Recent Submissions

  • The challenge to Western consultancy by gulf Arab culture

    Read, Ian; Lee-Davies, Linda (Taylor & Francis, 2013-09)
    This article provides an empirical, comparative study of the consultancy skills available from expatriates in relation to those required by the Emirati vision and their current and evolving culture. A rigorous quantitative study of consultancy skills applied to a carefully selected—and as representative as possible—sample of more than 100 senior management consultants from both Emirati and expatriate background demonstrates potential blocks to progress and the need for more specific communication abilities to overcome them. Set in context of real work experience through the analysis of a work diary and in more strategic context by the analysis of a range of consultancy job descriptions, findings are placed alongside current and classic cultural literature.
  • Individual and organisational leadership: the shared approach

    Lee-Davies, Linda; Kakabadse, Nada K.; University of Bedfordshire; University of Reading (2013)
    Purpose - this paper focuses on reducing the margin for leadership error in meeting strategic aims by forming a more robust approach to developing a broader and more reliable set of leadership skills to provide a greater likelihood of strategic alignment between corporate and individual need, increasing both of their respective shelve lives. Design and Methodology - underpinned by empirical studies as well as conceptual argument, a new and original model of shared leadership is formed from six previous publications by the same authors as well as selected leadership literature reviews resulting in interesting and novel propositions. Findings – the examination presented shows that these skills, therefore, need to be embedded in every day practice and shared at every strategic level in order to provide necessary strength and yet be flexible enough to adapt to survive in differing environments. These push the modern leader into developing softer skills to really get to know themselves and their company in a more holistic manner with the purpose of increasing the long range planning and survival of both. Originality and Value - the resulting original model demonstrates the value of leadership through collaboration which requires a different approach from developing self to acquiring and sharing critical organisational information for more informed decision making through a deliberative inquiry approach, before aligning all effort towards the organisational vision.
  • Learning CSR for sustainable corporate advantage

    Kakabadse, Andrew P.; Kakabadse, Nada K.; Lee-Davies, Linda; Cranfield School of Management; University of Northampton; London Academy Business School (IGI Global, 2016-08)
    Corporate Social Responsibility (CSR) has become a strategic and operational reality of the business and academic world. Not that the principles of CSR are always respected or that its practice is consistently applied. Bearing in mind the multi-faceted nature of both CSR and the corporate environment, as well as the paradox of what is taught in Higher Education and what is practised within its own walls, this paper provides a learning cyclical pathway to sustainable CSR implementation and progress review. As well as highlighting the role that Higher Education has to play, the paper emphasises that in order to embed CSR within the corporate environment, questions need to be raised concerning on-going CSR improvement in order to both protect and engage a wide range of stakeholders towards sustainable corporate advantage.
  • Constructing a leader's identity through a leadership development programme: an intersectional analysis

    Moorosi, Pontso; University of Warwick (SAGE, 2013-09-24)
    This article explores the notion of leadership identity construction as it happens through a leadership development programme. Influenced by a conception that leadership development is essentially about facilitating an identity transition, it uses an intersectional approach to explore school leaders’ identity construction as it was shaped and influenced by experiences on the leadership development programme. The article draws data from a mixed-methods study that evaluated the impact of the leadership training programme offered to practising school leaders in South Africa. In order to examine the process of leadership identity construction, the article draws from data where identity work was visible. It argues that categories of identity – gender, race and social class – interacted simultaneously with the contexts and backgrounds of participants to shape and influence the outcome of the leadership development programme. This complex intersection enabled unexpected outcomes where women appeared to benefit more from the programme despite their less privileged entry status. The article calls for more work that asks direct questions on leaders’ construction of identity in order to inform leadership development programmes more meaningfully.
  • Discursive strategies for navigating the terrain between the sacred and the profane

