scholarly journals Deductive Models of Policy Implementation and their Impact on Policy Outcome: A Critical Assessment

2021 ◽  
Vol 9 (1) ◽  
pp. 1-9
Author(s):  
Hamidou Issaka Diori
Keyword(s):  
Policy Implementation ◽  
Social Interactions ◽  
Organizational Development ◽  
Policy Outcomes ◽  
Policy Action ◽  
Present Contribution ◽  
True Value ◽  
Hands On ◽  
Rational Management ◽  
And Performance

Deductive models of policy implementation emerged as a response to the inability of inductive approaches to provide nuanced theories of policy implementation and performance. They are said to be parsimonious and precise in studying complex social interactions. Hence, over the last decade or so, there has been ascending interest in the use of deductive approaches to get deeper understanding of the mechanisms by which policy implementation is more likely to succeed. However, giving the fact that numerous programs and policies continue to fail despite being replicated from the best deductive models, one is entitled to wonder: what is the true value of these models? And how effective are they in translating the intentions of policymakers into desired policy outcomes? The present contribution seeks to provide answers to these questions by first, discussing some hands-on deductive models of policy implementation and second, analyzing the potential of each model, their strengths, their weaknesses, and appropriate contexts for use. To reach these aims, the study utilized the Contextual Interaction Theory (CIT) to gauge the assumptions of each of the following models: the Rational, Management, Organizational Development, Political, and Bureaucratic Process. The results have shown that, although deductive models of policy implementation (or at least, the models here-in discussed) seem to offer tangible promises to deliver more accurate and nuanced explanations of policy action, they fall short to combine the three criteria of Motivation, Information, and Power, necessary for any candidate model of policy implementation to be deemed effective. The results have also shown that an integrated model, one that combines the strengths of all the above cited models, but none of their weaknesses, could be a credible offer of a successful theory of policy implementation.

scholarly journals Insights from Learning Analytics for Hands-On Cloud Computing Labs in AWS

2020 ◽  
Vol 10 (24) ◽  
pp. 9148
Author(s):  
Germán Moltó ◽  
Diana M. Naranjo ◽  
J. Damian Segrelles
Keyword(s):  
Cloud Computing ◽  
Learning Analytics ◽  
Cloud Provider ◽  
Online Students ◽  
Computing Services ◽  
Hands On ◽  
Data Processing Tool ◽  
Amazon Web Services ◽  
Course Length ◽  
And Performance

Cloud computing instruction requires hands-on experience with a myriad of distributed computing services from a public cloud provider. Tracking the progress of the students, especially for online courses, requires one to automatically gather evidence and produce learning analytics in order to further determine the behavior and performance of students. With this aim, this paper describes the experience from an online course in cloud computing with Amazon Web Services on the creation of an open-source data processing tool to systematically obtain learning analytics related to the hands-on activities carried out throughout the course. These data, combined with the data obtained from the learning management system, have allowed the better characterization of the behavior of students in the course. Insights from a population of more than 420 online students through three academic years have been assessed, the dataset has been released for increased reproducibility. The results corroborate that course length has an impact on online students dropout. In addition, a gender analysis pointed out that there are no statistically significant differences in the final marks between genders, but women show an increased degree of commitment with the activities planned in the course.

Delegation, Comitology, and the Separation of Powers in the European Union

2002 ◽  
Vol 56 (3) ◽  
pp. 551-574 ◽  
Author(s):  
Alexander Ballmann ◽  
David Epstein ◽  
Sharyn O'Halloran
Keyword(s):  
European Union ◽  
Policy Implementation ◽  
Separation Of Powers ◽  
Policy Outcomes ◽  
Theoretic Model ◽  
The European Union ◽  
Considerable Controversy ◽  
Game Theoretic ◽  
Council Of Ministers ◽  
The Eu

Although relatively unknown outside of Europe, comitology committees are an object of considerable controversy in the European Union (EU). Controversy stems from their pivotal role in overseeing policy implementation authority delegated from the Council of Ministers (Council) to the European Commission (Commission). In this article, we employ a game-theoretic model to analyze the influence of these, committees on policy outcomes. Our analysis provides three important insights. First, we show that, contrary to the conventional wisdom, comitology committees move outcomes toward the Commission's preferred policies rather than the Council's. Second, we demonstrate that the possibility of a Council veto may also move outcomes away from Council members' policy preferences and toward the Commission's. Third, the 1999 changes to the comitology procedures, designed to enhance the Commission's autonomy in policymaking, may have had the exact opposite effect. Paradoxically, we conclude that comitology serves to enhance the Commission's role in policy implementation and thereby strengthens the separation of powers within the EU.

