Reducing Lookism in the Workplace

Physical Attractiveness ◽

Diversity Management ◽

Future Research ◽

Diversity Education ◽

Business Studies ◽

Different Cultures ◽

Development Perspective ◽

Lookism issues have been studied in the fields of economics, social science, physiology, and business. Studies have shown that physical appearance affects employers' judgment about the quality of an employee. The purpose of this chapter is to explore the effects of lookism on career development in organizations. In addition, this chapter discusses the strategies for reducing lookism in the workplace from a human resource development perspective and provides four strategies for reducing lookism. First, legislation should include and address issues of physical attractiveness. Second, diversity education and training should be provided to students, employees, and employers. Third, diversity management should be practiced in the workplace. Fourth, appropriate employment processes should be adopted. Future research should study lookism over a wider range of occupations across different cultures. In addition, future studies should develop theories and conceptual frameworks to support and explain current issues of lookism in the workplace.

Implementation Strategies for Improving Diversity in Organizations - Advances in Human Resources Management and Organizational Development ◽

Reducing Lookism in the Workplace

10.4018/978-1-7998-4745-8.ch004 ◽

2021 ◽

pp. 110-132

Author(s):

Kai Wang ◽

Yuanlu Niu

Keyword(s):

Physical Attractiveness ◽

Diversity Management ◽

Future Research ◽

Diversity Education ◽

Business Studies ◽

Different Cultures ◽

Development Perspective ◽

Global Dynamics in Travel, Tourism, and Hospitality - Advances in Hospitality, Tourism, and the Services Industry ◽

Is Physical Attractiveness More Important than Professional Competency?

10.4018/978-1-5225-0201-2.ch014 ◽

2016 ◽

pp. 239-261

Author(s):

Chien-Wen Tsai

Keyword(s):

Work Environment ◽

Physical Attractiveness ◽

Professional Competence ◽

Hotel Industry ◽

Important Variable ◽

Self Confidence ◽

International Tourist ◽

And Training ◽

Positive Significant Correlation

The international tourist hotel industry that focuses on quality of the “tangible” service is a typical high-contact service. To survive in the recent competitive work environment, many enterprises enhance their competitiveness in the process of service employee selection and emphasize the importance of physical attractiveness. This study uses self-confidence as a moderator which is rare relevant empirical evidence to confirm the relationships between physical attractiveness, professional competence and service attitude. The results show that confidence of the service personnel, physical attractiveness and professional competence have positive significant correlation relationships with service attitude. Service personnel's “self-confidence” is the most important variable towards service attitude. The study borrows selection and training functions of human resource management to integrate the knowledge of psychology, marketing management to expand the theory.

Economic Development Perspective and City Leadership

Urban Studies Research ◽

10.1155/2011/436290 ◽

2011 ◽

Vol 2011 ◽

pp. 1-13 ◽

Cited By ~ 1

Author(s):

James Vanderleeuw ◽

Christopher Jarmon ◽

Michael Pennington ◽

Thomas Sowers ◽

Terri Davis

Keyword(s):

Economic Development ◽

Development Policy ◽

Urban Policy ◽

Future Research ◽

Leadership Positions ◽

Economic Development Policy ◽

Relative Differences ◽

Economic Development Strategies ◽

Development Perspective

The viability of traditional economic development strategies has long been questioned by urban policy scholars; yet traditional strategies remain the norm among city leaders. Traditional concerns emphasize economic and business considerations at the expense of nontraditional community considerations such as quality of life. In this paper, we examine the conditions under which city leaders give weight to nontraditional community concerns when making economic development decisions. Our analysis of the results of a survey conducted of more than 200 leaders in over 150 Texas cities indicates that although traditional economic development concerns remain dominant, certain conditions may exist that allow or compel city leaders to give increased weight to non-traditional community considerations. Conditions revealed by our study include the socioeconomic status of Texas cities and the relative differences in leadership positions and professionalism among city leaders. The paper concludes with a discussion of how our study contributes to the literature about economic development policy and points to avenues for future research on the conditions under which decision-making strategies are pursued by city leaders.

