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In the late 1960s the Victorian vocational education sector was in crisis. The federal Martin Report into tertiary education excised many of the sector’s university‐level…
In the late 1960s the Victorian vocational education sector was in crisis. The federal Martin Report into tertiary education excised many of the sector’s university‐level courses and relocated them into new Colleges of Advanced Education (CAEs), leaving many ‘middle‐level’ and technician vocational courses in limbo. Junior technical schools also offered apprenticeship and middle‐level courses, further confusing where courses were, or should be situated, suggesting an overall ‘gap’ in program provision. This challenge came when the Technical Schools Division (TSD), the smallest of Victoria’s three division structure (primary, secondary and technical) continued its struggle to maintain sectoral identity through courting acceptance from private industry and the public sector for its credentialed programmes. With significant others, TSD Director Jack Kepert, followed by Director Ted Jackson, responded by designing policy to reshape the TSD’s structure and functions and its reporting relationships within a new technical college and junior technical school system. Jackson’s policy statement, The future role of technical schools and colleges (1970) facilitated these changes. The paper narrates the events constituting this period of policy innovation and evaluates their contribution to the creation of a more seamless
So far as the law is concerned, the Medical Officer of Health has only the slenderest connection with the execution of the Adulteration Acts. He is simply a person who may, in common with the Sanitary Inspector and the police constable, purchase samples under the Acts and submit them to the Public Analyst. Having done this, he is entitled to receive a certificate of analysis just like any other purchaser who may submit a sample under the provisions of the Acts, and there the matter ends.
Black professionals in predominantly white workspaces must often make use of the professional pose – styles, behaviors, and practices meant to help navigate middle-class…
Black professionals in predominantly white workspaces must often make use of the professional pose – styles, behaviors, and practices meant to help navigate middle-class white professional settings – to assuage interactions with white colleagues and clients at work. Previous research has noted the emotional toll this often takes upon black workers. Based on two years of observations and interviews with a college organization of black men, this project builds upon previous work and investigates how collegiate black men frame those practices associated with the professional pose. Instead of framing these behaviors as only being emotionally taxing, these college men expressed that these behaviors were a necessity meant to prepare them for the real world of working alongside white coworkers, as a performance they could take pride in, and as a way to combat negative stereotypes regarding black men. These behaviors, though not necessary for their white peers, were necessary for the men if they sought to find success in the labor market they were preparing to enter.
Interest in generational research has garnered a lot of attention, as the workplace is seeing multiple generations (i.e., the Silent Generation, Baby Boomers, Gen Xers…
Interest in generational research has garnered a lot of attention, as the workplace is seeing multiple generations (i.e., the Silent Generation, Baby Boomers, Gen Xers, and Millennials) working side-by-side for the first time. However, it is unclear how multiple generations of workers interact with each other and affect the workplace. Although there is extant literature on generational differences, some scholars have argued that the effect sizes are small and the differences are not meaningful. The focal aim of this chapter is to present the current state of literature on generational research. We present the relevant conceptualizations and theoretical frameworks that establish generational research. We then review evidence from existing research studies to establish the areas of differences that may exist among the different generations. In our review, we identify the issues arising from generational differences that are relevant to human resource management (HRM) practices, including new workforce entrants, aging workers, the changing nature of work and organizations, and leadership development. We conclude with several directions for future research on modernizing workplace policies and practices, ensuring sustainability in current employment models, facilitating future empirical research, and integrating the effects of globalization in generational research.
Attention was called in the March number of this Journal to the promotion of a Bill for the reconstitution of the Local Government Board, and the opinion was expressed that the renovated Department should contain among its staff “experts of the first rank in all the branches of science from which the knowledge essential for efficient administration can be drawn.”