that SMEs and large companies approach integration technologies, based on the existing literature, theoretical diffusion theories, and resource-based theory. In doing so, the parameters that can be used to explain the adoption of integration technologies in SMEs and large firms are identified, as nature of organisations, company size, integration needs, adoption factors for SMEs and large organisations, and time. Additionally, adoption factors are found and classified into three categories: adoption factors explicit to SMEs, adoption factors explicit to large organisations, and common factors. Based on this, a conceptual model is introduced to explain the different factors that influence adoption between SMEs and large organisations. The empirical contexts of the research are one project on integration technologies adoption, and four case studies on a large firm and three SMEs, which are analysed using an interpretive and qualitative research approach. The evidence suggests that the empirical data complement the identified dimensions nature of organisations, integration needs, company size and time. The empirical data also confirm that the current integration technologies adoption factors reported in the literature can be classified into common factors, factors explicit to SMEs, and factors explicit to large firms, to support a more comprehensive view of this area. An additional factor perceived future prospect has been considered as an influence on adoption in large organisations. The findings of this research can be useful to guide analysts and researchers in determining critical aspects of the complex issues involved for integration technologies adoption, and lead to suggestions for further valid research.
Livres sur le sujet "Integrative organisation"
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Schuster, Michael. Integration von Organisationen. Wiesbaden : Deutscher Universitätsverlag, 2005. http://dx.doi.org/10.1007/978-3-322-81975-8.
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Whiston, Thomas G. Managerial and Organisational Integration. London : Springer London, 1992. http://dx.doi.org/10.1007/978-1-4471-1839-8.
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Alberto, Castro, Méhaut Philippe et Rubery Jill, dir. International integration and labour market organisation. London : New York, 1992.
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Landes, Andreas. Integration hochqualifizierter Migranten durch Organisationen. Wiesbaden : Springer Fachmedien Wiesbaden, 2018. http://dx.doi.org/10.1007/978-3-658-22777-7.
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Horstmann, Christian. Integration und Flexibilität der Organisation durch Informationstechnologie. Wiesbaden : Gabler, 2011. http://dx.doi.org/10.1007/978-3-8349-6890-6.
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Melitz, Jacques. The future of European monetary integration. St. Andrews : St. Salvator's College, 1995.
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Mendis, Vernon L. B. SAARC : Origins, organisation, and prospects. Perth, W.A : Indian Ocean Centre for Peace Studies, 1991.
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Williams, Gwyneth. Third-World political organizations : A review of developments. 2e éd. Atlantic Highlands, NJ : Humanities Press International, 1987.
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J, Austin Michael, dir. Human services integration. New York : Haworth Press, 1997.
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S, Melkote Rama, et National Seminar on "Regional Organisations and Regional Integration in the Third World : a Comparative Perspective" (1988 : Hyderabad, India), dir. Regional organisations : A Third World perspective. New Delhi : Sterling Publishers, 1990.
Trouver le texte intégralChapitres de livres sur le sujet "Integrative organisation"
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Bleicher, Knut. « Integrative Gestaltung und ganzheitliches Denken ». Dans Organisation, 9–10. Wiesbaden : Gabler Verlag, 1991. http://dx.doi.org/10.1007/978-3-322-82918-4_3.
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Welter, Florian, Claudia Jooß, Anja Richert, Sabina Jeschke et Christian Brecher. « Organisation and Management of Integrative Research ». Dans Automation, Communication and Cybernetics in Science and Engineering 2011/2012, 275–85. Berlin, Heidelberg : Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-33389-7_21.
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Cantoni, Franca, Alessandro Zardini et Cecilia Rossignoli. « The Psychological Contract as an Integrative Governance Instrument of the Legal Outsourcing Contract ». Dans Lecture Notes in Information Systems and Organisation, 191–203. Cham : Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-07905-9_13.
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Kaya, Muhammed-Fatih, Christopher Zirnig, Marah Blaurock, Felix Zechiel et Mareike Schoop. « An Integrative Model of AI Competencies for Business Students and Where to Acquire Them ». Dans Lecture Notes in Information Systems and Organisation, 467–81. Cham : Springer Nature Switzerland, 2025. https://doi.org/10.1007/978-3-031-80125-9_27.
