Dr Almuth McDowall
Lecturer
MSc Occupational and Organistional Psychology Course Director
Qualifications: BSc(Lon), MSc, PhD(City University)
Email: a.mcdowall@surrey.ac.uk
Phone: Work: 01483 68 9438
Room no: 33 AD 02
Office hours
Semester 1
Mondays 13.00 to 14.00
Thursdays 13.00 to 14.00
Further information
Biography
As a Chartered Psychologist, registered with the Health Professions Council as an Occupational Psychologist, Almuth is a science practitioner, who aims to develop our theoretical understanding of psychology and apply it to the world of work. The aim is to enhance and promote individual well-being as well as improving organizational effectiveness.
Professional Background Information
Almuth joined the University of Surrey in September 2006 from City University, where she directed the MSc in Psychometrics in Organisations and contributed to a number of other MSc programmes. Almuth took her Bachelors Psychology degree as well as a Masters in Occupational Psychology at Goldsmiths College, University of London before completing her PhD at City University, London. She also holds certificates in Life Coaching and Systemic Therapy, and is qualified in a range of psychometric tools. She won an award from the T Richie Rogers Trust for research into management decision-making for training and development, and has published on issues including employee development, work-life balance, coaching, organizational justice and psychometric assessment across cultures in the practitioner and academic press.
Almuth continues to lead a number of consultancy projects for for both the private and public sector, and trains students and HR practitioners in certificates of competence in Occupational Testing (Level A and B), and delivers bespoke workshops and presentations on topics such as work-life balance or psychometric assessment.
Almuth believes passionately in continuous professional development for psychologists. She founded the working group for Work-Life Balance in 2009, funded by the Division of Occupational Psychology, together with Professor Gail Kinman as she is passionate about improving practice and theoretical advances in the field. Almuth has compiled a number of consultation responses on the society’s behalf on issues such as free nursery places for young children, changes in maternity and paternity leave regulations, welfare to work and the current Modern Workplaces Consultation.
Getting in touch with Almuth
Please email me: a.mcdowall@surrey.ac.uk. I am very happy to provide you with past and present papers and slides in pdf format. In addition, I would love to hear from individuals interested in studying for a PhD, particularly topics concerned with work-life balance and well being in the workplace, coaching or the measurement and conceptualisation of performance.
Research Interests
Almuth’s research and practice areas are:
- Juggling work and non-work
- Coaching and feedback
- Performance.
Whilst my research areas are diverse, the unifying objective is to promote diversity and equality in the workplace, focusing on solutions rather than problems.
More specific current interests comprise:
- The conflict and facilitation of work and non-work in UK Police Officers: Almuth continues to lead a number of research projects to investigate how working conditions in the Police affect work/life conflict and well being outcomes. Recent focus has shifted to how examples of good practice could be shared to improve best practice.
- Coaching at work
- Understanding and improving feedback practice in organizations and education
- Developing assessments across languages and cultures
Research Collaborations
Research Awards
July 10- September 2010
£4,000 to fund internship to start a systematic review into work-life balance, funded by British Psychological Society
September 10- July 11
Understanding the experience and expectations of mature students. Project funded by the University's Widening Access Fund, led together with Professor Mark Saunders, FML
April 09-Sept 09
£2,000 from University of Surrey USRF fund to support design of coaching intervention for working parents
July07- July 08
£12,900 award from Centre for Learning and Development, University of Surrey, led jointly with Sociology, to build feedback and assessment capacity for students and staff
Jun 05 – Aug 06
£9,600 award from T Richie Rogers Trust to investigate managerial decision making for training and development, held at Psychology Department, City University
Publications
Highlights
- . 'How the UK spending review is affecting inspectors’ morale and work-life balance in a UK Police Force – an exploration from an organizational justice perspective.'. Sheffield: Institute of Work Psychology Bi-Annual Conference
- .
(2012) 'Chaotic careers: A narrative analysis of career transition themes and outcomes using chaos theory as a guiding metaphor'. Taylor & Francis British Journal of Guidance and Counselling, 40 (4), pp. 395-410.Full text is available at: http://epubs.surrey.ac.uk/725604/
Abstract
In a rapidly changing world of work, little research exists on mid-career transitions. We investigated these using the open-systems approach of chaos theory as a guiding metaphor and conducted interviews with seven mid-career individuals chosen for their experience of a significant mid-career transition. Four common themes were identified through narrative analysis, where 'false starts' to a career were a common experience prior to finding a career 'fit'. Career transitions, precipitated by a trigger state and/or event such as a period of disillusionment, were an important part of this 'finding a fit' process. Overall, career success outcomes were shaped by a combination of chaos elements: chance, unplanned events, and non-linearity of resultant outcomes. We discuss implications for future research and practice. © 2012 Copyright Taylor and Francis Group, LLC.
- .
(2011) 'On the experience of conducting a systematic review in industrial, work, and organizational psychology: Yes, it is worthwhile'. Journal of Personnel Psychology, 10 (3), pp. 133-138.Full text is available at: http://epubs.surrey.ac.uk/7300/
Abstract
Systematic Review methodology (SRm) is an increasingly popular choice for literature reviews in the Social Sciences. While compared to traditional narrative reviews SRm appears time-consuming and laborious, transparency and replicability of the methodology is argued to facilitate greater clarity of review. Nevertheless, researchers in Industrial, Work, and Organizational (IWO) Psychology have yet to embrace this methodology. Drawing on experience from conducting a Systematic Review (SR) of individual workplace performance we explore the premise: The advantages of SRm to IWO Psychology researchers outweigh the disadvantages. We offer observations, insights, and potential solutions to challenges faced during the reviewing process, concluding that SRm is worthwhile for IWO Psychology researchers. © 2011 Hogrefe Publishing.
- . (2011) Occupational Psychology in Practice - The Organisation. in Davey G (ed.) Introduction to Applied Psychology 1st Edition. Wiley-Blackwell Article number 23
- . (2011) Professional Issues in Occupational Psychology. in (ed.) Introduction to Applied Psychology 1st Edition. Wiley-Blackwell Article number 26
- .
