scholarly journals Developing resilient graduates to be future workplace leaders

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nikki McQuillan ◽  
Christine Wightman ◽  
Cathy Moore ◽  
Una McMahon-Beattie ◽  
Heather Farley
Keyword(s):  
Higher Education ◽  
Professional Practice ◽  
Curriculum Design ◽  
Business Models ◽  
Academic Community ◽  
Key Factors ◽  
Content Type ◽  
Workplace Leaders ◽  
Innovative Curriculum ◽  
The Impact

PurposeVocational higher education and skills are recognised as key factors in shaping an economy to adapt to fast-emerging business models that disrupt workplace behaviours. Employers require graduates to be “work-ready”, emphasising the need to demonstrate resilience, as a critical desired behaviour (CBI, 2019). This case study shares the integrated curriculum design, co-creation and operationalisation of “Graduate Transitions” workshops that were piloted in a compulsory final-year module across a number of programmes in a higher education institutions’ business faculty to enhance graduates “work readiness”.Design/methodology/approachThe collaboration and leadership thinking of industry professionals, academics and career consultants designed and co-created a workshop that enhances transitioning student resilience and prepares them for their future of work. Action research gathered data using a mixed-methods approach to evaluate student and stakeholder feedback.FindingsEvidence indicates that the workshops actively embed practical coping strategies for resilience and mindful leaders in transitioning graduates. It assures employers that employability and professional practice competencies are experienced by transitioning graduates entering the future workplace.Research limitations/implicationsLimitations to this research are clearly in the methodology and concentrating on the co-creation of an innovative curriculum design project instead of the tools to accurately evaluate the impact in a systematic manner. There was also limited time and resource to design a more sophisticated platform to collect data and analyse it with the imperative academic rigour required. Emphasis on piloting and operationalisation of the intervention, due to time and resource restrictions, also challenged the methodological design.Practical implicationsThe positive feedback from these workshops facilitated integration into the curriculum at an institution-wide level. This paper shares with the academic community of practice, the pedagogy and active learning design that could be customised within their own institution as an intervention to positively influence the new metrics underpinning graduate outcomes.Originality/valueThis pioneering curriculum design ensures that employability and professional practice competencies are experienced by graduates transitioning to the workplace.

scholarly journals Analysis of Health Protocol Application to Compliance Level In Informal Workers During the Covid-19 Pandemic

2021 ◽  
Vol 20 (1) ◽  
Author(s):  
Maria Goretti Catur Yuantari ◽  
Enny Rachmani ◽  
Eti Rimawati ◽  
Sri Handayani ◽  
Edi Jaya Kusuma
Keyword(s):  
Data Collection ◽  
Data Processing ◽  
Research Method ◽  
P Value ◽  
Cross Sectional ◽  
Informal Work ◽  
Informal Workers ◽  
Compliance Level ◽  
Health Choices ◽  
Workplace Leaders

Objective and Background: The high number of Covid-19 cases until the end of 2020 is acomplicated problem in all countries including Indonesia. The dilemma between health choices or thecontinuity of life to keep working and making ends meet has become a struggle during the Covid-19pandemic. The purpose of this study was to analyze the application of health protocols to the level ofadherence to informal workers during the Covid-19 pandemic.Method: This research method using cross-sectional, data collection was done by interviewmethod. The population of this research is in the informal work unit in the district Tanjung MasSemarang, and we obtained a sample of 52 respondents. Data processing SPSS program andbivariate test using Fisher Exact Test.Result: The results of this study are there is a relationship between the application of healthprotocols with the level of compliance in the workplace with a p-value of 0.000. The low availability ofsanitation facilities in implementing health protocols by workplace leaders and the lack of monitoringby leaders are one of the reasons for the high number of Covid-19 cases.Keywords: Covid-19, health protocol, level of compliance, workplace.

Conclusion: Diversity Intelligence as a Core of Diversity Training and Leadership Development

2018 ◽  
Vol 20 (3) ◽  
pp. 370-378 ◽  
Author(s):  
Claretha Hughes
Keyword(s):  
Leadership Development ◽  
Human Resource Development ◽  
Diversity Training ◽  
Management Strategies ◽  
Career Management ◽  
Training And Education ◽  
Protected Class ◽  
Human Resource Development Professionals ◽  
Workplace Leaders ◽  
Education Initiatives

Problem: Leadership development is a core part of training, education, and career management strategies in organizations. Yet, leaders are not translating what they learn about protected class employees during leadership development initiatives back to the workplace. Solution: Diversity intelligence should be added to organizational diversity and leadership development training and education initiatives. With DQ as a core of the training and education initiatives, leaders may acquire the needed ability to translate what they learn to actual practice. A conceptual model for DQ as a core of leadership development and typology of leaders with low and high DQ are provided. They will be able to better lead their protected class followers because they will know who they are and how to enhance their performance. Stakeholders: Workplace leaders, diversity trainers, educators, and career management professionals are provided ideas for enhancing their diversity improvement efforts. Implications for Human Resource Development professionals and researchers are also offered.

