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The purpose of this paper is to review some of the learning technologies associated with teaching and learning in higher education (HE). It looks at e‐learning and information technology (IT) as tools for replacing the traditional learning experience in HE, i.e. the “chalk and talk” lecture and seminar. HE is on the threshold of being transformed through the application of learning technologies. Are we on the brink of a new way of learning in HE after a tried and tested formula over 800 years?

Adopting a case based approach, the fieldwork for this research took place at two UK Higher Education Institutes (HEIs). A number of units that included IT‐based learning were identified. All units included a web site that was aimed at supporting students' learning. The data were collected through unstructured discussion with the lecturer and a questionnaire to students.

This paper considers and highlights the key findings from the sample linking them to the literature with the purpose of testing the aim/title of this paper. Evidence suggested the implications for HEIs are they cannot assume that presenting new technologies automatically makes their institutions “youth friendly”; this new generation would like to see some concrete benefits of technology.

From this small‐scale investigation this paper attempts to investigate in which direction HE might go. Is this generation wanting a step change? Evidence from this research suggests not – new technologies will only play a bit part. They can help free up time in order to engage and support students in new and interesting ways.

Practitioners need to see their future as being part of the leadership team within organisations, and therefore need to move beyond technical competencies and focus on developing leadership skills.

The questions of when and what types of human resource (HR) support are needed tend to be unanswerable for small and medium-sized enterprises (SMEs). This article addresses this gap in the strategic HR literature. Hiring, training, employee retention/satisfaction, wages and benefits programs, and worker's compensation insurance are important to SMEs seeking to build strong capabilities and resources and to increase their competitive advantage.This article presents an analysis of the existing HR literature for SMEs. It introduces a decision model to help SMEs choose a cost-effective HR strategy, listing a range of options from hiring the HR function to electronic HR (eHR) and outsourcing

The purpose of this exploratory study was to examine the workplace experiences of current and former underrepresented ticket sales employees.

The study utilized survey methodology to answer the research questions. Purposive sampling was used to identify potential respondents: individuals who were either currently employed as sport ticket sales employees or had been previously. The researchers examined online media guides from North American major league sports teams and identified ticket sales representatives who were compiled into a database and then cross-referenced through social media platform LinkedIn. Individuals were located via LinkedIn profiles and sent an anonymous, electronic survey which included a combination of Likert scale and open-ended questions regarding respondent experiences working in ticket sales departments.

Survey responses from 511 ticket salespeople revealed negative experiences related to management and career advancement opportunities, as well as significant differences in negative experiences for underrepresented populations regarding mentorship and culture.

Sport sales managers desire to expand employee diversity (Wells et al., 2019) and improve overall retention rates, but if a clear understanding of organizational vision toward diversification is not established within sports teams, managers are less likely to embrace diversity initiatives. Thus, it is imperative to understand the lived experiences of underrepresented ticket salespeople in order to improve workplace culture and effectiveness.

This study aims to explore the downstream pharmaceutical supply chain (PSC) and provides insight to the delivery process of medicines and associated operational inefficiencies.

An exploratory, qualitative approach was adopted to examine PSC inefficiency within two European contexts, namely, the UK and Greece. Data was gathered through interviews and a thematic analysis conducted to analyse the data and identify challenges faced by both supply chains(SCs).

The medicines delivery system needs to be enhanced in terms of quality, visibility, speed and cost to perform effectively. The findings demonstrated that although the healthcare SCs in the two European contexts have different operational structures, the results are in concordance with each other. Financial, communication, waste and complexity issues were the major concerns.

To the knowledge this is the first study to examine aspects of the medicines SC via a cross-case analysis in the UK and Greece and extends the body of knowledge. A broader sample of responses is warranted to further validate these findings.

The study outputs can inform pharmacies’ strategic to instigate targeted improvement interventions. The implications of which may be extrapolated further to other European healthcare organisations.

