Organizational Failure Research Articles

Staying alive: A 21st century agenda for mental health, child protection and forensic services

Mental health treatment, child protection and forensic services for criminality need major reorganisation in conceptualisation and service provision. This need results from the failure of current diagnostic methods, administrative organisations and treatment approaches to reduce the prevalence of mental illness, child maltreatment or criminal behaviour. We propose that defining these problems as individual deficits and responding to them by category of harm (to self, progeny and others, respectively) stands in the way of effective prevention and treatment. We address four topics: (1) the common basis of all of these problems in unprotected and uncomforted exposure to danger, (2) the developmental process of psychological maladaptation that occurs interpersonally in endangered families, (3) the behavioural expression of psychological development as protective strategies that can be adaptive or maladaptive, depending upon the context in which they are used, and (4) proposals for systemic change that could improve prevention and treatment. These proposals include using functional formulations to guide treatment planning, single portal entry to assessment and services, integrated universal transdisciplinary training followed by specialisation for all mental health professionals, delivering customised treatment through transitional attachment relationships and consolidating disparate disciplines in ‘departments of human adaptation’.

The noncanonical role of the protease cathepsin D as a cofilin phosphatase

Cathepsin D (cathD) is traditionally regarded as a lysosomal protease that degrades substrates in acidic compartments. Here we report cathD plays an unconventional role as a cofilin phosphatase orchestrating actin remodeling. In neutral pH environments, the cathD precursor directly dephosphorylates and activates the actin-severing protein cofilin independent of its proteolytic activity, whereas mature cathD degrades cofilin in acidic pH conditions. During development, cathD complements the canonical cofilin phosphatase slingshot and regulates the morphogenesis of actin-based structures. Moreover, suppression of cathD phosphatase activity leads to defective actin organization and cytokinesis failure. Our findings identify cathD as a dual-function molecule, whose functional switch is regulated by environmental pH and its maturation state, and reveal a novel regulatory role of cathD in actin-based cellular processes.

English

Human resource is an important factor in achieving organizational goals. An organizational achievement cannot be separated from the role of top leaders in formulating the right strategy. This is because the top leaders are the strategic planners responsible for an organization's success or failure. The formulation of an appropriate strategy requires the participation of all organizational components, from leaders to employees. All these components must understand each of their respective functions to contribute to achieving organizational goals. This study aims to determine strategic leadership's effect on employees’ creativity through voice behavior mediation. This stud y's population were the employees at 6 construction companies in Bandar Lampung that were 230 employees, and the sample size representing the population to be studied, 146 employees. The test results in this study found that voice behavior could mediate strategic leadership's influence on employees’ creativity. Strategic leadership's indirect effect on employees’ creativity, mediated by voice behavior, increased more than the direct effect. This indicates that empirically voice behavior could significantly mediate the influence of strategic leadership on employees’ creativity.

Covid-19, ethical nursing management and codes of conduct: An analysis.

The conduct of nurse managers, and health service managers more widely, has been subject to scrutiny and critique because of high-profile organisational failures in healthcare. This raises concerns about the practice of nursing management and the use of codes of professional and managerial conduct. Some responses to such failures seem to assume that codes of conduct will ensure or at least increase the likelihood that ethical management will be practised. Codes of conduct are general principles and rules of normative standards, including ethical standards, and guides for action of agents in particular roles. Nurse managers seem to stride two roles. Contra some accounts of the roles of a professional (nurse) and that of a manager, it is claimed that there is no intrinsic incompatibility of the roles though there is always the possibility that it could become so and likewise for codes of conduct. Codes of conduct can be used to support nurse managers in making practical decisions via an 'outside in' approach with an emphasis on the use of principles and an 'inside out' approach with an emphasis on the agent's character. It is claimed that both approaches are necessary, especially as guides to ethical action. However, neither is sufficient for action because judgement and choice will always be required (principles always underdetermine action) as will a conducive environment that positively influences good judgement by being supportive of the basic principles and values of healthcare institutions. The response to the Covid-19 pandemic has created a unique set of circumstances in which the practical judgement, including ethical judgement, of nurse managers at all levels is being tested. However, the pandemic could be a turning point because staff and institutions (temporarily) freed from managerialism have demonstrated excellent practice supportive of ethical and other practical decision making. Organisations need to learn from this post pandemic.

