Looks at broad approaches to organizational culture and offers a brief review of some recent work on gender and organizational culture. The possibility of seeing culture as a…
Abstract
Looks at broad approaches to organizational culture and offers a brief review of some recent work on gender and organizational culture. The possibility of seeing culture as a means of closure is explored. Seeks to define and operationalise organizational culture, in order to test the theoretical hypothesis on two case studies, and identify the ways in which aspects of culture acted to close off areas of work to women managers. Describes the constituents of this definition with reference to data from two case studies, and considers examples of the ways in which these different constituents of culture may act as means of closure to women managers in the organizations. Suggests that the approach provides a useful starting point for further research on organizational culture and gender, as well as giving a practical model for practitioners and consultants looking to develop a diversity inclusive culture.
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To what degree an organization both embraces the ethos of equal opportunities and backs it up with an investment in sound policies may be expected to have an impact on both the…
Abstract
To what degree an organization both embraces the ethos of equal opportunities and backs it up with an investment in sound policies may be expected to have an impact on both the progress of women in management and their experience in the workplace in that organization. This paper compares how women managers fare in two organizations, one with a developed equal opportunities policy and one that has none. It also considers the limits of applying the business case concept of equal opportunities and the problems of a diversity approach and it explores the ways women themselves articulate gender issues according to the discourses they have available to them. It concludes that, while restrictive in its implementation, women managers are more able to articulate their needs and fare better in an organization with an equal opportunities policy than in one without.
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President Bill Clinton has had many opponents and enemies, most of whom come from the political right wing. Clinton supporters contend that these opponents, throughout the Clinton…
Abstract
President Bill Clinton has had many opponents and enemies, most of whom come from the political right wing. Clinton supporters contend that these opponents, throughout the Clinton presidency, systematically have sought to undermine this president with the goal of bringing down his presidency and running him out of office; and that they have sought non‐electoral means to remove him from office, including Travelgate, the death of Deputy White House Counsel Vincent Foster, the Filegate controversy, and the Monica Lewinsky matter. This bibliography identifies these and other means by presenting citations about these individuals and organizations that have opposed Clinton. The bibliography is divided into five sections: General; “The conspiracy stream of conspiracy commerce”, a White House‐produced “report” presenting its view of a right‐wing conspiracy against the Clinton presidency; Funding; Conservative organizations; and Publishing/media. Many of the annotations note the links among these key players.
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Hayyan Alia, Arvind Ashta and Zaka Ratsimalahelo
Microfinance impact evaluation studies help in discovering client needs which are diverse, special and different from the needs of the conventional bankable clients. Thus, such…
Abstract
Purpose
Microfinance impact evaluation studies help in discovering client needs which are diverse, special and different from the needs of the conventional bankable clients. Thus, such area of market research is becoming essential for microfinance institutions for designing better client-centred products. In this research, the authors discuss the specific model of household economic portfolio (HEP) for qualitative impact evaluation in microfinance. The paper aims to discuss the complexity limitations of the HEP. Solutions are provided for overcoming these limitations. The modified household economic portfolio (M-HEP) model is simplified and detailed, and two types of diaries are suggested for implementing it.
Design/methodology/approach
First, the authors briefly review the literature on impact assessment methods in microfinance and on the HEP model. In the second part of the paper, the M-HEP is suggested and discussed in detail. In the third part, the authors present a case study to illustrate the additional information that can be generated by using our suggested research tool and model. Finally, the authors wrap up with a summary of the findings.
Findings
Solutions are provided for overcoming the limitations of the HEP model. The suggested model (M-HEP) is simplified and detailed, and two types of diaries are suggested for implementing it. The case study shows that, certainly, time and money are related. While time may mean money for a rich person, for a poor person, if money is not forthcoming, she may spend time on non-income generating work that adds to her social esteem. She may also consume inexpensive assets because spending time at low cost is important. Finally, she spends time in conducting activities for which she cannot afford to pay.
Originality/value
The paper offers two novelties. First, it details the interactions between the elements of the HEP model of Chen and Dunn. This improvement to the original model is highly important for defining the measures that are required for redrawing the economic portfolio of an individual. The second novelty is in suggesting the collection of time-use and financial daily data. To the best of our knowledge, this is the first time a combined diary is used in microfinance research. These two novelties allow the application of a modified version of the highly interesting HEP model in spite of its complexity.
