The distribution of influence in organizational decisions is analysed in relation to institutional frameworks and characteristics inherent to decision topics. Distribution of influence is defined as the concentration of participants in decision process and their specific capability to influence decision outcomes. This definition encompasses two dimensions which are: participation in the decision processes and effective influence upon the decision outcomes. Institutional frameworks are distinguished according to the loci of their genesis and existence, that are: the focal organization the task-environment and the larger social context. Six characteristics inherent to decision topics are identified as related to variables defined as properties of decision. The analysis is carried out at two distinct stages. At the first stage, it examines the relationships of the institutional frameworks - existing at the organization and the task environment level - and of the properties of decisions with the distribution of influence in decision processes. At the second stage, the patterns of influence that emerged out of the first stage of analysis are analysed in terms of cultural traits prevailing in Brazilian society. The results point to variation in the distribution of influence in decision processes associated with factors of the taskenvironment, of the context of the organizations and characteristics inherent to decision topics. But they do not provide a wholly satisfactory explanation of such variation. A more general pattern of influence in management decisionmahing, characterized by low level of participation and high centre of influence in decision processes, appears as the dominant profile of the distribution of influence in Brazilian organizations. Interpreted in the light of the Brazilian social context, this pattern of influence in management decision making shows pervasive cultural traits, identified in the macro social system. Comparing the patterns of influence in management decisionmaking in Brazil and Britain, similarities and differences come to light. The comparative analysis corroborates the argument that patterns of influence in management decision making are bound to contingent as much as to institutional factors. / Conselho Nacional de Desenvolvimento Cientifico e Tecnologico CNPq - and from the Universidade Federal de Minas Gerais - UFMG

The distribution of influence in organizational decisions is analysed in relation to institutional frameworks and characteristics inherent to decision topics. Distribution of influence is defined as the concentration of participants in decision process and their specific capability to influence decision outcomes. This definition encompasses two dimensions which are: participation in the decision processes and effective influence upon the decision outcomes. Institutional frameworks are distinguished according to the loci of their genesis and existence, that are: the focal organization the task-environment and the larger social context. Six characteristics inherent to decision topics are identified as related to variables defined as properties of decision. The analysis is carried out at two distinct stages. At the first stage, it examines the relationships of the institutional frameworks - existing at the organization and the task environment level - and of the properties of decisions with the distribution of influence in decision processes. At the second stage, the patterns of influence that emerged out of the first stage of analysis are analysed in terms of cultural traits prevailing in Brazilian society. The results point to variation in the distribution of influence in decision processes associated with factors of the taskenvironment, of the context of the organizations and characteristics inherent to decision topics. But they do not provide a wholly satisfactory explanation of such variation. A more general pattern of influence in management decisionmahing, characterized by low level of participation and high centre of influence in decision processes, appears as the dominant profile of the distribution of influence in Brazilian organizations. Interpreted in the light of the Brazilian social context, this pattern of influence in management decision making shows pervasive cultural traits, identified in the macro social system. Comparing the patterns of influence in management decisionmaking in Brazil and Britain, similarities and differences come to light. The comparative analysis corroborates the argument that patterns of influence in management decision making are bound to contingent as much as to institutional factors.

Based on research showing the serious environmental damage associated with conventional aquaculture, coastal marine ranching has been promoted by the Chinese government as an ecological and environmentally friendly way to produce aquatic products and simultaneously restore the marine environment. However, marine ranching is a general concept and there are significant differences among the three main types. This study initially focuses on commercial marine ranching to distinguish it from other types by identifying its unique features, functions and goals. Examining institutional frameworks of commercial marine ranching operations reveals the evolving interactions and interrelations between key actors in the network. The analysis adopts a modified social network theory approach that incorporates Chinese guanxi culture in a case study of the White Dragon Islet marine ranching project to research commercial marine ranching in China. Semi-structured interviews were conducted to collect details from each group of key actors, including the private sector, government, and local communities. Key outcomes of the research include developing a better understanding of the types of marine ranching in China and important insights into changing relationships developed from acquaintance to intimacy and then to trustworthiness within the institutional framework of a successful commercial marine ranching project. The thesis concludes by highlighting key practical implications for government policy and for commercial marine ranching practitioners to improve the implementation of such operations in China. / Graduate

