Ursula Quinn, Rab Larmour and Nicola McQuillan
In the past ten years there has been an unprecedented growth in thenumber of small firms. This growth has taken place within thehospitality industry as well as within other…
Abstract
In the past ten years there has been an unprecedented growth in the number of small firms. This growth has taken place within the hospitality industry as well as within other elements of the service sector. Examines some of the factors which have prompted growth of the small firm as well as some of the personal characteristics of the individuals who run these small firms. Draws on research into small firms undertaken throughout Northern Ireland and takes an in‐depth look at one successful small firm, Manor House Catering Services.
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Placement is an important component of third level hospitalitymanagement programmes and is one of the most vital experiences on whichgraduates base their career aspirations. The…
Abstract
Placement is an important component of third level hospitality management programmes and is one of the most vital experiences on which graduates base their career aspirations. The effect of changing demographics on the workforce is likely to have an impact on the way hospitality employers recruit and retain managers. At present, however, significant numbers of graduates are turning their backs on the industry. The onus is on educators and industry to ensure that the placement experience is as rewarding as possible. Presents a developing model of good practice based on the tripartite relationship between the University of Ulster, the student and Ryan Hotels. Demonstrates the need for colleges to build up successful relationships with individual companies and calls on colleges to invest the necessary resources in the placement function. Companies must develop a professional attitude towards placement and students should be positive and forthright in their attitude to the whole process.
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For many years, science fiction has been perceived as “rayguns and rocket ships” boys' literature. Any number of impressionistic and statistical studies have identified the…
Abstract
For many years, science fiction has been perceived as “rayguns and rocket ships” boys' literature. Any number of impressionistic and statistical studies have identified the typical SF reader as male, between the ages of twelve and twenty and, in the case of adults, employed in some technical field. Yet I continually find myself having conversations with women, only to find that they, like myself, began reading science fiction between the ages of six and ten, have been reading it voraciously ever since, and were often frustrated at the absence of satisfying female characters and the presence of misogynistic elements in what they read. The stereotype of the male reader and the generally male SF environment mask both the increasing presence of women writers in the field of science fiction and the existence of a feminist dialog within some SF novels. This dialog had its beginnings in the mid‐sixties and is still going strong. It is the hope of the feminist SF community that this effacement can be counteracted.
This article considers ways in which the implementation of children's rights can be measured in law, policy and practice. It identifies best practice and lessons to be learnt when…
Abstract
This article considers ways in which the implementation of children's rights can be measured in law, policy and practice. It identifies best practice and lessons to be learnt when undertaking the process of auditing the implementation of children's rights. It draws on the author's experience of four different research projects whose task was to measure the extent to which children's rights were being protected and promoted. The article highlights the value of rights‐based research, which attempts to operationalise children's rights by measuring their practical implementation with regard to international standards including the Convention on the Rights of the Child (CRC). It sets out the lessons to be learnt from such research, including how to develop appropriate and effective benchmarks, how to maximise existing standards to this end, and how to apply them in line with the general principles of the CRC.
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This paper aims to show how polarity coaching can foster meaningful change among executive clients through sponsoring a deeper understanding and acceptance of interdependent…
Abstract
Purpose
This paper aims to show how polarity coaching can foster meaningful change among executive clients through sponsoring a deeper understanding and acceptance of interdependent opposites.
Design/methodology/approach
The study explores what is required from the coach and the coaching relationship and how clients can be supported in overcoming polarity traps. A social constructionist and sense‐making approach to coaching is followed and the paper draws on relevant literature from the fields of psychotherapy, coaching, and dialogical change.
Findings
It is shown that before engaging in polarity coaching it is important for coaches to become aware of the polarity tensions that are prevalent in their own work and to explore their personal preferences when facing these tensions. A coach who is able to hold interdependent opposites with ease in the coaching encounter will allow clients to experience transformation on a deeper level.
Originality/value
The core of the paper is the polarity‐coaching model, which describes how coaches can guide their clients through a process of discovering polarized thinking, pole exploration, and boundary softening for becoming more comfortable with interdependent opposites. The paper will be of interest to those in the field of coaching executives.
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Nicholas J. Beutell and Ursula Wittig‐Berman
This paper aims to explore generational effects on work‐family conflict and synergy
Abstract
Purpose
This paper aims to explore generational effects on work‐family conflict and synergy
Design/methodology/approach
The design is cross‐sectional and investigates large US national probability samples. Multiple regressions and ANOVAs were used in the analyses.
Findings
Generational differences in work‐family conflict and synergy were found. Mental health and job pressure were the strongest predictors of work‐family conflict for each group. Matures were significantly more satisfied than baby boomers and generation Xers.
Research limitations/implications
All measures were self‐reports collected at one point in time. Thus, common method variance may be an issue and causal inferences cannot be made. Life stage and family stage differed for the generational groups and this should be explored in subsequent research.
Practical implications
Managers and human resource professionals need to consider generational differences in work‐family program design and monitor patterns of program usage for each group. Generation X members are particularly concerned about work/life balance.
Originality/value
This is the first paper to investigate generational issues affecting work‐family conflict and synergy. The findings are particularly relevant to managers and human resource professionals.