...The Change Plan PROPOSALS BY THE CHANGE MANAGEMENT TEAM TO THE SECRETARY-GENERAL United Nations NEW YORK, DECEMBER 2011 The Change Plan TABLE OF CONTENTS Acknowledgement ........................................................................................................................................ 01 1. Executive Summary ................................................................................................................................. 02 2. Introduction ........................................................................................................................................... 09 3. Context ................................................................................................................................................... 10 4. The Secretary-General’s Vision ................................................................................................................ 12 5. Deliverable One – Enhancing Trust and Confidence: Towards a more stakeholder and client-oriented organizational culture ............................................................................................. 13 6. Deliverable Two – Engaging Staff: A global, dynamic, adaptable, meritocratic and physically secure work force. .......................................................................................................... 19 7. Deliverable Three – Improving Working Methods: A more open and accountable UN with streamlined procedures...
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...U.S. Department of Justice Office of Community Oriented Policing Services Reducing Fear of Crime Strategies for Police Gary Cordner Reducing Fear of Crime Strategies for Police Gary Cordner Kutztown University January 2010 This project was supported by Grant Number 2003-CK-WX-K049 awarded by the Office of Community Oriented Policing Services, U.S. Department of Justice. The opinions contained herein are those of the author and do not necessarily represent the official position or policies of the U.S. Department of Justice. References to specific agencies, companies, products, or services should not be considered an endorsement by the authors or the U.S. Department of Justice. Rather, the references are illustrations to supplement discussion of the issues. The Internet references cited in this publication were valid as of July 2009. Given that URLs and web sites are in constant flux, neither the authors nor the COPS Office can vouch for their current validity. Letter from the Director Dear Colleagues, Fear of crime has an incredibly corrosive effect on individuals and entire communities. This issue is of great concern to all of us in law enforcement. Fear negatively shapes all aspects of the quality of life of America’s communities. The COPS Office recognizes that people not only need to be safe, but they also need to feel safe. Treating both of these issues as two parts of a greater whole is a critical aspect of community policing. That...
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...omKennesaw State University DigitalCommons@Kennesaw State University Dissertations, Theses and Capstone Projects 4-1-2013 A Case Study of Corruption and Public Accountability in Nigeria Chinelo Okekeocha Kennesaw State University Follow this and additional works at: http://digitalcommons.kennesaw.edu/etd Part of the Public Administration Commons Recommended Citation Okekeocha, Chinelo, "A Case Study of Corruption and Public Accountability in Nigeria" (2013). Dissertations, Theses and Capstone Projects. Paper 566. This Thesis is brought to you for free and open access by DigitalCommons@Kennesaw State University. It has been accepted for inclusion in Dissertations, Theses and Capstone Projects by an authorized administrator of DigitalCommons@Kennesaw State University. A Case Study of Corruption and Public Accountability in Nigeria Chinelo Okekeocha A Practicum Paper Submitted in Partial Fulfillment of the Requirements for the Master of Public Administration Kennesaw State University May 2013 A Case Study of Corruption and Public Accountability in Nigeria Executive Summary In 2011, Nigeria was ranked 143th out of 182 countries surveyed by the Transparency International in its corruption perception index indicating the level of corruption in the country as compared to other countries. Although this came as an improvement from the previous years, it did not result from an improved system of governance, rather it was due to an increase...
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...PROSTITUTION IS NOT A CHOICE LEARN A BOUT TH E TRA FFI CKING OF WOMEN AND GIRLS WORLDWIDE, AND FIND OUT WHAT CAN BE DONE TO END THIS WID ESPR EAD PROBLEM … Soroptimist International of the Americas-1709 Spruce Street Philadelphia, PA 19103 - 215 893 9000 - www.soroptimist.org SOROPTIMIST WHITE PAPER Prostitution is Not a Choice I think so much about what has happened to me. Why these men did what they did to me. Old, disgusting men. It was horrible. They knew I did not want to be there, but they paid their money. They used me. I was their property for the night. They destroyed me. (14-year-old girl at Casa Hogar, a shelter in Costa Rica for children rescued from the country’s sex trade1) OVERVIEW Prostitution has been called the world’s oldest “profession.” In reality, it is the world’s oldest “oppression” and continues to be one of the most overlooked human rights abuses of women on the planet today. 2 Prostitution of women is a particularly lethal form of violence against women, and a violation of a woman’s most basic human rights. While society attempts to normalize prostitution on a variety of levels (discussed later in this paper), prostituted women are subjected to violence and abuse at the hands of paying “clients.” For the vast majority of prostituted women, “prostitution is the experience of being hunted, dominated, harassed, assaulted and battered.” 3 It is “sexual terrorism against women at the hands of men and little is being done to stop the carnage...
