Stuart Ross and Michelle Hannan
The current emphasis in anti‐money laundering (AML)/ counter terrorist financing (CTF) regulation on “risk‐based” strategies means that regulatory, law enforcement and reporting…
Abstract
Purpose
The current emphasis in anti‐money laundering (AML)/ counter terrorist financing (CTF) regulation on “risk‐based” strategies means that regulatory, law enforcement and reporting agencies need to respond to money laundering and terrorist‐financing threats in ways that are proportionate to the risks involved. However, the way that risk is conceptualized remains vague, and the requirements on agencies imposed by the risk‐based approach involve a significant element of uncertainty. The paper addresses these issues.
Design/methodology/approach
This paper examines the attributes of risk as it applies to AML/CTF strategy in the context of regulatory risk and related forms of risk assessment, and argues that there are a number of conditions that must be met if risk‐based decision‐making for AML/CTF is to work effectively.
Findings
This paper argues that there are a number of conditions that must be met if risk‐based decision‐making is to work effectively. Three of the most important conditions are that there has to be agreement about what risk is being decided on; there must be explicit, quantifiable models of risk, and those responsible for developing and refining risk‐based decision models must have access to knowledge about the outcomes of assessments.
Originality/value
The paper identifies the need for fundamental changes in the relationship between the regulators and the regulated.
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Michael J. Hefferan and Stuart Ross
This paper aims to identify changes occurring within the property professions and at the same time focus on the changing structures of the tertiary education sector in Australia…
Abstract
Purpose
This paper aims to identify changes occurring within the property professions and at the same time focus on the changing structures of the tertiary education sector in Australia and how both of these will influence property/real estate education and research into the future.
Design/methodology/ approach
The paper reviews a range of published international material and conference papers mostly emanating from the Pacific Rim Real Estate Society (PRRES) a formal focus for property researchers, educators and practitioners from over 15 countries. Structured interviews with leading property academics were conducted along with the authors' direct involvement with the Australian Property Institute and their National Education Board.
Findings
There is a strong demand for tertiary/property real estate education, which will continue in Australia though with a likely wider base extending beyond the traditional valuation and analysis fields. However, given the significant emerging changes in the tertiary sector in Australia, certain universities will tend to focus in such specialist areas.
Research limitations/implications
It would appear that this is not a widely researched area outside the PRRES group. The findings, however, are sound and have important implications for education and research in this critical economic sector.
Practical implications
The findings should help better refine the academic offer and research initiatives developed by those individual universities as they seek to establish their market niche. Whilst this paper applies particularly to the Australian context, observations regarding changing demand will be of wider interest and assistance.
Originality/value
This paper for the first time considers the changing demand for real estate / property graduate courses and demands for research in this field against the backdrop of contemporary change in the tertiary sector in Australia.
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This chapter documents how eugenics, scientific racism, and hereditarianism survived at Harvard well into the interwar years. In the late 1920s and early 1930s, Thomas Nixon…
Abstract
This chapter documents how eugenics, scientific racism, and hereditarianism survived at Harvard well into the interwar years. In the late 1920s and early 1930s, Thomas Nixon Carver and Frank W. Taussig published works in which they established a close nexus between an individual’s economic position and his biological fitness. Carver, writing in 1929, argued that social class rigidities are attributable to the inheritance of superior and inferior abilities on the respective social class levels and proposed an “economic test of fitness” as a eugenic criterion to distinguish worthy from unworthy individuals. In 1932, Taussig, together with Carl Smith Joslyn, published American Business Leaders – a study that showed how groups with superior social status are proportionately much more productive of professional and business leaders than are the groups with inferior social status. Like Carver, Taussig and Joslyn attributed this circumstance primarily to hereditary rather than environmental factors. Taussig, Joslyn, and Carver are not the only protagonists of our story. The Russian-born sociologists Pitirim Alexandrovich Sorokin, who joined the newly established Department of Sociology at Harvard in 1930, also played a crucial role. His book Social Mobility (1927) exercised a major influence on both Taussig and Carver and contributed decisively to the survival of eugenic and hereditarian ideas at Harvard in the 1930s.
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Within the historical development of the modern corporation there are slow and sweeping cycles of change in which some managerial specialties come to the fore, while others wane…
Abstract
Within the historical development of the modern corporation there are slow and sweeping cycles of change in which some managerial specialties come to the fore, while others wane. The present epoch of the U.S. corporation unquestionably belongs to the experts in financial technique, deployment, and manipulation.
Jason Morris and Victoria Knight
The purpose of this paper is to set out an approach to innovation in criminal justice settings that gives service users a “voice” through the co-production of digital content…
Abstract
Purpose
The purpose of this paper is to set out an approach to innovation in criminal justice settings that gives service users a “voice” through the co-production of digital content designed for services that promote desistance. The authors describe the benefits and challenges of involving service users in co-creating mediated digital content within a co-production framework.
Design/methodology/approach
This paper presents a new methodology for developing desistance-oriented programmes. The authors draw on a distinctive co-production exemplar within a prison setting that captures the perspectives of people who have shared their voices and the authors begin to explore the impact that co-production has had for them and for the service.
Findings
The testimonies of service users involved in this exemplar provide insights into the benefits and challenges of co-production in the criminal justice system more broadly.