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Tipurić, Darko. « External Adaptation ». Dans The Enactment of Strategic Leadership, 93–120. Cham : Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-03799-3_4.
Texte intégralRésumé :
AbstractThe central concept in this chapter is external adaptation—an inextricable element of strategic leadership architecture which, together with strategic direction and integration of the collective, affects organisational action and guides it towards the expectations and outcomes that contribute to the organisation’s survival. The chapter illustrates the role of environmental turbulences, institutional context, and institutional pressures in shaping organizational and leader behavior. Strategic leaders have to adapt their actions to the basic characteristics of the organisation’s environment. Their task is to find a way to get the organisation harmonized and almost imbued with its overall surroundings, both present and future. External adaptation, therefore, is a link created by strategic leaders between the organisation and its environment.
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Renzi, Pietro, et Alberto Franci. « EGIPSS model for the evaluation of performance in healthcare ». Dans Proceedings e report, 167–72. Florence : Firenze University Press, 2021. http://dx.doi.org/10.36253/978-88-5518-461-8.32.
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The need to improve performance in the Italian healthcare sector and thereby optimise the availability and delivery of related services has long been recognised. The associated reforms and developmental programmes have meant that the focus of health services has moved from a means-based approach to a results-based approach; which was an essential step to enabling real performance improvements according to the new public management paradigm. What is essential is a means of measuring and evaluating changes in healthcare sector performance which will support policy-makers to provide transparency and accountability, in accordance with the Tallinn Charter. This is particularly relevant in the healthcare sector, where outcomes are critical. This paper examines the concept of performance and performance assessment in the healthcare sector; acknowledging the inherent difficulties caused by the complexity of the systems and the multiplicity of performance-related definitions involved. This latter point is illustrated by the fact that many international organisations, such as the WHO and the OECD, have used varying models to assess and compare the performance of health systems in different countries. The authors have compared and evaluated a wide range of models and have determined the merits of the EGIPSS (Évaluation Globale et Intégrée de la Performance des Systèmes de Santé) integrative model. This is based on Parson's theory of social action which specifies four functions necessary for an organisation to survive. EGIPSS takes into consideration the conceptual contributions of different organisations, and covers a comparatively large number of performance measurements. A detailed illustration of the methodology is presented, together with some healthcare-related results for the Republic of San Marino and parts of the Marche Region in Italy.
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Schreyögg, Georg. « Integration von Individuum und Organisation ». Dans Organisation, 211–92. Wiesbaden : Gabler Verlag, 1996. http://dx.doi.org/10.1007/978-3-322-86021-7_4.
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Schreyögg, Georg, et Daniel Geiger. « Integration von Individuum und Organisation ». Dans Organisation, 121–85. Wiesbaden : Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-8349-4485-6_3.
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Schreyögg, Georg. « Integration von Individuum und Organisation ». Dans Organisation, 211–96. Wiesbaden : Gabler Verlag, 1999. http://dx.doi.org/10.1007/978-3-322-96601-8_4.
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Schreyögg, Georg. « Integration von Individuum und Organisation ». Dans Organisation, 215–99. Wiesbaden : Gabler Verlag, 2003. http://dx.doi.org/10.1007/978-3-8349-9134-8_4.
Texte intégralActes de conférences sur le sujet "Integrative organisation"
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NANAYAKKARA, N. B., Y. G. SANDANAYAKE et B. J. EKANAYAKE. « AN INVESTIGATION ON CORPORATE SOCIAL RESPONSIBILITY OF CONSTRUCTION ORGANISATIONS IN DISASTER IN SRI LANKA ». Dans 13th International Research Conference - FARU 2020. Faculty of Architecture Research Unit (FARU), University of Moratuwa, 2020. http://dx.doi.org/10.31705/faru.2020.22.
