Community Development as a Public Sector Agenda

Abstract

This paper documents how one Department of Recreation in a large city underwent a planned change effort which transformed some 200 site managers into active community organizers. Based on the philosophy of a very dynamic new commissioner (a former community organizer), city employees enhanced local civic participation and forged a partnership between the public and private sectors as well as with local residents. The paper presents the guiding philosophy, implementation steps, an assessment of the impact of the change, and a discussion of the potential of such a process which can be adopted nationwide.     

Climate justice and sustained transnational mobilization

ABSTRACT

Samir Amin’s final essay called for the creation of a new international organization of progressive social forces. Here I review evidence from twenty-first century transnational movements germane for understanding the likelihood of the emergence of such an international organization and the issues and sectors most likely to facilitate coalitional unity. More specifically, the ecological crises identified by Amin in the form of global warming and climate change have created an unprecedented global environmental threat capable of unifying diverse social strata across the planet. The climate justice movement has already established a global infrastructure and template to coordinate a new international organization for confronting neoliberal forms of globalization. Pre-existing movement organizing around environmental racism, climate justice in the global South, and recent intersectional mobilizations serve as promising models for building an enduring international organization that will represent subaltern groups and have a substantial impact on world politics.     

Strategic issues for law firms in the new millennium

Abstract

Law firms in England and Wales are operating in a cut-throat competitive environment, alien to many long-standing employees in the profession. Evidence suggests that managing these issues and planning for change in this new environment is difficult for many to comprehend, but essential for survival. The concepts of strategy, management, marketing and the like appear to have more prominence in legal journals, and practice managers are often a key figure within a law firm’s practice today. This paper suggests that for some, the idea of developing planned strategies of how to survive and compete in the market is anathema for many firms, as is the requirement to change the normal or existing ways of doing things. This paper aims therefore to provide a brief overview of the development of strategy as a branch of management science and how law firms can start to think about the concept of strategy and what the implications are for their practice. Utilising both primary and secondary data sources, it also identifies some of the key strategic issues facing law firms in the new millennium.     

Changing the Status Quo of Migration and Asylum Policies in Turkey: A Narrative Inquiry

Abstract

Turkey has been experiencing a migration policy transformation in the wake of a new ruling entitled the ‘Foreigners and International Protection Law’ (FIPL). This qualitative inquiry investigates this major change process by focusing on the planned reorganisation which is a result of the legislation process, with the aim of connecting the change process to a change model. The researcher interviewed twenty-seven middle and upper-level managers and experts from the Foreigners, Border, and Asylum Department (FBAD) and Asylum and Migration Bureau (AMB) of the Turkish Ministry of the Interior. Both their implementation of the change process and perceptions on such a transformation period were investigated. The study also examined the change process of the irregular migration and asylum regime within Turkey’s bid for full European Union membership as well as implementation of the draft FIPL. This study provides an example of a policy change process by analysing how governmental practice and legislation have evolved with regard to irregular migration, asylum seekers, and refugees in Turkey. The results noticeably reveal that, instead of seeing irregular migration and asylum as merely a threat to national security or a welfare issue, Turkey has chosen a way of developing a humanitarian approach in both the legislative and administrative fields. This is the first study which attempts to analyse a particular policy change process in the migration and asylum regime in Turkey. The results could influence policy dynamics and set priorities by suggesting policy solutions.     

Emerging Systemic-Structural Threats to Workforce Diversity: Beyond Inadequate Agency

Abstract

Certain equal employment opportunity and workforce diversity gains may be constrained or reversed unexpectedly in the coming years by long-standing systemic, structural forces, which are beyond the control even of employers who may diligently promote such social change opportunities for women and minorities. Such economic and social forces have independently advanced other important agendas, but now are predicted to interact to create a ‘perfect calm’ of diversity management opportunities. Propositions for examination, as well as research suggestions and implications for managers, policy makers, and affected parties, are suggested.     

Transformation Management and Cultural Diversity Training Through Employee Assistance Programs

ABSTRACT

This article explores motivation of black managers in two different settings. A study was conducted to explore the hypothesis that perception of organizational environment will influence both motivation and locus of control. Tt was further hypothesized that black managers working in a white management dominated organization will have a less positive perception of the organizational environment in comparison with their counterparts working in a black management dominated organization. It was hoped that such a study will help influence the focus of black advancement programs from an individual perspective to a more dynamic person-environment transactions focus. The results confirmed the hypothesis to a significant extent. This article suggests an intervention that utilizes EAP expertise in helping organizations to create and manage diversity for competitive advantage.     

