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Article
Publication date: 5 September 2016

Edward Bintz, Douglas Pelley and Gregory Hughes

To explain the implications of a March 2016 US District Court decision in Sun Capital concerning two private equity funds’ joint and several liability for the withdrawal from a…

257

Abstract

Purpose

To explain the implications of a March 2016 US District Court decision in Sun Capital concerning two private equity funds’ joint and several liability for the withdrawal from a multiemployer pension plan by a bankrupt portfolio company.

Design/methodology/approach

Explains controlled group liability under Title IV of ERISA, strategies employed by private equity funds to avoid such liability, two earlier stages of the Sun Capital litigation, and the rationale for the current court decision. Makes observations.

Findings

The court held that two private equity funds were jointly and severally liable under Title IV of ERISA for multiemployer pension plan withdrawal liability incurred by a bankrupt portfolio company that was jointly owned by the funds based on the novel (and troubling) rationale that a “partnership in fact” existed between the funds, despite neither fund separately owning a sufficient percentage of the portfolio company to be exposed to joint and several liability under Title IV’s controlled group rules. The decision is disturbing because it marks a significant change in the law; it upsets longstanding strategies used by funds and other investors to insulate themselves from ERISA liabilities.

Originality/value

Expert analysis from experienced employee benefits and compensation lawyers.

Details

Journal of Investment Compliance, vol. 17 no. 3
Type: Research Article
ISSN: 1528-5812

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Book part
Publication date: 6 December 2021

Megan E. Gregory, Daniel M. Walker, Lindsey N. Sova, Sheryl A. Pfeil, Clayton D. Rothwell, Jaclyn J. Volney, Alice A. Gaughan and Ann Scheck McAlearney

Health-care professionals undergo numerous training programs each year in order to fulfill licensure requirements and organizational obligations. However, evidence suggests that a…

Abstract

Health-care professionals undergo numerous training programs each year in order to fulfill licensure requirements and organizational obligations. However, evidence suggests that a substantial amount of what is taught during training is never learned or transferred back to routine work. A major contributor to this issue is low training motivation. Prior conceptual models on training transfer in the organizational sciences literature consider this deficit, yet do not account for the unique conditions of the hospital setting. This chapter seeks to close this gap by adapting conceptual models of training transfer to this setting that are grounded in organizational science. Based on theory and supplemented by semistructured key informant interviews (i.e., organizational leaders and program directors), we introduce an applied model of training motivation to facilitate training transfer in the hospital setting. In this model, training needs analysis is positioned as a key antecedent to ensure support for training, relevant content, and perceived utility of training. We posit that these factors, along with training design and logistics, enhance training motivation in hospital environments. Further, we suggest that training motivation subsequently impacts learning and transfer, with elements of the work environment also serving as moderators of the learning-transfer relationship. Factors such as external support for training content (e.g., from accrediting bodies) and allocation of time for training are emphasized as facilitators. The proposed model suggests there are factors unique to the hospital work setting that impact training motivation and transfer that should be considered when developing and implementing training initiatives in this setting.

Details

The Contributions of Health Care Management to Grand Health Care Challenges
Type: Book
ISBN: 978-1-80117-801-3

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Case study
Publication date: 20 January 2017

Daniel Diermeier and Gregory L. Hughes

United Learning is a family-owned leader in the K-12 supplementary teaching material market. In January 2001, United Learning realized that sales for one of its flagship products…

Abstract

United Learning is a family-owned leader in the K-12 supplementary teaching material market. In January 2001, United Learning realized that sales for one of its flagship products, a drug and prevention program, were rapidly deteriorating because the program was not mentioned on a recently released U.S. Department of Education list of recommended products. United Learning must decide on which action to take: regain sales or focus on its other educational products--which are also threatened by changes in the regulatory environment.

Details

Kellogg School of Management Cases, vol. no.
Type: Case Study
ISSN: 2474-6568
Published by: Kellogg School of Management

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Case study
Publication date: 20 January 2017

Daniel Diermeier and Gregory L. Hughes

United Learning is a family-owned leader in the K-12 supplementary teaching material market. In January 2001, United Learning realized that sales for one of its flagship products…

Abstract

United Learning is a family-owned leader in the K-12 supplementary teaching material market. In January 2001, United Learning realized that sales for one of its flagship products, a drug and prevention program, were rapidly deteriorating because the program was not mentioned on a recently released U.S. Department of Education list of recommended products. United Learning must decide on which action to take: regain sales or focus on its other educational products—which are also threatened by changes in the regulatory environment.

