Management Of Public Organizations Research Articles

MOVING FROM BUREAUCRACY TO ADHOCRACY: AN INNOVATIVE APPROACH TOWARDS TORWARDS AN IMPROVED OPERATIONS STRATEGY

This review paper seeks to analyse and elucidate on the depth and extent of public sector managers’ involvement in creating, inculcating and sustaining an innovative culture in their public spheres thus shifting from bureaucracy and adopting an adhocratic organisational culture. This process involved a systematic review, synthesis and analysis of several articles, journals and books as a n exhaustive review of literature. A selection of articles and journals articulating the concepts of bureaucracy, adhocracy and public sector innovation were analysed. This analysis revealed that there is a paradigm shift in the organisational culture, design and strategy of some public sector organisations and institutions as they seemingly incorporate bureaucracy, adhocracy and innovation as an endeavour to adapt to the dynamic nature of the public service and as a mechanism to enhance organisational functionality and capability of the state to deliver services. This paper further establishes a glaring and inherent relationship between adhocracy culture and strategy implementation as outlined and described in Quin’s theory of Competing Values Framework (CVF) supported by McKinsey 7S Framework. This paper analyses the current highly bureaucratised public sector can implement and infuse in their organisational structure, operations and culture adhocracies towards the realisation of the public sector innovation concept. The analysed articles are relevant and befitting to the topic as they link bureaucracy and adhocracy and how a possible shift can bring about an innovative and creative public service. A qualitative research approach was used where existing literature collected as research empiricism and the empirical findings of the articles were documented. This review paper is novel because it seeks to contribute to the current debate in the literature of public sector innovation through the use adhocracy and bureaucracy. This paper concludes that there is a symbiotic relationship between adhocracy, strategy implementation and innovation It recommends that the leadership and management of public sector organisations should work towards a structure of establishing a structure that accommodates adhocracy within their organisation as a recipe for effective strategy implementation and innovation. Both operational and strategic levels of leadership and management should be structured such an adhocratic culture within the organisation prevails in order to drive innovation through a paradigm shift from a bureaucratic approach to an innovative culture through adhocracy. Implications of this paper include a revision of the Department of Public Service Administration’s Operations Management Framework operations strategy to entail adhocracy as a central tenet in formulating the Service Delivery Model, Service Delivery Improvement Plan and Organisational structure design. This paper further recommends a similar survey to be undertaken in individual government departments and further pursuit of adhocracy culture in other semi government organisations to test appositeness.

Manager’s perspective on workers’ participation in management: a scenario-based study on Indian organizations

PurposeThis paper aims to gain insight into managers' perspectives on the concept and practice of workers' participation in management (WPM) in Indian organizations. WPM is a critical ingredient in organizational effectiveness. However, the most fundamental aspects of WPM, such as the attitudes, expectations of managers and the factors facilitating or hindering the participation process, are less explored. This paper attempts to answer those questions concerning WPM in the context of Indian organizations.Design/methodology/approachThe study uses data from 138 managers of Indian public and private sector organizations. Data were collected through an online survey as well as through semi-structured interviews. The study explores potential benefits, roadblocks and supporters from the managers' perspective. Further, to test the hypothesis, the author used multiple regression analysis.FindingsThe paper demonstrates managers' perception of workers' participation at the board level as the most beneficial and supportive compared to joint consultation and joint decision-making; however, at the same time, it is the one having the most roadblocks in the present Indian Labour laws. Workers, unions and managers' lack of legislative support and intention fuel the fire. The study also found that implementation of WPM is primarily based on statutory norms, and public sector managers are more willing to take the workers on board than managers of private sector organizations.Practical implicationsThis research is of practical significance as it extracts new visions for policymakers in India already planning to implement four new labor codes, namely, wages, industrial relations, social security and occupational safety, health and working conditions. The data from the study will facilitate the Indian labor ministry to lay down policy decisions concerning WPM. Further, the government can acclimatize this analysis to plug the ambiguities in the present WPM system.Originality/valueTo the best of the author’s knowledge, this is the first study to give insights into the manager's perspective regarding the WPM using a scenario-based approach. In addition, this paper offers valuable suggestions for policymakers to restructure and streamline the country's existing and overlapping labor laws.

