Health Technologies for the Developing World: Addressing the Unmet Needs

1992 ◽  
Vol 8 (4) ◽  
pp. 623-634 ◽  
Author(s):  
Michael J. Free
Keyword(s):  
Public Sector ◽  
Unmet Needs ◽  
Developing World ◽  
Appropriate Technology ◽  
Public And Private ◽  
The Public ◽  
Health Technologies ◽  
Private Sector Organizations ◽  
Public And Private Sector

AbstractThis paper provides a critical overview of several strategies and mechanisms that have been employed by the Program for Appropriate Technology in Health over the past decade to address the unmet needs for health technologies in the developing world. Partnerships between public and private-sector organizations are emphasized in order to share risks, encourage efficiency, and ensure the availability of priority products for health care in resource-poor settings. Incentives for the involvement of the commercial sector, the means to protect the interest of the public sector, and the role of bridging organizations are discussed in the light of the shifting goals of the public sector.

The Relationship between Disability Non-Discrimination Law and Quota Schemes

2019 ◽  
pp. 94-117
Author(s):  
Lisa Waddington
Keyword(s):  
Public Sector ◽  
Common Law ◽  
Civil Law ◽  
People With Disabilities ◽  
Public And Private ◽  
The Public ◽  
The Common ◽  
Public And Private Sector ◽  
The Relationship

This chapter explores the relationship between disability quota schemes and non-discrimination law in Europe. While at first sight they seem to sit uneasily beside each other, the chapter reveals how, in some instances, quota schemes can serve to facilitate compliance with non-discrimination legislation. At the same time, the chapter explores seeming incompatibilities between the two approaches and considers whether there are differences between common and civil law jurisdictions in this respect. Tentative conclusions suggest that there is a greater willingness to establish quota schemes through legislation in civil law jurisdictions compared to common law jurisdictions, and that quota schemes in civil law jurisdictions are more likely to provide for the imposition of a levy in the case that employers fail to meet their quota obligations through employing the required number of people with disabilities. There also seems to be some indication that there is greater awareness of the potential for conflict or tension, in various forms, between non-discrimination law and quota schemes in common law jurisdictions than in civil law jurisdictions. Finally, the two schemes operating in the common law states are only applicable to the public sector—whilst in civil law states quotas are generally applied to both public and private sector employers. This may indicate different perceptions regarding the role of public sector employers and the legitimacy of imposing quota requirements.

scholarly journals The Role of Public-Sector Unions During Privatization

2010 ◽  
Vol 25 (3) ◽  
pp. 23-45
Author(s):  
Kim Jung In
Keyword(s):  
Public Sector ◽  
Public Employees ◽  
Labor Management ◽  
Public And Private ◽  
The Public ◽  
Public Sector Unions ◽  
Key Factor ◽  
Public Unions ◽  
Public And Private Sector

This paper reviews the historical and institutional backgrounds of public- and private-sector unions, internal and external trends involving public-sector unions, union representation in the public sector, union affiliation with citizens, and the relationship between privatization and public unions. Using these characteristics to reflect on the fundamental rationale of public-sector unions as the negotiators for public employees and as the promoters of political affiliation with citizens, the nature of the labor-management relationship emerges as a key factor in determining the effectiveness of unions in these roles.

scholarly journals Comparing Employee Attitudes towards Individualism-Collectivism across Public and Private Sector Organizations

2008 ◽  
Vol 23 (1) ◽  
pp. 19-47
Author(s):  
Cho Tae Jun ◽  
Faerman Sue R.
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Public Management ◽  
New Public Management ◽  
Factor Model ◽  
Employee Attitudes ◽  
Public And Private ◽  
The Public ◽  
Private Sector Organizations ◽  
Public And Private Sector

One hundred thirty on responses from public employees and 154 responses from private employees were analyzed to compare employee attitudes towards individualism-collectivism across public and private sector organizations. The present study provides knowledge to public management by showing that some organizational characteristics of public sector organizations (i.e., goal ambiguity, red tape, and public-service motivation) make the public-private distinction, whereas others do not. Additionally, we found that the distinction has been blurred as New Public Management (NPM) has been adopted recently in the public sector. Finally, we support the two-factor model of organizational collectivism and individualism, as well as report that organizational individualism differentiates public and private sector organizations. The theroretical and practical implications of the findings are discussed.

scholarly journals STUDENTS PERCEPTION ABOUT THE ROLE OF INTERVIEW DURING M.PHIL AND PH.D. ADMISSION AT A PUBLIC SECTOR UNIVERSITY OF LAHORE, PUNJAB-PAKISTAN

2021 ◽  
Vol 9 (4) ◽  
pp. 121-132
Author(s):  
Muhammad Adnan Maqbool ◽  
Aroona Hashmi ◽  
Mehboob Ul Hassan ◽  
Fasiha Altaf
Keyword(s):  
Qualitative Research ◽  
Public Sector ◽  
Educational Institutions ◽  
Public And Private ◽  
The Public ◽  
Body Of Knowledge ◽  
Research Interview ◽  
Public And Private Sector ◽  
Interview Panel

