scholarly journals The Organization of Animal Protection Investigations and the Animal Harm Spectrum: Canadian Data, International Lessons

2022 ◽  
Vol 11 (1) ◽  
pp. 22
Author(s):  
Kendra Coulter
Keyword(s):  
Private Sector ◽  
Animal Welfare ◽  
Statistical Data ◽  
Animal Cruelty ◽  
Public And Private ◽  
Animal Protection ◽  
The Public ◽  
Canadian Data ◽  
Private Sector Organizations ◽  
Public And Private Sector

This paper offers the first overview of the Canadian animal cruelty investigations landscape. First, the public and private sector organizations responsible for enforcement are explained, followed by examination of the implications of this patchwork for reporting suspected cruelty. Key statistical data are presented about the types of issues and cases and investigator responses. Initial recommendations are then proposed, and the value of the animal harm spectrum is discussed, including how it can be mobilized to strengthen the operations of animal protection work and animal welfare policy across nations.

Employee Welfare Measures in Public and Private Sectors

2015 ◽  
Vol 6 (1) ◽  
pp. 22-36 ◽  
Author(s):  
Chandra Sekhar Patro
Keyword(s):  
Private Sector ◽  
High Performance ◽  
Public And Private ◽  
Retirement Benefits ◽  
Educational Benefits ◽  
The Public ◽  
Employee Welfare ◽  
Welfare Measures ◽  
Private Sector Organizations ◽  
Public And Private Sector

Employees' play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisations have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the organisations do not bother about the employees benefit, but expect efficient and high performance from them, it is a mere waste. So there is utmost need for the employee's welfare in any type of organisation. Organizations have to provide welfare facilities to their employees to keep their motivation levels high. A comparative study was undertaken to know the satisfaction level of the employees on the enforceability of various welfare measures in both the public and private sector organizations. The study also throws light on impact of welfare measures on the employees' performance.

scholarly journals Comparing Employee Attitudes towards Individualism-Collectivism across Public and Private Sector Organizations

2008 ◽  
Vol 23 (1) ◽  
pp. 19-47
Author(s):  
Cho Tae Jun ◽  
Faerman Sue R.
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Public Management ◽  
New Public Management ◽  
Factor Model ◽  
Employee Attitudes ◽  
Public And Private ◽  
The Public ◽  
Private Sector Organizations ◽  
Public And Private Sector

One hundred thirty on responses from public employees and 154 responses from private employees were analyzed to compare employee attitudes towards individualism-collectivism across public and private sector organizations. The present study provides knowledge to public management by showing that some organizational characteristics of public sector organizations (i.e., goal ambiguity, red tape, and public-service motivation) make the public-private distinction, whereas others do not. Additionally, we found that the distinction has been blurred as New Public Management (NPM) has been adopted recently in the public sector. Finally, we support the two-factor model of organizational collectivism and individualism, as well as report that organizational individualism differentiates public and private sector organizations. The theroretical and practical implications of the findings are discussed.

Preservation of Recorded Information in Public and Private Sector Organizations

2019 ◽  
pp. 1537-1555
Author(s):  
Nathan Mwakoshi Mnjama
Keyword(s):  
Private Sector ◽  
Good Governance ◽  
Electronic Records ◽  
Public And Private ◽  
The Public ◽  
Organizational Resource ◽  
Private Sector Organizations ◽  
Public And Private Sector ◽  
Long Term Preservation

The long-term preservation and accessibility of business records is often not accorded the attention that it deserves. Yet, records are a major organizational resource needed to support the current business of the organization as well as retaining the verifiable evidence of an organization's past programmes and activities. Records also serve as tools of accountability, transparency and good governance and provide reliable evidence in organizations' transactions and activities. The long-term preservation of records ensures that the organization is protected against costly litigation and that its interests and those of its employees are protected. This chapter lays emphasis on the need to preserve organizational records, the challenges facing preservation activities in the public and private sector organizations, the challenges of managing and preserving electronic records and proposes strategies for addressing these challenges.

تشخيص الثقافة التنظيمية في مؤسسات القطاعين العام والخاص حول عمل المرأة الإماراتية وتوليها مناصب إدارية وقيادية عليا

2016 ◽  
Vol 1 (2) ◽  
Author(s):  
Abdulfattah Yaghi
Keyword(s):  
Organizational Culture ◽  
Private Sector ◽  
Women's Work ◽  
Convenience Sample ◽  
Public And Private ◽  
The Public ◽  
Women’S Work ◽  
National Values ◽  
Private Sector Organizations ◽  
Public And Private Sector

