Search results

How do decision styles differ from leadership or management styles? This question is addressed by considering situational variables, the decision process itself and a variety of decision style models. The authors conclude that the decision style approach has many applications and is a highly effective management tool.

Women architects in the USA are generally satisfied with their work and feel that they are successful. Responses to a mailed survey form sent to women members of the American Institute of Architects throughout the USA allows a clear and unique profile of the woman architect to emerge. It appears that women architects have different values to women in general, and to women managers; but close to women engineers' values (with the exception of aesthetic value). There are, however, still many obstacles to be overcome by women architects before they achieve parity of treatment with their male counterparts.

Since the first Volume of this Bibliography there has been an explosion of literature in all the main areas of business. The researcher and librarian have to be able to uncover specific articles devoted to certain topics. This Bibliography is designed to help. Volume III, in addition to the annotated list of articles as the two previous volumes, contains further features to help the reader. Each entry within has been indexed according to the Fifth Edition of the SCIMP/SCAMP Thesaurus and thus provides a full subject index to facilitate rapid information retrieval. Each article has its own unique number and this is used in both the subject and author index. The first Volume of the Bibliography covered seven journals published by MCB University Press. This Volume now indexes 25 journals, indicating the greater depth, coverage and expansion of the subject areas concerned.

While there exists a small and perhaps growing cadre of mature library managers skilled in automation, not enough new MLS holders are being educated to support and extend the potential of automation within libraries. The result in too many libraries is the hiring of a non‐librarian to cope with the myriad technical details involved with setting up equipment and interacting with academic and administrative computing, county governments, and business office operations, with the hope that in time this person somehow “will become one of us.” However, something will be lost in future interactions if the librarian‐managers themselves do not know enough to participate knowledgeably in such interactions. Developing new educational initiatives is an important challenge facing those who wish to improve our managerial competence in the automation area.

With a focus on Canada, but framed by similar and shared concerns emerging in the United States, this chapter examines the current status of what constitutes and defines academic freedom for academic librarians and the rights and the protections individual, professional academic librarians have with respect to the freedom of speech and expression of their views in speech and writing within and outside of their institutions. It reviews the historical background of academic freedom and librarianship in Canada, academic freedom language in collective agreements, rights legislation in Canada versus the United States as it pertains to academic librarianship, and rights statements supported by Canadian associations in the library field and associations representing members in postsecondary institutions. The implications of academic librarians using the new communication technologies and social media platforms, such as blogs and networking sites, with respect to academic freedom are examined, as well as, an overview of recent attacks on the academic freedom of academic librarians in the United States and Canada. Included in this analysis are the results of a survey of Canadian academic librarians, which examined attitudes about academic freedom, the external and internal factors which have an impact on academic freedom, and the professional use of new communication technologies and social media platforms.

The purpose of this paper is to argue that in a strategic context organising is a cybernetic process that corresponds leadership and management. The paper reflects on the obverse condition where the lack of correspondence may facilitate failure.

The paper applies Stafford Beer's viable systems model to consider management and leadership's relationship in the organisational context and draws on the practice of leadership and management to support the theoretical assertions.

That management and leadership are key processes in organising that need to be in mutual correspondence in order to sustain the viability of the organisation.

The paper explores management and leadership from a systems perspective and so further practical work could be initiated to consider both successful organising and failure.

The paper is attempting to demonstrate that organisations may need to develop leadership and management contiguously as control and viability drivers; and that the duopoly of management and leadership is at the heart of the cybernetics of organising.

The paper attempts to consider the seminal cybernetic process of organising.

The purpose of this paper is to argue that culture is our primeval management that has its roots the same desire for control that management does. The paper explores the fundamental cognitive systems that allow us to create culture.

The paper applies basic systems concepts to the notion of culture and draws parallels with other cybernetic processes in order to consider the means of developing culture as a systemic possibility and/or inevitability.

Where management is reductive relying on cause and effect to apply its models to organising, culture is emergent and relies on correspondence to develop mutual models of organising.

The paper explores the creation of culture from a systems perspective and so further work could be devised to consider the demise of specific cultures such as the entropy of culture and its radical change in crisis.

The paper is attempting to demonstrate that organisations may need to see culture along with structure and management as a control issue. That culture is at the heart of the individual and in the ether of the organisation and so the cybernetics of culture should not be considered as an adjunct to the management of the organisation but seminal to it.

The paper attempts to consider culture as a cybernetic process of development.

This paper attempts to develop a metaphor to explain knowledge and perhaps the basic construct of knowledge management, in a way that might add to the practical understanding of organisational knowledge.

The paper explores the notion of knowledge, fact and memory in relation to Parmenidian and Heraclitean approaches to stasis and flux.

That remembering and imagining can be the same basic process, such that knowledge is created in the present not necessarily retrieved from our technology.

To consider cybernetic approaches to knowledge management based on learning and self‐organisation as well as “knowledge based” technology.

