Background Ethical challenges constitute an inseparable part of daily decision-making processes in all areas of healthcare. Ethical challenges are associated with moral distress that can lead to burnout. Clinical ethics support has proven useful to address and manage such challenges. This paper explores how prehospital emergency personnel manage ethical challenges. The study is part of a larger action research project to develop and test an approach to clinical ethics support that is sensitive to the context of emergency medicine. Methods (...) We explored ethical challenges and management strategies in three focus groups, with 15 participants in total, each attended by emergency medical technicians, paramedics, and prehospital anaesthesiologists. Focus groups were audio-recorded and transcribed verbatim. The approach to data analysis was systematic text condensation approach. Results We stratified the management of ethical challenges into actions before, during, and after incidents. Before incidents, participants stressed the importance of mutual understandings, shared worldviews, and a supportive approach to managing emotions. During an incident, the participants employed moral perception, moral judgments, and moral actions. After an incident, the participants described sharing ethical challenges only to a limited extent as sharing was emotionally challenging, and not actively supported by workplace culture, or organisational procedures. The participants primarily managed ethical challenges informally, often using humour to cope. Conclusion Our analysis supports and clarifies that confidence, trust, and safety in relation to colleagues, management, and the wider organisation are essential for prehospital emergency personnel to share ethical challenges and preventing moral distress turning into burnout. (shrink)

The purpose of the study is to determine measures to improve the efficiency of the personnel management system in the civil service. The article highlights the issues of improving the personnel management system in the civil service, identifies the features of personnel management in the civil service, touches upon the moments of motivation and incentives for civil servants. The authors carried out a sociological study among the employees of the Ministry of Agriculture and Food (...) of the Republic of Buryatia. Scientific novelty lies in the proposed personnel management system, which, in contrast to the existing ones, reflects the specifics of the civil service and allows the most effective management decisions of personnel management. As a result, measures were identified that are aimed at efficient, fast and convenient work of the Ministry's employees, at retaining young specialists, effective motivation and interest of personnel in labor activities. (shrink)

ntroduction Since China’s gradualist reform started in the early 1980s, its governance record has been relatively successful. Despite a large number of severe challenges, the government in Beijing has managed outstanding economic performance and large-scale social transformation (Naughton 2007). Overall, the regime seems to enjoy relatively high levels of public support (Gilley 2006; Wang 2009), and a reform and state-building process controlled by the ruling Chinese Communist Party looks set to continue for the next ten to 20 years. One key (...) element of the Chinese political or governing system is management of its Party and government officials, or “cadres” in its own terminology. We argue that the Party-state’s personnel management features a meritocratic system that has so far largely evaded scholarly attention. This system retains strong influences from the Confucian scholar-official tradition of China’s imperial past, as well as the Leninist “vanguard party” tradition that was established in the revolutionary and Maoist eras. In recent years, however, this system has paid increasing attention to nurturing managerial competence for the purpose of administering a modern economy and a modern society. How the Party attempts to strike a balance between political loyalty and professional competence is the focus of this study. We will examine several aspects of the Chinese cadre management system. These include the formal rules, institutions, and actual practices regarding (1) recruitment, (2) development, and (3) promotion of officials. From this analysis we will understand how political loyalty and professional competence are defined and measured in the Party’s personnel regime, and how a balance is sought between the two. We will also look at the changes that are taking place in the relative importance, or weights, of these two criteria as the Party-state tries to build a modern governance machine. We find that while political reliability and commitment still feature prominently when the Party staffs the state and party bodies, rapid economic development and social changes have amplified the need for capable and competent managers and administrators, in order to deliver successful governance. Whereas in the past political loyalty played a crucial role for officials’ success within the state ranks, today professional competence has become more central. Whether this trend will continue, to a future state in which political loyalty becomes almost irrelevant, will be discussed toward the end of the chapter. (shrink)

Introduction. The article is focused on possibilities of measuring the efficiency of organizational culture, which is relevant when planning and justifying the expenditures for personnel management. The aim of the study is to formulate an algorithm of actions which makes it possible to move from assessing the existing organizational culture to assessing the expected economic effects from measures to maintain or develop it. Methods. In the course of the research, the methods of comparative analysis, system analysis, functional analysis, (...) desk research were used. Scientific novelty. In works devoted to measuring organizational culture, the emphasis is made on diagnosing its state, its features in any specific organizations, recorded, as a rule, on the basis of a number of well-known author’s methods. Researches on HR analytics and practical recommendations are focused on building a system of HR metrics and identifying their correlation with an organization economic performance in order to see solutions - “insights” in human resource management. At the same time, there are no works reflecting the relationship between the characteristics of organizational culture and the expected economic effects of its functioning, which would justify the necessity of expenditures for managing organizational culture for each specific organization. The article describes the possibility of transition from measuring the culture characteristics to the indicator of return on investment in human capital. Conclusions. The practice of assessing the economic efficiency of decisions related to the expenditures for organizational culture is accompanied by a number of difficulties in justifying the expected results. In our opinion, the variant of measuring the effectiveness of organizational culture described in the article has the right to exist. It should be noted that the correlations between culture indicators, HR metrics and economic effects can vary for different organizations, which is established empirically by observing changes in all indicators and their relationships over time. (shrink)

People should be at the centre of attention within knowledge-based economics. The leaders of each enterprise ought to focus on providing the best conditions for their employees’ professional and individual development and treat them with respect in terms of their dignity and needs. In contemporary literature two notions in perceiving people in organisations are noticeable. The first one treats employees as ‘resources’ which have to be properly used or as ‘capital’ that should bring a decent return on investment. The second (...) notion derives a lot from Christian philosophy and sees the human as a person who treats work as a way to realize his calling and thus is able to take responsibility for the decisions made and actions taken. Acting in a constantly changing environment, people have to be flexible and able to take advantage of emerging opportunities and avoid threats. Within this process it is not a matter of being a human ‘being’ but rather becoming, which means that they are incessantly developing their potential. Although it is hard to predict human behaviour, the main task for managers is to lead in a way that will help employees use their full potential for both their own and the company’s benefit. (shrink)

