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Mathews, Shane, Keith J. Perks, Constanza Bianchi, Hsiu-Li Chen und Charmaine Glavas. „Leveraging Internet capabilities for international business relationships: a comparison between Australian, Chilean and Taiwanese exporting SMEs“. Journal of Small Business and Enterprise Development 28, Nr. 3 (22.02.2021): 380–98. http://dx.doi.org/10.1108/jsbed-12-2018-0385.
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PurposeThe purpose of this study is to investigate how Internet capabilities influence international business relationships using the resource-based view and capabilities perspective. Many studies highlight the importance of the Internet in helping smaller firms internationalize. However, few studies actually test how this is happening. The central purpose of this research was to examine and test the impact of Internet capabilities on international information availability, international strategic orientation and international business relationships in a sample of small and medium-sized enterprises (SMEs) in Australia, Chile and Taiwan.Design/methodology/approachThe study uses a structural equation modeling process so as to test the Internet capabilities on international business networks. The empirical research is based on an analysis of a sample of internationalizing SMEs in three export-intensive markets in Australia (215), Chile (204) and Taiwan (130) to test a conceptual model.FindingsThe results demonstrate that Internet capabilities have a distinct effect on the development of international business relationships for SMEs in the three countries. That is, Internet capabilities have a positive impact on a firm's international business relationships, but this varies across Australian and Taiwanese and Chilean SMEs.Originality/valueThese studies give empirical validation on the way in which smaller firms are using Internet capabilities for leveraging networks in internationalization and how this varies across countries. The results demonstrate that Internet capabilities have a distinct and positive impact on the development of international business relationships for SMEs in the three countries. However, there are specific differences between countries in how the Internet is being leveraged for the development of international business networks. Something currently not highlighted in the body of knowledge.
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Wan, Victor. „The Enterprise Workshop Programme in Australia“. International Small Business Journal: Researching Entrepreneurship 7, Nr. 2 (Januar 1989): 23–34. http://dx.doi.org/10.1177/026624268900700202.
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D R. VICTOR WAN is with the Department of Accountancy and Legal Studies at the University of Wollongong, New South Wales, Australia. The Enterprise Workshop Programme was established in Australia in 1981 as an initiative of the Australian government. Its objective is to provide entrepreneurship training with the main emphasis being placed on the development of business planning skills. To date, the workshop programme has been established in every state in Australia. The workshop programme is currently being funded jointly by the government and private sector organisations. The purpose of this paper is to analyse the nature and effectiveness of the enterprise workshop programme. Data from a recent survey were analysed under the headings of (1) evaluation by past participants, (2) economic benefits of the programme, and (3) comments from sources other than past participants. Within the limitations discussed in the paper, the results of the survey and other sources of evidence are indicative of community support and favourable perceptions of the programme results by the various groups involved. It is concluded that the enterprise workshop programme has been effective in fulfilling its training objective, particularly in the training of business planning skills. However, its effectiveness could be enhanced if more emphasis in the training is placed on the development of personal qualities, rather than concentrating largely on the development of business planning skills. Overall, the workshop programme is seen as having an important demonstrative role to play in entrepreneurship training in Australia, especially in the light of the dearth of entrepreneurship training facilities in the country.
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Jie, Ferry, und Denise Gengatharen. „Australian food retail supply chain analysis“. Business Process Management Journal 25, Nr. 2 (01.04.2019): 271–87. http://dx.doi.org/10.1108/bpmj-03-2017-0065.
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PurposeThe Australian retail food sector, comprising mostly small enterprises, is undergoing change as a result of the innovative supply chain approach adopted. This change has implications across the entire food value chain in Australia. The purpose of this paper is to empirically investigate the adoption of supply chain management practices on small and medium enterprises (SMEs) in the Australian food retail industry.Design/methodology/approachThe study surveys 120 SME retailers in the food sector. A stepwise multiple regression using SPSS version 14.0 was performed on the data.FindingsStatistical results suggest that lean thinking and the quality of information shared can lead to greater efficient supply chain performance.Research limitations/implicationsThe small sample is the main limitation. The findings bear important implications for further research as understanding these dimensions can help to position key changes and industry improvement that will increase revenue and reduce cost to the SMEs in the food retail supply chain.Practical implicationsAdopting lean thinking and improving information sharing in the supply chain can reduce the cost for SMEs.Social implicationsThis study has unique implications for social sustainability, especially the smaller food enterprises, which are hard pressed to combat the challenges within the food sector.Originality/valueInnovative supply chain management helps SMEs to see beyond the silo mentality and helps them to focus on greater value addition in the supply chain.
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Akbar, Skye, und Rob Hallak. „Identifying Business Practices Promoting Sustainability in Aboriginal Tourism Enterprises in Remote Australia“. Sustainability 11, Nr. 17 (23.08.2019): 4589. http://dx.doi.org/10.3390/su11174589.
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Aboriginal tourism entrepreneurs operating in remote regions of Australia draw on their 60,000 years of heritage to offer unique and distinct cultural experiences to domestic and international tourists. Living and operating in remote climates presents challenges to achieving successful and sustainable enterprises, including extreme weather, substandard infrastructure, distance from policy makers, distance from markets and the commercialisation of culture, which is customarily owned by and for use by traditional custodians, to produce and deliver a market-ready tourism product. However, many remote Aboriginal tourism entrepreneurs nevertheless achieve success and sustainability. This paper builds on the work of Foley to identify the characteristics of successful remote Aboriginal tourism enterprises and Aboriginal entrepreneurs in remote areas and the resourceful and creative business practices used by remote Aboriginal entrepreneurs to overcome barriers to success and finds that ongoing connections to community and culture are a key factor in that success. It also draws on the United Nation’s Sustainable Development Goals to identify how the characteristics of remote tourism entrepreneurs and enterprises promote or inhibit the achievement of sustainability and suggests that they offer a framework for effective support of remote Aboriginal entrepreneurs. It concludes by noting that the industry would benefit from further investigation of the contributions made to sustainability by remote Aboriginal tourism enterprises and their stakeholders.
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Spencer, Rochelle, Martin Brueckner, Gareth Wise und Banduk Marika. „Australian indigenous social enterprise: measuring performance“. Journal of Enterprising Communities: People and Places in the Global Economy 10, Nr. 4 (10.10.2016): 397–424. http://dx.doi.org/10.1108/jec-10-2015-0050.
