The Paradoxes Between Business Performance and Organizational Behavior in Colombian and Ecuadorian Companies

2021 ◽  
pp. 396-415
Author(s):  
Nicolas Afanador ◽  
Esteban Durán Becerra ◽  
Juan Carlos Andrango
Keyword(s):  
Organizational Culture ◽  
Organizational Behavior ◽  
Financial Performance ◽  
Business Performance ◽  
Public And Private ◽  
The Public ◽  
Culture Model ◽  
Classic Approach ◽  
Low Costs ◽  
High Level

Increases in business performance are essential for an organization's success in both the public and private sectors. Using the Hofstede organizational culture model, the chapter has centered emphasis on factors that affect primarily financial results. In this study, the authors look at the importance of organizational culture traits as a predictor of financial performance in Colombian and Ecuadorian companies. They discovered that despite Colombia and Ecuador having similar histories and cultures that can be similar to a high level, in volatile and rapidly evolving settings, strategic approaches that concentrate on both distinction and low costs at the same time are often in conflict with Porter's classic approach.

scholarly journals Similarities and Differences between Public and Private Sector Leadership Strategies in the Caribbean: Empirical Findings on the Link between Leadership, Culture, and Performance

2016 ◽  
Vol 2 (4) ◽  
pp. 1
Author(s):  
Paul L. Flemming
Keyword(s):  
Organizational Culture ◽  
Private Sector ◽  
Organizational Behavior ◽  
Employee Performance ◽  
The United States ◽  
Conventional Theory ◽  
Public And Private ◽  
The Public ◽  
Significant Difference ◽  
Public And Private Sector

Conventional theory, which holds that there is a significant difference between leadership in the public and private sectors as leaders manage organizational culture to achieve strategic performance, has begun to be disputed by recent scholars in organizational behavior. The purpose of this study was to validate the views of organizational practitioners that private sector leaders are best suited to facilitate organizational efficiency by examining the link between leaders, culture, and employee performance. The Multifactor Leadership Questionnaire (MLQ) was distributed to middle managers (N=200) who worked in public and private sector organizations across the United States Virgin Islands to examine how the leaders used organizational culture to improve their organizations’ performances. The study found that leadership practices in both sectors have significant effects on performance. While the hierarchy culture was dominant in government agencies dictating effectiveness is the adherence to strict rules and regulations, the criteria of effectiveness most prominent in the private sector was market culture evident in the achieving of goals, outpacing the competition, increasing market share, and acquiring premium levels of financial returns. These findings suggest that, contrary to conventional theory, those leaders with the greatest organizational success are not restricted only to the private sector; but they are also evident in the public sector. This study concluded that leadership in both the public and the private sectors can induce a significant level of performance when strategies are aligned with organization’s culture and objectives as these organizations developed, grow, and mature.

scholarly journals High-involvement management practices, job control, and employee well-being in the public and private sectors. Evidence from Finland

2018 ◽  
Vol 24 (4) ◽  
pp. 467-486
Author(s):  
Laura Peutere ◽  
Antti Saloniemi ◽  
Simo Aho ◽  
Jouko Nätti ◽  
Tapio Nummi
Keyword(s):  
Job Satisfaction ◽  
Management Practices ◽  
Well Being ◽  
Job Control ◽  
Public And Private ◽  
High Involvement ◽  
Logistic Regression Models ◽  
The Public ◽  
High Level ◽  
High Involvement Management

The connection between high-involvement management (HIM), entailing heavy employee involvement, and employee well-being is a controversial and widely discussed topic. Clarifying how job satisfaction and stress are connected to HIM and job control (the control employees have over their work), this study is based on data from two Finnish sources: an employer survey investigating the extent of HIM within an organisation, and employee assessments of job control, stress and job satisfaction. Logistic regression models were used as the study method. In contrast to previous Finnish studies, our findings show that HIM seems hardly to benefit employee well-being. Especially in the public sector, the correlation between extensive HIM and employee well-being turned out to be negative. However, HIM in the private sector was positively related to job satisfaction. As expected, a high level of job control was regularly associated with greater well-being.

