Academic literature on the topic 'Executives Australia'
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Journal articles on the topic "Executives Australia"
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Phillips, Peter, and Julie Cotter. "The technostructure gap the educational qualifications of executive and non-executive directors." Corporate Ownership and Control 7, no. 4 (2010): 102–13. http://dx.doi.org/10.22495/cocv7i4p7.
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The purpose of this paper is to investigate the educational qualifications and experience of executive and non-executive members of directorial boards in Australia. Inspired by Galbraith’s (1967) analysis of the ‘technostructure’, we examine the educational qualifications of managerial (executive) directors and non-executive directors to assess the extent of divergences in the relevance (to the company’s operations) of executives’ and non-executives’ educational qualifications. In addition, we measure the ‘relatedness’ of executives’ and non-executives’ educational qualifications to determine the extent to which the set of educational qualifications of executive directors diverges from that of non-executive directors. We find significant differences in the relevance of the educational qualifications possessed by executives and non-executives. We also find very low relatedness between the two sets of educational qualifications. The advantages of board diversity on the one hand and the disadvantages that may attend potentially sub-optimal technical information flow on the other are discussed.
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Istiaq Azim, Mohammad, Joyce Chua Ai Mei, and Samina Rahman. "Executives’ remuneration and company performance: An evaluation." Corporate Board role duties and composition 7, no. 2 (2011): 16–31. http://dx.doi.org/10.22495/cbv7i2art2.
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Executive pay became a much discussed issue during the recent global financial crisis. Substantial research has been done in the United States and United Kingdom, while research in Australia is still limited, especially in terms of using the data for the financial crisis. This paper will investigate the relationship between Australian executives’ remuneration and their companies’ performance during the global financial crisis. Two approaches were used to examine the relationship: firstly, an investigation of the pay-for performance relationship that existed during the global financial crisis; and secondly, checking the robustness test by using one year before-and-after data. The sample is taken from the Top 200 companies from the Australian Stock Exchange (ASX) list for 2007 and 2008. In order to achieve a better understanding of this relationship, a conceptual model has been developed. Results show that Australia’s business reward system is quite effective because executives’ remuneration were reduced by their respective companies when they underperformed during this particular crisis. Overall, this study concludes that there is a positive and significant relationship between executives’ remuneration and company performance during the global financial crisis, with higher sensitivity to market-based performance measures than accounting-based performance measures.
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Schoenemann, Andreas. "Executive Remuneration in New Zealand and Australia - Do Current Laws, Regulations and Guidelines Ensure "Pay for Performance"?" Victoria University of Wellington Law Review 37, no. 1 (May 1, 2006): 31. http://dx.doi.org/10.26686/vuwlr.v37i1.5558.
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This article undertakes an examination of the current corporate governance frameworks relating to the remuneration of executives, and particularly executive directors, of listed companies in New Zealand and Australia. The theoretical background of the article builds on agency theory and managerial power theory. On this basis, performance-related remuneration is identified as crucial in aligning the divergent interests of shareholders and executives. Theories also suggest that the board of directors alone is not a sufficient mechanism to ensure that performance-related pay is implemented in practice. Examination of substantive remuneration rules regarding the structure and form of remuneration agreements finds that in both New Zealand and Australia the relevant problems are only sparsely addressed in enforceable law. More emphasis is put on procedural remuneration rules. Particularly in the fields of disclosure and shareholder involvement, Australia is a step ahead of New Zealand.
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Zhao, Shuming, Cathy Sheehan, Helen De Cieri, and Brian Cooper. "A comparative study of HR involvement in strategic decision-making in China and Australia." Chinese Management Studies 13, no. 2 (June 3, 2019): 258–75. http://dx.doi.org/10.1108/cms-08-2018-0643.
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Purpose The purpose of this paper is to address gaps in the knowledge about human resource (HR) professional involvement in strategic decision-making in China compared with that in Australia. Design/methodology/approach First, the authors compare the strategic involvement of Chinese and Australian HR professionals. Second, based on the upper echelon theory, the authors compare the impact of chief executive officer (CEO) and top management team (TMT) between both countries on HR involvement in strategic decision-making. Data were collected from matched pairs of HR and TMT executives in China (n = 168) and in Australia (n = 102). Findings Results indicate a difference, despite of no statistical significance, in HR involvement in strategic decision-making between Chinese and Australian samples. TMT behavioural integration was positively related to HR involvement in strategic decision-making in a collectivistic culture (i.e. in China), but not in an individualistic culture (i.e. in Australia). However, CEO support for HRM was positively related to HR involvement in strategic decision-making in Australia, whereas it is not related in China. Originality/value The paper conducts a comparative study and practical, and research implications are discussed at the end.
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Najmaei, Arash, Jo Rhodes, and Peter Lok. "Exploring the dynamism of complementarities in executives’ business modelling knowledge structures." Journal of Strategy and Management 7, no. 4 (November 11, 2014): 398–421. http://dx.doi.org/10.1108/jsma-11-2013-0063.
