The ethnographic data obtained from in‐depth evaluations carriedout in three leading European business schools were used to studywomen′s experience of management education. There…
Abstract
The ethnographic data obtained from in‐depth evaluations carried out in three leading European business schools were used to study women′s experience of management education. There were several structural differences between the three programmes, one of which was the number of women present. For example, one was an all‐male programme; the second was predominantly attended by males and the third programme had equal numbers of males and females. The findings precipitated the development of a model which suggests that only when equal numbers of women and men attend programmes for management development will women (and men?) feel able to express their authenticity in these settings.
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The nature of evaluation research vis‐à‐vis management education and development (MED) has undergone major changes over the last 30 years. Broadly, the quantitative positivistic…
Abstract
The nature of evaluation research vis‐à‐vis management education and development (MED) has undergone major changes over the last 30 years. Broadly, the quantitative positivistic research designs of the early 1960s have given way to qualitative naturalistic designs. This shift represents a sea‐change both in terms of methodology employed by evaluation researchers in this field, and in terms of what is meant by evaluation.
This paper aims to identify the ethical foundations and principles underpinning the learning organization (LO) concept.
Abstract
Purpose
This paper aims to identify the ethical foundations and principles underpinning the learning organization (LO) concept.
Design/methodology/approach
By interviewing one thought leader in the field, Professor Robin Snell, this paper traces how his early days in academia shaped the development of an ethics-driven research agenda on LO.
Findings
An ethical perspective advocates the importance of establishing a covenant or constitutional foundation of rights that would enable and empower organizational members at all levels to enact the processes of LOs, thus signifying the importance of employee development and a more sustainable approach for developing LO.
Originality/value
A personal reflection of Robin Snell on his own academic career development and research trajectory offers some insights into how an ethical perspective of LO evolved and flourished as a field of study.
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Lisa A. Schur and Douglas L Kruse
In the U.S. private sector, women are less likely than men to be union members. This study analyses a unique na‐tional survey (conducted in 1984) to determine if women are less…
Abstract
In the U.S. private sector, women are less likely than men to be union members. This study analyses a unique na‐tional survey (conducted in 1984) to determine if women are less interested than men in unionising or if, instead, they are equally interested but face higher barriers to unionisation. The results support the latter interpretation. In particular, non‐union women in private sector white‐col‐lar jobs (representing over half of the female non‐union, work force) expressed more interest than comparable men in joining unions. This finding appears to reflect more optimism among the women in this group than among the men about what unions can accomplish; it is not explained by gender differences in attitudes toward jobs or em‐ployers. The authors discount theories that family respon‐sibilities, or concerns of female workers that set them apart from men, present special barriers to unionisation.
Barrie O. Pettman and Richard Dobbins
This issue is a selected bibliography covering the subject of leadership.
Abstract
This issue is a selected bibliography covering the subject of leadership.
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Abstract
This paper argues that business and management schools continue to operate a gender blind approach (or at best gender neutral) to management education, management research and the development of management theory. This echoes a pattern repeated in the practice of management, which closes down and inhibits opportunities for management to be “done differently” and for organisations to be different. Reflecting on the author's experiences within two business schools and on their empirical research carried out over six years, the paper provides substantive arguments for the authors' position relating to the masculine nature of management, the place of academic women in management, the male dominated processes of management education and management research and the need to place gender on the agenda in management education. The paper concludes with a call for an “unlearning” and a “rethinking” of gender blind management education and provides some examples of how this might be achieved.
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Paul Blyton, Edmund Heery and Peter Turnbull
Presents 35 abstracts from the 2001 Employment Research Unit Annual conference held at Cardiff Business School in September 2001. Attempts to explore the theme of changing…
Abstract
Presents 35 abstracts from the 2001 Employment Research Unit Annual conference held at Cardiff Business School in September 2001. Attempts to explore the theme of changing politics of employment relations beyond and within the nation state, against a background of concern in the developed economies at the erosion of relatively advanced conditions of work and social welfare through increasing competition and international agitation for more effective global labour standards. Divides this concept into two areas, addressing the erosion of employment standards through processes of restructuring and examining attempts by governments, trade unions and agencies to re‐create effective systems of regulation. Gives case examples from areas such as India, Wales, London, Ireland, South Africa, Europe and Japan. Covers subjects such as the Disability Discrimination Act, minimum wage, training, contract workers and managing change.
