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Articles 31 - 60 of 70
Full-Text Articles in Business
The Influence Of Maslow's Humanistic Views On An Employee's Motivation To Learn, Ian Wilson, Susan R. Madsen
The Influence Of Maslow's Humanistic Views On An Employee's Motivation To Learn, Ian Wilson, Susan R. Madsen
Susan R. Madsen
Continual employee training and learning is critical to the ability of organizations to adapt to an ever changing national and international business environment. What motivates employees to learn? Abraham Maslow has had a significant impact on motivation theory, humanistic psychology, and subsequently, adult learning in the workplace. This paper will discuss the development of Maslow's humanistic views and trace their impact on past trends in business training as well as the implications for current challenges that managers face in motivating employee learning in the workplace.
So You Want To Be A Leaders In Higher Education? Developing Leadership As Women (Professional Development Workshop), Susan R. Madsen
So You Want To Be A Leaders In Higher Education? Developing Leadership As Women (Professional Development Workshop), Susan R. Madsen
Susan R. Madsen
This insightful and innovative PDW will 1) describe some of the results of a qualitative research study on the leadership development of ten women university presidents, and 2) provide participants with an opportunity to engage in self-analysis and personal reflection. "Leadership" will be broadly framed as leading from a formal position (e.g., president, VP, dean, associate dean, department chair, or committee chair) as well as influencing without an official title or formal authority; therefore, conference attendees interested in influencing change at any level in higher education would benefit.
Ethical Codes And Practices In Higher Education (Professional Development Workshop), Susan R. Madsen, James H. Davis
Ethical Codes And Practices In Higher Education (Professional Development Workshop), Susan R. Madsen, James H. Davis
Susan R. Madsen
This ethics event is a three-part workshop that will provide faculty, administrators, and doctoral students the forum to discuss current issues and challenges related to ethical codes and practices within the higher educational arena.
Developing Leadership During Adolescence: The Experiences Of University Presidents, Susan R. Madsen
Developing Leadership During Adolescence: The Experiences Of University Presidents, Susan R. Madsen
Susan R. Madsen
The adolescent years are an incredibly important developmental time for all individuals. It is a vital time for young women to develop confidence and self-esteem, learn new skills and competencies, discover strengths and weaknesses, and increase their understanding of self and environment. Since leadership is also a network of relationships , experience and opportunity in building healthy relationships with a host of different people and organizations is critical during these years. Adolescence is a dynamic time full of positive and negative experiences, challenges, and opportunities that all seem to impact people in some way for the rest of their lives …
Toward An Understanding Of The Link Between Work-Family Enrichment And Health, Misti Stoddard, Susan R. Madsen
Toward An Understanding Of The Link Between Work-Family Enrichment And Health, Misti Stoddard, Susan R. Madsen
Susan R. Madsen
Decades of research have focused on the negative impact multiple roles can have on workplaces and homes. Little attention has been given to the individual benefits that may result from simultaneous participation in these roles. Fortunately, a recent construct (i.e., work-family enrichment) has emerged which considers positive influences that one domain (i.e., work, family) has on another. This study utilized the 18-item Carlson et al. (2005) scale to study work-to-family enrichment, health, and selected demographics.
The Ethics Of Entitlement In Higher Education: Greater Good Versus Self Interest In The Academy, Susan R. Madsen, Scott C. Hammond
The Ethics Of Entitlement In Higher Education: Greater Good Versus Self Interest In The Academy, Susan R. Madsen, Scott C. Hammond
Susan R. Madsen
Higher education often pretends to support practical egalitarian organizations with access to all and openness of ideas. But in reality it is a hierarchy just like any private corporation. Individual identity determines status in the hierarchy. People jockey for changes in status. There are clear rules for moving up and down in status. This paper asks the question "Do the entitlements that we support in order to maintain the equalitarian ideal in fact work against it?"
