+publisher:"University of Manchester" +contributor:("Mamman, Aminu")

University of Manchester

1. Sun, Yiyang. THE ADOPTION OF HIGH PERFORMANCE WORK SYSTEM: PERSPECTIVES FROM SMEs IN CHINA.

Degree: 2016, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:305543

► This study focuses on investigating the existence and application of HPWS in the context of Chinese SMEs, given HPWS have been studied mainly in large… (more)

▼ This study focuses on investigating the existence and application of HPWS in the context of Chinese SMEs, given HPWS have been studied mainly in large enterprises rather than in small and medium-sized enterprises. Moreover, there is an inadequate amount of study with regard to the motivations for enterprises adopting HPWS. Therefore, considering the significant role of SMEs in China practically, and the knowledge contribution to HPWS within this particular research context academically, Chinese SMEs are selected as the research context in which to explore the application of HPWS. In particular, this thesis first assesses the extent and nature of the uptake of HPWS. The influential factors mainly associated with the adoption of HPWS are then discussed. Specifically, factors related to willingness to adopt HPWS, and reasons associated with the different types of application of HPWS are discussed respectively. Finally, related outcomes after the application of HPWS are presented. In order to effectively answer these questions, mixed methods are employed. Precisely, quantitative data from 207 Chinese SMEs, supplemented by qualitative data from 15 SMEs in China, are analysed to answer the above questions. The results demonstrate that HPWS are being adopted by Chinese SMEs. The extent of application is at a moderate level and the nature of the adoption shares something in common with SMEs in western countries but also shows unique characteristics. Moreover, findings suggest that employing management innovation theory as a theoretical underpinning to explain the reasons for the adoption of HPWS seems promising. It turns out that internal factors have more explanatory power than external factors for the adoption of HPWS. In particular, top management support, organisational size, business strategies, perceived impacts of HPWS, and pressures from the business community have been found to be significantly related to the adoption of HPWS. In addition, pressures from national legislation have limited power in explaining the adoption of HPWS. Lastly, related positive outcomes, such as increased productivity, lower turnover rate and enhanced economic performance, can be obtained through the application of either HPWS systematically, or some of its elements individually. Advisors/Committee Members: Mamman, Aminu.

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APA (6^th Edition):

Sun, Y. (2016). THE ADOPTION OF HIGH PERFORMANCE WORK SYSTEM: PERSPECTIVES FROM SMEs IN CHINA. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:305543

Chicago Manual of Style (16^th Edition):

Sun, Yiyang. “THE ADOPTION OF HIGH PERFORMANCE WORK SYSTEM: PERSPECTIVES FROM SMEs IN CHINA.” 2016. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:305543.

MLA Handbook (7^th Edition):

Sun, Yiyang. “THE ADOPTION OF HIGH PERFORMANCE WORK SYSTEM: PERSPECTIVES FROM SMEs IN CHINA.” 2016. Web. 04 Mar 2021.

Vancouver:

Sun Y. THE ADOPTION OF HIGH PERFORMANCE WORK SYSTEM: PERSPECTIVES FROM SMEs IN CHINA. [Internet] [Doctoral dissertation]. University of Manchester; 2016. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:305543.

Council of Science Editors:

Sun Y. THE ADOPTION OF HIGH PERFORMANCE WORK SYSTEM: PERSPECTIVES FROM SMEs IN CHINA. [Doctoral Dissertation]. University of Manchester; 2016. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:305543

2. Simbolon, Saut Mulia. Performance Management Systems based on the Balanced Scorecard Framework: The Case of Indonesian Customs and Excise Organizations.

Degree: 2018, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:314903

► One of the areas that has experienced great changes due to public-sector reform processes is performance management. Focus on performance management in the public-sector has… (more)

▼ One of the areas that has experienced great changes due to public-sector reform processes is performance management. Focus on performance management in the public-sector has experienced changes over time, from the process of monitoring activities to outcome-based performance management. Many emerging economies have adopted management systems developed for advanced economies in order to enhance accountability, transparency, and service quality delivery. However, the practice of adopting a new management system that has worked well in advanced economies is largely untested. For instance, though the public-sectors of many countries with emerging economies are reported to have implemented the balanced scorecard (BSC) concept, very limited literature has reported its implementation. This study explores the implementation of the BSC framework as a performance management system (PMS) in the public-sector in Indonesia. Broadly, this study was designed to cover three major themes: reviewing the quality of BSC implementation by using the principles of the strategy-focused organisation (SFO) model, determining the extent to which organisational factors affect BSC implementation, and lastly, investigating how the BSC contributes to employee behaviour and relates to organisational performance. This study adopts quantitative methods by using data from self-administered questionnaires (n=1,675) and documents related to BSC implementation and organisational performance (OP). The data were analysed using confirmatory factor analysis (CFA), structural equation modelling (SEM), panel data regression modelling and growth curve analysis. We highlight three main findings generated from this study. First, this study confirms that all five latent variables correlate positively with one other under the BSC framework. Second, with regard to the organisation factor, we find that the BSC is likely to be implemented in small public-sector organisations and that employees holding strategic positions are likely to implement the BSC. Lastly, the study finds that the BSC has mixed results with public service motivation (PSM) and organisational commitment (OC) at the employee levels and positive results with OP. The implications of the study are discussed in relation to the relevance of the BSC approach to public-sector organisations in Indonesia. Advisors/Committee Members: MAMMAN, AMINU A, Rees, Chris, Mamman, Aminu.

Subjects/Keywords: Performance management system; Balanced scorecard; Organisation size; Employees' role; Organisational commitment; Public service motivation; Organisational performance; Public sector organisations

…University of Manchester Saut Mulia Simbolon Doctor of Philosophy Performance Management Systems… …University of Manchester certain rights to use such copyright including for administrative purposes…

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APA (6^th Edition):

Simbolon, S. M. (2018). Performance Management Systems based on the Balanced Scorecard Framework: The Case of Indonesian Customs and Excise Organizations. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:314903

Chicago Manual of Style (16^th Edition):

Simbolon, Saut Mulia. “Performance Management Systems based on the Balanced Scorecard Framework: The Case of Indonesian Customs and Excise Organizations.” 2018. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:314903.

MLA Handbook (7^th Edition):

Simbolon, Saut Mulia. “Performance Management Systems based on the Balanced Scorecard Framework: The Case of Indonesian Customs and Excise Organizations.” 2018. Web. 04 Mar 2021.

Vancouver:

Simbolon SM. Performance Management Systems based on the Balanced Scorecard Framework: The Case of Indonesian Customs and Excise Organizations. [Internet] [Doctoral dissertation]. University of Manchester; 2018. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:314903.

Council of Science Editors:

Simbolon SM. Performance Management Systems based on the Balanced Scorecard Framework: The Case of Indonesian Customs and Excise Organizations. [Doctoral Dissertation]. University of Manchester; 2018. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:314903

University of Manchester

3. Alshehhi, Omar Rashed saeed Mohamed Hamadouh. Enhancing Successful Organisational Change through Institutionalisation: The case of the Abu Dhabi Police.

