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Describes the early stages of university executive education, including MBA and non‐degree executive development programmes, and gives examples of early in‐house executive…
Describes the early stages of university executive education, including MBA and non‐degree executive development programmes, and gives examples of early in‐house executive education. Examines the current university EMBA and speciality programmes and today’s in‐house facilities. Sets out advantages and disadvantages of the two approaches, and considers a customized approach ‐ a movement towards jointly designed executive education, combining university and in‐house features. Looks at the future of executive education, the two most important trends being the effects of global competition and evolving corporate needs, and discusses future executive programmes ‐ university, in‐house and cutomized. Highlights the implications of recent developments in technology, and suggests that the underlying theme for tomorrow’s executive education is the likelihood of more company involvement.
This chapter addresses the concern that much theory building in organization and management (OM) research suffers from de-contextualization. The authors argue that…
This chapter addresses the concern that much theory building in organization and management (OM) research suffers from de-contextualization. The authors argue that de-contextualization comes in two main forms: reductionism and grand theory. Whereas reductionism tends to downplay context in favor of individual behavior, grand theory looks at context only in highly abstract ahistorical terms. Such de-contextualization is problematic for at least two reasons. First, the boundary conditions of theories remain unexplored in ways that threaten scientific validity. Second, de-contextualization limits the potential of OM theory to fully understand the role of organizations in society and thereby address societal grand challenges. These claims are exemplified through critical reviews of four fields in OM research – gender, employee voice, corporate social responsibility (CSR), and institutional logics – and counterpoints that may help to overcome de-contextualized research are presented.
The purpose of this paper is to review the library and information science literature related to the accessibility of digital resources by individuals with mental…
The purpose of this paper is to review the library and information science literature related to the accessibility of digital resources by individuals with mental, physical or other impairments, to assess the state of research in the field and to explore new avenues for investigation.
There is an increasingly rich body of literature surrounding digital accessibility in libraries, ranging from practical guides for authors of Web content, to principles of universal design, to the ethical considerations of libraries subscribing to packages of digital content, to critical examinations of the accessibility guidelines themselves. This review is intended to be illustrative, not exhaustive; less attention is given to studies of specific tools that will become quickly outdated, and more attention is given to underlying considerations and approaches that will remain relevant even as technologies change.
Many libraries and vendors have taken steps to provide equal access to websites and electronic resources in recent years. While the literature reflects an increasing level of critical engagement with concepts around disability and diversity, it also demonstrates methodological weaknesses in assessment projects that do not lead to meaningful accessibility.
This review offers theoretical and practical perspectives from recent work that can assist librarians in planning and decision-making, as they deal with an increasingly complex landscape of digital resources.
AT the very outset of this paper it is necessary to make clear that it is not an attempt to compile an exhaustive bibliography of literature relating to special librarianship. Neither space nor time permit this. In fact, the references given can only claim to be a sample of the wealth of material on the subject and this paper is submitted in the hope that it will stimulate others to more scholarly efforts. Reference numbers throughout this paper refer to items in the ‘Select list of references to the literature of special librarianship’, section 2 onwards.
The purpose of this paper and the contribution to this Special Issue is to build on Kim and Watkins’ (2018) recent finding that “leaders mentor and coach those they lead”…
The purpose of this paper and the contribution to this Special Issue is to build on Kim and Watkins’ (2018) recent finding that “leaders mentor and coach those they lead” is the item in the Dimensions of the Learning Organization Questionnaire (DLOQ©) that is most highly correlated with performance. Given the criticality of providing strategic leadership for learning and, more specifically, the consistent associations between leaders who mentor and coach and work-related performance outcomes, a better understanding of the associations between the learning organization concept and managerial coaching is warranted. Watkins and Kim (2018, p. 22) contend that “future directions for learning organization research include a search for the elusive interventions that would create a learning organization.” In response to this call for research, a research agenda for assessing managerial coaching as a learning organization (LO) intervention is proposed.
This conceptual paper briefly reviews literature on the learning organization and the DLOQ© instrument, followed by a more in-depth review of the managerial coaching literature and suggestions for how future research could be conducted that more closely integrates these two concepts.
Existing literature suggests that “provide strategic leadership for learning”, a dimension in the DLOQ, is one of the most pivotal dimensions for creating learning cultures that build learning organizations. Specifically, an item within this dimension, “leaders who mentor and coach” has been recently identified as one of the most critical aspects associated with strategic leadership for learning.
The extant managerial coaching literature offers a solid foundation for more closely integrating and mainstreaming the developmental intervention of managerial coaching into learning organizations. Directions for future research that identifies fine-grained perspectives of the discrete facets of managerial coaching in learning organization contexts are suggested.