Women University Presidents: Career Paths And Educational Backgrounds, Susan R. Madsen
Women University Presidents: Career Paths And Educational Backgrounds, Susan R. Madsen
Susan R. Madsen
The purpose of overall research study was to explore the “lived experiences” of women university presidents in developing (throughout their lives) the knowledge, skills, abilities, and competencies required for successful leadership in higher education. The objective of this particular paper is to report qualitative research results focused on the career paths and educational backgrounds of these women presidents.
Leadership Philosophies And Styles Of Women University Presidents, Susan R. Madsen
Leadership Philosophies And Styles Of Women University Presidents, Susan R. Madsen
Susan R. Madsen
Although progress has been made, it remains clear that women are still underrepresented in administrative positions in all types of higher educational institutions throughout the world. While the issue is often now addressed in the literature, there are still few articles reporting research findings on the experiences and perceptions of university presidents, particularly women. Ten women university presidents were interviewed using the phenomenological research methodology. This paper reports the results of this research related to the presidents’ perceptions of their own leadership styles and philosophies.
Learning To Lead In Higher Education: Insights Into The Family Backgrounds Of Women University Presidents, Susan R. Madsen
Learning To Lead In Higher Education: Insights Into The Family Backgrounds Of Women University Presidents, Susan R. Madsen
Susan R. Madsen
The purpose of the study was to explore the lived experiences of women university presidents related to becoming leaders or learning to lead. This manuscript highlights the research focused on the immediate family backgrounds and influences on these presidents. The research question was as follows: With regard to their family backgrounds and influences, what are the lived experiences of women university presidents related to developing into the leaders they have become today?
Learning To Lead: The College Experiences Of Women University Presidents, Susan R. Madsen
Learning To Lead: The College Experiences Of Women University Presidents, Susan R. Madsen
Susan R. Madsen
Although developing leadership is an important topic in the higher education today, the percentage of women found in high leadership positions remains quite low. In fact, little has been published about how high-level women leaders actually developed. This workshop will present the results of two qualitative research studies exploring how 10 women university presidents and 10 women governors became effective leaders, with a particular focus on influential events, individuals, activities, and opportunities during their undergraduate and graduate educational experiences.
The Influence Of Maslow's Humanistic Views On An Employee's Motivation To Learn, Ian Wilson, Susan R. Madsen
The Influence Of Maslow's Humanistic Views On An Employee's Motivation To Learn, Ian Wilson, Susan R. Madsen
Susan R. Madsen
Continual employee training and learning is critical to the ability of organizations to adapt to an ever changing national and international business environment. What motivates employees to learn? Abraham Maslow has had a significant impact on motivation theory, humanistic psychology, and subsequently, adult learning in the workplace. This paper will discuss the development of Maslow’s humanistic views and trace their impact on past trends in business training as well as the implications for current challenges that managers face in motivating employee learning in the workplace.
Developing Leadership: Exploring The Childhoods Of Women University Presidents, Susan R. Madsen
Developing Leadership: Exploring The Childhoods Of Women University Presidents, Susan R. Madsen
Susan R. Madsen
Researchers argue that much of who we are is developed during childhood. Childhood relationships and developmental activities, opportunities, and experiences (including hardships) come together to create each human being. Yet, little exploratory research has been conducted regarding the childhood experiences, activities, personalities, and perceptions of successful leaders. In-depth, qualitative interviews with ten women university presidents were conducted to investigate perceptions and experiences related to the lifetime development of leadership skills, abilities, and competencies. The lived experiences of these women were investigated using the phenomenological research methodology so that “voices” could be heard and unique insights examined. This paper explores a …
Leadership In Higher Education: Do You Have The Interest, Skills, And Commitment? (Professional Development Workshop), Susan R. Madsen
Leadership In Higher Education: Do You Have The Interest, Skills, And Commitment? (Professional Development Workshop), Susan R. Madsen
Susan R. Madsen
This insightful and innovative two-part workshop will 1) explore the current issues affecting leadership in higher education and 2) provide participants with an opportunity to engage in self-analysis and personal reflection. "Leadership" will be broadly framed as leading from a formal position (e.g., president, VP, dean, associate dean, department chair, or committee chair) as well as influencing without an official title or formal authority; therefore, all conference attendees interested in influencing change at any level in higher education would benefit. The first 50-minute workshop segment will begin with participants completing a short questionnaire about their perceptions of the most important …
