The purpose of this paper is to explore the issues around a multiple generational workforce and more specifically, the challenges and benefits for education providers and…
Abstract
Purpose
The purpose of this paper is to explore the issues around a multiple generational workforce and more specifically, the challenges and benefits for education providers and employers.
Design/methodology/approach
Reviewing research papers, analysing academic texts, interrogating market intelligence and contextualising case studies, the paper examines the “experience” or “qualifications” debate alongside the similarities, differences and overlaps of the cross‐generational workforce, with a view to offering education/training solutions.
Findings
Demographic forecasts suggest that the UK workplace will imminently be dominated by older, experienced employees. As the composition of the workplace shifts, examining the inter‐relationship between groups of workers of different ages/profiles who have different skills, attitudes, expectations and learning styles is vital. The synergy caused by this inter‐mingling cannot help but impact on employers, sectors and higher education institutions.
Research limitations/implications
Data around the “older” graduate is not readily available – there is still an implicit belief that “graduate” means approximately 21/22 years old. Whilst many general demographic forecasts are produced, the future is still relatively unknown.
Originality/value
The paper builds upon the authors’ own original research into the employment market from an HE perspective. Little has been so far published around how the generations might usefully work together, especially the idea of adapting the skills and maximising on the overlaps of different generational profiles. The exploration of the hybrid graduate is also a new area for academic research.
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Apprenticeships in England are currently experiencing a revival. The purpose of this paper is to provide a general overview of apprenticeships in England, examine current…
Abstract
Purpose
Apprenticeships in England are currently experiencing a revival. The purpose of this paper is to provide a general overview of apprenticeships in England, examine current government policy, and explore current issues around the further development of apprenticeships.
Design/methodology/approach
Desk research, including reviewing other research articles and labour market intelligence has been carried out to provide a general overview of the issues.
Findings
Apprenticeships have traditionally been regarded as the vocational route to stable employment. Although they have sometimes suffered from a poor reputation they are now becoming an increasingly popular option for both younger and older people. The knowledge economy is driving up the demand for higher level skills and concurrent with this is the notion that, in today's competitive labour market, experience is vital. Not only has this impacted on the popularity of apprenticeships but also upon more traditional “academic” routes such as higher education (HE). In addition it has raised questions about higher level skills and vocational education. The introduction of Higher Apprenticeships and work experience/real world interactions built into HE courses are establishing synergies between the two elements of the skills/education system; however, developing these synergies further is a critical issue for future consideration.
Originality/value
There is a proliferation of publications tracking the nature and value of apprenticeships. This paper traces apprenticeships and their evolution and examines how practices adopted can be applied to newer vocational options being integrated into HE. The paper considers apprenticeships and other vocational options, building on the author's own discussions with employers and recent graduates.
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John Goodwin and Henrietta O'Connor
The purpose of this paper is to introduce the key themes in the area of the impact of demographic change on young workers and older workers in relation to education, skills and…
Abstract
Purpose
The purpose of this paper is to introduce the key themes in the area of the impact of demographic change on young workers and older workers in relation to education, skills and employment, as discussed in the papers included in this section. The authors have also drawn upon data from their project “From Young Workers to Older Workers” as a context for the papers.
Design/methodology/approach
This paper draws out the main themes from the papers contained within this section and presents original data from interviews with 97 older workers who were interviewed at two points in time – labour market entry and labour market exit.
Findings
The selection of papers in this section is outlined, as well as offering some findings from the authors’ research on older workers.
Originality/value
The papers in this section, including this paper, offer an overview of some of the key debates in relation to the impact of demographic change on both young workers and older workers.
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The purpose of this paper is to explore the relationship between transactive memory systems and organizational innovation. Several recent studies have discussed the positive…
Abstract
Purpose
The purpose of this paper is to explore the relationship between transactive memory systems and organizational innovation. Several recent studies have discussed the positive relationship between these two entities. Yet, very few studies have demonstrated how transactive memory systems are related to leadership and innovation. This study investigates this tripartite relationship, finding that developmental leadership exerts a mediating effect on the relationship between transactive memory systems and organizational innovation.