The rise of new public management at the institutional level: an analysis of a Dutch university and the role of administrators in initiating organizational change, 1980s to 2010s

ABSTRACT New Public Management (NPM) is a remarkable development in the history of the management of public and semi-public organizations and one that requires more attention from historians working on the history of management and organizations. This article examines the rise of NPM at the institutional level through an in-depth analysis of a Dutch university in the 1980s to 2010s. By combining a social-science-based analytical framework for NPM in higher education with a variety of sources, including organizational archives and oral history, the article sheds light on how NPM ideas, techniques, and concepts were transposed to the institutional level. In line with earlier studies, the article illustrates that this was essentially a ‘pick-and-mix’ process in the NPM toolbox. The study complements previous research by generating insights into how management concepts were used to initiate organizational change. The analysis advances previous studies by revealing that NPM-style changes were not only the result of shifts in national policies, but were also instigated by actors (administrators) at the level of the institution. This means that if we want to fully understand NPM, more historical research focusing on the institutional level and the actors involved in organizational change is needed.

Leadership, Knowledge Management and Employee Commitment: Mediating Role of Crisis Management

Purpose: Using crisis management as a mediator between leadership skills, knowledge management, and employee commitment, the study examines the role of crisis management in UAE public sector organizations. In order to motivate employees and keep them committed, supportive leadership skills and knowledge are required. However, crisis management if managed through proper knowledge and skilled leadership develops employee commitment which is highly needed in the times of crisis.
 
 Theoretical framework: Managing knowledge and leadership skills during crisis situations can only be achieved if employees are able to effectively manage them.
 
 Design/methodology/approach: Using SMART PLS3, a structural equation modeling approach has been used to analyze the collected data in order to meet the objectives of the study.
 
 Findings: Likewise, crisis management significantly moderates the relationship between leadership, knowledge management, and employee commitment. Leadership, knowledge management, and employee commitment are strongly related.
 
 Research, Practical & Social implications: Despite genuine efforts, this study constraint persists. First, the study's sole focus is on employee commitment during times of crisis, and knowledge management is a crucial component of this. Also examined were aspects of knowledge management that affect employee commitment in detail.
 
 Originality/value: In this study, crisis management as a mediator was added to the theory and the matrix based on the knowledge-based view of crisis response leadership.

О ПРАКТИЧЕСКИХ ПУТЯХ ПРЕОДОЛЕНИЯ МОРАЛЬНОЙ АНОМИИ В СОВРЕМЕННЫХ КИТАЙСКИХ ОБЩЕСТВЕННЫХ ОРГАНИЗАЦИЯХ

The pursuit of personal gain in the name of the public good is a typical characteristic feature of the moral anomie of public organizations (NGOs) in China. The root cause lies in the insufficient development of the culture of public welfare, weak self-restraint of public organizations and weak government supervision. The moral management of public organizations in modern China should not only emphasize the recognition of the value of members of public organizations for the purposes of public welfare of public organizations, improve the provision of an ethical system for public organizations and increase the cultivation of individual morality of members of public organizations, but also it is necessary to strengthen systemic punishments and rewards for the socially charitable behavior of social organizations and use rigidity settlement systems, deterrence and direction of social and charitable behavior of social organizations. Speaking in a substantive way, it is necessary to foster a culture of public welfare in public organizations and promote leadership orientation to the values of public welfare, combining institutional punishments and incentives to promote the management of the behavior of public organizations in the field of public welfare, strengthen government supervision and promote the management of the anomie of public welfare of public organizations, thereby contributing to the general promotion of overcoming the anomie in the field of public welfare of public organizations, as well as general advancement in other directions.

Evaluation of the key factors of effective leadership in the process of implementing public sector reforms of the Republic of Serbia

Public sector reform is one of the Government of the Republic of Serbia strategic goals. The strategy envisages the improvement of the human resources management system, which includes the development of professional capacities. In order for public sector reform to achieve its contribution, it is necessary to develop effective leadership at all levels. The effectiveness of the leadership process is influenced by many factors. One of the factors refers to the characteristics of the leader, his abilities and skills to make and implement optimal decisions. The decision-making process itself also depends on the circumstances, i.e. the situation in which the decision is made, as well as the environment that affects the decisionmaking process. There are situations that are certain, where the decision maker has sufficient information and can immediately see the effects of each alternative before implementation. In that case, decision-making is significantly facilitated, because it boils down to the technical problem of quality assessment of alternatives and their comparison. But, in most cases, the circumstances, that is, the environment is uncertain and complex. The decision-maker in such situations usually does not have enough information and therefore it is difficult or impossible to check their effectiveness and develop potential alternatives. The main goal of the work is to use the new multicriteria decision-making method PIPRECIA to evaluate and define the importance of key factors influencing the behavior of leaders and contributing to the effectiveness of the leadership process important for the implementation of reforms in the Republic of Serbia public sector. The results of this method application indicate that the key factor influencing the leader's behavior is C5-Characteristics of the leaders. The results provide important information to managers of public organizations on how to manage change more effectively.

