Authentic Assessment in the Curriculum: Employability & Contemporary Issues within Higher Education Business Schools

Employability is a key component within the curriculum of UK Higher Education Institutions (HEIs) with the recently introduced Teaching Excellence Framework (TEF) reforms focusing on employability as well as government benchmarking with an emphasis on graduate salary outcomes and value for money. This can potentially have major implications for university business schools as they will face competitive challenges from peer universities and by employers recruiting school and college leavers. Greater use of authentic assessment using reports, business plans, etc. could address the issue. This study will conduct a literature review of authentic assessment in the context of a millennial workforce and employers that are moving away from degree classification as their primary graduate recruitment filtering criterion

Visual Performance Management: Does it work in Public Service Organisations?

Visual Performance Management (VPM) has been prominent within Lean manufacturing environments for a number of decades, but its use has only recently started to emerge in service organisations. We consider the transition of VPM approaches to service environments and, utilising a case study method with two public service organisations, we explore four aspects of visual performance implementation. We start by exploring the strategic drivers for VPM adoption, the transparency of VPM, the performance management approach used, and changes in organisational effectiveness resulting from the introduction of VPM. Findings indicate that VPM approaches do work within public service environments, and have a tangible impact on management, but strategic alignment and data integrity are common concerns, and should be considered essential prerequisites

Up on cloud canine: things look paw-sitive with a dog around. The benefit of canine assisted intervention on the mental health of higher education students

The concept of good mental health is one that is lacking in students enrolled in Higher Education (HE). Experiencing mental health issues is common for many students and as a result of this they struggle during their time in academia. This thesis presents three studies that investigate the benefits of Canine Assisted Intervention (CAI) on the mental health of HE students. Study 1 demonstrates a 10 minute CAI session reduces anxiety and stress levels in a CAI group in comparison to a control group. Study 2 extends this by showing a reduction in depression alongside anxiety and stress and identified no difference in the impact of CAI on a 2 minute, a 5 minute or a 10 minute session when compared to a control group. Study 2 also demonstrated that the form of interaction between canine and human had no impact on CAI, and that a negative correlation was observed between the cuteness of the canine and anxiety levels, and the cuddliness of the canine and stress levels. Finally, study 3 explored, and found no impact of social interaction on the effectiveness of CAI. Instead, it was the simple act of interacting with a canine that was the contributing factor in reducing anxiety, stress, and depression levels, and in increasing general well-being. In addition, attachment style had no impact on the effects of CAI when taking part in a trio, however when interacting with a canine alone, having a proximity seeking style predicted post-depression levels. Study 3 also demonstrated that when experiencing CAI in pairs, an insecure attachment style predicted post cheerfulness and feeling loved, and both insecure and proximity seeking styles predicted post confidence and relaxation. The findings are important as they demonstrate that the length of CAI (2,5,10 minutes), the level of interaction between canine and human, and social environment have no impact on the effectiveness of CAI. Rather it is simply interacting with a canine that is key to reducing anxiety, stress, and depression levels and in increasing well-being. These results contribute toward CAI being an inexpensive and economical approach for universities hoping to address the mental health issues experienced by students during their time in HE

The Evolving Role of Information Specialists as Change Agents in Performance Management: A Cross Disciplinary Study

This paper aims to explore the changing role of the Information Specialist (ISp) in the implementation of business performance improvement through business process re-engineering (BPR) initiatives. The paper will begin by examining the evolution of BPR and then discuss the changing role of the ISp. Technology enabled Performance Management (PM) and its strategic implications are found to be key to measuring the effectiveness of BPR and the role of the ISp is a vital part of this. Through a literature review and case based empirical evidence a conceptual framework is developed to appraise the role of the ISp

It's Time to End Single-Family Zoning

Local planning in the United States is unique in the amount of land it reserves for detached single-family homes. This privileging of single-family homes, normally called R1 zoning, exacerbates inequality and undermines efficiency. R1’s origins are unpleasant: Stained by explicitly classist and implicitly racist motivations, R1 today continues to promote exclusion. It makes it harder for people to access high-opportunity places, and in expensive regions it contributes to shortages of housing, thereby benefiting homeowners at the expense of renters and forcing many housing consumers to spend more on housing. Stacked against these drawbacks, moreover, are a series of only weak arguments in R1’s favor about preferences, aesthetics, and a single-family way of life. We demonstrate that these pro-R1 concerns are either specious, or can be addressed in ways less socially harmful than R1. Given the strong arguments against R1 and the weak arguments for it, we contend planners should work to abolish R1 single-family zoning

Perceptions de justice et implication : Les salariés contingents et permanents seraient-ils différents les uns des autres ?