This research contributes to the academic literature by adding further theoretical insights to SC strategy development, especially those that have been characterised as highly complex. The study identifies four key areas of intervention needed within this SC (in both countries) to promote higher level efficiencies and effectiveness.

Sudden crises, known as environmental jolts, can cripple unprepared organizations. In recent years, financial jolts have led many organizations, particularly government organizations, to respond by furloughing employees. Furloughs can engender various responses in employees that can lead to negative work outcomes for both the employees and the organization. Previous research shows that the implementation of strategic human resource management (SHRM) practices, such as commitment-based systems, can mitigate the negative effects of environmental jolts. Utilizing the knowledge-based view and affective events theory, we propose a multilevel model where SHRM practices moderate employee affective responses to furloughs, which, in turn, drive subsequent employee behavioral outcomes.

The phenomenon of fast fashion is under‐researched academically, yet has received attention in most of the fashion and business press. Therefore, as it would seem timely, this article aims to present the findings of some exploratory research.

The concept of agile supply chains or supply chain theory is explored with reference to fast fashion requirements. The research was carried out using in‐depth interviews of key informants in the fashion industry.

The major findings of this exploratory research demonstrate a developmental process occurring in supply chain management when fast fashion comes into the equation. This research provides additional complexity on the existing model of supply chain management for the fashion industry.

This paper presents a research agenda for future exploration. There are implications for theoretical perspectives of supply chain management as well as retail operations.

This paper offers insights into the impact of fast fashion on the supply chain and the links in the process which deserve further research attention.

Drawing on the literature from the field and the recent experience of an evaluation into a child abuse investigation in Scotland, the purpose of this paper is to argue that evidence from the literature suggests that a more holistic approach drawing on the ideas of communities of practice could improve the way in which child abuse investigations are conducted.

This paper has been informed by a recent evaluation of a new national unit that was set up to investigate suspected child abuse in Scotland. This unit was established as part of the transition from eight regional police services in Scotland to a single national police service, Police Scotland. An important part of this evaluation was to consider the messages from previous research into the development of national police units and the role of the police in child protection investigations more generally.

What was uncovered were the challenges that police officers face in the current context of child abuse investigation particularly around construction of child abuse investigations, collaborative working, staff well-being and training.

The practical implications of this paper are as follows: police investigations into child abuse experience a range of issues, multi-agency and holistic approaches are more effective, agencies should be encouraged to establish communities of practice and staff need adequate levels of support and training.

This paper contributes towards a growing body of work examining the way in which child abuse investigations are conducted by police and the importance of inter-agency collaboration to support this. It contributes to academic debates and knowledge of the overall investigation process where, to date, there has been a paucity of literature and research that has tended to focus on evidence and experiences and to a boarder literature recognising the need for holistic approaches to tackle child abuse.

This paper aims to explore the relationship between internal communication and organizational learning from an interpretive perspective.

Following a review of the internal communication and organizational learning literature, an exploratory phenomenological methodology was designed to capture the “essences” of experiences relating to “communication” and “learning” among employees within a UK healthcare organization with an aspiration of becoming a “learning organization.” Transcripts of interviews were analyzed, coded thematically and the essences of experiences collectively synthesized into one description.

The paper concludes that internal communication may contribute to the development of organizational learning through sense‐making processes. For the participants in this study, these processes were personal letters and memos, line management interactions and interactions with other colleagues. “Learning” was associated with the acquisition of knowledge through day‐to‐day interactions, self‐development and studying. However, some sense‐making activities designed to engage employees in organizational change were less relevant to participants.

The research highlights the need for internal communication strategies that match meanings to context, based upon research that recognises the social and culturally diverse nature of organizations; the interactions and identities of occupational groups; and how these groups in turn construct and reproduce their social world through discursive practices.

This paper demonstrates the relevance of interpretive approaches to corporate communication research that gives prominence to the everyday, subjective experiences, perceptions and feelings of organizational members.

The purpose of this paper is to measure the extent of the adoption of human resource management (HRM), the existence of a formal HR strategy, and the development of the HR function in the Barbados hotel industry compared with Hoque's sample of hotels in the UK.

