Situated rationalities and management control change – an empirical note on key actors, situated rationalities and generalised practices

Purpose This paper aims to offer an incremental contribution, augmenting the notion of situated rationality as proposed by terBogt and Scapens (2019). Through insights from empirical data, the authors explore the role of situated rationalities of key individual actors in processes of management control change. Design/methodology/approach A qualitative research approach was adopted with qualitative data collected in a single public service organisation through face-to-face interviews, organisation documentation and observations. Findings The findings present the important role of key individual actors in bringing about a new situated rationality in a housing department. External austerity forces combined with actors’ experience rationalities acted as a stimulus to change existing management control practices in the management of public services. Originality/value The paper conceptualises “experience” rationality, capturing the experiences of a key actor, including elements of leadership style. Drawing on a story of a complex process of management control change, this paper thus reveals interactions between generalised practices and situated rationalities which were not highlighted by the extended framework of terBogt and Scapens.

Examining area-level variation in service organisation and delivery across the breadth of primary healthcare. Usefulness of measures constructed from routine data

Background Australia has a universal healthcare system, yet organisation and delivery of primary healthcare (PHC) services varies across local areas. Understanding the nature and extent of this variation is essential to improve quality of care and health equity, but this has been hampered by a lack of suitable measures across the breadth of effective PHC systems. Using a suite of measures constructed at the area-level, this study explored their application in assessing area-level variation in PHC organisation and delivery. Methods Routinely collected data from New South Wales, Australia were used to construct 13 small area-level measures of PHC service organisation and delivery that best approximated access (availability, affordability, accommodation) comprehensiveness and coordination. Regression analyses and pairwise Pearson’s correlations were used to examine variation by area, and by remoteness and area disadvantage. Results PHC service delivery varied geographically at the small-area level–within cities and more remote locations. Areas in major cities were more accessible (all measures), while in remote areas, services were more comprehensive and coordinated. In disadvantaged areas of major cities, there were fewer GPs (most disadvantaged quintile 0.9[SD 0.1] vs least 1.0[SD 0.2]), services were more affordable (97.4%[1.6] bulk-billed vs 75.7[11.3]), a greater proportion were after-hours (10.3%[3.0] vs 6.2[2.9]) and for chronic disease care (28%[3.4] vs 17.6[8.0]) but fewer for preventive care (50.7%[3.8] had cervical screening vs 62.5[4.9]). Patterns were similar in regional locations, other than disadvantaged areas had less after-hours care (1.3%[0.7] vs 6.1%[3.9]). Measures were positively correlated, except GP supply and affordability in major cities (-0.41, p < .01). Implications Application of constructed measures revealed inequity in PHC service delivery amenable to policy intervention. Initiatives should consider the maldistribution of GPs not only by remoteness but also by area disadvantage. Avenues for improvement in disadvantaged areas include preventative care across all regions and after-hours care in regional locations.

Views of Farmers on the Structure of Private Extension Service Organization

The present study was conducted during the year 2018-2020 in Khordha district of Odisha to know the “views of farmers on the structure of private extension service organisation”. The number of respondents were selected by proportional and random sampling method. Descriptive as well as inferential statistical tools were employed to attain the objective of the study. the data was analysed by using frequency, percentage, mean, standard deviation and correlation test. The study reveals that as much as (90%) of the respondents have expressed an opinion that the private extension service organization should be a registered one. Further 63.33% of the respondents believe that the state government should have control over private extension service organization in some other form to avoid exploitation. 90% of the respondents have the ranked training as the first requirement. 73.33% of the respondents have expressed that the extension service organizations should provide information’s to the farmers once a fortnight. 93.33% of the respondents have preferred that the block headquarter should be the operational area.