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Purpose – The purpose of this paper is to explore and explain how market and technological knowledge gained by executives interact in a complementary fashion to form the knowledge structure of their business model which in turn enable them to make sense of underlying complexities surrounding management of strategic courses of action. Design/methodology/approach – Unitizing, categorizing, and classifying (UCC) in conjunction with pattern-matching (power and proof quotes) as qualitative methods were used to analyse a series of semi-structured interviews with eight executives from five small manufacturing firms in Australia. Findings – It was found that executives’ business modelling knowledge structure defined as the knowledge base that underpins their business models is developed from four interactions that exist between their market and technological knowledge. Particularly, executives can learn about technological aspects of their business model from market knowledge they acquire and also learn about marketing issues of their business model from technological knowledge they acquire. This interactive nature offers novel insights into versatility and fungibility of executives’ knowledge as a strategic resource that defines how business models evolve and shows how executives use knowledge as a non-rivalrous resource in different ways for developing different business models. Research limitations/implications – This study is limited in scope to: first, the context of executive of Australian small manufacturing firms and second, limited sources of data. Practical implications – This study offers important implications for business modelling and strategic formulation of practicing managers. It particularly contributes to a fuller understanding of how executives’ learning contributes to the cognitive formation of business models. It also helps executives gain new insights into the importance of various types of knowledge and the complementary nature of their interactions in the development of novel mental models as a key managerial competency in today’s dynamic markets. Originality/value – The conceptual framework developed and findings reported in this study have not been previously studied and offer novel insights into the literature on knowledge-based management, competitiveness, and business modelling.
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Selby Smith, Chris. "Health services management education in South Australia." Australian Health Review 18, no. 4 (1995): 15. http://dx.doi.org/10.1071/ah950015.
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In December 1994 the Australian College of Health Service Executives (SABranch) sought ?a needs analysis for health management training programs withinSouth Australia?. Although the college was interested in a range of matters, thecentral issue was whether the current Graduate Diploma in Health Administration(or a similar course) would continue to be provided in Adelaide. The college providedbackground material and discussions were held with students, the health industry,relevant professional associations and the universities. This commentary sets out someof the background factors and my conclusions, which have been accepted by the SouthAustralian authorities.
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Duffield, Christine, Michael Roche, Nicole Blay, Debra Thoms, and Helen Stasa. "The consequences of executive turnover." Journal of Research in Nursing 16, no. 6 (October 5, 2011): 503–14. http://dx.doi.org/10.1177/1744987111422419.
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The high rate of executive turnover in the healthcare industry is a major issue for health service organisations and their staff both in Australia and internationally. In the course of planning a research project examining nurse turnover at the clinical level within three Australian States/Territories, the researchers became aware of frequent executive turnover at all levels (State Department of Health, Area Health Service, hospital). Over a period of approximately 2 years there were 41 executives occupying 18 different positions, highlighting the scope of this issue in Australia. Few studies have examined the causes and consequences of this phenomenon in depth. Factors such as age, gender, education, lack of career advancement opportunities and remuneration have all been identified in the literature as important contributors to executive turnover. High turnover rates have been found to be associated with a number of negative consequences, including organisational instability, high financial costs, loss of human capital and adverse effects on staff morale and patient care. While the use of ‘acting’ roles may assist in filling executive positions on a temporary basis, consequences for the rest of the organisation are associated with their extended use. Steps which health services planners may take to attempt to minimise executive turnover include providing staff members with appropriate challenges and opportunities for growth and ensuring that a clear succession plan is in place to minimise the impact for the organisation and its staff.
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Choy Flannigan, Alison, and Prue Power. "Health Care Governance: Introduction." Australian Health Review 32, no. 1 (2008): 7. http://dx.doi.org/10.1071/ah080007.
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IN RECOGNITION OF the importance and the complexity of governance within the Australian health care sector, the Australian Healthcare and Hospitals Association has established a regular governance section in Australian Health Review. The aim of this new section is to provide relevant and up-to-date information on governance to assist those working at senior leadership and management levels in the industry. We plan to include perspectives on governance of interest to government Ministers and senior executives, chief executives, members of boards and advisory bodies, senior managers and senior clinicians. This section is produced with the assistance of Ebsworth & Ebsworth lawyers, who are pleased to team with the Australian Healthcare and Hospitals Association in this important area. We expect that further articles in this section will cover topics such as: � Principles of good corporate governance � Corporate governance structures in the public health sector in Australia � Legal responsibilities of public health managers � Governance and occupational health and safety � Financial governance and probity. We would be pleased to hear your suggestions for future governance topics.
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Mascitelli, Bruno, and Mona Chung. "Australia-China and Stern Hu." International Journal of Asian Business and Information Management 2, no. 1 (January 2011): 25–31. http://dx.doi.org/10.4018/jabim.2011010102.
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China’s economic growth over the last decade has been spectacular and Australia has been a beneficiary of this growth in terms of China’s demand for resources and the strength of Chinese exports. Pundits even suggest that Australia avoided the global recession as a result of this strong trade relationship. Trade relations between Australia and China resulted in China becoming Australia’s key trading partner. The arrest and charging in 2009/10 of four Rio Tinto executives (including Stern Hu the head of Rio’s operation in China) based in China raised fears of posing a strain on this vital economic relationship. Moreover China’s inability to takeover Rio Tinto and the significance and consequences of this incident are at the core of this paper. How do these events reflect the uncertainties of doing business in China or do these events demonstrate China’s sovereign right to enforce anti-corruption legislation? While China has embraced the international business community, to what extent has the arrest and imprisonment of Stern Hu changed the Australian-China trade relations including doing business in this thriving and buoyant market?
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Miroński, Jacek, and Rafał Dembowski. "Executive Compensation: Its Structure, Links to Company Performance, Executives' Perception, and International Differences." Journal of Management and Financial Sciences, no. 29 (July 29, 2019): 47–72. http://dx.doi.org/10.33119/jmfs.2017.29.3.
