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The purpose of this paper is to explore how performance management systems in nonprofit organizations are influenced by their funding sources. It explains how resources motivate organizations to diversify their strategies with attended performance management systems.

It adopts a qualitative case study approach involving semi-structured interviews with key informants in a nonprofit organization to understand the evolving nature of performance management systems associated with different funding sources.

The findings suggest that the case study organization changed its revenue base along with its performance management systems to satisfy the reporting and accountability requirements of different funding sources. Despite external funding sources detailing different restrictions and requirements, the overall performance management system was able to manage these different expectations.

This study is based on a single case study, and its findings need to be interpreted with care, as there are differences between nonprofit organizations because they differ in their environments, services and funding.

This paper contributes to extant knowledge on how organizational performance management is influenced by funding sources, providing insights at the operational and governance levels.

The purpose of this paper is to report on a study of change management practices in private sector organisations in the small island economy of Mauritius.

Interviews were conducted with key decision makers and individuals who had experienced the organisational change process in three private organisations from different sectors in Mauritius: a bank, a hotel and a privatised state-owned enterprise. A grounded theory approach was employed to establish the key dimensions of organisational change in this setting.

Organisational change is a multi-dimensional, multi-directional and evolutionary process strongly influenced by the contextual and historical aspects of the country. The emerging key elements of change identified in the data confirmed a range of dimensions evident in the extant literature, but also identified a largely unacknowledged factor, considered to be central to the change process in Mauritian organisations. This emerging factor was identified as partisanship.

This study served to confirm six dimensions evident in the extant literature on organisational change: organisational structure, organisational culture, leadership processes, individuals, knowledge management and resistance to change. A seventh dimension, and heretofore largely unacknowledged factor, considered to be central to the change process in Mauritian organisations was also identified: partisanship. The study identified this emerging key dimension as having a pervasive influence. History, culture and context have served to embed this dimension in Mauritian organisations. Evidence is presented to illustrate how the process of organisational change is undertaken in Mauritius, and identify the role of partisanship. This has the potential to be applied to other small island economies with similar historical, cultural or contextual features.

Russia has some of the worst drug and alcohol problems in the developed world. Hepatitis and HIV are reaching epidemic proportions, while opium, heroin and amphetamines are causing misery in poverty stricken neighbourhoods. In a country that struggles to pay for many of its public services, those for drug and alcohol users are seriously struggling. In this report Anita Green, programme co‐leader and evaluator, and David Holloway, programme evaluator, explore the special relationship between Russian and British professionals in their bid to improve care for Russia's vulnerable people.

This paper is about how a command system allocated resources under profound uncertainty. The command system was the Soviet economy, the period was Stalin's dictatorship, and the resources were designated for military research & development. The context was formed by the limits of the existing aviation propulsion technology, the need to replace it with another, and uncertainty as to how to do so. We observe the formation of a quasi-market in which rival agents proposed projects and competed for funding to carry them out. We find rivalry and rent seeking, imperfectly regulated by principals. As rent seeking spread and uncertainty was reduced, the quasi-market was closed down and replaced by strict hierarchical allocation and monitoring. In theory, a dictator cannot commit to refrain from taxing the returns from today's effort tomorrow; therefore, we expect agents in a command system to seek only short-term returns from quasi-market activity. Agents’ willingness to invest in the Soviet quasi-market for inventions is ascribed to a reputation mechanism that enforced long-run returns.

Spectacular corporate failures including One Tel, Ansett, HIH, Enron and Worldcom and the recent fiasco with National Australia Bank are evidence of a legitimacy crisis in current corporate governance practices. This paper analyses the organisational impact of recent “best practice” guidelines and the recommendations for reform. We conclude that substantive concerns still exist and it is likely that companies will utilise a “tick the box” approach emphasising form over substance governance changes. We argue for a two-fold approach to embed effective ongoing reform. The first involves cultural change(s) at the boardroom level to develop a “real” team approach. This would embrace the use of constructive conflict in the decision-making process and also incorporate elements of trust and openness. Constructive conflict, we argue, leads to real and effective boardroom behavioural changes.

The second strand of reform proposes that such changes should be extended into the internal decision-making (enterprise governance) arena. Such a move towards organisational pluralism devolves decision-making and allows greater employee involvement in the “running” of organisations. It also entails a significant re-framing of organisational values, culture and followership. The leadership role becomes one of facilitation and support not the current dominant “command and control” mindset.

Explores issues surrounding the recent evolution of benchmarking in the UK public sector with particular regard to local authorities. Argues that what is being done in the name of benchmarking in UK local authorities is fundamentally different to the current understanding of benchmarking practice in the private sector. Despite these differences, and somewhat ironically, the development of benchmarking in the public sector pre‐dates its popularity in the private sector. In the public sector, benchmarking is frequently in response to central government requirements, or is used for defensive reasons rather than striving for performance gains. These themes are captured in two new benchmarking typologies: compulsory and voluntary models of benchmarking. Concludes that: the reasons for benchmarking in the public sector are confused; pressures for accountability in the public sector may militate against real performance improvement; and an appropriate balance between the use of benchmarking for control and improvement purposes is yet to be achieved.

This paper reports on research aimed at operationalising the Hayes and Wheelwright four‐stage model describing the strategic role of operations. Although this model has classic status in operations management, it is little tested in practice. A questionnaire derived from the model was administered in a large‐scale postal survey of managers in a variety of UK manufacturing and service organisations. Analysis of the responses indicates that only a little over half of respondents were able to provide an assessment of their organisation's operations that fitted the logic of the four‐stage model. This seems to imply that managers have difficulty in assessing the strategic role played by their operations in an internally consistent and coherent manner. The results question the utility of the model and raise concerns about its validity.