Gaya, who has completed a Bachelor of Arts & a Master's degree, joined the PhD program at UniSA Business School (Management) in 2016 and is currently working under the supervision of Dr Ruchi Sinha & Associate Prof. Mel Fugate. Her research interests revolve around understanding how individuals negotiate power/ status positions in informal hierarchies, particularly in teams working in the healthcare sector. Given the current trend for flatter organisational structures and the popular belief that the inclusion of a lot of experts in a team would enhance the productivity as well as the prominence of the team, Gaya's dissertation titled, "How high power individuals deal with high-status individuals in teams: the role of dominance versus deference" explores how team members with varying bases of power (expertise versus relational competence) negotiate power expressions in the presence of shifting power hierarchies.
Belinda Arch has a Bachelor’s degree in Psychology (UniSA) and is interested in the ways people communicate. In her first research project, she interviewed employees about how they told their bosses they were going to quit – and how their bosses reacted to the news. That experience showed her that communication between managers and employees is particularly challenging. Since joining CHRM as a PhD student, Belinda has been learning more about gender differences in communication. She notes ‘It’s not an even playing field: What works for men can seriously backfire for women.’
Belinda is currently preparing her PhD proposal entitled ‘Tough moves and soft turns: Managing employee behaviour with emotional displays’ under the supervision of Prof Carol Kulik, Dr Sanjee Perera and Dr Sukhbir Sandhu. Her proposed research will investigate the consequences that result when male and female leaders display strong emotions (e.g., anger or sadness) in the workplace. Effective managers use these emotions to get their points across and stimulate action in the workplace. But the research suggests that when female managers display strong emotions (especially anger), they contradict gender norms and risk damaging their reputations. Belinda aims to understand how female leaders can use emotions more effectively, to motivate their subordinates and advance their careers.
Prajit Deb’s previous studies include a Bachelor in Business, an MBA and a Bachelor of Management (Honours), all at UniSA. Prajit is currently finalising his PhD proposal for his panel presentation in early 2016.
Previously, Prajit worked full time for over ten years in organisations in various managerial positions and noticed gaps that exist between the organisation’s implemented HR practices, as seen by the leaders, and how they are differently interpreted by employees which can lead to mismatched behaviour and subsequently sub-par results. Prajit’s honours year research experience highlighted this extant gap within the literature as well.
Prajit’s PhD study focusses on the factors that help reduce gaps between leaders and employees so they are on the same page in how they interpret the HR practices. On the part of the leader, gaps should be reduced when leaders foster trust among employees, are visible and clear in implementing the practices, provide employees with opportunities to voice and make suggestions, and have similar values to those of employees. From the employee perspective factors such as group cohesion, the degree of trust in their leaders and feedback seeking behaviour will be examined. The HR function can help reduce gaps by implementing HR practices in a way that makes them highly salient and visible to leaders and employees. The results of the study should provide insights in how to reduce these gaps to maximise organisational effectiveness.
Azmiri Mian has over 18 years of experience in human services, both in government and non-government agencies in disability employment, aged care quality and compliance and Indigenous health sectors. She has worked in policy development, strategic management and human resource management capacities. Her last position was working in Aboriginal Health and developing the agency’s Indigenous health programs. With a limited Indigenous workforce there were some complexities in achieving organisational goals, and many questions unanswered. Hence the PhD. Her research area is in social exchange processes in organisational networks in a large Indigenous organisation. The study has the potential to develop a cross-cultural research program to address key issues in developing and retaining a globalised workforce by understanding why social networks develop, and how they can be exploited to increase organisational outcomes. Azmiri has worked in various projects, such as barriers to employment for people with disabilities, the importance of cultural festivals for Indigenous Peoples’ well-being, as well as looking at how quality management systems and practice standards are not often aligned and creates issues in organisational sustainability. As a qualified social worker, Azmiri still keeps close to her professional roots. She has a Bachelor and Master in Social Work, and a Bachelor of Arts (Psychology). Azmiri has developed a commitment to Indigenous health, education and employment. She is dedicated to educating others to learn and be involved in Indigenous life and economic outcomes.
Vaibhav was a serial entrepreneur for the last 12 years before developing an inclination toward academics. Equipped with a Master's degree in business administration from Leeds Business School and a Bachelor's degree in commerce from Delhi University, Vaibhav founded (or cofounded) and successfully ran five businesses in a range of industries. Though he managed all aspects of business, but his heart lied in new business opportunity exploration and business development. It was his foray into teaching the students of Institute of Chartered Accountants of India, which altered his career aspirations.Vaibhav is pursuing a Masters by Research with an intent to do PhD later and permanently move into academics as a researcher and teacher. His project revolves around the 'legitimacy challenges' faced by early internationalising small and young firms from the emerging markets. The aim of the study is to understand how 'supposedly' resource poor firms from emerging markets characterised by poor country-of-origin image in developed markets internationalise early in their life cycle and overcome the legitimacy challenges which they face in developed markets. The study concentrates on focal firms emerging out of India as a representative of emerging markets and aim to contribute to key theories governing International Entrepreneurship (IE) literature.
Sucheta Santhosh Shetty
The importance of staffing management in International markets and corporations and using qualitative method to explain the implications on corporations (Supervisors: Professor Cheri Ostroff, Dr Shruti Sardeshmukh)
Sucheta Santhosh Shetty has over 15 years industry experience in human capital function and has primarily worked in IT services companies and the finance sector. She has served in several capacities including
HR Practitioner, HR Administrator, HR Business Partner and HR Consultant. Her last assignment in India was with a multinational corporation where she served as a Vice President Human Resources. Sucheta has won several awards for her contributions to the HR fraternity both in India and globally.
Sucheta is currently undertaking a Masters by Research. Her project entitled ‘Colour Matters’ aims to understand how and why HRM practices may be more or less effective in organisations with different diversity compositions. The overarching goal is to highlight a neglected aspect in the literature on HRM practices, namely how the amount of diversity, the specific composition of diversity (e.g., percentage of whites versus other categories) and the status ascribed to different diversity categories influences the effectiveness of HRM practices for enhancing organizational performance. Adding an additional twist is that the study will be conducted on top firms in Brazil.
Jill Gould has an MBA and a Master of Public Administration. In 2012, she won the UniSA Chancellor’s Award for her MBA studies. She has worked as a management and a project accountant in both the public and private sectors. Jill's research interests lie in workforce diversity, human resource management and organisational behaviour. She is particularly interested in understanding the barriers faced by women seeking senior organisational roles and providing recommendations to help organisations achieve organisation-wide gender diversity. Jill is will soon be submitting her dissertation, in which she investigated the impact of female representation at a senior organisational level on female representation at the level immediately below.
Jill has written blogs that translate academic research into articles for human resource practitioners. She has also published in The Conversation, with her article selected for the 2015 The Conversation Yearbook. She consults for Catalyst, a US-based not for profit gender research organisation. Jill has presented her work in Australia and the US.
Dr Beni Halvorsen is a Postdoctoral Research Fellow at RMIT University’s School of Management. His research focuses on workforce diversity, migrant employees, turnover and retention, and organisation trust. Dr Halvorsen’s current projects revolve around migrant employees and turnover; the impact of diversity climate and climate for inclusiveness on employee engagement and organisations’ profit margins; and positive psychological climate and its impact on intra-organisational conflict.
Dr Halvorsen holds a Bachelor of Arts (majoring in Political Science and Indonesian Language) from the University of Adelaide, Graduate Diploma in Human Resource Management, Masters of Human Resource Management, and a Ph.D. in Human Resource Management from CHRM; this thesis was nominated for the 2016 Ian Davey Research Thesis Prize.
Kateryna Kalysh completed a Masters by Research degree in the School of Management (CHRM) in August. Her study investigated the relationship between family friendly practices offered in 2004-06 and the proportion of women in management positions in 2011 in Australian organisations. Findings revealed that overall, family friendly practices had no impact on the proportion of women in management. However, family friendly practices had a positive impact on women in management in female-dominated organisations and in male-dominated industries. In contrast, family friendly practices had a negative effect in male-dominated organisations and in female-dominated industries. The results suggest that family friendly practices have different effects depending on the salience of gender stereotypes in the local and industry contexts.
At the last stages of completing her degree, Kateryna and her supervisors (Prof. Carol Kulik and Dr. Sanjee Perera) submitted an article for publication on the relationship between work-life practices and women in management. It has recently been accepted for publication in the Leadership Quarterly journal.
Dr Ashokkumar Manoharan is a Lecturer in the Flinders Business School at the Flinders University. Ashok has an interdisciplinary background, he holds a Bachelors in Hotel Management, MBA, Masters in Psychology and a PhD from University of South Australia. Ashok has valuable overseas experience in teaching, training and consultancy. Ashok is a recipient of the Australia Postgraduate Award (APA) Scholarship. His thesis explored the relationship between organisational culture, diversity management practices and organisational effectiveness in the context of Australian hotels. The findings of the study provides understanding of diversity practices outside the commonly studied US context and also provides a better understanding of organisational culture and diversity management practices in a service environment beyond the manufacturing industries.
When asked about CWeX Ashok says: “I was fortunate to be associated with the centre during my candidature. I was given the chance to present my PhD work twice in the monthly forum, the feedback given by the centre members improve my PhD work. The centre also gave opportunity to meet a number of top international researchers, interacting with them helped me to develop my future research programs. Not but not least, the annual public talk helped me to learn how academic research could be presented to non-academic audience”. Ashok’s future research program includes workforce diversity, diversity management, diversity climate and organisational culture.