The Migration–Development Nexus and Organizational Time

While some migration research looks at how time influences individual migration trajectories, little attention has been paid to the ways in which temporal considerations influence migration and development. We propose the idea of “organizational time” and argue that bringing time into sharper focus calls into question how the categories of migration and return affect organizational change; reveals how the career stage at which migrants leave affects their ability to influence organizational change when they return, and shows how the role of senders and receivers of social remittances shifts over time. We draw on research on the impact of return migration and social remittances on institutional capacity building and policymaking in the health sectors in Gujarat, India to make these arguments.     

On the Nexus of Organizations and Professions: Networking through Trust*

This paper examines new dimensions of professional-organizational relations through the concept of trust. It develops the argument that trust exists among similar professionals because of many common denominators that lubricate their intra- and in-terorganizational collaborations. Therefore, professionals have the ability to conduct efficient transactions that reduce the need for formal monitoring systems and costly contractual agreements. These efficiencies in turn contribute to organizational goals of efficiency, flexibility, and legitimacy because they reduce organizational costs, increase organizational learning, allow for faster organizational adjustment to environmental changes, and accommodate professionals’desire for sovereignty. Concomitantly, professionals impose their own needs for autonomy on organizations. Consequently, professionals both impel the creation of new organizational forms, and contribute to the efficiency of these forms. In particular, three such forms–flat structures, hypertext organizations, and network forms–are facilitated and engendered by professionals.     

Symbolic Power and Organizational Culture

With the recent wave of corporate scandals, organizational culture has regained relevance in politics and the media. However, to acquire enduring utility, the concept needs an overhaul to overcome the weaknesses of earlier approaches. As such, this paper reconceptualizes organizational culture as a negotiated order ( Strauss 1978 ) that emerges through interactions between participants, an order influenced by those with the symbolic power to define the situation. I stress the complementary contributions of theorists of practice (Bourdieu and Swidler) and theorists of interaction (Goffman and Strauss), building upward from practice into interaction, symbolic power, and the negotiated order. Using data from initial reports on the fall of Arthur Andersen and Co., I compare this symbolic power approach to other approaches (culture as subjective beliefs and values or as context/public meaning). The symbolic power model has five virtues: an empirically observable object of study; the capacity to explain conflict and integration; the ability to explain stability and change; causal efficacy; and links between the micro‐, meso‐, and macrolevels of analysis. Though this paper focuses on organizational culture, the symbolic power model provides theoretical leverage for understanding many situated contexts.     

Strengthening home and community-based care through Medicaid waivers

States are increasingly using the Medicaid 1915c waiver program to provide community-based long-term care (LTC). We examined state predictors of waiver utilization and expenditures for waivers serving both older and working-age individuals. State level data for the period 1992 to 2001 were used to estimate random effects panel models. States with increased community-based care (e.g., home health agencies) and decreased nursing home bed capacity were positively associated with state per capita rates of use, expenditures, and the share of Medicaid LTC dollars supporting 1915c waivers. States appeared to substitute Medicare for Medicaid services for individuals eligible for both. State per capita income was positively related to each measure. State policies that facilitate decreased institutional and increased community- based capacity appear essential to state efforts to expand access to community-based services. Federal policies that address state resource issues may also spur growth in community-based LTC, which, in most states, continues to be limited.     

Cultural Constructions: Contrasting Theories of Organizational Culture and Gender Construction

This article addresses the relationship of the theorizing of organizational culture and the theorizing of gender construction. It begins by recognizing some of the difficulties of defining and understanding what is meant by the contested concept of culture. Drawing on the work of Smircich (1983) and Linstead and Grafton-Small (1992), an attempt has been made to explore the theorization of organizational culture(s) in terms of the concepts of organizational culture as: responses to human needs, integration, rules, shared symbols and meanings, unconscious projection, text, otherness, paradox, seduction and discourse. The implications of each of the approaches for the understanding of gender in organizations are considered. No one theoretical approach is advocated, but rather the breadth of theoretical possibilities is explored. The article is concluded with the argument that theories of organizational culture need to be much more explicit about their theorizing of gender construction.     

