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1 – 10 of over 8000Gwen Kuan-Wen Chen, Carole Tansley and Robert Chang-Chih Chou
The purpose of this paper is to answer two research questions: How does a self-initiated migrant (SiM)'s talent identity work operate in relation to their culture, the societies…
Abstract
Purpose
The purpose of this paper is to answer two research questions: How does a self-initiated migrant (SiM)'s talent identity work operate in relation to their culture, the societies in which they live, their interpersonal relationships and their tacit knowledge development? and how can global talent management be re-imagined in light of this?
Design/methodology/approach
This co-constructed autoethnography is produced from reflexive, dyadic interviews and text “conversations” with an SiM doing “global talent identity work” and uses narrative analysis to investigate how liminal competence is developed across the life cycle.
Findings
This study shows how talent identity work is rooted in the lived, meaningful experiences of individual talent, from childhood to adult life in a pandemic. The authors add to knowledge about COVID-19 experiences of SiMs, uncover poignant examples of the role of migrant ethnic and knowledge discrimination and identify lessons for managerial practice in engendering liminality competence by combining global talent management and knowledge management.
Practical implications
Lessons are drawn for global talent management strategies that appreciate and support individual talent ethnic and knowledge inclusion of underappreciated migrant talent.
Originality/value
Examining the connection between talent identity work and liminality competence, the authors show how an individual's talent might be wasted through different forms of discrimination and highlight how ethnic discrimination during a pandemic points the way to positive changes in talent knowledge management initiatives. This study suggests ways in which ethnic and knowledge discrimination might be addressed through talent management strategies.
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Rita A. Gardiner, Wendy Fox-Kirk and Syeda Tuba Javaid
This paper aims to examine the ways in which discourses of talent management (TM) reinforce and perpetuate structural barriers of exclusion and discrimination. The argument is…
Abstract
Purpose
This paper aims to examine the ways in which discourses of talent management (TM) reinforce and perpetuate structural barriers of exclusion and discrimination. The argument is made that dominant TM discourses must be interrogated if authentic talent development (ATD) practices are to succeed. This interrogation will require a shift from an organizational emphasis on talent identification towards ATD’s focus on talent cultivation.
Design/methodology/approach
A conceptual approach is used to critically analyse TM discourses to assess the degree to which they are inclusive. Building upon the work of Debebe (2017), an alternative ATD approach is suggested that, together with the novel concept of authentic otherness, may enable scholars and practitioners to reflect upon current organizational practices and devise new approaches that encourage talent cultivation in diverse employees. This, in turn, may foster a greater sense of organizational belonging.
Findings
Findings identify a number of ways in which organizational norms and structures are maintained and perpetuated through dominant, mainstream TM practices. This hinders ATD for many due to social ascription processes. By exploring the concept of “authentic otherness” (Gardiner, 2017), alongside Debebe’s (2017) approach to ATD, the argument is made that systemic inequities in the workplace may be addressed when we create conditions to support the cultivation of talent for all employees.
Originality/value
This paper builds on recent arguments in the critical TM literature concerning the exclusionary nature of mainstream TM practices in organizations. The concept of authentic otherness is clarified and defined with a view to using this new term as a heuristic device to encourage a reflective understanding of how ATD practices can be developed.
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Michiel Schoemaker and Jan Jonker
To develop a concept of managing intangible assets in contemporary organisations. Insight is given into the rise of the network organisation and the importance of talent, social…
Abstract
Purpose
To develop a concept of managing intangible assets in contemporary organisations. Insight is given into the rise of the network organisation and the importance of talent, social capital and identity in this kind of organisation.
Design/methodology/approach
This paper develops a conceptual framework based on a theoretical analysis of recent literature in the fields of human resource management and organisational identity.
Findings
Organisations in contemporary society fundamentally differ from the ones dominating the twentieth century. Work nowadays is providing service(s), organising based upon a mix of people's talents, social capital and information and communication technology (ICT). Modern organisations depend on talent. Talents make the distinctive difference between an organisation and its competitors. Organising with talents requires a second‐order form of networks: (social) cohesion in the network quintessential to make it work. This can be found in the notion of “social capital”. Yet talents and social capital only thrive in an excellent community of work. Organisations as communities of work hold together by a common identity. With the rise of the modern organisation in the information society the community of work has become a fundamental part of organising.
Research limitations/implications
First there is a growing inter‐affiliation and interdependency of work processes and the community of work. Second, assumptions regarding the manageability of “organisations” are under pressure. More research is needed in the field of the relationship between organisational processes, commitment and identity.
Practical implications
In order to survive and prosper, “modern” organisations acting in the information society need to be flexible configurations bearing a recognisable identity.
