Organizational Culture

Every life – and every organization – is mythic territory. I believe that breakthrough thinking cannot be taught; it can only be learned through experience. In order to create that learning experience we delve into myth, and archetypal psychology, the branch of psychology whose field of attention is image, images that spark the imagination and ignite the soul to find out what really works. Every corporate story begins with an idea that becomes an expanded and shared vision. Before that vision is well shared, much less completely implemented, the organization must pass through a developmental process that is similar to all human development. Along the road to success, many organizations lose awareness of foundational stories that contain fundamental operating principles, flounder in direction, lose market share, and disempower their brain trust. A mission statement that remains on a wall has no substance. It informs the reader of what is claimed. For a mission statement to be meaningful, it must come from a working belief, a mythos. In these pages I will use an archetype of transformation: the Hero's Journey, initially described by mythologist Joseph Campbell (1968), as a working map, a tool for transformation in the corporate environment. Myths are not just told; they are felt as they resonate throughout the body as well as the heart and mind. This is for the social architects, the collaborative chemists, and the inspira-tional dreamers who believe that they can indeed, change the world.

Purpose: To examine the scientific evidence for the effect of comprehensive culture change model implementation on resident health outcomes in longterm care. Design: In this integrated review, an electronic literature search was conducted for studies that examined the effect of comprehensive culture change models on long-term care residents' physical and psychosocial health. Methods: Eleven articles were thoroughly reviewed for outcomes related to resident health, and findings were integrated across models. Each study was assigned a level of evidence rating using the Scottish Intercollegiate Guidelines Network guidelines and an overall recommendation grade was determined. Findings: Evaluation of the literature indicates that results are conflicting, although potential resident benefits as a result of model implementation may exist, particularly in regard to psychosocial health outcomes. Conclusions: Evidence regarding long-term care residents' health outcomes after comprehensive culture change model implementation is inconsistent, and the grade of the evidence makes practice recommendations difficult at this time. However, integrated findings across studies demonstrate potential psychosocial benefits to long-term care residents. Clinical Relevance: Nurses working in long-term care play a crucial role in the success of culture change initiatives as well as the health outcomes of residents. Empirical evidence for the effect of comprehensive culture change models on resident health outcomes supports reasonable expectations of their implementation and indicates areas for future research and translation into practice.

Abstract: This study's primary purpose was to determine the relationship between leadership and the dependent variable organizational learning readiness at three locations of a small-size business enterprise in the Mid-Western United States. Surveys were acquired within an exploratory correlational research design and the results indicated leadership explained a large degree of the variance in the dependent variable. The results offer HRD practitioners targets for deficiency interventions within the systems and structures of small-size ...

To describe the engagement of health service boards with quality-of-care issues and to identify factors that influence boards' activities in this area. We conducted semistructured interviews with 35 board members and executives from 13 public health services in Victoria, Australia. Interviews focused on the role currently played by boards in overseeing quality of care. We also elicited interviewees' perceptions of factors that have influenced their current approach to governance in this area. Thematic analysis was used to identify key themes from interview transcripts. Virtually all interviewees believed boards had substantial opportunities to influence the quality of care delivered within the service, chiefly through setting priorities, monitoring progress, holding staff to account and shaping culture. Perceived barriers to leveraging this influence included insufficient resources, gaps in skills and experience among board members, inadequate information on performance and regulatory requirements that miss the mark. Interviewees converged on four enablers of more effective quality governance: stronger regional collaborations; more tailored board training on quality issues; smarter use of reporting and accreditation requirements; and better access to data that was reliable, longitudinal and allowed for benchmarking against peer organisations. Although health service boards are eager to establish quality of care as a governance priority, several obstacles are blocking progress. The result is a gap between the rhetoric of quality governance and the reality of month-to-month activities at the board level. The imperative for effective board-level engagement in this area cannot be met until these barriers are addressed.

