Universities are higher education institutions whose mission is to generate and transmit knowledge to the society through their research and teaching activities. An important question facing universities today is how they can evolve into institutions where excellence is not only focused on scientific results but also on the development of human capital and on the promotion of diversity, equality, inclusiveness. This requires a major change in the governance of universities, which, in terms of human resources (HR), must define their strategic directions and implement evidence-based management. The HR strategy is translated into policies that must be well identified and validated by community members. Action plans are based on three essential pillars: (i) a high-performing HR team that guarantees equal rules and best practices for each member of the University; (ii) an information system adapted to HR performance management with appropriate indicators; (iii) a strong managerial culture aimed at giving all managers, whether academic or administrative, the means to face cultural gap, to foster the development of everyone's skills and to identify talent. Sustainable implementation of these ambitions relies on iterative evaluations to progressively adjust these processes, for the benefit of the well-being of community members, the effectiveness of the various structures to which they belong, and the attractiveness of the University. The inclusion of women and representative members of minorities in the leadership of universities undoubtedly favors this transition, towards a working environment strongly imbued with the values of the University, enabling the shaping and dissemination of a similar corpus of good practices, based on the fundamental principles of work centered on respect, trust, a strong sense of public interest, collaboration and initiative.
{"title":"People & Culture: What Human Resources Strategy for a University Promoting a Sustainable World?","authors":"B. Galliot, Liliane Zossou","doi":"10.2139/ssrn.3730829","DOIUrl":"https://doi.org/10.2139/ssrn.3730829","url":null,"abstract":"Universities are higher education institutions whose mission is to generate and transmit knowledge to the society through their research and teaching activities. An important question facing universities today is how they can evolve into institutions where excellence is not only focused on scientific results but also on the development of human capital and on the promotion of diversity, equality, inclusiveness. This requires a major change in the governance of universities, which, in terms of human resources (HR), must define their strategic directions and implement evidence-based management. The HR strategy is translated into policies that must be well identified and validated by community members. Action plans are based on three essential pillars: (i) a high-performing HR team that guarantees equal rules and best practices for each member of the University; (ii) an information system adapted to HR performance management with appropriate indicators; (iii) a strong managerial culture aimed at giving all managers, whether academic or administrative, the means to face cultural gap, to foster the development of everyone's skills and to identify talent. Sustainable implementation of these ambitions relies on iterative evaluations to progressively adjust these processes, for the benefit of the well-being of community members, the effectiveness of the various structures to which they belong, and the attractiveness of the University. The inclusion of women and representative members of minorities in the leadership of universities undoubtedly favors this transition, towards a working environment strongly imbued with the values of the University, enabling the shaping and dissemination of a similar corpus of good practices, based on the fundamental principles of work centered on respect, trust, a strong sense of public interest, collaboration and initiative.","PeriodicalId":313683,"journal":{"name":"ERN: Institutions & the Social Sciences (Topic)","volume":"30 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-11-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114882314","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The purpose of this study is to develop and validate a family counseling instrument that measures maternal spiritual characteristics. Particularly, the instrument aims to measure three domains of spirituality namely, Maternal Piety, Mercy and Accountability. These characteristics are considered as the characteristics for functional Muslim mothers. The study is designed into three phases. The first phase is a pilot study of a focus group from an Islamic Integrated Primary School (IIPS). In this phase, Cronbach’s alpha is employed to assess the reliability index. Accordingly, Principle Component Analysis is employed to explore the underlying dimensions of Maternal Piety, Mercy and Accountability. The