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2005 Survey Report On The Wellbeing Of The Professions: Policing, Nursing And Teaching, Institute For The Service Professions, Edith Cowan University
2005 Survey Report On The Wellbeing Of The Professions: Policing, Nursing And Teaching, Institute For The Service Professions, Edith Cowan University
Research outputs pre 2011
This report assesses the wellbeing of the professions of policing, nursing and teaching in Western Australia. The findings are derived from surveys of how individuals think about their occupations, their colleagues and employers. The level of wellbeing affects the ease of attracting and retaining staff and the quality of delivered services.
We present and discuss summary results of responses to questionnaires sent in 2005 to 5,180 police, 6,000 nurses and 9,000 teachers. Each of the professions is here regarded as a single group. The number of respondents is sufficient to allow many more detailed analyses to be performed and reported …
Women And Leadership Working Paper Series: Paper No. 11: The Employment Status Of Women In The Australian Finance Industry, Leonie V. Still
Women And Leadership Working Paper Series: Paper No. 11: The Employment Status Of Women In The Australian Finance Industry, Leonie V. Still
Research outputs pre 2011
The finance industry is the seventh largest employer of women in Australia !Australian Bureau of Statistics, Labour Force Australia, 1996, p46). Yet despite its importance to women as a source of employment, no major review of the general overall employment status of women in the industry has occurred. Instead, research has concentrated on particular aspects of the sector - for example, part-time employment in banking !Alexander & Frank, 1990; Manning, 1990; Britt, 1995; Junor, Barlow & Patterson, 1993, 1994)...
Homework And Telework: A Guide To Best Practice In Human Resource Management, Peter Standen, Maryam Omari
Homework And Telework: A Guide To Best Practice In Human Resource Management, Peter Standen, Maryam Omari
Research outputs pre 2011
In Australia today there is widespread interest in homeworking and teleworking as flexible work options with significant advantages to both employers and employees. In the research behind this guide we surveyed 500 Australian organisations, finding employer interest in these advantages, along with uncertainty about how to implement homeworking, and some worries about potential drawbacks. Significantly, those organisations that had implemented homeworking reported positive outcomes. In an interview study, homeworkers themselves reported improved work performance, and were appreciative of the flexibility. This guide shows how to implement homework and telework to achieve such outcomes while avoiding the problems that concern managers.
Women And Leadership Working Paper Series: Paper No. 4: Women As Leaders, Leonie V. Still
Women And Leadership Working Paper Series: Paper No. 4: Women As Leaders, Leonie V. Still
Research outputs pre 2011
Leadership is a term that is not normally associated with women. This is despite the fact that throughout history women have often played a prominent role. Those that have gained prominence have done so in four main ways (Apfelbaum and Hadley, 1986):
• through charismatic leadership: the unique example being Joan of Arc.
• through inherited leadership positions: examples include the women who become heads of family businesses or queens by succeeding to monarchs.
• through the achievement of professional eminence: women who become leading figures in their disciplines because of their professional and / or scientific achievements - examples …
Women And Leadership Working Paper Series: Paper No. 7: Gender Issues In Management Education: Redressing The Imbalance, Catherine R. Smith, Barbara Vitoria
Women And Leadership Working Paper Series: Paper No. 7: Gender Issues In Management Education: Redressing The Imbalance, Catherine R. Smith, Barbara Vitoria
Research outputs pre 2011
In 1992 the Federal government appointed an Industry Task Force on Leadership and Management Skills !hereinafter referred to as the Task Force) to review Australia's management and leadership capabilities, and advise on measures to strengthen management practices, in an effort to improve economic performance. An international leadership expert advising the Task Force alleged that 'corporate Australia's Achilles' heel' is its all-male monoculture, whose 'rugby-serum mentality' makes boardroom entry difficult for women, and non-traditional men who do not fit the stereotypically masculine image IMant, 1994:3). Mant emphasised that, because new ideas result from diversity, Australian management culture needs to embrace a …
Women And Leadership Working Paper Series: Paper No. 8: Career Transitions Of Dual-Career Couples: An Empirical Study, Catherine R. Smith
Women And Leadership Working Paper Series: Paper No. 8: Career Transitions Of Dual-Career Couples: An Empirical Study, Catherine R. Smith
Research outputs pre 2011
No abstract provided.
