Suchergebnisse

Outdoor management development (OMD) is a controversial management development technique generating revealing perspectives on potential transformations in embedded practices in cultural contexts. OMD takes place in outdoor (mountainous) locations and embraces outdoor pursuits (hiking, climbing and canoeing) and `alternative'styled activities, for example, using theatre or story-telling. `Alternative' here makes a contrast with notional mainstream British and French management development approaches. Using field research carried out in the UK and France, the article explores why OMD and its `alternative' human resource development approaches, so readily engaged in British corporate settings, have been less applied in French organizational contexts. The article argues that, relative to the UK, the use of the outdoors in France for the development of managers or cadres is significantly less extensive and develops and explores reasons why this may be the case.

This paper presents a view of the reality of education in English schools in the maintained sector since the passing of the Education Reform Act 1988 and legislation subsequent to it. It does so by using a framework of ideology, policy and practice. The last of these is of particular significance because of the changed professional roles of heads and classroom teachers and the consequences for the education of the schoolchildren.(DIPF/Abstract übernommen)

Das englische und walisische Bildungssystem war in den letzten Jahren ständigen radikalen Veränderungen ausgesetzt, die ideologisch stark motiviert waren. Einige dieser Veränderungen werden im vorliegenden Beitrag dargestellt, um einen Vergleich mit anderen europäischen Bildungssystemen zu ermöglichen. Ausgangspunkt der Betrachtungen ist das Bildungsgesetz von 1944, welches als wichtiger Fortschritt angesehen wird, da es zu einer sinnvollen Neuordnung des Erziehungswesens führte. In den folgenden Jahrzehnten wurden die Debatten über die Struktur und die Organisation des Bildungswesens, über den Lehrplan der Schulen, die Entwicklung des Berufsbildungssektors und die enorme Expansion im Hochschulwesen in zunehmendem Maße von besonderen Ideologien beeinflußt. Die Zeit von 1976 bis zum Bildungsreformgesetz von 1988 war durch zahlreiche Reformversuche und eine wachsende Kontrolle durch die Regierung gekennzeichnet. Ihr Ziel - so die Autoren - war "Veränderung um jeden Preis". Seit dem Bildungsgesetz von 1988 ist das Bildungssystem in England und Wales stärker zentralisiert als in anderen westeuropäischen Staaten. "Die Macht des Ministers für Erziehung reicht bis in die einzelnen Schulen - eine alarmierende Tatsache, und das nicht nur für Pädagogen. Politische Ideologien und das Prinzip der Marktwirtschaft verdrängen häufig fundamentale Argumente." Von einer Partnerschaft von Regierung und Pädagogen kann keine Rede sein, so daß die Folgen der Reformen trotz guter Absichten als besorgniserregend eingeschätzt werden. (psz)

Genocide has been an enduring and profoundly disturbing feature of history. Yet, scholars of organization and management have approached it in a rather limited and marginal way. In this article, the authors propose that genocide far from constituting a tragic phenomenon at the margins of contemporary society raises questions that go to the heart of organization and management studies. In particular, they argue that genocide represents a challenge for organizational theorists in two regards—first, to unlock the organizational and managerial processes that make it possible, and, second, to investigate the extent to which these processes apply to non-genocidal situations. Four particular issues are drawn out as urgently calling for further research—first, the extent to which genocide should be treated as an 'exceptional' event; second, the study of different types of genocide involving different forms of management, organization and violence; third, probing into the issue of whether genocide represents a failure of morality or an instance of exaggerated zeal in applying morality; and fourth, the study of the ways 'othering' is acted out, both at the broad level of victims and perpetrators, but also in creating a wide range of subdivisions, different degrees of victimhood and collusion, different choices and dilemmas and different modes of identity construction.