Details

Kellogg School of Management Cases, vol. no.
Type: Case Study
ISSN: 2474-6568
Published by: Kellogg School of Management

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Book part
Publication date: 18 August 2011

Monika Williams Shealey, Allyson Leggett Watson and Zhengyun Qian

Research literature examining the experiences of faculty of color, particularly women in higher education, reveals a pattern of institutional and attitudinal barriers, which is…

Abstract

Research literature examining the experiences of faculty of color, particularly women in higher education, reveals a pattern of institutional and attitudinal barriers, which is directly linked to successful recruitment and retention of learners and faculty of color (Brayboy, B. M. (2003). The implementation of diversity in predominately White colleges and universities. Journal of Black Studies, 34(1), 72–87; Gregory, 2001; Hughes, R. L., & Howard-Hamilton, M. F. (2003). Insights: Emphasizing issues that affect African American women. In: M. F. Howard-Hamilton (Ed.), New directions for student services. Meeting the needs of African American women (104, pp. 95–104). San Francisco, CA: Jossey-Bass; Park, J. J., & Denson, N. (2009). Attitudes and advocacy: Understanding faculty views on racial/ethnic diversity. The Journal of Higher Education, 80(4), 415–438; Project MUSE; Stanley, C. A. (Ed.) (2006). Faculty of color: Teaching in predominantly White colleges and universities. Bolton, MA: Anker Publishers; Turner, 2002; Watson & Shealey, 2010). This chapter provides a review of the recent and relevant research on Black women in teacher education. In addition, the authors conducted a review of research specifically addressing the experiences of Black women in teacher education during the last 10 years. Findings from this summative analysis highlight recent research on the experiences of Black women faculty and shed light on the implications for future research as well as leadership and program development.

Details

Women of Color in Higher Education: Turbulent Past, Promising Future
Type: Book
ISBN: 978-1-78052-169-5

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Book part
Publication date: 9 November 2020

Ina Dimitrova

Purpose: In this chapter, I explore the current activist disability landscape in Bulgaria, focusing on its apparent insusceptibility to change. My objective is to examine the…

Abstract

Purpose: In this chapter, I explore the current activist disability landscape in Bulgaria, focusing on its apparent insusceptibility to change. My objective is to examine the interplay between the conflicting parties, focusing on the factors that conditioned their successes and failures.

Methods/Approach: Relying mainly on directed content analysis, I analyzed website publications, online discussions, official statements released during the protests, as well as 18 interviews of mothers of children of disabilities and the data from five focus groups.

Findings: On the local disability scene, we discern two types of collective action – phantom disability activism and toxic grassroots mobilization. The first one held strongly to the traditionally construed notion of disability as confined in the need-based system and defined solely as medical condition. The second one – although very important for putting on the agenda issues as personal assistance and demedicalization – embraced deeply disturbing and toxic activist rhetoric, giving rise of an “abled-disabled” citizen thus reinforcing neoliberal images of human worth and failure.

Implication/Value: This chapter offers a closer look at the different meanings and implications of success, failure, and enabling or halting political renewal with regard to disability. On an empirical level, it adds more to the existing knowledge about the opportunities for, the role, the outcomes, and the specific features of alliance building in a context as Bulgaria, which presents us with specific combination of socialist legacies, post-socialist ways of abandoning disabled people, and, at best, short-term and transient embodiments of the “Nothing about us without us” tenet.

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Book part
Publication date: 9 November 2020

Erika Katzman

Purpose: This chapter problematizes the philosophical origins of direct funding models in a normative conception of independence that ignores and obscures the fundamentally…

Abstract

Purpose: This chapter problematizes the philosophical origins of direct funding models in a normative conception of independence that ignores and obscures the fundamentally relational nature of care work.

Approach: The study adopts a reflexive ethnographic methodological approach. In-depth, semistructured interviews were conducted with 19 participants variously involved with direct-funded attendant services (disabled “self-managers,” “attendant” employees, other members of self-managers’ support networks, and program staff). Additional data sources included the author's reflexive journaling and publicly available policy and program materials. The present analysis interrogated the impact of systemic constraints (i.e., limited funding) on the organization and management of attendant services.

