Development Of Organization Theory Research Articles

The Effects of Training on Employee Performance: A Case of Tanzania Police Headquarters

Human resources are considered valuable in any organization as they ensure every task is done smoothly. However, if these human resources are not well equipped with the right equipment, techniques and knowledge on how to perform their duties, they cannot be productive, and this is where training comes in as a solution to solving these problems. This study aims to show how training contributes to improved employee performance at Tanzania Police Headquarters. The study was guided by open innovation theory and organizational development theory. The study adopted a case design because it took a short time and was constructed as a single case study of the Tanzania Police Headquarters (TPF). Both probability and non-probability sampling methods were beneficial in helping the purpose underlying this study. The target population was the Tanzania Police Force (TPF) headquarters employees in Dar es Salaam city. The 125 sampled TPF employees were drawn from three nominated departments to offer information in the study using questionnaires, interviews, and literature reviews as instruments of data collection. Data was analyzed using social science statistical package. The findings revealed that in the study area, different types of training were provided to employees such as on job training, promotional training, refresher training, technological training and orientation training. Employees at TPF revealed that training has increased the morale of employees, reduced employee turnover, improved staff retention and improved job satisfaction as well as improved skills which have improved performance. Data findings indicated that the absence of training needs assessment, outdated curriculum, limited facilities; incompetent trainers and insufficient funds were barriers to conducting training. The study concluded that training has increased the morale of employees, reduced employee turnover, improved staff retention and improved job satisfaction as well as improved skills which has improved performance. It was recommended that TPF should establish strong strategic plans to support training and development to employees as well as reduce hindrances facing the proper utilization of training and all these can be considered when there is a strong policy for training and evaluation of training needs assessment.

Analysis of the Role of BPK RI in Promoting Organizational Capacity Development of ASEANSAI in the Period 2018-2023

The development of international audit organizations is crucial for enhancing accountability, transparency, and integration of public sector financial management globally. In Southeast Asia, the establishment of the Association of Southeast Asian Nations Supreme Audit Institutions (ASEANSAI) is significant for fostering regional cooperation in financial auditing. The Supreme Audit Agency of the Republic of Indonesia (BPK RI) plays a pivotal role as the ASEANSAI Secretariat, supporting and developing the organization's performance. As ASEANSAI matures, organizational capacity development becomes a key challenge. This study aims to analyze BPK RI's role in enhancing ASEANSAI's organizational capacity during the 2018-2023 period, utilizing Dillen et al.'s (2019) theory of transition from managerial roles to strategic experts and Walters' (2019) theory of organizational capacity development. Employing a qualitative methodology and conducting in-depth semi-structured interviews with 18 individuals from both internal and external ASEANSAI, the study identified several suboptimal aspects in the Secretariat's role and ASEANSAI's capacity development, including human resource management, financial management, and organizational performance stability. The findings suggest that these issues stem from inadequate strategic human resource development, limited financial resources, and external environmental changes such as the COVID-19 pandemic and regional socio-humanitarian issues.

Analysis of Organizational Capacity Development National Food Agency

National food security is the nation's main capital in realizing prosperity and increasing competitiveness and facing global challenges. In response to these conditions, the Government has taken a number of steps to improve national food management, one of which is through Law No. 18 of 2012 regarding Food and its derivative regulations which mandate the formation of a National Food Agency. Nearly three years after its formation, the performance of the National Food Agency still has a number of obstacles in terms of limited infrastructure, limited budget, limited human resources, and performance indicators that are not in accordance with the authority of the Agency. The article entitled Analysis of Organizational Capacity Development of the National Food Agency aims to analyze the development of the organizational capacity of the National Food Agency so that it is able to carry out its duties and functions optimally through the concept of organizational capacity development theory. Data collection in this research used a qualitative approach through analysis of literature studies from journals, books and statutory regulations documents as well as making observations, then comparing the results of the literature study collection and observations. Based on the analysis that has been carried out, the organizational capacity of the National Food Agency needs to be increased through development in the dimensions of staffing, human resources , resource development, financial health, and financial systems, and strategic planning, mission, and vision.

