Search results

Enterprise education (EE) is a growing educational phenomenon. Despite its proliferation globally, there is little critical research on the field. In particular, the ideological potential of EE has been ignored by education scholars. This paper is the first to review the history of the Enterprise New Zealand Trust (ENZT) (known as the Young Enterprise Trust from 2009), as the largest and oldest organisation for the delivery of EE in New Zealand. It examines the activities of the ENZT and its networks in the context of the ascent of neoliberalism including its cultural manifestation in the form of a national “enterprise culture”. The purpose of this paper is to investigate the precise nature of the proximity between the ENZT and neoliberal ideology.

This paper uses document analysis, internet searches and interviews to reconstruct aspects of the history of the ENZT. Historical examination of the ENZT is in part obstructed by a lack of access to direct source material prior to the 1990s, as publications and materials of the ENZT are only available in archives from the early 1990s. The ENZT was, however, important to broader historical networks and actors, such as employer associations and think tanks, who left behind more robust records. Unlike the ENZT itself, these actors are given significant attention in literature which can be drawn upon to further enhance understandings of the ENZT and its relationship to neoliberalism.

This paper reveals that the ENZT has been a major conduit for enterprise culture and neoliberalism since its inception. It has been explicitly concerned with the development of enterprise culture through activities targeting both school students and the general public. Its educational activities, though presented in non-ideological terms, were designed to inculcate students in neoliberal or free market capitalist principles, including amenability towards private ownership of goods and services, private investment, private finance of public projects, free markets and free trade. These findings might serve to encourage critical attitudes among researchers and policy actors as to the broader ideological role of EE on a general scale.

EE on the whole requires closer examination by critical education researchers. The overwhelmingly majority of existing research is concerned with enhancing the practices of EE, while deeper questions regarding its ideological implications are ignored. Perhaps as a result, EE as a conceptual category lacks definitional clarity, as researchers and policy actors grapple with its meaning. If it can be established that EE schemes are not merely “neutral” or non-ideological educational projects, but rather are serious purveyors of ideology, this should have implications for future research and particularly for policy actors involved in the field. A review of the history of the ENZT may be illuminative in this respect, as it reveals the organisation’s record of deliberate political or ideological messaging.

This paper is the first to review the history of the ENZT as the largest provider of EE in New Zealand. EE has become a global phenomenon in recent decades. Non-existent in New Zealand before the 1970s, it is now a staple of the school system, its principles enshrined in the national curriculum document. Within a decade of the ENZT’s inauguration in 1986, eight out of ten secondary schools were using its services. Despite this, the ENZT is all but absent from existing historical literature. Analysing the history of the ENZT allows for enhanced understanding of an important actor within New Zealand education, whose history has been overlooked, as well as provides insight into the broader ideological implications of EE.

This chapter serves as the introduction to the edited collection, calling into focus the diverse ways in which ‘Australia’ is asserted in the spaces, scenes and practices of Australian heavy metal. This chapter responds to earlier quandaries in the sparse research on Australian metal which question if there is anything definitively ‘Australian’ about the characteristics, themes and narratives demonstrated within Australian heavy metal scenes. In response to this challenge, the author uses this chapter to establish critical foundations for addressing how Australianness has been represented ‘Downunderground’ (Phillipov, 2008, p. 215) – historically, musically and geographically, as work in this collection affirms. This introduction foregrounds the concerns of the edited collection at large, which addresses how national identity has been imagined and constructed in ways which can at once celebrate problematic patriarchal nationalist symbolism, yet also call into focus the resistant and subversive ways in which metal scenes have deconstructed, critiqued and renegotiated the parameters of what it means to be ‘Australian’. This chapter asserts that any interrogation of the ‘Australianness’ of Australian metal must problematise the notion of a singularly ‘Australian’ identity in the first instance. Here the author argues that ‘Australian metal’ as a consolidated signifier must be problematised to instead come to an understanding of the multisited ways in which ‘Australianness’ is experienced within scenes. In doing so the author establishes the critical trajectories for the edited collection at large – to track the genealogies of Australian metal as a component in a wider global scene, and consider the plurality of its contemporary manifestations.

