Heather Barclay and Diane Mulligan
Efforts at tackling different forms of targeted violence may benefit from lessons generated from the longer‐standing work in tackling violence against women. These include the…
Abstract
Efforts at tackling different forms of targeted violence may benefit from lessons generated from the longer‐standing work in tackling violence against women. These include the conceptualisation and articulation of targeted violence as a cause and consequence of inequality, and as a human rights issue. There is a need to develop effective coalitions and to make explicit the relevance and implications of targeted violence across all public services so that those affected receive the support they require. The importance of education and prevention is also highlighted. While such lessons can help reframe the issues and policies around targeted violence, they should not be transposed uncritically.
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This article examines the use of a book discussion as an instructional tool for developing leadership competency skills in female university students. A book discussion centered…
Abstract
This article examines the use of a book discussion as an instructional tool for developing leadership competency skills in female university students. A book discussion centered on Sheryl Sandberg’s book Lean In was held as a means to conceptualize discourse regarding leadership issues in the arena of women and leadership in a multidisciplinary campus wide symposium. In an effort to assess the effectiveness of such a program to learn about leadership issues, student commentary was collected during the discussion via an audio recording device.
A qualitative exploration of the resulting commentary focused on this initiative as an effort to provide insight into the efficacy of book discussions as a best practice for facilitating the engagement of students in the exploration of leadership issues. As leadership educators seek to develop pedagogical tools that catalyze transformative learning, research regarding tools and methods by which faculty equip students to explore leadership becomes increasingly critical.
Jessi L. Smith, Sylvia Mendez, Jennifer Poe, Camille Johnson, Dale K. Willson, Elizabeth A. Daniels, Heather Song and Emily Skop
Annual performance evaluations of faculty are a routine, yet essential, task in higher education. Creating (or revising) performance criteria presents an opportunity for leaders…
Abstract
Purpose
Annual performance evaluations of faculty are a routine, yet essential, task in higher education. Creating (or revising) performance criteria presents an opportunity for leaders to work with their teams to co-create evaluation metrics that broaden participation and minimise inequity. The purpose of this study was to support organisational leaders in developing equitable performance criteria.
Design/methodology/approach
We adopted the “dual-agenda” dialogues training that draws on concepts of collective self-efficacy and intersectionality for department leaders to co-create annual review criteria with their faculty members at one university. We used qualitative and quantitative data to assess the training and conducted an equity audit of the resulting annual review criteria.
Findings
Survey results from faculty members and departmental leaders (n = 166) demonstrated general satisfaction with the process used to create new criteria, perceptions that their criteria were inclusive and optimism about future reviews. Those with greater familiarity with the dialogues process had more positive perceptions of the inclusivity of their department’s criteria and more positive expectations of future reviews. The examination of eight indicators of equity illustrated that the resultant criteria were transparent and holistic.
Originality/value
This study builds on the relatively little research on faculty members’ annual performance evaluations, focussing on inclusive dialogues that centre equity and diversity. Results highlight the value of providing department leaders with evidence-based tools to foster system-level change through equitable evaluation policies. A toolkit is available for adaptation of the “dual-agenda” leadership training to both co-create annual review criteria and improve equity and inclusion.
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This article focuses on one court case concerning the regulation of Anti-Abortion protesting and asks: (1) Do the various actors involved in this case recognize a tension between…
Abstract
This article focuses on one court case concerning the regulation of Anti-Abortion protesting and asks: (1) Do the various actors involved in this case recognize a tension between their actions and their broader beliefs concerning the regulation of political protests? (2) If this tension is recognized, how do the actors resolve it, and if it is not recognized, why is it not? While concerned with legal consciousness and cognitive dissonance, the article is framed by broader questions concerning tolerance and the interaction of law and political passions.
Information technology ‐ Alvey news is published since the end of 1983 as the official newsletter of the Alvey Directorate who manage ‘the Alvey programme of advanced information…
Abstract
Information technology ‐ Alvey news is published since the end of 1983 as the official newsletter of the Alvey Directorate who manage ‘the Alvey programme of advanced information technology’. The directorate consists of staff seconded from UK industry and representatives of the three governing funding bodies: the Department of Trade, the Ministry of Defence, and the Science and Engineering Research Council. The Alvey programme aims to mobilise the UK's technical strengths in information technology (IT) in order to improve the UK's competitive position in world IT markets. The Alvey news is published by the Institution of Electrical Engineers in association with the British Computer Society, and the editor is the very helpful and intelligent Janet Tomlinson who can give further information about the publication; she may be contacted at the iee, Savoy Place, London WC2R 0BL, tel 01 240 1871.
Judith Crayford, Colm Fearon, Heather McLaughlin and Wim van Vuuren
This article aims to discuss the changing role of entrepreneurial education for promoting personal development, learning and employability skills.
Abstract
Purpose
This article aims to discuss the changing role of entrepreneurial education for promoting personal development, learning and employability skills.
Design/methodology/approach
The authors review key literature and policy from the EU, in conjunction with recent UK initiatives and organisations that are urging greater action to develop the skills and entrepreneurial mind‐set necessary for the graduates of tomorrow.
