The Patterns of Democracy in Context of Historical Political Science

The patterns of democracy are related to the success or failure of national governance; hence, they are a key topic in the theoretical research of political science. It is difficult to comprehend the worldwide political conflicts caused by the promotion of liberal democracy in the study of democratic models that have liberal democracy as their core. The emphasis of historical political science on the genes of civilization provides an opportunity to reinterpret the patterns of democracy. Relying on specific civilization genes, the patterns of democracy can be divided into the “value pattern”, which is shaped by historical civilization genes, and the “practice pattern”, which is based on the “value pattern”. Based on Christian concepts, Western civilization produced liberal democracy as the value pattern, and the value is inherited through the practice pattern of party democracy. Chinese civilization has continued the tradition of people-orientation and consultative practice, establishing socialist democracy in value and consultative democracy in practice. Theoretically, the analytical framework of the value pattern and the practice pattern of democracy illustrates the source of the diverse patterns of democracy, which helps demonstrate the limitations of liberal democracy and points out the possibility of developing a non-liberal democracy pattern.

Cultural factors in livestock emergency management

Despite the institutionalisation of volcanic eruption early warning and response systems, casualties are still seen among local farmers who are reluctant to evacuate. Farmers may also prematurely return to their farms to save livelihoods and take care of animals. Case studies and media reports show the importance of understanding the cultural beliefs of residents when developing emergency plans. By reviewing literature from different scientific disciplines in relation to volcanic eruptions and livestock emergency preparedness, differences can be identified in the underlying risk and control paradigms, including the meaning given to volcanoes and livestock. Concurrently, livestock emergency preparedness approaches fall short of people-orientation. Using selected studies that consider these aspects, a people-centred and culture-sensitive framework to improve local learning and participation in emergency preparedness is offered. With disaster events becoming more frequent, participatory learning is useful to strengthen emergency management and preparedness programs.

Orientation to money of ambitious person

The article presents the results of an empirical study of orientation to money of ambitious person. Ambition and orientation to money are the motives of a person's social activity. Ambition is a person's desire to become a significant and recognized person for other people. Orientation to money is a person's a person's desire to increase well-being desire to increase well-being. People who consider themselves ambitious have a low (75.75%) and an average (24.24%) orientation to money. People who do not consider themselves ambitious have a low (85.71%), average (7.14%) and high (7.14%) orientation to money.

Moderating Effect of Organizational Culture on the Relationship between Organizational Learning and Employees’ Performance in Classified Hospitality Firms in Kenya

Empirical literature reveals that organizational culture has a pervading influence on organizational processes, strategies, systems and outcomes. However, there is need to establish the nature of this influence at employee level. The purpose of this study was to examine whether organizational culture moderates the relationship between organizational learning and employees’ performance. Data was collected using a self-administered questionnaire from a sample of 225 respondents drawn from 75 classified hospitality firms in Kenya. Data was analyzed using multiple regression analysis to examine the empirical models. The results established that organizational culture significantly moderated the relationship between organizational learning and employees’ performance. The findings revealed a strong relationship between organizational learning and employees’ performance for firms that are higher in people orientation.

Firm culture and management accounting practices among manufacturing firms in Nigeria

This study sought to find out the effects of firm culture on management accounting practices (MAPs). The study used a structured questionnaire to collect data from 220 randomly selected manufacturing firms out of 514 firms and used logistic regression for analysis. This study examined seven dimensions of firm cultures, including innovation/risk orientation culture, people orientation culture, outcome orientation culture, aggressive culture, stability culture, team-based culture, and attention to details culture. The study established that team-based, attention to details, and stability cultures have a significant influence on the choice of management accounting practices. In contrast, the considerable influence of other cultural dimensions lacks statistical support. The study concludes that attention to details culture and team-based culture are barriers to modern management accounting practices, and cautions should be exercised by managers in using these cultures. Therefore, this study recommends that manufacturing firms in Nigeria should be cautious of their culture and its implication on MAPs. In a more specific term, they should practice cultures that will allow them to choose modern MAPs and take advantage of the benefits attached.