scholarly journals Organizational culture of the Public Service and features of its change

2019 ◽  
pp. 114-122
Author(s):  
Nataliіa Sorokina
Keyword(s):  
Organizational Culture ◽  
Public Relations ◽  
Public Service ◽  
High Performance ◽  
Psychological Climate ◽  
Public Servants ◽  
Public Authorities ◽  
The Public ◽  
High Level ◽  
Motivation To Work

The article is devoted to the study of organizational culture in public service. The essence of the concept of organizational culture is considered. It has been determined that organizational culture is an interdisciplinary phenomenon which concern several fields. Therefore, there is no single approach to understanding of this concept. It is indicated that organizational culture is a distinguishing feature of every organization and is a decisive factor in the success / the failure of the whole group. In the article, the author conducted a sociological survey among public servants. The purpose of the survey was to find out what major changes have occurred in the organizational culture of public service in recent years. Based on empirical data, it has been found that changes in organizational culture are very slow. Respondents noted that the majority of elements of organizational culture remained constant, such as: the culture of appearance; the individual independence and the responsibility; the interaction of members of the organization with each other; the physical and psychological comfort; the motivation to work. It is proved that a favorable socio-psychological climate in public authorities is very important. So, the high performance indicators of the authorities, the low staff turnover, the high level of labor discipline, and the absence of tension and conflicts in the group depend on it. The important elements of organizational culture, such as the motivation to work, the culture of appearance, the communication links both within the organization (between public servants) and outside (public relations) are analyzed. It is indicated that the leader plays a key role in communication. He must directly participate in the formation of a favorable moral and psychological climate in the group. It has been established that the process of changing organizational culture is quite complicated, requires time and effort, and high level of professionalism of leader. Changes very often cause discontent of the group, they are often perceived painfully. A strong organizational culture generates a positive image of the public service, which in is turn an important factor in raising confidence in public authorities. Therefore, it is necessary to continue to studied organizational culture, to monitor its formation, to improve and to regulate its changes.  

Thirty years after Jensen’s prediction: Is private equity a superior form of ownership?

2020 ◽  
Vol 36 (2) ◽  
pp. 291-313 ◽  
Author(s):  
Peter Morris ◽  
Ludovic Phalippou
Keyword(s):  
Private Equity ◽  
Financial Statements ◽  
Harvard Business Review ◽  
Corporate Ownership ◽  
Public And Private ◽  
The Public ◽  
Equity Model ◽  
High Level ◽  
Time And Energy ◽  
Positive Results

Abstract Almost exactly 30 years ago, a famous article by Michael Jensen in the Harvard Business Review predicted that private equity would ‘eclipse’ the public corporation because it was a superior form of corporate ownership. Trends since 1989 seem to bear out Jensen’s prediction. Much time and energy has gone into studying whether the private equity model does see companies being run better for investors and society. Progress has been made and most studies find positive results. But samples are usually relatively small. And the relative complexity of private equity transactions, combined with a high level of privacy, makes it hard to find financial statements that are tractable enough for meaningful analysis. After 30 years of research, we argue that a conclusive answer to the question remains further away than might seem to be the case. In the meantime, the appropriate regulatory response involves narrowing the ‘regulatory gap’ between public and private markets.

scholarly journals Problems with Modernizing Human Resources in The Lithuanian Service Sector

2019 ◽  
Vol 11 (4) ◽  
pp. 146-157
Author(s):  
Aleksandras Bortnikas
Keyword(s):  
Organizational Culture ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Strategic Management ◽  
Human Resource ◽  
Service Sector ◽  
Level Of Service ◽  
Culture Model ◽  
High Level

