'Professional partner' or 'management's bitch'?: a discourse analytic study of the identity construction of HR practioners in English local government

Drawing on the transcripts of 47 semi-structured interviews with HR practitioners in local government in the English Midlands, this thesis explores what Beech (2008) calls the ‘route to meaning construction of the self’ of HR practitioners as they navigate discourses of HRM and public sector reform in the pursuit of ‘professional’ identity and organizational legitimacy. Through the use of discourse analysis, the study makes three key contributions: firstly, it challenges the dichotomous characterisation of a ‘modernising’ public sector and identifies a discursive pragmatism, whereby public sector employees craft a workable identity reconciling ‘old’ public sector talk with a tempered public sector ‘reform’ discourse to forge ‘third way’ discourses. Secondly, it challenges the notion of ‘strategic’ legitimacy as the only means by which a plausible organizational identity might be constructed for the HR function, with the denigrated ‘administrative’ HR role rewritten as a problem solving and pragmatic orientation. Finally, it concludes that HR legitimacy will remain elusive whilst HR’s identity, particularly in relation to line management, is constructed through gendered and sexualised discourses. The title of the thesis, drawing on the words of interviewees, represents alternative conceptions of the HR function: legitimated through recourse to ‘professionalism’ and partnership talk, or managerial cipher, in thrall to public sector managerialization, particularly through the construction of HR’s role and identity in gendered and sexualised terms

'Professional partner' or 'management's bitch'?: a discourse analytic study of the identity construction of HR practioners in English local government

Drawing on the transcripts of 47 semi-structured interviews with HR practitioners in local government in the English Midlands, this thesis explores what Beech (2008) calls the ‘route to meaning construction of the self’ of HR practitioners as they navigate discourses of HRM and public sector reform in the pursuit of ‘professional’ identity and organizational legitimacy. Through the use of discourse analysis, the study makes three key contributions: firstly, it challenges the dichotomous characterisation of a ‘modernising’ public sector and identifies a discursive pragmatism, whereby public sector employees craft a workable identity reconciling ‘old’ public sector talk with a tempered public sector ‘reform’ discourse to forge ‘third way’ discourses. Secondly, it challenges the notion of ‘strategic’ legitimacy as the only means by which a plausible organizational identity might be constructed for the HR function, with the denigrated ‘administrative’ HR role rewritten as a problem solving and pragmatic orientation. Finally, it concludes that HR legitimacy will remain elusive whilst HR’s identity, particularly in relation to line management, is constructed through gendered and sexualised discourses. The title of the thesis, drawing on the words of interviewees, represents alternative conceptions of the HR function: legitimated through recourse to ‘professionalism’ and partnership talk, or managerial cipher, in thrall to public sector managerialization, particularly through the construction of HR’s role and identity in gendered and sexualised terms

A risky business: a study of retention

The purpose of the study was to describe and evaluate the effectiveness of an intervention program of remediation and academic mentoring on the academic success of students failing grade seven who were placed in grade eight. The study was conducted in the Clearview Regional Middle School during the summer preceding and including the 1998-99 academic year. Data was gathered from test scores, mid-marking period progress reports, marking period grade reports, summer session teacher reports and interviews, and weekly and monthly classroom teacher reports. Information was also provided through parent, teacher, and student questionnaires. The data was analyzed using percentiles to determine the effectiveness of the program. Progress reports and marking period grade reports supported by weekly and monthly reports were analyzed to determine the extent of academic success both in points and percentiles of increase/decrease. At the conclusion of the study the academic success of most of the students was evident. With few exceptions, students increased grade averages over their grade seven final averages. Parents, teachers, and students affirmed the success of the program though some changes were implicated

Threshold Values for Marine Litter: General discussion paper on defining threshold values for marine litter

The revised Commission Decision (EU) 2017/848 requires EU Member States to establish threshold values (TVs) for criteria of Descriptor 10 on marine litter. TVs which are now mandatory through the new provisions, are intended to contribute to MS determination of a set of characteristics for GES and enable their assessment of the extent to which GES is being achieved. The MSFD Technical Group on Marine Litter (TG-ML) has been mandated, through the MSFD 2016-2019 work program of the Common Implementation Strategy, to develop approaches for setting of TVs and to work towards agreed TVs. This documents sets out the scope of setting TVs for marine litter criteria, explores on general concepts of threshold setting and how those concepts can be translated to address the various hazardous effects of marine litter and evaluates potential options for setting TVs and which of them might be suitable to be applied to marine litter. While thresholds for ML criteria may follow the same basic concepts, they may each require specific approaches and need to be discussed separately. Therefore basic thoughts and questions are raised in order to be further discussed when working on the actual definition of TVs for litter in the different marine compartments and for marine litter impacts. Finally concluding recommendations for marine litter threshold setting are proposed.JRC.D.2-Water and Marine Resource

Marine Litter : Technical Recommendations for the Implementation of MSFD Requirements