Spatially embedded inequality

Personnel Review ◽

10.1108/pr-08-2014-0182 ◽

2016 ◽

Vol 45 (4) ◽

pp. 643-662 ◽

Cited By ~ 6

Author(s):

Lotte Holck

Keyword(s):

Single Case ◽

Diversity Management ◽

Ethnographic Study ◽

Future Research ◽

Workplace Diversity ◽

Content Type ◽

Opportunity Structures ◽

Structure And Agency ◽

Spatial Approach

Purpose – The purpose of this paper is to apply a spatial approach to organizational inequality to explore why unequal opportunity structures persist in an organization despite its commitment to diversity and employing highly skilled ethnic minority employees. Design/methodology/approach – The (re)production of inequality is explored by linking research on organizational space with HRM diversity management. Data from an ethnographic study undertaken in a Danish municipal center illustrates how a substructure of inequality is spatially upheld alongside a formal diversity policy. Archer’s distinction between structure and agency informs the analysis of how minority agency not only reproduces but also challenges organizational opportunity structures. Findings – The analysis demonstrates how substructures of inequality stabilize in spatial routines enacted in an ethnic zoning of the workplace and ethnification of job categories. However, the same spatial structures allows for a variety of opposition and conciliation strategies among minority employees, even though the latter tend to prevail in a reproduction rather than a transformation of the organizational opportunity structures. Research limitations/implications – The reliance on a single case study restricts the generalizability of the findings but highlights fruitful areas for future research. Practical implications – The study sensitizes HRM practitioners to the situated quality of workplace diversity and to develop a broader scope of HRM practices to address the more subtle, spatially embedded forms of inequality. Originality/value – Theoretical and empirical connections between research on organizational space and HRM diversity management have thus far not been systematically studied. This combination might advance knowledge on the persistence of micro-inequality even in organizations formally committed to diversity.

ANALISIS KEBUTUHAN PENDIDIKAN DAN PELATIHAN PEGAWAI NEGERI SIPIL PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA TIDORE KEPULAUAN

Jurnal Administrasi Negara ◽

10.33509/jan.v23i3.36 ◽

2017 ◽

Vol 23 (3) ◽

pp. 124-136

Author(s):

Abdurrahman Abdurrahman ◽

Halim Halim

Keyword(s):

Human Resource ◽

Resource Development ◽

Education And Training ◽

Training Needs ◽

Needs Analysis ◽

Organizational Level ◽

Individual Level ◽

AbstrakPendidikan dan Pelatihan diperlukan untuk mengatasi kesenjangan antara kualitas pelaksanaan tugas dengan standar kualitas minimal yang dibutuhkan, serta untuk meningkatkan kualitas kerja. Penelitian ini bertujuan untuk mengetahui dan menganalisis pelaksanaan analisis kebutuhan pendidikan dan pelatihan bagi Pegawai Negeri Sipil pada Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Tidore Kepulauan. Penelitian ini menggunakan metode kualitatif. Unit Analisis terdiri atas 8 Informan serta dokumen-dokumen yang diperoleh dari BKPSDM Kota Tidore Kepulauan yakni Dokumen Rencana Strategik, Dokumen Laporan Akuntabilitas Kinerja, dan Dokumen Analisis Jabatan. Data dianalisis secara kualitatif. Hasil penelitian memperlihatkan bahwa Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kota Tidore Kepulauan tidak melakukan analisis kebutuhan pendidikan dan pelatihan dengan tepat dan sistematis. Identifikasi kebutuhan pendidikan dan pelatihan di tingkat organisasi hanya ditentukan oleh pimpinan, identifikasi kebutuhan pendidikan dan pelatihan ditingkat pekerjaan hanya menyesuaikan dengan program-program pendidikan dan pelatihan yang ditawarkan oleh penyelenggara dan kebutuhan di tingkat individu hanya diputuskan oleh pimpinan berdasarkan intuisi dan keinginannya. Oleh karena itu, sebaiknya BKPSDM Kota Tidore Kepulauan dalam menentukan bagian atau bidang mana dalam organisasi yang membutuhkan diklat dilaksanakan melalui proses analisis organisasi dengan melakukan wawancara keluar, survai Calon Peserta dan data kepuasan peserta maupun dengan melihat indeks efisiensi.Kata kunci: Analisis Kebutuhan Pendidikan dan Pelatihan, Pengembangan Sumber Daya Manusia, Pemerintah Kota Tidore Kepulauan. Abstract Education and Training are needed to address the gap between the quality of task performance and the minimum quality standards required, as well as to improve the quality of work. The objective of this study is to understand and analyze the implementation of training needs analysis for Civil Servants that was undertaken by The Board of Employee and Human Resource Development of Tidore Kepulauan Municipality. This study uses a qualitative method. Analysis Unit is 8 informants and documents obtained from BKPSDM Tidore Kepulauan Municipality namely Document of Strategic Plan, Document of Performance Accountability Report, Job Analysis Document. Data were analyzed qualitatively. The results of the study show that The Board of Employee and Human Resource Development of Tidore Kepulauan Municipality did not conduct a proper and systematic training needs analysis. The training needs identification at the organizational level is determined solely by the leader, the training needs identification at the job level merely adjusting to the education and training programs offered by the organizers and the individual level needs only decided by the leadership based on intuition and desire. Therefore, it is better to BKPSDM Tidore Kepulauan Municipality in determining which part or field in the organization that need the training done through organizational analysis process by conducting out interview, participant survey and participant satisfaction data as well as by looking at the efficiency index.Keywords: Training Needs Analysis, Human Resource Development, Tidore Kepulauan Municipality.

