Search results

This study aims to explore the experience of performing androgynous leadership approaches by New Zealand women leaders within the context of everyday conflict situations.

The research question “How do women leaders experience gender in conflict situations?” was explored through the facilitation of 4 focus groups with 19 senior female leaders in New Zealand. Poststructural discourse analysis was used to explore how participants negotiated positions of power within their environments and in accordance with competing gendered discourses.

Participants described taking a flexible, balanced, androgynous leadership approach to managing conflict situations. While the expectations to be “empathetic”, “sympathetic”, “gentle”, “nurturing” and “caring” resonated with the participants preferred approach, they remained firm that if conflict persisted, they would “cross the line” and adopt stereotypically masculine behaviours to resolve the situation. However, participants describe that when perceived to be crossing the line from feminine to masculine approaches, they experienced significant backlash. This demonstrates the tensions between the approaches women leaders would like to take in managing conflict and the experiences of doing so within a prescriptively gendered organisational context.

This research contributes to a gap which exists in understanding how gender is experienced from the viewpoint of the woman leader. This research presents a nuanced view of gendered leadership as a contested ground, rather than a series of strategic choices. Despite an increase in the acceptance of women into leadership positions, the authors seemingly remain bound by what is considered a “feminine” leader.

Arts practitioners have looked for ways to engage their audiences and sustain their interests and patronage of theatre shows amidst the coronavirus pandemic that kept patrons at home. This has led to digital engagement with audience members via social media. This research paper looks at digital audience engagement in Nigeria’s theatre using Segun Adefila’s production of Tosin Jobi-Tume’s Corona Palava which was performed on 4 August, 2020, at the Crown Arts Centre in Bariga, Lagos, Nigeria and later made available on Facebook on 22 December, 2020 and 21 December 21 2021.

This study is based on the “Arts Audience Experience Index” theory proposed by Radbourne et al. (2009). It employs netnography as its methodology. This entails observing and analysing users’ comments, communication style, frequency of engagement and dwell time while watching Corona Palava production on the researcher’s Facebook timeline “Tekena Gasper Mark” and on the Facebook group “Bolt Drivers in Port Harcourt”. Overall, 53 comments (39 from the researcher’s Facebook friends and 14 from members of the Facebook group “Bolt Drivers in Port Harcourt”) were sampled and analysed to provide insights into how the spectators experienced the Corona Palava production.

The text that accompanied the Facebook video provided viewers with information about the performance, helped them prepare for what to expect, reduced the likelihood that they would experience any unease while watching it and increased the likelihood that they would look for similar performances in the future. They were pleased with the performance; there were no functional risks, no economic risks and no psychological and social risks. Although they may have watched it at varying times, Facebook provided a space for them to engage with the performance as a group and share their thoughts in the post-performance comments.

One of the study’s limitations is that one cannot ascertain how many of the respondents are drivers. Also, the researcher believes that the length of the video may have discouraged participation in the study. In order to increase viewership and provide better findings, future studies and artistic endeavours could consider shorter pieces (about 3–5 min) and wider locations (transportation businesses) where a larger number of drivers with active social media presence, can participate in the research.

This study documents an innovative approach to reaching theatre audience via social media in Nigeria.

This research demonstrates that Nigerian theatre and arts practitioners are reinventing their approaches to play production by using the social media to reach their audiences in the post-COVID-19 era.

The study reveals that as a result of the coronavirus pandemic, Nigerian theatre artists have looked for ways to engage their audiences and sustain their interest and patronage of arts projects through social media.

Seeks to highlight the range of potential benefits flowing from neo‐corporatism. Profiles some of the principle critiques of the neo‐liberal orthodoxy followed by a more detailed review of the benefits in terms of limiting inflation, generating employment, promoting greater social equity, reducing the incidence of industrial conflict and providing the basis for a more stable growth trajectory. Considers the area where evidence is lacking and uses previous research for its evidence.

In light of the low‐union density and a huge representation gap in the US representation system. The purpose of this paper is to examine the effectiveness of the system under majority rule and to provide some empirical evidence on how much union membership would increase in the USA if a policy of non‐exclusive representation, as adopted in New Zealand, are to be implemented.

The sample for the study consists of 227 New Zealand organizations, employing over 180,000 workers. Logistic regression is used for the analysis with the dichotomous dependent variable indicating whether there is majority union support.

If the USA allowed and supported minority unionism, union membership could increase by 30 percent or more. Workers in smaller, private‐sector organizations outside healthcare, education, and manufacturing are most disadvantaged by the majority‐rule system.