The purpose of our article is to present a qualitative empirical study from the ethical viewpoint. It aims at the theoretical conceptualization concerning the managers' decision-making of personnel dismissals in downsizing organizations. First we present and seek to motivate our research task. The importance of real business ethical issues as a starting point of business ethics research is emphasized. Second the main normative ethical theories and ethical decision-making models are presented. These form the loose framework for describing and interpreting (...) research interviews. After this the empirical findings are set forth. This part suggests that the managers explain the dismissals from different decision-making roles emphasizing different ethical orientation. The roles are called a rational and an independent manager, a marionette and an emotional individual. Our study suggests that the role of empathy in morality reveals an interesting and a necessary research topic for business ethics research. (shrink)

This paper studies a special scheduling problem under hierarchical management in nurse staff. This is a more complex rostering problem than traditional nurse scheduling. The first is that the rostering requirements of charge nurses and general nurses are different under hierarchical management. The second is that nurses are preferable for relative fair rather than absolute fair under hierarchical management. The model aims at allocating the required workload to meet the operational requirements, weekend rostering preferences, and relative fairness (...) preferences. Two hybrid heuristic algorithms based on multiobjective grey wolf optimizer and three corresponding single heuristic algorithms are employed to solve this problem. The experimental results based on real cases from the Third People’s Hospital, Panzhihua, China, show that MOGWO does not as good as it does on other engineering optimization. However, the hybrid algorithms based on MOGWO are better than corresponding single algorithms on generational distance and spacing of Pareto solutions. Furthermore, for relative fair rostering objective, NSGAII-MOGWO has more power to find the optimal solution in the dimension of relative fairness. (shrink)

This book provides a multidisciplinary approach to Corporate Social Responsibility. While for decades a purely mathematical-technical orientation dominated the business curriculum, this book presents CSR and sustainability as a business concept embedded in its cultural and spiritual context. It initially approaches practical wisdom from different cultural and religious traditions as a source of spiritual capital for sustainable business practices. Subsequently, it links current CSR concepts and the latest thinking in CSR with long-standing cultural and spiritual knowledge, promoting a more comprehensive (...) view on sustainability management and its implementation at business enterprises. The book collects and unites viewpoints from various cultural and religious contexts, offering a comprehensive guide for international and globally active companies. (shrink)

This paper aims to identify computerized management information systems resources and their relationship to the development of performance in the Electricity Distribution Company in Gaza. This research used two dimensions. The first dimension is computerized management information systems and the second dimension the Development of Performance. The control sample was (063). (360) questioners were distributed and (306) were retrieved back with a percentage of (85%). Several statistical tools were used for data analysis and hypotheses testing, including reliability correlation (...) using Cronbach’s alpha, “ANOVA”, Simple Linear Regression and Step Wise Regression. The overall findings of the current study suggested the presence of a statistically significant relationship between resources (physical, software, and human and organizational) for the computerized management information systems and the development of performance in the Electricity Distribution Company in Gaza. The study recommended the following: The need to strengthen the company's management interest in the potential of computerized management information systems and using them in the computerization of all the company's activities. And the need to involve workers and users in the design of computerized management information systems and assessment and development process. And strengthen the relationship between users and information systems personnel in the department responsible for the system. And it is essential that the company is developing the infrastructure for information technology in general, and computerized management information systems, in particular for the development of performance. And increase interest in providing resources (physical, software, and human and organizational) for the computerized management information systems. The current study is unique by the virtue of its nature, scope and way of implied investigation, as it is the first study at Electricity Distribution Company in Gaza resources explores the status of Computerized management information systems and their relationship to the development of performance in the Electricity Distribution Company in Gaza increasing interest in Computerized management information systems through continuity, keeping pace with technological means and modern techniques. (shrink)

The economic pastoral letter states that employees have rights to employment, non-discriminatory treatment, adequate wages, health care, old age and disability insurance, healthy working conditions, rest and holidays, reasonable protection from arbitrary dismissal, notice of plant closings, unionization and collective bargaining. In addition, the bishops call for better cooperation between labor and management. This paper discusses how these rights can be protected by good personnel/human resource policies and procedures.

In addition to the traditional personnel and human resource management (HRM), there is a need for a new approach to personnel management, which we will call Human Capital Management (HCM). HCM emphasises an alignment between the individual and the organization and in our view offers the challenge and the key to successful management in the future.

Two related studies focused on the effects that a questionable supervisory conduct has on the endorsement and vulnerability of the supervisor, as well as on judgments of supervisory morality. Male and female undergraduate and graduate business students were asked to read the account of a personnel manager who violates employee confidentiality concerning certain personality test results, but who has had a previous record of increasing or decreasing productivity. The studies revealed varying patterns of leadership endorsement, vulnerability, and judgments of (...) morality following this questionable or unethical conduct as a result of the personnel's manager's record and the subjects' sex. (shrink)

This article is about specific uses of the thought of Spinoza, studied through a selection of books concerning personal development and philosophy of management. Through a discourse of truth and authority, these texts give rise to the formulation of a Spinozism that philosophically justifies the ideal types of neoliberalism and make Spinoza the father of this social, political, and economic model. Thus, the authors want to convince individuals that they must concentrate on their affects, by postulating that happiness and (...) freedom can only be achieved by working on oneself. However, this means minimising the influence of a social exteriority that remains crucial to Spinozian philosophy. This article studies what has been retained from the Spinozian corpus, to make it correspond to neoliberalism and to apply these practices of personal development and philosophy of management. We also point out the limits of this singular interpretation of Spinoza, while questioning the relevance of this type of adaptation of his philosophy to contemporary times. (shrink)

Being able to effectively respond in the event a crisis is relevant to an organization''s survival. Whether or not an organization is prepared for a potential crisis depends upon senior officials, and other personnel operating within the company. Corporations with established crisis management teams are able to communicate and effectively respond in the event of a crisis. The purpose of this paper is to suggest effective crisis management depends upon several team-related factors that may influence an organization''s (...) response and its ethical responsibility. First, the term crisis is defined, followed by an overview of the differences between crisis communication and crisis management. Second, a review of relevant literature regarding teams and effectiveness is examined. Third, several propositions regarding team effectiveness and crisis management are provided. Finally, ethical concerns in regards to the crisis team and the corporation are reviewed. (shrink)

