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152. Succession Planning: Does it Matter in the Context of Corporate Leadership?
- Author
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Richards, Patricia
- Abstract
Corporations invest heavily in human resource management infrastructures intended amongst other things to provide for the future leadership needs of the corporation. Adopting well-known succession planning techniques, human resource managers routinely engage in corporate leadership identification and development processes, often directly involving the chief executive officer. This paper reports on a tendency for chief executive officers not to take all that much notice of these processes when making appointments to their own senior leadership teams. Drawing on three institutional case studies and in-depth interview data with the 12 chief executive officers, the paper shows that what appears to matter most in these appointments is likely impact of a leadership appointment on corporate profitability, though other pet leadership criteria may also be applied. The paper discusses the implications of this situation for human resource managers. (Contains 1 figure.)
- Published
- 2008
153. The Major Influences of the Boundless-Extended Family System on the Professional Experiences of Black Zimbabwean Women Leaders in Higher Education
- Author
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Chitiga, Miriam Miranda
- Abstract
The article examines the major influences of the black Zimbabwean boundless-extended family system on the professional trajectories of women leaders working within the higher education system of Zimbabwe. The study is based on in-depth interviews conducted with thirty female leaders who shared information about their major family responsibilities. Using an analytical framework that facilitates a critical analysis of the evidence, the paper discusses the persisting significance of the interdependent systems of social stratification, namely race, nationality, gender, sexual orientation, and class in the private and public spheres of the female leaders. In an effort to preserve the nuances, essence, and voices, as well as to give them the prominence they deserve, the paper includes excerpts from the participants' responses. The paper suggests private and micro (familial and cultural) and public and macro (institutional and systemic) ways of alleviating some of the major challenges that the boundless-extended family system places on the professional advancement of women leaders.
- Published
- 2008
154. A Teacher Quality Primer. For Michigan School Officials, State Policymakers, Media and Residents
- Author
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Mackinac Center for Public Policy, Midland, MI. and Holley, Marc J.
- Abstract
While Michigan students learn a variety of skills in their time at school, perhaps the most important charge of public schools, beyond providing a safe and healthy environment, is to ensure that students are learning their three fundamental skills: reading, writing and arithmetic. Unfortunately, the achievement levels of Michigan public school students raise doubts about the quality of public education in the state. This volume has been written to assist policymakers at the state and local levels who want to initiate and support teacher quality reforms to improve K-12 public education in the state. The author describes shortcomings in public education in the state and discusses the research consensus that good teachers matter, investigating whether certification, experience, graduate degrees, academic ability and high licensure exam scores make teachers more effective in the classroom, or whether class size reductions and across-the-board pay raises may be efficient ways to improve student achievement. The author concludes that the term "highly qualified" should no longer refer to a teacher with extensive pedagogical training or years of experience; but to a teacher whose work improves student learning. This redefinition informs the following recommendations: (1) Change the teacher compensation structure by instituting performance pay for teachers and rewarding them for gains in student achievement as measured on standardized tests; (2) Adopt differential pay, which provides financial rewards to teachers in high-demand fields, such as math and science; (3) Lower barriers to entry for career-changers through more reasonable alternative certification programs; and (4) Evaluate teachers annually based on principal observations and student achievement gains; loosen restrictions on terminating ineffective teachers; and de-emphasize professional development as it is currently conceived. The author notes that the recommended reforms may require renegotiating union contracts or changing state certification laws, but do not require constitutional amendments or statewide initiatives, and are therefore immediately available to local school boards, encouraging quality instruction by teachers currently within the state school system. The Constitutionality of Teacher Merit Pay in Michigan (Patrick J. Wright) is appended. (Contains 223 endnotes and 12 figures.)
- Published
- 2008
155. To Reach the First Rung and Higher: Building Healthcare Career Ladder Opportunities for Low-Skilled, Disadvantaged Adults
- Author
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Council for Advancement of Adult Literacy, New York, NY., Chisman, Forrest P., and Spangenberg, Gail
- Abstract
This paper is based on various Council for Advancement of Adult Literacy (CAAL) activities including in-depth review of six exemplary career ladder programs offered in various institutional settings: a union, a hospital, a community-based organization (CBO), and three community colleges in partnership with an array of medical centers. The programs are profiled in depth in this paper and the authors discuss their principle findings based on CAAL's research to date. The paper contains ideas and suggestions for institutions that may want to either create a new healthcare career program for low-skilled, disadvantaged workers or improve existing programs. (Contains 13 footnotes.)
- Published
- 2005
156. Career Advancement for Low-Income Workers through Community College and Community-Based Organization Partnerships.
- Author
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KnowledgeWorks Foundation, Cincinnati, OH. and Roberts, Brandon
- Abstract
An increasing number of community colleges (CCs) and community-based organizations (CBOs) are now working in partnership to develop education and training programs enabling low-income workers to gain the education and skills necessary to obtain higher-wage jobs and develop a foundation for lifelong learning and career advancement. The following elements constitute the basics of good program design: recruitment; orientation and preparation; education and/or training; in-program support; placement; and postplacement retention and advancement. A review of three Ohio-based CC/CBO partnerships identified the following issues for consideration when developing CC/CBO initiatives: (1) whether to focus on education attainment or achieving economic self-sufficiency; (2) how to best achieve educational success; and (3) other issues related to education and skills training (credentials, recruitment, participants' income/work, connecting with employers, retention strategies, funding and the changing fiscal landscape, and college credit). Those interested in forming CC/CBO partnerships should consider the following suggestions: (1) don't force a partnership; (2) acknowledge the challenges of partnership initiatives; (3) commit to up-front planning; (4) implement the mission and strategy as planned; (5) allocate adequate staff; (6) monitor and track progress from the start; (7) let unsuccessful partnerships die; and (8) remember to use partnership initiatives to tackle more systemic issues. (18 endnotes) (MN)
- Published
- 2002
157. Women's Problems: Immobility and Professional Growth.
- Author
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Schwartz, Lita Linzer
- Abstract
This paper focuses on the dilemma of job immobility for the married professional woman who, by subordinating mobility to her marriage, faces a problem of professional growth within the constraints of a fixed location. Solutions to this problem are suggested, using an immobile married female psychologist as an example. An adaptation of the "Twenty Uses" method, i.e., 20 suggestions for professional growth, are enumerated and discussed. The first 10 suggestions are general ideas, while the last 10 ideas offer more specific activities for either clinical work or academia. It is noted that the "Twenty Uses" are useful for any professional woman who has access to the postal service, professional literature, and cooperative colleagues. The method suggested is also helpful for other professionals, such as the physically disabled, who may be immobile. (NRB)
