Role of international organizations Case Study Example | Topics and Well Written Essays - 3000 words

Role of international organizations - Case Study Example International cooperation is likely to occur where same interests exist across all the parties. There are important theories that share an assumption that interstate bargaining is costly as it involves money, energy, personnel, and resources (Martins and Simmons, 1998). This idea that there are high transaction costs involved in the formation of IOs has led to the conclusion that the institutions are naturally sticky. This means the change in IOs does not easily take place and it is a slow process. Public organizations are governed by a complex system of rules. The public institutions are led by international administrators thus it is not out of the ordinary to note that change hardly occurs. It was observed that only a few IOs that existed in the 1980s were still active in the 1990s. This period saw the collapse of many IOs but new ones were created. These were known as the second generation IOs that include UNDP, UN, UNCTAD, IDA, IFC, and World Bank. These were created through the actions of other IOs and are probably less important than the traditionally created ones but they are led by institutional rules, goals, and commitments. These emanations comprised 70% of the population in 1992; this was an increase from 64% a decade earlier as stated by Cheryl et al. (1998). The mortality of IOs is hard to understand given that they are known to be naturally sticky. First, the longer the institutions have been in existence, the more likely they are to survive. Secondly, the failure of the Eastern bloc and the political and economic instability in Africa led to the collapse of the IOs in the region. Finally, the mortality rate was higher for second and third generation IOs than the treaty ones where the stickiness issues were more likely to be seen. The current work on IOs has provided limited insight into the processes of institutional change. IOs in the policy areas characterized by unattractive options leave dissatisfied member states with minimum leverage, therefore, tend to be dependent and rigid (Mibler, 2008). Those with attractive options change relatively in response to underlying shifts in the member interest and capabilities.

Challenges in Managing Talent - Part II Assignment

Challenges in Managing Talent - Part II - Assignment Example It is therefore very important that even if changes will take place, stakeholders will always plan into the long term rather than looking at only immediate needs of the organization. Dear friend, indeed all areas of your presentation are very discerning. However, one area I would like to emphasize on most has to do with the implication for changes to talent management functions within the organization. I have a very strong personal feeling that whatever the outcome with the changes turns to be depends on what goes into the implementation of the change. It was therefore very refreshing to read that you share this same opinion. Based on what has been studied in literature, quote (year) posited that there is nothing like an outright right or wrong change to talent management functions. This is because there are times that changes will certainly be required to fill vacant positions. With this assertion in mind, I will base on personal experience from my workplace where changes at the finance department failed but that at the public relations succeeded to state that, where there is poor planning for changes, the implications are always