Managerial Professionalism Research Articles

Accounting information system implementation in batik small and medium-sized enterprises

One of the obstacles faced by batik small and medium-sized enterprises (SMEs), compared to large batik manufacturers, is limited financial and infrastructure resources. In the meantime, large batik manufacturers are supported by vast resources, modern infrastructure, skilled human resources, and a vast network on both the national and international levels. In order to obtain a competitive advantage, batik SMEs must be able to manage its resources effectively and efficiently and establish a hierarchy for resource allocation. On the other side, it is also necessary for the government to play a role, particularly in the form of policy and assistance, in order to ensure the survival of batik SMEs. This study seeks to maximize the potential of batik SMEs by implementing both manual and computerized accounting information systems (AIS) and the outcomes provide solutions to the problems posed by the lack of managerial professionalism in batik SMEs in Indonesia. Observation, in-depth interviews, and focus group discussions are used to collect data for the years 2020 and 2021. The data is then analyzed using an interaction method that emphasizes the connection between data reduction, data presentation, verification, and conclusion drawing. Therefore, this study produces both manual and computer-based accounting information systems for batik SMEs in Indonesia.

The barriers and challenges that hinder the quality implementation in Tripoli – Lebanon hospitals

Quality in healthcare is achievable through quality management systems and enhances service quality, operations, and management. Health organizations that realize quality implementation have high staff satisfaction, client satisfaction, employee cooperation, and commitment from managerial to subordinate levels. However, health systems must address barriers and challenges to attaining desired quality. This study explores Tripoli hospitals’ challenges and obstacles affecting the implementation of quality management systems. It used a quantitative methodology with a semi-structured questionnaire for data collection to interview respondents comprising managerial, directorial, and administrative personnel. The hospital’s management staff consisted of nursing medical quality and general directors. Results from the semi-structured interview indicated that hospital directors in Tripoli city’s healthcare systems face barriers and challenges related to human resource management and organization structure to achieving quality using quality management systems. A total of 189 participants drawn from directorial capacities in Tripoli city’s hospitals participated in the study. Most participants (I = 115) asserted that lack of staff involvement and motivation were primary barriers to hospital quality implementation. Hypotheses 1 and 3 were proved using correlation analysis, but hypothesis 2 was statistically insignificant. The findings recommended that human resource management practices such as staff motivation, fair compensation, and involvement in decision-making are necessary for quality improvement. Furthermore, managerial professionalism and specialty are crucial for spearheading quality implementation, while robust quality policies, protocols, and systems are necessary for quality implementation in Tripoli hospitals. Despite these funds, further research was necessary to align findings with previous studies (achieve generalizability), which attributed that time is the primary barrier to quality implementation in hospitals situated in the region.

Performativity, managerial professionalism and the purpose of professional development: a South African case study

ABSTRACT Early post-apartheid policies envisaged a South African teacher who had autonomy to make professional judgements based on their school context and learners’ needs. However, over the last decade, the state has increasingly monitored learner achievement and teachers’ work. In this paper, we show how the professional development activities provided by the state for high school Life Sciences teachers focus primarily on measuring learner achievement and thus reflect organisational professionalism and managerial discourses which challenge the early post-apartheid vision of democratic professionalism. We present a case study of a cluster of Life Sciences teachers, generating data from interviews with eleven high school teachers and from observation of six professional development meetings. The findings show that the two main purposes of the activities in the cluster meetings are the improvement of learner results and the monitoring teachers’ curriculum coverage and assessment practices. We argue that the discourse of performativity and managerial professionalism narrows the purpose of schooling, influences the nature of state-initiated professional development opportunities and also informs the way in which the state and teachers view their work. This contradicts the initial vision of the democratic state and provides insight into how neoliberal discourses have influenced education in a post-colonial country.