Findings
There is a sense of urgency and change in mainstream higher education (HE) to promote and embed greater entrepreneurial and workplace skills among graduates. Students are expected to demonstrate greater employability skills and signs of the entrepreneurial mind‐set that will help organisations innovate and succeed.
Originality/value
The article clearly makes the link between the need for personal development, employability skills and attributes of an entrepreneurial mind‐set among graduates for the post 2011 workplace.
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Taking both an event-centered and a process approach to cause lawyering, the chapter asks: (1) if, when, and how working with movements can lead to one being functionally seen as…
Abstract
Taking both an event-centered and a process approach to cause lawyering, the chapter asks: (1) if, when, and how working with movements can lead to one being functionally seen as a cause lawyer and (2) whether researchers should include “hired gun” and state attorneys in the cause lawyering conversation. These questions are addressed by seeing how various cause lawyer qualities are exhibited by a range of attorneys involved in anti-abortion protest regulation cases. The research suggests that reasons exist to view previously excluded attorneys through the cause lawyering lens, and to continue pursuing the cause lawyer qualities discussed here.
Heather Skinner, Gloria Moss and Scott Parfitt
This paper aims to give a wider understanding of what customers really want from first and subsequent visits to mainstream city centre nightclubs and bars by examining customer…
Abstract
Purpose
This paper aims to give a wider understanding of what customers really want from first and subsequent visits to mainstream city centre nightclubs and bars by examining customer attitudes to various aspects of the services arena and service offerings provided by such venues.
Design/methodology/approach
Purposive sampling was used to establish two focus groups within the industry's main target market age group. This qualitative data were analysed from a grounded theory approach in order to identify the emerging themes that were then tested by quantitative data gathered by means of a questionnaire in phase 2 of the research. These data were then subjected to a frequency analysis in SPSS in order to identify those elements that were most preferred by the majority of respondents.
Findings
Findings point to the relative importance of various elements of the servicescape in influencing customer decisions to enter a venue for the first time, and also to the relative importance of factors which prompt subsequent visits to a venue.
Practical implications
In such a saturated and highly competitive marketplace these findings can assist mainstream venues within the late night economy to improve their competitive position by understanding and then providing what customers really want.
Originality/value
Although there is much services marketing literature on the relevance of the servicescape and the importance of service quality, this paper attempts to ascertain which factors are truly key in customer decision‐making, and in which order each element of the service is rated by the industry's key target market.
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The purpose of this paper is to explore the changes in gender‐biased employment practices that it is perceived have occurred in New Zealand accountancy workplaces over the last 30…
Abstract
Purpose
The purpose of this paper is to explore the changes in gender‐biased employment practices that it is perceived have occurred in New Zealand accountancy workplaces over the last 30 years, using Oliver's model of deinstitutionalization.
Design/methodology/approach
Sequential interviewing was carried out with 69 experienced chartered accountants and three human resource managers, and at a later date with nine young female accountants.
Findings
Evidence is presented of perceived political, functional and social pressures cumulatively contributing to deinstitutionalization of overt gender‐biased employment practices, with social and legislative changes being the most influential. Deinstitutionalization appears incomplete as some more subtle gender‐biased practices still remain in New Zealand's accountancy workplaces, relating particularly to senior‐level positions.
Research limitations/implications
This study adds to understanding of how professions evolve. The purposeful bias in the sample selection, the small size of two of the interviewee groups, and the diversity in the interviewees' workplaces are recognized limitations.
Practical implications
Identification of further cultural change is required to deinstitutionalize the more subtle gender‐biased practices in accountancy organizations. This could help to avoid a serious deficiency of senior chartered accountants in practice in the future.
Originality/value
This paper represents one of a limited number of empirical applications of the deinstitutionalization model to organizational change and is the first to address the issue of gender‐biased practices in a profession. The use of sequential interviewing of different age groups, in order to identify and corroborate perceptions of organizational change is a novel approach.
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Argues that the general area of commercial sponsorship activity, while attracting increasing interest from marketing practitioners as an important strategic option in marketing…
Abstract
Argues that the general area of commercial sponsorship activity, while attracting increasing interest from marketing practitioners as an important strategic option in marketing communications, has not been the subject of sufficiently rigorous and comprehensive investigation by theoreticians. States the purpose is to establish and consolidate the available body of knowledge combining an overview of the standard conceptual approaches to marketing communication with an examination of the recent academic research in sponsorship, while maintaining a focus on current marketplace practice. Argues for a coherent and structured approach to the management of sponsorship expenditure through the application of a ‘management by objectives’ approach. Parameters are established in terms of a working definition of sponsorship, a review of its commercial development and an overview of current activity. Develops a commercially ration framework within which sponsorship activity may be undertaken. Views objective‐setting as the cornerstone of sponsorship management and outlines a classification of sponsorship objectives that subsumes current practice clarifies the range of potential benefits. Examines the criteria that govern rational sponsorship selection and proposes an evaluation strategy based on stated criteria. Methods of evaluating effects of marketing communications (sponsorship particularly) are examined and new evaluation techniques are advanced to facilitate the implementation of this rigorous scientific approach.