Grace McCarthy

Intelligent decision system and its application in business innovation self assessment

In this paper, it is described how a multiple criteria decision analysis software tool, the Intelligent Decision System (IDS), can be used to help business self-assessment. Following a brief outline of a model for assessing business innovation capability and the IDS software, the process of using IDS to implement different types of assessment questions is discussed. It is demonstrated that IDS is a flexible tool capable of handling different types of data in self-assessment, including uncertain and incomplete data, and providing a wide range of information including scores, performance diversity, strength and weakness profile and graphics.

Literature review to identify factors that support implementation of evidence-based practice in residential aged care

The aim was to undertake a review of the literature on change management, quality improvement, evidence-based practice and diffusion of innovations to identify key factors that might influence the uptake and continued use of evidence in residential aged care. The key factors will be used to shape and inform the evaluation of the Encouraging Best Practice in Residential Aged Care Program which commenced in Australia in 2007. MEDLINE, CINAHL and the Cochrane Database of Systematic Reviews were searched using combinations of search terms. Searching focused on existing literature reviews, discussions of relevant conceptual and theoretical frameworks and primary studies that have examined the implementation of evidence-based practice in residential aged care. Keyword searching was supplemented with snowball searching (following up on the references cited in the papers identified by the search), searching by key authors in the field and hand searching of a small number of journals. In general, the period covered by the searches was from 2002 to 2008. The findings from the literature are often equivocal. Analysis and consolidation of factors derived from the literature that might influence the implementation of evidence-based practice resulted in the identification of eight factors: (i) a receptive context for change; (ii) having a model of change to guide implementation; (iii) adequate resources; (iv) staff with the necessary skills; (v) stakeholder engagement, participation and commitment; (vi) the nature of the change in practice; (vii) systems in place to support the use of evidence; and (viii) demonstrable benefits of the change. Most of the literature included in the review is from studies in healthcare and hence the generalisability to residential aged care is largely unknown. However, the focus of this research is on clinical care, within the context of residential aged care, hence the healthcare literature is relevant. The factors are relatively broad and cover the evidence itself, the process of implementation, the context within which evidence will be implemented and the systems and resources to support implementation. It is likely that the factors are not independent of each other. The set of factors will be refined over the course of the evaluation.

Managerial coaching: challenges, opportunities and training

Purpose – The purpose of this paper is to provide insights into the growing practice of managerial coaching. Much of the coaching literature is set in the context of an external coach coming into an organisation. However managers are increasingly being expected to coach their employees, a change in role which can create tensions.Design/methodology/approach – This paper examines the literature on coaching managers. The paper also discusses practical implications for coach training.Findings – This paper identifies key differences in the issues faced by coaching managers and by internal/external coaches and recognises the importance of adequate training of managers in coaching skills as an important issue for organizations to tackle. Furthermore, the development of a supportive coaching culture should not be underestimated in facilitating managers to apply their coaching skills on a daily basis.Originality/value – The paper gives an overview of the challenges of the coaching managers, identifies areas for de...

Leadership practices in German and UK organisations

Purpose – The aim of this research was to determine whether leadership practices vary between German and UK organisations.Design/methodology/approach – The author used self‐assessment documents submitted by German and UK organisations to the European Foundation for Quality Management (EFQM), to identify leadership practices in both countries. A survey was used to determine whether these practices were commonly used and whether they were regarded as good practice.Findings – The research found similarities but also differences, e.g. feedback, recognition and communication. Many of the approaches described as good practice by UK organisations, were not described as usual practice. Where modern leadership practices had been adopted in Germany, they appeared to be more consistently deployed.Research limitations/implications – The research findings indicate changes are happening in Germany, for instance with strategic management more common than found by previous researchers. A longitudinal study could track th...

Impact of EFQM Excellence Model on leadership in German and UK organisations

Purpose – The purpose of this paper is to describe research which aimed to discover whether there were differences in leadership practices and perceptions of good leadership practice between German and UK organisations.Design/methodology/approach – A survey based on analysis of self‐assessment documents submitted for the European Quality Award or its equivalents in Germany and the UK was distributed to 300 organisations in Germany and the UK. A response rate of 20 per cent was achieved. The survey was also distributed to 20 assessors.Findings – There were more differences in perceptions of good practice between German organisations recognised for excellence and German organisations not using the Excellence Model than between German and UK organisations. In the UK, there were more differences between what was described as good practice and what was described as usual practice among organisations not using the Excellence Model than among organisations recognised for excellence. German assessors differed in ...

