A finance professional who understands the family: family firms’ specific requirements for non-family chief financial officers

Non-family chief financial officers (CFOs) are often the first non-family members recruited into a family firm’s top management team. Based on the extant literature and with reference to the resource-based view of the firm, family firm peculiarities can also be expected to affect the requirements family firms look for when hiring non-family CFOs. To analyze these requirements, this paper draws on interviews with family firm owners, chief executive officers and non-family CFOs. Family firms’ specific requirements for CFOs are analyzed along four dimensions, namely education, professional know-how, career path and social/interpersonal skills, and 11 propositions are then developed. The presented findings suggest that family firm owners seek to integrate non-family CFOs with professional non-family firm experience in order to enrich the family firm’s resource pool. In turn, non-family CFOs are required to adapt to the specific governance characteristics prevalent in family firms.     

Supervision in der Ausbildung von Musikerzieher/innen

Supervision in education of music teachers Supervision can make an essential contribution to the teacher training in both phases. The students can consider themselves critically in a censorship free space, and basing on a criticalhermeneutic analysis of their choice of career, they can find their strong and weak points and thus set their main emphasis during their studies. Especially when starting in their job supervision can be helpful to develop their professional identity. Additionally students get to know a model of life-long learning in order to manage 40 years of professional life.     

Reflexion berufsbezogenen Handelns? Ja, aber wie?

Reflection on professional practices? Yes, but how? An empirical study on Supervision in academic education at Universities for Social Work in Germany Supervision today is a common element of the studies of Social Work nowadays. The question of what should be the contents and aims of learning in relation to supervision vary however. Often supervision in academic education is an appendix of a more theory based curriculum, or it is a central hinge between theory and practice. The members of the teaching stuff are often internal lecturers without special skills in relation to supervision, or otherwise they are trained supervisors without skills in relation to the application of social work The payment for external supervisors often considerably falls short of the market prices. Empirical studies on the impact of supervision in relation to the development of professional skills for the social practices of social work and the professional identity are missing.     

人力资源经理职业化的发展

职业化是一个行业发展成熟的重要标志,市场环境的变化使得我国的人力资源经理面临着职业化的挑战。人力资源经理职业化的关键在于建立职业化的人力资源经理市场。通过人力资源经理市场,人力资源经理拥有的专业技能能够进行认证、定价、交易和发展。人力资源经理职业化具体表现在:严格的职业资格认定机制、规范化的人力资源管理教育、专业性协会和专业化培训、专业化的人力资源管理人员配置、较高的人力资源管理专业人员薪酬等方面。人力资源管理从业人员的职业资格认证是人力资源职业化发展的重要环节。论文首先探讨人力资源管理职业化的发展及其重要性;进而介绍美国和英国主要的人力资源资格认证制度;最后,作者提出了人力资源经理的职业化对人力资源管理从业人员在教育、技能和职业道德方面一些基本标准要求。     

Professional Migrant Women Decentring Otherness: A Transnational Perspective

Embraced by their ethnicity and gender many migrant women have negotiated their own spaces in the host country. Yet, much of the literature on migrant women focuses on those who are struggling to make ends meet with low levels of education and how this defines the construction of the Other. We contribute to the limited scholarship in management research on professional migrant women by illustrating how transnational processes play out in the lived experience of professional migrant Indian women in New Zealand, and how they invoke agency in decentring Otherness. This qualitative study foregrounds the navigation of asymmetrical power relations and the strategic deployment of ethnicity, education and caste affiliation, when confronted with processes of exclusion in the labour market. We argue for the need to highlight narratives of professional migrant women which reflect the agency and articulation of their voices, thus reworking notions of the Other in transnational space.     

Als Coach wird man kein Millionär

The volume of the coaching market is often highly overrated. For the most so called coachings are actually trainings on the job. Further more, only very few clients are willing to pay for the coaching of their own. Accordingly it is very difficult for a newcomer after his coaching education to built up a professional existence as a coach. In general, a professional coaching permits not more than incidental earnings.     