(2010) '"Catch me if you can?" A psychological analysis of managers' feedback seeking'. Emerald Group Publishing Limited JOURNAL OF MANAGERIAL PSYCHOLOGY, 25 (4), pp. 384-407.Full text is available at: http://epubs.surrey.ac.uk/282573/
Abstract
Purpose – This paper aims to locate managerial feedback-seeking in a self-regulation model in which self-motivational considerations are uppermost. It seeks to use a qualitative psychological approach to address the question of when, what, how, from whom and why is feedback sought in a performance contingent managerial setting. Design/methodology/approach – Using Kelly's Repertory Grid technique, ten managers reflected systematically on their feedback seeking in an organizational context. A grounded theory framework was used to identify higher-order cross-case constructs. Findings – Managers sought performance feedback when they perceived uncertainty and difficulty in the pursuit of their managerial functions and were minded of their need to develop their management skills. Consistent with the instrumental model, feedback seeking was highly goal-oriented and self-affirmative in pursuit of increased managerial competence. However, the finding that adds most to the understanding on both an empirical and theoretical level is in showing how managers sought their feedback remotely, and from largely external sources, to reconcile development needs with self-protective considerations (i.e. image and ego-costs) in relation to subordinates and peers. These findings have implications for understanding feedback seeking as a multi-dimensional highly self-motivated process. Research limitations/implications – Qualitative research uses small samples and this limits their empirical generalizability; however, the paper's findings link with previous work indicating potential for hypothesis generation and theoretical development. Originality/value – Questions are raised about whether managers feel able to seek performance feedback for learning and development purposes, without feeling threatened in their capability and worth as managers. The paper argues that the environment most conducive to feedback seeking is one in which managers feel “psychologically safe” rather than defensive about their capability.
- .
(2009) The Coaching Relationship: Putting people first.. London & New York : Routledge, Taylor & Francis Full text is available at: http://epubs.surrey.ac.uk/721517/
Abstract
The Coaching Relationship discusses how we can integrate process perspectives such as the quality of the coach-coachee relationship, and professional perspectives including the influences of training and supervision, for more effective outcomes. Stephen Palmer and Almuth McDowall bring together experts from the field of coaching to discuss different aspects of the coach-coachee relationship, topics covered include: •the interpersonal perspective •the role of assessment •ethical issues •cultural influences •issues of power. The book also includes a chapter on the interpersonal relationship in the training and supervision of coaches to provide a complete overview of how the coaching relationship can contribute to successful coaching Illustrated throughout with case studies and client dialogue, The Coaching Relationship is essential reading for practicing coaches and coaching psychologists wishing to learn more about the interpersonal aspects of coaching.
- .
(2008) 'How to get the best out of 360 degree feedback in coaching'. British Psychological Society The Coaching Psychologist, 4 (1), pp. 7-19.Full text is available at: http://epubs.surrey.ac.uk/282578/
Abstract
This practical paper is based on a skills session as delivered at the BPS Special Group in Coaching Psychology Conference held 2007 in London. The first part of our paper provides a review of the extant research evidence on 360 degree feedback at with focus on effects on individual development, making explicit links to the implications for coaching practice throughout. We conclude that 360 degree feedback is primarily effective when conceptualised and utilised as a finely grained means of instigating individual behaviour change and learning on job relevant attributes and facilitated by a skilled feedback giver. This provides a clear rationale for its use in coaching. We outline how an actual profile can be used as part of a coaching session, using the Saville Work Wave ® Performance 360 as an example.
- .
(2008) 'Developing a framework for assessing effective development activities'. Emerald Group Publishing Limited Personnel Review, 37 (6), pp. 629-646.Full text is available at: http://epubs.surrey.ac.uk/282576/
Abstract
Purpose – The purpose of this paper is to compare four different employee activities, namely developmental appraisal, coaching, 360 degree feedback and development centres, offering a comparative framework and an integration of existing research evidence. Design/methodology/approach – The paper proposes a unifying classification which combines existing dimensions derived from the literature, such as the degree of formality, with further differences or communalities such as the degree of simulation, ownership of data and frequency of occurrence. This leads to a review of the pertinent literature and research evidence for each of the four activities discussed, with particular reference to long-term outcomes, their social context as well as individual motivation. Findings – The literature review did not produce equivocal evidence for the effectiveness of any of the four activities. Ratings in appraisals are flawed, whereas their developmental aspect appears dependent on the communication between managers and their charges. Also, there is little evidence on what happens as a result of appraisal interviews in the context of the manager-employee relationship, and how organizations could best optimize this activity to aid long-term individual and organizational development. Practical implications – It is proposed that this classification framework could guide both the implementation and evaluation of diverse activities beyond those reviewed here. This framework may prove effective in making explicit and thus addressing the potentially conflicting expectations for prevalent activities from different parties involved. It is proposed that certain aspects of employee development, such as the employer-manager relationship may be more suited to investigation through qualitative paradigms, but that ultimately more evidence is needed for long-term outcomes at different levels (e.g. the individual and the organization). Originality/value – The paper may help understanding of when, and under what conditions, which particular types of development activities are best suited to meet both individual and organizational requirements.
Journal articles
- .
(2013) 'Work-life Balance in the Police: The Development of a Work-Life Balance Self-management Competency Framework'. Journal of Business and Psychology,
[ Status: Submitted ] - .
(2013) 'Using Cognitive Interviewing for the Semantic Enhancement of Multi-Lingual Versions of Personality Questionnaires'. Journal of Personality Assessment,
[ Status: Accepted ] - .
(2013) 'A comparative meta-analysis of the relationships between traditional selection assessments and workplace performance criteria specificity.'. International Journal of Assessment and Selection,
[ Status: Submitted ] - .