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...i GOVERNMENT OF UGANDA Ministry of Health HEALTH SECTOR STRATEGIC PLAN III 2010/11-2014/15 ii TABLE OF CONTENTS FOREWORD BY MINISTER OF HEALTH .......................................................................................... IV ACKNOWLEDGEMENTS ......................................................................................................................... V LIST OF ACRONYMS .............................................................................................................................. VI EXECUTIVE SUMMARY ........................................................................................................................ IX 1. INTRODUCTION .................................................................................................................................. 1 1.1 CONTEXT AND RATIONALE FOR DEVELOPMENT OF THE HSSP III ..................................................................... 1 1.2 DEVELOPMENT PROCESS FOR THE HSSP III ............................................................................................................ 1 2. BACKGROUND ..................................................................................................................................... 2 2.1 SECTOR ORGANISATION, FUNCTION AND MANAGEMENT ..................................................................................... 2 2.1.1 The Ministry of Health and national level institutions .........................................................
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...COLLOQUIUM includes debate by practitioners and academicians on a contemporary topic Leadership Development in Organizations in India: The Why and How of It (Part II) Aarti Shyamsunder*, Anand S, Ankush Punj, Arvind Shatdal, B M Vyas*, Balaji Kumar*, Binu Philip*, C Manohar Reddy, Chitra Sarmma*, Gopal Mahapatra*, Govind Srikhande*, Kartikeyan V*, Manoj Kumar Jaiswal, Nandini Chawla, Prabhat Rao*, Prakash K Nair*, Prasad Kaipa*, Rajshekhar Krishnan*, Rishikesha T Krishnan, Rituraj Sar, S K Vasant*, S Ramesh Shankar, Santrupt Misra, Shabari Madappa*, Sudhakar B, Swasthika Ramamurthy*, Twisha Anand, Vasanthi Srinivasan, Vikas Rai Bhatnagar, Vishwanath P*, Vivek Subramanian* and Neharika Vohra and Deepti Bhatnagar (Coordinators) INTRODUCTION KEY WORDS Integrated Leadership Model Training Coaching Self Development Systemic Development Talent Acquisition Organizational Climate Survey Effort Reviews Capability Building Employee Life Cycle Management Pharmaceuticals 360 Degree Feedback Human Development Third Party Audit H R Processes Global H R Mission Performance Management Processes Upward Feedback Clasroom Learning On-the-Job Development Superordination Leadership Pipeline * The contribution of these authors have appeared in Part I of the Colloquium in the July-September, 2011 issue of Vikalpa. The names of authors appear in alphabetical order. Neharika Vohra and Deepti Bhatnagar T he Colloquium on Leadership Development was planned to put together the experiences...
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...MANAGEMENT OF CHANGE School of Business Kenyatta University – 43844 Nairobi TABLE CONTENT Page 1. Change Management ………………………….……….……….. 1 2. Leadership ………………………………………...……….……. 52 3. Inter Group Behavior and Conflict ……………….………….… 124 4. Power and Organizational Politics...……………….……….…… 161 Table and Figure Contents 1. Acronym Tropics Test …………….……………………………... 7 2. Self-esteem, Performance and Stress …………………………….. 16 3. Self-esteem, Performance and Change ……………………….….. 16 4. Stability Zones …………………..……………………………….. 18 5. The Coping Cycle ……………..…………………………………. 21 6. Quality Management …………………………………………….. 26 7. Forces of Change ………………………………………. ..……... 32 8. Kinds of Organizational Change …………………………....……. 37 9. Dealing with Resistance to Change ……….………….……..…… 41 10. Methods of Overcoming Resistance to Change …………………. 43 11. Comparison Between Leadership and Management …………….. 57 12. Three Leadership Patterns, their Location in the Organization and Their Skill Requirements ……………………………….…… 61 13. Hersy and Blanchard’s Situational Leadership Model: Defining Maturity and Four Leadership Styles…………….…..… 65 14. Relationships in the LPC Contingency Mode ……………………. 69 15. Casual Relationship for Supportive Leadership on Subordinate Effort ……………………………………………………………... 74 16. Casual Relationship of Effects of Directive Leadership Behaviour on Subordinate Effort ……………………………………………. 76 17. Path-Goal...