Organizational culture: is the individual's actions of the organization and the meanings of its operations. Culture encompasses the principles, visions, symbols, views, and also thoughts and feelings. As a means of identifying, it is also the outline of those collective habits and expectations that are meant to guide organizational members. Management style: is distinctive ways to make decisions and to appeal to employees. It can be classified into two major contrasting types and is also divided into separate styles in the broad sections. Nonprofit organization: is an agency that uses excessive returns rather than distributing them as benefits or incentives to accomplish its objectives. While nonprofit organization is allowed to produce monetary gains, the organization must preserve them for its self-preservation, growth, or projects.

Purpose – There is a vast array of literature which investigates the concept and impact of workplace incivility. Evidence suggests that compared to male employees, female employees tend to experience and put up more with workplace incivility. However, there is limited research on how this affects
female employee’s willingness to complete work-related tasks. The purpose of this paper is to set out to examine whether gender moderates the role between tolerance for workplace incivility and those behaviours characterised by work withdrawal.
Design/methodology/approach – In total, 317 employees from a range of business industries and governmental agencies completed a quantitative survey of measures relating to their work withdrawal behaviour and their perception of their workplaces’ tolerance for uncivil behaviours.
Findings – Results revealed that when females perceived high levels of tolerance for workplace incivility, they decreased their work withdrawal behaviour. No relationship between tolerance for workplace incivility and work withdrawal was found for males.
Research limitations/implications – The homogeneity of the sample, that is, the sample comprised predominantly of white-collar, White Australian workers.
Practical implications – Improve managers and organisations’ knowledge and understanding about deviant workplace behaviours – especially between male and female employees.
Originality/value – The paper adds to the work in the workplace incivility, diversity-gender and equity research area. Specifically, it highlights how male and female employees react when they
perceive that their workplace tolerates deviant behaviours. This knowledge will inform managers and their organisations of a more effective way of managing conflict.

This review examines research and theory relevant to work groups and teams typically embedded in organizations and existing over time, although many studies reviewed were conducted in other settings, including the laboratory. Research was organized around a two-dimensional system based on time and the nature of explanatory mechanisms that mediated between team inputs and outcomes. These mechanisms were affective, behavioral, cognitive, or some combination of the three. Recent theoretical and methodological work is discussed that has advanced our understanding of teams as complex, multilevel systems that function over time, tasks, and contexts. The state of both the empirical and theoretical work is compared as to its impact on present knowledge and future directions.

This study has critically reviewed literatures that are related to Mergers & Acquisitions (M&A) and Managing Strategic Changes (MSC) which are vital knowledge for global company in order to successfully penetrate and expand their operation worldwide. The aims of this study are, to show how GM (General Motors), a leading car manufacturer in the United State, successfully merged with Daewoo, a leading car manufacturer in the South Korea, and how they could manage changes strategically. The actual company's case study was used which obviously occurred in order to enhance the better comprehension. General Motors Company is exemplified as one of the achieved outcomes of Mergers & Acquisitions in this study. Data was collected from related literatures, theories, and were analyzed respectively. The finding was very interesting which shows the heterogeneity of national culture among two nations influence Mergers & Acquisitions actions therefore understanding national culture is significant to managing changes effectively.

... Retrieved September 5, 2008, 501 from http://www.marketwatch.com/news/story/maple-leaf-identifies-likely-502 source ... Listeriosis probe identifies multiple deficiencies. ... Retrieved April 21, 2009, from 508 http://blog.mapleleaf.com/2009/04/follow-up-statement-on-subcommittee ...