The Migration–Development Nexus: Evidence and Policy Options

Migration and development are linked in many ways – through the livelihood and survival strategies of individuals, households, and communities; through large and often well–targeted remittances; through investments and advocacy by migrants, refugees, diasporas and their transnational communities; and through international mobility associated with global integration, inequality, and insecurity. Until now, migration and development have constituted separate policy fields. Differing policy approaches that hinder national coordination and international cooperation mark these fields. For migration authorities, the control of migration flows to the European Union and other OECD countries are a high priority issue, as is the integration of migrants into the labour market and wider society. On the other hand, development agencies may fear that the development policy objectives are jeopardized if migration is taken into consideration. Can long–term goals of global poverty reduction be achieved if short–term migration policy interests are to be met? Can partnership with developing countries be real if preventing further migration is the principal European migration policy goal? While there may be good reasons to keep some policies separate, conflicting policies are costly and counter–productive. More importantly, there is unused potential in mutually supportive policies, that is, the constructive use of activities and interventions that are common to both fields and which may have positive effects on poverty reduction, development, prevention of violent conflicts, and international mobility. This paper focuses on positive dimensions and possibilities in the migration–development nexus. It highlights the links between migration, development, and conflict from the premise that to align policies on migration and development, migrant and refugee diasporas must be acknowledged as a development resource.     

The Migration–Development Nexus: Somalia Case Study

The humanitarian disaster in 1992 made the Somalis known throughout the world. The first image that appeared in the Western part of the world was the broadcast of the famine caused by the civil war. This was followed by the international intervention known as UNOSOM, when CNN covered the landing of the American intervention forces in December 1992. The next image was the fatal confrontation between UNOSOM and the local warlord, General Aideed, which resulted in the withdrawal of UNOSOM in 1995. During that period the West also came to know the Somalis more intimately as thousands of them had fled and spread to North America and Northwestern Europe. This encounter was not without problems, and raised issues such as how to integrate Somalis into society, and how and when they could be expected to return to Somalia. Today, this experience has spurred a new policy trend among Western governments that aims at directing aid to the “neighbouring” areas of refugee–generating conflicts to keep the refugees in their region. These debates are unfortunately often full of myths, and tend to suggest policies often lacking a substantial basis. Hence, this article is part of a project that attempts to shed some light on contemporary migration processes and the possible linkages between the diasporas and the social and economic development in their country of origin. The case study describes the main flows of migration in modern Somali history, and how the emerging Somali diaspora maintains links to their kin via inventive remittance systems. The possible impact of remittances on local development in Somalia is addressed in the paper, and it concludes that the linkages between aid and migration–related resource transfers are multidimensional and that development can lead to migration and vice versa. It also concludes that there is a dire need for more knowledge on the issue, which is reflected in the lack of data found for this specific case. The case shows that poverty is not the only factor for the Somali migration history. Rather, the main reason has been the intertwining of political conflict and the search for economic opportunity. Furthermore, the important effect of remittances on socio–economic development correlates with political stability, providing an environment for productive investments. It is also shown that remittances have been far more important for livelihood and survival in Somalia than development and humanitarian aid put together.     

The Migration–Development Nexus: Afghanistan Case Study

This paper looks at the relationship between migration and development in the context of Afghanistan. It begins with a brief outline of the historical and political background to the refugee crisis of the past two decades, and looks briefly at the society and economy of Afghanistan. The history and pattern of aid flows are described and analysed in the next section, followed by consideration of migration and refugee flows over the past two decades, and of remittances and diaspora activities. Repatriation and reconstruction are covered in the following two sections. The penultimate section looks at lessons to be learned for policy making in Afghanistan in the future, and is followed by concluding observations.
A cautionary note on data on Afghanistan: although the recent months have seen a surge of interest and writing on Afghanistan, there has always been a shortage of data on the country. Much writing on Afghanistan, both by journalists and a few academics during the 1980s and 1990s, relates to politics, given the Cold War context of the conflict at the time. Most other data available on Afghanistan tend to come from aid agencies involved in the country. While this provides the bulk of information and data on aid and refugee issues – as reflected in the sources used in this paper – it has little to offer on other aspects of life in Afghanistan, especially on recent history and economy.     