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...neurobiological processes that underlie certain cognitive functions and behaviors. Psychologists explore concepts such as perception, cognition, attention, emotion, phenomenology, motivation, brain functioning, personality, behavior, and interpersonal relationships. While psychological knowledge is often applied to the assessment and treatment of mental health problems, it is also directed towards understanding and solving problems in many different spheres of human activity. The majority of psychologists are involved in some kind of therapeutic role, practicing in clinical, counseling, or school settings. Many do scientific research on a wide range of topics related to mental processes and behavior, and typically work in university psychology departments or teach in other academic settings (e.g., medical schools, hospitals). Some are employed in industrial and organizational settings, or in other areas such as human development and aging, sports, health, and the media, as well as in forensic investigation and other aspects of law. Sample Question 1. Define Psychology APPROACHES OF PSYCHOLOGY Major approaches to explaining human behavior There are many different ways to think about human thought and behavior....
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...“A critical component of any winning business is an HR function that improves business results. I highly recommend this book to HR and business leaders everywhere.” —William S. Allen, Senior VP, Group HR, AP Moller-Maersk AS, Copenhagen, Denmark “Got business? This book does. By asking (and answering) the tough questions about HR relevance for line managers, shareholders, and customers, readers will clearly understand the why, how, and what of HR transformation.” —Rich Baird, Joint U.S. and Global Leader, Advisory People and Change, PwC “Wow, they have done it! Many HR shops need transformation but don’t have the answers. This book is the roadmap, answers the questions, provides the rationale, and describes how HR transformations should unfold. Read it, but better yet—do it!” —Richard W. Beatty, Rutgers University, coauthor of The Differentiated Workforce “A must read for an HR team that wants to add the most value to the business.” —Bob Bloss, HR Executive Vice President, Hallmark “A thoughtful and practical guide that will help leaders navigate some of the most important decisions about building the HR organization of the future.” —John Boudreau, USC Marshall, coauthor of Investing in People and Beyond HR “Two bangs for your hard-earned buck. First, a very strong summary of the key tenets of the most important HR thinking. Second, highly practical examples of what to do and—even more importantly—what NOT to do when embarking upon transformation.” —Reg Bull...
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...Strengthening the Ombudsman Institution in Asia Improving Accountability in Public Service Delivery through the Ombudsman About the Asian Development Bank ADB’s vision is an Asia and Pacific region free of poverty. Its mission is to help its developing member countries reduce poverty and improve the quality of life of their people. Despite the region’s many successes, it remains home to two-thirds of the world’s poor: 1.8 billion people who live on less than $2 a day, with 903 million struggling on less than $1.25 a day. ADB is committed to reducing poverty through inclusive economic growth, environmentally sustainable growth, and regional integration. Based in Manila, ADB is owned by 67 members, including 48 from the region. Its main instruments for helping its developing member countries are policy dialogue, loans, equity investments, guarantees, grants, and technical assistance. Strengthening the Ombudsman Institution in Asia Accountability is essential for good governance, and in many Asian countries the ombudsman is the key accountability institution. Originating in the West, the concept of the ombudsman arrived relatively late in Asia. Yet more and more ombudsman offices are being established in Asia, and they play a critical role in the fight against incompetence and injustice on the part of government officials. This report presents in-depth research on Asian ombudsmen, with a focus on best practices and emerging issues, especially in the context...
