Upward Coaching & Reverse Mentoring

Upward coaching is where a junior employee coaches (develops) and then continues to mentor (advise) a more senior employee in the organisation. And its potential is catching on... particularly in terms of younger employees teaching more senior colleagues about social media and how it can be used in the work environment. As a career development initiative, it has benefits for both the mentor and the mentee, emparting new skills on both which can be used in the workplace: more strategic leadership and training skills for the mentor, more implementation skills using social media for the mentee. It empowers junior employees to act in the role of mentors, teaching something that oftentimes comes naturally to them, having grown up with social media. It enables more senior employees to pick Continue reading here [...]

MSc Business Management

This programme, is primarily for non-business graduates of any discipline who wish to pursue a career in business and management. The programme assumes no prior knowledge of business and management topics, but does assume the capacity for study and development of an honours degree graduate. The programme is extensive and fast paced bringing the students on a high growth learning experience across the 12 months of the programme. The complexity of the modern economic environment requires successful business executives to have an in-depth knowledge of up to date relevant theory and concepts and to deploy an enormous array of analytical, conceptual, technical and social skills. This programme will introduce students to this broad range of business and management topics and develop their understanding Continue reading here [...]

Self-initiated expatriation and migration in the management literature: Present theorizations and future research directions

Dr Marian Crowley-Henry, lecturer in Human Resource Management and International Management in the School of Business at the National University of Ireland Maynooth has recently published an article in Career Development International (Volume 18, Issue 1, pp. 78-96). Marian co-authored the article with an international colleague, Dr Akram Al Ariss, entitled 'Self-initiated expatriation and migration in the management literature: Present theorizations and future research directions'. The paper presents a critical discussion (through a systematic review) on how self-initiated expatriation (SIE) is theorized compared to migration in the management literature. The paper also indicates avenues for future research on SIE, a growing area of research interest on global mobility. To  link to the Continue reading here [...]

Academic Conferences

The value for academics in attending international conferences should be underlined, particularly for scholars based in Ireland where the academic circle is quite limited. I attended IFSAM (International Federation of Scholarly Associations of Management) http://www.ifsam2012.org/ in Limerick (Ireland) at the end of June 2012 where I presented a paper I am working on with a colleague in France. A week later I attended EGOS (European Group for Organizational Studies) http://www.egos2012.net/ in Helsinki where I presented a paper I am working on with a colleague in the UK. While these conferences are very large (hundreds of participants) with several parallel sessions going on simultaneously (and can be very daunting), they are ideal fora for networking with researchers from different countries Continue reading here [...]

Women in the Workplace

While figures suggest more female participation in the workplace, the proportion of women on boards and in senior positions remains notably lower than their male counterparts. Preference theory suggests women have three 'preferences': career, mother (childcare), and a 'balance' between career focus and motherhood (childcare). This theory fails to address the voluntary (and involuntary) context of the 'preferences' and emphasises the requirement to differentiate between preferences and choices. For instance, some women would 'prefer' to stay at home with their children, but due to financial constraints, may choose to 'balance' or even focus on 'career'.  Similarly for women that may like to maintain or return to a paid working career after having children, they may not find employment or Continue reading here [...]