Search results
21 – 30 of 133Dianne Cunningham and Win Hornby
Aims to study the pricing decisions of small firms. Conventionalwisdom argues that small firms tend to use relatively unsophisticatedmethods of pricing; however, indicates that…
Abstract
Aims to study the pricing decisions of small firms. Conventional wisdom argues that small firms tend to use relatively unsophisticated methods of pricing; however, indicates that small firms may in fact be a good deal more sophisticated in their techniques of pricing than has previously been supposed. Reviews the theory and empirical evidence to date and notes a significant gap in the research into small business pricing. Using a case study method based on 12 detailed cases of the pricing policies of small companies, concludes that there is little evidence to support the findings of previous studies which indicated the predominance of full‐cost pricing. It was found that small companies avoided “head‐on” competition and sought to exploit their own market niche as a means of exercising more control over their prices.
Details
Keywords
Nicky Dries, Roland Pepermans and Evelien De Kerpel
The purpose of this paper is to examine whether four different generations (Silent Generation, Baby Boomers, Generation X, and Generation Y) hold different beliefs about career…
Abstract
Purpose
The purpose of this paper is to examine whether four different generations (Silent Generation, Baby Boomers, Generation X, and Generation Y) hold different beliefs about career. Career type, career success evaluation and importance attached to organizational security are to be scrutinized for each generation.
Design/methodology/approach
A total of 750 people completed a vignette task, rating the career success of 32 fictitious people. Each vignette contained a different combination of five career features (functional level, salary, number of promotions, promotion speed, and satisfaction) at two levels (low and high). Furthermore, several items were added in order to determine each participant's career type and the extent to which they attached importance to organizational security.
Findings
The majority of participants still had rather “traditional” careers, although younger generations seemed to exhibit larger discrepancies between career preferences and actual career situation. Overall, satisfaction appeared to be the overriding criterion used to evaluate other people's career success. No significant differences were found between generations. With regard to importance attached to organizational security, the Silent Generation and Generation Y scored significantly higher than the other generations.
Research limitations/implications
The convenience sampling strategy led to large differences in sample size per generation. Using a vignette design limited the amount and richness of information that could be offered to participants. Perhaps other criteria relevant to real‐life career success evaluation should have been incorporated in this study.
Originality/value
The study raises questions about the validity of career success operationalizations frequently used in research. It is the first study to examine career success evaluation by means of vignettes.
Details
Keywords
Flávio José Valente, Dianne Dredge and Gui Lohmann
– This paper examines the leadership practices of two Brazilian regional tourism organisations (RTOs) using an exploratory case study.
Abstract
Purpose
This paper examines the leadership practices of two Brazilian regional tourism organisations (RTOs) using an exploratory case study.
Design/methodology/approach
The research adopts an embedded case study approach, permitting the comparison of the leadership phenomenon in the “Instituto Estrada Real” (the IER) and the “Associação Circuito do Ouro” (the ACO). Semi-structured interviews (n=14) were undertaken to gather information from the RTOs' executives and actors/followers influenced directly by RTO leadership in order to obtain their perceptions about leadership practice.
Findings
Four leadership themes emerged: capacity to produce results, capacity to mobilise followers, articulation and communication of goals and actions, and articulation of roles and responsibilities. The findings are discussed in regards to the hierarchical and market governance structures of the two RTOs and the implications for leadership practice. The interviewees identified that transactional forms of leadership dominated the hierarchical governance structure of the ACO and that it was able to mobilise effectively other levels of government. However, this leadership does not deliver results at the speed required by the private sector. The IER is a market-led governance structure and its leadership practices effectively mobilised the private sector. However, it was found to operate in isolation from government and other key tourism stakeholders.
Originality/value
This paper draws together the regional tourism management and leadership literature, making both theoretical and applied contributions to regional tourism leadership.
Details
Keywords
The purpose of this paper is to identify and describe the reference works useful for finding written information on the North American Indian (that is, Indians presently and in…
Abstract
The purpose of this paper is to identify and describe the reference works useful for finding written information on the North American Indian (that is, Indians presently and in the past living in what is now the United States and Canada).
