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Yes / This paper reports on the findings of an empirical study that explores the perception of HIV third sector managers in India of their own effectiveness and the contextual factors in which they work. A qualitative methodology with case study design was employed. Semi-structured interviews with 16 Non-Governmental Organisation (NGOs) managers and two focus-group interviews with 16 non-managerial staff were carried out to generate primary data. The paper attempts to contextualise the model ‘parameters of managerial effectiveness’ (Analoui, 1999, 2002), and its related contextual factors in India. The findings identify managerial and leadership factors and influences that impact the effectiveness of NGO managers. It also confirms that, by and large, the framework is applicable to the NGO managers in India given the different context in which they must operate. These differences provided basis for the construction of a modified behavioural model for managerial behavioural analysis and their human resource development (HRD) needs. It provides a basis for HRD policy formulation for designing and implementing adequate training and development (T&D) for NGO managers in the third sector in India. This unique and first-time study contributes to the present stock of theoretical knowledge and understanding of the effectiveness of the managers in a sensitive untouched area within the third sector and organisations in a developing country.

There are many important factors that influence and even determine the work of middle and senior managers in the public and private sectors, NGOs, and international organizations such as the UN. Yet, despite this overall agreement, the study of 'managerial effectiveness' has remained relatively neglected and unexplored particularly within the developing world. The present research explores the dimensions of the managerial effectiveness of middle and senior managers who work in the Education Programme of the UN Agency in Lebanon. These managers are dedicated to refugees and their children at primary and high schools, and vocational centers. In doing so this study has adopted the framework, 'parameters of managerial effectiveness', developed by Analoui (1999) to explore and identify the factors and causal influences which form the basis for the effectiveness of these managers to develop policies and strategies for their increased effectiveness. The literature in the areas of development of management, management training and development, and recent works on managerial effectiveness confirm the importance of the parameters and interrelationship between them and the unique contextual factors, namely the personal, organizational and external factors. The Education Programme of the UNRWA in Lebanon provides a suitable case, and the middle and senior managers constitute the units of analysis. The entire cadre of senior and middle management (N= 132) were included in this first time study. The methodology adopted for collecting and generating relevant and adequate data was a combination of survey questionnaire, interviews and the use of secondary data available. The adoption of 'triangulation' as a strategy yielded adequate and relevant data which was analyzed using statistical methods. The quantitative analysis was supported by qualitative data based on senior and middle managers' own perception of their effectiveness. The results, by and large, support Anloui's (1999; 2007) theory and led to the first time discovery of the eight parameters of the managerial effectiveness in UNRWA, Lebanon. The results revealed a myriad of factors and influences concerning the middle and senior managers' perception, managerial skills and competencies, organizations criteria for effectiveness, opportunities, demands and constraints involved, as well as the inter-organizational relationship and the dominant managerial philosophy of effectiveness. The study contributes to the literature on managerial effectiveness by contextualizing the model adopted thus contributing to this neglected field of managerial studies. It also provides the basis for the formulation of policies and strategies to improved and increase managerial effectiveness in Lebanon, Syria, Jordan and Palestine, and the developing world as the whole where UN is actively operating to support refugees. Like any empirical investigation the study suffers from limitations which need to be considered in the future research in this field.

For decades, two key characteristics in budgeting system-budgetary participation and budgetary emphasis have been intensively discussed in previous management accounting studies. Although previous literature suggested that budgetary participation and budgetary emphasis have positive effects on mangers¡¦ effectiveness, they provided inconsistent and piecemeal evidence. This study attempts to investigate the influences of budgetary participation and emphasis on managerial effectiveness and on slack and to propose a comprehensive model in order to clarify the relationships of intervening variables among budgetary participation and emphasis on managerial effectiveness and slack. This study employs social-cognitive theory (SCT) (Bandura, 1977) and affective events theory (AET) (Weiss & Cropanzano, 1996) to investigate the relationships between budgetary participation, budgetary emphasis, managerial effectiveness and budgetary slack. According to social cognitive theory, this study suggests that budgetary participation and emphasis enhance managers¡¦ self-efficacy, and then improves managerial performance and job satisfaction. According to AET, this study suggests that budgetary participation implies positive affective events which effectively influence managers¡¦ attitudes-trust in superior and organizational commitment, in turn improve their performance and satisfaction. However, budgetary emphasis is implied as a negative affective event, which may influence managers¡¦ attitudes. In other words, self-efficacy, trust in superior and organizational commitment play critical intervening roles among the relationships budgetary participation, budgetary emphasis, managerial performance, job satisfaction and budgetary slack. In addition, the relationships between the intervening variables and between outcome variables are also explored. Finally, this study proposes a comprehensive budgetary participation¡¦s ¡¥cognitive-attitude-effectiveness¡¦ model. Eighteen hypotheses are proposed. Structural equation modeling was used to test the theoretical models with the 164 responses which were randomly drawn from the listing company in Taiwan Stock Exchange. The results validate the following relationships: 1.Budgetary participation and budgetary emphasis have indirect effects on managerial performance and job satisfaction through self-efficacy. 2.Budgetary participation has indirect effects on managerial performance and job satisfaction through affective attitudes-trust in superior and organizational commitment. 3.Budgetary participation enhances self-efficacy and then improving managers¡¦ attitudes. 4.Budgetary emphasis directly influences budgetary slack. 5.Managers¡¦ trust in superior enhances their organizational commitment. 6.Managers¡¦ job satisfaction improves their performance. Although the relationship between trust in superior and managerial performance is not supported in the comprehensive model, the mediating roles of self-efficacy, trust and organizational commitment are validated. In other words, the cognitive and attitudinal effects of budgetary participation are supported in this study. However, this study suggests a positive path from budgetary slack toward job satisfyaction, which implies that proper slack may result in higher managers¡¦ job satisfaction. This study provides suggestions for future researches and management implications for practical business managements.

There is lack of empirical exploratory studies investigating manager motivation in the dairy industry in Iran. This study has aimed to fill this gap and take into account the socio-economic and religious factors that influence managers’ motivation in this industry thus contextualising motivation of managers in Iranian dairy industry. In order to achieve this aim and related objectives a mixed method approach, combining quantitative and qualitative methods, was adopted collect the adequate and relevant data. Findings showed that a significant proportion of managers are responding neutrally to and/or are satisfied with underlying factors that reflect hygiene at Damdaran. Results also indicated a sharp difference between response trends to items representing hygiene and motivators. Moreover, it was discovered that managers reported a high relation between performance and motivator factors, such as job status and recognition. Findings validated the key distinction made in literature between motivators and hygiene factors and that motivators tend to emerge from intrinsic job characteristics. Further analysis revealed that at Damdaran worsening economic condition during the past five years has increased managers’ ii perceived level of stress at work thus adversely affecting their motivation. Managers showed concern for security, family responsibility, working condition and the worsening of the economy in recent years. One of the most important recommendations is the need for more future empirical research into the influence of special socio-economic and cultural forces that shape the reality for managers’ work, their perception and expectation of reward system in the dairy organisations in Iran.

This unique and first-time research explores the parameters of effectiveness among HIV/AIDS and development NGO managers in India. The aim of this research has been investigate and explore how these managers perceive and view their own effectiveness at work. This research contextualises Analoui's Model (1999, 2002) of eight parameters of managerial effectiveness and three contextual factors, which explores and identifies the inter-relationship between the factors and causal influences which form the basis for their increased effectiveness. The methodology employed include qualitative semi-structured individual interviews with 16 NGOs managers and 2 focus-group interviews with 16 non-managerial staff. The results revealed a myriad of factors and influences concerning the NGO managers’ perception, managerial skills and competencies, organizations criteria for effectiveness, opportunities, demands and constraints involved, as well as the inter-organisational relationship and the dominant managerial philosophy of effectiveness. All the parameters of effectiveness and contextual factors of the Model (1999, 2002) apply and are suitable for this context, however, based on the main findings and in-depth discussions, the model has been adapted and modified in order to fit this unique and complex, highly diverse, holistic, multi-faceted and culturally specific context. The findings also indicate to numerous inter-linked factors both internally and externally of the NGOs and, include various training and development (T&D) needs for managers, with implications for the formation of adequate policies and implementation of relevant development programmes to improve and increase NGO managers effectiveness in India.

There are many important factors that influence and even determine the work of middle and senior managers in the public and private sectors, NGOs, and international organizations such as the UN. Yet, despite this overall agreement, the study of ¿managerial effectiveness¿ has remained relatively neglected and unexplored particularly within the developing world. The present research explores the dimensions of the managerial effectiveness of middle and senior managers who work in the Education Programme of the UN Agency in Lebanon. These managers are dedicated to refugees and their children at primary and high schools, and vocational centers. In doing so this study has adopted the framework, ¿parameters of managerial effectiveness¿, developed by Analoui (1999) to explore and identify the factors and causal influences which form the basis for the effectiveness of these managers to develop policies and strategies for their increased effectiveness. The literature in the areas of development of management, management training and development, and recent works on managerial effectiveness confirm the importance of the parameters and interrelationship between them and the unique contextual factors, namely the personal, organizational and external factors. The Education Programme of the UNRWA in Lebanon provides a suitable case, and the middle and senior managers constitute the units of analysis. The entire cadre of senior and middle management (N= 132) were included in this first time study. The methodology adopted for collecting and generating relevant and adequate data was a combination of survey questionnaire, interviews and the use of secondary data available. The adoption of ¿triangulation¿ as a strategy yielded adequate and relevant data which was analyzed using statistical methods. The quantitative analysis was supported by qualitative data based on senior and middle managers¿ own perception of their effectiveness. The results, by and large, support Anloui¿s (1999; 2007) theory and led to the first time discovery of the eight parameters of the managerial effectiveness in UNRWA, Lebanon. The results revealed a myriad of factors and influences concerning the middle and senior managers¿ perception, managerial skills and competencies, organizations criteria for effectiveness, opportunities, demands and constraints involved, as well as the inter-organizational relationship and the dominant managerial philosophy of effectiveness. The study contributes to the literature on managerial effectiveness by contextualizing the model adopted thus contributing to this neglected field of managerial studies. It also provides the basis for the formulation of policies and strategies to improved and increase managerial effectiveness in Lebanon, Syria, Jordan and Palestine, and the developing world as the whole where UN is actively operating to support refugees. Like any empirical investigation the study suffers from limitations which need to be considered in the future research in this field.

There is lack of empirical exploratory studies investigating manager motivation in the dairy industry in Iran. This study has aimed to fill this gap and take into account the socio-economic and religious factors that influence managers’ motivation in this industry thus contextualising motivation of managers in Iranian dairy industry. In order to achieve this aim and related objectives a mixed method approach, combining quantitative and qualitative methods, was adopted collect the adequate and relevant data. Findings showed that a significant proportion of managers are responding neutrally to and/or are satisfied with underlying factors that reflect hygiene at Damdaran. Results also indicated a sharp difference between response trends to items representing hygiene and motivators. Moreover, it was discovered that managers reported a high relation between performance and motivator factors, such as job status and recognition. Findings validated the key distinction made in literature between motivators and hygiene factors and that motivators tend to emerge from intrinsic job characteristics. Further analysis revealed that at Damdaran worsening economic condition during the past five years has increased managers’ ii perceived level of stress at work thus adversely affecting their motivation. Managers showed concern for security, family responsibility, working condition and the worsening of the economy in recent years. One of the most important recommendations is the need for more future empirical research into the influence of special socio-economic and cultural forces that shape the reality for managers’ work, their perception and expectation of reward system in the dairy organisations in Iran.

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Studies of Individual traits perceived as necessary to achieve managerial effectiveness, while multitudinous in the world of commerce, have yet to be undertaken as they apply to managers in residential facilities serving mentally retarded individuals. The problem of this study was to identify a group of individual traits perceived as characteristic of effective managers in residential facilities for the mentally retarded. Projectively, the identified traits could constitute valid criterion for consideration in the selection process utilized in employing managers for both public and private facilities. The primary purpose of this study was to develop an instrument which would enable the interviewer to secure information regarding specific individual traits. An informed predictive decision regarding the effective management potential, of the individual, for a residential facility for mentally retarded individuals would be greatly enhanced. The secondary purpose of the study was to focus on a comparison between group responses for each of the 25 trait items. The study will identify significant differences and relationships between the responses of State Directors of Mental Retardation Programs, Assistants to Texas Deputy Commissioner for Mental Retardation, Superintendents of Texas State Schools for the Mentally Retarded and a select group of managerial personnel within Texas State Schools for the Mentally Retarded. Comparison of response profiles contribute to an index of preferential traits for each of the managerial groups by contrasting patterns of preferences between all managerial groups and delineating traits which were common in preference among all groups. The tertiary purpose of the study was to identify patterns of personal traits which should constitute valid criterion for consideration in the selection process utilized in employing managers for both public and private facilities. Specific attention was given to the managerial trait preferences of each group of managers included in the study.