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The purpose of this paper is to examine the role of the female British Army officer, to determine whether female Army officers lead in different ways to male Army officers.
Abstract
Purpose
The purpose of this paper is to examine the role of the female British Army officer, to determine whether female Army officers lead in different ways to male Army officers.
Design/methodology/approach
The conceptual framework was transformational and transactional leadership theory. Data were gathered in semi structured interviews with 24 Army officers, split 50:50 between men and women using repertory grid, and critical incident methods.
Findings
Women and men Army officers interviewed do lead in different ways with women demonstrating a gender management aspect to their leadership. The research also identified that women officers experience an “armoured glass” ceiling in terms of career progression, the research developed a conceptual model of military leadership that differs from the transformational/transactional leadership model. It also disconfirms contemporary leadership theory that conflates leadership and change management.
Research limitations/implications
The paper makes no claims for generalisability because of the unrepresentative sample. Further, research is needed on a representative sample basis.
Practical implications
The paper may inform policy on the management and development of female Army officers. It may also have utility in improving leadership development in the British Army and other UK Armed Services.
Originality/value
The paper makes a contribution in two areas; it adds to the growing body of research that indicates men and women lead in different ways and assessing the implications that flow from this. It is also a research‐based contribution to conceptualising leadership in the British Army officer cadre below 1 star level.
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Vikas Kumar, Ozlem Bak, Ruizhi Guo, Sarah Louise Shaw, Claudia Colicchia, Jose Arturo Garza-Reyes and Archana Kumari
This study aims to explore the importance and impact of supply and manufacturing risk management upon business performance within the context of Chinese manufacturing supply…
Abstract
Purpose
This study aims to explore the importance and impact of supply and manufacturing risk management upon business performance within the context of Chinese manufacturing supply chains.
Design/methodology/approach
A two-phased multi-method approach was adopted, which included a survey questionnaire to practitioners in Chinese manufacturing supply chains followed by semi-structured interviews. The findings included 103 valid survey responses complemented by six semi-structured interviews.
Findings
The results indicate that in Chinese manufacturing context supply risk and manufacturing risk management are both vital for business performance. A high correlation between business and manufacturing risk management performance exists; however, no significant impact of supplier dependency, systematic purchasing, maturity of production and supply chain and human resources was found despite previously these elements being regarded as key influencers for supply and manufacturing risk management performance. The Chinese manufacturing supply chain indicated that elements such as the supplier and customer orientation, flexibility, manufacturing and supply risk highly connotes with business performance.
Practical implications
In the current unpredictable and volatile business environment, the competitiveness of manufacturing supply chains to a large extent depend on their ability to identify, assess and manage the manufacturing and supply risks. The findings of this study will assist supply chain managers in taking decision on manufacturing and supply risk management and reducing the uncertainty upon their business performance.
Originality/value
The supply chain risk has been widely explored within the context of individual case studies, or standalone models focusing on either supply or manufacturing risk in supply chains; however, to what extent this has been applicable to a wider context and its impact upon business process has not been explored. Hence, this study simultaneously has analysed manufacturing risk and supply risk and its impact upon Chinese manufacturing supply chains business performance. Moreover, this study uses a combination of quantitative and qualitative methods, which is often limited in this area. Finally, the institutional theory lens offers novel insights in better understanding the factors that can affect the impact of supply and manufacturing risk management upon business performance in those contexts, such as China, where the institutional aspect presents specific features.
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Sarah Ashworth and Ruth J. Tully
Many in contact with the criminal justice system (CJS) have complex needs, including autism. The purpose of this paper is to present the development, design and evaluation of a…
Abstract
Purpose
Many in contact with the criminal justice system (CJS) have complex needs, including autism. The purpose of this paper is to present the development, design and evaluation of a training package designed to increase awareness that Youth Offending Team (YOT) staff members in the UK have of autism in the CJS (Talbot, 2010). Training quality and effectiveness was assessed. This paper aims to highlight the need for organisations/individuals providing training services relating to autism to be transparent, evidence based and open to sharing best practice. By evaluating practice, disseminating findings and hopefully providing mutual support, trainers can create networks to enhance the value of training provision, ultimately increasing the quality of support offered to individuals with autism.