Indice
Introduzione©7
1. La negoziazione delle estetiche organizzative©9
1.1. Negoziazione, aggregazione e discriminazione©9
1.2. Estetica organizzativa al plurale©14
1.3. Estetica come consapevolezza metodologica©17
1.4. Se l’estetica non viene data per scontata©18
2. Giudizio estetico, organizzazione e comunità
di pratiche©27
2.1. Estetica ed etica organizzativa©28
2.2. Estetica tra organizzazione e comunità di pratiche©34
2.3. Estetica e potere nell’organizzazione©41
3. Performance e burocrazia©47
3.1. Principi estetici del teatro e vita organizzativa©49
3.2. Performance artistica e organizzazione©55
3.3. Che cosa rimane della performance organizzativa?©63
4. Arte, estetica e creatività organizzativa©71
4.1. Creatività dell’organizzare tra arte e design©71
4.2. Estetica organizzativa come emancipazione©81
5. Sociologia dei sensi e approccio estetico©88
5.1. Sensi e pratica sociale nell’organizzazione©90
5.2. L’odore dell’organizzazione©103
Conclusioni©112
Bibliografia©114

"Since its very inception, social work has been considered an organizationally based profession, with the majority of its workforce employed within formal organizations. Whether in nonprofit, for-profit, or governmental agencies, the practical realities of human service organizations are a central element of professional social work. This book explores the climate and culture of these agencies and provides essential information for surviving and thriving in this setting. It prepares students for their future careers so that they will feel empowered in their work and be able to fulfill their responsibilities toward organizational, community, and social change. Using real-life examples, the authors examine the internal structures of management, financing, and supervision and discuss common conflicts between agencies and professionals. The book’s straightforward tone and practical advice make it an asset to anyone entering human service organizations.

This new edition contains updated examples, case studies, and references. It also contains valuable information on the effects of the recent financial crisis on human service organizations. Agencies now face increased caseloads and more complex social problems with fewer resources and less money. Understanding how these events have changed the nature of human service organizations will allow students to be better prepared for the work ahead of them.

Features

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Expanded content on the practical aspects of organizational theory and suggestions for developing leadership skills
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Updated examples, case studies, and references throughout the book
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Key points and discussion questions following each chapter
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Updated instructor’s manual available online as a PDF or Word document"

Background: The United Kingdom (UK), alongside other industrialised countries, is experiencing a shortage of nurses partly due to low retention rates. Job satisfaction has been highlighted as a contributing factor to intent to leave and turnover, yet this is a complex area with many elements affecting its measurement. Aim: The aim of this paper is to explore the impact of job satisfaction components on intent to leave and turnover for hospital-based nurses in order to identify the most influential factors. Methods: To achieve this, a systematic search of the literature was undertaken to identify relevant international research. Three databases (i.e. BNI, CINAHL and PsychInfo) were utilised, resulting in nine articles that met the inclusion criteria. Four recurrent themes were identified in the literature: leadership, educational attainment, pay and stress.

The ineffective governance, irresponsible management, and poor company performance will ‎continue ‎to ‎ravage the businesses, shareholders, employees, and the society, where the ‎perpetrators go free, careers come to a halt, ‎shareholders ‎lose money, suppliers are out of ‎business, and employees struggle to make ends meet. However, running an organization in today’s world is becoming quite a complicated endeavor. When ‎managers reach out to gain theoretical or practical advice they quickly realize that the sum total of available ‎knowledge is fragmented, narrowly relevant or mostly impractical. ‎Thereore, there is a need for a profoundly simple, coherent, and all-encompassing advice

This short essay explores the meaning of crossing borders in contemporary times. Borders are proliferating at a rapid rate, and paradoxically they are also being eroded at a rapid rate. This essay claims that this 'making and unmaking of borders' has a profound social impact, and is a central concern in our personal lives and in wider societal and political realms. The making and unmaking of borders produces fear, anxiety, security, liberation and emancipation depending on where you are in relation to the border. Dr Western explores borders utilising a psycho-social lens, revealing how we constantly have to cross and navigate borders, in the 'real world', digital and virtual world, and in our emotional worlds.

