– The purpose of this paper is to explore experiences of e-learners in relation to their time preferences, and to examine how technology changes temporal culture in e-learning.
Abstract
Purpose
The purpose of this paper is to explore experiences of e-learners in relation to their time preferences, and to examine how technology changes temporal culture in e-learning.
Design/methodology/approach
A pilot study using multiple methods of data collection to provide a rich picture of the experience of e-learners in relation to temporal flexibility. Taking a narrative approach it analysed data from a survey, time tracking data as well as data from online discussion boards, learners’ assignments and short telephone interviews.
Findings
The study found e-learners may experience temporal culture shock when starting to study online for the first time. It highlights the need to explore an individual's time preference and to consider the temporal culture of the e-learning programme.
Research limitations/implications
It highlights that the issue of time is still missing from educational studies and suggests that temporal aspects are included in e-learning research studies. This is a small exploratory study but it indicates the need for further research to explore the potential for temporal culture shock and influence of e-learner time preferences.
Practical implications
Designing an e-learning environment for learners needs to consider learner time preferences to ensure that temporal flexibility is a realised benefit, not a barrier to learning. The temporal culture of the online learning environment also needs to be made explicit so that learner expectations can be managed.
Originality/value
It contributes to the literature on e-learning in the higher education context by providing a temporal lens to explore learner experiences. It is of value to educationalists and learning technologists designing, delivering or evaluating e-learning programmes. Online learners may also benefit from its findings.
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John Alban‐Metcalfe, Beverly Alimo‐Metcalfe and Miranda Hughes
This paper aims to examine empirical evidence of the criterion, construct, and face validity of two processes commonly used in selection – selection interviews and assessment…
Abstract
Purpose
This paper aims to examine empirical evidence of the criterion, construct, and face validity of two processes commonly used in selection – selection interviews and assessment centres (ACs) – in the selection of chairs of primary care trusts.
Design/methodology/approach
A critical review of the literature and an empirical investigation are undertaken.
Findings
Evidence is presented of the reliability and the predictive, construct, and face validity of using a combination of selection interviews and AC methodology in appointments to public office. In the light of the evidence of the potential benefits of using more than one approach, it is suggested that a combination of AC methodology and panel interviews be used in making public sector appointments.
Practical implications
The evidence presented supports the decision of the Appointment Commission to use AC methodology in the selection for positions in public office, and points to ways in which the process could be improved.
Originality/value
The paper provides empirical evidence of the reliability and validity of two methodologies used in selection to posts.
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John Alban‐Metcalfe and Beverly Alimo‐Metcalfe
Notions of leadership change over time. The last two decades have been dominated by US models of “heroic” leadership, based largely on predominately male‐biased samples, which…
Abstract
Purpose
Notions of leadership change over time. The last two decades have been dominated by US models of “heroic” leadership, based largely on predominately male‐biased samples, which have been focused on studies of “distant” leaders, but these are being challenged by the findings from more recent studies which question the potential dangers of adulating the few “gifted” “charismatic” individuals, not least of which because of the disasters they may cause. In addition, there is a growing interest by organisations of identifying how they can increase “engagement” amongst their employees, since this process appears to contribute significantly to organisational success. This study seeks to replicate an earlier study of “nearby” leadership in UK public sector organisations.
Design/methodology/approach
The study gathers qualitative data from a sample of female and male managers at various levels in three UK FTSE100 companies, developing a pilot questionnaire, and then gathering quantitative data from 743 managers in a range of UK and Hong Kong private sector organisations, and testing the validity of the instrument in predicting job satisfaction, motivation, commitment, and other psychological variables found to affect performance.
Findings
The model of “nearby” leadership to emerge in the private sector was highly similar to the public sector model, but very different from the “heroic” notions of leadership. Twelve dimensions of leadership emerged, all of which were found to predict the criterion variables outcome measures. This has led to the creation of a private sector version of the “(Engaging) Transformational Leadership Questionnaire”™, and provides empirical evidence of it validity among male and female managers in two countries.
Research limitations/implications
There is a need to extend research on the ETLQ in a wider sample of organisations and industries, and to undertake longitudinal studies to examine the predictive validity of the instrument on external outcome variables.
Practical implications
The findings have immediate practical application to leadership development, selection, promotion, appraisal, performance management, and culture change activities.
Originality/value
This investigation has adopted an inclusive approach to investigating the nature of day‐to‐day leadership behaviours that have a significant effect on the levels of stress, job satisfaction, motivation, commitment, engagement, and other psychological outcomes that have been found to significantly affect organisational performance in private sector organisations. It has also tested the validity of a new 360‐feedback instrument on a sample of over 700 direct reports of managers who exert a powerful influence on the motivation, job satisfaction, and commitment of staff at various levels of leadership, based on male and female managers, and individuals from different ethnic backgrounds, in a range of private sector organisations, which focuses on a new model of “nearby” leadership
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Robert J. Alban‐Metcalfe and Beverly Alimo‐Metcalfe
This paper sets out to provide evidence of the convergent and discriminant validity of a recently developed leadership questionnaire, the Transformational Leadership Questionnaire…
Abstract
This paper sets out to provide evidence of the convergent and discriminant validity of a recently developed leadership questionnaire, the Transformational Leadership Questionnaire (Local Government Version) (TLQ‐LGV). Evidence is presented, from a random, stratified sample of 1,464 male and female managers, working in local government, that each of the scales was significantly correlated with each of five criterion variables, even when the sample was divided by level, sex, and level x sex. Multiple regression analyses suggested differential patterns of relationships between the scales and the criterion variables among different groups and sub‐groups of managers, divided by level, sex, and level x sex. These latter data were interpreted as evidence of the discriminant validity of the instrument.
