Organizational Revitalization Research Articles

Exploration of Effective Articulation Path between Consolidation of Poverty Eradication Achievements and Rural Revitalization--Taking Shuanghuai Township of Hechuan District as an Example

After the comprehensive victory in the battle against poverty, rural revitalization has become the focus of China's rural work at this stage and in the coming period. As an important part of industrial prosperity, consolidating the results of industrial poverty alleviation is the prerequisite and foundation for realizing industrial prosperity, and it is an important measure for realizing rural revitalization. As the consolidation of the results of poverty alleviation and rural revitalization are still in the exploratory stage in terms of the interface between the results of poverty alleviation and rural revitalization. Taking Shuanghuai Town of Hechuan District as an example, this study proposes specific paths for consolidating the results of poverty alleviation and rural revitalization effectively articulated in five aspects: industrial revitalization path, organizational revitalization path, talent revitalization path, cultural revitalization path, and ecological revitalization path, with a view to providing an articulated path reference for the realization of rural revitalization.

乡村振兴背景下农村法律顾问制度的困境与破解

In the strategy of rural revitalization, cultural revitalization and organizational revitalization both require the realization of governance by law at the grass-roots level in rural areas, which puts forward new requirements for the construction of the rule of law in rural areas. However, the current construction of the rule of law in rural areas in China is a weak link in the comprehensive rule of law. As an important part of the rural public legal service system, the legal adviser system plays a very important role in the construction of the rule of law in the vast rural areas. However, the defects of the current rural legal adviser system cannot meet the urgent needs of the rule of law and the rural revitalization strategy for the construction of the rule of law in rural areas. In view of the existing specific problems, we should improve the rural legal adviser system from the aspects of legal adviser selection, service quality improvement, service process optimization, strengthening financial security, supervision and assessment, and ensure that legal advisers play a better role in the process of building the rule of law in rural areas, which is conducive to the realization of comprehensive rule of law and rural revitalization strategy.

Research on the Planning Strategy of Jingzhou Characteristic Villages Under the Background of Rural Revitalization

The 19th National Congress of the Communist Party of China put forward the strategy of rural revitalization, and the construction of beautiful and characteristic villages has entered a new stage. Jingzhou characteristic rural planning as a regional strategy, its purpose is to promote the special process of Jingzhou countryside better, to achieve Jingzhou rural revitalization. Through the analysis of the status quo of characteristic village construction under the background of rural revitalization, the status quo of characteristic village construction in our city, the basic principles and tasks of planning. From the industry revitalization, cultural revitalization, ecological revitalization, talent revitalization and organizational revitalization of five aspects of Jingzhou characteristics of rural planning strategy. Open up a rural development road with Jingzhou characteristics, and enrich the practical connotation of characteristic rural construction.

Knowledge problem diagnosis and the fate of corporate entrepreneurship initiatives

One of the great paradoxes of corporate entrepreneurship (CE) is that even with good intentions and prodigious resources initiatives supporting the renewal and revitalization of organizations through entrepreneurial action are often programmed to fail before they are even launched. The cause of this malady stems from the challenges corporate entrepreneurs face in accurately diagnosing the state of the marketplace and the needs of their respective companies. Misdiagnosis is costly, pervasive, and avoidable; yet, the entrepreneurship literature does not offer a comprehensive explanatory model concerning why and how these expensive errors arise with such frequency. To address this gap, we leverage recent advances in realm of knowledge problem scholarship to hone in on the ability and willingness of corporate entrepreneurs to accurately assess ambiguity, equivocality, uncertainty, and complexity in the context of corporate acquisitions. Findings from the study indicate that knowledge problem misdiagnosis has a profoundly negative impact on venturing outcomes. Practitioners exposed to the framework lauded its potential to constructively challenge core company assumptions to avoid expensive mistakes.

Reengineering Human Resources and Entrepreneurial Learning towards Organizational Revitalization in Malaysian Travel and Tourism Companies during the COVID-19 Pandemic

The interest in the reengineering process of human resources and entrepreneurial learning contributes to enhancing the success of organizational revitalization, especially concerning corporate sustainability. This study builds a conceptual research framework and adopts the descriptive analytical approach based on the data of 239 samples from the employees working in travel and tourism companies in Malaysia. The findings indicate the existence of a statistically significant effect of human resources reengineering on various dimensions of organizational revitalization. Amongst them, pioneering/entrepreneurial learning as a moderating variable also has a significant and positive influence on organizational revitalization. The implications of this study mostly emphasize the necessity for travel and tourism companies to maintain their sustainability through reengineering human resources. In accomplishing strategic tasks for human resource development and achieving the strategic goals, these essential issues such as encouraging workers to innovate and continuously raising their awareness of entrepreneurship need to be acknowledged.