The research aims to identify the impact of the management requirements on operating of computerized management information systems to improve performance, and discuss the perceptions of respondents to develop the performance of employees in the Gaza Electricity Distribution Company, the researchers used the stratified sample method, (360) questionnaires were distributed on the study sample, (306) questionnaires were recoved with a percentage of (85%). The most important findings of the study: computerized MI have a positive impact on the development (...) of performance in the Gaza Electricity Distribution Company systems. The is statistical significance impact between “the physical, software supplies, human and organizational” requirements for the management and operation of computerized management information systems and performance development in the Gaza Electricity Distribution Company. -/- The research also concluded a series of recommendations: the need to strengthen the company's management interest in the use of computerized management information systems in all its components and elements of being an important variable which contributes to the effect on performance development. It's essential that we develop the infrastructure for information technology in general, and computerized management information systems, in particular for the development of performance. Increased interest in providing the material of equipment and devices used in the computerized management information system requirements. Interest in providing technical inputs to the computerized management information systems through keeping pace with technological means and modern techniques and work on the training of personnel to use those systems. And increased attention to human inputs of computerized management information systems "specialists technicians and end-users" through a variety of disciplines working in the field of computerized management information systems. (shrink)

How can we identify and estimate workers’ tacit knowledge? How can we design a personnel mix aimed at improving and speeding up its transfer and development? How is it possible to implement tacit knowledge sustainable projects in remote areas? In order to answer these questions, it is necessary to distinguish between types of tacit knowledge, to establish what they allow for and to consider their sources. It is also essential to find a way of managing the tacit knowledge ‘stock’ (...) and distribution within the workforce. In short, a conceptual framework is needed to manage tacit knowledge. Based on previous works and 2 years of action research, this paper introduces such a framework and describes its partial application to support the pre-operational training and hiring in a large industrial plant in Brazil. Two contributions emerge from the research. First, the concept of ‘levels of similarity’ is introduced as a means to qualify the experience of workers and estimate the associated tacit knowledge. Second, the capability of carrying out three types of judgement properly and speedily is put forward as being a core ability of those who possess what has been called ‘collective tacit knowledge’ (Collins in Organ Stud 28(2):257–262, 2007). In practical terms, the results indicate the opportunity for companies to capitalize on the experience and tacit knowledge of their workers in a systematic way and with due recognition. Ultimately, positive impacts are expected in their absorptive capacity as well as in their management and human resources systems, accident prevention, productivity and the development of sustainable projects in remote areas. (shrink)

The research aims to identify the impact of the management requirements on operating of computerized management information systems to improve performance, and discuss the perceptions of respondents to develop the performance of employees in the Gaza Electricity Distribution Company, the researchers used the stratified sample method, (360) questionnaires were distributed on the study sample, (306) questionnaires were recovered with a percentage of (85%). The most important findings of the study: computerized MI have a positive impact on the development (...) of performance in the Gaza Electricity Distribution Company systems. The is statistical significance impact between “the physical, software supplies, human and organizational” requirements for the management and operation of computerized management information systems and performance development in the Gaza Electricity Distribution Company. The research also concluded a series of recommendations: the need to strengthen the company's management interest in the use of computerized management information systems in all its components and elements of being an important variable which contributes to the effect on performance development. It's essential that we develop the infrastructure for information technology in general, and computerized management information systems, in particular for the development of performance. Increased interest in providing the material of equipment and devices used in the computerized management information system requirements. Interest in providing technical inputs to the computerized management information systems through keeping pace with technological means and modern techniques and work on the training of personnel to use those systems. And increased attention to human inputs of computerized management information systems "specialists technicians and end-users" through a variety of disciplines working in the field of computerized management information systems. (shrink)

A model for effective management of human resources for organizational effectiveness is proposed. Several elements of this model are evaluated in the light of the failure of personnel and industrial relations policies of organizations in Canada. Suggestions are put forward to improve worker performance and job satisfaction as well as organizational growth and survival.

Being able to effectively respond in the event a crisis is relevant to an organization's survival. Whether or not an organization is prepared for a potential crisis depends upon senior officials, and other personnel operating within the company. Corporations with established crisis management teams are able to communicate and effectively respond in the event of a crisis. The purpose of this paper is to suggest effective crisis management depends upon several team-related factors that may influence an organization's (...) response and its ethical responsibility. First, the term crisis is defined, followed by an overview of the differences between crisis communication and crisis management. Second, a review of relevant literature regarding teams and effectiveness is examined. Third, several propositions regarding team effectiveness and crisis management are provided. Finally, ethical concerns in regards to the crisis team and the corporation are reviewed. (shrink)

The paper deals with the problems in the electric power industry, do not allow us to ensure a sufficient level of competitiveness of the industry and each individual subject of the electric power industry, the threatens national security, in particular, the economic security of the state, and creates barriers to maintaining the sustainable development of territories. It is proposed to use the economic and mathematical modeling allowed us to determine the high importance of human resources in the final results of (...) the electric power company, which makes it possible to consider the optimization of investment funds from the position of strengthening the focus of management processes in the field of personnel development. (shrink)