- Published
- 1981
158. Racial Differentials in Younger Male Occupational Mobility Over the Business Cycle, 1966-1975.
- Author
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Roosevelt Univ., Chicago, IL. and Rosenberg, Sam
- Abstract
This paper examines the effects of cyclical economic fluctuations on the occupational mobility of younger black and white male workers during the years between 1966 and 1975. Two measures of occupational standing were applied to 805 men who in 1966 were between the ages of 14 and 24 years. Their occupational position for the 10-year period was compared with economic upturns and recessions to ascertain racial differences in occupational gain. The analysis showed that younger black men were more likely to be at the bottom of the occupational categories than were younger white men. In all categories blacks held lower status positions than did whites. Both blacks and whites moved up the occupational hierarchy as groups, but when whites began in the same categories as blacks, they improved their occupational status more than blacks did over the 10 years. During the economic downturn of the 1970s, black craft workers suffered large losses in occupational status relative to white craft workers. (VM)
- Published
- 1986
159. Superintendent Turnover in Rural School Districts.
- Author
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Grady, Marilyn L. and Bryant, Miles
- Abstract
This paper examines the degree of superintendent turnover in Nebraska, a state dominated by rural school districts. It also lists the causes of turnover as reported by short-term superintendents. This study finds that turnover is higher in the subject rural districts than the national average. Superintendents report that they leave these rural positions for personal family reasons, because of the particular nature of the rural position, because of conflict with rural boards of education, and for career advancement. While the study did not empirically compare its rural districts and superintendents with other districts and superintendents, there is reason to expect unique differences in rural areas. This paper calls for more information about superintendent turnover and its causes. (Author/TES)
- Published
- 1988
160. Education and Employment: Substitution Possibilities and the Teacher Labor Force: Supply and Demand.
- Author
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Berryman, Sue E.
- Abstract
Two major discussions are combined in this paper: (1) learning opportunities, vocational skills, and access to occupations; and (2) data on teachers. Data and analyses are needed in such areas as the supply of scientific and computer personnel to determine oversupplies or shortages, and the relationship of corporate training to other sources of education. It would also be advisable to examine the assumptions underlying federal job training and retraining programs; perhaps retraining is not necessary if the problem is really lack of jobs or low wages. It is not necessarily true that an occupation requires a particular set of job skills and training; skills may be interchangeable, and training may come from a variety of sources. Although this type of research should be conducted in laboratory experiments or observational studies, the National Center for Education Statistics (NCES) and other agencies can provide longitudinal data on sources, amount, and subjects of training, and characteristics of work experience. The second part of the paper discusses the need for data to study teachers and teacher quality. NCES should play a central role in data collection. Data sources include schools and local boards of education, state agencies, practitioners' and policymakers' associations, and statistical and research organizations. (GDC)
- Published
- 1985
161. Portfolio Careerism: Are You Ready?
- Author
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Centre for Worklife Counselling, Sydney (Australia). and Stevens, Paul
- Abstract
A career is a discontinuous a series of work roles using different personal attributes, skills, knowledge, interests, and wants. Individuals must examine their portfolio, select and rearrange it, and then sell themselves to the manager where they work or prospective clients/employers in the marketplace. Individuals should view career capabilities as a mosaic of great diversity and, as inclination, personal circumstances, and market demand indicate, rearrange employability offerings in packages of differing portfolio content. Career security comes from being continually alert to enhancing employability, skilled at career transition, and prepared to oscillate between worklife as a salaried employee and a fee-charging free agent. A free agent defines worklife fulfillment in terms of freedom to exercise personal integrity and undertake assignments compatible with personal values. Employees applying principles of portfolio career management enhance the security of their employability by regularly evaluating, then selecting from 10 career action step options. They seek out opportunities where they work to use their preferred skills, acquire desired new learning, and prepare a Career Action Step Proposal to those who can approve and facilitate the transition to it. The portfolio careerist--free agent or employee--must acquire and apply self-marketing skills; detective and networking skills to identify job moves; interpersonal skills in conflict resolution; and self-discipline to review worklife objectives and integrate them with lifestyle needs. (YLB)
- Published
- 2001
162. EU Employment and Social Policy, 1999-2001: Jobs, Cohesion, Productivity.
- Author
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Commission of the European Communities, Brussels (Belgium). Directorate-General for Employment and Social Affairs.
- Abstract
This document examines employment and social policy in the European Union in 1999-2001. The document begins with an interview with Anna Diamantopoulou, the European Union's commissioner for employment and social affairs and the paper "Balancing Jobs, Cohesion, and Productivity" by Odile Quintin, the European Union's director-general for employment and social affairs. The following are among the topics discussed in the document's nine sections: (1) the European employment strategy (full-employment policies based on the pillars of employability, entrepreneurship, adaptability, and equal opportunities); (2) the relationship between economic, employment, and social policy and strategies for meeting the employment and social goals set by European Union member country leaders in Lisbon in 2000; (3) improving labor market access for disadvantaged sections of the community, including women, the long-term unemployed, and the elderly; (4) mobility and the new European labor markets (access to information on job vacancies, mobility, and learning opportunities; transferability of pensions); (5) jobs in the information society; (6) moving forward on social dialogue and working arrangements (modernization of labor relations; sectoral social dialogue; corporate restructuring and social responsibility; anticipation of change); (7) achieving a productive and inclusive society; (8) modern and sustainable social protection as a productive factor; and (9) preparing for enlargement of the European Union. (Contains 23 tables/figures/boxes.) (MN)
- Published
- 2001
163. Towards a New Theory of Gender Inequities in Labour Market Outcomes of Education.
- Author
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Quinlan, Liz
- Abstract
Attempts to explain sex-related wage differentials generally rely on the human capital and segmentation labor market theories. The human capital theory explains individuals' position in the labor market primarily in terms of factors determining their productivity, whereas segmentation theory focuses on differences among jobs as determinants of the distribution of income. The two theories are often presented as competing because the former emphasizes differences among people that determine their productivity, whereas the latter considers job characteristics. A new model that considers the two theories as complimentary rather than competing was developed and used to analyze the wages of adults who are employed full-time in a single job in Saskatchewan. Of the 25,000 records that fit the selection criteria, 1,000 were randomly selected for a working data file. The subsamples, which consisted of records for 525 men and 475 women, were analyzed with respect to the following wage-determining variables: age, marital status, educational level, type of economic family, age of youngest child, job tenure, public/private-employee status, industry, occupation, unionization, and firm size. The analysis established that the two dominant labor market theories taken together do a better job of explaining men's wages than women's. Wage determination models using the women-only and men-only subsamples are appended. (Contains 23 references.) (MN)
- Published
- 2000
164. For Education and Training Policies Which Foster Competitiveness and Employment: UNICE's Seven Priorities = Pour les Politiques d'Education et de Formation au Service de la Competitivite et de l'Emploi: Les Sept Priorites de l'UNICE.
- Author
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Union of Industrial and Employers' Confederations of Europe, Brussels (Belgium).
- Abstract
Qualifications and skills are of fundamental economic and social importance. In a context marked by increased globalization of economies and technological development, European companies are faced with far-reaching changes. Because companies need a highly skilled, competent, and adaptable workforce, there is a need to develop strategies for lifelong learning supported by labor market reforms to achieve the goals of stable economic growth and higher employment. Companies operate in a changing environment. Availability of a highly skilled workforce is key to Europe's competitiveness, but the European Union's (EU's) record in this area is poorer than its main trading partners. Education and training systems must be improved to meet challenges posed by technological change and globalization. In implementing strategies for lifelong learning in all parts of society, emphasis must be placed on promoting coherent links between learning and work and on defining the roles and responsibilities of all parties involved. The EU should aim to strengthen cooperation between member states through exchange of experience and best practice, with full participation of the social partners, rather than seeking to harmonize national education and training systems. A key role is also for the EU to increase transparency of qualifications. (YLB)
- Published
- 2000
165. Dynamics of the formal and informal labour in Brazil: occupational and earnings mobility
- Author
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Maciel, Francieli Tonet and Oliveira, Ana Maria Hermeto C.