Originality/value
This paper gives insight in the relationship between core competencies and identity on the one hand and work processes and the community on the other hand. Talents and social capital need to be placed at the heart of the modern organisation. This demands a re‐balance in the relations between the individual and the organisation.
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The purpose of this paper is to explore the interplay between identity and global mobility in the careers of senior, female talent, uniquely taking into account the perceptions of…
Abstract
Purpose
The purpose of this paper is to explore the interplay between identity and global mobility in the careers of senior, female talent, uniquely taking into account the perceptions of both female and male participants. In addition, the role organisations can play in enabling women to overcome these identity constraints is identified.
Design/methodology/approach
This interpretivist study draws on data from 38 in-depth interviews with senior managers in a large, multinational organisation to elicit a rich picture of how such careers are enacted.
Findings
Findings reveal how identity conflicts function as a glass border for globally mobile, senior female talent. Ways in which talent can access positive identity narratives to inform global mobility choices are identified.
Research limitations/implications
The limitations of this study include the relatively small sample size and the single case design of this research. The findings, however, offer insights into the identity work of globally mobile, female talent across different contexts.
Practical implications
Organisations can facilitate access to identity narratives through mentoring, face-to-face forums and via the internet to enable globally mobile, female talent to make more informed global mobility choices.
Originality/value
Drawing on identity theory, this paper examines how identity work for globally mobile, female talent has more fluid interpersonal boundaries than for men, creating on-going identity struggles. In highlighting how identity narratives can act as a means of breaching the glass border and facilitating global mobility for female talent, a contribution is made to existing debates in the fields of identity, gender studies and global talent management.
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This paper aims to describe how the multidisciplinary studies in the special issue expand and enrich the framework of authentic talent development in sociocultural context.
Abstract
Purpose
This paper aims to describe how the multidisciplinary studies in the special issue expand and enrich the framework of authentic talent development in sociocultural context.
Design/methodology/approach
The study presents a framework of authentic talent development in sociocultural context and identifies key themes from the seven interdisciplinary studies of the special issue to enrich and expand our understanding of sociocultural barriers to authentic talent development for individuals from low-income and minoritized communities, including women.
Findings
The studies included in the special issue illustrate several ways in which social identity ascription truncates the talent trajectory of individuals from low-income and minoritized groups. They also show how ascription processes can be mitigated through policy, reformed organizational structure and practice and growth fostering relationships.
Practical implications
The findings of this paper have implications for developing strategies to mitigate social identity ascription in talent development in the domains of public policy, schooling and the workplace.
Originality/value
The special issue brings together contributions from multiple disciplines to holistically understand the nature of social identity ascription in talent development across the life course. Collectively, the contributions identify a number of complimentary tools at several levels that might allow effective mitigation of social identity ascription processes, facilitating authentic talent development for individuals from low-income and minoritized communities.
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Kenneth Reinert and Gelaye Debebe
This paper aims to examine the ethics of authentic talent development in socioeconomic context by considering a set of alternative ethical frameworks. It juxtaposes the ideals of…
Abstract
Purpose
This paper aims to examine the ethics of authentic talent development in socioeconomic context by considering a set of alternative ethical frameworks. It juxtaposes the ideals of civic virtue, which involve a concern for the common good, with the reality that socioeconomic deprivation and sociocultural practices severely constrain talent development opportunities and choice.
Design/methodology/approach
The paper draws on several frameworks complementary to the ideals of civic virtue – the basic goods approach, human capital theory, the capabilities approach and the ethic of care – to elucidate the barriers to talent development embodied in sociocultural context, as well as policy and institutional practices to overcoming these barriers.
Findings
While multiple ethical frameworks are necessary to fully capture the issues related to authentic talent development in socioeconomic context, a focus on the ethic of care and basic goods provision is an important starting point. There are also a few fundamental starting points for human resource development in responding to ethical concerns regarding authentic talent development.
Originality/value
While the prevailing approach to talent development is implicitly based on a logic of social identity ascription, this paper promotes an alternative approach based on the ethics of civic virtue. While the former is oriented to the support of social hierarchies based on identity, the latter is oriented to fostering both social and human well-being via choice and authentic talent development.
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Susan J. Paik, Lindsey T. Kunisaki, Vinh Q. Tran and Kenya R. Marshall-Harper
The purpose of this study is to discuss the significance of “contextual factors” on the talent development of underserved populations. Understanding the “context” and background…
Abstract
Purpose
The purpose of this study is to discuss the significance of “contextual factors” on the talent development of underserved populations. Understanding the “context” and background of an individual provides greater insight into their life experiences (Paik, 2013). Race, class and gender, in particular, play a role in one’s life, providing both barriers and opportunities.
