Статья посвящена вопросам влияния власти на поведение человека. Авторы рассматривают данные различных источников, в которых увеличение власти связывается с напористостью, а ее уменьшение - с подавленностью. Конкретно, власть ассоциируется с: а) позитивным аффектом; б) вниманием к вознаграждению и к свойствам других, удовлетворяющим личные цели; в) автоматической переработкой информации и резкими суждениями; г) расторможенным социальным поведением. Уменьшение власти, напротив, ассоциируется с: а) негативным аффектом; б) вниманием к угрозам и наказаниям, к интересам других и к тем характеристикам я, которые отвечают целям других; в) контролируемой переработкой информации и совещательным типом рассуждений; г) подавленным социальным поведением. Обсуждаются также последствия этих паттернов поведения, связанных с властью, и потенциальные модераторы.

Power, approach, and inhibition. Власть, напористость и подавленность

What is Organizational Identity

Debate continues regarding the nature and desirability of graduate attributes, driven partly by stakeholder expectations that universities will prepare employees for the knowledge economy and partly by higher education academics and learning specialists. While universities appear to have accepted their new vocational role, there is considerable confusion over how these things – graduate skills, attributes or capabilities – should be defined and implemented. Conceptual confusion combined with a range of external pressures and internal management issues have the potential to derail this important project. To date, stakeholders such as government and business, as well as universities have seriously underestimated the kind of cultural, institutional and policy changes required to implement the graduate skills agenda. This paper outlines the issues that will need to be addressed by the higher education sector if universities are to play a proactive rather than reactive role in shaping this agenda.

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Facing up to the challenge: why is it so hard to develop graduate attributes?

Beneath the Miracle: Labor Subordination in the New Asian Industrialism

Purpose – The purpose of this paper is to explore the concept of employability as it has evolved over time and to propose a new definition which reflects the critical variables that contribute to employability at an individual level It also offers suggestions for how to manage employability and careers at both an individual and an organisational levelDesign/methodology/approach – The paper reviews the literature on employability It considers why employability has become a topic of interest, examines how the concept has evolved over time, and seeks to develop a working definition It suggests a range of practical strategies for individual and organisations to ensure that employability is managed successfullyFindings – Employability is as dependent on context as on the individual Therefore the current emphasis on individual responsibility for employability needs to be re‐examined and a greater emphasis placed on how organisations can support employees to manage careers and employability This shift in 

Understanding and managing employability in changing career contexts

Employer associations currently urge further change to Australia’s publicly funded vocational education and training (VET) system. An important, new focus is ‘employability skills’ - employers’ pre...

Employability skills and vocational education and training policy in Australia: An analysis of employer association agendas

The Australian chamber of Commerce and Industry

We examine the experiences of foreign-invested enterprises with localized shortages of skilled process workers in a local labour market in China: Suzhou Industrial Park (SIP). In particular, we examine how they respond to three major challenges: deficiencies in the vocational education and training system (VET); provision of workplace-based training; and poaching of skilled workers by other companies. We statistically examine employers’ responses to these challenges by using five independent variables: firms’ duration in SIP; size of firms’ skilled workforces in SIP, employers’ experiences of recruitment difficulties; employers’ perceptions of VET deficiencies; and employers’ experiences of employee poaching by other employers. Our findings show a range of approaches within firms that both confirm and contradict the economics-oriented human resource management (HRM) literature and recent discussion on the effects of Confucian values on HRM. As well, more innovatively, we find that firms use their HRM prac...

HRM lives inside and outside the firm: employers, skill shortages and the local labour market in China

Localized poaching and skills shortages of manufacturing employees among MNEs in China

AbbreviationsContributorsPreface1 Introduction - Peter Sheldon & Lousie Thornthwaite2 The Australian Chamber of Commerce and Industry - Peter Sheldon and Louise Thornthwaite3 The Business Council of Australia - Peter Sheldon and Louise Thornthwaite4 The Metal Trades Industry Association - Peter Sheldon and Louise Thornthwaite5 Employer associations in road transport - Bradley Bowden6 Employer associations in coal mining - Michael Barry7 The National Meat Association of Australia - Patrick O'Leary8 The Private Hospitals' Association of Queensland - Cameron Allan and Michael Barry9 Australian employer associations compared - Peter Sheldon and Louise Thornthwaite10 Australian employer associations and the international experience - Peter Sheldon and Louise ThornthwaiteNotesIndex

Peter Sheldon

Papers

Employability skills and vocational education and training policy in Australia: An analysis of employer association agendas

The Australian chamber of Commerce and Industry

HRM lives inside and outside the firm: employers, skill shortages and the local labour market in China

Localized poaching and skills shortages of manufacturing employees among MNEs in China

Employer associations and industrial relations change: Catalysts or captives?