Search results

Computer‐based fax‐on‐demand systems will answer the phone and guide a caller through voice menu selections. The caller identifies the information desired by pressing the numbers on the touchtone keypad of the phone. The fax‐on‐demand system then delivers the information to the caller through either a one‐call or two‐call/call‐back method. Fax‐on‐demand is often confused with two other forms of fax messaging—fax broadcasting and fax mail. Fax broadcasting is the sending of one document to many locations; fax mail is similar to voice mail except fax messages instead of voice messages are delivered to one or more specified mail boxes. In contrast, fax‐on‐demand can better be characterized as a response application that allows individual callers to use touchtone telephones to access a database and other information, which can then be delivered to the caller's fax machine.

Learning Objective 1: Develop students’ ability to critically assess and probe the challenges of aligning business objectives with compliance to local and international environmental regulations. Students will learn to identify how tensions between regulatory compliance and business goals influence decision-making processes in resource-intensive industries.

Learning Objective 2: Increase problem-solving skills of students by exploring the trade-offs between economic growth and environmental stewardship. They will be able to examine real-world dilemmas, such as community displacement, biodiversity loss, and pollution in mining contexts, and understand how to navigate these complex challenges using insights from Dr Nick’s experiences.

Learning Objective 3: Advance integrative learning, inquiry and interpretive capabilities of students by demonstrating the significance of ESG principles in mining operations focusing on environmental management, community engagement, and ethical governance. Students will learn how to integrate these principles into corporate strategies to achieve a balance between profitability and sustainability.

Learning Objective 4: Equip students with hands-on experience through real business scenarios by addressing dilemmas companies face in the era of climate change and appreciate the role of leadership in driving and implementing sustainable practices. Students will understand how leaders like Dr Nick balance stakeholder interests, ethical standards, and operational efficiency, and how this balance impacts the company’s growth and sustainability objectives.

This case introduces students to the difficulty an environmental manager faces in balancing the interests of the community at large with the company’s goals. Dr Nick Okello, an environmental manager at Base Titanium, is the protagonist of the case. For several years, Dr Nick has overseen the business’s environmental programs at the high-grade mineral sand mine called Kwale Operation, which is situated along Kenya’s coast. The case allows students to explore how Environmental, Social, and Governance (ESG) principles are applied in a mining company setting by using this case study. Simple assessments can be applied by students to evaluate ESG and discuss their analysis of it. The mining industry’s intricate relationship between corporate governance, business strategy, and environmental stewardship is exemplified by the Dr Nick case at Base Titanium. It provides a critical analysis of the difficulties businesses confront in attempting to strike a balance between sustainable ethical business practices and economic growth, especially in areas where governance issues are common.

This case is suitable for use in executive education, MBA, senior undergraduate, and other graduate-level business programs in courses such business management, organizational behaviour, environmental sciences, project management, strategic management, operations, finance, corporate governance, leadership, and sustainable development.

Teaching notes are available for educators only.

CSS 4: Environmental Management.

In this paper, we aim to test the usefulness and contribute to the further development of analytical frameworks that guide research into integrated health and social care initiatives.

This study uses case studies based in decentralised administrative areas within the New South Wales state health system using (1) the Innovative Policy Supports for Integrated Health and Social Care Programs Framework, (2) the Consolidated Framework for Implementation Research and (3) the Framework on the Emergence and Effectiveness of Global Health Networks to assess the quality of international policies and/or strategies and integrated health and social care networks.

This study facilitates and advances integrated health and social care knowledge, moving from the study of local initiatives to a higher-level taxonomy of integrated care initiatives and exploring the emergence and effectiveness of global integrated care knowledge exchange networks. This paper proposes the use of three different frameworks to assess enhancement of the integrated health and social care using an array of multi-level innovation efforts as case studies.

This paper highlights the need for further research, and additional supports for formulating a single unified integrated health and social care framework that can assess innovations at multiple levels beyond local settings.

A stronger partnership with key stakeholders to enhance integrated health and social care research capabilities would be a feasible way to increase care and research capabilities in all sectors.