- Published
- 2018
- Full Text
- View/download PDF
166. New Challenges in the Cooperation between Education and Training and Working Life. Final Report. Conference Proceedings (Tampere, Finland, November 18-19, 1999).
- Author
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Commission of the European Communities, Brussels (Belgium)., Ministry of Education, Helsinki (Finland)., Finnish National Board of General Education, Helsinki., and Nyyssola, Kari
- Abstract
This document contains the papers from plenary sessions, forums, and panels conducted at a conference on the new forms of vocational education needed for the world economy of the 21st century. After introductory remarks and opening addresses by the Minister of Education and Science of Finland and the Acting Director of the European Commission, the following three plenary sessions appear: "Work, Technology and Competence--Aspects of the History and Future of Work" (Ilkka Tuomi); "Models and Practices of Work-Linked Training in the EU [European Union] Member States" (Johan van Rens); and "Cooperation between Vocational Education and Training and Working Life in Finland--Emphasizing the Standpoint of On-the-Job Learning" (Timo Lankinen). The first forum, European Priorities and Perspectives in Cooperation between Vocational Education and Training and Working Life, contains the following papers: "Synergies between Formal Education and Workplace Learning" (Albert Tuijnman); "Expanding Importance of Formal Training" (Candida Soares); "Enhancing the Partnership between Vocational Training and the Economy at Large--The Initiatives and Experiences of the European Vocational Training Foundation" (Bernhard Buck); "On-the-Job Learning in the Transition from Training to Employment--The French Experience about Alternance" (Jose Rose); "Trainees in the Workplace--Policy Priorities of Employees" (Jari-Pekka Jyrkanne); and "The Mechanisms of Quality Innovation in the Dual System--The Future of the Dual System" (Ernst Uhe). The second forum, Improving the Impact of EU Training Programmes at the National and European Levels--Case: Leonardo Da Vinci Programme, contains the following papers: "Utilisation of EU Educational Programmes at the International and European Level--Case: The Leonardo da Vinci Programme" (Markku Markkula); "Building on and Disseminating Project Results" (Sergio Corti); "Connection between Community Policy and National Policy--French Experiences" (Claudine Boudre-Millot); and "How to Improve the Impact of EU Programmes Finnish Experiences" (Mikko Nupponen). Forum 3, The On-the-Job Learning, Promotion of Mobility, and Implementation of the Europass System, contains six papers: "Promoting Mobility for Persons in Training: The EUROPASS Training" (Margarida Marques); "Mobility as a Learning Process" (Soren Kristensen); "Employers' Perspectives to European Pathways in Work-linked Training" (Nicolas Gibert-Morin); "The EUROPASS A Short Step on the Way towards the European Workers Mobility" (Luis Miguel Fernandez); "Printing Industry Experience" (Lauri Norvio); and "The EUROPASS System in Germany--The EUROPASS from 2000: Take-Off for a European Certificate System" (Peter Thiele). Five papers are included in the final forum, The Impact and Quality of On-the-Job Learning: "How to Redesign the Relations between the Educational System and Working Life" (Osmo Kivinen); "Transition from School to Work--UK Policy Developments, with Special Reference to Quality, Progression and Employability" (Alain Davies); "Trainers in Enterprises--Developments in Germany and the European Dimension" (Reinhard Selka); "Evaluation of the Reform of Work-Based Learning in Norway" (Ole Briseid); and "The Effectiveness of On-the-Job Training" (Marcel R. van der Klink). The document also contains a transcript of a panel discussion, results of the forums and panel discussion, two views of Finnish business life ("Cooperative University-Industry Joint Education and Training of Flexible Manufacturing Systems" by Timo Raino and Reijo Tuoliko, and "New Cooperation Between Vocational Education and Working Life" by Martin Granholm), and conclusions ("Primary Themes in the European On-the-Job Learning Discussion" by Kari Nyyssola). (KC)
- Published
- 1999
167. Reasons for Reduced Tenure among Independent School Administrators.
- Author
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Carden, Dan
- Abstract
Research dealing with tenure of superintendents of public school systems exists, but research on tenure among Christian school executives is sparse. This pilot study provides preliminary data for a nationwide quantitative survey of Christian schools in Mississippi, Alabama, Tennessee, North Carolina, South Carolina, Georgia, and Virginia. Twenty-two administrators at a conference were surveyed (7 females and 15 males). Schools included in the data had a student population range of 40 to 1,050, and 90 percent of the schools contained all 12 grades, while the remainder were K-6 only. The average years of service at the present school was 7.7 years. The survey contained two questions related to leaving an administrative position: (1) What were the major stresses related to their job? and (2) What were the reasons individuals, who were known to the respondents, had given for leaving a particular school? Fifty-nine percent of the respondents stated they had seriously considered quitting their jobs, while 40.9 percent said they had not. Conflict was listed as the primary reason for leaving a position. Other reasons for leaving were stress-related financial pressure and expectations of board members. (Contains 53 references.) (DFR)
- Published
- 1999
168. Dual Career Couples in Academia, International Mobility and Dual Career Services in Europe
- Author
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Tzanakou, Charikleia
- Abstract
The number of dual career couples in academia is growing due to the increasing proportion of women with a doctoral degree and the greater propensity of women to choose another academic as their partner. At the same time, international mobility is required for career advancement in academia, creating challenges for dual career couples where both partners pursue careers. This paper has two objectives: (a) to raise the increasingly important issue of dual career couples in academia and the gendered effect that the pressure for mobility has on career advancement and work--life interference; and (b) to present examples of recently established dual career services of higher education institutions in Germany, Denmark and Switzerland, responding to the needs of the growing population of dual career couples. Due to long established practices of dual career services in the USA, the European examples will be compared with US practices. This paper raises the significance of considering dual career couples in institutional policies that aim for an internationally excellent and diversified academic workforce. It will appraise dual career services according to whether they reinforce or address gender inequalities and provide recommendations to higher education institutions interested in developing services and programmes for dual career couples.
- Published
- 2017
- Full Text
- View/download PDF
169. A Study of the Impact of Business Education on Global Career Mobility: An Analysis of Location and International Orientation
- Author
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Silvanto, Sari, Ryan, Jason, and Gupta, Vipin
- Abstract
Purpose: This paper aims to develop a clearer understanding of the role of business education and business schools in fostering global mobility. As business schools seek to educate managers who can work globally and adjust to new business and cultural environments, it is important to assess which specific dimensions of business education, such as the location of the school and its curriculum, play a significant role in fostering greater global mobility among business graduates. This also helps how business schools potentially influence global talent flows. Design/methodology/approach: This study uses an empirical research methodology in the form of a multivariate analysis to examine a sample of 91 business schools that are accredited by Association to Advance Collegiate Schools of Business (AACSB) in the "2015 Financial Times Global MBA Ranking." Findings: This study finds that international mobility of MBA graduates is mediated both by the design of the curriculum and the location of the business school. MBA graduates from leading business schools that offer greater levels of international experiential learning are more likely to pursue overseas careers after graduation. MBA graduates from leading business schools that are located in economically globalized locations, by contrast, are often more likely to remain in the country where they studied after graduation to pursue local employment opportunities. Originality/value: This paper contributes to the knowledge of how business education influences the international mobility of business graduates and how it influences global talent flows.
