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Bureaucracy to a large extent entrenches orderliness and productive means of achieving goals in both public and private organisations across the world. However, bureaucracy is not suitable in the management of hospitals due to its peculiar nature of operations. This study investigates the conundrum of bureaucratic processes and health-care service delivery in government hospitals in Nigeria.

The study surveyed 600 outpatients and attendees visiting tertiary and government hospitals in Nigeria using descriptive design to obtained data from the respondents. A research instrument, questionnaire, was used to gather data. Out of the 600 outpatients visiting the 20 hospitals in government and tertiary hospitals, 494 responses were returned from the attendees. The study employed random sampling strategy to collect the information.

The findings of this study were that service delivery in government hospitals were in adverse position on all the four constructs of bureaucratic dimensions as against quality of service delivery in hospitals in Nigeria. It discovered that bureaucratic impersonality cannot impact on the quality of service delivery in government hospitals in Nigeria. Separation and division of labour among health workers have no significant effect on quality service delivery in government hospitals. Formal rules and regulations (administrative procedure, rules, and policies) prevent quality service delivery in government hospitals in Nigeria. Also, patient’s waiting time was not significant to the quality of service delivery in government hospitals.

The results are constrained with dimensions of bureaucratic processes. Thus, the implication of this study is that bureaucracy in the Nigerian public hospitals is an unnecessary marriage which should be carefully separated and de-emphasised for quality service delivery in the hospitals to thrive.

Largely, this study is practical essential as it unearths the irrelevant operations procedure that hinder progress in Nigerian hospitals.

The study accomplishes recognised importance to survey how bureaucracy impedes quality service delivery in government hospitals. This study has provided a vital clue to elements that will bring rapid attention to patients’outcome in Nigerian hospitals and health-care facilities which hitherto has not been emphasised. The study has contributed to the existing body of knowledge associated to healthcare service quality in developing country.

Argues that the autonomy of the Althoff administration was based on the “personal regime” of Friedrich Althoff. The public choice approach of bureaucratic behaviour reveals the basis for this autonomy: professionalism and continuity. Manageable span of control and entrepreneurship safeguarded the internal efficiency of Althoff′s agency. The information network of Althoff allowed the German scientific community to play its role as defined by the economics of inquiry. The auditing procedures of the community, that allow for technical and allocative efficiency, exert such pressure on its members that it works both as a voluntary monitoring device and as an incentive structure. In order to reduce the huge monitoring costs of scientific production, adopting a bureaucratic structure for the large academic organization of the Althoff system is consistent with the arguments that transaction cost analysis provides. The principal‐agent problem that arises from the attenuation of control, characteristic of bureaucracy, was solved by the comparative information advantage and the autonomy of the Althoff administration. Property‐rights theory further suggests that the centralized autocratic managing style improved academic productivity. The efficient organization of the Althoff system (both the administration and the academic organization) constituted a major improvement for the development and recognition of German science and scholarship.

The purpose of this paper is to study the contribution of French sociology of organisations (mainly represented by M. Crozier, E. Friedberg and J.D. Reynaud) to the knowledge of organisations in the French context, specially through the “bureaucratic phenomenon”.

The author shows that the work has provided a relevant picture of some of the main characteristics of a “French way of organising”, but shows in a second part that French specificities are only a part of the authors’ scientific project, and discusses some of the reasons why it did not get a large international recognition in the English-speaking literature.

The article provides a summary of the analysis and a discussion of its relevance to the French context today. It opens a reflection about the question as to whether a sociological school based on field studies can be used outside of its original context of conception.

The author does not have the ambition of an exhaustive overview of the international impact of this school.

The author aims at a reevaluation of the contribution, for English-speaking academics, and at a development of the thinking about the use of the “strategic analysis” model.

An examination of the today relevance of the “bureaucratic” model in France, and a better knowledge of the interest of this school outside France.

The purpose of this paper is to examine the relationship between routine communication practices and corporate entrepreneurship (CE). Drawing upon CE theory and neo-bureaucratic theory, the paper provides insight into all the directions of routine corporate communication and their potential influence on CE.

The paper reviews past and current literature from which hypothesis are developed. Applying the competing values framework and data from 64 Polish manufacturing firms, we used multiple power regression to test the hypothesized relationships.

The study provides evidence for a positive relationship between routine communication practices and CE. The analysis reveals different levels of influence of various communication aspects on CE.

Many organizations’ common objective of their redesign efforts is to get rid of the bureaucratic features of the organization. This study suggests that the challenge is to reconfigure certain routine processes and formal requirements within the organization to better suit CE purposes. The paper specifies which routine communication practices can significantly impact CE.

Very few prior voices articulate the need of routine practices study in CE research. This paper extends CE theory by providing a new perspective on CE factors and opening new avenues for further research.

In this paper, which was presented at a Conference for Lecturers in Educational Administration held in Melbourne in August 1981, the author expands upon past criticisms of the phenomenological and Marxist perspectives, provides an extensive analysis of the concept of loose coupling and puts forward a philosophical alternative to the phenomenological and positivistic positions. The interplay of philosophical viewpoints with issues in theory, research and preparation in educational administration is emphasized.

