Most trainers are, by now, aware that they must include some programme for developing interactive skills. But this is not to say that the company's managers share their awareness…
Abstract
Most trainers are, by now, aware that they must include some programme for developing interactive skills. But this is not to say that the company's managers share their awareness or conviction. The trainer may have difficulty in getting across what he means by interactive skills and why they are so critical to performance. This article is presented as suitable material for in‐company use as a first step in getting managers interested in the interactive behavioural field. Edmund Brooks would be pleased to enter into correspondence with people involved in selling interactive skills training to managers. His address is North East London Polytechnic, Asta House, 156–164 High Road, Chadwell Heath, Romford, Essex.
The Human Resource School advances forceful arguments in support of this statement — that participative management raises the quality of organisational decision‐making and the…
Abstract
The Human Resource School advances forceful arguments in support of this statement — that participative management raises the quality of organisational decision‐making and the level of commitment to those decisions. Support for this view comes from research by Coch and French, 1948, in the acceptance of new production methods; by Lewis, 1953, in the setting of production rates and by Katz and Kahn, 1966. Others argue equally strongly that participative management does not raise the level of employee motivation and commitment to action. Brayfield and Crocket in 1955 found that greater involvement in decision‐making did not invoke greater job activity, while Dubin (1959) and Goldthorpe et al (1966) contend that participative management is unlikely to derive support and commitment in that work is not a central life interest to the majority. Aronoff (1967) finds that commitment to the job and colleagues is possible only if people have certain personality characteristics, and that it is significant to the performance of the enterprise only in certain kinds of technology.
Six years ago a large oil refinery and chemical plant embarked on a management training and development programme as part of an overall strategy to improve the management of its…
Abstract
Six years ago a large oil refinery and chemical plant embarked on a management training and development programme as part of an overall strategy to improve the management of its human resources. The purpose underlying such a strategy was to create conditions in which employees at all levels would be encouraged to develop their potentialities while contributing towards the company's objectives.
Industry today could be said to be characterised by increasing worker participation in the day‐to‐day running of companies. Opportunities are being provided for individuals and…
Abstract
Industry today could be said to be characterised by increasing worker participation in the day‐to‐day running of companies. Opportunities are being provided for individuals and work groups to shape and influence organisational policies, plans and objectives. In this country British Steel allows for elected worker representatives to sit as worker directors. In Germany this phenomenon is fairly common and accepted practice. Norwegian Works Councils have clearly defined powers over all major changes in production plans, methods, quality, development of products and plans for expansion, contraction or reorganisation where they affect employees or their working conditions. In this country an increasing number of companies provide consultation on matters of methods of payment, effects of new technological methods, rate‐fixing levels and procedures, reasonableness of production schedules, quality of machinery and tooling, fairness of discipline, and in safety matters.
Donald J. Hernandez, Nancy A. Denton, Suzanne Macartney and Victoria L. Blanchard
Children must rely on adults to provide the economic and human resources essential to assure their well-being and development, because it is the adults in their families…
Abstract
Children must rely on adults to provide the economic and human resources essential to assure their well-being and development, because it is the adults in their families, communities, and the halls of government who determine the nature and magnitude of resources that reach children (e.g., Bronfenbrenner, 1979; Haveman & Wolfe, 1994). In view of this dependence of children on adults, this chapter has three main goals. The first is to portray the extent to which children in the United States and other selected rich countries experience limited access to economic resources, compared to the adults in each country. The second is to focus on key family circumstances of children which reflect human resources available in the home and which influence the level of economic resources that parents have available to provide for their children. The third is to draw attention to differences among the race, ethnic, and immigrant groups that are leading the demographic transformation of rich countries around the world.
Tianyu Ying, Jun Wen, Edmund Goh and Shaohua Yang
The relationship between sex and tourism remains ambiguous in the tourism literature. Few studies have examined the underlying motivations behind sex-driven travel, and little is…
Abstract
Purpose
The relationship between sex and tourism remains ambiguous in the tourism literature. Few studies have examined the underlying motivations behind sex-driven travel, and little is known about factors inhibiting tourists' procurement of commercial sex when traveling. Therefore, this study explored male Chinese tourists' perceived constraints during decision-making and developed a comprehensive scale to assess constraints to commercial sex consumption overseas.
