What is progressive business?

This introductory chapter signposts the rationale, framework and case study contents of the book. Firstly, we offer an overview of the need for new more progressive business models than the mainstream which exists at present, identifying the current challenges facing business in Europe and beyond in its international ramifications. To remedy these challenges, we present our alternative vision of progressive business functioning, whose basic criteria comprise ecological sustainability, respect for future generations, and pro-socialness. Then, synopses of our case examples follow

The location of international practices: what is human rights practice?

This article opens up space to challenge state-centrism about human rights practice. To do so, it presents and critically assesses four methods that can be used to determine who and/or what counts as a part of any international practice: the agreement method, which locates a practice by referring to speech acts that define it; the contextual method, which locates a practice by referring to the actions, meanings, and intentions of practitioners; the value method, which locates a practice by identifying a value or principle that the practice reflects or instantiates; and the purpose method, which locates a practice by constructing an account of the sociopolitical reason(s) for a practice's existence. The purpose method, based on an interpretation of Rawls' constructivism, is developed, in a way that focuses on practitioners' judgement-based reasons to assign responsibility for human rights to any state or non-state actor

What is a good job? Modelling, measuring and improving job quality

Job quality is important: there is a substantial evidence base which illustrates the potential risks of poor quality work. These arise from the occurrence of accidents and disease due to unmanaged hazards, as well as from psychosocial factors such as poor pay and security, shift working or the combination of low control and high demands. There is also a body of evidence which demonstrates a positive impact from good quality work, with contributions to longevity, improved health and happiness, and business success. Despite this recognition of the importance of job quality, there is a lack of agreement around exactly what it is: particularly when trying to define it as a single construct. This research aimed to address this insufficiency by exploring the concept of the good job, and seeking to define job quality from an ergonomics perspective. This approach encourages a broad outlook, taking account of the physical and psychosocial aspects of work, the interactions between them, and the impact of individual variation. A theoretical model is presented to summarise the concept of job quality based on these considerations: this was applied to a study of three bus companies using both a quantitative survey tool and qualitative methods. In developing the model, an initial study was undertaken using repertory grid interviews to explore notions of work and job quality, and to identify the most important areas for further investigation. Interviews were conducted with individuals (n=18) who were employed in a wide range of jobs, and varied substantially in their priorities and preferences. Job content and relationships were often identified as more important than pay levels; but there was also evidence of compromise, where interviewees had prioritised jobs which met their practical needs. Also, individuals perceived a good job differently from one which was good for their health, and overall did not consider good health to be an essential outcome of a good job. Two subsequent studies were undertaken with a focus on jobs commonly done by those with low formal education, who may have more to gain from improved job quality. Semi-structured interviews were carried out firstly with cleaners and manufacturing employees (n=30) and then with bus drivers (n=80). A number of job features such as safety and job/employment security were found to be important for almost all interviewees, and thus were identified as core features of a good job. Other factors such as autonomy and preferences for particular working patterns were more variable, highlighting the importance of job-employee fit. The theoretical model of job quality constructed was based on these findings and the literature. The model was applied in a qualitative study of bus and coach drivers in three companies to assess whether this was a good job, whether it could be a good job, and what the barriers to this might be. In two of the companies bus driving was found to be a poor job, with low pay and inadequate health and safety management. In the third company it was better but there were still challenges: particularly time pressures, low physical activity, and varied and unsociable working patterns. It was identified that some of the barriers to good job quality for bus drivers and potentially in jobs more generally are difficult to address as they are intrinsic to the job. The best solution to these difficulties is to ensure a good fit between job and employee. Other barriers were identified which appeared to be financial, such as low pay in the two smaller companies, but they could also reflect cultural factors within the organisation or within wider society. A final study considered the measurement of job quality, in the light of the importance and extent of individual variation highlighted throughout the research. The DGB-Index (Deutscher Gewerkschaftsbund Index), a questionnaire tool designed and used in Germany which specifically accounts for this, was used in the same three bus companies (n=423). The results were compared with those from the qualitative study and reached similar conclusions, thus confirming the utility of the DGB-Index for job measurement and comparison when translated into English. The research demonstrated that it is possible to define and measure job quality and to compare it between organisations. The model of a good job constructed to facilitate this differs from those found in the literature: it takes into account the variation between individuals and the fact that they construe good jobs in different ways. Thus it highlights the importance to job quality of a good fit between job and individual in addition to the need for work to be good in terms of the more universal features such as job security, safety and adequate pay

