– Considers the limitations of traditional objective setting and looks at an alternative approach using a conversation around mutual expectations.
Abstract
Purpose
Considers the limitations of traditional objective setting and looks at an alternative approach using a conversation around mutual expectations.
Design/methodology/approach
Explains that a conversational approach requires parties to look at their purpose at work and the expectations of support they have of others at a deeper level.
Findings
Examines deficiencies in traditional performance-management processes, including research about how clear employees are on what they are working toward. Proposes a new approach using the language of purpose and expectations to enhance the objective-setting process. Explains why purpose and expectations are so powerful. Examines why this conversation is so important and why it does not usually happen in a business environment.
Practical implications
Considers that performance management works best when both parties are explicit and honest about their purpose at work and what support they need to achieve this purpose through structured conversation.
Social implications
Advances the view that employees are more engaged when they are working toward a purpose more meaningful than simply receiving a pay check.
Originality/value
Emphasizes that the attraction, development, management and retention of talented people are critical to the success of all organizations.
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This paper aims to outline five conversations that leaders must hold to build trusting relationships. People’s engagement at work correlates directly with the quality of…
Abstract
Purpose
This paper aims to outline five conversations that leaders must hold to build trusting relationships. People’s engagement at work correlates directly with the quality of relationship they have with their line manager. Leaders need to be supported to develop their capabilities in holding conversations, but more importantly to recognize the power of authenticity.
Design/methodology/approach
This paper is based on the author’s work with managers and leaders in organizations around the world.
Findings
Holding authentic conversations that focus on the five areas identified will build trust which, in turn, will improve engagement and ultimately drive performance.
Originality/value
Leaders are often expected to focus on visionary, decisive and driving action. This paper proposes that this is not enough; building trusting relationships must lie at the heart of effective leadership. It identifies five critical conversations that line managers as leaders must have to build trusting relationships.
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Ishani Buddika Soysa, Nihal Palitha Jayamaha and Nigel Peter Grigg
The purpose of this paper is to develop a performance measurement (PM) framework for Australasian nonprofit organisations (NPOs) involved in healthcare, and operational…
Abstract
Purpose
The purpose of this paper is to develop a performance measurement (PM) framework for Australasian nonprofit organisations (NPOs) involved in healthcare, and operational descriptions for each PM dimension within this framework.
Design/methodology/approach
Literature relating to the balanced scorecard and other PM frameworks was examined to develop an initial conceptual model, and this model was substantially improved by collecting qualitative data from nine Australian and New Zealand healthcare NPOs using a case study approach.
Findings
The study identifies nine causally related PM dimensions: mission, strategy, organisational capabilities, infrastructure and people development (people and information), financial health, processes, and stakeholder satisfaction (clients, people, and donors). The study also recognised that “Mission” and “Strategy” should be PM dimensions and that healthcare NPOs should focus on satisfying its people, not only donors and clients. Additionally, 41 operational descriptions are developed for each of these dimensions and can enable detailed PM items to be derived by organisations.
Originality/value
The study is the first study that has been undertaken to develop a PM framework for the Australasian NPOs to a level that it can be readily used by the practitioners (following customisation to their own specific context). The developed model also serves as a basis for future quantitative academic research aimed at testing and empirical validation of the conceptual model.
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The aim of this paper is to compare modern internal control systems with those in medieval England.
Abstract
Purpose
The aim of this paper is to compare modern internal control systems with those in medieval England.
Design/methodology/approach
This paper uses a modern referential framework (control environment, risk assessment, information and communication, monitoring and control activities) as a lens to investigate medieval internal controls used in the twelfth century royal exchequer and other medieval institutions. It draws upon an extensive range of primary materials.
Findings
The paper demonstrates that most of the internal controls found today are present in medieval England. Stewardship and personal accountability are found to be the core elements of medieval internal control. The recent recognition of the need for the enhanced personal accountability of individuals is reminiscent of medieval thinking.
Originality/value
It investigates internal controls in medieval England for the first time and draws comparisons to today.
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This study aims to explore and document some of the phenomena that seem to have toxified the trans debate.
Abstract
Purpose
This study aims to explore and document some of the phenomena that seem to have toxified the trans debate.
Design/methodology/approach
To create a partial compilation of the phenomena most known to cloud human judgement and reasoning, using the trans debate as the prime example.