Competency model for human resource managers in crises

Human resource (HR) managers are the most decisive factors in the success or failure of organizations and realize the organization’s goals with their competency. Since managers competency under crisis is completely different from that under normal circumstances and recognizing these competencies seems essential for effective management, this research was conducted to propose a competency model for human resources management [HRM] under crisis. This study applied a descriptive survey in terms of methodology and objective. The population comprised 35 experts and 2430 employees of Red Crescent, Municipality, and Provincial Government of Tehran, Iran. Two methods used to analyze research data and obtain results were the Delphi technique with interpretive structural modelling and factor analysis. According to the analysis, as viewed by experts, 5 factors, including Iranian-Islamic, personality, interpersonal, organizational, and extra-organizational components, along with 18 subcomponents were determined as components of competence for HR managers in crises. Results showed that the following were accepted as priority indices from each component: domination of religious values, Iranian-Islamic morality, and fairness from the Iranian-Islamic components; pragmatism, adherence to morality, and assiduousness from the personality components; strategic leadership, efficient resource allocation, organizational intelligence, citizen orientation, and crisis management from the organizational component; and political intelligence, business acumen, and cultural Intelligence from the extra-organizational components.

A STUDY TO ASSESS THE SATISFACTION REGARDING NURSING DUTIES AND THEIR IMPACT ON PATIENT CARE AMONGST PATIENTS OF SELECTED NABH ACCREDITED AND NON NABH ACCREDITED HOSPITALS OF INDORE CITY

Objectives: 1. To assess satisfaction of patients with nursing care admitted in NABH accredited hospital and non NABH accredited hospitals. 2. To compare satisfaction of patients regarding nursing care admitted in selected NABH accredited and non NABH accredited hospital. 3. To nd out association of satisfaction of patients with selected demographic variables. BACKGROUND OF THE STUDY NABH is a hospital accreditation process which is not an easy task, to adopted and achieve the highest standards of healthcare it is essential to practice it forever. This process requires continuous hard work and full determination health care worker. Manpower is the most important and the most valuable asset of any organization and success or failure of every organization strongly depends on the performance of manpower. Nurses are back bone of any hospital care provided to patients create good or bad reputation about the hospitals, patient satisfaction is a key factor which attract the health care seekers and uphold the standard of nursing services that play an important role in improvement of health status of society. Sindhu Joseph (2018) conducted a comparative study on “The Effect of Accreditation on Patient Satisfaction in Public Healthcare Delivery: To make accreditation a useful regulatory instrument, there is a need to assess quality based on patient outcome indicators at regular intervals. Research Approach A quantitative research approach is used Research Design Descriptive research design is used Settings Of The Study NABH accredited and non NABH accredited hospitals ptients, data is collected through self reporting check list which has cover 20 points about satisfaction of patients with nursing care . Conclusion: Statistical analysis of the independent t-test there was highly signicant difference between with satisfaction of patients regarding nursing care admitted in selected NABH and NON-NABH accredited hospital. Scores shows there is signicant difference between both groups. The study conrmed that the effect of the score of patients satisfaction in group NABH is more effective rather than group Non-NABH group. Result: Statistical analysis of the data revealed that, according to independent t-test there was highly signicant difference between with nature of work in NABH and Non-NABH accredited hospitals groups. Conclusions: There is consistent evidence that shows that accreditation programs improve the process of care and satisfaction among patients.

Exploring the Association Between Organizational Safety Climate, Failure to Rescue, and Mortality in Inpatient Surgical Units.

To examine the association between organizational safety climate (OSC), in-hospital mortality (IM), and failure to rescue (FTR) in 2 hospitals, 1 with and 1 without crew-resource-management training. OSC is 1 of the most important organizational factors that promotes safety at work; however, there is a lack of research examining the relationship between OSC and patient deaths in hospitals. We utilized a matched 2-group comparison of surgical patients and surveyed surgical staff to assess the relationship between OSC, FTR, and IM. The OSC assessment was completed by 261 surgical team members. A total of 1764 patients had at least 1 FTR complication; however, there was no association between OSC with FTR or IM for either hospital. Nurse leaders should remain vigilant in building work teams with strong hospital safety climates. More research is needed to explore the relationship between OSC and patient outcomes.

The olympic games and new sport, recreation and leisure spaces for the local community

This article is an attempt to understand the changes caused by the organization of the Olympic Games. These changes are creating new places for sports, new recreational spaces and new challenges for the city. In discussing this topic, the author refers not only to scholarly sources and Internet resources, but above all to his field research, which was conducted in cities such as Athens and Barcelona. He also tries to organize and systematize those new places and objects that were created for, or transformed by, the Games. In addition, by supplementing the content with photos and accounts from his own research, the author tries to point out the potential reasons for both successes and organizational failures, which are still visible today in the heritage of the Olympic Games in specific cities.

