Journal articles: 'Workforce restructuring'

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Wyatt, J. P. "Restructuring our workforce." Emergency Medicine Journal 21, no. 5 (September 1, 2004): 526–27. http://dx.doi.org/10.1136/emj.2003.011791.

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Hakim, Catherine. "Workforce Restructuring in Cross-National Perspective." Work, Employment & Society 9, no. 2 (June 1, 1995): 379–88. http://dx.doi.org/10.1177/0950017095009002010.

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Hakim, Catherine. "Workforce Restructuring in Cross-National Perspective." Work, Employment and Society 9, no. 2 (June 1995): 379–88. http://dx.doi.org/10.1177/095001709592009.

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Triggle, Nick. "Scotland faces questions over restructuring health workforce." Nursing Children and Young People 26, no. 6 (July 8, 2014): 8–9. http://dx.doi.org/10.7748/ncyp.26.6.8.s9.

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Flecker, Jörg. "Outsourcing, Spatial Relocation and the Fragmentation of Employment." Competition & Change 13, no. 3 (September 2009): 251–66. http://dx.doi.org/10.1179/102452909x451369.

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This paper analyses the impact of external restructuring along value chains (including outsourcing, relocation and spatial concentration of activities) on work and employment. Drawing on findings of a European research project covering manufacturing and service industries, the paper highlights the dynamics of value chain reorganisation. Regarding employment consequences, it is argued that external restructuring leads to a fragmentation of employment and work as labour processes are stretched over organisational boundaries and workforces are divided by different employment contracts and terms and conditions. Generally, employment and working conditions worsen downstream in the value chain. However, because of increasing competition within value chains and networks, externalisation often no longer cushions the workforce of core firms against pressures and risks.

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Hakim, Catherine. "Workforce Restructuring, Social Insurance Coverage and the Black Economy." Journal of Social Policy 18, no. 4 (October 1989): 471–503. http://dx.doi.org/10.1017/s0047279400001823.

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ABSTRACTThe national insurance system of contributory work-related benefits was designed for a ‘core’ workforce in continuous full-time employment. It provides incomplete coverage for the rising numbers of people in the peripheral workforce: part-time jobs, temporary work and self-employment. National estimates are presented for workers whose earnings are below the national insurance threshold, and who are thus excluded from social security benefits such as unemployment, sickness and retirement benefits—roughly 2 million in the period 1985–87. It is estimated that another million workers at least are within the NI net, but outside the income tax net. In addition, there are up to 2 million non-working people who have trivial earnings that leave them outside the NI and tax nets. Homeworkers are found in both these groups. The paper discusses the implications of these findings for claims about the size of the black economy and the characteristics of people participating in the black economy, and for the future development of the social insurance system.

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Bradley, Helen. "Using assessment tools in redeployment or redundancy settings." Assessment and Development Matters 3, no. 1 (2011): 2–4. http://dx.doi.org/10.53841/bpsadm.2011.3.1.2.

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During times of change and turbulence, organisations need to accurately evaluate the capability of the workforce in order to make important restructuring decisions. This article discusses eight important steps to consider in the process.

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Littler, Craig R., and Thomas Bramble. "Conceptualising Organizational Restructuring in the 1990s." Journal of Management & Organization 1, no. 1 (January 1995): 45–56. http://dx.doi.org/10.1017/s1833367200006416.

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AbstractOrganizational restructuring in Western economies has proceeded along different trajectories during the latter part of the 1980s and early 1990s. Traditional theories of organizational restructuring have inherent limitations associated with a ‘growth bias’. Various new concepts have been put forward, both prescriptively in order to shape organizational change, and analytically in order to capture the nature of those changes. By contrast, these concepts are premised on organizational workforce reduction. This article considers four widely diffused concepts of organisational restructuring - downsizing, delayering, lean production and re-engineering - and argues that the trajectories of change require a broader understanding than has been provided by existing concepts. Towards this end, an integrated model is put forward.

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Littler, Craig R., and Thomas Bramble. "Conceptualising Organizational Restructuring in the 1990s." Journal of the Australian and New Zealand Academy of Management 1, no. 1 (January 1995): 45–56. http://dx.doi.org/10.5172/jmo.1995.1.1.45.

