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Article
Publication date: 1 November 2003

Gillian Leader

The lifelong learning agenda maintains a pivotal role in educational discourse. It reflects government policy that as a conceptual framework it is shaping a new model of learning…

5438

Abstract

The lifelong learning agenda maintains a pivotal role in educational discourse. It reflects government policy that as a conceptual framework it is shaping a new model of learning. Moreover, it reinforces the view that the establishment of a learning society is vital to meet the growing diversity of economic and social imperatives. This paper explores some of the challenges facing further education in constructing an effective and vocational paradigm for lifelong learning that addresses the impact of widening participation and accessibility. It highlights the significance of recent post‐16 government initiatives and the relationship between a knowledge economy and the inclusive learning agenda in the context of policy and practice.

Details

Education + Training, vol. 45 no. 7
Type: Research Article
ISSN: 0040-0912

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Article
Publication date: 20 November 2024

Nicola Patterson and Sharon Mavin

Through a feminist lens, the study explores women’s experiences of entrepreneurial leadership in the UK and how the women manage competing and contrary patriarchal and…

34

Abstract

Purpose

Through a feminist lens, the study explores women’s experiences of entrepreneurial leadership in the UK and how the women manage competing and contrary patriarchal and individualism discourses and associated discursive paradox.

Design/methodology/approach

This study follows social constructionism and Feminist Standpoint Research approach, providing space for women to voice and contextualise lived experiences from multiple standpoints. The study comprises five cases of women entrepreneurs in IT, law, construction, beauty and childcare, using a two-stage semi-structured interview process analysed through discourse analysis.

Findings

This study provides new insights into the entrenched patriarchal socio-cultural context for women entrepreneurial leaders in the UK. The competing discourses provoke a discursive paradox, which dominates and oppresses women. This is managed through a process of discursive blending, blurring and merging contrary discursive expectations. The women use the individualism discourse to obscure patriarchy’s domination and as a resource to resist patriarchal gender power relations. To blend the discourses, the women use particular tactics: engaging in patriarchal bargains, such as “dressing not to impress”; can sidestep and manoeuvre these bargains and can utilise “patriarchal advantages”, turning gender oppression into benefits by “working it positively”.

Originality/value

This study addresses the lack of research interrogating patriarchy in the Global North and the absence of understandings of how women entrepreneurial leaders manage the competing and contrary discourses of patriarchy and individualism, which actively shape their experiences. The study illuminates the significance and increasing requirement for feminism to disrupt the ever-increasing power of patriarchy in entrepreneurship.

Details

International Journal of Gender and Entrepreneurship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1756-6266

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Publication date: 20 April 2021

Sharmila Pixy Ferris and Kathleen Waldron

Abstract

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Higher Education Leadership
Type: Book
ISBN: 978-1-83982-230-8

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Article
Publication date: 9 April 2018

Romie Frederick Littrell, Gillian Warner-Soderholm, Inga Minelgaite, Yaghoub Ahmadi, Serene Dalati, Andrew Bertsch and Valentina Kuskova

The purpose of this paper is to develop a reliable and valid field survey research instrument to assess national cultural cognitive templates of preferred leader behaviour…

993

Abstract

Purpose

The purpose of this paper is to develop a reliable and valid field survey research instrument to assess national cultural cognitive templates of preferred leader behaviour dimensions to facilitate education, development, and training of managerial leaders operating across diverse organisations.

Design/methodology/approach

The study consists of focus group evaluations of the validity and the translations to local languages of a survey instrument assessing leader behaviour preferences in business organisations.

Findings

The studies find that the survey instrument and its translations are valid and reliable for assessing preferred leader behaviour across national cultures. The length of the survey is problematic, and a new project is underway to produce a shorter version with equivalent reliability and validity.

Research limitations/implications

As the research project is long term, at this point, a relatively long survey is available for research, with a shorter version planned for the future.

Practical implications

Practical implications include producing and validating a field survey research instrument that is reliable and valid across cultures and languages, and can be employed to improve the understanding, development, and education of managers and leaders of international business organisations.

Social implications

Management and leadership processes are employed in all aspects of life, and can be better understood and improved through this research project.