Current theorists on the psychology of possession highlight control as an important route in the development of feelings of ownership. In the present article, the authors hypothesized that the extent to which individuals experience control over their job and work environment is positively associated with feelings of ownership for their job and the organization. The authors used supervisory report data on work environment structure and self-reports on experienced control and psychological ownership to test for the mediating effects of experienced control in the relationship between the work environment structure and psychological ownership. The authors found that experienced control mediates the relationship between 3 sources of work environment structure-technology, autonomy, and participative decision making-and psychological ownership of the job and (to a lesser extent) the organization. The authors proposed implications of the findings and directions of further research.

In this chapter, we first outline the importance of organizational culture from a work-family perspective by reviewing extant research on how an employer’s work-family culture influences individual outcomes such as employees’ job-related attitudes, contextual performance, experience of work-family conflict, and utilization of work-family benefits. Next, we examine the role of national culture in shaping work-family perceptions via culture frameworks and work-family role preferences. We go on to discuss the relationship between national culture and organizational work-family culture, before discussing the consequences of cultural alignment or misalignment – the match or mismatch between an employee’s work-family role preferences and the role demands of an organization set forth by their work-family culture and policies. We posit that when there is no shared national culture framework influencing both individual preferences and organizational role demands, the propensity for mismatch will be higher. Finally, we present a new model of global work-family culture and briefly introduce its implications for theory and practice.

Leadership persistently continues to be a hot topic and as researches continue to happen trying to uncover what makes a leader productive and successful; there is a persistent need of an academic text that provides a blend of theory and real cases for understanding and providing training on leadership. Connecting theory to practice in this book, W Glenn Rowe and Laura Guererro provide an opportunity for the readers to stay updated with the latest in leadership concepts and confront real-world issues and dilemmas pragmatically.W. Glenn Rowe’s experience in the Canadian Navy for 22 years and academic experience in teaching strategy and strategic leadership in Ivey business school coupled with Laura Guerrero rich experience in teaching management and human resources at the University of Texas and Houston is reflected in this well- thought book that is a welcome addition for students, academicians and people in business.

As organizational climate represents the culture of an organization, similarly diversity climate represents the 'culture' of diversity and inclusion of an organization. Every best practice in diversity management and diversity initiatives and programs are essentially implemented in order to improve the overall organizational diversity climate. Various models exist in literature which illustrates how diversity climate of a company impacts various employee and organizational measures. Over the years, several measurement scales have been developed in order to capture the true picture of an organization's diversity climate. An attempt has been made in this paper to capture some of these models as well as measurement scales.

This case examines the rise and fall of WeWork—a company that experienced one of the most dramatic changes of fortune in technology company history. For several years, WeWork was a Silicon Valley darling, growing at breakneck speed with visionary Adam Neumann at the helm. By some estimates, Neumann’s company was worth USD 47 billion in January of 2019. But when the company filed paperwork in preparation for going public later that year, investors balked at the details revealed in the documents: billions of dollars in losses and lots of questionable behavior on the part of Neumann (including numerous conflicts of interest involving his personal business dealings). The initial public offering was postponed and later withdrawn; Neumann was forced to step down as CEO; and by May of 2020 the company’s valuation had dropped to USD 3 billion. Exploring this recent history will provide an opportunity to ask what lessons can be drawn from the rise and fall of WeWork, and from the economic and social context that enabled its growth.

Aim of the study: The relationship between organizational culture and performance has been study and a clear link between them has been identified by certain researcher's research. The main aim of research article is to identify and measure strong relationship between performance and organizational culture. Methodology: Literature review is adopted as methodology to assess the culture of an organization impacts upon process, employees and systems. Findings: Certain dimensions of culture have been identified so far and research shows that value and norms of an organization were based upon employee relationship. The goal of an organization is to increase level of performance by designing strategies. The performance management system has been measured by balance scorecard and by understanding nature and ability of system culture of an organization have been identified. Recommendation: The strong culture of an organization based upon managers and leaders help in improving level of performance. Managers relate organization performance and culture to each other as they help in providing competitive advantage to firms.