Design/methodology/approach
Data were obtained from male Chinese tourists purchasing commercial sex while traveling overseas. This study involved a four-stage process as recommended by Churchill (1979) for scale development research. In Stage 1, preliminary items were generated through a comprehensive review of the constraints literature and in-depth interviews with 16 sex tourists, which generated an initial 26 items. During the second stage to purify the measurement items, six items were eliminated, resulting in 20 items. Stage 3 involved exploratory factor analysis (N = 275) to extract the scale's underlying factor structure. Results revealed a five-factor structure with sufficient evidence of internal reliability given Cronbach's alpha coefficients between 0.722 and 0.843. The final stage included confirmatory factor analysis (N = 259) to verify the scale's reliability and validity.
Findings
Ultimately, 20 items were developed to measure sex tourists' perceived constraints toward engaging in commercial sex services overseas based on five factors: structural constraints, intrapersonal constraints, interpersonal constraints, value conflicts and service supply–related constraints.
Originality/value
This study advances the scope of sex tourism research by verifying how these five constraints are independent, generalized and can influence the procurement of sexual services overseas. This study is the first in sex tourism research to explore the difficulties facing sex tourists. Results offer marketers important insight on how to better address these constraints while providing a safe and legal sex tourism experience.
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Keywords
Alec Snobel samples service with its roots in ancient history
Mark Button, Alison Wakefield, Graham Brooks, Chris Lewis and David Shepherd
– The purpose of this paper is to illustrate the ways in which contemporary organisations are imposing their own private sanctions on fraudsters.
Abstract
Purpose
The purpose of this paper is to illustrate the ways in which contemporary organisations are imposing their own private sanctions on fraudsters.
Design/methodology/approach
The research draws on primary data from interviews with counter fraud practitioners in the UK, secondary sources and case examples.
Findings
Such developments have been stimulated, at least in part, by the broader limitations of the criminal justice system and in particular a “fraud bottleneck”. Alongside criminal sanctions, many examples are provided of organisations employing private prosecutions innovative forms of civil sanction and “pseudo state” sanctions, most commonly civil penalties comparable to fines.
Research limitations/implications
Such changes could mark the beginning of the “rebirth of private prosecution” and the further expansion of private punishment. Growing private involvement in state sanctions and the development of private sanctions represents a risk to traditional guarantees of justice. There are differences in which comparable frauds are dealt with by corporate bodies and thus considerable inconsistency in sanctions imposed. In contrast with criminal justice measures, there is no rehabilitative element to private sanctions. More research is needed to assess the extent of such measures, and establish what is happening, the wider social implications, and whether greater state regulation is needed.
Practical implications
Private sanctions for fraud are likely to continue to grow, as organisations pursue their own measures rather than relying on increasingly over-stretched criminal justice systems. Their emergence, extent and implications are not fully understood by researchers and therefore need much more research, consideration and debate. These private measures need to be more actively recognised by criminal justice policy-makers and analysts alongside the already substantial formal involvement of the private sector in punishment through prisons, electronic tagging and probation, for example. Such measures lack the checks and balances, and greater degree of consistency as laid out in sentencing guidelines, of the criminal justice system. In light of this, consideration needs to be given to greater state regulation of private sanctions for fraud. More also needs to be done to help fraudsters suffering problems such as debt or addiction to rebuild their lives. There is a strong case for measures beyond the criminal justice system to support such fraudsters to be created and publicly promoted.
Originality/value
The findings are of relevance to criminal justice policy-makers, academics and counter fraud practitioners in the public and private sectors.
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Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Tenn. 37203. Mrs. Cheney does not sell the books listed here. They are…
Abstract
Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Tenn. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.
Paul Blyton, Edmund Heery and Peter Turnbull
Presents 35 abstracts from the 2001 Employment Research Unit Annual conference held at Cardiff Business School in September 2001. Attempts to explore the theme of changing…
Abstract
Presents 35 abstracts from the 2001 Employment Research Unit Annual conference held at Cardiff Business School in September 2001. Attempts to explore the theme of changing politics of employment relations beyond and within the nation state, against a background of concern in the developed economies at the erosion of relatively advanced conditions of work and social welfare through increasing competition and international agitation for more effective global labour standards. Divides this concept into two areas, addressing the erosion of employment standards through processes of restructuring and examining attempts by governments, trade unions and agencies to re‐create effective systems of regulation. Gives case examples from areas such as India, Wales, London, Ireland, South Africa, Europe and Japan. Covers subjects such as the Disability Discrimination Act, minimum wage, training, contract workers and managing change.