bluuebunny/crossref_metadata_2025 huggingface dataset:
Women’s networking across boundaries: recognizing different cultural agendas
Authors: Travers Cheryl , Stevens Samantha , Pemberton Carole
Published: July 2002

Networking is increasingly being seen as a crucial skill associated with career success. Presents the findings of a study into the attitudes towards networking of a sample of women from the UK, Spain and the USA. A prior questionnaire‐based study of members’ needs, perceptions and expectations with the European Women’s Management Development Network suggested some cross‐cultural differences in networking attitudes and behaviours. In order to investigate these further, the questionnaire used was further developed and distributed to women’s networks within the USA, UK and Spain. The results indicate differences between the three countries in terms of a whole range of networking issues, leading to the categorization of American women as instrumentalists, UK women as developers, and Spanish women as socialites. Discusses the importance of developing a further understanding of networking practices and motives across cultures and suggests further research.
Gender issues in management education: a new teaching resource
Authors: Smith Catherine R.
Published: July 2002

Discusses the gendered culture of management education and its role in perpetuating a gendered culture of management, which in turn inhibits the equitable progression of women through the ranks of management. Reports findings from a recent Australian survey which revealed a masculine bias in management education, which disadvantages both female and male learners. Perceived gender paradigms of male educators may result in women learners being more disadvantaged than men, and issues of concern to male students can cause much greater concern to their female counterparts. The research led to the production of an award‐winning video, Gender Issues in Management: Capitalising on Awareness of Diversity. This constitutes an additional teaching resource for management educators, trainers, consultants and others working on diversity issues.
Culture’s consequences: organizational values, family‐friendliness and a level playing field
Authors: Burke Ronald J.
Published: July 2002

Examines the relationship of organizational values and measures of family‐friendliness and presence of a level playing field. Family‐friendliness refers to the presence of supportive work‐family conflict. Level playing field measures include the absence of gender bias and a commitment to fairness in decision making. Data were collected from 1,608 women and men employed in the same large professional services firm using anonymously completed questionnaires. The same organizational values were related to both family‐friendliness and level playing field measures. These included respect among co‐workers and balance to self, family, community and the firm. However, these values were relatively uncommon in the firm. Offers implications for management and organizations.
Position power and women’s career advancement
Authors: Mae Kelly Rita , Dabul Marin Amy J.
Published: July 2002

An instrument for assessing job advancement potential in organizational contexts was developed and administered to a sample of professional females. The Power and Fast Track Job (PFTJ) scale included items measuring organizational power, employee recognition, mentorship, and job flexibility/autonomy. As expected, the PFTJ scale was found to be positively related to self‐reported career success, perceptions of leadership ability, and company support for equal opportunities in the workplace. In addition, follow‐up data indicated that scores on the PFTJ scale were useful in predicting subsequent job promotion or demotion in the current sample. These preliminary findings suggest that the PFTJ scale might have some potential utility as an assessment tool for female professionals seeking job advancement. However, women who rated their jobs as having greater power and fast track potential were also more likely to experience work/family role conflict, and reported less job satisfaction. The costs and benefits associated with jobs having advancement potential are discussed.
Barriers to women’s progression into nurse management in the National Health Service
Authors: Lane Nikala
Published: July 2002

Women are failing to enter senior management levels across all occupational groupings. Barriers to the progression of women into nurse management (NHS) are examined. Substantial evidence of gender‐based disadvantage is found. Women with dependent children, especially those working part‐time, are located in the lower nurse grades irrespective of their qualifications and experience. The resultant outcome is one where otherwise comparable groups of female nurses experience unequal access to the nurse management grades. Three problems are identified: the low status of part‐time work; inflexible working practices and management inertia. Therefore, despite rhetorical support for the introduction of initiatives which would overcome some of these barriers, little has materialised by way of introducing such initiatives.
British South Asian women managers and professionals: experiences of work and family
Authors: Kaur Rana Baljit , Kagan Carolyn , Lewis Suzan , Rout Usha
Published: July 2002

Even though an increasing number of British South Asian women have moved into paid employment over the years as a reflection of social and cultural mobility and change, their work‐family experiences are not widely reported. This paper examines the experiences of British South Asian full‐time managerial or professional women combining work and family life. A qualitative study based in the north‐west of England was conducted utilising semi‐structured interviews with 17 women. Five themes are discussed: cultural influences on domestic responsibilities; additional responsibilities and commitments to extended family and community members; work‐family priorities and “superwoman syndrome”; stereotypes of roles and responsibilities at work; and experiences of discrimination. Managerial or professional British South Asian women are subjected to the same cultural family commitments and expectations as other non‐professional British South Asian working women. Practical implications of the findings are related to managing diversity approaches and organisational culture change.
An exploration of the current under‐representation of senior women managers in Australian universities
Authors: Tilbrook Kerry E.
Published: July 2002

