scholarly journals HR and Ethics. A relationship that is work in progress

2021 ◽  
Author(s):  
◽  
Saloni Pandey
Keyword(s):  
Best Practices ◽  
Role Conflict ◽  
Business Strategy ◽  
Structured Interviews ◽  
Line Managers ◽  
Business World ◽  
The Future ◽  
Generational Changes ◽  
Ethical Stance

<p>In this ever-changing business world, the role of HR has become significantly imperative due to the increasing focus on aligning people of the organisation with the overall business strategy, particularly in an era when unethical behaviour is not tolerated. However, considering the complexity of the HR profession, it has been questioned what the role of HR is. With the changing future of work, this question has become more prevalent considering the influence of factors such as globalisation, automation and generational changes. Various scholars have claimed that HR professionals should be undertaking four distinct roles of administrative expert, strategic business partner, change agent and employee champion, which consequently leads to a role-conflict for HR professionals, hence influencing their decision-making within organisations, particularly in ethical situations. Using Ulrich (1997) model as a benchmark, this thesis aims to explore the relationship between HR and ethics, focusing on the role-conflict that HR professionals experience in organisations, along with the best practices they use to cope with the role-conflict in ethical situations and the influence of these best practices on the future of HR.  Employing a qualitative method approach, this study uses in-depth semi-structured interviews with top-tier HR professionals working in organisations who are continually striving to build their ethical stance. The sample of this study was particularly important, as it was crucial to choose HR professionals who would make strong subject matter experts and provide rich and in-depth perspectives with regards to working in HR. The findings indicate that though there is a visibility and recognition of role-conflict within the profession, it wasn’t regarded as a strong issue compared to what was reflected in the literature. Furthermore, support from the organisation leaders and a strong organisation culture along with following a fair, and consistent process allows for the role-conflict to be diminished, particularly in an ethical situation. The thesis also found that the profession is increasingly becoming more strategic, with the operational HR duties delegated to the line managers, and hence illustrating the emergence of two new roles of ‘mentor’ and ‘analyst’.  The study contributes to the existing literature by proposing a new model for the HR profession by considering the various roles they are required to undertake and the significance for all the roles to work concurrently with each other for HR to truly succeed. Several implications such as re-training and a creation of an independent body for HR professionals, along with a strong organisational culture that allows HR to thrive, and the recognition of them gaining a seat at the management table are discussed, followed by an overall conclusion of what the future of the HR profession is.</p>

scholarly journals HR and Ethics. A relationship that is work in progress

2021 ◽  
Author(s):  
◽  
Saloni Pandey
Keyword(s):  
Best Practices ◽  
Role Conflict ◽  
Business Strategy ◽  
Structured Interviews ◽  
Line Managers ◽  
Business World ◽  
The Future ◽  
Generational Changes ◽  
Ethical Stance

<p>In this ever-changing business world, the role of HR has become significantly imperative due to the increasing focus on aligning people of the organisation with the overall business strategy, particularly in an era when unethical behaviour is not tolerated. However, considering the complexity of the HR profession, it has been questioned what the role of HR is. With the changing future of work, this question has become more prevalent considering the influence of factors such as globalisation, automation and generational changes. Various scholars have claimed that HR professionals should be undertaking four distinct roles of administrative expert, strategic business partner, change agent and employee champion, which consequently leads to a role-conflict for HR professionals, hence influencing their decision-making within organisations, particularly in ethical situations. Using Ulrich (1997) model as a benchmark, this thesis aims to explore the relationship between HR and ethics, focusing on the role-conflict that HR professionals experience in organisations, along with the best practices they use to cope with the role-conflict in ethical situations and the influence of these best practices on the future of HR.  Employing a qualitative method approach, this study uses in-depth semi-structured interviews with top-tier HR professionals working in organisations who are continually striving to build their ethical stance. The sample of this study was particularly important, as it was crucial to choose HR professionals who would make strong subject matter experts and provide rich and in-depth perspectives with regards to working in HR. The findings indicate that though there is a visibility and recognition of role-conflict within the profession, it wasn’t regarded as a strong issue compared to what was reflected in the literature. Furthermore, support from the organisation leaders and a strong organisation culture along with following a fair, and consistent process allows for the role-conflict to be diminished, particularly in an ethical situation. The thesis also found that the profession is increasingly becoming more strategic, with the operational HR duties delegated to the line managers, and hence illustrating the emergence of two new roles of ‘mentor’ and ‘analyst’.  The study contributes to the existing literature by proposing a new model for the HR profession by considering the various roles they are required to undertake and the significance for all the roles to work concurrently with each other for HR to truly succeed. Several implications such as re-training and a creation of an independent body for HR professionals, along with a strong organisational culture that allows HR to thrive, and the recognition of them gaining a seat at the management table are discussed, followed by an overall conclusion of what the future of the HR profession is.</p>

