Alistair Hewison, Yvonne Sawbridge, Robert Cragg, Laura Rogers, Sarah Lehmann and Jane Rook
The purpose of this paper is to report an evaluation of a leading-with-compassion recognition scheme and to present a new framework for compassion derived from the data.
Abstract
Purpose
The purpose of this paper is to report an evaluation of a leading-with-compassion recognition scheme and to present a new framework for compassion derived from the data.
Design/methodology/approach
Qualitative semi-structured interviews, a focus group and thematic data analysis. Content analysis of 1,500 nominations of compassionate acts.
Findings
The scheme highlighted that compassion towards staff and patients was important. Links to the wider well-being strategies of some of the ten organisations involved were unclear. Awareness of the scheme varied and it was introduced in different ways. Tensions included the extent to which compassion should be expected as part of normal practice and whether recognition was required, association of the scheme with the term leadership, and the risk of portraying compassion as something separate, rather than an integral part of the culture. A novel model of compassion was developed from the analysis of 1,500 nominations.
Research limitations/implications
The number of respondents in the evaluation phase was relatively low. The model of compassion contributes to the developing knowledge base in this area.
Practical implications
The model of compassion can be used to demonstrate what compassion “looks like”, and what is expected of staff to work compassionately.
Originality/value
A unique model of compassion derived directly from descriptions of compassionate acts which identifies the impact of compassion on staff.
Details
Keywords
Clara S. Hemshorn de Sánchez and Annika L. Meinecke
Across different research fields, it is increasingly acknowledged that gender is not a binary variable and goes beyond the male–female dichotomy. At the same time, gender is a…
Abstract
Across different research fields, it is increasingly acknowledged that gender is not a binary variable and goes beyond the male–female dichotomy. At the same time, gender is a prominent social cue that affects evaluations and interactions among individuals. Thus, gender can impact social processes on many levels in complex ways. Meetings provide arenas where key social processes unfold that are relevant to the organization. Understanding which role gender takes in this context is therefore central to organizations as well as meeting research. This chapter provides a critical review of research to date on social influence in meetings, specifically zooming in on the role of gender. The authors conducted a multi-step systematic literature review and identified 43 studies across a wide area of disciplines (e.g., psychology, communication, and management). The authors put special emphasis on the methodologies employed across this work since a comprehensive understanding of the applied methods is core for a synthesis of research results. Through the analysis, the authors pinpoint six variables – individual gender, sex role orientation, gender composition, gender salience, contextual factors such as task type and organizational settings, and the construction of gender as a social concept – that are directly related to gender and which represent factors that are critical for the role of gender in the meeting context. Thereby, this chapter aims to provide a roadmap for researchers and practitioners interested in the role of gender during workplace meetings. The authors conclude by highlighting methodological and managerial recommendations and suggest avenues for future research.
Details
Keywords
Dale Monobe, Bobbie Bushman and Sarah McCall
Without knowledge of prison censorship restrictions and its impact on collection development, public and academic libraries may find initiating and continuing collaborative…
Abstract
Without knowledge of prison censorship restrictions and its impact on collection development, public and academic libraries may find initiating and continuing collaborative projects with prisons challenging. This chapter provides a background on the American Library Association’s correctional-facility guidelines, an introduction to prison censorship restrictions and collection policies, an introduction to what specific challenges collaborators may encounter, and a flowchart to show how to navigate such challenges.
Details
Keywords
Sarah A. Courchesne, Dave Stynen, Judith H. Semeijn and Marjolein C.J. Caniëls
Organizations are increasingly joining inter-organizational networks to foster sustainable employability for their employees. The purpose of this study is to identify the factors…
Abstract
Purpose
Organizations are increasingly joining inter-organizational networks to foster sustainable employability for their employees. The purpose of this study is to identify the factors and mechanisms central to their success as experienced by key stakeholders.
Design/methodology/approach
An explorative, qualitative approach was adopted, using four focus groups with network coordinators (N = 18) and HR professionals (N = 14). Fourteen Dutch inter-organizational networks were represented. Respondents were recruited through purposive and snowballing sampling techniques. Thematic analysis was applied using open coding to generate themes.
Findings
The results of this study outline environmental, structural, and inter-personal factors and mechanisms that contribute to the success of inter-organizational networks that aim to foster sustainable employability for their employees. The environmental factors and mechanisms consist of challenges stemming from the labor market. The structural factors and mechanisms include: a network’s flat structure, flat fee, lack of informal rules, the allocation of roles and expectations for stakeholders and shared network activities. Lastly, the inter-personal factors and mechanisms are: communication among stakeholders, establishing reciprocity, interaction and collaboration between stakeholders, the valuation of trust, a convivial culture and shared vision among stakeholders. The dynamics between these factors and mechanisms are compared to other forms of inter-organizational networks. Furthermore, several recommendations for network coordinators and practitioners regarding the development of networks are presented.
Originality/value
This study provides insights into the factors and mechanisms that are regarded by stakeholders as influencing the success of inter-organizational networks in their ability to foster sustainable employability for workers. We have identified a unique model that captures this new way of inter-organizational collaboration and builds on insights from literature on collaborative governance regimes, institutional fields and entrepreneurial ecosystems. Specifically, the model provides a framework that consists of environmental, structural and interpersonal factors and mechanisms for network success. This study increases our understanding of how collaborative efforts can be fostered beyond organizational boundaries and existing Human Resource Management practices.
Details
Keywords
Claire‐Lise Bénaud and Sever Bordeianu
While Gutenberg's invention is likely to endure for some time, it is indisputable that the prominence of print is diminishing. The recently published Mellon report University…
Abstract
While Gutenberg's invention is likely to endure for some time, it is indisputable that the prominence of print is diminishing. The recently published Mellon report University Libraries and Scholarly Communication highlights the symbiosis between the humanities and the print medium. It maintains that electronic media will ultimately change the nature of the humanities and spawn a new kind of discourse with fundamentally different features. The report asserts that the shift from print to electronic media, which began in the late twentieth century, will have widespread consequences on the intellectual experience of modern society, reaching beyond print and libraries.