233 research outputs found
Mavin, K H, 213262
No full textThis record was harvested from a previous catalogue system and will be withdrawn in 2025. Information in this record may be superseded or incomplete. Visit this record in UMA's new catalogue at: https://archives.library.unimelb.edu.au/nodes/view/402231Surname: MAVIN. Given Name(s) or Initials: K H. Military Service Number or Last Known Location: 213262. Missing, Wounded and Prisoner of War Enquiry Card Index Number: SEA-4803.221877
Item: [2016.0049.34524] "Mavin, K H, 213262
Mavin, Keith Henry, 2/3107
No full textThis record was harvested from a previous catalogue system and will be withdrawn in 2025. Information in this record may be superseded or incomplete. Visit this record in UMA's new catalogue at: https://archives.library.unimelb.edu.au/nodes/view/428167Surname: Mavin. Given Name(s) or Initials: Keith Henry. Military Service Number or Last Known Location: 2/3107. Prisoner of War Enquiry Card Index Number: K/36. Division Enquiry: NSW. Rank: PTE. Unit: 3rd Battalion Korea326924
Item: [2016.0049.60429] "Mavin, Keith Henry, 2/3107
MAVIN - A new teleconferencing system for cardiology
No full textS.84-93Das in enger Kooperation von Anwendern, Industrie und angewandter Forschung entwickelte MAVIN ist ein mehrpunktfähiges Telekonferenzsystem für die Medizin - mit besonderem Fokus auf den Einsatz in der Kardiologie. Ein wesentliches Merkmal des PC-basierten Systems ist die Unterstützung schmalbandiger Netzverbindungen trotz großvolumiger Bilddaten. Damit kann MAVIN insbesondere auch für die Kommunikation zwischen Klinikum und niedergelassenen Ärzten verbessern. Das System bietet alle notwendigen Funktionen zur Planung von Konferenzen unter Zuordnung des notwendigen Bildmaterials aus der digitalen Patientenakte, für die sichere Verteilung der Daten zu den beteiligten Arbeitsstationen und zur Durchführung der Konferenz. Während der Konferenz sind die Teilnehmer über eine automatisch einberufene Telefonkonferenz verbunden und erhalten stets eine synchronisierte Darstellung der medizinischen Bilddaten (DICOM) in ihren Viewern. Ergänzend stehen hier Telepointer und einfache Mechanismen zur Übergabe des Aktionsrechts zur Verfügung. Neben Einzelbildern lassen sich mit MAVIN insbesondere auch Filmsequenzen (Cinemode) in Echtzeit kooperativ betrachten.MAVIN is a multipoint conferencing system for medical applications - with a focus and cardiology. The PCbased system was developed in close cooperation of end-users, industry and applied research institutes and is not only designed for campus networks of large hospitals but also supports the communication between the hospital and doctor's office, where we only find low or medium speed networks. The MAVIN system offers all functionality to schedule conferences, import DICOM images from the digital patient record, securely distribute the data to all viewing stations and perform the conference with two or more remote partners. To support oral communication amongst the participants, they are connected via an automatically launched telephone conference. In conferencing mode MAVIN synchronizes the presentation of single images and image sequences (cinemode). The typical viewing functionality, including zooming and windowing, is completed by specific collaboration support such as tele pointers and a convenient floor taking mechanism.Nr.