<p dir="RTL">هدفت هذه الدراسة إلى تشخيص الثقافة التنظيمية في مؤسسات القطاعين العام والخاص من خلال استطلاع آراء الموظفين الإماراتيين حول عمل المرأة الإماراتية وتوليها مناصب إدارية وقيادية عليا. وتم استخدام أسلوب المسح الميداني بتوزيع 1500 استبياناً خاصا بالدراسة على عينة عشوائية متيسرة من الموظفين الإماراتيين العاملين في مختلف الإمارات السبع في الدولة وتم استرجاع 1026 استبيانا مكتملا منها. وقد أظهرت نتائج تحليل التباين الأحادي وتحليل الانحدار المتعدد أنّ الموظفين يؤيدون عمل المرأة المواطنة خارج بيتها لكن مع وجود تخوف من أن يكون هذا العمل على حساب بيتها وأسرتها. كما أنّ الموظفين يؤيدون تولي المرأة الإماراتية مناصب إدارية وقيادية عليا في مؤسساتهم ويثقون بقدرتها على القيام بمهام هذه الوظائف. كما أظهر التحليل أن النساء الإماراتيات يفضلن العمل في وظائف تختلف عن تلك التي يفضلها لهن الرجال مع تشابه الطرفين في تفضيل عمل المرأة المواطنة في الوظائف الحكومية عموما. وقد تأثرت آراء الموظفين بعوامل رئيسية هي الجنس ومستوى التعليم ودرجة التمدن والتمسك بالقيم والعادات والتقاليد الإماراتية ودرجة المحافظه أو التحرر. وقد تمت مناقشة هذه النتائج وارتباطها بالثقافة التنظيمية وثقافة المجتمع في الإمارات العربية المتحدة.</p><p dir="RTL"> <strong><em>كلمات محورية</em></strong>: ثقافة تنظيمية، عمل المرأة، الإمارات، وظائف قيادية</p><p dir="RTL" align="right"><strong>Examining the Organizational Culture of Public and Private Sector Organizations about the Work of Emirati Women and their Appointment in Administrative and Top Leadership Positions</strong></p><p>The purpose of the present study was to examine organizational culture in the public and private sectors by exploring Emirati employees’ opinion about local women’s work and leadership capabilities. Survey was used to collect responses from a convenience sample of 1500 employees of which 1026 were completed and analyzed using SPSS. Univariate and multivariate analyses showed that employees supported women’s work outside home but with concern that such work might come on the expense of their families. Employees also supported women’s appointment in administrative and leadership top positions with confidence in their leadership capabilities. Although expressed similar opinions, men were less supportive of women and have preferred different jobs for local women with governmental jobs being marked as the most suitable for Emirati women by both genders. Those opinions were influenced by employee’s gender, education, urbanization, commitment to national values, and liberalism. These findings have been discussed in relationship with organizational culture and culture of the society. <strong><em></em></strong></p><p><strong><em>Keywords</em></strong>: Women Work, Emirates, Leadership, Public Sector, Private Sector, Organizational Culture</p><!--[if gte mso 9]><xml> <o:OfficeDocumentSettings> <o:AllowPNG/> </o:OfficeDocumentSettings> </xml><![endif]-->

Preservation of Recorded Information in Public and Private Sector Organizations

2017 ◽  
pp. 149-167
Author(s):  
Nathan Mwakoshi Mnjama
Keyword(s):  
Private Sector ◽  
Good Governance ◽  
Electronic Records ◽  
Public And Private ◽  
The Public ◽  
Organizational Resource ◽  
Private Sector Organizations ◽  
Public And Private Sector ◽  
Long Term Preservation

The long-term preservation and accessibility of business records is often not accorded the attention that it deserves. Yet, records are a major organizational resource needed to support the current business of the organization as well as retaining the verifiable evidence of an organization's past programmes and activities. Records also serve as tools of accountability, transparency and good governance and provide reliable evidence in organizations' transactions and activities. The long-term preservation of records ensures that the organization is protected against costly litigation and that its interests and those of its employees are protected. This chapter lays emphasis on the need to preserve organizational records, the challenges facing preservation activities in the public and private sector organizations, the challenges of managing and preserving electronic records and proposes strategies for addressing these challenges.

scholarly journals Institutional context and human resource management in Nigeria

2020 ◽  
Vol 42 (1) ◽  
pp. 1-16
Author(s):  
Darius Ikyanyon ◽  
Phil Johnson ◽  
Jeremy Dawson
Keyword(s):  
Resource Management ◽  
Private Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Institutional Context ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Private Sector Organizations ◽  
Public And Private Sector

Purpose The purpose of this paper is to explore how the institutional context influences human resource management (HRM) policies in the public and private sector in Nigeria. Design/methodology/approach The convergent parallel mixed methods approach was adopted for this study. Survey data were collected from 122 HR managers across public and private sector organizations in Nigeria as well as 13 qualitative interviews. ANCOVA was used to analyse quantitative data while thematic analysis was used to analyse qualitative data in order to understand the influence of institutions on HRM in the public and private sector in Nigeria. Findings Findings indicate that while coercive, mimetic and normative institutional mechanisms influenced HRM in both the public and private sector, the influence of coercive mechanisms was significantly higher in the public sector, largely due to the poor enforcement of labour legislation and attempts by private sector organizations to adopt neo-liberal approaches to HRM. Originality/value The study provides an understanding of the institutional context of HRM in Nigeria by highlighting how varying degrees of pressures from the environment create internal diversity in HRM approaches in the public and private sector.

scholarly journals Using Customer-Facing Technology to Create New Business Value: Insight From the Public and Private Sector into the Changing Value Equation