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Mary Mallon and Catherine Cassell
This paper outlines a study designed to investigate the development needs of women managers in a large local authority in the North of England. The study arose as a result of a…
Abstract
This paper outlines a study designed to investigate the development needs of women managers in a large local authority in the North of England. The study arose as a result of a proposal to design a new development programme for women within the organisation. Both qualitative and quantitative methods were used and the results focus on the data from 102 questionnaires and 17 in‐depth interviews. The results highlight the factors that women managers perceive to be supportive or inhibitory to their development and provide some suggestions as to the perceived development needs of this particular group of women. It is argued that, in preparing any developmental initiative, the views of potential participants should be taken into account. Additionally, the role of discriminatory attitudes and practices in preventing the success of development opportunities for women is highlighted.
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This paper has two‐fold objectives: first, it presents female managers' experience with family‐work dilemma. Second, it examines the priorities married female managers assign to…
Abstract
Purpose
This paper has two‐fold objectives: first, it presents female managers' experience with family‐work dilemma. Second, it examines the priorities married female managers assign to the commitments of their dual roles and the support they received from their organizations.
Design/methodology/approach
This study was based on a case study, using a qualitative approach and triangulation of methods. These include: interviews, observations, analysis of texts and documents and autobiography. In‐depth interviews were carried out with 26 male managers in senior posts and 22 female managers in senior and middle management levels in two Federal Ministries (Health and Education) located in Khartoum (the capital city of Sudan). The narrative style (story‐telling) was used to analyze the interview data.
Findings
Results indicates that female managers interviewed give first priority to their families and secondary importance to their job. Married women managers who have children sought the assistance of others, (their extended families, servants, nannies and cooks). The priority married women managers give to their families play a negative role in their career progression and contributes to their under‐representation at top management level.
Originality/value
The study highlights the effect of the family‐work dilemma on the formation of the glass ceiling women managers are confronting in public organizations in Sudan.
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Abdulsalam Mas'ud, Rabiu Yusuf, Noraza Mat Udin and Redhwan Al-Dhamari
It is basically known that the oil and gas industry contributes to various forms of pollution through air, acid rain and water, as well as different kinds of illnesses in humans…
Abstract
Purpose
It is basically known that the oil and gas industry contributes to various forms of pollution through air, acid rain and water, as well as different kinds of illnesses in humans and aquatic animals. Eventually, this adversely contributes to climate change owing to increases in emission levels in various stages of oil and gas operations ranging from extraction, refining, transportation and even consumption. Therefore, the purpose of this paper is to produce a simplistic model for compliance with environmental taxes in the oil and gas industry as an effort to curtail such adversities. This attempt is expected to set a new pace for heated debates towards the production of a robust environmental tax compliance model through further research. Specifically, it has examined the effect of extensive regulation and use of power in ensuring compliance with environmental taxation via enforcement mechanisms.
Design/methodology/approach
The study used a quantitative research design through a positivist paradigm. The population of the study was 115 respondents who were identified as tax experts in three different stakeholder groups (regulators, operators and enforcers) in the Nigerian oil and gas industry. Out of this population, 103 served as the final sample of the study. The data collected from these tax experts were analyzed through partial least squares structural equation modelling.
Findings
The results revealed that both extensive regulation and the use of power have high likelihoods of enhancing compliance with environmental taxes through enforcement actions by the relevant authorities within the oil and gas industry.
Research limitations/implications
The results implied the need for policymakers to deploy these enforcement mechanisms to enhance compliance with environmental taxes in the oil and gas industry, which will eventually reduce the environmental menace and ensure cleaner production. The paper also has highlighted the need for future researchers to expand this discussion through an elaborative approach either through disaggregating the variables studied here or integrating voluntary compliance mechanics into the model for further understanding of the drivers of environmental tax compliance. It also implied the need to utilize larger sample in other oil producing countries to improve generalization of results.
Originality/value
The work could be the pioneer in proposing and validating the enforced environmental tax compliance model in the oil and gas industry.