Search results

This paper aims to provide a more nuanced understanding of the effectiveness of the anti-money laundering (AML) regime in the UK and explore opportunities to improve policy and performance.

Qualitative research design using semi-structured interviews and a focus group with practitioners from both public and private sectors.

This paper identifies preventive measures are underfunded by the public sector; there is a disconnect between the regulatory requirement and the regulators’ supervisory approach leading to the ineffective application of the risk-based approach; and authorities have limited ability to stop low-utility reports. Increased collaboration across institutions and sectors, better utilisation of innovative technologies and a sustainable funding plan are needed to drive a collective response to money laundering.

Few practitioners in the industry have the knowledge and expertise to discuss the topic at a strategic level and participants were limited (n = 8).

This paper adds to the growing corpus of research showing that the AML regime in the UK is ineffective and needs reform.

This paper encourages practitioners to improve the AML regime, this research contributes to the reform of the existing measures against financial crime.

This paper presents new data from AML practitioners to provide a better understanding of the limitations of the AML regime in the UK.

As may be evident from its sub‐title, Text Retrieval 86, the fourth text retrieval seminar organised by the Institute of Information Scientists (IIS), was targeted at an application area which is becoming topical in many organisational environments — the linking of office automation (OA) techniques, word processing, e‐mail, database management, etc. with full text software packages capable of storing massive amounts of data. The hardware and software to do this are available and several commercial systems claim to provide complete integration. Yet as the seminar programme stated, little consideration has so far been given to, ‘… the organisation, storage and retrieval of the mass of information which will be fed into them.’

This study compares filmic and televisual representations of fictional black presidents to white Americans’ reactions to the advent of the United States’s first African American president. My main goal is to determine if there is convergence between these mediated representations and whites’ real-world representations of Barack Obama. I then weigh the evidence for media pundits’ speculations that Obama owes his election to positive portrayals of these fictional heads of state.

The film and television analyses examine each black president’s social network, personality, character traits, preparation for office, and leadership ability. I then compare the ideological messages conveyed through these portrayals to the messages implicated in white Americans’ discursive and pictorial representations of Barack Obama.

Both filmic and televisual narratives and public discourses and images construct and portray black presidents with stereotypical character traits and abilities. These representations are overwhelmingly negative and provide no support for the argument that there is a cause–effect relationship between filmic and televisual black presidents and Obama’s election victory.

Neither reel nor real-life black presidents can elude the representational quagmire that distorts African Americans’ abilities and diversity. Discourses, iconography, narratives, and other representations that define black presidents through negative tropes imply that blacks are incapable of effective leadership. These hegemonic representations seek to delegitimize black presidents and symbolically return them to subordinate statuses.

Information provided by the vendors of nine text based package systems is presented in a standard format. Features which are now generally accepted as ‘necessary’ are identified, and the areas of difference between the various package systems are discussed. Criteria are proposed for package selection by prospective users. The packages are ADP/3RIP, ASSASSIN 6, BASIS, CAIRS, DECO, DOCU/MASTER, INFOText, SEARCH and STATUS.

The purpose of this paper is to gain a greater depth of understanding of both the pressures and barriers for embedding responsible management education (RME) within business and management schools.

This paper utilises a longitudinal case study design of six business/management schools.

This research identifies a set of institutional pressures and barriers for RME in the business schools selected. First, the pressures appear to come from a number of external business school sources and the barriers from a series of organisational resource and individual factors.

RME cannot be seen as just a bolt on. The orientation needs to change to view RME as requiring a shift in culture/purpose/identity. Due to the barriers this will require systemic organisational change at all levels and an organisational change process to bring about implementation.

The results clearly show these market pressures are no passing fad. Failure to respond in a systemic way will mean business schools will run into serious problems with legitimacy.

This paper fulfils a need for an in depth study of a number of business schools to identify the barriers to RME. This is now a critical issue for schools and this research has provided a number of practical recommendations which will help business schools overcome the identified barriers.

This paper aims to suggest a shift in thinking about how to improve gender inclusion in organizations, as well as offering a number of practical action points.

This paper takes a perspective based on the authors’ own ongoing research, as well as synthesis of existing insights into gender inclusion in organizations.

To retain top talent and improve organizational climate, the authors need to re-think how the authors measure the success of organizational inclusion policies. Specifically, the paper suggests moving from numbers and targets to looking at the quality of gender inclusion in the workplace. The paper explains why this shift in thinking is important and how to approach it in practice.

The paper provides strategic insights into and practical thinking about ways in which progressive organizations can continue to improve gender equality.

The paper makes a provocative call for a change of perspective on gender inclusion in organizations based on cutting-edge research and puts forward action points in an accessible format.

Despite the popularity of facilitating coaching cultures, very little is known about this phenomenon, especially from the perspective of different organisational stakeholders. We aim to add the enacting practitioner perspective in developing coaching cultures that has not yet been explored through empirical research.

We interviewed 20 organisational development and coaching practitioners who work in or with organisations to develop coaching cultures.

We apply Braun and Clarke’s reflexive thematic analysis (TA) and unpack four intersecting themes: (1) “It flows through the veins of the organisation”; (2) “More powerful than anything else is having that one-to-one time”; (3) “The roadmap emerges”; and (4) “Means to an end and an end in itself”. We construct a coaching culture as an ever-evolving, psychologically safe, and empowering dialogic “container” or subculture that is developed and sustained by change agents with first-hand experience of coaching.

The findings add to our understanding of coaching cultures by offering a conceptualisation of coaching culture based on practitioners’ perspectives and constructing a framework of assumptions, values and behaviours that underpin them. We conclude by setting an agenda for further research in the advancement of coaching culture theory and practice in coaching psychology.

From a perspective of ‘critical performativity’, John Lewis is of special interest since it is celebrated as a successful organization and heralded as an alternative to more typical forms of capitalist enterprise.

Our analysis uses secondary empirical material (e.g. JLP documents in the public domain, histories of John Lewis and recent empirical research). Our assumption is that engagement and interrogation of existing empirical work can be at least as illuminating and challenging as undertaking new studies. In addition to generating fresh insights, stimulating reflection and fostering debate, our analysis is intended to contribute to an appreciation of how structures of ownership and governance are significant in enabling and constraining practices of organizing and managing.

The structures of ownership and governance at John Lewis, a major UK employee-owned retailer, have been commended by those who wish to recuperate capitalism and by those who seek to transform it.

JLP can be read as a ‘subversive intervention’ insofar as it denies absentee investors access to, and control of, its assets. Currently, however, even the critical performative potential of the Partnership model is impeded by its paternalist structures. Exclusion of Partners’ participation in the market for corporate control is reflected in, and compounded by, a weak form of ‘democratic’ governance, where managers are accountable to Partners but not controlled by them.

Our contention is that JLP’s ownership and governance structures offer a practical demonstration, albeit flawed, of how an alternative form of organization is sufficiently ‘efficient’ and durable to be able to ‘compete’ against joint-stock companies.

By examining the cooperative elements of the John Lewis structures of ownership and governance, we illuminate a number of issues faced in realizing the principles ascribed to employee-owned cooperatives – notably, with regard to ‘democratic member control’, ‘member economic participation’ and ‘autonomy and independence’.