Background: The subjects of organizational culture and leadership have been studied several times in various fields. However, studies have tried to determine the relationship between corporate culture and leadership as it is still indistinguishable, or more evidence is needed. The paper describes the perceptions of the staffs about the hospitals' organizational culture types and their managers' leadership styles in these hospitals and the relationships that may exist between these domains.

Purpose: To test the relationship between nurses' perceptions of the geriatric nurse practice environment (GNPE) and perceptions of geriatric-care delivery, and geriatric nursing knowledge. Design: A secondary analysis of data collected by the New York University Hartford Institute Benchmarking Service staff using a retrospective, cross-sectional, design. Methods: Responses of 9,802 direct-care registered nurses from 75 acute-care hospitals in the US that administered the GIAP (Geriatric Institutional Assessment Profile) from January 1997 to December 2005 were analyzed using linear mixed effects modeling to explore associations between variables while controlling for potential covariates. Findings: Controlling for hospital and nurse characteristics, a positive geriatric nurse practice environment was associated with positive geriatric care delivery (F=4,686, p<.0001) but not geriatric nursing knowledge. The independent contribution of all three dimensions of the geriatric nurse practice environment (resource availability, institutional values, and capacity for collaboration) influences care delivery for hospitalized older-adult patients. Conclusions: Organizational support for geriatric nursing is an important influence upon quality of geriatric care. Clinical Relevance: Hospitals that utilize an organizational approach addressing the multifaceted nature of the GNPE are more likely to improve the hospital experience of older adults. [Key words: acute care, geriatric nursing, nurse practice environment, quality of geriatric care]

Organizational Behaviour is the only text to use a running case study to demonstrate the application of organizational behaviour in the real world, helping students with limited or no real-life experience of the business world to engage critically and effectively with the subject.

The United States military conducts operations on the sea, in the air, and on the land. As the world flattens with the dawn of the cyber age, the United States Navy finds itself on the front lines of the emerging battlefield of cyberspace. Adapting to this new environment requires the development of a strategic campaign plan involving defensive and offensive capabilities. The research problem participating in this scenario uncovers the current implementation of naval tactics to defend against attacks and uncover vulnerabilities and deficiencies. The scope ranges from large scale state sponsored operations to the individual sailor viewing email on a government computer. The significance of the research problem investigates the strength of countermeasures throughout the fleet. Identifying these strengths give way to the weakness residing in the organization as a whole. The contribution to overall cybersecurity and defense is a diagnosis of shortfalls in the current naval infrastructure and offer corrective solutions through training and overall awareness to the problems at hand.

Bu kitap; duygusal ve davranışsal bozukluklara sahip öğrenciler hakkında bilgi sahibi olmak isteyen sınıf öğretmenleri, özel eğitim öğretmenleri ve alanda çalışan uzmanlar için hazırlanmış giriş niteliğinde bir uygulama kitabıdır. Her bir bozukluğun nedeni, tanımlanması, güncel araştırmalar ışığında verilmeye çalışılmış ve okul ortamındaki pratik uygulamalarla da anlatım zenginleştirilmiştir. Bunlara ek olarak belirli bir bozukluğun tüm yönlerine ilişkin temel yaklaşımla birlikte bilimsel olarak geliştirilmiş müdahele yöntemleri de verilmeye çalışılmıştır.

Bu kitabın alanda yeni çalışmaya başlayan öğretmenler kadar güncel verilerle desteklenen tanı koyma ve müdahele stratejilrine önem vermesi nedeniyle alanda uzun süredir çalışmakta olan öğretmenlere ve uzmanlara da yararlı olacağını düşünmekteyiz.