(2012) 'What is new in Coaching?'. Taylor and Francis Coaching: An International Journal of Theory, Research and Practice., 5 (2), pp. 69-71.Full text is available at: http://epubs.surrey.ac.uk/725603/
- .
(2012) 'Chaotic careers: A narrative analysis of career transition themes and outcomes using chaos theory as a guiding metaphor'. Taylor & Francis British Journal of Guidance and Counselling, 40 (4), pp. 395-410.Full text is available at: http://epubs.surrey.ac.uk/725604/
Abstract
In a rapidly changing world of work, little research exists on mid-career transitions. We investigated these using the open-systems approach of chaos theory as a guiding metaphor and conducted interviews with seven mid-career individuals chosen for their experience of a significant mid-career transition. Four common themes were identified through narrative analysis, where 'false starts' to a career were a common experience prior to finding a career 'fit'. Career transitions, precipitated by a trigger state and/or event such as a period of disillusionment, were an important part of this 'finding a fit' process. Overall, career success outcomes were shaped by a combination of chaos elements: chance, unplanned events, and non-linearity of resultant outcomes. We discuss implications for future research and practice. © 2012 Copyright Taylor and Francis Group, LLC.
- . (2012) 'Barriers and influences to pro-environmental behaviour in the workplace.'. British Psychological Society Assessment & Development Matters, 4 (2), pp. 6-9.
- .
(2012) 'New case study guidelines: a call to arms for practitioners.'. Taylor and Francis Coaching: An International Journal of Theory, Research and Practice., 5 (2), pp. 154-159.Full text is available at: http://epubs.surrey.ac.uk/725602/
Abstract
This article outlines our new journal guidelines for case studies to encourage practice-based submissions. We first outline how case studies have similarities with and may differ from case studies in psychology and Human Resource Management research. This leads us to propose 10 succinct guidelines for writing up case study submissions, covering formatting in terms of length and referencing, the need to cover both process and outcome(s) and as well as ethical ramifications and declarations of interest. We highlight the value of case studies for learning and professional development, and encourage in particular the consideration of the coachee perspective.
- .
(2012) 'When work keeps us apart: a thematic analysis of the experience of business travellers'. Taylor & Francis Community, Work & Family, 15 (3), pp. 335-355.Full text is available at: http://epubs.surrey.ac.uk/725605/
Abstract
Whilst business travel is deemed important for organizational success and economic outcomes, little is known about the actual process of business travelling from the perspective of individuals who undertake such travel on a regular basis. Thus the current qualitative study examined how business travellers (three women and eight men) attempt to find a balance between work and family, by focusing on how time together and time apart are experienced. The results can be interpreted and framed within work/family border theory in that business travellers’ borders are less defined and less permeable, thus requiring them to border-cross more frequently. This necessitates a process of negotiation with key border-keepers (their spouse/partner). Business travellers also undertake compensatory behaviours to make up for their time away from family. In order to find a work/family balance they go through a process of adapting, negotiating and tailoring their lives around their work commitments to alleviate work-life conflict.
- .
(2011) 'On the experience of conducting a systematic review in industrial, work, and organizational psychology: Yes, it is worthwhile'. Journal of Personnel Psychology, 10 (3), pp. 133-138.Full text is available at: http://epubs.surrey.ac.uk/7300/
Abstract
Systematic Review methodology (SRm) is an increasingly popular choice for literature reviews in the Social Sciences. While compared to traditional narrative reviews SRm appears time-consuming and laborious, transparency and replicability of the methodology is argued to facilitate greater clarity of review. Nevertheless, researchers in Industrial, Work, and Organizational (IWO) Psychology have yet to embrace this methodology. Drawing on experience from conducting a Systematic Review (SR) of individual workplace performance we explore the premise: The advantages of SRm to IWO Psychology researchers outweigh the disadvantages. We offer observations, insights, and potential solutions to challenges faced during the reviewing process, concluding that SRm is worthwhile for IWO Psychology researchers. © 2011 Hogrefe Publishing.
- . (2011) 'Welcome to the bumper issue.'. Taylor & Francis Coaching: An international journal of theory, research and practice, 4 (2), pp. 67-69.
- . (2010) 'A change in Editorship for Coaching – Off to new horizons!'. Taylor & Francis Coaching: An International Journal of Theory, Research and Practice, 4 (1), pp. 1-3.
- . (2010) 'Understanding and managing leadership effectiveness in a South Asian Context'. British Psychological Society Assessment and Development Matters, UK: 2 (3)
- .
(2010) 'Cultural Orientations Framework (COF) Assessment Questionnaire in Cross-Cultural Coaching: A Cross-Validation with Wave Focus Styles'. Oxford Brookes University International Journal of Evidence Based Coaching and Mentoring, 8 (2), pp. 1-26.Full text is available at: http://epubs.surrey.ac.uk/282575/
Abstract
This paper outlines a cross-validation of the Cultural Orientations Framework assessment questionnaire (COF, Rosinski, 2007; a new tool designed for cross-cultural coaching) with the Saville Consulting Wave Focus Styles questionnaire (Saville Consulting, 2006; an existing validated measure of occupational personality), using data from UK and German participants (N = 222). The convergent and divergent validity of the questionnaire was adequate. Contrary to previous findings which used different measures (Ronen & Shenkar, 1985; Schwartz, 1999; House et al., 2004; Bartram et al., 2006), the results from this particular study indicated few national differences between UK and Germany, however differences by gender were observed. These findings are discussed in terms of their implications for the development and use of the COF in practice. This may allow for a more finely grained understanding of culture than previous models such as Hofstede’s cultural values framework (1980; 2001), if further evidence for its validity is obtained and published.
- .
