7 Keys to Finding Balance in Complex Times

a post by John C. Panepinto for the World of Psychology blog



We live in a complex, fast-paced, and ever-changing time, and one aspect of daily life that seems elusive is a sense of balance. Often when people talk of happiness, they are really speaking of the by-product of living in a balanced and meaningful way. Yet many forces, some internal and others external, push and pull in the moment or over the course of the day or week, enough so that we find ourselves off centre. Too much time spent in this mode wears us out and invites a feeling of being out of sync and trying to catch up or catch our breath.

Complexity challenges us to change for an important reason: simplicity. The process is one of transformation (not just addition) and we become more able and complex individuals, better able to integrate into the ongoing demands of each of our roles. Less really is more. But only if we find the power and perspective afforded by a sense of balance.

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From evidence to action: Applying gender mainstreaming to pay gaps in the Welsh public sector

an article by Alison Parken and Rachel Ashworth (Cardiff University, UK) published in Gender, Work & Organization Volume 26 Issue 5 (June 2019)

Abstract

Progress on reducing gender disparities remains painfully slow, despite efforts to identify the determinants of gender pay gaps and specify size and shape.

Recent studies highlight the need for a more nuanced account of the way that public policy shapes organizational responses and insights into the types of organizational practices that diminish pay disparities.

In response, this research reports on an action research intervention in three large Welsh public organizations, subject to a unique statutory equality duty. Data demonstrate how an evidence‐based gender mainstreaming approach facilitated the development of a ‘no blame’ strategy, which legitimized organizational proactivity through collaborative and empowering change management processes.

The research contributes to the study of gender pay gaps by demonstrating that gender mainstreaming, with facilitative local conditions and supportive public policy, shapes action on gender segregation, with particular success in women's low‐paid employment.

Conclusions highlight theoretical and policy implications arising from the research.

Full text (PDF 20pp)

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Thinking Is Hard Work, Don't Let Someone Else Do It for You

a post by Linda Sapadin for the World of Psychology blog



Do you know a smart person who rigidly holds on to an irrational belief system? It could be something they “have” to do for no good reason. Or, it could be feeling angry with other people whom they don’t even know. Or, it could be feeling scared whenever anything changes. If you know someone like that, you know how frustrating it can be to understand how that person’s brain works — even if it’s your own.

Perhaps I can shed some light on it.
From childhood on, we all seek a set of rules which help us navigate the world we live in. It’s time to wake up, get dressed, go to work, come home, have dinner, etc., etc. Once the rules are in place, we don’t have to think all the time. We just follow the rules. Life is calm. Life is certain.

When the rules collapse, however, (i.e., you lose your job) you must think about a whole lot of things. “What do I do now? How should I do it? Whom should I speak to?” So much to figure out!

It’s then that you realize that so much thinking can become tiresome. Hence, you may become openly rebellious, “I’m not taking this crap anymore.” Or you may silently rebel, “Too much change! I want my old life back!”

You want to solve your problem. You want predictability. You want relief from the chaos swirling around in your head. You crave a new set of rules to help you manage your world without a constant need to evaluate, analyze, deliberate, study, and enmesh yourself in all this tiring thinking.

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Do ethical leaders exist? A unified theoretical framework to identify and evaluate them

an article by Brian J. Galli (Long Island University, Brookville, New York, USA), Francisco J. Santos Arteaga (Free University of Bolzano, Italy; Universidad Complutense de Madrid, Spain), Debora Di Caprio (York University, Toronto, Canada; Polo Tecnologico IISS G. Galilei, Bolzano, Italy) and Dennis T. Kennedy (La Salle University, Philadelphia, USA) published in International Journal of Management and Decision Making Volume 15 Number 3/4 (2016)

Abstract

The literature has consistently verified the strong relationship existing between ethics and leadership. At the same time, it has also developed several differing views regarding the main attributes determining what constitutes an ethical leader.

Critics of ethical leadership theory emphasise the lack of shared focus amongst existing researchers on the subject. Such a drawback complicates substantially the identification of the main factors required to demonstrate effective ethical leadership.

This paper aims at identifying the main nexus areas arising across the existing body of research so that the main factors constituting the concept of ethical leadership can be identified. Besides identifying the uniform set of guidelines and principles defining ethical leadership, we will discuss whether or not it can be learned while also describing the key capacities required from a leader in order to develop it.

Finally, the main strengths and limitations of ethical leadership theory will be analysed.

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Managing the tensions between maintaining academic standards and the commercial imperative in a UK private sector higher education institution

an article by Graham Simons Pitcher (Nottingham Business School, Nottingham Trent University, UK) published in Journal of Higher Education Policy and Management Volume 35 Issue 4 (August 2013)

Abstract

In a changing landscape of higher education, universities have been moving towards a market-led approach to strategic management. This paper examines the case of a UK private sector education provider that gained degree-awarding powers following changes made in 2004 by the UK Government to the accreditation criteria for recognised degree-awarding bodies.

The management team, driven by the need to be seen as a legitimate organisation within the sector, made changes to the academic infrastructure to align more closely with those of the existing players in the market.

This isomorphic pressure to become similar for reasons of legitimacy created tensions between maintaining academic standards and business objectives.

The management of these tensions resulted in a reconciliation of the dual objectives – not a rationalisation or satisficing, but a realisation in action that the academic and business aims were in fact compatible rather than competing.

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Commitment to Change: Its Role in the Relationship Between Expectation of Change Outcome and Emotional Exhaustion

an article by Jing Ning and Runtian Jing ( University of Electronic Science and Technology of China, Chengdu, China) published in Human Resource Development Quarterly Volume 23 Issue 4 (Winter 2012)

Abstract

Successful implementation of organisational changes greatly depends on committed employees.

It is crucial for managers, leaders, and HRD professionals to understand the antecedents and outcomes of commitment to change.

The purpose of this study is to investigate the relationships among expectation of change outcome at the individual level, commitment to change, and emotional exhaustion.

Four hundred and sixty-three usable surveys were returned from managers and employees from three companies in the Chinese telecom industry that were undergoing large-scale organizational changes. Results of correlation analysis demonstrated that expectation of change outcome was positively correlated with affective and normative commitments to change and negatively correlated with continuance commitment to change.

Affective and normative commitments to change were both negatively correlated with emotional exhaustion, while continuance commitment to change was positively correlated with emotional exhaustion. Structural equation modelling analysis indicated that a full mediation model fitted best to the data. The relationships between the two dimensions of expectation of change outcome and emotional exhaustion were fully mediated by affective and normative commitments to change.

This study offers insights into understanding the complex nature of commitment to change, how to cultivate commitment to change, and how to use commitment to change as an intervention solution to reduce stress.

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Workplace stress in libraries: a case study

an article by Liz Farler (Coleg Sir Gar, Ammanford) and Judith Broady-Preston (Department of Information Studies, Aberystwyth University) published in Aslib Proceedings Volume 64 Issue 3 (2012)

Abstract

Purpose
This paper seeks to analyse the results of a case study conducted in 2008/2009 investigating workplace stress in a further education college library service.
Design/methodology/approach
Results from questionnaires and a series of semi-structured interviews held with library staff are analysed and discussed in the paper.
Findings
Librarians reported that interaction with students can be stressful or enjoyable, depending on context. The need to control noise levels, modify student behaviour and balance the needs of different user groups are cited as stressors. The results also show that the library staff exhibit a degree of humour and self-awareness in their work and employ a range of methods to cope with stress.
Research limitations/implications
Repeating the study more widely amongst a range of differing library services would add credibility to the findings.
Practical implications
This study shows that positive stress may motivate librarians to engage actively with students and thus create job satisfaction. Negative stress may be managed by measures such as zoning and flexible governance.
Originality/value
The study contributes to knowledge and understanding of stress in the library profession by contributing a case study of stress in the college sector.

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Resource sharing in a cloud computing age

an article by Matt Goldner (OCLC, Inc., Dublin, Ohio) and Katie Birch (OCLC (UK) Ltd, Sheffield) published Interlending & Document Supply Volume 40 Issue 1 (2012)

Abstract

Purpose
The purpose of this paper is to provide an overview of the historical development of interlibrary loan, identify key milestones such as the codification of ILL practices and development of new technologies to facilitate those practices, and assess the impact that changes in technology and publishing are having upon resource sharing in the digital age.
Design/methodology/approach
The authors conduct an extensive historical review of global developments in resource sharing and then conduct a PEST analysis of societal factors affecting present day resource sharing.
Findings
Resource sharing continues to grow but there is a need to work together to find solutions to problems of distributed knowledge bases, incompatible systems, and electronic formats which often prohibit sharing of materials between libraries. Librarians must work with publishers, politicians, and systems developers to ensure that there is the same or equivalent rights to electronic materials as there is to print publications and that resource sharing systems can support new models of sharing and acquiring materials in multiple formats.
Originality/value
This paper provides a global perspective on the challenges of library resource sharing in the digital age.

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