Kevin O'Neill, Avril Thomson, Minna Laitila, Eija Stengård, John Logan and Antero Lassila
Partnerships for public mental health are common. At a national and regional level, partnerships are frequently developed in order to co‐ordinate programmes to deliver public…
Abstract
Partnerships for public mental health are common. At a national and regional level, partnerships are frequently developed in order to co‐ordinate programmes to deliver public health outcomes, such as tackling stigma (see me, 2010) or promoting recovery (Elament, 2010; Scottish Recovery Network, 2010). At a European level, public mental health partnerships commonly exist to enhance learning and knowledge exchanges commonly between countries. While these partnerships are valuable, there is an increasing recognition that public mental health programmes must be embedded, shaped and realised at a regional level. Thus regions are not ‘implementers’ of national public mental health policy, but instead should be recognised and empowered to inform policy and practice. This approach was taken in Scotland when the national programme for mental health was renewed through a highly devolved and participatory consultation process and publication of Towards a Mentally Flourishing Scotland (Scottish Government, 2009). Against this backdrop, we examine a different model of partnership working; regional‐level international collaborations. This case study explores 'FINLAN': a collaboration between Lanarkshire Mental Health Improvement Group in Scotland and The South Ostrobothnia Project in Finland.
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Start‐up Driver's Mart applies the latest management ideas to a much maligned business.
James W. Satterfield and J. Christopher Croft
Intercollegiate athletics is a tremendous part of today’s society and encompasses numerous American lives. Its wide spectrum attracts various people from gender, race, ethnicity…
Abstract
Intercollegiate athletics is a tremendous part of today’s society and encompasses numerous American lives. Its wide spectrum attracts various people from gender, race, ethnicity, cultures, religion, and sexuality. Black male student-athletes, a target of higher education institutions, are affected by sociological, institutional, and athletic factors. This population is highly sought after by college coaches due to their athletic abilities and ability skills in their specific sport in order to elevate their respective sports team, athletics’ department, and university into the national limelight. Current institutional and intercollegiate athletics’ trends that are incorporated to recruit Black male student-athletes are explored. Specific recruiting techniques utilized by college coaches to persuade this population are examined. The sociological issues in current intercollegiate athletics are analyzed with their direct effect on the college selection choice of Black male student-athletes.
Mr David Mitchell MP, Parliamentary Under Secretary of State for Industry, has announced a £5 million injection of finance by Barclays Bank for small government‐built factories in…
Abstract
Mr David Mitchell MP, Parliamentary Under Secretary of State for Industry, has announced a £5 million injection of finance by Barclays Bank for small government‐built factories in the assisted areas of England.
In this chapter, we develop the “hall of mirrors” metaphor for practicum learning, introduced in Schön (1987) and expanded upon in MacKinnon (1989), as a heuristic for considering…
Abstract
In this chapter, we develop the “hall of mirrors” metaphor for practicum learning, introduced in Schön (1987) and expanded upon in MacKinnon (1989), as a heuristic for considering the ways in which we might claim that our practice has transformed through engaging with self-study methodology. First, we reconsider Schön's (1987) ideas about professional learning and their implications for our understanding of self-study, specifically, his claim that professional learning is unique in that a hall of mirrors is created “on the basis of parallelisms between practice and practicum” (p. 297). This parallelism is particularly relevant for teacher educators as we often aim to engage our students in the very practices we hope they will enact in schools. In so doing, we consider MacKinnon's cautions about over-simplifying any model of teacher education. Second, we use these ideas to each select excerpts from self-study work we have conducted in our careers to identify moments of transformed thinking about teacher education. Finally, we arrived at a new metaphor of a concave mirror for a retrospective look at the results of our self-study investigations. A concave mirror, unlike its planar counterpart, creates different orientations of images (right-side up vs. up-side down), depending on how far an object is away. We develop this final metaphor as a way of thinking about the differences inherent in treating self-study work at a distance, after some time has passed from the original moments when we were embedded in a hall-of-mirrors relationship with our students.
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Mohanad Dahlan, Amer Ali Al-Atwi, Elham Alshaibani, Ali Bakir and Kevin Maher
This study aims to develop a theoretical integrated model examining the role of the co-occurrence of task and relationship conflict (CTRC) as a mediator in the relationship…
Abstract
Purpose
This study aims to develop a theoretical integrated model examining the role of the co-occurrence of task and relationship conflict (CTRC) as a mediator in the relationship between diversity and group effectiveness. The model also examines transformational leadership (TFL) as a moderator in this relationship.
Design/methodology/approach
Data were collected using a questionnaire survey from 354 faculty in 56 workgroups from three private universities in the Middle East. SEM and hierarchical regression analysis were used to test the suitability of the model and its hypotheses.
Findings
The results revealed that TFL moderated diversity's direct effect on CTRC as well as the indirect effect linking diversity, CTRC, and group effectiveness. Specifically, diversity had an inverted U-shaped relationship with CTRC in groups with low TFL, but a negative linear relationship in those with high TFL.
Originality/value
The findings expand understanding of how, and under what conditions, diversity influences group effectiveness by: offering a fresh treatment of this relationship, introducing CTRC as a bivariate construct and bringing into focus the centrality of its harmful effect on this association, and highlighting the influence of TFL in ameliorating this harmful effect.
