Practice In Organizations Research Articles

From training to practice: long-term perspectives of graphic facilitation used in organisations

ABSTRACT Graphic facilitation is a growing international practice and is often used to describe what professionals do when visually facilitating group processes. Although the professional arena has grown, there is a lack of empirical research in the field, especially regarding long-term perspectives on applying the practice in organisations. This paper aims at investigating employees’ experiences and competence development over time within graphic facilitation. The study followed three employees, first in a 2-day basic graphic facilitation course, then in follow-up interviews, eight months, and two years after completing the course. The empirical data were analysed based on a literature review conducted on long-term perspectives, focusing on three themes: 1. The graphic facilitation practice at individual, group, and organisational level; 2. Contextual knowledge and knowing about the participants; 3. Relation between objects, processes and competencies needed. The findings show that all three employees from different organisations continued to use graphic facilitation and found it valuable for giving new insights and overviews of processes and tasks. The methods aided in creating common ground and goals. The employees activated their contextual organisational knowledge to aid the process and found that being sensitive to various groups’ needs and personal preferences were effective when applying the methods.

CROSS CULTURAL DIVERSITY IN HRM

The research paper explores the impact of cross-cultural diversity on Human Resource Management (HRM) practices in contemporary organizations. With globalization intensifying the interaction between individuals from diverse cultural backgrounds, understanding how cultural differences influence HRM is critical for maintaining competitive advantage and fostering an inclusive workplace. The study examines key HRM functions, including recruitment, training and development, performance management, and employee relations, through the lens of cultural diversity. The paper aims to provide HR professionals and organizational leaders with actionable insights to effectively manage and harness the potential of a culturally diverse workforce. By analyzing various case studies and theoretical frameworks, the paper highlights the challenges and opportunities presented by cross-cultural diversity. Key challenges include communication barriers, cultural misunderstandings, and differing work values and practices. Conversely, the research identifies opportunities such as enhanced creativity, better problem-solving capabilities, and a broader talent pool. The findings suggest that successful HRM in a multicultural environment requires adaptive strategies, cultural competence, and inclusive policies that respect and leverage cultural differences. Recommendations include implementing cross-cultural training programs, promoting a culture of inclusion, and adopting flexible management styles that accommodate diverse perspectives. Ultimately, the research underscores the importance of cross-cultural diversity in enriching organizational dynamics and driving sustainable growth.

Integrating accounting fintech innovations in the U. S. healthcare sector: opportunities, challenges, and impacts on financial management and patient care

Integrating accounting fintech innovations in the U.S. healthcare sector presents significant opportunities for enhancing financial management and patient care. This paper examines the current landscape of accounting fintech solutions in healthcare, highlighting key opportunities, challenges, and impacts on financial management and patient care. The healthcare industry is increasingly adopting fintech innovations to streamline financial processes, improve efficiency, and enhance patient care. Accounting fintech solutions such as automated billing and payment systems, blockchain technology for secure transactions, and predictive analytics for financial forecasting are revolutionizing financial management practices in healthcare organizations. However, integrating accounting fintech innovations in the healthcare sector also presents several challenges. These include concerns about data security and privacy, the need for regulatory compliance, and the potential for disruption to traditional financial management practices. Addressing these challenges will be crucial to realizing the full potential of accounting fintech in healthcare. The impact of integrating accounting fintech innovations in the U.S. healthcare sector is significant. Improved financial management practices can lead to cost savings, increased revenue, and better resource allocation, ultimately benefiting both healthcare organizations and patients. Additionally, enhanced financial transparency and efficiency can lead to improved patient care outcomes and experiences. In conclusion, integrating accounting fintech innovations in the U.S. healthcare sector offers numerous opportunities for improving financial management and patient care. However, this integration also presents challenges that must be addressed to realize these benefits fully. By overcoming these challenges and leveraging the potential of accounting fintech, healthcare organizations can enhance their financial management practices and provide better care to their patients.