As a follow up to the Commission Decision on criteria and methodological standards on good environmental status (GES) of marine waters (Commission Decision 2010/477/EU), the Marine Directors requested Directorate General Environment in 2010 to establish a technical subgroup under the Working Group on GES in relation to the Marine Strategy Framework Directive 2008/56/EC (WG GES) for further development of Descriptor 10 Marine Litter and Descriptor 11 Noise/Energy. This report compiles the recommendations regarding Descriptor 10, Marine Litter. The implementation of provisons under MSFD Descriptor 10 as described in the Commission Decision 2010/477/EU is in its first step depending on the availability of appropriate monitoring tools.The group has investigated the monitoring approaches for marine litter and provides a set of monitoring tools which can be employed for that purpose.There are gaps in the regional applicability and differences in the maturity of some tools. There is need for further harmonization and collaborative activities in order to allow EU MS the future reporting of environmental trends and thus the verification of measures against marine litter.JRC.H.5-Rural, water and ecosystem resource

Guidance on Monitoring of Marine Litter in European Seas

This publication is a Reference Report by the Joint Research Centre of the European Commission.The MSFD Technical Subgroup on Marine Litter was tasked to deliver guidance so that European Member States could initiate programmes for monitoring of Descriptor 10 of the MSFD. The present document provides the recommendations and information needed to commence the monitoring required for marine litter, including methodological protocols and categories of items to be used for the assessment of litter on the Beach, Water Column, Seafloor and Biota, including a special section on Microparticles

Disconnected human resource? Proximity and the (mis)management of workplace conflict

The development of more remote sources of advice has been a notable feature of the contemporary human resource (HR) function. However, the consequences for the management of workplace conflict are largely ignored within the academic literature. This study draws on data from two qualitative studies, which examine the experiences of HR practitioners (HRPs), line managers and trade union representatives in handling and resolving conflict. It explores how different dimensions of organisational proximity shape the relationships between HRPs and other key stakeholders, and the impact of this on conflict management. The findings suggest that formal, risk averse approaches to conflict are not simply a result of geographical distance. Instead, functional specialisation has not only eroded cognitive and social proximity between HRPs, line managers and employee representatives but also within the HR function itself. This has triggered the reinforcement of bureaucratic control and embedded responses that emphasise compliance rather than resolution

Guidelines for the use and interpretation of assays for monitoring autophagy (4th edition)1.

In 2008, we published the first set of guidelines for standardizing research in autophagy. Since then, this topic has received increasing attention, and many scientists have entered the field. Our knowledge base and relevant new technologies have also been expanding. Thus, it is important to formulate on a regular basis updated guidelines for monitoring autophagy in different organisms. Despite numerous reviews, there continues to be confusion regarding acceptable methods to evaluate autophagy, especially in multicellular eukaryotes. Here, we present a set of guidelines for investigators to select and interpret methods to examine autophagy and related processes, and for reviewers to provide realistic and reasonable critiques of reports that are focused on these processes. These guidelines are not meant to be a dogmatic set of rules, because the appropriateness of any assay largely depends on the question being asked and the system being used. Moreover, no individual assay is perfect for every situation, calling for the use of multiple techniques to properly monitor autophagy in each experimental setting. Finally, several core components of the autophagy machinery have been implicated in distinct autophagic processes (canonical and noncanonical autophagy), implying that genetic approaches to block autophagy should rely on targeting two or more autophagy-related genes that ideally participate in distinct steps of the pathway. Along similar lines, because multiple proteins involved in autophagy also regulate other cellular pathways including apoptosis, not all of them can be used as a specific marker for bona fide autophagic responses. Here, we critically discuss current methods of assessing autophagy and the information they can, or cannot, provide. Our ultimate goal is to encourage intellectual and technical innovation in the field

'Professional partner' or 'management's bitch'? : a discourse analytic study of the identity construction of HR practioners in English local government

Drawing on the transcripts of 47 semi-structured interviews with HR practitioners in local government in the English Midlands, this thesis explores what Beech (2008) calls the ‘route to meaning construction of the self’ of HR practitioners as they navigate discourses of HRM and public sector reform in the pursuit of ‘professional’ identity and organizational legitimacy. Through the use of discourse analysis, the study makes three key contributions: firstly, it challenges the dichotomous characterisation of a ‘modernising’ public sector and identifies a discursive pragmatism, whereby public sector employees craft a workable identity reconciling ‘old’ public sector talk with a tempered public sector ‘reform’ discourse to forge ‘third way’ discourses. Secondly, it challenges the notion of ‘strategic’ legitimacy as the only means by which a plausible organizational identity might be constructed for the HR function, with the denigrated ‘administrative’ HR role rewritten as a problem solving and pragmatic orientation. Finally, it concludes that HR legitimacy will remain elusive whilst HR’s identity, particularly in relation to line management, is constructed through gendered and sexualised discourses. The title of the thesis, drawing on the words of interviewees, represents alternative conceptions of the HR function: legitimated through recourse to ‘professionalism’ and partnership talk, or managerial cipher, in thrall to public sector managerialization, particularly through the construction of HR’s role and identity in gendered and sexualised terms.EThOS - Electronic Theses Online ServiceGBUnited Kingdo