Gender, age and the MBA: An analysis of extrinsic and intrinsic career benefits

Against the background of an earlier UK study, this paper presents the findings of a Canadian based survey of career benefits from the MBA. Results indicate firstly that gender and age interact to influence perceptions of career outcomes (young men gain most in terms of extrinsic benefits of career change and pay), and secondly that both men and women gain intrinsic benefits from the MBA. However, intrinsic benefits vary by gender: men in the study were more likely to say they gained confidence from having a fuller skill set while women were more likely to say they gained confidence from feelings of self worth; men emphasised how they had learned to give up control while women argued that they had gained a ‘voice’ in the organization. The role of the MBA in career self- management and the acquisition of key skills are examined as well as the implications for the design of programmes in meeting the varied need of men and women in different age groups

Institute of Management Accountant Scholarships

Jared Fry and Aubree Matheson both received $2,500 IMA scholarships for the 2018-19 academic year.https://digitalcommons.usu.edu/huntsman_news/1380/thumbnail.jp

Vanessa Druskat, Associate Professor of Organizational Behavior and Management, travels to India

The recipient of a $1,500 CIE Faculty International Engagement Award, Professor Vanessa Druskat, Department of Management, traveled this summer to the PGM Institute of Management in Coimbatore, India to attend an international conference on human resource management in the global economy and an adjoining faculty development program on the globalization of work and its impact on human resources

The Australian Institute of Management Business report awards and their influence on corporate reporting in Australia

In 1950, the Australian Institute of Management introduced an Annual Report Award, which was designed to improve the form and presentation of annual reports. The purpose of this paper is to investigate the impact the award scheme had on annual report design and presentation and the financial practices of Australian companies.Annual Reports; design; presentations; accounting practices

Discrimination in an elite labour market? Job placements at the Indian Institute of Management, Ahmedabad

Using data on the IIM-Ahmedabad's 2006 batch of MBA graduates, we find that SC/ST (Scheduled Caste or Scheduled Tribe) graduates get significantly lower wages (between 19 and 35 percent depending on the exchange rate used to convert foreign currencies) than those in the general category. This difference disappears once the lower GPAs (Grade Point Averages) of SC/ST candidates are accounted for, suggesting that the large wage difference is due to the weaker (on average) academic performance of SC/ST candidates. Controlling for work experience and GPA, there is no wage penalty to being female. Moreover, unlike the case in US and British labour markets, there is only weak evidence of wage premium to being more attractive, where attractiveness was measured in the standard manner by anonymous ratings of passport-type photographs by twenty raters. The study suggests that in the absence of any serious attempt to equalise school-level opportunities, the current policy of reservations at elite educational institutions will be insufficient to equalise career outcomes even for the minority of SC/ST candidates that can benefit from them.

Reasonable Accommodation Under the ADA

This brochure is one of a series on human resources practices and workplace accommodations for persons with disabilities edited by Susanne M. Bruyère, Ph.D., CRC, Director, Employment and Disability Institute, Cornell University ILR School. The original brochure was written by Barbara A. Lee, Associate Professor, Institute of Management and Labor Relations, Rutgers University, New Brunswick, New Jersey. It was updated by Sheila D. Duston, an attorney/ mediator practicing in the Washington, D.C. metropolitan area, in May 2001 and updated in 2010 by Beth Reiter, an independent legal consultant, Ithaca, NY, with assistance from Sara Furguson, a Cornell University Employment and Disability Institute ILR stu-dent research assistant