Health and social care clinicians, consumer representatives, service managers, policymakers and network knowledge partners must co-design a unified framework that better reflects the large multi-level agenda for integrated health and social care system change.

This novel study examines the level of integration of local space-based health and social care interventions, develops a taxonomy of local health district and/or primary care network integrated care initiatives to locate the “local” within a broader policy context and evaluates the quality of international policies and/or strategies and integrated health and social care networks.

The purpose of this article is to consider how project leadership knowledge and behaviour influence project team trust and social capital development and use in the context of a global HR information systems project.

A comparative interpretive case study approach was used, including interviews (n=45) and participant observation with members at all levels of the two examined projects. Interpretive patterns from situated activities enabled inferences to be drawn about different types of project leader (PL) knowledge and behaviours and trust and the bridging and bonding aspects of social capital.

PLs need to apply knowledge in three areas in order for trust to develop within the project team (external leadership, internal leadership and hybrid leadership), which in turn is a necessary pre‐condition for the development and exploitation of social capital, a significant influence on project success.

The choice of two extreme cases (one where trust did not develop and one where trust did) means that further research is needed to corroborate the findings in order to make generalisations.

The study highlights ways in which a PL can foster the development of trust in the context of complex cross‐cultural, cross‐functional IS project teams. The study identifies how there are different types of trust that need to be generated and how this depends on good internal, external and hybrid PL leadership.

The study highlights the importance of different types of trust for being able to exploit social capital at the project level that has not been studied explicitly in the literature.

The “Germanwings” air crash in 2015 in which 150 people were killed highlighted the challenges pilots working in the aviation industry face. Pilots regularly work for extensive periods in inhospitable and high-pressure operational conditions, exposing them to considerable work-related stress. This has raised calls for a more systemic cultural change across the aviation industry, championing a more holistic perspective of pilot health and well-being. The study aims to explore how peer coaching (PC) can promote an inclusive psychosocial safety climate enhancing pilot well-being and can mitigate hazardous attitudes and dysfunctional behaviours.

Adopting an interpretative phenomenological analysis (IPA), semi-structured interviews and questionnaires were conducted with military and civilian peer coach/coachee pilots and key industry stakeholders, totalling 39 participants. The research provided significant insights into the perceived value of PC in promoting both pilot health and mental well-being (MW) and flight safety across the aviation industry.

The study highlights four key PC superordinate themes, namely, coaching skills, significance of well-being, building of peer relationships and importance of confidentiality and autonomy. Such combined themes build reciprocal trust within peer conversations that can inspire engagement and effectively promote personal well-being. The contagious effect of such local interventions can help stimulate systemic cultural change and promote a positive psychosocial safety climate throughout an organisation and, in this case, across the aviation industry. This study provides a PC conceptual framework “Mutuality Equality Goals Autonomy Non-evaluative feedback, Skill Confidentiality Voluntary Supervisory (MEGANS CVS),” highlighting the salient features of PC in promoting MW.

The study highlights the salient features of PC and its role in promoting peer conversations that enable personal transition, openness and acceptance. This study also highlights how PC and well-being can be used to encourage inclusivity and engagement, thereby strengthening institutional resilience.

This study highlights how PC that can assist HRM/HRD professionals to embed a more inclusive and salutogenic approach to MW that can reshape organisational cultures. This study highlights the significance and link of workplace stress to hazardous attitudes and dysfunctional behaviours. It further notes that whilst the MEGANS CVS peer coaching framework has been applied to pilots, it can also be applied across all sectors and levels.

This study highlights the value of PC as an inexpensive means to engage at the grassroots level, which not only improves personal performance, safety and well-being but by building peer relationships can also act as a catalyst for positive and deep organisational cultural change.

This study offers the MEGANS CVS framework that exposes insights into PC practice that can assist HRM/HRD professionals embed a more inclusive and salutogenic approach to health and well-being that can reshape organisational cultures. This study highlights the significance and link of workplace stress to hazardous attitudes and dysfunctional behaviours, and whilst this framework has been applied to pilots, it can also have relevance across all sectors and levels. This study calls for a “salutogenic turn,” employing MW and PC to transform organisational capabilities to be more forward-thinking and solution-focused, promoting an inclusive “just culture” where leaders positively lead their people.