The Changing Learning Technological Landscape for Trainers in the Wake of COVID-19

2020 ◽  
pp. 152342232097210
Author(s):  
Claretha Hughes
Keyword(s):  
New Technology ◽  
Displaced Workers ◽  
Learning Technologies ◽  
Appropriate Technology ◽  
Technological Infrastructure ◽  
Work From Home ◽  
Use Of Technology ◽  
Rapid Spread ◽  
Training Professionals ◽  
Workplace Leaders

The Problem Due to the unexpected and rapid spread of COVID-19 throughout the world, training professionals are faced with three distinct problems: (1) lack of technological infrastructure; (2) the conflict between essential and non-essential workers; and (3) the ability to rapidly train workers to use new technology while working from home. Trainers are seeking to help workers and organizations use learning technologies to navigate the continuously changing workplace landscape in the midst of and after the COVID-19 pandemic. Recommendation Forced expansion of learning technologies by trainers during COVID-19 provides an opportunity to expand worker development. Not only will trainers expand their knowledge of the use of technology, they will also become better proficient at selecting appropriate technology for employee development. Trainers should become better advocates for the use of technology by demonstrating their own expertise in using learning technologies; use their communication skills to teach workers about context and how to transition current skills into new jobs; and help workplace leaders better understand how technology and people can co-exist in the workplace. Stakeholders The stakeholders who can benefit from this article are trainers, workplace leaders, workers who are forced to work from home, essential workers who must go to work each day, displaced workers, furloughed workers, and laid off workers.

scholarly journals Powerful Community Relationships and Union Renewal in Australia

2007 ◽  
Vol 61 (4) ◽  
pp. 589-614 ◽  
Author(s):  
Amanda Tattersall
Keyword(s):  
Ad Hoc ◽  
Coalition Structure ◽  
Common Interest ◽  
Social Movement Unionism ◽  
Union Renewal ◽  
Workplace Leaders ◽  
Union Education ◽  
Community Unionism ◽  
Community Relationships

Terms such as labour-community coalitions, community unionism and social movement unionism are important features of current strategies for union renewal. This article develops a three-part framework of union-community relationships, from ad hoc to deeply engaged relationships. Criteria such as common interest, coalition structure, scale and union participation are identified as important variables for relationship variation and campaign success. The article explores the framework by analyzing three case studies from Sydney, Australia, involving the central labour council—Unions NSW. The paper argues that union-community relationships vary significantly; ad hoc relationships are useful to react to a crisis while deeper relationships are most useful to build a long-term agenda. Deeper relationships are supported when they are built alongside a process of internal union renewal. Deeper relationships are more successful if unions develop workplace leaders, support political union education and provide space for workplace stewards to connect to community campaigns.

The comparison of preferred languages of appreciation between Singapore employees and US employees

2019 ◽  
Vol 34 (1) ◽  
pp. 12-15
Author(s):  
Paul White ◽  
Natalie Hamrick ◽  
Jasmine Liew
Keyword(s):  
Cultural Difference ◽  
Design Methodology ◽  
Primary Language ◽  
Content Type ◽  
Work Related ◽  
Gender And Work ◽  
Key Factor ◽  
Workplace Leaders ◽  
Ways Of Being ◽  
Practical Implications

Purpose Recent reports suggest Singapore employees especially value practical assistance in resolving work-related issues. As such, this study explored whether the appreciation language Acts of Service was chosen as the Primary Language of appreciation by Singapore employees at a higher frequency than U.S. employees. Design/methodology/approach Nine hundred sixty-seven Singapore employees completed the Motivating By Appreciation (MBA) Inventory, which assesses individuals’ preferred ways of being shown appreciation. A sample of 921 U.S. employees was created from the general MBA Inventory population that matched the Singapore employees group on age, gender and work setting. Findings Acts of Service (39 per cent) was virtually equivalent with Words of Affirmation (37 per cent) as the most preferred Language of Appreciation by the Singapore employees, whereas U.S. employees preferred Words of Affirmation at a significantly higher rate (40 per cent) than Acts of Service (26 per cent). Research limitations/implications Further research is needed before the findings should be generalized to all East Asian cultures, and additional research is needed before conclusions should be made regarding specific cultural differences in action items preferred. Practical implications Workplace leaders in Singapore need to be aware that understanding the work issues and providing practical assistance is highly valued by their employees and communicates appreciation as much as verbal and written praise. This emphasis on the desire for practical assistance is a cultural difference in comparison to their U.S. counterparts. Yet, in both cultures, the leader-employee interpersonal working relationship is a key factor that enables organizations to grow and work through changes successfully. Originality/value This is the first study to compare preferred appreciation languages of Singapore and US employees, and report Singapore employees especially value practical assistance in resolving work-related issues.

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