A quantitative survey, covering 46 hotels out of a population of 75 hotels was conducted with the respondents being the hotel's management: a general manager, HR manager or line manager.

It was found that the adoption of human resource (HR) practices was more prevalent in Barbados hotels than in the UK sample. With respect to the existence of a formal HR strategy, the results were mixed. The results also show that in many respects the Barbados hotels are ahead of their UK counterparts in the development of the HR function.

The research focused on a small sample in a developing country. In addition, responses were obtained from top management rather than all levels of staff.

The findings about HR practices were based on management assertions. There is need for a follow‐up with more tangible evidence.

The paper highlights the importance of HR practices in a developing country. These findings were unexpected, given that the UK is a mature western economy, where Barbados is classified as a developing country. They may be explained by the better‐developed formal systems for the management of employment relations at an industry‐level in Barbados.

The proliferation of undergraduate paramedicine programs has led to a surge in demand for work integrated learning (WIL), placing pressure on domestic ambulance service placement capacity. The objective of this study was to establish a baseline understanding of international WIL in paramedicine university programs.

A cross-sectional study design was utilized to gather data from Australasian universities offering undergraduate paramedicine. A telephone survey was used to gather quantitative and qualitative data using a tailored questionnaire.

Of 15 eligible paramedicine programs, seven program leads participated. All offered international WIL, predominantly short-duration format in locations including United Kingdom, USA, Israel, Nepal, Indonesia, Timor-Leste, New Zealand, South Africa, Finland, Canada and Vanuatu. Two distinct models were identified: academic-accompanied, group “study tours” and unaccompanied individual placements. International WIL is common in paramedicine but placement models, rationale and expected learning experiences are diverse.

International WIL is an increasing component of paramedicine and other health discipline degrees, yet the pedagogical rationale for their inclusion and typology is not always clear. This paper provides an insight into the variance in international WIL typology in a single health discipline highlighting the heterogeneity and need for future research linking into the structure, support and assessment of international WIL.

Following victimisation of many types, knowing one is not alone in their experience, or the reactions to that experience, has been identified as comforting and supportive of recovery in survivors of violence and abuse. Information is often provided by support groups, professionals, or victim/survivor organisations, which still fill a significant gap in the criminal justice system, which offers insufficient support to victims of crime. However, as many victims do not engage with support services or the criminal justice system, they may be at risk of not receiving such crucial support. The rising popularity of so called ‘hashtag activism’ has however provided victims and survivors with a worldwide platform to share experiences, reactions, information, support, and solidarity. This chapter explores the impact of key hashtags, such as #metoo and #BlackLivesMatter, via a critical evaluation of outcomes, including policy, cultural, and legislative impact, to unpick their successes and failures, with a focus on support and community-building, marginalisation and performative allyship.

This article aims to explore how understanding the challenges faced by companies' attempts to create competitive advantage through their human resources and HRM practices can be enhanced by insights into the concept of strategic groups within industries. Based within the international hotel industry, this study identifies how strategic groups emerge in the analysis of HRM practices and approaches. It sheds light on the value of strategic groups as a way of readdressing the focus on firm and industry level analyses.

Senior human resource executives and their teams across eight international hotel companies (IHCs) were interviewed in corporate and regional headquarters, with observations and the collection of company documentation complementing the interviews.

The findings demonstrate that strategic groups emerge from analysis of the HRM practices and strategies used to develop hotel general managers (HGMs) as strategic human resources in the international hotel industry. The value of understanding industry structures and dynamics and intermediary levels of analysis are apparent where specific industries place occupational constraints on their managerial resources and limit the range of strategies and expansion modes companies can adopt.

This study indicates that further research on strategic groups will enhance the theoretical understanding of strategic human resource management and specifically the forces that act to constrain the achievement of competitive advantage through human resources. A limitation of this study is the dependence on the human resource divisions' perspectives on realising international expansion ambitions in the hotel industry.

