Larry M. Coutts and Frank W. Schneider
Constables, sergeants, and staff sergeants (n=393) representing 15 municipal Canadian police departments completed a survey in which they reported about their organizations’…
Abstract
Constables, sergeants, and staff sergeants (n=393) representing 15 municipal Canadian police departments completed a survey in which they reported about their organizations’ performance appraisal practices. In general, the officers’ responses suggested that their organizations’ performance appraisal systems were deficient with respect to well‐established key components of performance appraisal. Most officers indicated that they, for example, had little or no opportunity for input, did not receive informal feedback on a regular basis, received evaluations that were based on personal traits (as opposed to performance criteria), and their appraisals did not to lead to improved job performance or the identification of career development objectives. Also, the vast majority of officers indicated that supervisors received little or no training. In addition to emphasizing the need for improved supervisor training, the discussion focused on the negative consequences of inadequate performance appraisal at the individual level (e.g. employee development) and the organizational level (e.g. poor utilization of resources and undermining other systems and organizational change strategies).
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Timothy J. Fogarty, Larry M. Parker and Thomas Robinson
This paper argues that performance evaluation is a major element of preserving the status quo of gender differences in public accounting organizations. Performance evaluation is…
Abstract
This paper argues that performance evaluation is a major element of preserving the status quo of gender differences in public accounting organizations. Performance evaluation is problematized as part of several broader themes in order to more fully appreciate its importance within careers and the gender patterning of organizations. Results of a study involving reactions to a hypothetical staff auditor in charge of an over‐budget audit engagement reveal significant gender differences. Implications for the gender neutrality of career management by large public accounting firms are drawn.
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John M.T. Balmer and Snorre Stotvig
Provides an introduction to corporate identity management; gives an overview of the private banking sector both in the UK and overseas and, using a case study focusing on the…
Abstract
Provides an introduction to corporate identity management; gives an overview of the private banking sector both in the UK and overseas and, using a case study focusing on the private bankers Adam and Co., describes the elements forming that bank’s corporate identity. These elements were history; key incidents; and service quality. The latter was found to be the most likely contributor to that bank’s identity. Argues that bank managers, in addition to asking the questions What is our business?, and what is our image? , should ask, What is our identity?
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As CD‐ROM becomes more and more a standard reference and technicalsupport tool in all types of libraries, the annual review of thistechnology published in Computers in Libraries…
Abstract
As CD‐ROM becomes more and more a standard reference and technical support tool in all types of libraries, the annual review of this technology published in Computers in Libraries magazine increases in size and scope. This year, author Susan L. Adkins has prepared this exceptionally useful bibliography which she has cross‐referenced with a subject index.
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Jennifer Charteris and Dianne Smardon
Dialogic peer coaching as leadership can enable teachers to influence each other's professional learning. The purpose of this paper is to shift the emphasis from the role…
Abstract
Purpose
Dialogic peer coaching as leadership can enable teachers to influence each other's professional learning. The purpose of this paper is to shift the emphasis from the role associated with the designated title of leader to the purpose and relevance of teacher leadership in the context of dialogic peer coaching.
Design/methodology/approach
The research was undertaken as a small qualitative case study embedded in a school-based, teacher professional development project. Nine groups of peer coaches from five unrelated schools engaged in a formal process of collaborative inquiry over two years. Interview data from 13 volunteer teacher participants were analysed using the constant comparison method and themes determined.
Findings
The study revealed that there was growth in teacher leadership capabilities as they become dialogic peer coaches to each other.
Practical implications
Through their collaborative peer coaching dialogue teachers have the transformative space to articulate their thinking. They can engage in dialogic feedback where they are positioned as experts in their own practice.
Social implications
The teachers in this study are positioned within communities of practice as co-constructers of knowledge and co-learners. On the basis of the findings the authors suggest that this can support the development of high capacity leadership in schools. This stance contrasts with a technicist approach to teacher professional learning in which teachers are situated as absorbers or recipients of knowledge constructed elsewhere.
Originality/value
The research reported in this paper addresses three key elements of leadership: individual development; collaboration or team development; and organisational development. It outlines a means by which teacher leadership can be strengthened to address these elements in schools.
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Wolfgang Jenewein and Felicitas Morhart
The purpose of this paper is to outline a set of principles which enable companies and managers to effectively handle people as a resource and allow them to turn teams into high…
Abstract
Purpose
The purpose of this paper is to outline a set of principles which enable companies and managers to effectively handle people as a resource and allow them to turn teams into high performance teams.
Design/methodology/approach
The Alinghi sailing team's approach to establishing and managing a high performance team was explored by means of an ethnographic case study. The development, organization and leadership principles of the team were subjected to intense scrutiny. This was done by interviewing the key players in the different areas (sailing crew, design team and management) at different stages, by observation of the group at work and video analyses. To substantiate the findings from interviews and observations, workshops with team members and experts were organized.
Findings
The Swiss Alinghi sailing team was the undisputed winner of the famous America's Cup in 2003 and managed to defend it successfully in July 2007 – against strong competition. The principles implemented by team founder Ernesto Bertarelli also offer a valuable model for managers.
Originality/value
The study is a useful tool for companies and managers who wish to create and manage high performance teams.