bluuebunny/crossref_metadata_2025_split huggingface dataset:
Dealing with mass death in disasters and pandemics
Authors: Scanlon Joseph , McMahon Terry 
Published: May 2011

PurposeThere are many differences in how authorities handle the dead during mass death incidents involving disasters and pandemics. These differences would suggest that planning for a disaster death and planning for a pandemic death should be done separately. This may be true to some extent, however, there are many similarities between the two that this article will seeks to examine. The main objective of this study is to show that planning for both disasters and pandemics should either be done by a single entity that coordinates both types of responses, or by agencies that communicate closely and frequently.Design/methodology/approachThis study compared mass death incidents predominantly within the Canadian historical record, including disasters and pandemics. It took a specific look at the influenza pandemic of 1918 in North America and how the dead were handled.FindingsBoth disasters and pandemics offer unique challenges in handling the dead and documenting the incident. In a pandemic the cause of death is usually clear, while in a disaster it is not always understood. However, the similarities they hold in common must not be overlooked. They will involve immense and complicated amounts of paperwork, cause a shortage of supplies (be it medical, food or otherwise) and create the need for assistance.Originality/valueThe research finds that though disasters and pandemics are often handled differently by the various agencies involved, they should be treated alike and dealt with in the same manner.
Measuring people's preferences for cyclone vulnerability reduction measures in Bangladesh
Authors: Asgary Ali , Halim Abdul 
Published: May 2011

PurposeThis paper aims to examine people's preferences for alternative cyclone vulnerability reduction measures in cyclone prone areas of Bangladesh.Design/methodology/approachA choice experiment (CE) method has been implemented based on the pressure and release (PAR) vulnerability model. Data were collected from a sample of households in two districts of Bangladesh in winter 2008.FindingsThe results of a choice experiment (CE) method conducted in selected areas of Bangladesh prone to cyclone hazards indicated that access to resources is viewed as the most influential factor in cyclone vulnerability reduction options. Findings support the pressure and release model (PAR) of vulnerability analysis. Access to training and education and cyclone warning systems are also found to have significant impacts on households' choices of cyclone vulnerability reduction. Structural mitigation measures and access to power and decision making, though significant, were found to have the least impact.Research limitations/implicationsThe paper shows that the choice experiment method is a good technique for understanding people's preferences for vulnerability reduction measures.Practical implicationsThe paper concludes with a policy recommendation for governmental and non‐governmental agencies to focus on vulnerability reduction measures that tackle the root causes of vulnerability.Originality/valueThis is the first time that the choice experiment method has been used for cyclone vulnerability analysis, and it provides quantitative supports for the PAR model.
Leadership in complex, stressful rescue operations
Authors: Sjoberg Misa , Wallenius Claes , Larsson Gerry 
Published: May 2011

PurposeThe purpose of the paper is to explore the universality of a qualitatively (grounded theory) developed model of leadership in complex and/or stressful rescue operations.DesignThe model was operationalised and tested on leaders (n=385) from the ambulance service, the police force, and the rescue services in Sweden. A questionnaire was operationalised from the codes and categories of the previously developed model.FindingsThe study showed that the most important factors in explaining the outcome of complex rescue operations were organisational climate before the incident, positive stress reactions, and personal knowledge of the co‐actors during the episode. Cases where the leader appraised that the situation could not be resolved with the available resources were characterised by less favourable ratings, irrespective of whether humans were perceived as being threatened or not. The strength of this controllability aspect was interpreted in terms of a professional action‐oriented identity.Research limitations/implicationsThe results were affected by a high dropout rate and the fact that there were comparatively few large‐scale rescue operations.Practical implicationsThe results may be valuable in both training and exercises with rescue operation commanders.Originality/valueThe paper presents a validation of a new, integrative, theoretical process model of leadership in complex, stressful rescue operations.
E‐recruitment creates order out of chaos at SAT Telecom
Authors: Pande Sharon 
Published: May 2011

PurposeThis paper aims to examine the reasons for, and success of, e‐recruitment at SAT Telecom, India.Design/methodology/approachThe paper focuses on the problems that SAT Telecom was facing with its traditional recruitment methods, why it chose the SAP e‐recruitment system and some of the lessons learned.FindingsThe paper reveals that savings of around 44 percent on recruitment costs have been identified. There is now less reliance on recruitment consultants and search agents. The average time to fill vacancies has fallen from 70 to 37 days. The cost per hire has dropped.Practical implicationsThe paper reports that SAT Telecom believes that it has covered the cost of its investment in e‐recruitment software in less than a year.Social implicationsThe paper claims that the e‐recruitment system could help SAT Telecom to recruit a more diverse workforce.Originality/valueThe paper highlights practical steps that companies can take to ensure the success of an e‐recruitment system.
Do your leaders pass the mirror test?
Authors: Briggs Hilary 
Published: May 2011

