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In politics, regulatory capture (also called agency capture) is a form of corruption of authority that occurs when a political entity, policymaker, or regulator is co-opted to serve the commercial, ideological, or political interests of a minor constituency, such as a particular geographic area, industry, profession, or ideological group.
In 1965 the highly influential text-book "Business Policy: Text and Cases" was published, acknowledging Andrews as the author of the text portion. [9] The text portion was also published separately under Andrews' name in 1971. [10]
State capture is a type of systemic political corruption in which private interests significantly influence a state's decision-making processes to their own advantage.. The term was first used by the World Bank in 2000 to describe certain Central Asian countries making the transition from Soviet communism, where small corrupt groups used their influence over government officials to appropriate ...
Public interest theory claims that government regulation can improve markets, compensating for imperfect competition, unbalanced market operation, missing markets and undesirable market outcomes. Regulation can facilitate, maintain, or imitate markets. [3] Public interest theory is a part of welfare economics.
Discrimination is rather static in this sense. Elite capture is a manifested form of corruption, and social discrimination is a manifestation of a set of beliefs in a society. Elite capture and state capture are also similar because they are both related to deviation of public resources for private benefits, but differ in how power is exercised.
Organizational theory refers to a series of interrelated concepts that involve the sociological study of the structures and operations of formal social organizations ...
Organizational identity is a field of study in organizational theory, that seeks the answer to the question: "who are we as an organization?" [1] [2] The concept was first defined by Albert and Whetten (1985) and later updated and clarified by Whetten (2006),
Likert argues that the participative system is the most effective form of management within the systems. This system also coincides with human-resources theory based on the level of lateral interaction between employees and managers. Managers recognize problems that occur when there is little cohesiveness between members of an organization.