Local institutions and public service outsourcing: Managerial professionalism, mayoral strength, and electoral rules

AbstractThis research examines how institutional contexts matter for US municipalities' service outsourcing decisions, deriving data from the ICMA's multiple rounds of surveys concerning local institutions and service delivery choices. We focus on seven pivotal local institutions that address managerial professionalism, mayoral strength, and electoral rules. Moreover, a composite index measuring the general nature of the municipal structure on a political–administrative scale is constructed based on the local institutions examined. The empirical estimations use the existence of initiatives and popular referenda allowing citizen voters to adjust local statutes as instrumental variables for local institutions. We find that municipalities with a council‐manager municipal form, a professional manager, a weak mayor, and nonpartisan and at‐large elections of council members outsource less services. Professional managers can moderate the effects of contextual factors on government outsourcing decisions. Moreover, municipalities with a more political or a less administrative municipal structure outsource a larger portion of services.

Implications of Digital Marketing Strategy The Competitive Advantages of Small Businesses in Indonesia

In the current era of technology, it provides many impacts and innovations that can provide more effective solutions in various fields. With digital marketing as an alternative solution, digital marketing can now overcome problems such as lack of funds and limited promotions faced by medium to low-income businesses. The alternative solution is obtained with the current social media such as Twitter, Instagram, Website, and Facebook to create brand awareness, loyalty, sales, and engagement. So the purpose of this study is to find out the use of marketing strategies from several lower-middle businesses that have gone online and their implications for the competitive advantage of these lower-middle businesses. The method used in this study uses quantitative methods with causality analysis with a population of more than 21,000,000 consumers using a non-probability sampling technique using random sampling with a total sample of 2,100 respondents. So based on the research that has been done, it was found that in marketing products with a digital strategy, 78% of the results were obtained, with the remaining 22% being factors originating from other factors such as a supply of resources, capital, and managerial professionalism.

Implications of Digital Marketing Strategy The Competitive Advantages of Small Businesses in Indonesia

In the current era of technology, it provides many impacts and innovations that can provide more effective solutions in various fields. With digital marketing as an alternative solution, digital marketing can now overcome problems such as lack of funds and limited promotions faced by medium to low-income businesses. The alternative solution is obtained with the current social media such as Twitter, Instagram, Website, and Facebook to create brand awareness, loyalty, sales, and engagement. So the purpose of this study is to find out the use of marketing strategies from several lower-middle businesses that have gone online and their implications for the competitive advantage of these lower-middle businesses. The method used in this study uses quantitative methods with causality analysis with a population of more than 21,000,000 consumers using a non-probability sampling technique using random sampling with a total sample of 2,100 respondents. So based on the research that has been done, it was found that in marketing products with a digital strategy, 78% of the results were obtained, with the remaining 22% being factors originating from other factors such as a supply of resources, capital, and managerial professionalism.

PENGARUH KOMPETENSI MANAJERIAL DAN KOMPETENSI SOSIAL TERHADAP PROFESIONALISME KEPALA SEKOLAH DI KOTA PEKANBARU

Penelitian ini bertujuan untuk mengetahui adanya pengaruh variabel (1) kompetensi manajerial terhadap profesionalisme kepala sekolah, (2) kompetensi sosial terhadap profesionalisme kepala sekolah, (3) kompetensi manajerial dan kompetensi sosial secara bersama-sama terhadap profesionalisme kepala sekolah. Responden penelitian adalah kepala sekolah SD Negeri se-Kota Pekanbaru yang berjumlah 176 orang dengan sampel 122. Pengumpulan data dilakukan melalui penyebaran angket sebagai instrumen penelitian. Analisis data yang digunakan yaitu analisis deskriptif, analisis statistik inferensial. Koefisien reliabilitas instrumen dihitung menggunakan rumus alpha cronbach. Hasil penelitian menunjukkan adanya pengaruh positif dan signifikan antara kompetensi manajerial terhadap profesionalisme kepala sekolah sebesar 0.643, dan terdapat pengaruh positif dan signifikan antara kompetensi sosial terhadap profesionalisme kepala sekolah sebesar 0.597. Sedangkan secara bersama-sama terdapat pengaruh kompetensi manajerial dan kompetensi sosial terhadap profesionalisme kepala sekolah sebesar 0.755.