Talent management and performance in the public sector: the mediating role of line managerial support

PurposeThis study investigates the relationship between talent management and individual work performance in public sector organizations and evaluates the influence of line managerial support on mediating the link between talent management and individual work performance.Design/methodology/approachData were collected from 128 respondents working in public sector organizations in the United Arab Emirates. SPSS was used to perform multiple regression analysis to analyze direct relationships between talent management and line managerial support on individual work performance. Using PROCESS mediation analysis, this study also investigates the mediating effects of line managerial support.FindingsThe present study reveals that line managerial support insignificantly influence the individual work performance. Moreover, the findings indicate a substitution effect between talent management and line managerial support, suggesting that public sector organizations may spend their money on relieving line managers of their responsibilities for talent development so that they may focus on other duties.Practical implicationsMore dynamic perspectives on TM in the public sector are necessary to understand better how the TM agenda changes in response to changes in the strategic trajectories of public sector organizations and the interconnection between TM and performance in the public sector.Originality/valueThis study contributes to talent management research in the public sector domain of developing nations by emphasizing the crucial role of line managers in applying TM practices.

Top managers in public organizations: A systematic literature review and future research directions

AbstractDespite increasing attention, top management research has been heavily dominated by a focus on private companies with much less emphasis on the top managers in public organizations. We present a systematic literature review of 212 studies focused on public sector top managers published between 2005 and 2020. First, the paper provides descriptive results suggesting that the empirical focus on top managers in the public sector is increasing, though still limited compared to research on upper echelons in private firms. Second, we develop an empirically based “systems” model illustrating the role and function of top managers in public organizations. We use the model to show that the components of top management are interdependent, adaptive, and embedded in complex relationships in the system, and to identify avenues for future research.

Aligning Strategy, Governance, and People Management in Public Organizations: Lessons from the 14th Region Labor Court - RO/AC

How does the alignment between strategy, governance, and people management occur in a public organization? When devising a strategy, many organizations have sought to place it at the center of their management models in order to ensure that the adopted strategy reaches all levels of the organization and is widely shared. However, more often than not, most organizations attempt to generate synergy, but in a fragmented and uncoordinated manner and do not perceive alignment as a management process. This study evaluated the alignment of strategy, governance, and people management in a public organization, based on the people management strategy adopted by the organization and the perceptions of employees versus strategic managers. It is a theoretical-empirical research, adopting a pragmatic philosophical conception, using quantitative and qualitative research strategies, consisting of survey, documentary research, and a single case study, using quantitative and qualitative research methods for data collection, analysis, and interpretation. As a conclusion of the study, actions implemented by the institution were identified that demonstrate the existence of practices aligned with strategy, focused on governance and people management. However, according to the perception of employees, many practices were initiated but not completed or only partially applied in the organization, confirming the difficulty of organizations in sharing the strategy and defining coherent and aligned objectives among all those involved in implementing the strategy so that expected results can be achieved.

How to Improve Employee Performance through the Role of Work Engagement Mediation Empirical Studies on Public Sector Organizations

The demand for responsive, effective, and efficient employee services to the public is a challenge for public sector organizations. This study aimed to examine the mediating role of work engagement in the relationship between training and rewards for employee performance. Work engagement creates good interaction between employees and workers so that employees feel obliged to respond through increased performance. The data were obtained from 213 BPS employees who were processed using SmartPLS3. The results showed that work engagement acted as a mediator of the relationship between training and rewards for employee performance. This research is expected to add information about the management of performance management in public sector organizations.

