Submitted:
25 July 2023
Posted:
26 July 2023
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Abstract
Keywords:
1. Introduction
2. Research Methodology

3. Results
| Criteria | |||||
| Extent | Coherence | Flexibility | Intensity | ||
| Dimension | Levels and Scale | + | + | ||
| Actors and Networks | + | - | |||
| Problem Perspectives and Goal Ambitions | + | ||||
| Strategies and Instruments | + | ||||
| Responsibilities and Resources | - | ||||
| Assessed as | + | + | |||
4. Discussion
4.1. Levels and Scale
4.2. Actors and Networks
4.3. Problem Perspectives and Goal Ambitions
4.4. Strategies and Instruments
4.5. Responsibilities and Resources
5. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Acknowledgments
Conflicts of Interest
References
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| Governance dimension | Quality of the governance system | |||
| Extent | Coherence | Flexibility | Intensity | |
| Levels and scales | “Are all levels of government involved and dealing with the issue? Are there any important gaps or missing level?” | “Is there collaboration and trust at all levels? At what point is interconnectedness acknowledged?” | “Is it possible to upscaling or downscaling given the circumstances at hand?” | “Is there a strong effect on behavioral improvement or management reform at a certain level?” |
| Actors and networks | “Are all essential stakeholders represented? Who is not allowed?” | “What are the positive aspects of stakeholder interactions? Do the stakeholders have prior experience working collaboratively? Do they have mutual trust and respect for one another??” | “Is it possible that a fresh actor will be cast or led when there are practical reasons for doing so? Do the actors have "social capital" that allows them to help each other with their tasks?” | “Is there a strong impact from an actor or actor coalition towards behavioral change or management reform?” |
| Problem perspectives and goal ambitions | “To what extent are differing points of view regarded as a problem?” | "To what extent do the various goals complement one another?" Is there any rivalry or conflict?" | “Is it possible to re-evaluate the goals?” | “What is the status quo or Business, and how is it different between goal and ambitions?” |
| Strategies and instruments | “Are any tools being used in government strategy?“ | “How many incentive programs are predicated on the presence or implementation of this program or policy? Are there any new conflicts or overlapping issues?“ | “Are there any options for merging or utilizing other types of instruments that correspond to policy implementation?“ | “What are the implicit behavioral deviations from the current implementation, and how stringent are the tools for requiring and enforcing it? “ |
| Responsibilities and resources |
“Are all duties and responsibilities clearly defined and supported by adequate resources?” | “To what extent do the given responsibilities foster competency struggles or cross-institutional cooperation? Do they have the support of the important stakeholders?” | “To what extent it is possible to pool the assigned responsibilities and resources as long as accountability are not compromised?” | “Is the amount of resources allotted sufficient to apply the required measure for the desired change?” |
| Governance dimension | Quality of the governance system | |||
| Extent | Coherence | Flexibility | Intensity | |
| Levels and scales | High: All levels are engaged. Moderate: The majority of the levels are engaged. Low: Minority groups are engaged. |
High: All levels collaborate. Moderate: Most levels are collaborating, although some trust concerns have been reported. Low: Some levels are absent or do not collaborate; the levels indicate some trust concerns. |
High: There is a possibility of moving up and down levels depending on the issue. Moderate: There is the possibility of moving up a level by reaching an agreement among the levels based on the issue. Low: There is no possibility of moving between levels. |
High: Everyone is working collaboratively to change behavior or better management. Moderate: The majority of levels are striving to influence behavioral change or managerial upgrades. Low: Only a small number of people are working to influence behavioral change or managerial reform. |
| Actors and networks | High: Every stakeholder is involved. Moderate: The majority of the stakeholders are engaged. Low: A minority of the public are involved. |
High: There is reciprocal confidence in all institutionalized and established connections. Moderate: The vast majority of connections are established and solid, but there are challenges with mutual trust. Low: Certain interactions have become institutionalized and resilient, and there are challenges with reciprocal confidence. |
High: There are chances to bring in new players, shift leadership, and exchange social capital. Moderate: An actor network supports new actor involvement, management transition, and/or social capital distribution. Low: The actor network inhibits the participation of new participants, changes in authority, and the transfer of social capital. |
High: There is a clash between several actors that has the potential to have a large impact on behavioral transformation or managerial reform. The intensity has been fractured to a moderate degree. A small number of actors are striving to have a big impact on behavioral change or management reform. Low: There is no actor who has a substantial impact on behavioral change or organization transformation. |
| Problem perspectives and goal ambitions | High: The performers consider that all points of view are represented. Moderate: Certain actors believe that the majority of opinions are represented. Low: certain actors believe that only a fraction of opinions are represented. |
High: All of the aims complement one another. Moderate: Most goals complement one another. Low: Goals compete with one another. |
High: There is an opportunity for a review of aims. Moderate: Goals can be somewhat re-evaluated. Low: There is minimal room for goal re-evaluation. |
High: The perspectives are typically in accord on how to achieve the goal and move away from the status quo. Moderate: More than half of the actors concur on their approaches to achieving the goal and departing from the status quo. Low: There is no strong consensus among the actors' points of view. |
| Strategies and instruments | High: There are no tools or strategies missing. Moderate: Some tools or tactics are missing. Low: A significant number of tools or techniques are missing. |
High: The framework enables policy instruments to collaborate and form teams. There are no instrument conflicts. Moderate: The system enables the development of tool collaboration, but it has some inconsistency. Low: The system lacks opportunities for collaboration and there are disagreements in the execution of the instruments. |
High: Various instruments can be blended. Moderate: Instruments can be mixed whenever it is indicated in an agreement or by law. Low: There is not a way to mix or use multiple instruments. |
High: For instruments that are strictly enforced. The prerequisite for behavioral divergence from existing practice is low. Moderate: Demand for behavioral deviation in specific operations, alongside compliance challenges in specific areas. Low: High demand for behavioral variation in practices, as well as challenges with adherence |
| Responsibilities and resources |
High: All obligations are clearly delineated, and appropriate resources are made available. Moderate: Most functions are clearly designated, although some have capabilities. Low: There are obviously delegated roles with insufficient resources. |
High: Objectives promote organizational cooperation and ensure that resources are used appropriately. Moderate: Certain obligations promote organizational collaboration, but only a small share of resources are deployed continuously. Low: Organizational expertise and conflict are created, and assets are not utilised effectively. |
High: The tasks outsourced can be combined with adequate monitoring systems. Moderate: While it is conceivable to combine allocated roles, no effective control framework exists. Low: There is no way to integrate the tasks that have been allocated. |
High: There are adequate assets to effect the intended improvements. Moderate: Certain assets are required to achieve the intended results. Low: The resources needed to effect the intended adjustments are in short supply. |
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