Silviculture worker certification in Canada?

The Forestry Chronicle ◽

10.5558/tfc70242-3 ◽

1994 ◽

Vol 70 (3) ◽

pp. 242-251

Author(s):

L. G. Rugo

Keyword(s):

Generation Gap ◽

Market Failures ◽

Role Of Government ◽

Training Standards ◽

Key Issues ◽

Jurisdictional Control ◽

This paper begins by identifying constraints faced by the silviculture industry when making decisions on human resource development. It identifies market failures that may result in an underinvestment in silviculture training. The paper then provides evidence of underinvestment in training and discusses the role of government in influencing investments in silviculture training, particularly its intervention through regulatory measures such as silviculture worker certification.Part 1 presents theory and evidence concerning certification, which is defined both as an act and a process. It acts on the quality of education and training provided and ultimately on the quality of labor employed. Some functional and dysfunctional aspects of certification are touched upon. The process of certification includes the objectives of certification, intended target groups, certification and training standards, and certification structure. Assessing the human resources employed in the silviculture industry is an important step.The merits and shortcomings of certification are presented in Part 2. Key issues related to forest management are addressed to provide a balanced portrait of silviculture worker certification. The merits range from increasing product quality to reducing on-site injuries. Shortcomings include the transaction costs of certification, a phenomenon called the "generation gap," and jurisdictional control. Issues between the merits and shortcomings of certification are also included.Part 3 discusses alternatives to silviculture worker certification. Taxation, subsidies, and the dissemination of information on the benefits of training are other forms of intervention influencing decision making in the private market.

Frameworks and quality measures used for debriefing in team-based simulation: a systematic review

BMJ Simulation and Technology Enhanced Learning ◽

10.1136/bmjstel-2017-000297 ◽

2018 ◽

Vol 5 (2) ◽

pp. 61-72 ◽

Cited By ~ 3

Author(s):

Ruth Endacott ◽

Thomas Gale ◽

Anita O’Connor ◽

Samantha Dix

Keyword(s):

Evidence Synthesis ◽

Future Research ◽

Simulation Studies ◽

Inclusion Criteria ◽

Data Synthesis ◽

Key Aspects ◽

The Impact ◽

And Training ◽

High Quality Score

ObjectivesThe skill of the debriefer is known to be the strongest independent predictor of the quality of simulation encounters yet educators feel underprepared for this role. The aim of this review was to identify frameworks used for debriefing team-based simulations and measures used to assess debriefing quality.MethodsWe systematically searched PubMed, CINAHL, MedLine and Embase databases for simulation studies that evaluated a debriefing framework. Two reviewers evaluated study quality and retrieved information regarding study methods, debriefing framework, outcome measures and debriefing quality.ResultsA total of 676 papers published between January 2003 and December 2017 were identified using the search protocol. Following screening of abstracts, 37 full-text articles were assessed for eligibility, 26 studies met inclusion criteria for quality appraisal and 18 achieved a sufficiently high-quality score for inclusion in the evidence synthesis. A debriefing framework was used in all studies, mostly tailored to the study. Impact of the debrief was measured using satisfaction surveys (n=11) and/or participant performance (n=18). Three themes emerged from the data synthesis: selection and training of facilitators, debrief model and debrief assessment. There was little commonality across studies in terms of participants, experience of faculty and measures used.ConclusionsA range of debriefing frameworks were used in these studies. Some key aspects of debrief for team-based simulation, such as facilitator training, the inclusion of a reaction phase and the impact of learner characteristics on debrief outcomes, have no or limited evidence and provide opportunities for future research particularly with interprofessional groups.

