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Public institutional performance is an area of study that emerged as a strategy to regain trust lost by citizens towards the State and its organizations in the 1980's. Even though in the academy it is known that there is information on this topic, there is no precise data on its research development. Therefore, the present article aims to present the results of a bibliometric analysis focused on the on public institutional performance. A documentary review of publications directly related to the topic in the period 2010-2020 was carried out. The bibliometric analysis determined that research on public institutional performance is a growing field in academia and there is an interest in studying the performance and efficiency of public organizations from different methodological approaches. However, it is evident that the bibliographic production is still centered on authors and universities in the United States and Western Europe. In this direction, it is suggested that studies on public institutional performance be strengthened with research programs that, from other sociocultural and geopolitical contexts, recognize other realities and problems in the management of state organizations. [ABSTRACT FROM AUTHOR]

Guoli Liu, 1 Ran An 2 1School of Business Administration, South China University of Technology, Guangzhou, China and Guangxi University, Nanning, People’s Republic of China; 2School of Business Administration/School of Communication and Journalism, South China University of Technology, Guangzhou, People’s Republic of ChinaCorrespondence: Ran AnSchool of Business Administration/School of Communication and Journalism, South China University of Technology, Guangzhou, 510006, People’s Republic of ChinaTel +86 13802830310Email sieanran@scut.edu.cnAbstract: This paper examines the paradox in management through the yin–yang lens and how to apply the yin–yang perspective in Chinese indigenous management research through a literature review. Compared with several western philosophical perspectives, yin–yang places more emphasis on the interaction of interdependent contradictions and better describes the complex dynamics of both contradictions. Our review finds that the scholars propose yin–yang as a supplement to and an optimization of western management. The review focuses on connecting the yin–yang perspective with the paradox in management, cross-cultural management, and practice of organizational management.Keywords: paradox, yin–yang, Chinese management science, organizational management, review

The concept of time management defines a set of principles, practices, skills, tools and systems that together help a person in an organization to assess what is left at their disposal in order to improve their quality of life. The most important aspect that should be mentioned is that time management does not require a person to learn to do as many things as possible in a short period of time, but it rather ensures that the person does what needs to be done, dealing with the things that really need to be addressed. The ability to manage your time effectively is important. Good time management leads to improved efficiency and productivity, less stress, and more success in life.

The objective of the study is the conflicts produced in the hotels and their impact on the structure and image projected in front of the client, especially the deterioration of the work of the teams when there is no confrontation of the conflict, or it is managed incorrectly. The study aims to identify those key elements in conflict management and labour relations, identifying on the one hand those elements that are correctly managed, as well as the elements where there is room for improvement. Additionally, it tries to determine which are those variables that allow us to identify different behaviours in this area. [ABSTRACT FROM AUTHOR]

Leadership styles, especially empowering leadership, affect the psychological relationship between employees and organizations, and then affect employees’ positive behavior in the organization. In this research, we studied the effects of empowering leadership and psychological distance on employees’ pro-environmental behavior and explored the mechanism of green organizational climate (GOC). By adopting correlation analysis, statistical analysis, and regression analysis, we conducted a multisource field study of 873 valid employee questionnaires to verify our theoretical model. The results showed that empowering leadership had a significant positive impact on psychological distance and employees’ pro-environmental behavior; and psychological distance played a partly intermediation role in the relationship between empowering leadership and employees’ pro-environmental behavior. Moreover, GOC can promote employees’ pro-environmental behavior, but it cannot regulate between psychological distance and employees’ pro-environmental behavior. The findings obtained some intriguing insights that could help to better guide employees toward pro-environmental behavior. [ABSTRACT FROM AUTHOR]

The Resource-based View argues that achieving a sustainable competitive advantage depends on managers seeking valuable and rare resources with a high cost of imitation from within an organization, particularly on the ability to organize such resources. Concomitant with the progression of the four stages of entrepreneurship education at Chinese higher education institutions—the formation stage, the development stage, the expansion stage, and the reform stage, entrepreneurship institutes have gradually become the primary vehicle through which higher education institutions provide entrepreneurship education. Due to the different characteristics of higher education institutions, three organizational models, namely independent, dependent and cooperative models, have been formed in the actual operation process. However, the current organizations of entrepreneurship education face organizational governance failure, target positioning deviation, and poor openness. They must innovate in optimizing organizational governance mechanisms, reshaping entrepreneurship education goals, and the collaborative participation of internal and external subjects. This research has practical and policy significance for deepening the reform of innovation and entrepreneurship education. [ABSTRACT FROM AUTHOR]