Degree: 2014, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:233648

►

While change seems to have become a feature of contemporary organizations, the success rate of change initiatives is admittedly very poor, not only when initiating… (more)

▼

While change seems to have become a feature of contemporary organizations, the success rate of change initiatives is admittedly very poor, not only when initiating the change, but even after the successful implementation of a well-planned change, as employees are likely to return to their old habits; thus most change efforts do not persist. Organizations however need to ensure that their change initiatives, which in most cases come at a heavy cost in terms of investment, last long enough to attain their goals. Given the lack of change management research in the Middle Eastern context, particularly with respect to the institutionalization of change, this study explores how best to institutionalize change interventions in the Middle East. The research employs a mixed-methods approach, combining semi-structured interviews with 17 senior managers and a questionnaire survey of 312 employees, in order to gather data from the case study of the Abu Dhabi Police. The quantitative data is assessed using descriptive and inferential statistical analysis, while the independent samples t-test is used to explore variations between groups. The findings reveal the significant role of communication in creating shared meanings, perceptions and interpretations; the language-based approach is thus recommended as an additional conversational instrument to enlighten managers and enrich their interventions. This study identifies four categories of factors that are critical to institutionalization; the characteristics of these critical factors and associated issues are also highlighted as a contribution to the design and implementation of institutionalization strategies. The study concludes by developing a framework incorporating three basic conceptual elements that should be considered as a whole during any attempt to institutionalize change; it comprehensively integrates the institutionalization strategies and the critical factors, in order to convey a change message that shapes the enactment of institutionalization processes.

Not Applicable

Advisors/Committee Members: MAMMAN, AMINU A, Mamman, Aminu, Rees, Chris.

Subjects/Keywords: Organisational Change; Institutionalisation

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APA (6^th Edition):

Alshehhi, O. R. s. M. (2014). Enhancing Successful Organisational Change through Institutionalisation: The case of the Abu Dhabi Police. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:233648

Chicago Manual of Style (16^th Edition):

Alshehhi, Omar Rashed saeed Mohamed. “Enhancing Successful Organisational Change through Institutionalisation: The case of the Abu Dhabi Police.” 2014. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:233648.

MLA Handbook (7^th Edition):

Alshehhi, Omar Rashed saeed Mohamed. “Enhancing Successful Organisational Change through Institutionalisation: The case of the Abu Dhabi Police.” 2014. Web. 04 Mar 2021.

Vancouver:

Alshehhi ORsM. Enhancing Successful Organisational Change through Institutionalisation: The case of the Abu Dhabi Police. [Internet] [Doctoral dissertation]. University of Manchester; 2014. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:233648.

Council of Science Editors:

Alshehhi ORsM. Enhancing Successful Organisational Change through Institutionalisation: The case of the Abu Dhabi Police. [Doctoral Dissertation]. University of Manchester; 2014. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:233648

University of Manchester

4. Kumasey, Anthony Sumnaya. Public Service Ethics, Values and Spirituality in Ghana: Challenges and Opportunities.

Degree: 2017, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:312729

► Concerns over the unethical conduct of leaders and public officials have led to the renaissance of interest in public service ethics and values. Although national… (more)

▼ Concerns over the unethical conduct of leaders and public officials have led to the renaissance of interest in public service ethics and values. Although national and organizational systems and structures have been instituted to either eradicate or ameliorate dysfunctional behaviours such as corruption, sexual harassment and misuse of confidential information in public service organizations, the practices still persist â€“ especially in developing countries, where the impact of such behaviour is more pronounced. The harmful effects of these behaviours on individuals, organizations and nations have led to a loss of confidence in public institutions, undermining the rule of law and leading to underdevelopment. Drawing from the Ghanaian perspective, this thesis empirically examined the extent to which ethics, values and spirituality can reduce unethical behaviours in the Ghanaian public service. Spirituality, for example, has the potential to stimulate the moral thoughts of individuals in dealing with ethical issues, thereby reducing unethical behaviour and generating positive organizational behaviour. Conceptually, the study was placed in the interconnection of public service ethics, values, workplace spirituality and unethical behaviour. Social capital and the principal-agency theories of public management were adopted as the studyâ€™s theoretical lens, social reality as its ontology and social constructivism as its epistemology. The thesis was therefore a qualitative multiple case study which employed semi-structured in-depth expert interviews, semi-focus group discussions and documentary reviews as the foremost data collection instruments. The findings revealed the perennial reoccurrence of unethical behaviours, which took various dimensions, including fraud and abuse of resources, moonlighting, destroying, altering or falsifying records, waste and misuse of official time, apathy, sexual harassment, payroll irregularities (especially the use of â€˜ghost namesâ€™ on government payrolls), cash and procurement irregularities, and pilfering. The findings further revealed that low remuneration, poor leadership, the extended family system, the working environment and politicization of public service were the main causes of these behaviours. These causes were exacerbated by the weak and ineffective enforcement of rules and regulations, which was touted as main bane of indiscipline in the service. The findings on whether workplace spirituality could be deployed as a catalyst to reduce unethical behaviours were to some extent mixed, but support a call to employ spiritual reawakening in public service organizations as a panacea to overcoming these behaviours. From the theoretical lens, the findings reveal that the existence of these behaviours is characterized by institutional failures, inefficiency and nonadherence to traditional values. The study therefore recommends improvement in the conditions of service; inculcating professionalism in the conduct of public servants; and a â€˜livingâ€™ code of conduct that is… Advisors/Committee Members: MAMMAN, AMINU A, Hossain, Farhad, Mamman, Aminu.

Subjects/Keywords: Public Service; Public Service Ethics; Public Service Values; Code of Conduct; Workplace Spirituality; Ghana

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APA (6^th Edition):

Kumasey, A. S. (2017). Public Service Ethics, Values and Spirituality in Ghana: Challenges and Opportunities. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:312729

Chicago Manual of Style (16^th Edition):

Kumasey, Anthony Sumnaya. “Public Service Ethics, Values and Spirituality in Ghana: Challenges and Opportunities.” 2017. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:312729.

MLA Handbook (7^th Edition):

Kumasey, Anthony Sumnaya. “Public Service Ethics, Values and Spirituality in Ghana: Challenges and Opportunities.” 2017. Web. 04 Mar 2021.

Vancouver:

Kumasey AS. Public Service Ethics, Values and Spirituality in Ghana: Challenges and Opportunities. [Internet] [Doctoral dissertation]. University of Manchester; 2017. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:312729.

Council of Science Editors:

Kumasey AS. Public Service Ethics, Values and Spirituality in Ghana: Challenges and Opportunities. [Doctoral Dissertation]. University of Manchester; 2017. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:312729

University of Manchester

5. Bawole, Justice Nyigmah. LOCAL GOVERNMENT AND NGO RELATIONS IN GHANA: THE PARADOXES, RHETORIC AND THE ISOMORPHIC FORCES.

