Search results

A review of the global policy environment for climate change and sustainable development education is contextualised with a case study from the Pacific region. The case study details how Pacific Island nations have opted for a regional education response to improve their prospects of adapting to climate change – their most pressing contemporary issue. The case study then details what this means in practice using bottom-up examples of successful disaster risk reduction in Tuvalu and Fasi village, Tonga, led by Anglican youth.

This paper has two purposes. First, I offer a reading of interpretive biography (Denzin, 1989a) as an alternative method for understanding how individual lives are rendered meaningful in postmodern communication processes. Second, given the importance of many rock performers as cultural heroes, I present an interpretive biography of Pete Townshend, chief songwriter and most visible member of the classic rock band the Who. This method of inquiry is grounded in the more general tradition of interpretive interactionism (Denzin, 1989b, 1990a) and has its roots in C. Wright Mills's (1959) concept of the sociological imagination. Its guiding question is this: How is the postmodern self (or stated more accurately, selves) created within and sustained by the mass media? I argue that as postmodern cultural symbols, Townshend and the band (however ambiguously) mirror a collective search for identity on the part of audiences and society-at-large.

It was stated by a philosopher of very early days that the Gods sell their choicest goods in the cheapest market; and, it may be added, if it is necessary to impress such an obvious truism, that the greatest poverty may often be found in the midst of riches. The herring well illustrates the truths of the above paragraph.

The marginalisation of council housing in Britain since the Housing Act of 1980 threatens to obscure some of the very valuable lessons to be learned from almost a century of mass public housing provision. This chapter demonstrates that despite considerable economic problems, and in the face of social change since 1980, a relatively poor council estate remained a site of social capital, and that women were particularly prominent in working with local agencies to solve problems.

Based on information derived from a Web‐based survey of local authority reports and policies, on evening and late night economies and the way that they are managed. Sums up that both the evening and late night economies are very important features of United Kingdom town and city centres.

The purpose of this paper is to examine male and female executives as leaders “championing” gender change interventions. It problematizes current exhortations for male leaders to lead gender change, much as they might lead any other business-driven change agenda. It argues that organizational gender scholarship is critical to understanding the gendered nature of championing.

This paper draws on a feminist qualitative research project examining the efficacy of a gender intervention in a university and a policing institution. Interviews with four leaders have been chosen from the larger study for analysis against the backdrop of material from interviewees and the participant observation of the researcher. It brings a social constructionist view of gender and Acker’s gendering processes to bear on understanding organizational gender change.

The sex/gender of the leader is inescapably fore-fronted by the gender change intervention. Gendered expectations and choices positioned men as powerful and effective champions while undermining the effectiveness of the woman in this study.

Further research examining male and female leaders capacity to champion gender change is required.

This research identifies effective champion behaviors, provides suggestions for ensuring that gender equity interventions are well championed and proposes a partnership model where senior men and women play complementary roles leading gender change.

This paper is of value to practitioners and scholars. It draws attention to contemporary issues of leadership and gender change, seeking to bridge the gap between theory and practice that undermines our change efforts.

After the catastrophic 2009 bushfires in the state of Victoria, Australia, the State Government provided information and advice, short-term and temporary accommodation as well as financial assistance to bushfire-affected communities. A tension developed between quickly rebuilding housing and re-establishing known social and economic networks versus a slower and more deliberative process that focuses on long-term community outcomes. Whilst there was a widespread assumption that quick rebuilding would be beneficial, resulting in immediate pressure to do so, it became evident that many people were not prepared to, or even did not want to rebuild. Thus it became important to provide time and support for people to consider their options away from the immediate pressures to rebuild that are often inherent in post-disaster recovery processes. This became known as “holding the space” and included the introduction of interim supports such as building temporary villages and other supports which enable people to achieve appropriate interim accommodation without having to rebuild immediately. However, even two years after the bushfires a significant proportion of people remained undecided whether they wanted to rebuild or not. The post-bushfire experience pointed to a number of lessons including the importance of appropriate timing of post-disaster activities, careful targeting of financial assistance, need for developing better and lower cost interim housing options and pre-impact planning. Given the complex nature of rebuilding following a disaster, design professionals should focus not just on the final house, but also look at housing options that blur the distinction between temporary and permanent. Their designs should be quick to build, offer a good quality of life, be affordable for most and be flexible in design for future use.

The purpose of this paper is to examine the management of maternity leave in small firms and particularly to explore the perceived costs and benefits of paid maternity leave (PML). PML is a universal right in some countries (i.e. the UK), but not in Australia where most private sector female employees only have access to 12 months unpaid maternity leave. It also aims to explore how the business case for (or against) PML is constructed in small firms.

The study was limited to smaller firms operating in the business services sector in the same regional area. Semi‐structured interviews were conducted with eight employers and female employees in six of these firms. Analysis by theme was undertaken within and across interview transcripts.

Not one of these small firm employers offered PML and the cost of doing so was not considered to outweigh the benefits already realised through the (legislated) unpaid maternity leave scheme. In these firms maternity leave was managed in an informal way with notions of flexibility – give and take – characterising what happens.

The paper addresses the lack of research on access to family‐related leave policies in small firms. Employer and employee views of the issue are drawn upon, the latter not often being heard. The paper contributes to understanding the construction of the business case for a specific issue in smaller firms and human resource management from a resource‐based view more generally in smaller firms.

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).