Cadre Of Managers Research Articles

Employee motivation as a predictor of organizational competitiveness of Nigerian bottling firms

This study focused on employee motivation and organizational capabilities of Nigerian Bottling Firms, South-East. The study adopted correlational survey design and questionnaire as instrument for data collection. The total population of the study comprised of 610 participants from the cadre of senior level managers, middle level managers, and lower-level staff/subordinates of the firm. The sample size was determined using Taro Yamane formula and calculated as 242. Simple random sampling technique was adopted in the distribution of the survey. Out of 242 questionnaires administered only 226 were filled and returned while the remaining 16 were not utilized for the study. The results of hypothesis confirmed a strong correlation between employee motivation and organizational competitiveness. The data collected from the field survey are limited to Owerri and Enugu production plant. The researchers contribute to knowledge in the literature through the use of new concepts in the research objective, use analytical tool, industry of study and geographic coverage. The researchers recommend managers to routinely re-evaluate their organizational strengths and weaknesses and work with the human resources department to fill competency shortages. The researchers developed a mathematical model representing employee commitment and organizational capabilities in the methodology.

From Healthcare Professionals to Public Health Practitioners: Qualitative Assessment of the Postgraduate Diploma in Public Health Management

The Postgraduate Diploma in Public Health Management (PGDPHM) was launched in 2008 to create a cadre of public health managers within the ranks of the public healthcare system. However, limited research exists on this programme and its impact on the health system. This qualitative research study aimed at obtaining in-depth perspectives of PGDPHM graduates from the Indian Institute of Public Health-Gandhinagar (IIPHG). Study participants were selected from a variety of roles across Gujarat. The programme equips healthcare professionals with several competencies essential to the management of public health issues from the community to state levels. However, the health system has yet to fully realise its potential and rationally allocate this human resource. Recognition also has not translated into public health oriented career growth for most graduates, and the duties of medical officers with this qualification continue to have a clinical focus. The PGDPHM programme has the potential to help ensure that India reaches an adequate capacity for health management professionals. It would be beneficial to improve recognition for the programme within the health system, increase focus on public health research and conduct regular evaluations to assess the career trajectories of graduates.

Correlation Between Employee Commitment and Organizational Capabilities of Nigerian Bottling Company

Purpose: This study focused on employee commitment and organizational capabilities of Nigerian Bottling Firms, South-East. 
 Research Methodology: The study adopted correlational survey design and questionnaire as instrument for data collection. The total population of the study comprised of 610 participants from the cadre of senior level managers, middle level managers, and lower-level staff/subordinates of the firm. The sample size was determined using Taro Yamane formula and calculated as 242. Simple random sampling technique was adopted in the distribution of the survey. Out of 242 questionnaires administered only 226 were filled and returned while the remaining 16 were not utilized for the study.
 Result: The results of hypothesis confirmed a strong correlation between employee motivation and organizational competitiveness.
 Limitations: The data collected from the field survey are limited to Owerri and Enugu production plant.
 Contributions: The researchers contribute to knowledge in the literature through the use of new concepts in the research objective, use analytical tool, industry of study and geographic coverage.
 Practical Implications: The researchers recommend managers to routinely re-evaluate their organizational strengths and weaknesses and work with the human resources department to fill competency shortages.
 Novelty: The researchers developed a mathematical model representing employee commitment and organizational capabilities in the methodology.

Transforming the legal profession: an interview study of change managers in law

AbstractA lively debate progresses about change to the professions, including law, especially change in the form of managerialism. ‘Managerialism’ covers the methods and beliefs of managers within organisations, used to actively influence, evaluate, and ‘market’ professional work. But what about when that managerialism is change itself? How do we understand managerialism-as-change? This paper reports on an interview study with change managers, or ‘transformation leaders’ in the legal profession. Transformation leaders offer rich insights into the dynamics of professional change because they are incontrovertibly change agents. They are also themselves a form of managerial change as a new cadre of managers within the professions; managers with ‘hybrid’ identities whose legitimacy in professional settings is not assured. The findings presented include: the change leaders’ identities; the types of change being introduced; the constraints on and affordances for change in legal practices; and how change leaders secure, and sometimes struggle to secure, the authority needed to implement change. The concluding discussion highlights the study's contributions to our understanding of professional change and managerialism in the legal context – both what changes are being pursued and how they are materialising through certain ‘managerial’ goals, strategies, and the interactions of those with mixed identities and status.