Environmental justice activism is increasingly globalized, multi-faceted and multi-scaled (Bickerstaff & Agyeman, 2009; Walker, 2009a, 2009b). The existence or perception of injustice triggers the development of social activism in increasingly diverse contexts. The present contribution seeks to assess the explanatory value of resources in understanding activism (Freeman, 1979). In place of justice, the under-studied social movement theory of resource mobilization is explored as a complementary and partly oppositional account of justice activism. The highly controversial anti-GMO movement in France is selected as an invigorating context for evaluating activism. The perceived injustice of lifting restrictions on the importation of GM maize into France inspired the mobilization of a nationwide movement. In sharp contrast to existing literature, ideology is considered as a resource that effectively promotes or hinders social activism. Significant conclusions are developed for environmental justice activism research around emphasizing instability, heterogeneity, cultural sensitivity and above all, the limitations of agency-centric arguments.
This study theorizes about the development of dominant tactics within social movements, as certain tactics within a tactical repertoire are used frequently and imbued with…
This study theorizes about the development of dominant tactics within social movements, as certain tactics within a tactical repertoire are used frequently and imbued with ideological significance. Little research has been done on hierarchies within tactical repertoires, assuming that all tactics within a repertoire are equal. Between 1974 and 2008, the US Religious Right attempted over 200 anti-gay referendums and initiatives to retract or prevent gay rights laws. This research examines how the lesbian, gay, bisexual, and transgender (LGBT) movement developed campaign tactics to fight these direct democracy measures. This research expands the existing literature on tactical repertoires by theorizing about the mechanisms by which tactics become dominant, namely, their affirmation by victories, responsiveness to countermovement escalation, and involvement of institutionalized social movement organizations to disseminate tactics. This research contradicts existing movement–countermovement literature that suggests that movements do not develop dominant tactics when mobilizing in opposition to a countermovement.
As a site of contestation among job seekers, workers, and managers, the bureaucratic workplace both reproduces and erodes occupational race segregation and racial status…
As a site of contestation among job seekers, workers, and managers, the bureaucratic workplace both reproduces and erodes occupational race segregation and racial status hierarchies. Much sociological research has examined the reproduction of racial inequality at work; however, little research has examined how desegregationist forces, including civil rights movement values, enter and permeate bureaucratic workplaces into the broader polity. Our purpose in this chapter is to introduce and typologize what we refer to as “occupational activism,” defined as socially transformative individual and collective action that is conducted and realized through an occupational role or occupational community. We empirically induce and present a typology from our study of the half-century-long, post-mobilization occupational careers of over 60 veterans of the nonviolent Nashville civil rights movement of the early 1960s. The fourfold typology of occupational activism is framed in the “new” sociology of work, which emphasizes the role of worker agency and activism in determining worker life chances, and in the “varieties of activism” perspective, which treats the typology as a coherent regime of activist roles in the dialogical diffusion of civil rights movement values into, within, and out of workplaces. We conclude with a research agenda on how bureaucratic workplaces nurture and stymie occupational activism as a racially desegregationist force at work and in the broader polity.
Reports the findings of the first study to test the tournament model of careers with female managers. Follows the careers of 3,800 women in a large internal labour market…
Reports the findings of the first study to test the tournament model of careers with female managers. Follows the careers of 3,800 women in a large internal labour market firm. Investigates the signals of early promotions, career velocity, education, tenure and entering position. Examines the relationships between these signals and career attainment. The results do not show the strong support of the tournament model that research with men has found. Using the variables previously found in the literature to be related to career attainment for men does not explain a major proportion of the variance for women. Suggests that the tournament model may not apply to women in organizations or women may be placed in different tournaments from men. Purports that women may have certain career paths on entering an organization regardless of the tournament rounds they win or that other signals affect women’s career attainment.
Even as theorists of social movements have paid increasing attention to culture in mobilization processes, they have conceptualized its role in curiously circumscribed fashion. Culture is often treated as a residual category; that is, invoked to explain what structure does not explain in accounting for movements’ emergence, what instrumental rationality does not explain in accounting for movement groups’ choice of strategies and tactics, and what policy change does not encompass in accounting for movements’ impacts. As a result, culture’s role in creating structural opportunities, in defining what counts as instrumentally rational, and in determining movement impacts within the policy arena as well as outside it has gone largely untheorized. An alternative view of culture focuses on the schemas that guide, and are reproduced in, institutions. Such a perspective makes it possible to identify the conditions in which culture has independent force in shaping identities, interests, and opportunities, and to grasp culture’s simultaneously enabling and constraining dimensions. Drawing on recent empirical studies, I show how this perspective can illuminate neglected dynamics of movement emergence, tactical choice, and movement impacts.