Faculty Ethics: Issues, Challenges, And Solutions (Professional Development Workshop), Susan R. Madsen
Faculty Ethics: Issues, Challenges, And Solutions (Professional Development Workshop), Susan R. Madsen
Susan R. Madsen
The Faculty Ethics event is a three-part workshop that will provide faculty, administrators, and doctoral students the forum to discuss current issues and challenges related to the ethical decision-making and behavior of faculty members within the higher educational arena. First, the facilitators will briefly outline some of the current issues, trends and supporting literature in this area (20 minutes). Areas of discussion may include work ethic, plagiarism, misrepresentation, authorship issues, grading, teaching effort, selection of service assignments, reporting contributions, evaluation, research standards/ethics, and such. Second, participants will be asked to help the list of narrow ethics issues to the three …
Women University Presidents: Career Paths And Educational Backgrounds, Susan R. Madsen
Women University Presidents: Career Paths And Educational Backgrounds, Susan R. Madsen
Susan R. Madsen
The purpose of this paper is to report findings related to the lived experiences of women university presidents’ in developing the knowledge, skills, abilities, and competencies required for successful leadership in higher education. More specifically, this report focuses on their educational backgrounds and career paths. Using qualitative in-depth interviews (phenomenological research methodology), ten women university presidents were interviewed for two to three hours each. Interviews were audio taped and transcribed, and theme generation techniques used. Although there were some similarities among the women in terms of educational backgrounds and employment positions, the data show that presidents can emerge from a …
Learning To Lead In Higher Education: Insights Into The Family Backgrounds Of Women University Presidents, Susan R. Madsen
Learning To Lead In Higher Education: Insights Into The Family Backgrounds Of Women University Presidents, Susan R. Madsen
Susan R. Madsen
Qualitative methods were used to explore the backgrounds, experiences, and perceptions of ten women U.S. university presidents on becoming leaders. Using the phenomenological research methodology, the presidents were interviewed about their lived experiences of developing the knowledge, skills, abilities, and competencies required for successful leadership in higher education. This paper reports the portion of the results specifically related to insights into the family backgrounds and influences of these women.
Readiness For Change: Implications On Employees' Relationship With Management, Job Knowledge And Skills, And Job Demands, Duane Miller, Susan R. Madsen, Cameron John
Readiness For Change: Implications On Employees' Relationship With Management, Job Knowledge And Skills, And Job Demands, Duane Miller, Susan R. Madsen, Cameron John
Susan R. Madsen
This article addresses how employees' readiness/willingness to change is influenced by three workplace factors-management/leader relationship, job knowledge and skills, and job demands. Statistical analyses were completed based on a two-part survey given to 464 employees from four companies. The research findings indicated that all three of these workplace factors had an influence on employees' readiness for change. But employees' relationship with their managers was the strongest predictor of readiness for change. This paper reports the results of a new study that used Hanpachern's framework but made extensive changes in the test instrument, sample size, and other methodology techniques to increase …
Work And Family Conflict: Does Home-Based Telework Make A Difference?, Susan R. Madsen
Work And Family Conflict: Does Home-Based Telework Make A Difference?, Susan R. Madsen
Susan R. Madsen
Organizations continually seek to find ways to improve the performance of individuals, groups, and the entire organization. Research has shown that, when employees’ work-family conflict levels are reduced, performance in the workplace can be increased. How to reduce these levels, however, is a complex task. One claim that has been made, but not thoroughly researched, is that teleworking can assist employees in reducing their work-family conflict. This empirical study researched the effects of home-based teleworking on work-family conflict. Its purpose was to investigate the differences in work and family conflict (i.e., overall, forms, directions) between full-time worksite employees and full-time …
Strategic Faculty Development (Professional Development Workshop), Susan R. Madsen, Scott C. Hammond
Strategic Faculty Development (Professional Development Workshop), Susan R. Madsen, Scott C. Hammond
Susan R. Madsen
This workshop addresses the following: 1) How to create a strategic planning process that honors the principles of faculty governance; 2) How strategic planning for academic organizations is fundamentally different from strategic planning in business; 3) The essential process and content elements in academic strategic palling; 4) Real case examples from private and state run institutions; and 5) How to use faculty development to successfully implement college and departmental strategy.