This study has implications for companies' engagement with their executives' perceptions of opportunities and threats, and suggests companies will struggle to achieve competitive advantage where such perceptions are consistent with their competitors.

Developments in strategic human resource management have relied on the conceptual and theoretical developments in strategic management, however, an understanding of the impact of strategic groups and their shaping of SHRM has not been previously explored.

This chapter examines the everyday experiences of short women, focusing on the problems they face and the coping strategies used to navigate being short in a heightist society. Further, this chapter views height as a stigmatized identity, which both negatively and positively impacts short women.

Sixteen qualitative interviews were conducted with women 5′2″ and under.

Using the literature on stress, and coping models laid out by social psychologists, this chapter elucidates the unique place of short women in American society.

While there has been a wealth of literature on how short stature impacts men, research on how short stature impacts women has been scant.

The past year has not been a particularly good one for Next, with the high street side of the business being rather more badly hit than the mail order side. Our contributor also looks at the food sector, and where it's going over the next few years. Are we about to see a return to price cutting as a result of the high interest policies of the government? And what about the level of customer service? Also — a remarkably good half‐year for Marks & Spencer.

Sport ticket sales is often positioned as a “foot in the door” to the sport industry due to ample job opportunities, but anecdotal reports of high turnover raise questions of the efficacy of recruitment, training and retention efforts in sport sales. The purpose of this study was to determine attrition levels among entry-level ticket sales personnel, observe whether entry-level sales positions lead to other non-selling positions within sport organizations and determine if education and market related variables are related to job tenure.

LinkedIn profiles were analyzed for 1,122 entry-level ticket salespeople listed in media guides between 2015 and 2019 in the “Big Four” North American professional sports leagues. Names were obtained from 26 NBA, 21 MLB, 20 NHL and 12 NFL teams. Survival analysis provided defection rates and demonstrated the relationship between those rates and key variables.

One in every four entry-level ticket salespeople defected within the first year and one in every two defected within 26 months. Only 8% moved on from ticket sales to a non-sales role within the sport industry. Increases in cost of living, working for an NFL team and having sport industry experience prior to taking a sales position decreased the likelihood of defecting, while increased distance between the salesperson's university and the team's location increased the likelihood of defecting.

This study applies survival analysis to a sport human relations context to understand turnover in a specific occupational discipline and establishes the turnover rate for sport sales positions.

The purpose of this paper is to explore the application of ideas and practice from Organisation Development to the creation of a leadership development programme, based in a UK Business School. When leadership development is constructed as a personal and relational endeavour, rather than using competences to create identikit heroes, faculty need to draw less on the espoused certainties of “expert” power and adapt their teaching style and language.

This case study of an ongoing Masters programme in health leadership, draws on external evaluation data and action research.

The paper’s prime contribution is as a conceptual stimulus to rethink leadership development programmes based on OD.

The practical implications could be far reaching if business schools want to offer an alternative to perpetuating heroic, individualist models of leadership.

As leaders take charge of their own learning, as much as their leading, faculty become powerful participants and draw on OD skills rather than those of expert knowledge.

The paper thus offers a practical example with evaluation of how leadership development can be redesigned congruent with seeing leadership as a socially constructed, relational, dynamic and context specific.

Past research has shown there is a relationship between body image, sexual behavior, and pleasure. However, the majority of this research has centered on heterosexual participants. In this analysis, the author considers how this relationship between body image, sexual behavior, and pleasure may look within women and genderqueer individuals who are all AFAB (assigned female at birth) with 26 out of 30 participants identifying as LGBTQIA+. The author examines perceptions of body size, body hair, and genitals to consider how intersections of social structures – specifically internalized sexism, racism, and misogyny – influence the participants’ experience of sexual interactions. Both resistance and embodiment of traditional gender norms, even as queer women and genderqueer individuals, were examined in these narratives. The majority of the moments where traditional gender norms are examined describe situations when the participants were sexually interacting with cis-gendered men.