A Stakeholders’ Perspective of Reputation Dimensions for Service Organisations: Evidence from a Developing Country Context

Corporate reputation is widely acknowledged to contribute to business success by academics and business executives. Despite the importance of corporate reputation in all markets, we lack sufficient research into what reputation might mean in the context of companies in developing countries. This paper addresses this lingering gap in the literature by investigating the dimensions that make service organisations reputable from the perspective of four primary stakeholder groups of two large service organisations. The paper also sought to determine whether the same reputation dimensions apply to service organisations in general, or whether they differ according to the type of service organisation. Empirical data were sourced using the mixed-method approach, and analysis revealed 16 items across 6 dimensions that constitute the reputation of service organisations. The study also found that there is not much difference between the reputation dimensions of two organisations used in this study. However, it reveals major differences between the dimensions derived from the developing country context, and those derived from developed contexts. This illustrates that context-specific reputation measures can emerge which are important in understanding how reputation is created and can be managed. Consequently, it underscores the need for more scientific researches into reputation dimensions in different contexts (countries and organisations).

SERVICE MODULARISATION COMPATIBILITY TO ORGANISATIONAL OBJECTIVES

Purpose – the article aims to explore how service modularisation objectives are compatible with organisa- tional objectives. Research methodology – the paper is a part of continuous research. It takes a conceptual approach and integrates rele- vant literature to develop a framework on the potential avenues to create a decision-support tool that assists in service modularity planning. The research proceeds with evidence from the peer-reviewed literature. The relevant literature was identified through “pearl growing” and citation chasing techniques using the assembled body of topic literature from authors’ previous research and employing the related keywords for filtering. Findings – the previous literature is silent on establishing objectives for service modularisation with the consideration of what a provider will achieve by engaging in this. The paper addresses this gap and discovers how antecedents of service modularisation transform into organisational objectives. Research limitations – although bibliographic research methods are limited, they enable the analysis and identification of structure within the research. Such analysis has implications by suggesting future directions in investigating how modularity approach can be used in the service context and how it can be applied in practice more actively. Practical implications – the findings provide potentially vital information to service organisation managers and allow better understand how service modularisation would benefit performance results in gaining service competitiveness. Originality/Value – the study contributes to the discourse on service modularity planning and provides a basis for comprehension of service modularisation merit when pursuing competitiveness.

Affective Leadership Practices: A Framework for Studying Affect and Leadership from a Schatzkian Practice Approach

<b>In this study, I develop a new research avenue through which the leadership phenomenon can be better understood. I do so by developing a novel framework for studying leadership and affect from a Schatzkian practice approach. </b><p>I developed this framework through a dialogue between theory and my empirical study. The empirical part of my research consisted of a seven-month ethnographic study in one nonprofit service organisation in Israel. I built the theoretical part of this framework by integrating and further synthesising the literatures on affective practices (Wetherell, 2012) and leadership-as-practice (Carroll, Levy, & Richmond, 2008; Raelin, 2016c) based on the practice theory of Theodore Schatzki (1996, 2002). I have called this integrated conceptual framework affective leadership practices. </p> <b>The methodological part of my framework was developed through an experimental process, in which I used different methods and occupied different organisational positions. I found that the method of “apprenticeship”, which entails the active participation of the researcher as a practitioner in the practice that is being studied (Wacquant, 2004, 2005, 2015), was very appropriate to use as the primary research method. This method allows the researcher to generate valuable embodied understanding of the practice that is being studied, while gaining great sensitivity to power relations. </b><p>This theory-method package (Nicolini, 2017) that I have developed has served me as a heuristic device, a synthesising framework for empirical research. It offered me a certain way to see and analyse leadership and affect (Reckwitz, 2002). Through my data analysis, I illustrate the type of understandings that this framework makes possible to generate. I illuminate the type of normative realities that prevail in the organisation that I studied, and offer nuanced understandings of the ways in which leadership and affect are involved in the construction and reconstruction of these realities. I illustrate how this takes place in reciprocal processes of affective influence that involve multiple human and non-human participants, through which organisational realities are constantly being reproduced, modified, and even resisted. My analysis also illuminates the embeddedness of leadership and the organisation where it manifests in the wider local context. This allows us to comprehend why the organisational realities that I investigated turned out to be in the way they are, who is empowered in these realities, and what effects these realities generate in their local context. </p> <p>The research tools that I have developed in this study and this type of analysis that can be generated with them offer researchers critical, holistic, and situated understandings of leadership and the organisations it transpires from. It places the affective human body and its relations with other human and non-human participants in leadership at centre stage. </p>

