Dr Geoff Plimmer
Teaching in 2019
- as Course Coordinator and Lecturer
- as Course Coordinator and Lecturer
- as Course Coordinator and Lecturer
Career and organisational development, public sector reform, bad workplace behaviours.
I’m interested in how people and organisations make judgements about themselves and the world around them, and then use those judgements to change (hopefully in a good way). My approach tends to be practical – I’m more interested in what works than grand theory. Some example areas of interest are:
Current projects in varying levels of activity are:
- Leadership, and its impact on commitment. In particular how the Michelangelo effect (the eliciting of someone's best self) creates good outcomes.
- Workplace dynamics, in particular how work systems, employment systems, and management attitudes interact to create good (or bad) workplaces.
- Worker victimisation/ bullying – my current interest is in the interaction between individual and organisational characteristics that are associated with bullying. I’m also interested in how alleged bullying is resolved (or not), and what the outcomes are for targets, perpetrators and organisations.
- Union revitalisation, and what unions can do to be relevant to and effective for workers.
- The use of a ‘possible selves’ approach with student transitions, criminal offending reduction, leadership and case management. I work with FutureSelves – a private company – that develops possible selves based programmes. Clients in the United States, Britain, Australia and New Zealand all use it in slightly different ways – making it an interesting lens into different cultures (information).
- You can find out more about the BCom(Hons) & MCOM-HRIR programmes here.
- PHD - Doctor of Philosophy – Industrial and organisational psychology
- BA (Hons) - Bachelor of Arts with Honours (1st class)
- BA - Bachelor of Arts
Vu TA, Plimmer G, Berman E, & Sabharwal M. (2019). Managing employee performance in transition economies: A study of Vietnamese public organizations. Public Administration and Development. 39, 89–103.
Englert, P., & Plimmer, G. (2019). Moving From Classical Test Theory to the Evaluation of Usefulness: A Theoretical and Practical Examination of Alternative Approaches to the Development of Career Tools for Job Seekers. Journal of Employment Counseling. 56(1), 20-32.
Zeier, K., Plimmer, G., & Franken, E. (2019). Developing shared leadership in a public organisation: Processes, paradoxes and consequences. Journal of Management & Organization, 1-18. doi:10.1017/jmo.2018.78
Löfgren, K., Macaulay, M., Berman, E. and Plimmer, G. (2018), Expectations, Trust, and ‘No Surprises’: Perceptions of Autonomy in New Zealand Crown Entities. Australian Journal of Public Administration. doi:10.1111/1467-8500.12305
Plimmer, G., Cantal, C. & Qumseya, T. (2017). Staff perceptions of performance and effectiveness in the New Zealand State Sector: Further analysis of the 2016 Public Service Association survey for the New Zealand Productivity Commission. Centre for Labour, Employment and Work, Victoria University of Wellington.
Plimmer, G., Bryson, J. & Teo, S. T. (2017). Opening the black box: The mediating roles of organisational systems and ambidexterity in the HRM-performance link in public sector organisations. Personnel Review, 46(7), 1434-1451.
Plimmer, G., Bryson, J., Donnelly, N., Wilson, J., Ryan, B. & Blumenfeld, S. (2017). The legacy of new public management (NPM) on workers, management capabilities, and organisations. New Zealand Journal of Employment Relations, 42, 1, 19-34.
Plimmer, G., Proctor-Thomson, S., Donnelly, N. & Sim, D. (2017). The mistreatment of public service workers: identifying key risk and protective factors. Public Money & Management, 37, 5, 333-340
Plimmer, G., Cantal, C. (2016). Workplace Dynamics in New Zealand Public Services. Wellington: Centre for Labour, Employment and Work, Victoria University of Wellington.
Shields, J., Plimmer, G., & Robinson, J. (2015). Collective incentives. In J. Shields, M. Brown, S. Kaine, C. Dolle-Samuel, A. North-Samardzic, P. McLean, J. Robyn, P. O'Leary, G. Plimmer, & J. Robinson (Eds.), Managing Employee Performance & Reward: Concepts, Practices, Strategies (pp. 291 - 319). Melbourne: Cambridge.
Shields, J., Robinson, J., & Plimmer, G. (2015). Executive incentives. In J. Shields, M. Brown, S. Kaine, C. Dolle-Samuel, A. North-Samardzic, P. McLean, J. Robyn, P. O'Leary, G. Plimmer, & J. Robinson (Eds.), Managing Employee Performance & Reward: Concepts, Practices, Strategies (2 ed., pp. 336 - 366). Melbourne: Cambridge
Richard, J. E., Plimmer, G., Fam, K.-S., & Campbell, C. (2015). Publishing success of marketing academics: antecedents and outcomes. European Journal of Marketing, 49(1/2), 123-145.
Bryson, J., Wilson, J., Plimmer, G., Blumenfeld, S., Donnelly, N., Ku, B., & Ryan, B. (2014). Women workers: caring, sharing, enjoying their work–or just another gender stereotype? Labour & Industry: a journal of the social and economic relations of work, 24(4), 258-271.
Richard, J., Fam, K. S., Plimmer, G., and Gerschewski, S., (2012) ‘An update of the Vox Populi approach to academic journal rankings: 2011 in review’, Asian Journal of Business Research, 2 (1), 12-29, [ISSN: 1178-8933].
Plimmer, G. & Blumenfeld, S. (2012). Trade Union delegate Leadership and Union Commitment: A Cross-sectional Analysis. Leadership & Organization Development Journal, Vol. 33 Issue: 8.
Donnelly, N., Proctor-Thomson, S.B. & Plimmer, G. (2012). The role of ‘voice’ in matters of ‘choice’: flexible work outcomes for women in the New Zealand Public Services. Journal of Industrial Relations, 54(2).
Plimmer, G. (2012). Adult Career Counselling Using Possible Selves—A Quasi-Experimental Field Study in Naturalistic Settings. Journal of Career Assessment, 20(1), 53-70.
Plimmer, G. (2012). HRM and the new workplace. In J. Bryson & R. Ryan (Eds.), Human resource management in the workplace (pp. 92 - 124). Auckland: Pearson.
Proctor-Thomson, S.B., Donnelly, N. & Plimmer, G. (2011). Constructing workplace democracy:Women’s voice in New Zealand public services. Wellington: Public Service Association (PSA) & Industrial Relations Centre, Victoria University of Wellington.
Plimmer, G., Gill, D. & Norman, R. (2011). Skills and people capability in the future state: Needs, barriers and opportunities. In B. Ryan & D. Gill (Eds.), Future State. (pp 281–305). Wellington NZ: VUW Press.
Plimmer, G., Willie Clarke-Okah, W., Donovan, C. & Russell, W. (2011). COL RIM: Lowering the cost and increasing the effectiveness of QA. In I. Jung & C. Latchem (Eds.). Quality Assurance and Accreditation in Distance Education. (pp. 162–172). New York: Routledge.
Schmidt, A., Plimmer, G. & Donovan, C. (2010). Handbook for the Commonwealth of Learning Review and Improvement Mode.
Commonwealth of Learning (2009). Conceptual Framework for Low Cost Model of Effective Instituitional Quality Audit for Higher Education. Commonwealth of Learning, Vancouver, 61pp. (Co-author with Alison Schmidt).
Plimmer, G., & Schmidt, A. (2007). Possible selves and career transition: It's who you want to be, not what you want to do. New Directions for Adult and Continuing Education, 2007 (114), 61-74.
Parkin, F., & Plimmer, G. (2004). Managing the Presence of Personal Issues in Career Counselling: Using Transactional Analysis with Possible Selves. Australian Journal of Career Development, 13(1), 7-14. http://journals.sagepub.com/doi/abs/10.1177/103841620401300103
Parkin, F. & Plimmer, G. (2003). Integration of Career and Personal Counselling: Future Selves as an Organising Theme. New Zealand Journal of Counselling, 24, (1), 51 – 65.
Harrison, G., Sheffield, J., & Plimmer, G. (2015, December 5). Business acceleration: A springboard for learning and development?. Paper presented at Australian and New Zealand Academy of Management: Managing for peak performance, Queenstown, New Zealand.
Plimmer, G. (2015). Public service dynamics. Presented to Creating High Performing Public Sector Organisations Seminar. Centre for Labour, Employment and Work. 14 April, Wellington.
Plimmer, G. & Crimp, H. (2015). Prevention of bullying in the public sector. Presented to Public Sector Integrity Network on 6 April, Wellington.
Plimmer, G. (2014). "Public service workers after 25 years of new public management: Committed and motivated despite weak managers and organisations" (2015). Paper presented at the Australian New Zealand Academy of Management Conference, Sydney NSW December 3 – 5.
Plimmer, G. and Teo, S. (2013). Does Workplace Aggression in the Public Sector Indicate Low Organisational Capability? Symposium Chairs and Presenters. British Academy of Management Conference, Liverpool, September 3 – 6.
Plimmer, G., Wilson, J., Bryson, J., Blumenfeld, S., Donnelly, N., & Ryan, B. (2013). Workplace Dynamics in New Zealand Public Services. Wellington: Industrial Relations Centre, Victoria University of Wellington.
Plimmer, G., & Sim, D. (2012) Bullying as a marker of low performance work systems. Paper presented at the Australian New Zealand Academy of Management Conference 2012, Perth, Western Australia, December.
Plimmer, G., Norman, R. & Gill, D. (2011). Overcoming new public management calcification: Skills and capability implications. Paper presented at Association for Public Policy Analysis and Management Fall Conference, Washington DC, November.
Plimmer, G. (2010, July). Cost-effective institutional quality audit: The Commonwealth of Learning Review and Improvement Model (COL RIM). Paper presented at IIAS -IASIA Congress, 12-15 July. Bali, Indonesia.
Plimmer, G. (2005). Career Development in Organisations: What the research shows works and doesn't work. 14th AACC Inc National Conference, Canberra, ACT Conference 30th March - 1st April.
Plimmer, G. (2005). Career Development in Organisations: What the research shows works and doesn't work. HRINZ Professional Interest Group, Auckland, April. Download presentation.
Plimmer, G. (2004). Picking What's Useful Out of Recent Research. Presentation at the Organisation Development Network Eleventh National Conference, Wellington.