Benjamin J. Thomas and Spencer Harris
The status quo for managing deviant workplace behavior is underperforming. The current research offers a new approach for scholars and managers in approaching these misbehaviors…
Abstract
Purpose
The status quo for managing deviant workplace behavior is underperforming. The current research offers a new approach for scholars and managers in approaching these misbehaviors. Namely, we outline how system justification theory, which holds that people are motivated to rationalize and justify the systems—including workplaces—to which they belong even when those systems disadvantage them or others, offers value in explaining and addressing the prevalence of such misbehaviors and contemporary failures in managing them.
Design/methodology/approach
This conceptual research explores the situated role of onlookers to patterns of workplace misbehavior, like harassment. We explore existing scholarship on why and how onlookers respond to such actions, including cultural elements, and draw parallels between those accounts and the foundational concepts of system justification theory to demonstrate an unrealized theoretical overlap valuable for its immediate applications in research.
Findings
The current paper establishes clear links between system justification theory and efforts to manage misbehavior, establishing system justifications as freezing forces in the culture of a workplace that must be unfrozen to successfully implement strategies for managing misbehavior. Further, we describe how organizational onlookers to misbehavior are subject to system justifications, which limit prescribed means of stopping these patterns of wrongdoing.
Originality/value
Very limited organizational scholarship has utilized system justification theory, despite calls for such applications. Given the existing shortcomings in scholarship and management approaches to workplace misbehavior, the current research breaks from the status quo and offers an established theory as a new way to approach these misbehaviors.
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This chapter critically examines the dynamics that exists between employee well-being, line management leadership and governance as experienced and perceived by employees in the…
Abstract
This chapter critically examines the dynamics that exists between employee well-being, line management leadership and governance as experienced and perceived by employees in the public sector context. This chapter is based on research into employee well-being and line management leadership with a British Local Authority in northern England, focusing on employees’ verbal accounts of their own experiences and perceptions of well-being, line manager leadership and corporate social responsibility. Twenty-six interviews were conducted from a diverse range of employees with each interview lasting (45–60 minutes), tape recorded and transcribed verbatim. The research investigated the subjective perceptions of senior managers, managers, senior officers and clerical/secretarial staff regarding their views concerning line management leadership on employee well-being at work. Using the technique of Interpretative Phenomenological Analysis (IPA) provided insight into the life-world of participants, providing the opportunity for employees to share their personal experience of leadership and governance on the front line and its implication for employee well-being at work. The data revealed line management leadership and governance emerged as central to influencing and enabling well-being at work and were linked to individual, social and organisational factors (blame culture, rewards, trust in management, support and communication). Employees’ accounts of line management leadership, well-being and corporate social responsibility identified salient issues, thus providing a basis for broader research in this area. Thus organisations wishing to enhance employee well-being could focus efforts on creating organisational conditions and line management leadership to encourage well-being through the six identified factors. This research has relevance for the employment relationship, corporate social responsibility, service delivery, performance and for practitioners and academics alike.
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Spencer Harris and Barrie Houlihan
The paper aims to utilise Adam and Kriesi's network approach to policy analysis to examine the range of exogenous factors that affect interactions in the community sport policy…
Abstract
Purpose
The paper aims to utilise Adam and Kriesi's network approach to policy analysis to examine the range of exogenous factors that affect interactions in the community sport policy process from a local authority perspective.
Design/methodology/approach
The research is based upon two case studies. Each case study involved semi-structured interviews with three local authority middle/senior managers, three senior County Sport Partnership (CSP) representatives, and eight regional/county national governing bodies of sport (NGB) representatives.
Findings
While the two cases exhibit distinctive socio-economic and structural profiles they provide valuable evidence regarding the operation of the network of partners involved in community sport and also illustrate the utility of Adam and Kriesi's analytical framework. In relation to Adam and Kriesi's power/interaction model both cases illustrate the fragmentation of power at the community level although interaction in one case exhibits a pattern best characterised as “competition” whereas interaction in the other is more closely associated with “horizontal cooperation”.