Copyright of Dirasat Tarbawiya is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Due to the long-term threat that it poses, COVID-19 has become an important problem for businesses, and therefore, for national economies. Obviously, organizations that have survived this process will be able to continue with more stability and will gain significant gains in terms of organizational resilience. The aim of this study is to investigate the strategies of businesses to meet the challenges of the COVID-19 period and the subsequent recovery process from the perspective of human resources, leaders, and corporate structure. From this point of view, this study was carried out with a case study, which is one of the qualitative research designs. During the data collection process of the study, interviews were conducted with fifteen senior managers of businesses operating in various sectors, selected by the purposive sampling technique. The data obtained from the in-depth and semistructured interviews were subjected to thematic analysis in a case study design. The findings, which are divided under the three main headings of human resources, leadership, and organization/system, point to the following results: In terms of human resources: experience, generating ideas, psychological resilience, and commitment to the organization and its culture; in terms of leadership: valuing the employees, analytical thinking, foresight, quick decision making and prudence; and in terms of organization/system: positive financial situation, quick response to the market, the effectiveness of alternative solutions, effective use of digital infrastructure and online commerce, as well as effective communication/cooperation, contribute effectively to organizational resilience. [ABSTRACT FROM AUTHOR]

Personal interpretation is a key management tool to help visitors discover, value, and enjoy parks. Goals and objectives for personal interpretation should be consistent among staff to ensure that planning and delivery are effective in achieving targeted outcomes. The aim of this study was to assess how the outcome priorities for, and resources used by, front-line interpreters (employees who deliver personal interpretation programs) changed over the course of one season. Staff goals are also influenced by agency goals and agency support. We were interested in how park agency legislation and management goals were aligned with front-line staff goals and how the agency supported (or did not support) staff in achieving those outcomes. Front-line interpreters from Alberta Parks completed in-person questionnaires during May 2018 (time 1), describing their priorities for interpretive outcomes, perceived trends, resources used, opportunities, barriers, and demographics. Following the delivery of personal interpretation in 11 provincial parks across Alberta during the May to September 2018 park visitation season, the same interpreters completed a follow-up survey between October 2018 and January 2019 (time 2) to understand if and why those responses changed. Respondents were asked to rate their priorities for six main outcomes of personal interpretation. The top outcomes at time 1 were visitor enjoyment, connections to place, and learning. At time 2, learning and enjoyment priorities declined; attitudes, behavioral change, connections to place, and positive memories did not change as desired outcomes. When asked which of the six outcomes were most important, respondents indicated connections to place, positive memories, and enjoyment most often (but there were no changes from time 1 to time 2). As for resources used in guiding content and strategic decisions in delivering personal interpretation programs, the importance of park legislation and park finances declined; the importance of the other resources did not change. When asked what organizational factors helped them be successful (or unsuccessful), staff relied overwhelmingly on their immediate team, including their supervisors and fellow interpreters. However, responses from time 2 suggested that respondents felt in need of more training, more time to prepare new and innovative programs, and more support from upper-level managers and their agency. This research can help inform park practitioner efforts to understand how interpretive priorities change over time and what resources are important for interpreters. Park agency managers can use these results to hire, train, and nurture front-line interpreters, with a goal of improving the impact of personal interpretation programs. [ABSTRACT FROM AUTHOR]

The purpose of this article is two-fold. First it proposes an integrative approach based on reporting cross-disciplinary and complementary literature on effects of digital transformation on SMEs. Second, it identifies the salient managerial dimensions of building a digital transformation strategy at the organizational level for SMEs. For that purpose, we undertook a systematic review of the literature. Our descriptive analysis highlights diverse but diffuse streams of academic literature dealing with the implications of digitization in terms of managerial challenges, with a predominance of "information systems and knowledge management" and "strategic" perspectives. In the content analysis, we identify an integrative framework of three managerial dimensions that should be viewed interdependently to succeed digital transformation in SMEs and thus should drive strategic change in a transformational context: (1) Rethinking digital infrastructures and processes and digital manager involvement, (2) Implementing new organizational and managerial mechanisms and (3) Identifying the responsibility of senior management in orchestrating change. Finally, the article outlines avenues for future research and underscores the need for a cross-disciplinary approach to support SMEs digital transformation. [ABSTRACT FROM AUTHOR]