    Schwabenland, Christina (Taylor & Francis, 2013-09-16)
    Tensions between communities of identity that are framed by a hermeneutics of religion are a significant and growing element in contemporary societies, sometimes leading to violent confrontations. Butler [2009. Frames of War: When Life is Grievable. London: Verso] suggests that the discursive frames we use to influence our understanding of the ‘other’ significantly affect whether that other is deemed worthy of protection or is made vulnerable to violence. Therefore, following Butler, this article investigates the discursive strategies manifested by organizational actors in response to these tensions, and how they ‘work’ to construct alternative ways of framing the ‘other’. Six voluntary organizations situated geographically in three different areas of inter-communal violence; India, Israel/Palestine and Ireland were chosen for the study. Four discursive strategies are identified; erasing religion, ethnicizing religion, accommodating religion and finally, that of re-sacralizing the public sphere. Each is analysed in terms of their different possibilities for recognition and rejection.
  • Towards a critical study of standardization: corporate social responsibility, discourse and management practices.

    Bocean, Claudiu George; Delattre, Miguel; Ocler, Rodolphe; Sitnikov, Catalina Soriana; University of Craiova; Université Jean Moulin; University of Bedfordshire (Emerald, 2014)
    Purpose – This paper aims to highlight the links among standardization, corporate social responsibility (CSR) and critical management. It also aims at understanding the implication of the normalization process for CSR but also questions the nature of this concept. Design/methodology/approach – To determine the interest in standardization, we forecasted the trend in issuing ISO certificates based on autoregressive integrated moving average (ARIMA) and Holt statistical models. Then a critical approach is used to understand the nature of CSR. Findings – The paper focuses on a critical approach and challenge the definition of CSR through the lenses of standardization. It shows that the notion of CSR is polysemic and highlights the limits of standardization process. Research limitations/implications – The research is only based on ISO standards, not other kind of standardization process. Social implications – The paper questions the notion of CSR and shows the different elements that this notion covers. Originality/value – The paper questions the role of standardization and its impact on CSR adopting a critical view.
  • Cadre de service public: le leadership, un levier crédible?

    Delattre, Miguel; Ocler, Rodolphe (Canopé, 2014)
  • Developing creative leadership in a public sector organisation

    Loewenberger, Pauline Anne; Newton, Mark; Wick, Kylie; University of Bedfordshire; British Transport Police (Emerald, 2014)
    Purpose – This paper aims to demonstrate the effective development of creative and innovative capability in a rigid bureaucratic public sector environment of an area of the British Transport Police, championed by the Area Commander and informed by extant literature. Design/methodology/approach – The focus is on an intervention that addressed two related issues suggested by extant literature, cognitive blocks to creative thinking and organisational barriers. A diagnostic assessment of the climate for creativity prompted reflection leading to simultaneous interventions, combining supervisory and senior management support with a structured process of creative problem solving focusing on problems generated at a strategic level. Findings – This has proved highly effective. At the end of the first year, five six-week cycles had already resulted in more than 600 new ideas, of which 52 were in the pipeline and 13 had already been endorsed. Few required financial investment and have increased effectiveness and optimised use of resources – literally doing more with less. Evidence is emerging of a climate more supportive of creativity and innovation. Practical implications – Positive outcomes have significant implications for the enhancement of creativity and innovation through intrinsic motivation. This example has potential for other public service organisations. Originality/value – Simultaneous interventions across multiple levels are rare. That this has been achieved in a rigid bureaucratic environment public sector organisation adds to the unique value of this contribution.
  • The role of HRD in stimulating, supporting and sustaining creativity and innovation.

    Loewenberger, Pauline Anne (SAGE, 2013-09-20)
    Abstract Challenging environments call for creativity and innovation, dynamic processes that depend upon the interaction of the individual with the social and organizational environment, placing people issues in the foreground. Extant literature suggests a number of problems. First, the frequent confusion that surrounds what this actually means in practice. Second, regardless of the potential for all creative idea generation is not common for most individuals. Finally, successful exploitation of new ideas must overcome social and organizational barriers in the work environment. All are problems that HRD is well placed to address. Integration with creativity and innovation research is essential for HRD to effectively stimulate capability and commitment across multiple levels of the organizational system. An integrated review of literature sources supports the suggestion that integration remains in its infancy. This article proposes a synthesis of extant literature in the field of creativity and innovation with HRD leading to an exploration of practical implications.
  • Creativity, innovation and the management of knowledge

    Loewenberger, Pauline Anne (Kogan Page, 2013)
  • Creativity, innovation and human resource development.