Purpose of the Study: Focusing on the importance of the research interview, the researchers planned current qualitative research to explore students’ perceptions about the role of an interview conducted during the selection of M.Phil and Ph.D. admission in one of the public sector University of Lahore, Punjab-Pakistan. Methodology: The researchers adopted qualitative research leading to interpretivism paradigm. This study adopted a phenomenology research design. The researchers selected five M.Phil and five Ph.D. scholars were selected by using purposive technique. The researchers administered a self-constructed interview protocol to collect the data from the respondents. After signing a formal consent letter from participants, the researchers recorded interviews from the respondents in voice recorders and transcribed the interviews word by word. The researchers used thematic analysis approach to analyze the data. Main Findings: The results declared that the majority of the students agreed that personality has a better effect during the interview; slight sensation of nervousness before the interview; disturbed bodily condition before interview panel; friendly, cooperative, and supportive behaviour of interview panel; comfortable environment; enriched institute with qualified foreign faculty; fully confident after the interview for admission; asking of relevant questions and they get admission in to enhance their qualification for getting good-paying job and knowledge. Applications of this study: The results of the current research are applicable in public and private sector universities of Punjab, including district Lahore in which experiential and dynamic teachers are the members of the selection panel. They were aware of students perceptions while conducting interviews and familiar with their exact situations that happened in the committee rooms, as the students/applicant are the real observe of their teachers. Novelty/Originality of this study: This is the innovative and foremost research structured in Pakistani public sector educational institutions in which the authors highlighted the actual situations that happened between the interviewer and the interviewee during M.Phil and Ph.D admission. The authors have also contributed to the existing body of knowledge. The findings of the research have opened the horizon for future researchers to explore the dimension of the interviews focusing on the quantitative and mix-method design on a large sample of the participants.

Diverse approaches to negative treatment in the workplace: sector differences and their effects

2017 ◽  
Vol 36 (1) ◽  
pp. 54-72 ◽  
Author(s):  
Jesper Verheij ◽  
Sandra Groeneveld ◽  
Lisette Kuyper
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Structural Equation ◽  
Added Value ◽  
Equation Modeling ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Private Sector Organizations ◽  
Public And Private Sector

Purpose This purpose of this paper is to examine whether and how different diversity approaches of public, semi-public and private sector organizations affect negative treatment experienced in the workplace. Broadly speaking, organizations might either approach diversity as a problem of inequality or as a resource and an added value for the organization. As such, a pro-equality and a pro-diversity approach can be distinguished which are both examined in this paper. Design/methodology/approach In a quantitative study, structural equation modeling was used on survey data of a representative sample of Dutch employees. Findings Results show that while both approaches are negatively associated with negative treatment, the pro-diversity is most strongly so. Sector differences were less pronounced than expected, although employees across different sectors of employment benefit from both the approaches to a different extent. Research limitations/implications Further research examining the effect of diversity approaches to negative treatment across sectors is required. Suggestions for further research are discussed. Practical implications Looking at sector differences, the findings showed that employees across public, semi-public and private sector organizations benefitted from the diversity approaches to a different extent. Organizations across different sectors are therefore suggested to adopt different diversity approaches to combat negative treatment in the workplace. Originality/value Most studies either focus on a pro-equality or pro-diversity approach. The present study combines both and, moreover, pays attention to the way both approaches affect negative treatment experienced in the semi-public sector. Examining variation within the public sector is unique in the context of diversity research.

Relationship between CSR motivations and corporate social performance: a study in the power industry in India

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Moumita Acharyya ◽  
Tanuja Agarwala
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Corporate Social Performance ◽  
Social Performance ◽  
Power Sector ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Self Interest ◽  
Public And Private Sector

PurposeThe paper aims to understand the different motivations / reasons for engaging in CSR initiatives by the organizations. In addition, the study also examines the relationship between CSR motivations and corporate social performance (CSP).Design/methodology/approachThe data were collected from two power sector organizations: one was a private sector firm and the other was a public sector firm. A comparative analysis of the variables with respect to private and public sector organizations was conducted. A questionnaire survey was administered among 370 employees working in the power sector, with 199 executives from public sector and 171 from private sector.Findings“Philanthropic” motivation emerged as the most dominant CSR motivation among both the public and private sector firms. The private sector firm was found to be significantly higher with respect to “philanthropic”, “enlightened self-interest” and “normative” CSR motivations when compared with the public sector firms. Findings suggest that public and private sector firms differed significantly on four CSR motivations, namely, “philanthropic”, “enlightened self-interest”, “normative” and “coercive”. The CSP score was significantly different among the two power sector firms of public and private sectors. The private sector firm had a higher CSP level than the public sector undertaking.Research limitations/implicationsFurther studies in the domain need to address differences in CSR motivations and CSP across other sectors to understand the role of industry characteristics in influencing social development targets of organizations. Research also needs to focus on demonstrating the relationship between CSP and financial performance of the firms. Further, the HR outcomes of CSR initiatives and measurement of CSP indicators, such as attracting and retaining talent, employee commitment and organizational climate factors, need to be assessed.Originality/valueThe social issues are now directly linked with the business model to ensure consistency and community development. The results reveal a need for “enlightened self-interest” which is the second dominant CSR motivation among the organizations. The study makes a novel contribution by determining that competitive and coercive motivations are not functional as part of organizational CSR strategy. CSR can never be forced as the very idea is to do social good. Eventually, the CSR approach demands a commitment from within. The organizations need to emphasize more voluntary engagement of employees and go beyond statutory requirements for realizing the true CSR benefits.