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AbstractOrganizational restructuring in Western economies has proceeded along different trajectories during the latter part of the 1980s and early 1990s. Traditional theories of organizational restructuring have inherent limitations associated with a ‘growth bias’. Various new concepts have been put forward, both prescriptively in order to shape organizational change, and analytically in order to capture the nature of those changes. By contrast, these concepts are premised on organizational workforce reduction. This article considers four widely diffused concepts of organisational restructuring - downsizing, delayering, lean production and re-engineering - and argues that the trajectories of change require a broader understanding than has been provided by existing concepts. Towards this end, an integrated model is put forward.

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Müller-Mundt, Gabriele. "Trends in Hospital Restructuring and Impact on the Workforce in Germany." Medical Care 35, Supplement (October 1997): OS132—OS142. http://dx.doi.org/10.1097/00005650-199710001-00017.

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Waraich, Sushmita Biswal, and Gopa Bhardwaj. "Workforce Reduction and Survivors' Psyche: A Review." Management and Labour Studies 27, no. 4 (October 2002): 229–44. http://dx.doi.org/10.1177/0258042x0202700401.

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The global economic slowdown has necessitated strategies such as downsizing, restructuring, etc. This has widely affected the employees, whether they are the victims or survivors. While the victims have always been a matter of concern, the present paper examines the psychological status of the survivors. The review of literature takes into account recent empirical findings on dimensions such as motivation, commitment, etc of the survivors. Along with interpretation of existing dimension we present the possible impact on behavioral outcomes as communication, leadership, etc. These empirical studies have shown evidences contrary to commonsense rationale and linkages. While workforce reduction has become inevitable, if certain processes are taken care of, the transition becomes smoother or else the whole exercise of cutting costs might backfire.

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Mak, Karin, and Grace Meng. "Workforce Development: Its Potential and Limitations for Chinese Garment Workers." AAPI Nexus Journal: Policy, Practice, and Community 3, no. 2 (2005): 16–38. http://dx.doi.org/10.36650/nexus3.2_16-38_maketal.

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Today’s changing political and economic environment requires new strategies and collaborations in order to effectively advocate for the rights of garment workers. Globally, a major restructuring of apparel production is anticipated in 2005, which will further enable apparel retailers and manufacturers to move production to countries offering the lowest labor costs. California could lose more than half of its industry, leaving 50,000 immigrants unemployed. Workforce development is a possible way to help transition garment workers into better jobs. The article reflects upon the experiences of Chinese garment workers with the workforce development system, and points out that workforce development alone is not enough to confront the challenges facing garment workers in the global economy.

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Waraich, Sushmita Biswal, and Gopa Bhardwaj. "Workforce Reduction and the Need for Outplacement Services." Management and Labour Studies 28, no. 2 (May 2003): 141–52. http://dx.doi.org/10.1177/0258042x0302800203.

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Employee reduction due to reasons such as merger & acquisitions, restructuring etc. has become a reality now. So it is important to ensure that the victims are treated in a just way. This reduces the chances of the survivors, the remaining employees, to perceive the management as insensitive. Providing outplacement assistance for existing employees is a critical part of managing the transition process. Outplacement is a process through which the counsellor helps the concerned employee in engaging oneself with new opportunities and giving directions for the same. In other words, it is a career continuation programme, where the outplacement counsellor's help is taken to smoothen the transition from the last job to the next career. At the same time, it goes a long way in strengthening the organization — society interface, even during such unpleasant times.

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Shabat, Manal Elsayed. "Early retirement incentive programs as a human resources restructuring strategy in public sector." Review of Economics and Political Science 5, no. 1 (January 13, 2020): 69–90. http://dx.doi.org/10.1108/reps-06-2019-0087.