The five papers in this e-book are intended to provide a basis for the re-conceptualisation and re-contextualisation of the military and militarization in relation to international business. The contents critically explore, address and challenge petrified conceptual and contextual notions as well as organizational cultural and political sociologies while gesturing toward the multifarious internal ways in which military ideas, experiences, technologies and organizations infuse and affect cultural theory and practice. The e-book contains a range of paper types, and covers a wide national and c

This article examines the middle management representations of organization and managerial roles within a specific bicultural organizational context. The argument explores the extant cross-cultural management literature and identifies two predominant positions: a functionalist-stable stance and a dynamically interpretive perspective of culture. Historically, both positions have contributed to understanding management roles and behaviours in different cross-cultural contexts; however, each also possesses limitations. In response, the argument elaborates a multi-paradigmatic model and framework that synergise elements of the respective approaches. An interpretive methodology using a distinctive qualitative case study of the Franco-German collaborative media venture ARTE is developed. The researchers conducted 31 interviews with French and German ARTE middle managers in order to determine their perceptions of middle-manager roles in this context. The article identified differences in managerial role perceptions and behaviours as well as hybrid working practices as a result of intercultural adaptation and learning in addition to implications, limitations and future directions in the study.

Purpose: Investors in People (IiP) is a United Kingdom government backed scheme aimed at enabling organizations to develop their training and development cultures and, thereby, their competitiveness. The paper examines the perceptions and understandings of individuals in six organizations undergoing IiP to explore recent claims within the literature concerning the Standard's impact on training and development, and job satisfaction. Design/methodology/approach: Data from 35 semi-structured interviews among managers and employees of six diverse organizations were gathered and analysed. Findings: The paper identifies three key findings in response to recent literature: firstly, the findings do not support a causal relationship between IiP and training and development; secondly, the findings do not support a causal relationship between IiP and job satisfaction; thirdly, and to support the other findings, the results indicate little employee awareness of IiP. Practical implications: If IiP – UKCES are to realise the potential of their Standard, it needs to find a way to ensure it has a direct and positive impact on skill development.Originality/value: While much of the previous research has identified associations between IiP and various outcomes, this paper seeks to identify the extent to which these associations can be considered to be causal.

This is an Accepted Manuscript of an article published by Taylor & Francis in International Studies of Management & Organization on forthcoming, available online: https://doi.org/10.1080/00208825.2020.1811522 ; This article provides a review of research into global philanthropy and the disruptive practices of new technology companies. In this article we detail how "Big Tech" has created a new marketization of philanthropy, based on its sectoral values of innovation, entrepreneurialism and focus on financial and performance metrics. Consequently, we argue for a new ontology of philanthropy that acknowledges marketization as its guiding principle. The study examines and compares different market-focused, philanthropic paradigms, which have evolved through the business values of Big Tech and examines their moral motivations. The topic is viewed through the lens of 'hybrid organizations'; a model for non-profit entities and social businesses which, in turn, are seeking a market-oriented pathway of balancing the twin demands of managing mission and money. A conceptual framework is then provided to inform practitioners in non-profit organizations about the issues and risks of engaging with the new types of philanthropy, to which we collectively refer as 'disruptive philanthropy'. The article concludes by recommending further research into the ethics of Big Tech to understand the true motivations behind its philanthropic practices at a time when the sector is under intense governmental and media scrutiny.

Purpose: Investors in People (IiP) is a United Kingdom government backed scheme aimed at enabling organizations to develop their training and development cultures and, thereby, their competitiveness. The paper examines the perceptions and understandings of individuals in six organizations undergoing IiP to explore recent claims within the literature concerning the Standard's impact on training and development, and job satisfaction. Design/methodology/approach: Data from 35 semi-structured interviews among managers and employees of six diverse organizations were gathered and analysed. Findings: The paper identifies three key findings in response to recent literature: firstly, the findings do not support a causal relationship between IiP and training and development; secondly, the findings do not support a causal relationship between IiP and job satisfaction; thirdly, and to support the other findings, the results indicate little employee awareness of IiP. Practical implications: If IiP – UKCES are to realise the potential of their Standard, it needs to find a way to ensure it has a direct and positive impact on skill development. Originality/value: While much of the previous research has identified associations between IiP and various outcomes, this paper seeks to identify the extent to which these associations can be considered to be causal.