Decision-making processes within aeronautical organizations are becoming increasingly challenging not only because of social, economic or flight planning threats, but also because of the need to properly implement new technologies that may require different approaches to allow a high performance operational state in air transport. The paper outlines the organizational management improvements in the complex and dynamic operational environment and analyzes the decision-making processes related to different risk levels which require a strong commitment from organizational management in the context of operational objectives. The authors also analyze the implementation of new technologies that affect the processes carried out within the organization and propose ways to adapt organizational management in order to control safety processes. The authors also analyze the implementation of new technologies that the processes carried out within the organization and propose ways organizational management security processes.

Employee engagement is a constant theme in the business world. When employees are successful, so are the companies they work for. The purpose of this article is to bring to the forefront some information that can influence higher organisational engagement and help managers approach open methods of employee relations to get employees dedicated to collaborative work and results. In business, motivation is closely linked to organisational commitment. The higher the level of engagement, the more things like productivity or efficiency can occur, giving the employer more advantages over the competition. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the paper is to present the burnout syndrome as one of the many threats and determinants of the organizational management policy. The study also assessed the occupational burnout syndrome in the context of maintaining occupational health and safety and the relationship between these categories, which is a feedback. Design/methodology/approach: This paper provides a theoretical analysis of the burnout syndrome in the context of organizational management. Burnout is analyzed through the prism of both its causes and the mechanism of its formation and the expected health, social and economic effects. The paper uses secondary data taken from public statistics, thematic reports and scientific research. To illustrate the phenomenon, the available domestic data was used, and for comparative purposes, foreign data were also referenced. Findings: Burnout syndrome, posing a great threat to the effectiveness and efficiency of undertaken actions, should be one of the main determinants of the policy of broadly understood management in organizations. Practical implications: Psychosocial risks and work-related stress are among the key challenges in terms of occupational health and safety. The conditions and the growing phenomenon of burnout imply the need to take into account remedial measures at the organizational management level. The factors determining the development of organizations and economies, ie innovation, competitiveness, etc., indicated so far in the literature on the subject, are based on the quality of human capital and lose their effectiveness in the face of occupational burnout. The COVID-19 pandemic has exacerbated this phenomenon by weakening ties, trust contributing to the progressive corrosion of social capital. And even the best management and business development strategy will not be effective based on burned-out employees. Social implications: It is to raise awareness of the growing threat of professional burnout phenomenon and to indicate the necessity of undertaking specific preventive tasks by the management. Originality/value: This paper evaluates the professional burnout syndrome in the context of maintaining occupational health and safety and the feedback relationship between these categories. The article is addressed to employees in order to raise awareness of the threat of professional burnout, but also to managers in order to improve the work environment to protect the organization from the effects, including the costs of burnout. [ABSTRACT FROM AUTHOR]

The current paper addresses the issue of conflict management in organizations and in particular the emerging role of alternative dispute resolution or ADR. In the content of the article we review the theoretical background on conflict, and then discuss the particularities of organizational conflict. We introduce the concept of ADR, which has its origins in the United States and describes a series of practices used in conflict management resolution, practices that can be used as an alternative to conventional ones. Also, through the analysis of the literature we identified differences between the conventional approach and ADR practices. The main finding in this article refers to the fact that ADR practices enable the actors taking part in the conflict to not feel restricted in terms of the direction to follow to resolve the dispute, as happens in the case of conventional linear practices.