СИНТЕЗ МЕТОДИЧЕСКИХ ПОДХОДОВ К АНАЛИЗУ ЖИЗНЕННОГО ЦИКЛА ОРГАНИЗАЦИИ

This article presents a comprehensive approach to analyzing the life cycles of companies using the methodology of Ichak Adizes and alternative theories of organizational development. The significance of this study lies in the necessity for effective management of company life cycles to ensure their sustainable development. The hypothesis posits that integrating Adizes’ methodology with alternative development theories will enable efficient management of company life cycles, streamline processes, and facilitate informed strategic decision-making at each stage of development. The study aims to assess the applicability of various alternative theories across different stages of the company life cycle, identifying their advantages and disadvantages, and determining potential scenarios for synthesizing these theories with Adizes’ methodology. The results obtained will contribute to recommendations for optimizing company life cycle management and enhancing their competitiveness in the market.

MacIntyre’s Manager and Congregational Development

My home diocese, the Episcopal Diocese of Maryland, has embraced the College for Congregational Development (CCD). In light of the fact that the CCD draws heavily upon organizational development theory and practice, I raise the question of how clergy respond to Alasdair MacIntyre’s critique of “the manager” in After Virtue. Given the unfamiliarity of MacIntyre’s book to many of my colleagues, I offer in this essay an exposition of MacIntyre’s critique of managerial expertise so that my colleagues can respond.

Organizational Development and Educational Changes Management in Public Sector (Case Of Public Administration During War Time)

Purpose: The aim of this study is analyze the importance of educational change for the effectiveness of organizational development and the role of organizational development in the processes of human development today, in the context of the information society and extreme social networking. Theoretical framework: Russia’s war against Ukraine has pushed up demand for (new) administrative processes. But this did not negate the need for institutions to develop their potential using various, for example digital tools, and to constantly improve the quality of educational services in the context of extreme conditions and extraordinary circumstances. Design/methodology/approach: Development of education creates new opportunities for the development of human potential for extreme social networking. Findings: The approaches of joint creative activity of the participants of the educational process (in the context of security challenges) as effective means that create an unfavorable context for educational changes are determined. It is emphasized that the development of human potential depends on the ability of education to be flexible to the needs of the information society. It is determined that the transformation of the social institute of education requires radical changes in the training of a new generation of managers with a high level of professionalism, culture, innovative creative thinking. Research, Practical & Social implications: It is found out that a set of theories of organizational development is submitted methodologically capacious for creation of conceptual models of management of educational changes. Originality/value: Reasonably scientific bases of educational changes as objects of public management are characterized by tendentiousness of public management of educational changes on the basis of collective nature.

Assessment of structural configuration of corporate relationships in the context of organizational development for project-oriented enterprises

The approach to the assessment of the structural configuration is substantiated and the peculiarities of the construction of the system of corporate relations in the context of the dynamics of the organizational development of the enterprise are revealed. The peculiarities of reflexive perception and adaptive response to continuous transformations of the economic environment are considered. It is proved that the dynamics of organizational development of project-oriented enterprises should be directly reflected in the distribution of corporate control, as well as in determining the nature of the unification of technological processes and the rapid diffusion of innovative knowledge, which is one from important conditions for achieving success in competition and ensuring the stability of market positions due to the constant implementation of organizational development processes: structural; normative; procedural; effective; informative; integrative Changing the parameters of the organization of economic activity or relations with counterparties at minimal costs can cause a significant increase in the level of disclosure of the company's potential. In view of this, the hypothesis of the work was the correlation of the components of the concept of ensuring the sustainability of functioning and the theory of organizational development. Since the difficulty of implementing this hypothesis is related to the objective impossibility of enterprise development without loss of economic stability, a theoretical justification of directions for solving this problem is presented. The development of theoretical and methodological support for the management of sustainable organizational development of a project-oriented enterprise is chosen. The scheme of the subject area of the study is defined, within which the main spheres of implementation of organizational development processes are revealed. A functional model of the life cycle of the enterprise was developed and the features of the transformation of life cycle practices during organizational changes were determined. On the basis of consideration of the main directions and spheres of organizational development, benchmarks for their improvement have been determined within the framework of the formed models of the subject area and the life cycle of the enterprise.

