LEGAL AND ORGANIZATIONAL NORMS OF THE ORGANIZATION OF ACCOUNTING ROAD ACCIDENTS, SOME PROBLEMS AND SOLUTIONS

В современных условиях роста автомобилизации страны повышается вероятность совершения дорожно-транспортных происшествий, в связи с чем требуются объективные данные о состоянии аварийности. Одним из основных путей обеспечения достоверного учета дорожно-транспортных происшествий является наличие правоустанавливающего документа об организации учета дорожно-транспортных происшествий и лиц, пострадавших в них. In the modern conditions of the growth of motorization in the country, the likelihood of road accidents increases, which necessitates the objectivity of data on the state of accidents. One of the main ways to ensure reliable registration of road traffic accidents is the availability of the main document of title on the organization of registration of road traffic accidents and persons who suffered in them.

Introduction

This chapter unveils how the SS and policemen involved with the destruction of the European Jews experienced a twofold feeling of intoxication. First, these men went east in an imperial campaign of mass murder during which they exercised power over life and death. Second, the occupiers integrated drinking rituals into their daily routines in order to commemorate and celebrate masculine virtues of camaraderie and shared violence. The chapter discusses the promotion of a metaphorical intoxication among the German populace and how it extended to traditional holidays and massive Nazi rallies, parades, and ceremonies. It exposes the widespread practice of alcohol consumption and the horrific consequences of prohibitions on drinking during duty hours on the conquered peoples. While habitual drunkenness on duty by SS and policemen within the “old Reich” transgressed organizational norms and was punished, this chapter unfolds the testimonies given by witnesses, accomplices, and bystanders about the stories of perpetrators in the East who routinely drank on duty and whose brutality noticeably increased after their intoxication.

Evaluations of the Roles of Organizational Support, Organizational Norms and Organizational Learning for Adopting Environmentally Friendly Technologies: A Case of Kiwifruit Farmers’ Cooperatives of Meixian, China

Environmentally friendly technologies have long been recognized as a widespread phenomenon working within the functions and performance of farms. Farmer’s cooperative organization might profoundly foster the environmentally friendly technologies (EFT) and availing competitive advantage to the farmer. Illustrated by the natural-resource-based view of the farm (NRBV), this study examined the influence of organizational support, organizational norms, and organizational learning on adopting EFT and proposed a model quantifying the impacts of these approaches towards availing competitive capabilities (i.e., cost, quality, flexibility, and delivery). The framework is empirically endorsed by employing the partial least squares approach to structural equation modeling (PLS-SEM) with the help of a household survey from a spectrum of 292 farmers of 38 kiwifruit cooperatives of Meixian County, China, from August to September 2020. The findings demonstrate that organizational support, organizational norms, and organizational learning positively influence EFT. Moreover, the study found EFT positively impacts product cost, product quality, product delivery, and production flexibility. Interestingly, the relationship between the adoption of environmentally friendly technologies and the competitive capabilities of kiwifruit farmers of Meixian is positively significant. The study proposes several policy recommendations emphasizing the role of organizations in the form of farmer’s cooperatives in boosting farmers to engage in proenvironmental behavior and, therefore, shifting the trends of future research directions on the adoption of environmentally friendly technologies.

