Stefan Hrastinski and Jason Watson
This paper aims to identify, through a literature review, key issues regarding how online role plays can be designed and to apply them when designing a role play on conflict…
Abstract
Purpose
This paper aims to identify, through a literature review, key issues regarding how online role plays can be designed and to apply them when designing a role play on conflict management.
Design/methodology/approach
By drawing on the key issues identified in the literature review, a role play on conflict management was designed and evaluated. Data were collected by developing a survey that focused on perceived learning, participation and satisfaction.
Findings
Overall, a majority of the students felt that they learned and participated in the role play. The most positive finding was that the students were satisfied with their role play experience.
Research limitations/implications
Researchers are urged to further develop the dimensions and measures of online role play success. The measures that were developed for evaluating perceived learning, participation and satisfaction with role plays can be further developed and tested. It is suggested that the effects on learning need to be further explored.
Practical implications
It is suggested that teachers take the identified key issues of online role play design into account. An important challenge seems to be to encourage students to reflect and do additional reading and research in relation with online role plays.
Originality/value
Online collaboration is commonly argued as beneficial from an e‐learning perspective. However, a challenge for research and practice is to learn how collaborative e‐learning activities may be developed. This paper contributes by focusing on how online role plays can be designed and evaluated.
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Disputes under the New Engineering Contract (NEC) 2nd Edition involve a new approach to the role of Adjudicator. Clauses 90–93 have been radically revised. They reflect the…
Abstract
Disputes under the New Engineering Contract (NEC) 2nd Edition involve a new approach to the role of Adjudicator. Clauses 90–93 have been radically revised. They reflect the recommendations of Latham's Report Constructing the Team, and growing international practice (e.g. the Channel Tunnel Disputes Panel). Also clarified are some questions over the 1 st Edition. The independent Adjudicator provides a mandatory third‐party neutral settlement process. The decision is final and binding, unless and until revised by the eventual tribunal (court or arbitration) after completion of the works, or termination. Legal drafting is achieved in the NEC style of plain English and present tense. Latham's objectives are reminiscent of traditional decisions of an independent Engineer, or of modern short form arbitration; but the new substantive approach is distinguished from both. The Adjudicator's decision determines the parties' rights and obligations. It does not depend on the Project Manager's implementation, but the latter is free to choose in accordance with the decision, e.g. by changing the Works Information as a compensation event. Distinctive of the NEC is the openness of procedure for the Adjudicator, and even‐handedness between the parties as to the continuing works while the Adjudicator is acting. The parties, by contract, given the independent Adjudicator jurisdiction to settle by its decision all disputes arising under or in connection with the contract. This is neither expert determination nor arbitration. The Adjudicator is to act fairly, not judicially. Some jurisdictional issues may remain, and are explored. There must be a proper substantive characterization of the new role, according to its true context and the parties' expressed intentions. NEC 2nd edition has clarified and enhanced the definition of the first third‐party stage fully to meet Latham's objectives, and to encourage by rapid but effective early resolution of disputes, within the overall NEC philosophy, a substantial reduction in the incidence of disputes.
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Roberta Hill, Tony Bullard, Phillip Capper, Kathryn Hawes and Ken Wilson
This paper reports findings from five case studies of New Zealand organisations that introduced new initiatives such as TQM and “learning organisation” concepts as a result of…
Abstract
This paper reports findings from five case studies of New Zealand organisations that introduced new initiatives such as TQM and “learning organisation” concepts as a result of facing a business environment of continuous change and uncertainty. The case studies, carried out between 1993‐96, highlight seven crucial limitations in the debate about the appropriate skills for such environments. Research findings also provide: evidence of the core skills that employees and managers need for such environments; and a new paradigm of the critical organisational characteristics, culture and form that facilitate learning in these conditions; and the implications for managers, human resource practitioners and training providers.
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Yrjö Engeström and Hannele Kerosuo
The purpose of this paper is to show how activity theory transcends the boundary between workplace learning and organizational learning.