Healthcare Practices and Employee Performance in Non-Governmental Organizations (NGOs) in Kenya: Moderating Effect of Top Management Commitment

Employee welfare practices, such as health care practices, play a crucial role in employee performance. Therefore, this study aimed to determine the relationship between health care practices and employee performance in non-governmental organizations in Nairobi County, Kenya: moderating effect of top management commitment on the relationship. Both qualitative and quantitative methods were utilized in a cross-sectional survey involving 403 respondents, including top managers, middle-level managers, and lower-level managers selected through purposive, stratified, and simple random sampling procedures from a target population of 14,323 NGO employees in Nairobi County, Kenya. Questionnaires were used as primary data sources, while secondary data were gathered from reviewed journals, books, and articles. The study incorporated relevant theories such as Herzberg's two-factor theory, the Human Relations Theory, and Maslow's hierarchy of needs. A pilot study was conducted to ensure the validity and reliability of the tools used. Data analysis was performed using Version 25 of the Statistical Packages for Social Sciences software, employing frequencies, means, correlations, and multiple linear regression. Inferential and descriptive statistics were utilized as diagnostic tests, and the findings were presented using pie charts, graphs, and tables. The study revealed a positive and significant relationship between healthcare practices and employee performance when moderated by the top management commitment in NGOs in Nairobi County, Kenya, emphasizing the importance of top management support in enhancing employee health practices and performance within the organization. For collective mental programming, the non-governmental organizations (NGOs) in Kenya should develop staff health care policies. In order to decrease personal work stress and improve counselling facilities, frequency, and resources, it is necessary to increase employee access to healthcare practices. Access to counsellor outreach services and expert support can be acquired by forming relationships with colleges or institutions of counselling and psychology.

Implications of Bid Rigging Practices in Small Island Developing States: A Case Study

The Bid rigging on construction projects has a wider societal implication that has spanned beyond the parties to the contract. This has led to costly litigation actions and additional unaccounted transactional costs derived from taxpayers’ funding. This study utilized a qualitative approach, through an emic view of a contemporary case study between the Government of Trinidad and Tobago and several contractors on bid rigging practices. The findings revealed that recommendations indicated within a Commission of Enquiry could have prevented unlawful practices. This research justifies the need for systems to be in place to comply with procurement laws and the heightened need for enforcement of ethical practices in state organizations. This research can assist policy makers in determining areas that require updating in relation to procurement and contract management practices within the construction industry.

Developing an inclusive culture in the organization

The article discusses the features of an inclusive culture at two levels: the economy and the organization, and defines the concepts of «inclusive culture of an organization» and «inclusive leader». The author aims to analyze the main aspects related to the formation of an inclusive culture, which involves the development of the principles of equality and diversity. The work provides data confirming the need to introduce the principles of inclusiveness into the practice of Russian enterprises and organizations and presents conclusions about the impact of an inclusive culture on the effectiveness of the organization.

Effective leadership practice among senior leaders working from home and in the hybrid workplace across COVID-19

The COVID-19 pandemic disrupted and reshaped effective leadership practices by introducing working-from-home protocols (WFH) and the hybrid workplace model. The current study sought to identify and understand leadership practices adopted in WFH and the transition to the hybrid model, the effectiveness of these practices, and the implications of these on future effective leadership practices in knowledge-based organizations. The current study employed an inductive thematic analysis on semi-structured interviews with thirteen senior leaders in marketing agencies and departments, grounded in causal leadership epistemology. Five themes were identified: (1) remote leadership capabilities required, (2) a soft skills leadership renaissance, (3) introspection is a coping strategy, (4), leaders' temporal quandary, and (5) hybrid leadership uncertainty. The study findings indicated the leaders who successfully coped and continued to be effective exhibited a more adaptive and resilient mindset, evolving their leadership practices and skills to suit the needs of remote (WFH) leadership. They embraced softer leadership skills and developed more humanistic leadership behaviors. They developed an introspection practice to maintain their mental and psychological balance and they mastered time management in an always-on world. This study offers leaders, managers, and employers practical insights into ongoing effective leadership practice with remote (WFH) empowered workforces and hybrid workplace normalization.

Coding Competencies across Roles: Computer Programming Practices in News Media Organizations

ABSTRACT Computer programming, or what is commonly known as coding, is an emerging skill supporting the development of digital products in news media organizations. Through the application of practice theory—a hybrid approach that includes elements of field theory, actor–network theory and structuration theory—we examine the ways in which coding competencies are practiced within and across different roles, for different purposes. This exploratory study uses online interviews with 19 news product managers and leaders–or those who are tasked with the management, development, testing, and launching of digital news products–offering unique insight on coding practices across functions. Results highlight the usage, value and nuances of coding skills, providing insight into the activities, materiality, and reflexivity of computer programming as it emerges across roles in a news organization.

