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Employment Relations Record 
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ISSN (Print) 1444-7053
Published by RMIT Publishing
[417 journals]
[4 followers] Follow Subscription journalISSN (Print) 1444-7053
Published by RMIT Publishing
[417 journals]- Volume 12 Issue 1 - Flashpoints in students' work-integrated learning in business: Implications for curriculum design
- Abstract: Fallon, Wayne This paper reports on a study of student responses to a work-integrated learning (WIL) program for undergraduate business management students in their final semester. The program was designed for large classes, and required students to undertake interviews of targeted businesses on behalf of local government Councils which were focused on supporting their local business communities. The summative assessment included small-group research reports for the Councils based on these interviews. The students' preparation for the WIL experience was designed to mitigate the inherent risks of curriculum-based WIL for large cohorts. The preparation, including scaffolded formative written and in-class activities in a series of compulsory classes, was designed to brief students on the requirements of the projects, and to equip them with the appropriate knowledge and skills for completing the projects. Drawing on an analysis of student reflections and their feedback on their experiences, this exploratory interrogation of the data indentified three "flashpoints" in the students' experience of WIL that were central to their learning. These flashpoints, or insightful moments of reflective learning or revelation, occurred at three broadly identifiable occasions during the teaching session and, while these flashpoints were sometimes problematic for students, it is argued that they made important contributions to students' learning. The paper canvasses the relevance of these flashpoints for the design of WIL in capstone courses in business.
PubDate: Fri, 10 May 2013 16:24:06 GMT
- Abstract: Fallon, Wayne This paper reports on a study of student responses to a work-integrated learning (WIL) program for undergraduate business management students in their final semester. The program was designed for large classes, and required students to undertake interviews of targeted businesses on behalf of local government Councils which were focused on supporting their local business communities. The summative assessment included small-group research reports for the Councils based on these interviews. The students' preparation for the WIL experience was designed to mitigate the inherent risks of curriculum-based WIL for large cohorts. The preparation, including scaffolded formative written and in-class activities in a series of compulsory classes, was designed to brief students on the requirements of the projects, and to equip them with the appropriate knowledge and skills for completing the projects. Drawing on an analysis of student reflections and their feedback on their experiences, this exploratory interrogation of the data indentified three "flashpoints" in the students' experience of WIL that were central to their learning. These flashpoints, or insightful moments of reflective learning or revelation, occurred at three broadly identifiable occasions during the teaching session and, while these flashpoints were sometimes problematic for students, it is argued that they made important contributions to students' learning. The paper canvasses the relevance of these flashpoints for the design of WIL in capstone courses in business.
- Volume 12 Issue 1 - Is image everything? An analysis of the public image of the German temporary help industry
- Abstract: Mitlacher, Lars W The temporary help industry in Germany has suffered from a low public image and is often associated with low-paid jobs and poor working conditions. The image of the temporary help industry is influenced by different actors who are interested in shaping the image of the industry according to their pursued interests. The paper analyses firstly which actors in the German system of employment relations actively influence the image of the temporary help industry and what strategies are applied. In the next step, potential employees were asked how they see agency work and what influences their perception of the image of the temporary help industry. Based on the theoretical and empirical results, the paper identifies possible strategies for the temporary help industry and how to improve their public image.
PubDate: Fri, 10 May 2013 16:22:40 GMT
- Abstract: Mitlacher, Lars W The temporary help industry in Germany has suffered from a low public image and is often associated with low-paid jobs and poor working conditions. The image of the temporary help industry is influenced by different actors who are interested in shaping the image of the industry according to their pursued interests. The paper analyses firstly which actors in the German system of employment relations actively influence the image of the temporary help industry and what strategies are applied. In the next step, potential employees were asked how they see agency work and what influences their perception of the image of the temporary help industry. Based on the theoretical and empirical results, the paper identifies possible strategies for the temporary help industry and how to improve their public image.
- Volume 12 Issue 1 - Levels of executive remuneration: Impact of the global financial crisis
- Abstract: Caddy, Ian There has been a lot of recent attention by stakeholders (including the media) in payments made to senior executives, particularly those listed on the Australian Securities Exchange, and the performance of the corporations that they lead. This research study discussed a number of techniques (both in terms of data analysis and data presentation) which can be applied to investigating issues associated with remuneration of senior executives. These techniques are applied to three Australian private sector corporations listed on the Australian Securities Exchange, namely: Cochlear, Fortescue Metals Group and QANTAS. This study looks at levels of remuneration paid to senior executives prior to, during and following the global financial crisis. It attempts to determine if the levels of remuneration paid to these senior executives was affected by the global financial crisis. In addition the study also provides some insight into whether or not the corporations' stakeholders, particularly shareholders, are getting value for money from the performance and the payments made to their senior executive staff. The study is seen as an exploratory one that will lead to a number of other more detailed and in-depth efforts in this area.
PubDate: Fri, 10 May 2013 16:22:03 GMT
- Abstract: Caddy, Ian There has been a lot of recent attention by stakeholders (including the media) in payments made to senior executives, particularly those listed on the Australian Securities Exchange, and the performance of the corporations that they lead. This research study discussed a number of techniques (both in terms of data analysis and data presentation) which can be applied to investigating issues associated with remuneration of senior executives. These techniques are applied to three Australian private sector corporations listed on the Australian Securities Exchange, namely: Cochlear, Fortescue Metals Group and QANTAS. This study looks at levels of remuneration paid to senior executives prior to, during and following the global financial crisis. It attempts to determine if the levels of remuneration paid to these senior executives was affected by the global financial crisis. In addition the study also provides some insight into whether or not the corporations' stakeholders, particularly shareholders, are getting value for money from the performance and the payments made to their senior executive staff. The study is seen as an exploratory one that will lead to a number of other more detailed and in-depth efforts in this area.
- Volume 12 Issue 1 - Breaking down professional boundaries: How can doctors and managers work together to better manage health care organisations?
- Abstract: Kippist, Louise; Fitzgerald, Anneke This paper explores the relationship between doctor managers and senior health service administrators (CEOs or General Managers) within the context of Australian health reform. Government funding for health services has become increasingly driven by government defined measurable performance targets and resources. These policy changes have implications for hospitals to be managed more cost effectively and efficiently. Hence, one of the challenges of health reform, for those managing hospitals, is a need to have a unified position in their collective ownership of managing the organisation. However, differences in the professional cultures, backgrounds, and training of health service administrators and doctor managers influence how each actor thinks about their roles as managers within the hospital. This paper reports on qualitative data used to explore the role of doctor managers in Australia. One area identified by the research participants was that high levels of hospital CEO turnover contributes to lack of engagement between doctor managers and senior health service administrators, influencing their ability to meet the continual challenges of health reform. This paper highlights the need for future research to expand understanding of doctor manager and health service administrator engagement as they work together toward meeting the demands of health reform.
PubDate: Fri, 10 May 2013 16:20:32 GMT
- Abstract: Kippist, Louise; Fitzgerald, Anneke This paper explores the relationship between doctor managers and senior health service administrators (CEOs or General Managers) within the context of Australian health reform. Government funding for health services has become increasingly driven by government defined measurable performance targets and resources. These policy changes have implications for hospitals to be managed more cost effectively and efficiently. Hence, one of the challenges of health reform, for those managing hospitals, is a need to have a unified position in their collective ownership of managing the organisation. However, differences in the professional cultures, backgrounds, and training of health service administrators and doctor managers influence how each actor thinks about their roles as managers within the hospital. This paper reports on qualitative data used to explore the role of doctor managers in Australia. One area identified by the research participants was that high levels of hospital CEO turnover contributes to lack of engagement between doctor managers and senior health service administrators, influencing their ability to meet the continual challenges of health reform. This paper highlights the need for future research to expand understanding of doctor manager and health service administrator engagement as they work together toward meeting the demands of health reform.
- Volume 12 Issue 1 - From one to many: An exploration of the links between management development and organisational learning
- Abstract: McGirr, Patrick In a climate of rapid change, a steady increase in expenditure on management development programs globally has been attributed to its perceived potential to address organisational needs for learning, adaptation and flexibility (Brown, 2003; Hayes, 2007). A key premise has been that management development programs enhance organisational learning and contribute to increased adaptability within organisations. Paradoxically, the literature indicates a lack of evidence to support claims that management development and organisational learning are linked in practice (Clarke, 1999; Mabey, 2002). In this study significant incongruities were identified between assumptions about learning held by researchers in the fields of management development and organisational learning. A conceptual framework was developed to guide a closer examination of the design and implementation of a specific management development intervention in situ. The aim was to identify whether the designers held beliefs about the nature of knowledge, and learning, which had impacted on their choices about the program intervention. Such an understanding was considered pivotal to identifying the influence of the designer's assumptions on the program design and any links to organisational learning in that context.
PubDate: Fri, 10 May 2013 16:20:32 GMT
- Abstract: McGirr, Patrick In a climate of rapid change, a steady increase in expenditure on management development programs globally has been attributed to its perceived potential to address organisational needs for learning, adaptation and flexibility (Brown, 2003; Hayes, 2007). A key premise has been that management development programs enhance organisational learning and contribute to increased adaptability within organisations. Paradoxically, the literature indicates a lack of evidence to support claims that management development and organisational learning are linked in practice (Clarke, 1999; Mabey, 2002). In this study significant incongruities were identified between assumptions about learning held by researchers in the fields of management development and organisational learning. A conceptual framework was developed to guide a closer examination of the design and implementation of a specific management development intervention in situ. The aim was to identify whether the designers held beliefs about the nature of knowledge, and learning, which had impacted on their choices about the program intervention. Such an understanding was considered pivotal to identifying the influence of the designer's assumptions on the program design and any links to organisational learning in that context.
- Volume 12 Issue 1 - Notes for contributors
- PubDate: Fri, 10 May 2013 16:20:32 GMT
- PubDate: Fri, 10 May 2013 16:20:32 GMT
- Volume 12 Issue 2 - Exploring competency requirements towards superior managerial performance: A theoretical construct
- Abstract: Jena, Sambedna; Sahoo, Chandan Kumar The purpose of this paper is to identify the broad work-based competencies for executives, required to carry out a particular job as well as to distinguish superior from average performers. The paper reviews the employee-based competencies and parameters in existing literature which explains the factors essential to improve efficiency and effectiveness of management executives in translating corporate values into meaningful performance objectives. This research revealed essential competency parameters which aids in driving individual and organizational performance. The paper improves understanding of the different competency parameters which are to be utilized to enhance the performance of executives in an organizational setup.
PubDate: Wed, 8 May 2013 09:21:53 GMT
- Abstract: Jena, Sambedna; Sahoo, Chandan Kumar The purpose of this paper is to identify the broad work-based competencies for executives, required to carry out a particular job as well as to distinguish superior from average performers. The paper reviews the employee-based competencies and parameters in existing literature which explains the factors essential to improve efficiency and effectiveness of management executives in translating corporate values into meaningful performance objectives. This research revealed essential competency parameters which aids in driving individual and organizational performance. The paper improves understanding of the different competency parameters which are to be utilized to enhance the performance of executives in an organizational setup.
- Volume 12 Issue 2 - Towards a better understanding of knowledge work: Developing a taxonomy
- Abstract: Caddy, Ian The rise of post-industrial or knowledge-based economies such as Australia, where service delivery in a variety of forms is the principal mechanism through which economic value is created, knowledge and knowledge work is one important contributing factor. Very little research has been published on what sort of knowledge is used in knowledge work and it is the role of this paper to provide an insight into this issue. As such, the paper takes the knowledge possessed by either a potential or current employee as a given and so does not delve into the realms of learning (both individually and organisationally) that have been well reported in the research literature. Rather, having gained that quantum of knowledge which an employee has at that particular point in time, what do organisations require of that knowledge? More specifically at the point of entry into the organisation, do organisations require knowledge that is structured, easy to recognise, and explicit; alternatively do organisations require knowledge that is unstructured, hard to recognise, and tacit? To answer this question the paper will review two major knowledge categories, tacit and explicit, in order to develop a taxonomy of knowledge. Future research is also discussed which will use this taxonomy as a foundation for more applied research activities.
PubDate: Wed, 8 May 2013 09:21:53 GMT
- Abstract: Caddy, Ian The rise of post-industrial or knowledge-based economies such as Australia, where service delivery in a variety of forms is the principal mechanism through which economic value is created, knowledge and knowledge work is one important contributing factor. Very little research has been published on what sort of knowledge is used in knowledge work and it is the role of this paper to provide an insight into this issue. As such, the paper takes the knowledge possessed by either a potential or current employee as a given and so does not delve into the realms of learning (both individually and organisationally) that have been well reported in the research literature. Rather, having gained that quantum of knowledge which an employee has at that particular point in time, what do organisations require of that knowledge? More specifically at the point of entry into the organisation, do organisations require knowledge that is structured, easy to recognise, and explicit; alternatively do organisations require knowledge that is unstructured, hard to recognise, and tacit? To answer this question the paper will review two major knowledge categories, tacit and explicit, in order to develop a taxonomy of knowledge. Future research is also discussed which will use this taxonomy as a foundation for more applied research activities.
- Volume 12 Issue 2 - Teaching industry engagement in employment relations
- Abstract: Mortimer, Dennis; Ingersoll, Louise This paper tracks the development and implementation of an Employment Relations engaged learning subject over a five-year period from 2008 to 2012 at the University of Western Sydney. It discusses the opportunities for industry involvement and program development as well as the obstacles for institutional resourcing and curriculum development that emerged during this period. The paper considers a range of issues including the impact of large student numbers, the tensions and limitations of staffing arrangements, the pressures and demands from industry partners, and the overriding impact on learning and the 'student experience'. In principle, engaged learning offers many benefits to students within Employment Relations, and while this paper will argue that it is fundamentally worthwhile, it will also demonstrate that it is a long-term process that requires serious institutional investment and academic commitment.
PubDate: Wed, 8 May 2013 09:21:53 GMT
- Abstract: Mortimer, Dennis; Ingersoll, Louise This paper tracks the development and implementation of an Employment Relations engaged learning subject over a five-year period from 2008 to 2012 at the University of Western Sydney. It discusses the opportunities for industry involvement and program development as well as the obstacles for institutional resourcing and curriculum development that emerged during this period. The paper considers a range of issues including the impact of large student numbers, the tensions and limitations of staffing arrangements, the pressures and demands from industry partners, and the overriding impact on learning and the 'student experience'. In principle, engaged learning offers many benefits to students within Employment Relations, and while this paper will argue that it is fundamentally worthwhile, it will also demonstrate that it is a long-term process that requires serious institutional investment and academic commitment.
- Volume 12 Issue 2 - Business excellence and business innovation: Should HRM play different roles?
- Abstract: Soliman, Fawzy In the current legitimate debate about business excellence and business innovation both concepts appear to share similar objectives but in reality they differ in many aspects. For example, the aims of business excellence are to ultimately improve the financial standing and performance of the firm. This is usually being achieved by implementation of quality improvement programs that would ultimately result in increase in sales volumes and of course revenue. At the same time, the overall objective of business innovation is also to improve the performance of the innovative firm and improve its financial position by creating new products or services or even new innovative strategies and or policies and procedures that will ultimately result in increasing sales and of course revenue.
PubDate: Wed, 8 May 2013 09:21:53 GMT
- Abstract: Soliman, Fawzy In the current legitimate debate about business excellence and business innovation both concepts appear to share similar objectives but in reality they differ in many aspects. For example, the aims of business excellence are to ultimately improve the financial standing and performance of the firm. This is usually being achieved by implementation of quality improvement programs that would ultimately result in increase in sales volumes and of course revenue. At the same time, the overall objective of business innovation is also to improve the performance of the innovative firm and improve its financial position by creating new products or services or even new innovative strategies and or policies and procedures that will ultimately result in increasing sales and of course revenue.
- Volume 12 Issue 2 - Notes for contributors
- PubDate: Wed, 8 May 2013 09:21:53 GMT
- PubDate: Wed, 8 May 2013 09:21:53 GMT
- Volume 11 Issue 2 - The status of migrant workers in the Maldives: 'Precarious workers' or 'labour aristocrats''
- Abstract: Najeeb, Ali The purpose of this paper is to examine the status and experience of migrant workers in the Maldives. The paper explores how migrant workers are treated in the Maldives by applying the theoretical concepts: 'precariousness', 'vulnerability', and 'labour aristocracy'. The paper is based on interviews conducted with migrant workers and other stakeholders from various industry sectors and occupational levels, and data collected from various documentary sources. The theoretical scope is the debate on migrant workers and their vulnerability. The paper reveals that employers across the sectors of the economy prefer to recruit migrant workers for various reasons, including the perceived usefulness of migrant workers, to save labour costs and as a result of the negative stereotype of local workers. The paper uncovers that migrant workers in general are subject to 'precariousness' or 'vulnerability' in varying degrees. However, both unskilled and professional migrant workers in resorts receive preferential treatment in several aspects of their employment, and the professional migrant workers in resorts can be regarded as 'labour aristocrats'.
PubDate: Wed, 16 May 2012 09:57:33 GMT
- Abstract: Najeeb, Ali The purpose of this paper is to examine the status and experience of migrant workers in the Maldives. The paper explores how migrant workers are treated in the Maldives by applying the theoretical concepts: 'precariousness', 'vulnerability', and 'labour aristocracy'. The paper is based on interviews conducted with migrant workers and other stakeholders from various industry sectors and occupational levels, and data collected from various documentary sources. The theoretical scope is the debate on migrant workers and their vulnerability. The paper reveals that employers across the sectors of the economy prefer to recruit migrant workers for various reasons, including the perceived usefulness of migrant workers, to save labour costs and as a result of the negative stereotype of local workers. The paper uncovers that migrant workers in general are subject to 'precariousness' or 'vulnerability' in varying degrees. However, both unskilled and professional migrant workers in resorts receive preferential treatment in several aspects of their employment, and the professional migrant workers in resorts can be regarded as 'labour aristocrats'.
- Volume 11 Issue 2 - Notes for contributors
- PubDate: Wed, 16 May 2012 09:57:33 GMT
- PubDate: Wed, 16 May 2012 09:57:33 GMT
- Volume 11 Issue 2 - Advances and ambivalences: Organisational support to work-life balance in a police service
- Abstract: Tremblay, Diane-Gabrielle; Genin, Emilie; di Loreto, Martine This article studies organisational support to work-life balance in a demanding work environment: a municipal police service in Quebec. Based on case study methodology involving a questionnaire and in-depth interviews with police officers and agents, the findings substantiate the importance for organisations to offer formal and informal support to employees in the work environment with regard to work-life balance. While support among colleagues and supervisors is significant, we observed that supervisor support is often insufficient. Our research goes beyond the statement that informal support is important as was highlighted in previous research. It shows how this may and does occur with colleagues filling in for the lack of supervisors and bringing supervisors to accept schedule changes when agreed between colleagues. The findings should lead employers to develop programs and measures for employees who face work-family conflict.
