What makes organizations so similar? We contend that the engine of rationalization and bureaucratization has moved from the competitive marketplace to the state and the professions. Once a set of organizations emerges as a field, a paradox arises: rational actors make their organizations increasingly similar as they try to change them. We describe three isomorphic processes-coercive, mimetic, and normative—leading to this outcome. We then specify hypotheses about the impact of resource centralization and dependency, goal ambiguity and technical uncertainty, and professionalization and structuration on isomorphic change. Finally, we suggest implications for theories of organizations and social change.

The iron cage revisited: Institutional isomorphism and collective rationality in organizational fields (Chinese Translation)

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https://link.springer.com/content/pdf/10.1057%2Fjors.1974.92.pdf

The Nature of Managerial Work

.................................................................................................................................. III! PART I: INTRODUCTION ............................................................................................................ 1! PRELUDE ........................................................................................................................................ 1! 1.

The power of high-quality connections in knowledge work : a qualitative study of knowledge sharing practices in oil exploration and management consulting

The paradox of plenty

Poruka koju nam salje knjiga Paradoks globalizacije može se jednostavno sažeti rijecima da je samo stabilna i zdrava domaca ekonomska politika temelj otvorene međunarodne ekonomije i da su samo stabilne politicke zajednice temelj mirom prožetog i stabilnog međunarodnog poretka. Implikacije ove dvije teze su siroke, ali vrlo su zanimljive u kontekstu dužnicke krize koja potresa eurozonu vec pune dvije godine. Dubinska ekonomska integracija u domeni fiskalne politike bez demokratizacije EU i nametanje tehnokratskih rjesenja izvana uz zanemarivanje domacih razvojnih potreba nije rjesenje za probleme u kojima se ona trenutacno nalazi. Rodrik navodi EU kao primjer uspjesne regionalne ekonomske integracije, ali koja u ovo krizno vrijeme pokazuje totalnu konfuziju oko odabira dvije od tri ponuđene opcije. Uz sve sto je autor naveo kao dio friedmanovske hiperglobalisticke zablude sasvim je izvjesno da bi u kontekstu europske integracije autor na prvo mjesto stavio kombinaciju ekonomske integracije i demokratizacije EU, na drugo mjesto nacionalni suverenitet i demokratsku politiku, a kao najnepoželjniji scenarij duboku ekonomsku integraciju i nacionalne države kao dio integracije sui generis sputane luđackom kosuljom supranacionalne politike bez demokratskog legitimiteta ili diktatom Merkozy.

/pdf/the-globalization-paradox-democracy-and-the-future-of-the-3dzaf77tph.pdf

The Globalization Paradox: Democracy and the Future of the World Economy

This study investigates the effect of reward system on employee performance in selected manufacturing firms in the Littoral Region of Cameroon. Specifically, the study assesses the degree to which profit sharing affects employee commitment in manufacturing firm; ascertains the effect of flat-rate systems on employee work values in manufacturing firms; and appraises the influence of collective bargaining reward systems on employee cohesiveness in manufacturing firms. This research work is a survey which makes use of a sample of 538 employees drawn from a population of 5146 employees of ten selected manufacturing firms within the Cameroon Littoral Region. The sample was selected by the use of the Cochran’s formula for finite population sample at a 95% confidence level. The major source of data used for the study was primary data and the instrument used for data collection was questionnaire. The findings revealed that, profit sharing had a significantly positive effect on employee commitment in manufacturing firms; flat rate systems had a significantly negative effect on employee work values in manufacturing firms; and collective bargaining reward systems had a significantly positive impact on employee cohesiveness in manufacturing firms. The study concluded that there is a positive link between reward systems and employee performance. This link creates an opportunity for employers to use reward system as a motivating factor to fine-tune employee behaviour towards efficiency and effectiveness. Based on the findings, it was recommended amongst others that reward systems for manufacturing firms should be designed such that employees are entitled to percentages of profit earned by the firm as a means of promoting productivity and group cohesiveness amongst employees. The study further advised that employees in manufacturing firms should not be paid fixed salaries as it could result in a high rate of tardiness and reluctance of employees within a group to put in anything more than the performance of an average performer in the group.