Abstract Objective: Problems in modernizing human resources of Lithuania’s service sector are discussed in the article. The objective of the article is to reveal the issues of human resources modernization, identify the trends and measures for human resources’ modernization in the service sector of Lithuania. The process of human resource management is understood as a continuous procedure where the main activities are planning, recruitment, selection, socialization, training and improvement, assessment of activity, promotion, displacement, downgrading or dismissal. The essential trends and measures for modernizing management of human resources is strategic management of human resources, growth of employee competencies and development of electronic human resources. Noteworthy to mention that in the modern world, when striving for competitive advantage, it is important to follow the guidelines of strategic management of human resources. The significance of information technologies cannot be forgotten, because the instalment of these technologies helps to coordinate innovations in science, originality and practical experience, all of which is oriented towards creation of new services and products for the society. Methodology: The research methods are based on the insights of the researchers using the analysis of scientific literature and synthesis methods. The study analyzes issues related to the modernization of human resources management in the Lithuanian service sector. Findings: Summarizing the study results, aspects of a modern organizational culture can be distinguished: promotion of friendly communication among employees (this allows solving problems in the organization among employees without the need for the employer to interrupt); constructive conflict solving with the help of a mediator; an employee who is valued in the organization becomes initiative, able to independently make decisions, is more involved in achieving goals of the organization; organizational culture is being modernized by promoting employee creativeness, or through pleasant and beneficial tasks; a manager in a modern organization is distinguished by a democratic leading style, is not a sole controller – decisions are made with the involvement of the entire team; it is modern to seek for a high level of service provision (not to be only profit-oriented). Value Added: Based on the results of the research, a way of modernizing human resource management in Lithuanian catering establishments was suggested in order to maintain high level of services provided by modern motivation methods and other elements of the organizational culture model. Recommendations: Summarizing the results of the research it is possible to distinguish aspects of modern organization culture, which showed that modernization of human resource management in Lithuanian catering establishments includes ensuring of microclimate in the organization; healthy workplace emotional and physical well-being; employee socialization; motivation of employees and encouragement to seek a high level of service in modern ways of motivation and other elements of the organizational culture model that are recommended to be emphasized in the organization.

The effects of circular economy initiative implementation on business performance: the moderating role of organizational culture

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Amoako Kwarteng ◽  
Samuel Nana Yaw Simpson ◽  
Cletus Agyenim-Boateng
Keyword(s):  
Organizational Culture ◽  
Financial Performance ◽  
Business Model ◽  
Circular Economy ◽  
Business Performance ◽  
Social Dynamics ◽  
Business Case ◽  
Survey Method ◽  
The Political ◽  
Content Type

Purpose The study aims to examine the micro-level implications of implementing a circular economy (CE) business model on firms’ financial performance and the effect of organizational culture in this context. Design/methodology/approach Using a survey method to obtain 617 usable questionnaires from diverse business sectors in Ghana, a largely unexplored region and relying on institutional and legitimacy theories. Findings The study shows that the implementation of CE policies, such as the reducing, reusing, recycling, recovery and restoration of resources used in manufacturing, distribution and consumption processes, contributes to improved financial efficiency. Furthermore, organizational culture moderates by way of strengthening the positive relationship between CE and business financial performance. Originality/value This study contributes to the literature on circularity and the broader discourse on ecological issues by arguing that institutional and legitimacy theories, which are both from the political economy theory, suggest that firms’ economic activities will be influenced by the political, social and institutional context. Therefore, the firm’s decision to embrace a different business model such as CE should be seen from the political environment involving rules and regulations, social dynamics both within and outside the organization and the institutional structures within which the firm operates. These mechanisms establish a business case for the implementation of CE initiatives and is guided by intent and specific goals. This motivates and encourages employees to be more involved in their duties and interactions leading to high levels of employee satisfaction, which improves productivity and profitability.

