Professional People in England

Mills, Christine; Lewis, Roy; Maude, Angus

doi:10.2307/1337504

Cited by 4 publications

(2 citation statements)

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“…Professionalism is defined as adhering to ethical principles, a code of ethics, and the freedom to make sound judgments (Eyaa & Oluka, 2011). This definition is echoed by Lewis and Maude (1953), who contended that "a moral code is this the basis of professionalism" (p. 64). Therefore, the author's philosophical concept of professionalism anchors on morality.…”

Section: Professionalism With Public Procurement Regulations and Comp...mentioning

confidence: 99%

Public Procurement Compliance in Ghana: An Upper West Region Perspective

Kwening¹

2022

PAJES

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This study aimed to contribute to the debate on Ghana’s Public Procurement Act 663 non-compliance. According to the Ghana Public Procurement Law (Act 663, 2003), compliance with public procurement regulations is mandatory. It aims to combat fraud, illegal and unethical activities in the public sector. This research examined four explanatory factors that influence compliance with public procurement rules. This study applied a quantitative research methodology, correlational research design, and cross-sectional design. Data were collected from 62 regional government procurement entities using a structured questionnaire. Correlation and regression analysis was conducted to test the research questions and hypotheses. The general results of this study indicated mixed findings. Familiarity (H1) and monitoring (H3) were found to be statistically significant in compliance, whereas professionalism (H2) and sanctions (H4) were not statistically significant in compliance and were not supported by the study hypotheses. Hence, the mixed findings on the relationship between professionalism and compliance rules, sanctions and compliance rules require further investigation.

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Section: Professionalism With Public Procurement Regulations and Comp...mentioning

confidence: 99%

Public Procurement Compliance in Ghana: An Upper West Region Perspective

Kwening¹

2022

PAJES

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“…De este modo, dentro de la DERH se suelen citar los trabajos clave de HUSELID y BECKER (1997), HUSELID (1995), MACDUFFIE (1995) y ULRICH (1997). En este sentido, la DEHR es vista como una base de la competitividad de las organizaciones (BEER, SPECTOR, LAWRENCE, MILLS y WALTON, 1984;HILTROP, 1999;JACKSON y SCHULER, 1990;KAMOCHE, 1996;MILES y SNOW, 1984;MILLS, 1985;PORTER, 1985;SCHULER y MACMILLAN, 1984;ULRICH, 1986;WRIGHT, MCMAHAN y MCWILLIAMS, 1994).…”

Section: La Dirección Estratégica De Recursos Humanos Y Su Visión Com...unclassified

La perspectiva del hombre complejo en la estrategia de recursos humanos

Luna‐Arocas

2004

RTSS

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Bajo la perspectiva del hombre complejo suscitada por Chiavenato (2000) se plasma la necesidad de analizar las motivaciones de los empleados de modo diferencial a como clásicamente se ha venido analizando con los modelos teóricos tradicionales. En este sentido, la vinculación de los motivos, así como su combinación en perfiles motivacionales (Chiavenato, 2000), permite una aproximación más adecuada a la realidad organizativa. A ello se ha de añadir lo que Chiavenato denomina la interrelación compleja entre las necesidades iniciales y las experiencias de la organización, y que con el estudio presente se ha operativizado en lo que denominamos los gaps motivacionales. Por ello, es realmente complicado analizar la realidad motivacional en las organizaciones desde enfoques globales y generalistas. En este sentido, Chiavenato (2000) plantea que no existe ninguna estrategia directiva correcta que pueda cobijar a todas las personas en todos los momentos. En este estudio se plasma la necesidad de segmentar a los empleados para ajustar las estrategias de recursos humanos buscando también comunalidades en la aplicación de estrategias conjuntas o genéricas. Por otro lado se analizan las estrategias de motivación requeridas por los empleados y recibidas por parte de la organización, analizando por tanto los gaps motivacionales percibidos de los empleados. Bajo este modelo general planteado se suscita la necesidad de tener en cuenta en todas las estrategias de recursos humanos la realidad compleja del empleado para una correcta implementación de las prácticas de recursos humanos.

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The Social Security Amendments of 1960: Completing the Foundation for Medicare and Medicaid

Peters

2004

Journal of Health and Human Services Administration

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The expansion of social security coverage enabled northern, industrial states to transfer a larger share of their Old Age Assistance (OAA) clients to the Social Security (OASDI) rolls at an earlier date than was possible in southern, agricultural states. Due to the differential rate of transferring clients, northern states could achieve a larger financial return from the establishment of Medicare while an increase in federal medical reimbursement for public assistance clients was more beneficial to southern jurisdictions. Although public opinion overwhelmingly supported the former option, partisan presidential politics and a split in the Democratic ranks enabled southern Democrats to thwart the will of the people by enacting legislation that significantly expanded federal contributions for the health care of indigent, elderly citizens. The evidence, therefore, indicates that regional differences in the share of elderly citizens receiving OASDI and OAA benefits contributed to the suppression of Medicare amendments. It is also evident that, in the absence of a presidential veto threat, southern opposition to Social Security health insurance would have been muted and Congress may gave enacted Medicare legislation in 1960 instead of 1965.

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Professional People in England

Cited by 4 publications

References 0 publications

Public Procurement Compliance in Ghana: An Upper West Region Perspective

Public Procurement Compliance in Ghana: An Upper West Region Perspective

La perspectiva del hombre complejo en la estrategia de recursos humanos

The Social Security Amendments of 1960: Completing the Foundation for Medicare and Medicaid

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