second phase is an ex-post facto study that involved 12 IIPS in the Klang Valley of Malaysia. Confirmatory factor analysis (CFA) is utilized to examine the construct validity of the instrument. Structural Equation Modeling (SEM) is used to investigate the relationship between maternal spiritual characteristics and mother-child attachment as supporting evidence for the criterion-related validity. The third phase was a cross-sectional study that involved 1000 students (age 13-17) from various secondary schools (inclusive of religious and non religious schools) of 4 states in Malaysia. In this phase, multistage cluster sampling technique is employed to select 200 students from each age group of Form 1,2,3,4 and 5. The results provide evidence that the instrument has sound psychometrics properties. This instrument has succeeded the standard Cronbach’s alpha > .70 for internal consistency and proportion variance explained > 50 % for the dimensions of Maternal Piety , Mercy and Accountability. The goodness-of -fit measures GFI, AGFI, IFI, TLI, and CFI > .90 and RMSEA
{"title":"The Development and Validation of Maternal Spiritual Characteristics Scales","authors":"S. Hassan","doi":"10.2139/ssrn.1975185","DOIUrl":"https://doi.org/10.2139/ssrn.1975185","url":null,"abstract":"The purpose of this study is to develop and validate a family counseling instrument that measures maternal spiritual characteristics. Particularly, the instrument aims to measure three domains of spirituality namely, Maternal Piety, Mercy and Accountability. These characteristics are considered as the characteristics for functional Muslim mothers. The study is designed into three phases. The first phase is a pilot study of a focus group from an Islamic Integrated Primary School (IIPS). In this phase, Cronbach’s alpha is employed to assess the reliability index. Accordingly, Principle Component Analysis is employed to explore the underlying dimensions of Maternal Piety, Mercy and Accountability. The second phase is an ex-post facto study that involved 12 IIPS in the Klang Valley of Malaysia. Confirmatory factor analysis (CFA) is utilized to examine the construct validity of the instrument. Structural Equation Modeling (SEM) is used to investigate the relationship between maternal spiritual characteristics and mother-child attachment as supporting evidence for the criterion-related validity. The third phase was a cross-sectional study that involved 1000 students (age 13-17) from various secondary schools (inclusive of religious and non religious schools) of 4 states in Malaysia. In this phase, multistage cluster sampling technique is employed to select 200 students from each age group of Form 1,2,3,4 and 5. The results provide evidence that the instrument has sound psychometrics properties. This instrument has succeeded the standard Cronbach’s alpha > .70 for internal consistency and proportion variance explained > 50 % for the dimensions of Maternal Piety , Mercy and Accountability. The goodness-of -fit measures GFI, AGFI, IFI, TLI, and CFI > .90 and RMSEA","PeriodicalId":313683,"journal":{"name":"ERN: Institutions & the Social Sciences (Topic)","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2011-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123735672","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Organizations are the product of common understandings and shared interpretations of acceptable norms of collective activity. With time as it gets flooded with norms, values and meanings drawn from a broader social context as it transcends into the world of tradition, knowledge, authority institutions, opportunism, entrepreneurship, legitimacy and shared responsibility. Structures, Processes and boundaries are the manifestations of changing circumstances.
{"title":"Multinational Organizations: Meaning Business through Smartness and Change","authors":"Susanta Mandal","doi":"10.2139/ssrn.3850837","DOIUrl":"https://doi.org/10.2139/ssrn.3850837","url":null,"abstract":"Organizations are the product of common understandings and shared interpretations of acceptable norms of collective activity. With time as it gets flooded with norms, values and meanings drawn from a broader social context as it transcends into the world of tradition, knowledge, authority institutions, opportunism, entrepreneurship, legitimacy and shared responsibility. Structures, Processes and boundaries are the manifestations of changing circumstances.","PeriodicalId":313683,"journal":{"name":"ERN: Institutions & the Social Sciences (Topic)","volume":"106 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2011-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131769425","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In this presentation, my main purpose is to highlight the research needs in social sciences in Manipur. I also try to emphasize the areas where state and institutional support is needed to take the level and depth of research forward.
