Doirean Wilson, Yehuda Baruch, Patti Boulaye and Mary Hartog
Highlights the need to be mindful of the global implications of migration and the ecology of diversity in our economy and organizations. Argues that support and programs for…
Abstract
Purpose
Highlights the need to be mindful of the global implications of migration and the ecology of diversity in our economy and organizations. Argues that support and programs for diversity are essential to a sustainable economy and the life chances of all our citizens.
Design/methodology/approach
Explores diversity from a theoretical perspective and then provides details of one person’s struggle to gain acceptance in an alien culture.
Findings
Draws attention to the complexities and complications born of globalization and the challenge these pose for multi-national organizations. Advances the view that these complexities also relate to the émigrés who bought with them their different ways of thinking, behaving and speaking that were alien to the indigenous community, and for many still remain an enigma.
Practical implications
Highlights the need to develop an organization and leadership culture where every manager is an HR manager, assuming shared responsibility for promoting and developing diversity in the organization.
Social implications
Shows how difficult can be the struggle to gain acceptance for a person newly arriving in a foreign country.
Originality/value
Combines an academic view of immigration and diversity with one person’s experiences.
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Mary Hartog, Julie Haddock-Millar, Chris Rigby and Doirean Wilson
– Points up the importance of developing people in organizations to enhance diversity.
Abstract
Purpose
Points up the importance of developing people in organizations to enhance diversity.
Design/methodology/approach
Draws on two presentations to a conference on diversity at Middlesex University, London.
Findings
Highlights the role mentoring can play, first to achieve access to graduate-employment opportunities in the public sector and secondly to enable people to work together effectively and harmoniously in teams with greater respect through awareness and appreciation of difference.
Practical implications
Describes the public-sector diversity-mentoring scheme, the primary goal was to widen the pool of applicants to graduate-employment opportunities in the sector from ethnic minorities and working-class backgrounds.
Social implications
Explains that, while respect is a common value shared by all, in one culture it may be experienced differently from in another and for teams to work harmoniously all members need to feel respected.
Originality/value
Shows how diversity is the key to better relationships and the flourishing of human potential.
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Anatomy of a Murder, a beloved, highly influential, seemingly liberal 1959 classic law-film seems to appropriate some of the fading western genre’s features and social functions…
Abstract
Anatomy of a Murder, a beloved, highly influential, seemingly liberal 1959 classic law-film seems to appropriate some of the fading western genre’s features and social functions, intertwining the professional-plot western formula with a hero-lawyer variation on the classic western hero character, America’s 19th century archetypal True Man. In so doing, Anatomy revives the western genre’s honor code, embracing it into the hero-lawyer law-film. Concurrently, it accommodates the development of cinematic imagery of the emerging, professional elite groups, offering the public the notion of the professional super-lawyer, integrating legal professionalism with natural justice. In the course of establishing its Herculean lawyer, the film constitutes its female protagonist as a potential threat, subjecting her to a cinematic judgment of her sexual character and reinforcing the honor-based notion of woman’s sexual-guilt.
Mary Kay Copeland and David Smith
Ethical leadership is of great interest in the accounting profession. After numerous ethical and moral leadership failures over the last two decades, where accounting…
Abstract
Ethical leadership is of great interest in the accounting profession. After numerous ethical and moral leadership failures over the last two decades, where accounting professionals played a significant role in the fraudulent behaviors that impacted individuals, businesses, and the economy as a whole, the profession has renewed its focus on promoting ethical behavior. To date, research contributing to improving ethical behavior in the accounting profession has been minimal. A plethora of research has identified the deficiency of ethical reasoning and conduct in accounting students and professionals but has provided minimal recommendations on how to improve the status quo. Earlier studies have also found that values based, ethical and transformational leadership behaviors contribute to leader effectiveness in the accounting and business professions. What has not been studied or identified are the specific ethical and transformational leadership behaviors that should be sought or developed in professionals that would improve the ethical conduct and effectiveness of accounting leaders. This study seeks to address the gap in the literature by using neuro network analysis to understand the individual components of ethical and transformational leadership that result in leaders that are more effective in the profession. It concludes that in this study of 212 accounting professionals, ethical leaders that: (a) communicate openly, (b) are trustworthy, (c) consider and support their subordinates’ interest and (d) are altruistic, with a selfless concern for the well-being of others and transformational leaders that encourage their followers to think creatively are innovative are more effective leaders.