More than a decade after Australian universities first responded to the requirements of the EEO/AA legislative framework, women remain marginalised and seriously under‐ represented in Australian universities. This paper provides a snapshot of the current status of women’s participation in the senior levels of universities and examines some of the reasons why universities are still providing a “chilly climate” for women and other minority actors. It is argued that Australian universities can no longer afford to frustrate, alienate and marginalise some of their most creative organisational actors when they are facing a new era of rapid change and competition.
Women in management: a Malaysian perspective
Authors: Koshal Manjulika , Gupta Ashok K. , Koshal Rajindar
Published: July 2002

Surveys of women in management postitions in the USA and elsewhere have indicated a notion of masculine managerial model of “organizational man”. Malaysia presents an interesting case study on attitudes towards women managers because it is a society undergoing rapid changes from its strong traditional religious and cultural norms to modern values about women. This study focuses on the perceptions of Malaysian men and women executives about the female managers in corporate Malaysia. Specifically, the study examines the organizational environment for women managers in Malaysia, how men and women at different ranks feel about women’s advancement in the organization, the differences in the leadership styles of men and women managers and their effectiveness in achieving organizational goals.
Women as managers in family firms
Authors: Cromie Stanley , O’Sullivan Sarah
Published: July 2002

Compares the career experiences of women managers who are members of the family that owns the organization and women managers who are not. Results of a survey show “women family managers” enjoy increased status, job security and flexibility. Many are able to take advantage of this flexibility to combine child rearing and career roles. “Non‐family women managers” perceive themselves as competitive and independent people, they have better academic qualifications and are less likely to be married and have children. However, both groups are unenthusiastic about their training, mentors and personal contacts and consider that career progress is easier for men. In general, all women managers feel they lack power and opportunities to make progress.
Gender on the agenda in management education?
Authors: Mavin Sharon , Bryans Patricia
Published: July 2002

Business/management schools may be currently using an exclusive approach to the study and development of management; by ignoring gender in this arena they are reinforcing the notion that women in management are invisible. Previous research suggests that there is a masculine bias in management education, which disadvantages both female and male learners and which may discourage managers from capitalising on gender diversity in the workplace. Discusses experiences of women academics and students in a business/management school and is based on the premise that change in management education will facilitate change in organisations. Therefore, rather than reinforcing the premise that management knowledge contributes to the maginalisation of women in management, argues that business/management schools should move to an inclusive approach, where management incorporates the experience and abilities of both men and women. Concludes by suggesting a number of initiatives to place gender on the agenda in business/management schools.
How Do We Handle Emergency Information in Our Borough?
Authors: Payne Warren
Published: July 2002

Observes one local borough′s handling of emergency information in cases
of crisis. Looks at the organizational aspects and in particular to how
specialized personnel can be brought into play – using a control centre
and a liaison controller. Goes on to show how this would be used and the
tasks of the principles involved.
Handling the Press
Authors: Payne Christopher F.
Published: July 2002

Major disasters make very newsworthy stories – not only because they are
unusual events but because of the human interest angle. No matter how
horrific the circumstances, the public seems to be fascinated by other
people′s misfortunes and the press and broadcasting media know it. The
manner of coverage and reporting often leads to criticism that the media
were intrusive and lacking in sensitivity, as in the live filming of the
Hillsborough disaster. The press and broadcasting agencies argue that
they have a right to report and comment on matters of public interest.
Moreover, they feel that matters of discretion and good taste should be
left to them. This calls for good relationships between the authorities
and the media. The aim should be to give accurate information and assist
reporters where possible, provided that the judicial process is not
compromised, operations are not hampered and there is no invasion of
privacy. In return, there are many ways in which the media can help the
authorities, for example by broadcasting messages, providing photographs
and newsreel film to assist enquiries and training personnel as
spokespersons. Such co‐operation is likely to be achieved through
sensible policies and good, workable press arrangements.
Trauma in the Aftermath of Organizational Catastrophe:
Authors: Barton Laurence
Published: July 2002

