Jerry Hallier - Academia.edu (original) (raw)
Papers by Jerry Hallier
Human Resource Management Journal, 1998
Journal of Management Studies, Sep 1, 1997
Recent years have seen an explosion of interest in ‘identity’ that springs from its ability to le... more Recent years have seen an explosion of interest in ‘identity’ that springs from its ability to leverage conceptual insight into the intra- and inter- personal dynamics of social settings. Such popularity creates its own problems for those looking to ‘take an identity perspective’ on their research as what might appear a unified field is in actuality a diverse array of semi-distinct theoretical stances. Each has its own distinct voice and an often opaque set of linguistic norms and conventions that suggest different interpretations of where identity ‘is’ and the process, by which it is formed and shaped, regulate what can and cannot be said. The purpose of this workshop is to provide an informed introduction to four social constructionist fields of identity research, namely; social identity theory, discourse, identity work, and sensemaking perspectives. We will examine the ways in which identity is conceptualised in each of these fields and the key terms associated with each. By expl...
The question of who is developed by HRD might appear self-evident. However, the answer becomes le... more The question of who is developed by HRD might appear self-evident. However, the answer becomes less certain when one seeks to understand how the individual changes through HRD activities and how these changes in turn shape what they do and how others respond to them. Such concerns are of central interest to the study of identity, a field that sees the question of who someone ‘is’, and indeed is not, as an important contributor to the personal and interpersonal dynamics of organizational life. Many of those engaged in identity scholarship would readily declare themselves to understand identity as a socially constructed phenomenon. Beyond this, however, contrasting research traditions adopt different positions on what constitutes an identity, where it emanates from, and how it might be known. Such variety means identity offers a potentially fruitful series of frameworks for exploring the nature, as well as the effect, of HRD on the individual and the workplace. Unlocking this potentia...
Journal of Nursing Management, 2006
Human Resource Management Journal, 2011
Current Research in Industrial Relations
... and New Zealand John Leopold The Nottingham Trent University Jerry Hallier University of Stir... more ... and New Zealand John Leopold The Nottingham Trent University Jerry Hallier University of Stirling ... Its management philosophy, known as 'the Gore way', grew out of the experience of Bill Gore, the founder of the company, when he worked at DuPont in the 1940s and 50s. ...
Social Science & Medicine
Identity as a Foundation for Human Resource Development, Aug 25, 2017
Employee Relations, 2000
While HRM has stimulated studies assessing the extent of UK training, there has been little susta... more While HRM has stimulated studies assessing the extent of UK training, there has been little sustained research into trainer roles and influence. Using semi‐structured interviews with trainers in public and private sector organizations, considers the assumptions and tactics that trainers use to enhance their influence. Shows that, at a rudimentary level of service, attendant approaches to build credibility with line management locks training into a subservient position. Likewise, while shared threats can close some of the status gap between training and line management, alliance tactics are insufficient to improve the general status of trainers. High status training is not achieved by a progressive passage through a common sequence of mobility stages. It develops from a supportive training culture where trainers develop new ways to assess their organizational contribution on conventional performance criteria and from charismatic trainers innovating training knowledge. Continually reinventing their contribution, however, means that high status remains conditional.
Social Science & Medicine
Employee Relations, May 31, 1997
... Short of a formal resolution of their concerns, these individuals remained constantly vigilan... more ... Short of a formal resolution of their concerns, these individuals remained constantly vigilant to ... In order, therefore, to consider the general effects of perceived victimization on the ... about their value to the organization were contradicted by their perceived treatment as commodities ...
Http Dx Doi Org 10 1080 09585199300000066, Jul 28, 2006
ABSTRACT In this paper, the dilemmas facing HRM on how to establish itself as a distinct area and... more ABSTRACT In this paper, the dilemmas facing HRM on how to establish itself as a distinct area and yet avoid a particular disciplinary allegiance and level of analysis are assessed. HRM is seen, like business strategy, as a meeting ground between established disciplines. HRM research to date is then assessed in this light and problems of the potential limitation ofcontributions of other relevant disciplines are assessed. The established findings in organizational development (OD) have, it is argued, been particularly neglected in HRM analyses of organization change. The importance of developing pluralistic HRM research is re-affirmed. HRM as a pluralistic forum
Personnel Review, 2001
Abstract: The recruitment of young,green workers has long been recognised as a defining charact... more Abstract: The recruitment of young,green workers has long been recognised as a defining characteristic of the greenfield site. Extends understanding of how person-centred recruitment, with its emphasis on employee acceptability, disadvantages the older ...
New Technology, Work and Employment, 2004
This article illustrates how themes which were prominent in the industrial sociology of the 1960s... more This article illustrates how themes which were prominent in the industrial sociology of the 1960s and 1970s can refine our understanding of how management processes impact on the introduction of new technology and the employment relationship. Using a case study ...
