Australian Universities' Review Vol. 58 No. 2
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Future of Work & Collaboration
INDEPENDENT PUBLICATION BY RACONTEUR.NET #0691 29/09/2020 FUTURE OF WORK & COLLABORATION WHITEHALL GUIDANCE MAKING HOME WORKING A FUTURE WHERE NO 03 CAUSES CONFUSION 12 WORK FOR YOU 18 JOBS ARE BORING RACONTEUR.NET 03 FUTURE OF WORK REMOTE WORKING & COLLABORATION Mixed messages cause Distributed in Easy no code conflict and confusion The government’s ever-changing guidance around working from the office has caused much concern for businesses. But what does this workflows to mean for the long-term viability of remote working? Jonathan Weinberg However, even before the govern- Contributors ment's latest guidance, a poll by the he coronavirus pandemic TUC released in early September superpower has turned work on its head showed how three quarters of work- MaryLou Costa Peter Crush T Business writer and editor Business journalist with millions swapping ers had at least one concern about specialising in marketing, and former deputy everyday office life for working from returning to the workplace, with 34 tech and startups, with editor of HR magazine, home, but how long can this new per cent citing social distancing as a work published in The specialising in Guardian, The Observer human resources and working pattern last? factor. Meanwhile, a separate study any team. and Marketing Week. management issues. During the summer, the UK govern- Getty Images via TALLIS/AFP JUSTIN by TUC and BritainThinks found that ment made a strong attempt to per- just 38 per cent of workers said they Cath Everett Mark Hillsdon suade employees in England to return knew their employers had carried out Journalist specialising Contributor to titles such to work if the right COVID-secure pro- COVID-secure risk assessments. -
The Place and Importance for Languages Other Than English in Australia’S National Interest
From ancient to modern: the place and importance for languages other than English in Australia’s national interest by Jennifer Joan Baldwin BA, BTheol, Grad Dip Career Devpt, M Appl Ling Thesis presented for the degree of Doctor of Philosophy in the School of Historical and Philosophical Studies of the University of Melbourne March 2015 Submitted in total fulfilment of the requirements of the degree of Doctor of Philosophy Produced on archival quality paper Abstract This thesis investigates the history of language offerings at the tertiary level in Australian institutions from the beginnings of university education with the founding of the University of Sydney in 1851. It argues that the successive influences of British university traditions, Federation, Australia’s growing political and economic engagement with the wider world, and Australia’s developing identity as a multicultural and multilingual nation, are reflected in the introduction and maintenance of languages other than English into Australian university curricula. This historical analysis has drawn upon archival, government and oral sources and scholarly literature on higher education with an emphasis on languages within the tertiary sector from the period of expansion and reform after World War Two. The thesis contends that the evolving politics and perceptions of ‘the national interest’ have been dominant influences on the establishment of language policies and government funding decisions regarding language teaching. Certain languages have been introduced at different times taking into account the prevailing circumstances of Australia’s global economy, its trade relationships, its diplomatic ties and its security and defence imperatives as well as domestic concerns. The concept of national interest has, more broadly, been variously defined by governments, universities and interest groups in relation to both the teaching of specific languages and the collective educational and vocational value of language teaching within tertiary education at different times in the history of Australia. -
Principles for Equity in Higher Education Performance Funding
FINAL REPORT NOVEMBER 2018 Principles for equity in higher education performance funding Associate Professor Andrew Harvey Beni Cakitaki Matthew Brett ENQUIRIES Centre for Higher Education Equity and Diversity Research La Trobe University Victoria 3086 T +613 9479 5656 E [email protected] latrobe.edu.au/cheedr Principles for equity in higher education performance funding Principles for equity in higher education performance funding is published by La Trobe University. La Trobe University Melbourne Victoria 3086 Australia Tel: +613 9479 5656 Email: [email protected] Web: latrobe.edu.au/cheedr November 2018 © La Trobe University 2018 Written by Andrew Harvey, Beni Cakitaki & Matt Brett To cite this report: Harvey, A., Cakitaki, B., & Brett, M. (2018). Principles for equity in higher education performance funding. Report for the National Centre for Student Equity in Higher Education Research. Melbourne: Centre for Higher Education Equity and Diversity Research, La Trobe University. La Trobe University 2 latrobe.edu.au Principles for equity in higher education performance funding Acknowledgements The authors acknowledge the funding of the National Centre for Student Equity in Higher Education (NCSEHE). The original project team comprised: • Lead Chief Investigator: Associate Professor Andrew Harvey, Director, Centre for Higher Education Equity and Diversity Research, La Trobe University • Chief Investigator: Matt Brett, Senior Manager, Higher Education Policy, La Trobe University • Chief Investigator: Dr Tiffany Jones, Director of Higher Education Policy, The Education Trust • Chief Investigator: Professor Julia Clarke, Pro-Vice-Chancellor, Faculty of Business and Law, Manchester Metropolitan University • Chief Investigator: Dr Jason Taylor, Assistant Professor, Higher Education, Department of Educational Leadership and Policy, University of Utah • Research Officer: Beni Cakitaki, Research Officer, Centre for Higher Education Equity and Diversity Research, La Trobe University. -