Literature of trauma in the workplace after an organizational
catastrophe often focuses on various aspects of a critical incident
where data are more readily available because of organizational “pressure
points” – public relations, technology and the financial impact of a
disaster on a corporation. Highlights the fact that external public
rarely express concern or even interest in the mental health of workers
in an organization perceived as being responsible for a catastrophe.
Provides results from recently published studies that reveal workers
experience some trauma after a critical incident, ranging from mild
depression, to the onset of manic disease, to suicidal thoughts.
Scrutinizes the impact on departmental and organizational morale,
production and sustainability of key projects to comprehend the
organizational behaviour dimension of critical incidents in an
appropriate context. Overviews the relationship of organizational
behaviour to crisis management and analyses the impact of trauma upon
workers at one department of large oil exploration company operating in
Alaska. Reaches beyond anecdotal surveys to include an analysis of
employee turnover in the immediate department of that company after four
workers had been badly injured in a serious industrial accident. Results
suggest attention must be paid to stress and trauma by employees who
witness organizational catastrophes.
Psychiatric Admissions and the Gulf War
Authors: Granot Hayim
Published: July 2002

Between 18 January and 28 February 1991, Iraq fired 39 Scud missiles at
Israeli cities in 19 separate attacks. They caused extensive property
damage but fewer casualties than anticipated. Statistical evidence of
serious psychiatric reactions to the war experience both immediately and
after a delay of several months is sought, based on official Ministry of
Health morbidity records for psychiatric facilities over the thee‐year
period, 1990‐1992. Psychiatric admissions data produced no statistical
support for the thesis that the Gulf War and missile attacks caused
extensive long‐term stress.
Uses of support in an evolving war event
Authors: Elraz Iehudit , Osmo Rujla
Published: July 2002

Examines the relationship between sources and functions of support
in the context of an evolving stressful event – the Gulf War. Data
were obtained through questionnaires filled out by 261 parents sampled
throughout comprehensive schools located in two different areas of
Israel (damaged and undamaged by missile attacks). Respondents assessed
the extent of support received from a list of sources, designated three
preferred sources, and rated the amount of informational, instrumental
and/or emotional support provided by these referred sources, at three
different periods of the event: waiting, impact and recovery. Findings
indicate that different sources of support, fulfilling different
functions, were utilized over the course of the event, and that changes
in sources and functions were related to the changing circumstances of
the war. Gives empirical validation to the concept of matching the
evolution of a stressful event to specific uses of social support.
Considers implications for social work practice.
Personality and emergency command ability
Authors: Flin Rhona , Slaven Georgina
Published: July 2002

A relationship between personality and incident/emergency command ability is often assumed to exist, yet little research has explicitly examined such a relationship. Good leaders in emergencies are expected to be calm, decisive under pressure and confident in action. Such qualities, by their very nature, are difficult to gauge in standard selection procedures. This presents organizations with the problem of how to determine whether someone possesses the right personal qualities and skills for a command position. Investigates the potential contribution of a personality questionnaire to the prediction of command and crisis management ability of offshore installation managers (OIM). In an emergency, they are expected to take command and ensure the safety of offshore personnel, which may include their safe evacuation. A total of 154 OIMs completed the Occupational Personality Questionnaire Concept 5.2, of whom 93 were rated by trainers on their ability to deal with a simulated offshore emergency. Discusses correlations of their personality scores with performance ratings and revealed few significant results and the difficulties of finding a test of emergency command ability.
Post‐event support for disaster workers: integrating recovery resources and the recovery environment
Authors: Paton Douglas
Published: July 2002

The recognition that disaster workers may be victimized as a consequence of fulfilling their disaster relief role has resulted in the development of several interventions to assist their recovery. Psychological debriefing is a prominent support resource. Uses recent concerns over the effectiveness of debriefing to frame a discussion of the nature of recovery and the longer‐term determinants of its effectiveness. Focuses on the role of social, psychological, familial and organizational factors as determinants of the quality of recovery. Discusses the implications of these factors for the design and delivery of support resources for disaster workers.
The man‐machine interface and its impact on shipping safety
Authors: Goulielmos Alexander , Tzannatos Ernestos
Published: July 2002

The significance of operational human errors in shipping safety has widely been recognized. The accumulation of many shipboard operations on the bridge of the ship demands that a high level of efficiency must be ensured. Discusses the efficiency of the interface which depends on the success of incorporating the human factor in the engineering systems of ship control. At the time of diminishing crew quality, the bridge operator’s confidence, competence and communication capability must be in co‐ordination with the technology provided by these systems. Suggests that the areas of limitation in the bridge‐operator interface must be identified and the course of action for optimizing this critical relationship for safety must be determined.
Health promotion in the workplace: a missed opportunity?
Authors: McGillivray David
Published: July 2002

