The management of an ageing workforce: organisational policies in Germany and Britain

Demographic change as well as pressure from the European Union and national government are forcing organisations to change age-discriminatory HRM approaches. Based on a qualitative analysis of eight British and German organisations, we found that commitment, scope, coverage and implementation of age management differ due to country-specific institutions, particularly government, in nudging employers and unions to preferred age practices. This confirms the path dependency concept suggested by institutional theory. Nevertheless, we also found that industry-specific factors mediate the implementation of age management, leading to some convergence across countries. This indicates that organisations deviate from the institutional path to implement practices that they deem important.

Reflection of Qualitative Methods: “memoring” fieldwork experience in organisational research with photographs

The paper is a reflection on the use of photographs in multiple case study research. It explores the crossovers between interpreting visual artefacts, the qualitative approach to case study research in organisations, and the move from cases to theory guided by the grounded theory tenets. The paper proposes an additional use of photographs as a visual method to those in the literature, as a device for data analysis. Photograph-based analysis techniques are explored, using e sequence of individual images and photo collages on case data, moving from interpretation of single to multiple case themes. This makes the case of using photograph analysis as an interpretation device for case research to illuminate theory development.

Historical Dialogue and Memory in Organisational Transition: the case of the Police in Northern Ireland

During Northern Ireland’s transition towards peace the role of the police as an actor in the conflict has been a key point of contention. As such, the reform of policing has been central to conflict transformation. Within this process, the role of dialogue about what policing had been and could be in the future has been vital. Such institutional post violence change processes have been hugely significant in illustrating both organisational resistance to change and the need for transitions to be powerfully manoeuvred through complex, political, organisational and cultural processes (Buchanan and Badham 1999; Pettigrew 2012). The radical and reforming nature of policing transition (Murphy 2013) has been both organisationally challenging (requiring significant transformational leadership, resourcing and external engagement from wider civic society) and politically unusual. Indeed, in a society emerging from violence the NI police are the only public sector organisation to have engaged structurally and culturally in understanding the point at which their core roles intersected with the ‘management’ of the conflict in NI generally. This paper presents an analysis of the role of historical dialogue in organisational change process, using the RUC / PSNI case. It proposes that historical dialogue is not just an external, societal process but also an internal organisational process and as such, has implications for managing institutional change in societies emerging from conflict. In doing so, it builds theoretical links between literature on conflict transformation and that on organisational memory and empirically explores messaging internal to the RUC before and during the four main periods of organisational change (Murphy 2013), with dialogue aimed at an external audience. It offers an analysis of how historical dialogue itself impacts on and is impacted by the organisational realities of change itself.

Symposium - Organisational transformation in policing: Leadership and change in extreme contexts

Nearly 4000 people died in Northern Ireland’s long running conflict, 314 of them police officers (Brewer and Magee 1991, Brewer 1996, Hennessey 1999, Guelke and Milton-Edwards 2000). The republican and loyalist ceasefires of 1994 were the first significant signal that NI society was moving beyond the ‘troubles’ and towards a normalised political environment. The Belfast (Good Friday) Agreement of 1998 cemented that movement (Hennessey 1999). Policing was a key and seemingly unresolvable element of the conflict, seen as unrepresentative and partisan. Its reform or ‘recasting’ in a new dispensation was an integral part of the conflict transformation endeavour(Ellison 2010). As one of the most controversial elements of the conflicted past, it had remained outside the Agreement and was subject to a specific commission of interest (1999), generally known as the Patten Commission. The Commission’s far reaching proposals included a change of name, badge and uniform, the introduction of 50/50 recruitment (50% Roman Catholic and 50% other), a new focus on human rights, a new district command and headquarter structure, a review of ‘Special Branch’ and covert techniques, a concern for ‘policing with the community’ and a significant voluntary severance process to make room for new recruits, unconnected with the past history of the organisation(Murphy 2013).

This paper reflects upon the first data collection phase of a long term processual study of organisational change within the Royal Ulster Constabulary / Police Service of Northern Ireland. This phase (1996-2002) covers early organisational change initiation (including the pre-change period) and implementation including the instigation of symbolic changes (name, badge, and crest) and structural changes (new HQ structure and District Command structure). It utilises internal documentation including messages from the organisations leaders, interviews with forty key informants (identified through a combination of snow-balling from referrals by initial contacts, and key interviews with significant individuals), as well as external documentation and commentary on public perceptions of the change. Using a processual lens (Langley, Smallman et al. 2013) it seeks to understand this initial change phase and its relative success in a highly politicised environment.

