Organizational Mission Research Articles

A Study on Sustainability and Customer Satisfaction of Brand Preference towards Sports Products with Special Reference to Bishop Heber College Trichy

Customer satisfaction is the most important mission of any service organisation for the sustainable business growth and development. It is a strategy used for understanding their needs and behaviour in order to develop strong relationship with them, good relationship with customer is a heart of business success. The present study the detailed study of customer’s satisfaction and brand preference in buying various sports products among sports students. The brands that are concentrated in this study are Nike, Adidas, Reebok and Puma. The survey is mainly focused on the products of these sports brands like shoes, bags, t-shirts, sweat bands. This study also tests the level of satisfaction and the degree of brand preference among sports students.

Build or Buy? Managing the New Technology Decision Tree.

Technology plays a role in nearly every aspect of healthcare delivery. Health systems must continually invest in new and existing technology and analytics platforms to scale initiatives, enable innovation, and achieve interoperability to meet the needs and expectations of patients and clinicians while remaining focused on the organization's mission and strategic priorities. In this process, decision-makers must determine how to allocate technological resources to platforms that meet clinical and administrative needs while reducing the need for frequent replacement or reconfiguration. Advances in artificial intelligence and its capabilities add urgency and complexity to technology investment decisions. An important consideration during this process is when to build new technology infrastructure and when to partner with existing companies and buy technology solutions. This case study explores a major academic medical center's approach to that decision, including the factors that influenced it and the outcomes of two solutions that were developed in-house.

Leadership to Accelerate Healthcare's Digital Transformation: Evidence From 33 Health Systems.

The COVID-19 pandemic, healthcare market disruptors, and new digital healthcare technologies have made a substantial impact on the delivery of healthcare services, highlighting the critical roles of leaders in hospitals and health systems. This study sought to understand the evolving roles of CEOs, CIOs, and other executive leaders in the postpandemic era and highlight the adaptability and strategic vision of executives in shaping the future of healthcare delivery. Between October 2022 and May 2023, 51 interviews were conducted with CEOs, CIOs, and other executives responsible for delivering technology solutions for 33 nonprofit health systems in the United States. They were asked to describe their backgrounds; how information solutions and technologies were viewed within their organizations' strategy, operations, and governance; and the key characteristics of executive leaders. The study has found that effective CEOs have an authentic belief in technology's role in achieving their organization's mission and that contemporary CIOs are strategic executive partners who align strategy with culture to improve care. This study examines how healthcare systems are creating digitally savvy executive leadership teams that operate in a new, integrated model that unites previously siloed functions. Some healthcare CIOs are unprepared for current and future business challenges, and some CEOs are unsure how to leverage digital technologies and C-suite expertise to transform their organizations. This research provides insights into how the nation's health systems are building and sustaining leadership teams capable of adapting to the healthcare environment and accelerating organizational transformation.

A PERFORMANCE MEASUREMENT IN THE FRAMEWORK OF THE BALANCED SCORECARD: ITS IMPLEMENTATION AT THE PUBLIC SECTOR

This study aimed to reveal the essence of the uniqueness of the balanced scorecard practice in the public sector based on its dynamics and characteristics. This qualitative research utilized a case study model combining literacy, data processing, in-depth interviews, and the researchers’ involvement. The results of the study indicate that the balanced scorecard can be adapted to an organization's vision and mission. Meanwhile, the customer perspective can be further divided into several perspectives, such as service partners and the stakeholder perspective, which became the ultimate goal of services. However, the financial aspect remained important and relevant for the object of the study even though it was not developed into a financial perspective independently. Instead, this aspect is included as a strategic objective from the perspective of learning and growth. In addition, the sharpening of the Key Performance Indicators (KPI) is also carried out after the results of the KPI achievement are measured and evaluated. Keywords: Performance Measurement, Balanced Scorecard, Key Performance Indicators, Public Sector.