- Published
- 2017
- Full Text
- View/download PDF
170. Mobility and Migration of Labour in the European Union and Their Specific Implications for Young People. CEDEFOP Document.
- Author
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European Centre for the Development of Vocational Training, Thessaloniki (Greece)., Tassinopoulos, Alexandros, Werner, Heinz, Kristensen, Soren, Tassinopoulos, Alexandros, Werner, Heinz, Kristensen, Soren, and European Centre for the Development of Vocational Training, Thessaloniki (Greece).
- Abstract
This document contains two papers that examine mobility and migration of labor in the European Union and discuss specific implications for young people. The "Foreword" (Jordi Planas) examines the practical and symbolic role that establishment of the right to freedom of movement for European citizens plays in the process of construction of the European Union. "Mobility and Migration of Labour in the European Union" (Alexandro Tassinopoulos, Heinz Werner) summarizes available literature on labor mobility and migration in Europe, provides a historical review of statistics on migration in Europe, and examines the implications of mobility and migration for education and training. The paper contains 127 references and 29 tables/charts. Appended are a discussion of classifying migrational movements and an executive summary of a panel report on free movement of persons. In "Support for Transnational Mobility for Young People" (Soren Kristensen), the following topics are examined: potential forms of transnational mobility among young people within vocational education and training; legal and administrative obstacles to mobility in various fields; obstacles to mobility that stem from the culture and attitudes of young people to transnational mobility and to their aptitude. The paper contains 17 references. (MN)
- Published
- 1998
171. A Pilot Study for Validating a Questionnaire on Perceptions of Barriers to Upward Mobility by Women Administrators in International Schools in Mexico and the United States.
- Author
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Berman, Barbara T.
- Abstract
This pilot study was conducted with a sample of 25 female administrators. Fourteen of the participants are employed in Alabama public schools, while seven work in international schools in the United States, and the remaining four are administrators in international schools in Mexico. The international schools in the study are listed in the "ISS (International School Services) Directory of Overseas Schools." It examines the perceptions that female administrators have in relation to the barriers confronting them in striving for upward mobility. A Cronbach's alpha analysis was used to determine the reliability of the instrument. In addition, a principal components analysis with a varimax rotation was performed. This identified four factors, which are described as: (1) support systems barriers; (2) social barriers; (3) self-imposed barriers; and (4) cultural barriers. (Contains 4 tables and 69 references.) (Author/SLD)
- Published
- 1996
172. Tenure Issues in American Higher Education: An Overview.
- Author
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Wales, Barbara A.
- Abstract
This report attempts to summarize recent attitudes toward and developments in tenure-related issues in American higher education. Modern academic tenure rests on the principles of academic freedom and economic security. Currently, public perceptions of the notion of tenure are often quite negative, with some critics charging that educators have become complacent about the value of academic freedom, and that the concept protects little except security of tenure and the "prerogative of frivolity." Tenure issues that appear repeatedly are: (1) the current necessity of tenure for the protection of academic freedom; (2) the view of tenure as simple job security; (3) the question of whether tenured faculty produce less than their colleagues; (4) the relationship of tenure to the demise of mandatory retirement; and (5) tenure as a possible source of institutional inflexibility. The paper describes possible alternatives to the current tenure system, including: research and teaching dual-track tenure systems; five-year contracts with extra financial incentives; better working conditions; tenure contracts negotiated at hiring and designed to fit the accomplishments and capabilities of the individual and projected long-term needs of the institution; and post-tenure reviews. (Contains 22 references.) (MAH)
- Published
- 1996
173. Bottom Up Succession Planning Works Better.
- Author
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Centre for Worklife Counselling, Sydney (Australia). and Stevens, Paul
- Abstract
The majority of current succession planning practices reflect the viewpoint of only a linear career direction for ambitious people. They are based on the premise that competent people have and want only one career direction--an upwardly mobile one. In today's work force, however, a "bottom-up" process works better in succession planning. This process, which usually focuses no more than 2 years ahead, involves asking employees about their career goals at regular intervals and helping them develop career plans and competencies to meet their goals while allowing the organization to change to meet changing marketplace needs. Career paths need not be only upward and linear, but can involve eight directions, including lateral moves and temporarily moving down to a job with less responsibility in order to learn new skills. In this process, succession planning should resemble more a gridlike pattern than a traditional organization chart. Focusing on replacing incumbents is an old-fashioned idea that presumes that positions will remain the same, an unlikely assumption in a changing world. Succession planning should ensure that teams of people are ready for contingencies, organizational expansion or contraction, entering new markets, and handling changes in the nature of technology. Employees should be educated in career management and skilled in self-reliant practices in their own career development. This model suits the new workplace much better than the older top-down succession plan. (KC)
- Published
- 1996
174. Education in a Changing Europe.
- Author
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Jones, Hywel Ceri
- Abstract
A frontier-free European Community (EC) has been created in which goods, capital, services, and people move freely across national frontiers. The issue of mobility is especially important for young people eager to exploit the opportunities opened up and for teachers and trainers in the educational field. A European dimension is now a necessary part of the educational experience of all young people growing up in the EC. In addition, skill levels in each region must be raised so that each region can better sustain its own economic development, attract new industries, and arrest the flow of qualified workers out of the region. Educational planning needs to take account of the current idea that the role of the school is to provide children with the basic competencies and attitudes on which broad-based qualifications can be built and the foundation laid for later training and retraining for employment. Vocational education must be restored to a place in the scheme of things as one of the broad options youth are encouraged to consider. The centerpiece of European strategy for the remaining 1990s must be to widen access to and participation in continuing education and training throughout working life. Although the traditional functions of higher education are more needed now than in the past, an organized and much more deliberate commitment to continuing education and training and lifelong learning must become a centrally recognized task of higher education. (YLB)
- Published
- 1992
175. Development of a Model for Measuring Student Satisfaction with Non-Traditional Degree Programs.
- Author
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Dietz, A. Steven
- Abstract
A study focused on the development and pilot testing of a student satisfaction instrument, the results of which may be used to identify weaknesses and strengths of nontraditional degree programs. The literature review demonstrated little empirical evidence that could support positive or negative conclusions regarding student satisfaction within such programs. The instrument constructed consisted of items for each of four latent variable areas: internal/external rewards; curriculum concerns; workplace mobility; and program administration. All items were scored on a five-point Likert scale; subjects answered only those questions they thought applied to them. Two levels of information were obtained: level of satisfaction with item and level of awareness of item. A random sample of 100 graduates of the nontraditional program at Southwest Texas State University between 1986-91 were chosen as the pilot group; 54 returned complete information. Results indicated that the four satisfaction subscales manifested high levels of internal consistency and reliability. The result of a principal components factor analysis was a three-factor solution that accounted for 70.1 percent of the total variance. The three factors were subjects' perception of their degrees and the underpinning of the degree structure, actual work force mobility, and ideal work force mobility. Development of a model for assessing student satisfaction with a university program using the latent variables and identified factors was recommended. (Appendixes include 11 references and the instrument.) (YLB)
- Published
- 1992
176. The Quest for Status and Effectiveness in Public Relations: More a Question of Philosophy, Commitment to Values, and Research Development Than Academic Location.