EPA downplays risks of new chemicals, agency scientists say

The US Environmental Protection Agency’s program for assessing the risks of new commercial chemicals is strongly influenced by industry, making it ineffective at disclosing safety concerns, a group of EPA scientists say in complaints filed with Congress and the agency’s inspector general (IG). The complaints, filed through the nonprofit Public Employees for Environmental Responsibility (PEER), claim that EPA managers succumb to pressure from manufacturers and intimidate scientists into approving new chemicals when they have insufficient data to make a safety determination or have hazard concerns. The scientists allege that career managers, not political appointees, in the EPA’s new chemicals office deleted potential hazards and reassigned risk assessments to inexperienced employees when the scientists refused to sign off on the documents. They claim these actions occurred under multiple administrations and are still happening. “EPA’s chemical assessment process has itself become contaminated by a cadre of entrenched career managers ignoring science,” Kyla

Determinants of Nigerian managers’ environmental attitude: Africa's Ubuntu ethics versus global capitalism

We investigate the impact of economic, institutional, and ethical pressures on African managers' corporate social and environmental attitude based on a survey involving 377 Nigerian executives in the extractive industry. We find that environmental orientation and behavior are mostly induced by instrumental economic motives, while ethical considerations exert a weak impact. This finding is significant because it contradicts mainstream corporate social responsibility (CSR) literature in Africa, which suggests the dominance of the culturally based, altruistic African Ubuntu philosophy. Based on this research finding, we suggest that economic globalization has spurned a transnational capitalist cadre of managers whose values are shaped far more by global capitalist instincts than any putative cultural philosophy. The findings also undercut the fundamental logic underpinning the numerous global initiatives to promote environmental responsibility by multinational corporations in developing countries, which assumes that managers will pursue environmental sustainability voluntarily in the absence of robust regulations and strict enforcement.

Professionalizing Healthcare Management: A Descriptive Case Study.

Despite international recognition of the importance of healthcare management in the development of high-performing systems, the path by which countries may develop and sustain a professional healthcare management workforce has not been articulated. Accordingly, we sought to identify a set of common themes in the establishment of a professional workforce of healthcare managers in low- and middle-income country (LMIC) settings using a descriptive case study approach. We draw on a historical analysis of the development of this profession in the United States and Ethiopia to identify five common themes in the professionalization of healthcare management: (1) a country context in which healthcare management is demanded; (2) a national framework that elevates a professional management role; (3) standards for healthcare management, and a monitoring function to promote adherence to standards; (4) a graduatelevel educational path to ensure a pipeline of well-prepared healthcare managers; and (5) professional associations to sustain and advance the field. These five components can to inform the creation of a long-term national strategy for the development of a professional cadre of heathcare managers in LMIC settings.

Global Management Skills and Attributes for International Business

Global Management Skills and Attributes for International Business Aye Mya Mya Kyaw, Paul Harland, Bahaudin G. Mujtaba Abstract With the continuing growth of globalization, companies need to pay particular attention when selecting, and subsequently managing those who may become their “Global Managers”. The need for developing a cadre of global managers, who are capable of working in key international positions wherever the companies require them, has been on the rise but widely debated and documented. The most advantageous way to achieve this is by coming up with a clear and concise concept as to what constitutes such a manager. Therefore, using a qualitative methodology with 13 global managers, this study provides an examination of a wide set of possible characteristics that are used by successful global managers.The qualitative study of expatriates concludes with significant findings and characteristics that are common to all successful international managers. At a minimum, we find that global managers should possess the desire for continuous learning and the ability to effectively deal with whatever obstacles may arise within the organization, while functioning with intense competition in order to attain the common goals of the firm. The findings, suggestions, limitations of the study, and recommendations for effective international management are provided. Full Text: PDF DOI: 10.15640/jirfp.v5n1a1

Implementing Laboratory Quality Management Systems in Mozambique: The Becton Dickinson-US President's Emergency Plan for AIDS Relief Public-Private Partnership Initiative.