By engaging key individuals internally and externally, setting up a dedicated change team, adopting a non normative, non urgent, calming approach to dissent, communicating in orthodox and unorthodox ways with members, acknowledging the huge emotional strain of letting go of the organisation’s name and all it embodied, and re-emphasising the role of officers as ‘police first’, rather than ‘RUC first’, the organisations leadership remained in control of a volatile and unhappy organisational body and succeeded in moving it on through this initial phase, even while much of the political establishment lambasted them externally. Three years into this change process the organisation had a new name, a new crest, new structures, procedures and was deeply engaged in embedding the joint principles of human rights and community policing within its re-woven fabric. While significant problems remained, the new Police Service of Northern Ireland had successfully begun a long journey to full community acceptance in a post conflict context.

This case illustrates the significant challenges of leading change under political pressure, with external oversight and no space for failure(Hannah, Uhl-Bien et al. 2009). It empirically reflects the reality of change implementation as messy, disruptive and unpredictable and highlights the significance of political skill and contextual understanding to success in the early stages(Buchanan and Boddy 1992). The implications of this for change theory and the practice of change implementation are explored (Eisenhardt and Graebner 2007) and some conclusions drawn about what such an extreme case tells us about change generally and change implementation under pressure.

The impact of organisational factors and government policy on psychiatric nurses family focused practice with parents who have mental illness, their dependent children and families in Ireland

Government policy and organizational factors influence family focused practice in adult mental health services. However, how these aspects shape psychiatric nurses’ practice with parents who have mental illness, their dependent children and families is less well understood. Drawing on the findings of a qualitative study, this article explores the way in which Irish policy and organizational factors might influence psychiatric nurses’ family focused practice, and whether (and how) family focused practice might be further promoted. A purposive sample of 14 psychiatric nurses from eight mental health services completed semi-structured interviews in 2013. The analysis was inductive and presented as thematic networks. Both groups described how policies and organizational culture enabled and/or hindered family focused practice, with differences between community and acute participants seen. The need to develop national and international policies along with practices to embed information and support regarding parenting into ongoing care is implicated in this study.

A governance approach to integrated rural tourism: factors influencing organisational performance and tourism support of local development organisations

Ao longo das últimas três décadas, o envolvimento das comunidades na formulação de políticas locais tem vindo a ganhar cada vez mais atenção como uma abordagem sustentável para o desenvolvimento rural na União Europeia (UE) e no mundo. Emergendo da globalização, novas estruturas de governação têm desafiado a base territorial restricta da autoridade do Estado soberano através do envolvimento de uma rede complexa e de autoorganização de atores governamentais e não-governamentais na tomada de decisões coletivas. A reestruturação territorial e institucional das zonas rurais, associada à expansão da governança rural, ganhou atenção considerável na literatura. No entanto, o potencial de empregar princípios de governança como fatores que determinam as direções de desenvolvimento rural através de desempenho organizacional e apoio no turismo não tem sido amplamente explorado na literatura. Deste modo, o principal objetivo desta tese consiste no emprego de ‘integração’, ‘participação’ e ‘empowerment’ como fatores críticos que influenciam os rumos do desenvolvimento rural (1) através do desempenho organizacional das organizações de governança rural e (2) apoio no turismo de organizações de desenvolvimento rural tendo em vista a validação da abordagem de governança para o turismo integrado. Ao longo deste duplo objectivo geral, a tese é dividida numa componente qualitativa de ‘desempenho’ e numa componente quantitativa de ‘apoio’. Seguindo uma abordagem sistemática baseada num sistema conceptual, foram realizadas 38 entrevistas em profundidade com pessoas chave envolvendo gestores do programa LEADER da UE na Hungria (34% do número total de Grupos de Ação Local [GAL]), seguido por um levantamento de campo transversal realizado através de um sistema de recolha de dados na Internet, tendo resultado em 662 questionários válidos para uma taxa de resposta de 63.6%. Os resultados da componente “desempenho” revelaram padrões na implementação dos princípios de governança, que por sua vez permitiram a identificação de fatores que permitem e restringem o desempenho organizacional. Os resultados da componente “apoio” permitiram destacar que o ponto de vista de redes de desenvolvimento local nos princípios de governança não é homogéneo. Diferenças significativas foram encontradas entre organizações responsáveis pelo planeamento e os grupos de aconselhamento. Contudo, os resultados sugeriram que a dimensão sustentável de turismo rural integrado é um prognosticador da contribuição do turismo para o desenvolvimento global da comunicade e para o apoio do turismo ao longo das redes de desenvolvimento local. Este estudo responde a uma necessidade crescente de investigação, que resulta da proliferação à escala mundial de formações de governança em sistemas de administração pública, tanto no lado dos investigadores como no lado dos praticantes.

