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Reconsidering the rigour-relevance gap: the need for contextualised research in risk societies

, according to Starkey and Tempest (2008) , closer to the medical or law school model with the vocational role of training practitioner. A defining characteristic of a profession in this context is its relationship with society ( Khurana, 2007 ) and certainly the medical profession demonstrates the characteristic of an ethic focused on the public good. Whether this can translate to a management profession is unclear. Strategic management has focused on the development of approaches for the creation of competitive advantage ( Porter, 1985 ). This competitive advantage has

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Reflections on Irish management research: Past, present and future

, 15(2), pp. 95-141. Ghoshal, S. (2005) Bad Management Theories are Destroying Good Management Practices, Academy of Management Learning and Education, 4(1), pp. 75-91. Hussain, S. (2015) Journal list fetishism and the ‘sign of 4’ in the ABS guide: A question of trust?, Organization, 22(1), pp. 119-138. Khurana, R. and Nohria, N. (2008) It’s Time to Make Management a True Profession, Harvard Business Review, 86(10), pp. 70-77. Lavelle, J., McDonnell, A. and Gunnigle, P. (2009) (eds.) Human Resource

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Balancing altruism and self-interest: GP and patient implications

Introduction The word ‘profession’ has its foundation in the Latin word ‘professio’, which essentially means the declaration or swearing of an oath. This reflects the traditional vocational nature of the professional, whose specialised work is built upon extensive and deep training, knowledge, wisdom and experience that is applied towards serving the critical needs of people and delivering quality outcomes more so than personal economic gain ( Cogan, 1953 ; Freidson, 2001 ). A recurring feature of professions is the existence of a code of ethics ( Hall, 1968

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A discourse analysis of managerialism and trust amongst nursing professionals

, ‘organisational elements’ can make work intensity potentially hazardous. Work intensity is generally considered as workload versus time, involving a fast pace of work and long working hours ( Felstead et al., 2013 ). This has contributed to labour turnover and declining numbers entering the nursing profession ( Newman et al., 2002 ; Skinner, et al., 2004 ), now considered by many as a ‘stressful’ profession ( Scudder, et al., 2011 ). Also, in trying to be viewed as effective “nurse managers”, many nurses abandoned their profession ( Traynor 1999 ). With increasing

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Editorial

. They conclude that the gap is sustained not because of any unwillingness on the part of researchers, but because of systemic differences associated with the methodological perspectives. To examine the way forward they first examine the proposition that management is a profession and ultimately reject the medical parallel which largely avoids the win-lose paradigm that drives so much innovation in business. They challenge the concept of rigor in the light of postmodern perspectives and in particular what Nowotny (2001) describes as a risk society and argue that

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Theorising Practice and Developing Practically Relevant Insights in Organisational Research

). The Practice Turn in Contemporary Theory. - London, New York: Routledge. 57. Schau, H. J., Muñiz Jr, A. M., Arnould, E. J. (2009). How Brand Community Practices Create Value // Journal of Marketing. Vol. 73, No. 5, p. 30-51. 58. Schön, D. A. (1987). Educating the Reflective Practitioner: Toward a New Design for Teaching and Learning in the Professions. - Oxford and San Francisco: Jossey-Bass. 59. Schutz, A. (1954). Concept and Theory Formation in the Social Sciences // The Journal of Philosophy. Vol. 51, No. 9, pp. 257-273. doi:10

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Book Review on HR from the Outside In: Six Competencies for the Future of Human Resources
Dave Ulrich, Jon Younger, Wayne Brockbank and Mike Ulrich New York: McGraw Hill, 2012

trust through business results, display integrity as a role model for the organisation’s values, be more self-aware regarding skills, approaches and feedback, and strengthen the HR profession. Furthermore HR professionals need to be influencers and relate to others by understanding, anticipating and planning for stakeholder interests. They must be willing to take appropriate risks on behalf of the organisation by promoting discussion around the ‘grey zones’ of the business – some sound advice is provided on the management of the middle-ground HR professionals inhabit

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Interactive learning: developing an eSimulation portal framework

content management systems: Evolution, lifecycle and market’ Industrial Management & Data Systems 103 686 692 Moore, D.E., Green, J.S. and Gallis, H.A. (2009). ‘Achieving desired results and improved outcomes: Integrating planning and assessment throughout learning activities’. Journal of Continuing Education in the Health Professions , 29, 1-15 10.1002/chp.20001 Moore D.E. Green J.S. Gallis H.A. 2009 ‘Achieving desired results and improved outcomes: Integrating planning and assessment throughout learning activities’ Journal of Continuing Education in the Health

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Management in the early days of the Irish Free State: Bennetts of Ballinacurra

partnership, namely where new partners could only be admitted with consent of all existing partners, as shares in a limited company could be transferred to any person unless the company’s rules specifically prevented it. Studies of management practices: accounting practices There is some accounting literature that explores the general nature of the accounting profession in Ireland. Works by Clarke provide useful insights into the history of the Irish accounting profession. Clarke (1996) noted the lack of literature on Irish accounting history at that time, noting

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Remaining active in the labour market: Trends and characteristics of the over 50s

considered contingent and exploratory. Moreover, the QHNS dataset lacks measures that directly test respondent preferences for either greater income returns or extra leisure. Direct measures are also absent for assessing the role and influence of intrinsic work satisfaction and social networks in the choices of older workers to remain in the labour market. Consequently, in the following analysis, occupational level is used as a proxy for both the economic and sociological factors that influence individual preferences. Higher-level occupations such as the professions tend

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