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Article
Publication date: 26 November 2018

Aminu Mamman, Christopher J. Rees, Rhoda Bakuwa, Mohamed Branine and Ken Kamoche

In recognising the weakness of trade unions and the lack of an institutional framework designed to enforce employee rights in an African context, the purpose of this paper…

Abstract

Purpose

In recognising the weakness of trade unions and the lack of an institutional framework designed to enforce employee rights in an African context, the purpose of this paper is to examine the extent to which human resource (HR) practitioners are perceived to play the role of employee advocate.

Design/methodology/approach

The quantitative data set is derived from a sample of 305 respondents (95 HR practitioners, 121 line managers and 89 employees) from Malawi.

Findings

Despite the challenges of the context, HR practitioners are perceived by key stakeholders (including line managers and employees) to be playing the role of employee advocate. Standard multiple regression results indicate that the main factor contributing to the perception that HR practitioners are playing this role is their contribution to “motivating employees”.

Research limitations/implications

The study was conducted in Malawi. Further research is necessary to explore the generalisability of the findings to other contexts.

Originality/value

The findings provide an empirical base for future studies which explore perceptions of the employee advocacy role undertaken by HR practitioners in Africa.

Details

Employee Relations, vol. 41 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 1 July 2008

Ken Kamoche and Miguel Pina E. Cunha

The literature on knowledge management and organizational improvisation have emerged as important perspectives for organizing, while existing almost in parallel. Both have…

Abstract

The literature on knowledge management and organizational improvisation have emerged as important perspectives for organizing, while existing almost in parallel. Both have significant implications for, inter alia, innovation and creativity, adaptability, and management in turbulent times. Previous research has considered the role of improvisation in innovation. We build on this literature to examine the specific role of improvisation in knowledge creation. Our assessment of organizational improvisation indicates that it constitutes an important potential source of knowledge, thus opening up a new avenue for exploring the strategic as well as political significance of embedded, situated knowledge. We argue that the rapprochement of the two literatures brings about the notion of “improvisational knowledge”. We develop the significance of this form of knowledge, focusing in particular on the challenges of appreciating and appropriating it as opposed to seeking to codify it. We offer propositions and identify some avenues for further research.

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 6 no. 2
Type: Research Article
ISSN: 1536-5433

Keywords

Article
Publication date: 7 April 2015

Ken Kamoche, Lisa Qixun Siebers, Aminu Mamman and Aloysius Newenham-Kahindi

– The purpose of this paper is to introduce the special issue which considers some of the contemporary debates in managing people in Africa.

1970

Abstract

Purpose

The purpose of this paper is to introduce the special issue which considers some of the contemporary debates in managing people in Africa.

Design/methodology/approach

The papers that constitute this special issue were selected from submissions to various events hosted by the Africa Research Group, a community of scholars committed to researching Africa, and from a more general call for submissions.

Findings

The papers highlight the changing picture of the African organisational landscape and provide both theoretical and empirical insights about the opportunities and challenges of managing people in a culturally complex continent.

Originality/value

Taken together, the papers make an important contribution by engaging current debates and demonstrating potential new areas for further research.

Details

Personnel Review, vol. 44 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 February 2002

Stephen J. Perkins

314

Abstract

Details

Personnel Review, vol. 31 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 7 April 2015

Aloysius Newenham-Kahindi

The purpose of this paper is to attempt to answer specific research questions by investigating two case studies which involve large global mining multinational enterprises…

2097

Abstract

Purpose

The purpose of this paper is to attempt to answer specific research questions by investigating two case studies which involve large global mining multinational enterprises (MNEs) and how they implement sustainable development programs across rural communities in Tanzania. The author specifically examines how MNEs use internal stakeholders that is employees, as intermediaries, to influence external stakeholders, the local communities, to address social problems.

Design/methodology/approach

The author uses an exploratory research method which involves MNEs and 18 communities in western Tanzania as the cases. Semi-structured interviews, observation and the use of relevant archival documents was used to collect data.

Findings

This study suggests that, if MNEs are to leverage sustainability initiatives in rural communities, they must consider implementing a locally oriented strategy in their overall business activities that incorporates meaningful engagement initiatives with their employees and with the communities.

Research limitations/implications

Despite the study was limited to one country, the results point to the importance of incorporating the role of community institutional environments’ influence over MNEs sustainability activities which could be generalized to other developing countries such as the case study of Tanzania.

Originality/value

This paper contributes to the nascent but growing literature on the role of business in the community, how employees as intermediaries facilitate effective CSR in communities, and the overall impact of community institutional environment on businesses. The author provides some practical policy implications related to MNE-community relationships in developing countries.