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Purpose Using an integrated framework for performance management of nonprofit organizations, this paper aims to present an analysis of the activities of an Indigenous social enterprise in the town of Yirrkala in northeast Arnhem Land in the Northern Territory of Australia. The evaluation focuses on the social effectiveness of the organization and its ability to help generate income and employment and drive social capital creation. Design/methodology/approach The analysis is informed by data derived from “yarns” with social enterprise staff and semi-structured interviews conducted with key informants who were selected using snowball sampling. Data were transcribed and analyzed thematically. Findings The analysis reveals that the organization provides a successful community-based pathway for increasing Indigenous economic participation on local terms at a time of regional economic decline and high levels of Indigenous unemployment nationally. Practical implications The measured effectiveness of Nuwul highlights the need for targeted policy support for Indigenous enterprises and that social entrepreneurship is far more likely to be successful in a supportive government policy environment, a critical need for government-initiated policies to encourage the formation of Indigenous social enterprises that are entrepreneurial and innovative in their solutions to poverty and marginalization. Such policies should not only aid the establishment of Indigenous ventures but also facilitate their long-term growth and sustainability. Originality/value Although Indigenous entrepreneurial activities have been found to be effective in addressing Indigenous disadvantage in Australia, little is known about their community impact. The article provides original empirically grounded research on the measurement of Indigenous entrepreneurial activities and their wider community impact. The data show, against the backdrop of mixed results of government efforts to drive Indigenous economic mainstreaming, that the entrepreneurial activities analyzed in this paper are an example of more flexible and culturally appropriate pathways for achieving Indigenous equality in rural and remote regions of Australia.
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Lillywhite, Serena. „Ethical Purchasing and Workers' Rights in China: The Case of the Brotherhood of St Laurence“. Journal of Industrial Relations 49, Nr. 5 (November 2007): 687–700. http://dx.doi.org/10.1177/0022185607082216.
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As China continues its economic development and integration with the global economy, pressure is building to ensure international enterprises embrace responsible supply chain management and contribute to improved labour and environmental conditions. Despite China's reputation for having a poor regulatory framework, China's labour law is more comprehensive than that of many Organisation for Economic Co-operation and Development (OECD) countries. What is lacking is an adequate system of enforcement. This article draws on the experiences of an Australian non-governmental organization (NGO) in dealing with the Chinese optical industry to consider the important question of corporate social responsibility in China.1 It begins with an overview of the Brotherhood of St Laurence experience and observations in China, examines the challenges and opportunities of responsible supply chain management and ethical purchasing and the impact on workers' rights, and finally looks at implications for an Australia—China Free Trade Agreement (ACFTA).
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Corral de Zubielqui, Graciela, Janice Jones, Pi-Shen Seet und Noel Lindsay. „Knowledge transfer between actors in the innovation system: a study of higher education institutions (HEIS) and SMES“. Journal of Business & Industrial Marketing 30, Nr. 3/4 (01.05.2015): 436–58. http://dx.doi.org/10.1108/jbim-07-2013-0152.
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Purpose – The purpose of this paper is to understand how and why small to medium enterprises (SMEs) access knowledge from external actors in general and from higher education institutions (HEIs) in particular and what is the extent to which these knowledge access pathways affect SME innovativeness. Design/methodology/approach – The paper involved both quantitative and qualitative approaches: a survey of 1,226 SMEs and a mini case study to follow-up on issues arising from the survey analysis. Survey data were analysed using both non-parametric and multivariate Poisson regression analysis. The case study was based on a medium-sized manufacturing firm in South Australia. Findings – While there are significant differences between the micro-, small- and medium-sized enterprises, the evidence suggests that SMEs generally use “generic” university–industry knowledge transfer pathways (e.g. published research results) rather than university–industry links with high “relational” involvement. More significantly, the results indicate that SMEs are more likely to rely on organisations other than universities and related R&D enterprises for knowledge acquisition like clients/customers or suppliers. While collaboration is most likely to occur within the same state/territory, or Australia, many SMEs also collaborate internationally, usually as part of normal supplier–customer relationships, reinforcing knowledge acquisition from organisationally proximate partners. These findings are also supported by the case study. Research limitations/implications – This research was limited to surveying SMEs in one geographic (metropolitan) region in Australia. It also does not account for the different patterns of HEI–SME interactions in different industry sectors. There is also only one case study. Originality/value – First, the research adds to the few field studies that have investigated accessing knowledge for innovation among SMEs. Specifically, the research contributes to an understanding of the heterogeneous roles that different actors play in facilitating knowledge access for improving innovative SMEs outcomes. Second, the research does not treat all SMEs similarly in terms of size effects but instead accounts for differing SME sizes and how this affects their selection of knowledge access pathways. Third, the research contributes to a small number of studies that attempt to understand how HEIs and SMEs can work better together in the context of a regional innovation system, especially one that is relatively less competitive to the larger economy.
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Catanzariti, Joseph, und Simon Brown. „Major Tribunal Decisions in 2009“. Journal of Industrial Relations 52, Nr. 3 (Juni 2010): 289–303. http://dx.doi.org/10.1177/0022185610365628.
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The year 2009 has seen significant change in Australian industrial relations, in particular, the repeal of the Workplace Relations Act 1996 and its replacement with Labor’s Fair Work Act 2009. From 1 July 2009, a new industrial tribunal, Fair Work Australia, replaced the Australian Industrial Relations Commission. The decisions issued by Fair Work Australia (FWA) since 1 July 2009 have put the provisions of the Fair Work Act into practice and perspective. This article focuses on those decisions which have dealt with enterprise bargaining and the agreement-making process under the Fair Work Act. Those cases demonstrate that the new agreement-making process is procedurally complex, and that FWA lacks discretion to approve enterprise agreements notwithstanding some procedural irregularity. FWA’s lack of discretion in determining whether an enterprise agreement has been ‘genuinely agreed to’ is inconsistent with the discretion reposed in FWA in other matters, including in determining whether an applicant for a protected action ballot order has been ‘genuinely trying to reach an agreement’.
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Graves, Chris, und Jill Thomas. „Internationalization of Australian Family Businesses: A Managerial Capabilities Perspective“. Family Business Review 19, Nr. 3 (September 2006): 207–24. http://dx.doi.org/10.1111/j.1741-6248.2006.00066.x.
