During the last decades traditional state-centered governing arrangements have been critiqued and replaced by alternative modes of governance. These shifts have been driven by economic, ideological and pragmatic motives (Pierre and Peters 2000; Pollitt and Bouckaert 2000). The introduction of alternative ways of exercising collective control and influencing society has led to a widespread interest in the concept of ‘governance’. Recent overviews — amongst others by Rhodes (2000), Pierre and Peters (2000), Peters (2001), van Kersbergen and van Waarden (2004), Hajer et al. (2004) — discuss the differences and similarities among the various governance approaches as well as the absence of a general agreed-upon definition of the governance concept. At the same time, they leave no doubt that the forms and mechanisms of governance, the location of governance, the governing capabilities and the styles of governance have not only been discussed but have been modified or substantially changed. The consequences of such changes are seldom linear, most of the time unpredictable and contestable. Are they ‘merely a way of wrapping government in a new paper which is more palatable to the public, or does the idea represent something qualitatively new and different?’ (Pierre and Peters 2000: 68) On the basis of governance, new public management and organisational change literature, we discuss changes in the ways of governing and organising universities as professional public sector organisations. We will argue that traditional and alternative ways of governing and organising universities form a hybrid of deeply embedded old and ‘sedimenting’ new structures and processes. Therefore, transformational change in the public sector may remain more limited in scope and depth than has often been argued by the proponents of alternative steering models (for the case of higher education, see also Kogan et al. 2006; Askling and Henkel 2006). We will support our view with empirical data drawn from a number of studies on change and stability in higher education policies and organisational practices in the Netherlands over the last three decades (a.o. Maassen and van Vught 1989; Binsbergen et al. 1991; Goedegebuure et al. 1993; Westerheijden 1997; Rip 1998; de Weert 2000; Jongbloed 2003; de Boer 2003; Huisman and Toonen 2004; Jeliazkova and Westerheijden 2004). In these studies macro-level changes in higher education policy in national and cross-national perspectives as well as processes of organisational change in universities have been investigated

On striking the right notes: shifts in governance and the organisational transformation of universities

Introduction: Burnout is usually defined as a state of physical, emotional and mental exhaustion that results from long-term involvement in work situations that are emotionally demanding. A great deal of researches has been devoted to the understanding of factors contributing to burnout and the negative effects that burnout has in the cost and the quality of the provided healthcare. Discussion: Many researchers believe that in difficult and stressful working conditions the work environment should be changed in order to reduce burnout levels successfully. Indeed, recent studies have highlighted the role of human resources management in burnout. It has been widely recognized that human resource management policies should be at the core of any sustainable solution that aims to increase health care systems performance and efficient. Conclusion: Motivation, leadership, empowerment and confidence are very important factors that should be considered in this direction because they are strongly related with burnout levels.

/pdf/motivation-leadership-empowerment-and-confidence-their-3yokemwaba.pdf

Motivation, leadership, empowerment and confidence: their relation with nurses' burnout.

Organisational behaviour during a construction crisis

As the rationale for representative employee participation has become more compelling in recent years, the European works council model has become internationally influential. The 1994 European Works Council Directive gave further momentum to the internationalisation of this model within an expanding European Union, and potentially beyond the EU. This article surveys the existing structures for representative employee participation in the four countries of the Asia Pacific where they are the most substantial: Japan, Korea, the Philippines and Australia. Noting the limitations of representative employee participation in these countries, and more generally in the Asia Pacific, the article explores a major opportunity for developing multinational representative employee participation by exerting pressure on firms operating in the Asia Pacific which are subject already to the European Works Council Directive. It identifies the main firms in this category, and suggests a major role for global unions – the inte...

The internationalisation of representative employee participation and its impact in the Asia Pacific

https://isiarticles.com/bundles/Article/pre/pdf/17893.pdf

Hesitation and rapid action: the new public management reforms in the Norwegian hospital sector

This new edition of Organisations and the Business Environment provides a completely revised, extended and updated edition of the original successful text. It provides contemporary and comprehensive coverage of the subject matter which is highly relevant to business and management students at undergraduate, postgraduate and professional levels. The text is written in a clear and concise style, illustrated with topical examples and data.Organisations and the Business Environment (second edition) comprises four sections:* Business Organisations iV discusses the evolution of organisational and managerial theories and concepts with particular emphasis on their relevance in the 21st century. The different types of organisations and their missions, visions, goals and objectives are examined.* The External Business Macro-Environment iV describes and considers the political, economic, socio-cultural, technological, ecological and legal influences on organisations, utilizing the PESTEL framework of analysis. This section includes a review of the internationalization of businesses and examines the role of GATT and the WTO, single markets and trading blocs. * The External Business Micro-Environment iV provides a review of the market system and the nature of supply and demand. Market structures are examined in the light of monopolistic regimes and working for competitive advantage. The impact of government intervention is explored via regulatory bodies, privatization, and nationalization programmes. * Business Management iV explores the major aspects of contemporary business organisations, including corporate governance and business ethics. In particular, this section tackles the areas of structure, culture, change, quality management and the principal functions of organisations. This textbook is a user-friendly resource with end of chapter questions, activities and assignments to consolidate learning. Its strong emphasis on topical examples enables students to understand how theory is applied in business contexts, including, GlaxoSmithKline, BT, Scottish and Newcastle, Hanson plc and a number of not-for-profit organisations.There is additional Tutor Resource material, including presentation slides, data charts, chapter summaries, questions and answers."An excellent book...good use of learning objectives, questions and potential assignments."Paul Blakely, Lecturer, University College of Warrington.

Organisations and the Business Environment

Change in organisations

Chapter 12 – The technological environment

Chapter 25 – Corporate governance and business ethics

Chapter 22 – Organisation culture: leadership, power and control

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