تشخيص الثقافة التنظيمية في مؤسسات القطاعين العام والخاص حول عمل المرأة الإماراتية وتوليها مناصب إدارية وقيادية عليا

2016 ◽  
Vol 1 (2) ◽  
Author(s):  
Abdulfattah Yaghi
Keyword(s):  
Organizational Culture ◽  
Private Sector ◽  
Women's Work ◽  
Convenience Sample ◽  
Public And Private ◽  
The Public ◽  
Women’S Work ◽  
National Values ◽  
Private Sector Organizations ◽  
Public And Private Sector

<p dir="RTL">هدفت هذه الدراسة إلى تشخيص الثقافة التنظيمية في مؤسسات القطاعين العام والخاص من خلال استطلاع آراء الموظفين الإماراتيين حول عمل المرأة الإماراتية وتوليها مناصب إدارية وقيادية عليا. وتم استخدام أسلوب المسح الميداني بتوزيع 1500 استبياناً خاصا بالدراسة على عينة عشوائية متيسرة من الموظفين الإماراتيين العاملين في مختلف الإمارات السبع في الدولة وتم استرجاع 1026 استبيانا مكتملا منها. وقد أظهرت نتائج تحليل التباين الأحادي وتحليل الانحدار المتعدد أنّ الموظفين يؤيدون عمل المرأة المواطنة خارج بيتها لكن مع وجود تخوف من أن يكون هذا العمل على حساب بيتها وأسرتها. كما أنّ الموظفين يؤيدون تولي المرأة الإماراتية مناصب إدارية وقيادية عليا في مؤسساتهم ويثقون بقدرتها على القيام بمهام هذه الوظائف. كما أظهر التحليل أن النساء الإماراتيات يفضلن العمل في وظائف تختلف عن تلك التي يفضلها لهن الرجال مع تشابه الطرفين في تفضيل عمل المرأة المواطنة في الوظائف الحكومية عموما. وقد تأثرت آراء الموظفين بعوامل رئيسية هي الجنس ومستوى التعليم ودرجة التمدن والتمسك بالقيم والعادات والتقاليد الإماراتية ودرجة المحافظه أو التحرر. وقد تمت مناقشة هذه النتائج وارتباطها بالثقافة التنظيمية وثقافة المجتمع في الإمارات العربية المتحدة.</p><p dir="RTL"> <strong><em>كلمات محورية</em></strong>: ثقافة تنظيمية، عمل المرأة، الإمارات، وظائف قيادية</p><p dir="RTL" align="right"><strong>Examining the Organizational Culture of Public and Private Sector Organizations about the Work of Emirati Women and their Appointment in Administrative and Top Leadership Positions</strong></p><p>The purpose of the present study was to examine organizational culture in the public and private sectors by exploring Emirati employees’ opinion about local women’s work and leadership capabilities. Survey was used to collect responses from a convenience sample of 1500 employees of which 1026 were completed and analyzed using SPSS. Univariate and multivariate analyses showed that employees supported women’s work outside home but with concern that such work might come on the expense of their families. Employees also supported women’s appointment in administrative and leadership top positions with confidence in their leadership capabilities. Although expressed similar opinions, men were less supportive of women and have preferred different jobs for local women with governmental jobs being marked as the most suitable for Emirati women by both genders. Those opinions were influenced by employee’s gender, education, urbanization, commitment to national values, and liberalism. These findings have been discussed in relationship with organizational culture and culture of the society. <strong><em></em></strong></p><p><strong><em>Keywords</em></strong>: Women Work, Emirates, Leadership, Public Sector, Private Sector, Organizational Culture</p><!--[if gte mso 9]><xml> <o:OfficeDocumentSettings> <o:AllowPNG/> </o:OfficeDocumentSettings> </xml><![endif]-->

scholarly journals AN EXPLORATION INTO THE CREATION OF ‘PRIVATELY OWNED PUBLICLY ACCESSIBLE SPACES’ IN TORONTO, ONTARIO

2021 ◽  
Author(s):  
Claire Ricker
Keyword(s):  
Land Use ◽  
Critical Review ◽  
Growth And Development ◽  
Open Space ◽  
Exploratory Research ◽  
Public And Private ◽  
The Public ◽  
The Creation ◽  
High Level ◽  
Privately Owned