Originality/value

The majority of cross-cultural research is leader-centric studies of implicit leader characteristics; this project expands the scope of studies further into follower-centric studies of observed leader behaviour.

Details

Journal of Management Development, vol. 37 no. 3
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 10 December 2019

Gillian Warner-Soderholm, Inga Minelgaite and Romie Frederick Littrell

The purpose of this paper is to refine and validate the most widely used leader behavior measurement instrument, LBDQXII, into a more parsimonious instrument for assessing…

451

Abstract

Purpose

The purpose of this paper is to refine and validate the most widely used leader behavior measurement instrument, LBDQXII, into a more parsimonious instrument for assessing cognitive templates of preferred leader behavior across cultures.

Design/methodology/approach

The 100-item LBDQXII survey was administered to 6,451 participants from 14 countries; these data were used to refine the survey.

Findings

The shorter survey instrument is a valid and reliable tool for assessing preferred leader behavior. Four periods in the LBDQXII “evolution” are identified: emergence, expansion, stagnation and revival.

Research limitations/implications

The new LBDQ50 can be used to collect data across cultures, contributing to both global management development and scholarly studies.

Practical implications

This project corresponds to calls to shorten the well-established leader behavior instrument into a measurement tool that is reliable and valid across cultures and languages. This can be administered by both private and public organizations, contributing to greater effectiveness. Furthermore, it retains its scholarly scope encompassing follower-centric studies of leadership.

Social implications

Leadership processes are found in all aspects of life and can be better understood and improved within and across cultures using the shorter version.

Originality/value

An efficient instrument to measure preferred leadership behavior across and within cultures. The availability of the LBDQ50 will allow practitioners and researchers to advance understanding of preferred leadership behavior as a predictor of organizational effectiveness. Most such instruments are overly-long, which hinders data collection opportunities. This newly developed instrument can lead to better response rates and easier applicability in organizational settings.

Details

Journal of Management Development, vol. 39 no. 1
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 24 November 2021

Jasenko Ljubica, Romie Frederick Littrell, Gillian Warner-Søderholm and Inga Minelgaite

The purpose of this paper is to empirically investigate the relationships between societal culture value dimensions and employee preferences for empowerment behaviors by…

817

Abstract

Purpose

The purpose of this paper is to empirically investigate the relationships between societal culture value dimensions and employee preferences for empowerment behaviors by managerial leaders across societal cultures. To do this, the authors synthesize the extant literature to underpin this study and to set the research agenda for future empirical work.

Design/methodology/approach

Using field survey research method, the authors obtain and analyze data from ten samples in eight geographically and culturally diverse societies from a global longitudinal study of preferred managerial leader behavior.

Findings

Cultural value dimension predictor variables affect employee preferences for leader empowerment behaviors in the societies studied. Some significant effects of gender and organizational factors on these relationships were found.

Research limitations/implications

Future research should expand upon variations in the meaning of employee empowerment across cultures, consider other cultural models and theories, and a more extensive set of personal, organizational and relational factors.

Practical implications

Employee preferences for leader empowerment behaviors are more likely the result of the interplay, exchange and trade-offs between cultural, personal and organizational values. The effectiveness of employee empowerment is contingent upon well-designed training programs aligning management and worker values, goals and tasks.

Originality/value

The authors offer more realistic, objective and evidence-based insights into the cultural influences on the effectiveness of empowerment and employee cognitions towards it than the extant, conceptually and methodologically compromised, strategic cross-cultural studies.

Details

Cross Cultural & Strategic Management, vol. 29 no. 1
Type: Research Article
ISSN: 2059-5794

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Article
Publication date: 6 April 2020

Emma Day-Duro, Guy Lubitsh and Gillian Smith

To understand the partnership between clinicians and academics who come together to provide high-quality care alongside research and innovation, identifying challenges and…

1482

Abstract

Purpose

To understand the partnership between clinicians and academics who come together to provide high-quality care alongside research and innovation, identifying challenges and productive conditions for innovation and collaboration across multi-disciplinary teams.

Design/methodology/approach

An explorative action research methodology was adopted. Semi-structured interviews were conducted with 15 clinical, academic and executive leads at a large metropolitan tertiary care hospital with an academic health services portfolio in the UK.