(2010) 'UK managers' conceptions of employee training and development'. Journal of European Industrial Training, 34 (7), pp. 609-630.Full text is available at: http://epubs.surrey.ac.uk/712907/
Abstract
Purpose: The first purpose of this paper is to review the practical and theoretical distinctions between training and development in the organisational psychology and human resource development (HRD) literatures. Then the paper seeks to investigate how managers responsible for the training and development function conceptualise these activities in practice, the factors that guide their decision making, how they evaluate the outcomes and the extent to which they perceive a relationship between training and development. Design/methodology/approach: Taking a critical realist perspective, 26 interviews were conducted with UK managers and analysed through thematic coding using template analysis. Findings: Managers' conceptualisations of training and development vary. Formal training is prioritised due to a perceived more tangible demonstrable return on investment. Perceived success in training focuses on improvements to job-related skills, whereas success outcomes for development are more varied and difficult to measure. Managers consider that training and development are more valuable when combined. Research limitations/implications: There is a need for further process-driven research to understand the interrelationship between training and development and to develop methods that can be used by organisations to evaluate both. This necessitates going beyond methods currently in use and including both qualitative and quantitative measures. Practical implications: Managers may take a more proactive and directive role in facilitating development than the literature suggests; consequently, their role needs to be considered more actively in HRD learning strategies. Originality/value: This is one of the first qualitative studies to explore the conceptualisations of managers responsible for training and development, highlighting the inter-relationship between training and development and the factors guiding decisions regarding these activities. © Emerald Group Publishing Limited.
- .
(2010) '"Catch me if you can?" A psychological analysis of managers' feedback seeking'. Emerald Group Publishing Limited JOURNAL OF MANAGERIAL PSYCHOLOGY, 25 (4), pp. 384-407.Full text is available at: http://epubs.surrey.ac.uk/282573/
Abstract
Purpose – This paper aims to locate managerial feedback-seeking in a self-regulation model in which self-motivational considerations are uppermost. It seeks to use a qualitative psychological approach to address the question of when, what, how, from whom and why is feedback sought in a performance contingent managerial setting. Design/methodology/approach – Using Kelly's Repertory Grid technique, ten managers reflected systematically on their feedback seeking in an organizational context. A grounded theory framework was used to identify higher-order cross-case constructs. Findings – Managers sought performance feedback when they perceived uncertainty and difficulty in the pursuit of their managerial functions and were minded of their need to develop their management skills. Consistent with the instrumental model, feedback seeking was highly goal-oriented and self-affirmative in pursuit of increased managerial competence. However, the finding that adds most to the understanding on both an empirical and theoretical level is in showing how managers sought their feedback remotely, and from largely external sources, to reconcile development needs with self-protective considerations (i.e. image and ego-costs) in relation to subordinates and peers. These findings have implications for understanding feedback seeking as a multi-dimensional highly self-motivated process. Research limitations/implications – Qualitative research uses small samples and this limits their empirical generalizability; however, the paper's findings link with previous work indicating potential for hypothesis generation and theoretical development. Originality/value – Questions are raised about whether managers feel able to seek performance feedback for learning and development purposes, without feeling threatened in their capability and worth as managers. The paper argues that the environment most conducive to feedback seeking is one in which managers feel “psychologically safe” rather than defensive about their capability.
- . (2009) 'What assessments do coaches use in their practice and why'. The Coaching Psychologist, 5 (2)
- .
(2009) 'Does work/life balance depend on where and how you work?'. the European Association of Work and Organizational Psychology EAWOPinPractice, (3), pp. 3-10.Full text is available at: http://epubs.surrey.ac.uk/282577/
Abstract
This article reports on a symposium presented in EAWOP, 2009 that examined work-life balance issues in different occupational contexts. During a global recession where developing work-life balance policies may not be considered organizational priorities; we argue that the need for systematic research into work-life balance has never been greater. The findings of the four papers included in the symposium suggest that work-life balance initiatives that are firmly grounded in workplace context and that acknowledge diverse approaches to conceptualising and managing the work-home interface will be more successful than those that assume “one size fits all”.
- . (2009) 'Feedback: evidence from psychology for best practice.'. Assessment and Development Matters, 1 (3)
- .
(2008) 'A rejoinder to David Bartram'. British Psychological Society The Coaching Psychologist, 4 (3), pp. 142-149.Full text is available at: http://epubs.surrey.ac.uk/282574/
Abstract
This brief article is a direct and invited rejoinder to the comments by David Bartram on our original paper on the use of 360 degree feedback in coaching. Bartram raises important issues which are likely to be of concern and interest to coaches and other users of psychometric tools, even if they do not relate directly to the primary focus of our original paper. This rejoinder reiterates our original approach which was based on a practical workshop on coaching that included a case study reinforcing the benefits of good structural alignment and validity between psychometric trait measures and criterion measures of work effectiveness. This we consider a logical and practical extension of the criterion-centric perspective to measurement, which is a measurement perspective we share with Bartram. Next, our rejoinder addresses how the Great Eight model mapping was used in the analysis as a unit weighted aggregate to predict overall effectiveness at work rather than predict behavioural competencies. Overall effectiveness (and ability) is central to Saville Consulting Wave© Performance 360 criterion measure, and we put this in the context of a hypothetical gap analysis to make the link back to the application in coaching. High level models which lead to aggregation of both predictors and criterion variables are increasingly commonplace in the literature and include Bartram (2005). We further this work by defining a reliable overall (global) effectiveness scale and reporting validities against the total scale source as well as its deaggregated items each of which represents a distinct segment of overall performance. Rather than differentially weighting these predictors we used a priori unit weighting of the Great Eight predictors from Wave© Professional Styles and OPQ32i. We were primarily concerned with testing the hypothesis that the results were non-zero in predicting overall effectiveness in the original article. We confirm that Wave© Professional Styles trait measure of Competency Potential clearly improved on OPQ32i’s prediction of overall effectiveness (p<.05, two tailed, N=169) in this study. Finally, we emphasise the advantages of single co-validation studies in the comparison of the validity of different models and psychometric tools based on fully pre-hypothesised equations to aggregate predictor scales. This approach, paired with other methodologies, we argue will lead to the scientific advancement of the field.
- . (2008) 'The work-family facilitation among Thai nursing staff'. PSYCHOLOGY PRESS INTERNATIONAL JOURNAL OF PSYCHOLOGY, 43 (3-4), pp. 225-225.