Looks at the trend in the UK towards workplace health promotion (WHP) and, in particular, with one facet of WHP, namely workplace fitness provision (WFP). Contends that the state, organisations and individuals each fail to maximise their benefits from provision. Draws attention to inherent tensions between governmental policy rhetoric and the organisational and individual reality within the workplace. Concludes that WFP currently represents a missed opportunity. Governmental aims for improved public health are misguided given the instrumental approach taken by organisations towards WFP, especially as WFP has tended to reinforce inequalities found in the public leisure sector with regard to user profiles. If there is indirect discrimination in employment because of non‐participation in such initiatives then the achievement of public health objectives, reductions in employee absence rates or the achievement of healthy workforces will remain a pipedream.
Rethinking young people’s drug use
Authors: Aldridge Judith , Parker Howard , Measham Fiona
Published: July 2002

Reports on a unique five‐year longitudinal study of several hundred English 1990s adolescents, exploring how they make decisions about whether to try or use illicit drugs. Shows how young people make and re‐make decisions and journey down distinctive drugs pathways as abstainers, former triers, those in transition and those who are current, regular drug users. Discusses how official interventions (particularly drugs education) have only marginal impact on a generation of drugwise youth, because they fail to understand the complexities of these decisions.
Eating disorders and adolescents: what are the issues for secondary schools?
Authors: Ransley Joan K.
Published: July 2002

Medical research indicates a prevalence of approximately 1 per cent for both anorexia and bulimia nervosa among adolescent females, with most new cases diagnosed in mid‐ to late adolescence. This age group embraces the upper end of the secondary school population. Based on the current prevalence rates, it is likely that in a typical comprehensive school of between 1,500 and 2,000 pupils, up to 20 could have an eating disorder. Larger numbers of pupils will have developed some of the symptoms of an eating disorder. These may include restricting food intake, weight loss, self‐induced vomiting, chewing and spitting out food, and bouts of chaotic overeating. While these do not constitute all the symptoms necessary to make a diagnosis of eating disorder, they may be regarded as either a “subclinical” variation of the illness or the early manifestation of an eating disorder. For many pupils, the antecedents of an eating disorder will be in place at a very young age. The number of pupils suffering from eating disorders and the long‐term co‐existing diseases (such as osteoporosis) which develop as a result of them raise a number of important issues for schools and teachers working with secondary school aged‐pupils ‐ particularly, the role schools and teachers should play in the prevention, early detection and intervention of eating disorders.
Feasibility evaluation of Not On Tobacco: the American Lung Association’s new stop smoking programme for adolescents
Authors: Horn Kimberly , Dino Geri , Gao Xin , Momani Aiman
Published: July 2002

Presents a feasibility study on the American Lung Association’s new teenage smoking cessation programme, Not On Tobacco (N‐O‐T). Examines participant and facilitator reactions to N‐O‐T, facilitator training, recruitment, participant attendance and retention, and immediate post‐programme efficacy. Programme efficacy was assessed by comparing the quit rates and mean cigarette reduction of high school smokers who received N‐O‐T with those receiving a brief intervention. Findings regarding programme acceptability, facilitator training, recruitment, and attendance and retention were consistently positive. Evaluation data suggested that N‐O‐T is “user friendly” and acceptable for use in school settings. The programme had a significant impact on both quitting and smoking reduction, and furthermore, appeared to be effective for males and females and for young people from different geographic areas.
Modelling for the future
Authors: Winterton Andy
Published: July 2002

Discusses business risk modelling and how it has changed from its earlier days and its, then, less complexity. Looks at the concept of value‐at‐risk (VAR) and develops its impact on financial institutions and further examines thoroughly all the variants of VAR. Examines VAR for both corporates and business risk modelling, and presents the results from data collected with the use of a table and figure to emphasize the results in toto. Sums up that VAR adds value to risk management and emphasizes that it is a very powerful technique and a useful addition to every corporate treasurer.
CPD: Professional Development – Continuing and Compulsory?
Authors: Noon Patrick
Published: July 2002

Continuing professional development is one of the major attributes that
defines professional status. The LA′s new Framework for CPD provides an
innovative and useful tool to help those in the library and information
profession to take responsibility for their own CPD. But why is the
scheme only voluntary? Would making CPD compulsory improve the service
we deliver to our users and improve our professional image? Uses
examples from other professions to explore this important issue.
Staff perceptions of careers information
Authors: Greer Paul , Caulton Tanya
Published: July 2002