scholarly journals The validity of Performance Environment Perception Scales: Environmental predictors of citizenship performance

2010 ◽  
Vol 16 (1) ◽  
pp. 180-190
Author(s):  
Arthur E. Poropat
Keyword(s):  
Work Environment ◽  
Organizational Development ◽  
Future Research ◽  
Environmental Predictors ◽  
New Instrument ◽  
Confirmatory Factor ◽  
Theoretical Predictions ◽  
Citizenship Performance ◽  
Environment Perception ◽  
And Performance

AbstractThis research examined the validity of Performance Environment Perception Scales (PEPS), a new instrument designed to assess performance-relevant aspects of the work environment. A sample of 156 employees of an Australian university completed PEPS and their supervisors rated their task and citizenship performance. Confirmatory Factor Analysis showed PEPS to have a valid factor structure, and PEPS were found to be significantly correlated with citizenship performance, but not with task performance. Although this finding is consistent with theoretical predictions, PEPS are apparently the first measures of work environment perceptions that have confirmed this. Thus PEPS show promise as measures for use in future research and organizational development projects that focus on relationships between the work environment and performance. Limitations of the research and implications for the validity of PEPS, as well as for future research and practice, are discussed.

scholarly journals VERSLO ORGANIZACIJŲ KLIMATO ĮVERTINIMO GALIMYBĖS

Psichologija ◽  
2005 ◽  
Vol 31 ◽  
pp. 86-100
Author(s):  
Rita Rekašiūtė-Balsienė
Keyword(s):  
Organizational Climate ◽  
Organizational Performance ◽  
Organizational Development ◽  
Wide Spectrum ◽  
Work Organization ◽  
Working Environment ◽  
Future Research ◽  
Climate Assessment ◽  
And Performance ◽  
Business Departments

Daugelio tyrimų rezultatai rodo, kad organizacijos klimatas ir jos veiklos rezultatai yra susiję. Organizacijos klimato matavimas gali būti atspirties taškas planuojant veiklos tobulinimo, siekiant didesnio efektyvumo, pokyčius. Straipsnyje pristatytos trys organizacijos klimato teorijų grupės ir atliktas tyrimas, siekiant aprašyti Lietuvos verslo organizacijų klimatą. Tyrimo tikslas – įvertinti Lietuvos verslo organizacijų klimatą taikant tam sukurtą metodiką. Tyrimui keliami uždaviniai: 1) parengti organizacijos klimato vertinimo metodiką; 2) išanalizuoti organizacijos klimato ypatybes, būdingas Lietuvos verslo organizacijoms. Gauti rezultatai rodo, kad Lietuvos verslo organizacijų klimatas turi bendrų ypatumų: geriausiai yra vertinama organizacijos svarba darbuotojams (didžiavimasis organizacija), darbuotojų pastangos ir tarpusavio santykiai bei pagarba, o blogiausiai – darbuotojų veiklos ir pastangų įvertinimas bei darbo organizavimas. Sukurta metodika patikrinta tiriant Lietuvos verslo organizacijas. Ji leidžia įvertinti bei aprašyti organizacijos klimatą ir gali būti pagrindas aiškinantis, kokia yra organizacijos būklė. ORGANIZATIONAL CLIMATE ASSESSMENT POSSIBILITIES IN BUSINESS ORGANIZATIONSRita Rekašiūtė-Balsienė SummaryOrganizational climate has been widely discussed in the literature since the concept of social climate was proposed. They perceived organizational climate as a set of properties of the working environment which can be measured. In the article we present three set of theories of organizational climate concepts, which were found in the literature.The wide spectrum of organizational climate and performance surveys suggests that there are relationship between the climate dimensions and all kind of organizational performance indicators. It is suggested, that for a plan of activities for improving effectiveness of all organization may be used climate surveys.The purpose of this survey is to evaluate organizational climate is Lithuanian business organizations using the questionnaire which was created by the author of the article.Sample: 6 Lithuanian organizations from the service business sector, total of 591 employees. All organizations are among the firs seventh leaders of their practice field.Method: Organizational climate questionnaire (constructed by author of the article) was used in this survey. Factorial analysis distinguishes eight factors (scales): evaluations of employee attempts and performance; interrelations and respect; flexibility and quality of organization performance; employee struggle; goals knowledge; organization magnitude; cooperation; work organization. The research has been carried out in 2003–2004.Results of this survey shows, that all organizations have common peculiarities of organizational climate. Perceived as the best organizational climate aspects are organization magnitude, employee struggle, interrelations and respect; perceived as the worst organizational climate aspects are evaluation of employee attempts and performance and work organization. There was found significant differences in perceived organization conditions between managers and employees and between business departments and business support departments, what request more in depth survey. Organizational climate of two organizations are described in detail. It is suggested, that created questionnaire can be used to asses organizational climate and be useful tool for the organizational development practitioner and researcher. Practical implications and suggestions for future research are proposed.