Negative Intra-gender Relations between Women: Friendship, Competition and Female Misogyny
No full textBroadbridge and Simpson (2011) note that key aspects of gendered management and organization may be increasingly difficult to detect, arguing for research to “reveal” (Lewis and Simpson, 2010) hidden aspects of gender and the processes of concealment within norms, practices and values. Negative relations between women in organizations have been highlighted in different arenas since the 1960s (e.g. Abramson, 1975; Goldberg, 1968; Legge, 1987; Nicolson, 1996; Staines et al., 1973) but remain under researched in management and organization studies. The following chapter offers an initial conceptual framework of women’s negative intra-gender relations. The framework aims to “reveal” some of the hidden aspects of gender in organizations and to contribute to a greater understanding of how gendered organizing contexts facilitates negative relations between women, and how such relations emerge through everyday organizing. In developing the framework we draw upon research from evolutionary and social psychology, sociology, management and organization studies. Specifically we draw upon women doing gender well (in congruence with sex category), while simultaneously doing gender differently (Mavin and Grandy, 2011); gendered contexts; homophily (Lazarsfeld and Merton, 1954) and homosociality (Gruenfeld and Tiedens, 2005); women’s intra-gender competition (Campbell, 2004) and processes of female misogyny (Mavin, 2006 a, b). Our contribution focuses upon revealing hidden forms of gender in action in organizations and highlights how gendered organizing processes which impact upon women’s experiences and advancement, are entangled with, and influenced by, women’s social relationships at work. To raise women’s negative intra-relations at work can be to speak the unspeakable, almost a feminist taboo, which poses risk to the speaker(s). Drawing attention to women’s negative intra-gender relations in organizations also risks the reduction of the problem to individual women, rather than problematizing social relations. Negative intra-gender relations between women at work was highlighted as a challenge to women’s progress by Mavin (2006 a, b; 2008), contributing to the maintenance of the gendered status quo and hegemonic masculinity (Connell and Messerschmidt, 2005) in organizations. We have argued elsewhere (Mavin and Williams, forthcoming; Mavin and Grandy, 2012; Mavin, 2008) that senior women in management and leadership face an oxymoron; they face expectations of positive solidarity behaviours from other women and requirements to take up the “women in management mantle” on behalf of women in the organization, whilst in parallel they are negatively evaluated for performing masculinities, through the use of Queen Bee label (Abramson, 1975; Staines et al., 1973). Solidarity or sisterhood behaviours (Mavin, 2006a) between women are often seen as positive enablers. As numbers swell, it is suggested women are more likely to form allegiances, coalitions and affect the culture of the organization (Kanter, 1977). However, women perceived as Queen Bees are argued to disassociate themselves from their gender to survive and thrive in masculine work contexts (Derks et al., 2011). Individual women as Queen Bees, are then positioned as “the problem;” perceived as unsupportive of other women and interpreted as attempting to hold on to power (Mavin, 2008). We contend that solidarity behaviour expectations and Queen Bee evaluations are examples of women’s negative intra-gender relations facilitated within gendered contexts and gendered orders within organizations. The complexities women experience within gendered contexts, facilitate a chasm in social relations between women that requires exploration (Mavin and Williams, forthcoming). As women move into senior positions they disrupt gendered expectations and embedded gender stereotypes supporting associations of management as male and men as managers and “bosses,” to which both men and women might negatively respond (Mavin, 2006 a, b). The possibility of negative intra-relations between women can form in horizontal, as well as in vertical relationships between women at work (Gutek et al., 1988). These problematic relations, possibly impacted by low gender demography (Ely, 1994), further contribute to gendered organizations and constrain opportunities for women to be “otherwise”. Women’s intra-gender competition and processes of female misogyny (Mavin, 2006, a, b) are further aspects of social relations between women at work, so that contrary to gender stereotypes, women are often not friends and do not always cooperate or support each other, regardless of their hierarchical positioning. Rather women can be hostile towards women and in particular women in senior positions. Chesler (2001: 2) contends women ‘…do not like, trust, respect or find their [other women] statements to be credible. To the extent that women are oppressed, we have also internalized the prevailing misogynist ideology which we uphold both in order to survive and in order to improve our own individual positions vis-\ue0-vis all other women.’ Gutek et al. (1988) argue that women’s long history as a subordinate group has resulted in women learning to survive in a world structured by the dominant group’s definitions, rules, rewards and punishments, and therefore ‘the only realistic response of many women to such overwhelming institutionally based macro-manipulation is micro-manipulation, the use of interpersonal behaviours and practices to influence, if not control the balance of power’ (Lipman-Blumen, 1984: 30). However, theoretical development of this argument has been limited. Organizations have been characterised by patterns of interaction which (whether intentionally and unintentionally formed) contribute to homogenous group structures, of which gender is one dimension (Gruenfeld and Tiedens, 2005). Such constructed patterns shore up social homogeneity and hierarchical structures and are argued to contribute to organizational members’ sense of security (Camussi and Leccardi, 2005; Gruenfeld and Tiedens, 2005; Kanter, 1977). Homophily (the social process of friendship) (Lazarsfeld and Merton, 1954) and homosociality (a general orientation to associate with people like oneself) (Gruenfeld and Tiedens, 2005), have contributed to research investigating the gendered experiences of those in management positions through a focus upon social capital and network theory (e.g. Benschop, 2009). However a specific focus on friendship as a social process and intra-gender friendships has been lacking. In theorizing women’s negative intra-gender relations, we draw upon an assumption that within work organizations and in senior positions, men experience greater opportunities for, and relationships with, others (men) and that this impacts positively on their experiences (Collinson and Hearn, 2005), whilst women’s work place homophilous friendships and homosocial relations with other women, are problematic and remain under researched. Further, we integrate discussions on intra-gender competition and female misogyny (Mavin, 2006, a) to illuminate the difficulties that women may experience in accepting intra-gender differences. In turn, this facilitates a greater understanding of how women negotiate organization and management within the prevailing patriarchal social order (Mavin, 2006 a, b; 2008). The chapter begins by outlining our understanding of gender and gendered contexts facilitating negative relations between women. This is followed by a discussion of homophily (Lazarsfeld and Merton, 1954), homosociality (Gruenfeld and Tiedens, 2005), and women’s intra-gender competition and female misogyny (Mavin, 2006 a, b). The conceptual framework of women’s negative intra-gender relations is summarised, to consider how negative relations between women manifest and impact on women’s potential, followed by emerging questions offered to frame future research
Reflections on Women’s Progress into Leadership in the UK and Suggested Areas for Future Research
No full textThe paper provides an invited ‘Viewpoint’ from Professor Susan Vinnicombe, along with contributions from Professor Sharon Mavin, on women leaders’ progress on UK company boards and suggests areas for future research.Draws on data from the annual UK Female FTSE Board Report (2021) and the Hidden Truth Report (2022), tracking gender diversity on UK company boards. Professor Vinnicombe outlines reflections on progress and jointly we highlight suggested areas for future women-in-leadership research.We argue against continued use of the business case for gender diversity and suggest a research agenda for future women-in-leadership research concerning: gender aware Chairs of Boards and CEOs and men allies; access and appointment to senior board roles, and; bias in senior appointments. We suggest a return to examining barriers to women’s progress at middle management, the role of middle managers/leaders and the uptake and impact of established flexible ways of work at executive levels. New research is possible into how women leaders in top positions have positive influence on gender diversity yet are discriminated against by various publics. We recommend further intersectional research as a priority for women-in-leadership research to enable further theorizing and feminist progress.Professor Sue Vinnicombe has dedicated her academic career to questioning barriers to women’s progress in management/leadership, actively influencing organisational practice. Sue was influential in the field before her first co-authored papers were published in Women in Management Review (our predecessor) in 2001 and 2002. Professor Sharon Mavin is a previous co-editor of Gender in Management: an international journal. Her first papers were published in Women in Management Review in 1999 and 2001. Sharon is co-editor of the Special Issue, Women-in-Leadership Research and Feminist Futures: New agendas for feminist research and impact on gender equality
Key issues for gender research in HRD: a Multi-Stakeholder Framework for analysing gendered media constructions of women leaders
