Search results

Although there has been substantial academic and practitioner interest into innovative structural arrangements, the study of structural transformation and the structural practices of small to medium‐sized organizations in traditional industries has been relatively ignored. This article presents empirical evidence of a company that changed its organizational structure from a traditional bureaucracy to a structure that was fundamentally different from those of other firms within its industry. The changed structure was characterized by many novel attributes such as devolved responsibility, empowerment, community orientation and a lack of hierarchy. Although there was some evidence to suggest that the structure had positive performance implications, the study also finds that the content, context and process of change were influenced by a dominant managing director such that the outcomes masked underlying political issues. The article concludes by discussing the theoretical and practical implications of the findings.

Discusses the second phase of a project on graduate employment in small hospitality firms. It explores the data from the first phase of the project using the concept of graduate identity. The views of both graduates and their managers are examined. The reflections on the data suggest that a complex relationship exists between graduates, their managers and graduate identity. Suggests that hospitality graduates in small firms fail to develop a sense of graduate identity and that their managers lack understanding on how the employment of graduates “makes some difference”. Nevertheless, it is affirmed that graduate identity offers a useful perspective for much‐needed further research on the transition of graduates into SME employment.

The purpose of this chapter is to examine what it means for students with extensive support needs (ESN) to have opportunities to learn (OTL), why OTL is inexplicably tied to inclusive practices, and the in-school and post-school outcomes when students have OTL. Research will be provided that supports positive in-school and post-school outcomes, when students are provided equitable learning opportunities in inclusive contexts. Given the difference in possible outcomes for students with ESN when they do and do not have OTL, excluding them from general education contexts, where they have the best access to the intended and enacted curricula, is both unethical and limiting to society as a whole.

Few studies have addressed the experiences of a graduate’s transition from university to the world of work. Understanding how graduates react and respond to this journey will provide universities with the ability to prepare and equip students for the road ahead. The purpose of this particular Australian case study was to extend understanding of the experience of making the transition from university to work, and to identify questions for further study. Data were collected using semi‐structured interviews, which were transcribed and analysed for clusters of common themes. Four themes emerged from the case study: “an uncertain feeling”, “inflated expectations”, “the work experience paradox” and “a low time”. It is hoped that understanding this graduate’s experiences will assist higher education institutions, recruiting companies and students to better understand and prepare for this significant life passage.

Summarizes the Commission for Racial Equality′s (CRE) formal investigation into recruitment and selection in the UK hotel industry. Explains why the Commission was interested in the hotel industry and discusses the importance of the hotel industry to the UK economy. The rationale for the research method which determined a sample of 117 hotels is proposed and a summary of the major findings is included. The results of the survey concluded that, in general, the UK hotel industry has taken few initiatives towards equality of opportunity and that suitably qualified ethnic minority applicants do not apply for careers in hotel management.

This paper aims to present a dynamically adjusted deflated restarting procedure for the generalized conjugate residual method with an inner orthogonalization (GCRO) method.

The proposed method uses a GCR solver for the outer iteration and the generalized minimal residual (GMRES) with deflated restarting in the inner iteration. Approximate eigenpairs are evaluated at the end of each inner GMRES restart cycle. The approach determines the number of vectors to be deflated from the spectrum based on the number of negative Ritz values, k∗.

The authors show that the approach restores convergence to cases where GMRES with restart failed and compare the approach against standard GMRES with restarts and deflated restarting. Efficiency is demonstrated for a 2D NACA 0012 airfoil and a 3D common research model wing. In addition, numerical experiments confirm the scalability of the solver.

This paper proposes an extension of dynamic deflated restarting into the traditional GCRO method to improve convergence performance with a significant reduction in the memory usage. The novel deflation strategy involves selecting the number of deflated vectors per restart cycle based on the number of negative harmonic Ritz eigenpairs and defaulting to standard restarted GMRES within the inner loop if none, and restricts the deflated vectors to the smallest eigenvalues present in the modified Hessenberg matrix.

Reports and analyses the findings of recent research undertaken in five Scottish centres to assess hotel and catering workers′ attitudes to trade unions. Initially, reviews the reasons advanced in explaining low union density in the hotel and catering industry. These explanations formed the basis to the research project which are reported. The research fieldwork comprised interviews with hotel and catering workers in a variety of establishments across a range of industry sub‐sectors. Contrary to what would have been expected from a review of previous research, Scottish hotel and catering workers demonstrated positive views of trade unions and a high level of interest in union membership. In the light of such views, gives consideration to the reasons why hotel and catering workers remain largely non‐unionized in terms of employer hostility to trade unions and employee doubts about the potential for union success in the industry.

For much of their history, wages councils have functioned in conditions in which public policy, as expressed in legislation, has favoured the development of voluntary collective bargaining. Since 1979 there has been a marked change of emphasis. The effect of the legislative framework and other factors on the development of voluntary collective bargaining is discussed. Some recent research findings on wage regulation in hotels are presented and the future prospects for collective bargaining in the hotel industry are considered.

The primary objective of this study was to examine, from the supervisors/managers' perspective, the impacting factors and barriers on their recruitment and retention in the Scottish tourism industry.

The information in this analysis was elicited from a questionnaire survey and analysed using factor analysis and significance test.

The analysis of the responses supports the separation of the hygiene (such as “working conditions”) and motivator factors (such as “image of the tourism industry” and “development opportunities”) as represented by Herzberg's dual‐factor motivational theory; and strengthens the belief that the latter is more significant in the recruitment and retention of tourism managerial staff.

The major limitation is the sampling framework and the data collection methods. These restricted the choice of the analysing techniques and might ultimately affect the interpretation of the research results.

This research aims to alert policy‐makers to some of the key barriers to the employment of qualified tourism staff in Scotland and assist with their decision‐making process.

As highlighted, the research provides insights to tourism practitioners in understanding and tackling the problems facing tourism employment in Scotland; it also provides some empirical evidence to tourism researchers in their theoretical understanding of the motivation and satisfaction of tourism managerial staff.

In the context of a somewhat turbulent graduate labour market, attention is being focused on the employment of graduates in small‐ and medium‐sized enterprises (SMEs). This paper takes an initial “sounding” of our understanding about the transition of graduates into such organisations. While research data provides some insight into the barriers which work to discourage more SMEs from recruiting graduates, this understanding appears inadequate and insufficiently segmented to provide a detailed knowledge of the problems. A prevailing assumption is that graduates lack skills required by SME employers. Yet the limited research findings reveal ambiguity about the extent to which SMEs effectively deploy graduate labour. The article proposes an agenda that highlights the need for two types of research. First, a clearer picture of current trends in the SME graduate labour market. Second, a richer understanding of the real experience of graduates, and their managers, in relation to employment in an SME and the implications of such for both the supply and demand sides of the graduate labour market.