Alison H. Parker, Jen A. Smith, Tania Verdemato, Jeanette Cooke, James Webster and Richard C. Carter
Effective menstrual management is essential for the mental and physical well being of women. However, many women in low-income countries lack access to the materials and…
Abstract
Purpose
Effective menstrual management is essential for the mental and physical well being of women. However, many women in low-income countries lack access to the materials and facilities required. They are thus restricted in their activities whilst menstruating thus compromising their education, income and domestic responsibilities. The paper aims to discuss these issues.
Design/methodology/approach
This study describes the menstrual management challenges faced by women in an emergency situation in Uganda. Totally, 50 interviews and focus group discussions were conducted with women from villages, internally displaced person (IDP) camps and schools so that the menstrual management of the host population could be compared with the IDPs.
Findings
This study showed that in IDP camps there was a significant lack of materials including soap, underpants and absorbing cloth, and facilities like latrines and bathing shelters. As a consequence women in IDP camps suffer with poor health and diminished dignity. There is also a lack of education about menstruation and reproductive health and practices are strongly influenced by cultural taboos.
Originality/value
This is the first time that the menstrual management of women in IDP or refugee camps has been studied.
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Wayne Heatherington and Iain Coyne
Little research has explored individual experiences of cyberbullying in working contexts. To start bridging the gap in our current understanding, we used Interpretative…
Abstract
Little research has explored individual experiences of cyberbullying in working contexts. To start bridging the gap in our current understanding, we used Interpretative Phenomenological Analysis (IPA) to explore individuals' shared experiences of cyberbullying encountered through work. In-depth interviews, conducted with five cyberbullied workers from the pharmaceutical, charity and university sectors, resulted in five superordinate themes: attributions of causality; crossing of boundaries; influence of communication media richness on relationship development; influence of communication explicitness and openness; and strategies for coping. Overall, some similarities emerged between cyberbullying experiences and traditional bullying research, yet the complexities associated with managing relationships, both virtually and physically, were central to individuals' subjective experiences. Practical implications in developing effective leadership and business policies to support virtual groups and manage behaviours are discussed.
Andrea Fischbach and Benjamin Schneider
Purpose: Work-related emotional exposure is a fundamental job characteristic in all kinds of service jobs from sales to law enforcement and corrections and from human services…
Abstract
Purpose: Work-related emotional exposure is a fundamental job characteristic in all kinds of service jobs from sales to law enforcement and corrections and from human services (nursing, counseling) to legal services. But formalized job descriptions are surprisingly silent about the emotional issues accompanying the jobs and roles service workers perform. This is surprising because formalized job descriptions are the foundation of job design, HR, and leadership practices that positively affect employee, customer, and organizational outcomes. Study Design/Methodology/Approach: This is a theory paper and review. To help clarify the emotional labor issues service employees confront, we explicate a model of emotional labor based on the attributes of jobs, roles, and professionalism. Findings: We define emotional labor as service work that exposes those who do such work to interactions with others that can arouse negative emotions. We propose that, while employing organizations define their jobs and employees craft their larger roles, professional norms and values also are a foundation for their emotional labor. Research Implications: We integrate this work-focused emotional labor model into the larger context in which such work occurs via theory and research on organizational climate. We suggest future research on this approach to understanding the antecedents and consequences of emotional labor work. We summarize the major research ideas of what should be the focus of such research and provide a hint about what an emotional labor climate scale might look like based on these ideas. Practical Implications: This chapter offers practical advice to HR managers about how to improve emotional labor. Social Implications: Better management of emotional labor can reduce employee stress and increase employee well-being. Originality/Value: This chapter develops an original model of emotional labor.
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Latisha Reynolds, Amber Willenborg, Samantha McClellan, Rosalinda Hernandez Linares and Elizabeth Alison Sterner
This paper aims to present recently published resources on information literacy and library instruction providing an introductory overview and a selected annotated bibliography of…
Abstract
Purpose
This paper aims to present recently published resources on information literacy and library instruction providing an introductory overview and a selected annotated bibliography of publications covering all library types.
Design/methodology/approach
This paper introduces and annotates English-language periodical articles, monographs, dissertations and other materials on library instruction and information literacy published in 2016.
Findings
The paper provides information about each source, describes the characteristics of current scholarship and highlights sources that contain unique or significant scholarly contributions.
Originality/value
The information may be used by librarians and interested parties as a quick reference to literature on library instruction and information literacy.
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The professional challenge the chapter addresses is Black, Asian Minority Ethnic Chief Executive Officers (BAME CEOs) who lead Multi-academy Trusts (MATs) in England need to…
Abstract
The professional challenge the chapter addresses is Black, Asian Minority Ethnic Chief Executive Officers (BAME CEOs) who lead Multi-academy Trusts (MATs) in England need to navigate turbulence to assure all schools within their MATs are high performing. In the investigation of this issue, the structures of MATs themselves emerge as causing turbulence. Evidence revealed the BAME CEOs with track records of improving failing schools to outstanding schools interviewed in this research are working in partnership with their communities. These BAME CEOs sustain their high achieving MATs and/or take on more schools that need improving and lead their change to outstanding schools with BAME communities, non-BAME communities and diverse communities. However, they were not given the opportunities to build capacity for high-performing schools by the current MAT structures. Rapid change to the organisation of Public Education Governance Systems has shifted power from local authority governance to public corporation governance without addressing any of the old problems in the change (Brighouse, 2017). The rapid change has led to a clash of cultures between those with the values of generic Public Governance Systems who have not been democratically elected by the public and do not require professional educational credentials, a track record of being ethical teachers, and a track record of leading ethical teachers in ethical communities in school improvement from ‘Needs Improvement’ to ‘Good’ or ‘Outstanding’. The rapid change has been hallmarked by a lack of full and free interactions and cooperation of the public in how the change in public education is being implemented. There has been no referendum on whether parents want their schools organised by their representatives they have elected in local councils or organised by public corporations financed by Private Finance Incentive (PFI) and Private Finance 2 (PF2) and operated by public corporations like Carillion.
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Lorna A. Collins and Alison J. Smith
Investors in People (IIP), the government initiative designed to enhance organisation training and development practices, adopted a new standard in 1999, which focuses on the…
Abstract
Investors in People (IIP), the government initiative designed to enhance organisation training and development practices, adopted a new standard in 1999, which focuses on the development of a “training culture” within an organisation. Previous studies of IIP have been conducted on firms accredited using the old standard, and most of these have focused on large firms. Few studies have examined the process of implementing IIP through the eyes of people within the firm and from the point of view of all organisation members. Likewise few studies have examined the process by which accreditation for IIP is achieved under the new standard in small firms where various pressures to adopt the standard may result in significant and wide‐ranging effects on existing organisation culture. This paper discusses the differences between the old and the new standard from a cultural perspective and explores the challenges and impact of implementing the new standard in one small printing firm, Checkprint Ltd, through the eyes of those in the firm. The paper considers possible changes required in the way IIP is implemented and evaluates the applicability of methods used by IIP to determine qualification for accreditation. The paper concludes with implications and recommendations concerning the implementation of IIP.