Decentralization as a Post‐Conflict Stabilization Tool: The Case of Sierra Leone

Sierra Leone's experience with decentralization as a post‐conflict stabilization tool highlights both the value of making and keeping a promise to empower citizens through local government and the importance of fully implementing that promise over a longer time horizon. The emergence of the country from civil conflict into peace and stability is one of the greatest success stories of post‐conflict stabilization. Although the nation has enjoyed over a decade of peace (and peaceful transitions from party to party), many of the conditions that laid the groundwork for conflict remain, especially in rural areas, due to the partial implementation of the decentralization framework. Based on a post‐conflict perspective, we review the re‐emergence of local governments in Sierra Leone following the civil war, the institutional and legal framework within which they exist, and some of the remaining challenges the nation faces. Copyright © 2016 John Wiley & Sons, Ltd.     

Organisational reputation and impact on employee attitude: A case study of MTN Ghana limited and Vodafon Ghana Limited

The impact organisational reputation has on employee attitude is very crucial to the fortunes of any organisation, and employees are the fuel that runs the engine of the organisation, and it is believed that their attitude towards the organisation creates a positive performance for the organisation. This study, therefore, sought to determine organisational reputation and the impact on employee attitude by determining the contribution of employee in achieving the reputation of the organisation. The type of research design was a survey, and it relied on secondary information such as reviewing available literature and primary data through the dissemination of questionnaires. The findings suggests that employees contribute earnestly and effectively to organisations reputation, and this creates an enabling environment for creativity and growth, as employees see themselves as stakeholders who play part in the achievement of organisations reputation to the market. It was also revealed that when employees are taken for granted, they become dissatisfied and apathetic, which is likely to adversely affect organisational performance and goes a long way to drag the image of the organisation into the mud. It is recommended that employees' feelings are sought on matters that affect their lives and work, and they should work under conducive and healthy environments as this would give employees the feeling that their employers are concerned about their wellbeing, and this builds a positive attitude to work within employees who in turn work to achieve the goals of their organisation. Copyright © 2015 John Wiley & Sons, Ltd.     

Power at Sea: A Naval Power Dataset, 1865–2011

Naval power is a crucial element of state power, yet existing naval data sets are limited to a small number of states and ship types. Here we present 147 years of naval data on all the world’s navies from 1865 to 2011. This country-year data set focuses on warships with ship-based weapons capable of using kinetic force to inflict damage on other structures or peoples. After identifying a country’s active naval forces, we create a measure of naval power based on the aggregate tonnage of the active ships. Additionally, we create count variables for ship types such as aircraft carriers or battleships. This article introduces the country-year data, describes variables of interests for use in country-year, dyadic, or systemic studies, and suggests potential questions of interest scholars could explore using the naval power data set.