- Author
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Neff, Bonita Dostal
- Abstract
The public relations educators in the university departments that house public relations must be aware of key issues that have an impact on the quest for status and effectiveness. Failure to adhere to these concerns may turn out students who will be trapped and have a much lower level of job satisfaction. These concerns are as follows: (1) educators in disciplines offering public relations programs should be aware of what is happening in other departments offering similar programs; (2) the face of public relations is changing and academic programs and the public relations practitioner must respond to people instead of grinding out newsletters and news releases; (3) educators should stress job satisfaction and upward mobility on the job, teaching public relations students more than just technical skills but also communication and management skills; (4) public relations students should understand that making a profit is important but not at the expense of other values; (5) the gender issue is creating a new scenario in public relations--females are skilled and have resources which give another perspective to the "glass-ceiling" issue; and (6) to ignore the international and multicultural dimension of public relations may be a major weakness in public relations--more attention to this issue may give public relations students the advantage in competing for top CEO positions. (Contains 32 references.) (TB)
- Published
- 1991
177. 'Fast-Tracking': Ain't No Golden Parachute So Don't Slide off the Rainbow.
- Author
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Newburger, Craig and Butler, Jerry
- Abstract
Awareness of the corporate cultural phenomenon of fast-tracking, a process whereby executives are advanced within and among organizations, should assist communication students and practicing professionals to become more effective corporate communicators. A critical distinction between self-directed fast-trackers and their corporately-sanctioned peers is that self-directed fast-trackers can better control the pace and risks they assume, and they can also exert greater control over the rewards for success. Corporately sanctioned fast-trackers normally must contend with a higher level of uncertainty concerning risks, rewards, and relationships. A self-directed fast-tracker often holds his/her own dangling carrot stick. A corporately sanctioned fast-tracker's stick is held by someone else. Rewards abound for both, however. (Thirteen references are attached.) (KEH)
- Published
- 1991
178. More than Just a 'Pro': A Relational Analysis of Transition in Professional Football
- Author
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Stamp, Darryn, Potrac, Paul, and Nelson, Lee J.
- Abstract
This paper addresses the social and relational dimensions of player transitions in professional football. Data were generated through a total of 24 cyclical, in-depth interviews with three former players. The interview transcripts were subjected to emic and etic readings, with Bauman's metaphors of liquid modernity, hunters and pointillist time, May's theorisation of belonging and Crossley's relational theorising providing the primary heuristic framework. Our analysis led to the construction of two interconnected themes. These were (a) the paradox of feeling wanted by others during workplace transitions and, simultaneously, seeing these others as threats to their career longevity and (b) the interplay between the participants' multiple identities, relations with others outside of the workplace, and their career choices. Importantly, our findings highlighted that player transitions were not tied to the personality traits or characteristics of the individual but rather to broader social and cultural factors. Indeed, the participants' experienced and interpreted their transitions through the reading of their respective social landscapes and their changing understandings of the multiple social networks that comprised them. Based on these findings, we believe there is much to gain from the exploration of multiple identities in sports work and how these play out and are experienced over time.
- Published
- 2021
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179. Does Regionality Influence Students' Perceived Employability and Career Orientation?: A Study of Students at an Australian University
- Author
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Bennett, Dawn, Knight, Elizabeth, Koshy, Paul, and Li, Ian
- Abstract
Insufficient access to specialised career development within many rural, regional and remote (RRR) areas contributes to persistent differences in the higher education participation rates of young people from these areas. This paper reports on research conducted with 4,993 students at a university in Western Australia who self-assessed their perceived employability (career capabilities) and career orientation. Data were analysed by year and mode of study, location, gender and discipline. Comparisons were made between RRR students and their metropolitan peers. The findings compare perceptions of employability and career orientation among RRR students in comparison with domestic metropolitan students. This shows a level of commonality between the two groups, with lessons from research on RRR students being applicable to metropolitan students.
- Published
- 2021
180. Exploring Students' Justifications for Studying a Master's Degree in Business through Problem-Based Learning
- Author
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O'Brien, Ronan, McGarr, Oliver, and Lynch, Ray
- Abstract
Many studies have espoused the pedagogical benefits of Problem-Based Learning (PBL) across multiple disciplines. With the increasing use of PBL within higher education there exists a need to consider its position not just as a pedagogical approach but as a functional instrument in the development and promotion of social capital and status. Drawing on social identity theory (SIT), this study explored Business Masters graduates' justification for undertaking a PBL-based programme. The findings suggest that students discursively elevated the status of the PBL programme they had completed over other alternatives, in an attempt to gain professional mobility. Two primary strategies of "individual mobility" and "social competition" were employed by participants to elevate their position. This paper concludes by problematising the utilisation of pedagogical approaches as a mechanism for differentiating programmes and graduates within an increasing competitive higher educational landscape.
- Published
- 2021
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181. Mobilities of Policy and Mobile Parents -- Creating a New Dynamic in Policy Borrowing within State Schooling
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Yemini, Miri and Maxwell, Claire
- Abstract
In this article, we focus on the transformations imposed on schools by individual parents, arguing that schools as modern organisations change not only through top-down pressures orchestrated by an array of international organisations, for-profit companies and media as shown in previous research, but also through the agency of mobile parents, who seek to import reforms from elsewhere, based on their previous schooling experiences abroad. We focus on a specific group of middle class parents, who are continuously mobile, moving between global cities for employment. This paper brings into the discussion the role of individual parental strategies as they seek to promote education policy-borrowing. By applying the theoretical lens of stakeholder identification and salience, using a multi case study research design, we suggest that parents express high levels of power, legitimacy and a sense of urgency, thus being able to successfully advocate for change. We argue that while exploring organisational reform occurring due to the globalisation of education, we must view parents as central actors in this new space.
- Published
- 2021
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182. Measurement Errors in Geographical Labour Mobility Using Data Linkage: The Spanish Case
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Martí, Mónica and Ródenas, Carmen
- Abstract
This paper analyses the reliability and accuracy of the relationships between migration and employment status when estimated using a linked data set. The analysis will be carried out using a new source, the "Labour and Geographical Mobility Statistics," which is provided by the Spanish Statistical Office. This statistic is constructed by an exact matching procedure, linking the "Labour Force Survey" with the Official "Population Register." The findings reveal that in order to accurately study geographic labour mobility, timing and geographical coherence between the two data sets must exist. If this is not the case, causality relations between the labour market and geographical mobility cannot be properly analysed. Although our analysis refers to the microdata quality and internal coherence of this new Spanish statistic, our conclusion can be extended to any linked data set for studying geographic labour mobility, including the population censuses mainly based on administrative data.