It can be argued that the successful management of change is crucial to any organisation in order to survive and succeed in the present highly competitive and continuously evolving business environment. However, theories and approaches to change management currently available to academics and practitioners are often contradictory, mostly lacking empirical evidence and supported by unchallenged hypotheses concerning the nature of contemporary organisational change management. The purpose of this article is, therefore, to provide a critical review of some of the main theories and approaches to organisational change management as an important first step towards constructing a new framework for managing change. The article concludes with recommendations for further research.

The authors used meta-analytic procedures to examine the relationship between specified training design and evaluation features and the effectiveness of training in organizations. Results of the meta-analysis revealed training effectiveness sample-weighted mean ds of 0.60 (k ϭ 15, N ϭ 936) for reaction criteria, 0.63 (k ϭ 234, N ϭ 15,014) for learning criteria, 0.62 (k ϭ 122, N ϭ 15,627) for behavioral criteria, and 0.62 (k ϭ 26, N ϭ 1,748) for results criteria. These results suggest a medium to large effect size for organizational training. In addition, the training method used, the skill or task characteristic trained, and the choice of evaluation criteria were related to the effectiveness of training programs. Limitations of the study along with suggestions for future research are discussed.

1 is Associate Professor at the University of the West of England, Department of Organisation Studies. He was Dean of the College of Business at the Kazakhstan Institute of Management, Economics and Strategic Research (KIMEP), 2006-2007. He has a PhD ...

This research investigates the relationship between organizational structure and organizational culture and entrepreneurial executive in Birjand city -Iran is discussed. Measuring instruments were 3 questionnaires. The results showed there is a direct relationship between the two variables and the organizational culture and entrepreneurship, there is no significant relationship between the concentration and corporate entrepreneurship and between complexity and the level of entrepreneurship and international dimensions of organizational culture, there is a direct relationship between corporate entrepreneurship. The general conclusions demonstrate appropriate organizational structure for implementing agencies to develop an entrepreneurial corporate culture than special arrangements are needed.

Français, 237 pages - Ce manuel de Développement Organisationnel à l'intention des OSC a été édité par Henri Valot. Les principales thématiques abordées sont : la gouvernance organisationnelle/associative ; structure et culture organisationnelle ; leadership transformationnel ; égalité du genre
dans le développement organisationnel ; enjeux et défis de la légitimité et redevabilité de la société civile ; la mobilisation des ressources ; le suivi-évaluation et la capitalisation ; les stratégies de
communication ; les fondamentaux d’un réseau associatif ; techniques d’élaboration d’un plan stratégique d’une organisation, et enfin la méthodologie de suivi de la formation nationale de
formateurs/trices en Développement Organisationnel dans les régions.

This article uses an ecological approach to analyze factors in the effectiveness of work teams--small groups of interdependent individuals who share responsibility for outcomes for their organizations. Applications include advice and involvement, as in quality control circles and committees; production and service, as in assembly groups and sales teams; projects and development, as in engineering and research groups; and action and negotiation, as in sports teams and combat units. An analytic framework depicts team effectiveness as interdependent with organizational context, boundaries, and team development

People abused by angry discipline as children, may tend to abuse or overly punish other people or themselves for perceived wrongs in their adult life. In some individuals, aggressive personality traits may be genetically inherited. The aggressive personality may feel weakened by having guidelines or boundaries for anger. Anger is a normal human emotion, and these guidelines can help express anger in a healthy way.

