This thesis examines economic restructuring and changing governmental regulation in the Central Wheatbelt of Western Australia. It argues that, for much of this century, Australian governments were committed to the development and maintenance of export orientated agriculture and stable rural communities. While the agricultural industry, and the rural society that it supported, were periodically affected by economic downturns, wars, and technological changes, the full socio-economic impacts were often tempered by interventionist agricultural, social and regional development government policies. Since the early 1970s, however, the Central Wheatbelt, and rural Australia more generally, have experienced profound economic, social and political changes. During this period, the rapid transformation of the global economy has contributed to a series of problems in the Australian economy, such as low levels of economic growth, rising interest rates, and increasing unemployment. In the case of agriculture, the upheaval in the global economy contributed to world surpluses of agricultural commodities, declining returns for food and fibre production, and the rising cost of farm inputs.Since the early 1980s, the response of Federal and State governments to the turmoil in the Australian economy has been to argue that the only workable solution to globalisation was the adoption of policies based on the principles of economic rationalism. However, this thesis argues that, in the Central Wheatbelt, the combination of global restructuring and policies based on economic rationalism have contributed to: the declining viability of family farming; farm amalgamation; labour force adjustments; the contraction of local economies; depopulation; public service rationalisation and withdrawal; and uneven economic and social development. It is contended that policies based on the principles of ++ / economic rationalism have increased levels of uncertainty and socio-economic disadvantage in a region already adversely affected by the economic pressures associated with restructuring. The thesis concludes by arguing that a more integrated policy framework, based to a greater extent on the principles of social equity, is critical to ensuring the social and economic welfare of rural people.

This research considers the organisational factors and processes that impact on knowledge retention and subsequent perceptions of organisational effectiveness during downsizing/restructuring events. By exploring these relationships, the research seeks to help organisations facing downsizing/restructuring to identify best practices to support employees during the process and achieve positive organisational outcomes. The thesis presents a detailed review of the literature in the field of downsizing and organisational restructuring, together with knowledge, knowledge sharing and organisational effectiveness. A conceptual framework and hypotheses, informed through the literature and qualitative focus group process, were developed for testing. Data were collected from 81 organisations, drawn from both the private and public sectors. Analyses enabled detailed consideration of the impact of perceived levels of organisational knowledge on perceptions of post-downsizing/restructuring organisational effectiveness. The significance of relationships between downsizing/restructuring events, both decisions and processes, and knowledge sharing in organisations undergoing downsizing/restructuring were also examined. Findings indicate the need for open and honest relationships between managerial (Decision Makers and Implementers) and non-managerial employees (Affected Employees) in order to achieve successful organisational outcomes. The impact of knowledge sharing on organisational knowledge was assessed by studying the extent of both formal knowledge sharing and informal networks present in respondent organisations. The direct impact of knowledge sharing on organisational outcomes was also analysed and discussed. / Conclusions are reached that both formal knowledge sharing and informal networks have a significant impact not only on perceived levels of organisational knowledge but also on post-downsizing/restructuring organisational effectiveness. However, different aspects of knowledge sharing appear to be more significant to Decision Makers and Implementers and Affected Employees. For business, the findings of this research demonstrate a need to concentrate on organisational knowledge during downsizing/restructuring in order to achieve improved outcomes. The findings suggest this can be done through attention to ensuring that intent and interpretation of the decisions and processes involved are open and honest. Assessment of the knowledge present in the organisation and a focus on retention of key individuals with important knowledge is also advisable. Communication of what is planned and inclusion of employees in both planning and implementation were identified as ways in which organisations can do so, thereby promoting distributive and procedural fairness throughout the process. Formal knowledge sharing strategies arose as being important to achieving improved organisational outcomes, particularly to Decision Makers and Implementers. These strategies included identifying, capturing and storing information in ways that are accessible to employees. Documentation of practices and procedures was also found to be important as was careful planning of the change. / Communication, providing training and support to survivors and allowing the necessary time for sharing knowledge were also identified as key strategies. Overall, developing a culture and climate within the organisation that is supportive of knowledge sharing was found to be central to achieving improved organisational effectiveness. Informal networks were identified by Affected Employees as impacting on both perceived levels of organisational knowledge and, indirectly on organisational outcomes. The research indicates the Decision Makers and Implementers and Affected Employees have different perceptions about the role and importance of informal networks. Those implementing downsizing/restructuring may therefore need to examine the structure and operation of informal networks prior to downsizing/restructuring to ensure they are adequately supported during the process. Informal networks may also be utilised to assist in bringing about the change. The findings of this research are important to assist organisations develop best practice approaches to downsizing/restructuring. With increasing acceptance of downsizing/restructuring as a business strategy, this research provides insights into key issues of downsizing/restructuring events and knowledge retention as predictors of improved organisational outcomes.