Abstract
Purpose
The purpose of this paper is to show how activity theory transcends the boundary between workplace learning and organizational learning.
Design/methodology/approach
Activity‐theoretical analyses examine collectives and organizations as learners. On the other hand, activity theory is committed to pedagogical and interventionist actions to change and learning characteristic of workplace learning.
Findings
Activity‐theoretical studies put an emphasis on the object, i.e. on what is done and learned together in inter‐organizational networks, instead of studying only connections and collaboration of networks. The theory of expansive learning enables a longitudinal and rich analysis of inter‐organizational learning and makes a specific contribution in outlining the historical transformation of work and organizations by using observational as well as interventionist designs in studies of work and organization.
Originality/value
The paper shows that activity theory and the theory of expansive learning provide useful analytical tools for the enrichment of studies in workplace learning, as reported in the articles included in this special issue.
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Roberta Hill, Phillip Capper, Ken Wilson, Richard Whatman and Karen Wong
The purpose of this paper is to describe how, from 2004‐2006, a New Zealand research team experimented with the “change laboratory” learning process to create a new method of…
Abstract
Purpose
The purpose of this paper is to describe how, from 2004‐2006, a New Zealand research team experimented with the “change laboratory” learning process to create a new method of government policy development and implementation, referred to as “practice‐making”. The apple industry in Hawke's Bay was chosen because of the level of tension among government agencies and small/medium‐sized firms in the industry, particularly around the scarcity of seasonal labour, amid growing concerns about the possible collapse of the industry.
Design/methodology/approach
The team stimulated a cycle of expansive learning among the network of activity systems in the industry. Laboratory participants were growers, labour contractors, pack house operators, quality controllers, horticultural consultants and government officials. The expansive learning cycle is a core concept in developmental work research (DWR) and cultural‐historical activity theory (CHAT).
Findings
Participants created a shared “object” for apple production and its government policy and regulation built around quality, making a substantive shift from adaptive learning to transformational learning, and creating a major redesign of the industry. Many of the new practices are now being implemented in the industry and government.
Practical implications
The CHAT/DWR approach seems particularly well suited for complex problem solving in any network where there are intractable systems contradictions and a strong desire among participants to make real change.
Originality/value
It is understood that this is the first time a change laboratory process has been used for government “practice‐making” with industry, in contrast with traditional policy development and implementation that frequently does not address systemic problems.
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Abstract
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The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal…
Abstract
The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal took great pains to interpret the intention of the parties to the different site agreements, and it came to the conclusion that the agreed procedure was not followed. One other matter, which must be particularly noted by employers, is that where a final warning is required, this final warning must be “a warning”, and not the actual dismissal. So that where, for example, three warnings are to be given, the third must be a “warning”. It is after the employee has misconducted himself thereafter that the employer may dismiss.
Claudia W. Strow and Brian K. Strow
This paper aims to review major historical trends in US divorce rates and the origin of divorce law in the USA, as well as several of the leading explanations for the increased…
Abstract
Purpose
This paper aims to review major historical trends in US divorce rates and the origin of divorce law in the USA, as well as several of the leading explanations for the increased rates of divorce in the 20th century and the impact of these trends on remarriage rates.
Design/methodology/approach
Using a historical review, the paper discusses the origins of regional differences, the factors contributing to trends in divorce and remarriage, and the transition in persons pursuing divorce and remarriage throughout the history of the USA.
Findings
The paper notes how the advent of industrialization transformed the family and contributed to rising divorce rates and examines common explanations for the dramatic increase in divorce throughout the 20th century. In particular, this review highlights how the feminist movement along with numerous legislative and demographic changes brought about the increased labor force participation of women and female economic independence, which allowed both men and women greater freedom to divorce. As divorce has become a more common event, the number of people eligible for remarriage has increased and the majority of those entering second marriages have shifted from widows and widowers to divorcees.
Originality/value
Once scholars better understand the historical background for trends in divorce and remarriage, they can more readily recognize and address the implications for marriage in the present day.
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The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act…
Abstract
The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides: