• Exploring human resource management practices in small and medium sized enterprises

      Nadin, Sara J.; Cassell, C.; Older-Gray, M.T.; Clegg, C. (2002)
      This paper reports on empirical work recently conducted about the use and effectiveness of HRM practices in small and medium sized enterprises (SMEs). A telephone survey was conducted with 100 senior managers of SMEs to ascertain their use of a range of human resource practices and the extent to which they had found those practices successful in aiding the achievement of company objectives. Additionally in-depth interviews were conducted with senior managers from a further 22 SMEs. Findings suggest that there is considerable diversity amongst SMEs in relation to their use of HR practices. A model is provided that identifies the key criteria that underlie the adoption of HRM practices, and the implications of the model are discussed.
    • Reproducing gender inequalities? A critique of `realist' assumptions related to organizational attraction and adjustment

      Nadin, Sara J.; Dick, P. (2006)
      Occupational discrimination and segregation along gendered lines continue to be seen as problematic throughout the UK and the USA. Women continue to be attracted to occupations that are considered to be women's work, such as clerical, secretarial and personal service work, and inequalities persist even when women enter traditional male domains such as management Work psychology's chief, though indirect, contribution to this field has been through personnel selection research, where methods aimed at helping organizations to make more fair and unbiased selection decisions have been carefully examined. Our aim in this paper is to argue that, on their own, such methods can make very little difference to the position of women (and other minorities) in work organizations. The processes that are fundamental to organizational attraction and adjustment cannot, we contend, be understood adequately through reductionist approaches that treat organizational and individual characteristics as context independent realities. Drawing on critical management research and using the specific example of police work, we argue that work roles and work identities can be more fruitfully understood as social constructions that, when deconstructed, illuminate more powerfully how processes that lead to the relative subordination of women (and other groups) are both reproduced and challenged.