`I feel enlightened now, but...`: the limits to the pedagogic translation of critical social discourses in physical education

The emancipatory goal that underpins critical theories of teaching and learning is built on a theory of rational self-determination. In the context of physical education, critical educators believe that through a process of enlightenment teachers can recognize and transform elements of injustice and inequality that exist, albeit unwittingly, in their practice. However, despite the broad appeal of this orientation there are relatively few empirical accounts of how theories of enlightenment manifest themselves in the practice of emancipation. Propelled by the lacuna that clearly exists between critical theory and critical practice, this paper reports on the introduction of critical social discourses to a preservice PE program. It uses a case study methodology to report on two student-teachers' engagement with a range of critical social discourses during a year-long PE unit. The paper discusses some of the ways these students engaged with the theory and practice of a critical orientation for teaching and learning in physical education. Aspects of their experiences are then interpreted through Fay's (1987) critical but postmodern "limits to change" thesis. The paper concludes with tempered optimism about the potential for critical social discourses to guide preservice teachers in practical ways.

Environmental Assessment of Rammed Earth Construction Systems

Present concerns for sustainable development have led to a revival of traditional building practices using natural or recycled resources. There is a perception that buildings constructed from such materials are environmentally benign. This perception is questionable, as often no evaluation is undertaken to assess the associated environmental impacts. Rammed earth is one such construction technology that has seen renewed interest in recent years. The energy required to manufacture materials (i.e. embodied energy) is a significant component of the life cycle energy associated with buildings. This paper assesses the embodied energy of rammed earth construction relative to brick veneer and cavity brick construction. Rammed earth was found to have significantly less embodied energy than cavity brick construction (to which it is closer in thermal performance), but was approximately equivalent to brick veneer construction. Topics of further research identified include thermal performance and strategies for reducing the embodied energy of cement used for earth stabilisation.

An analysis of embodied energy of office buildings by height

Aims to compare the energy embodied in office buildings varying in height from a few storeys to over 50 storeys. The energy embodied in substructure, superstructure and finishes elements was investigated for five Melbourne office buildings of the following heights: 3, 7, 15, 42 and 52 storeys. The two high-rise buildings have approximately 60 percent more energy embodied per unit gross floor area (GFA) in their materials than the low-rise buildings. While building height was found to dictate the amount of energy embodied in the “structure group” elements (upper floors, columns, internal walls, external walls and staircases), other elements such as substructure, roof, windows and finishes seemed uninfluenced.

Building materials selection: greenhouse strategies for built facilities

This paper aims to consider the embodied energy of building materials in the context of greenhouse gas emission mitigation strategies. Previous practice and research are highlighted where they have the potential to influence design decisions. Latest embodied energy figures are indicated, and the implications of applying these figures to whole buildings are discussed. Several practical examples are given to aid building designers in the selection of building materials for reduced overall life cycle greenhouse gas emissions.

The role of human resource management (HRM) in Australian-Malaysian joint ventures

This article examines human resource management (HRM) for successful Australian-Malaysian joint ventures (JVs), on the basis of survey data and case studies. The findings suggest that each phase of JV development had its own pattern of HR practices. Three phases of development were distinguished - initiation, transitional, and maturational. The first phase involved selecting, recruiting and training a skilled workforce and formulating rudimentary human resource policies. Cultural differences were most marked in this phase. The second phase, after three years of operation, involved evolution of human resource policies better suited to local conditions, and more polycentric management staffing. The final phase, after six years of operation, saw the development of a distinctive human resources system, and the minimisation of cultural differences as an operational issue. In this phase there was also a move to more geocentric management staffing.

Publication bias in union-productivity research?

This paper develops and applies several meta-analytic techniques to investigate the presence of publication bias in industrial relations research, specifically in the union-productivity effects literature. Publication bias arises when statistically insignificant results are suppressed or when results satisfying prior expectations are given preference. Like most fields, research in industrial relations is vulnerable to publication bias. Unlike other fields such as economics, there is no evidence of publication bias in the union-productivity literature, as a whole. However, there are pockets of publication selection, as well as negative autoregression, confirming the controversial nature of this area of research. Meta-regression analysis reveals evidence of publication bias (or selection) among US studies.

Who's afraid of the big bad fish? Rethinking what the law wishes to have

This article aims to re-evaluate the contribution of Stanley Fish to legal studies. In  "The Law  Wishes to Have a Formal existence", Fish accused the law of maintaining a formal,  positivistic self-image as principled; an activity rhat rises above processes of interpretation and of moral judgement. For this `antiformalist‘ Fish there is thus a false sense of self-sufficent closure to the law's discourse. More recently however: in discussing the practice of another profession (namely literary criticism) Fish demonstrates that the basis of aclivity per se is internal intelligibility - that is intelligibility  within a defined community. These apparent  inconsistencies are explored. Re-reading `The Law Wishes to Have a Formal Existence' one can discern errors in Fish's account of a key case and one can also find support for the  professionalism position that he subsequently articulates. It is therefore argued that  Fish's account of the general characteristics of professional practice, including legal, are of value. The implications of his account of professionalism in the law are, however, incompatible with the usual understanding of his more combative statements about the role of formal language and principle-based argument of the law.

The recruitment and selection of vice-chancellors for Australian universities: an overview

This paper is based on recent Ph.D research. Recruitment and selection practices for appointing Vice Chancellors (VC's) of Australian Universities were examined. The methodology employed involved the use of a survey instrument administered to present and former VC's, Chancellors and members of selection panels, supplemented by interviews. Public domain material was also extensively used. Some key results of the research are reported, including the importance of informal processes such as networking in the selection ofVC's, the key role played by Chancellors, and the continued practice of appointing VC's from within academia rather than the private sector. This is in spite of evidence that the role of the VC has changed to one of strategic planner and business manager rather than the more traditional role, in the context of a rapidly changing external environment.

Loyalty to the profession? A study of Australian financial planners

The purpose of this paper is to examine the demographic variables of age and gender in conjunction with three independent variables: Internal versus external locus of control personality dimension, individualist versus collectivist personality dimension, and perceived environmental uncertainty and to relate same to the professional commitment (PC) of financial planners in Australia. A questionnaire was used to survey a sample of 312 financial planners nationally, with a 36% response rate and statistically significant results. At the 90% confidence level (p=0.10) respondents over the age of 35 demonstrated no difference between their levels of professional commitment than did those under the age of 35, while at the same level of confidence, females demonstrated a statistically significant higher level of PC than did their male counterparts. Respondents with an external locus of control displayed lower levels of PC (p=0.10) that those with an internal locus of control. These findings contribute to our understanding of the professional commitment of financial planners, and are important from a public policy perspective in an era of increasing attention to, and likely increased regulation of, the financial planning industry.

Organisational commitment of financial planners in Australia

The purpose of this paper is to determine whether the demographic variables of age, gender and length of service can be shown to be related to the organisational commitment (OC) of financial planners in Australia. The financial planners were surveyed using an instrument derived from established questionnaires. It was mailed nationally to 312 financial planners. A response rate of 36% was achieved, equating to 113 useable responses. The analyses revealed statistically significant results at the 90% confidence level (p=0.10), that respondents over the age of 35 demonstrated a significantly higher level of OC than did those under the age of 35, and at the same level of confidence, females demonstrated a statistically significant higher level of OC than did their male counterparts.

Such findings contribute to our understanding of the organisational commitment of Financial Planners, and have implications for employers in terms of hiring and retention of employees. The analyses are also important from a public policy perspective in an era of increasing attention given to, and likely increased regulation of, the financial planning industry.