Degree: 2013, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:208016

► In recent years, interest in the relations between government and NGOs and the implications of these relations for service delivery in developing countries has surged.… (more)

▼ In recent years, interest in the relations between government and NGOs and the implications of these relations for service delivery in developing countries has surged. This results from the increasing role of NGOs in many facets of development, especially in service delivery and poverty reduction. However, the focus of attention especially among researchers has been on the relations between central government and NGOs. Relations between local government and NGOs have received limited research attention, especially in developing country contexts. To contribute to opening the black box created as a result of the limited research interest, this study investigates the nature, driving forces and the implications of the relations between local government and NGOs for poverty reduction programme implementation in Ghana. The study adopts a qualitative research methodology, a multi-dimensional classification regime and a New Institutional Theoretical lens to investigate the phenomena. The study was conducted adopting semi-structured interviews and mini focus ground discussions; documentary reviews; and participant observations as the key data collection tools to document the nature, driving forces and the implications of local government and NGO relations in Ghana. This study establishes that the relations between local government and NGOs in Ghana are complex but fit into a four-dimensional classification typology of superficial and suspicious cordiality; tokenistic collaboration; friendly foes; and convenient and cautious partnerships. This typology is novel as previous studies have not classified the relations in this way. Further, it finds that a complex mix of forces drive the relations but in different directions – constraining and facilitating directions - contrary to conventional arguments that institutional isomorphic forces drive organisation into homogenisation. It adds that both the positive and the negative forces can be either beneficial or detrimental for poverty reduction programme implementation. In addition, the study establishes that the relations have more diverse implications for poverty reduction programme implementation than just the economic and efficiency arguments dominant in the extant literature. The relations have implications which are social, cultural, organisational, personality and political. Advisors/Committee Members: MAMMAN, AMINU A, Mamman, Aminu, Hossain, Farhad.

Subjects/Keywords: Local Government; NGOs; New Institutional Theory; Relations; Isomorphism; Ghana; Bawole

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APA (6^th Edition):

Bawole, J. N. (2013). LOCAL GOVERNMENT AND NGO RELATIONS IN GHANA: THE PARADOXES, RHETORIC AND THE ISOMORPHIC FORCES. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:208016

Chicago Manual of Style (16^th Edition):

Bawole, Justice Nyigmah. “LOCAL GOVERNMENT AND NGO RELATIONS IN GHANA: THE PARADOXES, RHETORIC AND THE ISOMORPHIC FORCES.” 2013. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:208016.

MLA Handbook (7^th Edition):

Bawole, Justice Nyigmah. “LOCAL GOVERNMENT AND NGO RELATIONS IN GHANA: THE PARADOXES, RHETORIC AND THE ISOMORPHIC FORCES.” 2013. Web. 04 Mar 2021.

Vancouver:

Bawole JN. LOCAL GOVERNMENT AND NGO RELATIONS IN GHANA: THE PARADOXES, RHETORIC AND THE ISOMORPHIC FORCES. [Internet] [Doctoral dissertation]. University of Manchester; 2013. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:208016.

Council of Science Editors:

Bawole JN. LOCAL GOVERNMENT AND NGO RELATIONS IN GHANA: THE PARADOXES, RHETORIC AND THE ISOMORPHIC FORCES. [Doctoral Dissertation]. University of Manchester; 2013. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:208016

University of Manchester

6. Jamil, Rossilah. Stakeholders' Perceptions of MBA Provision by Public Universities in Malaysia.

Degree: 2011, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:138260

► The research was triggered by widespread criticisms from its constituencies about the relevance of MBAs, allegedly instigated by its dual academic and utilitarian purposes in… (more)

Subjects/Keywords: Responsible Management Education; Business Schools; Malaysia; Public Universities; Managerial Competencies

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APA (6^th Edition):

Jamil, R. (2011). Stakeholders' Perceptions of MBA Provision by Public Universities in Malaysia. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:138260

Chicago Manual of Style (16^th Edition):

Jamil, Rossilah. “Stakeholders' Perceptions of MBA Provision by Public Universities in Malaysia.” 2011. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:138260.

MLA Handbook (7^th Edition):

Jamil, Rossilah. “Stakeholders' Perceptions of MBA Provision by Public Universities in Malaysia.” 2011. Web. 04 Mar 2021.

Vancouver:

Jamil R. Stakeholders' Perceptions of MBA Provision by Public Universities in Malaysia. [Internet] [Doctoral dissertation]. University of Manchester; 2011. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:138260.

Council of Science Editors:

Jamil R. Stakeholders' Perceptions of MBA Provision by Public Universities in Malaysia. [Doctoral Dissertation]. University of Manchester; 2011. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:138260

University of Manchester

7. Rohitarachoon, Piyawadee. Human Resource Capacity Building for Local Governance in Thailand: Current Challenges and Future Opportunities.

Degree: 2012, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:180498

► The research investigates individual human resource capacity building for local governance within the context of decentralised human resource management in Thailand by profoundly examining its… (more)

▼ The research investigates individual human resource capacity building for local governance within the context of decentralised human resource management in Thailand by profoundly examining its current implementation of recruitment, selection, training and development and performance management after the decentralisation policy was enacted. The human resource capacity building process in this research includes five stages of core capabilities building: committing and engaging, performing and accomplishing, building relationships and attracting resources, learning and adapting and managing trade-offs and dilemmas. The research firstly focuses on examining the consequences of decentralised human resource practices implementation in Thai local governance. Secondly, it aims to explore the ways in which human resource practices are supportive to individual human resource capacity building. Finally it proposes the prospective implications of effective capacity building through human resource practices for potential policy formulation. This research is based on three related theories: capacity building, human resource management and decentralisation. The research was conducted by using qualitative methodologies. The case study of Thailand was selected because of the uniqueness of its paradoxical decentralised-Unitarian state. Municipal officials were chosen as the unit of analysis. The first findings have illustrated that the decentralisation initiative has certainly affected the HRM at the local level of Thailand. However, this scheme has launched some degree of re-centralisation and partially confirms the pseudo-decentralisation in Thai public administration. Secondly, the research also found that HR practices can be supportive and compatible as a capacity building strategies. However, these HR practices must be designed, conducted and evaluated for the purposes of the local government only. The aim of capacitating individual staff must be taken into account as a part of policy to develop the human side of the organisation. Therefore, there have been both challenges and opportunities for human resource capacity building through HR practices. To conclude, this research has contributed to fill the theoretical gap by examining the capacity building processes through HR practices and it provides the practical suggestion that local context is decisive. The capacity building issue has never been investigated through human resource practices, especially recruitment and selection, training and development and performance management. Moreover, in practice, the research has focused on the development of the local government unit in a country of paradoxically decentralised-Unitarian state like Thailand. Advisors/Committee Members: MAMMAN, AMINU A, Mamman, Aminu, Hossain, Farhad.

Subjects/Keywords: Human Resource Capacity Building; Human Resource Management; Capacity Building; Decentralisation; Local Governance; Thailand

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APA (6^th Edition):

Rohitarachoon, P. (2012). Human Resource Capacity Building for Local Governance in Thailand: Current Challenges and Future Opportunities. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:180498

Chicago Manual of Style (16^th Edition):

Rohitarachoon, Piyawadee. “Human Resource Capacity Building for Local Governance in Thailand: Current Challenges and Future Opportunities.” 2012. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:180498.

MLA Handbook (7^th Edition):

Rohitarachoon, Piyawadee. “Human Resource Capacity Building for Local Governance in Thailand: Current Challenges and Future Opportunities.” 2012. Web. 04 Mar 2021.

Vancouver:

Rohitarachoon P. Human Resource Capacity Building for Local Governance in Thailand: Current Challenges and Future Opportunities. [Internet] [Doctoral dissertation]. University of Manchester; 2012. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:180498.

