Organisational memory and the propensity to mentor

In many countries, people are retiring earlier than ever before and the retirement of the baby boom generation over the next two decades further intensifies this trend. Accompanying this phenomenon is the potential loss of organisational knowledge and memory and with it, potential loss of the organisation's competitive advantage. Organisations, while recognising that older workers possess valuable organisational memory, seem to assume these same workers will readily divest themselves of their knowledge, if given the opportunity. Furthermore, offering experienced workers the opportunity to act as a mentor to pass on their knowledge is often mentioned in the management and related literature as a way of attracting and retaining these workers. While the relationships between age and the possession of organisational memory has been supported through age's positive relationship with organisational tenure and rank, past research on mentoring reveals a negative relationship between age and willingness to mentor. Employees, especially older workers in the possession of considerable organisational memory may, or may not be willing to divulge that information to others for a number of reasons. Their willingness to act as a mentor may be constrained by awareness of possible costs involved in the mentoring relationship. This paper investigates the relationship between an individual's estimated level of organisational knowledge and memory, and their inclination to mentor others. In doing so, it considers the expected costs and benefits of mentoring. It also investigates the role of mentoring in the psychological adjustment to retirement for older individuals, and discusses the rationale for a research agenda to address these issues and the likely variables of interest. The proposed research aims to go beyond the prescription of "mentoring others" as a general panacea for utilising the skills and experience of workers while ensuring the transfer of potentially threatened knowledge within organisations, by suggesting other motivations that may be operating when employees are invited to share or volunteer their prized knowledge.

Tribes as civil society organisations: the case of Iraq

The socio-political discourse about civil society inclines to use Western models in coneptualising civil society both in Western and non-Western societies. Iraq is one of those countries where civil society is mostly discussed the formally organised type. This paper critiques the disengagement of literature and empirical studies with exploring social structures like tribe within the civil society arena. It contends that civil society organisations should be understood based on their functions rather than forms. This paper argues that studying civil society should be comprehensive by studying other non-Western theories like 14th century Ibn Khaldun’s Muslim/Arab theories in its indigenous Arab and Muslim societies. On the premise of two factors: the Khaldunian asabiya or olidarity concept and the function of tribes in peace-building, policy formulation and democratisation, this paper uncovers how tribes in Iraq can be regarded civil society organisations.

Group and team processes in organisations

During recent decades, organisations have shifted towards team-based structures to enhance organisational performance, and research has shifted to investigate these new work structures. This chapter explores team and group process research in organisations. The initial focus of this chapter is to define groups and teams. Types of teams and team development theory will also be briefly discussed. Several theories of group dynamics will then be presented. The input-process-output framework, which explains the relationships between variables in team research, will provide structure to the ensuing discussion of team-related variables, such as individual and team-level characteristics, team and group processes and team performance. A frequent goal of group and team-based research is to understand how to improve team effectiveness and thus performance. Team performance is therefore included in this framework as an important outcome variable. This framework is then extended and a contemporary way of categorising team-based research in organisations is presented. In addition, the potentially important role of moderating variables in team research will also be discussed.

Workplace prevention of mental health problems: Guidlelines for organisations

These guidelines consist of actions organisations can take to prevent common mental health problems in the workplace. It is hoped that they will be used to improve the practices of organisations as they work to reduce the risk of job stress and mental health problems in the workplace. The guidelines are intended to complement existing legislative requirements for occupational health and safety and the prevention and management of discrimination and harassment.

The influence of faith-based organisations on Australian social policy

This historical overview explores the crucial and changing relationships between faith-based organisations and governments, not only in the implementation of social services but also in the formation of social policy. Historically Australian governments have left large areas of social provision to the non-government sector. For example, income support for the unemployed was not taken up by governments until World War II and income support for sole parents remained largely a responsibility for non-government organisations (NGOs) until the 1970s. Prior to governments taking responsibility for income support, most of these NGOs were religious organisations surviving on donations, philanthropic support and limited government funding. It is argued that the dominant, semi-public role of religious organisations in service delivery and social policy formation is an important but largely overlooked aspect of the Australian historical experience.

Corporate social responsibility in professional team sport organisations : towards a theory of decision-making

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Coronary heart disease risk in volunteer firefighters in Victoria, Australia

Coronary heart disease (CHD) is a major problem for firefighters, even when considering the healthy worker effect (HWE). Although volunteer firefighters outnumber paid personnel, previous research has focused on paid US firefighters. By contrast, no CHD data for Australian firefighters exist. Risk factor data were collected from 2,943 Australian volunteer firefighters and CHD risk was compared with reference "low-risk" and Australian population data. Predicted CHD risk for male and female firefighter was 19.2% and 5.1%, respectively. Female firefighters high blood pressure and fasting glucose was significantly lower than the general population, whereas all other risk factors was similar to the general population. Firefighters' CHD risk was greater than other volunteer and paid emergency services, but the prevalence for most risk factors was similar to the general population. Therefore, Australian volunteer firefighters may not benefit from the HWE.