After COVID-19: The Way We Die from Now On.

Ethical issues raised by the outbreak of COVID-19 have predominantly been addressed through a public health ethics lens. This article proposes that the rising COVID-19 fatalities and the World Health Organization's failure to include palliative care as part of its guidance on how to maintain essential health services during the pandemic have exposed palliative care as an underlying global crisis. It therefore calls for a different ethical framework that includes a care ethics perspective and thereby addresses the ways in which the pandemic has triggered new difficulties in ensuring the delivery of appropriate end-of-life care for the dying. The article analyses the structural weaknesses of palliative care accentuated by the pandemic and proposes solutions that could set in motion lasting changes in the way it is delivered beyond COVID-19.

Responses to positive and negative feedback on organizational aspects of school quality: teachers’ and leaders’ views on a Swiss traffic light approach to school inspection

ABSTRACT In social contexts, feedback by observers, participants, or recipients provides information on performance and products, thereby creating an opportunity to learn and improve. In education governance, many countries rely on school inspection by professional observers to convey feedback on organizational and pedagogical processes and outcomes. This article examines the reactions of teachers and leaders to a Swiss inspection approach that uses a traffic light system to evaluate process features of school quality. Using SPSS and Mplus, the multilevel analysis distinguishes between individual and collective effects. On the individual level, school leaders respond to the traffic light inspections in general slightly more positively than teachers. On the collective level, feedback that flags organizational disturbances or failures of local schools does not evoke a sweeping rejection. Overall, the results indicate a rather high acceptance of the traffic light approach.

Biology and Biomechanics of the Heart Valve Extracellular Matrix.

Heart valves are dynamic structures that, in the average human, open and close over 100,000 times per day, and 3 × 109 times per lifetime to maintain unidirectional blood flow. Efficient, coordinated movement of the valve structures during the cardiac cycle is mediated by the intricate and sophisticated network of extracellular matrix (ECM) components that provide the necessary biomechanical properties to meet these mechanical demands. Organized in layers that accommodate passive functional movements of the valve leaflets, heart valve ECM is synthesized during embryonic development, and remodeled and maintained by resident cells throughout life. The failure of ECM organization compromises biomechanical function, and may lead to obstruction or leaking, which if left untreated can lead to heart failure. At present, effective treatment for heart valve dysfunction is limited and frequently ends with surgical repair or replacement, which comes with insuperable complications for many high-risk patients including aged and pediatric populations. Therefore, there is a critical need to fully appreciate the pathobiology of biomechanical valve failure in order to develop better, alternative therapies. To date, the majority of studies have focused on delineating valve disease mechanisms at the cellular level, namely the interstitial and endothelial lineages. However, less focus has been on the ECM, shown previously in other systems, to be a promising mechanism-inspired therapeutic target. Here, we highlight and review the biology and biomechanical contributions of key components of the heart valve ECM. Furthermore, we discuss how human diseases, including connective tissue disorders lead to aberrations in the abundance, organization and quality of these matrix proteins, resulting in instability of the valve infrastructure and gross functional impairment.

Driving Performance in the Retail and Banking Industries: The Consequences of Dysfunctional Management Control Systems at W. T. Grant and Wells Fargo

ABSTRACTManagement control systems—strategy, performance measures, and incentives—play a vitally important role in the success or failure of organizations. As such, management control systems represent one of the foundational topics in managerial accounting. However, as the case illustrates, developing, implementing, and continuously enhancing a management control system to be effective often proves challenging. This case develops students' ability to critically assess interrelationships between these three management control system elements. In particular, students are immersed into two dysfunctional management control systems—one at W. T. Grant in the 1970s and the other at Wells Fargo in the 2010s—to highlight the complexities, challenges, and power of such systems to elicit both positive and negative behavioral and decisional impacts on employees, customers, regulators and, ultimately, shareholders. This case also increases students' interest in studying managerial accounting, as well as their realization of its importance to an organization's success or failure.

Unpacking the relationship between procedural justice and job performance

PurposeThis study investigates the mediating role of improvisation behavior in the relationship between employees' perceptions of procedural justice and their job performance, as evaluated by their supervisors, as well as the invigorating role of their organization-based self-esteem in this process.Design/methodology/approachSurvey data were collected in three rounds among employees and their supervisors in Pakistan.FindingsAn important factor that connects procedural justice with enhanced job performance is whether employees react quickly to unexpected problems while carrying out their jobs. This mediating role of improvisation is particularly salient to the extent that employees consider themselves valuable organizational members.Practical implicationsFor organizations, this study pinpoints a key mechanism—willingness to respond in the moment to unanticipated organizational failures—by which fair decision-making processes can steer employees toward performance-enhancing activities. It also reveals how this mechanism can be activated, namely, by ensuring that employees feel appreciated.Originality/valueImprovisation represents an understudied but critical behavioral factor that links employees' beliefs about fair decision-making procedures to enhanced performance outcomes. This study shows, for the first time, how this beneficial role can be reinforced by organization-based self-esteem, as a critical personal resource.