Council of Science Editors:

Rohitarachoon P. Human Resource Capacity Building for Local Governance in Thailand: Current Challenges and Future Opportunities. [Doctoral Dissertation]. University of Manchester; 2012. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:180498

University of Manchester

8. Al-Araimi, Mohammed Fayal. The Relationship between the Full Range of Leadership Styles and Employees’ Creative Performance in Civil Service Organizations:A Field Study of Omani Civil Service Managers.

Degree: 2012, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:183890

►

The study’s primary research interest is in the area of leadership and creativity. Investigating the literature indicates that there is a gap in knowledge regarding… (more)

▼

The study’s primary research interest is in the area of leadership and creativity. Investigating the literature indicates that there is a gap in knowledge regarding the effect of the Full Range of Leadership styles, especially the influence of transformational leadership on employees’ creative performance. Examining this relationship in different sectors (for example: public government sector); in different cultures (for example: Arab Islamic culture); and from multi-perspectives (for example: leaders and employees) is strongly encouraged by research. The Omani civil service sector was used as a case study, thus the aim of the study was to investigate the degree to which Omani civil service managers practised the Full Range of Leadership styles to influence employees’ creative performance. The study set six objectives which provided the foundation for the structure of the study and the way its research questions were formulated. Accordingly, the study methodology was designed in a way that points towards the achievement of the study objectives. The study adopted a mixed-methods research approach by combining survey questionnaires with semi-structured interviews. This triangulation technique was utilized to enable more accurate investigation and allow in-depth coverage of the issues examined. The probability sampling method as represented by the random sampling technique was adopted for this study and applied to the two groups of managers and employees. The total size of the managers’ sample was 269 participants, while the employees’ sample was 371 participants. In addition, 15 semi-structured interviews were conducted to supplement the quantitative results. The results of this study show that the Omani managers are performing both transformational and transactional leadership styles. Examining the relationship, the study confirms that there is an overall statistically significant relationship between managers’ use of transformational and transactional leadership styles and employees’ creative performance from both managers’ and employees’ perspectives. The results also reveal that Omani managers are infrequently practicing passive/avoidant leadership style and that this style does not contribute to the employees’ creative performance. Further, the study demonstrate that Omani managers’ personal characteristics have a slight effect on managers’ perceptions towards transformational leadership styles and do not have any impact on their perceptions toward employees’ creative performance. Finally, this study contributed to knowledge in several areas where scholars who are interested in investigating the relationship between leadership and creativity will find it valuable.

Non

Advisors/Committee Members: REES, CHRIS CJ, Mamman, Aminu, Rees, Chris.

Subjects/Keywords: Transformational Leadership; Transactional Leadership, Full Range Of Leadership Styles, Individual Creativity, Employees’ Creative Performance, Oman, Civil Service Sector, Public Sector; Middle East, Arab Country.

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APA (6^th Edition):

Al-Araimi, M. F. (2012). The Relationship between the Full Range of Leadership Styles and Employees’ Creative Performance in Civil Service Organizations:A Field Study of Omani Civil Service Managers. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:183890

Chicago Manual of Style (16^th Edition):

Al-Araimi, Mohammed Fayal. “The Relationship between the Full Range of Leadership Styles and Employees’ Creative Performance in Civil Service Organizations:A Field Study of Omani Civil Service Managers.” 2012. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:183890.

MLA Handbook (7^th Edition):

Al-Araimi, Mohammed Fayal. “The Relationship between the Full Range of Leadership Styles and Employees’ Creative Performance in Civil Service Organizations:A Field Study of Omani Civil Service Managers.” 2012. Web. 04 Mar 2021.

Vancouver:

Al-Araimi MF. The Relationship between the Full Range of Leadership Styles and Employees’ Creative Performance in Civil Service Organizations:A Field Study of Omani Civil Service Managers. [Internet] [Doctoral dissertation]. University of Manchester; 2012. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:183890.

Council of Science Editors:

Al-Araimi MF. The Relationship between the Full Range of Leadership Styles and Employees’ Creative Performance in Civil Service Organizations:A Field Study of Omani Civil Service Managers. [Doctoral Dissertation]. University of Manchester; 2012. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:183890

University of Manchester

9. Albadir, Anfal F A y r. INVESTIGATING THE SKILLS-GAP IN THE KUWAITI LABOUR MARKET: PERSPECTIVES FROM POLICY MAKERS, EMPLOYERS, GRADUATES, AND HIGHER EDUCATIONAL INSTITUTIONS.

Degree: 2014, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:218157

► ABSTRACTInvestigating the Skills-Gap in the Kuwaiti Labour Market: Perspectives from Policy Makers, Employers, Graduates, and Higher Educational InstitutionsImmediately after the discovery of oil, the State… (more)

▼ ABSTRACTInvestigating the Skills-Gap in the Kuwaiti Labour Market: Perspectives from Policy Makers, Employers, Graduates, and Higher Educational InstitutionsImmediately after the discovery of oil, the State of Kuwait put in place a plan for massive economic and social development for its people. This proposed plan required sophisticated labour skills to implement development requirements. However, over the years the country has continued to witness a labour market imbalance due to an inadequate supply of graduate skills that did not satisfy the demand from its workplace. The purpose of this study was to investigate the mismatch between outputs from higher education and labour market requirements.The present study employed a mixed approach to address its main research questions. It applied a quantitative approach using questionnaires prepared for graduates currently working and employers from both the public and private sector. It also utilized a qualitative approach using interviews with stakeholders in the labour market such as higher education personnel and policy makers. The literature review provided an overview of educational objectives and their relation to economic, social, and human resource development. It also looked at the nature of the relationship between higher educational institutions and the labour market, as well as providing some examples of the labour market gap around the world.The key findings indicated that higher educational institutions faced problems with regard to their role in the provision of knowledge and skills. The study found that employers believe that the quality of education provided by the institutions is low. Similarly, the study found that employers believe that the communication amongst stakeholders in the education system is not effective. In addition, employers reckoned that the main factors influencing graduates’ quality of education were the lack of skills, lack of motivation and weak communication.Similarly, graduates believed that the main factors influencing their quality of education were lack of skills, as well as overestimating job privileges and area of study. Furthermore, graduates satisfaction with their current jobs was influenced by many factors; such as low-quality education, disappointment with career development, source of skills, area of study, and gender. In fact, the literature identified the low quality of education as the main cause of the skills-gap worldwide, while it had always valued communication for closing the skills-gap.This study has confirmed that there is an imbalance within the Kuwaiti labour market. The theoretical and practical implications of the findings are discussed in the concluding chapter of the thesis. Advisors/Committee Members: HOSSAIN, FARHAD MF, Mamman, Aminu, Hossain, Farhad.

Subjects/Keywords: Human Resource Development; Education; Labour Market

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Albadir, A. F. A. y. r. (2014). INVESTIGATING THE SKILLS-GAP IN THE KUWAITI LABOUR MARKET: PERSPECTIVES FROM POLICY MAKERS, EMPLOYERS, GRADUATES, AND HIGHER EDUCATIONAL INSTITUTIONS. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:218157

Chicago Manual of Style (16^th Edition):

Albadir, Anfal F A y r. “INVESTIGATING THE SKILLS-GAP IN THE KUWAITI LABOUR MARKET: PERSPECTIVES FROM POLICY MAKERS, EMPLOYERS, GRADUATES, AND HIGHER EDUCATIONAL INSTITUTIONS.” 2014. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:218157.