- .
(2008) 'How to get the best out of 360 degree feedback in coaching'. British Psychological Society The Coaching Psychologist, 4 (1), pp. 7-19.Full text is available at: http://epubs.surrey.ac.uk/282578/
Abstract
This practical paper is based on a skills session as delivered at the BPS Special Group in Coaching Psychology Conference held 2007 in London. The first part of our paper provides a review of the extant research evidence on 360 degree feedback at with focus on effects on individual development, making explicit links to the implications for coaching practice throughout. We conclude that 360 degree feedback is primarily effective when conceptualised and utilised as a finely grained means of instigating individual behaviour change and learning on job relevant attributes and facilitated by a skilled feedback giver. This provides a clear rationale for its use in coaching. We outline how an actual profile can be used as part of a coaching session, using the Saville Work Wave ® Performance 360 as an example.
- .
(2008) 'Developing a framework for assessing effective development activities'. Emerald Group Publishing Limited Personnel Review, 37 (6), pp. 629-646.Full text is available at: http://epubs.surrey.ac.uk/282576/
Abstract
Purpose – The purpose of this paper is to compare four different employee activities, namely developmental appraisal, coaching, 360 degree feedback and development centres, offering a comparative framework and an integration of existing research evidence. Design/methodology/approach – The paper proposes a unifying classification which combines existing dimensions derived from the literature, such as the degree of formality, with further differences or communalities such as the degree of simulation, ownership of data and frequency of occurrence. This leads to a review of the pertinent literature and research evidence for each of the four activities discussed, with particular reference to long-term outcomes, their social context as well as individual motivation. Findings – The literature review did not produce equivocal evidence for the effectiveness of any of the four activities. Ratings in appraisals are flawed, whereas their developmental aspect appears dependent on the communication between managers and their charges. Also, there is little evidence on what happens as a result of appraisal interviews in the context of the manager-employee relationship, and how organizations could best optimize this activity to aid long-term individual and organizational development. Practical implications – It is proposed that this classification framework could guide both the implementation and evaluation of diverse activities beyond those reviewed here. This framework may prove effective in making explicit and thus addressing the potentially conflicting expectations for prevalent activities from different parties involved. It is proposed that certain aspects of employee development, such as the employer-manager relationship may be more suited to investigation through qualitative paradigms, but that ultimately more evidence is needed for long-term outcomes at different levels (e.g. the individual and the organization). Originality/value – The paper may help understanding of when, and under what conditions, which particular types of development activities are best suited to meet both individual and organizational requirements.
- . (2007) 'Making the most of psychometric profiles - effective integration into the coaching process.'. International Coaching Psychology Review, 2 (3), pp. 299-309.
- . (2005) 'Work/Life Balance. An issue that concerns us all'. Psychology at Work, (February 2005)
- . (2005) 'Testing across languages and cultures: challenges for the development and administration of tests in the internet era'. Selection and Development Review, (August 2005)
- . (2005) 'Navigating the test maze with confidence'. Selection and Development Review, (August 2005)
- . (2004) 'Management Development from an Organisational Justice Perspective'. Emerald Personnel Review, 33 (1)
Conference papers
- . 'Labours of love. Could women doing more than their fair share have implications for the workplace?'. New York, NY: Work and Family Researchers Network Inaugural Conference
- . 'A Criterion-Centric Approach for the Validation of Leadership Effectiveness in a ‘Getting it Right’ Organisation'. British Psychological Society Stratford-upon-Avon UK: British Psychological Society Division of Occupational Psychology Annual Conference
- . 'Piggy in the middle? How the operationalization of the spending review is affecting Inspecting Ranks in a UK Police Force.'. British Psychological Society Division of Occupational Psychology Division of Occupational Psychology Annual Conference Proceedings, Chester: Division of Occupational Psychology Annual Conference
- . 'Work-family conflict and job-related wellbeing in UK police officers: the role of recovery strategies'. New York, NY: Work and Family Researchers Network Inaugural Conference
- . 'Giving feedback – future focus is vital!'. British Psychological Society, Special Group in Coaching Psychology Westminster University, London, UK: 1st European Coaching Psychology Conference
- . 'Systematic Reviewing at an Interface of Psychology and HRM.'. British Academy of Management Conference Proceedings : Sheffield: British Academy of Management Conference
- . 'Work and “Families”: addressing needs and solutions in diverse societies.'. New York, NY: Work and Family Researchers Network Inaugural Conference
- . 'An integrated approach to understanding work-life balance in the UK Police.'. Work and Family Researchers Network New York, NY: Work and Family Researchers Network Inaugural Conference
- . 'Work-family conflict and job-related wellbeing in UK police officers: the role of recovery strategies'. Institute of Work Psychology Sheffield UK: Institute of Work Psychology Annual Conference
- . 'An integrated approach to understanding work-life balance in the Police.'. British Psychological Society Division of Occupational Psychology Division of Occupational Psychology Annual Conference Proceedings, Chester: Division of Occupational Psychology Annual Conference
- . 'Development of a Work-Life Balance Competency Framework: A Mixed Methods Study in a major UK Police Force'. British Psychological Society Stratford upon Avon UK: British Psychological Society Division of Occupational Psychology Annual Conference
- . 'Tell me what it is like when you feel at your best. Using Feedforward in Coaching.'. British Psychological Society Special Group in Coaching Psychology, City University, London, UK: 3rd European Coaching Psychology Congress
- . 'Encoding and decoding sitatuions, extending the value of assessment using simulations of real situations'. British Psychological Society Division of Occupational Psychology Division of Occupational Psychology Annual Conference Proceedings, Chester: Division of Occupational Psychology Annual Conference
- . 'How the UK spending review is affecting inspectors’ morale and work-life balance in a UK Police Force – an exploration from an organizational justice perspective.'. Sheffield: Institute of Work Psychology Bi-Annual Conference
- . '). Mind the gap - work-life balance realities and practice.'. London, UK: Postgraduate workshop for studying the work-home interface