The Influence of Change Management, Organizational Culture and Transformational Leadership on the Performance of Indonesian Sharia Bank Employees

Performance is important for a company or organization to support progress and achieve the organization's vision and mission. Many factors and variables can influence employee performance. The purpose of this study is to analyze the effect of change management, organizational culture, and transformational leadership on the employee performance of Bank Syariah Indonesia. This research fills the research gap and requires repeated testing to assess the impact of change management and organizational culture with transformational leadership on employee performance from different perspectives. This empirical study research uses sampling techniques using non-probability sampling of 100 respondents for all employees of Bank Syariah Indonesia Solo Branch. Multiple linear regression analysis data processing techniques reveal that Change Management and Organizational Culture variables influence Transformational Leadership. While Change Management does not influence employee performance, Transformational Leadership and Organizational Culture influence employee performance. The results of this analysis provide a very important picture of the leader's role in empowering and encouraging workers through active involvement with them, in addition to visualizing positive organizational principles that can improve organizational performance.

Interoperability of Leigh Syndrome Patient Registry Data with Regulatory Submission Standards

Introduction: Leigh syndrome (LS) is a rare, severe neurometabolic disorder and a type of primary mitochondrial disease. The Cure Mito Foundation is a nonprofit foundation founded in 2018 by parents of affected children. The organization's mission is to unite the global LS community to accelerate patient-centered research, treatments, and cures. Cure Mito has launched a global patient registry for Leigh syndrome in September 2021 to better understand the disease, facilitate clinical trials recruitment, and build a strong global community. Objectives: Patient data is collected in registries for getting a real-world view of patient reported outcomes, and to improve the understanding of the disease. Establishment of interoperability of therapies. The project described here has been undertaken to establish such interoperability for Leigh syndrome patient registry data.Methods: Establishing interoperability consisted of assessment of all data elements and collected data, alignment of data elements and variables with CDASH domains and variables, terminology alignment, data transformation, and compliance assessment. Results: Data assessment has been done, domain map has been developed, and data has been converted to CDASH standard.Conclusion: Cure Mito Foundation and Sumptuous Data Sciences, LLC completed a project focused on interoperability of Leigh syndrome patient registry data with CDISC standards, converting the data to CDASH standards, with SDTM conversion in progress. This project is a key milestone for all stakeholders who collect real world data in rare diseases.

Pengaruh Kepuasan Kerja terhadap Produktivitas Karyawan

Companies must pursue technological development to gain competitive advantage and improve performance. To achieve and improve performance, companies require active participation of employees by increasing motivation and ensuring job satisfaction.. This research aims to determine the effect of job satisfaction on employee productivity. This research uses qualitative descriptive research. Qualitative descriptive research is used to describe situations or events precisely and accurately. Job satisfaction discussed in this paper is the quality and nature of a person/employee in an organization who carries out their work according to their heart and the desire to fulfill it so that the employee feels satisfied in creating the work they do, and is in line with the organization's mission Although employee engagement does not have a direct impact on performance, its mediating effects on motivation and job satisfaction can have a significant impact on employee performance.

GOVERNMENT PERFORMANCE ACCOUNTABILITY (Case Study of the Ministry of Law and Human Rights Banten)

ABSTRACT Accountability is a form of accountability of a business owner or an organization to parties who are entitled to obtain and ask for information about business activities or performance in carrying out duties to achieve certain goals. Performance Accountability is the obligation of a government agency in accounting for the success or failure of the implementation of programs and activities. Performance Accountability is intended as from stakeholders to achieve the organization's mission measurably with predetermined performance targets / targets then outlined in government agency performance reports that are prepared periodically. The research method used is a literature review which refers to scientific journal articles as the source of the data. Accountability of government performance at the regional office of the Ministry of Law and Human Rights in Banten achieved success in 2022. The success is that the percentage of achievement of the Banten Regional Office performance indicators in 2022 is 110.49%, where there are 55 performance indicators that have succeeded in even exceeding the set target and there are 2 performance indicators. Meanwhile, for the analysis of resource efficiency in terms of performance indicator achievement, the overall average achievement of 58 performance indicators of the Banten Regional Office in 2022 reached 110.49%. This shows that there is an efficient use of resources in achieving performance in 2022, namely with the realization of the budget used in the implementation of performance of 96.88% can produce performance target achievements. Keywords : Accountability, Performance, Banten

