an article by Andrew K. Shenton (Independent consultant) published in IFLA Journal Volume 38 Number 3 (October 2012)
Abstract
The nature of the learning resource areas found in Britain’s schools has changed dramatically in the last decade and a half.
Traditional libraries, based around a centralised collection of books, are becoming increasingly uncommon and have been replaced in many institutions by more computer-oriented ‘study centres’.
These quite different environments have provoked controversy in several quarters and pose a range of challenges to those who manage them. Although some of the emergent issues are far from new and, indeed, have been debated in library circles for decades, others are more particular to study centres.
This paper explores in some detail a dozen matters, highlighting dilemmas and, on occasion, possible solutions.
The questions posed are fundamental and diverse, relating to such varied aspects as the physical environment itself, the virtual world to which the study centre offers access, the role of traditional materials, the functions of staff responsible for the facility and the purposes for which the area should be used.
Full text (PDF of whole journal - this article starts at page 228)
Friday, 5 October 2012
Lack of Education Widens Gap in Life Expectancy
The Columbia University: Mailman School of Public health via 3quarksdaily by Azra Raza
Lack of education as a proxy for poverty and deprivation maybe but as a causation in its own right? I remain to be convinced.
The Columbian article is here and
here behind a paywall is the “provocative” paper which was published in the August issue of the journal Health Affairs
Lack of education as a proxy for poverty and deprivation maybe but as a causation in its own right? I remain to be convinced.
The Columbian article is here and
here behind a paywall is the “provocative” paper which was published in the August issue of the journal Health Affairs
Thursday, 4 October 2012
Wikipedia: Reflections on Use and Acceptance in Academic Environments
an article by Brian Whalley (University of Sheffield) published in Ariadne Issue 69 (July 2012)
In the light of a workshop run by the Geological Society of London and Wikimedia UK, Brian Whalley reflects on the attitudes and practice of academia in respect of present-day Wikipedia content.
Full text (HTML)
In the light of a workshop run by the Geological Society of London and Wikimedia UK, Brian Whalley reflects on the attitudes and practice of academia in respect of present-day Wikipedia content.
Full text (HTML)
Wednesday, 3 October 2012
Exploring the dynamics of gender, feminism and entrepreneurship: advancing debate to escape a dead end?
an article Helene Ahl (Jönköping University, Sweden) and Susan Marlow (University of Birmingham) published in Organization Volume 19 Number 5 (September 2012)
Abstract
Contrary to the neo-liberal thesis that entrepreneuring is an open and accessible endeavour where personal effort alone determines reward and status, it has been demonstrated that there is a persistent, but occluded, gender bias within the entrepreneurial discourse.
Accordingly, women are positioned as lacking and incomplete men; however, despite calls to employ feminist theory as an analytical frame to demonstrate the reproduction of such subordination, there is scant evidence this has emerged.
Within this article, we respond to this call by demonstrating how post-structural feminist analysis reveals the gendered assumptions informing entrepreneurship theory that embed prevailing hetero-normative assumptions.
These assumptions limit the epistemological scope of contemporary research which positions women as failed or reluctant entrepreneurial subjects; as such, in the absence of feminist theorising these analyses remain descriptive rather than explanatory.
Accordingly, the current entrepreneurial research agenda is in danger of reaching an epistemological dead end in the absence of a reflexive critical perspective to inform the idea of who can be and what might be an entrepreneur.
Finally, we draw upon these arguments to reflect upon current approaches to theorising within the broader field of entrepreneurial enquiry.
Abstract
Contrary to the neo-liberal thesis that entrepreneuring is an open and accessible endeavour where personal effort alone determines reward and status, it has been demonstrated that there is a persistent, but occluded, gender bias within the entrepreneurial discourse.
Accordingly, women are positioned as lacking and incomplete men; however, despite calls to employ feminist theory as an analytical frame to demonstrate the reproduction of such subordination, there is scant evidence this has emerged.
Within this article, we respond to this call by demonstrating how post-structural feminist analysis reveals the gendered assumptions informing entrepreneurship theory that embed prevailing hetero-normative assumptions.
These assumptions limit the epistemological scope of contemporary research which positions women as failed or reluctant entrepreneurial subjects; as such, in the absence of feminist theorising these analyses remain descriptive rather than explanatory.
Accordingly, the current entrepreneurial research agenda is in danger of reaching an epistemological dead end in the absence of a reflexive critical perspective to inform the idea of who can be and what might be an entrepreneur.
Finally, we draw upon these arguments to reflect upon current approaches to theorising within the broader field of entrepreneurial enquiry.
Payback clauses in Europe: supporting company investment in training
CEDEFOP (European Centre for the Development of Vocational Training) Research Paper No 23 published by the Publications Office of the European Union (2012)
Summary
Payback clauses are a legal instrument that may encourage companies to invest in training by allowing them to bind employees for a certain period of time after training in return for providing the training. In fact, employees are free to move to another company but may be requested to reimburse the cost of the training, or part of the cost.
This Cedefop report provides an overview of whether payback clauses for employer-financed training are regulated in 33 European countries, and if so how they are regulated. In-depth analysis is carried out for eight selected countries: Germany, Italy, Luxembourg, the Netherlands, Romania, Slovakia, Sweden and the UK.
The report is largely based on information collected in surveys of key national stakeholders – representatives of ministries, employers’ organisations and trade unions – and from company cases.
The analysis of legal framework covers aspects such as: the level of regulation (national law, collective/sectoral level agreements and individual/company level agreements) and the conditions laid down in law (contractual retention period, types of training and categories of employees/contracts that payback clauses may apply to, costs to be reimbursed by employees, redemption form, etc).
The results of research show that there is relatively little information on the practical use of payback clauses: their implementation (the extent to which the payback clauses are actually included in employment contracts and training agreements) and enforceability (when reimbursement of training costs was indeed requested by employer). On the basis of information collected, the strengths and weaknesses of the instrument are discussed. Finally, recommendations for policy, research and practice are formulated.
Full text (PDF 122pp)
Summary
Payback clauses are a legal instrument that may encourage companies to invest in training by allowing them to bind employees for a certain period of time after training in return for providing the training. In fact, employees are free to move to another company but may be requested to reimburse the cost of the training, or part of the cost.
This Cedefop report provides an overview of whether payback clauses for employer-financed training are regulated in 33 European countries, and if so how they are regulated. In-depth analysis is carried out for eight selected countries: Germany, Italy, Luxembourg, the Netherlands, Romania, Slovakia, Sweden and the UK.
The report is largely based on information collected in surveys of key national stakeholders – representatives of ministries, employers’ organisations and trade unions – and from company cases.
The analysis of legal framework covers aspects such as: the level of regulation (national law, collective/sectoral level agreements and individual/company level agreements) and the conditions laid down in law (contractual retention period, types of training and categories of employees/contracts that payback clauses may apply to, costs to be reimbursed by employees, redemption form, etc).
The results of research show that there is relatively little information on the practical use of payback clauses: their implementation (the extent to which the payback clauses are actually included in employment contracts and training agreements) and enforceability (when reimbursement of training costs was indeed requested by employer). On the basis of information collected, the strengths and weaknesses of the instrument are discussed. Finally, recommendations for policy, research and practice are formulated.
Full text (PDF 122pp)
Work-life balance, travel-to-work, and the dual career household
an article by Dan Wheatley (Nottingham Business School, Nottingham Trent University) published in Personnel Review Volume 41 Issue 6 (2012)
Abstract
Purpose
The purpose of this paper is to reflect on the underlying conflicts associated with current work-life balance and travel-to-work policies, as employed in organisations in the UK.
Design/methodology/approach
A mixed method approach is used to ascertain whether professional work-group cultures limit the effectiveness of work-life balance policy, and the extent to which spill-over is present between work-life balance and transport preferences, especially car use. These concerns are explored empirically using an in-depth local level quantitative-qualitative case study of Greater Nottingham (a regional employment centre in the East Midlands region of England).
Findings
The evidence presented in this paper suggests:
work-group cultures prevent employees, especially women, from achieving work-life balance;
there is spill-over between work and non-work activities, creating time allocation challenges, and stress, for dual career households attempting to achieve desired work-life balance; and
specific conflicts are reported in balancing work with travel-to-work, especially car parking.
Practical implications
The research findings suggest that transport, especially employee car parking, needs to be considered a focal point in the planning and implementation of human resource (HR) policies. Employers also need to reconsider their approach to flexible working to dissolve the negative repercussions that the “choice” to work flexibly has for the careers of highly skilled workers, especially working mothers. Increases in formalised home-based teleworking, restructuring the gender balance in management, and positive discrimination toward certain groups offer potential routes for change.
Originality/value
This paper provides important recommendations for employers and HR managers, designing and implementing work-life balance policies. Transport issues, presently considered largely external from the employer perspective, have central relevance.
Abstract
Purpose
The purpose of this paper is to reflect on the underlying conflicts associated with current work-life balance and travel-to-work policies, as employed in organisations in the UK.
Design/methodology/approach
A mixed method approach is used to ascertain whether professional work-group cultures limit the effectiveness of work-life balance policy, and the extent to which spill-over is present between work-life balance and transport preferences, especially car use. These concerns are explored empirically using an in-depth local level quantitative-qualitative case study of Greater Nottingham (a regional employment centre in the East Midlands region of England).
Findings
The evidence presented in this paper suggests:
work-group cultures prevent employees, especially women, from achieving work-life balance;
there is spill-over between work and non-work activities, creating time allocation challenges, and stress, for dual career households attempting to achieve desired work-life balance; and
specific conflicts are reported in balancing work with travel-to-work, especially car parking.
Practical implications
The research findings suggest that transport, especially employee car parking, needs to be considered a focal point in the planning and implementation of human resource (HR) policies. Employers also need to reconsider their approach to flexible working to dissolve the negative repercussions that the “choice” to work flexibly has for the careers of highly skilled workers, especially working mothers. Increases in formalised home-based teleworking, restructuring the gender balance in management, and positive discrimination toward certain groups offer potential routes for change.
Originality/value
This paper provides important recommendations for employers and HR managers, designing and implementing work-life balance policies. Transport issues, presently considered largely external from the employer perspective, have central relevance.
Where are the jobs?
via Centre for Cities by Rachel Smith
New employment data released today [28 September] gives us the latest picture on where jobs are located across the country.
It shows that, if you draw a line horizontally across the country from London to Bristol, these cities and those to the south accounted for a staggering 42 percent of total city employment in 2011. London was the main contributor providing almost three quarters (or 5.0 million) of the 6.8 million employment positions housed in these 13 cities.
Unlike in the South and Midlands, there are more mid to large urban areas in the North, measured in employment terms. Manchester, Glasgow, Leeds, Liverpool and Sheffield together accounted for half of employment in cities north of Mansfield. That said, there were some smaller cities too. Blackburn, for example, had 15 times fewer employees than Manchester.
In sum, the data provided by the Business Register and Employment Survey shows that cities in the South dominate in employment terms. Yet these jobs are housed primarily in London. In contrast, employment opportunities in the North are more evenly spread across its cities.
View original post where you can see a map with some very large spaces with no employment levels worth recording!
New employment data released today [28 September] gives us the latest picture on where jobs are located across the country.
It shows that, if you draw a line horizontally across the country from London to Bristol, these cities and those to the south accounted for a staggering 42 percent of total city employment in 2011. London was the main contributor providing almost three quarters (or 5.0 million) of the 6.8 million employment positions housed in these 13 cities.
Unlike in the South and Midlands, there are more mid to large urban areas in the North, measured in employment terms. Manchester, Glasgow, Leeds, Liverpool and Sheffield together accounted for half of employment in cities north of Mansfield. That said, there were some smaller cities too. Blackburn, for example, had 15 times fewer employees than Manchester.
In sum, the data provided by the Business Register and Employment Survey shows that cities in the South dominate in employment terms. Yet these jobs are housed primarily in London. In contrast, employment opportunities in the North are more evenly spread across its cities.
View original post where you can see a map with some very large spaces with no employment levels worth recording!
Subscribe to:
Posts (Atom)