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Corporate Social Responsibility (CSR) is a concept, which is broadly determined as ensuring the efficacy of the organisation in integrating social and environmental considerations into organisational operations. In Sri Lankan context, a great enthusiasm can be seen among organisations to engage in CSR initiatives. Having considered the importance and impact, the study aims to investigate the importance of CSR initiatives by construction organisations in disasters in Sri Lanka. Thus, a mixed method research approach was followed as the methodology of this study. Findings are based on semi-structured interviews held with construction industry professionals. Findings of this study revealed that the implementation of CSR initiatives is more important during a disaster situation in the aspects of both affected party and aiding party. Moreover, construction organisations implement CSR during disaster situations by considering it as a mandatory responsibility of an organisation. Further, most of the construction organisations engage in CSR implementation during natural disaster situations. In practice all the construction organisations tend to engage in reactive initiatives. More importantly, it is revealed that both the organisational work force and society are benefitted through CSR implementation in disaster situations.
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Nikolaenko, Stanislav, Oksana Bulgakova, Iryna Yasinetska, Lesya Zbaravska et Ilmars Dukulis. « Development of integrative-transparent educational environment training engineers of agricultural production ». Dans 22nd International Scientific Conference Engineering for Rural Development. Latvia University of Life Sciences and Technologies, Faculty of Engineering, 2023. http://dx.doi.org/10.22616/erdev.2023.22.tf137.
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The present article deals with the research in formation of educational environment on the basis of the principle of integration for formation and development of different levels and kinds of professional competences training the future engineers of agricultural production. The aim of the research is organising the educational environment in education of engineers that helps in formation and development of different levels and kinds of professional competences, acquisition of the teaching material more effectively, acquisition of fundamental knowledge and skills to apply this knowledge. In the research the methods of investigation in the educational environment were used, as well as the methods of analysis studying the pedagogical experience of teachers at agrarian universities, pedagogical experiment, and statistical methods in calculation of the results of pedagogical experiments. The research concept is based on the fact that the professional training of future engineers in higher educational institutions is aimed not only at the acquisition of knowledge, skills and abilities, which are determined by the educational and qualification characteristics, but also at the acquisition of skills and abilities to organize independent work on the study of software material. Achieving this goal is possible under the conditions of the introduction of personally-oriented learning technologies, ensuring thorough motivation of students, providing material and methodological support and developing rational mechanisms for end-to-end programming of individual independent work according to the principle of the “tree of goals”, i.e. end-to-end execution of small independent works: essays, calculation works , graphic, calculation-graphic, creative, descriptive in the calculation of their thematic entry into more capacious independent works - term papers and projects, which, in turn, are included in qualifying diploma theses or projects. The methodology of integrative-transparent organisation of the educational activities of the students at agrarian universities is universal and can be used also for other specialties. The results of the pedagogical experiment showed increase in student success what proves the efficiency of application of the research results. The results of the research showed also the influence of the organised professional orientation activities of students in learning fundamental subjects on the motivation for learning and professional interests. Motivation to acquire the fundamental subjects and interest in profession also had a trend to improve. Improvement of student achievements in studies, motivation level and professional interests prove the efficiency of the results of the performed research in formation of the organisation principles of student activities.
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Nazeer, FS, T. Ramachandra et S. Gunatilake. « Sustainable facilities management practice and its perception in health care organisations : A Delphi survey ». Dans 10th World Construction Symposium. Building Economics and Management Research Unit (BEMRU), University of Moratuwa, 2022. http://dx.doi.org/10.31705/wcs.2022.65.
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Health Care (HC) is one of the most polluting industries and recognised as the second energy-intensive sector. Integrating sustainability into Facilities Management (FM) is imperative and could significantly contribute to reduce energy consumption, waste and day-to-day operational costs. However, operations of FM vary upon facility types, business sector, organisation characteristics, cultural context and organisational scale. Thus, this study examines the current practice of sustainable FM and its perceptions in HC organisations in Sri Lanka. A Delphi survey was administered to 10 experts in two rounds, who are specialised in FM practices in the HC organisations. A semi structured questionnaire was deployed and collected qualitative data were analysed using content analysis whilst quantitative data were analysed through mode, mean and quartile ranges to reach consensus. With respective to FM practice in HC it was found that 8 out of 10 organisations had no separate departments for FM to conduct FM practices. The functions were collectively carried out among departments namely; engineering, quality assurance and housekeeping. Operations delays incur additional costs and disputes were reported constantly. Also, building services was found to be the topmost FM service practiced. Integration of sustainability is at a moderate level and FM practitioners face higher level of constraints of which “high costs” obtained the highest rank. The study is novel in offering the state of the art of FM practice in HC organisations and adds values and provides recommendations for further research to maximise the contribution of FM towards sustainable practice. It thus directs FM practitioners to support the future enhancement of HCFM.
