Decreeing Organizational Change: Judicial Supervision of Public Institutions

CAMBIO ORGANIZACIONAL Y POLÍTICA DE INCENTIVOS EN LAS UNIVERSIDADES PÚBLICAS: EXPERIENCIA EN EL ÁREA DE LAS CIENCIAS SOCIALES EN UNA UNIVERSIDAD MEXICANA ORGANIZATIONAL CHANGE AND POLITICAL OF INCENTIVES IN THE PUBLIC UNIVERSITIES: EXPERIENCE IN THE AREA OF SOCIAL SCIENCES IN A MEXICAN UNIVERSITY Pablo Manuel Chauca Malásqueza DOI: https://doi.org/10.33017/RevECIPeru2008.0001/ RESUMEN El trabajo presenta una interpretación de los factores que posibilitan la aplicación de un sistema de incentivos basado en méritos académicos en las universidades públicas. La discusión se plantea desde la perspectiva del cambio organizacional e institucional. Se argumenta que el desarrollo de un sistema de incentivos en las instituciones públicas de educación superior está asociado a transformaciones en el nivel de los actores académicos (individuos y grupos), en el nivel institucional (reglas y formas de coordinación) y en el nivel de las interacciones con el entorno. Se sostiene que dichas transformaciones implican a su vez cambios en las formas de gobierno, en las formas de gestión, en las fuentes de financiamiento, en las relaciones de enseñanza – investigación, y en los criterios de validación de resultados. Como ilustración, se comenta a lo largo del texto, acerca de la experiencia en el campo de las ciencias sociales en una universidad pública del interior de la república mexicana. Palabras clave: Cambio organizacional, cambio institucional, sistema de incentivos, formas de trabajo, entorno de aplicación. ABSTRACT The work displays an interpretation of the factors that make possible the application of a system of incentives based on academic merits in the public universities. The discussion considers from the perspective of the organizational and institutional change. It is argued that the development of a system of incentives in the public institutions of superior education is associate to transformations in the level of the academic actors (individual and groups), in the institutional level (rules and forms of coordination) and in the level of the interactions with the surroundings. It is maintained that these transformations imply as well changes in the government forms, in the forms of management, the sources of financing, the relations of education - investigation, and in the criteria of validation of results. Like illustration, one comments throughout the text, about the experience in the field of social sciences in a public university of the interior of the Mexican Republic. Keywords: Organizational change, institutional change, system of incentives, forms of work, surroundings of application.

Download Full-text

Gender Differences in Implementing Organizational Change in Romania’s Central Public Administration

Central European Public Administration Review ◽

10.17573/cepar.2021.1.01 ◽

2021 ◽

Vol 19 (1) ◽

pp. 9-40

Author(s):

Constantin M. Profiroiu ◽

Alina G. Profiroiu ◽

Corina C. Nastaca

Keyword(s):

Gender Differences ◽

Transformational Leadership ◽

Organizational Change ◽

Public Administration ◽

Public Institutions ◽

Transformational Leaders ◽

Opinion Survey ◽

Female Leaders ◽

Almost All ◽

The Relationship

The present study analyses the gender differences in implementing organizational change in Romania’s central public administration, from a subordinates’ perspective, in order to establish whether female leaders are more likely to adopt change in comparison to their male counterparts. The research methodology consists of an opinion survey conducted in the central public administration of Romania based on a questionnaire. The study reveals that female leaders are perceived in a positive, yet not in a better manner than men. They are considered transformational leaders capable of involvement in the process of organizational change of public institutions. There are no significant differences between the perceptions of men and women as leaders, although almost all the differences are in favour of men. The study shows a strong correlation between transformational leadership and leaders’ capacity of implementing the management of change, the relationship being stronger in the case of female leaders who should continue to strengthen transformational behaviours.

Download Full-text

A Study on the Effect of the Policy Acceptance and Turnover Intention of the Members of Relocated Public Institutions: Verification of the Mediated Effect of Organizational Change Resistance

The Korean Journal of Local Government Studies ◽

10.20484/klog.24.4.4 ◽

2021 ◽

Vol 24 (4) ◽

pp. 83-111

Author(s):

Jeesoo Jeon ◽

Nari Kim

Keyword(s):

Organizational Change ◽

Turnover Intention ◽

Public Institutions ◽

Change Resistance

Download Full-text

Business: Conceptualizations of Organizational Change Viewed Through the Lens of Power: A Tutorial for the Speech-Language Pathologist/Audiologist Administrator

Perspectives on Administration and Supervision ◽

10.1044/aas21.1.9 ◽

2011 ◽

Vol 21 (1) ◽

pp. 9-17

Author(s):

Patrick R. Walden

Keyword(s):

Organizational Change ◽

Health Care Organizations ◽

Social Power ◽

Social Systems ◽

Front Line ◽

Organization Level ◽

Speech Language Pathologist ◽

Constant State ◽

Theories Of Change ◽

Or Organization

Both educational and health care organizations are in a constant state of change, whether triggered by national, regional, local, or organization-level policy. The speech-language pathologist/audiologist-administrator who aids in the planning and implementation of these changes, however, may not be familiar with the expansive literature on change in organizations. Further, how organizational change is planned and implemented is likely affected by leaders' and administrators' personal conceptualizations of social power, which may affect how front line clinicians experience organizational change processes. The purpose of this article, therefore, is to introduce the speech-language pathologist/audiologist-administrator to a research-based classification system for theories of change and to review the concept of power in social systems. Two prominent approaches to change in organizations are reviewed and then discussed as they relate to one another as well as to social conceptualizations of power.

Download Full-text