The role of the new institutional sociology in implementing the environmental agenda

The new institutional Sociology declares that organizations, whether public or private, are influenced by norms, customs and beliefs institutionalized in their structure. Therefore, it is possible to infer that these factors can also influence organizations' actions regarding the environment and sustainability. Based on this understanding, we sought to investigate the role of the new institutional Sociology in the implementation of the environmental agenda. Given the purpose of this work, it is possible to classify it as bibliographic and exploratory in nature. Scientific articles, books, reports and other secondary data of national and international origin were used as theoretical support for the research. In the context of the environmental agenda, institutions can materialize in the form of laws, regulations, public policies, positioning of the professional class, behavior of successful organizations, consumer preferences and many other factors. It was noticed that institutions pressure organizations to develop sustainable practices and these, in turn, enable environmental conservation without necessarily impeding economic development. It was also possible to identify that the pressures felt by organizations to adopt similar environmental practices are explained through the phenomenon understood as institutional isomorphism. This occurs in three ways: coercive; mimetic and normative. Furthermore, this study allowed us to understand the levels of implementation of an environmental agenda. However, it was observed that agendas can be implemented at global, national and local levels. And, the adoption of environmentally sustainable practices in organizations is motivated, above all, by the need to legitimize organizations.

ОСОБЕННОСТИ ПРОВЕДЕНИЯ ТЕНДЕРНЫХ ЗАКУПОК В ПРОМЫШЛЕННЫХ ОРГАНИЗАЦИЯХ

The article presents a classification of tender procurements that are most often encountered in the practice of industrial organizations. Methods for carrying out competitive procurement are determined, the distinctive features of non-standard procurement and the conditions for their use are highlighted. Practical recommendations on participation in procurement for the supplier organization are given, typical inconsistencies of the procurement participant with price and non-cost indicators are identified. The approaches to the formation of non-cost indicators for assessing participants’ applications have been clarified. The specifics of holding electronic competitions, as well as competitions with limited participation, are considered.

Exploring the Edges: Identifying the Next Generation of Evaluation Capacity Building Research and Practice Through Adjacency

Evaluation capacity building (ECB) is a well-established domain of scholarship and practice within the broader field of evaluation. Stemming from a concern to ensure sustainable and useful evaluation practices in organizations, ECB draws on several evaluation theories and approaches such as collaborative evaluation and utilization-focused evaluation. In a recent integrative review, the authors and their colleagues identified other theories, frameworks, and models that inform ECB; many of these were developed in other fields, such as social sciences and public administration. The present exploratory study sought to identify some of the knowledge and theories that inform ECB from other fields through a review of 47 “ECB-adjacent” articles. This article describes the various themes and topics included in these articles to formulate potential future avenues for ECB research and practice.

Can Remote Work Be Adopted When Phubbing and Cyber Loafing Behavior Are on the Rise?

During the COVID-19 pandemic, remote work became a prevalent practice for organizations, raising concerns about counterproductive behaviors like phubbing and cyberloafing. This research investigates the dynamics of these behaviors among employees working from home, focusing on social networking needs (SNN), perceptions of others' online behavior, and the pandemic's influence. Data from 222 remote employees were analyzed using structural equation modelling, revealing positive relationships between SNN, perceptions of others' online behavior, pandemic influence, and phubbing. Moreover, the study reveals the moderating effect of WFH on these relationships. These findings highlight the importance for HR practitioners and policymakers to understand and address phubbing and cyberloafing behaviors in remote work settings. This study fills critical research gaps, offering insights to mitigate the negative impacts of remote work policies, thereby enhancing organizational effectiveness and employee well-being. The chapter, therefore, aims to examine whether remote work can succeed amid rising phubbing and cyberloafing. Through analysis, it offers insights for HR and policymakers to manage these challenges effectively.

The Influence of Work Environment, Work Experience and Work Discipline on The Performance of Tanjungbalai City Education Service Employees

The purpose of this study is to investigate how the work environment, work experience, and work discipline of Tanjungbalai City Education Service employees impact performance. The exploration strategy utilized was a study by dispersing polls to representatives of the Tanjungbalai City Instruction Office. The employees of the Education Department were chosen at random to be included in the research sample. An information examination was completed utilizing relapse procedures to evaluate the connection between free factors (workplace, work insight and work discipline) and the dependent variable (representative execution). The consequences of the examination show that the workplace decidedly affects the presentation of Tanjungbalai City Training Division representatives. Work experience likewise makes a positive commitment to further developing representative execution. Work discipline was likewise found to significantly affect representative execution. In general, these three free factors affect the presentation of Tanjungbalai City Schooling Office representatives. The consequences of this examination can add to the administration of the Training Division in further developing representative execution by focusing harder on and upgrading the workplace, giving decent work insight, and further developing representative work discipline. The ramifications of this examination can likewise be a reason for further developing HR strategies and practices in comparable organizations.