MLA Handbook (7^th Edition):

Albadir, Anfal F A y r. “INVESTIGATING THE SKILLS-GAP IN THE KUWAITI LABOUR MARKET: PERSPECTIVES FROM POLICY MAKERS, EMPLOYERS, GRADUATES, AND HIGHER EDUCATIONAL INSTITUTIONS.” 2014. Web. 04 Mar 2021.

Vancouver:

Albadir AFAyr. INVESTIGATING THE SKILLS-GAP IN THE KUWAITI LABOUR MARKET: PERSPECTIVES FROM POLICY MAKERS, EMPLOYERS, GRADUATES, AND HIGHER EDUCATIONAL INSTITUTIONS. [Internet] [Doctoral dissertation]. University of Manchester; 2014. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:218157.

Council of Science Editors:

Albadir AFAyr. INVESTIGATING THE SKILLS-GAP IN THE KUWAITI LABOUR MARKET: PERSPECTIVES FROM POLICY MAKERS, EMPLOYERS, GRADUATES, AND HIGHER EDUCATIONAL INSTITUTIONS. [Doctoral Dissertation]. University of Manchester; 2014. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:218157

University of Manchester

10. Al Ghufli, Ali Abdulla ali salem Bindhaen. Implementation of Business Excellence Model: A Case Study of UAE Public Sector Organisation.

Degree: 2012, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:156011

►

During the last twenty years, Total Quality Management and Business Excellence Models [BEMs] have been very attractive to organisations as an improvement strategy, as there… (more)

▼

During the last twenty years, Total Quality Management and Business Excellence Models [BEMs] have been very attractive to organisations as an improvement strategy, as there has been a push by governments to encourage this trend in both public and private sector organisations through the development of national quality awards. There remain difficulties in the successful implementation of BEMs, as there have been high implementation failures rates in various industrial settings. It appears that these failures have been the result of a failure to identify key influential factors that might be incorporated into organisations’ BEM implementation guidelines. Therefore, this research attempts to identify the key influential factors for the successful implementation of a BEM and then examines the role of these factors when they are incorporated with the implementation strategy of a BEM in a public sector organisation in the United Arab Emirates, the Abu Dhabi Police. The research takes a mixed-methods approach including a systematic literature review, a questionnaire survey of 300 employees and 25 interviews with top managers and BEM implementation team members in the Abu Dhabi Police. The quantitative data is assessed using descriptive and inferential statistical analysis. A paired-samples t-test is used to compare perceptions and the actual presence of key influential factors. Additionally, the correlation between these factors and the implementation efficiency of the BEM is investigated by using a Pearson’s correlation coefficient analysis. The interviews are also subjected to thematic analysis. The key findings are that there are 18 key influential factors which significantly impacted on the successful implementation of the BEM in this public sector organisation; therefore they should be considered as a whole during any such implementation. These factors can be grouped into associated stages of commitment, implementation and measurement, leading to the development of a conceptual framework to be used as a roadmap for the implementation of BEMs by public sector organisations.

During the last twenty years, Total Quality Management and Business Excellence Models [BEMs] have been very attractive to organisations as an improvement strategy, as there has been a push by governments to encourage this trend in both public and private sector organisations through the development of national quality awards. There remain difficulties in the successful implementation of BEMs, as there have been high implementation failures rates in various industrial settings. It appears that these failures have been the result of a failure to identify key influential factors that might be incorporated into organisations’ BEM implementation guidelines. Therefore, this research attempts to identify the key influential factors for the successful implementation of a BEM and then examines the role of these factors when they are incorporated with the implementation strategy of a BEM in a public sector organisation in the United Arab Emirates, the Abu…

Advisors/Committee Members: REES, CHRIS CJ, Mamman, Aminu, Rees, Chris.

Subjects/Keywords: Business excellence model; UAE; Key Influential Factors; Public Sector; TQM

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Al Ghufli, A. A. a. s. B. (2012). Implementation of Business Excellence Model: A Case Study of UAE Public Sector Organisation. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:156011

Chicago Manual of Style (16^th Edition):

Al Ghufli, Ali Abdulla ali salem Bindhaen. “Implementation of Business Excellence Model: A Case Study of UAE Public Sector Organisation.” 2012. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:156011.

MLA Handbook (7^th Edition):

Al Ghufli, Ali Abdulla ali salem Bindhaen. “Implementation of Business Excellence Model: A Case Study of UAE Public Sector Organisation.” 2012. Web. 04 Mar 2021.

Vancouver:

Al Ghufli AAasB. Implementation of Business Excellence Model: A Case Study of UAE Public Sector Organisation. [Internet] [Doctoral dissertation]. University of Manchester; 2012. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:156011.

Council of Science Editors:

Al Ghufli AAasB. Implementation of Business Excellence Model: A Case Study of UAE Public Sector Organisation. [Doctoral Dissertation]. University of Manchester; 2012. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:156011

University of Manchester

11. Naveed, Farrukh. Public-Private Partnerships (PPPs) for Infrastructure Development in Developing Countries: A Case Study of Pakistan.

Degree: 2015, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:259912

► During last quarter of the 20th century, public-private partnerships (PPPs) have emerged as a significant tool for infrastructure growth in developed countries under the aegis… (more)

▼ During last quarter of the 20th century, public-private partnerships (PPPs) have emerged as a significant tool for infrastructure growth in developed countries under the aegis of the reforms agenda associated with policy framework of the new public management (NPM) aiming at improved efficiency, effectiveness and economic gains. Such partnerships are considered as a policy innovation in the case of the developed countries which has also been adopted in the case of the developing countries through a process of policy diffusion. This diffusion process is often perceived to be coercive in nature and is facilitated by international financial institutions (IFIs) / donor agencies which act as policy transfer agents for the developed countries. Despite such policy reforms and the growing need for social and economic infrastructure, PPPs have found limited applicability in the developing countries owing to their complex nature, inability to conform to local contexts and difficulties in satisfying divergent interests of stakeholders. In this context, current research is aiming at analysing the nature and process of diffusion of PPPs, local contextual factors and key drivers for adoption of PPPs in developing countries. Besides, critical success factors (CSFs) for PPPs in developing countries and stakeholder perceptions thereof are also being examined for implementation of PPP projects. For this purpose, a mixed research methodology was used to undertake a case study of PPPs in Pakistan employing semi-structured interviews and questionnaire survey for collecting qualitative and quantitative data. The thematic analysis of qualitative data tends to agree with the findings of the literature review that PPPs are a policy innovation of the developed countries which occurred under the influence of the NPM agenda and IFIs/ donors have a role to play in the diffusion of such reforms agenda into developing countries. But research findings suggest that endogenous factors (associated with local context) have more significance than exogenous factors (reflecting the role of IFIs/ donors and nature of diffusion process) towards influencing the policy adoption of PPPs in developing countries. Further, eight principal factors comprising of related CSFs have also been derived through quantitative data analysis reflecting the perceptions of all stakeholder groups involved in PPP projects. These factors included governance of PPP projects, the stakeholder engagement during the planning process, risk and financial management, enabling socio-economic environment, proactive stakeholder management during lifecycle of the PPP project, well developed legal framework, efficiency gains – trust and public acceptance, and affordability of service for the end users. A perception analysis for different stakeholder groups reveals that there is not much difference in perception of participants towards the level of significance of these CSFs from the perspective of a single stakeholder group, but for different stakeholder groups, the perception of… Advisors/Committee Members: BARRY, PAUL PN, Barry, Paul, Mamman, Aminu.

Subjects/Keywords: Public-Private Partnerships (PPPs); New Public Management (NPM); Policy Diffusion; Stakeholders Perception Index (SPI); Critical Success Factors (CSFs)

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Naveed, F. (2015). Public-Private Partnerships (PPPs) for Infrastructure Development in Developing Countries: A Case Study of Pakistan. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:259912

Chicago Manual of Style (16^th Edition):

Naveed, Farrukh. “Public-Private Partnerships (PPPs) for Infrastructure Development in Developing Countries: A Case Study of Pakistan.” 2015. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:259912.

MLA Handbook (7^th Edition):

Naveed, Farrukh. “Public-Private Partnerships (PPPs) for Infrastructure Development in Developing Countries: A Case Study of Pakistan.” 2015. Web. 04 Mar 2021.

Vancouver:

Naveed F. Public-Private Partnerships (PPPs) for Infrastructure Development in Developing Countries: A Case Study of Pakistan. [Internet] [Doctoral dissertation]. University of Manchester; 2015. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:259912.

Council of Science Editors:

Naveed F. Public-Private Partnerships (PPPs) for Infrastructure Development in Developing Countries: A Case Study of Pakistan. [Doctoral Dissertation]. University of Manchester; 2015. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:259912

University of Manchester

12. Al Jarradi, Khalid. An Investigation into the Effectiveness of the RewardSystem in the Government Sector in the Sultanate ofOman and the Potential for Introducinga Total Reward Strategy.

Degree: 2011, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:133535

► The problem of the migration of talent from developed countries is not a new one, andessentially it is understood that the reward systems of the… (more)

▼ The problem of the migration of talent from developed countries is not a new one, andessentially it is understood that the reward systems of the countries involved are at faultin not providing individuals with rewards that they value. In the Sultanate of Oman,such a brain drain is not yet a problem, but over the last few years there has been anincreasing departure of talented people from the Omani Government Sector, as theprivate sector has more to offer. Such a phenomenon is wasteful in respect of thetraining investment which might have been made in these people, but it is alsodamaging to the government sector as a whole since the aim of providing qualityservices to the nation is made more difficult to achieve as employees of high calibreleave.Consequently, this thesis explores the issue of why people resign from the governmentsector to work elsewhere, and in so doing it focuses on the current reward system withinthe sector. Through a comprehensive literature review, it considers both academic andpractitioner perspectives on the issue of reward, concentrating particularly on theconcept of Total Reward which embraces the notion of a mixture of wide-rangingtangible and intangible rewards that are designed with employee involvement to ensuretheir attractiveness, and to ultimately secure loyalty and reduce employee turnover.The study then conducts an empirical exercise in which a large sample of governmentemployees from the full range of ministries where resignations are taking place,participate in a questionnaire survey, seeking to establish their views on the currentreward system and the potential for the introduction of a Total Reward strategy.Additionally, a number of in-depth interviews are held with employees, and focusgroups are also conducted, as a means of securing a third source of empiricalinformation. The data obtained is triangulated to establish a detailed employerperspective, and then considered in the light of the literature.The finding is that the reward system in its current form is not appropriate since it doesnot cater for employees’ needs. It is characterised by a lack of rigorous and transparentcriteria on which to assess employees’ eligibility for various rewards, and consequently,has allowed favouritism and nepotism to creep into a system that was intended to beoperated on the basis of merit. This is dispiriting for employees who have no faith intheir managers to determine their individual performance, and hence offer rewards on afair basis.It is concluded that a Total Reward strategy is a desirable way forward since this wouldstem the flow of talented people from the government sector, but it is alsoacknowledged that there are critical success factors associated with the implementationof such an initiative and that for these to be in place, a culture change within thegovernment sector would need to occur. Advisors/Committee Members: HOSSAIN, MOHAMMAD FARHAD MF, Mamman, Aminu, Hossain, Farhad.

Subjects/Keywords: Total Reward

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Al Jarradi, K. (2011). An Investigation into the Effectiveness of the RewardSystem in the Government Sector in the Sultanate ofOman and the Potential for Introducinga Total Reward Strategy. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:133535

Chicago Manual of Style (16^th Edition):

Al Jarradi, Khalid. “An Investigation into the Effectiveness of the RewardSystem in the Government Sector in the Sultanate ofOman and the Potential for Introducinga Total Reward Strategy.” 2011. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:133535.

MLA Handbook (7^th Edition):

Al Jarradi, Khalid. “An Investigation into the Effectiveness of the RewardSystem in the Government Sector in the Sultanate ofOman and the Potential for Introducinga Total Reward Strategy.” 2011. Web. 04 Mar 2021.

Vancouver:

Al Jarradi K. An Investigation into the Effectiveness of the RewardSystem in the Government Sector in the Sultanate ofOman and the Potential for Introducinga Total Reward Strategy. [Internet] [Doctoral dissertation]. University of Manchester; 2011. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:133535.

Council of Science Editors:

Al Jarradi K. An Investigation into the Effectiveness of the RewardSystem in the Government Sector in the Sultanate ofOman and the Potential for Introducinga Total Reward Strategy. [Doctoral Dissertation]. University of Manchester; 2011. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:133535

University of Manchester

13. Alasgarova, Shafa. Employee Performance Management in the Petroleum Industry in Azerbaijan: Cultural and Industrial Implications.

Degree: 2018, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:314919

► Companies face vital problems when implementing performance management in cross cultural context. Several attempts have been made to analyse employee performance management in the cultural… (more)

Subjects/Keywords: employee performance management; cultural and industrial impact; petroleum industry; Azerbaijan; criteria; employee acceptance; attestation

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Alasgarova, S. (2018). Employee Performance Management in the Petroleum Industry in Azerbaijan: Cultural and Industrial Implications. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:314919

Chicago Manual of Style (16^th Edition):

Alasgarova, Shafa. “Employee Performance Management in the Petroleum Industry in Azerbaijan: Cultural and Industrial Implications.” 2018. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:314919.

MLA Handbook (7^th Edition):

Alasgarova, Shafa. “Employee Performance Management in the Petroleum Industry in Azerbaijan: Cultural and Industrial Implications.” 2018. Web. 04 Mar 2021.

Vancouver:

Alasgarova S. Employee Performance Management in the Petroleum Industry in Azerbaijan: Cultural and Industrial Implications. [Internet] [Doctoral dissertation]. University of Manchester; 2018. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:314919.

Council of Science Editors:

Alasgarova S. Employee Performance Management in the Petroleum Industry in Azerbaijan: Cultural and Industrial Implications. [Doctoral Dissertation]. University of Manchester; 2018. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:314919

University of Manchester

14. Kravariti, Foteini. NATIONAL AND ORGANISATIONAL CULTURAL IMPACT ON TALENT MANAGEMENT IMPLEMENTATION: CASE STUDIES FROM GREECE.