GRADU-1404213426.Pdf (2.341Mt)
UNIVERSITY OF TAMPERE School of Management FOSTERING WORK ENGAGEMENT THROUGH DEDICATION: CASE RAMBOLL Management and Organization Master’s thesis May 2014 Supervisor: Arja Ropo Valtteri Kuntsi ABSTRACT University of Tampere School of Management, Management and Organization Author: KUNTSI, VALTTERI Title: Fostering work engagement through dedication: Case Ramboll Master’s thesis: 164 pages, 5 appendix pages Date: May 2014 Keywords: work engagement, dedication, job resources, personal resources, occupational well-being The present case study had two main objectives: the first objective was to determine what the prerequisites of work engagement are among the case company’s consultants and the second objective was to determine how the supervisors of these consultants foster work engagement through their actions. The case company was Ramboll Finland Ltd. which is a part of an international corporation called Ramboll Group. The company offers engineering, design, and consultancy services relating to buildings, transport, environment, energy, oil, gas, and management consulting. Work engagement can be defined as a positive and fulfilling work-related state of mind that is characterized by vigor, dedication and absorption. In this study, dedication was presumed to be the prerequisite of vigor and absorption and thus the main component of work engagement. A dedicated employee is strongly involved in his or her work and experiences a sense of significance, enthusiasm, inspiration, pride, and challenge. The research data were collected through semi-structured interviews with five consultants and five supervisors working in the case company’s office in Tampere. The case company’s job satisfaction inquiry from the year 2012 was also utilized as an additional source of information. -
HR Trends Report 2020 by the Top Employers Institute
HR Trends Report 2020 Insights into people practices from the world’s leading employers Table of contents Foreword 03 1. | Introduction 08 3. | Regional View 24 4. | About Top Employers Institute 50 Executive Summary 04 2. | Three HR Trends in 2020 09 3.1 | Europe 26 2.1 | Enriching People 10 3.2 | Latin America 31 2.2 | Enriching Careers 14 3.3 | Middle East 35 2.3 | Enriching Society 20 3.4 | Asia-Pacific 39 3.5. | Africa 44 02 | HR Trends Report 2020 Foreword The new decade unleashes vast A global and regional perspective opportunities for HR to be at the of HR trends forefront of innovation and change. At Top Employers Institute, we have audited and certified more than 1 600 of the world’s leading employers over the past year. Our verified Over the years ahead, organisations are set to experience a fresh wave data puts into perspective what best-in-class organisations are doing to of disruption to the way they do business with shifts in technology, attract, retain, engage and develop their people. society, the labour market, as well as the way people think about and act on their careers. We have identified clear trends and tendencies from this data, which are presented in this year’s HR Trends Report 2020. The report highlights The very definition of what a job entails is set to change, due to the influential trends emerging from the world’s most advanced employers. steady growth in freelancing, contract work, outsourcing, and more Our aim is to provide useful information that organisations across the flexible employment-contract models. -
Organizational Factors Affecting Employee Innovative Behavior
ISSN 2039-2117 (online) Mediterranean Journal of Social Sciences Vol 6 No 1 S3 ISSN 2039-9340 (print) MCSER Publishing, Rome-Italy February 2015 Organizational Factors Affecting Employee Innovative Behavior Kabasheva I.A. a Rudaleva I.A. b Bulnina I.S.c Askhatova L.I.d a b c d Kazan Federal University, Institute of Management, Economics and Finance, Kazan, 420008, Russia Doi:10.5901/mjss.2015.v6n1s3p435 Abstract The research analyzed employers innovative behavior of the organization and importance of influencing factors on it. As research methods were chosen method of structured interrogation, the method of pairwise comparisons, expert evaluation and correlation and regression analysis. The research results were gender difference in innovative employer behavior: more favorable innovation perception in woman - 57%, in men - 43%, the majority of an active reformers (willing, able to work and active), found among female workers - 65%, 50% among male. The research results confirm necessities of the system formation