Examining Green Transformation In Nepalese Human Resource Management Practices

Purpose: This study examines the variables influencing the implementation of environmentally friendly practices in organizations and to examinining the relationships between green transformational leadership, personal moral principles, green management of human resources, green commitment, with employee green behavior.
 Methodology: The study used a descriptive and causal research approach. The study used primary data with a questionnaire based on stratified random sampling techiniques, collected from a sample of 393 respondents consisting of employed personnel from both public and private sectors, encompassing banking and non-banking and college campuses. The study used Pearson’s correlation and regression analysis method to analyze data using the SPSS tool.
 Findings and Conclusion: The study reveals a signicant relationship of personal moral norms (0.800), green human resource management (0.749), green transformational leadership (.815), green commitment (.810) with employees green behaviour. These factors account for essential differences in employees’ involvement in environmentally conscious actions. The regression analysis determines the significant predictive capability of these parameters with green commitment being particularly prominent.
 Implications: These findings emphasize the solid empirical evidence of the study’s results, establishing a quantitative basis for the interrelatedness of personal beliefs, organizational practices, leadership styles, and employee participation in environmentally sustainable behaviors. The practical implications for organizations are enhanced by including quantitative evidence, highlighting the importance of dedication and strategic leadership in achieving long-lasting effects on a sustainable workplace. Further research in green behavior is essential, and the qualitative observation method is recommended for future researchers.

A Review of Circularity Indicators and Psychological Factors: a Comprehensive Analysis of Circularity Practices in Organizations

Introduction. In a booming global economy of finite resources, pandemics, armed conflict and irresponsible over-consumption, attention to the nature of finite resources becomes imperative. The transition to a circular economic model lies at the intersection of economic development and environmental protection needs, significantly impacting today's society and future generations. Research and understanding of the circular economy are catalysts for accelerating processes to change the current unsustainable paradigm. This study reviews the literature and identifies how circularity indicators are addressed at the organisational level.
 Aim and tasks. The study aims to review and synthesise the literature on micro-level circular indicators, psychological factors, and relevant theories in the context of organisational performance, as well as identify knowledge gaps and ways the two elements can be integrated into the circularity assessment.
 Results. The study shows no universally accepted method to measure the circular economy at the organisational level. Most indicators focus only on the environment, ignoring the social dimension, while many indicators in the literature are not standardized and cannot be compared. It has also been identified that the social component needs to be better represented, with all the attention focused on the environment. Within the social component, organisational psychology (organisational culture, satisfaction, attitudes, leadership, motivation, and employee well-being) is almost not represented in the studies and indicators, as they are highly relevant to the social component.
 Conclusions. This systematic review provides an overview of existing indicators and measurement tools at the organisational level. Following the analysis and results presented above, it can be said that although underexplored, the social dimension of the circular economy has begun to attract attention in the literature. The present research highlights the relevance of the social aspect in the circular economy and suggests that it has been undervalued in research to date. Irrespective of the specific areas of interest of different studies, there is a growing need for a more comprehensive understanding of the social impact of the circular economy, which would include all aspects of social life, from jobs and education to civic engagement and behaviour change.

‘Quality’ Service to Society? Continuing Education and Training Centers in Universities: Insider Views

The zeitgeist of Continuing Education and Training viz. CET organizations globally is in tandem with the fast-shifting dynamics as well as altering mindsets pertaining to lifelong learning. Particularly for developing countries like Türkiye, a country which is highly heterogenous vis-à-vis its demographic structure, these changes are worthy of dwelling on. The present qualitative study intends to delve into the current practices in the CET organizations in question via seeking first-hand-information of leaders (heads / principals / coordinators / administrators) as well as those attending the said organizations with a view to shedding light to the practicum in relation to reaching out communities outside the immediate shareholders. Whilst doing so it is attempted to cast light on the challenges of novel sort too. The main research questions: 1) What leadership styles come to the forefront in CET organizations to better serve the society? 2) What are the perceived challenges and how are these addressed? 3) How is the future of CET organizations respecting catering to community needs in a quality fashion? The study is conducted with 10 leaders alongside 6 attendees of CET organizations in various regions of Türkiye, resorting to purposeful sampling and by carrying out semi-structured interviews on a one-to-one basis. The findings indicate the leaders along with the attendees of CETs as the participants of this study hold views that do not bear a lot of resemblance yet there exist some commonalities in this regard.