Mozambique's ministry of health (MOH) recognized the need to establish a national laboratory quality assurance (NLQA) program to improve the reliability and accuracy of laboratory testing. The Becton Dickinson-US President's Emergency Plan for AIDS Relief Public-Private Partnership (PPP) was used to garner MOH commitment and train a cadre of local auditors and managers to support sustainability and country ownership of a NLQA program. From January 2011 to April 2012, the World Health Organization Regional Office for Africa Stepwise Laboratory Quality Improvement Process Towards Accreditation (SLIPTA) checklist and the Strengthening Laboratory Management Towards Accreditation (SLMTA) curriculum were used in 6 MOH laboratories. PPP volunteers provided training and mentorship to build the capacity of local auditors and program managers to promote institutionalization and sustainability of the program within the MOH. SLIPTA was launched in 6 MOH laboratories, and final audits demonstrated improvements across the 13 quality system essentials, compared with baseline. Training and mentorship of MOH staff by PPP volunteers resulted in 18 qualified auditors and 28 managers/quality officers capacitated to manage the improvement process in their laboratories. SLIPTA helps laboratories improve the quality and reliability of their service even in the absence of full accreditation. Local capacity building ensures sustainability by creating country buy-in, reducing costs of audits, and institutionalizing program management.

On Management Matters: Why We Must Improve Public Health Management Through Action: Comment on "Management Matters: A Leverage Point for Health Systems Strengthening in Global Health".

Public health management is a pillar of public health practice. Only through effective management can research, theory, and scientific innovation be translated into successful public health action. With this in mind, the U.S. Centers for Disease Control and Prevention (CDC) has developed an innovative program called Improving Public Health Management for Action (IMPACT) which aims to address this critical need by building an effective cadre of public health managers to work alongside scientists to prepare for and respond to disease threats and to effectively implement public health programs. IMPACT is a 2-year, experiential learning program that provides fellows with the management tools and opportunities to apply their new knowledge in the field, all while continuing to serve the Ministry of Health (MoH). IMPACT will launch in 2016 in 2 countries with the intent of expanding to additional countries in future years resulting in a well-trained cadre of public health managers around the world.

Developing a cadre of successful global managers: The critical roles and skill-sets

Developing a cadre of successful global managers: The critical roles and skill-sets

Incubating the next generation to venture: The case of a family business in Hong Kong

Many Chinese family businesses face the dilemma of building good operating and governance structures and systems while fostering an entrepreneurial spirit across generations. In this study, we explored trans-generational entrepreneurship in Automatic Manufacturing Ltd. (AML), a Hong Kong SME, to shed light on this problem. The first generation founded the company and chose a unique development path that emphasized quality, innovation, and learning before grooming a cadre of professional managers. To continue the family entrepreneurial spirit, AML used the “familiness” resources embodied within the family and its business to incubate the second generation. To test the wings of the second generation as entrepreneurs and then lure them back to AML to take over the responsibilities of the first generation, a unique succession plan nurturing spin-offs by the second generation was developed and implemented. Such a systematic approach, although still under experimentation, has the potential to become best practice for other family businesses. The implications of this approach for research in portfolio entrepreneurship and open innovation are also discussed.

Organisational culture and intelligence analysis: A perspective from senior managers in the Defence Intelligence Assessments Staff

We highlight some key elements of the organisational culture of structures engaged in all-source intelligence analysis and draw on a preliminary survey of a small cadre of senior managers in the Defence Intelligence Assessments Staff (DIAS). This suggests that DIAS has a strong identity and value system, and that it is introspective and somewhat averse to change. Our provisional findings based on a limited sample of senior managers suggest that physical and demographic isolation, and the recent history of the organisation, may be significant in shaping DIAS’s culture, but that intrinsic factors such as the nature of the job and the personalities attracted to it also play a part. It is not possible to state with certainty what the impact of culture change (and what it would take to achieve) would be on analytical capability, but the continued impetus towards a more customer-facing culture appears to carry both costs and benefits in terms of the kinds of tasks at which the organisation is likely to excel.