of material and moral stimulation of the staff to take part in creation and realization of the innovation. For the company's management innovative oriented enterprise is recommended on the selection stage and hiring identify staff with appropriate type «active reformer» and «passive reformer». Keywords: innovations, innovative behavior, innovative readiness, factors of innovative behavior, model, staff, organization 1. Introduction Currently, the task of searching mechanisms and tools of employee potential activation in generating new ideas and practical realization of innovations is becoming more relevant. The employees' readiness to implement innovations is dictated by their perception of the innovation process and the innovation situation. It defines their innovation susceptibility. -
The Problem of Professional Burnout in Stress Management
SHS Web of Conferences 28, 01132 (2016) DOI: 10.1051/shsconf/20162801132 RPTSS 2015 The problem of professional burnout in stress management Natalia Rkasheva1, Julia Makasheva2,a, Anna Gromova3, Sergey Ishtunov4, and Boris Burykhin5 1,2,3.4 Tomsk Polytechnic University, 634050 Lenin Avenue, 30, Tomsk, Russia 5Tomsk State University, 634050 Lenin Avenue, 36, Tomsk, Russia Abstract. The problem of professional burnout is extremely relevant in current stress management. By its nature, professional burnout is a unique type of stress syndrome that is characterized by emotional exhaustion. It leads to loss of energy and interest in one’s job. A burnout could be the result of such syndromes as – burnout and boreout. It could emerge as the reaction of the organism to the high working intensity and stress working conditions or due to the boredom and absence of the sphere for professional realization. Both syndromes negatively influence the professional activity and require serious research and an adequate approach to the study. Studies have been conducted in the higher educational environment and among production employees. The studies were conducted with the application of the existing tests for revealing the “boreout” and “burnout” syndromes. Studies have shown that the syndrome “burnout” is common among workers with free working regulations, whose work requires greater independence, initiative and responsibility. According to the results of the study, the employees who are more free in the performance of their professional duties (teachers, managers) are less subjected to the boreout syndrome. For the prevention and control of professional burnout company management needs to apply the achievements of stress management. -
1 Workplace Ostracism and Job Performance: Roles of Self-Efficacy and Job Level
View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by Kingston University Research Repository Workplace ostracism and job performance: Roles of self-efficacy and job level Dirk De Clercq Inam Ul Haq Muhammad Umer Azeem Paper accepted for Personnel Review 1 Workplace ostracism and job performance: Roles of self-efficacy and job level Abstract Purpose—This study investigates how employees’ perceptions of workplace ostracism might reduce their job performance, as well as how the negative workplace ostracism–job performance relationship might be buffered by their self-efficacy. It also considers how this buffering role of self-efficacy might vary according to employees’ job level. Design/methodology/approach—Quantitative data came from a survey of employees and their supervisors in Pakistani organizations. Findings—Workplace ostracism relates negatively to job performance, but this relationship is weaker at higher levels of self-efficacy. The buffering role of self-efficacy is particularly strong among employees at higher job levels. Practical implications—Organizations that cannot prevent some of their employees from feeling excluded by other members can counter the related threat of underperformance by promoting employees’ confidence in their own skills and competencies. This measure is particularly useful among higher-ranking employees. Originality/value—This study provides a more complete understanding of the circumstances in which workplace ostracism is less likely to diminish employees’ job performance, by specifying the concurrent influences of workplace ostracism, self-efficacy, and job level. Keywords—workplace ostracism, job performance, self-efficacy, conservation of resources theory Paper type—Research paper 2 Introduction The presence of stressful, adverse workplace conditions is a primary reason employees are unable to complete their job tasks (Abbas et al., 2014; Jamal, 1985; Ng and Feldman, 2012). -
Through a Glass Darkly the Social Sciences Look at the Neoliberal University
