The purpose of this paper is to describe processes of learning from personal experiences of mental distress when mental health service users participate in occupational…
The purpose of this paper is to describe processes of learning from personal experiences of mental distress when mental health service users participate in occupational therapy education with tutors and students who have also had experiences of mental distress.
A post-structural theoretical perspective was applied to stories which emerged from the research process. Semi-structured group and individual interviews were used with three service users, three students and three tutors (including the author) who had all had, at some time in their lives, experiences of mental distress.
Stories based on previously hidden personal experiences of mental distress began to shift dominant understandings. Further, as educators, service users challenged whose authority it is to speak about mental distress and permitted different narrative positions for students and tutors. However, technologies of power and technologies of self of powerful discourses in professional education continued to disqualify and exclude personal knowledges. Learning from stories requires a critical approach to storytelling to expose how hidden power relations maintain some knowledges as dominant. Further, learning requires narrative work, which was often hidden and unaccounted for, to navigate complex and contradictory positions in learning.
Although storytelling based on personal experience can help develop a skilled and healthy mental health workforce, its impact will be limited without changes in classrooms, courses and higher education which support learning at the margins of personal/professional and personal/political learning.
Learning from stories of mental distress requires conditions which take account of the hidden practices which operate in mental health professional education.
Much has been theorized about what change strategies to employ given particular types of organizational change. Organizational theorists have linked participative…
Much has been theorized about what change strategies to employ given particular types of organizational change. Organizational theorists have linked participative strategies with culture change, strategies based on logic and reason with new technology implementations, and power strategies with the introduction of new laws and legislation. However, to what degree are these suggested recommendations carried out in organizations? In this paper, we explored the extent to which change recipients perceive the use of theorist recommended strategies when undergoing specific types of organizational changes. Using survey research (N = 88), we investigated the perceived relationship between two components of change: change content and change strategy. The results partially follow the ideals proposed by previous theorists, but they also highlight a significant relationship between power-coercive strategies and episodic change events that is contrary to those ideals. For practitioners, our findings draw attention to the connection between change content and change strategy in the hope of offering some guidance to those change agents who must determine how to lead a particular change initiative. Additionally, since our investigation is original and exploratory, we incite future research aimed at understanding the congruency between change content and change strategy formulation.
Networking practices are considered to be an important career advancement strategy. However, little empirical research exists which provides understanding of this…
Networking practices are considered to be an important career advancement strategy. However, little empirical research exists which provides understanding of this phenomenon as it relates to the differences in practices and experiences between genders. The purpose of this paper is to explore how the role and nature of networking and career relationships in nonprofit sport organizations is perceived to impact career development.
In total, 34 semi-structured interviews were conducted with male and female executives in a range of nonprofit organizations to elicit views, attitudes, and information regarding formal and informal networking strategies and practices employed in this context.
Findings highlight differences in perceptions of how networking is defined, the central role of mentors, the nature of networking relationships, and networking strategies. The authors found that there are various perceived barriers with regard to gender and organizational culture in sport national governing bodies (NGBs).
Networking practice and policy implications are discussed for sport NGBs and other organizations. The authors offer recommendations for future research.
The project adds value to the understanding of the career advancement of women as it directly compares perceptions of men and women.
This study contributes to the literature on sexual harassment by explicitly modeling race as a significant predictor of sexual harassment in combination with gender and…
This study contributes to the literature on sexual harassment by explicitly modeling race as a significant predictor of sexual harassment in combination with gender and occupation, rather than regarding each demographic characteristic (i.e. age, gender, race, marital status) as though experienced separately from all others. As represented in the larger literature on sexual harassment in the workplace, the female respondents in this study report more sexual harassment than men, though men do report sexual harassment. Moreover, the gender context (i.e., whether respondent’s occupation is predominantly female or male) of occupation makes a difference for both men and women. These results reveal that women are more likely to be reporting sexual harassment based upon demographic factors in the labor market and appear to be unaffected by labor force characteristics. The men, on the other hand, report more sexual harassment based upon occupational characteristics than demographic factors.
In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This…
In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.
Singapore devotes less than 4% of its GDP to healthcare in part because its average citizen is young. As the country has become developed, the birth rate has fallen…
Singapore devotes less than 4% of its GDP to healthcare in part because its average citizen is young. As the country has become developed, the birth rate has fallen, life‐expectancy has lengthened and the cost of care has shown signs of escalation. This has occurred despite the extensive cost‐control measures built into the mandatory system of medical savings and the opt‐in supplement of medical insurance. The threat of care inflation is that much greater because of Singapore’s attempt to position itself as a regional treatment hub, because of rising incomes and expectations, and because of a shortage of doctors and nurses which is driving wages up. Old age is contributing to the problem but, the article shows, is not the only cause.
This paper describes the concept of mutual knowledge and its potential impact on virtual team performance. Based on an analysis of extant literature, we argue that there…
This paper describes the concept of mutual knowledge and its potential impact on virtual team performance. Based on an analysis of extant literature, we argue that there is a gap in our understanding of what is known about mutual knowledge as it impacts team dynamics and virtual team performance. Supporting literature, anecdotes, and case studies are used to discuss the importance of mutual knowledge for virtual team performance and the research issues that need to be addressed in the future.