Whilst in information systems we collect, store and retrieve information, in knowledge systems we create, recreate and recreate the recreating. Here, knowledge management relies more on individual and collective learning than the power of the technology.

The paper attempts to consider knowledge as a process of engagement rather than a resource to be “utilised”.

The purpose of this paper is to argue that leadership cannot and should not be “defined” but rather considered as a process. The paper goes on to refute the notion that leadership can be defined or fully understood in management terms or associations. The paper then attempts to synthesise the construct of leadership as a system of processes.

The paper compares and contrasts management and leadership to three organisational processes; time, culture and change in order to non‐define or synthesise a system of leadership.

Leadership might be more usefully understood as a process of individual and organisational engagement with time, culture and change that differ from management's relationships with these processes. That through these engagements leadership creates organisation whilst management maintains it.

The paper does not explore other systemic constructs that might be equally fruitful such as leadership and management in relation to entropy and negentropy.

The paper is attempting to demonstrate that organisations may need to create leadership in tandem with management rather than find individual leaders “defined” as able to lead.

The paper attempts to consider leadership as a process of interrelationships rather than a separate definable behaviour or competence.

This paper explores the structure and role of management education in teaching and learning management with reference to the structure (hierarchy) and control of the education process. The paper also attempts to question our fear and desire to learn and our fear and desire for learners with reference to the usefulness of management education.

IT is rarely possible to place on record expressions of appreciation concerning Municipal Libraries. More often than not remarks are heard about these institutions being an incubus and a burden on the rates, merely the haunts of loungers, and so forth. A public‐spirited citizen has, however, come forward at Halifax, and in a most interesting leader in the local paper has paid a splendid tribute to the library service of that town. Speaking of the public libraries, he says: “But in one respect we really do lead, and strangely enough it is the one thing that our local patriots rarely mention, perhaps because the subject is outside their sphere. I refer to our Municipal Libraries, which I believe are the finest, or certainly among the finest, in the country; and as I like to be patriotic when I can, and would rather speak well than ill of anything or anybody, I propose to pay a little tribute to these institutions. But just let me say that if we have finer libraries in Halifax than many much larger places possess, we owe it almost entirely to our Chief Librarian and those who work under him.”

In the 1947 article, The Mathematics of the Ideal Villa, Colin Rowe famously compared the spatial and geometric properties of buildings by two architects: Palladio and Le Corbusier. Many of Rowe's observations in this article have since been extensively debated but not rigorously tested. This paper examines Rowe's proposition that Palladio's villa plans possess greater intelligibility and cellularity than Le Corbusier's villa plans.

Two established computational techniques, axial line analysis and isovist analysis, are adopted in this paper to quantify and compare the properties of intelligibility and cellularity in the four villas that Rowe used to construct his argument: Malcontenta, Rotunda, Stein, and Savoye.

While acknowledging methodological limitations, the results of this paper do not support Rowe's claims, but they do lead to a unique quantitative examination of spatial configurations and properties of four famous villa plans.

This is the first paper to quantitatively examine Rowe's claims that Palladian villas possess greater intelligibility and cellularity than Le Corbusier's villas.

I visited the universities of Sydney, Melbourne, and Adelaide, and the New South Wales University of Technology, and attended a week’s Seminar on Science in Australia at Canberra. At Canberra I had an opportunity to talk informally in the hotel lobby with a number of scientists from different universities as well as to listen to the formal discussions for five days. On that occasion I also had an opportunity to talk briefly with the Vice‐Chancellors of two of the three universities which I did not visit personally, namely, Currie of Western Australia an Hytten of Hobart. About the University of Queensland I am totally uninformed and it may possibly be an exception to all that follows, though if it were a marked exception it would seem that this fact would have been called to my attention in a number of the conversations. In addition to these direct sources of information about the academic world, my talks with some of the industrial leaders at Canberra, Sydney, Melbourne, with some of the political people of both parties, and one or two short comments by reporters and radio interviewers gave me some indication of the feeling of the general public about the universities. Likewise the controversy which has been quite acute in Sydney about the relation of the technical college to the University and the development of the New South Wales University of Technology threw a good deal of light on academic politics.

LONG before man learnt to make fire by the friction of wood, he experienced the burden of friction in dragging home his kill. Perhaps it is not too fanciful to suppose that the torn sides of his beast gave the first solid lubricant. Blood and mutton fat were seriously recommended as lubricants for church bell trunnions as recently as the 17th century. Indoed we still reckon fatty acids the best of all boundary lubricants. The range of man's activities has increased enormously in the present century, and particularly in the last few decades. Men have circled the earth in space; a space ship is on its way to examine another planet; terrestrial man is boring to the bottom of the earth's crust; others have descended to the depths of the ocean, and oven established a home on the floor of the Mediterranean, Speeds have increased by factors of thousands, temperatures range from near absolute zero to thousands of degrees; and a new environment of high‐intensity nuclear radiation has been created. Still, objects must move over and along each other in these exotic conditions; and to a large extent solid lubricants can provide the answer to the frictional problems.