Cultural aspects as a root cause of organizational failure in risk and crisis management in the Fukushima Daiichi disaster

This study explores root causes of the Fukushima Daiichi disaster and discusses how an urgent situation, such as a station blackout (SBO), should be addressed on an organizational and managerial level so that future disasters may be prevented. First, based on the summary of the literature on this disaster, the malfunctions and troubles of facilities that caused the disaster are extracted. Second, it is verified that these malfunctions were caused by failures of organizational risk and crisis management. Third, we discuss the reason why an organizational failure in risk and crisis management occurred from the viewpoints of cultural aspects such as groupism (“Wa”), obedience to authority, willful blindness, open safety culture, and just culture.

Современное состояние проблемы организации и проведения медицинской эвакуации пострадавших в чрезвычайных ситуациях

Relevance of the study. The increase in the number of natural and man-made emergencies (ChS), terrorist acts, social and armed conflicts leads to an increase in the number of victims and suffered, a shortage of medical personnel, medicines and equipment, and a delay in the provision of medical care in the conditions of failure of medical organizations (LMO). Each disaster is usually prolonged in nature, poses a danger to the social infrastructure and requires organized medical and evacuation measures. The relevance of the problem of improving the quality and efficiency of medical care and medical evacuation of victims in ChS is confirmed by the data of state reports "On the state of protection of the population and territories from natural and man-made emergencies..." for 2018-2019. The purpose of the study is to analyze the organization and conduct of medical evacuation of victims in ChS in modern conditions. Materials and methods of research. Based on the analysis of experience in organizing and conducting medical evacuation measures in emergencies, analysis of the results of scientific research on various aspects of medical evacuation of patients and victims of natural disasters, man-made accidents, terrorist acts and armed conflicts, materials on the use of digital technologies, and many years of own experience, an information search was conducted for ways to improve the medical evacuation system using technical means. Research results and their analysis. Based on the experience of eliminating the medical and sanitary consequences of known emergencies, it is shown that insufficient attention was paid to the organization and conduct of medical evacuation of victims, taking into account the principles of routing and creating a three–level system of medical care. Transfer from the hearth of emergencies to nearby hospitals, the lack of monitoring of victims, unproper routing, lack of medical air transport, weak medico-technical equipment of vehicles, lack of training and a number of other circumstances have led to a growing number of different complications and increased fatality rate among the victims in an emergency. It is concluded that the organization and conduct of medical evacuation of victims in emergencies require: high – quality application of information technologies that allow predicting routing and monitoring of victims, including using telemedicine systems; development and use of new modular kits and other medical equipment, primarily for sanitary aviation evacuation.

Analysis and Simulation of the Early Warning Model for Human Resource Management Risk Based on the BP Neural Network

Human resource management risks are due to the failure of employer organization to use relevant human resources reasonably and can result in tangible or intangible waste of human resources and even risks; therefore, constructing a practical early warning model of human resource management risk is extremely important for early risk prediction. The back propagation (BP) neural network is an information analysis and processing system formed by using the error back propagation algorithm to simulate the neural function and structure of the human brain, which can handle complex and changeable things that do not have an obvious linear relationship between output results and input factors, so as to find the objective connection between the two. Based on the summary and analysis of previous research works, this article expounded the research status and significance of early warning for human resource management risks, elaborated the development background, current status, and future challenges of the BP neural network, introduced the method and principle of the BP neural network’s connection weight calculation and learning training, performed the risk inducement analysis, index system establishment, and network node selection of human resource management, constructed an early warning model of human resource management risk based on the BP neural network, conducted the risk warning model training and detection based on the BP neural network, and finally carried out a simulation and its result analysis. The study results show that the early warning model of human resource management risk based on the BP network is effective, and this trained and tested BP network risk warning model can be used to conduct early warning empirical research on human resource risks to prevent human resource risks, ensure enterprise’s benign operation, and at the same time play a role in supervision and promotion of market order rectification.