Purpose This paper aims to analyze the relationships between human resource supply chain management (HRSCM), corporate culture (CC) and the code of business ethics (CBE) in the MENA region. Design/methodology/approach In this study, the author adopted a quantitative approach through an online Google Form survey for the data-gathering process. All questionnaires were distributed to the manufacturing and service firms that are listed in the Chambers of the Industries of Jordan, Saudi Arabia, Morocco and Egypt in the MENA region using (...) a simple random sampling method. About 567 usable and valid responses were retrieved out of 2,077 for analysis, representing a 27.3% response rate. The sample unit for analysis included all middle- and senior-level managers and employees within manufacturing and service firms. The conceptual model was tested using a hypothesis-testing deductive approach. The findings are based on covariance-based analysis and structural equation modeling (SEM) using PLS-SEM software. The author performed convergent validity and discriminant validity tests, and bootstrapping was also applied. Findings The empirical results display a significant and positive association between HRSCM and the CBE. The CC and the CBE tend to be positively and significantly related. Therefore, HRSCM can play a key role in boosting and applying the CBE in firms. For achieving the firm purposes, more attention to the HR personnel should be paid to implement the CBE. The high importance of the CBE becomes necessary for both the department and the firm. Practical implications Such results can provide insightful information for HR personnel, managers and leaders to encourage them to develop and maintain an effective corporate code of conduct within their organizations. Originality/value This paper tries to explore the linkages between HRSCM, CC and CBE in the Middle East region due to the lack of research available that analyzes the relationship between them. Not only that, but it also offers great implications for Middle Eastern businesses. (shrink)

A nexus of imperfect duty, defined as positive commitments that have practical limits, describes business behavior toward building affable and virtuous relations, maintaining reasoned social discourse, and performing the due diligence necessary for making knowledgeable business decisions. A theory of the development and extent of the limits of these imperfect managerial duties is presented here, a theory that in part explains the activities and personnel included under the firm’s umbrella. As a result, the nexus of imperfect duty is shown (...) to complement the perfect-duty-based nexus-of-contracts theory of the firm. The existence of flexible trade-offs involving these duties, trade-offs limited by contractual arrangements whether explicit or implicit, is shown to be one of the advantages of imperfect duty for developing business relations. (shrink)

The aim of this study was to identify the ethical problems that nurse managers encounter in their work and the role of codes of ethics in the solutions to these difficulties. The data were collected using a structured questionnaire and analysed statistically. The target sample included all nurse managers in 21 specialized health care or primary health care organizations in two hospital districts in Finland (N = 501; response rate 41%). The most common ethical problems concerned resource allocation as well (...) as providing and developing high quality care. This was the case in different managerial positions as well as in types of organization. Professional codes of ethics were used more often for problems related to patients’ care compared with issues of resource allocation. Nurse managers at middle or strategic management levels used codes of ethics more often than those in charge of a ward. More research is required to investigate ethical decision making in nursing management, especially with regard to problem solving. In addition, new guidelines and continuing education in ethics are important for management personnel. (shrink)

William F. Doverspike, PhD, is a licensed psychologist who holds a Diplomate in Clinical Psychology (ABPP) and he is also board certified in Neuropsychology (ABPN). He is an Associate Faculty member of the Georgia School of Professional Psychology, where he teaches graduate courses in professional ethics. As an independent practitioner, he maintains privileges at several local hospitals. He is a member of the Ethics Committee of the Georgia Psychological Association. Dr. Doverspike is Editor of the Georgia Psychologist magazine and has (...) authored over 50 articles and chapters. He conducts seminars on ethics, risk management, and diagnostic consultation. (shrink)

The purpose of this study is twofold. The first objective is to examine the impact of an individual’s ethical ideology and level of professional commitment on the earnings management decision. The second objective is to observe whether the presence of a personal benefit affects an individual’s ethical orientation or professional commitment within the context of an opportunity to manage earnings. Using a sample of 375 undergraduate business majors, our results suggest a significant relationship between an individual’s ethical orientation and (...) decision-making. Further, participants with higher levels of professional commitment seem to be less likely to engage in earnings management behavior and less likely to behave opportunistically. These results have the potential to add to our understanding of certain behaviors in entry-level personnel and should be of interest to managers, practitioners, academicians, and researchers. (shrink)

Pharmacists, physicians, and other health care personnel practice within an integrated system of laws and regulations that influence many treatment modalities. Capitation, managed care, and other controls strain these relationships by mandating greater oversight of how health care is delivered. From a pharmacists’s perspective, any use of medication requites knowledge of three omnipresent factors: regulatory control, formularies, and economic decision making. My objective is to raise awareness of these issues as they relate to the prescription of pain medication and (...) to pain management generally.All practice-oriented drug law and regulation is based on the federal Controlled Substances Act of 1970. The Act, also known as Title II, is part of a much larger piece of legislation, the Comprehensive Drug Abuse Prevention and Control Act of 1970. CSA was enacted to regulate the manufacturing, distribution, dispensing, and delivery of drugs or substances that are subject to, or have the potential for, abuse or physical or psychological dependence. (shrink)

Advocates of culture-change management suggest that the right sort of managerial philosophy can transform nursing homes from impersonal institutions into safe, caring communities. However, participant observation carried out at Heartland Community, a nonprofit culture-change nursing home, suggests that culture change founders on the structural problem of inadequate staffing. Resource limitations imposed by Medicaid and Medicare reimbursement rates mean that even nonprofit facilities desiring to maximize staffing cannot afford to hire enough staff to live up to basic care standards. Thus, (...) above-average staffing notwithstanding, Heartland's nursing aides could not complete their work on time without compromising the quality of care by breaking important care rules. Resource limitations also forced management to adopt a series of punitive personnel policies that actively undercut the rhetoric and aims of culture change, turning culture change into a rhetorical device for shifting blame for care problems fromstructural resource limitations onto the attitudes of nursing aides. (shrink)

In an individualistic society and in the increasingly competitive business environment people do not seem inclined to forgive others their trespasses. One is more likely to choose to ignore the virtue of forgiveness as a way of handling personnel situations involving intense conflict or mild disagreements, favoring instead the negative feelings of resentment, anger, revenge or retaliation. Business people seem less concerned with growth in virtue and character; interestingly they allow their character and ultimately their work relationships to deteriorate (...) because they hold onto feelings of anger and resentment. Is there a place for forgiveness in our interpersonal relationships in general and in corporate life in particular? I believe there is. A study of the virtue of forgiveness shows that it is a misunderstood virtue, but one that deserves attention. In this article I will examine the virtue of forgiveness, defining what forgiveness is and is not, and will illustrate how it might be situated as an essential human resource management strategy. (shrink)