Implementation Of Balanced Scorecard In Measuring Employee Performance In The Public Sector

Balanced scorecard is one approach used to measure the performance of a company's operations, especially in Human Resources. This study aims to find out how effective the Balaced Scorecard method is in public sector companies. As we all know that the Balanced Scorecard is an analytical tool to determine employee performance and has 4 effectiveness, namely customer perspective, learning finance and growth. In this study the method applied is qualitative, while the analytical technique used is descriptive qualitative. The use of the Systematic Literature Review (SLR) method is carried out by reviewing and identifying journals systematically which in each process are reviewed and analyzed to find out how efficient and effective the Balanced Scorecard approach is used as a measurement in an effort to determine the performance of an employee in the scope of the Public Sector. The nature of this study is descriptive analysis, then elaboration / description so as to produce accurate information for future researchers. The results showed that employee training is very effective in measuring a company's performance through the Balaced Scorecard method to improve the realization of the organization's vision and mission.

СПЕЦІАЛЬНІ МІСІЇ МІЖНАРОДНИХ МІЖУРЯДОВИХ ОРГАНІЗАЦІЙ: ТЕОРЕТИЧНІ ТА ПРАКТИЧНІ АСПЕКТИ ФУНКЦІОНУВАННЯ

The article is devoted to the theoretical and practical aspects of the functioning of special missions of international intergovernmental organizations at the present stage. It is noted that diversification of international relations contributes to the expansion of interactions between subjects of international law in various forms. It is actualized that international intergovernmental organizations, in exercising the right of foreign relations, are increasingly using ad hoc diplomacy or special missions. The author emphasizes that the trend in the development of the institution of special missions is the practice of their implementation by international intergovernmental organizations on various issues at different levels. At the same time, the author underlines that there is no regulatory framework for all aspects of their functioning. Particular attention is paid to the activities of individual special missions of international intergovernmental organizations in Ukraine. It is established that the diplomatic temporary missions of the UN, OSCE, EU and in the context of the Russian-Ukrainian war are carried out in accordance with the provisions of the 1969 Convention on Special Missions, customary law and are additionally regulated by relevant agreements and memorandums. Considering the long existence of the institution of special missions, the practice shows and in the context of the Russian-Ukrainian war, the form of diplomatic activity of the IMO not only occupies an important place in the process of international communication, but also dynamically develops and improves, which in the future will require additional international legal regulation. Key words: ad hoc diplomacy; customary international law; European Union; human rights protection; international law; international intergovernmental organizations; law of external relations; Organization for Security and Co-operation in Europe; Russian-Ukrainian war; special missions; United Nations

Key message as a basis for strategic communication

The article has studied the essence and meaning of the key message as a component of the organization's strategic communication and defined the role of the key message in ensuring effective communication impact on its target audiences. It is noted that the process of strategic communication, like any organizational communication, involves the presence of such key elements as the sender and recipient, the message, and the channel through which it is transmitted from the sender to the recipient. But at the same time, this process is aimed at realizing the organizational mission and achieving strategic goals. The message is the key to achieving communication impact. Key messages create focus, control, and intensity of influence on the company's target audience. The development of key messages is the second most important block of a strategic communications plan, in addition to defining target audiences. Key messages define what needs to be said to each of the target audiences. They are the essence of what needs to be communicated, bearing in mind that effective communication is primarily related not to what is said or sent, but to how it is perceived by the recipient and what his actions are as a result. The broad ways of conveying key messages are written, visual, verbal, and non-verbal communication, as well as their various combinations. Key messages must be carefully planned and prepared so that they are credible and broadly applicable to the organization's goals. The main requirements for key messages are formulated and the main features of the process of their development are considered. Key messages should be concise, relevant, persuasive, accessible to the target audience, and consistent with the company's mission, values, and strategy. The process of developing a key message includes the following main stages: reviewing the organizational mission, strategy, goals, and objectives; definition of the target audience; formulation of the purpose of the message; determination of messaging needs; analysis of competitors' messages; identification of advantages that distinguish the company's offers from others; supporting claims with supporting details that differentiate the company and add credibility.

