This study profiled the work activities, including caseloads, of psychologists in clinical training (n=51; hereafter referred to as “trainees”) in the Republic of Ireland (RoI)…
Abstract
Purpose
This study profiled the work activities, including caseloads, of psychologists in clinical training (n=51; hereafter referred to as “trainees”) in the Republic of Ireland (RoI). The purpose of this paper is to highlight the value of trainees by focusing on the effect they had on the waiting times across the services where they were on placement.
Design/methodology/approach
This study employed a survey design using the online survey software, Limesurvey, in order to profile the work activities of 51 trainees (response rate=47 per cent) on various placements across the RoI.
Findings
Findings suggest that the trainees work contributed in a meaningful way to their host services through their engagement in both direct and indirect clinical work.
Research limitations/implications
The study relied on self-report data, some of which were estimates (e.g. waitlist lengths at placement end). Future research could employ other methods (e.g. work activity diaries) to increase reliability.
Originality/value
By highlighting the valuable contribution made by trainees while on placement, this study supports the continued funding of clinical training programmes in the RoI.
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Keywords
After years of argument, numerous articles and an unseemly number of less than academic discussions, the question is still around: ‘What is OD?’ Well it's presumably time to open…
Abstract
After years of argument, numerous articles and an unseemly number of less than academic discussions, the question is still around: ‘What is OD?’ Well it's presumably time to open up the issue again. But after such a long debate, some ideas must have rubbed off, so maybe — on this occasion — we'll try a different approach. Let's start with you. What do you think OD is? ‘Something to do with behavioural science’ you might say. ‘Groupie — feely — touchy sensitivity courses? — Hold on! Hasn't it got something to do with Motivation, Blakes' Grid, Role Analysis, T Groups and such? — Oh, and of course Transactional Analysis too — Getting people to understand and trust each other — that's it’.
The Corporation of the City of London are about to appoint a Public Analyst, and by advertisement have invited applications for the post. It is obviously desirable that the person…
Abstract
The Corporation of the City of London are about to appoint a Public Analyst, and by advertisement have invited applications for the post. It is obviously desirable that the person appointed to this office should not only possess the usual professional qualifications, but that he should be a scientific man of high standing and of good repute, whose name would afford a guarantee of thoroughness and reliability in regard to the work entrusted to him, and whose opinion would carry weight and command respect. Far from being of a nature to attract a man of this stamp, the terms and conditions attaching to the office as set forth in the advertisement above referred to are such that no self‐respecting member of the analytical profession, and most certainly no leading member of it, could possibly accept them. It is simply pitiable that the Corporation of the City of London should offer terms, and make conditions in connection with them, which no scientific analyst could agree to without disgracing himself and degrading his profession. The offer of such terms, in fact, amounts to a gross insult to the whole body of members of that profession, and is excusable only—if excusable at all—on the score of utter ignorance as to the character of the work required to be done, and as to the nature of the qualifications and attainments of the scientific experts who are called upon to do it. In the analytical profession, as in every other profession, there are men who, under the pressure of necessity, are compelled to accept almost any remuneration that they can get, and several of these poorer, and therefore weaker, brethren will, of course, become candidates for the City appointment.
Roderick A.W. Rhodes and Anne Tiernan
The purpose of this paper is to outline the current state of political and administrative ethnography in political science and public administration before suggesting that focus…
Abstract
Purpose
The purpose of this paper is to outline the current state of political and administrative ethnography in political science and public administration before suggesting that focus groups are a useful tool in the study of governing elites. They provide an alternative way of “being there” when the rules about secrecy and access prevent participant observation. Briefly, it describes the job of Prime Ministers’ Chiefs of Staff before explaining the research design, the preparations for the focus group sessions, and the strategies used to manage the dynamics of a diverse group that included former political enemies and factional rivals.
Design/methodology/approach
It outlines the approach to analysis and interpretation before reviewing the strengths and weaknesses of focus groups for research into political and administrative elites.
Findings
It concludes that focus groups are a valuable tool for making tacit knowledge explicit, especially when all participants work in a shared governmental tradition.
Originality/value
It is the first project to use focus groups to study the political elites of Westminster systems, let alone Australian government.
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Mingang K. Geiger and Lily Morse
In this chapter, we seek to bring greater attention to language-based stigma at work and how it affects employees speaking English as their second language. We integrate research…
Abstract
In this chapter, we seek to bring greater attention to language-based stigma at work and how it affects employees speaking English as their second language. We integrate research findings across multiple disciplines, including management, psychology, linguistics, education, and business ethics, identifying three major themes and knowledge gaps in this research domain. Based on the multidisciplinary knowledge integration, we suggest six promising future directions for organizational and business ethics scholars to pursue. We call for more empirical research focusing on how language-based stigma may harm nonnative English speakers (NNESs) with and without actual mistreatment or discrimination at work and how organizations may intervene to support NNESs. We hope our chapter will spark conducive conversations about mitigating language-based stigma in the workplace.