The purpose of this paper is to first consider how veterans use talk to shape interpretations of personal and social identify. Second, this paper seeks to gain an understanding of how veterans see themselves in a civilian world, their ability to re-conceptualise and realign their perspective on life to support their transition in to a civilian world.

Underpinned by Ricoeur’s theory of narrative identity, the work provides a qualitative analysis data from coaching interviews with five veterans.

The findings revealed the on-going legacy of military life and how its distinctiveness and belief centred on kinship shapes personal identity and the way they see their civilian world. The work sheds light on to the benefits of this Ricoeur’s self-reflexive approach and how it can be used to provide a deeper insight in to the nature of personal transitions and how narrative can be used to expose complexities of the narratives of personal history and meaning as the narrator becomes both the seeker and what is sought.

The work reinforces the value of Ricoeur’s self-reflexive approach identifying narrative mediating between two “poles” of identity and the act of mimesis; prefiguration, configuration and refiguration as veterans project stories of their world and their place within it.

The paper provides new insights in to the importance of narrative identify broadening its potential application with engagement across diverse communities, thereby providing depth and rigour of its conceptual understanding of personal identify. The work further provides insights in to the challenges facing veterans to integrate within a civilian society.

This paper aims to explore the impact discourse has on decision making practices within the boardroom and considers how personal proficiency in micro-language use can enhance an individual’s personal efficacy in influencing boardroom decisions. The work uses Habermas’ theory of communicative action to critique board talk, highlighting the need for greater understanding of the power of everyday taken for granted talk in strategy shaping. It illuminates the contribution that human resource development (HRD) professionals can make to the management of such behaviour and minimising dysfunctional behaviour and enabling effective boardroom practices.

Traditional governance theory from a business and organisational perspectives are provided before considering the boardroom environment and HRD’s role. The authors undertake ethnographic research supported by conversation analysis to explore how directors use talk-based interpersonal routines to influence boardroom processes and enact collective decision making. The authors provide one extract of directors’ talk to illustrate the process and demonstrate what the data “looks like” and the insights it holds.

The analysis suggests that the established underlying assumptions and rationale ideologies of corporate governance are misplaced and to understand the workings of corporate governance HRD academics and professionals need to gain deeper insight into the employment of talk within boards. Armed with such insights HRD professionals can become more effective in developing strategies to address dysfunctional leadership and promote good governance practice throughout their organisation.

The work raises a call for HRD to embrace a societal mediation role to help boards to become a catalyst for setting good practice which is strategically aligned throughout the organisation. Such roles require a more dialogical, strategic and critical approach to HRD, and professionals and academics take a more holistic approach to leadership development.

The paper considers the role of the development of HRD interventions that both help individuals to work more effectively within a boardroom environment and support development to shape a boardroom culture that promotes effective governance practice by influencing boardroom practice thereby promoting strong governance and broad social compliance throughout the organisation.

This paper aims to explore the concept of resilience set within a family business context and considers how familiness and the nature of noneconomic factors, such as relationship dynamics influence performance. This paper provides new insights into the nature and impact of familiness as a mediating device, uncovering the potential for reframing resilience theory and practice.

The paper draws on a review of the extant literature in the areas of resilience and familiness as a means of developing a deeper understanding of the social-ecological system of the family firm.

The study reveals family business as a complex interrelationship between complimentary social-ecological systems. It highlights the complexity of family business and the challenges of the relational nature of familiness and how this presents additional layers of complexity in the decision making process and implementation.

The paper draws on literature that is dominated by western culture and may partially or not at all reflect the issues associated with organisational resilience in family firms with such backgrounds and their culturally bound social-ecological systems.

The paper seeks to fill a knowledge gap by exploring the key elements of organisational resilience in the context of familiness. The work calls for further research into the nature of familiness connections mediating the nature of family relational dynamics. It further provides a framework indicating how these elements can shape and subvert day-to-day management events, raising implications for theory and practice and calls for deeper empirical research to be undertaken.