Економічна стійкість як базовий концепт у сфері національної безпеки

The article is devoted to the disclosure of the theoretical foundations of the study of economic resilience in relation to national security. Increased attention to the conception of national resilience and the economic basis for its provision is due to the expansion of the range of new threats due to the growth of global interdependence, uncertainty and geopolitical tensions in international relations. The results of the analysis of scientific publications showed that with the unconditional recognition of the importance of ensuring economic resilience in the scientific community, there is an ambivalence of views regarding its essence and place in the structure of national economic security. It is determined that despite the complexity and versatility of the concept of resilience, in the general case, the related conception can be characterized as the ability of a system to constantly develop and adapt to turbulence, while maintaining its main function and structure. The disclosure of the chronology of the development of the conception of resilience confirms the actualization of approaches to ensuring national security under the influence of new geopolitical threats and the key role of resilience in national security strategies. The analysis of the conception of resilience in the interpretation of NATO and the EU allows us to conclude that its understanding correlates with the mission, principles and values of international organizations. It is substantiated that, despite the discursive nature and contrasts in interpretation, economic resilience is a key component of the national security strategy. The fundamental differences between security and resilience are defined as interrelated, but different conceptions, which lie in the nature of measures to ensure them. It is noted that ensuring economic security as a complex of measures to prevent the materialization or escalation of threats is proactive and preventive. In turn, economic resilience is associated with the ability to adapt to threats and minimize their negative impact if they materialize, i.e. involves the implementation of both proactive and reactive actions. It is stated that further studies of economic resilience as a basic conception in the sphere of national security require identification of indicators of its assessment and prerequisites for ensuring in the format of systems of collective security and defense.

Determinants of Cloud Computing Adoption in a Large Company in Sweden

Among European Union countries, Sweden stands out with the highest rate of cloud computing (CC) adoption. Previous research studies have examined the technology-related determinants in CC adoption especially with a particular emphasis on small and medium-sized enterprises (SMEs) rather than large companies. On the other hand, there is still a need of future studies to address the lack of knowledge concerning the determinants of CC adoption with regards to socio-technical attributes such as trust, regulations, ethics, and top management support specifically in large companies in Sweden. To address this problem, this research has investigated the determinants of CC adoption in a large company in Sweden. The research has due to identification of thirty determinants of CC adoption in a large company in Sweden from which ten are new determinants of CC adoption. The new determinants of CC adoption are robustness; perceived usefulness; perceived ease of use; innovativeness and top management background; knowledge and training; the type of business/sector; organization policy, mission, and vision; industrial structure and social innovativeness; customer pressure, constraint, and needs; geographical locations/data centers. The results of this research could be used by large companies in Sweden in their comprehension of the determinants of CC adoption and how they relate to them towards improving their CC adoption in their companies.

Organizational Impacts of Restrictive Immigration Policy on Rural Safety Net Organizations

Safety net organizations in rural regions face structural barriers to providing services. Organizations that serve rural Latino communities may face additional barriers related to restrictive immigration policies and anti‐immigrant climates. This study examines the impacts of restrictive immigration policies on safety net organizations that provide critical services to Latinos in rural areas to elucidate the mechanisms by which immigration policies influence Latino health. We conducted a qualitative analysis of 20 in‐depth interviews with safety net organizations providing legal, nutritional, healthcare, labor, educational, and advocacy services to Latinos in rural California. Rural Latino‐serving safety net organizations face immigration‐related funding restrictions and anti‐immigrant climates. Under restrictive immigration policies, rural safety net organizations are forced to extend beyond their organizational missions to circumvent immigration‐related funding restrictions and address anti‐immigrant climates to deliver their services. Staff working in these organizations are at the frontlines of anti‐immigrant climates and experienced an emotional toll from their work. States should address anti‐immigrant climates and increase funding to support organizations who serve Latinos in rural regions. To ensure that rural safety net organizations meet their mission, immigration‐related eligibility requirements from safety net services should be removed. In addition, funders should allocate resources towards mental health services to address the impacts of anti‐immigrant climates on staff who serve in rural Latino communities.