Cognitive modeling of social behaviors

To understand both individual cognition and collective activity, perhaps the greatest opportunity today is to integrate the cognitive modeling approach (which stresses how beliefs are formed and drive behavior) with social studies (which stress how relationships and informal practices drive behavior). The crucial insight is that norms are conceptualized in the individual mind as ways of carrying out activities. This requires for the psychologist a shift from only modeling goals and tasks —why people do what they do—to modeling behavioral patterns—what people do—as they are engaged in purposeful activities. Instead of a model that exclusively deduces actions from goals, behaviors are also, if not primarily, driven by broader patterns of chronological and located activities (akin to scripts). To illustrate these ideas, this article presents an extract from a Brahms simulation of the Flashline Mars Arctic Research Station (FMARS), in which a crew of six people are living and working for a week, physically simulating a Mars surface mission. The example focuses on the simulation of a planning meeting, showing how physiological constraints (e.g., hunger, fatigue), facilities (e.g., the habitat’s layout) and group decision making interact. Methods are described for constructing such a model of practice, from video and first-hand observation, and how this modeling approach changes how one relates goals, knowledge, and cognitive architecture. The resulting simulation model is a powerful complement to task analysis and knowledge-based simulations of reasoning, with many practical applications for work system design, operations management, and training

What is Qualitative Research?

This book is available as open access through the Bloomsbury Open Access programme and is available on www.bloomsburycollections.com. This book invites readers to explore the nature of qualitative research, and to recognise the varied and conflicting forms it can take. It examines how these contrast with quantitative work, as well as how they differ from journalism and imaginative literature. The book describes various methodological philosophies that have shaped qualitative work, as well as different types of orientation to be found within it today. It offers clear definitions of key terms and concepts, and also a detailed exploration of recent disputes among qualitative researchers, with a view to showing how differences in practice relate to underlying commitments. This book will be a vital resource for both new and experienced researchers

Social enterprise as a socially rational business

What is the goal of social enterprise policy? Is it the creation of a ‘not-for-profit’ or ‘more-than-profit’ business movement? In institutional policy circles, arguments are shaped by the desire to protect assets for the community, while entrepreneurial discourses favour a mixture of investment sources, surplus sharing and inclusive systems of governance. This article uses data from a critical ethnography to offer a third perspective. Human behaviour is a product of, and support system for, our socio-sexual choices. A grounded theory of social and economic capital is developed that integrates sexuality into organisation development. This constructs business organisations as complex centres of community-building replete with economic and social goals. By viewing corporate governance from this perspective social enterprise is reconceived as a business movement guided by social rationality with the long-term goal of distributing social and economic capital across stakeholder groups to satisfy individual and collective needs.</p

What is event led regeneration? Are we confusing terminology or will London 2012 be the first Games to truly benefit the local existing population?

The term regeneration means keeping the locality available for the same social classes and improving the infrastructure for their benefit, however examination of previous games including Barcelona 1992 and Sydney 2000 has shown evidence of renaissance, referring to ‘upgrading’ the social structure of the area. The property prices in both cities rose as a result of the hosting of the games for both home owners and renters thus changing the social structure of the areas in questions. This term, renaissance, was used by Mace et al, (2007) in their paper about the urban changes to east Manchester. A further term called social rejuvenation is more appropriate because it implies an intervention in the continuing decline of as area without specifying for whom the improvements are intended thus allowing the market forces to determine the social makeup, and therefore avoiding accusations of letting the locals down through unfulfilled promises. This paper examines in detail both Sydney 2000 and Barcelona 1996 Olympic Games organisers’ strategies in developing their cities in order to host their respective games and in doing so the effects these plans had on the demographic structure of the local populations. Lessons learned are then made into recommendations for London 2012 where already communities are being displaced and the social structure is in danger of changing, with the promised ‘regeneration’ of East London (ODA, 2005) therefore never materialising

