The delivery of public services in developing countries is over‐centralised. One of the reasons for this is the presence of centralised decision‐making apparatus, which distances…
Abstract
The delivery of public services in developing countries is over‐centralised. One of the reasons for this is the presence of centralised decision‐making apparatus, which distances power from communities. The centralised decision making reduces accountability among public sector employees and is a good recipe for undesirable decisions and mismanagement of performance and resources at the expense of public service quality. The quality of public sector management in developing countries lags behind those of the developed countries due to the ills caused by over‐centralisation. Hence, the public services in developing countries are a drain on the wealth‐producing part of their economy. Reviews the underlying literature and theoretical framework of performance management (PM) as a systems‐based model for cultivating the “achievement culture” in public sector organisations (PSOs). It looks at how the various practical econometric and managerial techniques can integrate with the PM model in an attempt to excel the philosophy of new public management. The paper concludes by looking at the “new” role of management accounting systems in meeting “information needs” of modern public sector managers, as a potential area for further research. The paper proposes that the adoption of the PM model is a universal remedy for improving service quality in PSOs in developing countries.
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Bassem E. Maamari and Adel Saheb
This paper aims to highlight the importance of organizational culture on the leader’s style and the effect of the chosen leadership style on the team’s performance. It surveys a…
Abstract
Purpose
This paper aims to highlight the importance of organizational culture on the leader’s style and the effect of the chosen leadership style on the team’s performance. It surveys a strata of leaders from the Middle East in the current turbulent environment.
Design/methodology/approach
A research paper based on a quantitative data collection in the service sector from a large number of stratified sampled firms and respondents.
Findings
The cross-sectional data from 40 service companies reveal some interesting results highlighting the interrelationships between these three variables. The findings suggest that managers need to build on this concept finding in providing further training and development of employees’ skills in addition to an organizational culture of acceptance, adaptation and diversity.
Research limitations/implications
Electing to use a specific set of criteria in sampling might have resulted in eliminating a meaningful different direction in the results. Moreover, the size of the survey tool limited the number of variables to test with the study.
Practical implications
A number of implications are worthy of mention. First, devising reward programmes that are fairly attractive to both genders independently of each other should be a managerial priority, along with the creation and development of strong organizational cultures.
Social implications
Finally, a coupled performance and organizational culture of efficiency at the workplace, if not paralleled with a proper leadership style that fosters positive results, will only result in partial improvements in the big organizational picture, resulting in the persistence of the old prejudice and discrimination along the gender and age lines.
Originality/value
The study examines a suggested model in a new environment that is known to be deeply rooted in old-fashioned paternalistic managerial behaviour, and where change, if occurring, is extremely slow to introduce.
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Baharudin Othman and Nurul Hudani Md Nawi
The purpose of this study is to examine the effect of halal standards practices towards organizational performance. Additionally, the moderating role of organizational size on…
Abstract
Purpose
The purpose of this study is to examine the effect of halal standards practices towards organizational performance. Additionally, the moderating role of organizational size on this association is explored for Malaysian halal industry so that the halal management practice in the future is expected to run well.
Design/methodology/approach
Regression analyses technique via Statistical Package For Social Science 27.0 is used to analyses the results of a self-administered questionnaire completed by 241 internal halal committee officers of multinational corporations and small and medium enterprises (SMEs) in Malaysia.
Findings
The results showed that halal standards practices give an effect that indicates 13.2% of the performance. In more detail, it only demonstrates the significant contribution of the halal assurance predictor to organizational performance compared to the halal operations (HOs) predictor. Additionally, organizational size also acts as a moderator between the relationships between halal standard practices (HO) and organizational performance. Besides, the study findings also show that there was a significant difference in organizational performance for multinationals and SMEs. This encouraging outcome is the result of organizational performance is influenced by a chain that interacts with each other starting from input, which then translates into process and ultimately results that are also supported by internal control of the organization for Malaysian halal industry.
Research limitations/implications
This study only focused on the Malaysian halal industry such as certain number of factors and limited measurement was used in this study. Only a few halal standards practices and organization performance measurements were considered.
Practical implications
Halal food producers should engender greater commitment to Halal standard practice involving acts, standards, regulations and guidelines that can be used to comply halal requirements needed by halal certification bodies especially halal committee members to control internally. It also serves as a valuable resource for policymakers and practitioners aiming to identify effective practices for comprehensive halal standards management to enhance organizational performance, particularly for micro-scale enterprises within the Malaysian halal industry.
Originality/value
This study considerably advances the existing body of knowledge by applying standard halal practices model to explain their relationship, with organization size serving as a moderating to variable and provide direction for researchers in subsequent studies. They also offer valuable insights for practitioners seeking to continually enhance organizational performance through the implementation of effective halal standards management practices within the Malaysian halal industry.