Enterprise and Technology Architectures

2011 ◽  
pp. 167-221
Author(s):  
Eng K. Chew ◽  
Petter Gottschalk
Keyword(s):  
Business Strategy ◽  
Enterprise Architecture ◽  
Strategic Alignment ◽  
The State ◽  
State Change ◽  
It Strategy ◽  
Investment Portfolio ◽  
Future State ◽  
The Future

The role of integrated enterprise architecture in IT strategy and strategic alignment is explained in Chapter V. This chapter describes in detail the principles and methods for developing a business-aligned enterprise architecture that will define the roadmap to attain the future state of the enterprise envisioned by the business strategy and guide the IT investment portfolio necessary for the state change.

Undergraduate Preparedness and Partnerships to Enhance Diversity in Kinesiology

2013 ◽  
Vol 2 (3) ◽  
pp. 181-189 ◽  
Author(s):  
Rosalind Chonise Gregory-Bass ◽  
Richard H. Williams ◽  
Bridget A. Peters ◽  
Asherah N. Blount
Keyword(s):  
Best Practices ◽  
Undergraduate Students ◽  
21St Century ◽  
Academic Support ◽  
Academic Mission ◽  
Historical Perspectives ◽  
Diversity And Inclusion ◽  
The Future ◽  
Inclusion And Diversity

Diversity and inclusion in Kinesiology is needed to ensure the future professionals of tomorrow engage in recognizing the shared fabric of science and inquiry. Initiatives targeting inclusion and diversity have shown promise in bridging the existing gap. Vital to this process is the role of faculty, administrators and students in providing academic support and paracurricular exposure to the field of Kinesiology. Historical perspectives and knowledge of best practices shape the conversation regarding innovative 21st century options deemed necessary for meeting this challenge. Our review describes programs that strengthen the preparedness of undergraduate students. In addition, we outline existing strategies leading to effective partnerships between undergraduate and graduate institutions. Diversity and inclusion are integral to the achievement of excellence and enhance each institution's ability to accomplish its academic mission and to serve its constituents.

scholarly journals On Improving Physicians’ Trust in AI: Qualitative Inquiry with Imaging Experts in the Oncological Domain

2021 ◽  
Author(s):  
Himanshu Verma ◽  
Roger Schaer ◽  
Julien Reichenbach ◽  
Jreige Mario ◽  
John O. Prior ◽  
...  
Keyword(s):  
Small Sample Size ◽  
Design Guidelines ◽  
Qualitative Inquiry ◽  
Small Sample ◽  
Clinical Practices ◽  
Structured Interviews ◽  
Interactive Technologies ◽  
The Future ◽  
Ethical Design