High Performance Teams: What Makes The Difference?, Bruce Jackson, Susan R. Madsen
High Performance Teams: What Makes The Difference?, Bruce Jackson, Susan R. Madsen
Susan R. Madsen
During the past number of decades, team structures have produced significant results for organizations (Kirkman & Rosen, 2000). Even since the 1980s, organizations have significantly increased and improved group and team structure use. By 1997, Cohen and Bailey found that organizations with greater than 100 employees utilized team structures 82 percent of the time. They also found that 68 percent of the Fortune 1000 utilized team structures of some sort, while Shulman (1996) found that 47 percent of these companies utilized teams. This increase in teams has since made major contributions by helping organizations increase efficiency, flexibility, and performance. Therefore, …
Work-Family Conflict And Health: A Study Of The Workplace, Psychological, And Behavioral Correlates, Susan R. Madsen, Cameron John, Duane Miller
Work-Family Conflict And Health: A Study Of The Workplace, Psychological, And Behavioral Correlates, Susan R. Madsen, Cameron John, Duane Miller
Susan R. Madsen
Quantitative methods are used to shed light on the relationships among work-family conflict, health, and other workplace, psychological, and behavioral constructs, i.e., organizational commitment, management/leadership relations, job knowledge and skills, job demands, workplace social relations, and readiness for change. A survey questionnaire was used to collect data regarding the perceptions of 464 employees in four organizations. Negative correlations were found between work-family conflict and all variables except job knowledge and skills. Significant relationships were also discovered between health and all study variables. Multiple regressions were used to explore the relationships between the demographic variables and work-family conflict and health.
The Integration Of Human Resource Development And Work-Life Research (Food N' Thought Session), Susan R. Madsen, M. Lane Morris, Vicki Stout
The Integration Of Human Resource Development And Work-Life Research (Food N' Thought Session), Susan R. Madsen, M. Lane Morris, Vicki Stout
Susan R. Madsen
Some of the most important topics of research in human resource development (HRD) today revolve around specific issues, policies, practices, programs, or interventions that appear to influence the performance of employees in all types of organizations. Although research in the work/life arena has been published for the last three decades in related fields (e.g., management, psychology, and family sciences), HRD literature reporting the exploration and investigation of the HRD-work/life connection is relatively new. However, it is clear that work/life issues are essential considerations with regard to the performance at the individual, group, and organizational levels. Hence, it is important that …
Common Factors Of High Performance Teams, Bruce Jackson, Susan R. Madsen
Common Factors Of High Performance Teams, Bruce Jackson, Susan R. Madsen
Susan R. Madsen
Utilization of work teams is now wide spread in all types of organizations throughout the world. However, an understanding of the important factors common to high performance teams is rare. The purpose of this content analysis is to explore the literature and propose findings related to high performance teams. These include definition and types, goals, talent, skills, performance ethics, incentives and motivation, efficacy, leadership, conflict, communication, power and empowerment, norms and standards, and values.
