Block (or intensive) teaching is used by many management schools, but the factors that drive students to choose (or avoid) block subjects are not well understood. This paper reviews the research findings on intensive teaching and analyses the factors which predict student choice between different teaching formats, based on an analysis of qualitative and quantitative survey data. If studying one subject at a time, a majority of students appear to prefer a less intensive format. However the results show that three factors influence students' likelihood to choose the block format: their experience with the format, their perception of their ability in a particular subject and their concurrent subject load. There are also subject specific differences in student preferences. Implications for block scheduling and for actions to address perceived disadvantages of the block method are addressed.

Research investigating Karasek's (1979) Demand–Control Model (D-CM) has produced mixed results relating to the stress-buffering effects of job decision latitude, or job control, on employee adjustment. Cited reasons for these mixed results include the way control is operationalised and also the potential effects of secondary moderators in the relationship among job demand, job control, and employee adjustment. Towards addressing these issues, the present study assessed the secondary moderating effects of subjective fit with organisational culture and values in the D-CM. Participation in decision-making was used as the measure of job control. Moderated multiple regression analyses revealed three significant interactions in a sample of 119 employees. The results revealed a three-way interaction between role overload, participative control, and subjective fit on physiological symptoms and psychological health. Further analyses demonstrated a significant interaction between role conflict, participative control, and subjective fit on intentions to leave. In all interactions, participative control buffered the negative effects of the stressors on levels of employee adjustment only when employees' subjective fit with the organisational values was high. The theoretical importance and practical implications of the results are discussed.

This study attempts to further the development of family business theory by providing a more detailed understanding of the differences between family and non-family firms' profitability, growth, exporting and networking behaviour. Utilising data from 2190 Australian SMEs, the study compares the Australian experience of differences between family and non-family firms with those found among Belgium firms. The Australian results are consistent with the growth and some of the networking behaviour found among Belgium firms, but not with their profitability and exporting behaviour. The study's findings support the contentions that the differences between family and non-family firms may be less than many earlier studies have indicated and that industry differences and cross-national differences in corporate governance environments may lead to variances in these differences. It also demonstrates that the underlying theoretical rationale for a number of predicted differences between family and non-family firms appears flawed. These findings indicate that new empirical studies that control for context are urgently needed to ensure the scholarly literature on family businesses is not being built on false assumptions. They also indicate that studies designed to explain differences in the family/non-family business relationship between industries and nations may lead to advances in family business theory.

This paper shares some findings from the initial, qualitative stage of a larger, national study currently being undertaken in Australia, exploring the experiences of parents who are working full-time and caring for a child with chronic illness. The findings highlight the limited support that most parents receive in their workplace, especially from employers. In-depth interviews revealed the negative and unsupportive attitude that employers had towards these parents. The provision of flexible work arrangements and leave entitlements, which were critical supports for these parents, were rarely offered by employers. Respondents reported high levels of frustration and difficulty balancing their dual roles.

A decisive 2004 fourth term win for the Howard Government and control over the Senate provided the Australian government with a mandate to further deregulate the labour market in the name of ‘flexibility’. This paper uses a critical perspective to challenge the wisdom of neo-liberal market economics as the driving force behind the rapid expansion of non-traditional ‘flexible’ forms of work and the persistence of a deficit model/perspective that continues to devalue the human capital value of older workers. It is argued that these trends will contribute to ongoing under utilisation of ‘older’ labour and intensification of skill shortages, in part, as a result of lack of investment in maintaining human capital. In responding to Australia's rapidly ageing workforce the Howard Government has adopted modest measures designed to counter age based discrimination and encourage workforce participation. However, participation rates among older workers in Australia have remained one of the lowest among Organisation for Economic Co-Operation and Development (OECD) countries. This paper argues that the Government's labour market deregulation policies are reducing the availability of jobs that provide sufficient working conditions and remuneration to make workforce participation attractive. The erosion of employment conditions associated with ‘flexible’ workforce reform leads to underemployment, an employment outcome that often fails to meet the needs of many older workers. More recently, however, the Government has embarked on reforms that appear to provide genuine incentives aimed specifically at attracting workforce participation by older workers, but unfortunately these are by and large confined to those aged 60 years and over.

Small business owners who turn to professional web development consultants for assistance with building a web site may need support not only in terms of the technical aspects of web site implementation, but also in terms of understanding their options for e-business. However, client/consultant relationships within the small business sector can be problematic and the limited research available into small business engagement of web developers suggests that bad experiences and disappointing outcomes are not uncommon.

Interpretive case study methodology was used to explore four sets of small business owner/web developer relationships: how each pair worked together and what they expected of each other. The negotiation and clarification of roles and responsibilities proved to be an essential aspect of the relationships. Also, achieving an adequate level of client involvement in the web site design and development process was a challenge in all cases.

Critical Management Studies (CMS) is interested in examining and challenging the legitimacy of traditional management theories, values and assumptions. CMS believes by reflecting and questioning existing management practices, it is possible to generate better norms, policies, ideas and management values. The essence of CMS is to deconstruct the various management techniques and functions, to expose any forms of discrimination and exploitation taking place in contemporary organisations and emancipate employees from their pain, suffering and frustration.

This paper seeks to make a contribution in the area of CMS, by examining the overall effectiveness of CMS in fulfilling its objectives. It seeks to address the effectiveness of CMS in achieving its goals in organisations, with the support of an empirical study conducted at a professional accounting firm.