scholarly journals Through the Lens of Networks: Health Promotion Policy Implementation for the Elderly at the Local Level in Thailand

2021 ◽  
Author(s):  
◽  
Wimonmat Srichamroen
Keyword(s):  
Health Promotion ◽  
Policy Implementation ◽  
Local Level ◽  
The Elderly ◽  
Governance Structure ◽  
Network Governance ◽  
Influential Factors ◽  
Policy Outcomes ◽  
Administrative Authority ◽  
Promotion Policy

<p>The Thai government has included health promotion in its national policies and strategies to directly address the health of the elderly. Multiple government organisations at various levels are involved in this health promotion policy and its related efforts. With an emphasis on ensuring that the elderly in the community benefit from national health promotion policies, and have access to health promotion services, the policies directed government organisations to work together as a network to implement the health promotion policy for the elderly at the local level. The Local Administrative Organisations (LAOs), decentralised government organisations, acted as the centre of the networks in each sub-district across the country. Networks play a role as an essential mechanism in the health promotion policy implementation for the elderly and in reaching out to the smallest unit of the community: individual older people. However, there are known gaps in the functioning of the decentralised governance arrangements and in coordination between organisations to implement the health promotion policy. Policy implementation can be improved to ensure that key goals and objectives are met.   The objective of this research was to analyse the ways in which the LAOs and other government organisations together implement the health promotion policy for the elderly at the local level in Thailand. Using a network perspective, the governance structure and governance characteristics, including relationships and the functioning of the policy implementation network, are identified and analysed. How the observed network characteristics affect network collaboration, policy outcomes, and actors’ capacity in policy implementation are then explored.   Within an interpretivist perspective, the research employed multiple network analysis approaches and mixed methods data collection such as network mapping, non-participant observation, interviews, and questionnaire surveys, across two case study sites. A combination of thematic analysis and constant comparative methods were employed to analyse the data.  The networks in this study were found to have a hybrid governance form, being a combination of lead organisation-governed and shared governance. However, it is not possible to predict the likelihood of achieving good policy outcomes based on the form of network governance alone; other networks characteristics must also be studied. At the network level, influential factors indicative of policy outcomes were found to be the exchanges of political and cultural capitals between network actors, with the latter differentiating the policy outcomes across the two cases. To improve the network actors’ capacity in policy implementation, learning and resource exchanges between actors were found to be important. Based on the study findings, an intervention to improve policy outcomes should be encouraged through financial capital exchanges between network actors as this is when administrative authority is most dominant.   The research provides an empirical review to inform policymakers and practitioners that the most influential factors should be embedded during the funding process so that the policy implementation can better support health for the elderly and the aged society that Thailand is entering.</p>

scholarly journals Lelonkiewicz_et_al_2020_Adaptation_and_Anticipation

2020 ◽  
Author(s):  
Jaroslaw Roman Lelonkiewicz ◽  
Chiara Gambi ◽  
Lisa Weller ◽  
Roland Pfister
Keyword(s):  
Social Interactions ◽  
Action Plan ◽  
Human Perception ◽  
Preceding Trial ◽  
Action Control ◽  
Dyadic Interaction ◽  
Overt Response ◽  
Action Execution ◽  
Temporal Adaptation ◽  
And Performance

Interacting agents may anticipate their partner’s upcoming response and include it in their action plan. In turn, observing an overt response can trigger agents to adapt. But while anticipation and adaptation are known to shape action control, their interplay in social interactions remains largely unexplored. In four experiments, we asked how both of these mechanisms could contribute to one striking phenomenon: Agents initiate actions faster when they know their partner will produce a compatible rather than an incompatible response. In Experiment 1, we manipulated the compatibility between agents’ actions and partners’ responses, and investigated the interplay between adaptation and anticipation within the same dyadic interaction. In Experiments 2-4 we isolated the contribution of each of the two mechanisms by having agents interact with virtual partners whose responses could be experimentally controlled. We found that adaptation and anticipation exert parallel but independent effects on action execution: Participants initiated their actions more quickly when the upcoming partner response was compatible and, independently, when their partner had responded more quickly on the preceding trial. These findings elucidate models of action control in social interactions. [NOTE: Please cite this paper as: Lelonkiewicz, J. R., Gambi, C., Weller, L., &amp; Pfister, R. (2020). Action–effect anticipation and temporal adaptation in social interactions. Journal of Experimental Psychology: Human Perception and Performance, 46(4), 335–349. https://doi.org/10.1037/xhp0000717 ]