Chasing the honey bee: enhancing leadership for sustainability

This paper explores the ways in which different conceptions of leadership can contribute to the sustainability of economic productivity, social equity and, of course, the natural systems and resources upon which all social and economic development depend. It begins by briefly defining leadership and outlining the major approaches to leadership studies in terms of trait and social theories of leadership. In particular, the paper argues that transformational leadership and what Western (2013) calls “eco-leadership” are most consistent with the systemic, ethical and learning dimensions of sustainability. This involves contrasting what Avery and Bergsteiner (2011, 2013) call the “honey bee” and the “locust” approaches to leadership. With these authors, the chapter argues that the “honey bee” approach of critical, transformational leadership is most consistent with sustainability. The paper concludes with an example of how capacities for “honey bee” leadership and eco-leadership can be developed and enhanced through a university programme

What is it like to be funny? The spontaneous humor producer’s subjective experience

The purpose of this study is to explore the experience of the individual who spontaneously produces humor during conversation. Although a broad humor literature exists, very little research addresses the experience of the spontaneous humor producer. This study represents an early step toward filling this gap in the literature. I gathered data by videotaping organizational meetings and conducting subsequent Interpersonal Process Recall (IPR) interviews with individuals who produced humor during the course of the meetings. I analyzed data from the IPR interviews using an emergent thematic analysis. Most humor producers in this sample were consciously aware of specific external cues, thoughts, and feelings when they produced humor. Sometimes, participants were aware of what they hoped to accomplish by interjecting humor and, at other times, they recalled their intentions only upon reflection. Producers’ tacit assumptions, or underlying beliefs about humor and/or about themselves, as well as certain aspects of the context affected their humor production as well. The study also uncovered three themes about the experience of humor production. First, humor producers were fully engaged in the dynamics of the current interaction when they contributed humor. Second, many humor producers reported having a sense of other group members’ internal experiences. Third, participants’ roles within the group often led to different experiences of humor production. Leaders tended to initiate humor in hopes of influencing others and/or creating change. Team members who did not hold formal positions of leadership were especially tuned into their managers’ actions, thoughts, and feelings. This study adds meaningfully to the humor literature, especially to research on humor functions, tacit knowledge, humor and social sensitivity, and humor and hierarchical relationships. The results of this study also have important implications for leadership. In addition, I propose a connection between this study’s findings and research on improvisation. The electronic version of this dissertation is accessible at the OhioLINK ETD Center, https://etd.ohiolink.edu

Do organisms have an ontological status?

The category of ‘organism’ has an ambiguous status: is it scientific or is it philosophical? Or, if one looks at it from within the relatively recent field or sub-field of philosophy of biology, is it a central, or at least legitimate category therein, or should it be dispensed with? In any case, it has long served as a kind of scientific “bolstering” for a philosophical train of argument which seeks to refute the “mechanistic” or “reductionist” trend, which has been perceived as dominant since the 17th century, whether in the case of Stahlian animism, Leibnizian monadology, the neo-vitalism of Hans Driesch, or, lastly, of the “phenomenology of organic life” in the 20th century, with authors such as Kurt Goldstein, Maurice Merleau-Ponty, and Georges Canguilhem. In this paper I try to reconstruct some of the main interpretive ‘stages’ or ‘layers’ of the concept of organism in order to critically evaluate it. How might ‘organism’ be a useful concept if one rules out the excesses of ‘organismic’ biology and metaphysics? Varieties of instrumentalism and what I call the ‘projective’ concept of organism are appealing, but perhaps ultimately unsatisfying