Kollegiale Visitationen als Methode Reflexiver Professioneller Entwicklung

Regarding the requirements and conditions of professional??s work, their particular needs for reflection and continuing education are revealed. Continuing professional development (CPD) is an appropriate approach for this type of reflection. On the background of a rather small body of empirical research, we argue that the method of mutual visitation can fulfil the requirements of CPD. We report a case study about three mutual visitations of dental practitioners in Germany to describe and evaluate their experiences. The data reveal conditions helping to achieve a successful mutual visitation: their embedding in a professional learning program, the right combination of participants, a proper preparation and competencies to give and to take feedback.     

Solving physician-hospital administration conflicts: a physician strategy for the '90s

Today's health care climate creates increased potential for conflict between hospital administrators and hospital-based physicians. Voluminous regulations, increasing operating costs, professional liability exposure, changing methods of reimbursement, constraints on capital expenditures, and similar constraints on bed expansion have caused hospitals to explore new and innovative sources of revenue. Hospitals have become more eager to provide "bundled" services and health care "packages" in order to compete for discounted reimbursement contracts demanded by large-volume purchasers. While the impact of these changes is clearly felt in the private sector, similar fiscal constraints also may require university hospitals to modify their traditional role as leaders in education, research, and community service. In short, all hospitals are under intense pressure to increase revenues, reduce operating costs, and maintain the scope and quality of services provided.     

Business Education: Real Time or Semester Time?

Both the context and content of management education are changing as new providers compete for market share. As education goes increasingly online and offcampus, many traditional universities will feel the effects of consolidation within their own ranks. Business schools will face additional pressure as corporate universities and Internet universities offer an economical and effective means of professional education. Unless MBA programs seize opportunities for creative collaboration, today’s potential partners will become tomorrow’s predators. This revised version was published online in July 2006 with corrections to the Cover Date.     

Coaching- und Beratungsanliegen von Hochschullehrenden

In the last few years, there has been an increase in coaching and training for teaching staff at institutions of higher education??universities and colleges??to provide them with the skills to develop their roles and meet professional demands upon them. These services are usually provided by the institution??s own human resource department or external higher education institutions with teaching services. This article focuses on the typical concerns of the target group of lecturers teaching at academic institutions about teaching and the higher education system. It has been structured chronologically, to provide a frame of reference for coaching and guidance counseling services and serves as a guideline for such services in general.     

Early Retirement: The Case of The Netherlands

ABSTRACT This article takes a closer look at the scope of actual early retirements, reasons for choosing early retirement, the popularity of different types of flexible retirement schemes, and the status of elderly employees within their own organization. It appears that positive reasons for choosing early retirement are more often mentioned by persons in higher professional groups, by those with a higher level of education, and by those who work in the civil service or the service sector. Neutral and negative reasons are mentioned more often by persons in lower professional groups, by those with a lower level of education, and by those working in the industrial sector. Although the motives for opting for early retirement differ, there do not appear to be great differences between categories of respondents if they have been able to choose their age at retirement personally, within specified age limits. Approximately a quarter of the respondents indicated they would leave work at the age of 60, even if this meant a 30% drop in net income.     

EH&S preparation-meeting the needs of hiring managers

Sound environmental management systems add value to business by reducing liability and fines for non-compliance. Increasingly, these systems are being used to address sustainable enterprise challenges of the next century. The well-prepared professional environmental manager is critical to advancing the state of environmental protection and leading the organization to create greater stewardship. Carol Singer Neuvelt, Executive Director of the National Association for Environmental Management, describes a business/education survey and subsequent Summit on understanding how business and environmental management education schools view these critical skills.     

The new health care civilization: integration of physician land and manageria

Changes occurring in health care demand that physicians expand their professional knowledge and skills beyond the medical and behavioral sciences. Subjects absent from traditional medical education curricula, such as the economics and politics of health care, practice management, and leadership of professional organizations, will become important competencies, particularly for physicians who serve in management roles. Because physicians occupy a central role in planning and allocating medical care services and other health care resources, they must be better prepared to work with other health care professionals to create a new civilization, even if this means leaving the cloistered domain of "physician land" to serve as interface professionals between the delivery of medical services and the management of health care. Our research findings and conclusions strongly suggest that economic, management, and leadership competencies need to be incorporated into the professional development of physicians, especially in postgraduate and continuing education curricula.     

