Revisiting women managers and organisational acceptance
- Authors: Wood, Glenice
- Date: 2009
- Type: Text , Journal article
- Relation: Gender in Management Vol. 24, no. 8 (2009), p. 615-631
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- Description: Purpose: The purpose of this paper is to revisit earlier predictions by Judi Marshall in 1991 to explore whether similar issues were evident in a sample of contemporary female managers. Design/methodology/approach: Qualitative data from six Australian female managers who had participated in a longitudinal study over a period of ten years were examined. Career advancement aspirations and outcomes were compared with those of male managers, and reflections on the managerial role, and organisational practices were sought. Findings: Examples of organisational resilience "to involve women in organisations on equal terms" were evident in all the six female managers in the study. In addition, even when levels of success were achieved, it could be questioned whether these women could be seen as "definers of meaning (or culture)". Practical implications: Organisational culture appears to continue to create difficulties for contemporary women in management. A system of accountability is strongly recommended, based on a similar reporting programme adopted by the Equal Opportunity for Woment in the Workplace Agency (EOWA) to measure the equal opportunity programmes on offer in the workplaces of organisations with 100 or more employees. Originality/value: The paper is highly original as it seeks to compare predictions made by an eminent UK scholar in the field of women in management in 1991 with the experiences of a small sample of contemporary Australian female managers over a ten-year period in their management roles. © Emerald Group Publishing Limited.
- Description: 2003007354
Making sporting clubs healthy and welcoming environments : A strategy to increase participation
- Authors: Eime, Rochelle , Payne, Warren , Harvey, Jack
- Date: 2008
- Type: Text , Journal article
- Relation: Journal of Science and Medicine in Sport Vol. 11, no. 2 (2008), p. 146-154
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- Description: Sporting clubs are an ideal setting to promote community-wide participation in physical activity. Using the principles of the Ottawa Charter as a guide, this study explored the factors affecting the development of supportive environments as a mechanism to increase participation in club sport. The Victorian Health Promotion Foundation (VicHealth) funds State Sporting Associations (SSAs) to develop healthy and welcoming environments (HWE) in their associated clubs. The program focus areas are: welcoming and inclusive environments, sports injury prevention, 'smoke-free' environments, responsible serving of alcohol, sun protection and healthy eating. This paper sought to determine whether or not SSA Executive Officers (EOs) believe that the creation of a supportive environment will facilitate sporting club membership and to identify the factors that affect the development of the HWEs. Forty-two (82.4%) of the 51 funded SSAs completed a general survey and 36 (70.6%) of EOs responded to questions that were specifically addressed to them. EOs from six SSAs also participated in semi-structured interviews. SSA EOs (97.2%) believed that the creation of HWE in clubs would facilitate increases in participant membership. However, the data indicate incomplete development of the HWE focus areas at the club level because of limited club capacity and limited SSA support. Reportedly, the SSAs are at the stage of raising program awareness at the club level. It is suggested that SSAs should plan a structured approach to the development of HWEs that acknowledges the diverse capacity of their clubs, and garner the support of key club volunteers in order to establish HWEs. Crown Copyright © 2007.
- Description: C1
The morning tea break ritual : A case study
- Authors: Lee, David
- Date: 2001
- Type: Text , Journal article
- Relation: International journal of nursing practice Vol. 7, no. 2 (2001), p. 69-73
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- Description: Many nursing scholars have examined the negative effects of rituals in nursing practice, and have argued for nurses to abolish these ritual practices; however, rituals remain resilient. There must be reasons that nurses are keeping these rituals alive. This study aimed to explore the meanings of the 'morning tea break ritual' to a group of nurses in a medical ward. The study employed an ethnographic methodology and found that the morning tea break ritual provided time, space and an environment where nurses can ventilate their feelings and gain each other's support. Thus, the morning tea break ritual has positive contribution to nurses' work and both nurses and patients are the beneficiaries of this ritual act.
