institutional culture
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2022 ◽  
pp. 219-241
Author(s):  
André Nogueira ◽  
Pedro B. Agua ◽  
Anacleto C. Correia

Innovation is one of the most likely factors to boost effectiveness, efficiency, and sustainability of an organization, regardless of its sector of activity, as for instance, the armed forces. The absence of innovation can affect the organizations in different ways, from suboptimal operational effectiveness and improvement of organization processes (administrative, operational, or logistics), bringing with it negative impacts on human resources motivation – the main keepers of knowledge, institutional culture, and organizational values. Innovative organizations also generate a stronger sense of belonging across their ranks and structures and fosters effectiveness in fulfilling organizations' missions. Hence, fostering innovation across any typology of organization is crucial and requires a proper approach to promote the desirable involvement of the entire workforce. This text, based on a review of some relevant literature, exposes critical enabling factors. Based on a cause-and-effect analysis, it proposes some recommendations for the practitioner as well as the academic.


2021 ◽  
pp. 146247452110688
Author(s):  
Dorina Damsa

A humane approach to punishment has been integral to the work of the Danish Prisons and Probation Service. However, Danish penal policy has recently taken a punitive turn. What happens when punitive policies are adopted by a penal regime built on a humane approach to punishment? To address this question, this article focuses on prison officers at Vestre prison and how they adapt to punitive political decisions and prison policies. The increased focus on security in Danish prisons is considered, together with limitations set on welfare services available to non-citizen prisoners. Examination of officers’ subjectivities at Vestre prison shows that punitive penal policies have produced an environment fraught with tensions that affect prison work, institutional culture, and the officers’ professional identity. These findings also raise questions about the shifting nature of Danish penal power.


2021 ◽  
Vol 9 (1) ◽  
pp. 19-26
Author(s):  
Mary Gobbi ◽  
Anca Greere

The papers in this edition of the Journal bridge the gap between initiatives that occurred before the pandemic and those developed in response to the pandemic. They illustrate how an institution’s ability to implement rapid change is to some extent predicated on the institutional culture and adaptability before crises arise.


2021 ◽  
pp. 81-95
Author(s):  
Linda F. Bisson ◽  
Denneal Jamison-McClung ◽  
Laura Grindstaff ◽  
Linda Katehi ◽  
Mary Lou de Leon Siantz

AbstractAchieving diversity, equity, and inclusion (DEI) in an institution requires a strong and lasting commitment from organizational leaders. Given the magnitude of the challenges, that commitment must be organizationally embedded such that changes in leadership do not lead to changes in commitment or to backsliding as new initiatives emerge and potentially gain favor. Leadership is essential to establishing the overall vision of a new institutional culture as well as accurate and responsive communication of that vision. It is also necessary to build committed teams with relevant expertise. The organizational structure must reflect the involvement of experts but also be broadly inclusive of the community in question and establish mechanisms for learning, communication, and open discussion. This chapter describes the role of leadership in institutional transformation as well as elements of team assembly and design, along with the critical role of communication.


2021 ◽  
Author(s):  
◽  
Kellie-Sue Hoy

<p>Using Nancy Fraser’s (2007a) tripartite model of justice as a theoretical backdrop, this thesis critically evaluates the United Nation’s (UN) International Criminal Tribunal for Rwanda (ICTR), in relation to how this Tribunal has both secured and limited opportunities to ’do’ justice for sexual violence (SV) victims. This thesis applies a gendered approach to Fraser’s model, and considers how justice has been secured by women, based on principles of recognition, redistribution and representation. Using documentary methods, the thesis analyses ICTR cases concerning SV, to determine how this Tribunal has responded to SV committed against women and girls throughout the Rwandan genocide. This thesis demonstrates that, while the Tribunal has secured some level of justice for SV victims by successfully indicting, prosecuting and punishing some individuals responsible for SV, these crimes have been constructed and responded to in ad hoc and skewed ways. The analysis shows that crimes of SV, as well as its victims, are underrepresented in the ICTR. It also demonstrates that where SV has been addressed, the institutional culture and framework of this Tribunal has marginalised the voice of women, and allowed for discriminatory and insensitive court practices to permeate judicial proceedings. SV victims, who continue to struggle with redistributive injustices, have been negatively impacted by these ICTR practices</p>


