Search results

1 – 10 of 13

Abstract

Details

Gender in Management: An International Journal , vol. 38 no. 7
Type: Research Article
ISSN: 1754-2413

Article
Publication date: 23 March 2023

Katarzyna Bachnik, Liza Howe-Walsh, Lisa Critchley, Marisa Alicea, Maria Guajardo and Christa Ellen Washington

This study aims to explore the individual lived crucible experiences of women leaders in higher education (HE) and business as the catalyst to investigate organisational…

Abstract

Purpose

This study aims to explore the individual lived crucible experiences of women leaders in higher education (HE) and business as the catalyst to investigate organisational inequality regimes that prevent women leaders from fully participating, contributing and flourishing at work. Drawing upon Bolman and Deal’s four-frame theoretical organisational model, this study analyses women’s lived crucible leadership experiences to better understand the organising processes and practices that render intersectionality invisible that reinforce and perpetuate inequality regimes.

Design/methodology/approach

A collaborative autoethnographic research method was selected for data collection. The research team members each selected one significant crucible moment from their professional career and used the Gibb’s six-part reflective cycle to document their narrative and reflect on their leadership experience. A reflexive thematic analysis was used based on Braun and Clarke’s six phases.

Findings

The study features the importance of creating a climate in organisations that acknowledges the need for greater equity, diversity and inclusion (EDI) to support women leaders. Four global themes emerged from the analysis of the leadership narratives: organisation, power dynamics, emotional distress and perseverance and intersectionality. These themes illuminate a greater understanding of organisational life for women and confirm the presence of inequality regimes of gender and race.

Originality/value

This is the first study to explore the impact of women leaders’ crucible experiences through the lens of the Bolman and Deal’s model that highlights the need to consider an EDI lens as the fifth frame.

Details

Gender in Management: An International Journal , vol. 38 no. 7
Type: Research Article
ISSN: 1754-2413

Keywords

Abstract

Details

Journal of Organizational Effectiveness: People and Performance, vol. 8 no. 4
Type: Research Article
ISSN: 2051-6614

Article
Publication date: 18 March 2020

Liza Howe-Walsh, Sarah Turnbull, Saleena Khan and Vijay Pereira

The study aims to explore the factors that influence Emirati women's career choice in the UAE. This study contributes to the influence of context in career choices by…

Abstract

Purpose

The study aims to explore the factors that influence Emirati women's career choice in the UAE. This study contributes to the influence of context in career choices by investigating how Emirati women chose information technology (IT) as a profession through the lens of the social cognitive career theory.

Design/methodology/approach

This study undertook in-depth interviews with 21 Emirati women working in technology in the UAE. The study considers women's career choices at three levels, i.e. from an individual, organisational and national context perspective.

Findings

The key findings include identifying the importance of national context in influencing career choices among other factors such as family centrality, desire to be seen as a role model, company reputation and government policy.

Practical implications

The study has wider implications for women's career choices in other contexts. The findings highlight the challenges women face, such as a lack of role models and family centrality, which need to be considered in recruitment policies and practices in other national contexts.

Originality/value

The originality of the study is its contribution to the literature developing understanding of the influences on women's career choices in the Emirates. While previous studies have identified the role of patriarchal influence on women's careers, we have less understanding of the importance attributed to individual factors such as being perceived as a role model within their family and to society. Similarly, the literature provides limited evidence of the influence of factors such as government sponsorship and company reputation.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 7 no. 1
Type: Research Article
ISSN: 2051-6614

Keywords

Article
Publication date: 10 November 2022

Liza Howe-Walsh, Susan Kirk and Emeka Oruh

This paper aims to evaluate the approaches to talent management (TM) in small- to medium-sized enterprise (SME) hotels in Nigeria during the COVID-19 crisis drawing on the…

Abstract

Purpose

This paper aims to evaluate the approaches to talent management (TM) in small- to medium-sized enterprise (SME) hotels in Nigeria during the COVID-19 crisis drawing on the resource-based view (RBV) of Strategy.

Design/methodology/approach

An interpretivist methodology was adopted, and 42 semi-structured interviews were undertaken with SME hotel owners, self-initiated expatriate (SIE) talent and local workers in Nigerian hotels. A thematic approach to analysis was undertaken to identify key themes.

Findings

The findings highlight how SME hotel owners’ reactive and short-term approaches to TM have created problems during the pandemic as they are unable to rely on acquiring SIE talent to fill key skills gaps. Furthermore, failure to capitalise on the expertise and networks of their current SIEs has resulted in a lack of knowledge sharing with other local employees. This results in TM strategies that do not offer differentiated approaches that balance talent flows to achieve competitive advantage.