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Despite the vast amount of academic research on particular aspects of executive compensation, few studies have undertaken the subject comprehensively, combining the perspective of a firm and a manager in the International context. This study is a review of contemporary executive compensation schemes including its structure and links to company performance. Based on the literaturę of the topie, the latest market studies and industry expert interviews, this paper determines the role and effectiveness of particular components of compensation packages, taking into consideration executives’ perception, motivation, and the existing behavioral biases. Additionally, the study analyses the major differences in executive compensation policies of the listed companies in the US, the UK, Australia, Poland, and Norway. The research conclusions prove that executive compensation maximizing benefits for a firm should not only address the principal-agent problem through properly designed incentives, but also reduce a manager s propensity to excessive risk-taking. Finally, it provides practical recommendations for compensation committees how to effectively design remuneration policies.
Dissertations / Theses on the topic "Executives Australia"
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Mitchell, James Ian School of Sociology UNSW. "MANAGEMENT DISCOURSE AND PRACTICE IN AUSTRALIA." Awarded by:University of New South Wales. School of Sociology, 1998. http://handle.unsw.edu.au/1959.4/17459.
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This thesis sought to place the development of managers, management theory, practice and discourse within its general historical context. The emergence and growth of a body of managers in Australia was examined utilising Historical Sociology, Survey, Content Analysis and Theory of Practices methods. Australian managers, management practice and discourse were influenced by British, American and, more recently, Japanese management theories and practices. Theories and practices from Classical Management and subsequent theories were evidenced as trends which dominated for periods, changing the practices and discourses of managers. Based on a survey of Australian managers, the interaction between management theories and practices was examined and interpreted. Counter trends existed in periods that were dominated by particular theoretical models. These counter trends provided the links to newer practices and theories. The results indicated the continued importance of all theoretical models and the practices they describe. In Australia, the theoretical perspectives did not fit the trends of broad cycles of economic activity but overlapped, having been introduced in differing time frames. Management discourse was evaluated through content analysis of the editorials of Rydge's (a local management magazine) from 1945 to 1987 to ascertain any changes in management discourse as the result of the introduction of new management theories. Other themes and trends were identified and examined to provide insights into managers' values. The production and reproduction of practices were considered utilising a Theory of Practice. In the field of management, practices are produced and reproduced by managers influenced by their habitus, the division of labour and the exercise of power. The survey and content analysis results were examined to profile the habitus through the impact of managers' backgrounds on their behaviour, practice and discourse. These constituted forms of cultural capital which mediated managers' beliefs through symbolic instruments embedded in its structuring structures. Overall, the research highlighted relationships between typologies of management theories, discourses and practices and provided a profile of the production and reproduction of practices in a contemporary Australian setting.
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au, H. Chang@curtin edu, and Hyun Chang. "Cross-Cultural Adjustment of Expatriate Managers: A Comparative Study of Australian Managers Working in Korea and Korean Managers Working in Australia." Murdoch University, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20080908.105229.
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International assignments are increasingly important in the global business world but many assignments end up in failure causing heavy losses on many expatriates and their organizations. This study employees a multi-dimensional approach, as suggested by much of the literature on international assignments of Australian expatriates in Korea and Korean expatriates in Australia.
Hierarchical regression indicated that their expatriate success in performance can be accurately predicted by Family Adaptation how well the family adapted to the overseas location, Nationality where Korean respondents reported a much higher level of family adaptation with the move compared to Australian managers, and Age that older managers were more likely to report success with an overseas posting. Family adaptation with overseas work assignments, was determined by the level of Spouse Agreement and Nationality.
Overall, Korean expatriates rated their own performance and level of adaptation much higher than those of Australians in all measurement categories. The Korean group may have outperformed the Australian expatriate group in adjustment and performance, possibly due to their strength in language skills, educational level, religious and socialization commitments, situation-orientation, but most importantly, due to the stability in family and spouse relationships. The outcome suggests that organizations should address the issues related to spouse adjustment in order to ensure successful expatriate operations, from the stage of accepting assignments to the repatriation stage. There is some evidence at least in this research to suggest that these findings need to be replicated with larger samples and considered in future management policy.
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Hatcher, Caroline A. "Making the enterprising manager in Australia: A genealogy." Thesis, Queensland University of Technology, 1997. https://eprints.qut.edu.au/36557/1/36557_Digitised%20Thesis.pdf.
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This study examines the practices and processes through which the identity of the 'enterprising' manager has been formed and idealised in Australia in the 1990s. The study provides a genealogy of the manager as a discursive subject. As a 'history of the present', it takes the formation and practices of the Industry Task Force on Leadership and Management Skills as a 'problem' of the present to be examined and understood.
The argument is, that the art of government has shifted during this decade from a focus on state-building (through the development of a contract between employees and the State during the post world war period) to a concern for making the individual responsible. Techniques of regulation have increasingly given way to techniques of self-regulation. It is self-regulation that is now the dominant mode of authority in the production of managers as enterprising.
This reading of the present draws on poststructuralist scholarship, in particular, the work of Michel Foucault on governmentality, power, and the subject. The applications of this theoretical work made by Nikolas Rose ( 1991; 1996a, 1996b) provide a conceptual framework for the analysis of the identity formation of the manager in advanced liberal democracies such as Australia. The insights of feminist poststructuralists - Chris Weedon (1987), Valerie Walkerdine (1990), Wendy Hollway (1991), and Lois McNay (1992) - have oriented the research to take account of the gendering of identity formation in the workplace.