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...i STRATEGIC HUMAN RESOURCE MANAGEMENT ii For free online support material please go to the Kogan Page website: www.koganpage.com/strategichrm Password: SHRM53756 iii STRATEGIC HUMAN RESOURCE MANAGEMENT A GUIDE TO ACTION 4TH EDITION Michael Armstrong London and Philadelphia iv Publisher’s note Every possible effort has been made to ensure that the information contained in this book is accurate at the time of going to press, and the publishers and author cannot accept responsibility for any errors or omissions, however caused. No responsibility for loss or damage occasioned to any person acting, or refraining from action, as a result of the material in this publication can be accepted by the editor, the publisher or the author. First published in Great Britain and the United States in 1992 as Human Resource Management: Strategy and Action Second edition published as Strategic Human Resource Management: A Guide to Action 2000 Third edition 2006 Reprinted 2006 Fourth edition 2008 Apart from any fair dealing for the purposes of research or private study, or criticism or review, as permitted under the Copyright, Designs and Patents Act 1988, this publication may only be reproduced, stored or transmitted, in any form or by any means, with the prior permission in writing of the publishers, or in the case of reprographic reproduction in accordance with the terms and licences issued by the CLA. Enquiries concerning reproduction outside these terms should be sent to the publishers...
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...Final Draft PERSPECTIVE PLAN OF BANGLADESH 2010-2021 ____________________________ MAKING VISION 2021 A REALITY General Economics Division Planning Commission Government of the People’s Republic of Bangladesh April 2012 Contents ABBREVIATIONS ...............................................................................................................................v PREAMBLE of the Perspective Plan (2010-2021) ............................................................................ 1 I. ............................................................................................................... Context of the Perspective Plan .................................................................................................................................................................. 1 II. .......................................................................................... Current state and Development Perspective .................................................................................................................................................................. 1 EXECUTIVE SUMMARY .................................................................................................................... 2 CHAPTER 1: VISION FOR A PROSPEROUS FUTURE........................................................................ 10 1.1 The Vision ..........................................................................................................
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...EXECUTIVE SUMMARY The real estate industry consists of a collection of industrial and services sectors of the economy such as construction, brokerage services, mortgage banking, property management and even architecture and design. The real estate industry deemed ...
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...Leadership Development Seminars and ECQ-based Readings The success or failure of any endeavor depends on leadership. Now, more than ever before, we need leaders in our organizations and in our world. Great leaders create and communicate a vision and move people into action to achieve it. They ignite our passion and inspire us to do our best. Government leaders in the 21st century are experiencing change at a more rapid pace than previous generations. Rapid advances in technology have expanded the quantity of work we are capable of accomplishing, and also where it’s accomplished. We have a more highly educated workforce, yet face diminishing resources with an increased demand for productivity, and the essential services we provide to the American public. To be successful at navigating these challenges leaders must develop the essential skills to motivate their employees, effectively communicate with others, fine-tune critical thinking skills, and build and leverage partnerships. Future leaders must also be visionary; i.e., possess the ability to identify trends and the courage to be innovative. Being technically adept in your field will no longer be enough. In response to these demands on senior executives, the U.S. Office of Personnel Management identified five Executive Core Qualifications (ECQs) that all aspiring government leaders and executives must possess. These ECQs and Fundamental Competencies were developed by OPM after extensive research on the attributes...
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...Leadership Development Seminars and ECQ-based Readings The success or failure of any endeavor depends on leadership. Now, more than ever before, we need leaders in our organizations and in our world. Great leaders create and communicate a vision and move people into action to achieve it. They ignite our passion and inspire us to do our best. Government leaders in the 21st century are experiencing change at a more rapid pace than previous generations. Rapid advances in technology have expanded the quantity of work we are capable of accomplishing, and also where it’s accomplished. We have a more highly educated workforce, yet face diminishing resources with an increased demand for productivity, and the essential services we provide to the American public. To be successful at navigating these challenges leaders must develop the essential skills to motivate their employees, effectively communicate with others, fine-tune critical thinking skills, and build and leverage partnerships. Future leaders must also be visionary; i.e., possess the ability to identify trends and the courage to be innovative. Being technically adept in your field will no longer be enough. In response to these demands on senior executives, the U.S. Office of Personnel Management identified five Executive Core Qualifications (ECQs) that all aspiring government leaders and executives must possess. These ECQs and Fundamental Competencies were developed by OPM after extensive research on the attributes...
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