The first purpose of this paper is to update the core data set of self-neglect safeguarding adult reviews (SAR) and accompanying thematic analysis. A second purpose is to rebalance the narrative about adult safeguarding and self-neglect by highlighting two case studies where the practice was informed by SAR and the evidence-base of best practice.

Further published reviews are added to the core data set, drawn from the websites of Safeguarding Adults Boards (SAB). Thematic analysis is updated using the four domains used previously. Two case studies are presented, using the four domains of direct practice, team around the person, organisational support and governance, to demonstrate that positive outcomes can be achieved when practice and support for practitioners align with the evidence-base.

Familiar findings emerge from the thematic analysis and reinforce the evidence-base of good practice with individuals who self-neglect and for policies and procedures with which to support those practitioners working with such cases. The case studies are illustrative examples of what can be achieved and signpost SABs and SAR authors to question what enables and what obstructs best practice.

A national database of reviews completed by SABs has been established (https://nationalnetwork.org.uk) with the expectation that, in time, this will become a comprehensive resource. It is possible, however, that this data set is incomplete. Drawing together the findings from the reviews nonetheless builds on what is known about the components of effective practice, and effective policy and organisational arrangements for practice. Although individual reviews might comment on good practice alongside shortfalls, no published SARs have been found that were commissioned specifically to learn lessons from what had worked out well. More emphasis could be given to what might be learned from such cases.

Answering the question “why” remains a significant challenge for SAR not only where concerns about how agencies worked together prompted review but also where positive outcomes have been achieved. The findings confirm the relevance of the evidence-base for effective practice, but SARs are limited in their analysis of what enables and what obstructs the components of best practice. Greater explicit use of case studies with positive outcomes might enable learning about what enables positive system change.

The paper extends the thematic analysis of available reviews that focus on work with adults who self-neglect, further reinforcing the evidence base for practice. The paper presents two case studies where practice and the context within which practitioners were working closely aligned to the evidence-base for best practice. The paper suggests that SABs and SAR authors should focus explicitly on what enables and what obstructs the realisation of best practices.

The importance of work design to organizational engagement and firm performance is increasingly recognized in management scholarship. For international business, a majority of variation in work design based on national cultures is addressed through cross-cultural management scholarship. However, there is a paucity of qualitative research on the influences international business human resource managers face for work design in the intercultural environment of overseas subsidiaries. The purpose of this interpretivist study was to examine the lived experience of overseas subsidiaries’ local managers to surface a more nuanced understanding of their expectations and related implications for work.

Empirical research was conducted through semistructured in-depth interviews with senior managers of subsidiaries of Japanese MNCs in USA, Thailand and India.

The findings of the study develop and extend on prior cross-cultural management scholarship on world cultural clusters revealing changed expectations of work in intercultural work environments as instantiated by Japanese MNCs.

Through engaging work design, international businesses can contribute to the United Nations Sustainable Development Goal 8 that pertains to decent work.

The study adds to extant understanding of the work design antecedent to engagement by broadening to intercultural environment impacts understanding facilitated by empirical lived experience data and suggesting a modification to extant theory. This study pioneers in taking world cultural clusters as the field for evaluating data.

The unsatisfactory state of the law with regard to prosecutions for impoverished milk has been further exemplified in a series of prosecutions at Oldham. Three farmers were summoned for having sold milk “ not of the nature, substance and quality demanded by the purchaser,” and the evidence produced showed that the milk in each case was not only deficient as compared with the standard set by the Board of Agriculture, but even more deficient when compared with mixed samples taken at the farm. The Deputy Town Clerk, who conducted the prosecution, pointed out that the case of Wilkinson v. Clark clearly showed that the Inspectors were justified in going to the farm for a second sample, if the second was comparable with the first, and were entitled to rely on the Public Analyst's certificate for both samples. He argued that, in view of the enhanced price of milk, it was very necessary that the purchaser should be adequately protected and that he should obtain what he paid for — pure unadulterated milk. The defence in the first case was a denial of the milk having been tampered with, it being sold “ as it came from the cow.” Results of experiments at the Yorkshire College for Agricultural Education were quoted to show that wide variations in the quality of the milk might occur for which the farmer ought not to be held responsible. In the present case it was admitted that one of the cows was not milking satisfactorily, and had a “ hard udder.” The milk from this cow when examined closely, was stated in the defendant's evidence to be “ more like water.” This had only been found out on the morning when the first sample had gone into the churn for sale. The Bench, after consultation, expressed themselves satisfied that the milk had not been tampered with, and dismissed the summons.