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Shahu, S. R., A. Iyer et A. G. Tawalare. « ‘Plan of action’ for organisational change : a case study of Indian public sector construction organisation ». Dans World Construction Symposium - 2024, 827–38. Department of Building Economics, 2024. http://dx.doi.org/10.31705/wcs.2024.66.
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Recently, one of the Indian public sector construction organisations has adopted app-based work measurement and its billing system to reduce the cycle time in the “Procure to Pay” process. Though it could be a small technological change in the working process that has re-engineered the “As-is” processes, it changes the entire organisational dynamics thereby eliminating gaps in the system. Therefore, this paper provides insights into these change management practices in the public sector construction organisation in the context of implementing technological change in the work process. To develop the "Plan of Action," this study utilised a case study methodology. This ‘Plan of Action’ consists of the following strategies change initiative, formation of change management team, leadership support and involvement, research and benchmarking, stakeholder involvement and engagement, change resistance and persuasion, mandatory training integration, operational efficiency analysis and stabilisation phase. It is revealed that the organisation required commendable efforts in conceptualising, planning, and executing the change process along with special attention to enhancing leadership participation, increasing stakeholder engagement, and providing extensive instruction, training and support to all employees and stakeholders.
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Mojsovska Salamovska, Snezana, et Fiona Jusufi. « Comparative Review of Marketing Performance Management Models - Classical Models vs Digital Marketing Models ». Dans 8th FEB International Scientific Conference. University of Maribor Press, 2024. http://dx.doi.org/10.18690/um.epf.5.2024.36.
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The aim of this scientific paper is to present and analyse the fundamental differences and shared aspects in literature, regarding the measuring and evaluating marketing performance between the traditional and innovative digital marketing performance management models. Special attention is being paid to the need of their integration, in order to present marketing performance of organisations in a more realistic, comprehensive and inclusive manner, and to enable an effective marketing performance management, ultimately leading to the effective overall organisational performance management. Their interaction and integration is one of the crucial challenges of contemporary scientific research in marketing, and contemporary marketing practice globally. Classical marketing performance management models need to be complemented with contemporary digital marketing performance assessment models, and their integration leads to innovative, comprehensive models that integrate classical and innovative approaches. Such an inclusive approach is aimed at providing organisations with a comprehensive understanding of their marketing performance, enabling them to make informed decisions and strategically navigate the complexities of the modern market. This will be a main focus of this paper, and methodologically, apart from the theoretical elaboration and a literature review, a blended methodological approach will be implemented in the paper.
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Wognum, P. M. « Designers in Organisations ». Dans ASME 2002 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/detc2002/dtm-34028.
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Design processes in current industrial contexts require integration between different disciplines and functions, not only within an organisation but also across organisational and even national borders. Many barriers to integration can be observed, however, in multi-disciplinary and multifunctional design projects. One of these barriers is the lack of organisational, management, and social knowledge and skills, on the level of team members as well as on the level of project management. To achieve a sufficient level of integration technical knowledge and skills are necessary but not sufficient. Organisational, management, and social skills are necessary too. In our research on organisation and management of business processes we have found that this last category of knowledge needs improvement for the largest part of design team members and managers. As designers are professionals who have been employed because of their knowledge and skills, gained through prior academic or professional education, the question can be asked to what extent organisational, management, and social knowledge is included in this education. One way to answer this question is by studying the knowledge and skills deemed important for performing design tasks. An important source of this knowledge can be found in journal articles in the area of engineering design. The authors of these articles are in most cases also the ones transferring this knowledge to future designers. In this paper, a study of 94 recently published journals articles is described, which reveals, that organisational, management, and social skills are not yet a major focus of attention. In particular the number of empirical studies on the organisational, social, and managerial behaviour of designers in practical contexts is scarce in the engineering research community. These results will be confronted with results from management and social sciences research. We argue that the gap between these two fields of research needs to be bridged to better prepare designers for their task in current industrial contexts.
