Greater return on women's enterprise (GROWE) : final report and recommendations of the women's enterprise task force. SEEDA, women’s enterprise task force.

This Women’s Enterprise Task Force (WETF) report, Greater Return On Women’s Enterprise (GROWE), sets out the economic case for women’s enterprise and advises partners and stakeholders how to achieve a greater economic return from investment in women’s enterprise. The Task Force has framed its recommendations to maximise existing investment and resources. We are mindful of the Government’s Business Support Simplification Programme and the effect the recession will continue to have on public spending, and so suggest that relevant Government departments and private sector organisations work together to streamline support and make best use of existing investment. In providing thought leadership to increase the quantity, scalability and success of women’s enterprise in the UK, the WETF has informed the national agenda on women’s enterprise for the last three years, concentrating its efforts on five specific Pillars: 1. gender-disaggregated business data 2. female-friendly business support 3. access to finance and technology 4. supplier diversity and procurement 5. strategic influencing and awareness raising. WETF highlights of the past three years include paving the way for a Business Link national data disaggregation methodology whilst influencing and shaping the establishment, direction and implementation of Aspire, a £12.5m women’s co-investment fund to support high-growth women-owned businesses. Alongside this, the WETF has played an important role in raising awareness of the economic case for women’s enterprise and the potential of female entrepreneurs in aiding the UK’s economic recovery. Perhaps most importantly, the WETF met with the Prime Minister and saw important policy developments taken forward in the Government’s Enterprise Strategy of March 2008. In 2009 the WETF contributed to the enterprise knowledge bank by producing two research reports into women’s enterprise: Impact of the Recession on Women’s Enterprise and Myths and Realities of Women’s Access to Finance. The Task Force welcomes progress made by the Ethnic Minority Business Task Force (EMBTF) in the advocacy of complementary areas which include the need for access to finance, disaggregated data and supplier diversity. Much of the groundwork for the WETF’s work was laid out in the Government’s 2003 publication, A Strategic Framework for Women’s Enterprise. In 2003, it was estimated that women constituted around 27% of self-employed people in the UK, and that only 12-14% of businesses were majority-owned by women (compared to 28% in the USA). From the Strategic Framework for Women’s Enterprise, to the establishment of the WETF and the Enterprise Strategy, Government has shown the importance that it attaches to women in enterprise and its recognition of the increased economic benefits women can contribute to UK plc. This must be even more important in emerging from recession. Recently, Government has a produced a policy statement, Building Britain’s Future: New Industry, New Jobs (NINJ), which sets out Government’s vision for economic recovery and growth by targeted intervention aimed at hightech, high-growth firms. The WETF has several recommendations for how enterprising women can take advantage of these interventions. Enterprise has a significant role to help women remain economically active and increase the productivity and international competitiveness of the UK. Recent figures from 2009 show that women, who make up 46% of the workforce, now constitute nearly 29% of the self-employed in the UK (up 2 percentage points). 15% of the 4.8 million enterprises in the UK are now majority-led by women. The longer-term quantitative targets outlined in the Framework included women accounting for 40% of customers using Government sponsored business support services; and women-owned businesses accounting for 18-20% of the UK total. Government has gone some way towards achieving these targets. Today, women-owned businesses account for around one third of Business Link customers, a major increase on the 22.3% or nearly 150,000 women customers in Q1 of 2005/6. However, overall progress has been very slow and neither of the Framework targets set for completion by 2006 has yet been met. More work needs to be done to address this and the other issues facing women’s enterprise today. This report examines how to further increase the current £70 billion Gross Value Added (GVA) and £130 billion turnover annual contribution made by women’s enterprise to the UK economy. Recent figures suggest that 900,000 more businesses would be created if the UK achieved the same levels of female entrepreneurship as in the US, resulting in an additional £23 billion GVA to the UK economy, thus largely closing the productivity gap with the US.1 In Britain alone, 150,000 extra businesses would be created per annum if women started businesses at the same rate as men.2 This is especially pertinent in this time of recession. With effective, targeted support, increasing the number of women entrepreneurs will be an important factor in driving economic recovery