PurposeThis paper aims to encourage human resource (HR) specialists to challenge leaders to take responsibility for areas of underperformance in their organizations rather blaming others or circumstances. It also aims to argue that, by learning from their experiences, leaders can become stronger and fitter.Design/methodology/approachThe paper draws on the author's personal experience of leadership roles in multinational corporations and as a consultant working with small and medium‐size enterprises and corporate clients.FindingsThe paper concentrates on three areas for leaders to examine: how their strengths can become weaknesses; how they can miss seemingly obvious things; and how they handle people‐management issues.Practical implicationsThe paper suggests actions for leaders and HR specialists to mitigate the impact of the areas reviewed, such as increasing self‐awareness, including linking any tools such as 360‐degree feedback to a leader's personal examples, building diverse networks of contacts and dealing with any people issues in a systematic way.Social implicationsThe paper combines observations from more than 25 years of experience in diverse organizations and roles.Originality/valueThe paper targets leaders and HR specialists with an interest in developing leaders.
Australian firms fail to keep pace with rapid industrial‐relations reforms
Authors: Field James , Chelliah John 
Published: May 2011

PurposeThis paper aims to highlight the difficulties faced by employers in complying with a quick succession of industrial‐relations legislation changes in Australia in recent times.Design/methodology/approachThe paper draws on the results of a field survey of 352 Australian organizations undertaken between August and December 2009. The survey was completed by businesses in every state and territory in Australia except the Northern Territory. Collectively, the organizations surveyed employed more than 100,000 staff.FindingsThe paper reveals that the major challenge for most businesses appears to be the ability to maintain an effective human resources (HR) infrastructure to cope with the pace of industrial relations legislation changes in recent times.Practical implicationsThe paper gives an insight into the level of risk that Australian employers face as a result of legislative non‐compliance. It guides managers and HR specialists in assessing the exposure of their organizations/clients to the risks identified.Social implicationsThe paper reveals that a significant proportion of Australian businesses are failing to comply with the provisions of recent industrial‐relations legislation.Originality/valueThe paper focuses on organizational awareness and preparedness to undertake changes to meet changing legislative requirements and the potentially damaging outcomes associated with non‐compliance.
Interview with Julian Duxfield, Regional Human Resources Director for G4S
Authors: by Juliet Harrison Interview 
Published: May 2011

PurposeThe purpose of this paper is to provide an interview with Julian Duxfield, Regional Human Resources Director for G4S, the world's leading international security solutions group, which specializes in outsourced business processes in sectors where security and safety risks are considered a strategic threat.Design/methodology/approachThis briefing is prepared by an independent interviewer.FindingsThe paper reveals that Julian brings with him an extensive knowledge of G4S, having previously worked for G4S Cash Solutions as its HR Director for the past three years. Julian has had a wide ranging career in human resources (HR) spanning both the public and private sectors having been the HR Director for the Department of Transport and Carlsberg UK, as well as carrying out a number of HR management roles at Unilever plc.Practical implicationsThe paper provides strategic insights and practical thinking that have influenced some of the world's leading organizations.Originality/valueHaving worked within both the public and private sector, Julian is able to offer valuable insight into the role of HR within different types of organizations and highlights how a strong brand can influence employee engagement. He also discusses some of the key challenges facing HR professionals today, and offers advice on measuring the well being of your staff.
Challenges faced by graduate business education in Southern Africa
Authors: Temtime Zelealem T. , Mmereki Rebana N. 
Published: May 2011

PurposeThe purpose of this paper is to examine the degree of satisfaction and perceived relevance of the Graduate Business Education (GBE) programme at the University of Botswana.Design/methodology/approachA self‐administered questionnaire and face to face interviews were used to collect data from Master of Business Administration (MBA) participants on their reason for studying MBA, level of satisfaction, and the extent to which the skills and experiences obtained correlate with those required by the corporate world. The data were analyzed using simple descriptive statistics.FindingsThe majority of the respondents are male adults attending part time MBA classes and working full time in administrative positions in the public and private sectors. The study found that improved managerial skills, career development and broader business insights are major reasons for joining the MBA programme, while employability and economic gains were ranked low as driving forces. Even though the overall satisfaction with the programme is mixed and inconclusive, the MBA programme has assisted participants to develop basic management and administration skills. However, the programme puts greater emphasis on conceptual, technical and analytical skills than on problem solving, innovation, communication and entrepreneurial skills which are perceived to be most needed by employers, implying a relevance gap. What the MBA participants learnt does not correlate with what they perceived to be most needed by employers.Research limitations/implicationsSince the findings are based on perceptions of MBA participants, the conclusions drawn from these findings must be considered tentative and interpreted with care. Future research must include representative sample of all MBA stakeholders such as faculty, students, graduates, employers and administrators to get rich information about quality of inputs, processes and products of MBA programme.Practical implicationsThere is strong need for the MBA programme to integrate traditional management and administrative skills with experiences and skills relevant for today's world of work. Bridging the growing theory‐practice gap requires attracting professors with practical business experience, revising staff recruitment policies and procedures, establishing formal partnership with external organization, and develop long‐term strategies to reduce teaching load and staff turnover.Originality/valueMost of the studies on the relevance and quality of GBE programmes are conducted in western higher education institutions, very little has been done in African universities. This is the first of its kind in the context of Botswana, an important contribution to existing literature and foundation for further advanced studies in the area.
The Standard of Quality for HEIs in Vietnam: a step in the right direction?
Authors: Tran Nga D. , Nguyen Thanh T. , Nguyen My T.N. 
Published: May 2011