Planning for what? An analysis of root cause quality and content in school improvement plans

PurposeLimited research on root cause analysis exists in educational leadership. Accurately diagnosing and detailing root causes—the why—of organizational failure, as is relatively common in other fields, could improve principals' ability to devise situationally- and contextually-responsive solutions in their improvement plans. In this study, the authors analyze school improvement plans to provide insight into how principals use root cause analysis to identify their and their school's failures as a way to respond strategically with goals and action steps.Design/methodology/approachIn this exploratory qualitative study, the authors develop coding schemes and leverage an existing rubric of school improvement plan quality to assess what principals identify as root causes for 216 priorities across 111 school improvement plans.FindingsThe overall quality of root causes submitted by principals was low, typically between “beginning” and “developing” stages. The majority of root causes aligned with priorities and desired outcomes, but fewer than one-third had a systems focus. Moreover, less than half of root causes suggested that school leaders played a part in the organizational failures. The vast majority of plans instead identified teachers as the root cause, foundational fault or “why” of the problem.Originality/valueAn increased understanding of root cause analysis conceptualization and development seems necessary if improvement planning is to be a strategic response to a school's most serious organizational challenges. The predominant approach to school improvement planning has focused almost exclusively on how to succeed or become better with little investment in identifying root causes of organizational decline or failure. This initial study of root cause quality in school improvement planning is a key first step in critically thinking about how improvement is to be achieved when failure is unconceived.

Peaks and Troughs of the U.K. Deferred Prosecution Agreement: The Lesson Learned from the First-Ever DPA between the SFO and ICBC SB PLC

Schedule 17 of the Crime and Courts Act 2013 introduced Deferred Prosecution Agreements (DPAs) into the English legal system. On the 30th of November 2015 the Industrial and Commercial Bank of China Limited entered into the first-ever deferred prosecution agreement in the U.K. with the Serious Fraud Office. It represents a historic turning point for the English legal system as well as an innovation that has the potential to revolutionise the approach to corporate criminal liability traditionally adopted in the United Kingdom. This paper analyses the legislative provisions under Schedule 17 of the 2013 Act dealing with its most problematic aspects and drawing comparisons with the corresponding legal instruments developed in the U.S. It also investigates the reasons behind the DPA implementation in England and Wales focusing on the growing pressure that was exerted on the authorities to carry out successful investigations against corporations involved in criminal activities. Finally, the paper offers an analysis of the first-ever DPA concluded in the U.K. highlighting the most controversial legal issues arising from such an agreement. This can be considered a landmark decision not only because the SFO's first application for a DPA was approved by the judiciary, but also because it was the first time in which a legal entity was charged in England and Wales with the offence of failure of commercial organisations to prevent bribery as provided by section 7 of the Bribery Act 2010.

Learning from invention failure among research organizations: the role of top management team founding experiences and exposure to US culture

ABSTRACT Building on organisational failure learning and upper echelons theory, we examine the link between top management team (TMT) prior experiences and invention failure learning among research organisations. Specifically, we develop theoretical arguments to suggest that TMT founding experience and exposure to US culture facilitate organisational learning from failure. We test our theoretical reasoning using a longitudinal data set comprising 550 organisation-year observations of the patenting activities conducted by 39 research institutes in Germany. In support of our theoretical arguments, we find that TMT founding experience and TMT exposure to US culture positively moderate the link between prior invention failure and subsequent invention performance. Pointing to TMT experiences as a crucial contingency for whether organisations learn from failure, the present study contributes to the literature on organisational failure learning and upper echelons.

English

Effective leaders are able to contribute directly by enabling competent and committed employees through encouraging them to perform well. Studies in the area of organizational behavior literatures have indicated that among the major factors affecting organizational success and failure are leadership styles and employee commitment. The aim of this paper was to examine the impact of leadership styles on academic staffs’ commitments in Madda Walabu University (MWU). The total academic staffs in the two campuses (Robe and Goba) were 914. The sample of the study consists of 231 persons, included 209 academic staffs and 22 leaders. Two separate instruments namely, multifactor leadership questionnaire (MLQ) and organizational commitment questionnaire (OCQ), were used to measure the impact of leadership styles on employees’ organizational commitment respectively. Data were analyzed using both descriptive and inferential statistics. There is a significant positive relationship between transformational leadership behavior and organizational commitments. There is weak, but positive and significant relationship between transactional leadership style with continuance commitment and normative commitment, and there is no relationship for transactional leadership style with affective commitment. Significant and positive correlation exists between laissez-faire leadership style and continuance commitment, but insignificant and negative relation with weak correlation between laissez-faire leadership style and affective commitment; however, the one that does not have any statistically significant correlation of normative commitment with laissez-faire leadership style. Key words: Leadership styles, employee commitment, MWU.