- . 'An integrated approach to measuring work-life balance in the UK police.'. Community, Work and Family Tampere, Finland: Community, Work and Family IV conference
- . (2012) 'The development and evaluation of a new generic model of individual workplace performance'. Cardiff: 26th Annual Conference of the British Academy of Management
- . (2012) 'Using work-life balance theory to work with individuals, teams and organizations.'. Chester: Division of Occupational Psychology Annual Conference
- . (2012) 'Using feedforward in coaching.'. Division of Occupational Psychology Annual Conference, Chester: Division of Occupational Psychology Annual Conference
- . (2012) 'My group is my shelter. How female police officers deal with the demands of their job.'. Division of Occupational Psychology Annual Conference Proceedings, Chester: Division of Occupational Psychology Annual Conference
- . (2012) 'A new generic model of individual workplace performance'. Division of Occupational Psychology Annual Conference Proceedings, Chester: Division of Occupational Psychology Annual Conference
- . (2012) 'Using work-life balance theory to work with individuals, teams and organizations.'. Proceedings of the Division of Occupational Psychology Annual Conference, Division of Occupational Psychology Annual Conference
- . (2011) 'Writing up good coaching research – it’s not rocket science!'. City University, London, UK: 3rd European Coaching Psychology Congress
- . (2011) 'Using Work-Life Balance Models in Coaching.'. City University, London, UK: 3rd European Coaching Psychology Congress
- . (2011) 'Does it pay to be specific about performance? Some meta-analytical evidence.'. British Academy of Management Annual Conference Proceedings,
- . (2011) 'Encoding & decoding situations: how comprehension, judgements and memory for events interact with personality style.'. Keele, UK: British Psychological Society Cognitive Psychology Section Annual Conference
- . (2011) 'A systematic review: current status and future avenues.'. Community, Work & Family Community, Work and Family, Tampere, Finland: Community, Work and Family IV Conference
- . (2011) 'A Systematic Review: The present and future for Work Life Balance'. British Psychological Society Stratford upon Avon: British Psychological Society Division of Occupational Psychology Annual Conference
- . (2011) 'Understanding your career path'. Proceedings British Psychological Society Division of Occupational Psychology Annual Conference, Stratford upon Avon: British Psychological Society Division of Occupational Psychology Annual Conference
- . (2011) 'Individual Workplace Performance Revisited: A Systematic Review of the Criterion-Space'. British Psychological Society Stratford-upon-Avon UK: British Psychological Society Division of Occupational Psychology Annual Conference
- . (2011) 'A holistic and systemic approach to applying occupational psychology in organizations - moving beyond "work-life balance'. British Psychological Society British Psychological Society, Stratford upon Avon: British Psychological Society Division of Occupational Psychology Annual Conference
- . (2010) 'Using psychometrics in coaching'. International Congress of Coaching Psychology, London UK: International Congress of Coaching Psychology
- . (2010) 'Feedback – what is the current research evidence?'. International Congress of Coaching Psychology, London UK: International Congress of Coaching Psycholoyg
- . (2010) 'Mein Werdegang.'. PBP Kongress, Munich Germany: Deutscher PBP-Kongress
- . (2010) 'Underpinning best testing practice by combining qualitative and quantitative methods'. International Association of Applied Psychology Melbourne Australia: International Congress of Applied Psychology
- . (2010) 'An integrated approach to measuring work-life balance in the emergency services'. Institute of Work Psychology Sheffield, UK: Institute of Work Psychology Biannual Conference
- . (2010) 'Work-life Balance – Ein Thema für Alle'. Kongress Deutscher Psychologiestudenten, Trier: Kongress Deutscher Psychologiestudenten
- . (2010) 'Work-life balance - A multi-stakeholder perspective'. British Psychological Society Brighton UK: British Psychological Society Division of Occupational Psychology Annual Conference
- . (2010) 'Occupational Psychology Balances Work and Life'. British Psychological Society Brighton UK: British Psychological Society Division of Occupational Psychology Annual Conference
- . (2009) 'The Cultural Orientations Framework questionnaire put to the text: Validation of a new measure for use in cross-cultural coaching'. Special Group in Coaching Psychology, University of Westminster London UK: European Coaching Conference
- . (2009) 'Coaching managers to lead and leaders to manage?'. Special Group in Coaching Psychology, London, Westminster University: European Coaching Conference
- . (2009) 'Giving feedback – future focus is vital!'. Special Group in Coaching Psychology London UK: European Coaching Congress
- . (2009) 'Me-time’ as a means of recovery'. European Association of Work and Organizational Psychologists, Santiago de Compostela, Spain: EAWOP Congress
- . (2009) 'Informal Accommodations of Work to Family and Family to Work in UK IT Workers'. British Psychological Society Blackpool: British Psychological Society Division of Occupational Psychology Annual Conference
- . (2009) 'Cross-Cultural Assessment: The Actual State of Affairs.'. British Psychological Society Blackpool UK: British Psychological Society Division of Occupational Psychology Annual Conference
- . (2009) 'Daily Hassles and Stressful Life Events in UK Police Workers. Does the Conservation of Resources Model help us to understand work/life balance?'. British Psychological Society Blackpool UK: British Psychological Society Division of Occupational Psychology Annual Conference
- . (2009) 'Daily Hassles and Stressful Life Events in UK Police Workers. Does the Conservation of Resources Model help us to understand work/life balance?'. European Association of Work and Organizational Psychologists, Santiago de Compostela, Spain: EAWOP Congress
- . (2008) 'What type of assessments do coaches use in coaching?'. Westminster University, London, UK: 1st European Coaching Psychology Conference
- . (2008) 'The Cultural Orientations Framework questionnaire put to the text: Validation of a new measure for use in cross-cultural coaching'. Westminster University, London UK: 1st European Coaching Psychology Congress
- . (2008) 'How ethical are our ethics?'. British Psychological Society Stratford-upon-Avon: at BPS DOP Annual Conference
- . (2008) 'How ethical are our ethics?'. British Psychological Society Division of Occupational Psychology Annual Conference
- . (2007) 'Using 360 in coaching'. Special Group in Coaching Psychology London, City University: British Psychological Society Special Group in Coaching Psychology Annual Conference
- . (2007) 'The relative influence of perceived control, work demands and different ways of coping on Work/life Balance in a UK Police Force'. European Association of Work and Organizational Psychologists Stockholm, Sweden: EAWOP Congress
- . (2007) 'How age and gender affect the allocation of training and development budgets.'. British Psychological Society Division of Occupational Psychology, Bristol, UK: Division of Occupational Psychology Annual Conference
Books
- .