Gender,Equality and the Culture of Organizational Assessment

In spite of years of equal opportunities legislation and guidelines, a marked gender imbalance at the apex of organizational career structures persists (Carrier 1995). The predominant liberal model of equal opportunities (EO) seeks to alleviate sex-discrimination through advocating gender-neutral or ‘same’ treatment (Meehan and Sevenhuisjen 1991; Gatens 1991; Bock and James 1992). However, the present study suggests that ostensibly gender-neutral organizational practices may exclude characteristics, values and concerns more typically associated with women. This paper draws on a study of gender in selection to corporate management and raises questions about whether and how characteristics, values, goals and concerns which have been perceived as ‘female’ or ‘feminine’ may be excluded from ostensibly gender-neutral equality practices. Findings suggest that EO theory and practice need to move beyond limited either/or debates around ‘equality’ and ‘difference’. In order to do so, it may also be necessary to challenge dichotomous thinking about gender which currently informs much of that debate. In order to facilitate the development and progress of women in organizations it is not enough for EO initiatives to treat gender as a category of difference that can be overcome through superficial changes, for example in interview procedures, which merely seek to exclude issues perceived as gendered. Instead, a longer agenda for equality must move beyond the debate about women’s ‘sameness’ or ‘difference’ from men to include a deeper understanding of the gendered nature of organizational positions, structures and practices.     

The Migration–Development Nexus: Sri Lanka Case Study

This paper explores the relationship between migration and development in Sri Lanka, a country that has been the source of large numbers of migrants and the recipient of much development assistance. Commissioned as part of a wider study conducted by the Centre for Development Research, Denmark, this case study seeks to answer a set of specific questions about the nature and extent of links between development assistance and migration flows. The paper surveys the socio–economic context in which both migration and development have taken place in Sri Lanka, describing the causes, scale, and features of migration flows from Sri Lanka in recent decades. Two main streams of migration flows are identified: labour migration and political migration. The flows are distinguished by ethnic characteristics (the former is mostly Sinhalese and the latter pre–dominantly Tamil) and destination (the former to the Middle East and the latter to the West). Both flows have intensified during a time of protracted conflict and in the context of waraffected economic development since the early 1980s.
The importance of remittances from migrants to the Sri Lankan economy and the extent to which diaspora activities impact Sri Lanka are also discussed. Despite the lack of statistics, especially on informal remittances from the Tamil diaspora, it is suggested that the remittances have been and will continue to be a sizeable component of foreign exchange receipts in Sri Lanka. The paper concludes that the complex interactions between migration, development assistance, remittances, and conflict are important for the prospects for peace and reconstruction in Sri Lanka. The challenge in Sri Lanka will be to move from a vicious cycle of conflict, underdevelopment and migration to a more virtuous one. In this process, it is suggested that the diaspora will be a key player in the shift towards peace and remittances will be an integral part of reconstruction.     