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Juliette Alban-Metcalfe and Beverly Alimo-Metcalfe
The aim of this paper is to present evidence of the reliability and validity of the “Local Government 360 (LG360)”, a diagnostic tool for assessing both competent and engaging…
Abstract
Purpose
The aim of this paper is to present evidence of the reliability and validity of the “Local Government 360 (LG360)”, a diagnostic tool for assessing both competent and engaging leadership behaviour among managers and professionals in local government.
Design/methodology/approach
The paper argues that the assessment of both leadership competencies (the “what”) and engaging leadership behaviours (the “how”) is essential for a valid diagnosis of individuals' strengths and developmental needs.
Findings
Evidence is presented of the internal consistency (reliability) and the criterion and discriminant validity of the tool, among an opportunity sample comprising 288 local government staff, of whom 143 were female and 77 male; 58 were from a Black and Minority Ethnic background and 220 were White.
Practical implications
Data on the impact of leadership behaviour on direct reports, provided by the LG360, are powerful in providing evidence to emphasise that the way in which a leader behaves can have a significant effect on staff attitudes and wellbeing at work.
Originality/value
Although a number of 360-tools are available, only in a small number of cases are their psychometric properties, particularly empirical evidence of their criterion and discriminant validity, reported.
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Professor Beverly Alimo‐Metcalfe speaks to Spotlight editor Sarah Powell about the transformational imperatives of leadership.
Abstract
Professor Beverly Alimo‐Metcalfe speaks to Spotlight editor Sarah Powell about the transformational imperatives of leadership.
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Beverly Alimo‐Metcalfe and John Lawler
States that the development of leadership in the NHS is currently high on the agenda of the Department of Health, the government and local health sector organisations. Reports the…
Abstract
States that the development of leadership in the NHS is currently high on the agenda of the Department of Health, the government and local health sector organisations. Reports the findings of a study of public and private sector organisations, exploring the development of their in‐house leadership skills. Outlines the findings in depth and discusses the implications for health organisations.
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Beverly Alimo‐Metcalfe and John Alban‐Metcalfe
This paper aims to describe the development of a wholly new model of transformational leadership and its applications in practice.
Abstract
Purpose
This paper aims to describe the development of a wholly new model of transformational leadership and its applications in practice.
Design/methodology/approach
The paper provides a description of a wholly new, inclusive model of transformational leadership and the way in which it can be applied in practice, in the context of embedding good leadership within the culture of an organisation and ensuring “best practice” in 360‐degree feedback.
Findings
The paper finds that the Transformational Leadership Questionnaire (TLQ)™, which is both gender‐ and ethnicity‐inclusive measure of “nearby” leadership, differs fundamentally from the kind of “heroic” models that have emanated from the USA and which have dominated the literature. Comparative data are presented of the mean scores on the TLQ, based on direct reports' ratings of their line manager, across a wide range of public sector organisations, including local government, the NHS, schools, and two central government agencies. Patterns emerge in areas of strength and developmental need, and the implications of these findings are discussed in terms of the impact of leadership behaviour and its effect on the psychological safety and well‐being at work of staff.
Practical implications
The following needs are identified: ‐ to adopt a model of leadership that is relevant to the needs of organisations in the twenty‐first century; to embed good leadership practices at all levels; to ensure that, when 360‐degree feedback is given, it is done so in a way that conforms to the principles of ‘best practice’.
Originality/value
The following model of “nearby” leadership that is described is relevant to leaders at all levels in public and private sector organisations. It points to the consequences of poor leadership behaviour, and the need for the adoption of a model of leadership that is relevant to the needs of the twenty‐first century.
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Formulaic in both their narrative and character development, buddy-cop films are unique in their ability to present ideas about masculinity and the journey towards manhood without…
Abstract
Formulaic in both their narrative and character development, buddy-cop films are unique in their ability to present ideas about masculinity and the journey towards manhood without sacrificing the likeability or relatability of their male leads. The focus of this chapter is how aspects of masculinity are depicted when there are two or more male protagonists in an action film. Examples I have selected for analysis are the highly successful franchises Beverly Hills Cop (1984–1993) and Lethal Weapon (1987–1998). In the case of Beverly Hills Cop, the male dynamic is unique in that there are a trio of male leads (as opposed to the traditional duo), each of which depicts masculinity in different ways, often resulting in the lead characters jostling for the role of the alpha-male. In contrast, the Lethal Weapon franchise explores the dynamics of age and the importance of mateship and mentoring in the construction of relationships between men. In both examples the necessity of vulnerability in the dynamic of solid man-to-man peer relationships is also paramount. The enduring popularity of these films and their subsequent sequels is indicative of the fact that while pop-cultural ideas around masculinity may be in a constant state of flux, elements of the stereotypical action hero remain prominent.
Discussions about the male action hero will be informed by Susan Jeffords Hard Bodies (1994), while concepts of maturing will be explored through the lens of Joseph Campbell's construct of the Hero's Journey and Carl Jung's archetypes, which, as I will demonstrate, are central components of the relationship dynamics present in each film.