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Nicholous M. Deal, Milorad M. Novicevic, Albert J. Mills, Caleb W. Lugar and Foster Roberts
This paper aims to find common ground between the supposed incompatible meta-historical positioning of positivism and post-positivism through a turn to mnemohistory in management…
Abstract
Purpose
This paper aims to find common ground between the supposed incompatible meta-historical positioning of positivism and post-positivism through a turn to mnemohistory in management and organizational history.
Design/methodology/approach
Drawing on the idea of creative synthesis and positioning theory, the authors interject concepts from cultural memory studies in historical research on business and organizations to encourage management historians and organization theorists interested in joining the dialogue around how the past is known in the present. Using notions of “aftermath” and “events,” the idea of apositivism is written into historical organization studies to focus on understanding the complex ways of how past events translate into history. The critical historic turn event is raised as an exemplar of these ideas.
Findings
The overview of the emergence of the controversial historic turn in management and organization studies and the positioning of its adherents and antagonists revealed that there may be some commonality between the fragmented sense of the field. It was revealed that effective history vis-à-vis mnemohistory may hold the potential of a shared scholarly ethic.
Originality/value
The research builds on recent work that has sought to bring together the boundaries of management and organizational history. This paper explains how mnemohistory can offer a common position that is instrumental for theorizing the relationships among the past-infused constructs such as organizational heritage, legacy and identity.
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While some libraries have done their best over the years to inform the public as to what they are doing and can do as regards helping readers, others seem to move along without…
Abstract
While some libraries have done their best over the years to inform the public as to what they are doing and can do as regards helping readers, others seem to move along without making any special effort to publicise their facilities. In the old days modesty was a virtue, but now it is its own reward. Government departments, which used to shun the limelight, now employ public relations officers in large numbers, and professional bodies and big business houses constantly seek publicity. Times have changed, and the battle is to the strong; and it is unfortunately generally felt that the institution or service that does not speak for itself has little to speak about. It may frankly be said that if a service is in a position to enlarge its sphere of influence and esteem it should do so to the utmost of its endeavour. But it will be granted that if its publicity is not justified by performance, there will likely be an unhappy reaction.
Doyin Atewologun and Elena Doldor
This paper reviews the recent “Women at the Top” Conference held in London by the British Psychological Society's Division of Occupational Psychology and offers some suggestions…
Abstract
Purpose
This paper reviews the recent “Women at the Top” Conference held in London by the British Psychological Society's Division of Occupational Psychology and offers some suggestions for future research on women at the top.
Design/methodology/approach
The report is generated from attendee observations, notes, other reviews and podcast recordings following the conference.
Findings
Conference proceedings highlighted key areas of interest and current work for psychologists tackling the dearth of women leaders. A majority of presentations examined the role of stereotyping and prejudice in understanding leadership and gender, while a few others discussed contextual factors shaping women's leadership journeys such as life experiences and external parties such as head‐hunters. The limited focus on other diversity dimensions such as racio‐ethnicity is noted.
Originality/value
In light of the conference proceedings, the authors discuss how psychological research could further contribute to addressing the lack of women at the top of organisations. The authors suggest that models of stereotyping and prejudice in leadership need further contextualization and call for more research on multiple stakeholders accountable for women's leadership experiences, particularly those in positions of power and privilege such as current male leaders and Chairmen. Also stressed is the need for an intersectional approach which takes into account the multiple identities of women at the top.