Evidence-based health care and community nursing : Issues and challenges
- Authors: McDonald, John , Smith, Janine
- Date: 2001
- Type: Text , Journal article
- Relation: Australian health review : a publication of the Australian Hospital Association Vol. 24, no. 3 (2001), p. 133-140
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- Description: This paper examines the implications of the movement towards evidence-based health care for community-based, primary health care nursing in Australia. While both aim to improve health status, we argue that they are antithetical in many respects. Community nurse practitioners draw upon primary health care principles and adopt a holistic, preventive, empowering approach to working with and in communities. By contrast, evidence-based approaches utilise systematic reviews of primarily quantitative research to inform decisions about health at three levels: public health, the health care system, and individual patients. In response to this challenge, community nurses must reiterate their philosophies and practice models. Moreover, it is imperative to produce verifiable evidence of the effectiveness of their approach while mounting a thorough critique of the evidence-based movement.
- Description: 2003004331
Managing cultural diversity and perceived organizational support: evidence from Australia
- Authors: Leveson, Lynne , Joiner, Therese , Bakalis, Steve
- Date: 2009
- Type: Text , Journal article
- Relation: International Journal of Manpower Vol. 30, no. 4 (2009), p. 377-392
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- Description: Purpose – The aim of this study is to investigate the relationship between employee perceptions of their organization's management of cultural diversity, their perceived organizational support and affective commitment. Design/methodology/approach – A questionnaire survey was developed and distributed to a sample of employees working in a large Australian financial institution. Findings – Analysis of the data shows that, when controlling for perceived organizational support, there is no direct relationship between cultural diversity management perceptions and affective commitment. Rather, the data support an indirect relationship between the two variables via perceived organizational support. Research limitations/implications – Implications are, first, that managers need to recognize the potential contribution of developing a positive workplace atmosphere for cultural diversity to strengthen employee perceived organizational support, which in turn enhances affective commitment. Second, the research findings underscore the importance of perceived organizational support in linking cultural diversity management perceptions to organizational outcomes, such as affective commitment. Third, managers should not underestimate the influence of initiatives, such as making all employees feel included in the “taken‐for‐granted” informal networks in engendering positive organizational and individual attitudes. Originality/value – The paper examines cultural diversity management from the employees' (rather than a management) perspective to develop a fully mediated model using organizational support to link cultural diversity management perceptions to commitment. The study reinforces the need to rethink simple relationships between cultural diversity management perceptions and organizational/individual outcomes, to consider more complex models that include important mediating variables to more fully understand the effects of cultural diversity management.
Meaningful and effective consultation and the construction industry of Victoria, Australia
- Authors: Ayers, Gerard , Culvenor, John , Sillitoe, Jim , Else, Dennis
- Date: 2013
- Type: Text , Journal article
- Relation: Construction Management and Economics Vol. 31, no. 6 (2013), p. 542-567
- Full Text: false
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- Description: Consultation between employers and employees is mandated under Australian occupational health and safety legislation. For consultation to be considered meaningful and effective, it is generally accepted that moral and ethical principles such as trust, honesty, commitment and respect need to be recognized and applied by individuals during consultation. It is also considered that an organization's level of cultural maturity is an important element in the ability of individuals to freely engage in meaningful and effective consultation. If the value of consultation is best reflected in the degree of input and control that workers have regarding the very decisions that affect them, and if the level of worker involvement is a reflection of an organization's level of cultural maturity, it is debateable whether the notion of applying moral and ethical principles during consultation, and the adoption of the paradigm of organizational and cultural maturity, have been successfully developed and embraced in the commercial and industrial sector of the construction industry of Victoria, Australia. © 2013 Taylor and Francis Group, LLC.
- Description: C1
Communication challenges in surgical oncology
- Authors: Nestel, Debra , Cooper, Simon J. , Bryant, Melanie , Higgins, Vaughan , Tabak, Diana. , Murtagh, G. , Barraclough, B
- Date: 2011
- Type: Text , Journal article
- Relation: Surgical Oncology Vol. 20, no. 3 (2011), p. 155-161
- Full Text: false
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- Description: In this essay we set out clinical communication challenges in surgical oncology. We draw directly on relevant examples where they are available. Otherwise, we refer to the more generic surgical and medical literature. We offer 'macro' and 'micro' perspectives on clinical communication. That is, exploring communication challenges at the level of the organization and between individuals, doctors and patients and interprofessionally across different settings. Training content and methods are reported that address the complex communication challenges associated with surgical oncology. Innovations in simulation-based education offer exciting new opportunities for formative and summative assessment. We outline limitations of the essay and finally propose the content of a surgical oncology communication program.