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Successful international expansion requires the managerial capabilities necessary to configure and leverage a firm's resources in the international marketplace. Because family firms can face unique challenges in building their managerial capabilities, the purpose of this study is to compare the managerial capabilities of family and nonfamily firms according to the degree of their internationalization. Using the most recently available longitudinal database of Australian small-to-medium-sized enterprises, the results of this study indicate that the managerial capabilities of family firms lag behind those of their nonfamily counterparts as they expand internationally, particularly at high levels of internationalization. The implications of the findings for research, policy, and practice are discussed.
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Kim, Youngok, und Sidney J. Gray. „Internationalization strategy and the home-regionalization hypothesis: The case of Australian multinational enterprises“. Australian Journal of Management 42, Nr. 4 (13.03.2017): 673–91. http://dx.doi.org/10.1177/0312896216679215.
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In this study, we set out to, first, replicate the classification of multinational enterprise (MNE) types proposed by Rugman and Verbeke in the Australian context. Second, we explore how a firm’s international experience influences the degree of its home regionalization and how industry affects the international experience–home regionalization relationship. We find that while home regionalization is still a dominant regionalization strategy for Australian MNEs, the proportions are different from those of Rugman and Verbeke. In particular, the share of home-regional firms is less pronounced and the share of host-regional firms is higher than Rugman and Verbeke’s findings. We also find that a firm’s international experience is negatively related to home regionalization, and that this relationship is further moderated by the firm’s industry. Our findings suggest that more attention be devoted to uncovering both home-country effects and the differential impact of international experience on home regionalization across industries.
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Stewart, Andrew. „Fair Work Australia: The Commission Reborn?“ Journal of Industrial Relations 53, Nr. 5 (November 2011): 563–77. http://dx.doi.org/10.1177/0022185611419600.
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Fair Work Australia is a new institution created in 2009 to perform a range of functions under the Fair Work legislation – although it is far from the ‘one-stop shop’ that Labor had originally promised. It has much in common with the body it principally replaced, the Australian Industrial Relations Commission, not least in terms of its personnel. Yet, at the same time, it has the freedom to operate in ways that have more in common with two other antecedents, the Workplace Authority and the Australian Fair Pay Commission. This article explores the character of the new agency and the processes it has chosen to adopt for four key functions: the approval of enterprise agreements; the resolution of unfair dismissal claims; wage fixation; and the setting and variation of minimum standards.
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Sablok, Gitika, Timothy Bartram, Pauline Stanton, John Burgess und Anthony McDonnell. „The impact of union presence and strategic human resource management on employee voice in multinational enterprises in Australia“. Journal of Industrial Relations 55, Nr. 4 (23.07.2013): 621–39. http://dx.doi.org/10.1177/0022185613489434.
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Blomson, Dean. „Thinking outside the governance box to the board of the future: Exploring “fit-for-future-purpose” governance operating models“. Corporate Board role duties and composition 17, Nr. 2 (2021): 18–26. http://dx.doi.org/10.22495/cbv17i2art2.
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The research aim was to explore whether the dominant style of board model used in Australia was reaching its use-by-date and if so, what more future-ready model/s or features could be considered. This paper represents original thinking and research to generate a new set of “working hypotheses”. We have followed a “grounded research” (an inductive methodology) to produce an emergent theory. We have used semi-structured and qualitative interviewing techniques. The research has generated an initial “theory” and point of view that is directional (not empirical). The focus of the study was on board operating models of the future — taking a much longer-term perspective, more specifically to identify and postulate what “fit-for-purpose” board operating models could look like in 2030 and beyond. By examining possible solutions through an operating model lens, the study has taken a system’s view of boards, going well beyond the constraints of current siloed, domain-specific research. The findings clearly point to a model that for larger and/or more complicated enterprises is under considerable strain. It is fast approaching its use-by-date, especially in the light of 1) a shift toward stakeholder capitalism and 2) the need to operate effectively in faster-moving, less predictable, and significantly more complicated environments than the existing board models were designed for. Having set the context for future governance, the recommendations focus on six elements of board operating models, board structures, key governance processes, management systems, and frameworks, e.g., board charters, technology/systems, participants and skills, and ways of working. The relevance of the paper is that at a time when directors are doubling down on what needs to be done, there is a general absence of consideration of 1) what “fit-for-purpose” governance should be and 2) whether the governance system as we know it in Australia is approaching a breaking point for some major enterprises (not all companies).
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Xiang, Dong, Andrew C. Worthington und Helen Higgs. „Discouraged finance seekers: An analysis of Australian small and medium-sized enterprises“. International Small Business Journal: Researching Entrepreneurship 33, Nr. 7 (21.01.2014): 689–707. http://dx.doi.org/10.1177/0266242613516138.
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Smith, Meg. „Gender Equity: The Commission’s Legacy and the Challenge for Fair Work Australia“. Journal of Industrial Relations 53, Nr. 5 (November 2011): 647–61. http://dx.doi.org/10.1177/0022185611419617.
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Two labour-market variables, wages and hours, are used to review the gender relations record of the Australian Industrial Relations Commission and its predecessors. This review informs an assessment of what features of Commission practice and capacity should and can be replicated by Fair Work Australia. Arbitration has been most decisive for women in paid work when it has enjoyed national and industry distribution. Advances in equal pay and leave linked to reproduction are two relevant examples, although these advances have been confronted more recently by frailties in federal gender pay equity regulation and policy shifts to enterprise and individual bargaining. The findings suggest an agenda for Fair Work Australia, notwithstanding the possibilities and limitations posed by the Fair Work Act 2009 and the tendency for changes to the gender contract to be highly contested.
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Bhaskaran, Suku, und Emilija Gligorovska. „Information communication technology adoption by small-to-medium-sized food enterprises in Australia“. International Journal of Enterprise Network Management 3, Nr. 4 (2009): 332. http://dx.doi.org/10.1504/ijenm.2009.032483.
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Markey, Raymond, und Joseph McIvor. „Environmental bargaining in Australia“. Journal of Industrial Relations 61, Nr. 1 (16.01.2019): 79–104. http://dx.doi.org/10.1177/0022185618814056.
