The Social Construction of Sarbanes-Oxley

The closer one looks at SOX and its origins in the financial scandals of the early 2000s, the blurrier the picture, which lets commentators see what they want to see and draw inferences accordingly. That is why social construction is so crucial. My aim in this paper is to illuminate the social nature of SOX\u27s diffusion into practice. I will leave to the reader the judgment about whether this has been or will be good or bad, and for whom. If I seem to challenge SOX\u27s critics more than its supporters, it is because the critics have been more venomous than is fair. Venom aside, the bite still deserves attention

Business Ethics In The Framework Of Corporate Governance: A Literacy Study

This journal is as a discussion or proof of the implementation of good business ethics in the organization as a bridge to good organizational governance, and corporate values through theories or expert opinions. The existence of good ethics in organizational governance is expected to be a force in the value of the company, and the determination of policy. Business ethics in the framework of corporate governance and corporate values become a great responsibility for the company to its stakeholders. In this case maintain the loyalty of stakeholders in making company decisions and in solving corporate problems. This is because all company decisions are highly influenced and influenced by stakeholders. Forming a company that is strong and has high competitiveness and has the ability to create high corporate value, a solid foundation is required.This journal is as a discussion or proof of the implementation of good business ethics in the organization as a bridge to good organizational governance, and corporate values through theories or expert opinions. The existence of good ethics in organizational governance is expected to be a force in the value of the company, and the determination of policy. Business ethics in the framework of corporate governance and corporate values become a great responsibility for the company to its stakeholders. In this case maintain the loyalty of stakeholders in making company decisions and in solving corporate problems. This is because all company decisions are highly influenced and influenced by stakeholders. Forming a company that is strong and has high competitiveness and has the ability to create high corporate value, a solid foundation is required

Meaning Management: A Framework for Leadership Ontology

Leadership is a multifaceted and complex subject of research and demands a sound ontological stance that guides studies for the development of more integrative leadership theories. In this paper, I propose the leadership ontology PVA (perception formation – value creation – achievement realization) and associate it with the two existing leadership ontologies: TRIPOD (leader – member – shared goals) and DAC (direction – alignment – commitment). The leadership ontology PVA, based on a new theory called “meaning management,” consists of three circularly supporting functions: cognitive function to form perception, creative function to generate value, and communicative function to realize higher levels of achievement. The PVA is an epistemology-laden ontology since the meaning management theory allows one to make propositions that explicitly link its three functions with the leadership outcomes: perception, value, and achievement. Moreover, the PVA leadership ontology transcends and includes both the conventional TRIPOD ontology and the DAC ontology

Improving Strategic Management Planning in Non-Profit Organizations: Federally Qualified Health Centers

This qualitative multiple case study included the challenges non-profits, specifically Federally Qualified Health Centers (FQHC) leaders face when utilizing ineffective methods for strategic planning and management. The researcher conducted 21 semistructured interviews with critical decision makers involving executive, senior, and middle managers at three health centers in Texas to obtain a better understanding of their perspective on strategic planning and management. The results of the findings revealed that FQHC leaders face many barriers that limit their success or expansion of the mission, organizational growth, financial stability, and strategic alliances. However, the results demonstrated that leaders from non-profits, particularly FQHCs can create and produce sustainable and practical business applications when leveraging dynamic capabilities, systems thinking, and effective human asset management concepts. Additionally, the results showed that improving organizational culture, leadership competencies, and strategic alliances impact strategic management processes and practices. Furthermore, the results of the study proposed practical strategies to assist leaders in the management of planning, development, and implementation of strategic initiatives, leading to increased profitability, productivity, and financial sustainability. This research could fill a potential gap in identifying the need for effective strategic management processes for FQHCs

Reforming Juvenile Justice Systems: Beyond Treatment

Evaluates the role of youth development and cultural competence in the Reclaiming Futures initiative to improve substance abuse interventions as part of juvenile justice reform. Explores issues of evidence-based approaches to funding promising practices

The role of organizational culture and relationship marketing in disability sport sponsorship: an exemplar case study.

Worldwide, disability sport faces funding challenges. Sponsorship offers a viable alternative to combat the lack of sustainable funding in disability sport. Exploring how organizational culture can be leveraged to increase strategic partnerships, the purposes of this multiple manuscript dissertation were to (a) examine the elements of the organizational culture that make a successful international wheelchair basketball sport club attractive to external partners and (b) determine what role those organizational cultural elements play in leveraging relationship marketing (RM) for sponsorship acquisition and retention. Utilizing an exemplar case study methodology, the focus of this study was the RSV Lahn-Dill, an international wheelchair basketball sport club which has been successful in sponsorship acquisition and retention and has a history of building a fan and organizational culture. Based on Schein’s (2010) organizational culture framework and extended by Meyerson and Martin’s (1987) framework, an analysis of external communication elements, twelve interviews, and two focus groups revealed being a pioneer, approachability, and organizational excellence as the underlying assumptions driving the RSV’s organizational culture appeal to sponsors. Further, themes of pioneering through innovation and professional family were identified as key cultural elements in leveraging relationship marketing in sponsorship acquisition. Approachability and building rapport emerged as cultural elements leveraged for sponsorship retention. This study is the first direct demonstration of sport organizational culture driving sponsorship potential and success, particularly for disability sport properties and outlines the significance of considering culture to leverage RM practices for successful sponsorship acquisition and retention in the disability sport sector