A Systematic Analysis of the Organizational Development Theory and Transtheoretical Framework in Weight Management

A Systematic Analysis of the Organizational Development Theory and Transtheoretical Framework in Weight Management

Team Building and Appreciative Inquiry in Research and Development Teams

The changing nature of work has given rise to team-based organization structures. For making teams effective, organizations should train their employees in teamwork skills regularly. Team building is one of the training interventions often used by practitioners. The present study aims to assess the impact of team-building and appreciative inquiry training interventions in a controlled experimental setting. The impact of the interventions was assessed on the following dependent variables: group communication, group decision making, group performance, and group membership satisfaction. The sample comprised of 90 scientists of a Research & Development organization, randomly allocated to experimental conditions. The results revealed a significant impact of both the interventions. The Mean scores of participants exposed to either of the interventions were more than control group except in group membership satisfaction, where mean scores of only the appreciative inquiry group participants were higher than the control group. The results highlight the importance of both interventions in organizations. The study has wide implications for organization development theory and practice.

ORGANIZATIONAL AND ECONOMIC FUNDAMENTALS OF IMPROVEMENT OF ORGANIZATIONAL STRUCTURES OF BUSINESS ORGANIZATIONS

The article considers the need of transformations in the management systems of business organizations in modern conditions, which can be described as crisis – forming, as they are formed under the influence of a pandemic. The dynamic environment requires changes in the operation of business organizations due to different changes not only in demand in certain sectors of the economy and social groups (based on declining incomes), but also the impact of inflation in general, energy dependence on foreign sources and individuals, environmental factors, etc. To overcome the crisis, the operation of business organizations that need to change must be managed for their next usage in influencing on certain business elements. This means that the management system of a business organization must be adapted to changing conditions. The most inertial element of the management system of a business organization is the organizational structure of management (OSM). Management systems of business organizations, and especially their OSM, in most Ukrainian organizations do not correspond to their needs. Organizations that were established 30 or more years ago (in Soviet times) have, as a rule, management systems that are more or less correspond to the conditions of a stable environment of the USSR. Newly created business organizations, as research shows, form management systems without taking into consideration the modern theory of organizational development and organizational design practice (which is confirmed by the experience and efficiency of successful enterprises). Detailed analysis and diagnosis of the business organizations should be a prerequisite for their effective transformations. In the activities of Ukrainian business organizations we can observe more or less developed financial analysis based on standardized financial statements. However, it`s still hard to determine the real state of business organizations, because there was a loss of vital areas of economic analysis (use of fixed assets, stocks of various types, economic evaluation of resource markets, pricing options under the influence of individual factors, costs of core and ancillary activities, etc.). There is almost no organizational analysis (OA) and diagnostics as a basis for improving the management system as a whole and OSM as an integral part of it. It is known that the management system is a tool of controlled economic operation. The composition of the management system requires a combination of economic and organizational analysis: the managed system focuses on the evaluation of results on economic analysis, and the manager – on organizational analysis. To determine the synergistic effects of the system, it is necessary to combine these two components, which will serve as a basis for developing strategies for sustainable development of business organizations.