As a 'history of the present', the purpose of the study is to demonstrate the contingency and instability of the present and its continuities and discontinuities with the past. The study posits the occurrence of the Industry Task Force on Management and Leadership and Management Skills as a significant historical event in the move from the state-building imperative (characterised by the dependence model of welfare) to that of the 'active society' (characterised by responsible and independent individuals).
Three political rationalities are understood to shape the present: participation, economic rationalism, and gender. The inquiry provides an elaboration of how each of these rationalities has become possible in the present formation of the enterprising manager in Australia. Alongside these, several mechanisms are examined which help to explain the contours and shape of the present. These include the rise of therapeutic authority, dividing practices such as those of personnel management, and the development of competency-based practices for managers which facilitate the calculation and calibration of individuals.
It is in the nature of genealogies to be incomplete, and this study is no exception. It has been impossible to engage with all those phenomena which inform the making of the enterprising manager. What this study does attempt, however, is to demonstrate some precise ways in which the making of the enterprising manager has worked as both a leverage for change, as well as a closure on, what it is possible to become.
For this reason, the study targets specific periods for investigation of particular practices. For example, the period of the first fifty years of the twentieth century produced important practices of management. However, it is the period from World War Two to the 1970s that provides an understanding of the formalisation of management practices in Australia, centred around increasing lines of authority and regulation. Alongside this periodisation, the period from 1970 to the mid 1980s is chosen for particular attention, because it is in this period that the idea of 'participation' becomes a normal practice in organisations. Special consideration is given to this period because the study argues that participation is an important political rationality through which the art of government is possible in the present. Additionally, recognising the importance of the concept of discontinuity in understanding the present in a Foucauldian framework, the period from the 1980s to the mid 1990s maps the emergence of the 'active' manager in Australia.This emergence is traced through a range of sites, including a global discourse of the active citizen, as well as more micro attempts to produce these practices, such as the development of manuals and motivational texts.
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Chang, Hyun. "Cross-cultural adjustment of expatriate managers: a comparative study of Australian managers working in Korea and Korean managers working in Australia." Thesis, Chang, Hyun (2008) Cross-cultural adjustment of expatriate managers: a comparative study of Australian managers working in Korea and Korean managers working in Australia. Professional Doctorate thesis, Murdoch University, 2008. https://researchrepository.murdoch.edu.au/id/eprint/649/.
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International assignments are increasingly important in the global business world but many assignments end up in failure causing heavy losses on many expatriates and their organizations. This study employees a multi-dimensional approach, as suggested by much of the literature on international assignments of Australian expatriates in Korea and Korean expatriates in Australia.
Hierarchical regression indicated that their expatriate success in performance can be accurately predicted by 'Family Adaptation' how well the family adapted to the overseas location, 'Nationality' where Korean respondents reported a much higher level of family adaptation with the move compared to Australian managers, and 'Age' that older managers were more likely to report success with an overseas posting. 'Family adaptation' with overseas work assignments, was determined by the level of 'Spouse Agreement' and 'Nationality.'
Overall, Korean expatriates rated their own performance and level of adaptation much higher than those of Australians in all measurement categories. The Korean group may have outperformed the Australian expatriate group in adjustment and performance, possibly due to their strength in language skills, educational level, religious and socialization commitments, situation-orientation, but most importantly, due to the stability in family and spouse relationships. The outcome suggests that organizations should address the issues related to spouse adjustment in order to ensure successful expatriate operations, from the stage of accepting assignments to the repatriation stage. There is some evidence at least in this research to suggest that these findings need to be replicated with larger samples and considered in future management policy.
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Chang, Hyun. "Cross-cultural adjustment of expatriate managers : a comparative study of Australian managers working in Korea and Korean managers working in Australia /." Access via Murdoch University Digital Theses Project, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20080908.105229.
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Ross-Smith, Anne. "Women who manage women's experience as managers in contemporary Australian organisations : implications for the discourse of management and organisation(s) /." Phd thesis, Australia : Macquarie University, 1999. http://hdl.handle.net/1959.14/26116.
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Thesis (PhD)--Macquarie University, Graduate School of Management, 1999.Bibliography: leaves 353-372.
Introduction and thesis overview -- A clarification of how common terms and key concepts within managerial and organisational discourse are interpreted within the thesis -- Theoretical and philosophical concerns: gender and the discourse of management and organisation(s) -- Contextualising the research: an overview of social, political, economic/business organisational conditions in contemporary Australia and review of literature germane to the empirical research studies -- Research methodology, judgement criteria and framework for analysis and representation -- Women managers: day to day managerial work and behaviour: ethnographic/participant observation studies -- Women's perceptions of their experience as managers: the interview studies -- Conclusions and thesis summary.