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Herghiligiu, Ionut viorel, Marius Pislaru et Adrian Vilcu. « E-LEARNING STRUCTURAL FRAMEWORK ON ORGANIZATIONAL ENVIRONMENTAL PRACTICES ». Dans eLSE 2018. Carol I National Defence University Publishing House, 2018. http://dx.doi.org/10.12753/2066-026x-18-165.
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Organizations orientation and commitment in environmental issues have become a real variable in all the scenarios of the present competitive context (Gonzalez-Benito and Gonzalez-Benito, 2005). Thus, the organizational implementation of an Environmental management system represents an important “strategic move” which can bring many benefits and could become that “advantage lever” in front of competitors. Therefore the Environmental management system (EMS) implementation and its real integration at the organizational general management level bring along the “routinization” (application in day-to-day organizational activities) of certain environmental practices, which will be the main topic of this work. Having in view the idea mentioned above, the literature presents the fact that organisations mainly adopt two types of attitudes towards the environmental issues (“marginal attitudes types”), as follows: (a) a reactive attitude towards the environment as an effect of the necessity to comply with it, and (b) a proactive attitude towards the environment that can be characterised as a volunteer action of the organisations that wish to reduce the negative impact upon the environmental factors. Consequently scholars approach the organisations orientation dynamics between these two marginal attitudes types towards the environmental protection issues; they presents the diversity of environmental practices implemented having in view the environmental strategies elaborated and integrated at the organisations’ level. Concluding, this paper develops an e-learning training program framework associated to the current organizational environmental practices ([1] environmental planning and organisation, [2] environmental operational practices, [3] communicational practices specific to environmental management) because e-Learning is the most efficient and effective method to institutionalize/ integrate inside organizations different training programs.
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Kanellos, Anastasios, et Sean Hanna. « Topological Self-Organisation ». Dans eCAADe 2008 : Architecture "in computro" - Integrating methods and techniques. eCAADe, 2008. http://dx.doi.org/10.52842/conf.ecaade.2008.459.
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Kanellos, Anastasios, et Sean Hanna. « Topological Self-Organisation ». Dans eCAADe 2008 : Architecture "in computro" - Integrating methods and techniques. eCAADe, 2008. http://dx.doi.org/10.52842/conf.ecaade.2008.459.
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Rashed Khan, Mohammad. « Application of Artificial Intelligence for Talent Management : Challenges and Opportunities ». Dans Intelligent Human Systems Integration (IHSI 2024) Integrating People and Intelligent Systems. AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1004496.
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Artificial Intelligence (AI) is a rapidly advancing field encompassing different applications across different industries. Managements of big multinational organisations and even local medium-sized enterprises are using AI for improving efficiency, productivity, decision-making, and overall business performance. Firms’ human resource management (HRM) integrates AI and other applications based on AI for managing people within organisations. Utilising AI for talent management involves leveraging artificial intelligence techniques and tools to optimise various aspects of the employee lifecycle, from recruitment and selection to employee development and engagement. leveraging AI in talent management can update recruitment processes, enhance decision-making, and enable personalised employee development. It has the potential to optimise HR operations and improve overall workforce management for organisations. While AI offers numerous benefits in talent management, challenges arise in terms of data quality and privacy, potential lack of human judgment in complex decisions, ethical considerations related to biases in AI algorithms, user acceptance and trust, and the need for a skilled and adaptable workforce. This study aims to investigate the challenges and opportunities of using AI for talent management within organisations to assist them in making informed decisions and implementing effective strategies to harness the potential of AI in optimising their talent acquisition and development efforts. Both primary and secondary data will be collected. An interview method will be applied to collect primary data from different organisations’ HR managers. Secondary data will be gathered from different organisations’ published reports and articles along with other academic reliable resources. The findings of this research will provide valuable insights for companies aiming to apply AI effectively in talent management strategies by overcoming the challenges.
Rapports d'organisations sur le sujet "Integrative organisation"
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Wolfenden, Luke, et Laura Wolfenden. Embedding smoking cessation support in community service organisations. The Sax Institute, août 2021. http://dx.doi.org/10.57022/ihzq1178.