PurposeThe purpose of this paper is to provide a critical analysis of the Standard of Quality for higher education institutions in Vietnam which was developed in response to an urgent call for a fundamental reform to enhance the quality of educational provision, particularly of teaching and learning.Design/methodology/approachThe standard and some related legislative documents such as the Education Act 2005 and the national curriculum frameworks are critically reviewed against a student‐centred approach in education, the theory of constructive alignment, and definitions of quality. In addition, the experiences of the second author, who was involved in the first phase of the Accreditation Program, proved to be invaluable in shedding light onto the evaluative criteria proposed in the standard.FindingsWhile the establishment and development of the standard have been welcomed as the right step in addressing quality‐related concerns across the sector, its evaluative criteria do not appear to point in the right direction. Throughout the standard, criteria on outcomes of student learning are not given due priority. Owing to the lack of emphasis on the presence of students and their learning – core components in any educational activities – it seems less likely that implementation of this standard will lead to radical changes towards a student‐centred approach in teaching and learning.Originality/valueAnalysis presented in the paper lends itself to examination of the decision making process concerned with quality assurance and its implementation. Lessons learned from Vietnam in this quality assurance exercise may be useful for countries seeking to adopt a similar approach.
Triple‐loop learning in a cross‐sector partnership
Authors: Ameli Patrizia , Kayes D. Christopher 
Published: May 2011

PurposeThis paper aims to build on notions of a higher level of organizational learning to suggest another dimension: interorganizational learning that emerges in a cross‐sector partnership.Design/methodology/approachA case study was conducted with the DC Central Kitchen (DCCK) partnership with for‐profit and governmental entities. Research methods included interviews with the founder, CEO, and manager responsible for the relationship with partners; direct observation during volunteer work at DCCK; and review of archival data and physical artifacts.FindingsAt the organizational level, DCCK was a learning organization because the principal variables – culture, strategy, shared vision, and knowledge management – were focused on learning. At the interorganizational level, the network was like a constellation of organizations. DCCK had many dyadic relationships with its partners, but the partners were not always interconnected with one another. Triple‐loop learning occurred in DCCK but was not yet developed among partners. DCCK benefited the community both tangibly, as seen in its education projects, and culturally, by giving a more central role to the nonprofit organization in the economic system.Originality/valueThe paper illustrates the value of interorganizational learning across two or more sectors of organizations.
Integrating knowledge management into organisational learning
Authors: Fai Pun Kit , Nathai‐Balkissoon Marcia 
Published: May 2011

PurposeThis paper aims to review the concepts and constructs of some common models and frameworks advocated for knowledge management (KM) and organisational learning (OL) in literature. It sets forth a critical enquiry towards the integration of KM and OL practices and their relationship with the concepts of the learning organisation (LO) and chaordic organisation/enterprise (CO/CE).Design/methodology/approachA literature search of KM and OL was conducted through the use of multiple ProQuest databases spanning the period from 1996 to 2009. This paper reviews 18 studies, focusing on recognition of major KM and OL approaches and contributions adopted in industry. Besides, a host of 14 KM and OL models and frameworks is used to identify various important considerations in practice.FindingsMany researchers and practitioners have been attempting to integrate the theories of KM and OL into organisational practice. A considerable number of them are concerned largely with information systems and technology. Conceptual knowledge transfer, knowledge acquisition and creation, and learning models underlie much of the work being done in the field. Some studies have forwarded the call for systems integration and organisational effectiveness. Systems approaches, culture, and the LO and CO/CE concepts are among the most popularly cited factors for the development of a holistic model.Research limitations/implicationsA close relationship between KM and OL has emerged during the past 14 years, with applications related to LO and CO/CE emerging slowly in the past decade. Further research is needed to expand the integrative relationship through the development of explicitly stated theories and models with empirical evidence.Originality/valueThere is a need to integrate the theories of KM and OL with the OL concepts to make them more comprehensible, better aligned and applicable to specific fields of work and to best management practice.
Firm‐specific marketing capital and job satisfaction of marketers
Authors: Nguyen Tho D. , Nguyen Trang T.M. 
Published: May 2011