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- 2021
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183. Factors and Events that Influenced the Occupational Behavior Patterns of 1978-1988 Pennsylvania Home Economics Education Graduates.
- Author
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Olson, Susan J.
- Abstract
A study sought to determine what factors and events have influenced the occupational behavior patterns of 1977-1978 Pennsylvania home economics education graduates. The study examined how women graduates of the traditionally female field of home economics education have experienced labor force participation over the past 10 years. Home economics education has suffered the largest decline and has the largest percentage of females within the educational field. As a result, the difficulty in recruiting qualified home economics teachers in Pennsylvania may result in program elimination. Using triangulation of methodologies, archival information, document questionnaires, and interviews, data were analyzed to identify occupational influences. Data were examined in three phases: (1) the transition of the Pennsylvania public educational system; (2) the transition of the Pennsylvania home economics education field; and (3) the occupational behavior patterns of Pennsylvania home economics graduates. An examination of phase one and two data, collected from archives and an open-ended survey, revealed a decline in enrollments, programs, and numbers of teachers teaching during this time period. Phase three data were collected from a mailed follow-up survey with an overall response rate of 56.9%. Among the respondents, 69% lived in Pennsylvania and were included in the final sample (N=128). Several factors were found to have influenced behavioral patterns: marital status, education, family status, age, the oversupply of graduates in 1978, the 1982 recession, deteriorating statewide economy, and loss of state leadership in home economics education. (30 references) (NLA)
- Published
- 1990
184. A Professional Development Model for Technical Colleges.
- Author
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Auburn Univ., AL. Dept. of Vocational and Adult Education., J. F. Ingram State Technical Coll., Deatsville, AL., Selman, James W., and Shum, Ronald M.
- Abstract
Drawing from research and related literature on successful staff development activities, a professional development model was developed and implemented at J. F. Ingram Technical College (JFITC) in Alabama. Designed to serve the professional development needs of support staff, apprentice and master teachers, and administrators, the model provides for vertical and horizontal occupational movement and for increasing knowledge and skills to levels commensurate with present job positions and future aspirations. To develop the support staff component of the model, job and task analyses were conducted for each position, time on task estimates were developed, educational requirements were identified, a conference was held to develop a needs plan, educational/work experiences were reviewed, desired changes in job responsibilities were implemented, and a professional development plan was developed and agreed upon for each support staff member. The instructional staff component of the model involved the classification of the teaching staff as master or apprentice teachers, an annual conference review, an annual meeting with a TRIAD committee (comprised of a supervisor, professional development staff member, and university teacher educator), in-house learning activities, and the development of individual professional development plans. The administrative component also included input from the TRIAD committee, an annual conference and review, and professional development plans. During the model's implementation, morale was identified as the single most important influence on job satisfaction, and project staff utilized a variety of approaches to improve morale and provide a stress-free environment. A flowchart of the model is attached. (JMC)
- Published
- 1990
185. The Implications of Contemporary Cultural Diversity for the Hospitality Curriculum
- Author
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Hearns, Niamh, Devine, Frances, and Baum, Tom
- Abstract
Purpose: This viewpoint paper aims to assess a curriculum response within a specific vocational sector, hospitality, driven by the recent surge in intra EU labour migration and the ensuing increase in workplace cultural diversity. Design/methodology/approach: The paper identifies an appropriate curriculum response by assessing the industry implications and proffering a conceptual model of curriculum response. Findings: The experience across business sectors, such as hospitality, emphasises the need for training that is geared to meet the needs of both international and indigenous employees and that, critically, intercultural issues represent a significant training gap. It is posited that the curriculum response is multifaceted embracing the need to address course content, learning outcomes, assessment methods and the training needs of educators. Originality/value: The paper is targeted at academics within applied business education, specifically in those areas of the services sector that have experienced significant labour migration in recent years. It is also of wider value to those involved in curricula design in a vocational context. (Contains 1 figure and 18 resources.)
- Published
- 2007
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186. Intergenerational Educational and Occupational Mobility in Spain: Does Gender Matter?
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De Pablos Escobar, Laura and Gil Izquierdo, María
- Abstract
This paper explores the changes in intergenerational mobility seen in Spain during the last century. It examines educational and occupational mobility, paying particular attention to the existence of a differentiated gender effect. The magnitude of the historical changes that have taken place in Spain during the twentieth century and the scarcity of studies in this field increase the value of this paper. More specifically, the paper seeks to describe how the situation has changed with the social-economic and education policy developments in democratic Spain, especially with regards to women. The main results show that while educational mobility has improved, there has been no such significant change in occupational mobility.
- Published
- 2016
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187. Language Learning in Higher Education: Portuguese Student Voices
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Pinto, Susana and Araújo e Sá, Maria Helena
- Abstract
This paper begins by reviewing European language education policies in higher education and relating these to the bottom-up language provision practices currently applied in higher education institutions. The paper then focuses on a case study at the University of Aveiro (Portugal) that sets out to identify students' social representations concerning: (i) the importance of integrating foreign language courses into their degree/master/PhD programmes and (ii) the languages they consider to be more important in their academic training and the reasons for this. The findings indicate that the vast majority of responding students consider the integration of language courses in the curricula to be relevant from a doubly pragmatic perspective. Firstly, English is seen as a pathway to employability, mobility and the accessibility of knowledge, while other foreign languages (Spanish, French and German) are viewed as "differentiating assets" in the professional marketplace.
- Published
- 2016
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188. Employee Voice and Lifelong Education Capabilities in France and Germany: Two Models of Responsibility
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Zimmermann, Bénédicte
- Abstract
This paper discusses the scope of the employee's voice in lifelong education decisions, with a focus on qualified assembly-line workers and professional development schemes allowing their upward mobility out of the assembly line. Using a capability approach, it investigates voice as part of people's agency. Beyond examining the channels that allow employees to have a say in training matters -- weak definition of voice -- it addresses voice as a process that participates in the conversion of the available training resources and opportunities into lifelong education achievements -- strong definition of voice. Comparing two subsidiaries of a multinational firm, one located in Germany and the other in France, we ask under what institutional and organizational conditions employees are able to express and then achieve what they value. In adopting a multi-level perspective which integrates qualitative data of an institutional, organizational and individual nature, we show how in France and Germany the worker's voice in training matters pertains to two different models of responsibility sharing. In Germany the worker's voice is associated with self-determination and self-care as a consequence of the externalization of lifelong education outside the confines of the firm; this results in a weak voice that requires personal or family resources in order to get converted into a strong voice. In France, where national legislation obliges firms to devote a percentage of the gross wage bill to training, companies have historically played an important role in the lifelong education of workers, so that until the country's last training reforms introducing a personal training account in 2014, the worker's voice was strongly shaped by organizational factors. Whether this voice is weak or strong depends upon the organizational strategy, processes and involvement in lifelong training.