Reports on the results of a questionnaire distributed to the staff of a Careers Service regarding the provision of information. Examines the role of the Careers Service and the staff’s knowledge of the material. Concludes that there should be a clear philosophy of the role of information, better communication between management and staff and improved advertising and marketing strategies.
Strategic human resource management: performance, alignment, management
Authors: Baker David
Published: July 2002

This article looks at current trends in human resource management (HRM) and the relatively new concept of strategic HRM (SHRM) with special reference to the United Kingdom (UK) Higher Education (HE) community. The article reviews recent management theory in the field and considers how it can usefully be applied in a practical context. The second part of the article concentrates on specific issues relating to employment relations in HE with special reference to the University of East Anglia (UEA).
Effective facilitators – a key element in successful
continuous improvement processes
Authors: Perry Lesley
Published: July 2002

Explores the role of the facilitator in the implementation of a
total quality management or continuous improvement process. Many
organizations, having planned their goals for the future, have
difficulty in understanding the process of reaching them. The role of
the facilitator in helping determine how to achieve these goals and
bring about the changes necessary to do so is described by one of the
country’s leading business improvement consultancies. The development of
the world‐class company is explained in three stages: survival;
prevention; and continuous improvement. Gives guidelines on: the
selection of facilitators; their commitment to the role; training and
skills development; how the role develops through time; and the
challenges to be faced.
Quality measurement and quality assurance in higher education
Authors: Welsh John F. , Dey Sukhen
Published: July 2002

This paper discusses the notion of quality measurement and describes the role of an enterprise‐wide, technology‐based continuous Quality Measurement System (QMS2000) in the quality assurance program at the University of Louisville. QMS2000 is a relational, interactive information system that includes data from 273 student, alumni, faculty, staff, and employer satisfaction surveys that are linked to corresponding databases at the university. QMS2000 is on‐line, operating in a networked, client‐server environment that permits licensed users access to designated components of the system at any time from designated desktops at the university. QMS2000 users generate reports and perform advanced statistical analyses drawing from the databases. The data and reports are integrated into the accreditation, strategic planning, budgeting, outcomes assessment, and program review processes at the university. The paper closes with a discussion of the initial impacts of QMS2000 on the university’s efforts at quality assurance.
Discourses on research and the PhD in Design
Authors: Durling David
Published: July 2002

Art and design has recently seen considerable growth in PhD studies and in the UK the sector has been at the forefront in developing practice‐based doctorates. There is an ongoing debate about the nature and quality of these PhDs. There are residual confusions about practice and research, and wide variations in requirements across universities. In the UK, design has a long tradition of vocational education arising from well respected art schools, which for the most part have been absorbed into the modern universities. Generally, the award of first degrees across mainstream design dates back only three decades, the award of PhDs less than one decade. There is still a shortage of experienced supervisors and examiners who themselves hold the PhD and have deep knowledge of the process. A model specification defines clearly what is expected for the award of PhD in Art and Design.
A flexible approach to PhD research training
Authors: Frame Iain A. , Allen ILiz
Published: July 2002

The Wellcome Trust has reviewed the provision of PhD training from the viewpoint of the students and supervisors it funds; this paper presents evidence from these reviews. A number of factors affect the “success” of the PhD training experience; what is considered good (i.e. fit for purpose) PhD research training may be different for the student and the supervisor. Compares and contrasts the views of PhD students and PhD supervisors on a number of issues including reasons for doing a PhD, the purpose of PhD training and perceptions of the quality of PhD research training. Suggests that to support the different needs of students, supervisors and the science base, a flexible yet quality assured approach to PhD research training is required.
The Disempowering Logic of Empowerment
Authors: Collins David
Published: July 2002

Analyses the current focus on empowerment by tracing the changing
contours of involvement and participation, both in organizations and in
contemporary debate. Based on the changes in involvement strategies
– the move from indirect to direct participation and the move from
collective representation to individualized involvement and consultation
– argues that the logic underpinning interest in empowerment is
disempowering.
Empowerment: what it is and what it is not
Authors: Pastor Joan
Published: July 2002

Discusses empowerment in terms of common misunderstandings. Everybody talks about empowerment these days and many company leaders claim to be practicing it, but there are a great number of managers ‐ and employees ‐ who do not really understand what empowerment involves. As a result, many problems have arisen as confusion over decision‐making authority and access to information reigns supreme. Lays out, in a straightforward manner, what empowerment is, common misconceptions around it, and a process for increasing the chances that employees will be empowered with success.
How to use a two‐ product strategy against low‐price competition
Authors: Hilleke Klaus , Butscher Stephan A.
Published: July 2002