This paper discusses the political implications of the British military's Trauma Risk Management (TRiM) approach to personnel suffering from combat-related mental debilities such as post-traumatic stress disorder. Drawing on narratives that emerged from qualitative interviews with trained TRiM practitioners and military welfare workers, I tease out some of the assumptions and beliefs about mental health and mental illness that underpin this mental health intervention programme. I explore TRiM as a biopolitical strategy targeted towards the construction of a particular (...) conceptualisation of mental wellness and militarised masculine personhood. As a biopolitical strategy, I argue that TRiM plays an important role in the construction of ideas around mental well-being and mental frailty that best enable the operation of military power in the contemporary British context. I discuss the narrative of transformation in militarised models of masculinity that emerge from discussions of TRiM, and highlight the important political function that this plays in enabling and legitimating militarism. Finally, I draw attention to the ways in which the focus on individual and cultural factors, rather than war as the primary cause of difficulties for servicemen experiencing psychological distress, functions to neutralise the potential trouble that could be instigated for the British military by the bodies of servicemen psychologically damaged by their experiences of conflict. (shrink)

This paper aims to identify Performance development and its relationship to demographic variables among users of computerized management information systems in Gaza Electricity Distribution Company. This research used two dimensions. The first dimension is demographic variables among users of computerized management information systems and the second dimension the Development of Performance. The control sample was (360) questioners were distributed and (306) were retrieved back with a percentage of (85%). Several statistical tools were used for data analysis and hypotheses (...) testing, including reliability correlation using Cronbach’s alpha, “ANOVA”, Simple Linear Regression and Step Wise Regression. The overall findings of the current study suggested The results showed that: demographic variables among users of computerized management information systems have a positive relationship on the development of performance in Gaza Electricity Distribution Company, there were no statistically significant differences between the perceptions of respondents about performance development and its relationship to demographic variables among users of computerized management information systems in Gaza Electricity Distribution Company which attributable to gender variable, there exist a significant relationship between perceptions of the respondents for each of the resources (physical, software, and human) for computerized management information systems attributed to variable (age), there are no significant differences in the fields of (organizational resources) for computerized management information systems and (development of performance) attributable to variable (age) and that can be explained by the fact that the senior management deals with job titles not with age, there are significant differences between the perceptions of the respondents for each of the fields of resources (physical, software, and organizational) for computerized management information systems attributed to variable (educational qualification), the presence of a statistically significant differences between the perceptions of the respondents for each of the fields of "organizational resources for demographic variables among users of computerized management information systems " and ”development of performance” due to the variable (years of service), there is no statistically significant differences between respondents' perceptions about the fields of resources (physical, software, and human) for computerized management information systems attributed to variable (years of service). The study recommended the following: The need to strengthen the company's management interest in the use of computerized management information systems in all the systems components and elements as being an important variable which contributes to the development of performance. Strengthening the relationship between the users of information system and personnel systems in the department responsible for the system so that employees understand the technological and technical information needed by all users of information systems. It is essential that the company develop the infrastructure for information technology in general, and computerized management information systems, in particular for the development of performance. Increasing attention to provide material resources of equipment and devices used in the computerized management information system, and the interest in providing technical resources for management information systems keeping pace with technological means and modern techniques and work on the training of personnel to use those systems. Greater attention to human resource computerized management information systems “specialized technicians and end-users" through a variety of disciplines working in the field of computerized management information systems. The current study is unique by the virtue of its nature, scope and way of implied investigation, as it is the first study at Gaza Electricity Distribution Company resources explores the status of demographic variables among users of computerized management information systems and their relationship to the development of performance in Gaza Electricity Distribution Company increasing interest in Computerized management information systems through continuity, keeping pace with technological means and modern techniques. (shrink)