Education-job mismatches, especially overeducation or vertical mismatch, are generally found to lower the worker’s job satisfaction, which may generate the counter-productive behaviors, such as high rates of absenteeism and turnover in developed countries. The purpose of this paper is to examine the impacts of educational mismatches from their both forms and dimensions (match, overeducation, horizontal mismatch and double mismatch) on the job satisfaction among university graduates in Cambodia.

To deal with the sample selection bias owing to the unobserved job satisfaction of unemployed graduates, this paper applies the Heckman probit model on a survey conducted with 19 higher education institutions in Cambodia.

Results indicate that a half of graduates suffer at least one type of educational mismatch and the both forms of mismatches adversely affect the job satisfaction with the strongest impact from the double mismatch case.

The authors take into account the sample selection bias, but are not able to deal with the unobserved heterogeneity, such as individual competences and preferences. With the panel data, it would be possible to isolate those individual fixed effects.

The findings underline the importance of improvement in the quality of higher education in Cambodia that seems to play a main role in this education-job mismatch problem. Creating the occupational counseling for the high school students would be also helpful to orientate students to the majors strongly needed by the labor market.

This paper focuses on all forms and dimensions of mismatches and takes into account the sample selection bias in the context of a low-income country where the increasing rate of enrollment in higher education seems to be accompanied by an increasing rate of education-job mismatches. Previous research works focused mostly on overeducation and in developed countries.

This research explores the link between job redesign and skilling in three Lebanese service provider industries, aiming to understand how these factors affect organizational agility, a crucial factor for efficiency and effectiveness and promote long-term interventions through job redesign, upskilling and reskilling.

This study employed two surveys, one for personnel (employees) and one for human aid managers (HR managers). These surveys collected data from 384 employees and 67 HR managers. The study utilized a work design questionnaire (WDQ), skilling application evaluation and the change acceptance model and testing to evaluate job redesign, skilling application effectiveness, technology acceptance and change readiness.

It was revealed that there is a significant and positive relationship between job redesign and the application of skilling programs. This relationship was shown to enhance organizational agility, with a particular focus on employees' technology acceptance and readiness for change. The integrated framework that combines job redesign, upskilling and reskilling was empirically tested and found to enable organizations to build their agility. The study also identified challenges and offered solutions for implementation, emphasizing the importance of employee responsiveness.

This research emphasizes the need for organizations to adapt job designs and enhance employee skills to enhance organizational agility, recommending a structured approach that combines job redesign and skill development efforts.

This research integrates job redesign, upskilling and reskilling in Lebanese service provider industries, contributing to organizational change and workforce development. It emphasizes technology acceptance and readiness for change.

The creativity literature has largely overlooked an important construct associated with progressing beyond individual creative performance (i.e. the generation of an idea) to innovation (i.e. the implementation of an idea). That missing construct is leadership sagacity. Thus, the purpose of this paper is to discuss the role that sagacity plays between individual creative and innovative work. The authors also aim to discuss the importance of obtaining empirical organizational evidence that creative performance mediates the relationship between leadership supportive behavior and innovation as leadership sagacity plays an integral role among these vital relationships.

The authors provide theoretical reasoning for why sagacity is an important construct with regard to the relationships among leadership supportive behavior, individual creativity and innovation.

It is concluded that leadership sagacity is key to the production of innovative work.

It is vital for a leader who has approval authority for the allocation of resources and support to have a high level of sagacity, so that they have the level of discernment necessary to decide which creative ideas should be championed toward innovation.

Leadership sagacity is defined as the possession by an individual in an authority position of keen mental discernment, good judgment and wisdom necessary to recognize valuable work. This construct adds value to the creativity and innovation literature, yet it has been largely overlooked.

This innovative programme at Birkbeck College, London, is designed to enable people with mental health problems to enter higher education and ‐ more importantly ‐ to succeed in their studies.