Professional ethics of the head of the cadet teamas the basis of managerial professionalism

Professional ethics of the head of the cadet teamas the basis of managerial professionalism

MANAGERIAL PROFESSIONALISM OF A PHARMACY’S MANAGER: THE CRITERIA OF EFFECTIVENESS

The methodological and practical foundations of forming a pharmacy’s manager managerial professionalism are presented. The relevance of research is substantiated, and the historical aspects of the origin of the institute of management in the context of managerial revolutions are analyzed. The activity of a pharmacy’s manager as a significant participant in the socially significant activity of an organization providing pharmaceutical care is analyzed. The degree of the manager’s compliance with the requirements imposed on him is different. The qualitatively determined degrees of the manager’s compliance with the requirements of professional activity are the levels of his professionalism. Two levels of professionalism are defined: the level of solving managerial tasks, which are algorithmized activities, which a manager can solve using management technologies known to him; and the level of solving managerial, non-programmed problems, and the possibility of solving them using standard technologies is difficult. The author emphasizes the need for a rational approach based on the allocation of meaningful parameters of the manager’s activity. It is proved that the competence approach is a methodological basis for designing the models of professionalism. The structure of the competence library for assessing the level of professionalism of the pharmacy’s manager is presented, including the clusters of competencies, the levels of competence development, and the indicators of behavior from ‘outstanding’ to ‘unsatisfactory’. The author proposes the criteria for the level of a manager’s effectiveness, suitable for their expression in quantitative indicators, and the tools for organizational development, that is managerial and career competencies.

Re-professionalisation or de-professionalisation: how do Chinese high school teachers respond to the new professionalism?

ABSTRACT Neo-liberal reforms have triggered the emergence of new professionalism of teachers. This study adopts the perspective of inhabited institutionalism theory and proposes that teachers are not passively influenced by the new professionalism but that they can also respond to it differently based on their own sense-making. Using in-depth interview data from Chinese high school teachers, this study finds that two contradictory but coexisting forms of managerial professionalism strongly influence teachers: examination-oriented professionalism and quality-oriented professionalism. Meanwhile, three patterns of teachers’ reactions to externally-imposed professionalism are identified: ‘Why bother?’, ‘Struggling’, and ‘Meaningless’. The findings provoke further discussion of the potential influence of teachers’ responses to the new professionalism and professional development.

Financial manager professionalism and use of interfund transfers: Evidence from Georgia counties

AbstractPublic managers strategically use resources to smooth out cash receipts and disbursements. As a cash flow management tool, managers can use interfund transfers, which are flows of assets without equivalent return flows and without repayment. This study asserts that managerial professionalism, in the form of a full‐time finance director, drives the likelihood of interfund transfers. Using 2010–2017 data from Georgia counties, hurdle model results indicate that full‐time finance directors are more likely to use interfund transfers and increase their level. This finding demonstrates the role of financial management expertise in increasing the strategic options available to manage cash flows.Applications for Practice Local governments with a full‐time finance director use more interfund transfers as one working capital management strategy to manage cash flows. Results from this study provide a justification for local governments to hire a full‐time finance director to improve the array of financial management strategies accessed. Local governments that increase tax base diversity have reduced engagement for General fund interfund transfers in, while higher levels of reported cash generate larger amounts of transfer activity.

Professionalism and teacher education in Australia and England

ABSTRACT In the past decade, notions of teacher professionalism have been associated with increased accountability, standards, performance assessments, and teacher testing, and impacted by alternative pathways into the profession that downplays professional education and foreground subject content knowledge expertise and opportunity to learn on the job. This paper examines the relationship between teacher professionalism and teacher education in Australia and England. It analyses the ways in which professionalism is constructed in teacher education policy and related directives in each country. We argue that professionalism in these countries is being (re)constructed through performance management, standards and increased accountability as managerial professionalism. Teacher education policies fail to acknowledge the importance of preparing research literate teachers and teacher-researchers. They also fail to capitalise on opportunities for teacher education research to inform evidence requirements for accountability purposes. In these ways, teacher education policies in Australia and England are de-professionalising teachers and teacher educators.