_Relevance_. The starting point for embedding CSR as part of the management culture is the vision and values. But first, you need to understand what 'values' means in CSR terms. Companies spend time and effort in creating their mission, vision and values statements, but these are often only from a commercial and internal viewpoint. To achieve CSR values, managers need to take an objective external vie", identifying their various stakeholders, and the company's impacts upon them [1]. Management culture (...) is part of an organizational culture that includes both formal and informal elements of the organizational culture. Management culture reflects the level of the organization’s managerial system development, modernity, efficiency and functionality. It depends on this level how innovations will be implemented in the organization’s management and whether they will be implemented at all, and how effectively the objectives will be solved and the aims will be implemented [2]. Summarizing the results of various research made in different countries, it becomes clear that large companies are not always inclined to coordinate their activities with stakeholders because of their institutional weakness. Research aim: assess the level of cultural and social responsibility of organisational management and discuss their links. Research methods. Analysis of scientific literature, questionnaire survey. Research results. The findings of the research carried out in other countries proved that organizations evaluate not all aspects of corporate social responsibility, and this is influenced by the lack of the employees, as one part of the stakeholders, strong institutional capacity. The quantitative research found that the administration of both groups of companies inadequately evaluate corporate social responsibility activities, there is no feedback guaranteed, there is insufficient care about the relations with employees who are one part of stakeholders, their physical environment and psychological condition. There is no effective internal audit system of social responsibility which should be developed to guarantee feedback, and corporate social responsibility has not become an inseparable part of organizational culture. Having evaluated the weaknesses and the positive trends of management culture and social responsibility characteristics of groups of companies, it should be stated that firstly, management culture expression has influence when aiming for corporate social responsibility; secondly, corporate social responsibility can be regarded as an integral derivative of management culture realized in organizations’ management practice. However, there are also significant differences. There were set personal managerial personnel culture and management knowledge significant amounts of estimates, associated with different approaches to other management work criteria according to which the management culture condition is diagnosed. The clearer dynamics of indicator estimates of the second group of companies leads to the conclusion that the management culture is still being formed, but without clear direction vector. Processes are not clearly focused and uncoordinated. The standards, regulations existing in the second group are not sufficiently linked to the activities practice, so they do not guarantee the optimality of processes, unlike in the first group of companies, where there is a standard peculiar management culture, although the estimates of indicators diagnosing it are not particularly high. In such a situation, the questions of investment in the modernization of management, optimization of working processes remain relevant, unresolved, but the effectiveness of their payoff remains uncertain. Human resources in management policy of both groups of companies are under-estimated; in order to create favorable conditions for their effective use, communication and the interrelationship functionality problems are acute. Organizations (larger problems fixed in the second group of companies) are not adequately prepared to implement corporate social responsibility organization-wide, as management work is not optimally organized, the managerial personnel lacks knowledge and skills working with human resources. Even in the evaluation of formal aspects of corporate social responsibility standards implementation possibilities, the situation existing in groups of companies and organizational abilities of leaders would not allow to realize them systematically and effectively. In this case, corporate social responsibility values would remain more as a declarative form and not the organization’s management culture inseperable part, and a natural, balanced way of functioning of processes based on this philosophy. Though in the second group of companies there is clearer dynamics according to separate management culture parameters, the apparent orientation to modernization of activities shows more open to innovation, in which the elimination of drawbacks and purposeful development can serve the realization of corporate social responsibility more effectively. In both groups of companies the highlighted declarative corporate social responsibility policy trends contradict the actual practice of social responsibility in relations with the organization's internal and external stakeholders. This partly confirms theoretical insights presented in Lithuanian scientific works, which emphasize marketing direction of corporate social responsibility as a general cultural dominant. However, this aspect has not been developed yet in the case of the discussed groups of companies, and the research results lead to the conclusion that organizations lack basic knowledge of corporate social responsibility and motivation to realize them in practice, and the high level of clustering and internal corruption impedes social responsibility transfer to the strategic level. The lack of development of dialogue culture between stakeholders (subjects) became apparent in management culture problem areas and can become a formidable obstacle to the implementation of both individual social responsibility initiatives and installing in complex. This is true in the sense that the organizations do not have universal support from employees, and the procedures are carried out in a superficial manner and have a formal character. Corporate social responsibility is a valuable organization's internal culture category, but this base is not strong enough and balanced. Corporate social responsibility in the activities of both groups of companies (and especially - the first) can be considered still developing and has not taken clear shapes yet. According Hoskins (2006) CSR is a means of developing a management culture. However, the fundamental CSR success factor is that it is a living management process. The strategy needs to be reviewed regularly, and implemented across business units and all CSR components. The delivery of CSR practice is a critical activity. If any of the components are weak, then they detract from the effectiveness of the other components. Like all cultural aspects, CSR is only as strong as its weakest link A CSR management system is essential for CSR to become embedded within the business culture. CSR should not be a separate central activity, but become part of the business process and practice for all business units. (shrink)

This study critically examines the efficacy of Agile project management frameworks within the context of Business Process Outsourcing (BPO) in Cebu I.T. Park, Philippines. Employing a descriptivecorrelational research design, it gathers insights from 30 participants, comprising rank-and-file employees and management personnel, to evaluate client satisfaction, Agile framework effectiveness, project success metrics, client-provider communication, and continuous improvement practices. The study aims to explore disparities in perceptions between these groups and their implications for Agile adoption. Findings reveal notable differences (...) in how Agile frameworks are perceived and practiced. Rank-and-file employees generally rate Agile practices more favorably, highlighting moderate implementation in areas like client satisfaction and project success metrics. Conversely, management personnel express reservations, rating several indicators as less practiced, particularly in communication and Agile framework effectiveness. These disparities underscore a disconnect between leadership and frontline staff, which hinders consistent implementation and alignment with organizational goals. However, management personnel recognize the importance of continuous improvement, providing a foundation for bridging these gaps. The study recommends targeted training programs, enhanced communication strategies, and the establishment of clear success metrics to align perspectives and foster a culture of collaboration. Incorporating customer feedback loops and iterative development cycles is also emphasized to enhance client satisfaction and adaptability. By addressing these challenges, organizations can optimize Agile adoption, improve project outcomes, and achieve greater efficiency and client satisfaction. The findings contribute to the ongoing discourse on Agile frameworks, offering actionable insights for their effective implementation in dynamic business environments. (shrink)

The purpose of the research is to determine the degree of influence of the participants of any system on the organization of operational and strategic projects, the specifics of organizing interaction with stakeholders in order to meet their own needs and the needs of stakeholders for security, and an increase in personal satisfaction. In the article, the authors focus on key groups of stakeholders and consider the issues of managing relations with media organizations, government bodies, business partners, the scientific community, (...) investors and the organization's personnel. Scientific novelty lies in the combination of previously incompatible managerial functions of leaders to achieve the best result. As a result, recommendations were developed for the direction of development of the activities of stakeholders in Russia. (shrink)

Environmental sustainability has become the need of the hour and has been emphasized immensely because of the increased environmental awareness and resulting problems caused due to negligence. This study has intended to determine the role of knowledge management practices in achieving a sustainable environment with the mediating role of environmental awareness and green technological use. The study further examined the moderating role of green innovative culture between the relationship of KM practices and a sustainable environment. The data were acquired (...) from 378 managerial level personnel of the construction industry in China through questionnaires. Smart-PLS 3.3.3 was used to determine the study's hypothesis through the structural equation modeling technique. The study found that KM practice has a significant relationship with a sustainable environment, environmental awareness, and green technological use. Also, environmental awareness has a significant effect on a sustainable environment. Moreover, it was found in the study that environmental awareness significantly mediated the relationship between KM practices and sustainable environment, but green technological use did not find any mediating effect on the relationship between KM practices and sustainable environment. Furthermore, green innovative culture considerably moderated the relationship between KM practices and a sustainable environment. Theoretically, this study contributes to the existing literature by incorporating and investigating the role of KM practices in a sustainable environment. Practically, this article presented some implications for the management concerning promoting KM practices and environmental awareness within the organization and developing a green innovative culture. (shrink)