Readiness For Organizational Change, Susan R. Madsen, Duane Miller, Cameron John
Readiness For Organizational Change, Susan R. Madsen, Duane Miller, Cameron John
Susan R. Madsen
Today’s businesses are confronting continuous and unparalleled changes. For organizations to assist employees in being motivated and prepared for change, it is essential that managers, leaders, and organization development professionals understand factors that may influence individual change readiness. The purpose of this research study was to investigate the relationship between readiness for change and two of these possible factors: organizational commitment and social relationships in the workplace. Four hundred and sixty-four usable surveys were returned from full-time employees in four companies within two northern Utah counties. The findings indicate that there are significant relationships between readiness for change, organizational commitment, …
A Conversation With John H. Zenger: Leadership And Change, Susan R. Madsen, Janice Gygi
A Conversation With John H. Zenger: Leadership And Change, Susan R. Madsen, Janice Gygi
Susan R. Madsen
In an interview, John H. Zenger, CEO of Zenger-Folkman, talked about leadership and change setting. He discussed the background of organizational development (OD), his early and continued involvement in the field, specific OD interests and passions, and the link between OD and leadership. He described his work and presented a model of leadership that was illustrated as a tent with five poles representing the competencies that separate extraordinary leaders from others. In addition, he stressed the importance of results as well as attributes. He also emphasized the value of change in an organization and said that extraordinary leaders must not …
Common Factors Of High Performance Teams, Bruce Jackson, Susan R. Madsen
Common Factors Of High Performance Teams, Bruce Jackson, Susan R. Madsen
Susan R. Madsen
Utilization of work teams is now widespread in all types of organizations throughout the world. An understanding of the important factors common to high performance teams is, however, rare. the purpose of this content analysis is to explore the literature and propose findings related to high performance teams. These include definition and types, goals, talent, skills, performance ethics, incentives and motivation, efficacy, leadership, conflict, communication, power and empowerment, norms and standards, and values.
The Relationships Between An Individual's Margin In Life And Readiness For Change, Susan R. Madsen, Duane Miller, Cameron John, Emily Warren
The Relationships Between An Individual's Margin In Life And Readiness For Change, Susan R. Madsen, Duane Miller, Cameron John, Emily Warren
Susan R. Madsen
Effectively managing change is one of the most critical challenges organizations today face. Increasing the readiness for change (RFC) of employees may be one of the most important interventions an organization can initiate. This study investigated the relationship of employee RFC and margin in life (MIL). It studied the relationship of various demographics to employees' MIL. Results suggest there is a significant correlation between MIL and RFC, age, educational level, and length of employment.
Corporate Responsibility To Provide Work-Family Programs, Susan R. Madsen
Corporate Responsibility To Provide Work-Family Programs, Susan R. Madsen
Susan R. Madsen
Defining and determining the responsibility of business organizations to provide and assist employees with work-family programs and initiatives (e.g., employee assistance programs, parental leave extensions, childcare, elder care benefits, flextime, compressed workweek, and telecommuting) is a current critical issue that has ignited controversy during the past few decades. The author argues that work-family programs (at some level) should be a part of every company and should be strongly linked to employer benefits. To expand and implement work-family programs and services in companies today, she argues that training and educating business leaders about work-family options and benefits is the best solution. …
Viewing Corporate Wellness Programs As Systems, Susan R. Madsen
Viewing Corporate Wellness Programs As Systems, Susan R. Madsen
Susan R. Madsen
Although interest in corporate wellness continues to increase in workplaces in various countries, many businesses still consider employee wellness as unrelated to the organization and its functions. Some continue to view wellness as having little or no financial impact on an organization and, therefore, not part of the overall organizational system. This paper argues that wellness programming should be analyzed as both a freestanding system and also a subsystem of the overall business. By viewing it through the general systems theoretical lens, the wellness system can find its place and be ultimately seen as integral within the overall organizational system.
Training And Development: An Adult Education Guide For Public Health Professionals, Susan R. Madsen
Training And Development: An Adult Education Guide For Public Health Professionals, Susan R. Madsen
Susan R. Madsen
The purpose of this publication is to provide and/or reference valuable tools to help public health workers deliver more effective training. Many trainers do not consider themselves trainers (hello, this might be you). In many cases, they were simply asked to conduct training “A”, or implement workshop “B”, without adequate tools, knowledge or an understanding of the purpose of the training. This scenario leaves many of us in the category of “reluctant trainer.” A common sentiment may be that, “I will train others because I was asked to, but I’d rather be at the dentist.” If a person is reluctant …