Abstract BackgroundAlthough the role of image-based AI in cancer research has been substantial, its impact on the clinical side has been limited so far. Physicians’ trust in AI, and its wider acceptability, has been significantly lower owing to its “black-box” nature, which raises liability questions concerning its use in the clinical context. MethodsTo comprehend the barriers in AI’s adoption, and to inform the future discourses in the human-centric and ethical design of AI, we designed and conducted semi-structured interviews with 7 imaging experts in the oncological domain. ResultsData saturation was achieved despite the small sample size, gathering concordant emerging needs and recommendations. Our findings demonstrate the divergent nature and focus of clinical and research practices, with differing AI needs. AI is afforded a peripheral, and yet a crucial role of a “decision help”, which can enable oncologists and related imaging specialists (i.e. radiologists, radiation-oncologists and nuclear medicine physicians) to push the boundaries of biological reasoning in treating cancers. Furthermore, our interviewees emphasized the need to embody ethics and liability in designing AI systems, and the development of educational opportunities for AI and cancer experts to enable an integrative vision of image-based AI. To this end, specific design guidelines are provided to inform both the Human-Centered Design and AI researchers in order to meaningfully address the contextually-sensitive concerns and challenges around the adoption of intelligent interactive technologies in cancer care. ConclusionsThe existing impact of AI in the clinical practices is limited as compared to the clinical research. In the future, AI is afforded a peripheral role of a ‘decision helper’ which might enable doctors to better understand the peculiarities and subtleties of cancers, and support them in developing novel treatment methods. Finally, in order to develop physicians’ trust in AI and its wider acceptability in clinical oncology, designers would have to address the ethical and liability concerns in relation to the use of AI systems.

Farewell to the pricing manager: new ecosystem captains drive profits via pricing

2019 ◽  
Vol 40 (4) ◽  
pp. 18-27
Author(s):  
Andreas Hinterhuber ◽  
Bernard Quancard
Keyword(s):  
Best Practices ◽  
Design Methodology ◽  
Business Value ◽  
Content Type ◽  
Management Consultants ◽  
Account Management ◽  
The Future ◽  
Complex Relationships ◽  
Changing Role

Purpose This paper aims to discuss the changing role of the strategic account manager (SAM). Design/methodology/approach This paper takes the form of an interview. Findings SAMs, in the future, will be ecosystem captains capable of managing complex relationships and teams, of organizing data and of telling stories with analytics. SAMs in the future will be assessed along with a set of metrics that it is similar to metrics of how top management consultants are evaluated: activities, competencies, intermediary results, sales/margins and quantified business value. Originality/value This interview discusses the current and future best practices of strategic account management.

Talent management, emotional labour and the role of line managers in the Scottish hospitality industry

2018 ◽  
Vol 10 (1) ◽  
pp. 57-68 ◽  
Author(s):  
John Bratton ◽  
Sandra Watson
Keyword(s):  
Business Strategy ◽  
Hospitality Industry ◽  
Talent Management ◽  
Formal Training ◽  
Line Managers ◽  
Content Type ◽  
Good Communication ◽  
Emotional Labour ◽  
The Uk

Purpose The purpose of this paper is to explore the role of line managers (LMs) in managing talent and emotional labour (EL) in the Scottish hospitality industry. Design/methodology/approach Data were generated from manager and HR practitioner interviews and a roundtable discussion with ten invited participants. In addition to obtaining an overview of approaches taken to managing talent and emotion, the authors also explored any challenges in implementing talent management (TM) in the industry and used an adapted model to rank the perceived importance of decisional, interpersonal, informational and developmental roles undertaken by front-LMs. Findings TM is seen as being of strategic importance, with structured and planned approaches in many of the organizations. Within these, LMs are given a great deal of responsibility. This requires organizations to provide time, resources and support to managers. It was evident that a caring and supportive culture is required. Highly significant differences are found on managing emotion. Although all managers highlighted that EL is important in the hospitality industry and managing it is challenging, most participants had an equivocal understanding of the concept and managers indicated that they had received no formal training to help manage emotion in the workplace. Research limitations/implications The scale of the paper is limited and restricted to the Scottish hospitality industry. Extending the research to other parts of the UK would be useful. Practical implications It is apparent that TM has to be linked to business strategy, with incentives and rewards for LMs. In addition, more formal training in the concepts of EL and emotional intelligence should be provided for senior and LMs. Also, good communication skills and support from top management for TM is important. Originality/value Previous research and commentary on TM mainly centres on relevant HR practices and policies. This paper focuses on the connection between managing talent and EL and identifies development behaviours as key factor affecting the performance of front-line employees.