Design/methodology/approach
To examine contextual and other factors, in-depth biographical case studies were systematically studied across 10 diverse notable artists and scientists. Over 85 autobiographies, biographies and other sources were carefully content-analyzed for commonalities and differences in artists’ and scientists’ lives.
Findings
Because of their ascribed statuses (e.g. race, class, gender), these individuals had to navigate their unique school and life circumstances. Within their sociocultural contexts, however, key relationships (e.g. parents, teachers, mentors and peers) helped mitigate the challenges. All artists and scientists had a “village” – key stakeholders who invested in them at every stage of their talent development.
Practical implications
Parents, teachers, mentors and peers are not only critical, but they are lifelines for talent development. Key implications discuss the role of contextual factors and support networks for aspiring diverse artists and scientists.
Originality/value
The theoretical framework for this study is based on the productive giftedness model (PGM) (Paik, 2013, 2015). PGM includes 10 key psychosocial and environmental factors and how they influence “productive giftedness” (e.g. achievements, accomplishments, leadership). Within the model, both “alterable” and “contextual factors” provide access to different opportunities, support and resources. The model is considered generalizable and applicable for diverse populations.
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Kasey Windels and Karen L. Mallia
In the male-dominant creative industries, do men and women have access to the same resources for career learning and development? The purpose of this paper is to examine women’s…
Abstract
Purpose
In the male-dominant creative industries, do men and women have access to the same resources for career learning and development? The purpose of this paper is to examine women’s perspectives of their career trajectories in advertising creative departments.
Design/methodology/approach
Situated learning theory views learning as produced through interaction with and increasing participation in a community of practice. Interviews were conducted with 19 female creatives to examine two research questions: first, how do women develop identities as creative practitioners within the male dominated advertising creative department? and second, how are women’s learning trajectories influenced by their gender?
Findings
Gendered expectations affected the type of work women were supposed to produce, their ability to sell work, and the types of assignments they received. Women lacked legitimacy and experienced difficulties developing an identity as a master practitioner. They instead emphasized parts of their identity unrelated to the profession.
Research limitations/implications
Women were unable to develop identities as full members of the community of practice. The identity formed in conjunction with work was that of a person with lesser talents, fewer opportunities, and less valued contributions, causing them to exit the field or seek positive identity from places other than work.
Originality/value
This study was the first study that the authors are aware of to examine empirically the relationship between situated learning theory and gender. It provided evidence from women’s perspectives that gender restricted access to material for forming a positive work-identity, which impeded learning as women realized and accepted they were on a different trajectory than similarly-situated males.
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Ayman Ahmed Ezzat Othman and Mohamed Hesham Khalil
This paper aims to investigate the role of lean talent management (LTM) as a novel approach for optimising creativity in architectural design firms (ADFs) towards achieving…
Abstract
Purpose
This paper aims to investigate the role of lean talent management (LTM) as a novel approach for optimising creativity in architectural design firms (ADFs) towards achieving divergent heritage sustainability (DHS).
Design/methodology/approach
To achieve the abovementioned aim, a mixed qualitative and quantitative methodology is designed to accomplish three objectives. First, investigating the relationship between heritage and urban development; types of heritage and the role of LTM in enhancing creativity in ADFs. Second, presenting and analysing six heritage-related case studies to assess the need for creative solutions based on extent of deterioration in three different places in Egypt. Third, outlining the results of a survey questionnaire conducted with a representative sample of ADFs in Egypt to investigate the role of LTM towards optimising creativity in ADFs for achieving DHS.
Findings
The extent of deterioration increased for modern heritage than old heritage. Conventional approaches adopted by ADFs failed to develop built environments that can bridge the gap between the diverse identities. Creativity was not optimised when talent management (TM) was integrated solely and architects failed to develop appropriate solutions. LTM use architects to allow expression of arts towards heritage sustainability through the built environment, in which they feel associated with physical heritage. Consequently, individuals’ intangible heritage is preserved in which they will less deteriorate the physical heritage. Hence, LTM is a paradigm shift that has a great potential for DHS.
Research limitations/implications
The survey questionnaire and case studies focused on the Egyptian context because the region is in critical need for effective creative solutions and for such research that is unprecedented in investigating this gap. However, findings are absolute and could be used at any country sharing the Egyptian context and wishing to achieve a DHS approach.
Originality/value
The research work presented in this paper is novel in approach as it integrates two divergent fields and highlights the concept of DHS with its threefold approach. In addition, the concept of LTM is proposed as a novel paradigm shift in which it has received scant attention especially relating to heritage sustainability. The proposed ideas represent a synthesis that is novel and creative in thought and adds to the existing body of knowledge for future research in LTM and DHS.
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