Through a Glass Darkly The Social Sciences Look at the Neoliberal University Through a Glass Darkly The Social Sciences Look at the Neoliberal University Edited by Margaret Thornton In memory of Scott Published by ANU Press The Australian National University Canberra ACT 0200, Australia Email: [email protected] This title is also available online at http://press.anu.edu.au National Library of Australia Cataloguing-in-Publication entry Creator: Thornton, Margaret, author. Title: Through a glass darkly : The social sciences look at the neoliberal university / Margaret Thornton. ISBN: 9781925022131 (paperback) 9781925022148 (ebook) Subjects: Education, Higher--Australia--Evaluation. Higher education and state--Australia. Education, Higher--Economic aspects--Australia. Social sciences--Study and teaching (Higher)--Australia. Educational change--Australia. Dewey Number: 378.94 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying or otherwise, without the prior permission of the publisher. Cover image: Three Figures, 1971. Carlos Merida (1891-1984)/SOMAAP. Licensed by Viscopy, 2014. Credit: Private CollectionPhoto @ Christie’s Images/Bridgeman Images Cover design and layout by ANU Press Printed by Griffin Press This edition © 2014 ANU Press Contents Acknowledgements . xiii Contributors . xv Acronyms and Abbreviations . xxi Introduction: The Retreat from the Critical . 1 Margaret Thornton The neoliberal embrace . 2 Universities upside down . 3 Wrestling with the social . 7 The collection . 10 Part I: Theorising the modern university . 10 Part II: Markets, managers and mandarins . 11 Part III: Education for the ‘real world’ . 12 Part IV: Conditions of knowledge production . 13 Part V: Telling it how it is . -
Engaging Leadership in the Job Demands-Resources Model Wilmar B
The current issue and full text archive of this journal is available on Emerald Insight at: www.emeraldinsight.com/1362-0436.htm CDI 20,5 Engaging leadership in the job demands-resources model Wilmar B. Schaufeli 446 Research Unit Occupational and Organizational Psychology and Professional Learning, Leuven University, Leuven, Belgium and Received 17 February 2015 Department of Psychology, Utrecht University, Revised 15 June 2015 Utrecht, The Netherlands 2July2015 6July2015 Accepted 6 July 2015 Abstract Purpose – The purpose of this paper is to integrate leadership into the job demands-resources ( JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n ¼ 1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. -
State Department Warns'know Before
Sp S: Men's basketball squeaks out win and No.3 seed in Western Athletic Conference Tourney VNIVERSITY OF IDAHO Volume 109, No. 47 ~ a Is~ . ~ ~ ~ ~ ~ ~ ~, . P RESIDENCY U MOYA HOOKAH LO U N C UI set to make final selection E'rin Harty Argonaut Severe budget issues caused by the de- clining economy and a program prioritiza- tion process already set in motion make this a volatile time for University of Idaho. Both candidates for the position of UI president said they have what it takes to move the university forward. The two finalists have had their final interviews, and the announcement is on the horizon. Duane Nellis Duane Nellis, the current provost at Kan- sas State University,'aid the similarities between KSU and UI, such as the fact they are both land grant research universities, played a role in his pursuit of the position. 'It's a quality university, and UI takes peat pride in student success," Nellis said. 'I see from my assessment of UI where the university's needs are, are with where my strengths are. With my background and experiences, I feel I can truly make a differ- ence at UI." Nellis grew up in Montana and gradu- ated with a Ph.D. in geography from Or- egon State Uruversity. He first worked at KSU as a professor and then as an associate dean, moving to West Virginia .University for a time before return- ing to KSU. Lydia P cele, KSU's student body president, said Nellis has worked closely with students at KSU on a variety of proj- Duane ects and meets both with NejjjS student government and - faculty'mprove life at the university. -
Boreout“ As a Side-Effect of Involuntary Distant Digital Working Situations on Young People at the Beginning of Their Career
Stressed by Boredom in Your Home Office? On „Boreout“ as a Side-effect of Involuntary Distant Digital Working Situations on Young People at the Beginning of Their Career Ioannis Starchos and Anke Schüll a Department of Business Information Systems, University of Siegen, Kohlbettstr. 15, Siegen, Germany Keywords: Boreout, Crisis of Meaning at Work, Crisis of Growth, Job Boredom, Connectivity, Home Office. Abstract: The main focus of this paper is on boredom and boreout perceived by working novices driven into home office due to the covid-19-pandemic. Because this situation is exceptional, the impacts on a crisis of meaning, job boredom and a crisis of growth manifest themselves more clearly. Young people are the unit of interest within this paper, as a boreout could be devastating for their professional career. Leaning on recent literature, a qualitative analysis was conducted, followed by an anonymous online survey to test the viability of the approach. Only spare indicators for a crisis of meaning were identified, clear signals pointing towards boredom and strong indicators for a crisis of growth as well as evidence for coping strategies relying on various communication tools to compensate the lack of personal contact. This paper contributes to the body of knowledge by expanding research on boreout and by underlining the importance of its dimensions crisis of meaning, job boredom and crisis of growth. A moderating effect of IT-equipment and IT-support on establishing and maintaining connectivity in distant digital working situations became evident. This paper reports on work in progress, further research would be necessary to confirm the results.