Design/methodology/approach
A training package relating to autism in forensic systems was developed and delivered to staff working within a UK YOT. Levels of self-reported knowledge and confidence in working with individuals with autism are measured by evaluation questionnaires completed pre- and post-training.
Findings
Results demonstrate a significant increase in self-reported knowledge and confidence in working with individuals with autism within the CJS following training.
Originality/value
This highlights the potential for evidence-based staff training to enhance individuals’ practice working with individuals with autism within the CJS.
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Sarah Ashworth, Paul Mooney and Ruth Tully
The purpose of this paper is to present the development and evaluation of an original training package for staff members on an awareness of an adapted Dialectical Behaviour…
Abstract
Purpose
The purpose of this paper is to present the development and evaluation of an original training package for staff members on an awareness of an adapted Dialectical Behaviour Therapy programme, the “I Can Feel Good” programme (Ingamells and Morrissey, 2014) designed for individuals with intellectual disabilities (ID) and problems managing emotions. The quality and effectiveness of the training was assessed and is reported in this paper.
Design/methodology/approach
The training was delivered for staff working with individuals with ID in a UK medium-secure psychiatric hospital and was attended by nursing staff. The workshop consisted of six modules: “Introduction to the programme”, “Mindfulness”, “Managing feelings”, “Coping in Crisis”, “People skills” and “Application and summary”. Level of self-reported knowledge, confidence and motivation regarding seven aspects of the training was measured by an evaluation questionnaire completed pre and post training.
Findings
The results of this study showed that following the training there was a significant increase in self-reported knowledge, confidence and motivation regarding the seven aspects of the training. When perceptions of staff behaviours are observed, although in the right direction, this change was found not to be significant.
Originality/value
This study highlights the potential for staff training to increase awareness of newly adapted therapeutic programmes for individuals with ID. The staff training may increase their ability and willingness to facilitate the running of such programmes and ability to support learning transfer in group members.
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Jeremy C. Johnson, Megan M. Seibel, Sarah A. Bush and Benjamin B. Grove
The Teen Excellence in Leadership Institute (TELI) was created to provide meaningful leadership and civic…
Abstract
The Teen Excellence in Leadership Institute (TELI) was created to provide meaningful leadership and civic- engagementexperiencestoteens.WeintegratedChickering’sTheoryofIdentityDevelopmentandthe 4-H Citizenship Framework to develop program objectives and a model, consisting of four components: understanding of self, developing a network, community problem solving, and advocacy. This study aimed to determinetheoveralleffectivenessoftheprogram,highlightareasforprogramimprovement,andprovide a proof of concept for the model. Results on select 4-H Citizenship Common Measures indicated statistically significantgainsinthefourcomponentsofthemodelforcohortsoneandtwo.Focusgroupdatarevealed five themes: diversity, connection, skill development, practical application, and learning about self. Evaluative resultssubstantiateprogramimpactandareasforcontinuedprogramdevelopment.
Sarah Neal‐Smith and Tom Cockburn
The purpose of this paper is to examine cultural sexism in the UK aviation industry through the experiences women commercial pilots have encountered with their male colleagues and…
Abstract
Purpose
The purpose of this paper is to examine cultural sexism in the UK aviation industry through the experiences women commercial pilots have encountered with their male colleagues and management.
Design/methodology/approach
Interviews were carried out with 20 women commercial airline pilots: 17 women were currently airline pilots, or were previously airline pilots and resigned and three women were flying instructors. There were nine different UK airlines for which the women airline pilots worked.
Findings
Women pilots face cultural sexism where their male colleagues expect them to be different based on their assumptions about women in general but expect their female colleagues to adapt to the current social and cultural system in the UK industry.
Research limitations/implications
Further research is needed to explore ways to combat cultural sexism. Limitations include a focus on UK airlines only, plus the methodology relied upon women who were open to discussing their experiences rather than a random sample of pilots.
Practical implications
Research in this paper highlights how change is needed to produce a more inclusive culture to improve the working culture for women pilots and to appreciate the diversity that women bring to organizations.
Originality/value
This paper provides insights into an under researched area of women's employment and the existence of cultural sexism.