With the current changes driven by the expansion of the World Wide Web, this book uses a different approach from other books on the market: it applies ontologies to electronically available information to improve the quality of knowledge management in large and distributed organizations. Ontologies are formal theories supporting knowledge sharing and reuse. They can be used to explicitly represent semantics of semi-structured information. These enable sophisticated automatic support for acquiring, maintaining and accessing information. Methodology and tools are developed (...) for intelligent access to large volumes of semi-structured and textual information sources in intra- and extra-, and internet-based environments to employ the full power of ontologies in supporting knowledge management from the information client perspective and the information provider. The aim of the book is to support efficient and effective knowledge management and focuses on weakly-structured online information sources. It is aimed primarily at researchers in the area of knowledge management and information retrieval and will also be a useful reference for students in computer science at the postgraduate level and for business managers who are aiming to increase the corporations' information infrastructure. The Semantic Web is a very important initiative affecting the future of the WWW that is currently generating huge interest. The book covers several highly significant contributions to the semantic web research effort, including a new language for defining ontologies, several novel software tools and a coherent methodology for the application of the tools for business advantage. It also provides 3 case studies which give examples of the real benefits to be derived from the adoption of semantic-web based ontologies in "real world" situations. As such, the book is an excellent mixture of theory, tools and applications in an important area of WWW research. * Provides guidelines for introducing knowledge management concepts and tools into enterprises, to help knowledge providers present their knowledge efficiently and effectively. * Introduces an intelligent search tool that supports users in accessing information and a tool environment for maintenance, conversion and acquisition of information sources. * Discusses three large case studies which will help to develop the technology according to the actual needs of large and or virtual organisations and will provide a testbed for evaluating tools and methods. The book is aimed at people with at least a good understanding of existing WWW technology and some level of technical understanding of the underpinning technologies (XML/RDF). It will be of interest to graduate students, academic and industrial researchers in the field, and the many industrial personnel who are tracking WWW technology developments in order to understand the business implications. It could also be used to support undergraduate courses in the area but is not itself an introductory text. (shrink)

L'éthique des affaires est un sujet en vogue depuis quelques années, marquées aussi par l'apparition de nouvelles méthodes de management. Sans doute existe-t-il un phénomène de mode en ce sens, mais la tendance vers une éthique des affaires et un nouveau management plus humain semble durable, comme tente de le démontrer cet ouvrage, qui se veut un manifeste pour une éthique des affaires et du management au XXIe siècle. La première partie examine les contours de l'éthique des (...) affaires et du management, à travers une étude du sens des mots utilisés (particulièrement une minutieuse analyse de l'éthique), une recherche de ses finalités (la dignité de l'homme, le bien commun) et de ses organes. La seconde partie porte sur les atours de l'éthique des affaires et du management. D'abord dans le microcosme, c'est-à-dire entre partenaires, en dépeignant successivement les outils juridiques (la bonne foi, la cause, la transparence, etc.), les sujets (avec notamment d'importantes considérations sur le management des entreprises dans la lumière de la dignité du salarié) et le moment (dont les pourparlers, conduisant à traiter de la corruption). Ensuite dans le macrocosme, en visant par là les rapports entre tous les intervenants du monde des affaires (non partenaires), que ce soit entre concurrents, envers les non-concurrents, ou enfin envers les pays en voie de développement (donnant lieu à une analyse et à une présentation de perspectives). Ce livre est un essai multidirectionnel, comportant des ouvertures dans des domaines les plus variés, aux vues personnelles bien qu'appuyées par d'innombrables travaux récents dans des disciplines diverses. S'il constitue une réflexion théorique sur un vaste secteur de l'activité humaine, il a aussi une visée pratique. Fondé sur des convictions, il s'achève par une note optimiste. Son auteur s'est efforcé à la plus grande clarté, tout en restant fidèle à la rigueur des juristes. (shrink)

Since the early 1980s, service management representatives have made an effort to distinguish service from manufacturing industries and highlight specific traits that characterize service industries. However, others have claimed that there is no need for such a distinction, and service would benefit from a clear technocratic thinking and standardization in order to improve quality, productivity and profitability. Service businesses are though personnel-intense and many encounters occur between managers, employees and customers. Using standards is not enough for this endeavour (...) and managers are important as role models. Instead, it is argued that managers need ‘proper’ education to be able to meet that which does not follow patterns of rational reasoning and action. Humanism is introduced as an important aspect of future management education. Humanism can prepare managers to meet with those unique conditions and demands characterizing the personnel- and encounter-intense service sector. (shrink)

Introduction. The need for a transition to a new system of motivating state and municipal employees’ activities has been widely discussed in recent years. Moreover, some government bodies have taken certain actions in this direction. But in general, there have not been any significant changes. The authors of the article are convinced that the transition to more effective management is impossible without changing the civil servants’ remuneration system, which should motivate them to achieve significant results in the areas for (...) which they are responsible. The paper considers the conceptual approach of transferring the civil servants’ remuneration to a new system, shows the advantages of using performance indicators to stimulate the employees’ activities. The purpose of the article is to justify the reasonability of using performance indicators when remunerating state and municipal employees. Methods. Within the framework of the systems approach, the authors use structural and functional analysis, as well as general scientific methods: abstraction, comparison, description and explanation. Scientific novelty. The authors show possibilities of using the personnel performance indicators in the state and municipal service in order to increase their motivation for obtaining significant results in their work. Results. The authors analyze the conditions for successful implementing the key personnel performance indicators in the state and municipal service, describe the typical mistakes militating the effectiveness of the personnel performance indicators in public authorities. The authors develop some recommendations to improve the use of the personnel performance indicators in the system of state and municipal administration. Conclusions. The proper use of key performance indicators of state and municipal employees will significantly increase their motivation in order to achieve high efficiency in their work. At the same time, the personnel performance indicators must be balanced and matched taking into account the goals of the organization. (shrink)

In an effort to build on the current knowledge of ethical behaviour in Asia this paper proposes to replicate existing ethical research and to investigate specific questions relating to intra-cultural differences in Hong Kong. Four major conclusions were derived from this descriptive empirical study. A statistically significant correlation exists between age and ethical beliefs, with older employees less likely to express agreement to an unethical action than younger employees. In contrast to many previous studies no statistically significant differences in ethical (...) beliefs were found in relation to gender, level in the organisation, company size, and whether the respondent worked in a multinational or local company. Significant differences in responses to ethical dilemmas were identified between local and expatriate personnel with expatriate respondents indicating a lower level of agreement to unethical actions. For local respondents, of Hong Kong origin, there was no significant correlation between level of education, religiosity, years of business experience, functional origin and their ethical responses. (shrink)