PubDate: Wed, 16 May 2012 09:57:33 GMT
- Abstract: Tremblay, Diane-Gabrielle; Genin, Emilie; di Loreto, Martine This article studies organisational support to work-life balance in a demanding work environment: a municipal police service in Quebec. Based on case study methodology involving a questionnaire and in-depth interviews with police officers and agents, the findings substantiate the importance for organisations to offer formal and informal support to employees in the work environment with regard to work-life balance. While support among colleagues and supervisors is significant, we observed that supervisor support is often insufficient. Our research goes beyond the statement that informal support is important as was highlighted in previous research. It shows how this may and does occur with colleagues filling in for the lack of supervisors and bringing supervisors to accept schedule changes when agreed between colleagues. The findings should lead employers to develop programs and measures for employees who face work-family conflict.
- Volume 11 Issue 2 - The linkage between trust, communication openness in the workplace, and employees' job satisfaction: An Indonesian case study
- Abstract: Wulandari, Maulina Pia; Burgess, John This study explores the correlation between trust, communication openness, and employees' job satisfaction in a large Indonesian company. The study applies quantitative methods in order to undertake a communications audit of the case study organisation. Descriptive statistics, Pearson's product moment correlations, and Multiple Regressions are applied to analyse the survey. The results show that trust and communication openness were positively related to employees' job satisfaction dimensions. The discussion reviews the implications of these results and suggests future directions for research.
PubDate: Wed, 16 May 2012 09:57:33 GMT
- Abstract: Wulandari, Maulina Pia; Burgess, John This study explores the correlation between trust, communication openness, and employees' job satisfaction in a large Indonesian company. The study applies quantitative methods in order to undertake a communications audit of the case study organisation. Descriptive statistics, Pearson's product moment correlations, and Multiple Regressions are applied to analyse the survey. The results show that trust and communication openness were positively related to employees' job satisfaction dimensions. The discussion reviews the implications of these results and suggests future directions for research.
- Volume 11 Issue 2 - Strategic human resource management: Exploring the key drivers
- Abstract: Sahoo, Chandan Kumar; Das, Sitaram; Sundaray, Bijaya Kumar Strategic human resource management (SHRM) involves productive use of people in achieving organisation's strategic business objectives, and fulfilment of individual employee needs. The framework for aligning HR and business strategies is provided by the competitive strategy approach. Proper alignment of HR strategies with business strategy will enable a firm to develop a win-win situation both for employees and employers and helps for achievement of targeted goals. The basic purpose of this study is to explore the various issues and initiatives of the people side of management experienced by the organisations and proper linking of issues such as human resource planning, recruitment and selection, performance management, human resource development, motivational and compensation structure, work-life balance, and human resource information systems with organisational strategic business objectives towards business excellence.
PubDate: Wed, 16 May 2012 09:57:33 GMT
- Abstract: Sahoo, Chandan Kumar; Das, Sitaram; Sundaray, Bijaya Kumar Strategic human resource management (SHRM) involves productive use of people in achieving organisation's strategic business objectives, and fulfilment of individual employee needs. The framework for aligning HR and business strategies is provided by the competitive strategy approach. Proper alignment of HR strategies with business strategy will enable a firm to develop a win-win situation both for employees and employers and helps for achievement of targeted goals. The basic purpose of this study is to explore the various issues and initiatives of the people side of management experienced by the organisations and proper linking of issues such as human resource planning, recruitment and selection, performance management, human resource development, motivational and compensation structure, work-life balance, and human resource information systems with organisational strategic business objectives towards business excellence.
- Volume 11 Issue 2 - The returns to continuing vocational training for employees: A socioeconomic approach
- Abstract: Beji, Kamel; Karaa, Riadh Since the 1980s, almost all developed countries became aware of the importance of training for both employees and enterprises. Governments established training programs and enterprises were required to allocate a percentage of their wage bill for training expenditures. Traditional studies used to estimate causal effects of training either on employees' wages or on enterprises productivity. In this paper, we propose a socioeconomic approach to evaluate training effects on workers. The return indicators considered emphasise not only the effects of training on wages but also its impacts on workers' personal development, professional mobility and self valorisation. By focusing on "transferable trainings", this paper provides an original approach for the evaluation of training programs. An empirical study involving a thousand workers in Qu bec region in Canada is presented.
PubDate: Wed, 16 May 2012 09:57:33 GMT
- Abstract: Beji, Kamel; Karaa, Riadh Since the 1980s, almost all developed countries became aware of the importance of training for both employees and enterprises. Governments established training programs and enterprises were required to allocate a percentage of their wage bill for training expenditures. Traditional studies used to estimate causal effects of training either on employees' wages or on enterprises productivity. In this paper, we propose a socioeconomic approach to evaluate training effects on workers. The return indicators considered emphasise not only the effects of training on wages but also its impacts on workers' personal development, professional mobility and self valorisation. By focusing on "transferable trainings", this paper provides an original approach for the evaluation of training programs. An empirical study involving a thousand workers in Qu bec region in Canada is presented.
- Volume 11 Issue 1 - The fair work act: Saviour for unions'
- Abstract: Hilder, Mark; Davies, Doug In recent decades, Australian unions have attempted to reverse the decline in membership but since the re-election of the Federal Labor Government in 2007 there has been an increase in numbers. This article uses a qualitative case study using interviews, document analysis and archival analyses to explore the reasons for an increase in membership at the Australian Community Sector Union (ACSU) and specifically the Fair Work Act (FWA). Despite the ACSU experiencing decades of decline in membership, it emerges that one provision of the FWA has contributed to a rise in levels and another two have potential to assist further increases.
PubDate: Thu, 16 Feb 2012 11:45:36 GMT
- Abstract: Hilder, Mark; Davies, Doug In recent decades, Australian unions have attempted to reverse the decline in membership but since the re-election of the Federal Labor Government in 2007 there has been an increase in numbers. This article uses a qualitative case study using interviews, document analysis and archival analyses to explore the reasons for an increase in membership at the Australian Community Sector Union (ACSU) and specifically the Fair Work Act (FWA). Despite the ACSU experiencing decades of decline in membership, it emerges that one provision of the FWA has contributed to a rise in levels and another two have potential to assist further increases.
- Volume 11 Issue 1 - Where will the milkers come from': A future employment conundrum for New Zealand's largest export industry
- Abstract: Trafford, Sue; Tipples, Rupert Over the past decade the dairy industry has grown in land area, number of cows, milk production and dairy exports, to the point where it is New Zealand's largest export industry, with 26 percent of total merchandise exports. Growth has been accompanied by significant structural changes to the industry. Many small, family owned and managed farms in the North Island, that were characterised by high levels of self-employment, have been replaced by large-scale, corporatized, irrigated farms in the South Island, that depend on non-family employees. Staffing these farms has been problematic and recruitment and retention have been issues regularly highlighted by the industry. Senior executives of DairyNZ (e.g. Paine, 2010) recognise that the future of the dairy industry depends on its people to a large degree. However, as the industry is failing to recruit and retain sufficient of the talented and skilled people it is seeking, its future employment and social sustainability are in question. At present it is being sustained by the importation of migrant workers on short term and other visas, but with rising unemployment levels that may not continue to be a politically acceptable solution. Does a dependence on migrant workers jeopardise the future stability and sustainability of dairy production' The paper reviews the changes in the dairy farm labour force from both supply and demand perspectives. In terms of supply two possible sources are discussed: the New Zealand population, whether currently employed or unemployed, and international migrant labour, which has been an increasingly significant element of the dairy farm labour force since 2006. While new technologies are being developed all the time, two existing system changes could dramatically reduce the demand for milking labour: Once-a-Day milking and/or automatic milking systems (robotic milking). Which one or combination of these four factors will be most significant remains to be seen, but New Zealand cannot afford such an economically significant part of the economy to become unsustainable.
PubDate: Thu, 16 Feb 2012 11:45:36 GMT
- Abstract: Trafford, Sue; Tipples, Rupert Over the past decade the dairy industry has grown in land area, number of cows, milk production and dairy exports, to the point where it is New Zealand's largest export industry, with 26 percent of total merchandise exports. Growth has been accompanied by significant structural changes to the industry. Many small, family owned and managed farms in the North Island, that were characterised by high levels of self-employment, have been replaced by large-scale, corporatized, irrigated farms in the South Island, that depend on non-family employees. Staffing these farms has been problematic and recruitment and retention have been issues regularly highlighted by the industry. Senior executives of DairyNZ (e.g. Paine, 2010) recognise that the future of the dairy industry depends on its people to a large degree. However, as the industry is failing to recruit and retain sufficient of the talented and skilled people it is seeking, its future employment and social sustainability are in question. At present it is being sustained by the importation of migrant workers on short term and other visas, but with rising unemployment levels that may not continue to be a politically acceptable solution. Does a dependence on migrant workers jeopardise the future stability and sustainability of dairy production' The paper reviews the changes in the dairy farm labour force from both supply and demand perspectives. In terms of supply two possible sources are discussed: the New Zealand population, whether currently employed or unemployed, and international migrant labour, which has been an increasingly significant element of the dairy farm labour force since 2006. While new technologies are being developed all the time, two existing system changes could dramatically reduce the demand for milking labour: Once-a-Day milking and/or automatic milking systems (robotic milking). Which one or combination of these four factors will be most significant remains to be seen, but New Zealand cannot afford such an economically significant part of the economy to become unsustainable.
- Volume 11 Issue 1 - Notes for Contributors
- PubDate: Thu, 16 Feb 2012 11:45:36 GMT
- PubDate: Thu, 16 Feb 2012 11:45:36 GMT
- Volume 11 Issue 1 - How to keep your head above the clouds: Changing ICT worker skill sets in a cloud computing environment
- Abstract: Ross, Peter Cloud computing represents a potential paradigm shift in how organisations access and use information, communication and technology (ICT) services. Such changes in how ICT services are sourced and delivered will impact on organisational structures and associated management practices. They further question the traditional role of ICT workers. This paper contends that while the technical and potential cost saving aspects of Cloud computing have attracted much attention, far less research has been conducted into the associated human resource management (HRM) impacts of Cloud computing on ICT workers. This paper attempts to fill this gap in the literature by examining HR issues related to managing ICT workers within organisations adopting Cloud computing strategies. It further suggests that the impacts of Cloud computing may differ from previous 'outsourcing' strategies that were often linked to large-scale job shedding (Ross, 2002, 2003; Ross and Bamber, 2009), at least in the short- to medium-term. The paper uses transaction costs economics theories and frameworks to support the analysis.
PubDate: Thu, 16 Feb 2012 11:45:36 GMT
- Abstract: Ross, Peter Cloud computing represents a potential paradigm shift in how organisations access and use information, communication and technology (ICT) services. Such changes in how ICT services are sourced and delivered will impact on organisational structures and associated management practices. They further question the traditional role of ICT workers. This paper contends that while the technical and potential cost saving aspects of Cloud computing have attracted much attention, far less research has been conducted into the associated human resource management (HRM) impacts of Cloud computing on ICT workers. This paper attempts to fill this gap in the literature by examining HR issues related to managing ICT workers within organisations adopting Cloud computing strategies. It further suggests that the impacts of Cloud computing may differ from previous 'outsourcing' strategies that were often linked to large-scale job shedding (Ross, 2002, 2003; Ross and Bamber, 2009), at least in the short- to medium-term. The paper uses transaction costs economics theories and frameworks to support the analysis.
- Volume 11 Issue 1 - The reporting and recognition of human resource assets in recent Australian IPOS
- Abstract: Chan, Juni; Burgess, John While intangible capital (IC), including human resources (HR), are recognised as being important in creating competitive advantage for organisations (Nishii, Lepak and Schnedier, 2008) there remains very uneven measuring and reporting of the firm's IC as highlighted in recent studies (Rimmel, Nielsen and Yosano, 2009; Singh and Van der Zahn, 2007). The growing disclosure of IC is expected to provide the information that capital market participants find important in terms of making informed investment decisions (Abhayawansa and Guthrie, 2010). In this context initial placement offer (IPO) prospecti would be expected to provide more information and details on a company's long term strategy, including their intangible assets (Rimmel et al., 2009).This paper reviews the reporting of intangible capital, specifically HR, from the propsecti for six Australian companies that listed in 2010 and 2011. Following on the research of Bukh, Nielsen, Gormsen and Mouritsen (2005) we apply a template to the public documents in order to reveal the extent and the detail of the HR reporting. The findings reveal limited HR reporting; limited strategic plans for the development of HR assets and very uneven reporting across the prospecti.
PubDate: Thu, 16 Feb 2012 11:45:36 GMT
- Abstract: Chan, Juni; Burgess, John While intangible capital (IC), including human resources (HR), are recognised as being important in creating competitive advantage for organisations (Nishii, Lepak and Schnedier, 2008) there remains very uneven measuring and reporting of the firm's IC as highlighted in recent studies (Rimmel, Nielsen and Yosano, 2009; Singh and Van der Zahn, 2007). The growing disclosure of IC is expected to provide the information that capital market participants find important in terms of making informed investment decisions (Abhayawansa and Guthrie, 2010). In this context initial placement offer (IPO) prospecti would be expected to provide more information and details on a company's long term strategy, including their intangible assets (Rimmel et al., 2009).This paper reviews the reporting of intangible capital, specifically HR, from the propsecti for six Australian companies that listed in 2010 and 2011. Following on the research of Bukh, Nielsen, Gormsen and Mouritsen (2005) we apply a template to the public documents in order to reveal the extent and the detail of the HR reporting. The findings reveal limited HR reporting; limited strategic plans for the development of HR assets and very uneven reporting across the prospecti.
- Volume 11 Issue 1 - HRM in paradise: Similar or different': A study of tourist resorts in the Maldives
- Abstract: Najeeb, Ali This paper explores human resource management (HRM) practices, and factors that influence the adoption of HRM in resorts in the Maldives. Using a multiple-case study approach, HRM in resorts were explored by comparing international hotel chains and local resorts. Data was collected through semi-structured interviews with relevant stakeholders of seven resorts and from a range of secondary sources. The findings show that there is a high uptake of HRM in resorts. The findings also show that there is a considerable degree of similarity across the resorts in relation to the use of HRM practices providing support for the perspectives of new institutionalism. The factors contributing to similarities in the use of HRM practices and how they affect HRM are discussed. The paper concludes that the homogeneity of HRM practices is largely driven by institutional factors.
PubDate: Thu, 16 Feb 2012 11:45:36 GMT
- Abstract: Najeeb, Ali This paper explores human resource management (HRM) practices, and factors that influence the adoption of HRM in resorts in the Maldives. Using a multiple-case study approach, HRM in resorts were explored by comparing international hotel chains and local resorts. Data was collected through semi-structured interviews with relevant stakeholders of seven resorts and from a range of secondary sources. The findings show that there is a high uptake of HRM in resorts. The findings also show that there is a considerable degree of similarity across the resorts in relation to the use of HRM practices providing support for the perspectives of new institutionalism. The factors contributing to similarities in the use of HRM practices and how they affect HRM are discussed. The paper concludes that the homogeneity of HRM practices is largely driven by institutional factors.
- Volume 10 Issue 2 - Linking Long-term Unemployment and the Theory of Disengagement: A Preliminary Investigation Using Australian Bureau of Statistics Labour Force Data
- Abstract: Caddy, Ian; Mortimer, Dennis; Tannous, Kathy This paper's main aim is to develop a prima facie case supporting the application of the theory of disengagement to parts of the Australian labour force, such as the long-term unemployed as well as those persons with a marginal attachment to the Australian labour force (those not in the labour force but with a desire to work at some point in the future). The theory of disengagement was originally formulated in the 1960s and has been used mainly with the field of social gerontology. Although this theory has been the subject of some controversy, it is still seen as relevant today. In applying this theory to those groups mentioned above, the prima facie case will use logical argument as well as supporting analysis from publically available Australian labour force statistics. Furthermore, the approach taken has been to see whether the central concepts, postulates or issues of this theory are applicable rather than look at the comprehensive application of the whole theory. The paper concludes that this theory does have relevance to those groups mentioned above and that further research is necessary to strengthen the work already done. Through the application of disengagement theory it is also considered that new research efforts will emerge which will bring new insights into how people become unemployed and why they remain unemployed (often for long periods of time) or decide ultimately to drop out of the labour force altogether.
PubDate: Fri, 1 Jul 2011 16:04:20 GMT
- Abstract: Caddy, Ian; Mortimer, Dennis; Tannous, Kathy This paper's main aim is to develop a prima facie case supporting the application of the theory of disengagement to parts of the Australian labour force, such as the long-term unemployed as well as those persons with a marginal attachment to the Australian labour force (those not in the labour force but with a desire to work at some point in the future). The theory of disengagement was originally formulated in the 1960s and has been used mainly with the field of social gerontology. Although this theory has been the subject of some controversy, it is still seen as relevant today. In applying this theory to those groups mentioned above, the prima facie case will use logical argument as well as supporting analysis from publically available Australian labour force statistics. Furthermore, the approach taken has been to see whether the central concepts, postulates or issues of this theory are applicable rather than look at the comprehensive application of the whole theory. The paper concludes that this theory does have relevance to those groups mentioned above and that further research is necessary to strengthen the work already done. Through the application of disengagement theory it is also considered that new research efforts will emerge which will bring new insights into how people become unemployed and why they remain unemployed (often for long periods of time) or decide ultimately to drop out of the labour force altogether.
- Volume 10 Issue 2 - A Social Exchange Model of the Employment Relationship Based on Keeping Tally of the Psychological Contract
- Abstract: Jepsen, Denise M; Rodwell, John J This paper serves to review and integrate social exchange and organisational justice theory with regard to the employment relationship. Social exchange relationships are represented by employees' perceptions of workplace inequity represented by their psychological contract and evaluated using organisational justice rules. Employees have in-role and extra-role behavioural responses and cognitive responses to inequity. Behavioural and cognitive responses are moderated by the employee's perceptions of organisational justice. Much employee performance, commitment, engagement, retention and turnover may be explained by this comprehensive model.
PubDate: Fri, 1 Jul 2011 16:04:20 GMT
- Abstract: Jepsen, Denise M; Rodwell, John J This paper serves to review and integrate social exchange and organisational justice theory with regard to the employment relationship. Social exchange relationships are represented by employees' perceptions of workplace inequity represented by their psychological contract and evaluated using organisational justice rules. Employees have in-role and extra-role behavioural responses and cognitive responses to inequity. Behavioural and cognitive responses are moderated by the employee's perceptions of organisational justice. Much employee performance, commitment, engagement, retention and turnover may be explained by this comprehensive model.
- Volume 10 Issue 2 - Employees' Perceptions of Trade Unions in Unionised Companies: A Survey in Malaysia
- Abstract: Che Rose, Raduan; Kumar, Naresh; Ramasamy, Nagiah This paper contributes to the understanding of barriers to trade unionism in Malaysia by analysing the perspectives of employees from unionised companies. Employees' perceptions are somewhat positive about their job and work environment and these could be a factor in explaining their non-membership in unions. The survey analysis revealed that non-union employees do not view their unions favourably and perhaps it raises doubts among employees on the ability of unions to protect workplace issues critical to workers. Conceivably this is an indictment of the ineffectiveness of trade unions' leadership. The instrumental perspective appears very prominently in the struggles of unions, and to a lesser extent, the political/ideological perspective. Employees seem to lack knowledge concerning trade unions, indicating unions' failure to reach out to the broad workforce and it is a possible problem in union organising. Union officials should pay more attention to communicating their union's unique characteristics and impact at the workplace. It also offers opportunities to trade unionists to convince the non-union employees in unionised companies for collective representation.
PubDate: Fri, 1 Jul 2011 16:04:20 GMT
- Abstract: Che Rose, Raduan; Kumar, Naresh; Ramasamy, Nagiah This paper contributes to the understanding of barriers to trade unionism in Malaysia by analysing the perspectives of employees from unionised companies. Employees' perceptions are somewhat positive about their job and work environment and these could be a factor in explaining their non-membership in unions. The survey analysis revealed that non-union employees do not view their unions favourably and perhaps it raises doubts among employees on the ability of unions to protect workplace issues critical to workers. Conceivably this is an indictment of the ineffectiveness of trade unions' leadership. The instrumental perspective appears very prominently in the struggles of unions, and to a lesser extent, the political/ideological perspective. Employees seem to lack knowledge concerning trade unions, indicating unions' failure to reach out to the broad workforce and it is a possible problem in union organising. Union officials should pay more attention to communicating their union's unique characteristics and impact at the workplace. It also offers opportunities to trade unionists to convince the non-union employees in unionised companies for collective representation.
- Volume 10 Issue 2 - Perceived Organisational Culture, Stress, and Job Satisfaction Affecting on Hotel Employee Retention: A Comparison Study between Management and Operational Employees
- Abstract: Churintr, Puangpen A significant problem in the tourism industry is the lack of skilled employees. This study aims to investigate the influence of perceived organizational culture, stress, and job satisfaction on hotel employee retention. This study surveys 355 hotel employees in the Upper South of Thailand including 261 operational and 94 management hotel employees, respectively. Using structural equation, the results indicate that the low retention is an important problem. Data from in-depth interviews was used as supplement to the survey data. For employees at the operational level, perceived organizational culture is a more important factor than job satisfaction. On the other hand, for employees at management level, job satisfaction is more important than perceived organizational culture. Stress has no effect on the employee retention of both levels. The results of this study shed light on using tools to support the retention of skilled hotel employees.
PubDate: Fri, 1 Jul 2011 16:04:20 GMT
- Abstract: Churintr, Puangpen A significant problem in the tourism industry is the lack of skilled employees. This study aims to investigate the influence of perceived organizational culture, stress, and job satisfaction on hotel employee retention. This study surveys 355 hotel employees in the Upper South of Thailand including 261 operational and 94 management hotel employees, respectively. Using structural equation, the results indicate that the low retention is an important problem. Data from in-depth interviews was used as supplement to the survey data. For employees at the operational level, perceived organizational culture is a more important factor than job satisfaction. On the other hand, for employees at management level, job satisfaction is more important than perceived organizational culture. Stress has no effect on the employee retention of both levels. The results of this study shed light on using tools to support the retention of skilled hotel employees.
- Volume 10 Issue 2 - Influence of Employment Type on LMX, Organisational Commitment and Job Satisfaction
- Abstract: O'Connor, Christine; Srinivasan, Sanjeev This study tested the impact of casual employment status on job satisfaction, organisational commitment and Leader Member Exchange (LMX) in an IT service sector; the quality of the LMX relationship; levels of job satisfaction; and levels of organisational commitment experienced by the two groups of employee is tested. LMX theory asserts that subordinates are either in the 'in-group' or 'out-group'. Employees in the in-group have higher levels of job freedom, added responsibilities, trust and preferential treatment. This is in exchange for high levels of loyalty and commitment to their supervisor. This form of social exchange or reciprocal obligation is formed over time and is to the benefit of both. The results do not support the hypotheses that the nature of the employment status will influence the LMX relationship. Both casual and permanent employees had an equal chance of being in either the 'in-group' or 'out-group'. The results support the hypothesis that casual employees would have lower levels of job satisfaction as compared to permanent employees. The results do not support the proposition that casual employees who were part of the in-group or shared a high quality relationship with their supervisors would exhibit higher levels of organisational commitment as compared to permanent employees who were also part of the in-group. There was no support for the hypothesis that casual employees who were part of the out-group would have lower levels of organisational commitment as compared to permanent employees who were also part of the out-group. The implications of these findings are discussed.
PubDate: Fri, 1 Jul 2011 16:04:20 GMT
- Abstract: O'Connor, Christine; Srinivasan, Sanjeev This study tested the impact of casual employment status on job satisfaction, organisational commitment and Leader Member Exchange (LMX) in an IT service sector; the quality of the LMX relationship; levels of job satisfaction; and levels of organisational commitment experienced by the two groups of employee is tested. LMX theory asserts that subordinates are either in the 'in-group' or 'out-group'. Employees in the in-group have higher levels of job freedom, added responsibilities, trust and preferential treatment. This is in exchange for high levels of loyalty and commitment to their supervisor. This form of social exchange or reciprocal obligation is formed over time and is to the benefit of both. The results do not support the hypotheses that the nature of the employment status will influence the LMX relationship. Both casual and permanent employees had an equal chance of being in either the 'in-group' or 'out-group'. The results support the hypothesis that casual employees would have lower levels of job satisfaction as compared to permanent employees. The results do not support the proposition that casual employees who were part of the in-group or shared a high quality relationship with their supervisors would exhibit higher levels of organisational commitment as compared to permanent employees who were also part of the in-group. There was no support for the hypothesis that casual employees who were part of the out-group would have lower levels of organisational commitment as compared to permanent employees who were also part of the out-group. The implications of these findings are discussed.
- Volume 10 Issue 2 - Notes for Contributors
- PubDate: Fri, 1 Jul 2011 16:04:20 GMT
- PubDate: Fri, 1 Jul 2011 16:04:20 GMT
- Volume 10 Issue 1 - A Review and Analysis of CSR Practices in Australian Second Tier Private Sector Firms
- Abstract: McGraw, Peter; Katsouras, Ariadne The growing trend for companies to report on corporate social responsibility (CSR) initiatives in their annual reports and the emergence of standard reporting templates means it is now possible to more accurately measure companies against one another in relation to their claimed CSR activities. The measurement of inter-company rigour in CSR reporting is an important step in increasing the level of CSR accountability. This paper evaluates CSR practices in Australian companies by conducting a census of and analysing reporting levels for all 100 companies in the second tier of publicly listed companies on the Australian Securities Exchange (ASX 101-200) in early 2008. Reported practices were systematically categorized and measured using the Global Reporting Initiative's template, version 3 (GRI3). Specifically the paper deals with three research questions concerning the level of reporting by company, by GRI indicator category and by industry sector. Results reveal that reporting levels are generally low, are highest for the economic indicator, and most rigorously and systematically reported in the materials and industrials sectors. This pattern of results suggests that despite the increasing popularity of CSR, most reporting is still concentrated in areas that are either mandatory or seen as important in establishing legitimacy for continued, profitable operations.
PubDate: Thu, 5 May 2011 10:06:43 GMT
- Abstract: McGraw, Peter; Katsouras, Ariadne The growing trend for companies to report on corporate social responsibility (CSR) initiatives in their annual reports and the emergence of standard reporting templates means it is now possible to more accurately measure companies against one another in relation to their claimed CSR activities. The measurement of inter-company rigour in CSR reporting is an important step in increasing the level of CSR accountability. This paper evaluates CSR practices in Australian companies by conducting a census of and analysing reporting levels for all 100 companies in the second tier of publicly listed companies on the Australian Securities Exchange (ASX 101-200) in early 2008. Reported practices were systematically categorized and measured using the Global Reporting Initiative's template, version 3 (GRI3). Specifically the paper deals with three research questions concerning the level of reporting by company, by GRI indicator category and by industry sector. Results reveal that reporting levels are generally low, are highest for the economic indicator, and most rigorously and systematically reported in the materials and industrials sectors. This pattern of results suggests that despite the increasing popularity of CSR, most reporting is still concentrated in areas that are either mandatory or seen as important in establishing legitimacy for continued, profitable operations.
- Volume 10 Issue 1 - Sustainability Reporting: Rhetoric Versus Reality'
- Abstract: Pennington, Lenore K; More, Elizabeth Organisational sustainability requires companies to incorporate environmental, social and economic objectives into their operations. In response, there has been a notable increase in organisations reporting on environmental and social issues. This paper argues that sustainability reports cannot be relied on to credibly reflect companies' actions and commitment to environmental and social sustainability. With questions around reporting organisations' genuine commitment to sustainability, this paper reviews other frameworks to assess organisations' progress towards sustainability, and recommends a comprehensive model.
PubDate: Thu, 5 May 2011 10:06:43 GMT
- Abstract: Pennington, Lenore K; More, Elizabeth Organisational sustainability requires companies to incorporate environmental, social and economic objectives into their operations. In response, there has been a notable increase in organisations reporting on environmental and social issues. This paper argues that sustainability reports cannot be relied on to credibly reflect companies' actions and commitment to environmental and social sustainability. With questions around reporting organisations' genuine commitment to sustainability, this paper reviews other frameworks to assess organisations' progress towards sustainability, and recommends a comprehensive model.
- Volume 10 Issue 1 - Employee Empowerment and Individual Commitment: An Analysis from Integrative Review of Research
- Abstract: Sahoo, Chandan Kumar; Behera, Neeraja; Tripathy, Santosh Kumar Employee empowerment initiatives based on industrial democracy and the principle of participative management reflects a positive link between employee participation and job satisfaction, motivation and performance, individual commitment and organisational achievement. The importance of individual commitment to the bottom line of the organisation is highly essential for improved performance, improved production, higher employee loyalty, increased satisfaction, high quality of product and services, and customer satisfaction. In this paper emphasis is given to systematic review of the previous research works on employee empowerment and workplace commitment and has advanced some models to give clarity on workplace commitment through employee empowerment, commitment and outcomes, strategic empowerment and degree of commitment, and antecedents and outcomes of individual commitment. This paper hopefully contributes to the ongoing discussion of what constitutes empowerment and its impact on individual commitment.
PubDate: Thu, 5 May 2011 10:06:43 GMT
- Abstract: Sahoo, Chandan Kumar; Behera, Neeraja; Tripathy, Santosh Kumar Employee empowerment initiatives based on industrial democracy and the principle of participative management reflects a positive link between employee participation and job satisfaction, motivation and performance, individual commitment and organisational achievement. The importance of individual commitment to the bottom line of the organisation is highly essential for improved performance, improved production, higher employee loyalty, increased satisfaction, high quality of product and services, and customer satisfaction. In this paper emphasis is given to systematic review of the previous research works on employee empowerment and workplace commitment and has advanced some models to give clarity on workplace commitment through employee empowerment, commitment and outcomes, strategic empowerment and degree of commitment, and antecedents and outcomes of individual commitment. This paper hopefully contributes to the ongoing discussion of what constitutes empowerment and its impact on individual commitment.
- Volume 10 Issue 1 - Mapping Expectations of Functional Units' Line Managers against the Perceptions of Human Resources Department (HRM)
- Abstract: Soliman, Fawzy This paper proposes that performance improvement could be achieved by improving the relationship between HRM and functional units in the form of a relationship between supplier and customer. Accordingly, the paper proposes that differences may be found between functional units' expectation of the service delivered and the perception of HRM with respect to that service. The paper also proposes that Gap analysis approach could be used in analysing the performance of those services. The paper points to the possibility of finding perception gaps and expectation gaps. In addition, the paper suggests that those gaps may impact on the performance from the perspectives of quality, cost and speed of delivery of the service. It is envisaged that this research could assist management in controlling cost and avoid wastage and improve organisational performance.
PubDate: Thu, 5 May 2011 10:06:43 GMT
- Abstract: Soliman, Fawzy This paper proposes that performance improvement could be achieved by improving the relationship between HRM and functional units in the form of a relationship between supplier and customer. Accordingly, the paper proposes that differences may be found between functional units' expectation of the service delivered and the perception of HRM with respect to that service. The paper also proposes that Gap analysis approach could be used in analysing the performance of those services. The paper points to the possibility of finding perception gaps and expectation gaps. In addition, the paper suggests that those gaps may impact on the performance from the perspectives of quality, cost and speed of delivery of the service. It is envisaged that this research could assist management in controlling cost and avoid wastage and improve organisational performance.
- Volume 10 Issue 1 - Notes for Contributors
- PubDate: Thu, 5 May 2011 10:06:43 GMT
- PubDate: Thu, 5 May 2011 10:06:43 GMT
- Volume 10 Issue 1 - Socio-professional Integration of Recent Immigrants in Canada: The Role of Information and Social Networks
- Abstract: Beji, Kamel Quantitative and qualitative indicators of recent immigrants' socio-professional integration in Canada and particularly in Quebec show considerable disadvantages compared to natives. Informational biases that influence the migratory project can be at the root of difficulties in their social and professional integration. By offering a critique of the 'perfect information' hypothesis and by using the social networks approach, the aim of this article is to analyse the nature of informational flows and the impact of their circulation by social networks on the socio-professional integration of newcomers.
PubDate: Thu, 5 May 2011 10:06:43 GMT
- Abstract: Beji, Kamel Quantitative and qualitative indicators of recent immigrants' socio-professional integration in Canada and particularly in Quebec show considerable disadvantages compared to natives. Informational biases that influence the migratory project can be at the root of difficulties in their social and professional integration. By offering a critique of the 'perfect information' hypothesis and by using the social networks approach, the aim of this article is to analyse the nature of informational flows and the impact of their circulation by social networks on the socio-professional integration of newcomers.
- Volume 4 Issue 2 - Social Responsibility in a Changing Workplace: A Comment
- Abstract: McCarthy, Terry Changes in ideological approaches to politics, business and economics have affected employees' private, social and public domains. Economic effects of globalisation, of changes to the social/psychological employment contract, changes in ways in which employing organisations' workforces are managed and, in some cases, to legislation governing employment contracts have changed the nature of working life. There needs to be a greater awareness of the responsibility of employing organisations to reduce the adverse impacts of work practices on their employees.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: McCarthy, Terry Changes in ideological approaches to politics, business and economics have affected employees' private, social and public domains. Economic effects of globalisation, of changes to the social/psychological employment contract, changes in ways in which employing organisations' workforces are managed and, in some cases, to legislation governing employment contracts have changed the nature of working life. There needs to be a greater awareness of the responsibility of employing organisations to reduce the adverse impacts of work practices on their employees.
- Volume 4 Issue 2 - Safety Regulators in the Transport Industry: Captured Agents for Change
- Abstract: Innes, Colin; Watson, Genevieve This paper reviewed the findings from significant accident cases within the transport industry and found the emergence of evolving trends within the effectiveness of safety regulatory bodies. This paper takes an inter-industry and interdisciplinary approach to investigate the history of regulation outcomes in the transport industry through aviation and rail case studies. The paper finds there are a number of deficiencies in the way the regulators execute their duties. These shortcomings in operations may persist over extended periods of time despite inquiries and recommendations. The seminal work of Stigler's 'capture theory' (1971) and Jensen & Meckling's 'agency theory' (1976) are applied to the findings to investigate whether regulation does ensure safety, under what conditions and if not why not.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Innes, Colin; Watson, Genevieve This paper reviewed the findings from significant accident cases within the transport industry and found the emergence of evolving trends within the effectiveness of safety regulatory bodies. This paper takes an inter-industry and interdisciplinary approach to investigate the history of regulation outcomes in the transport industry through aviation and rail case studies. The paper finds there are a number of deficiencies in the way the regulators execute their duties. These shortcomings in operations may persist over extended periods of time despite inquiries and recommendations. The seminal work of Stigler's 'capture theory' (1971) and Jensen & Meckling's 'agency theory' (1976) are applied to the findings to investigate whether regulation does ensure safety, under what conditions and if not why not.
- Volume 4 Issue 2 - Employer Association Strategy in a Decentralised Employment Relations System: The Case of the Retail Industry
- Abstract: Mortimer, Dennis; Bain, Lyn; Bond, Sue In an environment of decentralised employment relations, employers associations must reassess their role if they are to remain relevant. The Australian Retailers' Association faces a particular challenge. On the one hand, it has traditionally focused on the interests of the largest retailers, at one time even taking responsibility for the local industrial relations policies of the major retail stores as well as controlling industry wide industrial relations issues. This role is problematic now that all of the major retailers have their own company specific enterprise agreements. On the other hand, the retail industry has a very large number of small businesses, and these comprise over 90 per cent of the Association's membership. The way in which the Australian Retailers' Association has redefined its role in response to changing conditions is examined and assessed in the context of evidence from large and small retail businesses (Mortimer, 2001; Mortimer, Whiting and Bond, 2001), and in relation to the responses to change of other employers' associations (Mortimer, Still and Bond, 2002). The article concludes that, while the Association was initially able to build on its existing strengths, and has been able to progressively respond in a strategic way particularly to the needs of small retailers, it is proving very difficult for it to remain relevant to its other core constituency, large retailers.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Mortimer, Dennis; Bain, Lyn; Bond, Sue In an environment of decentralised employment relations, employers associations must reassess their role if they are to remain relevant. The Australian Retailers' Association faces a particular challenge. On the one hand, it has traditionally focused on the interests of the largest retailers, at one time even taking responsibility for the local industrial relations policies of the major retail stores as well as controlling industry wide industrial relations issues. This role is problematic now that all of the major retailers have their own company specific enterprise agreements. On the other hand, the retail industry has a very large number of small businesses, and these comprise over 90 per cent of the Association's membership. The way in which the Australian Retailers' Association has redefined its role in response to changing conditions is examined and assessed in the context of evidence from large and small retail businesses (Mortimer, 2001; Mortimer, Whiting and Bond, 2001), and in relation to the responses to change of other employers' associations (Mortimer, Still and Bond, 2002). The article concludes that, while the Association was initially able to build on its existing strengths, and has been able to progressively respond in a strategic way particularly to the needs of small retailers, it is proving very difficult for it to remain relevant to its other core constituency, large retailers.
- Volume 4 Issue 2 - Export Meatworkers in Rockhampton and Townsville: Divergence or Convergence'
- Abstract: Stewart, Gordon This paper will discuss the significance, the relevance, and the accuracy of the view that the industrial actions of members of the Australasian Meat Industry Employees' Union at a number of different meat export abattoirs in Townsville and Rockhampton during the course of the last century, were quite different. Furthermore, the paper will examine the nature and extent of this difference, as well as the scholarly attention that it has received from labour historians. The paper will analyse the industrial actions and tactics of export meatworkers in Rockhampton and Townsville over a long period of time. The evidence that emerges from any such study opens lines of further enquiry respecting the history of the Meatworkers' Union and industrial relations in the meat export industry in Queensland in particular, as well as in Australia as a whole.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Stewart, Gordon This paper will discuss the significance, the relevance, and the accuracy of the view that the industrial actions of members of the Australasian Meat Industry Employees' Union at a number of different meat export abattoirs in Townsville and Rockhampton during the course of the last century, were quite different. Furthermore, the paper will examine the nature and extent of this difference, as well as the scholarly attention that it has received from labour historians. The paper will analyse the industrial actions and tactics of export meatworkers in Rockhampton and Townsville over a long period of time. The evidence that emerges from any such study opens lines of further enquiry respecting the history of the Meatworkers' Union and industrial relations in the meat export industry in Queensland in particular, as well as in Australia as a whole.
- Volume 4 Issue 2 - Australian Workplace Agreements, EEO and Family Friendly Arrangements in the Retail Sector
- Abstract: Burgess, John; Sullivan, Anne; Strachan, Glenda The retail sector constitutes the largest industry employer of women in Australia. Over the last decade there has been significant employment growth in the industry. Given the importance of this sector for women's employment it is pertinent to examine the content of Australian Workplace Agreements (AWAs) in order to establish the extent to which such agreements incorporate progressive measures that address equal employment opportunity (EEO) and work and family issues. Institutionally the last decade has seen a devolution of agreement making away from central and industry tribunals towards enterprise and workplace agreements. This paper examines the AWAs across organisations in order to establish any departures from the base award for retail workers and any differences across AWAs, especially on what we classify as EEO and work and family friendliness. The paper concludes with a discussion of the effectiveness of AWAs in delivering EEO and work/family measures in the retailing sector.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Burgess, John; Sullivan, Anne; Strachan, Glenda The retail sector constitutes the largest industry employer of women in Australia. Over the last decade there has been significant employment growth in the industry. Given the importance of this sector for women's employment it is pertinent to examine the content of Australian Workplace Agreements (AWAs) in order to establish the extent to which such agreements incorporate progressive measures that address equal employment opportunity (EEO) and work and family issues. Institutionally the last decade has seen a devolution of agreement making away from central and industry tribunals towards enterprise and workplace agreements. This paper examines the AWAs across organisations in order to establish any departures from the base award for retail workers and any differences across AWAs, especially on what we classify as EEO and work and family friendliness. The paper concludes with a discussion of the effectiveness of AWAs in delivering EEO and work/family measures in the retailing sector.
- Volume 5 Issue 1 - Globalisation, ICT and Part-time Work: Trends in the OECD
- Abstract: Nesbit, Paul L This article presents an examination of the trends associated with globalisation, information and communication technology (ICT) and part-time work arrangements in OECD countries. Examining these trends provides insight into the debate about convergent/divergent effects of globalisation and ICT have on work arrangements. Our review suggests that OECD countries are highly global economies that have taken a lead in the adoption of ICT's especially the Internet. There is however, considerable diversity in globalisation levels and ICT adoption within the OECD. Part-time work has tended to increase over the period 1990 to 1993 with a few exceptions. Against this backdrop a relationship between increasing Internet usage and part-time work is demonstrated. This has implications for convergence/divergence arguments.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Nesbit, Paul L This article presents an examination of the trends associated with globalisation, information and communication technology (ICT) and part-time work arrangements in OECD countries. Examining these trends provides insight into the debate about convergent/divergent effects of globalisation and ICT have on work arrangements. Our review suggests that OECD countries are highly global economies that have taken a lead in the adoption of ICT's especially the Internet. There is however, considerable diversity in globalisation levels and ICT adoption within the OECD. Part-time work has tended to increase over the period 1990 to 1993 with a few exceptions. Against this backdrop a relationship between increasing Internet usage and part-time work is demonstrated. This has implications for convergence/divergence arguments.
- Volume 5 Issue 1 - Work-performance-management in Groups: An Alternative Multi-rater Feedback Model
- Abstract: Fitzgerald, Janna Anneke; Low, David R Feedback from superiors can help the individual with setting his or her own goals for performance improvement. Although much is written on different performance management or appraisal systems, the authors have not come across what their normative feedback model, as an alternative model to multi-rater feedback models such as the 360 degree model, attempts to achieve: peer appraisal in groups, in order to modify behaviour and work toward group objectives for business planning in alignment with organisational goals. This article presents a model for normative feedback, provides the results of a pilot study where this model is tested, and details the next steps for building a useful tool for managers.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Fitzgerald, Janna Anneke; Low, David R Feedback from superiors can help the individual with setting his or her own goals for performance improvement. Although much is written on different performance management or appraisal systems, the authors have not come across what their normative feedback model, as an alternative model to multi-rater feedback models such as the 360 degree model, attempts to achieve: peer appraisal in groups, in order to modify behaviour and work toward group objectives for business planning in alignment with organisational goals. This article presents a model for normative feedback, provides the results of a pilot study where this model is tested, and details the next steps for building a useful tool for managers.
- Volume 5 Issue 1 - Future Dairy Farm Employment in New Zealand - An Application of the Human Capability Framework
- Abstract: Tipples, Rupert S; Wilson, Jude; Edkins, Reuben; Sun, Xiaomeng The dairy industry is New Zealand's top export earner ($7.06 billion for year ended 30 June 2002). It generated 23 per cent of merchandise exports, and contributed some 7 percent of New Zealand's GDP. However, employment in the farm part of this major sector of the economy has been and is problematic. This article presents the outcomes of a Dairy InSight research project, no. 10015/2003. It provides a view of the future employment situation of the New Zealand dairy farming industry. The project sought to establish the future employment needs of the industry from a study of the future dairy farm labour market; to estimate future labour required and available; and to provide a full discussion of factors affecting those estimates. The report on which this article is based was intended to provide a foundation document for any future studies of work and employment in dairy farming. The research strategy adopted was to use the Human Capability Framework (HCF) (Tipples, 2004) to analyse the future dairy farm labour market. The use of the HCF to analyse the future dairy farm employment situation was implemented by a systematic consideration of each of the elements contributing to the supply side (Capacity), to the demand side (Opportunity), and the bringing of those both together (Matching), the three main components of the HCF. Statistical resources were reviewed and found distinctly wanting. Other documentary sources were considered, expert opinions canvassed, and key sites and parties visited, to facilitate the industry wide analysis. All components of the analysis, together with practical recommendations, were put together in a single report, which was submitted to Dairy InSight, the public good funder of the industry. To keep this article to the prescribed length, the primary focus is on factors influencing the future capacity of the dairy farming workforce. This is the most original part of our report and is based on primary sources, unlike the remainder which is largely derived from secondary sources. The future opportunities becoming available and the matching of capacity with opportunities are treated relatively briefly.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Tipples, Rupert S; Wilson, Jude; Edkins, Reuben; Sun, Xiaomeng The dairy industry is New Zealand's top export earner ($7.06 billion for year ended 30 June 2002). It generated 23 per cent of merchandise exports, and contributed some 7 percent of New Zealand's GDP. However, employment in the farm part of this major sector of the economy has been and is problematic. This article presents the outcomes of a Dairy InSight research project, no. 10015/2003. It provides a view of the future employment situation of the New Zealand dairy farming industry. The project sought to establish the future employment needs of the industry from a study of the future dairy farm labour market; to estimate future labour required and available; and to provide a full discussion of factors affecting those estimates. The report on which this article is based was intended to provide a foundation document for any future studies of work and employment in dairy farming. The research strategy adopted was to use the Human Capability Framework (HCF) (Tipples, 2004) to analyse the future dairy farm labour market. The use of the HCF to analyse the future dairy farm employment situation was implemented by a systematic consideration of each of the elements contributing to the supply side (Capacity), to the demand side (Opportunity), and the bringing of those both together (Matching), the three main components of the HCF. Statistical resources were reviewed and found distinctly wanting. Other documentary sources were considered, expert opinions canvassed, and key sites and parties visited, to facilitate the industry wide analysis. All components of the analysis, together with practical recommendations, were put together in a single report, which was submitted to Dairy InSight, the public good funder of the industry. To keep this article to the prescribed length, the primary focus is on factors influencing the future capacity of the dairy farming workforce. This is the most original part of our report and is based on primary sources, unlike the remainder which is largely derived from secondary sources. The future opportunities becoming available and the matching of capacity with opportunities are treated relatively briefly.
- Volume 5 Issue 1 - Strategic Choice and Human Resource Management in a Public Hospital Setting: A Case Study of a Victorian Public Health Service
- Abstract: Bartram, Timothy; Fraser, Benjamin For much of the last decade the public health sector in Australia has operated in a climate of financial restraint. Within this climate, human resource management may have something to offer the public health sector. Applying Kessler and Purcell's (1996) strategic choice framework the adoption of HRM practices is investigated using a case study of a Victorian public hospital. A number of constraints are identified in the article including management knowledge and skills, a break down in communication between senior, middle and line management, a lack of resources and the passive role of the State Government. A number of important implications for both domestic and international health service managers are discussed. These implications concern the role of key stakeholders, strategies for managing the constraints that impact the adoption of HRM, management lobbying of government and generating a meaningful relationship with trade unions.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Bartram, Timothy; Fraser, Benjamin For much of the last decade the public health sector in Australia has operated in a climate of financial restraint. Within this climate, human resource management may have something to offer the public health sector. Applying Kessler and Purcell's (1996) strategic choice framework the adoption of HRM practices is investigated using a case study of a Victorian public hospital. A number of constraints are identified in the article including management knowledge and skills, a break down in communication between senior, middle and line management, a lack of resources and the passive role of the State Government. A number of important implications for both domestic and international health service managers are discussed. These implications concern the role of key stakeholders, strategies for managing the constraints that impact the adoption of HRM, management lobbying of government and generating a meaningful relationship with trade unions.
- Volume 5 Issue 1 - Demographic Characteristics of Trade Unionists in Australia: An Exploratory Study
- Abstract: Rice, John; Juniper, James Australian union membership is in decline. While the reasons for this decline are complex, little authoritative empirical information is available with regards to the social, economic and work background of those who chose to join unions, and those who do not. This article draws upon information from a large survey of the Australian labour force conducted by the Australian Bureau of Statistics in 2000. The article finds that the demographic trends that reflect union membership point to further declines in future, and speculates on some areas of potential improvements for membership numbers.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Rice, John; Juniper, James Australian union membership is in decline. While the reasons for this decline are complex, little authoritative empirical information is available with regards to the social, economic and work background of those who chose to join unions, and those who do not. This article draws upon information from a large survey of the Australian labour force conducted by the Australian Bureau of Statistics in 2000. The article finds that the demographic trends that reflect union membership point to further declines in future, and speculates on some areas of potential improvements for membership numbers.
- Volume 5 Issue 2 - The Usefulness of Exit Interviews and Employment Surveys in Understanding Employee Turnover
- Abstract: Johns, Robyn; Johnson, Carolyn For decades, employee turnover has been a concern for human resource practitioners and researchers alike. This concern, which is evident from the large number of studies that exist in the literature, is not surprising given the negative consequences that may stem from employee turnover. While employee turnover can have positive consequences (e.g. infusion of new ideas and increased opportunities within the company), it is the negative consequences such as the costs associated with employee turnover that have often attracted much of the attention. This paper examines case study data generated by the exit interviews of terminating staff and an employee survey of existing staff in a large publishing organisation to determine their usefulness in understanding voluntary employee turnover. The aim of the paper is to illustrate the strengths and weaknesses of the organisation's exit interview approach vis-a-vis the employee survey. The paper also puts forward recommendations for improving the design and implementation of both exit interviews and employee surveys.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Johns, Robyn; Johnson, Carolyn For decades, employee turnover has been a concern for human resource practitioners and researchers alike. This concern, which is evident from the large number of studies that exist in the literature, is not surprising given the negative consequences that may stem from employee turnover. While employee turnover can have positive consequences (e.g. infusion of new ideas and increased opportunities within the company), it is the negative consequences such as the costs associated with employee turnover that have often attracted much of the attention. This paper examines case study data generated by the exit interviews of terminating staff and an employee survey of existing staff in a large publishing organisation to determine their usefulness in understanding voluntary employee turnover. The aim of the paper is to illustrate the strengths and weaknesses of the organisation's exit interview approach vis-a-vis the employee survey. The paper also puts forward recommendations for improving the design and implementation of both exit interviews and employee surveys.
- Volume 5 Issue 2 - Civilising Call Centres and the Content of Agreements in Australian Call Centres
- Abstract: Burgess, John; Winsen, Glenda This paper reviews and analyses fifty agreements from the Federal agreements database that covers call centres. Crone, Carey and Dowling (2001) have commented that while there is a growing body of research on call centre management in the U.K. and the U.S.A., empirical studies in Australia still appear to be at an embryonic stage Through the analysis of call centre agreements adds to the Australian call centre literature through establishing some of the details associated with call centre work and remuneration. The paper examines the agreements in terms of some of the key conditions developed by the ACTU with respect to call centre work. The paper also examines the call centre framework developed by the Office of the Employment Advocate (OEA) for individual agreement making in the industry.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Burgess, John; Winsen, Glenda This paper reviews and analyses fifty agreements from the Federal agreements database that covers call centres. Crone, Carey and Dowling (2001) have commented that while there is a growing body of research on call centre management in the U.K. and the U.S.A., empirical studies in Australia still appear to be at an embryonic stage Through the analysis of call centre agreements adds to the Australian call centre literature through establishing some of the details associated with call centre work and remuneration. The paper examines the agreements in terms of some of the key conditions developed by the ACTU with respect to call centre work. The paper also examines the call centre framework developed by the Office of the Employment Advocate (OEA) for individual agreement making in the industry.
- Volume 5 Issue 2 - Behind the Changing Pattern of Industrial Disputes
- Abstract: Perry, LJ What is behind the unprecedented decline in industrial disputes in Australia, as well as elsewhere' It is the argument of this paper that in addition to economic drivers, such as declining inflation and declining trade union membership, and possible legislative and administrative changes, there have been attitudinal and perceptual changes over the last couple of decades that have acted to accommodate and reinforce the decline in disputes. These changes have involved a movement away from collectivist- and interventionist-oriented policies towards individualist- and market-oriented policies. But why did attitudes change' It is suggested that a number of crucial historical circumstances and defining events contributed to the gradual fall from grace of collectivist thinking. These events include the rise to economic prominence of anti-collectivist Asian tiger economies, the failure and rejection of collectivist policies in China and the USSR and the implementation of anti-union policies in many countries, coupled with a drive towards privatising many State-owned assets, during and after the 1980s.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Perry, LJ What is behind the unprecedented decline in industrial disputes in Australia, as well as elsewhere' It is the argument of this paper that in addition to economic drivers, such as declining inflation and declining trade union membership, and possible legislative and administrative changes, there have been attitudinal and perceptual changes over the last couple of decades that have acted to accommodate and reinforce the decline in disputes. These changes have involved a movement away from collectivist- and interventionist-oriented policies towards individualist- and market-oriented policies. But why did attitudes change' It is suggested that a number of crucial historical circumstances and defining events contributed to the gradual fall from grace of collectivist thinking. These events include the rise to economic prominence of anti-collectivist Asian tiger economies, the failure and rejection of collectivist policies in China and the USSR and the implementation of anti-union policies in many countries, coupled with a drive towards privatising many State-owned assets, during and after the 1980s.
- Volume 5 Issue 2 - How Pink is the Sky': A Cross-national Study of the Gendered Occupation of Pilot
- Abstract: Mitchell, Jim; Kristovics, Alex; Vermeulen, Leo; Wilson, Jan; Martinussen, Monica The occupation aviation pilot has long been seen as the bastion of masculinity. Aviation has a long history of heroic deeds performed mainly by men and thus has developed an ethos that recognises 'the right stuff' as an important component of that image. Female pilots have also made a significant contribution to aviation. While these exploits have been recognised, female pilots are still considered the exception in the industry rather than being accepted as competent contributors. A survey of pilots across Australia, Norway, South Africa and the United States of America (USA) was utilised to ascertain the perceptions of pilots to gender-related issues on the flight deck. While drawing on the results from the quantitative analysis, the main focus is on the results of the qualitative analysis that draws on a grounded theory approach for the analysis of the comments from the surveys. The analyses identified Gender Issues, Equity, Flying Proficiency, Safety Orientation, Industry, and Survey as themes from the comments. The comments cover a broad spectrum of stereotypical perceptions and prejudices both for and against female pilots. The growing numbers of female pilots, albeit still small, is having an impact on the perceptions of pilots and the stereotypical male image of the occupation.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Mitchell, Jim; Kristovics, Alex; Vermeulen, Leo; Wilson, Jan; Martinussen, Monica The occupation aviation pilot has long been seen as the bastion of masculinity. Aviation has a long history of heroic deeds performed mainly by men and thus has developed an ethos that recognises 'the right stuff' as an important component of that image. Female pilots have also made a significant contribution to aviation. While these exploits have been recognised, female pilots are still considered the exception in the industry rather than being accepted as competent contributors. A survey of pilots across Australia, Norway, South Africa and the United States of America (USA) was utilised to ascertain the perceptions of pilots to gender-related issues on the flight deck. While drawing on the results from the quantitative analysis, the main focus is on the results of the qualitative analysis that draws on a grounded theory approach for the analysis of the comments from the surveys. The analyses identified Gender Issues, Equity, Flying Proficiency, Safety Orientation, Industry, and Survey as themes from the comments. The comments cover a broad spectrum of stereotypical perceptions and prejudices both for and against female pilots. The growing numbers of female pilots, albeit still small, is having an impact on the perceptions of pilots and the stereotypical male image of the occupation.
- Volume 5 Issue 2 - Globalisation and Participation: The Global Reach of European Works Councils
- Abstract: Markey, Raymond Whilst the globalisation process is frequently associated with the disadvantaging of labour, this paper argues that it presents some new opportunities for representative employee participation. As the rationale for employee participation has grown in recent years, European initiatives have led to the international spread of the works council model, especially through the 1994 European Works Council (EWC) Directive. This paper investigates the possible impact of EWCs in the Asia Pacific region. It surveys the existing structures for representative employee participation in the four countries of the Asian Pacific where they are the most substantial: Japan, Korea, the Philippines and Australia. Noting the limitations of representative employee participation in these countries, and more generally in the Asia Pacific, the article explores a major opportunity for developing multinational representative employee participation by exerting pressure on firms operating in the Asia Pacific which are subject already to the EWC Directive. It identifies the main firms in this category, and suggests a major role for Global Unions in instigating the momentum for multinational works councils in the Asia Pacific.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Markey, Raymond Whilst the globalisation process is frequently associated with the disadvantaging of labour, this paper argues that it presents some new opportunities for representative employee participation. As the rationale for employee participation has grown in recent years, European initiatives have led to the international spread of the works council model, especially through the 1994 European Works Council (EWC) Directive. This paper investigates the possible impact of EWCs in the Asia Pacific region. It surveys the existing structures for representative employee participation in the four countries of the Asian Pacific where they are the most substantial: Japan, Korea, the Philippines and Australia. Noting the limitations of representative employee participation in these countries, and more generally in the Asia Pacific, the article explores a major opportunity for developing multinational representative employee participation by exerting pressure on firms operating in the Asia Pacific which are subject already to the EWC Directive. It identifies the main firms in this category, and suggests a major role for Global Unions in instigating the momentum for multinational works councils in the Asia Pacific.
- Volume 6 Issue 1 - Awareness of OHS Rights and Responsibilities: An Evaluation of a Trade Union Training Campaign
- Abstract: Mylett, Terri; Stubbs, Judith In 2003, a survey of over 1,500 members of the Finance Sector Union Commonwealth Bank Officers' Section (FSU: CBOS) working in the Commonwealth Bank in NSW (Australia) was undertaken to gauge members' awareness of their rights and responsibilities under occupational health and safety (OHS) legislation. The survey also investigated members' OHS experiences and preferences regarding employee involvement and consultation. In 2004, a second evaluation survey of the same issues was conducted with over 1,000 respondents. The purpose was to identify any improvement in OHS awareness and experiences following the trade union's education campaign. This paper reports the survey findings, identifying similarities and differences between the two surveys including consideration of variations by workplace size and workplace type. A small improvement in OHS awareness was found, but there was little change in members' OHS experiences or participation in decision-making. We discuss these findings with references to literature concerning OHS education and training. Unfortunately, it seems that effective OHS education and training requires greater resources than the trade union can access, notwithstanding collaboration and support received from WorkCover (the government agency) and the Labor Council of NSW (the peak union body). The Occupational Health and Safety Act 2000 (NSW) envisages OHS to be an employment relations area that is jointly regulated by employers, employees and trade unions. However, the ability of employees to participate in the regulation of OHS may be limited if employees lack expertise. Our survey findings show that much greater investment in training and education is required to meet the expectations of the legislation.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Mylett, Terri; Stubbs, Judith In 2003, a survey of over 1,500 members of the Finance Sector Union Commonwealth Bank Officers' Section (FSU: CBOS) working in the Commonwealth Bank in NSW (Australia) was undertaken to gauge members' awareness of their rights and responsibilities under occupational health and safety (OHS) legislation. The survey also investigated members' OHS experiences and preferences regarding employee involvement and consultation. In 2004, a second evaluation survey of the same issues was conducted with over 1,000 respondents. The purpose was to identify any improvement in OHS awareness and experiences following the trade union's education campaign. This paper reports the survey findings, identifying similarities and differences between the two surveys including consideration of variations by workplace size and workplace type. A small improvement in OHS awareness was found, but there was little change in members' OHS experiences or participation in decision-making. We discuss these findings with references to literature concerning OHS education and training. Unfortunately, it seems that effective OHS education and training requires greater resources than the trade union can access, notwithstanding collaboration and support received from WorkCover (the government agency) and the Labor Council of NSW (the peak union body). The Occupational Health and Safety Act 2000 (NSW) envisages OHS to be an employment relations area that is jointly regulated by employers, employees and trade unions. However, the ability of employees to participate in the regulation of OHS may be limited if employees lack expertise. Our survey findings show that much greater investment in training and education is required to meet the expectations of the legislation.
- Volume 6 Issue 1 - 2005: A 'Watershed' Year in the History of Australian Industrial Relations'
- Abstract: Stewart, Gordon; Horneman-Wren, Sandy In July 2005, the Howard federal Coalition government gained a majority in both houses of the Commonwealth parliament. This rare event in the recent history of the parliament has provided the government with a unique and probably limited opportunity to pass its legislation unamended by the upper house, the Senate. The government designated reform of the system of employment regulation in Australia as an important priority item in its parliamentary and political agenda. In particular, the government signalled its intention to create a unified system of employment regulation in Australia. This paper will study the government's intentions and place them within a longer historical context in order to determine the extent to which these proposed changes represent a 'watershed' in the history of Australian industrial relations. The paper will discuss the increased reliance on the corporations power, as opposed to the conciliation and arbitration power of the Commonwealth Constitution as the legal basis for employment regulation in Australia. It will also discuss the shift in the priorities of the State away from dispute resolution and towards an economic efficiency and productivity based agenda. The declining significance of labour market institutions such as trade unions and the federal dispute settlement tribunals are central to this analysis of change and continuity in the Australian system of industrial relations.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Stewart, Gordon; Horneman-Wren, Sandy In July 2005, the Howard federal Coalition government gained a majority in both houses of the Commonwealth parliament. This rare event in the recent history of the parliament has provided the government with a unique and probably limited opportunity to pass its legislation unamended by the upper house, the Senate. The government designated reform of the system of employment regulation in Australia as an important priority item in its parliamentary and political agenda. In particular, the government signalled its intention to create a unified system of employment regulation in Australia. This paper will study the government's intentions and place them within a longer historical context in order to determine the extent to which these proposed changes represent a 'watershed' in the history of Australian industrial relations. The paper will discuss the increased reliance on the corporations power, as opposed to the conciliation and arbitration power of the Commonwealth Constitution as the legal basis for employment regulation in Australia. It will also discuss the shift in the priorities of the State away from dispute resolution and towards an economic efficiency and productivity based agenda. The declining significance of labour market institutions such as trade unions and the federal dispute settlement tribunals are central to this analysis of change and continuity in the Australian system of industrial relations.
- Volume 6 Issue 1 - Teaching Performance and Turnover: A Study of School Teachers in Singapore
- Abstract: Fang, Yongqing; Wang, Yaun How to improve performance and reduce turnover of teachers is two crucial issues for the education administrators. This study addressed these under-explored issues with a focus on stress and commitment, based on an investigation of 164 school teachers in Singapore. The findings of the study indicate that organisational commitment predicts both self-rated and supervisor-rated performance. Stress and stress-square are also the significant predictors of self-rating performance. Stress, organisational commitment, professional commitment, alternative employment opportunities are found to be significant predictors of turnover intention. The results suggested that administrators in education sector should pay attention to teachers' commitment and stress.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Fang, Yongqing; Wang, Yaun How to improve performance and reduce turnover of teachers is two crucial issues for the education administrators. This study addressed these under-explored issues with a focus on stress and commitment, based on an investigation of 164 school teachers in Singapore. The findings of the study indicate that organisational commitment predicts both self-rated and supervisor-rated performance. Stress and stress-square are also the significant predictors of self-rating performance. Stress, organisational commitment, professional commitment, alternative employment opportunities are found to be significant predictors of turnover intention. The results suggested that administrators in education sector should pay attention to teachers' commitment and stress.
- Volume 6 Issue 1 - Crying Wolf': Employers, Awards and Pay Equity in the New South Wales Children's Services Industry
- Abstract: Smith, Meg; Lyons, Michael Academic and other research has consistently shown that the work of child care workers has historically been undervalued due to its feminised nature, its charitable origins and a low rate of unionisation. However employer submissions to wage fixing tribunals have both challenged a higher valuation of the work and emphasised the detrimental impact on child care usage if wage rates were to increase. These submissions have persisted and had purchase in tribunal proceedings despite the growing demand for child care places, and the profitability of an increasingly privatised children's services industry. A recent decision of the NSW tribunal has departed from this two decade old script by using the recently determined Equal Remuneration Principle to determine that the work of long day care child care employees had been undervalued. The NSW tribunal's use of the principle and its rejection of the employers' unsubstantiated submissions clearly showed the limits of employers 'crying wolf'. However the long term value of the state's equal remuneration principle is questioned given that the federal government's Work Choices legislation renders such principles largely inoperable.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Smith, Meg; Lyons, Michael Academic and other research has consistently shown that the work of child care workers has historically been undervalued due to its feminised nature, its charitable origins and a low rate of unionisation. However employer submissions to wage fixing tribunals have both challenged a higher valuation of the work and emphasised the detrimental impact on child care usage if wage rates were to increase. These submissions have persisted and had purchase in tribunal proceedings despite the growing demand for child care places, and the profitability of an increasingly privatised children's services industry. A recent decision of the NSW tribunal has departed from this two decade old script by using the recently determined Equal Remuneration Principle to determine that the work of long day care child care employees had been undervalued. The NSW tribunal's use of the principle and its rejection of the employers' unsubstantiated submissions clearly showed the limits of employers 'crying wolf'. However the long term value of the state's equal remuneration principle is questioned given that the federal government's Work Choices legislation renders such principles largely inoperable.
- Volume 6 Issue 1 - A Modern Contested Terrain: Mobile Phones at Work
- Abstract: Batchelor, Lyn; Townsend, Keith We can see technology change the private lives of people and also in their working lives. But what happens when these two worlds collide' This paper explores the way labour and management are grappling with the issue of mobile phone technology in the workplace. This has never been a problem in the past; however, with up to 75 per cent of people owning mobile phones it is presently a problem across Australia. This paper explores how a number of Australian organisations have dealt with the issue of their employee's mobile phones entering the workplace. This is an area of contested terrain is becoming increasingly present on the landscape of the employment relationship. At present, it appears that organised labour and non-organised labour are being sidelined for legitimated managerial prerogative.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Batchelor, Lyn; Townsend, Keith We can see technology change the private lives of people and also in their working lives. But what happens when these two worlds collide' This paper explores the way labour and management are grappling with the issue of mobile phone technology in the workplace. This has never been a problem in the past; however, with up to 75 per cent of people owning mobile phones it is presently a problem across Australia. This paper explores how a number of Australian organisations have dealt with the issue of their employee's mobile phones entering the workplace. This is an area of contested terrain is becoming increasingly present on the landscape of the employment relationship. At present, it appears that organised labour and non-organised labour are being sidelined for legitimated managerial prerogative.
- Volume 6 Issue 2 - Capital Reintegration into Supply Chains and Its Implications for Labour Law
- Abstract: Rawling, Michael The task of regulation, particularly the regulation of work is becoming more complex. Consequently, labour law initiatives are becoming more sophisticated. This paper uses supply chain or commodity chain analysis [2] to assist with an understanding of the causes of contingent work [3] and to comment on the best way of regulating work. To that end, the paper examines the reintegration of largescale profit-making organizations into chains characterized by hierarchy and control. It will be shown that this aspect of commodity chain analysis resonates with explanations of contingent work drawing on 'macro-social factors' - such as change in state regulatory approaches, the changing balance of power between capital and labour, and the constant pursuit of profit by capital. It is argued that an explanation drawing on business integration into commodity chains and macro-social factors has significant advantages over alternative explanations of the rise in contingent work, such as those that focus on a paradigm shift from Fordism and the large firm to flexible specialization and 'flat' networks of smaller firms.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Rawling, Michael The task of regulation, particularly the regulation of work is becoming more complex. Consequently, labour law initiatives are becoming more sophisticated. This paper uses supply chain or commodity chain analysis [2] to assist with an understanding of the causes of contingent work [3] and to comment on the best way of regulating work. To that end, the paper examines the reintegration of largescale profit-making organizations into chains characterized by hierarchy and control. It will be shown that this aspect of commodity chain analysis resonates with explanations of contingent work drawing on 'macro-social factors' - such as change in state regulatory approaches, the changing balance of power between capital and labour, and the constant pursuit of profit by capital. It is argued that an explanation drawing on business integration into commodity chains and macro-social factors has significant advantages over alternative explanations of the rise in contingent work, such as those that focus on a paradigm shift from Fordism and the large firm to flexible specialization and 'flat' networks of smaller firms.
- Volume 6 Issue 2 - The Long Distance Trucking Industry in New South Wales and the Role of the State
- Abstract: Jamieson, Suzanne In April 2000 the Motor Accidents Authority of New South Wales established an Inquiry into safety matters in long distance road haulage under Professor Michael Quinlan which reported to the government in the latter part of that year. In December 2001 the report of the Inquiry was released to the public (MAA, 2001). For some time after that, the report remained under active consideration by the government before any obvious reform occurred. This article seeks to look at the reform process arising from the commissioned report and to situate the so-far limited reforms within a context of intense debate around regulation and deregulation which must be balanced with public demands for road safety and increasing popular demands for a reduction in the number of workplace fatalities generally.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Jamieson, Suzanne In April 2000 the Motor Accidents Authority of New South Wales established an Inquiry into safety matters in long distance road haulage under Professor Michael Quinlan which reported to the government in the latter part of that year. In December 2001 the report of the Inquiry was released to the public (MAA, 2001). For some time after that, the report remained under active consideration by the government before any obvious reform occurred. This article seeks to look at the reform process arising from the commissioned report and to situate the so-far limited reforms within a context of intense debate around regulation and deregulation which must be balanced with public demands for road safety and increasing popular demands for a reduction in the number of workplace fatalities generally.
- Volume 6 Issue 2 - 'Bananas in Chains'': Reflections on Global Commodity Chains and Labour Movement Regulatory Initiatives
- Abstract: Fagan, Bob Since the early 1990s the concept of supply chains has been used widely in academic research on globalisation involving a variety of commodities. More recently, supply chain structures, often represented as linear hierarchical relationships, have been used to inform labour movement initiatives aimed at improving conditions faced by workers, farmers and local communities at the bottom of such chains, for example clothing outworkers or those in sweat-shops. This paper takes a step back from the supply chain concept to reflect critically on a broader framework of ideas, usually termed global commodity chain (GCC) analysis (see Gereffi et al. 1994; Lesley and Reimer 1999; Dicken et al., 2001; Bair, 2005). The paper reflects on strengths and weaknesses of GCC analysis. It draws illustrations from on-going research into the global banana industry including: first, attempts by the International Union of Foodworkers (IUF) to improve regulation of environmental and labour standards in key Latin American producing countries; and second, two so-called 'banana wars' since the mid 1990s, the more recent of which involves Australia. These 'wars' focus attention on dispute procedures of the World Trade Organisation (WTO) which social scientists often represent as a crucial regulatory agency for neoliberal globalisation. Finally, the paper reflects briefly on what GCC analysis might tell us about supply chain strategies as a basis for labour movement regulatory initiatives.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Fagan, Bob Since the early 1990s the concept of supply chains has been used widely in academic research on globalisation involving a variety of commodities. More recently, supply chain structures, often represented as linear hierarchical relationships, have been used to inform labour movement initiatives aimed at improving conditions faced by workers, farmers and local communities at the bottom of such chains, for example clothing outworkers or those in sweat-shops. This paper takes a step back from the supply chain concept to reflect critically on a broader framework of ideas, usually termed global commodity chain (GCC) analysis (see Gereffi et al. 1994; Lesley and Reimer 1999; Dicken et al., 2001; Bair, 2005). The paper reflects on strengths and weaknesses of GCC analysis. It draws illustrations from on-going research into the global banana industry including: first, attempts by the International Union of Foodworkers (IUF) to improve regulation of environmental and labour standards in key Latin American producing countries; and second, two so-called 'banana wars' since the mid 1990s, the more recent of which involves Australia. These 'wars' focus attention on dispute procedures of the World Trade Organisation (WTO) which social scientists often represent as a crucial regulatory agency for neoliberal globalisation. Finally, the paper reflects briefly on what GCC analysis might tell us about supply chain strategies as a basis for labour movement regulatory initiatives.
- Volume 6 Issue 2 - The Social Dimension of the Integration of Australian Automotive Manufacturing into Global Supply Chains
- Abstract: Wright, Chris F Automotive production is one of the Australia's largest and most significant manufacturing industries, but is comparatively small by global standards. The industry was developed through protectionist policies, being heavily reliant upon tariffs for many decades to shield it from import competition. The nature of this support was not conducive to efficiency, instead contributing to deep-seated structural problems, which prevented the industry from being a viable competitor with overseas manufacturers when trade barriers were eventually dismantled. In recent decades, Australian policy makers sought to secure the future of automotive manufacturing by reorienting activities towards global supply chains, particularly those in the Asia-Pacific region. Some of the automotive manufacturers, such as Toyota, have been able to integrate into these supply chains through a 'high road' approach to upgrading, largely reliant upon the implementation of global production systems, and enabled these manufacturers to remain competitive. By contrast, Australian producers, including Mitsubishi, that have taken a 'low road' approach to upgrading have not been able to keep pace with their competitors in terms of production output, sales, and wages and employment conditions. These companies have seen their market share diminish in recent years, leading to widespread job losses, and the prospect of an uncertain future. While the global headquarters of Australian-based automotive manufacturers largely dictate their strategies, governments will continue to have an important role to play in the future directions taken by the industry.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Wright, Chris F Automotive production is one of the Australia's largest and most significant manufacturing industries, but is comparatively small by global standards. The industry was developed through protectionist policies, being heavily reliant upon tariffs for many decades to shield it from import competition. The nature of this support was not conducive to efficiency, instead contributing to deep-seated structural problems, which prevented the industry from being a viable competitor with overseas manufacturers when trade barriers were eventually dismantled. In recent decades, Australian policy makers sought to secure the future of automotive manufacturing by reorienting activities towards global supply chains, particularly those in the Asia-Pacific region. Some of the automotive manufacturers, such as Toyota, have been able to integrate into these supply chains through a 'high road' approach to upgrading, largely reliant upon the implementation of global production systems, and enabled these manufacturers to remain competitive. By contrast, Australian producers, including Mitsubishi, that have taken a 'low road' approach to upgrading have not been able to keep pace with their competitors in terms of production output, sales, and wages and employment conditions. These companies have seen their market share diminish in recent years, leading to widespread job losses, and the prospect of an uncertain future. While the global headquarters of Australian-based automotive manufacturers largely dictate their strategies, governments will continue to have an important role to play in the future directions taken by the industry.
- Volume 7 Issue 1 - Pick Me!: Perceptual Differences of Graduate Recruitment and Selection Methods
- Abstract: Johns, Robyn; Teo, Stephen; Harrington, Katrina This article reports the findings from a study which examines the adoption of recruitment and selection methods for graduates in Australia by examining the differences and similarities in the perceptions between graduate recruiters and recent graduates. The study reveals that a wide range of selection methods are used to recruit graduates into Australian firms and that if recruiters wish to attract the best graduates, they should be well-versed in the way these potential recruits perceive the usefulness and importance of recruitment and selection methods.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Johns, Robyn; Teo, Stephen; Harrington, Katrina This article reports the findings from a study which examines the adoption of recruitment and selection methods for graduates in Australia by examining the differences and similarities in the perceptions between graduate recruiters and recent graduates. The study reveals that a wide range of selection methods are used to recruit graduates into Australian firms and that if recruiters wish to attract the best graduates, they should be well-versed in the way these potential recruits perceive the usefulness and importance of recruitment and selection methods.
- Volume 6 Issue 2 - Retailers, Manufacturers and Labour: An Early Case of Regulation of Labour Standards in the Clothing Industry
- Abstract: Teal, Greg New South Wales is at the forefront globally in the protection of labour standards in the clothing industry by regulating the supply chain from the bottom to the top, from home workers to clothing retailers. This is the first case in which retailers are effectively brought under a legal regulatory framework in which they are acknowledged as having responsibilities in which the clothing that they sell is manufactured. This is the critical difference between and the great advantage of this model over other models that have attempted to regulate the manufacturing nodes in the supply chain or which rely solely upon voluntary codes. In Canada during the Great Depression and subsequently in the 1930s, a regulatory system was developed in Quebec, which attempted to restrict the more destructive of competitive practices between manufacturers and to (and in part through) generalise negotiated labour standards throughout the industry by way of a Parity Committee. This case holds particular significance for current supply chain regulation developments in New South Wales, Australia and, indeed, globally. Its significance lies in the documented evidence of the exertion of the retail sector over the manufacturers in the clothing industry in Quebec, the practices of manufacturers and contractors to attempt to respond to the demands of the retailers by reducing labour costs, and by the dynamism of a labour movement that was able to win a system of regulation to protect unionised and nonunionised workers within the clothing supply chain. Its significance for current initiatives, however, also lies in what the model was unable to achieve, in particular, bringing the retail sector into the regulatory framework, and, the industrial model of regulation which, which sought supply chain regulation without accounting for all nodes of the chain.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Teal, Greg New South Wales is at the forefront globally in the protection of labour standards in the clothing industry by regulating the supply chain from the bottom to the top, from home workers to clothing retailers. This is the first case in which retailers are effectively brought under a legal regulatory framework in which they are acknowledged as having responsibilities in which the clothing that they sell is manufactured. This is the critical difference between and the great advantage of this model over other models that have attempted to regulate the manufacturing nodes in the supply chain or which rely solely upon voluntary codes. In Canada during the Great Depression and subsequently in the 1930s, a regulatory system was developed in Quebec, which attempted to restrict the more destructive of competitive practices between manufacturers and to (and in part through) generalise negotiated labour standards throughout the industry by way of a Parity Committee. This case holds particular significance for current supply chain regulation developments in New South Wales, Australia and, indeed, globally. Its significance lies in the documented evidence of the exertion of the retail sector over the manufacturers in the clothing industry in Quebec, the practices of manufacturers and contractors to attempt to respond to the demands of the retailers by reducing labour costs, and by the dynamism of a labour movement that was able to win a system of regulation to protect unionised and nonunionised workers within the clothing supply chain. Its significance for current initiatives, however, also lies in what the model was unable to achieve, in particular, bringing the retail sector into the regulatory framework, and, the industrial model of regulation which, which sought supply chain regulation without accounting for all nodes of the chain.
- Volume 7 Issue 1 - Scratching the Shiny Surface of New Workplaces: A Note on Methodology
- Abstract: Townsend, Keith When organisations invest in new plants there is commonly a commitment to managerially constructed workplace cultures. This makes the investigating of employee resistance in new worksites more complicated. This article explores the processes of an ethnographic research project that aimed to uncover employee resistance in a greenfield worksite. Performing ethnography allowed the researcher to 'scratch below' the shiny surface of the new workplace to uncover interesting patterns of resistance and cooperation in this workplace.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Townsend, Keith When organisations invest in new plants there is commonly a commitment to managerially constructed workplace cultures. This makes the investigating of employee resistance in new worksites more complicated. This article explores the processes of an ethnographic research project that aimed to uncover employee resistance in a greenfield worksite. Performing ethnography allowed the researcher to 'scratch below' the shiny surface of the new workplace to uncover interesting patterns of resistance and cooperation in this workplace.
- Volume 7 Issue 1 - Safe Workplaces: A Key Issue for Quality of Working Life
- Abstract: Chapman, Judith Ann Australian organisations differ in terms of the support they provide for proactive measures to reduce hazards in the workplace. Despite overall improvements in occupational health and safety, the statistics on workplace injuries, illnesses and deaths reflect a grim reality for many workers and their families. This article addresses the issue of workplace safety, suggesting that it should be viewed as a central issue in the discourse on quality of working life. The role of safety culture in promoting safer policies and practices is discussed and a typology with three approaches is presented: legal compliance, safety mindedness and zero tolerance. The article concludes with a focus on the role of senior managers in creating a culture of safely at work.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Chapman, Judith Ann Australian organisations differ in terms of the support they provide for proactive measures to reduce hazards in the workplace. Despite overall improvements in occupational health and safety, the statistics on workplace injuries, illnesses and deaths reflect a grim reality for many workers and their families. This article addresses the issue of workplace safety, suggesting that it should be viewed as a central issue in the discourse on quality of working life. The role of safety culture in promoting safer policies and practices is discussed and a typology with three approaches is presented: legal compliance, safety mindedness and zero tolerance. The article concludes with a focus on the role of senior managers in creating a culture of safely at work.
- Volume 7 Issue 1 - Small and Medium Establishments and the New Federal Workplace Relations System
- Abstract: Lyons, Michael; Mortimer, Dennis; Whiting, Elizabeth; Wilkinson, Fiona According to the Howard government and some 'small business' organisations, the changes made to Australian industrial relations arrangements by the 2005 'Work Choices' Act will be of particular importance to small and medium sized establishments (SMEs). Specifically, the dilution of the industrial award system, and State awards in particular, and the exemption to firms employing 100 or fewer staff from unfair dismissal laws will allow SME employers to introduce more 'flexible' employment practices and employ more staff. This paper discusses the survey responses of employers or managers from 121 workplaces in Sydney, the overwhelming majority being SMEs. The results suggest that there is little enthusiasm by management to embrace the decentralisation, deregulation and individualist agenda of the federal government's 'New Workplace Relations System'. Management in most workplaces were found to be reliant on industrial awards, satisfied with the award system, not hostile towards trade unions, rely on the advice of employer associations, and appear to be uninterested in reforming unfair dismissal laws. These results question the motivations behind the Howard government's industrial relations agenda, and challenge the assertions of organisations purporting to advocate on behalf of SME employers.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Lyons, Michael; Mortimer, Dennis; Whiting, Elizabeth; Wilkinson, Fiona According to the Howard government and some 'small business' organisations, the changes made to Australian industrial relations arrangements by the 2005 'Work Choices' Act will be of particular importance to small and medium sized establishments (SMEs). Specifically, the dilution of the industrial award system, and State awards in particular, and the exemption to firms employing 100 or fewer staff from unfair dismissal laws will allow SME employers to introduce more 'flexible' employment practices and employ more staff. This paper discusses the survey responses of employers or managers from 121 workplaces in Sydney, the overwhelming majority being SMEs. The results suggest that there is little enthusiasm by management to embrace the decentralisation, deregulation and individualist agenda of the federal government's 'New Workplace Relations System'. Management in most workplaces were found to be reliant on industrial awards, satisfied with the award system, not hostile towards trade unions, rely on the advice of employer associations, and appear to be uninterested in reforming unfair dismissal laws. These results question the motivations behind the Howard government's industrial relations agenda, and challenge the assertions of organisations purporting to advocate on behalf of SME employers.
- Volume 7 Issue 1 - Early Steps in Managing the Careers of Careers Advisers
- Abstract: Kelly, Ron Managing the careers of secondary school career advisers is important because of the current interest in career guidance for secondary school students shown by both Australian State and Federal Governments and international organisations (such as the Organisation for Economic Cooperation and Development). It is significant because of the development of more rigorous training and professional practice standards for the secondary school careers advisers, charged with the responsibility and task of providing such career guidance. This article identifies New South Wales Department of Education (NSWDE) actions, taken to manage the careers of its secondary school career advisers from 1941-1991. This was the era of greatest NSWDE involvement in the career management of its secondary school careers advisers. The prism of a specific career management intervention schema developed by Arnold (1997:46, as shown in Table 1 below) is used to review the steps taken by the NSWDE. These steps will be compared and contrasted with Arnold's schema and consequently provide a basis to identify areas of practice that, by 1991, either appeared to have been achieved or were still in need of attention, modification and/or implementation. Similar research is planned when reviewing the era from 1991 to the present.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Kelly, Ron Managing the careers of secondary school career advisers is important because of the current interest in career guidance for secondary school students shown by both Australian State and Federal Governments and international organisations (such as the Organisation for Economic Cooperation and Development). It is significant because of the development of more rigorous training and professional practice standards for the secondary school careers advisers, charged with the responsibility and task of providing such career guidance. This article identifies New South Wales Department of Education (NSWDE) actions, taken to manage the careers of its secondary school career advisers from 1941-1991. This was the era of greatest NSWDE involvement in the career management of its secondary school careers advisers. The prism of a specific career management intervention schema developed by Arnold (1997:46, as shown in Table 1 below) is used to review the steps taken by the NSWDE. These steps will be compared and contrasted with Arnold's schema and consequently provide a basis to identify areas of practice that, by 1991, either appeared to have been achieved or were still in need of attention, modification and/or implementation. Similar research is planned when reviewing the era from 1991 to the present.
- Volume 7 Issue 2 - Values and Virtues or Qualifications and Experience': An Analysis of Non-profit Recruitment Advertising in Australia
- Abstract: Green, Jenny; Dalton, Bronwen This article provides an analysis on the non-profit recruitment advertising in Australia. The analysis finds that values receive little attention in the advertisements, and that a trend towards the adoption of the language of the market is discernible. The paper concludes by discussing how these types of recruitment advertisements may reflect and/or affect what is important to the sector, in particular the potential for these practices to generate a value shift among managers that may undermine the capacity of non-profits to realise their social mission.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Green, Jenny; Dalton, Bronwen This article provides an analysis on the non-profit recruitment advertising in Australia. The analysis finds that values receive little attention in the advertisements, and that a trend towards the adoption of the language of the market is discernible. The paper concludes by discussing how these types of recruitment advertisements may reflect and/or affect what is important to the sector, in particular the potential for these practices to generate a value shift among managers that may undermine the capacity of non-profits to realise their social mission.
- Volume 7 Issue 1 - Notes for Intending Contributors
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Volume 7 Issue 2 - Union Strategy in the Indonesian and Malaysian Postal Industries
- Abstract: Satrya, Aryana; Parasuraman, Balakrishnan This article explores the implementation of Gahan's (1998) model on union strategy which consists of union aims, union methods, union tactics, and level of decision-making. Empirical data are provided from a qualitative analysis in the Indonesian and Malaysian postal industries. Research findings reveal that consultancy unionism is playing important roles in explaining the relationships among unions, workers, and employers in Malaysia, while partnership unionism best describing the union in Indonesia. The pattern of consultancy unionism strategy emphasise more on servicing and limited partnership with employers. The stronger organising solidarity from their members may improve their partnership in the interest of union survival facing tough competition in the postal business.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Satrya, Aryana; Parasuraman, Balakrishnan This article explores the implementation of Gahan's (1998) model on union strategy which consists of union aims, union methods, union tactics, and level of decision-making. Empirical data are provided from a qualitative analysis in the Indonesian and Malaysian postal industries. Research findings reveal that consultancy unionism is playing important roles in explaining the relationships among unions, workers, and employers in Malaysia, while partnership unionism best describing the union in Indonesia. The pattern of consultancy unionism strategy emphasise more on servicing and limited partnership with employers. The stronger organising solidarity from their members may improve their partnership in the interest of union survival facing tough competition in the postal business.
- Volume 7 Issue 2 - Worker Participation in OHS in New South Wales (Australia) and New Zealand: Methods and Implications
- Abstract: Mylett, Terri; Markey, Ray Legislation in New Zealand and in New South Wales (Australia) provides statutory rights for worker participation (WP) in occupational health and safety (OHS) on the expectation that such participation will improve OHS in workplaces, and will therefore make a contribution to higher productivity, higher performing workers and organisations, improved employee wellbeing, and less wasteful and more cohesive societies. This paper reviews empirical and theoretical literature on the links between WP in OHS and improved OHS outcomes but first considers the difficulties of isolating causal connections and the influence of context. Methods for WP in OHS are then debated, taking statutory forms in NSW and NZ as a starting point but also drawing on lessons from Denmark and Norway. Comparison between these countries may be instructive on the role of context: two are models of neoliberalism with workplaces shaped by managerial prerogative and two are models of social democracy with workplaces shaped by partnership.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Mylett, Terri; Markey, Ray Legislation in New Zealand and in New South Wales (Australia) provides statutory rights for worker participation (WP) in occupational health and safety (OHS) on the expectation that such participation will improve OHS in workplaces, and will therefore make a contribution to higher productivity, higher performing workers and organisations, improved employee wellbeing, and less wasteful and more cohesive societies. This paper reviews empirical and theoretical literature on the links between WP in OHS and improved OHS outcomes but first considers the difficulties of isolating causal connections and the influence of context. Methods for WP in OHS are then debated, taking statutory forms in NSW and NZ as a starting point but also drawing on lessons from Denmark and Norway. Comparison between these countries may be instructive on the role of context: two are models of neoliberalism with workplaces shaped by managerial prerogative and two are models of social democracy with workplaces shaped by partnership.
- Volume 7 Issue 2 - Identifying Knowledge Workers: Using Direct versus Indirect Approaches
- Abstract: Caddy, Ian This paper reviews recent research efforts relating to knowledge workers. The review found that the term 'knowledge worker' is a broadly inclusive term rather than one with a specific and narrow meaning. This finding raises issues about what focus should further research on knowledge workers have, and the employment relations implications for organisations in how they should best manage this human capital resource. For instance, the all encompassing nature of who are knowledge workers implies that it would be difficult for organisations to distinguish those more valued knowledge workers (who presumably they would wish to retain) from others (who in some cases they would wish to replace). The review also found that most research efforts to date employed methods that attempt to directly identify knowledge workers. The problems outlined with this approach discussed in this paper would suggest that more indirect attempts be adopted to try and identify those more valued knowledge workers who make greater contributions to organisation performance. As an example, the paper looks at the activities of knowledge sharing or exchange. It is considered that this is the major contribution of the paper in that indirect approaches are more likely to identify the more valued knowledge workers and which should lead to the development of better and more focussed human resource management approaches and techniques for this valuable and valued cohort of employees.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Caddy, Ian This paper reviews recent research efforts relating to knowledge workers. The review found that the term 'knowledge worker' is a broadly inclusive term rather than one with a specific and narrow meaning. This finding raises issues about what focus should further research on knowledge workers have, and the employment relations implications for organisations in how they should best manage this human capital resource. For instance, the all encompassing nature of who are knowledge workers implies that it would be difficult for organisations to distinguish those more valued knowledge workers (who presumably they would wish to retain) from others (who in some cases they would wish to replace). The review also found that most research efforts to date employed methods that attempt to directly identify knowledge workers. The problems outlined with this approach discussed in this paper would suggest that more indirect attempts be adopted to try and identify those more valued knowledge workers who make greater contributions to organisation performance. As an example, the paper looks at the activities of knowledge sharing or exchange. It is considered that this is the major contribution of the paper in that indirect approaches are more likely to identify the more valued knowledge workers and which should lead to the development of better and more focussed human resource management approaches and techniques for this valuable and valued cohort of employees.
- Volume 8 Issue 1 - Editor's Note: Changing Rural Employment - a Conceptual Overview
- Abstract: Tipples, Rupert
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Tipples, Rupert
- Volume 7 Issue 2 - Notes for Intending Contributors
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Volume 7 Issue 2 - Is Enterprise Bargaining Meeting the Needs of Employers and Employees': The Case of Family-friendly Working Conditions in the Australian Retail Industry
- Abstract: Mortimer, Dennis; O'Neill, Brian Throughout most of the twentieth century, awards of the industrial relations tribunals were the major source of legally enforceable conditions of employment in Australia. Since the late 1980s, enterprise bargaining has been introduced in federal and state jurisdictions but has continued to operate alongside the more traditional, although altered, award system. A common argument advanced in support of the move to enterprise bargaining, is that the traditional centralised system lacked the flexibility needed to met the needs of those at the workplace and that enterprise bargaining would facilitate the development of employment conditions more attuned to the needs of both employers and employees. As there is a significant body of literature that establishes the importance of family friendly working conditions for workers in Australia, in theory, enterprise bargaining should have enabled the development of such employment conditions. The purpose of this paper is to assess the extent to which enterprise bargaining has facilitated the establishment of family friendly employment conditions in the Australian retail industry. The retail industry is the largest employer in Australia by industry and the largest employer of women. By analysing the literature concerning those aspects of work arrangements relevant to employees balancing the demands of work and their family interests, a number of 'family friendly' indicators are identified. These are ranked according to whether they are required by legislation and hence mandatory; represent only a more flexible usage of otherwise existing standards, such as more flexible use of sick leave provision; or actually provide additional and family-friendly specific entitlements. Utilising the identified 'family friendly' indicators, a content analysis of the Retail Industry Award and twenty retail industry enterprise agreements is undertaken to identify the frequency and ranking of 'family friendly' clauses. The retail industry enterprise agreements which are examined cover employees in four industry sub-sectors: major department stores, large supermarket chains, major take-away food chains and smaller retailers. A comparison of the Award and enterprise agreement provisions, as well as a comparison of the provisions provided by industry sub-sectors in their agreements, provides the basis for drawing some conclusions about whether or not enterprise bargaining in Australia has indeed delivered its promise of assisting employees in balancing their work and family commitments.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Mortimer, Dennis; O'Neill, Brian Throughout most of the twentieth century, awards of the industrial relations tribunals were the major source of legally enforceable conditions of employment in Australia. Since the late 1980s, enterprise bargaining has been introduced in federal and state jurisdictions but has continued to operate alongside the more traditional, although altered, award system. A common argument advanced in support of the move to enterprise bargaining, is that the traditional centralised system lacked the flexibility needed to met the needs of those at the workplace and that enterprise bargaining would facilitate the development of employment conditions more attuned to the needs of both employers and employees. As there is a significant body of literature that establishes the importance of family friendly working conditions for workers in Australia, in theory, enterprise bargaining should have enabled the development of such employment conditions. The purpose of this paper is to assess the extent to which enterprise bargaining has facilitated the establishment of family friendly employment conditions in the Australian retail industry. The retail industry is the largest employer in Australia by industry and the largest employer of women. By analysing the literature concerning those aspects of work arrangements relevant to employees balancing the demands of work and their family interests, a number of 'family friendly' indicators are identified. These are ranked according to whether they are required by legislation and hence mandatory; represent only a more flexible usage of otherwise existing standards, such as more flexible use of sick leave provision; or actually provide additional and family-friendly specific entitlements. Utilising the identified 'family friendly' indicators, a content analysis of the Retail Industry Award and twenty retail industry enterprise agreements is undertaken to identify the frequency and ranking of 'family friendly' clauses. The retail industry enterprise agreements which are examined cover employees in four industry sub-sectors: major department stores, large supermarket chains, major take-away food chains and smaller retailers. A comparison of the Award and enterprise agreement provisions, as well as a comparison of the provisions provided by industry sub-sectors in their agreements, provides the basis for drawing some conclusions about whether or not enterprise bargaining in Australia has indeed delivered its promise of assisting employees in balancing their work and family commitments.
- Volume 8 Issue 1 - 55 + and Working in an Established Rural Regional Australian Labour Market
- Abstract: Hicks, John; Basu, PK; Sappey, Richard B In rural regional Australia, the combination of an ageing population and rural-based employment, particularly for farmers (including farm managers), indicates labour markets which pose policy challenges for governments. The rural regional labour market in Australia analysed in this paper includes relatively high levels of farmers and it is argued that this group is ageing more rapidly relative to other groups of workers. This is because there is a reduced propensity amongst the younger generation to move into farming and a higher propensity of older workers to stay on in the workforce. While the employment prospects of older farmers continue to be relatively high, their income prospects appear to be relatively low. The occupation is complicated by the nature of their personal assets which can be both a home and a business asset and which for those with children presents succession problems. We argue that with declining farm incomes the opportunity to realize capital invested in their farm is diminished requiring farmers to work on well beyond the age at which others are able to retire and raising the issue of how their inevitable need for welfare assistance can be delivered and funded.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Hicks, John; Basu, PK; Sappey, Richard B In rural regional Australia, the combination of an ageing population and rural-based employment, particularly for farmers (including farm managers), indicates labour markets which pose policy challenges for governments. The rural regional labour market in Australia analysed in this paper includes relatively high levels of farmers and it is argued that this group is ageing more rapidly relative to other groups of workers. This is because there is a reduced propensity amongst the younger generation to move into farming and a higher propensity of older workers to stay on in the workforce. While the employment prospects of older farmers continue to be relatively high, their income prospects appear to be relatively low. The occupation is complicated by the nature of their personal assets which can be both a home and a business asset and which for those with children presents succession problems. We argue that with declining farm incomes the opportunity to realize capital invested in their farm is diminished requiring farmers to work on well beyond the age at which others are able to retire and raising the issue of how their inevitable need for welfare assistance can be delivered and funded.
- Volume 8 Issue 1 - From 'Workforce Planning' to 'Collective Action': Developments in the Australian Dairy Farm Sector
- Abstract: Nettle, Ruth; Oliver, Damian; Brightling, Pauline; Buchanan, John; Williamson, Jim Effective farm working relationships underpin the dairy farm sector's ability to attract, retain and develop people (including farm family members). To this end, the Australian dairy industry has invested in providing up-to-date and tailored information to dairy farmers and upskilling farm advisers to better support their farm clients in the "people area". This farm-level intervention to support working relationships does not, on its own however, enable effective farm employment relationships to become "visible" and impact the attractiveness of the industry to those outside of dairying. This raises the question - how can effective working relationships be operationalised to a regional or industry scale' This paper reports on how a model of collective workforce planning, developed from existing literature and research, has been used to guide and evaluate 2 parallel activities in the Australian dairy industry. The process presented in the paper represents a reconceptualisation of "workforce planning" as "regional collective action". The strengths and weaknesses of this are discussed, along with issues for its use in practice. The paper concludes with a potentially useful theoretical framework (i.e. theory of practice) to understand other issues associated with operationalising effective employment relationships - particularly the regional brokering roles conceived to better match industry needs with employment services.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Nettle, Ruth; Oliver, Damian; Brightling, Pauline; Buchanan, John; Williamson, Jim Effective farm working relationships underpin the dairy farm sector's ability to attract, retain and develop people (including farm family members). To this end, the Australian dairy industry has invested in providing up-to-date and tailored information to dairy farmers and upskilling farm advisers to better support their farm clients in the "people area". This farm-level intervention to support working relationships does not, on its own however, enable effective farm employment relationships to become "visible" and impact the attractiveness of the industry to those outside of dairying. This raises the question - how can effective working relationships be operationalised to a regional or industry scale' This paper reports on how a model of collective workforce planning, developed from existing literature and research, has been used to guide and evaluate 2 parallel activities in the Australian dairy industry. The process presented in the paper represents a reconceptualisation of "workforce planning" as "regional collective action". The strengths and weaknesses of this are discussed, along with issues for its use in practice. The paper concludes with a potentially useful theoretical framework (i.e. theory of practice) to understand other issues associated with operationalising effective employment relationships - particularly the regional brokering roles conceived to better match industry needs with employment services.
- Volume 8 Issue 1 - Dairy Exporting and Employment - a Possible Role for OAD Milking
- Abstract: Tipples, Rupert The dairy industry is New Zealand's top export earner and recently went through a growth period under the influence of rapidly rising world prices for milk products. That peaked in 2008. Employment conditions in this major sector of the economy have been problematic since the early twentieth century as the prevailing industry mentality is one of cost saving, particularly of labour. Once-a-Day (OAD) milking appeared to provide the key system change which held the possibility of dairy farming becoming socially sustainable rather that lurching from one employment crisis to the next. However, while the changes brought about by conversion to OAD milking are very positive, they have not affected dairy farm employment in some of the ways which were anticipated. The paper reports findings of an in-depth qualitative study of social aspects of OAD milking and their implications, set in the context of data from the 2006 Census of Population.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Tipples, Rupert The dairy industry is New Zealand's top export earner and recently went through a growth period under the influence of rapidly rising world prices for milk products. That peaked in 2008. Employment conditions in this major sector of the economy have been problematic since the early twentieth century as the prevailing industry mentality is one of cost saving, particularly of labour. Once-a-Day (OAD) milking appeared to provide the key system change which held the possibility of dairy farming becoming socially sustainable rather that lurching from one employment crisis to the next. However, while the changes brought about by conversion to OAD milking are very positive, they have not affected dairy farm employment in some of the ways which were anticipated. The paper reports findings of an in-depth qualitative study of social aspects of OAD milking and their implications, set in the context of data from the 2006 Census of Population.
- Volume 8 Issue 1 - Reinventing Meatworkers: Old Skills but New Careers for the Twenty-first Century'
- Abstract: Jerrard, Marjorie; Donohue, Ross; Kimberley, Nell; Cooney, Richard The Australian meat processing industry is facing one of its largest challenges ever, the attraction and retention of all categories of workers. At the heart of this challenge is the fact that the industry centres around "dirty work" so that all types of employment are tainted, including management and professional occupations. There is a need to "reinvent" the perception of meat industry work if the industry is to avoid becoming reliant upon temporary workers and is to cut its employee turnover costs. To do this, transformational change will be required and ongoing collaboration from all industry parties, including the union, is the starting point. In South Australia, the industry has initiated its first phase of change based on a strategy to attract and retain workers to the industry; however, this strategy fails to address the issue of "dirty work" that stands in the way of turning jobs into careers.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Jerrard, Marjorie; Donohue, Ross; Kimberley, Nell; Cooney, Richard The Australian meat processing industry is facing one of its largest challenges ever, the attraction and retention of all categories of workers. At the heart of this challenge is the fact that the industry centres around "dirty work" so that all types of employment are tainted, including management and professional occupations. There is a need to "reinvent" the perception of meat industry work if the industry is to avoid becoming reliant upon temporary workers and is to cut its employee turnover costs. To do this, transformational change will be required and ongoing collaboration from all industry parties, including the union, is the starting point. In South Australia, the industry has initiated its first phase of change based on a strategy to attract and retain workers to the industry; however, this strategy fails to address the issue of "dirty work" that stands in the way of turning jobs into careers.
- Volume 8 Issue 1 - The New Zealand Shearing Industry - a Case Study
- Abstract: Pullin, Barry; Tipples, Rupert The Shearing industry has not been subjected to serious study since the 1970s and yet continues to be a significant source of agricultural employment. While the number of sheep in New Zealand has fallen since 1984, the pattern of shearing has become increasingly complex. The demand for shearers and wool handlers does not bear a simple relationship to the number of sheep. Concerns have been expressed that despite the contraction of the industry there is a need to maintain a steady number of young fit new entrants to shearing to provide for the needs of future years. This case study analyses the dynamics of a modern shearing business to identify key issues for the future of the industry.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Pullin, Barry; Tipples, Rupert The Shearing industry has not been subjected to serious study since the 1970s and yet continues to be a significant source of agricultural employment. While the number of sheep in New Zealand has fallen since 1984, the pattern of shearing has become increasingly complex. The demand for shearers and wool handlers does not bear a simple relationship to the number of sheep. Concerns have been expressed that despite the contraction of the industry there is a need to maintain a steady number of young fit new entrants to shearing to provide for the needs of future years. This case study analyses the dynamics of a modern shearing business to identify key issues for the future of the industry.
- Volume 8 Issue 2 - Editor's Note on Excellence in Teaching and Learning in the Employment Relations-related Disciplines
- Abstract: Jerrard, Marjorie A
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Jerrard, Marjorie A
- Volume 8 Issue 1 - Notes for Intending Contributors
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Volume 8 Issue 1 - The Australian Workers' Union and the Country Women's Association: Using Union-community Partnerships to Take Safety to Farmers
- Abstract: Jerrard, Marjorie A This article offers a case study of the unexpected partnership between the Australian Workers' Union (AWU) and the Country Women's Association (CWA) to take health and safety education and information to farmers and their employees in 2003. It uses a series of interviews with key parties and document analysis to build the case. At face value, the differences between the AWU and the CWA, particularly political, seemed likely to undermine, if not prevent out right, any partnership formation. Through the persistence of individuals within the two organisations to break down perceived and real barriers, the project was developed and implemented; however, the partnership then died at the end of the campaign. The reasons for this lay in the typical union conceptualisation of a 'campaign' as short term to achieve a particular objective and once it is achieved, the campaign and the partnership are both over. The challenge for unions is to keep the partnership alive for future campaigns.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Jerrard, Marjorie A This article offers a case study of the unexpected partnership between the Australian Workers' Union (AWU) and the Country Women's Association (CWA) to take health and safety education and information to farmers and their employees in 2003. It uses a series of interviews with key parties and document analysis to build the case. At face value, the differences between the AWU and the CWA, particularly political, seemed likely to undermine, if not prevent out right, any partnership formation. Through the persistence of individuals within the two organisations to break down perceived and real barriers, the project was developed and implemented; however, the partnership then died at the end of the campaign. The reasons for this lay in the typical union conceptualisation of a 'campaign' as short term to achieve a particular objective and once it is achieved, the campaign and the partnership are both over. The challenge for unions is to keep the partnership alive for future campaigns.
- Volume 8 Issue 2 - Classroom Lessons: 25 Years Teaching Industrial Relations
- Abstract: Stewart, Gordon This paper is an evaluation of the experience of the author in teaching industrial relations courses at one Australian university. It discusses the circumstances and some of the issues surrounding the teaching of these courses over a twenty-five year period. Finally, the paper considers the future position with regard to the teaching of such courses in Australian universities.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Stewart, Gordon This paper is an evaluation of the experience of the author in teaching industrial relations courses at one Australian university. It discusses the circumstances and some of the issues surrounding the teaching of these courses over a twenty-five year period. Finally, the paper considers the future position with regard to the teaching of such courses in Australian universities.
- Volume 8 Issue 2 - Students' Approaches to Poster Making
- Abstract: Allan, Cameron; Bailey, Janis; Pointon, Leigh This paper describes innovative assessment practices in a first-year course in employment relations that includes a poster assessment item. Starting from the premise that the term 'text' is more than just print material and includes various forms of visual communication, this paper argues that teaching and learning methods need to incorporate visual forms of communication and assessment. The paper describes the role of student posters as a means of communicating to a wider audience the conclusions of a workplace-based project. In particular, it describes and analyses five basic approaches students used to create their posters. Drawing from the communication literature on the role of pictures in the processing of print texts, film theory, and the teaching and learning literature, the paper analyses the usefulness of the various approaches taken by students. The outcomes of the project are a better knowledge of how students conceptualise the task and create their posters. This will assist tertiary teachers who use poster assessment to understand the dynamics of the task and to guide students in creating richer and more meaningful posters.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Allan, Cameron; Bailey, Janis; Pointon, Leigh This paper describes innovative assessment practices in a first-year course in employment relations that includes a poster assessment item. Starting from the premise that the term 'text' is more than just print material and includes various forms of visual communication, this paper argues that teaching and learning methods need to incorporate visual forms of communication and assessment. The paper describes the role of student posters as a means of communicating to a wider audience the conclusions of a workplace-based project. In particular, it describes and analyses five basic approaches students used to create their posters. Drawing from the communication literature on the role of pictures in the processing of print texts, film theory, and the teaching and learning literature, the paper analyses the usefulness of the various approaches taken by students. The outcomes of the project are a better knowledge of how students conceptualise the task and create their posters. This will assist tertiary teachers who use poster assessment to understand the dynamics of the task and to guide students in creating richer and more meaningful posters.
- Volume 8 Issue 2 - Teaching Advanced Human Resource Management and Employment Relations to a Diverse Graduate Student Population: A Call Centre Action Learning Approach
- Abstract: Holland, Peter Teaching advanced human resource management (HRM) and employment relations (ER) to an increasingly diverse student base has become a significant issue in postgraduate classrooms. To ensure both self-development and an integrative approach to the education of students, action learning through case study methodology provides a significantly positive outcome for independent and interactive learning, both inside and outside the classroom. Case studies based on a contemporary issue in HRM and ER are also important from a linkage perspective between business faculties and industry wanting students equipped with the skills to manage in an increasingly complex, competitive environment. This paper explores the development of a Greenfield call centre case study to provide students the opportunity to develop new independent and integrated strategies in a team environment. A call centre scenario was chosen because of the sector's mixed reputation for HRM and ER policies and practices; from variously being described as electronic sweatshops to dungeons with telephone to winning awards as employer of the year in the Australian Financial Review survey. This provides a fertile environment for students to develop and test their HRM and ER policies and practices. In addition, call centres are one sector that can truly be classed as a 'born global' and all students are familiar with the concept of the call centre.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Holland, Peter Teaching advanced human resource management (HRM) and employment relations (ER) to an increasingly diverse student base has become a significant issue in postgraduate classrooms. To ensure both self-development and an integrative approach to the education of students, action learning through case study methodology provides a significantly positive outcome for independent and interactive learning, both inside and outside the classroom. Case studies based on a contemporary issue in HRM and ER are also important from a linkage perspective between business faculties and industry wanting students equipped with the skills to manage in an increasingly complex, competitive environment. This paper explores the development of a Greenfield call centre case study to provide students the opportunity to develop new independent and integrated strategies in a team environment. A call centre scenario was chosen because of the sector's mixed reputation for HRM and ER policies and practices; from variously being described as electronic sweatshops to dungeons with telephone to winning awards as employer of the year in the Australian Financial Review survey. This provides a fertile environment for students to develop and test their HRM and ER policies and practices. In addition, call centres are one sector that can truly be classed as a 'born global' and all students are familiar with the concept of the call centre.
- Volume 8 Issue 2 - A 'Different Way': Student Perspectives on International and Cultural Learning
- Abstract: Crossman, Joanna As organisations are becoming increasingly internationalised, the business community is calling for individuals able to solve problems, innovate and collaborate with culturally diverse individuals both locally and internationally. This paper is based upon a small qualitative research study conducted in one Australian university. The study explored the ways students learn about culture and international issues and how they believed such learning could best be fostered through the teaching and learning of business programs. Drawing upon their personal, academic and professional experiences, participants emphasized the need for universities to design programs relevant to their future careers primarily through experiential forms of learning. Students particularly endorsed, international online collaboration, exchange, language development and an appreciation and capacity for the role of soft skills and forming relationships embedded in culturally diverse contexts.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Crossman, Joanna As organisations are becoming increasingly internationalised, the business community is calling for individuals able to solve problems, innovate and collaborate with culturally diverse individuals both locally and internationally. This paper is based upon a small qualitative research study conducted in one Australian university. The study explored the ways students learn about culture and international issues and how they believed such learning could best be fostered through the teaching and learning of business programs. Drawing upon their personal, academic and professional experiences, participants emphasized the need for universities to design programs relevant to their future careers primarily through experiential forms of learning. Students particularly endorsed, international online collaboration, exchange, language development and an appreciation and capacity for the role of soft skills and forming relationships embedded in culturally diverse contexts.
- Volume 9 Issue 2 - Strategic Orientation of the Public Sector Union in Singapore
- Abstract: Chew, Soon Beng; Chew, Rosalind Industrial relations in Singapore have been well studied in the literature. But few people have paid specific attention to labour relations in the public sector, with the exception of some practitioners such as Ow and Ma (1996). One important point to note regarding the public sector union in Singapore is that it faces a unique situation as the public sector in Singapore is well known for its efficiency and absence of corruption. The purpose of this paper is to analyse the orientation of the public sector union in Singapore from the political economy approach, and to show that although the public sector union is constitutionally micro-focused in orientation, it is in macro-focused in operation. The plan of the paper is as follows: We begin with a review of the literature on labour relations in the public sector, and identify the various models of the public sector. Next, we give a brief description of the labour movement in Singapore as the public sector union is a significant affiliated union of the National Trades Union Congress, the peak union confederation in Singapore. This is followed by a discussion of the public sector union and an examination of its strategic orientation with regard to the public sector operating in the open and new economy.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Chew, Soon Beng; Chew, Rosalind Industrial relations in Singapore have been well studied in the literature. But few people have paid specific attention to labour relations in the public sector, with the exception of some practitioners such as Ow and Ma (1996). One important point to note regarding the public sector union in Singapore is that it faces a unique situation as the public sector in Singapore is well known for its efficiency and absence of corruption. The purpose of this paper is to analyse the orientation of the public sector union in Singapore from the political economy approach, and to show that although the public sector union is constitutionally micro-focused in orientation, it is in macro-focused in operation. The plan of the paper is as follows: We begin with a review of the literature on labour relations in the public sector, and identify the various models of the public sector. Next, we give a brief description of the labour movement in Singapore as the public sector union is a significant affiliated union of the National Trades Union Congress, the peak union confederation in Singapore. This is followed by a discussion of the public sector union and an examination of its strategic orientation with regard to the public sector operating in the open and new economy.
- Volume 9 Issue 2 - The Work of the Casual Academic Teacher: A Case Study
- Abstract: Davis, Douglas; Connor, Robert; Perry, Len; Perrott, Bruce; Topple, Stephen Casual academic staff contribute significantly to the teaching load in many universities worldwide including Australia. However, their contribution and work needs are not always fully recognised. The aim of the research reported here was to investigate the role and support needs of casual academic teaching staff within a business faculty of an Australian metropolitan university. Data was collected through the conduct of three focus groups consisting of casual academics from the faculty and the administration of a questionnaire survey. The results showed that casual academics had a number of concerns most of which had been reported in the literature. Pay rates were generally considered not to have kept pace with workload, most casuals did not feel part of the faculty and some casuals found teaching classes with high proportions of overseas students challenging. Despite these and other concerns the general level of job satisfaction among survey respondents was high. It was clear that most enjoyed their teaching role. The relationship between casual academics and their full-time academic subject coordinators was clearly very important. Satisfaction with support received from their subject coordinator was generally high. The strength of this relationship helps the casual teaching system to operate reasonably smoothly.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Davis, Douglas; Connor, Robert; Perry, Len; Perrott, Bruce; Topple, Stephen Casual academic staff contribute significantly to the teaching load in many universities worldwide including Australia. However, their contribution and work needs are not always fully recognised. The aim of the research reported here was to investigate the role and support needs of casual academic teaching staff within a business faculty of an Australian metropolitan university. Data was collected through the conduct of three focus groups consisting of casual academics from the faculty and the administration of a questionnaire survey. The results showed that casual academics had a number of concerns most of which had been reported in the literature. Pay rates were generally considered not to have kept pace with workload, most casuals did not feel part of the faculty and some casuals found teaching classes with high proportions of overseas students challenging. Despite these and other concerns the general level of job satisfaction among survey respondents was high. It was clear that most enjoyed their teaching role. The relationship between casual academics and their full-time academic subject coordinators was clearly very important. Satisfaction with support received from their subject coordinator was generally high. The strength of this relationship helps the casual teaching system to operate reasonably smoothly.
- Volume 9 Issue 2 - Notes for Contributors
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Volume 9 Issue 2 - Modelling the Appraisal of Quality Management Programs
- Abstract: Soliman, Fawzy A model for the appraisal of quality management programs in Human Resources (HR) departments is presented in this paper. The model highlights the role of Quality Gaps on in evaluating the quality management programs is discussed in this paper. In addition, the paper presents a method for identification of any link between Strategic Gaps and Knowledge Gaps which may exist in HR processes. The existence of such gaps may adversely affect the expected outcome from the implemented quality management programs. Furthermore, the paper explores the relationship if any between the perception of program developers and/or implementers of quality management programs in HR departments. Finally, the study seeks to identify other management characteristics associated with success or otherwise of quality management programs in HR departments. In so doing, the importance of addressing issues arising from Strategic Gaps and Knowledge Gaps is addressed.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Soliman, Fawzy A model for the appraisal of quality management programs in Human Resources (HR) departments is presented in this paper. The model highlights the role of Quality Gaps on in evaluating the quality management programs is discussed in this paper. In addition, the paper presents a method for identification of any link between Strategic Gaps and Knowledge Gaps which may exist in HR processes. The existence of such gaps may adversely affect the expected outcome from the implemented quality management programs. Furthermore, the paper explores the relationship if any between the perception of program developers and/or implementers of quality management programs in HR departments. Finally, the study seeks to identify other management characteristics associated with success or otherwise of quality management programs in HR departments. In so doing, the importance of addressing issues arising from Strategic Gaps and Knowledge Gaps is addressed.
- Volume 9 Issue 2 - Development of the Effectiveness of the Provincial Justice Office
- Abstract: Choonhaklai, Sirirat; Singsuriya, Pagorn In an attempt to improve the delivery of its services to citizens in provincial areas, and especially in light of current of social and political conflict, the Thai Ministry of Justice (MOJ) created Provincial Justice Offices (PJOs) tasked with providing services that were formerly available only in Bangkok. The PJO has never performed up to expectations, and a study of its human resources practices and employee relations discloses problems which, combined with structural deficiencies in the PJO's mandate, have produced disappointing results. The PJO is not equipped and empowered to do its job. Suggestions for reform include a clear statement of mission, an independent staff and office space, pay and benefits that put PJO employees on a par with equivalent agencies, a stable management environment that permits continuity of effort, authority to carry out the PJO's mission, relevant training for employees, and integration of the PJO into the MOJ group of agencies that ends the PJO's peculiar status. This reform is necessary because the MOJ at present does not make all its services available to people living outside the greater Bangkok metropolitan area. The case of the Thai PJO is a paradigmatic demonstration of how inadequate employee management can handicap an organisation that intends to meet a pressing need.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Choonhaklai, Sirirat; Singsuriya, Pagorn In an attempt to improve the delivery of its services to citizens in provincial areas, and especially in light of current of social and political conflict, the Thai Ministry of Justice (MOJ) created Provincial Justice Offices (PJOs) tasked with providing services that were formerly available only in Bangkok. The PJO has never performed up to expectations, and a study of its human resources practices and employee relations discloses problems which, combined with structural deficiencies in the PJO's mandate, have produced disappointing results. The PJO is not equipped and empowered to do its job. Suggestions for reform include a clear statement of mission, an independent staff and office space, pay and benefits that put PJO employees on a par with equivalent agencies, a stable management environment that permits continuity of effort, authority to carry out the PJO's mission, relevant training for employees, and integration of the PJO into the MOJ group of agencies that ends the PJO's peculiar status. This reform is necessary because the MOJ at present does not make all its services available to people living outside the greater Bangkok metropolitan area. The case of the Thai PJO is a paradigmatic demonstration of how inadequate employee management can handicap an organisation that intends to meet a pressing need.
- Volume 8 Issue 2 - Teaching Employment Relations: A Personal Account
- Abstract: McAndrew, Ian In 2008, the author of this paper was awarded the University of Otago Award for Excellence in Teaching. He was also one of ten recipients of the New Zealand National Tertiary Teaching Excellence Awards for 2008, awarded by Ako Aotearoa, the National Centre for Tertiary Teaching Excellence, and was accepted into membership of the Ako Aotearoa Academy for Tertiary Teaching Excellence. He has taught labour and employment relations and negotiation and mediation courses at Otago University in New Zealand for 20 years. For 40 years, he has practised as a negotiator, mediator and adjudicator in Australia, the United States, and New Zealand. Here he shares his reflections on teaching employment relations, and on the links between theory, practice, research and learning.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: McAndrew, Ian In 2008, the author of this paper was awarded the University of Otago Award for Excellence in Teaching. He was also one of ten recipients of the New Zealand National Tertiary Teaching Excellence Awards for 2008, awarded by Ako Aotearoa, the National Centre for Tertiary Teaching Excellence, and was accepted into membership of the Ako Aotearoa Academy for Tertiary Teaching Excellence. He has taught labour and employment relations and negotiation and mediation courses at Otago University in New Zealand for 20 years. For 40 years, he has practised as a negotiator, mediator and adjudicator in Australia, the United States, and New Zealand. Here he shares his reflections on teaching employment relations, and on the links between theory, practice, research and learning.
- Volume 8 Issue 2 - Student Journal Use in a Conflict Resolution Course
- Abstract: Kirby, Brenda J; Donn, Clifford B This paper reports on the use of a journal assignment in a course on Conflict Resolution. The assignment required that students go to the mass media, the internet, or use their personal experiences to find illustrations of the issues and concepts related to conflict resolution. The journal assignment addressed several course goals including to demonstrate an understanding of course material, to show that conflict is ubiquitous and relevant to their lived experiences, and to gain additional practice with writing and class presentation. Continuing assessment of the successful clarification of course concepts was accomplished by observing the attempts in journal entries to apply the concepts, analyse them, and discuss appropriate and varied conflict resolution techniques. Students demonstrated an understanding of course-relevant issues and displayed ingenuity in finding unusual examples of conflict. Questionnaire responses showed that students found both the journal assignments and the class discussion of journal entries helpful. Overall, it appears that journal assignments were helpful to students in learning about conflict resolution, especially in learning how to identify sources of conflict. The journals provided opportunities for students to demonstrate their understanding and, at times, application of conflict resolution and for the instructor to respond when that understanding was lacking.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Kirby, Brenda J; Donn, Clifford B This paper reports on the use of a journal assignment in a course on Conflict Resolution. The assignment required that students go to the mass media, the internet, or use their personal experiences to find illustrations of the issues and concepts related to conflict resolution. The journal assignment addressed several course goals including to demonstrate an understanding of course material, to show that conflict is ubiquitous and relevant to their lived experiences, and to gain additional practice with writing and class presentation. Continuing assessment of the successful clarification of course concepts was accomplished by observing the attempts in journal entries to apply the concepts, analyse them, and discuss appropriate and varied conflict resolution techniques. Students demonstrated an understanding of course-relevant issues and displayed ingenuity in finding unusual examples of conflict. Questionnaire responses showed that students found both the journal assignments and the class discussion of journal entries helpful. Overall, it appears that journal assignments were helpful to students in learning about conflict resolution, especially in learning how to identify sources of conflict. The journals provided opportunities for students to demonstrate their understanding and, at times, application of conflict resolution and for the instructor to respond when that understanding was lacking.
- Volume 9 Issue 1 - Job Satisfaction and HR Issues for Nurses in Non-profit, Non-hospital Settings
- Abstract: Dalton, Bronwen; Wilson, Rachel; Harvison, Juanita Factors which affect the job commitment and satisfaction of nurses employed in a large, non-profit, non-hospital nursing organisation in Australia were examined in a study. Four factors that significantly influence levels of job satisfaction among this organisation's nurses were identified: the reported level of match between their current position and their 'ideal' position; reported levels of teamwork; opportunities for professional development; and management approaches to conflict management.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Dalton, Bronwen; Wilson, Rachel; Harvison, Juanita Factors which affect the job commitment and satisfaction of nurses employed in a large, non-profit, non-hospital nursing organisation in Australia were examined in a study. Four factors that significantly influence levels of job satisfaction among this organisation's nurses were identified: the reported level of match between their current position and their 'ideal' position; reported levels of teamwork; opportunities for professional development; and management approaches to conflict management.
- Volume 8 Issue 2 - Notes for Intending Contributors
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Volume 9 Issue 1 - Cultural Issues in Organisational Change: The Case of the Australian Services Union
- Abstract: Dawson, Patrick; Zanko, Michael Trade union renewal in the context of a changing socio-political business environment remains a central challenge for union leaders. Strategies for reform must accommodate an array of issues, including gender, legislative change, environmental concerns and the growth in part-time work. The development and implementation of strategies are further compounded by the history and culture of trade unionism that adheres to tradition and is often sceptical of radical new ideas. The case of the Australian Services Union (ASU) is used to highlight some of these contemporary concerns in an analysis of longitudinal qualitative data on union organisation and change. This trade union provides a pertinent example as it is not only having to deal with the problem of declining union membership, but it is also trying to address cultural change issues associated with union amalgamation and in so doing, redress the tradition of male unionism through promoting the place of women. These changes are seen as both problematic and central to the development of union strategies and alternative approaches to revitalising trade unionism in the twenty-first century.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Dawson, Patrick; Zanko, Michael Trade union renewal in the context of a changing socio-political business environment remains a central challenge for union leaders. Strategies for reform must accommodate an array of issues, including gender, legislative change, environmental concerns and the growth in part-time work. The development and implementation of strategies are further compounded by the history and culture of trade unionism that adheres to tradition and is often sceptical of radical new ideas. The case of the Australian Services Union (ASU) is used to highlight some of these contemporary concerns in an analysis of longitudinal qualitative data on union organisation and change. This trade union provides a pertinent example as it is not only having to deal with the problem of declining union membership, but it is also trying to address cultural change issues associated with union amalgamation and in so doing, redress the tradition of male unionism through promoting the place of women. These changes are seen as both problematic and central to the development of union strategies and alternative approaches to revitalising trade unionism in the twenty-first century.
- Volume 9 Issue 1 - A Country's Battle to Make an Australian Model of Wage Fixation Policy Viable in a Constrained Economy
- Abstract: Imbun, Ben Discusses the inherent issues, concerns and dilemmas in setting up of a centralised wage fixation policy in Papua New Guinea (PNG) based on the Australian model. Of particular importance are the historical emergence of the colonially influenced wage fixation system and policies which have not only become part of the status quo in independent PNG, but have also proved an obstacle to labour market flexibility and therefore stifled economic development in the country. It is concluded that it is imperative for PNG is to concentrate on developing and maintaining wage policies conducive to economic development and at the same time shape complementary policies to consolidate them.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Imbun, Ben Discusses the inherent issues, concerns and dilemmas in setting up of a centralised wage fixation policy in Papua New Guinea (PNG) based on the Australian model. Of particular importance are the historical emergence of the colonially influenced wage fixation system and policies which have not only become part of the status quo in independent PNG, but have also proved an obstacle to labour market flexibility and therefore stifled economic development in the country. It is concluded that it is imperative for PNG is to concentrate on developing and maintaining wage policies conducive to economic development and at the same time shape complementary policies to consolidate them.
- Volume 9 Issue 1 - Notes for Contributors
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Volume 9 Issue 1 - Rise and Decline in Work Stoppage Statistics
- Abstract: Perry, LJ This paper examines work stoppage statistics for the period 1900-2006 for the contemporary world's 21 largest economies. Attention is drawn to the large number of missing observations and the overall poor historical quality of these data. Despite this, it is shown for most economies there has been a marked drop in stoppages in the last two or three decades. This applies particularly to economies with data stretching back to earlier (pre-World War II) decades. It is argued that it is important to establish and maintain high standards of reporting on stoppages statistics regardless of whether stoppages are on the rise or in decline.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Perry, LJ This paper examines work stoppage statistics for the period 1900-2006 for the contemporary world's 21 largest economies. Attention is drawn to the large number of missing observations and the overall poor historical quality of these data. Despite this, it is shown for most economies there has been a marked drop in stoppages in the last two or three decades. This applies particularly to economies with data stretching back to earlier (pre-World War II) decades. It is argued that it is important to establish and maintain high standards of reporting on stoppages statistics regardless of whether stoppages are on the rise or in decline.
- Volume 9 Issue 1 - Forms of Informal Management Controls in Overseas Japanese Companies: A Qualitative Study
- Abstract: Okamoto, Kazue; Teo, Stephen TT Informal management control is an important means of control in Japanese companies. This paper reports the findings of a qualitative study which explores the adoption of informal management controls by overseas Japanese subsidiaries in Australia. Sixty-eight in-depth interviews were conducted with 23 non-Japanese local staff, 14 local Japanese, and 31 Japanese expatriates. Four types of informal management controls being adopted in overseas Japanese subsidiaries in Australia were identified. These include informal decision making processes, informal influence, unclear job description, and job tasks not included in formal job description. The findings reveal that informal influence and unclear job description contain features of both formal and informal management controls. Informal management control was found to produce desired outcomes similar to those commonly observed in Japanese companies in Japan. It is suggested that building latitude and flexibility is an effective form of informal management control in overseas Japanese companies.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Okamoto, Kazue; Teo, Stephen TT Informal management control is an important means of control in Japanese companies. This paper reports the findings of a qualitative study which explores the adoption of informal management controls by overseas Japanese subsidiaries in Australia. Sixty-eight in-depth interviews were conducted with 23 non-Japanese local staff, 14 local Japanese, and 31 Japanese expatriates. Four types of informal management controls being adopted in overseas Japanese subsidiaries in Australia were identified. These include informal decision making processes, informal influence, unclear job description, and job tasks not included in formal job description. The findings reveal that informal influence and unclear job description contain features of both formal and informal management controls. Informal management control was found to produce desired outcomes similar to those commonly observed in Japanese companies in Japan. It is suggested that building latitude and flexibility is an effective form of informal management control in overseas Japanese companies.
- Volume 9 Issue 2 - Does Variable Remuneration Reward Performance': A Study of Two Australian Stock Exchange (ASX) Listed Financial Services Corporations
- Abstract: Caddy, Ian Given recent high profile corporate collapses and scandals in Australia there has been increased interest in the performance of corporations' senior management, particularly those listed on the Australian Stock Exchange (ASX). New regulations, both mandatory and voluntary, have been developed with the objective of improving the overall governance structure of these corporations. Concomitant with this effort is greater information disclosure of remuneration packages provided to corporations' directors and senior executives; the most important being the promulgation of AASB 1046 - Director and Executive Disclosures by Disclosing Entities by the Australian Accounting Standards Board. Given increased disclosure this paper investigates remuneration practices for two ASX-listed financial services corporations covering the years 2003 to 2007. Specifically it looks at the structure of remuneration packages and remuneration amounts for both the fixed and variable or performance-based components of remuneration. The major finding is that although remuneration package structures follow similar lines there are significant differences in remuneration amounts, particularly in the variable or performance-based remuneration, between senior personnel within the same corporation as well as between corporations. The study examined annual percentage changes in both fixed and variable remuneration and found that fixed percentage changes were quite small, while for variable remuneration percentage increases were higher than those for a set of financial indicators for the corporation as compared to percentage decreases which were lower than those for the same set of financial indicators.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Caddy, Ian Given recent high profile corporate collapses and scandals in Australia there has been increased interest in the performance of corporations' senior management, particularly those listed on the Australian Stock Exchange (ASX). New regulations, both mandatory and voluntary, have been developed with the objective of improving the overall governance structure of these corporations. Concomitant with this effort is greater information disclosure of remuneration packages provided to corporations' directors and senior executives; the most important being the promulgation of AASB 1046 - Director and Executive Disclosures by Disclosing Entities by the Australian Accounting Standards Board. Given increased disclosure this paper investigates remuneration practices for two ASX-listed financial services corporations covering the years 2003 to 2007. Specifically it looks at the structure of remuneration packages and remuneration amounts for both the fixed and variable or performance-based components of remuneration. The major finding is that although remuneration package structures follow similar lines there are significant differences in remuneration amounts, particularly in the variable or performance-based remuneration, between senior personnel within the same corporation as well as between corporations. The study examined annual percentage changes in both fixed and variable remuneration and found that fixed percentage changes were quite small, while for variable remuneration percentage increases were higher than those for a set of financial indicators for the corporation as compared to percentage decreases which were lower than those for the same set of financial indicators.
