Search results

The purpose of this paper is to examine the expectations women have of their women managers and/or women employees and to suggest personal and organizational strategies to strengthen those relationships.

Building on a first phase of research using narrative inquiry into the lived experiences of women managing and/or being managed by women, workshops were held with 13 participants to explore their relationship expectations of women managers and/or employees.

While the participants initially believed they expected the same things of a manager or employee irrespective of gender, a closer examination revealed gender-based expectations. Women expect a higher degree of emotional understanding and support from a woman manager, than they would from a man. They also expect a woman manager to see them as an equal, take a holistic view of them as people, understand the complexities of their lives and provide flexibility to accommodate those complexities.

This is an exploratory study in an under-researched area. Extensive further research is warranted.

Understanding the expectations women have of their women managers enables the development of both personal and organizational strategies aimed at strengthening those relationships.

These findings begin a dialogue on the often-unspoken and unrecognized gender-based expectations women have of their relationships with women managers and/or women employees. Although considerable research exists on gender stereotypes in the workplace, little research exists on these gender-based relational expectations.

This paper aims to explore the phenomenon of workplace bullying in response to recent calls for the development of different approaches and provide an exploration of artful approaches to intervention.

The paper offers a unique conceptualisation of workplace bullying and applies a phenomenological lens to the issue. A review of literature explores the potential value of artful interventions, and drawing on authors’ knowledge and experience with the targets of bullying, they design a forum theatre intervention for use in practice.

This paper argues that phenomenology offers a unique and valuable approach to understanding workplace bullying and its management. In turn, the authors propose that artful ways of engaging with workplace bullying could be an effective way of empowering workers in a “moment” of workplace bullying, and present a forum theatre workshop specifically designed for application in workplace contexts where bullying is prevalent. The three-phase workshop aims to help employees critically reflect on their current work practices and is intended for use in small group teaching.

The long-term impact of this intervention has not been evaluated against more traditional methods of addressing this problem. Future research should evaluate the efficacy of this, and other art-based interventions, in workplace settings.

Workplace bullying research is predominantly conducted from a functionalist perspective, and other methods of inquiry, such as phenomenology, are rarely considered. This paper argues for artful interventions and provides an original, tailored workshop designed to empower employees to recognise and respond to bullying in the workplace.

The purpose of this paper is to understand the factors perceived to influence successful online learning in organisations.

Utilising an exploratory, qualitative approach, 20 participants were involved in semi-structured interviews before, during and after their involvement in an online development programme.

Key factors perceived to influence participants’ learning, in order of their perceived influence, are online considerations (such as time allocation and discipline), peer support and technical delivery. Organisational culture was also found to have some influence, however further research is required to establish the extent this influence. The compounding or mitigating effect of the interplays of these factors was highlighted.

Although the study is limited by its small sample, it provides a basis for the further exploration of online learning in an organisational context and draws attention to the effect of the interplay of factors affecting learning. Research into the longitudinal influence of online learning in organisations, and particularly research which enables breakdown by learning style may assist in the development of programmes suitable for most participants.

Online learning is becoming a common tool for employee development in the workplace and yet little is known about the factors that influence learning in this environment. This paper offers new insights into that gap through a progressive evaluation of factors facilitating or inhibiting online learning.

The rise of aesthetics within organizational studies has been met with enthusiasm by a growing coterie of scholars. Aesthetics, it is claimed, offers a dimension that has been missing in a discipline that has been dominated by instrumental approaches. It is not surprising, then, that Pierre Guillet de Monthoux, one of the field's champions, asserts that “if the German artist Joseph Beuys … was right in claiming that art is tomorrow's capital, it seems reasonable to consider aesthetics its new organization theory” (Guillet de Monthoux, 2000, p. 35).

The purpose of this paper is to examine the intersections between the way women’s careers develop, the hierarchical relationships between women and the resulting implications for gender equity in the workplace.

While a considerable body of research exists on gender in the workplace, the intersection between the way in which women ' s careers develop and the influence hierarchical relationships between women in the workplace have on that career development are under-researched. This paper examines existing relevant research, discusses the implications of these intersecting areas and raises areas for future academic research, as well as the development of organizational practice.

The nature of the hierarchical relationships between women in the workplace is an important but under-researched factor when considering the career development of women. Delving into the experiences of women managers and employees, both good and bad, enables a deeper understanding of the role these relationships play in shaping the careers of women. From this, personal and organizational strategies can be developed that enhance workplace relationships and the career development of women.

This paper encourages academics and practitioners to critically consider the connections between hierarchical workplace relationships and career development as part of organizational practice and further gender equity research.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Gender influences expectations in the workplace. This is particularly true when female employees are managed by women. Various expectations can be ascertained and organized into three overlapping themes. In essence, women employees expect women managers to understand them better and show greater empathy to the challenges they face in juggling different responsibilities. Because such managers can adopt a more holistic view, employees expect greater workplace flexibility in view of these challenges.

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Internet learning is becoming the preferred route for employee development in many companies. Program flexibility and the increasing difficulties in organizing conventional training schemes add to its viability. Different aspects can influence learning outcomes and awareness of these factors and how they interact can help firms enhance program effectiveness.

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.