Transformational Leadership, Organizational Culture, Organizational Effectiveness, and Programme Outcomes in Non-Governmental Organizations

This study examines whether transformational leadership influences organizational culture that furthers NGOs?? effectiveness. It also examines whether transformational leadership at the top directly influences NGOs?? effectiveness. Further, it tests whether NGO effectiveness improves the programme outcomes in terms of health, income, education, and happiness of villagers. Data were collected from 312 NGOs in Jharkhand state (India). Transformational leadership, organizational culture, and NGO effectiveness were assessed from NGO personnel using standard instruments, and programme outcomes on health, income, education, and happiness were evaluated from villagers using wooden cubes. Findings reveal that transformational leadership builds organizational culture that furthers NGO effectiveness. Transformational leadership does not influence directly NGO effectiveness but it enhances NGO effectiveness promoting organizational culture. Furthermore, NGO effectiveness improves the outcomes of programmes undertaken by NGOs in terms of better health, income, education, and happiness of beneficiaries.     

Psychological Contracts and Organizational Identification: The Mediating Effect of Perceived Organizational Support

Understanding the processes through which employees incorporate the organization’s identity into their own identity is critical to building positive employer-employee relationships. We draw primarily on organizational support theory to advance the argument that psychological contract breach is negatively related to organizational identification and positively related to organizational disidentification because it makes employees believe that their organizations do not value their contributions or care about their well-being (reduces perceived organizational support). Results from two studies generally provide support for our hypotheses: in Study 1, perceived organizational support fully mediated the relationship between psychological contract breach and organizational identification. In Study 2, Time 2 perceived organizational support fully mediated the relationship between Time 1 relational psychological contract breach (e.g., promises related to training, development, job security) and organizational identification, but not the relationship between transactional psychological contract breach (e.g., promises related to pay and work hours) and organizational identification. Time 2 perceived organizational support partially mediated the relationship between relational psychological contract breach and organizational disidentification, but not the relationship between transactional psychological contract breach and organizational disidentification. We conclude that organizations should be concerned with this erosion of the positive employer-employee relationship (organizational identification) and fostering of a negative employer-employee relationship (disidentification).     

Organizational Restructuring and the Achievement of an Equal Opportunity Culture

The Opportunity 2000 Campaign has recognized that equal opportunity policy change has to be accompanied by a process of culture change in organizations. However, sustaining commitment to an equal opportunity culture may be a difficult task in times of rapid and varied organizational change. In particular, the volume and scope of ‘restructuring’ that follow mergers, acquisitions, divestment, the introduction of internal markets, and other changes in business strategy often lead to ‘downsizing’, ‘delayering’, and outsourcing of business functions. This can have very variable outcomes for the careers of women managers. For them the experience of organizational restructuring is akin to participation in a lottery in which they are occasionally winners, but usually losers. This is the main finding from in-depth case studies of three large organizations in the public sector, pharmaceuticals, and financial services, which have all experienced some form of ‘restructuring’ over the last five years. The main conclusion of this research is that unless restructuring involves an expansion of managerial positions it is likely to disadvantage women managers. The reasons for this are that it leads to job losses in functions where women are concentrated; highlights the disadvantages of poor line manager support; reinforces exclusion from the valuable informal organizational networks that provide access to career development opportunities; and renders formal equal opportunity policy monitoring ineffective. These findings have considerable implications for organizational and national policy initiatives to achieve an equal opportunity business culture.     

Studying the Gendering of Organizational Culture Over Time: Concerns,Issues and Strategies

Beginning with the premise that ‘organizational culture’ is a useful heuristic for the study of gender at work, this article focuses on the problem of studying the culture of organizations over time, setting out to demonstrate how the social construction of corporate history has, until now, lent itself to gendered notions of business practices. Arguing that history itself is but one of a series of discourses about the world, the article outlines a feminist strategy for the study of organizational culture over time that includes: (i) feminist historiography as history written from a feminist point of view; (ii) a commitment to the notion of history as discourse rooted in the present; (iii) a view of women’s rights development as a paradoxical process of progress and regress; (iv) a gender focus approach that studies the impact of discrimination on the social construction of masculinity/femininity and sexual preference; and (v) an approach that is sensitive to the contextualization of gender. British Airways is used as a case study to illustrate some of the problems of historic re/construction and feminist historiography.     

The EAP Movement and Organizational Development:

No abstract available for this article.