Purpose: Ludruk has a socio-cultural role for the people of East Java in the effort to preserve and develop the local culture. Especially as performing arts, ludruk can act as entertainment that can be enjoyed by various layers of society in East Java, the purpose of this study is: Describe the Improvement of the Management of the Organization of Performing Arts Ludruk Irama Sinar Nusantara Culture. Design/methodology/approach: This research is a qualitative sociological phenomenological study, based on the literature review. The data in this study form qualitative data consisting of three types, namely data behavior, oral data, and writing data. Instruments in this study are researchers themselves. Data analysis in this research consists of several activities that are done jointly, according to Miles and Huberman data reduction, display data and conclusion drawing / verification. Findings: The results of this study are: 1) In general in the approach of critical theorists of art and entertainment ludruk is the idea that they deserve attention for three reasons. First, the contents of art and works present a potentially revealing story of the human, social, and world way of working in the same way as the myth that offers a mimetic representation of the world of life experience. Secondly, ludruk as a means of art and entertainment produced reflects something from the way people live with real conditions is significant. Third, ludruk as an art, if not entertainment how able to entertain the fans as they start to switch to other entertainment. 2) Changes in the paradigm of technical managers in management skills so that the focus to practice the skills required to successfully manage ludruk seriously from various circles to preserve and develop it, to build maximum functional relationships with internal and external clients, it must have a management infusion by adopting the model most recently covering the organizational structure, the function of the marketing channel for the performing arts will lead to the improvement of the delivery of performing arts through more effective inter-organizational management, or certain services to predetermined consumption points, and more importantly improved performance is a change organizations in which managers and organizations that organize organizations place and manage programs that measure the current level of organizational performance and then generate ideas to modify organizational behavior and infrastructure incorporated into the temp at to achieve higher results. Originality/value: This paper is original Paper type: a Research Paper

Background: Primary health care plays an important role in providing populations with access to health care. However, it is currently facing unprecedented workforce shortages and high turnover worldwide., Objective: This study examined the relationship between organizational culture and turnover intention among primary care providers in China., Methods: A cross-sectional survey was administered in four large cities in China, Tianjin, Jinan, Shanghai, and Shenzhen, comprising 38 community health centers and 399 primary care providers. Organizational culture was measured using the Competing Value Framework model, which is divided into four culture types: group, development, hierarchy, and rational culture. Turnover intention was measured using one item assessing participants' intention to leave their current position in the following year. We compared the turnover intention among different organizational culture types using a Chi-square test, while the hierarchical logistic regression was used to examine the relationship between organizational culture and turnover intention., Results: The study found that 32% of primary care providers indicated an intention to leave. Primary care providers working in a hierarchical culture reported higher turnover intention (43.18%) compared with those in other cultures ( p  < 0.05). Hierarchical culture was a predictor of turnover intention (OR = 3.453, p  < 0.001), whereas rational culture had a negative effect on turnover intention (OR = 0.319, p  < 0.05)., Conclusions: Our findings inform organizational management strategies to retain a healthy workforce in primary health care.

Copyright of Revista Venezolana de Gerencia (RVG) is the property of Revista de Filosofia-Universidad del Zulia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Even now, in the times of advanced digitization, the planning and implementation of many organizational measures remain human-driven. Corresponding to a global trend of application of artificial intelligence in all areas of life, it has received more attention in the last few years and garnered emerging clusters of research in usage of this technology for organizational issues. Some companies already offer tools that support different management tasks in the area of organizational development, but they are not holistic. According to the google trend analysis of the search for artificial intelligence, the inquiry to this topic continues increasing. The purpose of the described investigation was to identify the academic trends in research interaction between such scientific fields, as Artificial Intelligence, Organizational Management, Organizational Development, Organizational Change, and Organizational Culture using bibliometric and network publication analysis. In order to achieve this purpose, we systematically analysed 191 publications between 1983 and 2020 as well as cited and citing publications. The findings of this study provide important conclusions of the current research state. The insightful results are presented in the form of critical review and frame the body of knowledge. [ABSTRACT FROM AUTHOR]

One of the key elements that determine the success of a company is the efficient management of human resources. To do this, firstly, it is important to carefully organize every process in which employees are involved and secondly, to have a thorough knowledge of all positions in the company. The first part involves planning in the field of human resources, and the second - the analysis of labor. Despite the fact that these are two separate activities, there is a close connection between them. [ABSTRACT FROM AUTHOR]

Due to the importance of organizational management and human resources (HR) in the company, this study intends to analyze several aspects related to these two things, such as internal and external conditions of the company, existing business strategies, existing organizational structures, and job descriptions in a position. This research chooses one of the long-standing car alloy wheels industry. By conducting SWOT method, observations and interviews, there are some conclusions about the company's existing conditions and the formulation of new business strategies. The recommendations proposed in this study include to optimize opportunities and to strengthen the internal factors of the company (SO strategy), to design a new organizational structure with the addition of several specific positions, and to design HR strategies to be more competent.