Practical implications

SME hotel leaders should adopt a more equitable approach to TM that values all workers rather than exclusively focusing on SIEs. Employment contracts should ensure that SIEs are responsible for training and developing local workers as part of a networking approach to RBV.

Originality/value

This novel study focused on TM within SME hotels in a Nigerian context during COVID-19. The findings show how SME senior leaders value SIE talent above local workers and pursue a TM strategy that perpetuates the status quo. The COVID-19 crisis has acted as a catalyst for leaders to recognise the value of local talent and consider a more sustainable approach to TM.

Details

International Journal of Contemporary Hospitality Management, vol. 35 no. 8
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 9 April 2018

Helen Thompson-Whiteside, Sarah Turnbull and Liza Howe-Walsh

The purpose of this paper is to provide insight into how female entrepreneurs develop and communicate an authentic personal brand. The authors examine the entrepreneurial…

4695

Abstract

Purpose

The purpose of this paper is to provide insight into how female entrepreneurs develop and communicate an authentic personal brand. The authors examine the entrepreneurial marketing (EM) activities undertaken by female entrepreneurs and identify the impression management (IM) behaviours and tactics used. The authors explore the risks associated with self-promotion to gain a better understanding of how female entrepreneurs market themselves and their businesses.

Design/methodology/approach

The study adopts an interpretative phenomenological approach (IPA). Using semi-structured interviews, the authors explore the experiences of female entrepreneurs as they engage in IM behaviours. The sample is drawn from female entrepreneurs who have small-scale businesses, which span a range of specialist service sectors. All participants are engaging in personal branding activities. Participants were recruited via a gatekeeper and invited to take part in the study. Data from 11 female business owners were collected and analysed using IPA. Interview transcripts and field notes were analysed for broad patterns, and then initial codes developed, which allowed for themes to emerge, with a number of core themes being identified. These core themes are presented, together with verbatim quotes from participants, to provide a rich insight into the marketing activities of these female entrepreneurs.

Findings

The findings reveal the complex challenges faced by female entrepreneurs as they engage in self-promotion and IM to market their business. Four key themes emerge from the data to explain how female entrepreneurs engage in managing their brand both online and offline: experimental, risk, authenticity and supplication. The study identifies, in particular, that female entrepreneurs use the tactic of supplication in combination with self-promotion to communicate their brand. Additionally, it was found that female entrepreneurs share their personal fears and weaknesses in an attempt to be seen as authentic and manage the risk associated with self-promotion.

Originality/value

The study contributes to the EM literature by extending the understanding of the risks associated with self-promotion for female entrepreneurs. The study also contributes to the IM literature by providing a better understanding of IM beyond organisations and applied to an entrepreneurial domain. The study highlights a number of important implications for entrepreneurial practice and policy.

Details

Qualitative Market Research: An International Journal, vol. 21 no. 2
Type: Research Article
ISSN: 1352-2752

Keywords

Article
Publication date: 13 March 2017

Liza Howe-Walsh and Nicole Torka

The purpose of this paper is to explore the role of and interaction between (potential) repatriation supporters to develop understanding of how this affects the repatriate…

1831

Abstract

Purpose

The purpose of this paper is to explore the role of and interaction between (potential) repatriation supporters to develop understanding of how this affects the repatriate experience.

Design/methodology/approach

A (single) case study strategy was employed, using a multiple stakeholder approach, involving 21 in-depth interviews in a large UK-based institution with repatriates, home and host HR managers, international human resource (IHR) practitioners and line managers from both home and host locations.

Findings

Although line managers, senior managers, family members and third party providers (e.g. relocation agencies, tax advisors) are important for repatriation support, the case study evidence highlights that HR professionals are mainly responsible for the quality of the support delivered by other repatriation supporters. Inadequate support from the headquarters IHR department caused by a lack and unclear information about repatriation procedures and related responsibilities results in insufficient support for home and host HR managers. This negatively impacts repatriates line managers (perceptions of) HR support. Weaknesses in the support chain (headquarter IHR, home and host HR and line managers) are responsible for repatriates (perceived) limited or non-support.

Research limitations/implications

The small size of our sample, the single case study design and the method precludes generalisation of the findings. However, the authors’ “look inside” increased the understanding of repatriation support and in particular the support quality. By linking this information to the knowledge of previous studies on organisational support and the devolution of human resource management, the authors are able to identify several topics future studies in the field of repatriation management.