THE WEIRD GOVERNANCE OF FACT-CHECKING: FROM WATCHDOGS TO CONTENT MODERATORS

In this work, we chart the multiple conflicts between stakeholders in the pursuit of a common standard for fact-checking outside Western Industrialized Educated Rich and Educated (WEIRD) countries, a problem that sits at the center of the institutional mission of fact-checkers as watchdogs of politicians and enforcers of content moderation. We apply reflexive thematic analysis to a set of interviews with 37 fact-checking experts from 35 organizations in 27 countries to catalogue the methods employed by fact-checkers and the pressures they contend with in non-WEIRD countries. In contrast to the one-size-fits-all approach to community guidelines implemented by social platforms worldwide, our results show that the asymmetric relationship with platform companies compels fact-checkers to adjust their methods and strategies to account for the political and cultural dimensions driving mis- and disinformation in their local contexts. Our findings detail three ways through which social platforms impinge on the scope, values, and institutional mission of non-WEIRD fact-checking organizations. As we argue, the platformization of non-WEIRD fact-checkers entails a convoluted process in which social media platforms gradually nudge fact-checkers into becoming part of the content moderation industry, a shift that runs counter to the democracy-building values underpinning the fact-checking movement. We conclude with a discussion of our findings and recommendations for content moderation both in WEIRD and non-WEIRD contexts.

Navigating knowledge management systems in Indonesian Financial Institutions: a systematic literature

Financial institutions employ sophisticated knowledge management systems to disseminate company information, aligning with their organizational objectives, vision, and mission. The present research seeks to elucidate the archetype of the knowledge management system deployed, its consequential impacts, and the potential impediments encountered during its operational phase. The empirical data was sourced from many scholarly articles centered on knowledge management systems within financial institutions. A systematic literature review (SLR) approach underpins the methodology of this study. The survey data were descriptively analyzed using population, comparison, outcomes, and context (PICOC) parameters. An analysis of seven pertinent articles identified five distinct knowledge management system archetypes, their respective influences on the organizations, and five principal challenges that obstructed seamless implementation. Based on the findings, the meticulous review of scholarly articles centered on adopting knowledge management systems within financial services enterprises has illuminated the existence of five distinct knowledge management system paradigms. Each model is intricately woven into the institutions’ organizational structure and cultural ethos.

Pelatihan Manajemen Organisasi untuk Meningkatkan Peran Pemuda dalam Berwirausaha

This research aims to analyze the existence of organizational management training to increase the role of youth in carrying out entrepreneurial activities among youth in the Sidoarjo Regency area. A qualitative approach is used as a research method. It uses a type of qualitative descriptive research that involves information in the form of written and spoken words based on objects that have been observed. The research results show that organizations in youth businesses in the Sidoarjo area apply the implications of organizational management training strategically and prioritize organizations that are efficient and dedicated to the organization's vision and mission. The strategy carried out includes an implicative approach. Before carrying out entrepreneurial activities, mentors' training and assistance is necessary for the millennial generation who want to open a business. Entrepreneurial skills are also needed to start a business by carrying out more complex applications for young entrepreneurs. Through various existing implications, theoretically, the application of organizational management training can increase competent human resources to be able to create dynamic global competition.

Pelatihan Kepemimpinan dalam Kegiatan Organisasi Kemahasiswaan

This community service initiative aims to enhance leadership skills among members of the organization, while also providing educational insights into the specific roles each member plays in advancing the Hima Management Study Program at Nahdlatul Ulama University Sidoarjo. The intended recipients of this program are the leaders and members of the Hima Management Study Program at Nahdlatul Ulama University Sidoarjo, totaling 30 participants. The methodology employed for this initiative involves a training approach that integrates educational components with interactive discussions. The outcomes of this initiative significantly contribute to fortifying the leadership acumen of both leaders and members within the Hima Prodi organization. This enhancement empowers them to effectively fulfill their roles and responsibilities, thereby upholding the organization's mission.

