Urban labour markets

Financial Management

Role of Andhra Pradesh state financial corporation

Role of Andhra Pradesh state financial corporation

In 2001, charities in the UK celebrated the 400th anniversary of their legal birth. They now wield considerable economic influence in their contribution to the economy as changes made to the welfare state over the last 20 years have transferred the delivery of some essential public services to the sector. However, the research problem (and hence pressing challenge facing charities) is whether their governance systems and processes are keeping pace with their growing role in Britain today. The objectives and purpose of this study become, therefore, to examine, describe and evaluate the various elements of charity governance from an 'insider-trustee' perspective and from there to build both theoretical understanding of, and insight into effective charity governance, such as to bridge identified gaps in the literature. This has become necessary because, 'for the first time in history, charities are ... now receiving more cash from the state than private donors' (Brindle, 2010, p. 1), and need, therefore, to demonstrate accountability to the UK taxpayer. Three research questions have guided this study: (i) What constitutes effective charity governance?; (ii) How does the Charity Board contribute to effective charity governance?; and (iii) Who are the stakeholders in charities, and does their recognition and engagement contribute to effective charity governance? The study adopts a descriptive, comparative, cross-sectional and multiple case study approach in order to explore the experiences, procedures and systems of third sector governance in three UK charities. This research design is considered suitable because it offers a robust, scientific methodology to investigate and understand the emic nature of the research problem. A conceptual framework developed on the three main themes of: (i) organisation structure and strategy, (ii) internal governance mechanisms, and (iii) external governance mechanisms, is used to provide the intra-and cross-case analysis presented. Participatory observation of governance meetings provides both an insider and direct access, insight into and understanding of, governance in the object charities. Document analysis is also employed to collect relevant data. However, the main data collection method employed is in-depth, face-to-face, open-ended interviews with trustees, Management Committee members, directors and Chief Officers of the object charities. The findings from the study reveal that although there are various elements of best practice governance in the object charities, significant room remains for improvement in organisation structure and both internal and external governance mechanisms in order to achieve effective charity governance. The study has made contributions to theory, practice and policy in several areas. In the area of theory, this research presents the first comparison of the development of corporate and charity governance in Britain. The study offers suggestions on how corporate governance codes can be 'flexed' for charities. In the area of practice, specific governance recommendations are made to transform the practices of the three charities. Training courses for trustees, chief officers and other executive directors have been developed from the empirical data and the literature. In the area of policy, changes in regulations are suggested. Finally, the empirical findings and literature provide a model which can be used by charity trustees and chief officers to assess the effectiveness of their governance arrangements. This model has been classified as the emergent principles of effective charity governance being: (i) optimal, responsive organisation structure; (ii) clear direction of travel based on defined goals and objectives; (iii) committed and focused governing body; (iv) sound financial and risk management; and (v) open, ethical and accountable stakeholder engagement.

This thesis explores identity work employed to secure stability and coherence of self-identity. This is achieved through an exploration of professionals becoming managers' experiences of vulnerability, conceived as personal predicaments, as they make a transition into and progress within management. This thesis takes up the invitation to dialogue with scholars from disparate philosophical orientations and epistemological commitments (Alvesson, Ashcraft and Thomas, 2008a; Smith and Sparkes, 2008) by reviewing critically the shared and contested views on self-identity. A theoretical framework is developed that conceptualises identity work within a fusion of symbolic interactionist positioning theory (Davies and Harr& 1990, 1999; Hart-6 and van Langenhove, 1991, 1999c) and relational social constructionist identity work processes (Beech and McInnes, 2006). This study's emergent focus on vulnerability, as experienced during role transitions (Hill, 1992, 2003; Watson and Harris, 1999) and ongoing personal predicaments (Schlenker, 1980), builds on the analytical importance of vulnerability (Sims, 2003), insecurity (Collinson, 2003), self-identity and identity work processes. Accounts of vulnerability as professionals make a transition into and progress within management are explored through a two-stage interview process with experienced public sector middle and senior managers from previously under-researched professional backgrounds (Cohen et al, 2002; Casey, 2008). Existing identity-related studies into professionals becoming managers (Hill, 1992, 2003; Ibarra, 1999; Watson and Harris, 1999) considered only the first year of transition into management. This research, therefore, adds to existing literature both through the type of participant and the extended nature of the study. The framework of self-identity presented is offered as a theoretical and methodological heuristic device. The thesis also offers refined conceptualisations of personal predicaments and of identity work processes, and insights into identity work strategies related to professional becoming managers' experiences of vulnerability.

The contribution of SMEs is extremely important to the economy in China, so how can they improve their competition and enhance their innovation capability, which is a serious problem for them to consider? Owing to global business development influence, Chinese SMEs need to know Western management theories in order to recognise the difference between theory in the West and practice in the East and how these theories guide them in business management. In particular, business process re-engineering (BPR) theory is significant to Chinese SMEs redesign, restructure, and re-engineering of their enterprise in order to improve productivity and effectively enhance competition. So the ultimate aim of this research is to help Chinese SMEs to realise the existing problems when implementing BPR and help them flexibly use BPR theory in practice. To achieve this aim the research is based on an empirical study to present evidence on the current status of BPR used among Chinese SMEs and to show the problems that influence their adoption and utilisation of BPR theory in business management. In addition, a framework is proposed with identified aspects that improve BPR implementation in Chinese SMEs. In order to achieve these objectives the research shows six cases providing an in-depth description of how Chinese SMEs understand BPR theory and use re-engineering concept to improve their business operations. government policy factors influence Chinese SMEs' adopting and utilising BPR theory. These factors are used to develop a framework especially for SMEs use in Chinese cultural society. Implementation of BPR, in SMEs, is not widely discussed. Thus the study has important implications for research and practice; the limitations of the research; the contributions both in academia and practice; and the reflection of the research and future research, all of which are discussed.