scholarly journals Managing attendance at work: the role of line managers in the UK grocery retail sector

2015 ◽  
Vol 37 (4) ◽  
pp. 442-458 ◽  
Author(s):  
Anastasios Hadjisolomou
Keyword(s):  
Management Policy ◽  
Shop Floor ◽  
Retail Sector ◽  
Structured Interviews ◽  
Line Managers ◽  
Content Type ◽  
Bureaucratic Control ◽  
The Uk ◽  
The Impact

Purpose – The purpose of this paper is to investigate the role of line managers in managing attendance at work in the lean regime of grocery retailing. The increasing competitiveness within the sector, coupled with the sophisticated control systems in place put pressure on managers to keep labour costs low. Attendance, therefore, becomes a critical factor, particularly as staffing levels become leaner. Taking this into account, it is necessary to understand the parameters of the line managers’ role in managing attendance, especially within the lean food retail market and the antagonistic terrain of the supermarket shop floor. The paper discusses the impact of lean retailing on line managers’ authority and provides a fresh sociological analysis regarding their role in managing attendance, offering insights into managerial practices on the UK supermarket shop floor. Design/methodology/approach – The paper draws on qualitative research evidence from two case study grocery retail organizations in the UK. It reports on 44 semi-structured interviews and provides a multi-level analysis aiming to understand the different perspectives on the problem examined. Findings – The paper reveals the existence of a centralized absence management policy and highlights the greater involvement of line managers in this procedure. Line managers though were subjected to forces of bureaucratic control, intensification and degradation of their work. Despite having an active role within the attendance management process and high responsibility for the implementation of rules and procedures handed down by head office, they had limited authority over the process. Line managers perceived the latter as routine and a box-ticking exercise and had developed coping tactics to deal with the control from above. Originality/value – This paper provides practical and theoretical considerations over the role of line management in the labour process, investigating their role in managing attendance at work within the lean terrain of food retailing. This research contributes to the ongoing academic discussions related to the devolvement of HR responsibilities to the line, highlighting the great involvement of line managers in the absence policy. It also provides a sociological perspective over line managers’ authority and discretion in managing attendance, revealing that they were subjected to direct and bureaucratic control within their role in attendance management. However, the research reveals that line managers were not passive in the face of direct control from above and had developed tactics to cope with the monotony and the repetition of this process, attempting to somehow escape the top-down control they were subjected to.

scholarly journals PENGARUH KARAKTERISTIK PERUSAHAAN TERHADAP PENGUNGKAPAN AKUNTANSI SUMBER DAYA MANUSIA

Solusi ◽  
2019 ◽  
Vol 17 (3) ◽  
Author(s):  
Andarista Puji Rahayu ◽  
Ardiani Ika Sulistyawati
Keyword(s):  
Human Resources ◽  
Comparative Advantage ◽  
Business Strategy ◽  
Sample Selection ◽  
Secondary Data ◽  
Intangible Asset ◽  
Company Size ◽  
Accounting Disclosure ◽  
Business World