Configurations of control: An exploratory analysis

© 2015 Elsevier Ltd. There is growing interest in how management controls operate together as a package of interrelated mechanisms. Although theoretical debate dates back to the seminal paper of Otley (1980), there remains little empirical analysis of how control mechanisms combine. To increase knowledge in this area this study explores how multiple accounting and other control mechanisms commonly combine and the associations these combinations have with firm context. From a cross-sectional sample of 400 firms, this study presents an empirically derived taxonomy of five control configurations used by top managers, labelled as simple, results, action, devolved, and hybrid. Many of these patterns closely resemble control configurations common to the literature, while others represent distinctively contemporary arrangements, such as flexible variants of traditional bureaucracy (action), and instances where multiple and seemingly conflicting control types intermesh (hybrid). In analyzing these configurations this study provides accounting and control researchers with empirical observations to refine and extend existing control frameworks and theory

Organizational communication on devolved governance: a case of kisii county executive

In the year 2010, Kenya promulgated a new constitution that advocated for a devolved system of governance. This led to the establishment of 47 County governments in the country that are charged with the responsibility of providing services to the local people. Devolution, being a new phenomenon in Kenya, the capacity of the counties to face up with communication challenges and potential structural complexities to ensure that they are managed sustainably is a concern. County Government‟s capacity to entrench communication to ensure proper service delivery remains an area of concern. The purpose of this study was to assist in understanding how organizational communication contribute to the general performance of county governments in Kenya and possibly stimulate the exchange of ideas among public and private experts, policy makers and implementers on policy guidelines for optimal implementation of devolved governance. The specific objectives were to establish how organizational communication channels affect devolved governance in Kisii County, determine the effect of employee communication skills on devolved governance in Kisii County and examine the effect of organizational communication structure on devolved governance in Kisii County. The study targeted 620 employees and a sample size of 86 respondents was used for the study. The location of the research was limited to the county headquarters at the former Municipal building along Kisii-Daraja Mbili road. The study adopted a descriptive research design and also used stratified sampling technique. The study used questionnaires and observation in the collection of primary data while secondary data was obtained through published documents such as books, journals, periodicals, magazines and reports to supplement the primary data. Data was analyzed and presented in tables and column charts. Based on the study findings, the study concludes channels of communication, employee communication skills and organizational communication structure as the major factors that mostly affect devolved governance. The study recommends for improvement in the way the county executive conducts its management operations and activities by communicating to other employees properly besides equipping them with necessary communication skills through training to enhance and support devolved governance. It also recommends for an establishment of an internal communication policy in Kisii County government to guide the communication processes

Applying complexity theory to the strategic development of an organisation

How useful is complexity theory for describing the strategic development of an organisation? I begin by using Whittington’s framework to give an overview of mainstream strategy literature. I highlight some of the shortcomings in current approaches to strategy and suggest that a new approach is needed. Complexity theory is offered as a new approach. I examine the complexity theory literature. I discuss rules based and connectionist approaches to complexity theory and the use of complexity theory concepts as metaphors. The complexity theory concepts of sensitivity to initial conditions, disequilibrium, positive and negative feedback and emergence of order are identified. Shortcomings in using the theory to describe a social system are then given. I examine the research paradigms open to researchers and conclude that to apply complexity theory to a social system, research within a phenomenological paradigm is required. I present an three and a half year ethnographic study of AYTAG, a public sector regulatory organisation. I use narrative to describe its development in terms of complexity theory concepts. The organisation set out to become flexible and flat structured, with multiskilled professionals and a strong centre to drive it forward. What emerged was an hierarchical organisation with powerful operational departments, a weak centre and a traditionally skilled workforce. AYTAG retained its primary role of regulator but failed to promote its influencing role. I found that order emerged at the boundary between the organisation’s legitimate and shadow systems. The underlying dynamic which led to the order that emerged was the need to reduce anxiety. I examine the usefulness of each complexity theory concept to our understanding of the development of AYTAG. I describe the difficulties involved in determining the exact nature of initial conditions in social systems and the need to consider disequilibrium as a social state rather than a particular action or event. In particular I highlight the use of the concept of feedback as an interesting avenue for studying organisations. I examine the nature of feedback processes at the level of organisation and at individual system level. I describe the interplay between them and its effect on the order emerging in AYTAG. I draw attention to some of the difficulties I found in applying complexity theory concepts to a social system, such establishing precise definitions of the different concepts

Library purchasing consortia in the UK: activity, benefits and good practice.