Given that many workers' needs for representation have not been addressed by the current US majority rule system, consideration of minority representation to enhance representation effectiveness and understanding its implications are of critical importance, especially for a democratic society.

The paper offers empirical data on the implications of a change of the US representation system and proposes three options for incorporating minority representation.

The increased popularity in using online social networks by recruiters has received much positive attention, particularly in the popular press. Using social network theory this paper aims to examine how the structure and governance mechanisms of these networks can assist this process. The authors ask: how do recruiters use online social networks to effectively attract and screen prospective job applicants?

The semi‐structured interview approach is used to gather data from 25 recruitment specialists.

The connector role is identified as a specific attraction mechanism recruiters use to create numerous weak ties, where some are so weak they barely constitute ties at all. The authors then identify branding, transparency and data specificity as three mechanisms recruiters use to strengthen these ties when performing the attracting and screening functions.

This is the first paper to analyse online recruitment, using social network theory, and hence it has important implications for both academic and practitioner audiences involved in recruitment.

Volume 20 of Advances in Industrial and Labor Relations (AILR) contains seven chapters that deal with important aspects of employment relationships in a variety of industries, countries, and research contexts. The first three papers, each of which analyzes the effects of an exogenous variable (e.g., fiscal adversity, globalization, and new technology) on labor–management relations, have specific industry/sector settings, namely, public schools (primary education), civil aviation, and nursing homes (health care), respectively. The first and third of these chapters are set in the United States, the second in Britain. The next four chapters, each of which analyzes the effects of enacted or contemplated legislation on specific aspects of labor–management relations and workplace dispute resolution, are set in Canada, Australia, New Zealand, and the United States, respectively. The research designs featured in these papers include quasiexperimental, case studies, interviews, surveys, and simultaneous equation modeling.

A “new” interpretation of Section 7 in the National Labor Relations Act could serve as the basis of union renewal, in enabling and supporting non-majority, non-exclusive representation as an alternative to the difficulties of union certification. One potential shortcoming of this form of representation is interunion conflict associated with ongoing competition between unions trying to attract each other's members in the same bargaining units. However, interview evidence collected from union executives in New Zealand, where non-majority, non-exclusive representation already exists, suggests that such conflict is normally limited. Focusing representation on areas that make the most sense (for both unions and workers) and following union federation protocols, when conflicts occur, have both contributed to the overall low conflict level. Lessons for US unionism are explored.

The purpose of this paper is to use the theoretical and empirical pension literatures to question whether employers are likely to gain any competitive advantage from degrading or eliminating their employees’ defined benefit (DB) pensions.

Critical literature review, bringing together and synthesizing the industrial relations, economics, social policy, and applied pensions literature.

DB pension plans do deliver a number of potential performance benefits, most notably a decrease in turnover and establishment of longer-term employment relationships. However, benefits are more pronounced in some conditions than others, which are identified.

Most of the analysis of pension effects to date focuses primarily on DB plans. Yet, these are declining in significance. In the years ahead, more attention needs to be paid to the potential consequences of defined contribution plans and other types of pension.

In re-evaluating DB pensions, firms have tended to focus on savings made through cost cutting. Yet, this approach tends to view a firm's people as an expense rather a potential asset. Attempts to abandon, modify, or otherwise reduce such schemes has the potential to save money in the short term, but the negative long-term consequences may be considerable, even if they are not yet obvious.

This paper is topical in that it consolidates existing research evidence from a number of different bodies of literature to make a case for the retention of DB pension plans, when, in many contexts, they are being scaled back or discarded. It raises a number of important issues for reflection by practitioners, and highlights key agendas for future scholarly research.

Until recently, Port Harcourt was known as the “garden city of Nigeria” because of its neatness and the overwhelming presence of vegetation and flowers all over the metropolis. But today, the presence of piles of refuse dotting the entire city may have turned Port Harcourt rather to a “garbage city”. Indiscriminate dumping of wastes – industrial, commercial and household – such as food waste, paper, polyethene, textiles, scrap metals, glasses, wood, plastic, etc. at street corners and gutters, is still very common. The situation is so bad that traffic flow is obstructed, while there is likelihood that leachates from such dumps, after mixing with rain water, have the potential to contaminate drinking water. The basic solid waste management processes of collection, transport, segregation and final disposal appear to be very inefficient. This research carefully assessed the present system of solid waste management in Port Harcourt, with the aim of identifying the main bottlenecks to its efficiency and the way forward. The subject matter of solid waste management is the main object of discussion throughout this article.