Decision Style in British and Swedish Organizations: A Comparative Examination of Strategic Decision Making

In this paper results from parallel large scale studies of strategic decision making in Sweden and the United Kingdom are reported. Swedish decision makers are found to employ a decision making style which emphasizes negotiation within a restricted group. This style, which involves considerable information search, leads to very long decision times. Strategic decisions in Britain are made among groups which include fewer strongly committed participants. Delays are common and often serious, but do not lengthen the process unduly. Decision styles in both countries include contrasting tendencies which produce a dynamic tension in the decision arena.     

Latin squares and su doko

Latin squares have been around for a long time -more than 200 years -while su doku is a modern invention. However, as Geoff Freeman points out, the two have a great deal in common.     

Understanding the Management of Sports Events Volunteers Through Psychological Contract Theory

This paper juxtaposes the expectations of event managers and sports event volunteers in a case study organisation. These are understood within the theoretical framework of the psychological contract. Results show the distinctive contribution volunteers can make to events but also the distinctive challenges they present to event managers. For event managers, volunteers bring: enthusiasm, a good relationship and empathy with the public, and they provide a cheaper labour force. But a major concern is ensuring their reliability. For volunteers, important expectations include: flexibility of engagement, the quality of personal relationships, recognition for their contribution, and a clear communication of what they are expected to do. The juxtaposition of event manager and volunteer perspectives illustrates the need for a different approach to managing volunteers in comparison to paid employees. This reflects both volunteers’ expectations and the recognition that they have greater autonomy; not being tied to a contract by financial rewards or a related career progression. More generally the results illustrate the use of the theoretical framework provided by the psychological contract but that in using this it is valuable to compare the perspectives of managers and volunteers, using a qualitative approach to understand this social relationship.     

Engaging Parents in Parentline Plus’ Time to Talk Community Programme as Part of England’s Teenage Pregnancy Strategy: Lessons for Policy and Practice

Based on 65 interviews with professionals and parents conducted during 2007–2008, this 16‐month, mainly qualitative evaluation of Parentline Plus’ Time to Talk Community Programme (a preventative initiative within England’s teenage pregnancy strategy) found that a community development approach and an ethos of partnership with parents and professionals facilitated engagement. Respectful and realistic implementation involved skilled workers building relationships of trust. By consulting with other professionals and parents it was possible to establish local need and to build on existing provision. Initially, insufficient prior local consultation and negotiation created perceptions of an imposed initiative, led by outsiders, resulting in wary local parents and professionals. The engagement and evaluation processes are considered in relation to the short‐term nature of the initiative and potential conflicts between responding flexibly to the needs of parents and delivering targeted programmes.     

Leadership behavior and employee well-being: An integrated review and a future research agenda

Leadership behavior has a significant impact on employee behavior, performance and well-being. Extant theory and research on leadership behavior, however, has predominantly focused on employee performance, treating employee well-being (typically measured as job satisfaction) as a secondary outcome variable related to performance, rather than as an important outcome in and of itself. This qualitative state of the science review examines the process by which leadership behavior (i.e., change, relational, task, passive) affects employee well-being. We identify five mediator groupings (social-cognitive, motivational, affective, relational, identification), extend the criterion space for conceptualizing employee well-being (i.e., psychological: hedonic, eudaimonic, negative; and physical), examine the limited evidence for differential processes that underlie the leader behavior-employee well-being relationship and discuss theoretical and methodological problems inherent to the literature. We conclude by proposing a theoretical framework to guide a future research agenda on how, why and when leadership behavior impacts employee well-being.     

Identifying Off-Diagonal Communities Using the Australian Early Development Census Results

An individual’s, and indeed the nation’s, social and economic futures are highly dependent on early childhood development (ECD) outcomes, with poor ECD inhibiting future opportunities. Ecological ECD literature describes family, community and institutions as being key factors in children’s wellbeing, with suggestions that community factors may ameliorate impacts of poor ECD. It is therefore important to develop a greater understanding of those modifiable factors that positively, and negatively, affect ECD outcomes so as ECD policy and practice can be designed and implemented effectively. One approach to this analysis is through the identification and analysis of influencing factors identified within off-diagonal communities—that is those communities where children have either developed well in consideration of their high-levels of socio-economic disadvantage, or developed poorly in consideration of their low levels of socio-economic disadvantage. In this paper we describe a new method for the identification of off-diagonal communities. The method provides a clear and transparent approach to community selection, including a range of methods to further interrogate the community selection ensuring a rigorous and considered selection process. This new method, based on population Census and Australian Early Development Census data, provides the first step in identifying community factors likely to facilitate childhood wellbeing. These findings could inform policy making to reduce inequities by assisting in policy and service delivery design targeted to community needs.     

Not Bound but Committed: Operationalizing the Global Compact on Refugees

The Global Compact on Refugees is not legally binding, but it gives rise to commitments by the international community as a whole. It is also rooted in international refugee law, international human rights law and international humanitarian law. This article addresses how the GCR cannot give rise to binding obligations in international law, yet provide for enhanced protection and assistance to refugees and hosting communities, and establish commitments for a fairer and more predictable sharing of burdens and responsibilities. It does this by reference to other non‐legally binding international documents and rules of law. Additionally, the use of indicators to measure states’ and other international actors’ performance in operationalizing the GCR provides a framework to measure commitments; coupled with greater humanitarian and development co‐operation, commitments can be better facilitated even if the GCR is not legally binding. Finally, the sharing of burdens and responsibilities is also fulfilled by the emphasis on solutions.