Human resource policy in social work management: a response to enforced market orientation

This article is a contribution to the study of public service organizations converting to a market orientation. The case examined here is that of a social services department which opted for the strategy of restructuring on the lines of budget autonomy but accompanied it by an unusual focus upon managerial skills. The effect was to personalize the change. The conflict between old ways and new thinking was congealed into personal debate by the focus on skills so that changes had to be resolved internally. The rationale for this strategy is located in the antipathy between professional social work values and the practice of management.     

Serie → Nursing English <Emphasis Type="Bold">Mundpropaganda</Emphasis>

Zusammenfassung   K?rperpflege im Krankenhaus ist ein sensibles Thema. Neben dem Duschen und Waschen der Patienten geh?rt auch die Mundpflege der Patienten zu den t?glichen Arbeiten des Pflegepersonals. N?chster 5-Tage-Intensivkurs: 1. bis 5. Dezember 2008 „Communication with patients in hospital”     

Serie → Nursing English <Emphasis Type="Bold">Aids</Emphasis>

Zusammenfassung   Nach wie vor ist AIDS nicht heilbar und daher ein Thema, mit dem wir uns intensiv besch?ftigen müssen. Natürlich auch in der Pflege.     

Serie → Nursing English <Emphasis Type="Bold">Was haben Sie gesagt,Schwester?</Emphasis>

Zusammenfasung   Die Kommunikation mit Patienten aller Altersstufen kann schwierig sein, wenn diese schwerh?rig sind. Und wenn Patienten noch dazu ?lter und eventuell verwirrt sind, dann wird die Kommunikation im Krankenhaus noch komplizierter. Heute erfahren Sie, wie man mit der Situation umgehen kann, wenn Ihr Patient nur Englisch spricht. N?chster Kurs für das Auffrischen Ihrer Pflegeenglischkenntnisse: 17.12.2008 – „English*Practice*Reflection”     

Realoptionsbewertung — Eine Fallstudie

Ohne Zusammenfassung     

Founder/Chief Executive Officer Exit: A Social Capital Perspective of New Ventures

The founder/chief executive officer (CEO) exit is a significant event for all business organizations. However, a social capital perspective suggests that the exit of the founder/CEO may be more disruptive for new start-ups due to the critical role the founder/CEO plays in the new organization and the heightened potential chance for failure of a new venture. A social capital perspective suggests that the ability of the entrepreneurial firm to perform better is affiliated with the social capital within the organization. This study supports a social capital perspective of CEO exit and social capital's impact on performance. It helps establish a foundation of study of CEO exit and new ventures from this perspective.     

DO SMALL FIRMS' PRICE-COST MARGINS FOLLOW THOSE OF LARGE FIRMS?

The paper investigates the extent to which small firms' price-cost margins follow those of large firms. A two-equation model is used with data for 36 Dutch three-digit manufacturing industries over the period 1975–86. The effects of market structure characteristics are also examined. The main result is that small firms (10-50 employees) appear to have the freedom to set prices above cost independently of larger firms in the same industry.     

Gender in Academic Networking: The Role of Gatekeepers in Professorial Recruitment

The aim of this study is to build a theoretical framework to understand how gendered networking practices produce or counter inequalities in organizations. We introduce a practice approach combined with a feminist perspective in organization network studies. The notions of gender and networking as social practices allow better insights into what people say and do in networks, and the ways that networking produces or counters gender inequalities. We draw on empirical material about professorial appointments in Dutch academia and analyse the accounts of gatekeepers illuminating their networking practices. The accounts show which networking practices gatekeepers routinely use in recruitment and how these networking practices are intertwined with gender practices. We use the notion of mobilizing masculinities to understand the self‐evident identification of men gatekeepers with men in their networks, and to understand how both men and women gatekeepers prefer the male candidates that resemble the proven masculine success model. Furthermore, this study provides the first empirical insights in mobilizing femininities in which women search for and support women candidates. We show how the gender practice of mobilizing femininities is a more precarious and marked practice than mobilizing masculinities. Mobilizing femininities in networking is intended to counter gender inequalities, but is only partially successful. Through constructions of ‘who you can trust’ or ‘who is a risk’, gatekeepers exercise the power of inclusion and exclusion and contribute to the persistence of structural gender inequalities.     

Lesbian and gay expatriation: opportunities,barriers and challenges for global mobility

The research presented in this paper addresses an important gap in the expatriation literature in examining perceptions of opportunities, barriers and challenges for expatriation of lesbian and gay (LG) expatriates. This is an area that is under-researched despite such individuals representing a growing sector of the global talent pool. Based on an analysis of interviews with 20 LG expatriates, the study draws on social capital theory as a lens for highlighting LG expatriates' unique attributes and networks. The research is significant in suggesting that the expatriates' sexual minority status is viewed as both a disabler and enabler in expatriation. We suggest that there is a corporate ceiling for LG expatriates, and that they experience discrimination and stereotyping, and oftentimes limited organizational and host-country support. Significantly, the findings also extend research in suggesting that LG workers may have more opportunities in global staffing than previously thought and a valuable role in contributing to inclusivity debates and policy development on the global business stage. Furthermore, LG expatriates may be accepted in host countries when homosexuality is deemed legally or socially unacceptable for locals, and legal and financial independence within LG partnerships may provide them with more mobility than their heterosexual counterparts.