This thesis investigates the managerial experience of senior women in contemporary Australian public and private sector organisations and explores the implications this investigation has in relation to the discourse of management and organisation(s). -- The thesis proposes that although women have gained a presence in the ranks of senior management in the last twenty years, they continue to remain marginal to the discourse of management and organisation(s). The reason for this, it is argued, is because of the preoccupation this discourse has with conceptions of rationality and masculinity. This proposition is elaborated in the thesis by tracing the philosophical and sociological interpretations of reason and rationality from ancient Greek philosophy to its embodiment in the contemporary discourse of management and organisation(s). -- Whether for biological, social or psychological reasons, it can be argued that men and women are 'different'. A further proposition, therefore, is that they will have a 'different' experience as managers. On the basis of this proposal, the thesis evaluates contemporary theories of gender and sexual difference, but stops short of defining 'difference' specifically with regard to women's experience as managers. Instead, it allows the empirical research to determine what it is that constitutes 'difference' in such a context. -- The empirical component of the thesis seeks to develop an understanding of how senior women managers in contemporary Australian organisations both experience and interpret their experience in management. This is achieved by the use of two different, but complementary studies. Using an ethnographic/participant observation case study approach, the first of these investigates the day to day managerial activities, over time, of two senior women managers, one from the private and one from the public sector. The second component of the empirical research involves as series of in depth interviews with forty senior women managers in Australian public and private sector organisations, together with a small number of interviews with their immediate superiors and subordinates, and observation, by the researcher, of their workplaces. The location of the empirical research in the late 20th century, some twenty years or so after women started to enter the ranks of management in Australia, allows for a reflection on women's progress in management in this country during this period. It also allows for contemporary social and organisational conditions in Australia to be a consideration in evaluating the research participant's managerial experience. The thesis, therefore, links the empirical research findings to Australian literature and research on women and management, current social trends in this country, characteristics of the Australian business culture, Australian managementand the Australian manager.
The research framework utilised in the thesis is informed by critical, feminist and postmodern approaches to organisational analysis. For this reason the Deetz (1994) schema, which defines organisational reserch from the perspective of four differing discursive spaces - dialog, critical, interpretive and normative is utilised to locate the research orientation of the empirical studies. This schema recognises that overlap between the four discursive spaces is possible and thus can accommodate insights from each of the above mentioned approaches, as well as areas of overlap between them. -- The principal research findings suggest, in summary, that women in senior management in Australia largely conform to the traditional (masculine) norms that are deeply embedded in the discourse of management and organisation(s) and in managerial practice, yet at the same time, they consider themselves to be 'different'. A feminist interpretation of Social Contract theory, together with a feminist analysis of Foucault's (1988) notion of an 'ethics' of the self and the link between this notion and non essentialist feminist theory are used in the discussion of the empirical research findings to construct an interpretation of 'difference' as it applies to women's managerial experience. -- The contribution to knowledge in the field of organisational analysis that the thesis seeks to make includes: adding new grounded empirical research whcih uses alternative approaches to organisational understanding; providing a comprehensive analysis of the philosophical and sociological underpinnings of the relationship between management, rationality and masculinity; providing a platform for future policy development and organisational practice, and adding a perspective on contemporary managerial practice and organisation conditions against which to gauge classical studies of managerial work and behaviour. -- Finally, the thesis can also be seen to provide additional insights into recent critiques of essentialist feminsit theory and the 'feminisation of management'/female advantage literature.
Mode of access: World Wide Web.
x, 376, [9] leaves
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Noblet, Andrew, and mikewood@deakin edu au. "Assessing the strain experienced by managers and professional Australian footballers using an augmented job strain model." Deakin University. Bowater School of Management and Marketing, 2002. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050825.141959.
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Generic models of job stress, such as the Job Strain Model (JSM), have recently been criticised for focusing on a small number of general work characteristics while ignoring those that are occupation-specific (Sparks & Cooper, 1999). However this criticism is based on limited research that has not examined the relative influence of all three dimensions of the JSM - job demand, job control and social support - and job-specific stressors. The JSM is the most commonly used model underpinning large-scale occupational stress research (Fox, Dwyer, & Ganster, 1993) and is regarded as the most influential model in the research on the psycho-social work environment, stress and disease in recent times (Kristensen, 1995). This thesis addresses the lack of information on the relative influence of the JSM and job-specific stressors by assessing the capacity of an augmented JSM to predict the strain experienced by managers and professional Australian footballers. The augmented JSM consisted of job-specific stressors in addition to the generic components of the model.
Managers and professional Australian footballers represent two very different occupational groups. While the day-today roles of a manager include planning, organising, monitoring and controlling (Carroll & Gillen, 1987), the working life of a professional Australian footballer revolves around preparing for and playing football (Shanahan, 1998). It was expected that the large differences in the work undertaken by managers and professional Australian footballers would maximise the opportunities for identifying job-specific stressors and measuring the extent that these vary from one group to the next. The large disparity between managers and
professional footballers was also used to assess the cross-occupational versatility of the JSM when it had been augmented by job-specific stressors.
This thesis consisted of three major studies. Study One involved a survey of Australian managers, while studies Two and Three focused on professional Australian footballers. The latter group was under-represented in the literature, and as a result of the lack of information on the stressors commonly experienced by this group, an in-depth qualitative study was undertaken in Study Two. The results from Study Two then informed the survey of professional footballers that was conducted in Study Three.
Contrary to previous research examining the relative influence of generic and job-specific stressors, the results only provided moderate support for augmenting the JSM with job-specific stressors. Instead of supporting the versatility of the augmented JSM, the overall findings reinforced the broad relevance of the original JSM. Of the four health outcomes measured in Studies One and Three, there was only one - the psychological health of professional Australian footballers - where the proportion of total variance explained by job-specific stressors exceeded 13%.