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Purpose The purpose of this paper is to analyze the conceptual framework about human resources downsizing and restructuring and how organizations of the public sector can do that effectively and efficiently. These facts drive to the conclusion that the implementation of early retirement incentives requires the most elaborate planning and execution to be effective, predictable and safe in the long term. Design/methodology/approach This paper adopts an analytical, descriptive methodology approach to describe the basic features of the data by using the descriptive research design. Data have been collected through different sources, which include secondary data, to introduce the theoretical literature of the subject as books, journals, articles, published working papers and referred previous studies related to the same subject. Findings Downsizing process is a deliberate administrative process that includes, but is not limited to, workforce reduction and is primarily aimed at achieving efficiency in public organizations. The definition of workforce downsizing may be narrowed to reducing the number of workers, or more likely to refer to general efforts to restructuring human resources in public organizations, Early Retirement Incentive Programs (ERIP) represents a viable alternative for organizations seeking to reduce staff. For the ERIP to be successful, the program coordinator must understand the business objectives and goals that the organization is trying to obtain. Originality/value Human resources strategies concerning downsizing public administration workforce should be more appropriate to those who leave the organization and those who stay at work, reducing the negative psychological, administrative and economical effects. This could be achieved through a strategy called early retirement incentive programs.

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Williams, Stephen L., and Charles J. Fox. "Organizational Approaches for Managing Mid-Career Personnel." Public Personnel Management 24, no. 3 (September 1995): 351–63. http://dx.doi.org/10.1177/009102609502400307.

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There is a growing concern about the ramifications of significant restructuring of the workforce in the next century. While there has been considerable attention given to the education, training, and motivation of new workers, less attention has been given to parts of the existing workforce, particularly mid-career personnel. As the average age of the workforce steadily increases and attrition reduces the number of qualified workers, there will be a growing need for innovative methods of keeping experienced and knowledgeable personnel productive. This resource can be invaluable for maintaining organizational productivity as well as meeting the challenges of the next century. Characteristics of the mid-career worker and possible organization strategies for managing this resource are presented. In the end, it is realized that the solution to this personnel management issue will require multiple approaches.

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Mosca, Joseph B. "The Restructuring of Jobs for the Year 2000." Public Personnel Management 26, no. 1 (March 1997): 43–59. http://dx.doi.org/10.1177/009102609702600105.

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Organizations and employees can plan on one certainty, “Change”. Change is one result of organizational development, and it will continue in the future. In the background of these factors are the corporation changes, and the human dimension which managers and society must contend with. As changes in the new direction of the corporation are planned, employees will have to plan their direction as well. The focus of this paper is on how jobs will be restructured in the year 2000. This restructuring of the workforce is a result of new organizational development and job changes. A discussion on the causes of these changes are followed by an illustration of what the restructured jobs will consist of, and how to adapt.

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Köhler, Holm-Detlev, and Sergio González Begega. "We say no to La Monroe closure! local defiance to global restructuring in a transnational company." critical perspectives on international business 14, no. 1 (March 5, 2018): 83–100. http://dx.doi.org/10.1108/cpoib-04-2017-0018.

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Purpose This paper aims to examine the reaction of a local workforce to global restructuring in a transnational company (TNC), which entailed the closure of a manufacturing plant (La Monroe) in Northern Spain. The article explores the micro-political nature of the corporate decision to close the plant, the workforce reaction to relocation and the discourse legitimizing global restructuring. It also delves into the contra-hegemonic potential of labour as a main stakeholder in TNCs. Design/methodology/approach The methodological approach is qualitative. The article presents a theoretically informed and analytical case study based on the literature on micro-politics and power relations in TNCs. Fieldwork is based on semi-structured interviews carried out with relevant stakeholders and other external actors to the TNC. Findings The findings substantiate the dynamic role of micro-politics within TNCs. The article presents and discusses evidence of the formation of a broad multi-level political network of resistance to a plant closure plan. Research limitations/implications More case study analysis would further support the findings in the paper and provide for a comparative approach. Originality/value The article substantiates the dynamic role of micro-politics and power relations in the reification of social norms and discourses on production relocation. It offers an empirical appraisal of the micro-political approach to global restructuring in TNCs. The article also puts labour strategies at the forefront of the analysis in corporate relocation.

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Beaton, Ann M., and Francine Tougas. "The Representation of Women in Management: The more, the Merrier?" Personality and Social Psychology Bulletin 23, no. 7 (July 1997): 773–82. http://dx.doi.org/10.1177/0146167297237010.

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The purpose of the present study is to examine how the numerical restructuring of the workforce affects the experiences of women within management. Research suggests that when considering numerical restructuring, a distinction should be made between the numerical representation of women and their level of intrusiveness. The effects of these two factors on the experiences of discrimination among female managers were examined in light of the concept of relative deprivation. Moreover; relative deprivation was used to account for women's motivation to promote their personal and collective situation. Reactions from a total of 253 female managers were investigated. Structural equation modeling technique (EQS) confirmed in part the proposed model Practical and theoretical issues are discussed.

