An Evaluative Model to Assess the Organizational Efficiency in Training Corporations

In an organisation any optimization process of its issues faces increasing challenges and requires new approaches to the organizational phenomenon. Indeed, in this work it is addressed the problematic of efficiency dynamics through intangible variables that may support a different view of the corporations. It focuses on the challenges that information management and the incorporation of context brings to competitiveness. Thus, in this work it is presented the analysis and development of an intelligent decision support system in terms of a formal agenda built on a Logic Programming based methodology to problem solving, complemented with an attitude to computing grounded on Artificial Neural Networks. The proposed model is in itself fairly precise, with an overall accuracy, sensitivity and specificity with values higher than 90 %. The proposed solution is indeed unique, catering for the explicit treatment of incomplete, unknown, or even self-contradictory information, either in a quantitative or qualitative arrangement

Managing Cultural Diversity in the Multinational Corporate Workplace: Solution or Symptom?

The aim of this paper is to show the critical relevance of post-structuralist political theory to cross-cultural management studies. By emphasizing the key role that questions of identity, difference, and struggle play in the multinational corporate context, we argue for a shift in our understandings away from essentialist conceptions of culture to an explicitly critical and political understanding of the way culture and cultural difference is invoked. Of crucial importance in understanding the nature of the shift of perspective we advocate is the affirmation of a negative ontology for which the radical contingency of social relations is axiomatic

Community Development Evaluation Storymap and Legend

Community based organizations, funders, and intermediary organizations working in the community development field have a shared interest in building stronger organizations and stronger communities. Through evaluation these organizations can learn how their programs and activities contribute to the achievement of these goals, and how to improve their effectiveness and the well-being of their communities. Yet, evaluation is rarely seen as part of a non-judgemental organizational learning process. Instead, the term "evaluation" has often generated anxiety and confusion. The Community Development Storymap project is a response to those concerns.Illustrations found in this document were produced by Grove Consultants

Measuring Impact: The Art, Science and Mystery of Nonprofit News

This report seeks to answer the two-pronged question, "What is 'impact,' and how can it be measured consistently across nonprofit newsrooms?" A review of recent, relevant literature and our informal conversations with experts in the field reveal growing ambitions toward the goal of developing a common framework for assessing journalism's impact, yet few definitive conclusions about how exactly to reach that framework. This is especially the case when journalism's "impact" is defined by its ultimate social outcomes -- not merely the familiar metrics of audience reach and website traffic. As with all journalism, the frame defines the story, and audience is all-important. Defining "impact" as a social outcome proves a complicated proposition that generally evolves according to the constituency attempting to define it. Because various stakeholders have their own reasons for wanting to measure the impact of news, understanding those interests is an essential step in crafting measurement tools and interpreting the metrics they produce. Limitations of impact assessment arise from several sources: the assumptions invariably made about the product and its outcome; the divergent and overlapping categories into which nonprofit journalism falls in the digital age; and the intractable problem of attempting to quantify "quality." These formidable challenges, though, don't seem to deter people from posing and attempting to find answers to the impact question. Various models for assessing impact are continually being tinkered with, and lessons from similar efforts in other fields offer useful insight for this journalistic endeavor. And past research has pointed to specific needs and suggestions for ways to advance the effort. From all of this collective wisdom, several principles emerge as the cornerstones upon which to build a common framework for impact assessment

