Search results

This chapter discusses female managers’ and entrepreneurs’ views on lifelong learning. The main empirical data were drawn from interviews with 67 women participating in training and coaching programmes in South Savo, Finland, in 2017–2021. Many of the women belonged to the working sandwich generation (WSG). The particular focus was on how lifelong learning relates to these women’s careers, wellbeing at work, work–life balance and search for meaningful lives. A model integrating women’s earning, learning and meaning aspects of work and life was developed. The findings of the study show that considering women’s fragmented work careers, lifelong learning is often crucial for them. For an individual, opportunities for lifelong learning and meaningful work assure personal development, wellbeing at work and a sustainable career. For employing organisations, offering opportunities for learning and meaningful work for their employees constitutes a competitive advantage.

Purpose – This research aims to know the condition of small and medium enterprises, after guidance by the Department of Industry Trade and Cooperatives of Ponorogo. This is done as an attempt to increase the efficiency and effectiveness of the coaching that has been done.

Findings – From the research, it is known that there are three types of trainings starting from 2010 up to 2013. However, these data are not supported by its business as well as the company name. Samples of 50 participants varying in duration and the type of training were assessed. About 52% (26 SME) participants had a business, 24% did not, and the remaining 24% could not be located. While owning a business, they do not have the financial data in writing. This indicates that SMEs do not have the basic financial statements, which can be used to evaluate its financial management.

Research Limitations/Implications – Of the 26 who already have a business, 10 were in the traditional food industry (chicken satay, Dodol, ground coffee, and sugar), whereas 7 were in industrial baking and pastry and 9 in craft Industry consisting of batik, reog, and leather crafts. this research limitation hasn't mapped the existing SMEs in Ponorogo district who have not attend the training and who have attended the training.

Practical Implications – This results of this study have practical implications in Capitalized readily in abundance; jelly-making training organized by Department of Industry, Trade and Cooperatives resulted in the increase in value-added products. This success is supported by the awareness of the leader villages. However, the development effort still needs assistance for the need for promotion as well as the establishment of a marketing network. Besides strengthening the supply system, also needed is the maintenance of the existence of this business, which means that is expected to increase the economy.

Originality/Value – This is the first research that identifies the sari cincau ngrayun industry in Ponorogo city.

The chapter describes a model solution for supporting mature women, developed as part of the Finnish Time4Help project. The solution includes training programmes for mature women supporting their careers and networking. The model is built on a new flipped training and coaching programme approach where, first, women were asked to gather a group of peers who were interested in developing their enterprises or working skills and who had similar needs and interests to them. After that, a programme was built matching the needs of this group of women. This model resembles the study circle approach particularly popular in the Scandinavian countries. Therefore, the authors build on the research literature on study circles, and study how tailored programmes help mature women to develop their careers and reach a work–life balance. The empirical part of the research builds on interviews and observations with 25 women in 5 groups and their facilitators participating in Time4Help training programmes in Finland in 2019–2021.

Sandwich generation (SG) women face the double burden of caring for both their own children, and possibly grandchildren, as well as caring for their elderly relatives. Conflicts and pressures tend to arise and the book provides a range of evidence from the European Union (EU). The concluding part of the book summarises the main results and draws conclusions on the research based on the viewpoints presented in the previous chapters. The chapter presents recommendations for employers, career coaches and policy-makers for supporting SG women in working life.

People with a dual care task at home, taking care of a younger and an older generation family member, are often called the sandwich generation (SG). They are more often women than men, at high risk of burnout or withdrawal from the labour market. This book provides international comparisons and offers tools for working sandwich generation (WSG) women and their supervisors for managing challenging situations in working life. The book is multidisciplinary and combines theories with qualitative and quantitative empirical research, practical tools and case studies. This chapter introduces the themes and relevant concepts of the book and presents its structure.

Due to the global labor market challenges, international companies react and adjust fast to these circumstances by implementing digital solutions into all business processes. Organizational ambidexterity is seen as the response of digital transformation and it can be divided into structural, contextual, and sequential dimensions. In this context, organizations representing the smart industry will need employees with specific competencies which let them meet technological challenges.

This chapter aims to clarify the state of opinion on expectations towards, and preparedness for, the impact of Industry 4.0 on human resources management and the implementation of various types of ambidexterity in these companies. We have conducted interviews with key HR informants from manufacturing companies operating in Germany and Poland. We have found that Industry 4.0 has a significant impact on HR practices. In both international companies, various digital solutions in employee recruitment, development, and performance, have been implemented. There have also been mature examples in both companies of structural, contextual, and sequential ambidexterity.

This chapter looks at the discursive dimension of the working environment in research and higher education organizations; more specifically at neoliberal managerial discourse and at how it participates in shaping the way researchers, teachers and support staff perceive themselves and their experiences. It is based on a multiple case study and combines an intersectional and a socio-clinical approach. The empirical data is constituted by in-depth interviews with women conducted in Ireland and Chile, and includes some observations made in France. A thematic analysis of individual narratives of self-ascribed experiences of being bullied enables to look behind the veil drawn by managerial discourse, thus providing insights into power vectors and power domains contributing to workplace violence. It also shows that workplace bullying may reinforce identification to undervalued social categories. This contribution argues that neoliberal managerial discourse, by encouraging social representations of “neutral” individuals at work, or else celebrating their “diversity,” conceals power relations rooting on different social categories. This process influences one’s perception of one’s experience and its verbalization. At the same time, feeling assigned to one or more of undervalued social category can raise the perception of being bullied or discriminated against. While research has shown that only a minority of incidents of bullying and discrimination are reported within organizations, this contribution suggests that acknowledging the multiplicity and superposition of categories and their influence in shaping power relations could help secure a more collective and caring approach, and thus foster a safer work culture and atmosphere in research organizations.

This chapter goes into more detail about how experimentation can be used as a strategy of innovation and how cocreation can support this strategy. It first draws out lessons from research on sustainability transitions, design thinking, and grassroots innovation for the development of experimentation. Prototyping is found to be a particularly valuable strategy for cocreating experimentation because it allows stakeholders to develop low-cost designs and to quickly improve them based on group feedback. A range of prototyping strategies are available to cocreators, ranging from mock ups to pilot projects. Finally, the chapter examines how to support, scale and diffuse cocreated experiments.

This chapter explores how conveners can use stakeholder analysis to bring together and align relevant and affected actors in cocreation partnerships. Next, it considers how conveners can deal with the limits to the inclusion of all relevant and affected actors. Reflections on the relation between inclusion and exclusion of actors are followed by a discussion of how conveners can empower weak, vulnerable, and inexperienced participants. Empowered actors must be motivated to participate in complex and demanding cocreation processes. The key motivator is to be found in the efforts of conveners and facilitators to clarify, strengthen, and create resource interdependence between the participants. The last section looks at the emergence of different kinds of conflicts and the role of conveners and facilitators in mediating conflicts that threaten to jeopardize the cocreation process.