A Leisure Professional Association Creating an Action Plan for Change: Part 2

Abstract In 2016 North Carolina Recreation and Parks Association (NCRPA), a leisure and recreation professional association, implemented an organizational change with the hopes of becoming more relevant and vital to recreation professionals. James and Weddell documented the initial process leading to organizational change. The NCRPA Board president tasked an Ad Hoc committee to read the book, “Race for Relevance” (2011) and make recommendations to revitalize the organization. For more details on the beginning process, see James and Weddell’s case study “A Leisure Professional Association’s Structural Change, to Remain Relevant to its Members as well as in its Support of the Profession – Part 1”. Organizational change includes more than making recommendations to a board and having a unanimous board vote to implement the recommendations. Once the vote passed, the real work began. This case study continues the investigation by describing the implementation process of the recommendations leading to NCRPA organizational revitalization for 2017. The main players of innovation included the NCRPA Executive Director, its Board President, and the Executive Board as well as several committees appointed by the President. NCRPA continued to use the book “Race for Relevance” (2011) as a primer to change, requiring each committee member to read the book to understand the impact of the changes and future decisions. VIU logo WLCE logo Information Vancouver Island University World Leisure Centre of Excellence © Melissa Weddell and Jana Joy James 2018

Academies in Health Professions Education: A Scoping Review.

Thirty years ago, academies were conceived as a sociocultural approach to revitalize the teaching mission of medical schools and to promote educators' career advancement. The academy movement has grown rapidly and now reaches a broad range of health professions education organizations. The authors conducted a scoping review to map the literature and describe the evidence that guides the formation of new academies and justifies the continuation of existing ones. The authors searched MEDLINE (via Ovid), Embase (via Elsevier and Ovid), CINAHL (via EBSCOhost), and Web of Science (via Clarivate Analytics) from inception through March 6, 2020, for publications regarding academy-like organizations. They mapped the relevant literature using logic modeling as an organizing framework and included the mission, resources, activities, output, outcomes, and impact of the included academies. Of the 513 publications identified, 43 met the inclusion criteria, the oldest of which was published in 2000. Most publications were either case reports or perspective/opinion pieces (26, 57.8%), while studies presenting empirical findings were less common (11, 24.4%). Publications showed that academies were diversifying and increasingly were part of a broad range of organizations, including departments, hospitals, health science campuses, and national organizations. The mission, resources, and activities were similar across academies. Evaluation studies were largely limited to process measures, and rigorous studies examining outcomes (i.e., changes in academy participants) and impact on the organization at large were rare. The increase in the number of academy-related publications parallels the accelerating speed of the academy movement. To sustain this movement, rigorous studies must provide evidence that academies contribute to the revitalization of organizations' teaching mission and bring about an academic culture where educators thrive and where education is a legitimate career path.

Diseño de un plan estratégico para un laboratorio orientado a la revitalización organizacional

Con los constantes avances tecnológicos, mercados cambiantes, nuevos canales de distribución y de comunicación, las empresas hoy en día necesitan herramientas que les permitan marcar una diferencia con respecto a las demás, obligándose a generar estrategias eficaces que sirvan de base para alcanzar los objetivos empresariales. Esto sucede con Laboratorios S.A.S; es una empresa con un largo recorrido en la fabricación y comercialización de productos farmacéuticos, pero que hoy en día, por distintos factores como la falta de innovación, de metodologías y procedimientos adecuados, gestión de mercadeo y entre otros factores, se encuentra en una etapa de declive, en dónde sino toma las medidas necesarias para atacar la problemática, se podría desmoronar definitivamente la organización. Es por esto que se propuso un diseño de plan estratégico, que permita encaminar a la empresa a la revitalización organizacional deseada según las necesidades del entorno. Por eso se utilizaron herramientas de diagnóstico, análisis, prospectivas y propuestas de modelo de seguimiento, que le permitirán a la organización responder a los retos generados por la industria colombiana, que le permitirán así mismo entrar con fuerza al mercado y seguidamente aumentar sus ingresos.