<p>ABSTRACT <br /> Human resources is an intangible asset and is the most important factor<br />that determines the success of the company . The role of human resources (HR) in<br />the development of the business world that is increasingly rapidly considered very<br />important for any company . Qualified human resources will lead the<br />organization in both comparative advantage and competitive basis and was<br />instrumental in running the company's operations and optimally executing<br />business strategy .This research aims to determine the effect of company size , size<br />of board of commissioners , the concentration of ownership and status on the<br />disclosure of accounting lisitng human resources .<br /> Type of data used in this study is secondary data. Purposive sampling<br />method used in sample selection. The results of this study prove that<br />simultaneously (F est) accounting disclosure index of human resources can be<br />explained by all the variables. While (t test) indicates that the variable board size<br />significantly influence accounting disclosure of human resources .<br /> <br />Keywords :human resources accounting disclosure, company size, the<br />concentration of ownership and listing status</p>

scholarly journals Role of entrepreneurship awareness in engineering education

2021 ◽  
Vol 11 (3) ◽  
pp. 44-47
Author(s):  
Kishore S
Keyword(s):  
Best Practices ◽  
Engineering Education ◽  
Engineering Students ◽  
Entrepreneurship Education ◽  
Faculty Attitudes ◽  
Attitudes And Beliefs ◽  
The Future ◽  
Future Landscape ◽  
Innovation And Entrepreneurship

Entrepreneurship education teaches engineering students in all disciplines the knowledge, tools, and attitudes that are required to identify opportunities and bring them to life. Despite an increased focused on developing and understanding engineering undergraduates’ entrepreneurial mindsets, best practices related to assessing this mindset remain nascent. While some of these existing studies sought to understand perceptions, attitudes, and beliefs, the existing literature is limited in direct attempts to measure students’ entrepreneurial mindsets or beliefs. In this article, we tried to examine the importance of entrepreneurship efforts in engineering education, national support for entrepreneurship, student and faculty attitudes and engagement. We then offer our perspective on the future landscape for innovation and entrepreneurship in engineering education.

scholarly journals The role of Magnetic Resonance Images (MRIs) in coping for patients with brain tumours and their parents: a qualitative study

BMC Cancer ◽  
2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Natalie Tyldesley-Marshall ◽  
Sheila Greenfield ◽  
Susan J. Neilson ◽  
Martin English ◽  
Jenny Adamski ◽  
...  
Keyword(s):  
Magnetic Resonance ◽  
Coping Strategies ◽  
Magnetic Resonance Images ◽  
Structured Interviews ◽  
The Future ◽  
Patient Families ◽  
Magnetic Resonance Imaging Mri ◽  
Uncertain Future ◽  
Difficult Times

Abstract Background When children and young people (CYP) are diagnosed with a brain tumour, Magnetic Resonance Imaging (MRI) is key to the clinical management of this condition. This can produce hundreds, and often thousands, of Magnetic Resonance Images (MRIs). Methods Semi-structured interviews were undertaken with 14 families (15 parents and 8 patients), and analysed using Grounded Theory. Analysis was supported by the Framework Method. Results Although the focus of the research was whether paediatric patients and their families find viewing MRIs beneficial, all patients and parents discussed difficult times during the illness and using various strategies to cope. This article explores the identified coping strategies that involved MRIs, and the role that MRIs can play in coping. Coping strategies were classified under the aim of the strategy when used: ‘Normalising’; ‘Maintaining hope and a sense of the future’; ‘Dealing with an uncertain future’; and ‘Seeking Support’. Conclusions Coping and finding ways to cope are clearly used by patients and their families and are something that they wish to discuss, as they were raised in conversations that were not necessarily about coping. This suggests clinicians should always allow time and space (in appointments, consultations, or impromptu conversations on the ward) for patient families to discuss ways of coping. MRIs were found to be used in various ways: to maintain or adapt normal; maintain hope and a sense of the future; deal with an uncertain future; and seek support from others. Clinicians should recognise the potential for MRIs to aid coping and if appropriate, suggest that families take copies of scans (MRIs) home. Professional coaches or counsellors may also find MRIs beneficial as a way to remind families that the child is in a more stable or ‘better’ place than they have been previously.

Sign in / Sign up

Export Citation Format

Share Document