No full textGender research can be a highly political process with significant impact, positively or negatively, on the researcher(s) and research participants. As a result there are key issues for consideration when preparing to undertake gender research in Human Resource Development (HRD). Gender research in HRD requires a mature level of researcher reflexivity in terms of personal understandings of gender; individual researcher values, philosophical positions and standpoints on gender; motivations for research; awareness of how gender research may construct researchers in their own professional settings and how research participants may respond to gender research. We contend that a process of researcher reflexivity, in critically reflecting upon and reviewing individual assumptions and standpoints, is essential before beginning gender research. Gender is a significant dimension of personal life, social relations and culture: an arena where we face difficult practical issues about justice, identity and even survival; where there is much prejudice, myth and falsehood, and where social sciences gender research is producing a relatively new form of knowledge (Connell, 2009). This chapter outlines key issues for gender researchers illustrated through research into gendered media constructions of women leaders. We introduce the importance of women leaders and gender aware learning and HRD and outline understandings of gender; diverse advances in gender research; consistency, harm, pleasure and power; participant-research relationships and the researcher’s position in gender research, by drawing upon our previous studies. We then present the key issues in practice, through our operationalization of a Multi-Stakeholder Framework for analysing gendered media constructions of women leaders. We utilize a mixed method design (Saunders, 2012) of statistical analysis of secondary data on women in senior positions in a UK region (geographies of gender); analysis of three Supplements of the Top 500 Influential Leaders via discourse analysis; a semi-structured interview with a media producer; group and individual interviews with selected aspiring and current women leaders and stages of on-going researcher reflexivity and accountability. We conclude with reflections on the constraints and possibilities of the multi-stakeholder framework approach. Women Leaders and Human Resource Development We follow Bryans’ and Mavin’s (2003) contention that much of what we know about learning and development has been based on the masculine norm and that management, organizing, learning and development have been historically viewed as gender neutral concepts where women’s experiences are ignored. An example of this comes through education and development in UK business and management higher education settings where curricula and leader development interventions are argued to “to collude with the status quo; simply repeating existing management theory and practice” which is gendered (Mavin and Bryans 1999:99). In terms of HRD, our assumption is that women’s leadership experiences and strategies for learning leadership should be integrated into management and leader development, thus placing gender on the agenda, problematizing traditional perceptions of manager and leader as men and supporting the move to disrupt and “dismantle sex role stereotypes in the organisations to which the students (will) belong” (Mavin and Bryans, 1999:99). While there are increasing studies investigating the gendered nature of: leadership, management and learning research, subsequent models and frameworks (e.g., Bryans and Mavin, 2003; Elliott and Stead, 2008) and investigating empirically into women, gender management, learning and leadership (e.g., Kelan, 2013; Stead, 2013), there are few studies examining social contexts and processes which influence and ‘shape the development of leadership practice’ (Kempster and Stewart, 2010: 208). The research we outline in this chapter advances contexts and processes impacting on leadership by exploring how women leaders are gendered through media representations and reporting. </strong
Respectable Femininity and Intra-gender Regimes of Regulation: Experiences of Women Elite Leaders
No full textGuest editor introduction: experiences of women leaders in alternative sites of organization
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Engaging the Next Generation of Aviation Professionals
No full textEngaging the Next Generation of Aviation Professionals is an edited volume that brings together a diverse set of academic and professional perspectives within the three themes of attracting, educating, and retaining the next generation of aviation professionals (NGAP). This compilation is the first academic work specifically targeting this critical issue.
The book presents a rich variety of perspectives, academic philosophies, and real-world examples. Submissions include brief case studies, longer scholarly works from respected academics, and professional reflections from individuals who have made important contributions to their field. The book includes academic chapters that explore the topic from a more theoretical standpoint yet are accessible and understandable to a professional audience. These are complemented by both broad and specific practice examples that describe initiatives and applications occurring in the industry around the three themes. All submissions include descriptive insights, experiences, and first-hand accounts of accomplishments, intended to support the work of other professionals managing NGAP issues.
This work will be valuable to anyone involved in attracting, educating, or retaining NGAP, including academics, operators, national and international regulators, and outreach coordinators, among many others.No Full Tex
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