Zahirul Hoque, Kate Mai and Esin Ozdil
This paper has two purposes. First, it aims to explore how Australian universities used calculative rhetoric and practices through accounting numbers to persuade employees and…
Abstract
Purpose
This paper has two purposes. First, it aims to explore how Australian universities used calculative rhetoric and practices through accounting numbers to persuade employees and legitimize their financial recovery plans to alleviate the financial hardship caused by the COVID-19 pandemic. Second, it aims to analyze how the accounting-based solutions were legitimized through a well-blended pathos, logos and ethos rhetoric.
Design/methodology/approach
Building on a rhetorical theory of diffusion, we employed a qualitative research design within all 37 Australian public universities involving Internet-based documentary analysis.
Findings
This study finds that in an urgent crisis like the fiscal crisis caused by COVID-19, universities again found rescue in accounting tools, in particular budgets, as a rhetorical device to justify their operational and strategic choices such as job-cuts, programs closures and staff pay-cuts. However, in this crisis, the same old accounting-based solutions were even more quickly to be accepted by being delivered in management’s colorful blending of pathos–logos–ethos rhetoric.
Research limitations/implications
While this study is constrained to Australian public universities’ financial responses, its findings have implications for university decision-makers and higher education policymakers across the globe when it comes to university management using calculative devices in persuading employees to work their way through financial hardship caused by an extreme health crisis-like COVID-19 pandemic.
Originality/value
This study adds more evidence that the use of budgets as a calculative tool continues to play a key role in organizations in the construction, mobilization and preservation of certain strategic and operational choices during volatilities. Especially, the same way of creating calculative-based solutions can be communicated via the colorful blending of different rhetoric to make it acceptable.
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Noel F. Palmer, Kyle W. Luthans and Jeffrey S. Olson
Desai, a College Student, faced a job search dilemma. Desai applied for two internships – one with a company known for a good culture, Strategic Carrier Logistics (SCL), the other…
Abstract
Synopsis
Desai, a College Student, faced a job search dilemma. Desai applied for two internships – one with a company known for a good culture, Strategic Carrier Logistics (SCL), the other with Thijs Marketing, a company in an industry more familiar and desirable to Desai. After a number of recruitment interactions with both companies, Desai received an offer from SCL and was given two days to decide. Unsure whether Thijs Marketing would make an offer, Desai considered accepting the offer from SCL, but reneging if Thijs eventually offered a job.
Research methodology
The case was developed from primary sources, where “Desai’s” first-hand experience in searching for a job provides the true account of the events noted in the case. The names and demographic information for individuals were changed.
Relevant courses and levels
This case study is appropriate for graduate and undergraduate courses in organizational behavior (i.e. decision-making), human resources management (i.e. employee recruitment), and business ethics (i.e. ethical decision-making).
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Sam Clogg, Stephanie Stewart, Ray Hemmings and Janette Cumlin
In Richmond Fellowship Workschemes, supporting people in open employment is a team effort. Barnet's Qest team write about how they structure their work and share some of the…
S.A. Oke and O.E. Charles‐Owaba
This paper aims to revisit the preventive maintenance scheduling literature. The problem to be solved is the simultaneous scheduling of resource‐constrained preventive maintenance…
Abstract
Purpose
This paper aims to revisit the preventive maintenance scheduling literature. The problem to be solved is the simultaneous scheduling of resource‐constrained preventive maintenance and operations. In particular, the expression that defines the period‐dependent cost function for a preventive maintenance scheduling activity is redefined. A case study is presented from the shipping industry.
Design/methodology/approach
In this paper a mathematical theory of differential calculus known as three‐dimensional wave equation is applied. The methodology involves transforming the preventive maintenance cost function that is expressed in terms of several variables into a more precise framework. The motivation for the work is the need to measure the total preventive maintenance scheduling cost more precisely than with the use of the existing linear cost structure.
Findings
In this paper the findings from the analysis carried out found evidence that validates the claim of the feasibility of analyzing preventive maintenance cost using the approach proposed.
Research limitations/implications
The paper shows that, in practice, maintenance managers strive to reduce the cost of preventive maintenance activities in order to achieve low cost production of goods. This would encourage a high patronage of customers and prevent decisions being made on wrong data. The approach presented here aims at correcting this weakness by revealing a more precise and reliable method of preventive maintenance scheduling cost computation. This is a scientific tool that should be of immense benefit to maintenance planners, particularly those actively engaged in scheduling functions.
Originality/value
The work in this paper is new, since a novel framework is presented in a way that has not been documented earlier.
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The paper sets out to identify the challenges and potential responses Ireland has related to the potential loss of jobs due to offshoring in a key Irish employment sector. The…
Abstract
Purpose
The paper sets out to identify the challenges and potential responses Ireland has related to the potential loss of jobs due to offshoring in a key Irish employment sector. The following research question is addressed. How can Irish call centers effectively respond to offshore competition?
