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The purpose of this paper is to contribute to the development of a broader, multi-dimensional approach to talent that helps scholars and practitioners to fully understand…
The purpose of this paper is to contribute to the development of a broader, multi-dimensional approach to talent that helps scholars and practitioners to fully understand the nuances and complexity of talent in the organizational context.
The data were collected in two complementary research projects on the definition and identification of talented academics in the early stages of their careers. The first study focussed on defining and developing talent within university departments, in which the perspectives of management, policy advisors and talented employees themselves were taken into account. The second study investigated talent selection in the specific context of grant allocation by the Dutch Research Council (NWO).
The results suggest that the conceptualization of talent cannot be disconnected from its context. In particular, the perceptions of the different stakeholder groups in an organizational context have a major impact. Although talent is generally perceived as a combination of multiple components, this general outcome conceals the unilateral approaches to talent of the separate stakeholder groups. These unilateral interpretations of talent also affect the design of the talent management system. The paper describes the difficulties organizations are confronted within developing and implementing their talent programs.
This broader approach regards talent as a bundle of integrated components, and takes the impact of the organizational context and its interrelated stakeholders into account.
The purpose of this paper is to explore the practices utilized by university actors when implementing gender quotas, and study how these practices affect gender equality…
The purpose of this paper is to explore the practices utilized by university actors when implementing gender quotas, and study how these practices affect gender equality in academic decision-making bodies.
The study applies a practice theory lens to the case study of a Belgian university implementing a gender quota by performing 26 semi-structured interviews with actors, and collecting and analyzing relevant organizational documents.
This study shows that university actors implement gender quotas through three practices: gender-specific calls, scouting and “playing around”. Identifying this variation in practices helps to understand both actors’ sense-making of compliance with gender quotas and women’s decision-making power in academic bodies.
This study explores how practices interact with the organization’s broader context and its power dynamics. In future studies, adding ethnographic observations would strengthen the practice approach.
The study indicates that implementing gender quotas can foster women’s representation in decision-making, but that a strictly procedural sense-making of gender quotas could also undermine this. Universities should continue implementing gender quotas, further analyze their implementation practices and comprehensively adapt their organizational policies and practices to comply with gender equality goals substantively.
Through a practice theory approach, this paper offers original insight into how actors comply with gender quotas. Uncovering the implementation process in particular, the paper reveals how gender quotas could foster gender equality in academic decision-making.