    Loewenberger, Pauline Anne (Palgrave MacMillan, 2015)
  • Polysemy of organizations and organization of polysemy: a French approach

    Delattre, Miguel; Ocler, Rodolphe (University of Craiova, 2010)
    The concept of organization, as support for collective action, is polysemic, paradoxical, and inevitable. It catalyzes the conflicting perceptions of living together and, in return, we can ask not only how "little arrangements" needed to coexist or to build collective cohesion develop but also how we are integrated into reality. The balance achieved between experience and representation we can have is sometimes a source of discord. This paper considers organization as a social unit, submerged by societal constraints. This unit pursues a social purpose, negotiated with both its external environment, particularly in the fight for resources necessary for its survival, but also with its internal environment through ongoing negotiation of quality. Our developments aims at putting into light this quest which is a paradox, since from sense of convergence emerges discourses mobilized to orchestrate some kind of leak relations, due to instrumented shifts in assembling arguments to reduce the final essence of the subject.
  • The downside of Downsizing: using research action as consulting process

    Ocler, Rodolphe (University of Craiova, 2010)
    Most downsizing processes prove to be dysfunctional, resulting in high hidden costs. This article aims at identifying how a specific methodology of research action (socio-economic approach to management) can help to overcome those dysfunctions using consultation. It presents the qualitative results identifying major pitfalls following a downsizing process. It then quantifies the impacts of such a process and identifies solutions that can be given using SEAM.
  • Representations of the ideal as symbols of subversion

    Schwabenland, Christina (Palgrave MacMillan, 2008)
  • Using poetics in teaching diversity

    Schwabenland, Christina (Intellect, 2013)
  • Stories, visions and values in voluntary organisations

    Schwabenland, Christina (Ashgate Publishing Limited, 2006)
    Christina Schwabenland's book is based on extensive research into stories told by people working in voluntary organizations in the UK and in India. With a view to social change, the author employs hermeneutic methods to explore how stories create and sustain meaning and how storytelling contributes to the making and remaking of our social world. Specific topics addressed in the book include the role of storytelling in starting a new organization, managing hope and despair, empowering participatory leadership, and stimulating creativity and innovation. The book will be of interest to theorists and practitioners interested in the role of storytelling in organizational analysis, the role of organizations in achieving social change, the growing centrality of the voluntary sector in public policy, and the intersection between the corporate, public and voluntary sectors.
  • Managing diversity or diversifying management?

    Schwabenland, Christina; Tomlinson, Frances (2008)
    Purpose – The purpose of this paper is to draw on postcolonial theorising on hybridity as a heuristic to explore current tensions described by managers in voluntary organisations engaging with diversity issues. Voluntary organisations are particularly valued for their innovative services developed in response to the needs of their constituents. However, managers describe increasing tension between their organisation's mission on behalf of marginalised and excluded groups and the increasing expectation that these organisations act as contractors to the state and as providers of professionally managed services. Design/methodology/approach – The paper draws on interviews with a range of key informants, including chief executives, specialist diversity managers and project workers, working in UK-based voluntary organisations; the interviews explored diversity issues in a broad sense including campaigning and advocacy work as well as service provision. Findings – Evidence was revealed of innovative ways of working that respond to the needs of particular communities and constituencies – thereby supporting the rationale behind the “business case” for diversity. Also found was evidence of pressures from regulators and funders to standardise that make such innovation less likely; involving processes of undermining the efforts of organisations to manage and organise themselves independently, and of essentialising – fixing the subjects of diversity in an identity of difference and inferiority. The findings suggest that “managing diversity” is inherently problematic. Originality/value – There is little academic research that applies a critical perspective to voluntary organisations and less using postcolonial theory as a heuristic. However, voluntary organisations are central to both national and international anti-poverty initiatives and programmes designed to facilitate community renewal.

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