Decision-making practices in commercial enterprises: A cybernetic intervention into a business model

Abstract

This article presents a decision-making framework and a technology that senior managers can use to steer the enterprise within a volatile and competitive commercial environment. The main aim of introducing such a technology would be to maximize the enterprise's value vector by ensuring that business objectives are consistently unfolded throughout the enterprise and used by all managers to make decisions that are consistent with the purpose and objective of the organization. The article illustrates how a cybernetic intervention into the business model of a large organization can be used to achieve this.     

Anxiety and organization: what I learned about anxiety in a psychiatric ward in the 70s that turned out to be useful for managers in daily practice

ABSTRACT

This essay is a contribution to ‘de-pathologizing’ anxiety, reaffirm it into organization studies, and cast light on some findings on anxiety among staff members in a psychiatric ward. I will endeavor to reveal how I as a young researcher examined anxiety influences that have proven helpful to managers, suggesting that (1) anxiety comes in cold and warm forms, (2) organization is a way to deal with primordial anxiety, (3) organization causes systems anxiety, and (4) a socio–psycho personality dimension mediates the relationship between anxiety and organization. Managers need both anxiety and security – feeling secure enough to dare venture, and anxious enough to have the energy to perform effectively. I hope the essay will be a contribution to the task of bringing the concept of anxiety more out and into the light, helping organizational members to become safer and more successful in their different roles as leaders and co-workers.     

Organizational evolution and strategies for change of Bulgarian firms

Abstract

The purpose of this paper is the study of organizational evolution of Bulgarian firms and their strategies for change. We applied a research approach based on a longitudinal study comprising both quantitative and qualitative methods. Our objective is double: on the one hand, we wish to explore and analyze the real practice of Bulgarian firms while dealing with changes in market environment, while on the other hand we attempt to develop a model of organizational evolution, which incorporates the notions of evolutionary economics and chaos theory. With respect to our objectives we developed a conceptual model of organizational evolution which has been further tested. Firstly, a desk research covering a time span of ten years (19932003) has been accomplished. The main research goal was to identify and to evaluate the key external drivers of organizational evolution in Bulgaria. Then a detailed representative study among the managers/CEOs of Bulgarian firms has been conducted in years 1999 and 2001. Based on the research results several conclusions about the applicability of the proposed conceptual model have been drawn.     

Manager attitudes concerning flexible work arrangements: fixed or changeable?

ABSTRACT

Flexible work arrangements (FWAs) present a vehicle for supporting caregiving responsibilities, but have yet to be widely implemented, in part, because of limited support from managers. This study examines transformation of manager attitudes toward FWAs in the context of a change initiative. Panel surveys of 721 managers revealed positive and negative attitudes concerning the use of FWAs and predictors of changes in these attitudes. Over the course of one year, the attitudes shifted in positive and negative directions consistent with conservation of resources and symbolic interactionism theory. Experience in supervising workers in FWAs, exposure to training, and perceived career rewards predicted favorable changes in attitudes. Findings offer support for advocacy for FWAs on the basis of a positive spiral of affirmation that connects experience and attitudes toward FWAs. The viewing of a personalized report on support of flexible work use by peers predicted development of more favorable attitudes in the merits of schedule flexibility. Findings indicate that manager attitudes about FWAs can be influenced, which in turn has potential to enhance family responsive employment practices.     

Global boundary work tactics: managing work and family transitions in a 24–7 global context

ABSTRACT

This study addresses how today’s global managers navigate their work and family transitions through employing various boundary work tactics in a global context. Interviews with 25 global travelers or international business travelers in dual-career families uncovered how they handle global workflows and protect family time when working domestically or abroad. Patterns emerged across a typology of temporal, communicative, behavioral and physical boundary work tactics. A key contribution is that workplace flexibility in addition to technology allows global managers to maintain connectivity beyond spatial or temporal boundaries. Moreover, technology was perceived as an integral tool by global managers, with few cases of tensions reported from a blurring of boundaries. The research contributes to the nascent literature on work-life balance among global managers. It also provides evidence of how mobile and telepresence technologies are being used in performing global work. Companies are encouraged to foster flexibility among their global managers around viewing time and using communication techniques and technology to manage role transitions. Results suggest that global work approached in this manner can be sustainable as well as beneficial to the individual, his/her family, and the organization.     