Measuring Management Training Needs of Hospital Managers in Nepal

This is a study of hospital managers in Nepal, measuring their reported capability to undertake management tasks and explore their views about management development. A questionnaire was administered through hospitals. Respondents were asked to rate a series of management tasks on a scale according to how important it was, for their role and their capability to perform it. These tasks were grouped into different factors. The sample included government hospital of each district and major private or hospitals run bu non-government organizations. A total of 31 hospitals were visited in 18 districts. Information was obtained from 103 managers from different professions. In most hospitals visited, overall management was provided by the doctors. Few had undergone some training to take on management responsibilities. All types of managers, regardless of profession or type of hospital, reported a 'competence gap'for each factor defined as the difference between reported importance and capability. Non-government managers consistently rated themselves as beingmore capable than government managers, but the difference was only significant when it concerned managing People. The need for a separate cadre of managers was supported by 85% of respondents but a majority of doctors (57%) felt that the best people to manage hospitals were doctors. Consistent with other studies from low income countries, there is an urgent need to provide different modalities of management developmentenabling hospital managers to improve their capabilities. There is widespread need of management training to be made available in Nepal.

Agricultural Research in an Era of Climate Change

Human-induced changes in climate will have both common and differentiated impacts. It is now widely accepted that the average mean temperature will increase by 1 to 2°C during this century. Such an increase in temperature will reduce the duration of crops like wheat and thereby reduce yield in Northern India. In contrast, a rise in mean temperature will increase the crop duration resulting in higher yield in the Northern latitudes. Climate change leading to adverse changes in temperature, precipitation and sea level will disturb the food, water and livelihood security systems in South Asia and Sub-Saharan Africa, regions where already widespread hunger prevails. Pest and disease problems will increase. For example, stem rust of wheat may become important in North India, if the mean temperature goes up. Similarly, the advantage of an aphid-free season for raising disease-free seed potato in the plains of North India will be lost. Recourse will have to be taken to true potato seeds. Anticipatory research to checkmate the adverse impact of unfavourable weather is urgently needed. Crop breeding should shift its emphasis from per crop to per-day productivity. Drought and floods codes will have to be developed and implemented. Climate risk management research and training centres should be established in all agro-climatic zones. Gene Banks containing genetic resources for a warming planet should be set-up. Along coastal areas, mangrove and non-mangrove bioshields should be established. Sea water farming using agri–aqua production systems should be popularised. Genetic Gardens of Halophytes should be established. Salinity tolerant varieties of rice and other crops should be developed using recombinant DNA technology where needed. The poor nations and the poor in all nations wills suffer most from climate change, since they do not have the necessary coping capacity. Agricultural research should therefore be tailored to the need for climate resilient farming systems. Climate literacy should be spread and a cadre of Community Climate Risk Managers should be formed in villages. The calamity of climate change should be converted into an opportunity for developing and spreading climate resilient farming techniques and systems.

ENTREPRENEURIALISM IN THE GLOBALISING CITY‐REGION OF TANGIER, MOROCCO

ABSTRACTThis paper inspects the territorial and state restructuring of the globalising city‐region of Tangier. It argues that recent economic growth and transnational connections follow new forms of entrepreneurial development that aggravate social and spatial inequalities. The analysis shows that these forms of urban and regional management are embedded in the neoliberalised, yet monarch‐centric Moroccan state. Analysis of local governance arrangements demonstrates the pivotal importance of an elite cadre of urban managers within the monarchic power structure. Fieldwork evidence documents the emergence of megaprojects as preferred vehicles for entrepreneurial development through site observations, indepth interviews and archival research. The Tanger City Center project presents a case that illustrates the social and spatial implications of a restructuring territorial economy and the effects of new polarities being overlaid on existing urban and regional geographies. The paper concludes with a reflection on the comparative and relational lessons that can be drawn from Tangier's restructuring.