Design/methodology/approach
In examining this relationship, 224 participants from an electronics company in South Korea were surveyed. Structural equation modeling was used to enable the identification of simultaneous interactive relationships among the three research variables.
Findings
Contrary to previous research results, transactive memory systems were found not to be significantly related to organizational innovation. Results also indicated that transactive memory systems comprise a statistically significant variable that influences developmental leadership. Subsequently, developmental leadership can be considered to be a valid construct in predicting organizational innovation; it can also be seen to fully mediate the relationship between transactive memory systems and organizational innovation.
Originality/value
These results have theoretical and managerial implications. As transactive memory systems do not always precede organizational innovation, knowledge of “who knows what” is not enough to ensure innovative performances. To accelerate organizational innovation, intentional managerial interventions such as developmental leadership are accordingly necessary.
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Francis J. Yammarino, Minyoung Cheong, Jayoung Kim and Chou-Yu Tsai
For many of the current leadership theories, models, and approaches, the answer to the question posed in the title, “Is leadership more than ‘I like my boss’?,” is “no,” as there…
Abstract
For many of the current leadership theories, models, and approaches, the answer to the question posed in the title, “Is leadership more than ‘I like my boss’?,” is “no,” as there appears to be a hierarchy of leadership concepts with Liking of the leader as the primary dimension or general factor foundation. There are then secondary dimensions or specific sub-factors of liking of Relationship Leadership and Task Leadership; and subsequently, tertiary dimensions or actual sub-sub-factors that comprise the numerous leadership views as well as their operationalizations (e.g., via surveys). There are, however, some leadership views that go beyond simply liking of the leader and liking of relationship leadership and task leadership. For these, which involve explicit levels of analysis formulations, often beyond the leader, or are multi-level in nature, the answer to the title question is “yes.” We clarify and discuss these various “no” and “yes” leadership views and implications of our work for future research and personnel and human resources management practice.
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The purpose of this paper is to examine UK higher level skills gaps. UK universities now have many students who were already learning at a higher level about, for, or through…
Abstract
Purpose
The purpose of this paper is to examine UK higher level skills gaps. UK universities now have many students who were already learning at a higher level about, for, or through, their activities at work, and have decided to formalise this via a higher education (HE) programme; for these students learning mostly takes place away from the university and is sometimes categorised as “work‐based”. Due to the increasingly flexible and hybrid profile of all contemporary students it is more realistic to align those undertaking work‐based study with those choosing more traditional study routes, as all students need to enhance their workplace and life skills in order to better fit them for employment and life after university. There are blurred, not solid, boundaries between the differing kinds of students and between working and studying, and it is useful and productive to acknowledge this continuum.
Design/methodology/approach
A researched overview of relevant policy, data and literature including a research project into higher level skills gaps.
Practical implications
Employers cite the crucial nature of employability and subject‐based skills and the need for employees who understand how to learn, and furthermore how to build upon and maximise the usefulness of what they learn by making connections and solving problems.
Originality/value
The paper shows how HE is shifting, due to demographics, an evolving world picture and a tough economic climate. Technological advances intensify globalisation causing rapid changes and greater competition for jobs and resources. The pressure on HE graduates is greater than ever before. The Government states that individuals require skills with a high economic value and to be prepared to undertake jobs in industries which do not exist yet; they must be changeable and adaptable to meet the challenges of the jobs market and willing to continuously develop themselves.
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Janice A. Black, Richard L. Oliver and Lori D. Paris
The clear specification of leadership efforts spanning levels of analysis has lagged behind leadership research in general. Simulation modeling, such as agent-based modeling…
Abstract
The clear specification of leadership efforts spanning levels of analysis has lagged behind leadership research in general. Simulation modeling, such as agent-based modeling, provides research platforms for exploring these interesting issues. This chapter uses agent-based models, along with Dionne and Dionne's (2009) choices of leadership styles, to examine the impact of those styles on the generation of an emergent group resource, context-for-learning (CFL), instead of the specific task outcome (group decision making) described by Dionne and Dionne. Consistent effectiveness is found across leadership styles for workgroups with high and slightly lower initial individual levels of a CFL. A second agent-based model includes the ability of agents to forget previous learned skills and reveals a reduced effectiveness of all leadership styles. However, the effectiveness of the leadership styles differs between the two outcomes (the specific group task model and the emergent group resource model). Reasons for these differences are explored, and implications from the comparisons of the two models are delineated.