Measuring public opinion of education apps

This study aims to analyze the opinion of the main agents involved in non-university public education - institutions and citizens - about a particular online educational application used as a way of communication between the aforementioned agents. To do this, we analyze the main topics, emotions and feelings reflected by the agents of the messages published on the social network Twitter to assess the effect of this educational application. We collected 7598 tweets (all of them in Spain between 2018-10-29 and 2021-10-29) using as the word of the query “iPasen” app used in Andalusia (Spanish region) to improve communication between teachers, parents, and students in the public education system. Then, all the tweets were classified between institutions or individuals. The proposed methodology allows us to obtain the main feelings of a very large group of people in a relatively easy way. And it allows managers of public or private educational organizations to track how those feelings evolve.

Occupational safety, policy, and management in public health organizations and services

A literature review of proposed scientific field in occupational safety, public health policy and management in public health organizations and services. Evidence of occupational safety, public health policy and management that are encountered by Greek public health organizations and services, also limited global literature. Connection and contribution of occupational health and safety with policy and management. Provided evidence of the exact risks that are perceived by occupational safety in public health services policy and management. Comprehensive relative to possible occupational safety in policy and management, with established and new evidence of only study include Greek public health organizations and services. New information’s and knowledge produced, was verified scientifically. During the COVID-19 pandemic, global financial crisis, job insecurity, decreased salaries and social instability where working conditions changed, risk factors were affected, risk increased and interpersonal working relationships had a particular impact under the period of the pandemic, especially for health professionals who were in the frontline. This study can bear a significant impact and with the help of various reviews we give the global occupational safety, public health policy and management in public health organizations and services. Study conducted on the recent period for the last decade, published papers along in Scopus, Web of Science, Direct Science, and Elsevier Journals. There are very few papers published based on the very contemporary title considered for the article; hence, this identified several articles in the scientific literature, but only few articles were classified as eligible according to the previously established criteria.

In search of sustainable electronic human resource management in public organisations

In search of sustainable electronic human resource management in public organisations

In search of sustainable electronic human resource management in public organisations

In search of sustainable electronic human resource management in public organisations

The Reform of Human Resource System in the Public Sector under the New Public Management System

The work presented in this paper focuses on New Public Management (NPM) and the public human resource management system. New Public Management (NPM), which has been used in the West for a number of years, is currently being implemented in China to manage various government departments. China is aware of the benefits that NPM may bring to the management of the government. In the context of New Public Management, departments of public human resources will also need to undergo transformations in order to improve talent management and recruitment efforts. This paper identifies the problems with public sector human resource management, including but not limited to the following: the focus of Chinese public sector personnel on achieving public sector goals at the expense of personal goals; the unfairness of recruitment principles due to human relations, which is not conducive to the rational allocation of talent and leads to brain drain; and the outdated management style, problematic promotion system, and inadequate incentives in China's public administration. Increasing the effectiveness of the performance evaluation process is one way to solve these shortcomings. These deficiencies can be rectified by enhancing the performance appraisal mechanism, establishing a flexible system for workers, and aiming for maximum efficiency in order to improve the difficulties in the public sector. This paper offers some references for the improvement of talent management in public organizations.

The category “rural areas”: approaches to defining the concept, basic functions

The article examines variations in the interpretation of the category “rural areas” by various scientists and draws attention to the importance of rural areas for the development of the country’s agro-industrial complex. Theoretical approaches to defining the essence of this concept are characterized, namely: territorial, spatial, systemic, structural, and multi-criteria. The advantages and disadvantages of these approaches are highlighted. Proponents of the structural approach consider rural areas through the prism of their structure, parts, elements, and functional units. Proponents of the spatial approach describe rural areas as a space characterized by population and economic resources. Representatives of this approach interpret rural areas as a system. The systemic approach makes it possible to consider the components of rural areas both in relation to each other and in interaction with the components of other systems. This, in turn, makes it possible to single out a significant part of the properties of rural areas, such as structure, integrity, hierarchy, autonomy, and sustainability. Representatives of the territorial approach emphasize three components of the rural area – content, phenomenon, and result. Representatives of the multi-criteria approach use several criteria to define the category “rural area”. The main functions performed by rural areas are outlined. The definition of the concept of “rural areas” lacks functionality, i.e. the possibility to use it for the needs not only in various branches of the economy but also in social and ecological spheres in order to develop concepts for the development of rural areas and their management mechanisms. Therefore, the article suggests the following definition of the category “rural areas”: rural areas are a complex multifaceted socio-economic system characterized by autonomy, integrity, and sustainable development, which performs production, spatial-communication, socio-demographic, cultural-ethnic, recreational, political, and ecological functions, develops in space and time, is outside urbanized centers, and is under the management of local governments, state authorities, public organizations, and business structures.

