Business strategy and the environment Tesco Plc's declining financial performance and underlying issues

The case presents a teaching tool which requires students to: 1) analyze the financial performance of Tesco Plc over the last four years; 2) compare Tesco’s market position with key competitors; 3) identify and evaluate Tesco’s business strategy; 4) evaluate the causes of Tesco’s decline in performance; 5) develop recommendations to address declining performance; 6) identify and evaluate the Human Resource strategic role in addressing and supporting performance. The case is suitable for a business strategy or human resource strategy class. The case is appropriate for use at the undergraduate or masters level. Students should have some familiarity with business and human resource management strategy before being assigned to the case. Students might be assigned to work individually or in teams on the project. Individuals or groups may be required to present their research to the class for discussion and comment. Six to ten hours outside of class should be required to complete the case study exercise. Classroom discussion should be between two to three hours

Missing the \u27B\u27 in LGBTQ+

With the emergence of the awareness of the LGBTQ+ community, there has been more research done with individuals who identify as such. However, an analysis of articles claiming to utilize and/or involve LGBTQ+ individuals has shown that a vast majority of this research lacks the objective inclusion of individuals deriving from populations specific to each orientation, especially bisexuality. This review focuses on the exclusion of bisexual individuals within scientific articles claiming to involve LGBTQ+ populations. Specifically, although some statistical results are shown for gay and lesbian populations, experimental data derived from individuals who identify as bisexual are either not specified as such, or these data are relegated to being lumped in with gay or lesbian subgroups, or with the LGBTQ+ population at large. An examination of the antecedents of this and some possible means for addressing it are discussed

Talent management and developing leadership talent

An important aspect of talent management in the contemporary organization is the investment and development of leaders including leadership development. Developing leadership talent is viewed as a key lever in delivering competitive advantage in business today. Leadership can be viewed from multiple perspectives: as a personality with special traits or characteristics; an act or behavior shown by the leader; the capability, knowledge, and skills demonstrated by the leader; the process used by the leader to bring groups together; or transformative change and the power relationship that exists between leaders and followers. In essence, developing leadership talent is a multi-layered process, ideally involving a blended learning approach that incorporates formal, informal, and experiential learning. The development of the leader as an individual focuses on building and enhancing the individual's capability to undertake the role of a leader. A key aspect of leader development is that “it is ultimately about facilitating an identity transition” to create new leadership options

Missing the \u27B\u27 in LGBTQ+

With the emergence of the awareness of the LGBTQ+ community, there has been more research done with individuals who identify as such. However, an analysis of articles claiming to utilize and/or involve LGBTQ+ individuals has shown that a vast majority of this research lacks the objective inclusion of individuals deriving from populations specific to each orientation, especially bisexuality. This review focuses on the exclusion of bisexual individuals within scientific articles claiming to involve LGBTQ+ populations. Specifically, although some statistical results are shown for gay and lesbian populations, experimental data derived from individuals who identify as bisexual are either not specified as such, or these data are relegated to being lumped in with gay or lesbian subgroups, or with the LGBTQ+ population at large. An examination of the antecedents of this and some possible means for addressing it are discussed

Evidence on education to career transitions in the financial and accountancy sector

The aim of this pilot project was three-fold: 1) create a learning intervention with the aim of developing priority employability skills for first year undergraduate students as determined within the financial services and accountancy sector; 2) explore the participants’ experience of the programme content; 3) identify recommendations for future schemes. The United Kingdom (UK) Financial and Legal Skills Partnership (FLSP) developed a platform to provide mentoring and skills development across financial services and accountancy. Known as “Get In Get On” (GIGO), the FLSP’S virtual work experience comprises two discreet though interdependent features: 1) skills and knowledge development; 2) e-career mentoring. Between February 2014 and April 2014, twenty eight mentees and mentors (from Middlesex University and supportive organisations/individuals) participated in the scheme. The pilot evaluation suggests that there is reciprocal learning for students and professional mentors within the context of the accounting and finance profession. Students have benefitted from a heighted awareness of the career opportunities available in the sector and how their studies may assist them in developing their key employability attributes. Feedback suggests that the scheme has greatest benefit for students entering higher education, with a view to preparing them for future employment

Action learning in higher education: reflections on facilitating AL in leadership development programmes

This account of practice offers reflections and insights on facilitating Action Learning (AL) in Leadership Programmes within the Higher Education context. The account shares our reflections and key observations as practitioner academics, facilitating AL Sets within three higher education leadership programmes. We draw on our knowledge and expertise as facilitators of learning and development in the AL and leadership space. Our reflections have highlighted two key themes in our facilitation experience. First, autonomy of learning and the significance of AL participants’ voice. Second, creating a shift from task-focus to people-focus through use of metaphor and visualisation as a means of enquiry. This account will be of relevance to practitioner and academics engaged in leadership development and those involved in the facilitation of AL who may consider adopting AL as a part of a managerial leadership programme

Green human resource management: a comparative qualitative case study of a United States multinational corporation

This article explores the ways in which a multinational company (MNC) approaches Green Human Resource Management (HRM) in its British, German and Swedish subsidiaries. The authors analyze the similarities and differences in Green HRM approaches in these three European subsidiaries of a US restaurant chain. This enables the comparison of Green HRM practises and behaviors, and considers the factors that influence the subsidiaries in this particular domain. Therefore, this research addresses the current lack of international comparative research in the field of Green HRM. The methodological approach is multi-case study with 50 participants, using semi-structured interviews and focus groups. The results show evidence of pro-active environmental management, reflected through a range of operational and people-centred initiatives across the three European countries. Although there is an overarching commitment to environmental sustainability, the positioning and alignment of the environment and HR function differ amongst the subsidiaries, as does the way in which the subsidiaries choose to engage the workforce in environmental sustainability. The study identified a number of factors which explain the differences in approach including, amongst others, strategic and performance drivers and cultural dimensions, such as relationships with key stakeholders

Telemetry Data Collection from Oscar Satellite

This paper discusses the design, configuration, and operation of a satellite station built for the Center for Space Telemetering and Telecommunications Laboratory in the Klipsch School of Electrical and Computer Engineering Engineering at New Mexico State University (NMSU). This satellite station consists of a computer-controlled antenna tracking system, 2m/70cm transceiver, satellite tracking software, and a demodulator. The satellite station receives satellite,telemetry, allows for voice communications, and will be used in future classes. Currently this satellite station is receiving telemetry from an amateur radio satellite, UoSAT-OSCAR-11. Amateur radio satellites are referred to as Orbiting Satellites Carrying Amateur Radio (OSCAR) satellites as discussed in the next section