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Book part
Publication date: 16 September 2024

Ailish Kate Brassil

In fairy tales, male heroes typically come from royalty and villains are categorised as pirates, evil Kings, various animal and supernatural creatures, for example, Scar, the…

Abstract

In fairy tales, male heroes typically come from royalty and villains are categorised as pirates, evil Kings, various animal and supernatural creatures, for example, Scar, the Beast, Rumpelstiltskin, and Bluebeard. In Pirates of the Caribbean (2003), Captain Jack Sparrow lacks the villainous qualities that come from Disney's predecessor, Captain Hook. However, Jack does not possess the classic qualities of a prince. He tries to be heroic when he rescues Elizabeth Swann but turns on her to excel in his own motives. With beads in his hair, his eyes lined with kohl, and a love for accessories, Jack's appearance distorts traditional notions of masculinity. In Alice in Wonderland (2010), Tarrant Hightopp (Mad Hatter) is an untraditional character who has become detached from reality.

His madness, which is evident through his clothes, speech, and actions, comes from the destruction of his family. Jack and Hatter invert the expected order of things, ‘Now up is down’ (Verbinski, 2007). Their hats appear to be symbols of their obscure masculinity. Although they are both played by Johnny Depp, the Hatter and Captain Jack Sparrow possess unconventional male attributes which make them unlikely heroic characters. They offer a fluid perspective on the ever-changing aspects of masculinity. Unconventionality is becoming increasingly popular in Disney works. Therefore, this chapter aims to analyse two non-traditional male fairy tale characters with an emphasis on their fashion choices, lack of true love endeavours and unconventional heroic actions.

Details

Gender and the Male Character in 21st Century Fairy Tale Narratives
Type: Book
ISBN: 978-1-83753-789-1

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Book part
Publication date: 22 May 2017

Jürgen Deters

Free Access. Free Access

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Global Leadership Talent Management
Type: Book
ISBN: 978-1-78714-543-6

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Article
Publication date: 9 October 2007

Dhruba Kumar Gautam and Ann J. Davis

The purpose of this study is to explore the nature of human resource management in publicly listed finance sector companies in Nepal. In particular, it explores the extent to…

2302

Abstract

Purpose

The purpose of this study is to explore the nature of human resource management in publicly listed finance sector companies in Nepal. In particular, it explores the extent to which HR practice is integrated into organisational strategy and devolved to line management.

Design/methodology/approach

A structured interview was conducted with the senior executive responsible for human resource management in 26 commercial banks and insurance companies in Nepal.

Findings

The degree of integration of HR practice appears to be increasing within this sector, but this is dependent on the maturity of the organisations. The devolvement of responsibility to line managers is at best partial, and in the case of the insurance companies, it is more out of necessity due to the absence of a strong central HR function.

Research limitations/implications

The survey is inevitably based on a small sample; however this represents 90 per cent of the relevant population. The data suggest that Western HR is making inroads into more developed aspects of Nepalese business. Compared with Nepalese business as a whole, the financial sector appears relatively Westernised, although Nepal still lags India in its uptake of HR practices.

Practical implications

It appears unlikely from a cultural perspective that the devolvement of responsibility will be achieved as a result of HR strategy. National cultural, political and social factors continue to be highly influential in shaping the Nepalese business environment.

Originality/value

Few papers have explored HR practice in Nepal. This paper contributes to the overall assessment of HR uptake globally and highlights emic features impacting on that uptake.

Details

Employee Relations, vol. 29 no. 6
Type: Research Article
ISSN: 0142-5455

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Book part
Publication date: 26 November 2018

Jürgen Deters

Based on the tasks and responsibilities of global leaders, the benefits of a holistic view in global leadership talent acquisition are identified. The main areas of this…

Abstract

Based on the tasks and responsibilities of global leaders, the benefits of a holistic view in global leadership talent acquisition are identified. The main areas of this integrating process, such as succession planning, attracting, and mobilizing talents, selection, training and development, and retaining global leadership talents, are described. The success factors and principles of a global talent acquisition process are presented and explained. Furthermore, this chapter shows that a proactive step for global organizations is to build an in-house global leadership talent pool to ensure having the right global leaders in the right places at the right time.

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Book part
Publication date: 4 December 2009

Left Quarter Collective

Against the prevalent assumption that the United States is and has been a nation-state, this article proposes to reconceptualize it as an empire-state, a state encompassing…

Abstract

Against the prevalent assumption that the United States is and has been a nation-state, this article proposes to reconceptualize it as an empire-state, a state encompassing hierarchically differentiated spaces and peoples. In addition to being descriptively more apt, an empire-state approach provides a firmer basis for understanding the United States as a racial state, a state of white supremacy. Drawing on evidence from constitutional law, I examine the early development of the U.S. empire-state, the long 19th century. The article demonstrates how U.S. state formation has always entailed the racial construction of colonial spaces, specifically “territories” and American Indian lands. Through an extended consideration of Dred Scott v. Sandford, the 1857 Supreme Court case associated almost exclusively with African Americans and hardly ever with empire, I argue for a unified framework to analyze the different but linked racial subjections of colonized and noncolonized peoples. The article concludes with several implications of an empire-state approach to the United States.

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Political Power and Social Theory
Type: Book
ISBN: 978-1-84950-667-0

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Article
Publication date: 17 August 2010

Valerie J. Morganson, Debra A. Major, Kurt L. Oborn, Jennifer M. Verive and Michelle P. Heelan

The purpose of this paper is to examine differences in work‐life balance (WLB) support, job satisfaction, and inclusion as a function of work location.

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Abstract

Purpose

The purpose of this paper is to examine differences in work‐life balance (WLB) support, job satisfaction, and inclusion as a function of work location.