Policing Corporate Crime: the Dilemma of Internal Compliance Programs

In recent years, federal and state laws have sought to promote good corporate citizenship by encouraging business entities to establish internal compliance programs designed to avoid-or at least detect-illicit conduct. The most significant impetus toward effective internal corporate policing occurred in 1991, when the United States Sentencing Guidelines (Sentencing Guidelines) made the existence of an effective internal compliance program the sine qua non for receiving leniency upon conviction. As a result, corporations nationwide have sought to establish compliance programs that qualify for preferred treatment under federal law. Such programs, however, have produced an unanticipated dilemma for many businesses: when a company responds to regulatory incentives by starting a comprehensive compliance program that promotes lawful conduct, it risks generating incriminating information that may produce criminal or civil liability. For example, to qualify for mitigation under the Sentencing Guidelines, responsible corporations must institute programs to assess their compliance with applicable laws and to prevent illegal conduct within the workplace. As part of such ongoing compliance programs, many companies periodically conduct comprehensive audits. These compliance programs and audits inevitably generate a variety of information and materials ranging from objective facts and photographs to subjective evaluations, reports, and opinions. Businesses use these materials to evaluate their compliance efforts and to construct new programs to help prevent future violations. Under present law, however, compliance program and audit materials are rarely confidential., Consequently, they may be subject to discovery in criminal investigations and civil actions against the company. Regulatory agencies, corporate shareholders, disgruntled employees, and third parties have all successfully accessed compliance materials in litigation against companies. Unless protected, these materials threaten to become a litigation road map for prosecutors and private plaintiffs. Ultimately, if such disclosures are routinely allowed, they will undermine the law enforcement policies upon which the Sentencing Guidelines and comparable measures are premised: that corporate good citizenship can be induced through incentives that promote self-policing.\u27 Notwithstanding this important social policy, the disclosure risks posed by audit materials in litigation have generated only sporadic judicial or legislative attempts to confer protections

SUCCESSION PLANNING AND ORGANIZATIONAL SURVIVAL: EMPIRICAL STUDY ON NIGERIAN PRIVATE TERTIARY INSTITUTIONS

Organizational survival has been argued to be a primary goal or objective every organization should have. This paper proposes a conceptual framework of succession planning consisting of six variables (talent retention, turnover rate, career development, supervisor’ support, organizational conflicts and nepotism) and to explain the relationship among these variables regarding survival of organizations. The sample consists of three private tertiary institutions in Ogun-State, Southwest Nigeria. The results indicate that Talent retention, organizational conflict and nepotism positive and significantly correlated with organizational survival. On the other hand variables such as Turnover Rate, Career Development and Supervisor’ Supervision) are insignificantly correlated with organizational survival. The results are supposed to inform the leadership (management) team with essential insight into the relationship among the study variables (independent and dependent)

Driving Strategy for Social Impact

Authors Anne Sherman and Paul Connolly offer frameworks and advice to help guide nonprofits and funders through a strategy process. An effective strategy provides leaders with criteria for making important decisions and increasing the overall quality of their work

Relation between Employee Learning, Emotional Intelligence, and Organizational Performance

Many managers of Puerto Rican corporations have not been able to assist employees in their recovery from the devastation left by Hurricane Maria. This lack of assistance has resulted in high employee attrition rates, low productivity, anxiety, isolation, anguish, despair, panic attacks, and depression. Scholarly literature lacks research on emotional intelligence and learning in corporate, postdisaster contexts; both capacities may mitigate employee stress due to the uncertainty inherent in postdisaster conditions and motivate employees to persevere in the face of adversity. The purpose of this quantitative study was to assess the relationship between employee learning, emotional intelligence, and organizational performance. The theoretical framework applied was human capital theory. The research questions focused on how employee learning and emotional intelligence are related to organizational performance. The sample was 90 full-time employees of multinational corporations in Puerto Rico. Data were collected through SurveyMonkey using the Workplace Learning Scale, the Trait Meta-Mood Scale, and the Organizational Performance Scale. Regression analysis was used to analyze the data, and both employee learning and emotional intelligence were found to have a statistically significant positive relationship with organizational performance (β = .563, p = .000; β = .348, p = .000). To more fully capture participants\u27 thoughts and feelings, a mixed methodology is recommended for future research. The results of this study could assist human resources managers in their selection of training that enables employees to gain the skills needed to support business continuity and personal welfare in postdisaster environments

Evaluation, Learning and Change in Research and Development Organizations: Concepts, Experiences, and Implications for the CGIAR

learning, Evaluation, Change, ISNAR, research, CGIAR, development, Agricultural and Food Policy, Food Security and Poverty, Research and Development/Tech Change/Emerging Technologies,