Women And Leadership Working Paper Series: Paper No. 9: The Dual-Career Phenomenon: Employer Awareness And Responses, Catherine R. Smith
Women And Leadership Working Paper Series: Paper No. 9: The Dual-Career Phenomenon: Employer Awareness And Responses, Catherine R. Smith
Research outputs pre 2011
Over the past thirty years, Western industrialised nations have witnessed major changes in their labour force characteristics. Of particular significance has been the steady increase of women in the paid workforce. Equal employment opportunity legislation, higher educational achievements and increasing numbers of female role models have fuelled women's career possibilities and aspirations. Consequently, growing numbers of women are pursuing longer-term careers, often through the ranks of management. A career implies a longer term developmental occupation or profession, with a sequence of connections and networks over time, although this does not preclude lateral or downward moves or temporary withdrawals, in response …
Women And Leadership Working Paper Series: Paper No. 3: Merit Or Obligation, Leonie V. Still
Women And Leadership Working Paper Series: Paper No. 3: Merit Or Obligation, Leonie V. Still
Research outputs pre 2011
The issue of merit or obligation concerning women's progress in employment in general, and in organisations in particular, gained renewed impetus in late 1994 with the push to have more women in politics. Australia and New Zealand led the world when establishing the right of women to vote, but are at present only slightly ahead in terms of women's representation in national and State Parliaments despite the centenary of women's suffrage (Coopers and Lybrand, 1994). Partly as a result of this lack of progress, the Australian Labor Party, at its 1994 National Conference, passed a motion to guarantee women a …
Women And Leadership Working Paper Series: Paper No. 2: Managerial Women And Enterprise Bargaining, Leonie V. Still, Denis Mortimer
Women And Leadership Working Paper Series: Paper No. 2: Managerial Women And Enterprise Bargaining, Leonie V. Still, Denis Mortimer
Research outputs pre 2011
No abstract provided.
Women And Leadership Working Paper Series: Paper No. 1: Self-Employed Women: Four Years On, Leonie V. Still, Bill Chia
Women And Leadership Working Paper Series: Paper No. 1: Self-Employed Women: Four Years On, Leonie V. Still, Bill Chia
Research outputs pre 2011
Entrepreneurial or self-employed women are a growing component of the workforce worldwide. Australian statistics reveal that women are establishing their own businesses (in particular in self-employment) at a approximately twice the rate of men. In 1991-92 more than one million (41 per cent) of the 2.6 million people working in small business were women. Less than one third of these were self-employed or employers, while women accounted for 46 per cent of small business employees (Employment and Skills Formation Council, 1994)...
Women In Leadership Project 1994: Public Lecture Series, Pauline Carroll (Ed.)
Women In Leadership Project 1994: Public Lecture Series, Pauline Carroll (Ed.)
Research outputs pre 2011
No abstract provided.
Women In Leadership Program 1993: Public Lecture Series, Pauline Carroll (Ed.)
Women In Leadership Program 1993: Public Lecture Series, Pauline Carroll (Ed.)
Research outputs pre 2011
No abstract provided.
Women In Leadership Program 1993: National Conference: Women's Voices: Challenging For The Future, Pauline Carroll (Ed.)
Women In Leadership Program 1993: National Conference: Women's Voices: Challenging For The Future, Pauline Carroll (Ed.)