Texte intégralRésumé :
This Rapid Evidence Summary aimed to identify barriers and enablers to embedding smoking cessation support into the routine work of community service organisations (CSOs), a setting which provides access to priority and disadvantaged groups. The authors also looked more broadly at barriers and enablers to supporting provision of preventive care targeting key chronic diseases in order to draw relevant lessons from these. The findings indicate that many factors influence the integration of smoking cessation support into CSOs and that understanding these and developing multi-strategic approaches are needed to improve care. The Summary will provide guidance to the Tasmanian Council of Social Services in developing their smoking cessation project.
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Kazmierczak-Murray, S., K. Dunne et C. Scully. Implementation of Evidence-Based Programmes and Practices (EBPs) in School Completion Programme. Tusla : Child and Family Agency, mars 2025. https://doi.org/10.52516/enpq6208.
Texte intégralRésumé :
This report details the evaluation of the implementation of evidence-based programmes and practices (EBP) in the School Completion Programme (SCP) in Ireland, currently consisting of 121 projects. Evidence-based practice is based on decision-making that has been evidenced in rigorously conducted research to be the most effective. In this report, the term EBP will be used to refer to more specific programmes and approaches (or ‘practices’ as they are referred to in the SCP CPD Programme), which are structured, often manualised, and likely to require training to implement. The ultimate aim of integrating these EBPs in practice is to remove ‘subjective opinion, unfounded beliefs, or bias from decisions and actions in organisations in order to achieve the goals of the organisation’ (Oxford Review, Definition of Evidence Based Practice, para. 3), thus overall creating an evidence-informed approach in the work of an organisation. The evaluation of the suite of EBPs, including EBPs which currently form the Elective Continuous Professional Development (CPD) programme for School Completion Programme (SCP), was initiated by Tusla Education Support Service (TESS). The purpose of this evaluation was to measure the impact of significant investment in training and implementation of EBPs in SCP since 2016 and to inform future direction of CPD for SCP staff.
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Daniellou, François. Taking account of human and organisational factors in planning and designing a high risk system. Fondation pour une culture de sécurité industrielle, juillet 2021. http://dx.doi.org/10.57071/381ynz.
Texte intégralRésumé :
A Human and Organisational Factors (HOF) approach to project planning and design aims to improve decisions by anticipating the consequences of technical and organisational choices on the human activity that will take place in future operations. To foster efficient and safe work, the HOF approach is based on in-depth analysis of human activity in existing situations combined with simulation of probable activity in future operations, based on planned technical and organisational choices. The approach requires project owners to express their requirements clearly, good coordination with design and engineering contractors, and participation of various stakeholders, in particular from operations. The integration of a HOF approach should start at Front End Engineering and continue until the final project review.
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Le van, Paolo, et Nick Wetschel. Archiving MigOst : Erpobung & ; Erkenntnisse April 2023 - März 2024. Technische Universität Dresden, 2024. http://dx.doi.org/10.25368/2024.271.
Texte intégralRésumé :
Die Institutionalisierung von Migrant:innen(selbst)organisationen (MSO) in (größeren) Städten der DDR bzw. den neuen Bundesländern ist als ein Effekt des Umbruchs von 1989/90 zu verstehen. Neben Räumen des (interkulturellen) Austauschs und der Information geht es den sich entwickelnden MSO um Fragen des Bleiberechts für Vertragsarbeiter:innen, des politischen Asyls, um Unterstützung von Bürgerkriegsflüchtlingen, die „Integration“ von Spätaussiedler:innen und nicht zuletzt um Alltagsrassismus und rechte Gewalt. Im öffentlichen Diskurs bleiben migrationsgesellschaftliche Themen dagegen lange Zeit unterbelichtet. Das Projekt „Archiving MigOst“ setzte sich mit der frühen Phase der Organisation und Institutionalisierung von MSO und deren Rolle im Transformationsprozess auseinander (ca. 1989-2000), indem es die Selbstarchive der MSO sondierte, erschloss und für die Nachnutzung von Wissenschaft sowie MSO selbst zugänglich machte. Die Sicherung und Erschließung solcher Wissensbestände in nicht-öffentlichen Selbstarchiven ist als gesamtgesellschaftlich relevant erkannt worden. Um den Charakter der Selbstarchive zu wahren, nutzte „Archiving MigOst“ einen partizipativen Zugang: Gemeinsam mit fünf beteiligten MSO in Dresden wurden Archivwerkstätten konzipiert und umgesetzt. Die Projektarbeit ist in dieser Broschüre nachlesbar. Gefördert wurde das Projekt durch Die Bundesstiftung zur Aufarbeitung der SED-Diktatur.