Design/methodology/approach
This case study is a based on a field research project including interview and survey data. The project was supported by The Irish Development Agency (IDA) to obtain data about the workers, management and demographic trends of the Irish call center sector. A review of literature available on the subject and observations made during the data gathering phase of a field research project run during the summer of 2004.
Findings
Shows that the global market for offshoring is growing at an accelerated rate due to economic drivers, cultural perceptions and expectations of corporate managers, SMEs, and IT systems integrators. Illustrates how Ireland can turn the problems associated with offshoring into strategic advantage.
Practical implications
The paper proposes responses to the threat of lost jobs in Ireland due to the forces of globalization may offer useful insights for other countries facing similar economic threats.
Originality/value
Very few papers have been published related to Irish job migration. The value is the paper studies a significant Irish industry sector in terms of employment and very real issues related to the globalization of jobs via offshoring. This is important to the IDA and to economic development practitioners in other countries facing the loss of jobs to globalization and offshoring.
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Increasingly, on‐the‐job experiences are being recognised as themost significant source for learning how to perform complex jobs. Toaccelerate the development of engineers…
Abstract
Increasingly, on‐the‐job experiences are being recognised as the most significant source for learning how to perform complex jobs. To accelerate the development of engineers worldwide and to counter the lengthier and less predictable results of “business as usual,” Mobile Oil has taken a systematic, focused approach to on‐the‐job development. Particular attention is given to foreign locations where there is strong emphasis on indigenisation and transfer of technology. A unique competency approach has been used to benchmark outstanding performance in engineering jobs and provide a common language for development discussions. The development process emphasises challenging assignments and supervisory coaching. The programme consists of a recurring cycle of systematic assessments of engineers; feedback and development discussions between engineers and their supervisors; development plans integrated with work unit objectives; and a resource guide that provides development options. Key organisational issues of implementation are described. Features which characterise successful programmes are identified and analysed.
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Pallavi Jha and Sanjay Bhattacharya
The concept of emotional intelligence (EI) and servant leadership (SL) are two variables that have been essential for the organization leaders to ensure a healthy and happy…
Abstract
Purpose
The concept of emotional intelligence (EI) and servant leadership (SL) are two variables that have been essential for the organization leaders to ensure a healthy and happy work–life for their subordinates. The purpose of this study to be conducted was for leaders understand the role EI and SL play in maintaining employee job satisfaction and help them to create engaging environment and bring effectiveness in the work productivity of the assets.
Design/methodology/approach
Quantitative method was used and a total of 150 people were taken as a sample which consisted of several leaders and their subordinates and an emotional intelligence questionnaire by NHS and SL: multidimensional questionnaire was floated to rate the leaders EI and SL behavior comparing it with the leaders self-rating. The result was analyzed using SPSS, Pearson correlation and regression was used to understand the significance level and reliability of all the independent and dependent variables, respectively.
Findings
Through correlation and regression, it was found that presence of EI and SL style in a leader plays a huge role in employee job satisfaction. It was also found that EI and SL are the substantial predictor which have positive impact over employee job satisfaction.
Originality/value
The outcome of the study will help the leaders understand the significance that the EI and SL have in their role to maintain employee job satisfaction, as well as the training and development measures for leaders.
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Reference librarians in various library settings are often assigned responsibilities for training students, support staff, or other new professionals, a task for which they rarely…
Abstract
Reference librarians in various library settings are often assigned responsibilities for training students, support staff, or other new professionals, a task for which they rarely have sufficient professional education. This bibliography recommends readings on topics that will assist reference librarians in understanding the philosophy of staff development. The readings listed here cover subjects such as: establishing an atmosphere that facilitates learning, assessing training needs, describing competent performance, writing clear and specific objectives, selecting appropriate training methods, maintaining skills and providing feedback, and evaluating the effectiveness of a training program.
Office automation as it is being introduced today aims “to automate office procedures”, as I.B.M. points out, not “merely to mechanize tasks”. It refers to the use of computer…
Abstract
Office automation as it is being introduced today aims “to automate office procedures”, as I.B.M. points out, not “merely to mechanize tasks”. It refers to the use of computer technology to process and transmit information, combining word and data processing. Automation also involves linking together today's many modern devices into “integrated office systems”. Because new technology is being developed to computerize the very flow of work in the office, its potential impact is qualitatively different from previous office equipment which “mechanized” or “automated” routine tasks.
Alycen McAuley is the Director of Corporate Sponsorships for Charles Schwab, a Fortune 500 financial services company. Here she talks with Jay Gladden about the sponsorship…
Abstract
Alycen McAuley is the Director of Corporate Sponsorships for Charles Schwab, a Fortune 500 financial services company. Here she talks with Jay Gladden about the sponsorship industry, Schwab's goals with sponsorship, sponsorship evaluation and the future of corporate sponsorship.