Search results

Aims to describe a successful use of simulated knowledge worker behaviour used in the developing online procedures and software for arbitration – the E‐Arbitration‐T project

Presents four common factors – deadline, length of task, importance of customer, importance to business – that need to be incorporated within any business process model of knowledge worker behaviour.

A richer model of knowledge worker behaviour is postulated and elements not necessary for the E‐Arbitration‐T model are identified. The knowledge worker's day was defined as being made up of Scheduled, On‐demand and At‐will tasks, only some of which may relate to the business process being modelled. A particular question that must be addressed in this extended model is how to model the choices knowledge workers make between competing at‐will tasks.

The two pieces of work reported here have generated a rich model of knowledge worker behaviour ready for application and refinement in further business process modelling studies.

Purpose – Hybrid reality television, a burgeoning subgenre spawning from the reality television genre, distinguishes itself from its parent genre through dramatizations that have been described as presenting a “quasi-reality” that is disorientating for the viewer (Caramanica, 2010). In addition to blurring the lines between fact and fiction, hybrid reality programs blur the lines between product placement and entertainment as products are seamlessly blended into the depicted lifestyles. This research explores how consumers negotiate hybrid reality television programs and how this process transpires in viewers' reactions to the consumption portrayals within the programs.

Methodology/approach – Insights were sought from qualitative in-depth interviews with avid viewers of an archetype of the hybrid reality subgenre, the MTV program The Hills.

Findings – The findings reveal varying degrees of self-reflexive consciousness, reflecting viewers' critical awareness of the rhetoric of the program, the artifices of the hybrid reality genre, and their role as an audience. Self-reflexive consciousness facilitates a critical response toward the text in which viewers recognize the artifices of the genre and thus regard the program as “real” and “not real” and simultaneously worth and worthless viewing at the same time, in a textual strategy, we refer to as ironic (dis)engagement.

Originality/value of the chapter – On the basis of this body of data, a typology of viewer responses to hybrid reality programs emerges with corresponding consumption strategies as viewers negotiate the consumption portrayals within The Hills. These findings suggest that viewers embrace product placement within the subgenre and that the program has pioneered and opened up new horizons for lifestyle branding practices within television programming.

The second annual conference of the Research Alliance of Fashion and Textiles (RAFT), hosted by the Department of Clothing Design and Technology of Manchester Metropolitan University (MMU), took place in Manchester in June.

Summarizes the findings of a 1993 report by Ashridge Management Group on women on the boards of the top 200 companies in Britain. Compares the results with a similar survey done in 1989. Finds that, although the number of women directors has doubled since 1989, they still represent only 4 per cent of all directorship appointments in the 200 companies surveyed, despite more women being recruited. More women are becoming non‐executive directors but the old‐boy network is still very much in operation. Discusses the issues which seem to account for the slow progress in women′s career ladders. Suggests an action list to enable companies to offer opportunities to women to gain skills and experience necessary to become directors.

The paper explores how the complex relationship between consumption and production evolves as women enact their roles as mothers, and reconstruct their self‐identity through their use or avoidance of convenience products.

Qualitative, individual interviews are used to allow an in‐depth analysis of the life stories of the group of respondents. An interpretive analysis reveals the purpose, patterns and rules followed by these individuals in their actions.

Convenience consumption empowers these “mothers of invention” to instrumental and emotional autonomy through their rejection of unnecessary drudgery, and enables them to negotiate the role of caretaker within the family.

The implications of the study suggest that there is a role for marketing to remove any vestiges of guilt in convenience consumption by addressing the issues of sustainability, nutrition, quality and value in convenience products. Future research should investigate whether these findings resonate cross‐culturally and across broader socio‐economic groups.

The paper reveals the importance of reinforcing the connections between a better quality of family care and love. The paper also demonstrates the importance of the interactions of the family members on convenience consumption. These findings are important for marketing practitioners and academics researching family consumption.