Mergers and acquisitions (M&As) offer a framework to shed a new light on whether corporate social responsibility (CSR) performance enhances corporate financial performance (CFP). Using ASSET4 data as a measurement of CSR performance in a sample of worldwide deals for the period 2004-2017, I find evidence that the environmental performance of target firms enhances acquirers’ shareholder wealth. No influence is found for different value implications in different institutional contexts. Additionally, shareholders reward (disvalue) acquirers even stronger if the target is outperforming (underperforming) the acquirer in environmental performance. These findings suggest that shareholders reward the acquirer for making environmental investments and support the stakeholder view, which indicates that fulfilling stakeholder interests can be combined with shareholder wealth creation.

No / The relationship between the academy and the business community is currently perceived to be important to the future of both parties. Universities provide graduates to meet the needs and requirements of society and industry, and the latter supplies products and services to meet the needs of the market place. Whether public or private, industry increasingly seeks to use tools and techniques that increase efficiency and effectiveness, whilst at the same time maximizing quality and minimizing cost. The current trend towards companies outsourcing their R & D requirements to reduce corporate overheads and optimize staffing levels means that Universities can utilize the opportunity and bid to supply this expertise. Universities also generate their own spin-outs from intellectual property they create, as well as licensing technology to industry, rather than transferring it. However, the relationship between university and industry is not without its challenges, chief of which is the historical commitment of the academy to advance knowledge whether it is directly applicable or not. In addition, there are many fundamental and important long term research issues that many would argue are the primary duty of the academy to address, which may have no direct application in the short to medium term. This is resulting in increasing tensions in the academy, and in the priorities for national and international funding agencies. There can also be significant cultural differences and reward models between the academy and industry which give rise to difficult issues for staff at the interface. This chapter reviews the current developments and the issues at the interface between business and the academy.

This study explores the shifting roles of teacher unions in pre-and post-independence Namibia, against the backdrop of a changing political context. My aim was to understand the roles of teacher unions both before and after independence in Namibia, and to explain how they changed in the different political contexts. To do so, I examined the teacher union roles in three distinct phases, namely pre-independence, immediately post-independence, taking in the period from 1990 to 1999, and the last decade, from 2000 up until today. In approaching the research questions, I worked on the assumption that understanding and explaining the roles of teacher unions in pre- and post-independence Namibia could best be achieved by interacting with participants who were or had been involved in education and the teacher unions in Namibia. I argued that their experiences would be important in constructing knowledge on the unions, particularly regarding their roles before and after independence. I chose a narrative design for the study, because it allowed me to interact with the participants to gain deeper meanings from their individual perspectives. Narrative design was appropriate to this research, because it also allowed me to trace the way events in education mirrored those in the national political arena, and to explain why particular tendencies emerged. I used the information collected during the interviews and document analysis as the data for the study. Four themes emerged regarding the roles of teacher unions in the contexts of pre- and post-independence Namibia, around which I conceptualized the study. These were the shifting historic roles of these unions in Namibia, the institutional frameworks and modalities for union participation, the contextual factors relating to the roles of the unions, and the changed roles of the unions in contemporary Namibia. The findings of the study suggested, firstly, that teacher unions play different roles in different political contexts, and that these roles are shaped by contextual factors. Secondly, the research established that the unions in the post-independence contexts did not necessarily have a vision of a labour-driven process of radical strategic change, as postulated by the theory of strategic unionism. Instead, the findings suggest that teacher unions in contemporary Namibia are influenced and shaped by the broader political and social factors of a new hierarchical political culture, by political and economic middle-class aspirations, and by undefined party-government-teacher union relationships. I conclude the study by suggesting an expansion of the concept of strategic unionism to include the nuances of political and economic contexts and aspirations. / Thesis (PhD)--University of Pretoria, 2011. / Education Management and Policy Studies / unrestricted