Enabling teachers to become pedagogical leaders: case studies of two IDEAS schools in Singapore and Australia

This research paper is about the role of the principal in enabling teacher leadership for pedagogical innovations and school improvement studied in two Innovative Designs for Enhancing Achievements in Schools (IDEAS) schools in Singapore and Australia over a 3-year period from 2005 to 2007. The research reported is based on the developing relationship between principals and teacher leaders as they collaboratively engage in a process of whole school improvement. Both case study schools used the IDEAS school improvement program which originates from the Leadership Research Institute, University of Southern Queensland. The cases trace the facilitation of the IDEAS process in each school and highlights the centrality of teacher leadership in bringing about change in school-wide pedagogy and a process of school re-culturing. It underlines the fact that principals need to support the enabling of leadership among teachers by giving them the space, time and responsibility to make decisions about curriculum work and ensuring that these are aligned with new organizational structures and processes. The paper discusses how the schools were different and yet similar in many ways between the two countries, Singapore and Australia, with regard to the nature of the enabling processes for organizational revitalization and school capacity building. It draws out some implications for school leadership and school improvement.

공기업 다면평가제도의 각 요인별 조직성과에 미치는 영향 분석

본 연구는 공기업을 중심으로 다면평가제도의 선행요인이 평가효용성에 미치는 영향과 평가효용성이 조직성과에 미치는 영향을 파악하고 평가제도의 사전교육정도에 따라 평가효용성에 미치는 영향에 차이가 있는지를 알아보고 궁극적으로 피평가자가 인식하는 평가효용성이 조직성과에 어떠한 영향을 미치는지 4가지 관점에서 연구하였다. 연구 결과 선행요인인 평가자 신뢰성, 최고경영자의 지지는 평가효용성에 유의한 영향을 미치고 있으나 평가준거는 유의적이지 못하였다. 사전교육의 정도에 따라 선행요인과 평가효용성 간에 조절효과가 있는지를 검증한 결과 평가자 신뢰성은 조절효과가 있는 것으로 판명되었다. 그러나 평가준거, 최고경영자의 지지는 조절효과가 없는 것으로 나타났다. 결과적으로 본 연구의 평가효용성이 선행요인의 영향을 받아서 조직의 성과 즉, 조직몰입도, 직무만족도, 자기계발기회, 조직활성화에 직접 또는 간접적으로 영향을 미치며, 사전교육이 부분적으로 조절효과가 있는 것으로 확인할 수 있었다. This study, centering on public enterprises, has been conducted from 4 different perspectives such as grasping the effects that the factor precedent of the multi-rater feedback affects on the usefulness of evaluation and the effects that the usefulness of evaluation affects on the organizational achievement, checking on whether there is any discrepancy among the effects affecting on the usefulness of evaluation in accordance with the degree of advance training on the evaluation system, and being what kind of effects the usefulness of valuation that the appraised eventually understand affects on the organizational achievement. As result of the study, the factor precedent that are confidence of the appraisers and the support from CEO reasonably affected on the usefulness of evaluation, but the standard referred to evaluation was not reasonable. It became resultantly clear that the confidence of the appraisers held the effect of control from the verification of whether there is the effect of control between the factor precedent and the usefulness of evaluation in accordance with the degree of advance training. However, it turned out that the standard referred to evaluation and the support from CEO held no effect of control. As result, It was possible to confirm that the usefulness of evaluation in this study affects directly or indirectly to the organizational achievement such as organizational immersion, job satisfaction, self development opportunity, and organizational revitalization as influenced by the prior factors, and the advance training was partially effective on the adjusting effect.

서비스 산업에서 인적자원관리 시스템의 도입 요인과 조직 성과에 관한 연구

In the situation where the uncertainty of the environment of organizations is high and dynamic, the competitive advantage should be secured and maintained through securing knowledge-based intangible assets rather than tangible assets. human resources management in the service industry is more important than in any other industries. Accordingly, based on preceding researches, this study examines the adoption factors and the results of organizations with regard to the e-HRM system as IT-based information system. The proof results are summarized as follows. First, the degree of IS maturity in the information technology factors was found to have effects on the business results of organizations (financial and non-financial results) and the IS/IT based structure was found to have significant effects on financial results (productivity, growth potential) but no effects on non-financial results (revitalization of organizations, the degree of total satisfaction). Second, the degree of competition, the degree of information technology and environmental uncertainty factors in environmental factors were found to have effects on financial results (productivity, growth potential) but no effects on non-financial results (the revitalization of organizations, the degree of total satisfaction). Third, it can be seen that the scales of organizations partially play the adjustment role between information technology factors and environmental factors and the business results of organizations. Based on these results, we can cautiously draw the conclusion that it is effective in enhancing financial results (productivity, growth potential) of organizations to adopt the e-HRM system in the case of large scale organizations in the service industry.