scholarly journals Employee well-being in the COVID-19 pandemic: The moderating role of teleworking during the first lockdown in the province of Quebec, Canada

Work ◽  
2021 ◽  
pp. 1-13
Author(s):  
Annick Parent-Lamarche ◽  
Maude Boulet
Keyword(s):  
Public Sector ◽  
Well Being ◽  
Work Life ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Public And Private ◽  
The Public ◽  
Business Sectors ◽  
Moderating Role

BACKGROUND: The COVID-19 pandemic has had a profound effect on all aspects of society, including mental health. Many employees have had to pivot suddenly to teleworking to prevent the virus from spreading. While teleworking may have some negative consequences, it may also represent a human resources practice that may improve employee well-being. OBJECTIVE: The study main objective was to determine if teleworking played a moderating role in the relation between potential stressors and employee well-being during the first months of the COVID-19 pandemic when working from home. This was based on the theory of conservation of resources. METHODS: Multivariate regression analyses were conducted with Stata 13 software to determine the contribution of potential stressors on employee well-being, as well as the moderating role of teleworking on a sample of 480 Canadian employees. Data were collected once for white and blue collar from both public (67.08%) and private (32.92%) business sectors. RESULTS: Results indicated that work-life imbalances, workload, and marital tension were associated with lower levels of well-being. On the other hand, teleworking and household income were associated with higher levels of well-being. Teleworking also moderated the differences in well-being between the public and private sectors. Teleworking in the public sector seems to increase employee well-being. Conversely, working on-site in the public sector seems to decrease well-being. CONCLUSIONS: Employers need to proactively address work-life imbalances, workloads, and teleworking to maintain employee well-being. Specific recommendations are offered to ensure that teleworking remains positive for employee well-being both during a pandemic and afterward.

Underlying values and competencies of public and private sector managers

2016 ◽  
Vol 5 (4) ◽  
pp. 371-387 ◽  
Author(s):  
Sean D. Darling ◽  
J. Barton Cunningham
Keyword(s):  
Decision Making ◽  
Public Sector ◽  
Private Sector ◽  
Critical Incident ◽  
Visionary Leadership ◽  
Political Environment ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Public And Private Sector

Purpose The purpose of this paper is to identify unique values and competencies linked to private and public sector environments. Design/methodology/approach This study is based on critical incident interviews with a sample of senior leaders who had experience in both the public and private sectors. Findings The findings illustrate distinct public and private sector relevant competencies that reflect the unique values of their organizations and the character of the organization’s environments. This paper suggests a range of distinct public sector competencies including: managing competing interests, managing the political environment, communicating in a political environment, interpersonal motivational skills, adding value for clients, and impact assessment in decision-making. These were very different than those identified as critical for the private sector environment: business acumen, visionary leadership, marketing communication, market acumen, interpersonal communication, client service, and timely and opportunistic decision-making. Private sector competencies reflect private sector environments where goals need to be specifically defined and implemented in a timely manner related to making a profit and surviving in a competitive environment. Public sector competencies are driven by environments exhibiting more complex and unresolvable problems and the need to respond to conflicting publics and serving the public good while surviving in a political environment. Originality/value A key message of this study is that competency frameworks need to be connected to the organization’s unique environments and the values that managers are seeking to achieve. This is particularly important for public organizations that have more complex and changing environments.

scholarly journals Aggregate Public-Private Remuneration Patterns in South Africa

2020 ◽  
Author(s):  
Andreas Wörgötter ◽  
Sihle Nomdebevana
Keyword(s):  
South Africa ◽  
Public Sector ◽  
Private Sector ◽  
Inflation Targeting ◽  
Public And Private ◽  
The Public ◽  
Causal Direction ◽  
Long Run ◽  
Causality Tests ◽  
Public And Private Sector

AbstractThis paper investigates the public-private remuneration patterns in South Africa with time-series methods for the first time since the introduction of an inflation-targeting framework in 2000. Co-integration tests and analysis confirm that there is a stable, long-run relationship between nominal and real remuneration in the public and private sector. The adjustment to the deviations from this long-run relationship is strong and significant for public-sector remuneration, while private-sector wages neither respond to deviations from the long-run relationship nor lagged changes in public-sector remuneration. The causal direction from private- to public-sector remuneration does not change if real earnings are calculated with the gross domestic product deflator. This is confirmed by simple Granger-causality tests.

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