Despite the generally strong performance of the JSM across the two occupational groups, the importance of demand, control and support diminished when examining the less conventional occupation of professional football. The generic model was too narrow to capture the highly specific work characteristics that are important for this occupational group and, as a result, the job-specific stressors explained significantly more of the strain over and above that already provided by the generic model. These findings indicate that when investigating the stressors experienced by conventional occupational groups such as managers, the large amount resources required to identify job-specific stressors are unlikely to be cost-effective. In contrast, the influence of the
more situation specific stressors is significantly greater in unconventional occupations and thus the benefits of identifying these non-generic stressors are more likely to outweigh the costs.
Studies One and Three identified strong connections between job-specific stressors and important characteristics of the occupation being studied. These connections were consistent with previous research and suggest that before attempting to identify job-specific stressors, researchers need to first become familiar with the nature and context of the occupation.
The final issue addressed in this thesis was the role of work and non-work support. The findings indicate that the support provided by supervisors and colleagues was a significant predictor of wellbeing for both managers and professional footballers. In contrast, the level of explained strain accounted for by non-work support was not significant. These results indicate that when developing strategies to protect and enhance employee well-being, particular attention should be given to monitoring and, where necessary, boosting the effectiveness of work-based support.
The findings from this thesis have been fed back to the management and sporting communities via conference presentations and peer-reviewed journals (refer pp 220-221). All three studies have been presented at national and international conferences and, overall, were well received by participants. Similarly, the methods, results and major findings arising from Studies One and Two have been critiqued by anonymous reviewers from two international journals. These papers have been accepted for publication in 2001 and 2002 and feedback from the reviewers indicates that the findings represent a significant and unique contribution to the literature. The results of Study Three are currently under review by a sports psychology journal.
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Flanagan, Annette F. "Gender, Jobs and Geographic Origin of Australian Immigrants." Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc935699/.
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This thesis examines access to managerial jobs in the Australian labor market by immigrant women and men from five continents and five individual countries. Comparisons were not made only among both continent and country groups, but also between the women and men within each group, as a measure of occupational gender inequality. An index of managerial representation in the Australian labor market (MORI) was computed and nine independent variables were applied to measure immigrant representation in managerial occupations. Rank order correlates were used to calculate relationships between variables. Results indicate that women (with the exception of Vietnamese) from all countries were disproportionately underrepresented in managerial jobs and that the more dissimilar immigrant men are to native born Australians, the less likely they are to hold managerial jobs.
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Sukkar, Malak, and sukkarm@stvmph org au. "Executives' Decision Making in Australian Private Hospitals: Margin or Mission?" RMIT University. Graduate School of Business, 2008. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20081031.162754.
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This thesis examines decision making at executive level in Australian private hospitals as a social phenomenon, since individuals draw meaning from their own biographical and social environmental experiences. The researcher interpreted the constructed realities of the factors influencing executives' decisions within the context of private hospitals - a field that is rarely examined through the lens of social research. Using an Interpretivist research paradigm, the researcher conducted semi- structured and in-depth interviews with sixteen executive members who are experts in their field and represent both sectors of the private hospital industry: private for-profit and private not-for-profit. The data generated was transformed into technical accounts using an abductive research strategy and adopting Schütz's notion of first-order and second-order constructs. Using Giddens' Structuration Theory, that stressed the fundamental role of the human agent, the structure and their mutual dependence, the researcher moved beyond the interpretation of individuals' meanings, to incorporate the structure as an entity that can be formed and reformed. The researcher interpreted social actors' constructed meanings of these social phenomena in their work environment to form the elements of a two-dimensional decision making model at organisational level, incorporating the present with the future and the internal with the external factors. On an individual level, three different approaches to decision making were identified, based on whether executives perceived the decision making phenomenon as intuition, as a reasoned process or as an expected outcome. While being from a limited research sample, the findings of this study suggest that the paradox of mission / economic decisions restrained executives in the not-for-profit sector from strengthening their hospitals' financial performance, putting at risk, therefore, their ability to achieve social dividends as a way to proclaim their mission. On the other hand, in the for-profit sector, shareholders' dividends appeared to be a strong catalyst for attaining profit maximisation when making decisions. In both settings, the findings suggest that the role of stakeholder theory is questionable, particularly when executives remained hesitant to involve medical specialists, whom they considered to be major stakeholders and profit generators for private hospitals. This attitude appeared to be constant, despite the changes identified in executives' individual approaches to decision making. However, early signs of shifts towards adopting more commercially and socially accountable decisions were apparent in not-for-p rofit and for-profit sectors respectively. The thesis sets out recommendations to assist executives in managing the different factors that interplay to form executives' decisions. The importance of having a mission in business longevity and the integration, as opposed to alignment, of strategic goals with business operations when making executive decisions in private hospitals was highlighted. The implications for both sectors are described and recommendations for further research are suggested.
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Howell, Andrea (Andrea Christine) 1957. "Vision, values and commitment : an examination of the congruence between individual and organisational values and the impact of the degree of congruence on employee commitment." Monash University, Dept. of Management, 2004. http://arrow.monash.edu.au/hdl/1959.1/5485.
Full textBooks on the topic "Executives Australia"
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Western Australia. State Supply Commission. Government purchasing in Western Australia: A guide for senior executives. Perth, WA: [The Commission, 1994.
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Murray, Georgina. Capitalist networks and social power in Australia and New Zealand. Aldershot, England: Ashgate, 2006.
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Kingsland, Richard. Into the midst of things: The autobiography of Sir Richard Kingsland. Canberra: Air Power Development Centre, 2010.