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Kirsty Bennett and Jason Roach
The purpose of this study is to explore the review mechanisms’ efficacy from the perspective of cold case reviewers. Live homicide review mechanisms at the 7- and 28-day stage of…
Abstract
Purpose
The purpose of this study is to explore the review mechanisms’ efficacy from the perspective of cold case reviewers. Live homicide review mechanisms at the 7- and 28-day stage of an inquiry seek to prevent the case becoming cold (or unsolved) by ensuring lines of inquiry have been suitably identified and progressed. There is also a requirement to ensure the investigation was not swayed by faulty decision-making or cognitive biases. However, the use of the review processes in preventing unsolved cases is unclear, and not subject to much academic discussion.
Design/methodology/approach
This exploratory study explores the review functions through the lens of cold case detectives, currently reviewing unsolved cases to identify progression opportunities. The study uses data from a seven-month, non-participatory observation period with a two-force collaborative cold case unit and 13 semi-structured interviews with cold case review officers. The observations and interviews were simultaneously analysed adhering to an inductive approach to Thematic Analysis.
Findings
The results show procedural guides (e.g. the Major Crime Investigation Manual) are important quality assurance mechanisms for review officers, helping ensure the appropriate and necessary lines of inquiry have been pursued. However, they were keen to emphasise the importance of intuition in progressing cases but felt continuously hindered by a lack of resources and large numbers of applicable cases. To the best of the authors’ knowledge this study is the first exploration of cold case detective’s experiences of the live review processes and how they may pose challenges in case progression for cognitive errors and biases. While the study has identified some challenges facing review officers in nine police forces across the UK, wider examination of policies, practices and mechanisms should be explored to develop the current procedural guidance (e.g. NPCC, 2021).
Originality/value
To the best of the authors’ knowledge this exploratory study is the first exploration of cold case detective’s experiences of the live review processes and how they may pose challenges in case progression for cognitive errors and biases. While the study has identified some challenges facing review officers in nine police forces across the UK, wider examination of policies, practices and mechanisms should be explored to develop the current procedural guidance (e.g. NPCC, 2021).
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Laurie L. Levesque and Regina M. O'Neill
The case data are from a mix of secondary sources, which included company documents, webpages and blogposts, autobiographies co-written by Schultz, newspaper stories, news media…
Abstract
Research methodology
The case data are from a mix of secondary sources, which included company documents, webpages and blogposts, autobiographies co-written by Schultz, newspaper stories, news media and other publicly available videos, magazine articles, photographs of signed unionization statements, and webinar interview.
Case overview/synopsis
In late autumn 2021, the global retail coffee and foodservice company Starbucks dealt with employees at a few USA stores who initiated unionization efforts in an attempt to change their workplace. Their actions triggered a wave of similar attempts at Starbucks stores across the USA over the next few years. Employees amplified their voices on social media, stating both their love for the company and their disenfranchisement. They claimed to have little input about policies and workplace decisions that affected them and that leadership had not heard or adequately responded to concerns with staffing, safety, equipment, and abusive customers. Walkouts were staged and employees at numerous stores pursued unionization. In 2023, Laxman Narasimhan replaced Howard Schultz as CEO. His tenure started with the challenge of reengaging employees who claimed their collective voice was unheard by leadership Readers will consider what employee voice means in the context of baristas working for a large corporation, and how their emotions, commitment to and respect for the organization, and their desire to be heard, related to efforts to unionize and maintain employment.
Complexity academic level
This case can be used as a unit review to cover several organizational behavior topics or can be used with specific concepts for graduate or undergraduate students. The placement within the semester plan depends on which unit/concepts the instructor will pair with it, such as emotions in the workplace, a module on loyalty, voice and exit, or the introduction of employee voice and engagement. It can also be used in conjunction with cross-level concepts such as trust and leadership. For courses focused on talent management, employee relations, or human resource development, the case could be used to introduce multiple concepts or as a concluding assessment. It would best pair with topics such as employee satisfaction, exit, voice and loyalty, inclusive decision-making or emotions in the workplace. For a course in labor relations, the case could introduce the idea that employees’ experiences, emotions, and perceptions may be related to efforts to unionize.
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Ying Zhu, Valerie Lynette Wang, Evan Leach, Kevin Cruthirds and Yong Wang
Scholars have identified several predictors of learner satisfaction, but little research addresses the impact of intragroup conflict in a virtual learning context. The purpose of…
Abstract
Purpose
Scholars have identified several predictors of learner satisfaction, but little research addresses the impact of intragroup conflict in a virtual learning context. The purpose of this paper is to investigate the potentially deleterious effects of perceived intragroup relationship conflict on virtual learners’ intention to re-enroll.
Design/methodology/approach
Data were systematically collected from virtual learners using an online questionnaire and then analyzed by multiple regression models.
Findings
The results show that emotional expressiveness is an antecedent to perceived intragroup relationship conflict, and the relationship is moderated by individuals’ perceived enjoyment of computer-mediated communication. Virtual learners with a higher emotional expressiveness (i.e. extraverts) experience higher perceived relationship conflict, which in turn, lowers their intention to re-enroll.
Research limitations/implications
The study confirms the antecedent and consequence of perceived intragroup relationship conflict in a virtual learning context.
Practical implications
Educational institutions and businesses may use three proposed strategies to deal with intragroup relationship conflict.
Originality/value
The study contributes to the limited knowledge on how to effectively manage virtual learning interactions by educational institutions and businesses.