Research limitations/implications
The paper highlights the need for improved theorisation of partnership arrangements in community sport, in particular: examining the relationship between issues such as resources, organisational capacity, and traditional involvement in sport development and attitudes toward the community sport policy process; linked to this, mapping the causal relationships in partnerships, i.e. what factors lead to what actions or behaviours; and investigating the utility of various strategies in developing a more cohesive and effective sub-regional policy system.
Originality/value
Local authority perspectives of community sport policy is an under-researched topic. It is timely to study these perspectives due to the refreshed community sport policy for 2013-2017, the traditional status of local government as the major funder of community sport, and the public sector budget reductions and reported implications for non-statutory services, such as community sport
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Based on recent research, an overview of the new impetus which the1992 programme has added to the internationalisation of Europeanretailers is given. It is suggested that, in the…
Abstract
Based on recent research, an overview of the new impetus which the 1992 programme has added to the internationalisation of European retailers is given. It is suggested that, in the past, much of the international growth in the retail sector has been a direct result of the constraints placed on retailers by a relative absence of opportunities in their domestic markets. During the 1980s a more proactive type of international retailer has emerged, motivated by the presence of growth opportunities outside the domestic market. The removal or easing of apparent barriers facing retailers has been a major driving force; particularly the legislative role of the 1992 programme in the European Community.
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The lengthy review of the Food Standards Committee of this, agreed by all public analysts and enforcement officers, as the most complicated and difficult of food groups subject to…
Abstract
The lengthy review of the Food Standards Committee of this, agreed by all public analysts and enforcement officers, as the most complicated and difficult of food groups subject to detailed legislative control, is at last complete and the Committee's findings set out in their Report. When in 1975 they were requested to investigate the workings of the legislation, the problems of control were already apparent and getting worse. The triology of Regulations of 1967 seemed comprehensive at the time, perhaps as we ventured to suggest a little too comprehensive for a rational system of control for arguments on meat contents of different products, descriptions and interpretation generally quickly appeared. The system, for all its detail, provided too many loopholes through which manufacturers drove the proverbial “carriage and pair”. As meat products have increased in range and the constantly rising price of meat, the “major ingredient”, the number of samples taken for analysis has risen and now usually constitutes about one‐quarter of the total for the year, with sausages, prepared meats (pies, pasties), and most recently, minced meat predominating. Just as serial sampling and analysis of sausages before the 1967 Regulations were pleaded in courts to establish usage in the matter of meat content, so with minced meat the same methods are being used to establish a maximum fat content usage. What concerns food law enforcement agencies is that despite the years that the standards imposed by the 1967 Regulations have been in force, the number of infringements show no sign of reduction. This should not really surprise us; there are even longer periods of failures to comply; eg., in the use of preservatives which have been controlled since 1925! What a number of public analysts have christened the “beefburger saga” took its rise post‐1967 and shows every indication of continuing into the distant future. Manufacturers appear to be trying numerous ploys to reduce the content below the Regulation 80% mainly by giving their products new names. Each year, public analysts report a flux of new names and ingenious defences; eg, “caterburgers” and similar concocted nomenclature, and the defence that because the name does not incorporate a meat, it is outside the statutory standard.
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
This paper identified that carers find it difficult to maintain paid work along with their caring responsibilities. This further impacts their career opportunities and prospects.
Originality/value
The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
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Shweta Jaiswal Thakur, Jyotsna Bhatnagar, Elaine Farndale and Prageet Aeron
Human resources analytics (HRA) can potentially create value and provide a competitive advantage; however, whether and how HRA creates this value has been sparsely explored in…
Abstract
Purpose
Human resources analytics (HRA) can potentially create value and provide a competitive advantage; however, whether and how HRA creates this value has been sparsely explored in scholarly literature. Hence, the purpose of this study is to provide a process-oriented framework for value creation from HRA use by exploring the underlying mechanisms, complementary resources and outcomes.
Design/methodology/approach
The study used a qualitative research design as the research question was exploratory. A total of 26 in-depth expert interviews with different organizations were conducted. These interviews were transcribed and coded for emerging themes, which were placed in a temporal sequence of occurrence to derive a process understanding of value creation from HRA. Additionally, validation tests were conducted.