Findings

Clinical leaders recognise the division of limited resource, restrictive employment contracts and the divergent priorities of each organisation as challenges hindering the collaborative process and derailing innovation. Developing a culture of respect, valuing and investing in individuals and allowing time and space for interaction help facilitate successful innovation and collaboration. Successfully leading collaborative innovation requires a combination of kindness, conviction and empowerment, alongside the articulation of a vision and accountability.

Research limitations/implications

Action research continues at this site, and further enquiry into the experiences, challenges and solutions of non-leaders when collaborating and innovating will be captured to present views across the organisation.

Practical implications

Clinical and academic collaboration and innovation are essential to the continued success of healthcare. To ensure hospitals can continue to facilitate this in increasingly challenging circumstances, they must ensure longevity and stability of teams, devote time and resource to research and innovation, nurture interpersonal skills and develop kind and empowering leaders.

Originality/value

This work uniquely focuses on a real-time collaborative and innovative development. By employing action research while this development was happening, we were able to access the real time views of those at the centre of that collaboration. We offer insight into the challenges and effective solutions that consultant-level clinical leaders encounter when attempting to innovate and collaborate in practice.

Details

Journal of Health Organization and Management, vol. 34 no. 4
Type: Research Article
ISSN: 1477-7266

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Article
Publication date: 6 March 2019

Claire Jennifer Hughes and Gillian Saieva

The purpose of this paper is to explore how curriculum design, internal infrastructures and support systems have had to be innovated to best meet the requirements of Higher Degree…

1257

Abstract

Purpose

The purpose of this paper is to explore how curriculum design, internal infrastructures and support systems have had to be innovated to best meet the requirements of Higher Degree Apprenticeships (HDA) programmes within the business management portfolio at Solent University. This paper is written from the perspective of University, apprentice and employers’ journeys to support accidental and aspiring managers in the pursuit of the destination of “management professional”.

Design/methodology/approach

Feedback and insight from both apprentices and employers were gathered from a range of organisations within both public and private sectors; these were then reviewed as part of this case study approach. All of the samples either had practical knowledge of an HDA and were currently active in the study or were supporting apprentices in the workplace. The other sample groups were internal colleagues who were identified because of their current working knowledge of providing infrastructure support for the HDA provision. From this, thematic analysis was conducted to allow the analysis of patterns of feedback or concerned areas of employees, which allowed researchers to identify where the challenges and blocks were occurring along the journeys. The samples were identified from within the Chartered Manager Degree Apprenticeship and Level 5 Operations and Departmental Manager HDAs. A case study methodology was used.

Findings

From the analysis of the feedback and insights, there were a few themes which were identified and will be discussed further within this paper as to how Solent has approached these areas and will: provide outcomes around how Solent worked with employers to help them understand the benefits of implementing HDAs; outline how innovation in central service infrastructure took place to support employers and apprentices in the on-boarding both to ensure the correct assessment of apprentice suitability and route and also to support their apprenticeship journeys; discuss how we have effectively de-mystified some of the more challenging areas of the HDAs including that the 20 per cent off-the-job training will be “time out of the office” and how this can be positively managed to benefit both the apprentice, employer and organisation; and define how support mechanisms can ensure a high-level “apprentice experience”, whilst supporting them to balance the rigorousness of work and study.

Research limitations/implications

There is still much research to be completed in the area of impact and added value not just at the micro-organisational level but also at the macro-UK economy and GDP levels, alongside further research on how to market and de-mystify the common misconceptions so as to avoid blockers to enable even more apprentices to enter the market. Finally, research needs to be undertaken around the best pedagogic practices to support these apprentices.

Practical implications

The challenges and complexities of being involved at the trailblazing stage are that you are working on a pilot basis, which does not always make for a smooth journey. This case study does not offer any final solutions, and the expectation is that these areas will evolve and require change over the next few years. Instead, this case study hopes to give the reader the knowledge and confidence that they are not alone in the challenges they face; by being trailblazers in a new wave of HDAs, solutions will evolve over a period of time.