This paper discusses the diversity of specializations, applications, practices and practitioners of management consulting ; ways in which consultants do, can or should relate to or contribute to the effectiveness of executives and/or specialized staff personnel ; optimization of contribution; advancing the profession as a whole, etc.In situations of great complexity, the creative contributions derived from judgment — when the factual foundations are sound and adequate — can often be especially valuable to clients. The necessary and appropriate foundations (...) for these are also considered; all in connection with the concept of excellence, as inseparable from ethics. (shrink)

Ecological weed management (EWM) is a scientifically established management approach that uses ecological patterns to reduce weed seedbanks. Such an approach can save organic farmers time and labor costs and reduce the need for repeated cultivation practices that may pose risks to soil and water quality. However, adoption of effective EWM in the organic farm community is perceived to be poor. In addition, communication and collaboration between the scientific community, extension services, and the organic farming community in the (...) US is historically weak. In order to uncover the most persistent obstacles to promoting effective weed management in organic agroecosystems, we use the mental models approach to generate an expert model based on interviews with experts (e.g., weed scientists, weed ecologists, and extension personnel) and theories from the behavioral sciences. The expert model provides two main insights: (1) EWM is a complex strategy that may cause farmers to use heuristics in management decisions and (2) the long-term benefits of EWM, rather than the risks, need to be emphasized in communication with and outreach to organic farmers. The basis for new research topics and outreach material that incorporates these insights from the expert model are discussed. We briefly explain how the expert model is an incomplete picture of on-farm practices, but provides the basis for the second step of our mental models research, the farmer interviews and farmer decision model development. (shrink)

This book presents and deconstructs the existing explanations for the differential career development of qualified men and women. It reframes the problem of discrimination in the workplace as a matter of organizational ethics, social responsibility and compliance with existing equal opportunity laws. Sensitive points are identified where social biases, decision-makers' individual economic interests and shortcomings of organizational incentive policies may lead to discrimination against qualified women. The ideas put forward are empirically tested in an original laboratory experiment that examines (...) class='Hi'>personnel selection in the male-dominated field of science and technology. It contrasts the selection of applicants with gendered and gender-blind applications available to subjects under controlled conditions. 30% of participants were high-level decision-makers, which is unprecedented in this field of research. The results, highly relevant for organizational practice, are explained and discussed in detail. (shrink)

Evangelical Christian development organizations have long realized that mission effectiveness is largely contingent on the skills and abilities possessed by their human capital. A crucial way to create that human capital is through development-oriented academic programs, especially those focused on developing skills required by grassroots personnel and their support organizations. A review of Eastern University's MBA in economic development, celebrating its 25th anniversary, provides six conclusions and recommendations for implementing and assessing effective NGO management educational programs.

In this paper, the optimization of the enterprise HR information system is studied based on IoT first-off technology, the system demand phase is analysed, and the edge control system is designed and built. The hardware and software system and edge node management platform are implemented first, and then the communication scenarios between the edge layer of the system and the sensing layer, the edge layer, and the cloud layer are analysed, and the business type-driven link selection algorithm and the (...) northbound multilink switching algorithm are designed and implemented, respectively, to guarantee the communication reliability between different layers of the system. Based on the implementation of the above functions, the edge control system can meet the intelligence, expandability, and security requirements of IoT applications. An in-depth investigation and research are launched mainly on the enterprise demand to determine the functional requirements and performance requirements of the enterprise and to achieve the basic logical structure; in the system design phase, the system architecture and other aspects of the design are realized. According to the conditions of the system function structure, a number of system module functions are designed in detail. The system is composed of the following modules, namely, personnel change management, organization management, and salary and benefits management. The system consists of the following modules, namely, personnel change management, organization management, compensation and benefits management, and personnel information management. The system modules run through the process of human resource management; in the system implementation stage, the system coding and page operation are realized based on the development tools and software development techniques. The system finally achieves the system design objectives and is put on a trial operation to meet its actual business requirements. (shrink)

Purpose. Nietzschean proponents classify people into seemingly two distinct groups: those possessing 'Master' moralities and those with 'Slave' moralities. Each type of person is characterized to have certain qualities, traits, ideologies, and methods of dealing with everyday situations. This paper attributes these moralities to the personnel working in the corporate sector of Pakistan to observe their prospects of success. Originality. A specialized survey instrument was designed to gauge different Morality Types of the study subjects by calculating a Morality Quotient. (...) The respondents were then categorized into three categories possessing, Slave, Master and Neutral or Mixed traits. These traits are then contrasted to the position held by the subjects to see which morality type was more prevalent in higher management levels and whether the association was significant. Conclusions. Our results prove to be contradictory to common wisdom and shows that despite the leadership-like qualities of those with Master moralities, the proportion of those with Slave moralities was significantly higher at senior management levels of the corporate sector in Pakistan. Moreover, a trend of declining Master morality traits is observed with the rise in managerial level. In addition, an association between work experience and Morality type was also observed indicating adaptability of cross morality traits with increasing job experience. These findings are in line with the increasing focus on democratic and adaptable leadership instead of autocratic leadership styles in contemporary organizations. (shrink)

This study is grounded in the debate surrounding the perceived value of environmental social responsibility (ESR). Applying the Managerial Theory of the Firm, in-depth interviews were conducted to identify managerial motives, perceptions, and perceived value of ESR. Using sport and public assembly facilities as the research context, environmentally responsible information was obtained from facility managers who were members of the International Association of Venue Managers. In total, 15 one-hour, interviews with key facility personnel demonstrate that (1) internal stakeholder pressure, (...) (2) organizational culture, (3) financial cost-benefit, (4) competitiveness, and (5) ethical motives were the drivers for ESR engagement. Taken together, the findings suggest that establishing a culture of ESR, the "business case" for environmental responsibility, and ethical concerns offered the most value for the sport and public assembly facility managers. (shrink)