This chapter discusses the employment of migrant women to work as ‘nannies’ in private homes in the United Kingdom.¹ The term nanny has been used in the United Kingdom to denote a ‘qualified childcare professional’ (Cox, 2006; Gregson & Lowe, 1994). In this chapter, however, I argue that in 2010 it also referred to a form of deprofessionalised unqualified childcare provided in private homes across the United Kingdom. Migrant women have long been over-represented in care and domestic work in a range of advanced and emerging states (Anderson, 2007; Lutz, 2008) and this form of deprofessionalised nanny employment was no exception. This alternative use of the term nanny in the United Kingdom therefore referred with increasing frequency to migrant women who could be tasked with caring for children while also shopping, cooking, cleaning, driving, providing homework assistance etc. The chapter argues further that deprofessionalised nanny employment, occurring as it did in private domestic spaces and in the context of very low levels of state control, was likely to be characterised by high levels of informality (Cyrus, 2008). This meant that an important element of the childcare and associated domestic work sector in the United Kingdom was performed illegally. Deprofessionalisation and informality in the employment of (often migrant) nannies in the United Kingdom is troubling not only because of its association with illegal employment but also because it represented a marked failure to realise the demands for the upgrading of the status of care- and housework that have been key themes of feminist debate since the 1970s (Lutz, 2008).

The Trainee Mental Health Worker (TMHW) Programme is an initiative developed collaboratively between Middlesex University and local NHS Mental Health Trusts in response to national workforce requirements for flexible clinical personnel. The purpose of this paper is to explore the experience of this new category of mental health workers and to address the feedback given by previous cohorts of TMHWs.

This qualitative study comprised of three focus groups who met over their year-long training. In total, 20 participants self-selected from a population of 60 TMHWs, and their expectations of the TMHW role prior to starting the programme and following each of two practice placements were explored.

The thematic analysis identified five domains: identity, career strategy, functioning in the system, status and responsibility; the TMHWs demonstrated notable changes in their attitude and behaviour as they progressed. The findings demonstrate the challenges of integrating a new type of workforce into the rigid systems of the health care service.

Focus groups by their nature are not always representative, and this programme is limited in its number of students.

This study has led to a greater understanding of the experiences of trainees across a variety of clinical settings.

The results from this study will assist employing trusts in recruitment and retention by helping them to understand this phenomenon and the role itself.

This study’s value lies in the insight it offers into the experience of a new kind of worker moving from novice status to practitioner outside the constraint of a professional registration.

The purpose of this paper is to explore engagement of flexpatriates on rotational and regular field assignments in the energy industry, theoretically grounded in the “Four Fundamental Pillars of Engagement”.

In an exploratory case study within a global organisation in the energy industry, in a post-merger/acquisition integration stage, the authors interviewed 24 rotational and regular field assignees of seven different nationalities, residing at nine different global locations.

The results of the case study show that the following newly identified drivers within the “Four Fundamental Pillars of Engagement” are crucial for engagement of flexpatriate rotational and regular field assignees in the energy industry: information, communication and technology; training, learning and growth; support from colleagues and line managers (“capacity to engage”); job ownership/control; respect, recognition and appreciation (“reason to engage”); freedom to be creative and innovative; pride and promises; client satisfaction (“freedom to engage”); alignment between the organisation and the individual (“alignment to engage”), especially in a post-merger and acquisition (M&A) organisational context during a downturn in the oil and gas industry.

The case study focused on rotational assignees from one particular organisation in the energy industry, which restricts the generalisability of the findings on engagement of rotational assignees to other organisations, industries and geographies.

Organisations in the energy industry that actively promote engagement of rotational assignees, especially during the post-M&A integration stage and economic turmoil, will strengthen their sustainable global competitive advantage.

The contribution of this paper is that it presents a refinement and expansion of the drivers of engagement within the “Four Fundamental Pillars of Engagement”, conceptualised in an international post-M&A organisational context during a downturn in the oil and gas industry.