Degree: 2016, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:304049

►

Organisations today are investing in the efficient management of their talented workforce, known as talent management (TM) in order to bear fruitful outcomes in terms… (more)

▼

Organisations today are investing in the efficient management of their talented workforce, known as talent management (TM) in order to bear fruitful outcomes in terms of corporate sustainability. Some businesses choose to include all employees in their TM strategy–inclusive TM–whilst others only include the highest-performing employees−exclusive TM. It has been suggested that no matter which TM strategy they implement, contextual factors such as culture seem to drive the degree of their application. Thus, the rationale for this research is in determining the cultural factors that trigger the exercise of TM.This study’s aim is to analyse the extent to which TM strategies are impacted by national and organisational culture. In addition, it seeks the critical exploration of TM in the context of key human resource practices (HRPs); the critical investigation of TM’s application; the critical examination of national and organisational culture; and finally, the degree to which both types of culture affect TM’s application. This study follows a conceptual framework which sets national culture as the independent variable, organisational culture as the mediating variable, and TM as the dependent variable. The body of theory overviewed is relevant to TM’s concepts and its interrelation to both human resource management (HRM) and human resource development (HRD). Predominant national and organisational cultural frameworks are also overviewed. This research’s sample includes six case studies from northern, central and southern Greece and adopts a mixed-methods approach using primary data collected through questionnaires and interviews, and analysed through SPSS and thematic analysis. Among the key findings is that national culture indirectly drives the adoption of specific TM modes through the development of certain corporate cultures. Additional findings shed light on the contemporary conception of ‘talent’ and ‘TM,’ as well as on the association between national and corporate culture. This study significantly contributes to knowledge by bringing in evidence from the business environment while also discussing implications for practitioners regarding the parameters that influence both their decisions and actions.

N/A

Advisors/Committee Members: HOSSAIN, FARHAD MF, Mamman, Aminu, Hossain, Farhad.

Subjects/Keywords: talent management; cross-cultural management; organisational culture; national culture; HRM; HRD

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Kravariti, F. (2016). NATIONAL AND ORGANISATIONAL CULTURAL IMPACT ON TALENT MANAGEMENT IMPLEMENTATION: CASE STUDIES FROM GREECE. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:304049

Chicago Manual of Style (16^th Edition):

Kravariti, Foteini. “NATIONAL AND ORGANISATIONAL CULTURAL IMPACT ON TALENT MANAGEMENT IMPLEMENTATION: CASE STUDIES FROM GREECE.” 2016. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:304049.

MLA Handbook (7^th Edition):

Kravariti, Foteini. “NATIONAL AND ORGANISATIONAL CULTURAL IMPACT ON TALENT MANAGEMENT IMPLEMENTATION: CASE STUDIES FROM GREECE.” 2016. Web. 04 Mar 2021.

Vancouver:

Kravariti F. NATIONAL AND ORGANISATIONAL CULTURAL IMPACT ON TALENT MANAGEMENT IMPLEMENTATION: CASE STUDIES FROM GREECE. [Internet] [Doctoral dissertation]. University of Manchester; 2016. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:304049.

Council of Science Editors:

Kravariti F. NATIONAL AND ORGANISATIONAL CULTURAL IMPACT ON TALENT MANAGEMENT IMPLEMENTATION: CASE STUDIES FROM GREECE. [Doctoral Dissertation]. University of Manchester; 2016. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:304049

University of Manchester

15. Alharbi, Ameen Saleem N. AN ANALYSIS OF HR AND OTHER MANAGERS' PERCEPTIONS OF THE EFFECTIVENESS OF STRATEGIC MANAGEMENT TOOLS AMONG SAUDI FIRMS.

Degree: 2014, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:226054

► While the business environment in Saudi Arabia is generally considered to be favourable, inadequate strategic planning and management have been implicated in the suspension or… (more)

▼ While the business environment in Saudi Arabia is generally considered to be favourable, inadequate strategic planning and management have been implicated in the suspension or de-listing of a number of firms from the stock exchange; in that respect, the study is an examination of potential ‘best practices’ in strategic management in the context of the use of strategic management tools. The main research question is on how the application of strategic management tools is reflected in firm performance. This is measured by the perceptions of managers within firms about the tools’ effectiveness in terms of information-gathering, developing objectives, and performance management. The primary research consists of a questionnaire administered to 213 managers at Saudi-listed firms, representing a cross-section of various business sectors. Follow-up semi-structured interviews were then conducted with 18 of the questionnaire respondents to gather further insights into their assessments of strategic management tools and the decision-making processes behind their selections of particular tools. The study’s findings are that strategic management tools use is widespread among firms, with all of the surveyed managers identifying one or more tools used by their firms. Managers in firms with significant foreign relationships – local subsidiaries of foreign firms, or firms with operations outside Saudi Arabia – reported using tools more frequently and using a greater variety of tools than their domestic counterparts, although the difference was slight, and there were no notable differences in the perceptions of tools’ effectiveness that could be associated with the ownership structure. Overall, managers reported that the use of strategic management tools positively impacted their firms’ performance, and the results of statistical analysis revealed that the perceived effectiveness of strategic management tools is positively associated with the type of firm rather than with the type of tool. The results of the study have beneficial implications for improving the performance of other firms in the Saudi business environment, and suggest areas for further study to enhance the use of strategic management tools. Advisors/Committee Members: REES, CHRIS CJ, Mamman, Aminu, Rees, Chris.

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Alharbi, A. S. N. (2014). AN ANALYSIS OF HR AND OTHER MANAGERS' PERCEPTIONS OF THE EFFECTIVENESS OF STRATEGIC MANAGEMENT TOOLS AMONG SAUDI FIRMS. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:226054

Chicago Manual of Style (16^th Edition):

Alharbi, Ameen Saleem N. “AN ANALYSIS OF HR AND OTHER MANAGERS' PERCEPTIONS OF THE EFFECTIVENESS OF STRATEGIC MANAGEMENT TOOLS AMONG SAUDI FIRMS.” 2014. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:226054.

MLA Handbook (7^th Edition):

Alharbi, Ameen Saleem N. “AN ANALYSIS OF HR AND OTHER MANAGERS' PERCEPTIONS OF THE EFFECTIVENESS OF STRATEGIC MANAGEMENT TOOLS AMONG SAUDI FIRMS.” 2014. Web. 04 Mar 2021.

Vancouver:

Alharbi ASN. AN ANALYSIS OF HR AND OTHER MANAGERS' PERCEPTIONS OF THE EFFECTIVENESS OF STRATEGIC MANAGEMENT TOOLS AMONG SAUDI FIRMS. [Internet] [Doctoral dissertation]. University of Manchester; 2014. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:226054.

Council of Science Editors:

Alharbi ASN. AN ANALYSIS OF HR AND OTHER MANAGERS' PERCEPTIONS OF THE EFFECTIVENESS OF STRATEGIC MANAGEMENT TOOLS AMONG SAUDI FIRMS. [Doctoral Dissertation]. University of Manchester; 2014. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:226054

University of Manchester

16. Amadu, Issifu. Managerial Leadership Performance in the Public Sector. A Ghanaian Case Study of District Health Systems.

