The owner-manager’s role as a facilitator of informal learning in small businesses

Few studies have examined the owner-manager as a facilitator of learning in small businesses. Furthermore, these studies are typically not framed by distinctive characteristics of small businesses. These limitations of the literature stimulated us to ask: How do the situational opportunities and constraints that emanate from the distinctive characteristics of small businesses affect the small business owner-manager’s role as a facilitator of learning? To address this question, we first conducted a narrative review of existing research on the owner-manager as facilitator of learning in small businesses (10–49 employees). Four themes emerged from our analysis of research findings, including a theme that owner-managers are seldom directly involved in facilitating employees’ learning. Next, we conducted an integrative review of literatures that discuss (a) indirect approaches managers can adopt to facilitate learning; and (b) small business characteristics. We focussed on four high-impact indirect approaches owner-managers can use and examined how employment of each approach might be enabled or constrained by distinctive characteristics of small businesses. The integrative review generated ten research propositions. We also synthesized a conceptual framework that illustrates the main variables to be studied and presumed relationships among them. Based on our analysis of literature, implications for policy and practice are proposed

Understanding factors that enable and inhibit assessment of outcomes of competence development

© The Author(s) 2020. Employee participation in formal and informal learning is essential for the economic viability and competitive advantage of organizations. Therefore, assessing outcomes of competence development activities is important. However, this domain of human resources (HR) practice is often neglected because of factors that are not well understood. Accordingly, this article addresses the question: What factors enable and inhibit HR professionals in assessing outcomes of competence development activities and initiatives? To answer this question, we conducted a review of articles that examine assessment of outcomes of competence development activities. The primary purpose of the review was to identify and categorize enabling and inhibiting factors so that the factors can be better understood by researchers and HR professionals. We also call upon voices from the field, using quotations from HR professionals to illustrate enabling and inhibiting factors. Analysis and synthesis of the literature informed the development of propositions to guide future research

Towards a quality management competence framework: exploring needed competencies in quality management

Few empirical studies have focused on what quality management practitioners actually do, with even fewer studies focusing on what it actually takes to do quality management work, i.e. the competencies of quality management. The purpose of this paper is to introduce a competence-based terminology for describing general competencies of quality management work in organisations and to create a competence framework in order to understand what is needed to be a quality management practitioner. This paper is based on an embedded, qualitative multiple-case study design incorporating four Swedish large size organisations where designated quality management practitioners (n = 33) were selected and interviewed. A quality management competence framework incorporating four main quality management competence dimensions is presented: the human, the methods & process, the conceptual and the contextual competence dimensions. Four generic quality management role responsibilities are also posited: centralised & strategic, centralised & operational, local & strategic and local & operational role responsibilities. The competencies and role responsibilities are discussed in relation to the notion of emergent quality management and the emerging need of more integrative and business excellence-oriented quality management

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Abstract: The article shows that human resource management (HRM) and human resource development (HRD) activities play a potentially important role in facilitating innovation in organisations. Based on previous research, a conceptual model is presented that displays how an organisation's human resource (HR) function can facilitate innovation by securing and developing the HR supply chain to ensure the healthy and continuous flow of personnel and competence into, within, and out of the organisation (i.e., by securing the appropriate competences for the job and the organisation, by developing and retaining existing competences, and by transferring competences from employees who are leaving to those who remain in the organisation). This article argues that HR practitioners can set the stage for innovations by actively and strategically implementing HR activities that support the creation of an expansive learning environment in which both adaptive and developmental learning can occur

Att bo på Rådhusberget. Framtida potential ur befintliga hyresgästers perspektiv

Strömstad is a small city located on the Swedish west coast. Urbanization and development is a current issue for the municipally, as for many other in the current situation. The municipal housing company Strömstadsbyggen is one of the parties involved in the extensive development that must be implemented to meet the changes and developments which the issue holds. One area that is of interest in the discussion is Rådhusberget - this due to the existing infrastructure and unique qualities that the area holds. In order to achieve the best solutions possible for the area, Strömstadsbyggen wishes to listen to what the existing tenants at Rådhusberget thinks and feels regarding the area and its future potential. This thesis has therefore been carried out in collaboration with Strömstadsbyggen and has been aimed at identifying the current tenants' thoughts and opinions in the existing area of development and infill potential. The aim of this work was also to investigate how the tenants value their home and local environment in its current state, and what their wishes are for the possible future development of Rådhusberget. To achieve analyzable results concerning how the tenants perceive these aspects, an extensive survey have been carried out which were sent out to all tenants in the area. Additional interviews with residents and staff at Strömstadsbyggen has also been performed. The results obtained through the survey and interviews lay as foundation for the discussion and conclusions presented in this thesis. Furthermore, a set of recommendations and focus areas has been developed which are supported by the results and studied literature. In summation, the survey shows that the respondents generally are content with their current living at Rådhusberget. The result also showed that the respondents prioritize the view from the area highly, as well as the low rent that characterize the area. The majority of the respondents believe that the outdoor environment is one among several important aspects to focus on when it comes to the development of the area, and lastly, eco-friendly accommodation with good opportunities for recycling are desirable amongst the respondents. The final recommendations given to Strömstadsbyggen involve actions for the existing buildings as well as what should be the focus of new, future living. Replacement of existing balconies, improved maintenance and asset management are examples of actions that should be performed on existing buildings. Increase attractiveness and focus on the external environment is included in the recommendations for the future

The household effect on electoral participation:A contextual analysis of voter signatures from a French polling station (1982-2007)

We use electoral participation data coded from signature lists to show that patterns of voter turnout, be they related to average participation, versatility or precise moments of voting, are strongly related to what we call “electorate households”, i.e. groups of voters registered in the same polling station and living together. Each household tends to be homogeneous, at levels much higher than chance would explain, so that modelling individual participation without taking this household effect into account ignores much of what actually happens. The status in the household also plays an important role among individual factors of voter participation. Not only do people who live together often participate together, but the precise shape of their relationships influences their behaviour

Player Discipline in Professional Sports: The Antitrust Issues

Purpose – The purpose of this article is to revisit data from a previous study of leadership in an industrial company that was in the process of implementing a process-oriented, team-based form of organisation. Based on these data, it aims to explore the assumption that process-orientation implies “new” leadership behaviours and relationships with co-workers. More specifically, it aims to focus on analysing how the managers and co-workers understood and practised the ideas about leadership for learning and development that were introduced in connection with the new production organisation. The purpose is also to determine what factors constrained and facilitated these leadership practises. Design/methodology/approach – The study was conducted with a large industrial company using case study methodology. The empirical material consists of 35 qualitative interviews with production managers (n=4), first-line managers (n=14), and operators (n=17). Findings – The results indicate that performance-oriented leadership with a focus on facilitating adaptive learning is emphasised more than development-oriented leadership, which facilitates critical reflection and innovative learning. Furthermore, the study suggests that the administrative workload greatly limits the potential for development-oriented leadership. Overall, first-line managers appear to have more in common with system administrators than leaders. Practical implications – This study highlights the need to find a balance between performance and development in organisations. Specifically, there is a need for leaders to create opportunities and support for increased developmental learning at work. It is also necessary to emphasise critical reflection both in connection with daily operations and in the formal education of co-workers and leaders. Originality/value – This study demonstrates the gap between the rhetoric of new leadership and the organisational realities that leaders experience in their daily work. At the same time, the study points to the dual nature of leadership for learning and the constraints on its realisations in practise