Diane Preston

The attractiveness of retailing as a career for graduates: an update

During the mid‐1980s a group of major retailing organizations came together to form the Consortium of British Retail Training Organizations (CORTCO) with the aim of addressing some collective concerns. One of these was that there did not appear to be enough, sufficiently qualified graduates applying for the available management posts within the retail industry. Research studies into undergraduates’ choice of careers had confirmed that: first, retail management was considered an unattractive career by many graduates; and, second, undergraduates’ knowledge of what a retail management career would involve was limited. In recent years there has been an increase in the number of retail management degrees and modules offered by UK universities and various types of promotional activities instigated by CORTCO. The demand for suitably qualified graduates to apply to the industry remains; the question is whether retail management is still a secondary choice of career for undergraduates. Using the results of two recent surveys of undergraduates and retailers, attempts to provide an update of the situation.

Management Development Structures as Symbols of Organizational Culture

Management development structures such as training courses and appraisal interviews communicate the values and expectations of senior management to participants and thereby socialize them into an organization and its culture. Symbolism, one of many approaches used to try and understand the concept of organizational culture, is useful in this instance. Management development structures can be seen as symbols of culture in which the rites and rituals of the management role are enacted through their design, content and process. The question is raised as to whether the provision of cultural symbols can provide clear and persuasive pictures as, apparently, they are assumed to do. Explores how a group of managers within one company appeared to use management development in forming their individual impressions of the organization and its culture. The findings suggest that the communication link between management development and organizational culture is not perhaps as direct as is apparently assumed.

Communications between professional groups in an NHS trust hospital

Discusses an audit of communications between doctors and other professional groups in a National Health Services trust hospital. The project was undertaken as a result of senior managements perception that there were problems regarding the interface between professionals and junior doctors particularly, and that these have a potentially detrimental impact on patient care. The aim of the study was to improve the work environment of medical practitioners and professional staff by researching the factors affecting communication and the sources of conflict which exist between the groups. Describes the methodology and provides an overview of the main findings grouped into themes. A large number of recommendations for change have been made to the hospital concerning systems, procedures, structures, training and inter-professional boundaries. Implementation of some of these recommendations has taken place already. Full evaluation of their impact is yet to be determined.

Attractiveness of Physiotherapy in the National Health Service as a Career Choice: Qualitative studySource of Funds

Background and Purpose The National Health Service is currently experiencing a shortfall of staff in the allied health professions and in particular, physiotherapy. This research project aimed to identify the key factors that determine the attractiveness of physiotherapy as a career choice and the National Health Service as an employer to potential recruits and returners. Methods Interviews were conducted with school pupils, mature students on Access courses, physiotherapy students, physiotherapy assistants, agency physiotherapists and independent sector physiotherapists. Findings Ninety-two individuals participated in the qualitative stage of the study. Physiotherapy as a career choice was seen as attractive because of caring for patients, job availability, variety in work content and high levels of teamwork. However, these positive features were offset by high levels of stress and workload, staff shortages and poor equipment. Conclusions In order to improve the attractiveness of a physiotherapy career greater publicity about consultant therapist positions, improved staffing levels, better working environments and increased work flexibility are required. It should be noted that the relatively small number of participants reduces the generalisability of the results of this study.

When Two Worlds Collide: Conducting a Management Evaluation in a Medical Environment

This paper outlines and discusses issues arising from a specific evaluation project. The project brief was to conduct a communications audit of a UK National Health Service trust hospital, focusing particularly upon the interface between junior doctors and other professional groups within the hospital. The experience of conducting the research and operating as management evaluators within a medical research environment is also discussed. The stages and mechanics of designing, conducting and reporting the research are outlined. Apart from the political issues, there are several challenges involved in undertaking non-medical research in a medical setting where the work environment is only slowly coming to terms with adapting a more managerial philosophy whilst being, traditionally, hostile to managerialism. These issues are discussed, the perspectives of the team members (both hospital based and university based) are explored and learning points for future projects are outlined.

Symbols of the NHS Understanding the Culture and Communication Processes of a General Hospital

This paper explores the organizational culture of a general hospital from. a symbolic perspective. It is suggested that traditional symbols or stereotypes associated with certain professions within the Health Service may affect the way in which people both within and outside the NHS understand these professional roles. In particular, the hierarchy and power differentiations which exist (or are assumed to exist) between professions may have an effect on any culture change programmes. The paper is based on a study of communications within a large general hospital in the East Midlands. The idea is explored that these symbolic images of different health care groups may constitutean implicit element in the organization culture of any British hospital and thereby influence the communications within it.

The importance of being earnest: reflections on an attempt to create an information‐led organizational culture in the NHS

Presents a study of organizational culture in a community health-care Trust in the UK. The Trust has been involved in attempting to create what was described as an information-led culture and is concurrent with the implementation of a new information system. Describes some of the recent management initiatives which were intended to improve communications within the Trust and to provide employees with a better understanding of the changes which have been taking place. Identifies findings which suggest that there was some distance between the perceptions of management and those of employees. While the senior management team appear to have been in earnest in attempting to ensure that staff have the information and understanding they need, the results of an organizational culture survey suggest that these efforts may have been ineffective.

APL: The Relationship between Rhetoric and Reality.

The world of education and training is currently turbulent with new forms of delivery and assessment being piloted, reviewed and revised. The one-time distinction between education and training is blurring with the introduction of National Vocational Qualifications (NVQs) into both schools and further and higher education. Despite the promise these new qualifications offer, there are causes for concern with issues centring upon their implementation and assessment. This article is concerned specifically with one aspect of the overall debate, the Accreditation of Prior Learning (APL).

APL: Current State of Play within Management Education in the UK

The accreditation of prior learning (APL) is an exciting aspect of the development of management education in the UK. It has been heavily promoted by the UK employer‐led body, the Management Charter Initiative (MCI) within promises of benefits both to individuals and organizations. Examines the level of interest and involvement with an industrial region of the UK. The findings raise some doubts and concerns from training managers and suggest that the initiative may have some way to go.

Accrediting Managers’ Learning: The Way Forward for Executive Development?

Describes an investigation into the use of the accreditation of prior learning (APL) within management training and development. A review of training managers use and opinions of APL within companies in the East Midlands region revealed some surprises. Despite the promotion of APL and its benefits through the Management Charter Initiative (MCI) managers remain somewhat sceptical and confused about the APL process.