Translation as Social Justice. Translation Policies and Practices in Non-Governmental Organizations: Book Review

Translation as Social Justice. Translation Policies and Practices in Non-Governmental Organizations: Book Review

Leadership Behaviour Association with Human Resource Management Practice in Selected Ethiopian Sport Federations

Leadership behavior and human resource management practices (HRMP) in sport organizations is crucial for organizational success. Effective leadership behavior can positively influence human resource management practices, while these practices can also impact leadership behavior. By understanding and leveraging this relationship, sport organizations can create a positive work environment, enhance employee performance, and achieve their organizational goals. To objective of the study was to find the association between Leadership Behaviour and HRMP of selected Ethiopian Sport Federations. In this study, the sequential explanatory research design was used. a sample size of 95 respondents (n = 95) from Ethiopian Football Federation and Ethiopian Athletics Federation was selected using stratified sampling technique. The variable of the study was leadership behaviour and HRMP. In addition to this, standardized questionnaires, document analysis, focus group discussions and semi-structured interviews were used to collect the data. Quantitative data was analysed using Spearman correlation coefficient while qualitative data were transcribed and interpreted. The result of the study shows that there was significant association between leadership behaviour and HRMP, r = 0.41, p = .001. The study concluded that Ethiopian selected federation leadership behavior has contribution for effectiveness HRMP. However, utilizing modern technology, robust monitoring and evaluation mechanism, adequate guidelines, standards and manuals, employee knowledge, skills and attitudes, physical facilities, financial capacities and satisfaction athletes, coaches, officials and stakeholders were not up to the required level.

Requirements for the development of media civil responsibility in Afghan law

In the contemporary era, people's lives have been accompanied by the increasing use of the media and its role in different layers of their lives. Few people can be found who do not deal with one type of media. The expansion of media activities may harm the rights of other people. In this case, the cause of the loss is considered responsible. In line with the protection of human rights, media-based criminal liability can be justified. On the other hand, the guarantee of criminal executions may cause serious damage to the freedom of expression and the freedom of the media. Therefore, the question is whether civil liability can be considered as an alternative to criminal liability in the field of media? The answer to this question seems important because Afghanistan's legal approach in this field is mostly criminal. Adopting a civil approach will be a valuable opening for media activists. The current research, which was carried out with a descriptive-analytical method. The findings of the research show that due to reasons such as the need to support freedom of expression, free flow of information, protection of the rights of parties to media disputes, the ability to replace financial compensation, the possibility Compensation by insurance and synchronizing with the practice of international organizations and other civilized countries, proper criminal policy is synchronizing with the new structure that has been adopted these days in the international arena and Islamic countries in the field of media. A structure that reduces criminal responsibility and emphasizes civil responsibility in solving media cases

Ensuring equality in the field of labor is one of the fundamental tasks of the state

Guaranteeing rights and freedoms for citizens and forming new, equal relations in society are currently one of the main directions of our state's activity. Because equality is one of those fundamental values that must be enshrined in legislation and implemented in practice in a state that is declared legal, social, and democratic. The purpose of the article is to consider the issue of ensuring equality of rights and opportunities and their impact on a person's ability to work in today's realities. After all, in practice in the field of labor there are many cases of violation of the principle of equality, when employees are actually deprived of the opportunity to protect their rights in case of illegal refusal to accept employment and in case of dismissal due to the fact that employers do not provide an official refusal indicating the valid reasons for refusal work or try to formulate the reasons for dismissal at the employee's own will or with the consent of the parties, which causes concern in view of their massiveness, especially today, when the country is in a state of war against the Russian aggressor. Summarizing the conducted research, it is stated that today Ukraine is already on the way to ensure equal rights of workers and implementation of norms, principles and provisions enshrined in international legal acts in the field under consideration. This is evidenced by the adoption of legislative acts, which will contribute to bringing domestic legislation into compliance with the legislation of the European Union, the practice of the International Labor Organization and will have a positive impact on the market environment. At the same time, it was noted that during the reform of domestic labor legislation, in particular, it is necessary to prevent the narrowing of the existing rights and guarantees of employees, to provide legal instruments that will contribute to the implementation of the principle of equality in the field of labor, in particular, the equality of regulation of the status of subjects of labor law, equal protection labor rights and interests of employees and employers, equality of subjects of labor law when labor relations arise.