Leadership is needed in everyone’s organization and one effective type of leadership is servant leadership. In Christian schools, leaders can apply servant leadership which can be a good example and a blessing to the people around them. Leaders’ understanding and implementation of servant leadership were examined in Christian schools, while leaders’ characteristics in managing the organization, in managing stress, and integrity were examined in carrying out their leadership function in schools. A descriptive qualitative research method through semi-structured interviews with school leaders was used. Coding and data triangulation techniques through interview with leaders, interviews with teachers, and questionnaires. This study was conducted on six leaders in four Christian schools in Jakarta and surrounding areas. It was found that leaders understand servant leadership by centering on the Lord Jesus and implement servant leadership by sharing their power, prioritizing others’ development, and loving one another. Organizational management requires the same vision and mission, good relations, the ability to manage, and the coaching of teachers. Stress management requires consistent faith discipline and closeness with God, keeping life balanced and encouraging one another. Leaders’ integrity should be upheld by setting an example of honesty, humility, sacrifice, and a close relationship with God.

Lembaga dakwah kampus (LDK) or Da’wah organization in campus as a student organization that concentrates on the Islamic teaching. This research uses a descriptive approach. In general, this study describes the behavior of radicalism and organizational behavior management among students of LDK members in IAIN Curup and the effect of group counseling activities on radicalism and organizational behavior management. To measure radicalism in this study is to use a closed questionnaire, the questionnaire was arranged based on the lattice that has been made based on theory by determining variables, sub variables and indicators of research. The researcher wanted to see the management of organizational behavior through the Group Counseling Disscussions as a radicalism preventive effort at Da’wah organization in IAIN Curup. Moreover, the findings show that, among the Da’wah organization’s members, radicalism it indicates that the behavior of radicalism in the category is quite radical. Group dynamics that occur in group counseling discussions are also good as seen from the enthusiasm and cohesiveness of students in discussions. The radicalism behavior and organizational behavior management before being given group counseling discussion activities are not the same as radicalism behavior and organizational behavior management after group counseling discussions.

Background: Management-level challenges are among the factors that undermine the individuals' adherence to professional behavior in clinical settings. This study investigated glitches of the management system in clinical settings from the perspective of staff, faculty members, and medical students/residents in hospitals affiliated to Tehran University of Medical Sciences. Methods: This qualitative study was conducted in 2 parts by exploring the viewpoints of personnel and physicians. In this regard, 8 focus group discussions were performed with 85 faculty members, clinical residents, and interns. Furthermore, 15 focus group discussions were held with 165 staffs. Available sampling method was applied to collect the participants and the data were analyzed using the content analysis method. Results: A total of 22 focus-group discussions were conducted with 250 participants; Participants' age ranged from 24 to 65 years. Participants' education levels varied from diploma to postgraduate for the staff and from medical student to sub-specialist for the physicians. Finally, management-level barriers, which undermine the staffs' ability to adhere to professional behavior in clinical settings were explained with 315 codes, 12 subcategories, and 2 main categories of "macro management issues " and "hospital management issues". Conclusion: Managers are required to consider providing a proper context for enforcing the professional behavior law, selecting middle managers based on their empowerment in performing the professional behaviors, prioritizing the professional behavior in policy making, and promoting the professional behavior in an administrative system consistent with the health system. In selecting the hospital managers, authorities are recommended to consider the managers' professional behavior and power in implementing the professionalism leadership. Moreover, the possibility of conducting professional behavior should be considered in making the policies.