- Published
- 2020
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189. Toward an International Comparison of Economic and Educational Mobility: Recent Findings from the Japan Child Panel Survey
- Author
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Akabayashi, Hideo, Nakamura, Ryosuke, Naoi, Michio, and Shikishima, Chizuru
- Abstract
In the past decades, income inequality has risen in most developed countries. There is growing interest among economists in international comparisons of economic and educational mobility. This is aided by the availability of internationally comparable, large-scale data. The present paper aims to make three contributions. First, we introduce the Japan Child Panel Survey (JCPS), the first longitudinal survey of school-age children that includes cognitive and non-cognitive measures, and plentiful household information. The JCPS was developed to measure dynamic inter-relationships among children's academic and social outcomes, their family background, and local policy and environment, in a way that allows comparison of the results with international data. Second, based on JCPS data, we present selected results of the dynamics of inequality in multiple indicators of children's educational and behavioral outcomes. We found that changes in cognitive achievement across parental income groups, the degree of mobility of cognitive test scores, and the correlation between the difficulty score and parental education in Japan are similar to those of other countries, such as the United States, United Kingdom, Australia, and Germany. Finally we discuss issues underlying the globalization of education research based on our experiences with the JCPS. We discuss reasons and strategies for further globalization of education research in Japan, and propose suggestions as to how Japanese education research can move toward better international collaboration, particularly in research on economic and educational mobility.
- Published
- 2016
190. Practical Recommendations for University Graduates' Readiness Formation to Occupational Mobility
- Author
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Yakhina, Zulfiya Sh, Yakovlev, Sergey A., Kozhevnikova, Natalya V., Nuretdinova, Yuliya V., and Solovyeva, Natalya A.
- Abstract
The research urgency is caused by the development of economic integration and demand for professionals able to adapt to constantly changing working conditions. The purpose of the paper is to develop practical recommendations on formation of University graduates' readiness to occupational mobility. A leading approach to the study is the structural-functional approach allowing revealing of the nature and structure of occupational mobility, to identify the pedagogical conditions of formation of University graduates' readiness to professional mobility. The study involved 300 teachers, 450 students who took part in characterizing levels of readiness for occupational mobility and definition of its criteria. Main results of the research consist of the identification of core components of occupational mobility (axiological, epistemological, praxeological) and pedagogical conditions of formation of University graduates' readiness to occupational mobility (formation of occupational value orientations of students; the modular structure of educational process; organization of project-based learning), identifying of levels of readiness for occupational mobility (high, average, low) and the criteria (motivational, cognitive, activity-related). The significance of the results obtained is that the identified components of occupational mobility allow us to consider it as an integrative quality of the personality of the specialist, which characterizes the readiness for rapid and successful acquisition of new activities. Identified pedagogical conditions of formation of University graduates' readiness for occupational mobility provide their focus on the active acquisition of the latest occupational achievements and expansion of the scope of activities, qualification enhancement and development of competitiveness. Levels of readiness for occupational mobility help to develop the ability to quickly mastering of new skills and changes in them arising under the influence of scientific, social and technical changes. Criteria of readiness for occupational mobility reflect the unity of fundamental knowledge, occupational competences and personal qualities.
- Published
- 2016
191. Decarbonisation strategies in industry: going beyond clusters.
- Author
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Rattle, Imogen, Gailani, Ahmed, and Taylor, Peter G.
- Subjects
CARBON nanofibers ,CARBON dioxide mitigation ,ABATEMENT (Atmospheric chemistry) ,INDUSTRIAL clusters ,CAREER changes ,OCCUPATIONAL mobility ,INDUSTRIAL sites - Abstract
An effective and just industrial transition is necessary both to mitigate climate change and protect jobs, and as a precursor to enable other sectors to decarbonise. Activity is at an early stage and examples of successful sector-wide interventions to decarbonise industry do not yet exist. Governments of industrialised countries are beginning to develop policy and provide funding to support deployment of carbon capture and low-carbon hydrogen infrastructures into high-emitting industrial clusters, but options for sites outside of clusters, denoted here as 'dispersed sites', are also required. This paper takes a mixed methods approach to provide the first analysis of the issues facing dispersed industrial sites on their route to decarbonisation and to suggest solutions to the challenges they face. Using the UK as a case study, it first characterises dispersed sites in terms of location, emissions released, sectors involved, and size of companies affected. It then shows how these features mean that simply expanding the geographical scope of the present UK decarbonisation strategy, which focuses on the provision of carbon capture and low-carbon hydrogen, would face a number of challenges and so will need to be broadened to include a wider range of abatement options and other considerations to meet the needs of dispersed sites. While the solutions for each place will be different, these are likely to include some combination of the expansion of shared infrastructure, the development of local zero-carbon hubs, research into a wider range of novel abatement technologies and facilitating local participation in energy planning. The paper concludes with a discussion of remaining knowledge gaps before outlining how its findings might apply to industrial decarbonisation strategies in other countries. [ABSTRACT FROM AUTHOR]
- Published
- 2024
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192. Healthcare, Language and a Free-Trade Agreement: Institutional Logics of On-the-Job Japanese Language Training for Migrant Healthcare Workers
- Author
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Otomo, Ruriko
- Abstract
Faced with a pressing demand for eldercare workers, Japan signed Economic Partnership Agreements (EPAs) to recruit workers from Southeast Asian countries. The EPA limits the employment period for migrant workers, unless they successfully pass the healthcare licensure examination in Japanese. Therefore, they receive on-the-job training and prepare for the examination, making their host institutions partly responsible for assisting the training and exam preparation. In this system, migrants' Japanese ability, tested against a strict standard, is the key to their being successfully accepted as good workers. Migrant workers and their employers are thus important actors in a neoliberal logic in which mastering a specific language practice and demonstrating it on standardized tests is deemed important for one's social mobility. To analyse how this logic is realised in a healthcare workplace, this paper draws on fieldwork data in an eldercare home employing EPA workers. The operation scheme of the EPA and institutional policy will be highlighted as underlying mechanisms for the creation of neoliberal subjects. I argue these measures primarily support the hierarchical relationships between Japanese and non-Japanese, and between employer and employee. I also discuss consequential ways in which on-the-job training has differentially impacted employment trajectories of the migrant workers.
- Published
- 2020
- Full Text
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193. Marketing University Students as Mobile Multilingual Workers: The Emergence of Neoliberal Lifestylers
- Author
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Sabaté-Dalmau, Maria
- Abstract
Under the conditions of the globalized new economy, European universities have become profit-making institutions. They envision students as mobile workers-to-be whose employability chances depend on self-enterprising and on self-responsibilization for foreign-language command, and they now compete in the educational marketplace by targeting them with an increased offer of internationalized English-mediated 'multilingual' degrees. This paper explores attitudes towards these marketed/marketable studenthood identities by 30 Catalan/Spanish-speaking students enrolled in four Multilingual Studies degrees in Barcelona. The data include students' audio-recorded life-narrative interviews and online 'life-after-graduation' stories collected during a two-year ethnography (2011-2013). The results show that students engage in institutional neoliberal regimes which train them in the academic/professional, linguistic and personhood profiles required in global employment niches. They inhabit unique 'multilingualized' identities, with English as their professional/socialization lingua franca, and they self-attribute open-minded 'civic-citizenship' values, with an 'innate' capacity to engage with Otherness. They also invest in 'cosmopolitan' trajectories which blend ways of being, working and enjoying leisure in the transnational arena. This reveals how students position themselves in the precarious job marketplace, in autobiographic accounts of experience, which contributes to understanding youth identity projections as elite entrepreneurial lifestylers pointing to newer practices of socioeconomic competition, distinction and stratification at university.