Detecting self-organised behavioural patterns in workplace settings: Towards a lay epistemic theory

Abstract

Several theorists have called for people who work in organisations to become more proficient at discerning the subtle, self-organised patterns that emerge in their organisations. Such theorists argue that the capacity to detect such patterns can enable managers to understand what drives organisational behaviour, and what stands in the way of organisational transformation. This paper presents findings of a study on how some organisational practitioners detect and understand self-organised behavioural patterns that emerge in the workplace. It seeks, therefore, to integrate processes used by successful practitioners with a theoretical foundation grounded in systems and organisational research.     

Healthy organization: analysing its meaning based on the HERO Model / Organizaciones saludables: analizando su significado desde el Modelo HERO

Abstract

The aim of this study is to analyse the meaning of healthy organization from an empirical-theoretical perspective based on the HERO Model (HEalthy & Resilient Organizations). Analyses were performed by four independent judges on 14 interviews carried out with 14 CEOs or human resources managers in 14 Spanish organizations using content analysis. Qualitative results show: (1) a partial overlap in the categories proposed by the theoretical model (based on the concordance index, Cohen’s Kappa and ICC); and (2) that the empirical definition mainly focuses on employees’ psychosocial health as a key element of the meaning of healthy organization. Finally, categorical matrixes provide evidence of subcategories emanating from the key elements that comprise a healthy organization. Results as well as theoretical and practical implications are discussed based on the HERO Model.     

Building Solidarity Through Difference: A Practice Model for Critical Multicultural Organizing

ABSTRACT

Building solidarity is perhaps the most crucial, yet under-theorized, process in organizing for social change. Traditional models of union and neighborhood-based organizing associate solidarity with commonality, as opposed to difference. However, this traditional organizing model is being forced to adapt to an increasingly multicultural context, presenting a need for rethinking past practices and creating new frameworks for multicultural organizing. Theoretical work on the topic has been relatively detached from action on the ground, with few efforts to translate it into community organizing practice. This article develops a practice model for critical multicultural organizing drawing on a five-year qualitative, participatory evaluation of youth participation in grassroots community organizations. As well as offering insight into the efforts of young people to organize around neighborhood issues in largely low-income and racially diverse communities of color, the cases highlight inclusive practices that will help any organization become more sustainable and effective.     

Organizational change: The role of climate and job satisfaction in child welfare workers' perception of readiness for change

BackgroundWhen organizations embark on deliberate efforts to increase effectiveness through organizational-level changes, those that demonstrate greater readiness for change tend to have better outcomes. In contrast, when the organization is not ready, a change effort may result in resistance, conflict and, eventually, failure. However, studies addressing how agency climate and job satisfaction influence workers' perception of the organization's readiness for change in child welfare or human service organizations are scarce.MethodsData for this study was obtained from a sample of 356 direct care and clinical child welfare workers employed at eight not-for-profit child welfare agencies under contract to provide a variety of services in a large northeastern state. Workers were surveyed on their agency's readiness for change, organizational climate, and job satisfaction. The Spector Job Satisfaction Survey measured nine subscales and Parker Organizational Climate survey measured four primary domains: role, job, supervision, and organizational dimensions. A confirmatory factor analysis was conducted on nine questions derived from the Organizational Readiness for Change survey that measured workers' perceptions of organizational readiness for change. Structural Equation Modeling (SEM) was utilized to determine climate and satisfaction influences on voluntary child welfare workers' readiness for change.ResultsThe results of SEM confirmed that the exogenous independent indicators of role ambiguity, supervisor goal emphasis, organizational innovation, satisfaction with communication, and the number of years in current position were predictive of workers' perception of readiness for change with significant positive coefficients.ImplicationsThis study highlights the importance of certain organizational climate and job satisfaction factors that child welfare workers' identify for the success of agency change efforts. Workers perceive that organizations may have a higher level of readiness to implement successful change initiatives when: (1) workers feel their role is clear, supervisors articulate change goals, and job performance is held to a high standard and is measurable; (2) agency leaders establish organizational communication that is explicate, and they encourage workers to develop ideas and try new ways of doing the job; and (3) the greater the number of years workers are in their current position, the more likely change initiatives are perceived to be successful. Most importantly, this study suggests that not all organizational climate or job satisfaction factors are recognized by workers as supporting change equally.     