Details

Personnel Review, vol. 44 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 July 1997

Ken Kamoche

Reveals that the public sector in Africa is increasingly coming under pressure to justify its very existence through calls for financial accountability, operational…

1771

Abstract

Reveals that the public sector in Africa is increasingly coming under pressure to justify its very existence through calls for financial accountability, operational efficiency, improvements in product and service quality, and so forth. Takes the view that any attempt to achieve meaningful reform in public sector management will have to consider seriously the question of skill development and the management of expertise. Ultimately, the effectiveness of the public sector product and service delivery will depend not only on economic and financial parameters but also on the availability of sufficiently skilled personnel. Focuses, therefore, on skill management in the public sector and, in particular, on the creation of competences which are based on the organization’s core strategic activities. Introduces recent developments in the management of organizations to the public sector debate.

Details

International Journal of Public Sector Management, vol. 10 no. 4
Type: Research Article
ISSN: 0951-3558

Keywords

Article
Publication date: 17 July 2019

The review is based on "Employee advocacy in Africa: the role of HR practitioners in Malawi" by Aminu Mamman, Christopher J. Rees, Rhoda Bakuwa, Mohamed Branine, Ken

152

Abstract

Purpose

The review is based on "Employee advocacy in Africa: the role of HR practitioners in Malawi" by Aminu Mamman, Christopher J. Rees, Rhoda Bakuwa, Mohamed Branine, Ken Kamoche, (2019) published in Employee Relations. This paper aims to concentrate on the degree that HR practitioners are considered as employee advocates within an African context.

Design/methodology/approach

Data were gathered from a questionnaire survey given to 305 respondents (95 HR practitioners, 121 line managers and 89 employees) working in private sector companies Malawi.

Findings

The results suggest that HR practitioners in Malawi are viewed as carrying out an employee advocate role by line managers, HR managers, and employees. HR managers perceived themselves to be carrying out the role of employee advocate more than line managers and employees. In addition, the strongest perceived element was their contribution to motivating employees.

Practical implications

Therefore, analysis of the importance of the elements that make up the employee advocate role could inform decisions on which elements to include in in an HR model. This paper has contributed to the literature on HR roles in developing countries and supports the use of Ulrich’s model beyond the developed countries where it originated

Originality/value

This paper has contributed to the literature on HR roles in developing countries and supports the use of Ulrich’s model beyond the developed countries where it originated.

Details

Human Resource Management International Digest, vol. 27 no. 4
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 13 November 2009

Miguel Pina e Cunha, Arménio Rego and Ken Kamoche

The purpose of this paper is to discuss the role of improvisation in service recovery.

3354

Abstract

Purpose

The purpose of this paper is to discuss the role of improvisation in service recovery.

Design/methodology/approach

The paper is a conceptual discussion that considers the relevance of improvisation in service recovery. It contributes to the clarification of the possible role of improvisation in the transformation of service failures into positive moments of truth.

Findings

The paper argues that improvisation may be viewed as a relevant, albeit largely ignored, topic in service recovery, and recommends that its role should be the object of theoretical and empirical research.

Practical implications

Managers may consider the possibility of creating conditions for competent improvisation to occur, such as training in improvisational skills and the creation of organizational contexts that facilitate the convergence of planning and execution in order to better deal with the characteristics of the situation.

Originality/value

The study addresses the under‐researched role of improvisation in the process of service recovery.

Details

Managing Service Quality: An International Journal, vol. 19 no. 6
Type: Research Article
ISSN: 0960-4529

Keywords

Article
Publication date: 1 April 1991

Ken Kamoche

The decade has witnessed unprecedented interest in what has beenseen as a radically new direction in the management of people inorganisations: human resource management…

2001

Abstract

The decade has witnessed unprecedented interest in what has been seen as a radically new direction in the management of people in organisations: human resource management (HRM). HRM has, however, been bedevilled by controversy and ambiguity to the extent of being regarded as just another “flavour of the month” management rhetoric. There is little consensus about what HRM means and what it entails in practice. Conceptual clarity is sought by adopting a multiparadigmatic approach to analyse HRM, which is classified into “hard” and “soft” variants. The use of paradigmatic “frames” or “lenses” enriches our understanding of them, and should enhance our appreciation of the implications of different approaches in the management of employees.

Details

Personnel Review, vol. 20 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 February 2002

Rona S. Beattie

1078

Abstract

Details

Employee Relations, vol. 24 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

1 – 10 of 36