Human Resource Management Journal, 1998
Journal of Management Studies, Sep 1, 1997
Recent years have seen an explosion of interest in ‘identity’ that springs from its ability to le... more Recent years have seen an explosion of interest in ‘identity’ that springs from its ability to leverage conceptual insight into the intra- and inter- personal dynamics of social settings. Such popularity creates its own problems for those looking to ‘take an identity perspective’ on their research as what might appear a unified field is in actuality a diverse array of semi-distinct theoretical stances. Each has its own distinct voice and an often opaque set of linguistic norms and conventions that suggest different interpretations of where identity ‘is’ and the process, by which it is formed and shaped, regulate what can and cannot be said. The purpose of this workshop is to provide an informed introduction to four social constructionist fields of identity research, namely; social identity theory, discourse, identity work, and sensemaking perspectives. We will examine the ways in which identity is conceptualised in each of these fields and the key terms associated with each. By expl...
The question of who is developed by HRD might appear self-evident. However, the answer becomes le... more The question of who is developed by HRD might appear self-evident. However, the answer becomes less certain when one seeks to understand how the individual changes through HRD activities and how these changes in turn shape what they do and how others respond to them. Such concerns are of central interest to the study of identity, a field that sees the question of who someone ‘is’, and indeed is not, as an important contributor to the personal and interpersonal dynamics of organizational life. Many of those engaged in identity scholarship would readily declare themselves to understand identity as a socially constructed phenomenon. Beyond this, however, contrasting research traditions adopt different positions on what constitutes an identity, where it emanates from, and how it might be known. Such variety means identity offers a potentially fruitful series of frameworks for exploring the nature, as well as the effect, of HRD on the individual and the workplace. Unlocking this potentia...
Journal of Nursing Management, 2006
Human Resource Management Journal, 2011
Current Research in Industrial Relations
... and New Zealand John Leopold The Nottingham Trent University Jerry Hallier University of Stir... more ... and New Zealand John Leopold The Nottingham Trent University Jerry Hallier University of Stirling ... Its management philosophy, known as 'the Gore way', grew out of the experience of Bill Gore, the founder of the company, when he worked at DuPont in the 1940s and 50s. ...
Social Science & Medicine
Identity as a Foundation for Human Resource Development, Aug 25, 2017
Employee Relations, 2000
While HRM has stimulated studies assessing the extent of UK training, there has been little susta... more While HRM has stimulated studies assessing the extent of UK training, there has been little sustained research into trainer roles and influence. Using semi‐structured interviews with trainers in public and private sector organizations, considers the assumptions and tactics that trainers use to enhance their influence. Shows that, at a rudimentary level of service, attendant approaches to build credibility with line management locks training into a subservient position. Likewise, while shared threats can close some of the status gap between training and line management, alliance tactics are insufficient to improve the general status of trainers. High status training is not achieved by a progressive passage through a common sequence of mobility stages. It develops from a supportive training culture where trainers develop new ways to assess their organizational contribution on conventional performance criteria and from charismatic trainers innovating training knowledge. Continually reinventing their contribution, however, means that high status remains conditional.
Social Science & Medicine
Employee Relations, May 31, 1997
... Short of a formal resolution of their concerns, these individuals remained constantly vigilan... more ... Short of a formal resolution of their concerns, these individuals remained constantly vigilant to ... In order, therefore, to consider the general effects of perceived victimization on the ... about their value to the organization were contradicted by their perceived treatment as commodities ...
Http Dx Doi Org 10 1080 09585199300000066, Jul 28, 2006
ABSTRACT In this paper, the dilemmas facing HRM on how to establish itself as a distinct area and... more ABSTRACT In this paper, the dilemmas facing HRM on how to establish itself as a distinct area and yet avoid a particular disciplinary allegiance and level of analysis are assessed. HRM is seen, like business strategy, as a meeting ground between established disciplines. HRM research to date is then assessed in this light and problems of the potential limitation ofcontributions of other relevant disciplines are assessed. The established findings in organizational development (OD) have, it is argued, been particularly neglected in HRM analyses of organization change. The importance of developing pluralistic HRM research is re-affirmed. HRM as a pluralistic forum
Personnel Review, 2001
Abstract: The recruitment of young,green workers has long been recognised as a defining charact... more Abstract: The recruitment of young,green workers has long been recognised as a defining characteristic of the greenfield site. Extends understanding of how person-centred recruitment, with its emphasis on employee acceptability, disadvantages the older ...
New Technology, Work and Employment, 2004
This article illustrates how themes which were prominent in the industrial sociology of the 1960s... more This article illustrates how themes which were prominent in the industrial sociology of the 1960s and 1970s can refine our understanding of how management processes impact on the introduction of new technology and the employment relationship. Using a case study ...