2011 ◽  
Vol 2 (2) ◽  
pp. 21-33 ◽  
Author(s):  
Charla Griffy-Brown ◽  
Mark Chun ◽  
Harvey Koeppel
Keyword(s):  
Private Sector ◽  
Economic Downturn ◽  
Public And Private ◽  
The Public ◽  
Customer Delight ◽  
New Business ◽  
Self Service ◽  
Private Sector Organizations ◽  
Business Practitioners ◽  
Public And Private Sector

The objective of this research was to address two main questions regarding self-service and the changing value equation: Has the self-service value equation changed in the current downturn? How can organizations leverage information systems and customer facing technology to create new value for customers and even attract more customers? Qualitative data collection and analysis of in depth interviews of public and private sector organizations in the US and Australia were conducted from 2007-2010. To ensure accuracy and to promote triangulation, notes from interviews were transcribed, reviewed and verified by key actors in order to increase the reliability of the study (Yin, 1994). The data was coded following the methods described by Yin (1994) and Miles and Huberman (1984). Nvivo software was used for this analysis. Some organizations within the public and private sectors are surviving the economic downturn by leveraging technology to do “more with less” in order to deliver better services to customers. This has been achieved by identifying what costumers value most in order to ensure loyalty: choice, control and convenience. These organizations are particularly focusing on “customer loyalty” and “customer delight” as metrics for success. Many organizations both public and private are struggling with the challenge of identifying value, coupling that with technology strategy and delivering value. This case research provides policy makers and business practitioners with practical insight into value creation for customers or citizens using customer-facing technology.

Employee Welfare Measures in Public and Private Sectors

2016 ◽  
pp. 1026-1042 ◽  
Author(s):  
Chandra Sekhar Patro
Keyword(s):  
Private Sector ◽  
High Performance ◽  
Public And Private ◽  
Retirement Benefits ◽  
Educational Benefits ◽  
The Public ◽  
Employee Welfare ◽  
Welfare Measures ◽  
Private Sector Organizations ◽  
Public And Private Sector

Employees' play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisations have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the organisations do not bother about the employees benefit, but expect efficient and high performance from them, it is a mere waste. So there is utmost need for the employee's welfare in any type of organisation. Organizations have to provide welfare facilities to their employees to keep their motivation levels high. A comparative study was undertaken to know the satisfaction level of the employees on the enforceability of various welfare measures in both the public and private sector organizations. The study also throws light on impact of welfare measures on the employees' performance.

Preservation of Recorded Information in Public and Private Sector Organizations

2018 ◽  
pp. 349-367
Author(s):  
Nathan Mwakoshi Mnjama
Keyword(s):  
Private Sector ◽  
Good Governance ◽  
Electronic Records ◽  
Public And Private ◽  
The Public ◽  
Organizational Resource ◽  
Private Sector Organizations ◽  
Public And Private Sector ◽  
Long Term Preservation

The long-term preservation and accessibility of business records is often not accorded the attention that it deserves. Yet, records are a major organizational resource needed to support the current business of the organization as well as retaining the verifiable evidence of an organization's past programmes and activities. Records also serve as tools of accountability, transparency and good governance and provide reliable evidence in organizations' transactions and activities. The long-term preservation of records ensures that the organization is protected against costly litigation and that its interests and those of its employees are protected. This chapter lays emphasis on the need to preserve organizational records, the challenges facing preservation activities in the public and private sector organizations, the challenges of managing and preserving electronic records and proposes strategies for addressing these challenges.

Diverse approaches to negative treatment in the workplace: sector differences and their effects

2017 ◽  
Vol 36 (1) ◽  
pp. 54-72 ◽  
Author(s):  
Jesper Verheij ◽  
Sandra Groeneveld ◽  
Lisette Kuyper
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Structural Equation ◽  
Added Value ◽  
Equation Modeling ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Private Sector Organizations ◽  
Public And Private Sector

Purpose This purpose of this paper is to examine whether and how different diversity approaches of public, semi-public and private sector organizations affect negative treatment experienced in the workplace. Broadly speaking, organizations might either approach diversity as a problem of inequality or as a resource and an added value for the organization. As such, a pro-equality and a pro-diversity approach can be distinguished which are both examined in this paper. Design/methodology/approach In a quantitative study, structural equation modeling was used on survey data of a representative sample of Dutch employees. Findings Results show that while both approaches are negatively associated with negative treatment, the pro-diversity is most strongly so. Sector differences were less pronounced than expected, although employees across different sectors of employment benefit from both the approaches to a different extent. Research limitations/implications Further research examining the effect of diversity approaches to negative treatment across sectors is required. Suggestions for further research are discussed. Practical implications Looking at sector differences, the findings showed that employees across public, semi-public and private sector organizations benefitted from the diversity approaches to a different extent. Organizations across different sectors are therefore suggested to adopt different diversity approaches to combat negative treatment in the workplace. Originality/value Most studies either focus on a pro-equality or pro-diversity approach. The present study combines both and, moreover, pays attention to the way both approaches affect negative treatment experienced in the semi-public sector. Examining variation within the public sector is unique in the context of diversity research.

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