Understanding Executive Director Turnover in the Debate of Corporatization and Professionalism

Through corporatization processes, governments worldwide strive to enhance managerial professionalism and performance for public service provision. The turnover of executive directors (EDs) of public corporations reflects one of the most important governance mechanisms and is a major key variable for managerial professionalism, performance, and political control. Regarding demands in the literature, this article uses resource dependence theory (RDT) and human capital theory (HCT) and enhances the understanding on ED turnover with an analysis of the tenure of 447 EDs employed in 263 German public corporations between 2006 and 2016 using Cox regression. Linked to the debates on political interference in public corporations, we find that politicized EDs have a significant lower likelihood of turnover—demonstrating a functional effect in the conceptual debate on politicization as governance mechanism for personnel stability. Furthermore, internally hired EDs are less likely to exit their position. This is important for the conceptual debate and decision-makers because attracting highly qualified personnel from outside is time- and cost-consuming and is associated with a higher likelihood of turnover. We also shed light on the governance mechanism of “ED pay” and can show—contrary to the anecdotally stressed steady increase of ED pay—a strongly up- and downward fluctuating pay development which is not associated with turnover. Finally, we conceptually and empirically show that performance is a significant determinant for turnover in profit-making public corporations but not in loss-making corporations. This implies that future empirical research in the field of the corporatization of public services should differentiate between profit-making and loss-making public corporations. Overall the finding broadens our knowledge in the conceptual debate and could contribute to enhance corporatization, managerial professionalism, performance and political control.

Municipal Structure Matters: Evidence from Government Fiscal Performance

Evidence for the fundamental presumption that municipal structure matters for government performance is smaller and weaker than many might expect. This research contributes evidence to the literature by focusing on how municipal structure affects government fiscal performance. Municipal structure is operationalized by constructing an index on a political‐administrative scale based on seven essential structural characteristics. As the index score increases, the municipal structure becomes less political and more administrative or professional. Theoretically, municipal structure can affect government performance by influencing managerial professionalism, managerial strategy stance, and the relative attention of government officials to managerial accountability and efficiency. The empirical evidence shows that municipalities adopting a structure with an imbalance toward administrative characteristics are more likely to achieve the best fiscal conditions in cash solvency, dependence on intergovernmental revenues, and outstanding debt level. Moreover, municipal structure moderates the influence of external environmental factors on government fiscal conditions.

The effect of the ideology of new managerial professionalism on the South African education system

If the intention of South African education legislation is to professionalise teachers, and if this is seen as empowering them for their task, connected to quality education, then it is indeed a worthy ideal. However, pedagogical values have been redefined within a neoliberalist framework, serving corporate culture and lowering the pedagogical role of teachers to a position of obedience to market norms. In the attempts of professionalising teachers, education has fallen prey to an ideology of new managerial professionalism – the worthy ideal of professionalising teachers has become a mechanism for dominating the very people it set out to liberate. Within the context of a growing global economy the pedagogical values that embody the professionalisation of teachers have been replaced by values aligned with economic growth. The professional role of the teacher and educational reform has been driven by a political ideology committed to new managerial professionalism. The paper highlights the way in which an overemphasis of the professional status of teachers within a neoliberalist framework establishes and sustains relations of domination in South African education. The effects of new managerial professionalism on education are also explored. Keywords: decentralisation; goalsetting; managerialism; neoliberalism; new managerialism; new public management; performativity; professionalism

A Sense of Professionalism Predicts Increased Acceptance and Influence from Conflicts of Interest

Gift-giving is common practice in business, but gifts can elicit feelings of reciprocity that create managerial conflicts of interest. Organizations often try to guard against unwanted influence by fostering managerial professionalism. We develop, and empirically investigate, the theoretical argument that a sense of professionalism may paradoxically increase managers’ vulnerability to accepting, and being influenced by, small gifts that represent a conflict of interest. A sense of professionalism can inadvertently bias managers toward gift-givers because confidence in the ability to regulate unwanted influence increases the likelihood that managers will accept gifts. Moreover, once a gift is accepted, managers’ self-perceived professionalism and accompanying certainty that they cannot be influenced may foster under-correction of influence. A lab experiment and three studies on over 1500 experienced U.S. managers spanning a range of industries demonstrate that it is precisely those who believe they are the least vulnerable, by virtue of their sense of professionalism, who are most likely to accept gifts, and to be influenced by them, without recognizing the influence. A sense of professionalism alone does not protect against conflicts of interest thus organizations must use other strategies to address this challenge.