A leadership model for high-intensity organizational contexts

Purpose This paper aims to offer a new leadership perspective based on the premise that leader effectiveness depends on the context in which leadership behaviors are enacted. Design/methodology/approach Literature in the areas of abusive supervision and leadership were reviewed. Using social learning and attribution theories, this study develops propositions regarding the role of perceived abusive supervision in high vs low-intensity organizations. Findings In this theoretical account, this paper distinguishes between low and high-intensity work organizational contexts articulating a rationale for conditions appropriate for directive leadership. This paper posits that while directive leadership will be more prevalent in high-intensity contexts, it will be specifically targeted toward poor performers, those with personality characteristics that are tied to poor performance and those engaging in deviant behaviors. This study proposes that outcomes of directive leadership will depend on how it aligns with organizational norms and culture and the causality attributed to such behaviors. Research limitations/implications Recent leadership theories focus on nurturing and providing support to followers. This paper posits that such theories are suited to low-intensity organizations. This study offers a counterintuitive perspective in proposing that directive leadership which involves inducing stress, will lead to better outcomes in high-intensity organizational contexts. This paper offers testable propositions and avenues for future research on directive leadership in high-intensity organizational contexts. Practical implications Based on the premise that leadership is context-dependent, this study proposes that directive leadership is best suited in high-intensity organizational contexts, which is a novel proposal. Even within these high-intensity contexts, such leadership, this paper proposes will be targeted toward poor performers and employees with characteristics that are tied to poor performance and violation of organizational norms. Social implications Examination of the role of directive leadership in high intensity, clan culture organizations may facilitate understanding that effective leadership styles may differ depending upon the organization context. Originality/value Based on the premise that leadership is context-dependent, this study presents a novel proposal that directive leadership is most suited to high-intensity organizational contexts. Even within these high-intensity contexts, such leadership, this paper posits will be targeted toward poor performers and employees with personality characteristics associated with poor and deviant performance.

Underemploying highly skilled migrants: An organizational logic protecting corporate ‘normality’

Why do highly skilled migrants encounter difficulties getting a skilled job? In this study, instead of searching for an answer in migrants’ characteristics, we turn to organizations and ask: why do organizations underemploy highly skilled migrants? With an in-depth qualitative study of a programme for highly skilled migrants’ labour integration in Sweden, we show that highly skilled migrants are perceived as a potential threat to organizational norms and practices. Using the relational theory of risk – approaching risk as socially constructed – the study provides a novel explanation for highly skilled migrants’ underemployment. It shows an organization logic protecting corporate practices seen as ‘normal’ from a perceived disruption that employing highly skilled migrants could possibly cause. Theoretical contributions to the understanding of highly skilled migrants’ employability are threefold: (1) the field assumption that organizations are in favour of hiring migrants is challenged; (2) highly skilled migrants’ underemployment is explained through a protective organizational logic; and (3) we stress the necessity to problematize an implicit reference to organizational normality when recruiting.

Implementing Remote Working Policy in Corporate Offices in Thailand: Strategic Facility Management Perspective

There was a sudden shift in the way people work during the COVID-19 pandemic. To keep business continuity, many organizations have implemented a remote working policy for employees to work from home. Strategic facility management (FM) acted to support remote working policies by developing organizational norms in an organization. Meanwhile, the human resource (HR) department chose to achieve business performance while remote working by gaining job motivation among employees. However, there is limited understanding of how well organizations adapted to the remote working policy, and what are the critical factors affecting their remote work performance. The present study aimed to explore the effect of organizational norms on remote working, on remote work productivity, and organizational commitment among Thai employees. The study conducted an online questionnaire survey to a total of 414 Thai employees from various corporate offices. Hierarchical component modeling was applied and achieved a good model fit on the measurement and structural models. Results indicated that organizational norm has a significant effect on perceived productivity and organizational commitment, while sustaining work demand. Moreover, employees’ job motivation can sustain employees’ commitment to the organization in a remote working context. These findings proposed the strategic FM guide, through which a remote working policy can further enhance FM practice.

Towards a More Integrated Approach? Cooperation Among the UN, AU and IGAD in Mediation Support

This chapter argues that the interaction of organizational norms and interests influences an organizations’ willingness to lead, collaborate, or compete in mediation processes. Examining the interactions of the United Nations, African Union, and the Intergovernmental Authority on Development (IGAD) in the Horn of Africa, the chapter finds that while functionalist explanations for cooperation among mediation actors are dominant in the field, they don’t adequately account for cooperation in all types of mediation support. Crucially, functionalist approaches overlook geopolitical and normative factors crucial in forging cooperation in operational support to on-going mediation processes. Therefore, in addition to functional concerns, norms and interests also need to be considered in working towards deeper integration.