Many brand manufacturers are facing increasing competition from competitors entering the market with extremely aggressive prices. To face this new competition the branded manufacturers traditionally lower their own prices or do not react to such attacks at all. Both strategies are not optimal. A third alternative is the two‐product strategy which can be successful in many cases. This strategy foresees a second, lower positioned product to be added to the existing higher positioned brand product, which is targeted directly against the low‐priced competitors. The most important aspect for such a strategy is that the two products are differentiated strongly enough to minimize cannibalization. This can be achieved by differentiating brand, quality, price and/or distribution. A two‐product strategy has proven successful in many countries and markets, but can also help in a less competitive environment by opening new distribution channels or offering more customized products for specific market segments.
Ethics and information technology use: a survey of US based SMEs
Authors: Phukan Sanjeev , Dhillon Gurpreet
Published: July 2002

The purpose of this paper is to study the beliefs and attitudes of small‐ and medium‐sized enterprises (SMEs) toward the ethical use of information technology (IT). This research in progress paper presents findings from an “ethics survey” conducted in the USA. The initial data presented here suggest that even though IT has become an integral part of the US SMEs, there is a clear lack of awareness of basic ethical issues. The participants on this survey did not seem to understand the importance of their moral and ethical responsibilities in the use of IT. In a follow‐up of this study, we hope to extend and use the initial findings to conduct focused in‐depth interviews with some of the survey participants. In a subsequent stage we wish to conduct a similar research for large enterprises, so as to compare and contrast the extent of IT related ethical practices in businesses.
The utilization of trend analysis in the effective monitoring of information security. Part 2: the model
Authors: Botha Martin , von Solms Rossouw
Published: July 2002

A survey recently completed by the Computer Security Institute (CSI) and the Federal Bureau of Investigation (FBI) revealed that corporations, banks, and governments all face a growing threat from computer crime, and in particular computer hacking. Computer hacking activities caused well over US$100 million in losses last year in the USA and the trend toward professional computer crime, such as computer hacking, is on the rise. Different methods are currently used to control the computer crime problem, for example, by controling access to and from a network by implementing a firewall. As the survey highlighted, most of these methods are insufficient. New means and ways which will minimise and control the hacking problem must therefore continuously be researched and defined. Proposes a method, using trend analysis, that could be utilized to minimise and control the hacking problem in an organisation.
Protecting personal privacy on the Internet
Authors: Kruck S.E. , Gottovi Danny , Moghadami Farideh , Broom Ralph , Forcht Karen A.
Published: July 2002

The rapid advance of technology has permitted the creation of vast amounts of information, both on and off the Internet. The public is only just beginning to realize how this information, especially personal information, may be used in ways that may not be acceptable. Laws across different countries are often conflicting, making it difficult to control how personal information is being used and how individual privacy is being violated. The solution to this problem lies somewhere between government, industry, and the individual. This paper discusses the current state of personal privacy in each of these three areas.
Predictors of learning organizations: a human resource development practitioner’s perspective
Authors: Griego Orlando V. , Geroy Gary D. , Wright Phillip C.
Published: July 2002

Seeks to find predictors of learning organizations as determined by Marquardt’s Learning Organization Profile (1996). For this study, male and female professionals were asked to rate their perceptions about their organizations. They were asked to rate their organizational perceptions on rewards and recognition, training and education, information flow, vision and strategy, and individual team development. Finds that appropriate rewards and recognition are an undergirding structure to the learning organization and that an environment of knowledge sharing and learning systems is an indication of a learning organization. Results support the notion that interventions intended to aid in the metamorphose from a current organization state to that of a learning organization may wish to focus initially on these aspects.
Alchemy: the transformation to service excellence
Authors: Antonacopoulou Elena , Kandampully Jay
Published: July 2002

This paper provides a critical examination of how service value can be enhanced and the subsequent transformation of that knowledge into an organisation‐wide learning process. In particular, it concentrates on the role of people in creating and adding value to services by highlighting some of the contextual factors which may potentially facilitate the value‐adding dimensions that personal input can bring to service delivery. Offers a new conceptualisation of quality service by promoting the notion of “alchemy”, and addresses the crucial role performed by people. Argues that service alchemy provides an opportunity for organisations to improve, attain and maintain excellence.
Managerial perceptions of barriers to becoming a “learning organization”
Authors: Hodgkinson Myra
Published: July 2002

