Organizational Change and the Third World

Executives in public and private sectors, government officials in developing countries, or educators in public administration can turn to this book for sound advice on improving organizational effectiveness.

Author: Allen D. Jedlicka

Publisher: Praeger Pub Text


Category: Business & Economics

Page: 141

View: 435

A continuing problem in the development of third world countries is the lack of sufficiently trained people who can both organize and carry out organizational changes for improved results. Organizational Change and the Third World explains how to achieve organizational change through improved management. Executives in public and private sectors, government officials in developing countries, or educators in public administration can turn to this book for sound advice on improving organizational effectiveness.

Emergent Institutions in Asia

Here the authors attempt to demonstrate how to go about strengthening organizations in developing countries . They review the Western Literature on organizational change that addresses how organizations in the West can be strengthened ...

Author: Soledad A. Hernando

Publisher: Goodwill Trading Co., Inc.

ISBN: 9789711202309

Category: Associations, institutions, etc

Page: 253

View: 965

Organizational Change

Here is an example: A dimension into which a number of [external environmental] drivers might logically fall would be: Developing Countries' Economic Situations. Within each dimension [managers] push things to extremes to define sharply ...

Author: Pathak

Publisher: Pearson Education India

ISBN: 8131753883


Page: 404

View: 747

Organizational Change provides a discussion of change in relation to the complexities of organizational life, offering comprehensive coverage of the significant ideas and issues associated with change at all levels of organizational activity from the strategic to the operational and at the individual, group, organizational and societal levels. The book seeks to meet both the academic and applied aims of most business and management courses and is for both graduate as well as postgraduate business studies students

Organizational Change and Global Standardization

Solutions to Standards and Norms Overwhelming Organizations David M. Boje ... work is sent to the developing world. ... To accomplish meaningful change requires socioeconomic normalization that overcomes the colonizer«s model of ...

Author: David M. Boje

Publisher: Routledge

ISBN: 1317633091

Category: Business & Economics

Page: 276

View: 237

Organizational Change and Global Standardization: Solutions to Standards and Norms Overwhelming Organizations takes an organizational change approach to the overflow of standards and norms, looking at how to deal effectively and ethically with four kinds of standards and norms businesses face when they go global: (1) accounting & finance (2) international & world trade,(3) social and (4) safety & quality & environment. It is part of a larger problem faced by not only business, but every sort of organization - how to live with the epidemic of standards and norms, often in conflict, many just unnecessary, and a few that are quite helpful and important. There are good reasons to have International Standards Organization (ISO), International Labor Organization (ILO), World Trade Organization (WTO), North Atlantic Treaty Association (NAFTA), International accounting Standards Boards (IASB), International Financial Reporting Standards (IFRS)), and many more standard-setting organizations issuing, auditing, proposing codes of ethics, and certifying standards and norms. However, there are important, poorly understood organizational change consequences to the contagion of standards and norms. This volume brings together a unique group of authors who are working on a pragmatic way for organizations to deal with an overflow of standards and norms that are often at heads, ambiguous, or simply created to produce more work for a burgeoning standards setting industry. The aim of Organizational Change and Global Standardization is to stimulate a critical analysis within the framework of analytical and pragmatic approach to an overwhelming bureaucratization of the managed and organized global activities.

Revolutions as Organizational Change

attributes the disruption of precapitalist societies to “a great overriding cultural phenomenon, the world-wide spread and diffusion of a particular cultural system, that of North Atlantic capitalism.”3 According to Wolf, ...