PurposeBased on the resource‐based view of the firm, this study aims to examine antecedents and outcomes of firm‐specific marketing capital pool invested by marketers in a transition market, Vietnam.Design/methodology/approachA sample of 528 marketers in Ho Chi Minh City was surveyed to test the theoretical model. Structural equation modelling was used to analyze the data.FindingsIt was found that firm‐specific marketing capital pool had positive impacts on both job attractiveness and job satisfaction. The impacts of human marketing capital and relational marketing capital pools on firm‐specific marketing capital were significant. Finally, the relationship between job attractiveness and job satisfaction, and the relationship between human marketing capital pool and relational marketing capital pool were also significant.Research limitations/implicationsA key limitation of this study is the examination of only two antecedents of firm‐specific marketing capital pool: human and relational marketing capital pools.Practical implicationsThe results of this study suggest that firms should establish people management policies and practices that motivate marketers to invest more in firm‐specific marketing capital to enhance job attractiveness and job satisfaction of marketers. Also, in order to improve firm‐specific marketing capital, recruiting marketers with high levels of human and relational marketing capital pools is a priority.Originality/valueThe study investigates the role of human resources at the marketing professional level in job attractiveness and job satisfaction in a transition market.
Structural linear relationships between job stress, burnout, physiological stress, and performance of construction project managers
Authors: Leung Mei‐yung , Shan Isabelle Chan Yee , Dongyu Chen 
Published: May 2011

PurposeConstruction is a competitive, ever‐changing, and challenging industry. Therefore, it is not surprising that the majority of construction professionals suffer from stress, especially construction project managers (C‐PMs), who are often driven by the time pressures, uncertainties, crisis‐ridden environment, and dynamic social structures that are intrinsic to every construction project. Extensive literature has indicated that stress can be categorized into: job stress, burnout, and physiological stress. This study aims to investigate the impact of stress on the performance of C‐PMs.Design/methodology/approachTo investigate the relationships between stress and performance among C‐PMs, a questionnaire was designed based on the extensive literature, and was sent to 500 C‐PMs who had amassed at least five years' direct working experience in the construction industry. A total of 108 completed questionnaires were returned, representing a response rate of 21.6 percent. Based on the data collected, an integrated structural equation model of the stresses and performances of C‐PMs was developed using Lisrel 8.0.FindingsThe results of structural equation modelling reveal the following: job stress is the antecedent of burnout, while burnout can further predict physiological stress for C‐PMs; job stress is negatively related only to their task performance; both burnout and physiological stress are negatively related to their organizational performance; and task performance leads positively to their interpersonal performance. Recommendations are given based on the findings to enhance their stress and performance levels.Originality/valueThis study provides a comprehensive investigation into the impact of various types of stress on the performances of C‐PMs. The result constitutes a significant step towards the stress management of C‐PMs in the dynamic and stressful construction industry.
Is innovative behavior really good for the firm?
Authors: Shih Hsi‐An , Susanto Ely 
Published: May 2011

PurposeThis study aims to investigate the negative impacts of innovative work behavior (IWB) on conflict with coworkers and turnover intention. It also aims to test the moderating effect of perceived distributive fairness on these relationships.Design/methodology/approachA total of 460 employees who were working in production and marketing teams at manufacturing and pharmaceutical companies in Indonesia were asked to complete the questionnaire. The final sample consisted of 135 sets of paired data of supervisor and subordinate. The multiple hierarchical regressions were used to test the developed hypotheses.FindingsFindings of this study indicated that innovative work behavior had a positive and significant relationship with conflict with coworkers and turnover intention respectively. Moreover, the findings also found that perceived distributive fairness negatively moderated the relationship between IWB and both conflict with coworkers and turnover intention.Research limitations/implicationsThe study involved relatively a small sample selected from employees who were working in production and marketing teams in manufacturing and pharmaceutical companies in Indonesia. Future research should consider extending the sample to other industries and locations to test the arguments as well as exploring other contextual variables to buffer the negative impacts of IWB on conflict with coworkers and turnover intentionOriginality/valueScholars and practitioners alike agree that IWB helps organizations to gain and sustain competitive advantage. However, IWB may also create problems for organizations and employees that previous studies have left unexplored. This study examines such negative impacts, along with how to alleviate them.