This paper is concerned with identifying, from an organizational perspective, the concept of a “learning organization”. The first section briefly reviews the organizational learning, and business and management literature. The second part describes the research activity and outcomes from a group of middle managers employed in a large international company who are also postgraduate management students. These managers provide interpretations of a “learning organization” within the context of their working lives. The research was followed up three months later and explores whether there had been an attempt to introduce the concept (or aspects of it), the managers’ roles in this (if any) and barriers to its introduction. Finally the implications of adopting the concept for their PLC are examined. The paper concludes that institutions of higher education can have significant impact on introducing, through postgraduate study, concepts such as the “learning organization” to managerial practice.
The learning organisation ideal in Civil Service organisations: deriving a measure
Authors: Smith Kenneth D. , Taylor William G.K.
Published: July 2002

As part of the Government’s drive for responsive, high quality public services, the 1999 White Paper on Modernising Government suggested that the public service must become a learning organisation. Yet the application of the learning organisation ideal in public sector organisations is viewed in the literature as significantly constrained by a number of factors, including the obligation for public accountability. The research reported here sought to assess the feasibility of the learning organisation ideal for Civil Service organisations by devising and applying a measure comprising seven dimensions of organisational behaviour, drawn from the learning organisation literature, with an eighth dimension of “notions of accountability”. In 1996 all Civil Service organisations were placed under an injunction to achieve accreditation as Investors in People (IIP). The research offered an opportunity to assess the extent to which striving for this contributes to progress towards the learning organisation ideal.
Organisational learning and knowledge assets – an essential partnership
Authors: Pemberton Jonathan D. , Stonehouse George H.
Published: July 2002

Competitive success is governed by an organisation’s ability to develop new knowledge assets that create core competences. While these exist in many forms, organisational learning is an integral feature of any learning organisation that exploits its knowledge resources to generate superior performance. This paper explores the ideas and links between organisational learning and knowledge management, making reference to a number of sectors and companies, and specifically the airline industry, arguing that the culture, structure and infrastructure of an organisation are essential elements that facilitate and nurture learning. As a consequence, core competences are built and developed within the learning organisation which, in turn, contribute to its competitive success.
Integrating organizational learning and business praxis: a case for intelligent project management
Authors: Cavaleri Steven A. , Fearon David S.
Published: July 2002

Organizational learning is a process that is naturally indigenous to a broad spectrum of organizations, such as tribes and extended families. In the course of history, modern organizations have often evolved in a direction that emphasizes the machine‐like qualities of organizations and diminishes the importance of natural processes. While the importance of organizational learning for innovation and competitiveness is widely acknowledged, it often becomes relegated to being a cumbersome adjunct to existing mechanical processes, rather than serving as an integral element of an organization’s core processes. In this article, we propose that project management structures provide a natural home for organizational learning. A model is developed that explains how organizations can benefit from the potential synergies that result when organizational learning and project management become integrated together.
Leadership and learning organisations
Authors: Mahoney Ray
Published: July 2002

Considers the concept of the learning organisation and the role of leadership in creating an environment for such a thing to exist. It introduces the recipe used by the author for 20 years, to assist groups and individuals involved in “action learning”. It does not offer any magical solutions to creating the perfect organisation, or for solving people problems, because the author believes we are dealing with the human condition which in his view is not perfect. He argues that leadership should exist at all levels in the organisation and that directors and senior managers have a major responsibility in encouraging this to happen. Finally, it offers some questions you may ask of yourself and colleagues when deciding if your organisation is a learning one with good leadership.
The learning organization: “change proofing” and strategy
Authors: Drew Stephen A.W. , Smith Peter A.C.
Published: July 2002

It is advantageous to link organizational learning with strategies for restructuring, business process re‐engineering and corporate transformation. Such radical change can best succeed if attention is first paid to overall organizational readiness. Suggests a framework for conducting this type of “change audit”. Concepts of the learning organization can be utilized to “change proof” the firm – to increase its capacity to withstand and exploit unexpected and rapid change. Makes recommendations for combining implementation of a learning approach to strategy with successful, proactive change management.
The third‐generation MBA
Authors: Carnall Colin
Published: July 2002

Examines the changes which appear likely in MBA programmes in the
next decade. Sets out a strategy to deploy an MBA as a global service
business. Examines the imperatives towards a competence‐based, quality
and personal development‐oriented MBA concerned more about learning
process than curriculum and content. Looks at the development of one MBA
programme as an example of a third‐generation MBA.
Intelligent support systems for organizational learning
Authors: Venugopal V. , Baets W.
Published: July 2002