Degree: 2019, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:322757

► ABSTRACT Public sector organisations play a very crucial developmental role in both developed and developing nations the world over. The provision of public services, more… (more)

▼ ABSTRACT Public sector organisations play a very crucial developmental role in both developed and developing nations the world over. The provision of public services, more particularly health services, has proven not only to be a perennial development challenge, but equally a daunting task for governments. Ghanaâ€™s health sector, like in most countries all over the world, delivers healthcare to its citizens within the ambit of a national health insurance scheme that covers, to a very large extent, every stratum of society. Therefore, the reform of the health sector has been envisaged as the silver bullet that could leverage healthcare delivery particularly at the subnational level since districts are the very essence of Ghanaâ€™s public sector reform through decentralisation. Inherently, the focus of the study was to understand the leverages such reform efforts have had on the management of healthcare facilities and their performance in the country. To unearth the managerial leadership experiences of frontline managers of the district health system, the qualitative research design anchored in the social constructivist philosophy was adopted. Using a multi-case study strategy, data was collected from fifty (50) managerial staff from six district hospitals and eight (8) health clinics in six (6) districts within resource-constrained districts in Northern Ghana. Experiences and opinions of fifty (50) clients on healthcare delivery in the study areas was gathered in a survey. Generally, findings from the study corroborated, albeit, minimally with the extant literature. Managerial leaders at the frontline of service delivery are in a dilemma. In one breath, they enjoy some autonomy in managing health facilities, yet in another breath their exercise of managerial discretion is cumbered by rules and regulations form the centre. Further, the decentralisation of the sector still lingers in an atmosphere of a highly bureaucratic environment reminiscent of centralisation. Also, internal organisational effectiveness of healthcare facilities has been severely constrained by the lack of an efficient, reliable and sustainable NHIS funding regime. The conclusion is that the ethos of the new public management resonates in the public sector; however, ddecentralisation in itself does not solely ensure efficient and effective healthcare delivery in Ghana. There is a yawning gap between rhetoric and implementation. The sustenance of a successful healthcare delivery is contingent on a host of other factors such as district level synergies among social actors with unwavering commitment to ensure effective healthcare services to the citizenry. Thus, the envisaged leverage between health sector reform and healthcare delivery at the subnational level is inconclusive. Advisors/Committee Members: HOSSAIN, FARHAD MF, Mamman, Aminu, Hossain, Farhad.

Subjects/Keywords: Managerial; Leadership; Performance; Public Sector; District; Health Systems; Ghana

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Amadu, I. (2019). Managerial Leadership Performance in the Public Sector. A Ghanaian Case Study of District Health Systems. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:322757

Chicago Manual of Style (16^th Edition):

Amadu, Issifu. “Managerial Leadership Performance in the Public Sector. A Ghanaian Case Study of District Health Systems.” 2019. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:322757.

MLA Handbook (7^th Edition):

Amadu, Issifu. “Managerial Leadership Performance in the Public Sector. A Ghanaian Case Study of District Health Systems.” 2019. Web. 04 Mar 2021.

Vancouver:

Amadu I. Managerial Leadership Performance in the Public Sector. A Ghanaian Case Study of District Health Systems. [Internet] [Doctoral dissertation]. University of Manchester; 2019. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:322757.

Council of Science Editors:

Amadu I. Managerial Leadership Performance in the Public Sector. A Ghanaian Case Study of District Health Systems. [Doctoral Dissertation]. University of Manchester; 2019. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:322757

17. Bukari Zakaria, Hamza Zakaria. Performance Management and Local Government Administration in Ghana: The Case of the District Development Facility and the Functional Organisational Assessment Tool.

Degree: 2014, University of Manchester

URL: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:237603

► For the past two decades, interest in the performance of local governments has become high in public management. The wave of performance consciousness has thus… (more)

▼ For the past two decades, interest in the performance of local governments has become high in public management. The wave of performance consciousness has thus far diffused from developed countries to developing countries where decreasing public confidence and trust in government has made the implementation of performance management policies a way of improving public perception of government performance. Meanwhile, the implementation of such policies is often based on untested assumptions some of which constitute gaps in the literature. For instance, it is understood that performance management systems enable public organisations that provide services to satisfy citizens’ demand for services. It is also assumed that mechanisms for managing organisational performance recognise and address the interests of multiple stakeholders in an organisational environment and that once performance management systems generate performance information, decision makers are likely to use that information to advance the goals of their organisations. This study explores these assertions by investigating performance management practices of local government authorities in Ghana. It sets out to understand how local governments manage organisational performance and what shapes their performance. It also examines the scope of a performance enhancing policy to determine whether it addresses multiple perspectives of organisational performance and the extent to which local government managers use performance information to improve service delivery. The study adopts a qualitative research approach by using data from interviews, focus group discussions, observations and documents to construct and interpret research findings. This research identified internal and external mechanisms for managing local government performance and found that central-local government relations allows the former to influence the latter’s priorities by imposing on them, the national development policy, in ways that define development planning, performance reporting and local government controls. Following Kaplan and Norton (1992), a Balanced Score Card framework was used to examine the scope of performance indicators used to assess the performance of local governments under the District Development Facility. The findings reveal that performance indicators tend to be skewed towards financial and internal organisational aspects of performance rather than incorporating citizens’ views about local government performance or promoting organisational learning, innovation and accountability. The findings offer insights for re-examining multiple principal-agent relationships at the local government level where the assessment of local government performance excludes the opinions of local residents and affects local governments’ accountability to citizens. Although developing a culture of performance emerged as a key factor for improving local government performance, the findings revealed that the use of performance information by local government managers to make decisions on… Advisors/Committee Members: REES, CHRIS CJ, Mamman, Aminu, Rees, Chris.

Subjects/Keywords: Performance Management, Local governance, Balance Scorecard, Accountability, Ghana; Public Management, Functional Organisational Assessment Tool

…World Bank 11 Hamza Bukari Zakaria, August, 2014 The University of Manchester, Doctor of… …copyright or related rights in it (the “Copyright”) and s/he has given The University of… …Manchester certain rights to use such Copyright, including for administrative purposes. II…

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Record Details Similar Records Cite « Share

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Bukari Zakaria, H. Z. (2014). Performance Management and Local Government Administration in Ghana: The Case of the District Development Facility and the Functional Organisational Assessment Tool. (Doctoral Dissertation). University of Manchester. Retrieved from http://www.manchester.ac.uk/escholar/uk-ac-man-scw:237603

Chicago Manual of Style (16^th Edition):

Bukari Zakaria, Hamza Zakaria. “Performance Management and Local Government Administration in Ghana: The Case of the District Development Facility and the Functional Organisational Assessment Tool.” 2014. Doctoral Dissertation, University of Manchester. Accessed March 04, 2021. http://www.manchester.ac.uk/escholar/uk-ac-man-scw:237603.

MLA Handbook (7^th Edition):

Bukari Zakaria, Hamza Zakaria. “Performance Management and Local Government Administration in Ghana: The Case of the District Development Facility and the Functional Organisational Assessment Tool.” 2014. Web. 04 Mar 2021.

Vancouver:

Bukari Zakaria HZ. Performance Management and Local Government Administration in Ghana: The Case of the District Development Facility and the Functional Organisational Assessment Tool. [Internet] [Doctoral dissertation]. University of Manchester; 2014. [cited 2021 Mar 04]. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:237603.

Council of Science Editors:

Bukari Zakaria HZ. Performance Management and Local Government Administration in Ghana: The Case of the District Development Facility and the Functional Organisational Assessment Tool. [Doctoral Dissertation]. University of Manchester; 2014. Available from: http://www.manchester.ac.uk/escholar/uk-ac-man-scw:237603

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