Whoever is responsible in an organization for the assessment of human resources, and making sure that people are put into responsible and challenging positions at the right time…
Abstract
Whoever is responsible in an organization for the assessment of human resources, and making sure that people are put into responsible and challenging positions at the right time in their careers, has two burdens. The first is to ensure that available managerial talent is properly assessed, and that the portals are open to people with potential who may need to be brought in from outside to fill the gaps. The second burden is one which I suspect may not over the years have commanded as much attention as it deserves: a knowledge of the behavioural demands which a managerial job will make on the incumbent. The issue may well be clouded by the view that it is largely technical demands which have to be considered, and indeed they may be formidable enough to rule out most of the available talent when a key position is to be filled.
Having discussed the growth and current status of company occupational pensions and the claimed role of pension provision in fostering employee loyalty to an organisation, this…
Abstract
Having discussed the growth and current status of company occupational pensions and the claimed role of pension provision in fostering employee loyalty to an organisation, this paper reports the findings of a research study that investigated employees’ perceptions of these types of pension scheme, a perspective that has hitherto been somewhat neglected. The findings show that, although employees had joined a company scheme largely automatically as a concomitant of employment, their current assessments of, and concerns about, different aspects of occupational pension schemes are framed in more nuanced, instrumental and individualistic terms: the attractive features of these schemes are not so much those that provide security for the employee as “breadwinner” and their dependants as those that offer a cost‐effective way for the individual to build up a fund for their own, possibly early, retirement. Company pension schemes are seen more as contingent private transactions than as part of long‐term stable commitments by and to an employer. On the basis of this evidence, it is argued that, if the employer is perceived as merely one possible pension provider among many, any link between pension provision and employee loyalty or commitment, a link that was always tenuous, is extremely fragile.
Details
Keywords
In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of…
Abstract
In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.
Details
Keywords
The National Association of Schoolmasters has won a significant victory in Durham, and the nature of the victory demonstrates just how primitive is the state of relations between…
Abstract
The National Association of Schoolmasters has won a significant victory in Durham, and the nature of the victory demonstrates just how primitive is the state of relations between teachers and their employers. The NAS has simply taught a local authority that it cannot do just as it pleases within the formal limitations of the law, but must seek some moral authority for its actions. This is a lesson that the ATTI and the art teachers have notably failed to teach Harringey and Surrey.
This article explores the relationship, in the contemporary UK context, between employee retention and the provision by employers of occupational pension schemes. Several sources…
Abstract
This article explores the relationship, in the contemporary UK context, between employee retention and the provision by employers of occupational pension schemes. Several sources of literature are drawn on to develop cases for and against the proposition that pensions play a discernible role in reducing employee turnover. Original research carried out by the author is then presented which suggests that the retention effect is limited in terms of both its potency and its extent. A particular finding is the varying importance of pension schemes in terms of the retention of different staff groups.
Details
Keywords
Bruce Kemble reviews the pressure groups' reaction to Mrs Thatcher's appointment.
DESPITE the wide publicity given to rising energy costs, it is still not fully appreciated that small variations in the heating of a building can have a significant impact on the…
Abstract
DESPITE the wide publicity given to rising energy costs, it is still not fully appreciated that small variations in the heating of a building can have a significant impact on the final fuel bill. For instance, maintaining a building's temperature just 1°C above the required level means a 10% increase in the heating costs, while a 20 minute error in heating start time adds on a further 4%.
In the 'fifties and 'sixties the education industry mushroomed. Countries, notably America, broke through to a goal of democratised, mass higher education. The golden era had…
Abstract
In the 'fifties and 'sixties the education industry mushroomed. Countries, notably America, broke through to a goal of democratised, mass higher education. The golden era had dawned. Today, in contrast, in many western countries the euphoric bubble has burst. Education, particularly higher education, is viewed by many with a mixture of cynicism, sadness and puzzlement. The riots and fanaticism of the sixties, the neo‐fascism and thuggery of certain elements of the left in the seventies, have taken their toll. Why pay high salaries to under‐employed professors to educate activist students who hold society in co?
In this chapter, I examine stories that foster care youth tell to legislatures, courts, policymakers, and the public to influence policy decisions. The stories told by these…
Abstract
In this chapter, I examine stories that foster care youth tell to legislatures, courts, policymakers, and the public to influence policy decisions. The stories told by these children are analogized to victim truth testimony, analyzed as a therapeutic, procedural, and developmental process, and examined as a catalyst for systemic accountability and change. Youth stories take different forms and appear in different media: testimony in legislatures, courts, research surveys or studies; opinion editorials and interviews in newspapers or blog posts; digital stories on YouTube; and artistic expression. Lawyers often serve as conduits for youth storytelling, translating their clients’ stories to the public. Organized advocacy by youth also informs and animates policy development. One recent example fosters youth organizing to promote “normalcy” in child welfare practices in Florida, and in related federal legislation.
Details
Keywords
Matthew J. Hayes and Philip M. J. Reckers
Prior research in psychology reports an age-based bias against narcissists. We examine whether managers' reactions to narcissistic subordinates exhibit a similar bias. Using an…
Abstract
Prior research in psychology reports an age-based bias against narcissists. We examine whether managers' reactions to narcissistic subordinates exhibit a similar bias. Using an experimental method, where we manipulate subordinate narcissism, we find evidence of an age-based bias. Older managers react to a narcissistic subordinate by making conservative revisions to the subordinate's aggressive accounting estimates. They do so even at the cost of failing to meet a personally beneficial earnings target. A test of moderated mediation shows the actions of older managers (in their late 40s and older) were driven by their negative perceptions of the narcissistic subordinate. Our work demonstrates that not all individuals perceive narcissists the same way, and has implications for manger/subordinate relationships, and group dynamics involving mixed personalities and ages.