In the current global competitive environment, if an organization
is to be successful, it has to be a learning organization. Organizations
learn from their assertive and adaptive interaction with the environment
and from their internal dynamics. Organizational learning needs to be
supported as external environments and internal dynamics of
organizations become more complex. Discusses different learning
processes and the different intelligent systems which can support and
enhance organizational learning. Finally, presents a conceptual
framework of an integrated intelligent system for supporting
organizational learning. Intends to be useful to both organizational
theorists/ practitioners and IT managers, who are involved in the
development and implementation of learning organizations.
Teamwork, chocolate and Alice
Authors: Burdett J.O.
Published: July 2002

Uses the story of Albert the tortoise to explain the principles of teamwork within an organization. Shows the benefits of this to the organization as a whole, and to Albert the tortoise, the embodiment of the steady worker.
How do workers learn in their work?
Authors: Gerber Rod
Published: July 2002

It is often assumed by management in different workplaces that the people who work there acquire their training before they take up a job or that they are trained in their job. Learning is a lifelong process that should be embraced by all workers. Increasing interest is being placed on companies as learning organisations in which the employees collectively contribute to the improvement of the workplace enterprise. However, modest attention has been paid to the ways by which people learn in their work. This article indicates, based on considerable worksite research, that how people learn in their work is a complex process characterised by a range of variations. Management in different worksites needs to understand the diversity of approaches by workers to learning in their jobs and offer opportunities for such activities to be continuous, reflective, individualised and/or collective. A more effective workforce will result if the workers can maximise learning in their work.
Managing learning: what do we learn from a learning organisation?
Authors: McHugh David , Groves Deborah , Alker Alison
Published: July 2002

Sets out the agenda for, and examines the findings from, the initial stage of a longer‐term project aimed at identifying the constraints which guide what are portrayed as self‐managed learning initiatives leading to the creation of “learning organisations”. At this stage the project has focused on qualitative research with informants and groups of practitioners in North‐West UK companies which have involved themselves in learning initiatives and analyses of official discourses and data relating to the criteria inherent in appraising such initiatives. The project has examined tacit agendas in training and development and concludes that the attempts to link individual development with organisational strategy inherent in the human resource practices necessary to underwrite a learning organisation can serve to restrict the possibilities of creating such an organisation.
Workplace learning: developing an holistic model
Authors: Matthews Pamela
Published: July 2002

Investigates the real meaning of workplace learning by looking at definitions used by academics to describe how individuals and organisations attach different meanings to the phrase. Goes on to suggest that for workplace learning to work in any situation, certain opportunities, conditions and features need to be in evidence, although workplace learning can take a variety of forms, including formal, informal and incidental learning. Looks at various learning paradigms and models, including the latest patterns of development and learning in response to new demands placed upon employees and organisations and uses the examples of the “new” universities in Australia to illustrate the increase in workplace learning. Concludes that there is increasing recognition for workplace learning, but that employees must realise the benefits of workplace learning in order for the organisation to evolve into a learning organisation.
Brand evaluations: a comparison of fixed price and discounted price offers
Authors: Suri Rajneesh , Manchanda Rajesh V. , Kohli Chiranjeev S.
Published: July 2002

While fixed price offers are quite common in the marketplace, there is limited empirical evidence that documents the effectiveness of these offers in comparison to price discounting tactics. Drawing on information processing theory we provide a conceptual framework that explains the differential impact of fixed price and price discounting tactics. The empirical study shows that consumers’ perceptions of quality and value for the product were higher when price information was presented in a fixed format (versus a discount). Furthermore, perceptions of sacrifice were higher in the discount format than the fixed price format. Overall, this study finds empirical support for the notion that fixed price formats may be more effective than price discounts.
Strategic brand alliances: implications of ingredient branding for national and private label brands
Authors: Vaidyanathan Rajiv , Aggarwal Praveen
Published: July 2002

Current research on brand alliances has focused primarily on alliances between two known, national brands. However, there is significant benefit to both parties in an alliance between a national brand and a private brand. Such alliances are gaining importance in the industry but have not been studied by marketers. The basic question explored in this study is whether using a national brand ingredient can benefit a private brand without hurting the national brand. First, a theoretical framework to explain how consumers may react to such an alliance is presented. Next, an experiment was conducted which showed that a private brand with a name brand ingredient was evaluated more positively. However, the evaluation of the national brand was not diminished by this association. Implications and future research directions are discussed.