Abstract: As the world enters a new millennium, the U.S. military simultaneously enters a new era in warfare -- an era in which warfare is affected by a changing strategic environment and rapid technological change. The United States and its multinational partners are experiencing a transition from the Industrial Age to the Information Age. Simultaneously, it is fully engaged in a global war on terrorism set in a new period of globalization. These changes, as well as the experiences gained during recent and ongoing military operations, have resulted in the current drive to transform the force with network-centric warfare (NCW) as the centerpiece of this effort. This document describes how the tenets and principles of NCW are providing the foundation for developing new warfighting concepts, organizations, and processes that will allow U.S. forces to maintain a competitive advantage over potential adversaries, now and in the future. In sum, the report provides an overview of the ongoing implementation of NCW in the Department of Defense (DoD). A brief description of NCW, including its origins, its central role in force transformation, its tenets and principles, and an implementation strategy, are provided in Chapter 1. An examination of NCW as an emerging theory of war, its relationship to the four domains of Information Age warfare, the growing evidence of its benefits, and the warfighting advantages it can provide are examined in Chapter 2. Chapter 3 focuses on network-centric operations (NCO), including the relationship of NCO to the overarching Joint Operations Concepts (JOpsC), the NCO experience in Afghanistan and Iraq, the development of the NCO Conceptual Framework, and the conduct of NCO case studies. An overview of Joint and Service plans and initiatives to develop and implement network-centric capabilities and the growing investment in these capabilities by our allies and multinational partners are provided in Chapter 4

HOW TO BUILD ALUMNI RELATIONS shows the diverse spectrum of the benefits of maintaining alumni relations to a broad audience of marketing and human resource professionals. The proposed alumni management methods apply to formal and informal education, businesses, nonprofits, and institutional entities. The book examines four key aspects of building relationships with alumni: context of establishment, communications, control, and the corporate perspective. They are all bound by the consistency concept or the systematic approach, also the last chapter's title.

moderuting ejjierts of scliool orgoni~rrtioiicrl clitrructeristirs (d i o o l dimtrte. s c h o o l Iieciltl?, trnc1,joh .scitisjiiction) on outcomes ($(I readier hedth hehcn>ior chrriige progrmn. T/iirt!'-hi'o prihlic schools ere mtitcl~ed und rundomly ~ssigned either to treatmerit or control conditions. 0r~ptini:trIional. dietun. und physiologic data bvere coll~~cted,fr(irii third to .fijih g r d e teuclrers oi'er three yecir,s. Treatment schools received N tericher wellness progrum .for /MY) years. Psychometrics oj'mo.st or,Sclrli,trtioiiol scu1e.s uchieiwl ncceptuhle 1ei~~l.s (f reliubiliry. Mi-red model unu1y.se.s n'ere conducted to teJ t,fiir moderating effec.ts. Treatment schools M'itli high or;Scini~afional climute mid hecrltli scores reported 1iigher.fr-uit crmfjiiice mid vegeruhle consumption (I t Yeur 2 compured M'ith intenwtion schools with /OM, score.s. Treatment .schools with higli ,job .sutisfactio?i scores reported Iiigherfi-uit und juice und lower,fiit,food con.srimption at Y e w 3 compared with intervention schools with low scores. These meusures mcry he used as n tool to msess tlie rri\zironnient in which .school hrulth promotion programs cire presentecl. Future intenwitioris mny need to he tuilored to the or,qurii:ationul c~liortrctrristic..~ c~f.sd7ool.s.

COPING WITH AUSTERITY: INNOVATION VIA COLLABORATION OR RETREAT TO THE KNOWN?
This article explores potential approaches to the management of public sector austerity through collaborative innovation. Practitioner-based insider research offers an insight into how collaborative innovation can work in the public sector, what undermines it and what impact the active management of a turbulent environment can make in creating divergent outcomes.  A flexible action framework – modelling collaborative innovation – offers a practical means of understanding and supporting effective innovation through collaboration.
Keywords:  austerity; collaboration; innovation; insider research

This study investigated medication error reporting among Israeli nurses, the relationship between nurses' personal views about error reporting, and the impact of the safety culture of the ward and hospital on this reporting. Nurses (n = 201) completed a questionnaire related to different aspects of error reporting (frequency, organizational norms of dealing with errors, and personal views on reporting). The higher the error frequency, the more errors went unreported. If the ward nurse manager corrected errors on the ward, error self-reporting decreased significantly. Ward nurse managers have to provide good role models.