Confucian value, as the China traditional value, has been extensively researched in Chinese management, since the culture value is the essence for studying management. These existing studies ignore a critical issue that is the generational value change. As the direct result of China fast developed economy and 'opening' policy, much international companies entry into China, which bring the Western production and ideology to Chinese. The value and lifestyle of Chinese people have dramatically changed, especially for those young generations. This generation is in the value verge stage, which they are more individualistic and less Confucianism. The existing Chinese management theory is inappropriate since it considers all Chinese hold a same value, the study focused on Chinese young generation employee and identifying a young generation employees suited management style is little and undeveloped, which is forms the distinctiveness of this research. The aim is to explore, illuminate and gain the deep understanding of Chinese young generation employees' perceptions of value and impact of their behaviour, further to propose effective management style including the effective management approaches, to potentially contribute Chinese local managers and Western managers in their global employee management. The concepts in the Confucianism, Individualism serve as the theoretical framework for this research. Also, the knowledge of management effectiveness, management style and management approaches ground the further analysis in this research. With its characteristic, this research selects China Information Technology industry to deeply study Chinese young generation employees' value and managers' first hand experiences, It employs social constructionism followed by qualitative methodology to understand participants' perceptions. Semi-structured interview is a method to gain the participants' thoughts and stories which later to be analysed by narrative analysis followed by thematic approach. An analysis of data revealed that Chinese young generation employees different to elder employee. Four distinctive perceived values have been discovered: practicality; self centered; performance orientated and anti-traditions. To respond young generation employees' value change, the analysis revealed a management style, entitled 'Elder- brother'. Heading this management, seven effective management approaches are explored: benevolence; equal and learning supervision style; open decision making style; direct communication style; performance based evaluation; flexible staff management and encouragement for young enployees' creations. At the same time, the analysis also provides an image for the qualified manager, who is self discipline; skilled and knowledge; competence in managing and having nice personal traits. Above all, they have not been discovered by past studies. They have offered new insights and raised awareness of the Chinese young employees' value, and corresponded managerial thought and behaviour. The contributions of this research are: 1) it extends the current literature of Chinese management theory, which was never concerned in past research, with the specific interest on the Chinese young generation employees; 2) it develops a new and practice based framework for managing Chinese young generation employees in a contemporary environment, by addressing the management style, detailed management approaches and the image of the manager; 3) it provides timely information for other academics and practitioners understand the current value presence in Chinese young generation employees, as well as guides both China and expatriate managers adopt their management behaviour in the future.

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Three topics very much in the forefront of businessmcns' and politicians' minds today are corporate governance, entrepreneurship and corporate performance and the relationship between these three concepts. The terms corporate governance and entrepreneurship would appear to be contradictory when used in the same sentence. Governance is often associated with regulations and control, whereas entrepreneurship is more associated with spontaneity and discovering new ways of creating value. It would seem therefore, that these terms are more mutually exclusive than compatible. This apparent incompatibility is evident in business today. Stakeholders in companies are demanding more accountability in their companies while at the same time demanding consistent, if not, rising returns on their investments. To improve accountability requires the utilisation of increasingly scare resources - the same resources that companies require to improve their financial returns. This author is interested in investigating this apparent incompatibility. Therefore the aim of this thesis is to examine "The influence of entrepreneurship on the relationship between corporate governance and corporate performance ". The first step of this research was to examine the relationship between corporate governance and corporate performance. This was done by reviewing the factors that drive corporate governance and understanding how these factors can influence corporate performance. The second step was to examine the effect that entrepreneurship can have on corporate performance and the final step was to assess* the effect of entrepreneurship upon corporate governance and corporate performance. This approach was derived from the literature review and the conceptual framework adopted by this author, which was influenced by the work of Shields and Taialli (2006). As a result of this approach this author made a number of propositions which formed the basis of the research. In order to research these propositions, the case study methodology was adopted. The applicability of this methodological approach is supported by Yin (2003), Dube and Pare (2003) and Benbasat et al. (1987). To carry out the research six US based high technology companies were selected for in depth research. Data sources were selected primarily from those available in the public domain, due to the fact that a number of the companies researched had ceased trading at the time the research was carried out. The data was collected with a clear understanding of the strengthsa nd weaknesseso f each data collection technique. The data was then analyseda nd the evidence documented. The main theoretical conclusions derived from this research were as follows. It was concluded that corporate governance should be studied in its entirely rather than in its individual constituent components; the role and types of blockholders have changed over time but these changes are not yet adequately understood; traditional methods of aligning the interest of shareholders and management are no longer appropriate and need to be reassessed;t here is a need to better understand the role of corporate founders in companies once they are no longer majority shareholders and there is a need to know how to promote and measure entrepreneurship at the individual company level. All these issues have an impact on the corporate governance, entrepreneurshipa nd corporatep erformancer elationship and therefore need to be understood. The main managerial conclusions derived from this research were as follows. The importance of the appointment of Chief Governance Officers at board level was found to be vital. Equal importance needst o be given to all shareholdersa nd not just to the largest shareholders. There is a need for continuity in the boardroom and it is necessary to re-evaluate the form and content of management executive plans. Finally, benchmarks for the measurement of entrepreneurship at the corporate level have yet to be developed.