Search results

This article aims to offer a theoretical framework that attempts to show the integration among human resource development (HRD), social capital (SC), emotional intelligence (EI) and organizational productivity.

The literature search included the following: a computerized search of accessible and available material using the key words “human resource development”, “emotional intelligence”, “social capital”, “human capital”, “organizational productivity”, “productivity”, and “organizational performance”.

The literature review provides evidence that it is logical to assume that the relationship among HRD, social capital, emotional and organization productivity is highly integrated. This finding influenced the authors to conceptualize an integrated model that illustrates the interconnectivity of HRD, social capital, emotional intelligence and organizational productivity with internal and external environmental factors.

The integrated model conceptualizing the dynamic relationship among HRD, social capital, emotional intelligence and organization productivity is based primarily on the review of the literature.

The integrated model developed by the authors provides a framework that HRD scholars and practitioners may use to develop innovative instruments to measure the relationship among HRD, EI and SC and their subsequent impact on organization performance.

Investigates the impact of three organizational levels – organizational, process and individual/job – on the current effectiveness of meeting goals regarding holiday sales and product display in an international retailer. Explores the need for change by means of a three‐part project using seven focus groups with 38 district managers and 84 department managers from each region of the continental USA except the West Coast. Identifies, from the results of the group feedback, changes that were felt to be needed in the three organizational levels. Concludes that a holistic approach is needed in order to enhance performance rather than approaching performance issues from a unilateral perspective.

Workplace learning and HRD are considered legitimate topics for study and investigation alongside organisational strategies and practices. Considers key themes in the workplace earning literature in addition to its relationship with HRD. Identifies a paradigm shift from formalised, intermittent and discontinuous learning to increasingly informal, experiential, asynchronous and real‐time situated learning. Highlights three contemporary themes in both the workplace learning and HRD literatures, namely: knowledge, expertise, competence and capability; organisational learning; and employability and career issues.

This chapter will develop an understanding of what the logical conclusion of having English football clubs primarily existing as businesses: namely, those instances where clubs are treated not as community institutions but as any other business with set assets that can be disposed of at a profit. There is an unfortunate history of clubs being owned based on the value of the assets they possess (such as their stadium or training), a trend that has only seemed to accelerate in recent decades. The various forms asset stripping takes can be explored by examining what happened to clubs like Blackpool FC and Wimbledon FC, as well as many others. This chapter is an exploration of what happens when the entity that fans assume is something more than a business is dismantled for profit, the harshest of reality checks, and a reminder that football clubs in these contexts are little more than business assets.

In his mycological observations Browne isolated and studied the inverting power of torulae and two Monilia (named “nigra” and “fusca,” respectively). The presence of fungi such as Penicillium was noted and their possible importance emphasized. Some interesting points were made with regard to sources of infection and consequent prevention of deterioration of raw cane sugars. These advances by Owen and Browne have apparently initiated the return of interest to the molds, and the recent work of Amons, Blake, the Kopeloffs, Church, and van der Bijl has dealt with some aspect of the activity of molds in sugar.

The purpose of this paper is to examine the impact of the digital culture on football supporters through analysis of official and unofficial websites and media reports. At first glance it would appear that technology has brought about greater opportunities to communicate, to share views which previously could not be widely published, and to organise against the commercial power of the large football clubs. However, surveillance, censorship and control continue to impact on supporters to restrict and ultimately prevent the ideal speech situation that is necessary to empower fans and promote greater participation in their clubs. Current media manipulation and corporate interests restrict and alienate fans who often have more of a historically constituted (over generations) sense of ownership and culture within their local clubs.

A critical social theory approach is adopted to examine structures and processes related to communication between fans, the media, football clubs and the public. Habermas' theory is draw upon using the concepts of “colonization of the Lifeworld” and “communicative action” to inform a theme and discourse analysis of official and independent football club websites and media reports. How corporate interests (the system) are manipulating public opinion and freedom to speak openly within an overall goal of profit maximization for club owners and the large media corporations are explored.

Although steps to enable free communication have been made we are still a long way off supporters having a powerful enough voice to organise against the commercial power of the large football clubs and media conglomerates. The ideal speech situation remains elusive and the hegemonic state remains unchallenged. Football supporters are increasingly constructed as “consumers” and the ultimate power remains in mass media and broadcast rather than personal “narrowcast”.

This paper extends debate on the impact of the developing “digital culture” focusing on football supporters, a specific and prevalent community within British society. It raises issues for further research in this area.

A new design of screw head, the Uni‐screw, has been developed to rival the well‐established slotted, Phillips and Pozidriv screws. It is based on a series of hexagonal recesses that avoids “cam‐out”, which occurs with the other designs when higher torques are applied. Other benefits include the need for only one driver over a wide range of screw sizes and easy alignment of driver to screw. Other recess forms can be used including pentagon and heptagon to provide high tamper resistance, and these can be tailored for a single user to give total security. The Uni‐screw is being manufactured and distributed by Forward Engineering under a licence from Uni‐screw and the first commercial products are aimed at the building and DIY markets. Strong interest has also been shown by several industrial organisations.

The purpose of this paper is to examine how learning experiences are shaped for Arab Muslim women students by the different educational approaches (teaching style, relations with lecturers and types of knowledge) and extent of cultural pluralism in three different higher education (HE) campuses in Israel.

To clarify these issues the authors conducted narrative interviews with 12 Arab Muslim women students in the Hebrew University and in two academic colleges. Significant differences were found in the women's experiences between the university and the two academic colleges.

Arab women had difficulty integrating in the university in contrast to a supportive more familiar environment in the colleges. The different environments also had different implications for the women's identity formation. The findings indicate that since Arab women students have specific needs stemming from their different socio-cultural background, they should be assisted in their integration in academic courses with preparatory instruction and guidance.

Implications for minority students in different HE campuses are discussed.

This review paper will look at internationally existing publications in the English language on mental health shared decision making (SDM) implementation of a variety of interventions, including different methodologies and research methods, age groups and countries. The purpose of this paper is to provide an overview of: process, degree and outcomes of implementation; barriers and facilitators; perspectives on implementation by different stakeholders; analysis of the process of implementation in mental health services through the lenses of the normalisation process theory (NPT).

Following a targeted literature search the data were analysed in order to provide an overview of methodologies and methods applied in the articles, as well as of the variables listed above. Three different types of information were included: a content analysis of key issues, reflective understanding coming out of participating in implementation of an SDM project in the form of two narratives written by two key participants in an SDM pilot project and an NPT analysis of the process of implementation.

Only a minority of mental health SDM research focuses on implementation in everyday practice. It is possible and often desirable to achieve SDM in mental health services; it requires a low level of technology, it can save time once routinized, and it is based on enhancing therapeutic alliance, as well as service users’ motivation. Implementation requires an explicit policy decision, a clear procedure, and regular adherence to the aims and methods of implementation by all participants. These necessary and sufficient conditions are rarely met, due to the different levels of commitment to SDM and its process by the different key stakeholders, as well as due to competing providers’ objectives and the time allocated to achieving them.

The review indicates both the need to take into account the complexity of SDM, as well as future strategies for enhancing its implementation in everyday mental health practice. Perhaps because applying SDM reflects a major cultural change in mental health practice, current value attached to SDM among clinicians and service managers would need to be more positive, prominent and enduring to enable a greater degree of implementation.