Organizational Failure and Organizational Revitalization in the Relationship Between Government and Non Profit Organizations

The economic literature on NPOs stands on four theoretical “legs”: Weisbrod’s conception of their emergence in response to differentiated preferences for collective goods; Hansmann’s theory of trust-signaling through the non-profit form; the economics of altruism and commitment; and the theory of ideological entrepreneurship. Salamon sought to augment and reframe these models so that they could address “voluntary failures” and collaboration between government and NPOs. A theory of NPO leadership is developed to explain how the capacity of NPO leaders to sustain stakeholder commitments may be affected by government stakeholdership and why organizational revitalization through collaborative partnerships with government agencies may require a more appreciative leadership style.

Civil Society in Poland after 1989: A Legacy of Socialism?

This paper looks at various civic organizations in Poland during the period of transition from communism. It offers an analysis of representative groups of Civil society Organizations (CSOs), proving that they bear features of the socialist past. The paper demonstrates that the popularity of the re-legalized Solidarno ść has been steadily declining since 1989. In fact, no former dissident movement plays an important role in contemporary Poland. Moreover, the revitalization of organizations dissolved during the communist period cannot be read as a success story. Administrative dissolution and repression turned out to be effective tools in dismantling CSOs. The renewal of Catholic organizations has also largely failed. However, organizations established during the communist period still play a leading role in civil society. The communist era, in short, was decisive in shaping contemporary CSOs. Associational life after 1989 displays considerable inertia and while it is difficult to determine whether it actually retards the process of systemic change, it surely is not the sphere of social life that can currently accelerate it.

Organizational Diagnosis: Its Role in Organizational Learning

Diagnosis can be a process that helps organizations enhance their capacity to assess and change dysfunctional aspects of their culture and patterns of behavior as a basis for developing greater effectiveness and ensuring continuous improvement. The authors set forth a framework for understanding what can be called a “learning diagnosis” in which the diagnostic process is part of a large‐scale organizational revitalization effort. In particular, they explore how the diagnostic intervention is affected by the diagnostic consultant, by the top management sponsors of the intervention, and by the process of collecting and acting on data. They conclude with a discussion of both the opportunities and challenges of institutionalizing the learning diagnosis process.

Organizational revitalization of “Shotengai-Kouriichiba”

This study aimed at exmining organizational revitalization of the commercial organizations, known as “Shotengai” and “Kouriichiba”. Revitalization refers to major changes in how an organization defines its style of operations. The revitalization process is classifiedinto the following four sub-processes:(1) vicious circle and trigger, (2) problem-setting, (3) direction-setting and decision making, and (4) structuring. In the model of organizational revitalizationfor our study, internal and external conditions associated with each processwere identified. Data were obtained from 14 “Shotengai-Kouriichiba” in Kobe, Osaka, and Kyoto areas. Examination of the data collected indicated that trigger factors and drivingforces are key variables for the success of organizational revitalization.

Police Management in the 1980s: From Decrementalism to Strategic Thinking

If the early 1980s was not an easy time for local governments, it was an especially sobering time for their police and sheriff departments. After a decade or more of unprecedented federal aid and budgetary growth, funding growth came to a halt and in many places actually declined. In the mid-1980s, the growing gap between rising demand for service and scarce resources has forced many top police managers to rethink their role and the role of their departments in local affairs. This article is intended to address many of the problems that fiscal stress has posed for police managers and their departments. It presents models for understanding the typical choices most police departments have made to cope with the resource-demand gap, that is, by decrementalism, the consequences of these choices, and what some departments are doing, and more could do, to overcome the most negative impacts. In doing so, it argues that problems stemming from fiscal stress require creative and innovative solutions and advocates a strategic management approach to organizational revitalization. Such strategic responses require: (1) a multiyear time frame, usually three to five years; (2) a significant reallocation and reconfiguration of resources; (3) substantial changes in organizational structure and work force activity; and (4) a comprehensive as opposed to an ad hoc re-examination of the organization's problems, mission, and structure. Changes of this scope suggest that strategic management involves political as well as financial and technical considerations. To partially substantiate this argument, several data sources will be used, including the results of a national mail survey to which 92 cities with populations over 50,000 responded. In addition, several of the cities were examined in greater depth through field interviews.'

Organizing China: The Problem of Bureaucracy, 1949-1976

1. The politics of bureaucracy in contemporary China 2. Organization building and consolidation, 1949-1953 3. Organizational rationalization, 1952-1955 4. The origins of the first crisis, 1955-1956 5. The first crisis: the hundred flowers, 1956-1957 6. The great leap forward and its aftermath, 1957-1962 7. The origins of the second crisis, 1962-1966 8. The second crisis: the cultural revolution, 1966-1968 9. Attempts at organizational revitalization, 1967-1969 10. Bureaucracy and the struggle for succession, 1969-1976 11. Conclusion Notes Glossary Bibliography Index.

Organizational Revitalization

Organizational Revitalization