scholarly journals Types of professionalization

2018 ◽  
Vol 8 (3) ◽  
pp. 298-316 ◽  
Author(s):  
Grazia Lang ◽  
Torsten Schlesinger ◽  
Markus Lamprecht ◽  
Kaisa Ruoranen ◽  
Christoffer Klenk ◽  
...  
Keyword(s):  
Cluster Analysis ◽  
Organizational Development ◽  
Online Survey ◽  
Hierarchical Cluster ◽  
Organizational Characteristics ◽  
Future Research ◽  
Content Type ◽  
Organizational Patterns ◽  
And Performance ◽  
And Cluster Analysis

Purpose The purpose of this paper is to identify types of professionalization in Swiss national sport federations (NSFs) and analyze organizational characteristics associated with specific types of professionalization. Such types reveal common patterns among the increasingly complex organizational designs of NSFs and thus contribute to the understanding of professionalization in NSFs. Design/methodology/approach An online survey of all Swiss NSFs was conducted to identify types of professionalization in these organizations using hierarchical cluster analysis, based on a multi-dimensional framework of professionalization. Findings The analysis revealed four types of professionalization: formalized NSFs managed by paid staff, NSFs managed by volunteers and a few paid staff off the field, NSFs with differing formalization and paid staff on the field, and moderately formalized NSFs managed by volunteers. The types differ in terms of the NSFs’ organizational characteristics, in particular, size, financial resources, Olympic status, and performance. Originality/value Applying factor and cluster analysis is a new approach to analyzing professionalization in NSFs that makes uncovering distinctive organizational patterns among a large number of NSFs possible. These results lay the foundation for understanding the professionalization of NSFs, counseling NSFs on their organizational development, and conducting future research on the design types of sport organizations.

Leader Launch

2020 ◽  
pp. 235-260
Author(s):  
Candice Freeman
Keyword(s):  
Leadership Development ◽  
Organizational Development ◽  
Development Program ◽  
Instructional Interventions ◽  
Three Phase ◽  
Emerging Leadership ◽  
Improvement Interventions ◽  
Leadership Development Program ◽  
And Performance

This case study examines how a rural healthcare system implemented LeaderLaunch, a leadership development program specifically supporting all front-line to director-level leaders employed within the organization's facilities. John DeJoria, the healthcare system's Director of Organizational Development, is a seasoned instructional designer and Certified Professional in Learning and Performance (CPLP) who was charged with the opportunity of determining the system's leadership development needs and responding with aligned performance improvement interventions, intended to build competency and capacity in current, new, and emerging leadership. This case explains how John and his team designed, conducted, and utilized a three phase needs assessment to select and design instructional and non-instructional interventions.

scholarly journals Analysis of the Effectiveness of the Occupational Safety and Health Policy in three Industries in Trinidad and Tobago

2019 ◽  
Vol 9 (4) ◽  
pp. 46
Author(s):  
Mark Allen ◽  
Robert Dibie
Keyword(s):  
Policy Implementation ◽  
Trinidad And Tobago ◽  
Occupational Safety ◽  
Important Change ◽  
Occupational Safety And Health ◽  
Policy Outcomes ◽  
Strategic Direction ◽  
Safety And Health ◽  
The Government ◽  
Questionnaire Research

This paper investigates the effectiveness of the occupational safety and health (OSH) policy in the construction, manufacturing, and petrochemical industries in Trinidad and Tobago since it was enacted in 2006 up until 2017. Existing literature copiously reports on the degraded levels of occupational safety and health (OSH) in developing countries and recommends the adoption of integrated approaches to workers’ health protection. Although this assertion may be correct for some Caribbean countries it might not be true for all. This paper argues that inadequate enforcement of the OSH policy, oversight, and accountability strongly suggests that the Government of Trinidad and Tobago is not serious about its OSH policy. The data for this paper were derived through interviews and questionnaire research instruments. The result of the research found that there has been limited gains and few positive policy outcomes. This is because the OSH Agency does not pursue a coordinated policy implementation initiative, and this shortcoming has contributed negatively to the underlying and persistent absence of employers’ commitment to complying with the national OSH policy. It is prudent and urgent that a re-energized and creative approach to policy implementation be adopted, and that essential tools, resources, strategic direction and executive oversight are provided to ensure sustenance and success of this important change-management process.

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