(2009) The Coaching Relationship: Putting people first.. London & New York : Routledge, Taylor & Francis Full text is available at: http://epubs.surrey.ac.uk/721517/
Abstract
The Coaching Relationship discusses how we can integrate process perspectives such as the quality of the coach-coachee relationship, and professional perspectives including the influences of training and supervision, for more effective outcomes. Stephen Palmer and Almuth McDowall bring together experts from the field of coaching to discuss different aspects of the coach-coachee relationship, topics covered include: •the interpersonal perspective •the role of assessment •ethical issues •cultural influences •issues of power. The book also includes a chapter on the interpersonal relationship in the training and supervision of coaches to provide a complete overview of how the coaching relationship can contribute to successful coaching Illustrated throughout with case studies and client dialogue, The Coaching Relationship is essential reading for practicing coaches and coaching psychologists wishing to learn more about the interpersonal aspects of coaching.
Book chapters
- . (2011) 'Occupational Psychology in Practice - The Organisation'. in Davey G (ed.) Introduction to Applied Psychology 1st Edition. Wiley-Blackwell Article number 23
- . (2011) 'Professional Issues in Occupational Psychology'. in (ed.) Introduction to Applied Psychology 1st Edition. Wiley-Blackwell Article number 26
- . (2011) 'Cognition in the Workplace'. in Davey G (ed.) Introduction to Applied Psychology 1st Edition. Wiley-Blackwell Article number 24
- . (2011) 'Social and Developmental Psychology in Work and Organisations'. in (ed.) Introduction to Applied Psychology 1st Edition. Wiley-Blackwell Article number 25
- . (2010) 'Feeding back, feeding forward and setting goals'. in Palmer S, McDowall A (eds.) The Coaching Relationship. Putting People First. UK : Routledge Article number 4 , pp. 55-78.
- . (2010) 'Assessment in Coaching.'. in Palmer S, McDowall A (eds.) The Coaching Relationship london : Taylor & Francis Article number 5
- . (2010) 'The Coaching Relationship. Putting people first. An introduction'. in Palmer S, McDowall A (eds.) The Coaching Relationship Taylor & Francis Article number Introduction
- . (2010) 'Final reflections.'. in Palmer S, McDowall A (eds.) The Coaching Relationship Taylor & Francis Article number Final reflections
- . (2008) 'Using Feedback in Coaching'. in Passmore J (ed.) Psychometrics in Coaching London : Kogan Page
Reports
- . (2004) Report on Work/life balance delivered to Police Federation of England and Wales.
Teaching
As part of her activities with the Occupational Psychology Research Group at Surrey, Almuth convenes modules for the MSc in Occupational Psychology (Organizational Behaviour and Assessment in the Workplace), also convenes the undergraduate Introduction to Work Psychology. She acts as an external examiner at Birkbeck College, University of London for one of the International MSc Programmes.
Postgraduate Supervision
Current and recently completed PhD topics supervised are:
- Dr Neil Scott, City University: Adverse impact in ability testing in the UK public sector (completed)
- Dr Lina Daouk, City University: Towards a culture-free model of the Big Five - a cross-cultural investigation of the Orpheus in four different language families
- Ms Chatsaran Tengpongthorn: Work Family Conflict in Thai Nurses
- Ms Mazlina Muhamad: Leadership and competence in a SE Asian context
- Ms Celine Rojon: understanding workplace performance.
A selection of recent MSc dissertations supervised includes:
- Cross validation of a coaching tool and personal styles
- Does having ‘me-time’ make a difference to work/life conflict?
- Stressful life events and daily hassles in the UK police
- A case study of perceived control and work/life balance in a UK Police Force; using interviews, surveys and diary studies
- Cross validation of the ‘big five’ and interpersonal styles
- A comparison of employee development from the managers’ and employees’ perspectives in a cross-cultural context
- Definition of competence in appraisal records
Departmental Duties
Undergraduate Examinations Officer, Deputy Co-Chair, FAHS Ethics Committee, Member Mitigating Circumstances Panel
Conference Presentations
Invited Lectures, Master-classes and Key Note Addresses
McDowall, A. & Smewing, C. (2008). Coaching managers to lead and leaders to manage? Invited skills-based session to first European Coaching Conference, University of Westminster, London 18th-19th December 2008
McDowall, A. & Millward-Purvis, L. (2008). “It’s what you say and how you say it”. Understanding the role of feedback in coaching. Masterclass invited by the Special Group in Coaching Psychology, British Psychological Society, May 2008
McDowall, A. Content validity – the key to effective questionnaire design. Distinguished speaker address for MPhil/ PhD programme Oxford Brookes Business School, April 2008
McDowall, A. (2008). Work and non/work. Invited speaker session for MSc Occupational and Organizational Psychology, November, City University, London
McDowall, A. (2007). Work/life balance in the emergency services. Invited Speaker talk for MSc Occupational Psychology at Goldsmiths College, London, 5th December 2007
McDowall, A. (2007). Understanding training and development. Invited speaker session for MSc Occupational and Organizational Psychology, November, City University, London
McDowall, A. & Kurz, R. (2008). Using 360 in coaching. Skills session invited to BPS Special Group in Coaching conference, City University, London, December 2007
McDowall, A. & Kurz, R. (2006). Making the most of psychometrics in coaching. Skills session invited to BPS Special Group in Coaching 1st International Conference, City University, London, December 2008
McDowall, A. How to juggle! A strengths-based approach. Invited key note address to Shell’s Women’s Network Annual Conference, London, June, 2006
McDowall, A. & Rust, J. (2006). Psychometrics – A Dinosaur about to become extinct? Invited key note address to Association of Business Psychologists Annual Conference, Cambridgeshire, May 2006.