Findings
The trans debate seems to have been increasingly toxified in ways predicted by well-documented psychological phenomena.
Research limitations/implications
Although much is known about the psychological toxifiers on an individual basis, little is known about how they interact to cause the emergence and amplification of toxic debate.
Practical implications
It is anticipated by studying the emergence of the toxicity around the trans debate, that the descent into toxic discourse in many other contexts can be better understood.
Social implications
If lessons can be learnt from the descent into toxicity in the trans debate, and its participants become aware of their behaviour, perhaps they can better work towards a mutually acceptable solution.
Originality/value
By compiling the factors responsible for the toxification of debate, it is hoped that what appear to be the precursors of all conflict and war can be better understood, prevented or avoided.
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Mary Turner, Nigel King, Dara Mojtahedi, Viv Burr, Victoria Gall, Graham R. Gibbs, Lara Flynn Hudspith, Chelsea Beatrice Leadley and Tammi Walker
In the past decade, there has been growing awareness of well-being and its importance and an increase in the development of activities or programmes aimed at improving well-being…
Abstract
Purpose
In the past decade, there has been growing awareness of well-being and its importance and an increase in the development of activities or programmes aimed at improving well-being. The purpose of this study is to investigate what well-being programmes were being offered to prisoners in England and Wales and what benefits and other outcomes were experienced.
Design/methodology/approach
The study used a mixed-methods exploratory design in two phases. Phase 1 was a questionnaire survey of all adult prisons in England and Wales, completed by prison staff. In Phase 2, a sample of survey respondents took part in in-depth interviews.
Findings
The programmes identified in Phase 1 included physical activities, creative arts, mindfulness, horticulture, reading and animal-assisted activities. Prison staff reported a range of universally positive outcomes shared by all programmes, including enthusiasm from prisoners, enjoyment of the activities and being able to do something different from the usual prison routine. However, in Phase 2, interviewees rarely mentioned direct health and well-being benefits. The impetus for programmes was varied and there was little reference to national policy on health and well-being; this reflected the ad hoc way in which programmes are developed, with a key role being played by the Well-being Officer, where these were funded.
Originality/value
The literature on well-being programmes in prisons is limited and tends to focus on specific types of initiatives, often in a single prison. This study contributes by highlighting the range of activities across prisons and elucidating the perspectives of those involved in running such programmes.
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David Dunlop Williamson and Erling Rasmussen
The purpose of this paper is to present a narrative history of the birth of human resource management in the New Zealand hotel sector. This historical development is analysed…
Abstract
Purpose
The purpose of this paper is to present a narrative history of the birth of human resource management in the New Zealand hotel sector. This historical development is analysed through the influence of changes in the national economic and employment relations context, the demise of national corporatist structures and individual and enterprise level agency. Thereby, the paper provides a new explanatory framework for the origins of human resource management in hotels and also presents this unique birth of human resource management as a microcosm of the wider social, political and economic “big bang” that fundamentally changed the course of employment relations in New Zealand during the 1980s and 1990s.
Design/methodology/approach
The data for this paper were gathered as part of a larger historical study of employment relations in the New Zealand hotel sector from 1955 to 2000. The sources for the study included semi-structured interviews and archival research, which were interpreted using manual thematic analysis.
Findings
The paper presents an original explanation of the birth of human resource management in New Zealand hotels by drawing on historical changes in national frameworks, corporatist approaches and individual agency, and thereby, it illustrates the uniqueness and intensity associated with the implementation of human resource management in New Zealand hotels.
Originality/value
This paper makes a significant contribution to the scant literature on the historical origins of human resource management. It also explains the historical and contextual embeddedness of various employment relations approaches in New Zealand hotels.
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A recent trend affecting the distributive chain in the food industry which has become more prominent is discussed. As retailers increasingly control the marketing of products, the…
Abstract
A recent trend affecting the distributive chain in the food industry which has become more prominent is discussed. As retailers increasingly control the marketing of products, the role of the manufacturer is reduced. Recent research at Cardiff Business School into the changes in marketing strategies found significant, long‐term implications for strategists. The roles and operations of retailers' marketing departments and chief marketing executives are described and assessed, as well as the company relationship with manufacturers. Models for retailer marketing strategies are put forward.