/pdf/effect-of-reward-system-on-employee-performance-among-3g5t054bzk.pdf

Effect of Reward System on Employee Performance among Selected Manufacturing Firms in the Litoral Region of Cameroon

The goal of this study is to assess the industry effects of monetary policy transmission channels in Nigeria within the period 1981-2014. Techniques of analysis employed in the study are the Johans...

https://journals.sagepub.com/doi/pdf/10.1177/2158244018769369

Monetary Policy Transmission and Industrial Sector Growth: Empirical Evidence From Nigeria:

This study examines self-efficacy and subjective norms (moral obligation, empathy, and perceived social support) as moderators of the effect networking competence has on social entrepreneurial inte...

https://journals.sagepub.com/doi/pdf/10.1177/2158244020934878

Self-Efficacy and Subjective Norms as Moderators in the Networking Competence–Social Entrepreneurial Intentions Link

Since the discovery of oil in commercial quantity in Nigeria in 1956 and the oil boom of 1970s, oil has dominated the economy of the country. Oil accounts for more than 90 percent of the country’s exports, 25 percent of the Gross Domestic Product (GDP), and 80 percent of government total revenues.  As a result, the economy of the country has been substantially unstable, a consequence of the heavy dependence on oil revenue, and the volatility in prices. The oil boom of the 1970s led to the neglect of agriculture and other non-oil tax revenue sectors, expansion of the public sector, and deterioration in financial discipline and accountability. In turn, oil-dependence exposed Nigeria to the vagaries associated with oil price volatility which threw the country’s public finance into disarray. Moreover, since oil revenue dominates Nigeria’s Federation Account, the sharing of oil rents govern intergovernmental fiscal relations in the country with an on-going tension between agitations by oil producing states for greater share of resources and demands for redistribution from other regions, particularly relatively less endowed ones. In this paper, the authors argue for a rethink in the current revenue sharing formula in Nigeria in favor of derivation. This will reduce ongoing tensions in the distribution of proceeds from oil between the federal government and states on one hand and between the federal government and oil producing states in Nigeria on the other hand. The authors argued for a rollback to the era when states/regions were accorded 50% retention of any proceeds accruing from their areas.  This will make every state/region in Nigeria to look inwards and explore other resources that abound in their areas and will also help to diversify the economy of Nigeria away from oil.

	Key words: Oil dependency, economic diversification, derivation formula, economic development.

Resolving Nigerias dependency on oil The derivation model

The purpose of this paper is to establish the difference in organizational justice perceptions and effects organizational justice dimensions on turnover intentions of workers in university teaching hospitals. The study adopted analytic descriptive survey design with quantitative methodology. Data were collected from university teaching hospitals in Nigeria through distribution and retrieval of 503 copies of questionnaire which was designed on a 5- point Likert scale response continuum of strongly agree to strongly disagree with corresponding weights from 5 to 1. Data were analysed with one way analysis of variance, Duncan post hoc test and multiple regression analysis. The findings of this study demonstrated that there was a significant difference in organizational justice perception among junior, senior and management staff in teaching hospitals; there was a significant difference in organizational justice perception among medical doctors, paramedics and supporting staff in teaching hospitals; distributive justice had non-significant positive effect on turnover intention among others. There is dearth of empirical literature in organizational justice and turnover intent in teaching hospitals in the Nigerian context. This research paper bridged the knowledge gaps, demonstrated policy inadequacies in the health sector and proffered possible way forward to mitigate the incidence of industrial unrest.

/pdf/organizational-justice-and-turnover-intention-among-medical-uqssvf1zfw.pdf

Emmanuel Kalu Agbaeze

Papers

Effect of Reward System on Employee Performance among Selected Manufacturing Firms in the Litoral Region of Cameroon

Monetary Policy Transmission and Industrial Sector Growth: Empirical Evidence From Nigeria:

Self-Efficacy and Subjective Norms as Moderators in the Networking Competence–Social Entrepreneurial Intentions Link

Resolving Nigerias dependency on oil The derivation model

Organizational Justice and Turnover Intention among Medical and Non-Medical Workers in University Teaching Hospitals