Pembentukan Identitas Organisasi Sebagai Penguatan Ketahanan Sosial: Studi Kasus RS PKU Muhammadiyah Yogyakarta

This study examines and describes the process of establishing organizational identity as a means of enhancing social resilience; in this case the application of Al-Ma'un values as the organization's unique identity. This study concentrated on the Hospital Umamt Muhammadiyah in Yogyakarta (PKU). This research contributes theoretically to the development of organizational theory by focusing on the religiosity of organizational identity as a relatively new object of study in social sciences, particularly organizational social resilience.This study uses a qualitative case study method to obtain data, information, and knowledge related to members' awareness of Al-Ma'un, which was the source of inspiration for the birth of this hospital in 1923. Informants consisted of employees, with primary data collection through in-depth interviews.The findings indicated that Al-Ma'un members' identification with their values had been internalized into a nested identity that evolved into the organizational identity of PKU Muhammadiyah Hospital Yogyakarta. Theoretically, this study discovered a robust and enduring distinctive value for the three CED criteria (central, enduring, distinctive) in the concept of organizational identity, thereby supporting the value of social resilience. Al-Ma'un is what distinguishes PKU Muhammadiyah Hospital from other hospitals. However, the fact indicates that there is still some misalignment of values, as several health workers at PKU Muhammadiyah Hospital continue to exhibit inconsistent Islamic behavior.

A new theoretical understanding of big data analytics capabilities in organizations: a thematic analysis

Big Data Analytics (BDA) usage in the industry has been increased markedly in recent years. As a data-driven tool to facilitate informed decision-making, the need for BDA capability in organizations is recognized, but few studies have communicated an understanding of BDA capabilities in a way that can enhance our theoretical knowledge of using BDA in the organizational domain. Big Data has been defined in various ways and, the past literature about the classification of BDA and its capabilities is explored in this research. We conducted a literature review using PRISMA methodology and integrated a thematic analysis using NVIVO12. By adopting five steps of the PRISMA framework—70 sample articles, we generate five themes, which are informed through organization development theory, and develop a novel empirical research model, which we submit for validity assessment. Our findings improve effectiveness and enhance the usage of BDA applications in various Organizations.

Using intervention mapping to develop \u2018ROSE\u2019: an intervention to support peer workers in overdose response settings

BackgroundPeer workers (those with lived/living experience of substance use working in overdose response settings) are at the forefront of overdose response initiatives in British Columbia (BC). Working in these settings can be stressful, with lasting social, mental and emotional impacts. Peer workers have also been disproportionately burdened by the current dual public health crises characterized by the onset of the COVID-19 pandemic and rise in illicit drug overdose deaths. It is therefore critical to develop supports tailored specifically to their realities.MethodsWe used the six steps outlined in the Intervention Mapping (IM) framework to identify needs of peer workers and design an intervention model to support peer workers in overdose response settings.ResultsEight peer-led focus groups were conducted in community settings to identify peer workers’ needs and transcripts were analyzed using interpretive description. The strategies within the intervention model were informed by organizational development theory as well as by lived/living experience of peer workers. The support needs identified by peer workers were categorized into three key themes and these formed the basis of an intervention model titled ‘ROSE’; R stands for Recognition of peer work, O for Organizational support, S for Skill development and E for Everyone. The ROSE model aims to facilitate cultural changes within organizations, leading towards more equitable and just workplaces for peer workers. This, in turn, has the potential for positive socio-ecological impact.ConclusionsCentering lived/living experience in the intervention mapping process led us to develop a framework for supporting peer workers in BC. The ROSE model can be used as a baseline for other organizations employing peer workers.