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An emerging body of research addresses the link between environmental issues, especially climate change, and employment relations. In this article, we examine the ways in which employment relations actors are addressing climate change, particularly focusing on collective bargaining. We begin by surveying the literature linking climate change and employment relations, especially analysing union strategies in this sphere, and develop a conceptual framework linking these threads. We then examine the incidence and content of collective enterprise bargaining over environmental issues in Australia for 2011–2016, applying and adapting Goods' concepts of embedded institutional and voluntary multilateral approaches. The former inserts environmental commitments into formal collective agreements; the latter involves unions and workers more directly in developing emissions-reduction activities in the workplace. We address the potential links between these and the different actors (unions or management) that drive them. We find that environmental clauses in Australian agreements are rare, and that they are as likely to be driven by management as by unions. The institutional, organisational, and particularly the regulatory environment seem responsible. However, exceptions – notably in universities – provide exemplars for substantial, class-based union agency. We also find that collective bargaining may facilitate more ongoing, strategic initiatives of the voluntary multilateral type.
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Kireyenka, N. V. „Models of agrarian business development in international practice“. Proceedings of the National Academy of Sciences of Belarus. Agrarian Series 59, Nr. 1 (09.02.2021): 22–40. http://dx.doi.org/10.29235/1817-7204-2021-59-1-22-40.
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In conditions of the world economy globalization, regional trade and economic integration of countries, and increased sectoral competition, agricultural business remains a strategically important branch of the national economy of any state. Its activities are based on the regulatory legal framework for creation and functioning of agro-industrial complex entities, state regulation and support of agriculture, development of rural areas, food export incentive, formation of external and internal trade infrastructure. The world agrarian economy demonstrates the use of various models of efficient agro-industrial production management, providing for solution of national food security and increasing the export potential of the industry. The paper presents typology of agriculture by types of land use at various levels of social and economic development of countries, identifies the main world producers, exporters and importers of agri-food products. Review of the state regulation system and support of commodity producers in Australia, Argentina, Brazil, the European Union, India, Indonesia, Canada, China, Russia, and the United States has been carried out taking into account implementation of the international rules of the World Trade Organization. Various types of agricultural business models, sales systems, depending on production specialization of individual states, regions, enterprises and aimed at development of vertical integration, combination of marketing and logistics functions within one company, changes in the commodity structure along the sales channels in the domestic and foreign markets, have been systematized. The competitive advantages of the Republic of Belarus in the context of development of priority areas of agricultural business have been substantiated and the key risks having significant impact on the strengthening of production, sales and export potential have been analyzed. The issues Covered in the paper are of interest in preparation of draft state programs for social and economic development of the national agro-industrial complex, strategy in the field of export of agricultural products and food products for the period up to 2025.
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Graves, Chris, und Yuan George Shan. „An Empirical Analysis of the Effect of Internationalization on the Performance of Unlisted Family and Nonfamily Firms in Australia“. Family Business Review 27, Nr. 2 (17.06.2013): 142–60. http://dx.doi.org/10.1177/0894486513491588.
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The purpose of this study is to compare the performance of unlisted family and nonfamily small and medium-sized enterprises (SMFEs and non-SMFEs) and the effect of internationalization on their relative performance. Results of the regression analysis of 4,217 firms with 11,821 observations over a 3-year period found that SMFEs achieved a higher return on assets as a result of having a superior return on sales. Also, although the results indicate that internationalization had a significant negative effect on the return on assets of SMEs overall, this was not the case for SMFEs, and the results suggest that SMFEs perform better in the international marketplace. These results were consistent across different definitions of family business employed. Implications for future research are explored.
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Nicholson, Daniel, Andreas Pekarek und Peter Gahan. „Unions and collective bargaining in Australia in 2016“. Journal of Industrial Relations 59, Nr. 3 (22.05.2017): 305–22. http://dx.doi.org/10.1177/0022185617697760.
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In 2016, Australian unions faced a mix of new and enduring challenges. A re-elected Conservative federal government made life difficult for unions, maintaining its hard-line approach to public sector bargaining and passing new laws to intensify regulatory scrutiny of union governance and tactics. Unions continued to secure wage premiums through enterprise bargaining, but the longer-term decline in the level of agreement-making and the number of workers covered by enterprise agreements continued. Disputation rose, although less than half of all disputes were caused by enterprise bargaining. Concern over ongoing membership decline saw unions explore and experiment with organisational reforms and initiatives as new, ‘union-like’ actors entered the field. However, our analysis of longer-term membership developments across union types suggests the outlook is alarming for all but those unions focused on occupational identity.
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O'Brien, John. „McKinsey, Hilmer and the BCA: The 'New Management' Model of Labour Market Reform“. Journal of Industrial Relations 36, Nr. 4 (Dezember 1994): 468–90. http://dx.doi.org/10.1177/002218569403600402.
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This paper will discuss the origins and development of the labour market reform agenda pursued by the Business Council of Australia (the council). This agenda found its initial expression in the attempt to apply the McKinsey 'new manage ment' model of employment relations to the regulation of the labour market in Australia. The 'popular' management works of Fred Hilrner are discussed, as is their relationship to the various reports issued by the council from 1989 to 1993 on the development of enterprise-based employment relations. The paper will assess the extent to which the McKinsey-Hilmer-council discourse influenced the terms of the enterprise bargaining debate in the later 1980s and 1990s. In turn, there will be consideration of tlte extent to which the developments in the council's discourse were influenced by changes to the industrial relations system in the same period and the adoption of the enterprise discourse by other contributors to the labour market debate. The paper concludes that the council was able to take a leading role in establishing the hegemony of the enterprise discourse without necessarily achieving a regulatory regime that matched its 'new management' model of employment relations.
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Hall, Richard. „Australian Industrial Relations in 2005 - The WorkChoices Revolution“. Journal of Industrial Relations 48, Nr. 3 (Juni 2006): 291–303. http://dx.doi.org/10.1177/0022185606064786.
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Industrial relations in Australia in 2005 were dominated by the introduction of the WorkChoices reforms, the most fundamental recasting of the industrial relations system in over 100 years. This analysis examines the rhetoric and reality of the reforms and identifies and summarizes the main features of the changes. It is argued that the implications of the reforms will include an expanded low wage sector, a contraction in collective bargaining and the greater use by employers of individual contracts. The reforms represent a ‘corporatisation’ of industrial relations (McCallum, 2006), commit Australia to a low road labour market development path and signal a new level of politicization of industrial relations. The rhetorical strategies employed by the principal author of the reforms, Prime Minister John Howard, reveal a distinctive construction of the emergent Australian worker - the ‘enterprise worker’ - that is central to Howard’s vision of the future.
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Hamberger, Jonathan. „Reviving Australia’s system of enterprise bargaining“. Journal of Industrial Relations 62, Nr. 3 (22.03.2020): 461–76. http://dx.doi.org/10.1177/0022185620911674.
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This article deals with the development of enterprise bargaining in Australia and considers whether the goals set out in 1992 by the then Prime Minister, Paul Keating, have been realised. The article focuses in particular on the evolution of the no disadvantage test and the better off overall test, in terms of both the statutory provisions themselves and how they have been applied in practice. The article describes the decline of enterprise bargaining in recent years, from both a quantitative and a qualitative perspective, and the failure to achieve the goals set out by Mr Keating. The article concludes with a number of proposed legislative changes designed to revive enterprise bargaining in Australia.
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Wiesner, Retha, Jim McDonald und Heather C. Banham. „Australian small and medium sized enterprises (SMEs): A study of high performance management practices“. Journal of Management & Organization 13, Nr. 3 (September 2007): 227–48. http://dx.doi.org/10.1017/s1833367200003710.
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AbstractWhile there is extensive management and academic literature on the topic area of high performance management internationally, research on high performance management practices in the Australian context is limited. Furthermore, research on high performance management practices has focused predominantly on large organisations and is largely a new direction for research in SMEs. This study attempts to fill some of the gaps in existing studies by considering a wide range of high performance management practices in Australian SMEs. Owing to the dearth of national data on high performance management in Australian SMEs, the results of this study are used to determine whether there is any evidence of a ‘high performing’ scenario in relation to management practices in Australian SMEs. The results, reporting a national study (N = 1435) on employee management in Australian SMEs, reveal a moderate take-up of high performance management practices. The findings by themselves do not support a ‘high’ performing scenario in relation to management practices in SMEs; however the low application of participative practices in the context of low unionization, and a low incidence of collective relations, indicates that many SMEs need a makeover if they are to meet the demands of competition. It is evident from the findings in this study that high performance practices in SMEs stand to benefit from modernisation and improvement.
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Wiesner, Retha, Jim McDonald und Heather C. Banham. „Australian small and medium sized enterprises (SMEs): A study of high performance management practices“. Journal of Management & Organization 13, Nr. 3 (September 2007): 227–48. http://dx.doi.org/10.5172/jmo.2007.13.3.227.
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AbstractWhile there is extensive management and academic literature on the topic area of high performance management internationally, research on high performance management practices in the Australian context is limited. Furthermore, research on high performance management practices has focused predominantly on large organisations and is largely a new direction for research in SMEs. This study attempts to fill some of the gaps in existing studies by considering a wide range of high performance management practices in Australian SMEs. Owing to the dearth of national data on high performance management in Australian SMEs, the results of this study are used to determine whether there is any evidence of a ‘high performing’ scenario in relation to management practices in Australian SMEs. The results, reporting a national study (N = 1435) on employee management in Australian SMEs, reveal a moderate take-up of high performance management practices. The findings by themselves do not support a ‘high’ performing scenario in relation to management practices in SMEs; however the low application of participative practices in the context of low unionization, and a low incidence of collective relations, indicates that many SMEs need a makeover if they are to meet the demands of competition. It is evident from the findings in this study that high performance practices in SMEs stand to benefit from modernisation and improvement.
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Markey, Raymond. „Non-Union Employee Representation in Australia“. Journal of Industrial Relations 49, Nr. 2 (April 2007): 187–209. http://dx.doi.org/10.1177/0022185607074918.
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Non-union representative employee participation recently has attracted increasing international attention in employment relations due to the growing representation gap in many countries as union membership declines, and mounting evidence of the benefits of representative employee participation for enterprise flexibility and efficiency. However, relatively little is known about Australian experiments in employee participation, although it is essential to learn from Australian experience in order to develop effective public policy. This case study represents a contribution to this larger project. SMEC is a non-union employee representative body that has adopted a European works council organizational model. The case study evaluates SMEC's effectiveness as a non-union form of representative employee participation. It concludes that the opportunities for the formation of genuinely independent works council style organs of employee participation remain severely constrained by the current Australian regulatory environment, which tends to encourage a union substitution role.
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Breth, Ron. „Wholly Foreign-Owned Enterprises as a China Market Entry Option: An Australian Case Study“. Journal of Asia-Pacific Business 3, Nr. 4 (11.03.2002): 45–67. http://dx.doi.org/10.1300/j098v03n04_04.
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Luftman, Jerry, Hossein S. Zadeh, Barry Derksen, Martin Santana, Eduardo Henrique Rigoni und Zhengwei (David) Huang. „Key Information Technology and Management Issues 2012-2013: An International Study“. Journal of Information Technology 28, Nr. 4 (Dezember 2013): 354–66. http://dx.doi.org/10.1057/jit.2013.22.
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The importance of the impact of IT for organizations around the world, especially in light of a very slow recovery from the global financial crisis, has amplified the need to provide a better understanding of the specific geographic similarities and differences in IT managerial and technical trends. Identifying these influential factors is one thing; the paper also looks at the challenges in addressing them, taking into account both local responsiveness and global pressures. By comparing and contrasting IT trends from different geographies, this paper presents important local and international factors, including management concerns, influential technologies, budgets/spending, and organizational considerations). In addition these trends help to prepare IT leaders for the challenges that await them. The IT trends also serve as an indicator as the respective geographies address their difficult economic environments. The research is based on data from four geographic regions, namely United States, Europe, Asia, and Latin America. The same questionnaire (albeit translated for the respective respondents), based on the lead author's well-respected and long-running Society for Information Management survey, was applied across the geographies. This paper presents the major findings based on survey responses from 787 organizations (195 U.S., 360 European, 55 Asian, 41 Australia, and 136 Latin) in 2012. The top five management concerns were: (1) Business productivity & cost reduction, (2) Business & IT alignment / integration / fusion, (3) Business agility & speed to market, (4) Business process management/reengineering, and (5) IT cost reduction. The five most influential technologies were: (1) Business intelligence, (2) Cloud computing, (3) Enterprise resource planning, (4) Apps developments, and (5) Customer relationship management. Overall, the paper finds that while the economic climate is improving at different rates around the globe - albeit at a slower pace than anticipated - ITs role continues to evolve as it provides organizations with a fundamental vehicle for reducing business expenses and new opportunities for increasing revenues.
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Aeberhard-Hodges, Jane, und Ludo McFerran. „An International Labour Organization instrument on violence against women and men at work: The Australian influence“. Journal of Industrial Relations 60, Nr. 2 (24.08.2017): 246–65. http://dx.doi.org/10.1177/0022185617712751.
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Violence in and out of work, both domestic violence and sexual harassment, are violations of human rights and impact heavily in the workplace. All forms of violence result in a high cost for workers, employers and society in general, in lost time, injuries, complaints, staff turnover, loss of skills, and reputational risk. The International Labour Organization has decided to discuss in 2018 an international labour standard on this subject. In Australia, there has been wide recognition for some time of sexual harassment as a significant workplace issue. Now there are greater inroads toward recognizing and addressing the impact of other forms of gender-based violence in the world of work, hence the growing number of clauses in enterprise agreements and state awards aiming to mitigate the impact of domestic violence on workers, both women and men, and the movement to have clauses in modern awards that specify paid time off to allow a worker time to deal with the problem. Australian experience may help shape the proposed International Labour Organization instrument on workplace gendered violence.
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Rawlings, Gregory. „Intangible nodes and networks of influence: The ethics of tax compliance in Australian small and medium-sized enterprises“. International Small Business Journal: Researching Entrepreneurship 30, Nr. 1 (07.07.2011): 84–95. http://dx.doi.org/10.1177/0266242610380816.
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Yawised, Kritcha, Nuttaneeya (, N. A. Ann), N. A. Torugsa, Wayne O' und N. A. Donohue. „Exploring social customer relationship management in Australian small and medium enterprises“. International Journal of Globalisation and Small Business 9, Nr. 4 (2017): 222. http://dx.doi.org/10.1504/ijgsb.2017.089899.
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Sutherland, Carolyn, und Joellen Riley. „Major court and tribunal decisions in Australia in 2016“. Journal of Industrial Relations 59, Nr. 3 (24.05.2017): 340–53. http://dx.doi.org/10.1177/0022185617693874.
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This annual survey of the more significant tribunal and court decisions in Australia in 2016 covers recent developments in the relatively new Fair Work jurisdiction to adjudicate complaints of workplace bullying, practices and processes in enterprise bargaining, some observations on the evolution of standards of civil discourse in industrial negotiations, and clarification of when employers will be held responsible for employees who commit crimes at work. It concludes with a brief note on a recent UK development, making Uber responsible for meeting minimum wage and working time regulations in respect of rideshare drivers.
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Keneley, Monica. „British Fire Insurers in Australia, 1860–1920: A Story of Enterprise, Luck, and Resilience“. Business History Review 94, Nr. 3 (2020): 535–68. http://dx.doi.org/10.1017/s0007680520000562.
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The global expansion of British insurers in the nineteenth century has been a feature of insurance history that has highlighted the strategic nature of the multinational enterprise (MNE). The growth of the Australian colonies from the mid-nineteenth century attracted the interest of these overseas insurers. This article considers the challenges these firms faced and the way in which these trials were overcome. Effective networks were important in establishing a market presence in the Australian colonies. A combination of enterprise, luck, and resilience assisted in building these links. The experience of British insurers in the colonies sheds light on the processes of MNE expansion into markets beyond their range of tacit knowledge and expertise.
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D'Cruz, Premilla, Megan Paull, Maryam Omari und Burcu Guneri-Cangarli. „Target experiences of workplace bullying: insights from Australia, India and Turkey“. Employee Relations 38, Nr. 5 (01.08.2016): 805–23. http://dx.doi.org/10.1108/er-06-2015-0116.
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Purpose – The purpose of this paper is to explore target experiences of workplace bullying across Australia, India and Turkey, uncovering cross-cultural convergence and divergence. Design/methodology/approach – A questionnaire-based qualitative data survey of business school students with current/prior work experience (n=399) was undertaken. In total, 114 respondents (57 Australian, 34 Indian, 23 Turkish) identified themselves as targets of workplace bullying. Close-ended data pertaining to sociodemographic details were analysed via Statistical Package for the Social Sciences for descriptive statistics while open-ended data pertaining to experiences of bullying were thematically analysed against pre-figured categories derived from literature. Findings – Manifestations of, etiology of and coping with workplace bullying were similar across all three countries, highlighting cultural universals. Clear variations in source of bullying behaviour and availability and use of formal interventions as well as more subtle variations relating to coexistence with category-based harassment, outcomes and bystander behaviour underscored the influence of national culture. Research limitations/implications – Inclusion of a student population, notwithstanding their work experience, as well as reliance on the questionnaire as a tool pose limits in terms of external validity and communication congruence. Practical implications – Understanding into the similarities and differences of workplace bullying across cultures facilitates the design of interventions tailor-made for a particular society, serving as inputs for international/multi-national and offshored business enterprises. Originality/value – The study, focusing on multiple aspects of target experiences, not only draws on both dimensional and metaphorical cross-cultural frameworks but also includes geographically dispersed and socially diverse nations. Thus, it extends insights from previous cross-cultural explorations of workplace bullying which, apart from being few in number, are limited either by their frameworks, spatial range and/or thematic coverage.
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Zeffane, Rachid. „COMPUTER USE AND STRUCTURAL CONTROL: A STUDY OF AUSTRALIAN ENTERPRISES“. Journal of Management Studies 26, Nr. 6 (November 1989): 621–48. http://dx.doi.org/10.1111/j.1467-6486.1989.tb00748.x.
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Rafferty, Felicity. „Equal Pay: The Evolutionary Process 1984-1994“. Journal of Industrial Relations 36, Nr. 4 (Dezember 1994): 451–67. http://dx.doi.org/10.1177/002218569403600401.
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Equal pay in Australia has been implemented with varying degrees of success since the first historic equal pay decision was handed down in 1969. The purpose of this paper is to trace the evolution of the equal pay process in the federal industrial relations sphere, with major emphasis on the period from the mid-1980s to the recent legislation that provides for equal remuneration for work of equal value as a legislative right. The mechanisms for processing equal pay are exam ined, drawing on the experience gained from various cases in which implementa tion of equal pay was the goal. Emphasis is given to recent experience in the Family Court Counsellors Case to illustrate the impact of enterprise bargaining on the equal pay process. The paper concludes that the equal pay process has developed greater objectivity over time, thereby enhancing the flexibility of the Australian Industrial Relations Commission's work value principle for the pur poses of evaluating work in feminized occupations. The conclusion is also reached that enterprise bargaining, which is known to disadvantage women, has also been the catalystfor equal pay as a legislative right—although the value of that right in an enterprise bargaining environment is questioned.
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Gahan, Peter, Andreas Pekarek und Daniel Nicholson. „Unions and collective bargaining in Australia in 2017“. Journal of Industrial Relations 60, Nr. 3 (20.04.2018): 337–57. http://dx.doi.org/10.1177/0022185618759135.
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In 2017, Australian unions faced ongoing membership decline and new institutional constraints, but emerged reinvigorated from a change in leadership and a policy re-set. Many unions faced a hostile environment for bargaining, with protracted negotiations in key sectors, attended by robust industrial action at times. The decline in union members and collective agreements reached a crisis point. A surprisingly diverse collection of individuals expressed concerns that the system of enterprise bargaining was not producing outcomes that were fair or economically sustainable, with some questioning whether the system had created the level playing field its architects had envisioned, as well expressing growing unease that reforms intended to constrain unions were undermining the original objective of the legislation. Heading into 2018, unions and the Australian Council of Trade Unions were seeking a political and legislative solution to the seemingly entrenched industrial difficulties they face, campaigning around the theme ‘change the rules’. Without significant change in the system, it is difficult to see that the coming years will see any change to these dominant patterns.
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Landau, Ingrid, und Dominique Allen. „Major court and tribunal decisions in Australia in 2018“. Journal of Industrial Relations 61, Nr. 3 (01.05.2019): 421–37. http://dx.doi.org/10.1177/0022185619834049.
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The year 2018 saw significant tribunal and court decisions concerning the definition of ‘casual’ for the purposes of the National Employment Standards, the obligations of labour hire employers, and the employment status of food delivery drivers in the gig economy. This review also covers a number of significant changes to awards made by the Fair Work Commission as part of its 4-yearly award review; a Full Federal Court decision about the extent to which a small group of employees genuinely agreed to approve an enterprise agreement. An unusual tribunal decision about an employee who was assumed to have a disability is noted. Finally, the review considers several significant judicial decisions on accessorial liability and penalites under the Fair Work Act.
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Sheldon, Peter, und Louise Thornthwaite. „Employer and employer association matters in Australia in 2019“. Journal of Industrial Relations 62, Nr. 3 (09.04.2020): 403–24. http://dx.doi.org/10.1177/0022185620908908.
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The May federal election appeared particularly important to employers’ views of their industrial relations’ interests. Employers and their associations had long steeled themselves against an unwelcome Labor victory, fearing Labor’s promises of substantial changes to industrial relations’ structures, processes and outcomes as well as taxation. Associations appeared busier than ever, representing employers through politics-related public relations, lobbying and media. With enterprise bargaining withering and most wages stagnant, Labor’s defeat encouraged associations and the re-elected government to engage in another, for-now stalled, attack on what remains of unions’ capacity to collectively protect employees. They have also focused on emergent (individual) employment law challenges for employers but have mainly deflected on widespread evidence of wage underpayment. While the political context again strongly favours employers and their associations, they face substantial challenges from rising media and public criticisms over employers’ widespread abuses of their social licence to operate.
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Catanzariti, Joseph, und Simon Brown. „Major Tribunal Decisions in 2010“. Journal of Industrial Relations 53, Nr. 3 (Juni 2011): 324–36. http://dx.doi.org/10.1177/0022185611401998.
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This article examines a number of Full Bench decisions from Fair Work Australia in 2010, in particular those relating to agreement-making and enterprise bargaining under the Fair Work Act 2009. Those decisions have shed further light on the operation of what remains relatively new legislation. With respect to agreement-making, the Full Bench has evinced an intention to take a practical and non-technical approach in determining whether the pre-approval requirements under s.180 of the Act have been met, and to afford employers an opportunity to address any concerns about approval of an agreement by way of undertakings. The Full Bench decisions examined in this article also demonstrate that Fair Work Australia will take a non-interventionist approach to enterprise bargaining and protected industrial action. Provided the parties are conducting themselves in accordance with the Fair Work Act, the tribunal will be loath to intervene in enterprise bargaining in a way that would alter the status quo or undermine the bargaining position of a party. The rationale for this approach is that, in the absence of any meaningful powers of compulsory arbitration under the Fair Work Act, enterprise bargaining is now the only means by which employees can collectively negotiate terms and conditions above the minima set down under modern awards and the National Employment Standards.
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Fells, Ray. „Enterprise Bargaining and the Process of Negotiation: A Case Study“. Journal of Industrial Relations 37, Nr. 2 (Juni 1995): 218–35. http://dx.doi.org/10.1177/002218569503700202.
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Although industrial relations in Australia are undergoing a significant transition towards an enterprise-based System, there has been little research into the man agement-union negotiation process. This paper describes how an employer and two unions reached an enterprise agreement, and examines the choice and inter action aspects of negotiation to explore why and how this was done. The case study demonstrates the characteristics of genuine negotiation and suggests that strong motivation to reach agreement and inherently competitive interaction can have results that meet the needs of the parties.
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Ensign, Prescott C. „Book Review: Heather Douglas and Suzanne Grant (Eds), Social Entrepreneurship and Enterprise: Concepts in Context“. Journal of Entrepreneurship 27, Nr. 1 (12.02.2018): 133–37. http://dx.doi.org/10.1177/0971355717738602.
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Peterman, Nicole E., und Jessica Kennedy. „Enterprise Education: Influencing Students’ Perceptions of Entrepreneurship“. Entrepreneurship Theory and Practice 28, Nr. 2 (März 2003): 129–44. http://dx.doi.org/10.1046/j.1540-6520.2003.00035.x.
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This research examines the effect of participation in an enterprise education program on perceptions of the desirability and feasibility of starting a business. Changes in the perceptions of a sample of secondary school students enrolled in the Young Achievement Australia (YAA) enterprise program are analysed using a pre–test post–test control group research design. After completing the enterprise program, participants reported significantly higher perceptions of both desirability and feasibility. The degree of change in perceptions is related to the positiveness of prior experience and to the positiveness of the experience in the enterprise education program. Self–efficacy theory is used to explain the impact of the program. Overall, the study provides empirical evidence to support including exposure to entrepreneurship education as an additional exposure variable in entrepreneurial intentions models.
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Bennett, Laura. „Women and Enterprise Bargaining: The Legal and Institutional Framework“. Journal of Industrial Relations 36, Nr. 2 (Juni 1994): 191–212. http://dx.doi.org/10.1177/002218569403600201.
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There has been a move to decentralized determination of wages and conditions in Australia. The impact of this on groups such as women depends on a number of actors, including the legal and institutional framework under which such proc esses occur. This paper explores the implications of different regulatory systems or women. It argues that factors such as how the bargaining process is regulated, and the nature of the enforcement regime, will help determine how particular groups of workers, such as women, fare. It concludes that existing regulatory systems will not protect women from the adverse effects of enterprise bargaining. Deficiencies in the legislative schemes regulating the decentralized determination of wages and conditions, moreover, will not be overcome by equity measures such is anti-discrimination legislation or affirmative action.
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Zhang, Allee M., Yunxia Zhu und Herbert Hildebrandt. „Enterprise Networking Web Sites and Organizational Communication in Australia“. Business Communication Quarterly 72, Nr. 1 (22.07.2008): 114–19. http://dx.doi.org/10.1177/1080569908330381.
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Alismaili, Salim Zahir, Mengxiang Li, Jun Shen, Pu Huang, Qiang He und Wu Zhan. „Organisational-Level Assessment of Cloud Computing Adoption“. Journal of Global Information Management 28, Nr. 2 (April 2020): 73–89. http://dx.doi.org/10.4018/jgim.2020040104.
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Cloud Computing (CC) is an emerging technology that can potentially revolutionise the application and delivery of IT. There has been little research, however, into the adoption of CC in Small and Medium-Sized Enterprises (SMEs). The indicators show that CC has been adopted very slowly. There is also a significant research gap in the investigation of the adoption of this innovation in SMEs. This article explores how the adoption of CC in Australia is related to technological factors, risk factors, and environmental factors. The study provides useful insights that can be utilised practically by SMEs, policymakers, and cloud vendors.
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Neale, Michael R., und David R. Corkindale. „Improving New Technology Commercialisation“. International Journal of Innovation Management 01, Nr. 04 (Dezember 1997): 411–25. http://dx.doi.org/10.1142/s1363919697000206.
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The marketing literature clearly indicates that one activity which is highly associated with the successful commercial development of new technology is the involvement of potential customers in the process as intimately and as early as possible. This paper summarises the literature on the value of customer involvement and concludes that the process of "co-development" has extra merit. This is not, however, universally employed by new technology originator firms. This paper also explores the apparent barriers to the involvement of customers and found that, among other things, trust seems to be an essential element in allowing technology originators to enter into necessary relationships with potential customers. It is likely that participants in such joint developments had experienced a number of similar, trusting business relationships. Those who rated themselves as being unwilling to divulge confidential information with potential customers, which is essential to the process, seemed to have few other trusting business relationships. The methodology that was used to explore the question empirically is described together with the fieldwork that was conducted. A single industry, the electronics industry, was examined in one state of Australia. The industry comprises small and medium-sized enterprises who trade with customers locally, nationally and internationally. A sample of 15 companies in the industry, as well as some of their customers, were subjected to purposive, in-depth interviews. The findings are drawn from this relatively small pool of qualitative data and the limitations of the study, as well as the areas for further research, are indicated at the end of the paper.
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Pekarek, Andreas, Ingrid Landau, Peter Gahan, Anthony Forsyth und John Howe. „Old game, new rules? The dynamics of enterprise bargaining under the Fair Work Act“. Journal of Industrial Relations 59, Nr. 1 (23.09.2016): 44–64. http://dx.doi.org/10.1177/0022185616662311.
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Over the last quarter century, enterprise bargaining has evolved to be a primary mechanism through which wages and conditions of employment are determined in Australia. Since the introduction of the Fair Work Act, the process for negotiating enterprise agreements has been governed by principles of good faith bargaining. There has been considerable debate over the potential for these provisions to change the dynamics of bargaining, yet empirical evidence of these effects remains limited. This article reports on a field study investigating the experiences of industrial parties negotiating enterprise agreements during the first three years of the Fair Work Act. Drawing on the tribunal's own case management database, along with a large sample of interviews, the study provides a more systematic examination of the extent to which the parties have deployed the new principles governing collective bargaining, with a particular focus on good faith provisions, and whether these principles have altered the dynamics of bargaining practices.
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Beamond, Maria Teresa, Elaine Farndale und Charmine E. J. Härtel. „Frames and Actors: Translating Talent Management Strategy to Latin America“. Management and Organization Review 16, Nr. 2 (26.12.2019): 405–42. http://dx.doi.org/10.1017/mor.2019.33.
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ABSTRACTMultinational enterprises (MNEs) transfer their corporate strategies to subsidiaries globally, and in so doing, embark on a translation process. Despite the prevalence of MNEs and their investments in emerging economies, little is known about how local factors affect key actors when translating corporate talent management (CTM) strategies to these regions. This study draws from the translation and talent management literatures to explore the travel of ideas in the context of CTM. Relevant frames (narratives that emerge around actions) and actors are proposed and explored empirically in a qualitative study of 76 employees across an Australian mining MNE with subsidiaries located in Latin America. The findings support extant literature as well as uncovering new frames (categorized in external or corporate, and internal or local) and actors (including non-managerial) as part of the translation process. The findings suggest the need to balance talent management strategies between corporate and subsidiaries by being aware of internal and external frames including in both urban and rural locations. This understanding provides further clarification of the global versus local paradox faced by MNEs. Implications for future research and practice are discussed.
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Jones, Stephanie. „The Decline of British Maritime Enterprise in Australia: The Example of the Australasian United Steam Navigation Company, 1887–1961“. Business History 27, Nr. 1 (März 1985): 59–74. http://dx.doi.org/10.1080/00076798500000004.
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