The Transtheoretical Model

ABSTRACT

This article examined the application of the Transtheoretical model of behavioral change to the welfare to work transition with public housing residents. Both quantitative and qualitative data were gathered and analyzed to demonstrate that the welfare to work process may indeed be considered a change process. These findings have implications for social policy development and public worker training in both the public housing and publicwelfare systems.     

Whither e-learning? Conceptions of change and innovation in higher education

Abstract

E-learning, as an innovation, has been associated with radical change, but many of the accepted organisational strategies for managing such change have failed to deliver the expected benefits and advantages. There is a pressing requirement to understand better the nature of e-learning, as an educational innovation, and to evolve contextually derived frameworks for change which align with organisational culture and practice. This paper proposes a processual change framework for embedding e-learning, derived from a longitudinal study of four Australian universities, each adopting a different approach to implementing e-learning across their respective institutions.     

Community Aged Care Case Managers Transitioning to Consumer Directed Care: More Than Procedural Change Required

Abstract

Consumer directed care (CDC) is increasing in community aged care. However, limited information is available to successfully transition social workers and other case managers to their new role. This paper reports on a case study of six senior case managers who supervised staff in three Australian community-aged care agencies as they transitioned from agency directed care to consumer directed care. A change management framework was used to analyse the qualitative data collected in 12 semistructured interviews. A key finding is that changes in values, attitudes, and organisational culture are needed before staff can fully implement CDC principles of service user self-determination, empowerment, and choice. Process changes needed to assist staff transition to CDC are: using a change management strategy that maximises certainty; monitoring and responding to feelings of anxiety through ongoing consultations; and providing ongoing education and support in group sessions.     

The Road Through Paris: Climate Change,Carbon, and the Political Dynamics of Convergence

Abstract

This article tracks the key events that set the stage for the 21st Conference of the Parties to the UN Framework Convention on Climate Change (COP21) in Paris, particularly as they relate to politics of convergence. One side of this coming together is an intersection of issues, where new terrestrial and aquatic carbon sequestration programs have blurred the margins of climate change mitigation and resource grabbing. These programs, enclosing forests, farmlands, and oceans, are likewise fused together in what can be described as an emerging ‘carbon complex’ that is part of the wider blue/green economy. On the reverse side, the clear intersection of issues as witnessed by radical, and historically sectoral, agrarian/social justice movements is causing them to intertwine in resistance. The realm of climate change has proven to be an exceptional space of struggle and countermovement building. Political interactions between movements have become increasingly sophisticated—requiring frameworks that address environmental, agrarian, and oceanic issues at once, as the issues have become ever more complex. Agrarian/social justice movements maintain that their agendas for food sovereignty and climate justice hinge upon exposing fault lines in the system and advocate overall system change. COP21 and its parallel side events were together a landmark moment, but part of a much more involved process, ‘the road through Paris’, along which movements had carved out transnational and local spaces of convergence against the backdrop of a global carbon complex.     

Health-enhancing physical activity during practice among student football managers at a Division I university

Abstract

Objective: Student football managers have demands on their time that may pose barriers to meeting recommended current physical activity (PA) guidelines. The study sought to assess the amount of PA obtained by student football managers at a NCAA Division I Football university. Participants: Subjects were student football managers (n?=?14) with data collected in the fall 2015. Methods: Participants wore an Omron HJ-720ITFFP pedometer for seven consecutive days during football activities only, while self-reporting their overall PA on day 7. Measures were analyzed using repeated measures and mixed-design ANOVAs. Results: Managers averaged 8474 steps/day for each practice/game. All PA measures significantly varied by day and manager experience. Overall PA equated to 78?hours of walking. Conclusions: Student football managers easily met and surpassed the recommended aerobic health-enhancing PA guideline. While their manager-related PA was 140?minutes per week, other PA allowed them to easily reach significantly healthy levels of PA.