Why is Jane Skinner starting a women's enterprise agency at the Aston Management Centre, where she is Director of Post Experience Studies? Not only because there's a strong demand…
Abstract
Why is Jane Skinner starting a women's enterprise agency at the Aston Management Centre, where she is Director of Post Experience Studies? Not only because there's a strong demand for it, she says, but also because it represents an opportunity for women to make work of their own choosing which is open only for a brief time—now.
A number of important issues facing womenand women in enterprise are examined.Gender‐related problems often place womenat a disadvantage in setting up or runningtheir own…
Abstract
A number of important issues facing women and women in enterprise are examined. Gender‐related problems often place women at a disadvantage in setting up or running their own businesses. An empirical study of female entrepreneurs in a rural area identified a number of significant factors. The majority of women interviewed were utilising skills acquired from further and higher education, training and employment. To meet the challenge of the 1990s, the needs of women for education, training and a greater share of resources must be recognised. Women in the UK receive more support than women in some European countries. Those most in need of education, training and support are the women of the Third World. Men and women must become partners: the development of the human race depends on this partnership. “Women in Enterprise” have a key role to play in this partnership – throughout the world.
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The Editor introduces a round‐up of news items on the current implications of Information Technology on the business environment.
The number of women at work in the UK has increased significantly over the past 20–30 years. Women now constitute a substantial proportion of the total labour force. This increase…
Abstract
The number of women at work in the UK has increased significantly over the past 20–30 years. Women now constitute a substantial proportion of the total labour force. This increase has not been accompanied by a corresponding widening in the range of occupations typically followed by women. Most women professionals are still in traditional caring jobs although some are beginning to enter other professions in larger numbers. However the spread is still small and women are over‐represented in the junior grades of all professions. The equal opportunities legislation has created a climate for progress but has not brought dramatic changes in women's share of professional/top jobs. Women themselves and individual employers have had to create pressure for change. Women have reacted due to economic need as well as aspirations, whereas employers have reacted due to the skilled labour shortage. Major changes in equal opportunities legislation are unlikely in the foreseeable future because social issues concerning equality for women are not a high priority for this government. More effective is the European Economic Community Parliament. The EEC has put pressure on Britain to improve equality. To improve the situation in the short term different initiatives (e.g. equal opportunity, employment legislation, education) need to work together.
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The following annotated bibliography of materials on orienting users to libraries and on instructing them in the use of reference and other resources covers publications from…
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The following annotated bibliography of materials on orienting users to libraries and on instructing them in the use of reference and other resources covers publications from 1981. A few items from 1980 have been included because information about them was not available in time for the 1980 listing. A few items have not been annotated because the compiler was unable to secure copies of these items.
What strides have been made to increase the participation of women in the work force? Should we be concerned particularly about women's place in our industries and organisations…
Abstract
What strides have been made to increase the participation of women in the work force? Should we be concerned particularly about women's place in our industries and organisations, and if so, what can be done to improve it? This article outlines the aims, approaches, achievements and future plans of a group which has been involved for the past seven years in promoting the development of women through training as a means of improving the position of women in employment.
The purpose of this paper is to add a South African perspective to deliberations on educational approaches in order to promote real responsibility in business.
Abstract
Purpose
The purpose of this paper is to add a South African perspective to deliberations on educational approaches in order to promote real responsibility in business.
Design/methodology/approach
This is achieved by drawing on broad concepts of African philosophy as well as research and experience around a management studies curriculum developed in response to the local and global context of a newly liberated, developing country in a global economy. Realities involve the need to empower learners, including disadvantaged black Africans, as effective students. This raises questions about inequities between developed and developing nations; the power of dominant business approaches to undermine traditional value systems; and the apparent unsustainability of the global status quo.
Findings
The curriculum has promoted free thought and academic/business literacy in students from diverse backgrounds and cultures, inducing criticality; making explicit the links between prior/practical and new/theoretical knowledge; giving access into business discourses and requiring students to argue about businesses' responsibilities to incorporate social and environmental with financial accountability. Similarities and differences between African and western values emerge, indicating lessons that might be learned from Africa, particularly South Africa.
Originality/value
Some lessons from African philosophy and from this responsive curriculum might feasibly be relevant to educators for management elsewhere, based on the assumption that the approach would promote more responsible management and that this aim has global significance.
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Joanne Sommer, Katherine Gill and Jane Stein-Parbury
The Recovery College model is an innovative approach to providing education to consumers, carers and mental health staff, with the potential to facilitate both personal recovery…
Abstract
Purpose
The Recovery College model is an innovative approach to providing education to consumers, carers and mental health staff, with the potential to facilitate both personal recovery gains and organisational transformation towards recovery-focused service provision. The purpose of this paper is to explore the experiences of students who attended the South Eastern Sydney Recovery College (SESRC).
Design/methodology/approach
An exploratory, descriptive qualitative design was employed with data collected through seven focus group interviews with consumers and mental health staff who had participated in courses run by the SESRC. Thematic analysis of the data was conducted using both deductive and inductive processes in order to interpret the data.
Findings
All participants were positive about their involvement in the RC. Four themes emerged from the thematic analysis: connection with others, hope for the future, the importance of the lived experience, and changing attitudes and systems.
Originality/value
The outcomes of this study indicate that the SESRC is achieving its aims in relation to both personal recovery gains, and the potential to impact on service transformation. It highlights the centrality of co-production as a fundamental aspect of the Recovery College model. This paper contributes to the emerging evidence base for this model and provides evidence that this model is applicable to the Australian context.
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Ian Roper, David Etherington and Suzan Lewis
The purpose of this paper is to consider the resilience of a national-level initiative (Improving Working Lives (IWL)) in the face of local-level initiative (Turnaround) in an NHS…
Abstract
Purpose
The purpose of this paper is to consider the resilience of a national-level initiative (Improving Working Lives (IWL)) in the face of local-level initiative (Turnaround) in an NHS hospital and compare to Bach and Kessler’s (2012) model of public service employment relations.
Design/methodology/approach
Case study research consisting of 23 in-depth semi-structured interviews from a range of participants.
Findings
The principles behind IWL were almost entirely sacrificed in order to meet the financial objectives of Turnaround. This indicates the primacy of localised upstream performance management initiatives over the national-level downstream employee relations initiatives that form the basis of the NHS’ claim to model employer aspiration.
Research limitations/implications
The case study was conducted between 2007 and 2009. While the case study falls under previous government regime, the dualised system of national-level agreements combined with localised performance management – and the continued existence of both Turnaround and IWL – makes the results relevant at the time of writing.
Originality/value
Some studies (e.g. Skinner et al., 2004) indicated a perception that IWL was not trusted by NHS staff. The present study offers reasons as to why this may be the case.
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Maurice F. Villere and Sandra S. Hartman
A “process” theory of motivation is explored, namelyreinforcement theory. Reinforcement theory is definedand the four primary strategies for implementing it �…
Abstract
A “process” theory of motivation is explored, namely reinforcement theory. Reinforcement theory is defined and the four primary strategies for implementing it – positive reinforcement, negative reinforcement, punishment and extinction – are described. The advantages and disadvantages of each strategy and the ways of scheduling these are outlined, together with a discussion of current research and practical implications of the theory.