Even now, in the times of advanced digitization, the planning and implementation of many organizational measures remain human-driven. Corresponding to a global trend of application of artificial intelligence in all areas of life, it has received more attention in the last few years and garnered emerging clusters of research in usage of this technology for organizational issues. Some companies already offer tools that support different management tasks in the area of organizational development, but they are not holistic. According to the google trend analysis of the search for artificial intelligence, the inquiry to this topic continues increasing. The purpose of the described investigation was to identify the academic trends in research interaction between such scientific fields, as Artificial Intelligence, Organizational Management, Organizational Development, Organizational Change, and Organizational Culture using bibliometric and network publication analysis. In order to achieve this purpose, we systematically analysed 191 publications between 1983 and 2020 as well as cited and citing publications. The findings of this study provide important conclusions of the current research state. The insightful results are presented in the form of critical review and frame the body of knowledge.

Aging is a challenge to global development. This challenge is particularly significant for China because it has the largest elderly population worldwide. The proportion of aging population continues to increase, and solely relying on government efforts to meet the needs of the elderly is inadequate. Hence, involvement of social organizations in elderly care services is needed. Their core members exhibit higher sense of responsibility and identification with the organization than regular members, thus profoundly affecting organizational development. Based on the Social Capital Theory, this study employed a multistage stratified random sampling method to examine the social capital stock of elderly social organizations and their core members across six cities in Anhui Province, China. Chi-square tests analyzed the relationship between the core members' demographic factors and individual performance. Independent-sample t-tests assessed the relationship between social capital and individual performance. Finally, binary logistic regression models determined the factors influencing the individual performance of core members. Social networks within core members' social capital and the internal social capital of elderly caring social organizations (ESOs) affect the individual performance of core members. Therefore, organizations should provide more training opportunities for core members to expand their networks. Cultivating a shared language and vision as components of social capital can enhance organizational cohesion and operational stability.

This study focuses on challenges faced by decentralized organizations in decision-making and geographical nature. The article investigates the main management problems of these institutions and possible contour alternatives. Narrative bibliographic research was used. The Court of Justice of Piauí (TJPI) was used as a case-type to illustrate and understand certain situations exposed in the literature, due to the fact that it is a decentralized organization in the decision-making and geographic context. The results indicated axes of analysis of possible problems, including (1) human and infrastructure resources, (2) communication, (3) coordination of activities and (4) knowledge management. It was concluded that decentralized organizations should emphasize participatory management, finding a balance between exploring existing structures and the diversity of team members. This study contributes to organizational learning and knowledge management discussions, suggesting how to improve actions aimed at these issues in dispersed organizations. It is noteworthy that this contribution extends to possible organizational solutions due to the business adaptation to telework, forced worldwide in 2020 by the Covid-19 pandemic, since employees stayed in geographically distant locations using technological tools to perform tasks and take care of decisions. [ABSTRACT FROM AUTHOR]

The primary objective of the present study is to perform an ex-post evaluation of the enterprise resource planning (ERP) integral computer system at the municipal government of Riobamba Canton (Ecuador) to evaluate institutional performance as perceived by internal (public servants and managers) and external (taxpayers) users and assess their satisfaction with municipal services. For this purpose, the DeLone and McLean multidimensional measurement model and statistical methods were used for processing and evaluating the instruments applied. The results showed unfavorable perceptions on service quality improvements and citizen satisfaction. There was also a direct relationship between the dimensions of quality and user satisfaction. It is concluded that the system offers benefits related to organizational management, mainly for public servants, although managers showed the highest level of satisfaction as users of the system. [ABSTRACT FROM AUTHOR]

The concept of time management defines a set of principles, practices, skills, tools and systems that together help a person in an organization to assess what is left at their disposal in order to improve their quality of life. The most important aspect that should be mentioned is that time management does not require a person to learn to do as many things as possible in a short period of time, but it rather ensures that the person does what needs to be done, dealing with the things that really need to be addressed. The ability to manage your time effectively is important. Good time management leads to improved efficiency and productivity, less stress, and more success in life. [ABSTRACT FROM AUTHOR]

