Search results

The purpose of this paper is to evaluate an innovative way to train adult apprentices for the construction industry.

The paper emphasizes that, in order to address skills shortages for international construction, training methods must be improved. It looks at the example of an adult apprenticeship scheme in Australia from the perspectives of the apprentice, the training provider and the employer.

The paper suggests that trained adult apprentices with previous experience can be more productive and loyal, and that this scheme has implications for the training of apprentices generally.

To date, the scheme has enjoyed success in Australia and for the provision of tradespeople in the international construction industry.

The paper illustrates how a training partnership has sought to provide necessary and increasingly scarce skills for an international construction organization through an original apprenticeship scheme.

Evaluates the advanced‐entry adult‐apprenticeship scheme that Thiess Kentz construction company in Australia introduced in partnership with group‐training organization East Coast Apprenticeships and public training provider Skills Tech Australia.

Focuses on the recruitment and selection of apprentices; the profile for selection; the recognition of prior learning; the independent test program; initial deployment to site; and what happens on completion of the program.

Suggests that trained adult apprentices with previous experience can be more productive and loyal.

Reveals that the apprenticeship scheme creates and maintains a guaranteed element in the company's skilled workforce, identifies and positions a new generation of supervisors and encourages loyalty to the company among people who have benefited from the program.

Argues that the scheme has widespread application across all trades and is being recognized as a new pathway to qualification and potentially a major solution to skill shortages across the world. Emphasizes that, in order to address skills shortages for international construction, training methods must be improved. Highlights a possible way forward.

Illustrates how a training partnership has sought to provide necessary and increasingly scarce skills for an international construction organization through an original apprenticeship scheme.

The economic phenomenon of “globalization” has broadly affected the health care industry and the medical profession in the late 20th century. Governmental and private sector managed care reach is expanding globally, as patients are “ecuritized” and traded as covered lives. Arbitrage of health care goods and services is creating commoditization effects, including trans‐border parallel markets (i.e. black markets). Consumers and governments are becoming concerned about privacy issues and product standardization, while Third World challenges remain in the public health realm (i.e., infectious pandemics, sanitation, nutrition and overpopulation).

The purpose of this paper is to provide an overview of the logistical transformation of British retailing over the last three decades and to discuss likely challenges that face logistics managers in the future.

Reviews the key works on retail logistics, including the research undertaken by the authors over the last 20 years.

Illustrates how retailers have control of the supply chain in the UK, drawing upon examples from both the grocery and fashion sectors. Challenges for the future include macro‐environment issues such as climate change and recession in addition to improvements in existing in operations with regard to e‐fulfilment and implementation of technologies such as RFID.

This paper provides one of the few contributions to appraise the research undertaken on retail logistics in the UK over the last 20‐30 years.

This paper aims to outline an emerging trend that is replacing traditional retirement; this trend is called “protirement.” Protirement is defined as early retirement from professional work with the positive idea of pursuing something more fulfilling and has originated from the “blend of pro- and retirement.”

This paper’s approach is to define the trend of protirement and then back the idea with data and cases of where and how this is implemented by human resources (HR) organizations.

Retirement, in its traditional sense, is becoming increasingly unattainable for individuals but is also less necessary than it has been in the past. People are living longer and healthier lives, and in fact, data show that working in some meaningful and valuable manner actually increases life-span and allows more time to save for the day when one cannot work anymore.

The findings in this paper should spark others to do more research into the area of aging workforce and new models that will leverage senior workers for the benefit of individuals, organizations and society at large.

HR executives and their organizations will need to drive change in the areas of recruitment (senior workers), pension planning and saving and HR policies around retirement.

People productivity has been in decline for over 10 years now. The authors are going to need all hands on deck to help fix this and overcome the economic challenges created by the 2020 pandemic. Leveraging senior workers brings deep expertise into the workplace that could be lost otherwise, improving productivity and organization learning.

This paper takes an idea coined in the 1960s and brings it into the 21st century, when and where it is really needed. This long-forgotten idea is being resurrected to help deal with today’s workplace challenges.

Bourdieu (1986) identified and explained the various forms of capital that exist in a society. He defines capital as “assets that are available for use in the production of further assets” (p. 241). The following explanation of capital provides background for making connections between Bourdieu's forms of capital and the plotlines the boys in this study employ for displaying literate identity.

This paper aims to discuss how public school administrators with a social justice perspective have an obligation to permeate society beyond their schools and how they might address the perilous politics associated with advocating social change. Using George Counts' landmark 1932 speech, Dare the School Build a New Social Order? as the conceptual lenses, it examines the relevancy of Counts' words for contemporary school leaders and professors of educational administration.

While this article is historical in tone, the paper proposes pursuing a critical hermeneutic rather than a strictly historical approach.

The paper finds that there are similarities between the present‐day call for social justice and the earlier Social Reconstructionist movement that Counts' manifesto sparked. Both movements have invited educators, and particularly the professoriate, to think more expansively when it comes to US public education, society at large, and the influence of educators in shaping a more democratic and just country. But Counts goes much further than most adherents of the current‐day social justice movement. He stressed that educators must see themselves as political actors, who can shape their political environments through their teaching, as well as by participating in other venues.

For contemporary educational leaders, they may be working in far less hospitable settings than their twentieth‐century predecessors. Administrators are under fierce accountability and fiscal pressures, while coping with a larger political environment that is polarized and fearful. And the internal environment of school administration favors a “managerial” approach. Consequently, embracing a social justice ethic invites a degree of risk‐taking.

This paper examines the relevancy of Counts' words for contemporary school leaders and professors of educational administration and highlights implications for school leaders.

Using the mutual gains model as a framework, the purpose of this paper is to explore the important issue of mutuality in employment relationships.

This study uses a sample of 215 New Zealand professionals to assess the relationships between commitment-oriented HRM practice, work intensification, work-life balance (WLB) and task and contextual performance.

The authors find commitment-oriented HRM practice does not intensify the work experiences of professionals, but nor does it contribute positively to the achievement of WLB. Both these well-being types do, however, contribute to explaining professionals’ task and contextual performance outcomes.

The findings suggest current narrow interpretations of well-being need to be revisited, with the meaning of well-being, its measurement and its role in delivering performance outcomes afforded greater attention within HRM studies.

A primary goal of managers is to deliver optimum performance outcomes. For professionals, the research suggests an important means to achieving this is by promoting positive well-being.

This study offers some important insights into the role mutuality plays in influencing performance outcomes. In addition, by exploring two contrasting facets of well-being, one health- and one happiness-related, the authors provide some empirical insights into how employees’ well-being affects performance outcomes.