Practical implications
Co-production is a credible service design strategy for developing digital services in prisons and probation; Complementary Digital Media (CDM) provides a promising pedagogical approach to promoting desistance; CDM enables service users to share their voice and stories to assist their peers. Digitally enabled courses to promote desistance can be well suited to peer support delivery models.
Originality/value
CDM is a novel approach that uses co-production to create highly tailored content to promote desistance in discrete target groups. CDM can be used to digitalise processes within traditional offending behaviour programmes (OBPs). It can also enable the development of innovative toolkit approaches for flexible use within day-to-day therapeutic conversations between service users and criminal justice staff or peer supporters. CDM thereby offers practitioners in criminal justice settings an entirely new set of evidence-informed resources to engage service users.
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The purpose of this paper is to critically assess the degree to which current union learning strategy and practice in the UK can become a catalyst for greater activism and…
Abstract
Purpose
The purpose of this paper is to critically assess the degree to which current union learning strategy and practice in the UK can become a catalyst for greater activism and participation by their members in the workplace and beyond. To this end, the paper seeks to draw on the rich heritage of pedagogic theory and practice in adult education writing to bring a fresh perspective to a key aspect of industrial relations.
Design/methodology/approach
Through a meta-analysis of the current literature on the role of union learning representatives, learning centres and the context of that learning, the paper seeks to enhance understanding of how such initiatives in addition to upskilling workers lead to members' greater enlightenment with respect to the asymmetric power relations within the workplace and society. Using a conceptual model devised by the author from Freirean theory, this potentially increased awareness of their position in the organisation and society leading to greater levels of subsequent activism and participation by these learners is then critically assessed.
Findings
Utilising the radical perspective of Paulo Freire, the article critically analyses the key elements of current union learning strategies in the UK. The paper concludes that union pedagogy strategy not just often raises members' awareness, as Freire would advocate, of their “subordinate” position in society, but potentially also genuinely equips them with the skills, knowledge and understanding to challenge that position through subsequent union activism and, therefore, greater participation in decision-making in the workplace. Union-facilitated learning, it is argued, can also develop the skills and knowledge necessary to increase members' job security.
Originality/value
To the author's knowledge, this is the first time that a Freirean analysis has been applied to this key element of contemporary trade union strategy and practice. In particular, the study seeks to also go beyond most studies of union pedagogic approaches and focus on the learner's journey and how this may imbue a propensity to become more active in the union and, therefore, the workplace.
Trevor Gerhardt and Roman Puchkov
This paper explored collective grief through the case of a Business Management College which suddenly and unexpectedly went into administration. The aim was to gain and apply…
Abstract
Purpose
This paper explored collective grief through the case of a Business Management College which suddenly and unexpectedly went into administration. The aim was to gain and apply insight to future crises in collective grief such as what occurred during Covid 19.
Design/methodology/approach
120 EVRE submissions with weekly reflective journal entries and 121 Capstone submissions including reflections were analysed as secondary textual data using content-thematic analysis and inferential statistics.
Findings
This study confirms the theory that grief is not linear. However, even though no positive correlation was found between two different cohorts (EVRE and CAPP submissions), who did experience the same crisis in different ways, those people did all seem to share the stage of avoidance.
Research limitations/implications
The textual data was limited in scope as not all students chose to express their grief through the written submission or the Kubler-Ross lens.
Practical implications
This research does suggest that initially, institutional responses to collective grief should address initial stages of “avoidance”.
Social implications
In responding to collecting grief, such as Covid 19, institutions need to recognise the non-linear process of grief and not expect a “one-size-fits-all” approach to be a viable solution.
Originality/value
There is not much research available looking at student experience and emotional pressures (if at all) collectively during a crisis.
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Describes research into managers′ experiences of significantorganizational change attempts. The research project was aimed atdeveloping frameworks which: describe, illuminate and…
Abstract
Describes research into managers′ experiences of significant organizational change attempts. The research project was aimed at developing frameworks which: describe, illuminate and enable a better understanding of managers′ journeys through organizational change; serve as a template for bringing together the very diverse and fragmented literature relating to individuals experiencing change; highlight issues and pointers for the design and facilitation of effective organizational change initiatives. The first part describes the context, spirit, intentions, sample and methodology of the research. Also, reviews a broad range of literature which can inform our understanding of individuals in change. Propounds the need to open up the “real world” of organizational change, as perceived and experienced by managers, rather than any “ideal” view of how that world is desired or supposed to be. Presents and discusses research findings on the sensed and initiating “primary” triggers for change‐that is, the formal and communicated organizational change objectives; and the perceived and felt “secondary” triggers for change‐that is, the issues raised by, and the implications of, the organizational changes for individual managers. The second part presents a framework depicting the phases and components of managers′ journeys through organizational change. On the framework, the experience of managers can be located, in terms of their thoughts, feelings and behaviours, as the processes of change unfold. While each manager′s journey was found to be unique, the framework proved to be ubiquitous in enabling the mapping of all the managers′ journeys, and it also accommodates literature on phenomena as diverse as learning, personal transition, catastrophe and survival, trauma and stress, loss and “death”, and worry and grief. The findings emphasize the profoundness and deeply felt emotionality of many managers′ experiencing of change in organizations. Finally, identifies the outcomes of managers′ journeys through significant attempts at organizational change. Also presents the reported helping and hindering factors to those journeys. Implications of these findings are pursued, particularly in terms of the leadership and development roles and behaviours required, if the organization and its management are to move beyond simply requiring change towards actively facilitating its achievement.