Design/methodology/approach

Web‐based survey data were provided by 578 employees working at one of four locations (main office, client location, satellite office, and home). Multiple regression analyses were used to identify differences in WLB support, job satisfaction, and inclusion across employees working at the four locations.

Findings

Results showed that main office and home‐based workers had similar high levels of WLB support and job satisfaction. Main office workers reported higher levels of WLB support than satellite and client‐based workers. Additionally, main office workers reported the highest levels of workplace inclusion.

Research limitations/ implications

Data were originally gathered for practical purposes by the organization. The research design does not allow for manipulation or random assignment, therefore extraneous variables may have impacted the observed relationships.

Practical implications

Allowing employees flexibility in choosing their work locations is related to positive outcomes. The authors suggest several practices for the effective implementation of alternative work arrangements.

Originality/value

This paper is among the first to examine the outcomes of telework across locations. It uses a large single organization and a quasi‐experimental design, enhancing the validity of the findings.

Details

Journal of Managerial Psychology, vol. 25 no. 6
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 1 March 2006

S. Sparrow

201

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Development and Learning in Organizations: An International Journal, vol. 20 no. 2
Type: Research Article
ISSN: 1477-7282

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Article
Publication date: 14 June 2013

Paula Hyde, Paul Sparrow, Ruth Boaden and Claire Harris

The purpose of this paper is to examine National Health Service (NHS) employee perspectives of how high performance human resource (HR) practices contribute to their performance.

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Abstract

Purpose

The purpose of this paper is to examine National Health Service (NHS) employee perspectives of how high performance human resource (HR) practices contribute to their performance.

Design/methodology/approach

The paper draws on an extensive qualitative study of the NHS. A novel two‐part method was used; the first part used focus group data from managers to identify high‐performance HR practices specific to the NHS. Employees then conducted a card‐sort exercise where they were asked how or whether the practices related to each other and how each practice affected their work.

Findings

In total, 11 high performance HR practices relevant to the NHS were identified. Also identified were four reactions to a range of HR practices, which the authors developed into a typology according to anticipated beneficiaries (personal gain, organisation gain, both gain and no‐one gains). Employees were able to form their own patterns (mental models) of performance contribution for a range of HR practices (60 interviewees produced 91 groupings). These groupings indicated three bundles particular to the NHS (professional development, employee contribution and NHS deal).

Practical implications

These mental models indicate employee perceptions about how health services are organised and delivered in the NHS and illustrate the extant mental models of health care workers. As health services are rearranged and financial pressures begin to bite, these mental models will affect employee reactions to changes both positively and negatively.

Originality/value

The novel method allows for identification of mental models that explain how NHS workers understand service delivery. It also delineates the complex and varied relationships between HR practices and individual performance.

Details

Journal of Health Organization and Management, vol. 27 no. 3
Type: Research Article
ISSN: 1477-7266

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Book part
Publication date: 15 March 2022

Roopa Nagori

Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give their best each day. The result is that the staff is…

Abstract

Chapter Contribution

Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give their best each day. The result is that the staff is committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being. Although employee engagement as a practice is evidenced as bringing improved productivity to small businesses, and while 87% of the UK small enterprises claim that they are taking active steps to improve employee engagement, only 12% of such businesses list it as a business priority.

In a smaller organisation, it is easier for leaders to be involved in driving forward and measuring planned actions to improve employee engagement. According to the consulting firm Aon Hewitt (2015), there are six major categories for drivers of employee engagement: (1) The work people do; (2) The people they work with; (3) Opportunities; (4) Total rewards; (5) Company practices; and (6) Quality of life.

The focus of this chapter is to recommend how small businesses can drive employee engagement using the six drivers of engagement recommended by Aon Hewitt, and improve levels of productivity in the firm.

Details

Small Business Management and Control of the Uncertain External Environment
Type: Book
ISBN: 978-1-83909-624-2

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Article
Publication date: 16 August 2013

Mauri Laukkanen and Päivi Eriksson

The paper's first objective is to develop a new conceptual framework for categorizing and designing cognitive, specifically comparative, causal mapping (CCM) research by building…

571

Abstract

Purpose

The paper's first objective is to develop a new conceptual framework for categorizing and designing cognitive, specifically comparative, causal mapping (CCM) research by building upon the theory‐centred and participant‐centred perspectives. The second purpose is to enable the discerned study prototypes by introducing a new CCM software application, CMAP3.

Design/methodology/approach

Building upon the distinction between theory‐centred (etic) and participant‐centred (emic) perspectives in social research, we first construct and apply a conceptual framework for analysing and categorising extant CCM studies in terms of their objectives and basic design. Next, after noting the important role and basic tasks in computerising causal mapping studies, we present a new CCM software application.

Findings

The theory‐centred/participant‐centred perspectives define four causal mapping study prototypes, each with different goals, basic designs and methodological requirements. Noting the present lack of widely accessible software for qualitatively oriented CCM studies, we introduce CMAP3, a new non‐commercial Windows application, and summarise how it is used in related research.

Originality/value

The framework and the studies representing the prototypes demonstrate the versatility of CCM methods and that the proposed framework offers a new, systematic approach to categorising and designing CCM studies. Research technically, CMAP3 can support the defined CCM‐prototypes, based on a low‐structured (inductive/qualitative) or a structured (nomothetic/quantitative) methodological approach/stance, and having therefore different needs of data acquisition, processing, coding, aggregation/comparison, and analysis of the emerging aggregated cause maps’ contents or structure.

Details

Qualitative Research in Organizations and Management: An International Journal, vol. 8 no. 2
Type: Research Article
ISSN: 1746-5648

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