Exploring the use of virtues to facilitate identity construction among management students

This paper explores the challenges and opportunities facing educators who wish to facilitate management students’ identity construction as a means to foster their students’ emergent professional identities and post-graduate career attainments. We look to medical and law schools’ recent advancements, alongside their traditional dissemination of knowledge and technical skills, in better aligning students’ developing identities and related behaviors with respective professional ideals. Drawing on insights from these professional schools, we examine whether the concept of “professional virtues” that’s proven valuable in these contexts might also be used to facilitate students’ professional identity construction within management education.     

Workplace learning strategies,barriers, facilitators and outcomes: a qualitative study among human resource management practitioners

Recently the role of human resource management (HRM) practitioners has become more professionalized and more strategic. Consequently, HRM practitioners have had to develop new competencies in areas such as change management, influence and technology. Workplace learning, which is important for professional development, is examined for 13 HRM practitioners in government, healthcare, post-secondary education and business organizations in the Halifax Regional Municipality area. Of particular interest were learning strategies, barriers to and facilitators of learning and outcomes of learning. To obtain rich data, practitioners were interviewed face to face using an interview guide. Results indicated that these practitioners are mostly similar to other professional groups in terms of workplace learning, with a few key differences. The similarities and differences are presented, and implications of these findings for HRM practitioners and future directions for research are discussed.     

Zur Integration ehrenamticher Mitarbeiter/innen in Organisationen

The integration of volunteers in organizations On the background of the current changes in the general work conditions, a professional volunteer management in organizations is necessary. The author demonstrates, that in organizations a professional staff with management competences is a precondition. The peculiarities in leading volunteers are explained. The focus of the article are suggestions to a personnel development, in order to instruct and to attend individual employees or larger organizational units for a successful cooperation with volunteers. A special training as well as coaching and organizational development are delineated.     

Training für ein Leben mit Vielfalt?

Training for a life in multiplicity. The competence of trainers in intercultural settings Training in intercultural skills is often requested in social and administrative organizations and institutions. Since up to now an education for intercultural trainers analogous to traditional training in psycho-social skills doesn’t exist, the author discusses the standards of quality which are generally applied in measuring the professional competence of psychosocial trainers and which standards should be applied to those offering intercultural trainings.     

Gruppen leiten und beraten

Coaching and leading of groups is on one hand a basal competence in higher education, on the other hand it makes high demands to academic developers, who as ??new professionals?? support the development of this competence. The following contribution is concerned with a continuous education for professional academic developers, which places with this objective coaching as consultation format and methodology for leading groups in the center. This program, conceptualized by the authors, is the first of its kind in Germany. It started at the center for higher education of the Technical University Dortmund in April 2011 and will be completed in June 2012.     

The place of informality and illegality in planning education in Nigeria

This paper discusses the extent to which topical planning issues of informality and illegality are incorporated into the educational curricula in Nigerian planning schools. Given the scale and enormity of informal and illegal settlements in Nigeria and other African cities, these issues should be emphasized in the education and training of planning professionals. Yet, few curricula in Nigerian planning schools, including the Nigerian Town Planners Registration Council’s professional curriculum, incorporate informal urban issues. The paper recommends an educational interventionist approach based on recognition of the potential of indigenous knowledge as a means of producing critical and reflective planning graduates who possess the competencies to deal with contemporary settlement challenges. It presents the institutional landscape for planning education and the processes of planning curricular reform and accreditation with a view to revitalizing planning education in Nigeria.     

Is the professional self-managing or is there really a need for professional management?

Is the professional self-managing or is there really a need for professional management? The answer to that question is in both cases: “Yes”. The professional is largely responsible for directing his own activities. Managers must take due account of this by applying rules and procedures on a modest scale and aiming to achieve maximum harmonisation of the objectives of the organisation and the personal objectives of the people working there. If they can do that then there can be said to be professional management.The difficulty in managing professionals is the difficulty in steering the force and the direction of the thinking of others who are — by nature - often differently-minded: professionals have generally followed a specialised, usually scientific education, enjoy a high social standing, like to “perform solo”, have a dislike of management both in the active and the passive sense and the output of their work is difficult for others to evaluate because there is generally no clear consensus on the definition of performance indicators.Managing professionals could be considered as managing brain capacity and that calls for more than just good sense. A manager of a group of professionals can even sometimes experience a great deal of professional pleasure in his work if he is capable of acting as a specialised generalist, pacemaker and coach for his or her team.