Unprecedented Leadership

Unprecedented Leadership

An Exploration of School Organization Metaphors and Their Contribution to School Change

This study explores the development of organizational theory through understanding comprehensive resources of metaphors and the synergy of these metaphors’ changes in momentum. The comprehensive resources of organizational metaphors emphasize that exploration and detection of the complementary relationship between multiple metaphors can promote the development of organizational theory and the acquisition of generic competence requirements to stimulate the synergistic momentum for school reform and to respond to student needs. In this study, questionnaires were used to analyze the opinions of 409 school members across 28 middle schools. The questionnaire explored 17 metaphors and their qualitative meanings. Subsequently, according to the meanings of the metaphor momentum, 41 principals, administrative staff, teachers, and parents were interviewed. The results demonstrate that with bureaucracy as the core of the thought, machine metaphor, community metaphor, politics metaphor, organism metaphor, and brain metaphor interact to promote the development of school organization theory to stimulate school change.

Organizational consulting models and performance improvement

This study is concerned with a possible organizational consulting model of schools in rural areas with unfavorable social, economic and cultural (SEC) environments. Specifically, the study offers a case study analysis of five rural schools of one Lithuanian municipality. The results yield a conceptual framework for a model of rural school consultation. The proposed model is in line with the theoretical approaches of the dynamic and the ecological theories. The obtained research results offer suggestions and insights for organizational development theory and practice.

The trouble with global production networks

Some sympathetic critics have recently found trouble with the latest iteration of the global production networks theory (GPN 2.0) developed in economic geography. I term these immanent critiques “GPN trouble” and address them in this Exchanges paper in relation to GPN 2.0’s conceptualization of value and risk and its perceived “missing” elements of the state, labour, and so on. Reiterating briefly its core tenet, I first demonstrate GPN 2.0’s modest role as a meso theory of industrial organization and economic development in an interconnected world economy. I argue that empirical analysis based on GPN 2.0 must open up the “black box” of production networks in order to evaluate the causal links between network dynamics and uneven development outcomes. Second, I show how understanding these causal links can provide better answers to the crucial question of “in what sense a GPN problem?” Addressing both issues appropriately will likely reduce the sort of “GPN trouble” one might encounter in future research on global economic restructuring during and after the Covid-19 pandemic.

Problems of Modern Understanding of a Legal Entity

The article examined the functions of a legal entity. The research revealed the interrelation between functions an factors determining the formation and existence of the institution of a legal entity. The research emphasized that since the inception of a legal entity institution, the issue of the legal nature of this type of subjects of civil law has been controversial, both in Russia and abroad. Based on the results of the analysis of fictitious and realistic theories of a legal entity, a conclusion was made about their futility due to a limited view on the essence of a legal entity arising from the need to follow the requirements determined by the hypothesis within the corresponding theory. The theory of legal entity proposed by Professor O.A. Krasavchikov, known as the theory of organization, is analyzed. It is emphasized that the theory of O.A. Krasavchikov fully corresponds to the modern understanding of a legal entity, including its normative definition, contained in the Civil Code of the Russian Federation. The study revealed the potential and prospects of the development of organization theory for modern social science. To further develop the theory of O.A. Krasavchikov, the author put forward a concept of understanding a legal entity as a unified system of organizational relationships. All main relationships (and their participants) that form a legal entity as an integral system were considered.

Navigating the Gap Between Dialogic and Diagnostic Organization Development

This piece reflects on my recent transition from practitioner to academic. Drawing from my experience, I highlight a case that explains what I see as a gap in organization development theory. Illustrating an as yet untheorized aspect of how dialogic and diagnostic theories come together, I propose a future focus of integrating the virtues of these two perspectives.

Women and Leadership Development in Australian Sport Organizations

There has been growing interest in gender diversity and the leadership development of women in recent years within the broader field of management studies. Understanding leadership development processes is important for the sport industry, in which organizations are becoming increasingly professional and commercially focused. Despite the increased attention on gender diversity and leadership development within the sport industry to date, the scope and application of organizational gender and leadership development theory within an Australian sport context has been limited. As such, the purpose of this study was to explore the leadership development practices adopted by key stakeholders of the Australian sports industry, with the intention to uncover how they impact the role of women in different organizations. Specifically, the research investigated the practices of three organizations that have a major stake in Australian professional sport.