Following a brief introduction in Section 1, Section 2 sets out the operational context of library purchasing consortia. A range of key factors have shaped recent developments in the four LIS sectors under consideration (FE, HE, health and public libraries); some have exerted a common influence over all (e.g. information technology, European Commission purchasing directives, new central government, decline in bookfunds); some are sector-specific (e.g. purchasing arrangements, regional administrative frameworks, collaborative partnerships). The structure and markets of the book and periodical publishing industry in the UK are reviewed, with attention paid to historical as well as more recent practice that has had an impact on library supply. Although each component of the LIS purchasing consortia jigsaw displays individual characteristics that have evolved as a response to its own environment, the thread that links them together is constant change. Section 3 presents the results of a survey of identified library purchasing consortia in the four library sectors. It treats common themes of relevance to all consortia arising from information gathered by seminar input, questionnaire and interview. These include models of consortium operation, membership and governance, ‘typical’ composition of consortia in each sector, and links to analogous practice in other library sectors. Common features of the tendering and contract management process are elicited and attention paid to any contribution of procurement professionals. Finally, levels of consortium expenditure and cost savings are estimated from the published statistical record, which readily demonstrate in financial terms the efficiency of the consortial purchase model for all types of library in the United Kingdom. Section 4 presents the results of a survey of suppliers to libraries in the United Kingdom of books and periodicals, the two sectors most commonly represented in current contracts of library purchasing consortia. It sets out in some detail the operating context governing the highly segmented activities of library booksellers, as well as that pertaining to periodicals suppliers (also known as subscription agents). Detailed responses to questions on the effects of library purchasing consortia on suppliers of both materials have been gathered by questionnaire survey and selected follow-up interviews. Results are presented and analysed according to supply sector with attention given to the tendering process, current contracts under way, cross-sectoral clientele, and advantages and inhibitors of consortia supply. Further responses are reported on issues of how consortia have affected suppliers’ volume of trade, operating margins and market stability as perceived in their own business, the library supply sector and the publishing industry. Finally, overall conclusions are drawn and projections made as to future implications for both types of library suppliers. Section 5 synthesises findings, details enabling and inhibiting factors for consortia formation and models of best practice amongst consortia. The scope for cross-sectoral collaboration is discussed and found to be limited at present. Pointers are given for future activity

Understanding The HRM Role in MNCs from a Social Capital Perspective: The Case of Kanga Company

The purpose of this study was two-fold: to investigate the degree to which the formal structure of the HR organization is reflected in the concrete activities of the HR function; and to explore the extent to which social capital, as a resource, impacts on the actual HR functional activities. The study sought to contribute to our knowledge of HR functional roles in MNCs by taking into account how social capital may operate on the enacting of these roles. Most prior studies have concentrated on HR roles, instead of ascertaining role performance from HR professionals’ actual day-to-day activities. Knowing what HR professionals actually do is the strongest gauge for determining if the function is strategically aligned to serving line needs or not. This study aimed to employ social capital as a tool to conceptualize HR formal roles versus actual activities in an exploratory setting. It was based on a single case study of an MNC subsidiary. A total of 10 interviews were conducted. The finding showed the HR function was highly evaluated for administrative tasks. However, strong calls were made on HR to increase their involvement with a particular focus on activities related to the business support role. There appeared to be a connection between HR social capital and the actual activities of the HR organization. Although strong formal linkages between the HR function and line management were evident, the level of informal relationships was weak between them. This is a slice of case study research in a subsidiary, and therefore the findings may not be generalizable. Further quantitative research is recommended. The practical implication for HR professionals is that careful consideration should be taken in observing how social capital between the HR function and the larger organization adds value.fi=Opinnäytetyö kokotekstinä PDF-muodossa.|en=Thesis fulltext in PDF format.|sv=Lärdomsprov tillgängligt som fulltext i PDF-format