Enhancing Security Requirements Engineering by Organisational Learning

More and more software projects today are security-related in one way or the other. Requirements engineers often fail to recognise indicators for security problems which is a major source of security problems in practice. Identifying security-relevant requirements is labour-intensive and errorprone. In order to facilitate the security requirements elicitation process, we present an approach supporting organisational learning on security requirements by establishing company-wide experience resources, and a socio-technical network to benefit from them. The approach is based on modelling the flow of requirements and related experiences. Based on those models, we enable people to exchange experiences about security-requirements while they write and discuss project requirements. At the same time, the approach enables participating stakeholders to learn while they write requirements. This can increase security awareness and facilitate learning on both individual and organisational levels. As a basis for our approach, we introduce heuristic assistant tools which support reuse of existing security-related experiences. In particular, they include Bayesian classifiers which issue a warning automatically when new requirements seem to be security-relevant. Our results indicate that this is feasible, in particular if the classifier is trained with domain specific data and documents from previous projects. We show how the ability to identify security-relevant requirements can be improved using this approach. We illustrate our approach by providing a step-by-step example of how we improved the security requirements engineering process at the European Telecommunications Standards Institute (ETSI) and report on experiences made in this application.

Revisiting the relationship between marketing capabilities and firm performance: The moderating role of market orientation, marketing strategy and organisational power

This paper extends original insights of resource-advantage theory (Hunt & Morgan, 1995) to a specific analysis of the moderators of the capabilities-performance relationship such as market orientation, marketing strategy and organizational power. Using established measures and a representative sample of UK firms drawn from Verhoef and Leeflang’s data (2009), our study tests new hypotheses to explain how different types of marketing capabilities contribute to firm performance. The application of resource-advantage theory advances theorising on both marketing and organisational antecedents of firm performance and the causal mechanisms by which competitive advantage is generated.

Organisational influence on volunteer satisfaction and attitudes towards HRM practices: the case of hospital volunteers

We examine volunteer satisfaction with HRM practices, namely recruitment, training and reward in NPOs and attitudes regarding the appropriateness of these practices. The participants in this study are 76 volunteers affiliated with four different NPOs, who work in hospitals and have direct contact with patients and their families. Analysing aggregate results we show that volunteers are more satisfied with training, and consider the training strategies to be very appropriate. After identifying differences between organisations we discover that in some organisations volunteers are satisfied with rewards but they have negative attitudes regarding the appropriateness of the recognition strategies. We also identify the volunteers who are the most and the least satisfied.

Career Advancement of MBAs: A study on the effect of personal, professional,organisational and environmental variables

School of Management Studies, Cochin University of Science and Technology

Emotional Intelligence and Organisational Role Stress — A study among managers in selected industrial organisations in Kerala

Emotional intelligence is very important in organisations and the ability to manage feelings and handle stress is an important aspect of El. Even though a number of studies have been done to prove that E1 is related to organisationally relevant variables like leadership effectiveness, job satisfaction, performance, career success etc., and the theoretical grounding for emotional intelligence-stress-relationship seems sound, only a few studies have been done to establish this linkage. This study is an attempt to measure emotional intelligence and organisational role stress of managers working in industrial organisations and to examine the relationship between Emotional Intelligence and Organisational Role Stress. It also attempts to explore the influence of personal and occupational variables viz., age, education, gender, marital status, experience, department, type of organisation and designation on emotional intelligence. The investigator has also examined the difference in the level of role stress experienced by junior, middle and senior-level managers. The main objective of the study is to examine the relationship between emotional intelligence and organisational role stress.