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Seferis, Louisa, Harem Karem, Paul Harvey et Brigitte Rohwerder. ‘A bridge to those in need’ Frontline Provider Perspectives on the Accountability of Social Assistance in the Kurdistan Region of Iraq. Institute of Development Studies, décembre 2024. https://doi.org/10.19088/basic.2024.025.
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This paper explores the accountability of social assistance in the Kurdistan Region of Iraq (KRI), focusing on the roles of frontline staff of local and international organisations since government-led programmes became inactive in 2015. It highlights how local organisations can bridge gaps in social assistance by informing communities, supporting referrals, and contributing to social protection reform. The research also highlights cultural challenges faced by social assistance workers in Iraq. Participants recommend integrating local networks into social assistance design, enhancing coordination between organisations, and involving frontline staff in decision-making. They also encourage proactive community engagement, making social protection policies more accessible, and using storytelling for accountability.
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Butler, Nadia, et Soha Karam. Key Considerations for Integrating COVID-19 Vaccination Services : Insights from Iraq and Syria for the MENA Region. SSHAP, septembre 2022. http://dx.doi.org/10.19088/sshap.2022.034.
Texte intégralRésumé :
With the COVID-19 pandemic well into its third year, governments and response partners are recognising that it no longer makes sense for COVID-19 services, including vaccination, to exist in isolation. There is growing recognition of the potential for integration with other services as the way forward for COVID-19 vaccination. This has recently begun to occur in various countries, but until now, there has been little evidence available as to the success of these initiatives. Service delivery integration occurs where “managerial or operational changes to health systems bring together inputs, delivery, management, and organisation of particular service functions in ways that are contextually appropriate and person-centred with the aim of improving coverage, access, quality, acceptability, effectiveness, and cost-effectiveness” (Haldane et al. 2022) This brief draws on evidence from academic and grey literature and consultations with partners working in the COVID-19 response to review current integration efforts (as of August 2022) and explore potentially effective ways to integrate COVID-19 vaccination into other services in the Middle East and North Africa (MENA) region. Recent guidance on integration from WHO has also been cross-referenced where relevant. Iraq is taken as a detailed case study due to the efforts already made there on integration of COVID-19 and routine immunisation (RI) services. Global integration experiences and a brief discussion of integration efforts in Syria are also included. The brief is part of the Social Science in Humanitarian Action Platform (SSHAP) series on social science considerations relating to COVID-19 vaccines and was written for SSHAP by Nadia Butler supported by Soha Karam (Anthrologica). Verbal consultations and reviews of the draft were provided from response partners in Iraq and other locations within the region (IFRC MENARO, Iraq MoH, UNICEF Iraq, UNICEF MENARO, UNICEF Syria, WHO EMRO). The brief was requested by the UNICEF Middle East and North Africa Regional Office (MENARO) and is the responsibility of SSHAP.
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Braithwait, Samuel, Ricardo Rozemberg et Jesica De Angelis. CARICOM Report : Progress and Challenges of The Integration Agenda. Inter-American Development Bank, décembre 2020. http://dx.doi.org/10.18235/0002912.
Texte intégralRésumé :
The Caribbean Community (CARICOM) was established in 1973 as a customs union and nowadays consists of 15 member countries. CARICOM includes member and non-members of the Organisation of Eastern Caribbean States (OECS), an economic union with free movement of people and goods, a single currency, and a common central bank. This report is the third in a series of INTAL publications on regional integration on the CaribbeanREPORT Community and covers the period 2005 to 2020. After a brief background to the CARICOM integration project and a look at the economy and international trade, this report focuses on the main issues and developments relating to the deepening of integration within CARICOM and crucial relationships with external partners. The final section concludes with an assessment of the short-term adverse impacts of the pandemic and summarizes a set of recommendations to tackle the main issues.
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Carter, Becky. Integrating Local Voices into Programme Governance in Fragile and Conflict-Affected Settings. Institute of Development Studies, juillet 2022. http://dx.doi.org/10.19088/k4d.2022.110.
