Gautam Gulati, Brendan D. Kelly, Conor O’Neill, Paul O’Connell, Sally Linehan, Eimear Spain, David Meagher and Colum P. Dunne
The assessment and management of prisoners on hunger strikes in a custodial setting is complex. There is limited clinical guidance available for psychiatrists to draw upon in such…
Abstract
Purpose
The assessment and management of prisoners on hunger strikes in a custodial setting is complex. There is limited clinical guidance available for psychiatrists to draw upon in such cases. The purpose of this paper is to develop a management algorithm through expert elicitation to inform the psychiatric care of prisoners on a hunger strike.
Design/methodology/approach
A Delphi method was used to elicit views from Irish forensic psychiatrists, a legal expert and an expert in ethics using a structured questionnaire. Themes were extracted from the results of the questionnaire to propose a management algorithm. A consensus was reached on management considerations.
Findings
Five consultant forensic psychiatrists, a legal expert and an expert on psychiatric ethics (n=7) consented to participation, with a subsequent response rate of 71.4 per cent. Consensus was achieved on a proposed management algorithm. Assessment for mental disorder, capacity to refuse food and motivation for food refusal are seen as key psychiatric tasks. The need to work closely with the prison general practitioner and the value of multidisciplinary working and legal advice are described. Relevant aspects of law included mental health, criminal law (insanity) and capacity legislation.
Originality/value
This study outlines a management algorithm for the psychiatric assessment and management of prisoners on a hunger strike, a subject about which there is limited guidance to date. Although written from an Irish perspective, this study outlines key considerations for psychiatrists in keeping with international guidance and therefore may be generalisable to other jurisdictions.
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The purpose of this paper is to explore the use of personal contact networks in the UK public relations sector, focusing on the barriers to networking identified by practitioners.
Abstract
Purpose
The purpose of this paper is to explore the use of personal contact networks in the UK public relations sector, focusing on the barriers to networking identified by practitioners.
Design/methodology/approach
Empirical research using qualitative methodologies of in‐depth interviews and repertory grids conducted with directors, managers and executives in seven UK public relations agencies.
Findings
UK public relations practitioners in the study may face up to 17 barriers to networking drivers and actions. Three types of barriers emerged–psychological, situational and social. Female practitioners identified all 17 barriers to networking, whereas men identified seven.
Research limitations/implications
An insight into the differences in men and women's networking experiences in a growing professional service, especially those negatively influencing their activities. Gender differences are identified and the apparent exclusion from power networks, especially of younger females.
Practical implications
UK public relations practitioners may be hindered in the key managerial area of networking, with women perceiving themselves to face more barriers than men. This poses challenges for practitioners to overcome such obstacles, especially for women in this female‐dominated industry. Consultancies must consider remedial strategies to counter barriers their employees face, or potentially limit their access to resources and influence which personal networks can bring.
Originality/value
The paper is one of the first studies into personal contact networks in the UK public relations industry. It reveals the extent to which both men and women in this professional service face barriers to networking. The paper identifies that women in particular may experience more than twice as many barriers as male counterparts and suggests younger women may be being placed at a disadvantage.
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David Gray, Erik De Haan and Sally Bonneywell
Gender differences in leadership and issues around differential progression of male and female leaders are receiving more attention in the fields of human resource and leadership…
Abstract
Purpose
Gender differences in leadership and issues around differential progression of male and female leaders are receiving more attention in the fields of human resource and leadership development. However, little is known about how interventions designed to support female leaders are being experienced within real-world contexts of global organizations. There is limited research and discussion on how such interventions are experienced at a more systemic level. This study aims to contribute at this very level.
Design/methodology/approach
This study reports on a predominantly coaching-based development program that was designed to further the careers of female leaders within a complex multi-national organization. The study was conducted in a large, global health-care corporation employing 100,000 people based in over 120 countries. The qualitative research design for this study was exploratory, involving a reflexive process at each of the two stages.
Findings
The findings from this qualitative research take the debate on “the gendered organization” further by including the voices of female leaders. They demonstrate that whilst theoretically the concept of the “ideal worker” may inhibit progression, this is not necessarily a barrier to career advancement. Coaching, both individual and group, is shown to have a powerful effect on promoting reflection, self-confidence and focus.
Research limitations/implications
There are two research limitations. While confidentiality was promised, the responses of some interviewees were nevertheless still guarded. Other limitations relate to the extent to which this study can be generalized to other contexts, as it was conducted inside a single global corporation.
Originality/value
The study addresses the complex and urgent topic of differential progression and makes a broader contribution by offering a systemic perspective on gender and development in global organizations.