This thesis examines the political and social dynamics of agribusiness in Thailand. Over the last twenty years agribusiness firms grew in scope and activity as Thailand became the major agricultural exporting country of Southeast Asia. The context of this process is explored in terms of national developmentalism, the political economy of agri-food restructuring and history. The thesis analyses two sectors (dairy and shrimp) which demonstrated substantial productive increases and were accompanied with a high level of agribusiness activity. The experiences of these sectors are compared and contrasted to determine the degree to which they characterise historic moments of capitalist restructuring and development.

This thesis examines the relationship between worker identity and workplace practices from the perspectives of white and Aboriginal women working in a multinational forest company in the northern prairies. Over the course of three manuscripts I demonstrate the salience of ascribed and constructed identities of women to their experiences and representations of forest employment and corporate discourse. Setting the context for the remainder of the thesis, the first manuscript presents an analysis of employment segregation by gender and Aboriginal identity in Canadas forest sector in 2001 using segregation indices. Results demonstrate that forest employment was vertically segregated by both gender and Aboriginal ancestry in the forest sector in 2001. Men and women of First Nations ancestry were over represented in less-stable and lower paying occupations in woods based forest industries, and both white and First Nations women were over represented in forest services and clerical occupations. To explore womens perceptions of company practices of diversity management and restructuring, I then analysed interviews with women working in forest processing using critical discourse analysis. In my second manuscript, I demonstrated how womens representations of diversity management practices were linked to their social identities in terms of Aboriginal identity and class. Yet, as a whole, these representations prompted a questioning of the meaning of difference within diversity management, and of diversity managements ability to further the interests of marginalised workers. My third manuscript examining representations of restructuring, argues that there is a two way relationship between womens identities as workers and their representations of restructuring. Whether women reproduced or resisted restructuring was linked to their presented work identities and restructuring and practices in turn were helping to shape womens worker subjectivities. Results from this thesis demonstrated that how women represent themselves and workplace practices is related to their different experiences in the specific set of social relations of forestry work in the northern prairies.

The purpose of this study was to build an understanding of the transitional experiences of four Directors of Education who led school division restructuring initiatives in rural Saskatchewan. The data regarding the participants experiences were collected through participant observation, a survey, and a series of three interviews in which the participants were asked to describe their transitional experiences. Additionally, an interview with a member of the Restructuring Coordinating Committee and a process of document analysis provided further information about the restructuring initiative in which the Directors were involved.<p> The conceptual framework for this study included the work of several researchers who had previously focused on transitions. It included the concept that transitions took place in three non-linear stages: the ending, the neutral zone, and the beginning. Additionally, the conceptual framework reflected the belief that transitions are influenced by the individuals personal circumstances. This study added to the collective knowledge of change leadership as it chronicled the lived experiences of leaders who went through personal transitions while in the process of leading change and managing the transitions of employees within their organization.<p> This study utilized a multiple case study design to explore the transitional experiences of educational leaders, charged with the task of leading organizational restructuring. Participants included four Directors of Education from rural Saskatchewan school divisions that were involved in the January 2006 provincial restructuring initiative.<p> The data analysis resulted in three understandings: a) Variations in personal circumstances have a significant impact on the way that individuals experience transitions. b) Relationship building is a key component of the transition process. c) The leader must first negotiate interpersonal relationships and then focus on repatterning processes and building relationships within the organization.

This thesis examines the relationship between worker identity and workplace practices from the perspectives of white and Aboriginal women working in a multinational forest company in the northern prairies. Over the course of three manuscripts I demonstrate the salience of ascribed and constructed identities of women to their experiences and representations of forest employment and corporate discourse. Setting the context for the remainder of the thesis, the first manuscript presents an analysis of employment segregation by gender and Aboriginal identity in Canadas forest sector in 2001 using segregation indices. Results demonstrate that forest employment was vertically segregated by both gender and Aboriginal ancestry in the forest sector in 2001. Men and women of First Nations ancestry were over represented in less-stable and lower paying occupations in woods based forest industries, and both white and First Nations women were over represented in forest services and clerical occupations. To explore womens perceptions of company practices of diversity management and restructuring, I then analysed interviews with women working in forest processing using critical discourse analysis. In my second manuscript, I demonstrated how womens representations of diversity management practices were linked to their social identities in terms of Aboriginal identity and class. Yet, as a whole, these representations prompted a questioning of the meaning of difference within diversity management, and of diversity managements ability to further the interests of marginalised workers. My third manuscript examining representations of restructuring, argues that there is a two way relationship between womens identities as workers and their representations of restructuring. Whether women reproduced or resisted restructuring was linked to their presented work identities and restructuring and practices in turn were helping to shape womens worker subjectivities. Results from this thesis demonstrated that how women represent themselves and workplace practices is related to their different experiences in the specific set of social relations of forestry work in the northern prairies.