Geo-Disaster Governance under the IAD Framework: The Case Study of Chongqing’s Three Gorges Reservoir Region, China

Disaster governance draws attention from academics and policymakers, especially in developing countries. This paper shows how daily geo-disaster governance at local level operates in China and then reveals the causes of its pattern. To achieve the goals, we apply the Institutional Analysis and Development (IAD) Framework as the lens into the case of Chongqing’s Three Gorges Reservoir Region. We find that China’s daily geo-disaster governance, as a whole, is a top–down system where public sectors play an active role. It emphasizes technology, engineering, and profession, and features the matrix of fragmentation. The governance varies as the situations change and leaves disconnection among situations. The exogenous environment, several rules in action situations, and evaluative criteria shape the governance pattern altogether. Finally, we suggest that the government should change from disaster orientation to people orientation, from discontinuity to continuity, and from singularity to diversity.

The Influence of Organizational Culture on Employee Performance

This study was motivated by the insignificant performance of employees at Municipal Waterworks (Perusahaan Daerah Air Minum, PDAM) in Majalengka Regency office. Their performance was considered to be insignificant due to the following indicators: (1) some employees were less responsible resulting poor performance in carrying out the task; (2) some employees lack discipline in carrying out tasks such as coming and leaving work not following the applicable regulations; (3) some employees carried out their tasks not following the applicable guidelines (resulting poor quality of work); (4) There were delays in reporting by employees. This study used descriptive and survey methods by processing and analyzing quantitative data through a parametric statistical approach. The calculation was conducted using the SPSS version 19 program. The parameters used were variable X which was organizational culture and variable Y which was employee performance. According to Robin, organizational culture includes innovation and risk placement, clear attention, outcome orientation, people orientation, team orientation, aggressiveness, and stability. Meanwhile, according to Moeherionon, employee performance includes effectiveness, efficiency, quality, timeliness, productivity, and safety. After analyzing the data and testing the hypothesis, the results indicated that the organizational culture in Majalengka PDAM office was categorized well with the respondents’ response of 3.45 and a standard deviation of 0.574. Meanwhile, the employee performance reached a good category with a respondents’ response of 3.49 and a standard deviation of 0.705. The correlation coefficient (r) between variable X and Y was 0.828 indicating the influence of organizational culture on service quality by 68.5%. Moreover, the results of the t-test (significant level) obtained a t-value of 15.683 with a t-table of 1.661. Thus, t-arithmetic was greater than the t-table. Therefore, H0 was rejected and H1 was accepted. In other words, there was a positive and significant influence between organizational cultures (X) on employee performance (Y).

The Relationship Between Ethical Leadership and Innovative Work Behaviour

Innovative work behaviour forms an important origin for obtaining competitive advantage, and its development gives a commanding challenge being faced by several organizations. In this chapter, the positive impact of ethical leadership at individual and collective levels is proposed to positively impact IWB by employing the theory of decomposed planned behavior. The authors present that appreciative inquiry plays an important role in development of EL, which leads to fairness, power sharing, role clarification, people orientation, integrity, ethical guidance, and concern for sustainability, which strengthens an individual's positive job attitudes, subjective norms, and perceived behavioral controls by affecting the underlying behavioral, normative, and control beliefs. In putting forward a holistic and multi-level framework linking EL (at individual and collective levels) with IWB, this chapter contributes to both positive attitudes and EL literatures. At the end, the authors discuss the theoretical and pragmatic implications of the proposed model.

Challenging identity: development of a measure of veterinary career motivations

BackgroundWhile little is known about the motivations underpinning veterinary work, previous literature has suggested that the main influences on veterinary career choice are early/formative exposure to animals or veterinary role models. The aim of this study was to develop and provisionally validate a veterinary career motivations questionnaire to assess the strength of various types of career motivations in graduating and experienced veterinarians.MethodsA cross-sectional sample of experienced veterinarians (n=305) and a smaller cohort of newly graduated veterinarians (n=53) were surveyed online using a long-form questionnaire. Exploratory factor analysis (EFA) was used to iteratively derive a final, short-form questionnaire for survey of a second cross-sectional sample of experienced veterinarians (n=751).ResultsEFA derived a final questionnaire with 22 items loading onto six factors (social purpose, animal orientation, vocational identity, challenge and learning, career affordances, and people orientation). While motivations based on animal orientation were predictably strong, those based on vocational identity were not universal and were weaker in younger and graduate veterinarians; both of these motivations were rated lower by male veterinarians. Motivations based on challenge and learning emerged as some of the strongest, most universal and most influential; people orientation and social purpose were also important, particularly for older veterinarians.ConclusionThe major motivations for pursuing a veterinary career may best be represented as an intrinsic passion for animal care and for learning through solving varied challenges. These motivations are largely intrinsically oriented and autonomously regulated, thus likely to be supportive of work satisfaction and wellbeing.