Alternative Dispute Resolution was developed as an alternative to the traditional dispute resolution mechanism, litigation, which had become costly, time-consuming, did not give the parties control over the outcome of their disputes and was generally cumbersome. ADR refers to a variety of techniques for resolving disputes without resort to litigation in the courts. The concept behind the introduction of ADR methods was, inter alia, to reduce the delays and costs associated with litigation; to introduce relatively less formal methods of dispute resolution; to introduce consensual problem solving and empower individuals by enabling them to control the outcome of their dispute and develop dispute resolution mechanisms that would preserve personal and business relationships. ADR processes were thus intended to produce better outcomes all round. From the time ADR appeared on the scene, its usage has gained international recognition with both common law and civil law countries following the trend. Being faced with similar problems associated with litigation, Zambia has followed the trend and adopted some ADR mechanisms. Most commonly used ADR mechanisms in Zambia are mediation/conciliation, arbitration and negotiation. The legal and institutional frameworks for ADR in Zambia are firmly in place. It is thus, not far fetched to predict a successful future for ADR in which it will enjoy the support of the major stakeholders and play a vital role in justice delivery in Zambia. This thesis has a section on the conceptual framework for ADR and discusses the development of ADR internationally and some processes in use. It examines selected institutions of justice delivery in Zambia with a view to evaluating their operations and contribution to justice delivery in Zambia. It traces the development of institutions of justice delivery in Zambia from colonial times up to the present and assesses their performance. ADR processes currently in use in Zambia are critically examined and their shortcomings reviewed. The legal and institutional frameworks for ADR and the role they play of providing the supporting structure for ADR in the country are evaluated. Future prospects for ADR are indicated and recommendations for successful implementation of ADR in Zambia are given. / Jurisprudence / LL.D.

Alternative Dispute Resolution was developed as an alternative to the traditional dispute resolution mechanism, litigation, which had become costly, time-consuming, did not give the parties control over the outcome of their disputes and was generally cumbersome. ADR refers to a variety of techniques for resolving disputes without resort to litigation in the courts. The concept behind the introduction of ADR methods was, inter alia, to reduce the delays and costs associated with litigation; to introduce relatively less formal methods of dispute resolution; to introduce consensual problem solving and empower individuals by enabling them to control the outcome of their dispute and develop dispute resolution mechanisms that would preserve personal and business relationships. ADR processes were thus intended to produce better outcomes all round. From the time ADR appeared on the scene, its usage has gained international recognition with both common law and civil law countries following the trend. Being faced with similar problems associated with litigation, Zambia has followed the trend and adopted some ADR mechanisms. Most commonly used ADR mechanisms in Zambia are mediation/conciliation, arbitration and negotiation. The legal and institutional frameworks for ADR in Zambia are firmly in place. It is thus, not far fetched to predict a successful future for ADR in which it will enjoy the support of the major stakeholders and play a vital role in justice delivery in Zambia. This thesis has a section on the conceptual framework for ADR and discusses the development of ADR internationally and some processes in use. It examines selected institutions of justice delivery in Zambia with a view to evaluating their operations and contribution to justice delivery in Zambia. It traces the development of institutions of justice delivery in Zambia from colonial times up to the present and assesses their performance. ADR processes currently in use in Zambia are critically examined and their shortcomings reviewed. The legal and institutional frameworks for ADR and the role they play of providing the supporting structure for ADR in the country are evaluated. Future prospects for ADR are indicated and recommendations for successful implementation of ADR in Zambia are given. / Jurisprudence / LL.D.