Therese M. Cumming and Iva Strnadová
This chapter explores ways that tablet devices can be used to support the inclusion of students with disability in inclusive classrooms. A short description of the evidence of…
Abstract
This chapter explores ways that tablet devices can be used to support the inclusion of students with disability in inclusive classrooms. A short description of the evidence of efficacy of using tablets to support students with disability is provided. Ways to use tablet devices to support students with disability in the areas of communication, academics, organisation and social emotional skills to support their inclusion in mainstream classrooms are addressed. Lastly, barriers to using tablets to support students with disability in inclusive classrooms are described and ways to remove these barriers are suggested.
Details
Keywords
Cubie Lau, John F Hulpke, Michelle To and Aidan Kelly
The purpose of this paper is to ask whether ethics can be taught? Can we teach how to make decisions in issues involving ethics? Preliminary results suggest we can.
Abstract
Purpose
The purpose of this paper is to ask whether ethics can be taught? Can we teach how to make decisions in issues involving ethics? Preliminary results suggest we can.
Design/methodology/approach
The paper describes how managerial ethical decision making is taught using a tool called the JUSTICE framework. Each letter introduces a decision making criterion: J for Justice, U for Utilitarian, S for Spiritual Values, T for TV Rule, I for Influence, C for Core Values, and E for Emergency.
Findings
It is not known if ethics can be taught, but we now believed we can teach our students learn ways to face managerial ethical decisions. What the JUSTICE model lacks in theoretical underpinning it makes up for in pragmatic results. Students learned (memorized) all seven criteria, and learned to select their three favorites, and then to use the model to decide in numerous cases. It works.
Originality/value
The paper introduces the JUSTICE approach.
Details
Keywords
Tim Loreman, Chris Forlin, Dianne Chambers, Umesh Sharma and Joanne Deppeler
This chapter provides an overview of inclusive education, specifically examining conceptualisations of inclusive education and some of the models used to frame an evaluation of…
Abstract
This chapter provides an overview of inclusive education, specifically examining conceptualisations of inclusive education and some of the models used to frame an evaluation of the practice. While international human rights agreements, covenants and legislation provide definitions that focus on equity, access, opportunity and rights, inclusive education continues to lack a tight conceptual focus that may contribute to its misconception and often confused practices. In the absence of a unified definition of what inclusion is, attempts to measure or compare such a complex equity issue are challenging. Some promising models do, however, exist and are explored in this chapter.
Details
Keywords
Gaëtane Jean-Marie and Tickles
Many Black women continue to negotiate their way within higher education institutions, which are influenced by social class, race, and gender biases. Several scholars contend that…
Abstract
Many Black women continue to negotiate their way within higher education institutions, which are influenced by social class, race, and gender biases. Several scholars contend that Black women’s objectification as the “other” and “outsider within” (Collins, 2000; Fitzgerald, 2014; Jean-Marie, 2014) is still apparent in today’s institutions yet many persist to ascend to top leadership positions (Bates, 2007; Epps, 2008; Evans, 2007; Hamilton, 2004; Jean-Marie, 2006, 2008). In particular, the inroads made by Black women administrators in both predominantly white colleges (PWIs) as well as historically black colleges and universities (HBCUs) depict a rich and enduring history of providing leadership to effect social change in the African American community (i.e., uplift the race) and at large (Bates, 2007; Dede & Poats, 2008; Evans, 2007; Hine, 1994; Miller & Vaughn, 1997). There is a growing body of literature exploring Black women’s leadership in higher education, and most research have focused on their experiences in predominantly white institutions (Bower & Wolverton, 2009; Dixon, 2005; Harris, Wright, & Msengi, 2011; Jordan, 1994; Rusher, 1996; Turner, 2008). A review of the literature points to the paucity of research on their experiences and issues of race and gender continue to have an effect on the advancement of Black women in the academy. In this chapter, we examine factors that create hindrance to the transformation of the composition, structure, and power of leadership paradigm with a particular focus on Black women administrators and those at the presidency at HBCUs. From a review of the literature, our synthesis is based on major themes and subthemes that emerged and guide our analysis in this chapter. The chapter concludes with recommendations for identifying and developing Black women leaders to diversify the leadership pipeline at HBCUs and other institutions for the future.
Details