Affective Leadership Practices: A Framework for Studying Affect and Leadership from a Schatzkian Practice Approach

<b>In this study, I develop a new research avenue through which the leadership phenomenon can be better understood. I do so by developing a novel framework for studying leadership and affect from a Schatzkian practice approach. </b><p>I developed this framework through a dialogue between theory and my empirical study. The empirical part of my research consisted of a seven-month ethnographic study in one nonprofit service organisation in Israel. I built the theoretical part of this framework by integrating and further synthesising the literatures on affective practices (Wetherell, 2012) and leadership-as-practice (Carroll, Levy, & Richmond, 2008; Raelin, 2016c) based on the practice theory of Theodore Schatzki (1996, 2002). I have called this integrated conceptual framework affective leadership practices. </p> <b>The methodological part of my framework was developed through an experimental process, in which I used different methods and occupied different organisational positions. I found that the method of “apprenticeship”, which entails the active participation of the researcher as a practitioner in the practice that is being studied (Wacquant, 2004, 2005, 2015), was very appropriate to use as the primary research method. This method allows the researcher to generate valuable embodied understanding of the practice that is being studied, while gaining great sensitivity to power relations. </b><p>This theory-method package (Nicolini, 2017) that I have developed has served me as a heuristic device, a synthesising framework for empirical research. It offered me a certain way to see and analyse leadership and affect (Reckwitz, 2002). Through my data analysis, I illustrate the type of understandings that this framework makes possible to generate. I illuminate the type of normative realities that prevail in the organisation that I studied, and offer nuanced understandings of the ways in which leadership and affect are involved in the construction and reconstruction of these realities. I illustrate how this takes place in reciprocal processes of affective influence that involve multiple human and non-human participants, through which organisational realities are constantly being reproduced, modified, and even resisted. My analysis also illuminates the embeddedness of leadership and the organisation where it manifests in the wider local context. This allows us to comprehend why the organisational realities that I investigated turned out to be in the way they are, who is empowered in these realities, and what effects these realities generate in their local context. </p> <p>The research tools that I have developed in this study and this type of analysis that can be generated with them offer researchers critical, holistic, and situated understandings of leadership and the organisations it transpires from. It places the affective human body and its relations with other human and non-human participants in leadership at centre stage. </p>

Mengkaji Faktor yang Mempengaruhi Kinerja Pelayanan Organisasi RSUD Kota Tangerang

Due to importance of the health service, therefore is needed quality improvement and health services, so there are many factors affected. In this research the factors that affected in health service is an activity results as an individual or organization who have the same goals to fullfill necessary by means of others person activity. The Purpose : (1) to determine the affect between Proffesionalism and service organization performance in RSUD Tangerang city. (2) to determine the affects between leadership and service organization performance RSUD Tangerang city. (3) to determine the affects between an authority of management and service organization performance in RSUD Tangerang city. This research is quantitative research. In this research there are four variables, Proffesionalism (X1), Leadersip (X2), an authority of managements (X3) and service organisation performance (Y). Variable measurement in this research is using ordinal scala. Data were collected through questionnaire. The result of this research show that (1) Proffesionalism variable affets to service organization performance in RSUD Tangerang city with probability value 0,0002, (2) Leadership variable affects to service organization performance in year 2016 with probability value 0,0018, (3) An authority management variable doesn’t affect to service organization performance in year 2016 with probability value 0,204.