Practical implications

IHRM policies have to reflect the role of multiple stakeholders including home and host line managers and HR professionals as well as third party providers and assign clear lines of responsibility to provide a transparent and consistent experience. Repatriates family has to be acknowledged as a stakeholder that has a major influence on repatriation success and failure. Excluding partners and children issues from international career policies has to be considered as a serious HR shortcoming. Second, ensuring timely information regarding return positions. Providing debriefing interviews upon repatriation can help to identify future roles within the organisation. Equally important is exit interviews to explore whether the person has completed an assignment within the previous 24 months and whether this experience has contributed to their decision to leave the organisation. Opportunities to ensure repatriates are being considered for positions as part of the talent pool is crucial. Finally, the authors emphasise the need to acknowledge that third party vendors are part of the repatriation process and must be considered in terms of (perceived) organisational support.

Originality/value

This is one of the first studies that highlights the role and interaction of (potential) repatriation supporters. Specifically, this study contributes to addressing three knowledge gaps: it identifies a lack of communication among HR professionals and between them and line managers as a potential source of insufficient organisational support; the findings highlight HR professionals responsibility for supporting line managers and other repatriation supporters in operational repatriation management; and finally, the results support the assumption that HR professionals and line managers own (non-)experience with working abroad might affect the quality of support policies and practices for repatriates.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 5 no. 1
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 9 March 2015

Liza Howe-Walsh

– Aims to develop a greater understanding of the problems faced by returning employees after an expatriate assignment.

682

Abstract

Purpose

Aims to develop a greater understanding of the problems faced by returning employees after an expatriate assignment.

Design/methodology/approach

Reports the results of qualitative semi-structured interviews to create a multi-layered perspective of repatriation in a bank.

Findings

Reveals that the inconsistent application of a global mobility policy contributed to the dissatisfaction of all stakeholders involved with the repatriation of staff. There was fundamental lack of talent management because of the absence of clear lines of responsibility associated with repatriating an employee.

Practical implications

Highlights the need to audit global-mobility policy and practice to ensure policies are interpreted and applied consistently. The issue of multiple stakeholders identifies the need to ensure that clear lines of responsibility are required when managing repatriates.

Social implications

It advances the view that fair and consistent treatment of employees enhances the bank’s reputation to manage talent effectively.

Originality/value

It draws upon the views of multiple stakeholders, including line managers, human resource specialists and repatriates.

Details

Human Resource Management International Digest, vol. 23 no. 2
Type: Research Article
ISSN: 0967-0734

Keywords

Book part
Publication date: 28 August 2024

Liza Howe-Walsh, Victoria Pagan and Susan Kirk

In this chapter, we examine the role that business school accreditation agencies play in influencing attitudes to gender, exploring the documentation of the Association to Advance…

Abstract

In this chapter, we examine the role that business school accreditation agencies play in influencing attitudes to gender, exploring the documentation of the Association to Advance Collegiate Schools of Business (AACSB); Association of MBAs (AMBA) and European Foundation for Management Development (EFMD) Quality Improvement System (EQUIS) to develop an understanding of their stake in promoting greater gender equality or inadvertently encouraging gender washing. These agencies are powerful stakeholders who, arguably, set the recognized global standards. We focus on the organizational rhetoric espoused by them and have found that they are using practices we have defined as genderspinning: presenting a favorable impression to stakeholders; and moving in endless circles.

Details

Genderwashing in Leadership
Type: Book
ISBN: 978-1-83753-988-8

Keywords

Article
Publication date: 7 March 2016

Sarah Turnbull, Liza Howe-Walsh and Aisha Boulanouar

The purpose of this paper is to bridge the gap between previous examinations of advertising standardisation and consideration of Islamic ethics to develop a better understanding…

2331

Abstract

Purpose

The purpose of this paper is to bridge the gap between previous examinations of advertising standardisation and consideration of Islamic ethics to develop a better understanding of how Islamic values influence global advertising strategy.

Design/methodology/approach

This paper is based on a critical review of the literature. The paper presents a conceptual framework which considers both the environmental influences and Islamic ethics which need to be considered when developing advertising strategy in Middle East Islamic States.

Findings

The authors assert the importance of considering Islamic ethics when planning advertising in the Islamic Middle East. In particular, six dominant ethical dimensions are provided for marketing scholars and practitioners to observe: unity (Tawheed), Iman (faith), Khilafah (trusteeship), Balance, Justice or Adl and Free will.

Research limitations/implications

The conceptual model presented provides a useful starting point to generate further academic debate and empirical verification.

Originality/value

The paper extends our understanding of the influence of Islamic ethics on advertising and contributes to the wider marketing standardisation literature by considering religion as a key driver in the debate.

Details

Journal of Islamic Marketing, vol. 7 no. 1
Type: Research Article
ISSN: 1759-0833

Keywords

1 – 10 of 13