Author: Baohui Zhan

Publisher: Hong Kong University Press

ISBN: 988820839X

Category: History

Page: 192

View: 163

By comparing peasant revolutions in Hunan and Jiangxi between 1926 and 1934, Revolutions as Organizational Change offers a new organizational perspective on peasant revolutions. Utilizing newly available historical materials in the People’s Republic of China in the reform era, it challenges the established view that the great Chinese revolution of the twentieth century was a revolution “made” by the Chinese Communist Party (the CCP). The book begins with a puzzle presented by the two peasant revolutions. While outside mobilization by the CCP was largely absent in Hunan, peasant revolutionary behaviors were spontaneous and radical. In Jiangxi, however, despite intense mobilization by the CCP, peasants remained passive and conservative. This study seeks to resolve the puzzle by examining the roles of communal cooperative institutions in the making of peasant revolutions. Historically, peasant communities in many parts of the world were regulated by powerful cooperative institutions to confront environmental challenges. This book argues that different communal organizational principles affect peasants’ perceptions of the legitimacy of their communal orders. Agrarian rebellions can be caused by peasants’ attempts to restructure unjust and illegitimate communal organizational orders, while legitimate communal organizational orders can powerfully constrain the mobilization by outside revolutionary agents such as the CCP. “In this thorough comparative account of the peasant risings in Hunan and Jiangxi and the role of the Communist Party, Professor Zhang casts new light on both the risings themselves, and what they can tell us about peasant risings in general. This work is strong in both theory and detailed historical research.” —Richard Rigby, professor, China Institute, Australian National University “Professor Zhang has beautifully crafted a comparative study of divergent peasant revolutions in two Chinese regions during Mao’s long revolutionary war. He brings to this task a broad and deep knowledge about revolutionary theory, and also a razor-like analytical sensibility, which enables him to examine the pros and cons of existing perspectives.” —Timothy P. Wickham-Crowley, associate professor of sociology, Georgetown University

Global Japanization

IMPLICATIONS OF JAPANESE ORGANIZATIONAL PRACTICES FOR DEVELOPING COUNTRIES More recently, a limited but distinctive body of ... Furthermore, as they approach organizational change as essentially a technical issue, they do not consider ...

Author: Reader Department of Sociology Tony Elger

Publisher: Routledge

ISBN: 1136929223

Category: Business & Economics

Page: 416

View: 213

Global Japaniziation? Brings together research from North America, Japan, Europe and Latin America to analyse the influence of Japanese manufacturing investment and Japanese working practices across the global economy. The editors present original case studies of work reorganization and workers’ experiences within both Japanese companies and those of their competitors in diverse sectors and national settings. These studies provide a wide-ranging critique of conventional accounts of Japanese models of management and production, and their implications for employees. They offer new evidence and fresh perspectives on the role of "transplants" in disseminating manufacturing innovations, and on the responses of non-Japanese firm in reorganizing production operations and industrial relations.

The Routledge Companion to Organizational Change

Employee Responsibilities and RightsJournal, 19(3): 157–71. Golembiewski, R.T. (1991) Organizational Development in the Third World: Values, Closeness of Fit and Culture-Boundness. International Journal of Human Resource Management, ...

Author: David Boje

Publisher: Routledge

ISBN: 1136680896

Category: Business & Economics

Page: 624

View: 157

Organizations change. They grow, they adapt, they evolve. The effects of organizational change are important, varied and complex and analyzing and understanding them is vital for students, academics and researchers in all business schools. The Routledge Companion to Organizational Change offers a comprehensive and authoritative overview of the field. The volume brings together the very best contributors not only from the field of organizational change, but also from adjacent fields, such as strategy and leadership. These contributors offer fresh and challenging insights to the mainstream themes of this discipline. Surveying the state of the discipline and introducing new, cutting-edge themes, this book is a valuable reference source for students and academics in this area.

Volunteerism and World Development

The first Organization for Rural Development (1977), discusses the elements of participative management, small group development, and extensive service as they relate to Third World development. The second, Organizational Change and the ...

Author: Allen D. Jedlicka

Publisher: ABC-CLIO

ISBN: 0275932419

Category: Business & Economics

Page: 176

View: 430

Arguing that government controlled bureaucracies are not effective in addressing the social and economic concerns of developing nations and regions--because they are more concerned with organizational survival than with helping people--Jedlicka develops an alternative solution that relies on volunteer efforts. He asserts that, free of the corrupt influences that affect bureaucracies, volunteers are often more successful in directly helping their target audience because the environmental factors that impede that process--greed, institutional survival, and indifference--are not present.

Managing Development In The Third World

Some studies find that the most important factors are those internal to the organization. ... nor will internal change occur naturally; organizational change is a political as well as a management task.35 This observation means that ...

Author: Coralie Bryant

Publisher: Routledge

ISBN: 0429728492

Category: Social Science

Page: 336

View: 449

This is the first text to focus on the problems and processes involved in organizing, implementing, and managing programs and projects aimed at relieving poverty and underdevelopment in the Third World. During the 1970s there was a shift in development assistance programs toward a greater concern for equity and the basic needs of the poor. The auth