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Judy McKimm, Ana Sergio Da Silva, Suzanne Edwards, Jennene Greenhill and Celia Taylor
Women remain under-represented in leadership positions in both clinical medicine and medical education, despite a rapid increase in the proportion of women in the medical…
Abstract
Women remain under-represented in leadership positions in both clinical medicine and medical education, despite a rapid increase in the proportion of women in the medical profession. This chapter explores potential reasons for this under-representation and how it can be ameliorated, drawing on a range of international literatures, theories and practices. We consider both the ‘demand’ for and ‘supply’ of women as leaders, by examining: how evolving theories of leadership help to explain women’s’ leadership roles and opportunities, how employment patterns theory and gender schemas help to explain women’s career choices, how women aspiring to leadership can be affected by the ‘glass ceiling’ and the ‘glass cliff’ and the importance of professional development and mentoring initiatives. We conclude that high-level national strategies will need to be reinforced by real shifts in culture and structures before women and men are equally valued for their leadership and followership contributions in medicine and medical education.
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A pervasive myth is that European women are not capable of assuming managerial positions in Asia, because of the ongoing exclusion of women from these positions in Asian…
Abstract
A pervasive myth is that European women are not capable of assuming managerial positions in Asia, because of the ongoing exclusion of women from these positions in Asian countries. In reality, European women are often more effective than men as managers in Asia because they frequently utilise intuitive and empathetic skills that are highly valued in that region. Research shows that women handle emotions and relationships differently than men. Women’s empathy and insight is receiving boardroom attention as companies realize that in an ever‐globalising world these skills are indispensable. Multinationals are incorporating elements of interpersonal and intercultural expertise into their workforce, but may be overlooking a key resource. Female managers have reported the biggest barriers coming from within the corporation, rather than from situations actually encountered during foreign assignments. This case study compares management styles and career strategies utilised by women internationally, and analyses the lessons to be learned from their relative failure or achievements.
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Selma Ebrahim, Sally Robinson, Samantha Crooks, Sari Harenwall and Angus Forsyth
The purpose of this paper is to evaluate the impact of knowledge and understanding framework (KUF) awareness-level training with mental health staff in a UK NHS Mental Health…
Abstract
Purpose
The purpose of this paper is to evaluate the impact of knowledge and understanding framework (KUF) awareness-level training with mental health staff in a UK NHS Mental Health Trust.
Design/methodology/approach
In total, 181 mental health professionals completed three day KUF awareness-level training to promote understanding and positive attitudes in working with personality disorder (PD). Attitudes to PD were evaluated using the PD – Knowledge and Skills Questionnaire (Bolton et al., 2010) at pre and post training and at three and six months follow up. Quantitative data were analysed and descriptive statistics were obtained. Qualitative methods were also used to evaluate the integration of learning into work-based practice with five participants.
Findings
Participants reported a favourable reaction to the training. Understanding and positive emotions about working with PD increased significantly post training (gains maintained at three and six months follow up). Capability in working with PD was increased post training and at three, but not six months. Qualitative analysis suggests clinical practice was positively impacted upon three months following training.
Research limitations/implications
This research suggests awareness-level KUF training can have a positive impact on the attitudes, understanding and clinical practice of mental health practitioners towards people with a PD. It confirms earlier research on a decrease in capability post training, and explores strategies to further develop capability with this client group.
Originality/value
Despite the promotion of KUF awareness-level training by the Department of Health there is limited evaluation of the approach with mental health professionals in practice. This study reports on an evaluation of KUF training within a large mental health trust with three and six months follow up data. Qualitative evaluation three months after course completion indicates improved practice and application of course principles when working with individuals with PD.
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Rowena B. Russell, Kate Theodore and Julie Lloyd
This study aims to explore how care staff working with people with learning disabilities experienced psychologist-facilitated team formulation sessions in a cognitive analytic…
Abstract
Purpose
This study aims to explore how care staff working with people with learning disabilities experienced psychologist-facilitated team formulation sessions in a cognitive analytic style (contextual reformulation).
Design/methodology/approach
Eleven participants attended at least one contextual reformulation session regarding a client their team referred because of challenging behaviour. Post-intervention semi-structured interviews were analysed using qualitative inductive thematic analysis.
Findings
Five themes were developed: multiple roles and functions of sessions and clinicians; challenging behaviour in relationship; making links – understanding can be enlightening, containing and practical; the process of developing a shared understanding and approach; and caught between two perspectives. Findings suggested contextual reformulation helped staff see challenging behaviour as relational, provided them with the space to reflect on their emotions and relate compassionately to themselves and others, and ultimately helped them to focus their interventions on understanding and relationally managing rather than acting to reduce behaviour.
Research limitations/implications
Qualitative methodology allows no causal inferences to be made. Ten of 11 participants were female.
Originality/value
This qualitative study adds to the limited research base on team formulation in learning disabilities settings and specifically that using a cognitive analytic approach.