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Pulkingham, Jane. "Employment Restructuring in the Health Service: Efficiency Initiatives, Working Patterns and Workforce Composition." Work, Employment & Society 6, no. 3 (September 1, 1992): 397–421. http://dx.doi.org/10.1177/0950017092006003006.

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Pulkingham, Jane. "Employment Restructuring in the Health Service: Efficiency Initiatives, Working Patterns and Workforce Composition." Work, Employment and Society 6, no. 3 (September 1992): 397–421. http://dx.doi.org/10.1177/095001709263005.

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Toner, Phil. "Restructuring the Australian Construction Industry and Workforce: Implications for a Sustainable Labour Supply." Economic and Labour Relations Review 17, no. 1 (September 2006): 171–202. http://dx.doi.org/10.1177/103530460601700107.

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Diekman, Amanda B., and Tessa M. Benson-Greenwald. "Fixing STEM Workforce and Teacher Shortages: How Goal Congruity Can Inform Individuals and Institutions." Policy Insights from the Behavioral and Brain Sciences 5, no. 1 (February 8, 2018): 11–18. http://dx.doi.org/10.1177/2372732217747889.

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As demands increase for individuals with expertise in science, technology, engineering, and mathematics (STEM), educational institutions and workplaces seek to identify strategies to recruit and retain talented individuals in STEM pathways. We investigate recruitment and retention into the STEM workforce and into primary and secondary STEM education careers by analyzing whether a particular role allows an individual to fulfill goals. The two occupational pathways reviewed here pose different goal congruity challenges: The STEM workforce seems to lack communal (other-oriented) goal opportunities, but math and science K-12 teaching seems to lack agentic (self-oriented) goal opportunities. Restructuring educational and occupational roles to maximize the pursuit of valued goals can encourage STEM recruitment and retention.

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Madara, Joseph, Peter Mwaura, and David Gichuhi. "Influence of post-merger restructuring on organizational development." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 7 (November 7, 2021): 363–69. http://dx.doi.org/10.20525/ijrbs.v10i7.1408.

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Corporate mergers are important for organizations to position themselves for growth and development. Stanbic Bank was formed as a result of a merger between CFC Bank and Stanbic Bank. Anecdotal evidence suggests that the merger has led to positive outcomes, but specific aspects of the merger that have contributed towards the organizational development of Stanbic Bank remain unclear. The study investigated the influence of Post-Merger Restructuring on the organizational development of Stanbic Bank Kenya. It was guided by efficiency theory and collected data from 27 branch managers and 9 senior sectional heads using a semi-structured questionnaire where a 75% response rate was achieved. Data were analyzed using descriptive and inferential statistics. Results showed that post-merger restructuring has a positive and statistically significant influence on organizational development at Stanbic Bank. The researcher concluded that post-merger restructuring had a positive influence on the organizational development of banks. The study recommends that banks should retrain their workforce, inculcate new culture, and redesign their operations in the post-merger period so as to realize the intended benefits.

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Gachie, Wanjiru. "Project risk management: A review of an institutional project life cycle." Risk Governance and Control: Financial Markets and Institutions 7, no. 4-1 (2017): 163–73. http://dx.doi.org/10.22495/rgc7i4c1art8.

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This article is a desktop analysis of project risk management involving a project management institutional restructuring. The pragmatic nature of this research allows for the literature review and the document analysis to be integrated and presented as both a descriptive and analytical research. The analysis demonstrates that the project committee did not proactively manage project risk. The restructuring was a change management project, entailing the implementation of many organisational changes, such as restructuring, lay-off of some part of the administrative workforce, adoption of new technology, provision of new approaches to well-established procedures, and implementation of new performance initiative, the process which should have been managed with an effective integrated risk strategy and plan. Analysis of the restructuring project risk management exhibits little evidence of a systematic (computer based or manual) record that should have provided policies, procedures, and structures for managing risk. The article concludes that the restructuring risk process was inadequate and it could not have ensured a successful project. An analysis of the restructuring project risk monitoring and control exhibits a reactive rather than proactive application of risk management procedures. The analysis further indicates that the committee failed to make use of the various project risk management processes, standards, and guidelines. Based on the conclusions, the article recommends that project risk planning, strategy, control, and monitoring should be put in place for future institutional projects. The project management team should also put in place procedures for primary stakeholders engagements, identify and address their nature of interest and power in future risk management projects.

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Dunford, Michael, and Lidia Greco. "Geographies of Growth, Decline and Restructuring." European Urban and Regional Studies 14, no. 1 (January 2007): 27–53. http://dx.doi.org/10.1177/0969776406072663.

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This article deals with the recent evolution of the Italian steel industry and of steel-making activities in two localities in the Mezzogiorno. After providing an account of the rise and fall of the public steel sector in Italy and its role in shifting the industry’s centre of gravity to the South, it concentrates on a conceptually informed discussion of the remarkable rise of northern mini-mill operations and the subsequent acquisition by a few of these companies of the privatized public enterprises in the 1990s. Most attention is paid to two of the leading new companies (Lucchini and Riva) and to the trajectories of some of their steel-making activities in two localities in Basilicata and Apulia. The trajectories of these companies and localized steelmaking activities are themselves explained in the light of the resources and strategies of corporate actors and the context in which these actors operate. Actors’ strategies are driven by a quest for profits and a struggle to accumulate in the face of competition from rival producers, and are examined in relation to the economics of steel production in the Italian South, the processes of workforce recomposition in Taranto and the tensions between profitability and environmental protection. The context includes cyclical and secular trends in the consumption and production of steel, some of the aid and restructuring actions of the ECSC, some of the specific characteristics of accumulation and competition in the steel sector and the legacies of earlier phases of local development that helped shape actors’ strategies.

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Phillips, Jim. "Deindustrialization and the Moral Economy of the Scottish Coalfields, 1947 to 1991." International Labor and Working-Class History 84 (2013): 99–115. http://dx.doi.org/10.1017/s0147547913000264.

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AbstractThe long-running deindustrialization in the Scottish coalfields, the consequence of political decisions, took place in three distinct periods analyzed here: “restructuring,” 1958–1967, when, in response to union activism, a large number of closures was offset by government and industry initiatives to provide or stimulate alternative employment; “stabilization,” 1968–1977, when closures were minimized as the broader industrial economy slowed; and then “accelerated contraction,” 1978–1987, within the larger program of economic restructuring engineered by Margaret Thatcher's Conservative UK governments. Moral economy arguments shaped the debate about deindustrialization in the first two phases: closures were legitimate only where agreed to by the workforce, who would in turn receive guaranteed economic security. These factors did not apply in the final phase, when closures were enforced and redundant miners had limited employment alternatives.

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Jo, Yong Chul, and Jun Heo. "Verification of Presidential Election Pledge on Police and the Measures on Desirable Workforce Restructuring." Korean Association of Police Science Review 19, no. 3 (June 30, 2017): 239–62. http://dx.doi.org/10.24055/kaps.19.3.9.

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Mason, Geoff, and Karin Wagner. "Restructuring of automotive supply-chains: the role of workforce skills in Germany and Britain." International Journal of Automotive Technology and Management 5, no. 4 (2005): 387. http://dx.doi.org/10.1504/ijatm.2005.008582.

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Moos, Markus, and Andrejs Skaburskis. "Workplace Restructuring and Urban Form: The Changing National Settlement Patterns of the Canadian Workforce." Journal of Urban Affairs 32, no. 1 (February 2010): 25–53. http://dx.doi.org/10.1111/j.1467-9906.2009.00476.x.

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Carter, Bob, and Howard Stevenson. "Teachers, workforce remodelling and the challenge to labour process analysis." Work, Employment and Society 26, no. 3 (June 2012): 481–96. http://dx.doi.org/10.1177/0950017012438579.

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Early attempts to examine the labour process of teaching concentrated on the processes of de-skilling and proletarianization and were largely ignored. Subsequent attempts to amend the approach have had similarly limited impact. This article examines the restructuring of teachers’ work during the last Labour government under the auspices of ‘workforce remodelling’, a policy intended ostensibly to reduce workload pressures on teachers. Rather than this outcome, the result was the further division of labour and increased intensity and control of teachers’ work through the extension of managerial hierarchies within schools. These developments, it is argued, are best captured and explained by an analysis informed by labour process theory. The account is based on the results of two years’ funded research involving extensive interviews with education officials and trade union officers at national and local authority level, and head teachers and other staff in 12 schools located in three contrasting local authorities.