Findings
The thematic analysis using NVivo provided qualitative evidence of the value-creating potential of HRA. Further, it unraveled the process of value creation from HRA in the form of problem construction, insight generation, the buy-in of stakeholders and solution implementation. This process resulted in various human resource management (HRM) and organizational outcomes. The analysis also highlighted the significance of three complementary resources, namely data quality, analytical competency and business knowledge.
Practical implications
This study offers guidance for HR executives and business managers to assess the conditions under which HRA can add business value to organizations.
Originality/value
The paper is novel as this is among the first studies to provide evidence of value creation from HRA and identify the underlying mechanism, which has been highlighted as a gap in the literature. Based on resource-based theory and its complementarities perspective, the study makes a valuable contribution to the nascent HRA literature.
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Syed Aziz Anwar and M. Sadiq Sohail
A formidable body of literature has been built up in recent decades suggesting that market orientation helps firms attain their strategic objectives in a dynamic environment. The…
Abstract
A formidable body of literature has been built up in recent decades suggesting that market orientation helps firms attain their strategic objectives in a dynamic environment. The present study tests market orientation of bank managers operating in Brunei, a small South‐East Asian country endowed with buoyant oil and gas reserves, seeking to carve out a pivotal role for itself in the banking and financial services sector of the region. Four key areas, referred to as variables, in the decision making process have been identified and used to analyse the form of market orientation adopted by bank managers in Brunei. These variables pertain to focus on customers, competition, environmental scanning, and implementation of strategic decisions. Results suggest that the managers sampled for this study are fragmented in terms of market orientation used.
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Labour market statistics suggest that the rate of economic activityfor women in Northern Ireland is among the lowest of the UK regions.Reviewing recent research, explores possible…
Abstract
Labour market statistics suggest that the rate of economic activity for women in Northern Ireland is among the lowest of the UK regions. Reviewing recent research, explores possible causes, and goes on to examine similarities and differences in Catholic and Protestant women′s participation in paid work.
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John Muzam, Jacek Bendkowski, Pascal Muam Mah and Polycap Mudoh
The study discusses the importance of workplace learning in the current era of work and how organisations are shifting their focus toward employee learning and development. It…
Abstract
Purpose
The study discusses the importance of workplace learning in the current era of work and how organisations are shifting their focus toward employee learning and development. It highlights the need for employees to continuously up-skill themselves to keep up with the demand for skills. The purpose of this study is to introduce a modern approach to evaluating workplace learning to promote and enhance better performance within the workplace.
Design/methodology/approach
It introduces a deep modern learning approach called “behavior-oriented drive and influential functions of formal and informal learning”. The study also develops the concept of the “Study, Plan, Do, Check, and Act” framework to simulate practise and theory within and outside of work to allow continuous improvement, learning new workplace tools, and bridging digital transformation challenges. The study highlights that workplace learning occurs in a variety of contexts and uses various tools, which poses challenges for the design and development of technology that supports and analyses workplace learning.
Findings
Based on behaviour-orientated drive and influential functions for formal and informal learning, a grade of 6.54% days was registered for formal learning tools and 4.89% days for informal learning tools. From the statistics in this study, This study concluded that informal learning tools contribute more to the development of the workplace than formal learning. In informal learning, employees act autonomously at their own will and pace to obtain the required knowledge. The time to acquire knowledge through informal learning tools is shorter than in formal learning. Future relevant research should review more learning tools for formal and informal learning.
Practical implications
Modern workplace learning is a key tool for organisations to gain a competitive advantage. Learning based on formal training and development programs, informal learning and knowledge sharing influence the development of human capital resources.
Originality/value
The study combines social science and engineering approaches to enable non-engineers to pioneer execution of tasks and examine their performance based on the approach detailed in the results, methodology and discussion sections. It contributes to the field of learning organisations and organisational learning by exploring the learning processes of modern professionals. By investigating the learning practices and experiences of knowledge workers, this study seeks to identify the factors that promote or learn and the impact of learning on the workplace.