Leadership in the public sector — the next decade

This paper describes the ways in which the next decade will be different from the last. Times are becoming more and more turbulent and a new kind of organisation is needed to survive and thrive in these times ‐ what we call a purposeful self‐renewing organisation (PS‐RO). This, in turn, requires a different style of organisational leadership ‐ leadership as a quality that is dispersed across the organisation not confined solely to the cadre of senior managers listed on an organisational chart.

Assessment of human resources management practices in Lebanese hospitals

BackgroundSound human resources (HR) management practices are essential for retaining effective professionals in hospitals. Given the recruitment and retention reality of health workers in the twenty-first century, the role of HR managers in hospitals and those who combine the role of HR managers with other responsibilities should not be underestimated. The objective of this study is to assess the perception of HR managers about the challenges they face and the current strategies being adopted. The study also aims at assessing enabling factors including role, education, experience and HR training.MethodsA cross-sectional survey design of HR managers (and those who combine their role as HR manager with other duties) in Lebanese hospitals was utilized. The survey included a combination of open- and close-ended questions. Questions included educational background, work experience, and demographics, in addition to questions about perceived challenges and key strategies being used. Quantitative data analysis included uni-variate analysis, whereas thematic analysis was used for open-ended questions.ResultsA total of 96 respondents from 61 hospitals responded. Respondents had varying levels of expertise in the realm of HR management. Thematic analysis revealed that challenges varied across respondents and participating hospitals. The most frequently reported challenge was poor employee retention (56.7%), lack of qualified personnel (35.1%), and lack of a system for performance evaluation (28.9%). Some of the strategies used to mitigate the above challenges included offering continuing education and training for employees (19.6%), improving salaries (14.4%), and developing retention strategies (10.3%). Mismatch between reported challenges and strategies were observed.ConclusionTo enable hospitals to deliver good quality, safe healthcare, improving HR management is critical. There is a need for a cadre of competent HR managers who can fully assume these responsibilities and who can continuously improve the status of employees at their organizations. The upcoming accreditation survey of Lebanese hospitals (2010-2011) presents an opportunity to strengthen HR management and enhance competencies of existing HR managers. Recognizing HR challenges and the importance of effective HR strategies should become a priority to policy makers and top managers alike. Study findings may extend to other countries in the Eastern Mediterranean region.

Maumee Commercial Dining Products, Inc.

In this case students must ascertain what financial ratios they recommend the company focus on and they must also decide how best to communicate, explain, and bring to life those metrics so that the company's cadre of non-financial middle managers can most easily understand the significance of, and internalize the insights from, those ratios. Embedded in this task, students must: (1) understand the nature of the company insights afforded by each of the potential financial metrics presented; (2) make a judgment as to which subset of financial metrics is (a) most applicable to a group of non- financial middle managers and (b) most representative of bankers' and shareholders' interests; and (3) develop a plan for communicating to a group of non-financial, middle managers the subset of financial metrics they have selected.

Environmental Justice and the Market: The Politics of Sharing Wildlife Revenues in Tanzania

In northern Tanzania in the late 1980s and 1990s, rural communities displaced by the creation of wildlife protection areas advanced a number of grievances centered on equitable access to resources and compensation for wildlife-induced property loss and injuries, only to find their concerns largely ignored by policymakers. Instead, the country's elite cadre of wildlife managers has formed a consensus around the idea that community concerns can best be addressed “through the market” by redistributing wildlife-sector revenues. This article explores three different initiatives whose proponents enjoy different levels of tenure security vis-à-vis wildlife resources. A comparison of these programs demonstrates that they stress quite different and sometimes competing and contradictory rationales for pursuing revenue-sharing strategies, with varying degrees of emphasis on the environmental justice claims of Tanzania's rural citizens.