Management profession and culture in transition: A case of Oman

Transition management seeks to guide the gradual, continuous transition process of socio-political practices and steer the outcome of change to reduce the uncertainty as well as produce desirable social outcomes and enhance resilience during the transformation. Omani managers are in the phase of transition as Oman is going through transformation and change in all its sectors which pose many challenges facing those concerned with the management profession. The purpose of this paper is to address such transition by focusing on management development knowledge with special reference to images of managerial professionalism and the tension that may arise due to cultural issues. It also highlights on the importance of planning in the process of transition and change. Twenty managers from various sectors in Oman were interviewed between 2015 and 2016. The outcome revealed how Omani managers are in line with the changes and transition, within the framework of the national and organization's culture that focuses on social and interpersonal aspects in decision-making and relationships at work. What influences management and change process in Oman is the Omani subcultures and their backgrounds but they all agree that change is a vital element that needs to be taken into consideration and culture plays a powerful role in the process.

STRATEGI PENGEMBANGAN MANAJEMEN PENGELOLAAN PUSAT KEGIATAN BELAJAR MASYARAKAT (PKBM) DI PROVINSI RIAU

<p>Community Learning Center (CLC) is a non-formal education institution that serves as a place and opportunity for the community members to learn. CLC develops as learners’ needs, educational regulations, and general society develop. The implementation of learning activities differs from one CLC to another. The quality also varies between one CLC institution and the next. The quality of human resources in CLC contributes to the quality of the CLC. The key human resource that plays a great role in determining the success or failure of CLC is its manager. Managerial ability of CLC managers is one of the key factors of CLC’s success. To improve the quality of CLC, the quality of its managers has to be improved first. CLC managers have to possess sufficient knowledge, skills, and capabilities to realize the nine characters of CLC set in the Standard and Operational Procedures of CLC. Nowadays, CLC faces several problems in quality improvement: (1) whether or not the developed learning programs are oriented towards the learners and stakeholders; (2) whether or not all stakeholders of CLC are actively involved in the management and development of CLC; (3) whether or not learning implementation and evaluation been performed as required; it is unlikely that CLC will meet the quality standard set by the community without first having a tool to measure its progress and achievement; (4) whether or not all interested parties have strong commitment to quality improvement; and (5) whether or not the improvement and development efforts in CLC management and learning implementation have been continuous and sustainable. One of the quality improvement efforts in CLC is the development of managerial professionalism. The managers of CLC may implement CLC managerial development strategies, which begin with strategic planning. Managerial development strategies include effective and efficient management of resources and the implementation of skill development and public enrichment approaches.</p>

Human Resources Management for Effective Public Administration

Managing human resources in public administration is difficult and complex because it is an academic field, a field of scientific management and application, and a field of managerial professionalism, which includes legal and political processes. Effective management of human resources in public administration requires the incorporation of human resources development and continuous and strategic planning for “the right person for the right job.” The contemporary public administration with personnel that possess “employable skills” belittles the government and reduces its capacity. This system has resulted in a human resource management style that is based on feelings. This paper argues that traditional human management is more effective and it determines the success and the strength of the government. The crisis faced by public administration today is the result of the reinventing the government movement–a system whose human resources management is based on “employable skills,” multitasking, and a fast-paced environment. This system diminishes the importance of knowledge, science, and professionalism. It causes a leadership crisis and poor capacity governance. This paper describes the theoretical foundation of human resources management in the government. This paper also discusses a comparative analysis between line-department and matrix approach as an alternative solution to improve the capacity of public employees so that they can perform effectively and maximize their potential.

Re-engineering humanitarian response – opportunity and obligation

The existing international humanitarian system, with its focus on United Nations agencies and large international non-government organisations, is no longer fit for purpose. The extent of humanitarian need already exceeds the available donor funds, and the situation will likely worsen as needs increase and donors face competing domestic priorities. A new approach, which can deliver substantially greater humanitarian effect for effort, is thus needed. Virtually all the goods and many of the services provided at the front line of an emergency come from commercial private-sector enterprises. A much higher level of technical and managerial professionalism is needed to ensure that these private-sector resources are mobilised, directed and supervised to achieve fast, efficient and effective response. Civil engineers have a vital role to play – they have skills and attitudes that are critically lacking within the current system. This provides both opportunity and obligation for those able to contribute.