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Lovell, Sarah, and Pat Neuwelt. "The health promotion shift into Primary Health Organisations: Implications for the health promotion workforce." Journal of Primary Health Care 3, no. 1 (2011): 41. http://dx.doi.org/10.1071/hc11041.

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INTRODUCTION: Reconciling the primary care sectors traditional concern for individual health outcomes with a population health approach is integral to the implementation of New Zealands Primary Health Care Strategy, and a key challenge for health promotion in New Zealand. The purpose of this study was to examine the views of health promoters, their funders and managers toward the implementation of the Primary Health Care Strategys health promotion agenda. METHODS: Focus groups and interviews were carried out with 64 health promoters and 21 health sector managers and planners and funders over the 12 months beginning March 2008. Interview and focus group transcripts were analysed thematically. FINDINGS: Primary Health Organisations (PHOs) have been perceived as both an opportunity and a threat to health promotion. The opportunity was seen to lie in the development of health promotion responsive to the needs of communities. Yet the numerous PHOs that emerged spread funding and capacity for health promotion thin, particularly amongst smaller PHOs. CONCLUSION: The failure of the Ministry of Health to engage the health promotion workforce in the development and implementation of the Primary Health Care Strategy has led to a clear sense of vulnerability among health promoters. Ideological divisions between primary care and public health have been exacerbated by the restructuring of health promotion funding and delivery. Within non-governmental organisations and public health units concern continues to surround the legitimacy of health promotion approaches undertaken within the primary health care sector. KEYWORDS: Health promotion; primary health care; health policy; Primary Health Organisations; New Zealand; restructuring

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Watson, Graeme. "AWARD RESTRUCTURING IN THE HYDROCARBONS INDUSTRY — PROGRESS AND PROSPECTS." APPEA Journal 31, no. 1 (1991): 481. http://dx.doi.org/10.1071/aj90043.

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Award restructuring is the most significant development in industrial relations reform in recent times. The process evolved from the Australian Industrial Relations Commission's concern for the economy and recognition of the need for micro-economic reform. It encourages a fundamental review of work practices, award structures, union coverage and the organisation of the workforce with a particular focus on the enterprise. Award restructuring has particular relevance to the upstream hydrocarbons industry in which stability, labour flexibility, efficiency, skill development and multi-skilling are of critical importance.It is acknowledged that the potential for change in the hydrocarbons industry is not as great as in most other industries. Award regulation in the industry is relatively new; it has been established with close regard to the needs of the industry and it has evolved to enable a greater enterprise focus prior to the adoption of award restructuring by the Australian Industrial Relations Commission (AIRC). Nevertheless, there are a number of changes which can give rise to greater efficiency and productivity and these need to be developed. It may be that an innovative approach is required in view of the unique circumstances of the industry.

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De Almeida, Maria de Fátima Gutierrez, Paulo S. Figueiredo, and Josiane Dantas. "THE SOCIOECONOMIC CONDITIONS OF WASTE PICKERS IN BAHIA, AND AN EVALUATION OF A WORKFORCE RESTRUCTURING." Revista de Gestão Social e Ambiental 11, no. 1 (April 20, 2017): 2. http://dx.doi.org/10.24857/rgsa.v11i1.1253.

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Bailey, Byron J. "Restructuring the workforce in otolaryngology-head and neck surgery: It's time to play “what if?”." Laryngoscope 105, no. 11 (November 1995): 1149–51. http://dx.doi.org/10.1288/00005537-199511000-00001.

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Piat, Myra, and Judith Sabetti. "The Development of a Recovery-Oriented Mental Health System in Canada: What the Experience of Commonwealth Countries Tells Us." Canadian Journal of Community Mental Health 28, no. 2 (September 1, 2009): 17–33. http://dx.doi.org/10.7870/cjcmh-2009-0020.

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This article examines how the recovery concept has been introduced into national mental health policies in New Zealand, Australia, and England. Five overall themes are identified as critical in shifting to a recovery-oriented system: restructuring of mental health services, promoting mental health and preventing mental illness, developing and training the workforce, cultivating consumer participation and leadership, and establishing outcome-oriented and measurable practices. These issues are vital in the uptake of recovery and should guide the overall direction of the Canadian Mental Health Commission's mental health strategy.