2021 ◽  
Author(s):  
◽  
Kellie-Sue Hoy

<p>Using Nancy Fraser’s (2007a) tripartite model of justice as a theoretical backdrop, this thesis critically evaluates the United Nation’s (UN) International Criminal Tribunal for Rwanda (ICTR), in relation to how this Tribunal has both secured and limited opportunities to ’do’ justice for sexual violence (SV) victims. This thesis applies a gendered approach to Fraser’s model, and considers how justice has been secured by women, based on principles of recognition, redistribution and representation. Using documentary methods, the thesis analyses ICTR cases concerning SV, to determine how this Tribunal has responded to SV committed against women and girls throughout the Rwandan genocide. This thesis demonstrates that, while the Tribunal has secured some level of justice for SV victims by successfully indicting, prosecuting and punishing some individuals responsible for SV, these crimes have been constructed and responded to in ad hoc and skewed ways. The analysis shows that crimes of SV, as well as its victims, are underrepresented in the ICTR. It also demonstrates that where SV has been addressed, the institutional culture and framework of this Tribunal has marginalised the voice of women, and allowed for discriminatory and insensitive court practices to permeate judicial proceedings. SV victims, who continue to struggle with redistributive injustices, have been negatively impacted by these ICTR practices</p>


2021 ◽  
Vol 7 (5) ◽  
pp. 4080-4091
Author(s):  
Weili Zhang ◽  
Songjiang Wu

As the participants and stakeholders of rural ecological governance, the evaluation of farmers’ satisfaction plays an important role in improving the performance of government ecological governance. Based on the criteria of ecological civilization construction and customer satisfaction, this paper constructs an evaluation system of farmers’ ecological governance satisfaction, which includes 34 indicators. Factor analysis is used to classify indicators, and IPA model is used to analyze the ecological governance plates that affect satisfaction. The research shows that the comprehensive satisfaction of rural ecological governance farmers in four towns of Changde City, Hunan Province is 3.6, which is basically recognized by farmers. The factors that farmers’ demand is strong but does not meet the expectations are sewage treatment, chemical fertilizer and pesticide pollution treatment, ecological legal system implementation, government investment and other indicators. The evaluation section of restriction satisfaction mainly focuses on ecological environment, institutional culture and infrastructure, and finally puts forward suggestions from three aspects: ecological environment, infrastructure and farmers’ sense of participation.


2021 ◽  
Vol 40 (1) ◽  
Author(s):  
Lindsay Shaw ◽  
Jill Grose ◽  
Erika Kustra ◽  
Lori Goff ◽  
Donna Ellis ◽  
...  

Educational researchers developed an online repository of effective practices contributing to or enhancing the teaching culture at multiple higher education institutions as part of a larger project exploring institutional teaching culture. The repository was designed to be a companion document to the Institutional Teaching Culture Perception Surveys (ITCPS), a resource for administrators, educational developers, and Centers for Teaching and Learning (CTL) striving to cultivate institutional cultures that support the development of teaching and learning. This paper outlines the methods for developing this repository, summarizes findings, identifies some of the practices included and highlights areas for future development.


2021 ◽  
Vol 47 ◽  
Author(s):  
Nina Barnes ◽  
Marieta Du Plessis ◽  
José Frantz

Orientation: The South African higher education system is highly dependent on institutional cultures to enable the progression of academics with the aim to unlock the research potential of the country. Institutional cultures are directed by the values, practices and behaviours of its members.Research purpose: Establish and present, from the academics’ point of view, the values, practices and behaviours that facilitate an enabling institutional culture, which supports the career progression of academic staff.Motivation for the study: A comprehensive and deeper understanding of any higher education institutional culture requires analysis beyond the structural elements and established procedures of the institution. An understanding of how individuals interpret their environment, to support their career progression, is equally important.Research approach/design and method: A qualitative, phenomenological approach was followed, through individual, semi-structured interviews with 17 academics, across all career phases.Main findings: An institutional culture in support of academic career progression includes three major values of: equity and inclusion, an ethic of care and collaboration, that are interconnected to practices such as performance management, a career management system, a comprehensive induction and orientation, a collaborative structure, remuneration, as well as resources and support, together with behaviours, comprising the articulation of team values, alignment of individual and institutional values, as well as a systemic approach.Practical/managerial implications: Understanding the values, practices and behaviours within the context of higher education offers leaders and talent management practitioners the necessary factors to consider as they grapple to understand a culture that enables the career progression of academic staff.Contribution/value-add: Deeper understanding, from the academics’ point of view, the values, practices and behaviours that facilitate an enabling institutional culture, which supports the career progression of academic staff.


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