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Hitchcock, Neil E. Migration to Australia: An authoritative guide for intending migrants and their sponsors, including families, executives, companies visitors and students. Turramurra, NSW: Neil E. Hitchcock & Associates, 1990.
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Australia's mandarins: The frank and the fearless? Crows Nest, N.S.W: Allen & Unwin, 2001.
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Jenn, Nancy Garrison. Executive search in Asia and Australasia. 2nd ed. London: Economist Intelligence Unit, 2001.
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Hyslop, Robert. Australian mandarins: Perceptions of the role of departmental secretaries. Canberra: Australian Govt. Pub. Service, 1993.
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Michael, Carter. Working hours in Australia: Executive summary. [Melbourne, Vic.]: Committee for Economic Development of Australia, 1985.
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Wanna, John. Public sector management in Australia. South Melbourne: Macmillan, 1992.
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McIntosh, Greg. Rounding up the flock?: Executive dominance and the New Parliament House. [Canberra]: Dept. of the Parliamentary Library, 1989.
Find full textBook chapters on the topic "Executives Australia"
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Rhodes, R. A. W., and John Wanna. "The Executives." In The Australian Study of Politics, 119–30. London: Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230296848_9.
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Dowding, Keith, and Aaron Martin. "Executive and Legislative Agendas." In Policy Agendas in Australia, 87–128. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-40805-7_5.
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Davis, Glyn. "The core executive." In New Developments in Australian Politics, 85–101. London: Macmillan Education UK, 1997. http://dx.doi.org/10.1007/978-1-349-15192-9_5.
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Anderson, Steven. "The End of Public Executions." In A History of Capital Punishment in the Australian Colonies, 1788 to 1900, 139–67. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-53767-8_6.
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Rizzi, Marco, and Tamara Tulich. "All Bets on the Executive(s)! The Australian Response to COVID-19." In Routledge Handbook of Law and the COVID-19 Pandemic, 457–70. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003211952-42.
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de Zwart, Francesco. "The BEAR – Bank Executive Accountability Regime – And APRA’S Non-Financial Risk Accountabilities." In The Key Code and Advanced Handbook for the Governance and Supervision of Banks in Australia, 687–712. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-1710-2_20.
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Mascitelli, Bruno, and Mona Chung. "Australia-China and Stern Hu." In Business, Technology, and Knowledge Management in Asia, 123–29. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-2652-2.ch009.
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China’s economic growth over the last decade has been spectacular and Australia has been a beneficiary of this growth in terms of China’s demand for resources and the strength of Chinese exports. Pundits even suggest that Australia avoided the global recession as a result of this strong trade relationship. Trade relations between Australia and China resulted in China becoming Australia’s key trading partner. The arrest and charging in 2009/10 of four Rio Tinto executives (including Stern Hu the head of Rio’s operation in China) based in China raised fears of posing a strain on this vital economic relationship. Moreover China’s inability to takeover Rio Tinto and the significance and consequences of this incident are at the core of this paper. How do these events reflect the uncertainties of doing business in China or do these events demonstrate China’s sovereign right to enforce anti-corruption legislation? While China has embraced the international business community, to what extent has the arrest and imprisonment of Stern Hu changed the Australian-China trade relations including doing business in this thriving and buoyant market?
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Terence, Daintith, and NG Yee-Fui. "Part V Separation of Powers, Ch.25 Executives." In The Oxford Handbook of the Australian Constitution. Oxford University Press, 2018. http://dx.doi.org/10.1093/law/9780198738435.003.0026.
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This chapter discusses the executive branch in Australia. It demonstrates the relationship between the explicit terms of the Australian Constitution and the way the Executive is actually organized. It also identifies the unwritten but constitutionally salient features of executive organization, and how they relate to broader constitutional values such as responsible government, effectiveness, and legality. The chapter highlights the various ways of controlling Executive action, from the traditional parliamentary and judicial channels, to mechanisms such as party structures, departmental reporting, and accounting obligations, and centrally imposed budgetary and financial disciplines, alongside scrutiny by integrity bodies.
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Lin, Chad, Geoffrey Jalleh, and Yu-An Huang. "Evaluating and Managing Electronic Commerce and Outsourcing Projects in Hospitals." In Reshaping Medical Practice and Care with Health Information Systems, 132–72. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9870-3.ch005.
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Despite the huge popularity of outsourcing in electronic commerce/IT in the past two decades, many hospitals have failed to realize the expected benefits from their outsourcing projects. Not surprisingly, the management of electronic commerce/IT outsourcing contracts has become one of the top management issues for hospitals executives in recent years. Hence, the purpose of this study was to provide an overview of outsourcing in electronic commerce/IT investment evaluation and benefits realization processes and practices in Australian and Taiwanese hospitals. Inherent in this study was the opportunity to compare such practices between a developed economy (Australia) and a newly industrialized economy (Taiwan). Several key electronic commerce/IT investment evaluation and outsourcing issues and challenges faced by Australian and Taiwanese hospitals will be presented. The results will assist hospital executives to develop their own approaches and strategies to better manage the opportunities and threats that exist in undertaking electronic commerce/IT outsourcing projects in Australian and Taiwanese hospitals.
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Lin, Chad, Geoffrey Jalleh, and Yu-An Huang. "Evaluating and Managing Electronic Commerce and Outsourcing Projects in Hospitals." In Healthcare Policy and Reform, 1044–75. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-6915-2.ch048.