Research outputs pre 2011
The Women in Leadership Program is an exciting development initiative that, over a three year period, has had a visible effect on attitudes towards leadership and the role of women in organisations. As part of the program, through the generous funding support of the Commonwealth Staff Development Fund, the goodwill of staff and the commitment of women examining the leadership challenges facing Australian society today, Edith Cowan University has hosted a National Women in Leadership Conference for the past two years. This Conference provides an ongoing opportunity for women from varied and diverse roles to contribute to our knowledge and …
The Evaluation Of Pe Personnel 1992: A Report Of A Values-Based Evaluation Of A Competitive Employment Training And Placement Service For People With Disabilities: Purpose, Methodology, Outcomes And Recommendations, Errol Cocks, Robert L. Jackson
The Evaluation Of Pe Personnel 1992: A Report Of A Values-Based Evaluation Of A Competitive Employment Training And Placement Service For People With Disabilities: Purpose, Methodology, Outcomes And Recommendations, Errol Cocks, Robert L. Jackson
Research outputs pre 2011
Late in 1991, the Managing Director of PE Personnel, Ms Susan Robertson, approached the Director of the Centre for the Development of Human Resources (CDHR) at Edith Cowan University, Mr Errol Cocks, to discuss the possibility of an evaluation for PE Personnel. Over a period of three or four months, the purposes and shape of a proposed evaluation developed through clarification and negotiation, and in March, 1992, an agreement was reached for Mr Cocks and Mr Bob Jackson from the CDHR to carry out the evaluation. The results of the evaluation, as described in this report, cover the period up …
Women In Leadership Program 1993: Shaping The Culture, Catriona Pyner
Women In Leadership Program 1993: Shaping The Culture, Catriona Pyner
Research outputs pre 2011
In discussing Women in Leadelrship one member of the Management Group sometimes used the term "Program", and sometimes "Project". This was not a mere slip of the tongue. One useful way to conceptualise "Women in Leadership" is as a Project- which seeks to strategically engage with a changing institution, and which is both organic and structured. Part of the Project structure is the Program. The Program is made up of three formal elements: The Collegial Groups; the Public Lecture Series and the National Conference. And yet, part of the Purpose of the Program is to engage with, shape and respond …
Women In Leadership National Conference 1992: Women, Communication And Power, Margaret Butterworth (Ed.)
Women In Leadership National Conference 1992: Women, Communication And Power, Margaret Butterworth (Ed.)
Research outputs pre 2011
Victorian feminist lawyer and social activist, Dr. Jocelynne Scutt, confronted the issue of women and power by drawing upon a powerful reading of stories from women. These stories, drawn from ordinary and not so ordinary women, showed the barriers that face women as they attempt to deal with a daily reality infused with masculine power, violence, fright, shame, and self-realization. She spoke poignantly of a world that is all to familiar to women; women whose capacities have been curbed sharply by a common theme in their lives: domination and coercion...
The Flexible Organization Design: Advantages And Pitfalls, Chris Du Boulay
The Flexible Organization Design: Advantages And Pitfalls, Chris Du Boulay
Research outputs pre 2011
Organization design, mission statements and management strategy are not often given the emphasis they deserve within the human service sector. These issues are given a great deal of emphasis within the mainstream commercial sector.
In the minds of many human service boards of management these issues are seen as secondary, behind the primary aim of assisting clients. While this priority is commendable, the secondary issues are rarely addressed sufficiently. The result is that the organization loses direction and fails to remain abreast of the changing demands of the client population.
The Potential For Work Redesign Within Contemporary Organizations, Chris Du Boulay
The Potential For Work Redesign Within Contemporary Organizations, Chris Du Boulay
Research outputs pre 2011
Work redesign is not only important for the wellbeing of the employee, but it has also captured the imagination and zeal of some employers. Recent studies (Hendry, 1990 ; Cordery, Mueller & Smith, 1991) have indicated that employees become more positive and enthusiastic towards their jobs and employers experience gains in productivity. Over the years many people have examined the concept and need for work redesign (Hackman & Oldham, 1976; Galbraith, 1984; Pasmore, 1988). Concepts such as work simplification, job enrichment, job enlargement, socio-technical redesign, alternative work arrangements and quality of work life programmes have been introduced, developed and implemented. …