Harmony in Purpose: The Key Role of Organizational Values in Nonprofit Collaboration and Cross-Sector Partnerships

This research paper aims to evaluate the role of organizational values in partner selection for nonprofit collaboration and cross-sector partnerships. In today\u27s complex social landscape, organizations increasingly recognize the need to collaborate across sectors to address multifaceted challenges effectively. Partner selection is a critical process in establishing successful collaborations, as it determines the alignment of values, goals, and working approaches between participating organizations. Drawing upon existing literature on collaboration and organizational values, this study seeks to investigate whether organizational values influence the partner selection process in nonprofit collaboration and cross-sector partnerships. The research will employ a single method approach to gather comprehensive data and insights. The qualitative interviews will be conducted with a select group of participants to gain deeper insights into their experiences and decision-making processes related to partner selection. By analyzing the interview transcripts, this research aims to uncover patterns, themes, and trends regarding the role of organizational values in partner selection. The findings of this research will provide valuable insights into the factors influencing partner selection decisions and shed light on the importance of organizational values in fostering successful and sustainable collaborations. It will contribute to the existing knowledge and understanding of effective partnership formation in the nonprofit and crosssector contexts. Ultimately, this research aims to contribute to the advancement of crosssector collaboration theory and practice by highlighting the significance of organizational values as a key determinant in partner selection

Forming College-Going Knowledge: An Analysis of Parents with Eighth Grade Students

The context surrounding today’s college-going youth is different from when their parents pursued higher education in the late 1980s to early 2000s. I sought to understand how these parents, now as adults with children on the doorstep of their own college-going process, form knowledge about 21st century college-going and what sources these parents suspect they will utilize to form knowledge. I created two main research questions around how parents form knowledge about college-going and what sources they suspect they will use. My theoretical framework was transformative learning theory and existing college-going scholarship. I conducted a qualitative research study using constructivist grounded theory methodology. Ten participants who met the criteria of being parents of 8th graders, as well as parents who were not currently enrolled at the research site were interviewed. The semi- structured interview guide was designed to reveal learning habits, information sources, and assess how closely parents followed transformative learning theory’s stages. My main findings are that parents have an existing college-going schema. There are benefits and limitations to parents holding this existing knowledge. The second main finding is that parents found discontent with their existing knowledge and sought to reframe their child’s soon-to-come college-going process. The last main finding is that parents suspect they will leverage their network sources to gather information about college-going. I conclude by connecting my findings to my theoretical framework and offer a summary theory. Three major implications that address the high school, the higher education field, and the family are shared. I provide seven recommended actions for consideration at the high school level, nine recommended actions for consideration for the higher education industry, and nine recommended actions for families that are influenced by my findings. Four future research studies to deepen the understanding of parents’ formation of college-going knowledge are presented, too. Keywords: adult learning, transformative learning theory, college-going, parents, high school, technology, community, college admissions, private high school admissions

Building a Sustainable Competitive Advantage

This paper analyzes cross-industrial best practices and future trends in the context of the contemporary resource based competitive advantage model of the firm. It identifies key managerial levers, tools and systems that can be used to build and sustain a Hi-Technology company’s core competences in order to facilitate a more innovative, collaborative 21st century corporate culture. A qualitative and quantitative assessment is made of how a firm’s leadership, human capital management, organizational culture, design and systems can all collectively merge to create a more dynamic and responsive organization which is far more adept at building unique resources and capabilities, which can then be leveraged to create new market opportunities with high competitive entry barriers

A Conceptualization of an Internal Branding Process Model: Ethnographic Case Study of F-Secure’s Brand Project

Researchers and practitioners have noted the importance of internal branding even though many organizations are struggling in harnessing employees to build and strengthen the corporate brand image (Baker et al. 2014; Morhart et al. 2009). Many different fields of branding, marketing, and management research share the same goal but have different ways or approaches for accomplishing it. Thus, the purpose of this paper is to conduct an internal branding process model which is not limited only to a certain field of study, approach or subfield. By combining, connecting and linking similarities and recurrent aspects, the model aims to find a way how different fields of research may support each other and by that offer deeper and more comprehensive managerial implications for practitioners and decision makers. The aim is to answer questions of what kind of internal branding process is needed for turning employees into brand champions, and how can a company analyze their current state of internal branding and utilize that analysis. This paper provides an overview of the previous academic literature related to internal branding. Based on the previous research and theories, a comprehensive internal branding process model is formed. The process starts from an organization’s ambition and approach to branding, i.e. brand orientation. Brand orientation includes attributes that support the building and leveraging of inter-nal branding mechanisms, and those mechanisms effect on the perceptions of employees. Finally, employee’s psychological state work as a mediator on how well employees respond on internal branding. The result of the process is employee brand-building behavior which refers to acting as a brand champion. The model and its parts represent an ideal concept of what attributes have taken into account and managed when aiming for employees’ brand-building behavior through internal branding. The empirical part of this paper consists of the employment of the model on Finnish cyber security company F-Secure. Using an ethnographic case study method this paper provides an empirical ex-ample on how the model can be applied in practice and used as a framework type of analyzing method. As its best, the model can help an organization to recognize what kind of practices they already have, what could be developed, and what are the areas that need more attention and efforts in order to harness employees to act as brand champions