This article aims at reviewing existing theories relevant to human resource management (HRM) and providing theoretical contexts to explain the importance of managing people across borders for emerging Chinese multinational enterprises (MNEs).

Based on a literature review approach, the author examines the phenomenon of emerging Chinese MNEs from the lenses of three streams of theories: organisation‐based view; resource‐based view; and institution‐based view.

Existing theories offer sufficient insights to explore differences between emerging and established MNEs, particularly in strategic international HRM research. First, Chinese EMNEs were driven to internationalising by different motives, thus creating impact on the strategic choice and global HRM policy consideration. Second, Chinese EMNEs are operating under constantly changing institutional environments, both at home and in host countries. As a result, they are required to balance and rebalance the choices made in formulating and implementing IHRM strategies. Third, there will be different internationalisation outcomes pursued by Chinese EMNEs. Therefore, IHRM policies and practices are to achieve individual, organisational and societal well‐being.

The article has important implications for HRM theory and research. It may lead to developing relevant analytical frameworks for future research in Chinese human resource management. It is also beneficial to understand the formation and implementation of HRM policy and practices in EMNEs originated not only in China, but in other developing countries.

This article contributes to the international HRM literature in relation to Chinese emerging MNEs from a theoretical perspective. Synthesizing existing core theories with examples from Chinese MNEs, it proposes future research directions for analysing further development of such enterprises.

The purpose of this paper is to examine benchmarking leadership theories in order to build a new leadership model for the green economy.

The collection and critical analysis of secondary data from relevant publications were used to evaluate the feasibility of a new leadership model in the green economy. Analysis of organizational and leadership theories has been utilized in order to benchmark future successful efforts.

The paper found five key issues: there is little research in how the green economy will impact contemporary organizations' strategy, structure, and culture; new theories may need to be developed to assist organizations in developing the right kind of leadership for the green economy; the creation of green jobs may infuse organizations with more emphasis on values and leadership competency; the over dependence on technology to create jobs and sustain society's quality of life carries unintended consequences; and agrarian leadership may offer organizations a better ability to lead workers in the green economy.

The paper examines benchmarking applications that are exclusively relevant in both private and public organizations.

There are several implications for researchers and practitioners related to improving the personal and organizational success of leaders guiding their followers in a green economy. Many countries hope that the green economy will be able to improve their financial situation. Yet, organizations are struggling with the issues of ethical behavior by managers and how to motivate their employees toward greater performance. A new leadership based on agrarian values may be a positive step in addressing these matters.

The paper is significant because it presents a theoretical framework for interpreting how agrarian values can work building the quality of life when applied in a green economy.

Channels of distribution are basic to the marketing strategies of firms, and have been shown to be a key element in the marketing mix. The author here undertakes a comprehensive review of channels literature, primarily to identify and assess the adequacy of the various mainstream conceptual schemes which have emerged. Economic‐based arguments have largely been at the core of channels literature, although these have been partially offset by the concepts of the organisational and behavioural schools. The author concludes that whereas every conceptual approach reviewed has added something to our cumulative knowledge, no single approach has yet reached a point of adequate conceptualisation based on his own basic criteria. As yet channels literature is mainly descriptive, and has virtually no predictive power.

The progress of women in academe is addressed, as well as their participation in the workforce generally, and management positions in particular. Women themselves may be affected by society′s stereotypes of themselves and the value of their work, and the culture in organizations and society has been working against women as much as it has been working for them.

The purpose of this study is to investigate interpersonal characteristics associated with Belbin's team roles in work groups.

The SYMLOG Interpersonal Effectiveness Profile (an interpersonal measure of personality), the EPQ (an intrapsychic measure of personality) and a revised version of Belbin's behavioural checklist measure of team roles were administered to 145 UK managers.

Canonical correlation analysis showed that SYMLOG personality dimensions were much more clearly and strongly related to team roles than were EPQ personality dimensions. The dominance (upward) SYMLOG dimension was positively associated with the roles of implementer, coordinator and resource investigator, and this was the most important canonical variate. The accepting authority (forward) SYMLOG dimension was positively associated with the roles of completer finisher, monitor evaluator and negatively associated with plant and shaper, and this was the next most important canonical variate. The friendly (positive) SYMLOG dimension was positively associated with the roles of team worker and plant and this was the least important canonical variate. Only the extraversion dimension of the EPQ was clearly associated with team roles (implementer, coordinator, resource investigator and team worker).

The present findings are too dependent on self‐report questionnaires which are prone to biases such as positivity, leniency and halo effects. Research using observational analysis of behaviour in groups would be useful for extending the present findings.

Organizations might improve the functioning of their teams by analysing the sorts of interpersonal characteristics that are duplicated or lacking in their personnel so that a balanced mix of personalities can be established across different roles.

There has been little research on the interpersonal as opposed to the intrapsychic personality characteristics of different social roles in small groups.