Green Human Resource Management on Green Behavior Mediated by Green Work Engagement Among Rejang Lebong Hospital

Human resource management refers to the strategies and practises implemented by an organisation to effectively oversee and nurture its personnel, enabling them to effectively accomplish the organization's objectives and mission. The aim of this research is to investigate the relationship between Green Human Resource Management and Green Behavior, which is then explored with the role of Green Work Engagement as a mediator. This research uses an explanatory method. The data collection method was carried out through distributing questionnaires involving all 300 Rejang Lebong Regional Hospital employees. In addition, this research uses a non-probability sampling method, namely the number of samples is adjusted to the population size. The testing steps start from testing validity, reliability, direct influence hypothesis, mediation effect hypothesis, and finally cross-loading. The study's findings indicate that (1) Rejang Lebong Hospital's employee green behavior has improved significantly since implementing green human resource management (2) Green work engagement has a positive and significant impact on employee green behavior at Rejang Lebong Hospital (3) Rejang Lebong Hospital's green work engagement is significantly influenced for the better by the hospital's green human resource management (4) Green human resource management has a big and positive impact on employee green behavior at Rejang Lebong Hospital. This influence is mediated by the green work engagement have towards environmentally conscious work practises.

Developing organizational health literacy in primary health care: a learning network of 18 Belgian projects

Objectives:
 
 Introduce the Organisational Health Literacy approach to
 
 primary care practitioners
 
 Discuss the challenges posed by introducing OHL in primary
 
 care
 
 Share potential solutions for best practice in OHL in primary care
 Reflect on appropriate process and outcome measures for OHL in primary care
 
 Rationale: The move towards active patient participation and informed decision making in health care has raised the interest in health literacy. Informed decision making requires sufficient knowledge about the possibilities, consequences, benefits and risks of interventions to make decisions that align with one’s personal values and preferences. As such, health literacy, defined as a person’s knowledge, motivation and skills to obtain, understand, evaluate, and apply health information, plays a key role in making informed health decisions.
 While the importance of health literacy is generally recognized by primary care practitioners, to date most efforts to address it have focused on enhancing the skills of patients to understand and apply the information given by professionals, and of professionals to adjust their communication to patients with low health literacy. Yet, as the health care systems is often complex and demanding, health care organizations can also try to reduce the demands they place on patients and families by implementing policies, practices, and systems that make it easier for people to navigate, understand, and use information and services to take care of their health. This strategy is known as Organizational Health Literacy (OHL). Critical components of OHL include (1) improving access to and navigation of health care facilities and systems; (2) encouraging patient engagement in the health care process; (3) enhancing communication with patients and families; (4) establishing a workforce with OHL-related knowledge and skills; (5) creating an organizational culture and infrastructure supportive of OHL; and (6) meeting patient needs, such as provision of interpreter services and self-management support.
 Efforts to introduce OHL are increasingly implemented with success in the hospital setting and, to a lesser extent, in other health organizations such as health insurance companies, but have thus far rarely been applied in the primary care setting.
 The workshop will address the challenges posed by introducing OHL in primary care, drawing on the first-hand experience with 18 OHL projects launched in 2022 in Belgium with support of the Dr. Daniël De Coninck Fund (managed by the King Baudouin Foundation) and functioning as a learning network.
 Audience: Primary care practitioners and managers of primary care networks.
 Workshop content:
 1.A short introduction to the concept and criteria of OHL
 and the 18 Belgian projects (10min)
 2.Three short presentations of projects focusing on OHL in
 primary care (20min)
 3.Discussion in breakout groups on challenges to introducing OHL in primary care (30min):
 (1)Embedding health literacy in the organizational mission,
 structure and functioning 
 (2)Building relationships between health care professionals
 and service users around HL
 (3)Developing HL through language, action and experience
 (4)Co-creating with service users throughout the care
 journey
 (5)Learning and evaluating across organizational
 boundaries
 4.A plenary debate (20min)
 5.Conclusion and summary of the learnings (10min)