Social implications

All training providers should also regularly remind themselves, especially when those bumps in the journey are felt, that by developing and delivering HDAs they are greatly moving forward widening participation to an even wider net of people than ever before and assuring a future of well-developed leaders and managers.

Originality/value

As HDAs are new area, there is currently ahead of limited discussion on the practicalities of developing and delivering these, and this case study aims to aid this discussion for peers across the sector who have either not entered or are very new to HDAs, providing them guidance on areas to consider.

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Article
Publication date: 27 September 2023

Gary Lamph, Alison Elliott, Sue Wheatcroft, Gillian Rayner, Kathryn Gardner, Michael Haslam, Emma Jones, Mick McKeown, Jane Gibbon, Nicola Graham-Kevan and Karen Wright

The aim of this paper is to provide an overview of a novel offender personality disorder (OPD) higher education programme and the research evaluation results collected over a…

83

Abstract

Purpose

The aim of this paper is to provide an overview of a novel offender personality disorder (OPD) higher education programme and the research evaluation results collected over a three-year period. Data from Phase 1 was collected from a face-to-face mode of delivery, and Phase 2 data collected from the same programme was from an online mode of delivery because of the COVID-19 pandemic.

Design/methodology/approach

In Phase 1, three modules were developed and delivered in a fully face-to-face format before the pandemic in 2019–2020 (n = 52 student participants). In 2020–2021 (n = 66 student participants), training was adapted into a fully online mode of delivery in Phase 2. This mixed-methods study evaluated participant confidence and compassion. Pre-, post- and six-month follow-up questionnaires were completed. Qualitative interviews were conducted across both phases to gain in-depth feedback on this programme (Phase 1: N = 7 students, Phase 2: N = 2 students, N = 5 leaders). Data from Phase 1 (face-to-face) and Phase 2 (online) are synthesised for comparison.

Findings

In Phase 1 (N = 52), confidence in working with people with personality disorder or associated difficulties improved significantly, while compassion did not change. In Phase 2 (N = 66), these results were replicated, with statistically significant improvements in confidence reported. Compassion, however, was reduced in Phase 2 at the six-month follow-up. Results have been integrated and have assisted in shaping the future of modules to meet the learning needs of students.

Research limitations/implications

Further research into the impact of different modes of delivery is important for the future of education in a post-pandemic digitalised society. Comparisons of blended learning approaches were not covered but would be beneficial to explore and evaluate in the future.

Practical implications

This comparison provided informed learning for consideration in the development of non-related educational programmes and, hence, was of use to other educational providers.

Originality/value

This paper provides a comparison of a student-evaluated training programme, thus providing insights into the impact of delivering a relational-focused training programme in both face-to-face and online distance learning delivery modes. From this pedagogic research evaluation, the authors were able to derive unique insights into the outcomes of this programme.

Details

The Journal of Forensic Practice, vol. 25 no. 4
Type: Research Article
ISSN: 2050-8794

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Article
Publication date: 13 February 2009

Liisa Mäkelä

The purpose of this paper is to identify how pregnant women position themselves in the relationship with their immediate leader as a result of their pregnancy. Secondly, this…

1279

Abstract

Purpose

The purpose of this paper is to identify how pregnant women position themselves in the relationship with their immediate leader as a result of their pregnancy. Secondly, this study explores what kind of discourses pregnant followers' produce and use when they represent the reasons why the relationship with their leader developed the way it did during their pregnancy.

Design/methodology/approach

In total, 40 interviews were carried out among 20 working women, adopting a discursive approach in data analysis while focusing on their representations about their periods of pregnancy both during and after the experience.

Findings

Women positioned themselves as “accepted” or “dismissed” in the relationship with their leader due to their pregnancy. The study identifies three different discourses relating to the positioning, namely “similarity”, “expectations”, and “rooting deeper”.

Originality/value

There is a lack of research exploring the explanations behind the nature of leader‐follower relationships in the context of the followers' pregnancies. Furthermore, the discursive approach adopted in this study is less used within studies concerning relationships between leaders and followers, and studies concerning pregnant working women.

Details

Gender in Management: An International Journal, vol. 24 no. 1
Type: Research Article
ISSN: 1754-2413

Keywords

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