Cette recherche vise à aider à la compréhension de l’implication organisationnelle des salariés contingents grâce au cadre de la justice organisationnelle. Elle repose sur une étude empirique par questionnaire réalisée auprès de 183 salariés permanents et 71 contingents, embauchés pour une durée déterminée. Nos résultats démontrent le pouvoir explicatif des perceptions de justice sur l’implication. Ils soulignent la sensibilité des salariés contingents à la façon dont ils sont traités dans l’organisation et montrent que les entreprises n’ont pas intérêt à considérer les salariés contingents comme une main-d’oeuvre périphérique, peu encline à s’engager dans l’organisation. Sur la base des analyses effectuées, l’article propose une réflexion sur les effets du statut d’emploi et en tire des implications managériales.The traditional work relationship performed on a full-time basis with a single employer is tending to lose its hegemony. Polivka and Nardone (1989) defined these new work arrangements as contingent in opposition to permanent work positions. According to these researchers, contingent work includes “any job in which an individual does not have an explicit or implicit contract for long-term employment and one in which the minimum hours can vary in a non-systematic way” (1989: 11). Traditionally, contingent work includes part-time work, temporary work, “in-house” temporary arrangements and independent work. Today, these forms of employment represent a significant and growing proportion of the workforce in western countries.This research is dedicated to “in-house” temporary workers in the French context. Indeed, little research has dealt with this subject (Connely and Gallagher, 2004). The behaviours of this type of workers are quite unknown. Moreover, Conway and Briner (2002) point out that research which focuses on contingent work does not often use an explicit theoretical framework which may be helpful in understanding the organizational behaviours of contingent workers. In line with their recommendations, this study aims to identify the role of organizational justice on contingent workers’ organizational commitment and to show if established relationships are similar according to employment status (i.e., contingent or permanent).On the one hand, organizational justice perceptions have significant effects on several attitudes and behaviours (Colquitt, 2001) but this effect has rarely been tested on contingent workers. On the other hand, the employment status is likely to have an influence upon the relationships between organizational justice and organizational attitudes and behaviours. Moreover, according to the fairness heuristic theory (Lind, 2001) which describes the shaping of justice judgments and their use, it seems that a fixed-term relationship with the organization may lead contingent workers to focus primarily on the interactional aspects of their organizational treatment.This research is based on an empirical study carried out with a sample of 181 permanent employees and 71 contingent employees in French private clinics. The moderator effect of work status was tested with hierarchical regression analysis. The results partially support the predictions. However, they show the significant effects of justice perceptions on commitment, in the case of permanent workers, as had been already demonstrated in previous research, but also in the case of contingent workers, which has been less shown, especially for “in-house” temporary workers and in the French context. Nevertheless, the results show a moderator effect for work status on the relationship between informational justice and commitment.Several observations are drawn from these results. First of all, the results demonstrate that contingent workers are sensitive to the treatment they experience within their organization and that it influences their commitment as well as is the case for permanent workers. Therefore, organizational commitment of the permanent and contingent workers is significantly and positively influenced by their distributive, procedural and interactional justice perceptions. Secondly, the effects of informational justice are different according to job status. Indeed, the effect of informational justice is weaker in the case of contingent workers than in the case of permanent workers.These results present theoretical and practical interest. Firstly, they support and extend the predictive power of organizational justice upon commitment, mainly established in the context of traditional work. Thus, the organizational justice framework seems to be useful for the analysis of a non standard employment relationship. Moreover, this kind of employment arrangement may not be seen as an economic one as long as contingent workers seem to value the social aspects of their relationships with their organization. Secondly, our results show that according to the type of employment relation, the effects of justice perceptions may be different, even if this difference is marginal. For this reason, organizations could have an interest in implementing differentiated management of their workforce according to work status. We believe that the nature of the detected moderator effect does not decrease the importance of informational justice perceptions. It rather underlines the inappropriateness of the information given to contingent workers. Trombetta and Rogers (1998) have put the emphasis on this information and its appropriateness upon the organizational commitment of nurses and nursing auxiliaries. Thus, it seems of great importance to make sure that the explanations and information delivered to contingent workers are accurate and relevant. We also believe that our results reinforce the role of the direct supervisor. Because the direct supervisor is in charge of the integration of contingent workers within the service or the team, these supervisors have a key role. It could be necessary to make them aware of this. Therefore, the organizations which use contingent work arrangements should implement a specific human resource management approach in order to reap the benefits of quantitative work flexibility.Esta investigación pretende ayudar a la comprensión de la implicación organizacional de los asalariados eventuales gracias al enfoque de la justicia organizacional. Se basa en un estudio empírico por cuestionario realizado con 183 asalariados permanentes y 71 eventuales, contratados por un tiempo determinado. Nuestros resultados demuestran el poder explicativo de las percepciones de justicia sobre la implicación. Sobresale la sensibilidad de los asalariados eventuales respecto a la manera como son tratados en la organización y se muestra que las empresas no tienen interés en considerar los asalariados eventuales como mano de obra periférica, no muy favorable a comprometerse con la organización. Sobre la base de los análisis efectuados, el artículo propone una reflexión sobre los efectos del estatuto de empleo y deduce las implicaciones para la gestión