Convened Conference Symposia
Forthcoming: Symposium on recovery in the work/place with Mark Cropley and symposium on work/life balance in different occupational groups, both at European Congress of Work and Organizational Psychology, Santiago de Compostela, Spain, May 12th-15th 2009
McDowall, A. (2008). Facilitating work and families in the UK. A qualitative perspective. Symposium convened for British Psychological Society Division of Occupational Psychology Conference, Stratford-upon-Avon, January 2008. This included papers by Millward Purvis, Crabb & Millward-Purvis, Taylor & McDowall and Tsang & Millward-Purvis, the discussant was Gail Kinman.
McDowall, A (2007). Work/life balance – achievable and sustainable? Symposium convened for European Congress of Work and Organizational Psychology, Stockholm, May 2007. This included papers by Gail Kinman, Anna Allan and Almuth McDowall, discussant Richard MacKinnon
Conference Papers
Rojon, C. & McDowall, A. (2009). Cross-Cultural Assessment: The Actual State of Affairs. Paper presented to BPS Division of Occupational Psychology, Stratford
McDowall, A., Howes, S &Laville, A. (2009). Daily Hassles and Stressful Life Events in UK Police Workers. Does the Conservation of Resources Model help us to understand work/life balance? Paper presented to BPS Division of Occupational Psychology, Stratford
McDowall, A. & Cane, L. (2009). Informal Accommodations of Work to Family and Family to Work in UK IT Workers, Poster presented to BPS Division of Occupational Psychology, Stratford
Rojon, C. & McDowall, A. (2008). The Cultural Orientations Framework questionnaire put to the text: Validation of a new measure for use in cross-cultural coaching. Paper presented to first European Coaching Conference, University of Westminster, London 18th-19th December 2008
McDowall, A. (2008). Giving feedback – future focus is vital! Oral session to first European Coaching Conference, University of Westminster, London 18th-19th December 2008
Smewing, C. & McDowall, A. (2008). What type of assessments do coaches use in coaching? Poster presented to first European Coaching Conference, University of Westminster, London 18th-19th December 2008
Banks. & McDowall, A. (2008). How ethical are our ethics? Professional Forum presented at BPS DOP Annual Conference, Stratford-upon-Avon, January 2008
McDowall, A. (2007). How age and gender affect the allocation of training and development budgets. Paper presented at BPS DOP Annual Conference, Bristol, January 2007
McDowall, A., Choi, M & Nah, E. (2007). Understanding the Work/ Non-Work Juggling Act – it’s how much you are in control, and how you say ‘no’ that makes the difference! Paper presented at BPS DOP Annual Conference, Bristol, January 2007
Bartram, D., Brown, A., Daouk, L, Inceoglu, I. & McDowall, A. (2007). Making sure we’re not comparing apples with pears – how to put international guidelines on test adaptation into practice. Workshop facilitated at BPS DOP Annual Conference, Bristol, January 2007
McDowall, A.(2006). Does age improve our capacity to develop? Paper presented at International Congress of Applied Psychology, Athens, July 16th – 21st 2006
McDowall, A. (2006). Quantity or Quality? How psychologists can contribute to our understanding of employee development. Paper presented at International Congress of Applied Psychology, Athens, July 16th – 21st 2006
McDowall, A. & Daouk, L. Does the Internet lull us into a false sense of security? Paper presented at International Congress of Applied Psychology, as part of an invited symposium chaired by Professor Dave Bartram, Athens, July 16th – 21st 2006
McDowall, A. & Silvester, J. (2006). How do managers conceptualise training and development? Paper presented to British Psychological Society Division of Occupational Psychology Conference, Glasgow 2006
McDowall, A. & MacKinnon, R (2006). Do as I do and not as I say! A workshop for consultants for looking after our own work/life balance. Workshop presented to British Psychological Society Division of Occupational Psychology Conference, Glasgow 2006
McDowall, A & Palm, D. (2005). How to design and run an effective graduate recruitment process. Workshop invited to German Congress for Psychology Students, Muenster, November 2005
McDowall, A. & MacKinnon, R. How to sell your skills in the real world! Workshop invited to Postgraduate Conference, British Psychological Society Occupational Psychology Division, Nottingham, September 2005
Daouk, L., Rust, J. & McDowall, A. (2005). Testing across cultures and nationalities. Challenges for Testing in the Internet Era. Paper presented at Test User Conference, British Psychological Society, Peterborough, May 2005
McDowall, A & McKinnon, R. (2005). Work/Life Balance: A Pan European Issue. Paper presented at European Congress of Work and Organizational Psychology, Istanbul, May 12th -15th 2005
McDowall, A. & Silvester, J. (2005). A New Framework for Employee Development. Paper presented at European Congress of Work and Organizational Psychology, Istanbul, May 12th -15th 2005
Rust, J., Walker, S., Malhotra, A. & McDowall, A (2005). I convened an interactive paper on Convivence and Individual Differences in Psychometric Practice. Presented at European Congress of Work and Organizational Psychology, Istanbul, May 12th -15th 2005
McDowall, A. (2005). Work/life vs. work/work balance. Paper presented at BPS Division of Occupational Psychology Annual Conference, Warwickshire, January 2005
Student expectations of Feedback
Building capacity for Staff and Students
Almuth is currently leading, together with Dr Ann Cronin from Sociology, an internal project on student expectations of feedback. This involved large scale data collection from BSc and MSc students, a summary of the results can be accessed by clicking on this link:
