Strategy and culture are among the primary levers at top leaders' disposal in their never-ending quest to maintain organizational viability and effectiveness.
The research prioritized organizational viability and number of investments over fund and round size.
Many of these NGOs are now heavily reliant upon PEPFAR funding and require additional capacity-building efforts to support long-term organizational viability and continued access to services for key populations.
The Sustainability Framework considers institutional viability as related to but distinct from capacity; " Organizational Viability, relates not only to financial viability, but also to other essential types of support and relationships connectedness which an organization depends on to fulfill its mission " [ 16 ].
The Department said it was acting after ITT, on April 20, got a show-cause letter from its accreditor, the Accrediting Council for Independent Colleges and Schools (ACICS) stating "that a number of actions called into question ITT's administrative capacity, organizational integrity, financial viability and ability to serve students in a manner that complies with ACICS standards".
These include, for example, existing competences, value orientations that favor health [ 7], organizational self-interests [ 8], viability of adequate resources [ 9], persuasiveness of the policy idea, and political climate [ 10].
And although Stellar does have a distribution system for its currency, the viability and inter-organizational applications of the platform just give it greater weight than saying that 'if all your friends buy this we'll figure out the rest,'" adds Merkin.
In a competitive environment, individual providers have the incentive to maintain their own economic viability and achieve individual organizational goals rather than to take collective action that improves population health.
Second, the experiments with regulated competition in many industrialized health systems trigger health-care providers to secure their own economic viability and optimize specific individual organizational goals rather than taking collective action to improve community health [ 9].
The present research was designed to examine the viability of the appetitive aversive distinction as an organizational construct underlying various particular measures and concepts.
Proposing and investigating three types of organizational reward policies, individual, aggregate, and contingent, we analyze the viability and characteristics of these policies.