Training for the coaching leader: how organizations can support managers

The demand for leaders to coach their employees is increasing as the benefits become more and more evident. However, little is known about the training managers have received in coaching or what support is available/required from their organizations. The paper aims to discuss this issue.,The paper encompassed a survey of 580 managers in Australian organizations with more than 200 employees. The authors used qualitative thematic analysis to examine the extensive free text answers.,The findings indicated that while some managers had received some form of training in coaching (30-40 percent, depending on training type), 40 percent of them expressed a desire for introductory and/or further training. The findings suggest that training should be tailored to the managerial context instead of a generic coaching training, with a more structured and coordinated approach to organizational coaching required.,Organizations could benefit from supporting managers with the following strategies: Why – Organizations need to explain clearly why a coaching leadership style is beneficial. How – Training can come in many forms from workshops to “on-the-job” learning. When – Managers want more insights into when and when not to use a coaching style. What – it should not be assumed that all leaders possess coaching skills but rather those coaching skills need to be acquired and developed.,This paper offers insight into current training and support structures for “leadership coaching”, and suggests strategies to help managers to implement coaching as a leadership skillset.

Innovation in Small and Medium-Sized Wood-Furniture Firms in Central Java, Indonesia

The aim of this paper is to explore the perception of innovation within Indonesian SMEs in the wood-furniture industry in Central Java, Indonesia. Qualitative research was employed by interviewing SMEs managers/owners. The study showed that SMEs’ perception of innovation was not necessarily related to ‘newness’ or ‘novelty’ as suggested by some scholars. The innovation carried out by the majority of SMEs in this study is likely to be considered as incremental innovation. The characteristics of the wood-furniture industry and SMEs are believed to contribute to the different perspectives concerning innovation than those reported in the literature. Even so, they are unlikely to prevent Indonesian SMEs to become entrepreneurial and competitive firms.

The Australian corporate closet: Why it's still so full!

ABSTRACT Research into discrimination on the grounds of sexual orientation and identity is becoming increasingly relevant in the workplace. Discrimination in the form of heterosexism of LGBT employees continues to be a problem. The aim of this study was to design a model to better understand the antecedents and outcomes of workplace heterosexist discrimination in Australia. Using a structural equation modelling framework, the relationship between these variables was used to predict the well-being of employees in the Australian labor market. Well-being was measured in the form of psychological well-being, job satisfaction, satisfaction with life, and mental health. The study indicated that disclosure and concealment of sexual orientation in the Australian workplace are not significantly affected by direct and indirect heterosexism. The study demonstrates that organizational support plays a large role in influencing the type of heterosexism which is present in the Australian workplace. The study indicated that when organizational support for LGBT employees is promoted in the form of policies and activities endorsing these policies, direct heterosexist behaviors decrease but indirect heterosexist behaviors increase. This relationship was completely mediated by direct and indirect heterosexism.

Applying Self-Determination Theory to Improve Completion Rates in a Part-time Professional Doctorate Program

Abstract Non-completion or slow completion of doctoral degrees has been a matter of concern to Australian Universities for many years, as government funding for research students is contingent upon on-time completion. Part-time students are of particular concern as it can be difficult for them to maintain motivation over several years. This chapter discusses the approaches adopted by one Australian university to address this problem in a professional doctorate part-time program. Our program applies the concepts of Self-Determination Theory (Ryan & Deci, 2002), addressing social relatedness (addressed through students taking coursework subjects as a cohort), competence (students learn how to write a literature review, how to develop a conceptual framework, to design and justify a research design, to conduct and analyze quantitative, qualitative, and mixed methods research, and how to disseminate their research), and autonomy (students choosing a topic relevant to them and are encouraged to take their own decisions as they develop their competence). Although student numbers are small, we believe that applying the concepts of Self-Determination Theory to our professional doctorate program has improved on-time completion rates.