Rebecca Harvey, Paul Levatino and Julie Liefeld
To utilize LGBTQ affirmative theory to inform clinical work which affords queer youth with disabilities agency and authorship in their negotiations of sexuality.
Abstract
Purpose
To utilize LGBTQ affirmative theory to inform clinical work which affords queer youth with disabilities agency and authorship in their negotiations of sexuality.
Methodology/approach
The authors use a case study to explore the use of queer affirmative theory and peer consultation to guide and evaluate an ongoing clinical case of a young gay man with cerebral palsy as he negotiates his developing sexuality amid powerful messages from media, pornography, friends, and parental influence.
Findings
This paper finds that a queer affirmative therapy model which explores themes of intersectionality, and utilizes nuanced views of sexual identity, sexual behavior, and gender identity are useful to practitioners to encourage agency and authorship for queer disabled people in their negotiations of ability, sexuality, identity, and behavior.
Originality/value
This paper provides an alternative approach to nurturing queer identity by (1) creating refuge for emerging sexualities; (2) allowing for difficult dialogues where ability, sexuality, and gender can be pragmatically discussed, performed, and negotiated; (3) tolerating the discomfort of these difficult dialogues and pushing through to nurturing the unique queerness that evolves out of these conversations; and finally (4) encouraging transformation of all participants including client and practitioners. The practitioners discuss their own transformation through the co-created dialog with each other and with the client.
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The Documents Direct project’s aim was to investigate the feasibility of offering user‐initiated unmediated requesting and delivery of documents, as an alternative to traditional…
Abstract
The Documents Direct project’s aim was to investigate the feasibility of offering user‐initiated unmediated requesting and delivery of documents, as an alternative to traditional periodical holdings and conventional ILL. The project’s initial user group involved four science and engineering schools at the University of Leeds. The project’s trial demonstrated, with both quantitative and qualitative analysis, the value of the service and the project became a trial service 12 months after its inception. This article examines the initial trial and evaluates the trial service.
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Darlene Ciuffetelli Parker, Debbie Pushor and Julian Kitchen
This is a book for teacher educators. It is also a book for teacher candidates and educational stakeholders who are interested in using storied practice in teacher education. It…
Abstract
This is a book for teacher educators. It is also a book for teacher candidates and educational stakeholders who are interested in using storied practice in teacher education. It is about teacher educators and teacher candidates as curriculum makers (Clandinin & Connelly, 1992) who engage in narrative inquiry practice. As editors of this volume, we came to this important writing project as a result of our respective work using narrative inquiry that originated from our studies with Dr. Michael Connelly and Dr. Jean Clandinin. In a large sense, this book represents our interpretations, as second-generation narrative inquirers, of three main ideas: narrative inquiry, curriculum making, and teacher education. Narrative inquiry, curriculum making, and teacher education are vitally interconnected concepts that offer an alternative way of understanding the current landscape of education. Narrative inquiry in teacher education would not have been possible without the groundbreaking work of Connelly and Clandinin.
The office as we know it is gradually being changed as more electronic applications are introduced. To a large extent, information technology based on micro‐electronics is used…
Abstract
The office as we know it is gradually being changed as more electronic applications are introduced. To a large extent, information technology based on micro‐electronics is used today to carry out specific tasks in more efficient ways while largely disregarding or failing to cope with the overall effectivenes of an organization. Short‐term tactical productivity gains take priority over long‐term strategic development. Rationalistic and reductionistic procedures take priority over emotional, creative, judgement‐centered activities. Quantitative evaluation takes precedence over qualitative. Employee initiative is expropriated by the technology, leaving the operator little discretion in his or her task and a limited need for training and education to operate the devices.
This study aims to empirically examine young tourists’ perceptions of object-based authenticity, existential authenticity and perceived value perceptions on satisfaction. Data…
Abstract
Purpose
This study aims to empirically examine young tourists’ perceptions of object-based authenticity, existential authenticity and perceived value perceptions on satisfaction. Data were collected from young heritage tourists at the Little India heritage precinct in Singapore.
Design/methodology/approach
Qualitative data were collected via a pen and paper questionnaire at Little India in Singapore. Young tourists below 30 years of age were identified to complete the questionnaire. A total of 288 sets of valid responses were collected to perform statistical analysis to test the relationships between the key constructs in the research model.
Findings
The results of the study reaffirmed the application of the perceived value framework to authenticity. Object-based authenticity, existential authenticity and perceived monetary value yielded significant and positive effects on overall perceived value and, subsequently, satisfaction. Further, overall perceived value was found to mediate the relationships between object-based authenticity, existential authenticity and perceived monetary with satisfaction.
Research limitations/implications
This study provides researchers with a better understanding of authenticity and value perceptions of young tourists. It also lends further support for the integration of object-based and existential authenticity into the multidimensional approach to perceived value.
Practical implications
The results help destination marketers and policymakers better understand this important segment to develop more effective and sustainable marketing and management strategies.
Originality/value
This study addresses the lack of research in the literature on young tourists who will shape the tourism landscape of the future. It also further assesses the propriety of integrating authenticity measures into the measurement of perceived value.
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Mary Weir and Jim Hughes
Introduction Consider a hi‐fi loudspeaker manufacturing company acquired on the brink of insolvency by an American multinational. The new owners discover with growing concern that…
Abstract
Introduction Consider a hi‐fi loudspeaker manufacturing company acquired on the brink of insolvency by an American multinational. The new owners discover with growing concern that the product range is obsolete, that manufacturing facilities are totally inadequate and that there is a complete absence of any real management substance or structure. They decide on the need to relocate urgently so as to provide continuity of supply at the very high — a market about to shrink at a rate unprecedented in its history.
Yaw A. Debrah and Ian G. Smith
Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on…
Abstract
Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.
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Christina Swart-Opperman, Claire Barnardo and Sarah Boyd
The learning outcomes are as follows: to understand why talent management is a vital component of a company’s broader strategy for long-term operational excellence; to understand…
Abstract
Learning outcomes
The learning outcomes are as follows: to understand why talent management is a vital component of a company’s broader strategy for long-term operational excellence; to understand the impact of generation, life stage and career stage on an employee’s professional needs, goals and expectations of their firm; to understand how organisational culture contributes, in this case, to ineffective people management practices; and to develop a talent management strategy: new policies, processes or practices that will address the identified issues and create a sustainable pipeline of talent.
Case overview/synopsis
This case finds the successful agro-processing firm Namib Mills in a state of internal tension in April 2019. As Namibia’s premier supplier of staple food products, Namib Mills is performing well in a struggling economy. Then yet, CEO Ian Collard is concerned that his senior management team is not exhibiting the kind of leadership and strategic management needed to take the company into the future. As Ian examines the issue further – with the aid of a report from an external consultant – he begins to see that the weaknesses of his senior managers, who are prone to micromanaging and poor communication, are part of a bigger issue of talent management in the firm. The junior employees, who are energetic and ready to innovate, are growing restless as they wait for career growth and promotion opportunities. The rising leaders in middle management are also struggling to break through. Ian must confront how organisational culture and generational diversity within this family-owned business have created talent management barriers and develop a strategy for sustainably developing employees into the leaders of the future.
Complexity academic level
This case is designed for a master’s level management program and is well-suited for courses that deal with organisational behaviour, people management or human resources management. Specifically, the case is aimed at students interested in talent management, generational diversity and organisational culture.
Subject code
CSS 6: Human Resource Management.