Findings: The data illuminate how systemic constraints draw the interests of self-managers and attendants into tension, despite the affective relationality of the work they do together. The findings present four strategies self-managers adopt to maximize support hours, including: splitting shifts, strategic hiring, dynamic resource management, and supplementing remuneration. These findings suggest it is not vulnerability to each other that represents an ongoing concern for self-managers and attendants, so much as exploitation by a system that capitalizes on the oppression of both groups.

Implication/ Value: Disabled people and care workers have been and continue to be constructed as opposing interest groups. However, there is great potential in disabled people and care workers joining a united front to lobby for their common, often interrelated interests. Direct funding models are an important evolution of support services, but where they fail to attend to the relational nature of care work, we must continue to pursue more inclusive solutions.

Details

Disability Alliances and Allies
Type: Book
ISBN: 978-1-83909-322-7

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Book part
Publication date: 13 August 2018

Robert L. Dipboye

Abstract

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The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Article
Publication date: 8 April 2014

Dennis Reynolds, Imran Rahman and Stacey Bradetich

Recent research identifies several attributes that lead to the value proposition of a diversity-training program: corporate engagement in diversity training; participants'…

5587

Abstract

Purpose

Recent research identifies several attributes that lead to the value proposition of a diversity-training program: corporate engagement in diversity training; participants' perceptions of how such programs aid their peers; self-analysis of participants in training; and perceptions regarding the benefit of diversity training for subordinates. The aim of this paper is to test a corresponding four-antecedent model of the value of diversity training from the point of view of hotel managers.

Design/methodology/approach

A survey instrument was devised and sent to a random sample of hotel properties that asked managers questions related to the value of diversity training. Multiple regression analysis and t-tests were used as methods of data analyses.

Findings

Results from 242 responses returned by managers of 96 hotels indicated that managers perceive themselves and the corporate executives to significantly add value to the organization through diversity training. Furthermore, ethnic minority managers do not value diversity training significantly more highly than their non-minority counterparts do; similarly, little difference exists between genders on the four indicators of diversity-training efficacy.

Research limitations/implications

This study examined only one aspect of diversity management – diversity training. Among other limitations are the small sample and low response rates, which made it difficult to compare ethnic groups to one another.

Practical implications

Through this study, managers' perceptions about which groups of employees add value following diversity training are presented. The findings are likely to help hospitality corporations to implement diversity training more efficiently.

Originality/value

This study indicates that hotel managers value diversity training and suggests the need for organizations to understand how to prioritize various organizational levels for such training.

Details

International Journal of Contemporary Hospitality Management, vol. 26 no. 3
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 14 March 2024

Adilah Hisa, Nurul Amirah Ishak and Md Zahidul Islam

This study aims to examine the impact of knowledge and skills acquisition from youth leadership programs on the extent of training transfer. Additionally, it explores the role of…

141

Abstract

Purpose

This study aims to examine the impact of knowledge and skills acquisition from youth leadership programs on the extent of training transfer. Additionally, it explores the role of self-esteem as a potential intervening mechanism in linking the acquired knowledge and skills to the transfer of training.

Design/methodology/approach

Using a non-probability purposive sampling, data were gathered from participants of youth leadership programs in Brunei. The study hypotheses were validated using multiple linear regression analysis and Hayes PROCESS macro.

Findings

The findings revealed that knowledge and skills acquisition positively affect the extent of training transfer among youth leadership program participants. Moreover, self-esteem is found to be a crucial mediator in the relationship between knowledge and skills acquired from youth leadership programs and the extent of training transfer.

Practical implications

The study suggests that to optimize the transfer of training in the youth leadership programs, relevant stakeholders – training providers, and practitioners – must prioritize not only the knowledge and skills acquisition but also the cultivation of participants’ self-esteem. To achieve this, a primary focus should be placed on the criticality of designing such programs to address these factors. Policymakers, particularly in Brunei, can enhance the leadership pipeline among the youth population and expedite progress toward achieving the national vision by aligning leadership development initiatives with the broader national development agenda.

Originality/value

Collectively, this study enhances understanding of training transfer in youth leadership development, an often-overlooked area in the literature.

Details

Higher Education, Skills and Work-Based Learning, vol. 14 no. 6
Type: Research Article
ISSN: 2042-3896

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