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This rapid literature review explores how local people’s views and perspectives on their concerns, needs and capabilities (beyond asking about their experiences with aid) have been integrated into the national-level governance mechanisms of humanitarian assistance and development programmes in fragile and conflict-affected settings. There is limited systematic evidence available on this topic. There are a few cases of including civil society in national-level programme or sector governance bodies; there is more documented experience of including local actors in humanitarian response coordination. There is also relevant learning from feedback mechanisms, analysis and research, and people-centred approaches to aid planning and management more generally. The literature highlights the importance of conflict-sensitive approaches underpinned by regular conflict and political economy analysis; consulting with local actors on how they want to communicate and engage, and setting up safe and effective spaces for engagement; investing in long-term partnerships and capacity building to strengthen local organisations; and undertaking participatory, qualitative research that starts from ‘people’s own reading of how their lives are changing over time’ (Daigle, 2022: 15).
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Harris, Jeremy, Thomas Liebig et David Khoudour, dir. How Do Migrants Fare in Latin America and the Caribbean ? : Mapping Socio-Economic Integration. Inter-American Development Bank, juillet 2023. http://dx.doi.org/10.18235/0005007.
Texte intégralRésumé :
Over the last decade, the migration landscape in Latin America and the Caribbean (LAC) has changed significantly. In this context, the socio-economic integration of immigrants is an increasingly high priority on the regional development and policy agenda. For this reason, the Inter-American Development Bank (IDB), the Organisation for Economic Cooperation and Development (OECD), and the United Nations Development Programme (UNDP) have collaborated on this joint exercise that builds on OECDs previous experience in measuring migrant inclusion as well as IDBs expertise in building data around the state of migration in Latin America and the Caribbean, and UNDPs presence on the ground and experience working with national and local governments in the region to advance their development priorities. This report provides a general overview of the state of socio-economic integration of migrants in 12 LAC countries by 2021. It presents a series of quantitative indicators related with, for instance, labor market informality, self-employment, youth employment, school attendance, reading literacy and living conditions. This exercise also relies on selected policy indicators that shed light on the regulatory framework within which migrants integration takes place. The objective is to provide decisionmakers and policymakers in host countries with useful indicators to better understand where the gaps are in terms of migrants integration and to help them identify the areas where they should focus their efforts and scarce resources.
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Lucas, Brian. Lessons Learned about Political Inclusion of Refugees. Institute of Development Studies, mai 2022. http://dx.doi.org/10.19088/k4d.2022.114.
Texte intégralRésumé :
Most refugees and other migrants have limited opportunities to participate in politics to inform and influence the policies that affect them daily; they have limited voting rights and generally lack effective alternative forms of representation such as consultative bodies (Solano & Huddleston, 2020a, p. 33). Political participation is ‘absent (or almost absent) from integration strategies’ in Eastern European countries, while refugees and other migrants in Western Europe do enjoy significant local voting rights, stronger consultative bodies, more funding for immigrant organisations and greater support from mainstream organisations (Solano & Huddleston, 2020a, p. 33).This rapid review seeks to find out what lessons have been learned about political inclusion of refugees, particularly in European countries.In general, there appears to be limited evidence about the effectiveness of attempts to support the political participation of migrants/refugees. ‘The engagement of refugees and asylum-seekers in the political activities of their host countries is highly understudied’ (Jacobi, 2021, p. 3) and ‘the effects that integration policies have on immigrants’ representation remains an under-explored field’ (Petrarca, 2015, p. 9). The evidence that is available often comes from sources that cover the entire population or ethnic minorities without specifically targeting refugees or migrants, are biased towards samples of immigrants who are long-established in the host country and may not be representative of immigrant populations, or focus only on voting behaviour and neglect other forms of political participation (Bilodeau, 2016, pp. 30–31). Statistical data on refugees and integration policy areas and indicators is often weak or absent (Hopkins, 2013, pp. 9, 28–32, 60). Data may not distinguish clearly among refugees and other types of migrants by immigration status, origin country, or length of stay in the host country; may not allow correlating data collected during different time periods with policies in place during those periods and preceding periods; and may fail to collect a range of relevant migrant-specific social and demographic characteristics (Bilgili et al., 2015, pp. 22–23; Hopkins, 2013, p. 28).