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Jill Nemiro, Stefanus Hanifah and Jing Wang
Contemporary organizations have realized the importance of creating work environments that energize and sustain collaborative capacity. Nowhere is the need for collaborative…
Abstract
Contemporary organizations have realized the importance of creating work environments that energize and sustain collaborative capacity. Nowhere is the need for collaborative capacity more apparent than when business interactions and collaborative work efforts cross country boundaries. Collaborative capacity is the foundation to an organization's key resource, the collaborative capital. Creating a work environment or climate that supports, enhances, and maintains collaborative capacity is essential for achieving high levels of collaborative capital. In this chapter, we review an exploratory, cross-cultural investigation of the work environments that guide organizations (public and private universities) in the United States and in several Asian countries. One hundred and ninety-four staff from a university in the United States and a combined total of 976 individuals from eight universities throughout Asia (Malaysia, Singapore, South Korea, and Taiwan) were asked to assess their organizations’ work environments using the Performance Environmental Perception Scale (PEPS; David Ripley (1998) The development of the performance environment perception scale and its underlying theoretical model. Unpublished Doctoral Dissertation, University of Tennessee, Knoxville). We describe what work environment factors were viewed the same across Eastern and Western cultures, and what factors were viewed differently. Additionally, we present a model of work environment factors that can be used to enhance and sustain collaborative capacity across Eastern and Western cultures.
Anshul Tripathi, Umesh Kumar Bamel, Happy Paul, David Gordon and Nisha Bamel
This paper aims to understand the relationships of complementary specialization, cognitive trust, affective trust, tie strength and similarity with group formation intention.
Abstract
Purpose
This paper aims to understand the relationships of complementary specialization, cognitive trust, affective trust, tie strength and similarity with group formation intention.
Design/methodology/approach
The data have been collected from 30 management students from a batch of 110 students of a premiere Indian business school. To assess the proposed relationship, multiple hierarchical regression was performed on collected data by using SPSS© 20.
Findings
The obtained results exhibited cognitive trust, affective trust and tie strength as significant predictors of dyadic group formation intention, whereas similarity and complementary specialization were not found.
Originality/value
The research on group formation is limited, and more particularly the functions of the above-mentioned factors on the group formation intentions of management graduates are yet to generalize. Therefore, present research is an early approach which tries to address the mentioned gap from a social network perspective and considers the group formation and social network literature.
Details
Keywords
To provide a concise briefing on the use of storytelling as a business tool in organizations.
Abstract
Purpose
To provide a concise briefing on the use of storytelling as a business tool in organizations.
Design/methodology/approach
This briefing is prepared by an independent writer who adds his own impartial comments and places the argument in context.
Findings
Denning became converted to the effectiveness of storytelling as a business tool after witnessing its goals achieved in practice. He warns, however, against a “one size fits all” approach, recommending instead adopting different styles in different situations and asking if the intention is, for instance, to spur action or to transfer knowledge. Gold and Holman's study is a thorough, and consequently lengthy, consideration of an experientially based personal development module on a management diploma that was redesigned according to social constructionist ideas about learning and managerial activity. Parkin's article gives an intriguing insight into how offering information and instruction in the form of a story enables the brain to make us feel more relaxed, as opposed to feeling threatened by change with a consequent decline in the capacity for creative thinking.
Practical implications
Provides plenty of useful guidance to human‐resource and training specialists considering the introduction of storytelling in their organizations.
Originality/value
Provides some useful information on the use of storytelling as a business tool in organizations.
Details
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Robert B. Ellis and David S. Waller
The purpose of this paper is to analyse the early days of marketing education by observing the first “Marketing” subject in Australia, which was taught at the University of…
Abstract
Purpose
The purpose of this paper is to analyse the early days of marketing education by observing the first “Marketing” subject in Australia, which was taught at the University of Melbourne, and comparing elements of the early subject to the introductory Marketing subject of today.
Design/methodology/approach
The information used for this study was obtained from material in the University of Melbourne Archives, including calendar entries, subject descriptions, and university announcements, as well as from interviews and correspondence with various people including those in academic and administrative positions, and former students.
Findings
The origins of university-level marketing education in Australia can be seen to have been shaped by several influences, including: the external environment of the country at that time; the areas of interest of academic staff; the availability of teaching material – textbooks, academic articles, appropriate case studies, academic research papers, etc.; the academic staff and teaching materials from the USA; and the extent to which the supporting technology of marketing had changed.
Practical implications
By observing the development in marketing education over the years, from its beginnings in Australia at the University of Melbourne, this paper shows changes in the content which assists in the understanding of what has led to how marketing is taught in Australasian universities and colleges today.
Originality/value
Marketing education research usually focusses on what is happening at the moment, so the value of this study is that it is one of the few that looks at marketing education from a historical perspective.
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David A. Gilliam and Steven W. Rayburn
This paper aims to examine how other-regarding personality traits relate to reciprocity among frontline employees (FLEs).
Abstract
Purpose
This paper aims to examine how other-regarding personality traits relate to reciprocity among frontline employees (FLEs).
Design/methodology/approach
Other-regarding personality variables were used to model the propensity for reciprocity and actual reciprocal behaviors with coworkers. Surveys of 276 FLEs were examined via structural equations modeling.
Findings
Other-regarding personality traits proved to be antecedents of reciprocity. Cynicism was particularly interesting in that it was positively related to reciprocity contrary to findings in other research.
Research limitations/implications
Among the interesting findings relating personality to reciprocity are a more affective type of reciprocity based on empathy and altruism, and a more calculative type based on cynicism related to Machiavellianism.
Practical implications
Managers can use the effects of personality traits on reciprocity and cooperation to hire and place FLEs in ways that provide superior service and increased profits.
Social implications
This paper indicates that certain individuals who might not typically be thought of as cooperative can in fact reciprocate. Specific ideas about cynicism and Machiavellian reciprocity in FLEs are discussed.
Originality/value
The findings will aid researchers and managers in understanding personality and FLEs cooperation. The findings on cynicism are particularly valuable in that they contradict some earlier research and commonly held managerial ideas.