{"title":"Social Science Research in Manipur: From Description to Analytics","authors":"A. Yumnam","doi":"10.2139/ssrn.1595515","DOIUrl":"https://doi.org/10.2139/ssrn.1595515","url":null,"abstract":"In this presentation, my main purpose is to highlight the research needs in social sciences in Manipur. I also try to emphasize the areas where state and institutional support is needed to take the level and depth of research forward.","PeriodicalId":313683,"journal":{"name":"ERN: Institutions & the Social Sciences (Topic)","volume":"79 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2010-04-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126330116","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Any diverse society coming up with solutions with modern values, overriding the levels of exploration and cohesiveness of a religion3 is highly welcome. The objective of this paper is firstly to discuss how can villages woo corporates, create opportunities for business and bring about socio economic development of a region in the light of their CSR activities. Secondly where bigger plans cannot take off for want of resources, a combined number of villages can give ideas a shape Firms prioritizing compliance to profit through Management team reputation, respecting Human Rights issues ,opting for third party certification audits will charge premium and command high stock valuation. Engaging Employees where sustainability will show the money in the model. In this frame work a company is sourcing raw materials like wood or iron ore for making furniture or steel and paying royalties on the mines/plantations taken on lease for services rendered and through taxes paid to a local village government or the federation in this case (villages A,B,C and D ) for reinvestment in education, healthcare, agro diversity and sunrise sectors like Business Process Outsourcing, tourism, research labs, design and manufacturing assemblies etc . With this companies will be indirectly promoting liquidity, credit flow from the services these sectors begin to offer like provide stability to the secondary market, process re-engineering across the value chain, fight vendor consolidation risks, utilize Information Technology through cloud strategy as today businesses rather than habitability determines the growth of a township. Day by day companies read the writing on the wall that consumers are demanding more than a quality product at a low price with no window dressing when coming to values and adherence to law. Good causes like a played out mine flooded to create a lake or develop recreational facilities as the environment has value because it gives us – water, medicines, shelter and what it cannot give is open space and untrammeled wilderness. A village federation’s success depends on how much is decision making decentralized allowing access to data to make coordinated informed judgments. Consultation ,engagement, employment equity initiatives, cash profit sharing ,dual class share structure20 will show us some more interesting faces of CSR.
{"title":"The face of CSR at the Village Level","authors":"Susanta Mandal","doi":"10.2139/ssrn.3851022","DOIUrl":"https://doi.org/10.2139/ssrn.3851022","url":null,"abstract":"Any diverse society coming up with solutions with modern values, overriding the levels of exploration and cohesiveness of a religion3 is highly welcome. The objective of this paper is firstly to discuss how can villages woo corporates, create opportunities for business and bring about socio economic development of a region in the light of their CSR activities. Secondly where bigger plans cannot take off for want of resources, a combined number of villages can give ideas a shape Firms prioritizing compliance to profit through Management team reputation, respecting Human Rights issues ,opting for third party certification audits will charge premium and command high stock valuation. Engaging Employees where sustainability will show the money in the model. In this frame work a company is sourcing raw materials like wood or iron ore for making furniture or steel and paying royalties on the mines/plantations taken on lease for services rendered and through taxes paid to a local village government or the federation in this case (villages A,B,C and D ) for reinvestment in education, healthcare, agro diversity and sunrise sectors like Business Process Outsourcing, tourism, research labs, design and manufacturing assemblies etc . With this companies will be indirectly promoting liquidity, credit flow from the services these sectors begin to offer like provide stability to the secondary market, process re-engineering across the value chain, fight vendor consolidation risks, utilize Information Technology through cloud strategy as today businesses rather than habitability determines the growth of a township. Day by day companies read the writing on the wall that consumers are demanding more than a quality product at a low price with no window dressing when coming to values and adherence to law. Good causes like a played out mine flooded to create a lake or develop recreational facilities as the environment has value because it gives us – water, medicines, shelter and what it cannot give is open space and untrammeled wilderness. A village federation’s success depends on how much is decision making decentralized allowing access to data to make coordinated informed judgments. Consultation ,engagement, employment equity initiatives, cash profit sharing ,dual class share structure20 will show us some more interesting faces of CSR.","PeriodicalId":313683,"journal":{"name":"ERN: Institutions & the Social Sciences (Topic)","volume":"86 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116930544","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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