Strategic resource management in private, public, and mixed-owned organisations in cities: the power of strategic urban networks

Strategic resource management in private, public, and mixed-owned organisations in cities: the power of strategic urban networks

Organizational structure as a determinant of business process management

Purpose: The purpose of this article is to assess the potential of the organizational structure existing in the community offices in Poland to support the implementation and development of Business Process Management in these entities. Design/methodology/approach: In order to achieve the article’s objective, a literature review was performed. Secondly, a research was carried out that aimed at assessing to what extent some special features of the organizational structure are implemented in the community offices from the Warmian-Mazurian voivodship. Findings: The conducted research provides basis for stating that the community offices in Poland, in terms of organizational structure, do not encounter significant barriers that could thwart the introduction and development of Business Process Management in these entities. The factors indicated as present by respondents from all types of surveyed offices were: appointing process owners, existence of small number of hierarchical levels in the organizational structure of the offices and the existence of efficient horizontal communication. Research limitations/implications: The limitation of the study may be the fact that it was conducted on the basis of a survey questionnaire. It is, therefore, an opinion survey. Practical implications: Expanding knowledge of managers of public organizations in the field of possible actions that would be aimed at increasing the probability of success in introducing and increasing the degree of use of Business Process Management. Originality/value: The added value of the article is the presentation of a topic about which there is a research gap. Keywords: Business Process Management, community office, organizational structure, BPM determinants. Category of the paper: Research paper.

Women in public cultural organizations and their professional paths strategies: A rhizomatic approach

AbstractThe aim of this article is to explore the rhizomatic nature of the professional development strategies used by the female workforce of public cultural organizations. The research problem of this study are (1) the challenges of women who work in public cultural organizations and (2) ways of dealing with them by women. The empirical material was collected between January 2021 and January 2022 through 20 in‐depth interviews with female managers of public cultural organizations in Poland. The findings are presented in three sections: (1) specificity of work in culture, (2) twists and configurations on the way to grow, and (3) communities. In this way, it was possible to capture the specific strategies used by the female workforce for the development of their professional paths. To illustrate the complexity of these strategies, the concept of Rhizome—a root structure that grows in unpredictable and manifold directions—developed by Deleuze and Guattari was used. It also highlighted the fact that the professional development strategies used by women develop in a strong relationship with their environment and constantly evolve according to the needs of the women who decide to undertake them. The results of the research illustrate the impact of the far‐reaching gendered nature of work in cultural organizations on the professional development of women in this sector. Moreover, this reveals that to achieve their professional ambitions, women in cultural organizations co‐create complex informal organizational constructs, rhizome‐like in structure, which help women cope with the challenges that arise along their professional paths. These findings contribute to the theory of gendered organizations and the knowledge of gender inequality in cultural organizations.

Critical success factors of lean in the public services sector: the case of the Greek citizen's service centers

PurposeThe aim of this study is to determine the most critical success factors (CSFs) of lean adoption in a specific Greek public services subsector namely citizen's service centers (CSCs) and to define their underlying structure (latent constructs).Design/methodology/approachIn this study an online structured questionnaire survey was distributed to all the Greek CSCs and six hundred and seventy-two employees responded and fully completed the questionnaire. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were applied to assess the reliability and validity of the latent constructs of the Lean CSFs.FindingsData analysis revealed that the latent constructs of the lean CSFs, namely communication, top management commitment and leadership, organizational culture, training and education, change and project management, availability of resources, teamwork, and employee involvement and empowerment are of major importance for the adoption of lean in the CSCs.Research limitations/implicationsThe small percentage of the responding employees of the Greek CSCs, given their large population and the subjective nature of the data collected constitute the main limitations of the present study.Practical implicationsThe findings of this research can guide managers and decision makers of CSCs in recognizing the key factors that potentially will influence the successful adoption of lean, and the enhancement of the quality management initiatives of these services organizations. Moreover, the formulated model can also serve as a reference for academics and researchers to generate new research ideas. Finally, the results may offer guidelines to managers of public services organizations of other countries with a similar structure of the public sector.Originality/valueThe present study is stimulated by the existing gap identified in the literature in the field of the public sector. Building on the public sector literature, this is the first study that evaluates the importance of the CSFs of lean in the Greek CSCs and defines their underlying structure.