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Despite the huge popularity of outsourcing in electronic commerce/IT in the past two decades, many hospitals have failed to realize the expected benefits from their outsourcing projects. Not surprisingly, the management of electronic commerce/IT outsourcing contracts has become one of the top management issues for hospitals executives in recent years. Hence, the purpose of this study was to provide an overview of outsourcing in electronic commerce/IT investment evaluation and benefits realization processes and practices in Australian and Taiwanese hospitals. Inherent in this study was the opportunity to compare such practices between a developed economy (Australia) and a newly industrialized economy (Taiwan). Several key electronic commerce/IT investment evaluation and outsourcing issues and challenges faced by Australian and Taiwanese hospitals will be presented. The results will assist hospital executives to develop their own approaches and strategies to better manage the opportunities and threats that exist in undertaking electronic commerce/IT outsourcing projects in Australian and Taiwanese hospitals.
Conference papers on the topic "Executives Australia"
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"Do Corporate Real Estate Executives Trust Their Service Providers? Some Evidence from Australia." In 10th European Real Estate Society Conference: ERES Conference 2003. ERES, 2003. http://dx.doi.org/10.15396/eres2003_190.
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Van Der Vyver, Glen, and Michael Lane. "Are Universities to Blame for the IT Careers Crisis?" In InSITE 2006: Informing Science + IT Education Conference. Informing Science Institute, 2006. http://dx.doi.org/10.28945/2990.
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At a time when the IT industry in general and the IT academy in particular face major challenges, some accuse universities of producing graduates with poor or inappropriate skills. This qualitative study, based on interviews with fifteen senior IT executives and managers in the Australian financial services industry, examines what employers seek when they recruit new graduates. We find that employers now expect much more from IT graduates. They require a blend of technical, business and people skills combined with the right attitude. Furthermore, requirements are highly mediated by contextual factors such as company size and corporate culture. We also find that universities are not perceived as negatively as some would have it. Universities face a significant challenge in producing graduates with much wider skill sets. Although this study was conducted in Australia, we are of the opinion that the issues discussed are relevant in the wider international context.
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Pervan, G. P., and R. Phua. "Executive information systems in Australia: current status and some historical comparisons." In Proceedings of HICSS-29: 29th Hawaii International Conference on System Sciences. IEEE, 1996. http://dx.doi.org/10.1109/hicss.1996.495388.
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Denham, Michael. "23 Bloodlust: a case study of theranos and the embodiment of a brand’s values in a chief executive." In Preventing Overdiagnosis Abstracts, December 2019, Sydney, Australia. BMJ Publishing Group Ltd, 2019. http://dx.doi.org/10.1136/bmjebm-2019-pod.129.
Full textReports on the topic "Executives Australia"
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McGregor-Lowndes, Myles, Marie Balczun, and Alexandra Williamson. An Examination of Tax-Deductible Donations Made By Individual Australian Taxpayers in 2018-19:. Queensland University of Technology, 2021. http://dx.doi.org/10.5204/rep.eprints.212682.
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extent and characterisitcs of tax-deductible donations made and claimed by Australian taxpayers to Deductible Gift Recipients (DGRs) at Item D9 Gifts or Donations in their individual income tax returns for the 2018–19 income year. While section 1.3 of this Executive Summary provides a more detailed overview, analysis of the ATO data showed that the total amount donated and claimed as tax deductible donations in 2018–19 was $3.93 billion (compared to $3.75 billion for the previous income year). This constitutes an increase of 4.85 per cent or $182 million from the previous income year. The average tax-deductible donation made to DGRs and claimed by Australian taxpayers in 2018–19 was $933.20 (compared to $845.73 in the previous income year).
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Tyson, Paul. Sovereignty and Biosecurity: Can we prevent ius from disappearing into dominium? Mέta | Centre for Postcapitalist Civilisation, 2021. http://dx.doi.org/10.55405/mwp3en.
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Drawing on Milbank and Agamben, a politico-juridical anthropology matrix can be drawn describing the relations between ius and bios (justice and political life) on the one hand and dominium and zoe (private power and ‘bare life’) on the other hand. Mapping movements in the basic configurations of this matrix over the long sweep of Western cultural history enable us to see where we are currently situated in relation to the nexus between politico-juridical authority (sovereignty) and the emergency use of executive State powers in the context of biosecurity. The argument presented is that pre-19th century understandings of ius and bios presupposed transcendent categories of Justice and the Common Good that were not naturalistically defined. The very recent idea of a purely naturalistic naturalism has made distinctions between bios and zoe un-locatable and civic ius is now disappearing into a strangely ‘private’ total power (dominium) over the bodies of citizens, as exercised by the State. The very meaning of politico-juridical authority and the sovereignty of the State is undergoing radical change when viewed from a long perspective. This paper suggests that the ancient distinction between power and authority is becoming meaningless, and that this loss erodes the ideas of justice and political life in the Western tradition. Early modern capitalism still retained at least the theory of a Providential moral order, but since the late 19th century, morality has become fully naturalized and secularized, such that what moral categories Classical economics had have been radically instrumentalized since. In the postcapitalist neoliberal world order, no high horizon of just power –no spiritual conception of sovereignty– remains. The paper argues that the reduction of authority to power, which flows from the absence of any traditional conception of sovereignty, is happening with particular ease in Australia, and that in Australia it is only the Indigenous attempt to have their prior sovereignty –as a spiritual reality– recognized that is pushing back against the collapse of political authority into mere executive power.