Charitable Choice Policy, the heart of President Bush’s Faith‐Based Initiative, is the direct government funding of religious organizations for the purpose of carrying out…
Abstract
Charitable Choice Policy, the heart of President Bush’s Faith‐Based Initiative, is the direct government funding of religious organizations for the purpose of carrying out government programs. The Bush presidential administration has called for the application of Charitable Choice Policy to all kinds of social services. Advocates for child‐abuse victims contend that the Bush Charitable Choice Policy would further dismantle essential social services provided to abused children. Others have argued Charitable Choice Policy is unconstitutional because it crosses the boundary separating church and state. Rather than drastically altering the US social‐policy landscape, this paper demonstrates that the Bush Charitable Choice Policy already is in place for childabuse services across many of the fifty states. One reason this phenomenon is ignored is due to the reliance on the public‐private dichotomy for studying social policies and services. This paper contends that relying on the public‐private dichotomy leads researchers to overlook important configurations of actors and institutions that provide services to abused children. It offers an alternate framework to the public‐private dichotomy useful for the analysis of social policy in general and, in particular, Charitable Choice Policy affecting services to abused children. Employing a new methodological approach, fuzzy‐sets analysis, demonstrates the degree to which social services for abused children match ideal types. It suggests relationships between religious organizations and governments are essential to the provision of services to abused children in the United States. Given the direction in which the Bush Charitable Choice Policy will push social‐policy programs, scholars should ask whether abused children will be placed in circumstances that other social groups will not and why.
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Insurance frauds deeply affect insurance companies, policyholders, and the insurance industry as a whole. The cost of fraudulent damage affects the profitability of companies, and…
Abstract
Insurance frauds deeply affect insurance companies, policyholders, and the insurance industry as a whole. The cost of fraudulent damage affects the profitability of companies, and has negative effects on the society in terms of moral values. Increases in insurance costs can lead to increases in the premiums paid by policyholders, each family, and, ultimately, all of the insured. Recently, new legal regulations related to this issue have been performed in Turkey and higher institutions have been created. A regulation issued by the Under-secretariat of the Treasury, on June 1, 2011, defines insurance fraud as aggravated fraud. Insurance fraud in Turkey usually takes the form of intentional misrepresentations of facts to the insurance company to get the company to pay for something not actually covered by the policy. Studies examined the insurance industry in terms of the concept of financial crime, and inclusion of the concept of financial crime in insurance regulations was proposed since financial crimes have an important place in the current problems of the industry. In addition, it is seen that insurance frauds have changed over time as a result of studies.
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Karl-Emanuel Dionne and Paul Carlile
Innovation challenges are increasingly complex, cutting across distributed actors from different disciplines, organizations, and fields. Solving such challenges requires creating…
Abstract
Innovation challenges are increasingly complex, cutting across distributed actors from different disciplines, organizations, and fields. Solving such challenges requires creating the capacities of opening up for innovation to access and develop a greater amount and variety of knowledge and resources. Perspectives on open source, open innovation, and interorganizational collaboration have explored such capacities, but from different origins and scopes of analysis. Our practice-based integrative framework of “opening innovation” helps highlight these differences and connect their relative strengths. Through a critical literature review paired with an analysis of different empirical cases from Hacking Health, a non-profit organization helping drive digital health innovation, the authors reveal the user-centric, firm-centric, and field-centric approaches to opening innovation that progressively connect a greater variety of actors and resources. The authors show how specific new relational practices they produce address the new relational dynamics these connections bring to accumulate more resources for innovation to keep progressing.