- Published
- 2020
- Full Text
- View/download PDF
194. The Care Ceiling in Higher Education
- Author
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Lynch, Kathleen, Ivancheva, Mariya, O'Flynn, Micheál, Keating, Kathryn, and O'Connor, Monica
- Abstract
This study examines the impact of managerialist policies on care relations in higher education. It is based on a study of 10 higher education institutions in Ireland. The paper shows that a care-free worker model is ingrained in systems of performance appraisal, especially for academics in universities, and increasingly in the Institutes of Technology, although it also impacts on support staff in other professions and occupations. It assumes a life of boundary-less working hours and unhindered mobility. The market-informed tools of performance appraisal, especially audits and metrics, cannot measure essential care work because care is a process and disposition, not a product. Because it is not countable caring becomes invisible as do the people who do it. The managerial ideology of 'work--life balance' merely operates as a mask that conceals how over-working is normalised. There is no legitimate language to name over-working for the structural problem that it is. When work organisations disregard care commitments outside of work, and even within it, these are then repackaged and fed back to women/carers as personal problems and failures. The idealised care-free worker model operates as a care ceiling over women particularly; it is taken as given, even natural.
- Published
- 2020
- Full Text
- View/download PDF
195. Relocation: Black and White Dual Career Families on the Move.
- Author
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Erkut, Sumru and Fields, Jacqueline P.
- Abstract
Relocation of dual career families often translates into career advancement for the spouse whose job prospects initiate the move and career disruption for the spouse who follows. To describe the relocation concerns of men and women in dual career marriages, 32 professional couples were interviewed. Half the sample were black and half were white, and childless couples as well as parents were included. Results showed that a move was initiated by a job offer for the husband for 13 of the couples, by a job offer for the wife for 4 couples, and by offers for both spouses for 2 couples. Of the 13 wives who moved in response to their husband's job offer, 6 had difficulty finding work, 3 saw the move as emotionally uprooting, and 3 had no problems. Husbands did not always acknowledge the extent of the problems experienced by their wives. No differences attributed to race were found for job moves determined by husbands or wives, or in the degree of empathy for the dislocated spouse. The findings suggest that wives disproportionately experience disruption, and their husbands tend to lack empathy. (JAC)
- Published
- 1983
196. The Assistant Principal: In Quandry or Comfort?
- Author
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Croft, John C. and Morton, John R.
- Abstract
Data from an urban (Houston, Texas) and a rural (Kansas) sample on the relationship between perceived job satisfaction and career stability of assistant principals are analyzed and compared with the results of earlier findings by Austin and Brown. There is a significant relationship between job satisfaction and career stability, as well as considerably greater satisfaction and perceived career stability than in the Austin and Brown study. Suggestions are made for further study of the role. (Author/MLF)
- Published
- 1977
197. Blacks in the Labor Force in the United States.
- Author
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Atlanta Univ., GA., Texas Univ., Austin., and Price, Daniel O.
- Abstract
Labor force participation and occupational structure and their changing trends in our society are addressed in this paper. The problems of not being able to find employment are also important, and unemployment is also examamined. Findings indicate that there are declining proportions of males in the labor force with greater decline among black males than among white males. There is some evidence of increasing labor force participation among younger black males. Both black and white females show increasing rates of labor force participation, with white females having lower rates but increasing more rapidly. Blacks have approximately twice the unemployment rates of whites. While whites still show generally lower rates than blacks, the differences are not as great within age by education by sex categories. The cohort analysis of occupational trends indicates that black females are making more rapid occupational gains than are black males. When the ration of black to white median earnings is taken as a measure of income differential and this ratio is examined by years of education, it is found that based on males who worked 50-52 weeks out of the year in 1969, the ratio of black to white earnings declines with increasing education all the way up through sixteen years of education. (Author/AM)
- Published
- 1974
198. Daily Newspaper Circulation and the Young Reader.
- Author
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Schweitzer, John C.
- Abstract
This study attempted to determine the factors involved in young persons' subscribing or nonsubscribing to one of the two local daily morning newspapers in a metropolitan area. The sampling included 192 young persons living in apartment complexes, of whom 109 subscribed to at least one of the two newspapers. The results of the analysis of the factors involved were broken into such categories as readership, education, marital status, occupation, lifestyle, mobility, and media comparisons. From the results it was concluded that more subscribers than nonsubscribers tended to be clustered in the higher socioeconomic group. Occupation together with income and education discriminated better than any of the demographic variables taken separately. Subscribers watched television news more often than nonsubscribers. Both groups tended to believe that newspapers give the "clearest understanding" of state and local politics. It was later discovered that some of the "nonsubscribers" were actually subscribers to an afternoon newspaper. The data also suggested that although more than half the sample were newspaper subscribers, they were not traditional subscribers and more research needs to be done on this topic. (TS)
- Published
- 1975
199. On Their Way to the Top? Men and Women Middle-Level Newspaper Managers.
- Author
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Ogan, Christine L.
- Abstract
A telephone survey of 217 men and 232 women who held middle-level management positions at 363 daily newspapers in the United States was conducted to compare their job responsibilities, compensation patterns, and personal characteristics and to examine their attitudes concerning job aspirations, mobility, and relations with their superiors. The results revealed that although men and women alike held jobs in mid-management that were demanding in terms of time and responsiblity, men still made more money than women for comparable effort. This difference held even when controlling for a respondent's experience, age, educational level, number of employees supervised, and degree of budget control, and for the circulation of the respondent's newspaper. In addition, it was shown that women were as willing as men to accept job transfers and were equally as ambitious. Finally, women's lack of "team-play" experience seemed not to affect their attitudes about their jobs. (Author/FL)
- Published
- 1979
200. Now That I Can Have It I Don't Want It: The Effects of Opportunity on Aspirations.
- Author
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Martin, Joanne
- Abstract
The first step in combatting segregation is the integration of a few members of a disadvantaged group into a more advantaged group. At this stage integration is partial and some individuals are left behind. Previous research on the reactions of those left behind has produced two contradictory patterns, i.e., partial integration increases discontent and raises aspirations, as well as the opposite effect. These two findings were tested using 68 female secretaries, who watched a slide/tape presentation describing an executive and a secretarial position at a fictitious oil company. In the presentation the sex ratio of the executives was manipulated. Subjects responded to an attitude questionnaire, a sex-role ideology scale, and an instrument evaluating their desire for promotion. Results indicated that partial integration of the executive ranks increased secretarial satisfaction with pay, made promotions less desirable, and also had the paradoxical effect of increasing feminist secretaries' satisfaction with the status quo while decreasing their aspirations for upward mobility. (Author/HLM)
- Published
- 1980
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