Profiles

Simon Fishwick

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Simon Fishwick

Lecturer in Management
Tasmanian School of Business & Economics

Room 425, Centenary Building, Sandy Bay Campus

+61 3 6226 1768 (phone)

Simon.Fishwick@utas.edu.au

Encouraging managers to activate their best sustainable advantage – their people.

In most organisations, people are easily the highest expenditure. They can also be the greatest asset. In fact, an effective team of people is the best sustainable advantage an organisation can have.

However, there is an enormous gap between theory and research in the field of human resources, and how the theory is implemented in practice. This is leaving many organisations in a position where their teams are not operating to their full potential.

After spending 40 years working in the field of human resources, Lecturer Simon Fishwick has turned his attention to educating students how to close the research to practice gap effectively. By preparing students to navigate issues like workplace bullying, recruitment, increasing women in senior positions, and organisational change and development, he feels he will make the most difference in the field.

He aims to contribute to better management of people and organisations by preparing students to go out into the world armed with the principles of effective people management, and the capability to apply those principles to practical situations.

“I want to educate students so they can manage people better. In five or ten years, I hope to see that they are out there making a real difference.”

Facilitating people working in teams

Dr Fishwick says that what distinguishes high performing organisations from others is how their people work together.

“Products and ideas can be copied, but the combined capability of an organisation's people will take another organisation a generation to replicate,” he says.

“However, most organisations could greatly improve the strategic management of their people.”

Dr Fishwick says that facilitating people working in teams is critical to both the organisation and the people that work within the organisation.

“We spend more time with the people that we work with than anyone else in our lives. And very few of us achieve what we need to achieve by ourselves,” he says.

“Organisations need high-quality people with individual capability, a positive group culture, and effective processes.”

The research to practice gap

While Dr Fishwick says there is a large body of research in the field, very little of the theory makes it into practice. The problem, he says, lies with its implementation.

“For example, the research to practice gap is most evident in the area of recruitment. Instead of hiring the best person for the job, organisations need to consider the broader context of teams.

“Best practice recruitment now selects the right person for the job, the broader team and the organisation as a whole. That will not necessarily be the person with the strongest skill set. Relying primarily on an interview is therefore not the best way to determine a candidate fit for the organisation.”

Educating students to bridge the gap

With all human resources problems or opportunities, Dr Fishwick encourages his students to start by applying their principles and values and then considering the context that they are applying them within.

“Humans are pretty simple creatures. As we age, we don’t change much in how we operate. If you provide individuals with a framework, boundaries, expectations, rewards, and consequences, they are likely to behave more consistently with behaviours expected by organisations.

“What I want students to leave my classroom with is both the knowledge derived from research in the field of human resource management and critically, an understanding and confidence in how to apply it.”

Dr Fishwick says that the problems organisations deal with are generally the same and similar principles that can be applied to resolving issues. It is the context that changes.

According to Dr Fishwick, HR practitioners and managers need to understand:

  • Why an organisation should have a particular policy in an area
  • What the policy should be
  • How to implement the policy
  • How to articulate these aspects to managers, so the strategy will be funded and implemented

Research that makes a difference

Simon Fishwick is a lecturer in Management in the Tasmanian School of Business and Economics, a position he has held 2012.

Simon had more than 20 years professional experience as a HR professional, manager and consultant prior to commencing a full-time academic role at the University of Tasmania in 2001. His work experience focussed on strategic aspects of HR and leadership with a particular interest in effective implementation. His major areas were selection, employee performance and employment relations.

Simon has been a member of the Australia Human Resources Institute since 1983 and has played an active role on the Tasmanian State Council since 1997.

Biography

Prior to joining the University of Tasmania, Simon was the sole director of a consulting firm that specialised in workplace relations, performance management, training and strategic planning. Before this he held positions in the Commonwealth Public Services, private enterprise, South Australia Institute for Technology and the South Australian Public Sector.

Career summary

Qualifications

DegreeTitle of ThesisUniversityCountryAwarded
PhDPutting Strategic Human Resource Management (SHRM) into practice; an Australian case studyUniversity of TasmaniaAustralia2011
MSc Women in Science & TechnologyUniversity of LondonAustralia1983
GradDip Business AdministrationSA Institute of TechnologyAustralia1987
BEcIndustrial RelationsUniversity of Western AustraliaAustralia1976

Memberships

Professional practice

CAHRI (Certified Professional Member of the Australian Human Resources Institute) since 1983. Tasmanian State President, AHRI 2000-2004; Immediate Past President, 2005-2007. I was a Member of the Tasmania State Council over the period 1997-2008 and re-joined the Professional Development Committee in 2011.

Administrative expertise

Simon has experience in Managing a medium sized rehabilitation department, teams of HR professionals as well as chairing professional committees and voluntary boards of management.

Teaching

Leadership & Change Management, Organisational Development & Change, Managing People at Work, Work and Organisation

Teaching expertise

  • Developed and coordinated postgraduate units Contemporary Leadership in an Australian Context (BMA701) and Human Resource Management (BMA583
  • Developed and coordinated undergraduate units Strategic Issues in HRM (BMA330), Selection & Retention (BMA226) and Management of Human Resources (BMA121).
  • Coordinator for the major Human Resource Management, and the Corporate Internship Coordinator (2006-present). Coordinator Bachelor of Business Administration degrees in Hospitality Management and in Tourism Management (2002-2011)

Teaching responsibility

BMA121 Managing People at Work

BMA314 Organisational Change and Development

BMA328 Leadership in Organisations 

BMA583 Managing People and the Employment Relationship

BMA701 Leadership and Change Management

View more on Dr Simon Fishwick in WARP

Expertise

Strategic Implementation of HR

Change Management

Recruitment and Selection

Managing Performance

Work/Life Balance

Linking HR theory and HR Practice

Research Themes

Simon's research aligns with the University's research theme of Data, Knowledge and Decisions and Creativity, Culture and Society. The central theme is bridging the research-practice gap and facilitating effective implementation of evidence-based people management strategies. Simon's PhD developed a framework to assess and inform strategic implementation of HR strategy and policies.

Simon's current projects include strategic implementation, a positive approach to employee selection, workplace strategies to combat bullying behaviour and improving people management practices.

Collaboration

Simon collaborates with A/Professor Angela Martin on workplace bullying which has included: Martin, A. & Fishwick, S, 2007, Employee opinion survey: Experiences of bullying, intimidation and harassment.Consultancy Report, Tasmanian Fire Service.

Fields of Research

  • Human Resources Management (150305)
  • Marketing Management (incl. Strategy and Customer Relations) (150503)
  • Business Information Management (incl. Records, Knowledge and Information Management, and Intelligence) (150301)
  • Organisational Behaviour (150311)
  • Tourism Management (150603)

Research Objectives

  • Management (910402)
  • Marketing (910403)
  • Expanding Knowledge in Commerce, Management, Tourism and Services (970115)
  • Work and Family Responsibilities (940504)
  • Workplace Safety (940505)
  • Tourism (900399)
  • Human Capital Issues (910202)
  • Industrial Relations (910401)

Publications

Simon is developing his publications in strategic HR and related topics. He has been reviewer for Australian Bulletin of Labour.

Total publications

12

Journal Article

(3 outputs)
YearCitationAltmetrics
2014Alshathry S, O'Donohue W, Wickham MD, Fishwick S, 'National culture as an influence on perceptions of employer attractiveness', Academy of Taiwan Business Management Review, 10, (1) Article 13. ISSN 1813-0534 (2014) [Refereed Article]

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Co-authors: Wickham MD

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2012Fishwick S, 'The research-practice gap in selection', New Zealand Journal of Human Resources Management, 12, (2) pp. 81-92. ISSN 1175-5407 (2012) [Refereed Article]

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2008Wickham MD, Fishwick S, 'Presenting a 'career-life balance' approach to the work-life balance issue', International Review of Business Research Papers, 4, (5) pp. 87-96. ISSN 1832-9543 (2008) [Refereed Article]

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Co-authors: Wickham MD

Conference Publication

(7 outputs)
YearCitationAltmetrics
2013Fishwick S, Street KD, 'A positive approach to employee selection', Proceedings of the 27th ANZAM Conference, 4-6 December 2013, Hobart, pp. 1-20. ISBN 978-0-9875968-1-9 (2013) [Refereed Conference Paper]

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2012Fishwick S, Martin A, 'Workplace bullying: Incidence and impacts', Proceedings of the 2012 ANZAM Conference, 5-7 December 2012, Perth, pp. 1-21. (2012) [Refereed Conference Paper]

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Co-authors: Martin A

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2011Fishwick S, 'The Research-Practice gap in Australian graduate selection: a bridge too far?', Proceedings of the 2011 ANZAM Conference, 7-9 December 2011, Wellington, pp. 1-18. (2011) [Refereed Conference Paper]

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2010Crispin SH, Dunn AM, Fishwick S, Franklin AS, Hanson DJ, et al., 'Proceedings of the 2010 CAUTHE Conference', CAUTHE, February 2010, Hobart, pp. 1. ISBN 978 1 86295 560 8 (2010) [Conference Edited]

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Co-authors: Crispin SH; Dunn AM; Franklin AS; Hanson DJ; Reiser D; Wells M; Baxter CW

2008Wickham MD, Fishwick S, 'Reconciling the divide between strategic HRM practices and Work-Life Balance: Conceptualising a Career-Life Balance Audit', Proceedings of the 2008 Annual London Conference of Money, Economy and Management, July 3-4 2008, London, pp. 1-11. (2008) [Refereed Conference Paper]

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Co-authors: Wickham MD

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2007Fishwick S, 'Bridging the theory-practice gap: Performance management in an Australian setting', Conference proceedings of the 9th International Human Resource Management Conference, 12-15 June 2007, Estonia, pp. 1-24. ISBN 978-9985-9342-8-9 (2007) [Refereed Conference Paper]

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2006Wickham MD, Parker M, Fishwick S, 'Exploring a Work Life Impact Audit: An Aid to Informed Consensus?', Proceedings of the 20th ANZAM Conference, 6-8 December 2006, Queensland, pp. 1-12. ISBN 1 921047 34 8 (2006) [Refereed Conference Paper]

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Co-authors: Wickham MD; Parker M

Contract Report, Consultant's Report

(1 outputs)
YearCitationAltmetrics
2007Martin A, Fishwick S, 'Employee opinion survey: Experiences of bullying, intimidation and harassment. ', Tasmanian Fire Service, 1 (2007) [Consultants Report]

[eCite] [Details]

Co-authors: Martin A

Other Public Output

(1 outputs)
YearCitationAltmetrics
2013Fishwick S, 'Media interview: Parental leave for Dads', Parental Leave for Fathers with Penny Terry, Australian Broadcasting Company, ABC Radio 8 April, 2013 (2013) [Media Interview]

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Grants & Funding

Funding Summary

Number of grants

2

Total funding

$26,865

Projects

An Evaluation of the 2007 Tasmania Fire Service (TFS) 2007 Bullying Survey Data and the Impact of Preventive Initiatives (2012)$19,775
Funding
WorkCover Tasmania ($19,775)
Scheme
Grant
Administered By
University of Tasmania
Research Team
Fishwick S; Martin A
Year
2012
Tasmanian Fire Service - Bullying Research Project (2007)$7,090
Funding
Tasmania Fire Service ($7,090)
Scheme
Grant
Administered By
University of Tasmania
Research Team
Martin A; Fishwick S
Year
2007

Research Supervision

Simon welcomes expressions of interest from potential MA or PhD candidates interested in the following areas: Performance Management, Recruitment and Selection, Work/Life Balance, Linking HR theory and HR Practice.

Simon is part of HDR supervision panels:

Masters: Co-supervisor The Transfer, from Australian Universities to the Workplace, of Graduate Attributes/Skills/Outcomes

PhD: Co-supervisor Technical Innovation, Environment Protection and Education of Companies in China

PhD: Co-supervisor Understanding the shapers of uncivil workplace behaviours and equipping the workforce to proactively prevent them adversely impacting individual, workgroup, workforce performance and productivity

Current

1

Current

DegreeTitleCommenced
PhDCorporate Environmental Performance Determination in China2013