The purpose of this study was to build an understanding of the transitional experiences of four Directors of Education who led school division restructuring initiatives in rural Saskatchewan. The data regarding the participants experiences were collected through participant observation, a survey, and a series of three interviews in which the participants were asked to describe their transitional experiences. Additionally, an interview with a member of the Restructuring Coordinating Committee and a process of document analysis provided further information about the restructuring initiative in which the Directors were involved.<p> The conceptual framework for this study included the work of several researchers who had previously focused on transitions. It included the concept that transitions took place in three non-linear stages: the ending, the neutral zone, and the beginning. Additionally, the conceptual framework reflected the belief that transitions are influenced by the individuals personal circumstances. This study added to the collective knowledge of change leadership as it chronicled the lived experiences of leaders who went through personal transitions while in the process of leading change and managing the transitions of employees within their organization.<p> This study utilized a multiple case study design to explore the transitional experiences of educational leaders, charged with the task of leading organizational restructuring. Participants included four Directors of Education from rural Saskatchewan school divisions that were involved in the January 2006 provincial restructuring initiative.<p> The data analysis resulted in three understandings: a) Variations in personal circumstances have a significant impact on the way that individuals experience transitions. b) Relationship building is a key component of the transition process. c) The leader must first negotiate interpersonal relationships and then focus on repatterning processes and building relationships within the organization.

Since the ¡§Reinventing Government¡¨ trend started in 1980s, it soon became a sweeping fashion around the world. Looking into the objectives of these ¡§reinventing government¡¨ projects, they mainly expect to build an innovative, flexible and responsive government by introducing corporate management mechanism, so that governmental departments may provide efficient, flexible, innovative and governable services as private enterprises do, and hence the country¡¦s competitiveness can be greatly enhanced. Promoting the ¡§reinventing government¡¨ project is the goal of all countries around the world nowadays, and Taiwan and China are no exception. Content of the ¡§reinventing government¡¨ project mainly includes: organizational restructuring, manpower and service restructuring and legal restructuring. No matter in what direction the government reform takes place, formulation and execution of the government policies have to be carried out by civil servants. Therefore, a good official training system is critical for the achievement of the government reform, and also the focus of this study. In Taiwan area, different reforming emphases are set down in response to the government¡¦s reform, and for meeting the needs of different periods. Major reforms have also been presented in the manpower restructuring of civil servants. The training concept and goal of ¡§lifelong leaning¡¨ has been introduced recently, representing a lively and spirited effort in upgrading both quality and quantity of the civil service manpower. In China, since the adoption of the open-door policy in the 3rd Plenary Session of the 11th Communist Party Congress in 1978, the country has progressed towards a modern performance-based personnel administration system, and importance has been attached to the training of civil servants. Moreover, the country¡¦s accession to the WTO will definitely constitute another major impact on the training of civil servants in China. This thesis starts from the common base on the two governments¡¦ reform, to deduce the future ¡§civil service manpower development¡¨ from their respective ¡§governmental organization¡¨ trend and ¡§governmental operation¡¨ trend. In addition, the actual civil official training situation of the both sides of Taiwan strait is analyzed for discussing the sticking points of their respective civil official training systems and recommending the necessary amendment in the future. It is expected to provide a reference for subsequent researchers and for legislation or amendment of the official training system of the two governments

This thesis analyzes the profit efficiency of the Turkish banking sector after the restructuring program by using Stochastic Frontier Approach. 28 banks are included in the analysis and the data belongs to the period 2002-2009. Profit efficiency scores of 28 banks are estimated by SFA. When the efficiency scores are analyzed according to the ownership status, profit efficiency scores of the state owned banks are found higher than other bank groups. Moreover, according to the asset size, large scale banks&rsquo / profit efficiency scores are found to be higher than the medium and small scale banks.

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