As the workforce is aging and becoming increasingly age diverse, successful aging at work has been proclaimed to be a desirable process and outcome, as well as a responsibility of both workers and their organizations. In this chapter, we first review, compare, and critique theoretical frameworks of successful aging developed in the gerontology and lifespan developmental literatures, including activity, disengagement, and continuity theories; Rowe and Kahn’s model; the resource approach; the model of selective optimization with compensation; the model of assimilative and accommodative coping; the motivational theory of lifespan development; socioemotional selectivity theory; and the strength and vulnerability integration model. Subsequently, we review and critically compare three conceptualizations of successful aging at work developed in the organizational literature. We conclude the chapter by outlining implications for future research on successful aging at work.

The purpose of this paper is to gain understanding about the effectiveness of a forensic peer support program’s impact on reducing criminal recidivism. People with histories of mental illness returning to the community following incarceration face tremendous challenges in jails and prisons and in successful reentry to community. Transitioning from jails and prisons is fraught with additional challenges such as reconnecting or connecting with mental health and substance abuse treatment, finding adequate housing, finding employment, reuniting with family and friends, etc. Unfortunately, recidivism remains high, principally because of these challenges. Many state and local authorities have supported the development of the forensic peer specialist.

Kaplan–Meier survival analyses were conducted to examine time to re-incarceration.

The population served was determined to be a particularly high risk of re-incarceration population, when released from prison. All had a mental illness diagnosis, with 80 percent diagnosed with at least one serious mental illness, and more than 50 percent had three or more anterior incarcerations. Utilizing Kaplan–Meyer survival analysis, the chance of re-incarceration for participants after one year was of 21.7 percent. Surprisingly, in the first year after release from prison, participants did much better than those in the general US prison population when in terms of re-incarceration rates (21.7 percent vs 43.4 percent).

While preliminary findings of this approach, this study reaffirms the idea that forensic peer support programs are beneficial in reducing recidivism rates for people diagnosed with a mental illness coming out of prison, offering individuals supports to maintain their lives in the community.

This paper aims to present a model of collaborative inquiry play: rule-based imaginary situations that provide challenging problems and support agentic multiplayer interactions (c.f., Vygotsky, 1967; Salen and Zimmerman, 2003). Drawing on problem-based learning (PBL, Hmelo-Silver, 2004), this paper provides a design case to articulate the relationship between the design goals and the game-based learning environment.

Drawing on conjecture mapping (Sandoval, 2014), this paper presents an iterative development of the conjecture map for crystal island: ecojourneys and highlights the development of the story and tools in crystal island: ecojourneys, an immersive game based on PBL pedagogy. By articulating this development, the authors highlight the affordances and constraints of designing for collaborative inquiry play and address challenges in supporting learner agency.

The PBL inquiry process served as the foundation of collaborative inquiry play. Attending to the rules of inquiry fostered student agency, and in turn, playful engagement in the game-based learning environment. Agency however meant holding students accountable to actions undertaken, especially as it pertained to generating group-based explanations and reflecting on productive collaboration. Moreover, socially shared regulation of learning and systems thinking concepts (i.e. phenomenon, mechanisms, and components) must also be externalized in representations and interactions in the game such that students have the agency to decide on their learning paths.

This paper presents the model of collaborative inquiry play and highlights how to support player agency and design content-rich play environments which are not always completely open.

The COVID-19 pandemic represents a unique challenge for public health worldwide. In this context, smartphone-based tracking apps play an important role in controlling transmission. However, privacy concerns may compromise the population’s willingness to adopt this mobile health (mHealth) technology. Based on the privacy calculus theory, this study aims to examine what factors drive or hinder adoption and disclosure, considering the moderating role of age and health status.

A cross-sectional survey was conducted in a European country hit by the pandemic that has recently launched a COVID-19 contact-tracing app. Data from 504 potential users was analyzed through partial least squares structural equation modeling.

Results indicate that perceived benefits and privacy concerns impact adoption and disclosure and confirm the existence of a privacy paradox. However, for young and healthy users, only benefits have a significant effect. Moreover, older people value more personal than societal benefits while for respondents with a chronical disease privacy concerns outweigh personal benefits.

The study contributes to consumer privacy research and to the mHealth literature, where privacy issues have been rarely explored, particularly regarding COVID-19 contact-tracing apps. The study re-examines the privacy calculus by incorporating societal benefits and moving from a traditional “self-focus” approach to an “other-focus” perspective. This study further adds to prior research by examining the moderating role of age and health condition, two COVID-19 risk factors. This study thus offers critical insights for governments and health organizations aiming to use these tools to reduce COVID-19 transmission rates.

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

This is a report on a survey investigating the work and backgrounds of women architects in order to identify factors influencing success, as measured by salary and self‐assessment. The relationship between their decision styles and values were also examined.