An exploratory research investigation into the creation of ‘privately owned publicly accessible spaces’ (POPS) in Toronto, Ontario and a critical review of the process used to secure these spaces and the subsequent agreements made. This paper seeks to answer if land use planners are able to better mediate the use of POPS as a means of providing open space to communities in high-density areas. This report includes the timeline illustrating the development of Toronto’s POPS program followed by a discussion on Toronto’s increase growth and development and the suitability of POPS as a contributing strategy for diminishing new park and open space assets and a high level breakdown of the legal mechanisms currently in place to help facilitate new POP spaces. Interviews with individuals from both the public and private sectors were conducted, which produced a generalized model outlining how POPS in Toronto are secured.

scholarly journals Organizational Culture as a Precursor to the Practice of Corporate Social Responsibility: A Conceptual Standpoint

2021 ◽  
Vol 4 (3) ◽  
pp. 62-72
Author(s):  
Wobodo C. ◽  
Poi G. ◽  
Lebura S.
Keyword(s):  
Organizational Culture ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Organizational Behavior ◽  
Business Performance ◽  
Goal Attainment ◽  
Business Success ◽  
Business And Society ◽  
Sustainable Business ◽  
Corporate Social

A harmonious relationship between business and society has been acknowledged to be an indispensible framework for a sustainable business performance. This is as no business venture can successfully operate without the society’s support, especially in the area of input resources and enabling environment creation which promotes business success and growth. Similarly, the extent to which such harmonious relationship is maintained will to a great extent depends on corporate social responsibility practices by organizations as means of given back to the society voluntarily. On this note, this study seeks to theoretically evaluate the influence of organizational culture in the promotion of corporate social responsibility practices. In line with this objective, literature on the meaning and nature of organizational culture and its dimensions were reviewed, followed by corporate social responsibility and its measures; there after we interlaced organizational culture and corporate social responsibility. Finally, the study concludes that corporate social responsibility display by organizations is a form of voluntary organizational behavior towards the society with the capacity to bring the organization cohesively close to its stakeholders and in the long run stimulates its goal attainment in a sustainable manner. We therefore recommend as follows: i) that organizations while in pursuit of their primary goals should also embrace CSR (ii) that organizations should identify stakeholders’ needs before adopting any given CSR approach.

scholarly journals Voting And Lottery Technologies: A Potential Jackpot? An Economic Analysis

2011 ◽  
Vol 1 (5) ◽  
Author(s):  
Maria Cornachione Kula
Keyword(s):  
Cost Effective ◽  
Transaction Processing ◽  
First Century ◽  
Economic Welfare ◽  
Public And Private ◽  
The Public ◽  
Voting System ◽  
On Line ◽  
High Level ◽  
Transaction Processing Systems

Voting irregularities and recount mechanisms used in Florida during the 2000 U.S. Presidential election have brought calls for re-vamped voting technologies and procedures. Many in both the public and private sectors have focused on the Internet as a possible underlying technology that could provide the ease, accuracy, and reliability a twenty-first century voting system should possess. Apart from the difficulties inherent in building an Internet based system from scratch, this solution ignores existing, proven technology, already in use by a majority of states, which could be adapted to provide a cost effective voting system with many desirable characteristics. The technology: computerized, on-line lottery systems. Inherently, these lotteries are transaction processing systems, which is what a voting system, at its base, is. Lottery systems are state based, handle vast quantities of transactions reliably, operate under an extremely high level of scrutiny, and are familiar to millions of Americans. This paper examines a lottery technology based voting system from several perspectives and develops an economic welfare analysis of a lottery technology based voting system.

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