Potential for Meta-Scientific Inquiry to Improve the Usefulness of HRD Research Outcomes for Practice

Advances in Developing Human Resources ◽

10.1177/1523422319870173 ◽

2019 ◽

Vol 21 (4) ◽

pp. 409-420

Author(s):

David L. Passmore ◽

Chungil Chae

Keyword(s):

Scientific Inquiry ◽

Scientific Method ◽

Scientific Work ◽

Future Research ◽

Research Outcomes ◽

Scientific Principles ◽

And Control ◽

Field Of Inquiry

The Problem Meta-science, that is, science about science, is an application of scientific method to explain and control the methods and enterprise of science. The field of inquiry of meta-science emerged originally in reaction to problems with reproducibility and replicability of seemingly settled science. These same problems could affect research evidence conducted by human resource development (HRD) researchers and, as a result, could limit the applicability of HRD research outcomes to HRD practice. The Solution Discussed in this article are examples of meta-scientific issues and solutions that ultimately affect the transition of knowledge derived through research to practice in the field of HRD. Problems with the reproducibility and replication of research conducted in the field are detailed as are meta-scientific issues involved in judging the quality of scientific work, methodology-agnostic applications of meta-scientific inquiry, requirements for sharing data and code, and the need to let theory guide research. The Stakeholders Researchers would benefit from the considerations of meta-scientific concerns in the design, conduct, and reporting of research to improve the replicability and reproducibility of research outcomes. Knowledge of meta-scientific principles and cautions by adopters of research outcomes would inject healthy skepticism into decisions about whether research outcomes are worthy for application in practice or to guide future research.

Upaya peningkatan mutu pendidikan sekolah menengah kejuruan melalui pengembangan profesionalisme guru

Jurnal Pendidikan Vokasi ◽

10.21831/jpv.v1i1.5810 ◽

2011 ◽

Vol 1 (1) ◽

pp. 157

Author(s):

Cok Istri Raka Marsiti

Keyword(s):

Human Resource ◽

Learning Activity ◽

Community Perceptions ◽

Evaluation Instrument ◽

Vocational High School ◽

Professional Teacher ◽

The Government ◽

THE EFFORTS TO IMPROVE THE QUALITY OF VOCATIONAL HIGH SCHOOL EDUCATION THROUGH THE DEVELOPMENT OF TEACHER PROFESSIONALISMEducation is a key in improving quality of the nation. Human resource development is a strategic attempt that should be carried out by the government. Professional teacher is a whole building that covers thinking and acting in learning activities. As a consequence evaluation instrument of competency is a building unit that can be used to measure teachers competency. Professional teacher requires professional in teaching and training. Teachers roles are to generate learning activity, however, they face problems in executing their tasks, community perceptions on teachers, and teachers prosperity. Therefore, regeneration of teachers and continued development of human resource are answering these problems.

The Development of IT- Based Human Resources in Universitas Diponegoro

E3S Web of Conferences ◽

10.1051/e3sconf/20187313010 ◽

2018 ◽

Vol 73 ◽

pp. 13010

Author(s):

Ida Hayu Dwimawanti ◽

Endang Larasati Setianingsih

Keyword(s):

Human Resources ◽

Community Service ◽

Learning Task ◽

Modern World ◽

Scientific Journals ◽

State University ◽

Universitas Diponegoro (Undip) is a legal entity State University. Therefore, Undip is required to improve the quality of service. Human resources are the important aspect in improving services in Undip. The development of human resources in Undip is necessary; in the form of learning task, research and dedication, training, comparative study, professorships program, awards, coaching and career development. In this modern world, one aspect that needs to be considered is the ability of human resources in using IT. For example, Undip has to make sure that lecturers are required and able to write published scientific journals online. This research concluded that the success of human resource development in Undip depends on th Rector, employee commitment in the field of human resources of Undip, and the role of the Institute for Research and Community Service (LPPM) in encouraging and monitoring the implementation of research, dedication, and training.