The operative context in which companies are currently developing has changed, moving towards a sustainable environment; innovating and migrating towards a business model focused on sustainable management leads to a better economic, environmental and social performance of the organization. The objective of this research is to diagnose the administrative practices carried out in the shrimp farming sector of the municipality of Guasave, Sinaloa, in relation to sustainable management. The research is based on a qualitative approach, through a multi-case study strategy applicable to 6 companies located in the study area, with an exploratory, explanatory, documentary and non-experimental scope. Categories are defined according to the three main themes of the research: management factors in the organization, commercial management and sustainability management. The results show that there are notions of the importance of the management of factors aimed at sustainability, however, there is still a vague ecological awareness in the sector. It is concluded that it is essential for the shrimp farming sector to develop strategies and guidelines aimed at achieving sustainable management, which will allow meeting the requirements of national and international organizations and the creation of economic and non-economic value. [ABSTRACT FROM AUTHOR]

Patient engagement in primary care has been the focus of many studies; however, little research has evaluated its added value to organisational management in an academic community-based primary care practice (ACBPCP). In 2017, managers of an ACBPCP in Montreal, Canada, decided to integrate patients into the organization’s management committee to enhance the quality and relevance of decision-making for clinical services, education and research. Objectives were to 1) assess patients’ role and influence on an ACBPCP management committee’s decision-making process; 2) identify the facilitators of and obstacles to patient involvement in this context; and 3) evaluate the impact of this innovative approach in promoting a patient partnership culture throughout the organization. Using a single case study, qualitative and quantitative data was collected between June 2017 and May 2019 from three levels: 1) professionals in charge of patient partnership working within the territorial health care organization’s quality division; 2) management committee; and 3) ACBPCP’s staff outside the committee. Successful patient governance relies on a structured engagement approach, including a rigorous recruitment process, joined training and coaching of all committee members and the development of work modalities that facilitate co-construction. Multilevel leadership is also fundamental to support a partnership culture throughout the organisation. The results of this study illustrate opportunities and challenges related to patient involvement at an ACBPCP’s organizational level. They can guide other community-based primary care practices interested in involving patients in their management activities. Experience Framework This article is associated with the Patient, Family & Community Engagement lens of The Beryl Institute Experience Framework (https://www.theberylinstitute.org/ExperienceFramework). Access other PXJ articles related to this lens. Access other resources related to this lens.

The use of remote working options has saved jobs and reduced health risks inherent to the rise of COVID-19. The opportunity to use telework has allowed organizations to engage in operational activities by leveraging virtual teams' potential. Organizations offering workers to work remotely have become financial salvation for many workers during the pandemic, significantly since the pandemic impacted the U.S. economy so severely that more than since more than 57 million American workers have filed for unemployment government benefits in just 2020. While having a telework option is an assurance of organizational sustainability or continual employment, it represents a unique opportunity for exploration for employees, supervisors, and organizations attempting to adapt to this evolving level of complex change. This paper uses applied qualitative focus group research from a process consulting to explore the values and barriers that telework for a real estate title organization called XRO. [ABSTRACT FROM AUTHOR]

The issues of creating an integrated information system for process analyzing the functioning of the competitive electricity market in the new conditions of complex relationships and potential risks after the introduction of a liberalized market model in Ukraine are considered. The peculiarities of its functioning are determined, which require new computer simulation tools that provide market participants with the opportunity to formulate and accept strategies for their own behavior in different segments of the competitive market. The existing solutions and researches in the field of creation of modern software tools for the modeling, forecasting and optimization of functioning of the energy markets in the world are analyzed. The direction of development of such means is determined and the structural-functional structure of the organizational management system is offered, which is presented by the functional components of preparation and decision-making process concerning the strategy of the market participant's own behavior in its segments. The interfaces of the main modules of the information modeling system for processes analysis of the competitive market, which becomes a component of the integrated system of organizational management of the electricity market, are given. [ABSTRACT FROM AUTHOR]

The current paper addresses the issue of conflict management in organizations and in particular the emerging role of alternative dispute resolution or ADR. In the content of the article we review the theoretical background on conflict, and then discuss the particularities of organizational conflict. We introduce the concept of ADR, which has its origins in the United States and describes a series of practices used in conflict management resolution, practices that can be used as an alternative to conventional ones. Also, through the analysis of the literature we identified differences between the conventional approach and ADR practices. The main finding in this article refers to the fact that ADR practices enable the actors taking part in the conflict to not feel restricted in terms of the direction to follow to resolve the dispute, as happens in the case of conventional linear practices. [ABSTRACT FROM AUTHOR]