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Stevenson, Howard. "Restructuring Teachers’ Work and Trade Union Responses in England: Bargaining for Change?" American Educational Research Journal 44, no. 2 (June 2007): 224–51. http://dx.doi.org/10.3102/0002831207302194.

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A key feature of current school-sector reform in England is the restructuring of teachers’ work and the increased use of support staff to undertake a range of activities previously undertaken by teachers. Supporters speak of a new teacher professionalism focused on the “core task” of teaching. Critics fear deprofessionalization through a process of deskilling, work intensification, and labor substitution. This article uses labor process theory and empirical data to analyze recent developments in teachers’ work and links these to the different ways in which teacher trade unions have bargained over reform. The article argues that workforce reform cannot be analyzed separately from the trade union strategies that seek to influence policy and that the emergence of a type of “reform unionism” in England represents the integration of product and process in policy.

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Kumar Sahoo, Chandan. "HR powers turn-around at Talcher thermal plant." Human Resource Management International Digest 22, no. 4 (June 3, 2014): 16–18. http://dx.doi.org/10.1108/hrmid-07-2014-0081.

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Purpose – The purpose of this paper id to observe how imaginative human resource (HR) management has helped overcome resistance and improve performance following the takeover of the Talcher thermal power station in Odisha, India, by central government’s National Thermal Power Corporation (NTPC). Design/methodology/approach – Explores how a performance-management system, training and employee-involvement schemes have helped to reconcile the workforce to working practices designed to increase production and return the plant to profit. Findings – This paper explains that HR is now run in a more codified and less capricious way. Practical implications – This paper reveals that the plant, which now provides one of the cheapest sources of thermal power in India, is contributing to the overall wealth of the state in which it is situated. Social implications – It examines, in particular, how employee involvement is helping calm workforce fears over restructuring. Originality/value – It provides the inside story of the turn-around at an Indian power plant.

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Morgan, Glenn, and Valeria Pulignano. "Solidarity at Work: Concepts, Levels and Challenges." Work, Employment and Society 34, no. 1 (January 23, 2020): 18–34. http://dx.doi.org/10.1177/0950017019866626.

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Solidarity is not a unified phenomenon with unchanging qualities; it partakes of moral, political and performative elements that are underpinned and reinforced by a shared work context, an organisational infrastructure and an institutional frame which together create distinctive path dependencies in solidarity across different forms of capitalism. Neo-liberalism has challenged these path dependencies by changing the material conditions and the ideological terrain, by heightening the diversity of the workforce, by restructuring the institutional context. However, this is not the end of solidarity and the article addresses the question of what sort of solidarities are now emerging and how.

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Buligina, Ilze, and Geoff Chivers. "International Partnership for Continuing Education and Training Expansion in the Baltic States." Industry and Higher Education 13, no. 3 (June 1999): 184–90. http://dx.doi.org/10.5367/000000099101294519.

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This paper reviews the benefits of international partnership in the development of strategies for the expansion of continuing education and training in the Baltic States. Following fifty years of Soviet control, the independent Baltic States are urgently restructuring their social and economic systems in line with modern European principles. The expansion of continuing education and training provision is of primary importance in this task, with a focus on stronger links between the workforce and higher and further education. This paper shows the progress achieved to date by close cooperation between the Latvian and UK partners, and outlines the likely direction of future activities.

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Burlingame, Harold W., and Michael J. Gulotta. "Case Study." Compensation & Benefits Review 30, no. 6 (November 1998): 25–31. http://dx.doi.org/10.1177/088636879803000605.

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The potential for using a cash balance pension plan as a restructuring tool is one reason it is gaining favor throughout corporate America. Another reason is that it can give employees a better understanding and appreciation of their retirement benefits. Both reasons are important at a time when companies are changing rapidly and sometimes downsizing and when employees are less likely to stay in one place long enough to anticipate reaping the rewards of a defined bene-fit plan. Cash balance plans combine some of the best features of defined contribution (DC) and defined benefit (DB) plans. For employers, they provide more flexibility than traditional DB plans and help companies achieve their strategic objectives. For employees, they better meet the needs of a changing workforce by delivering portable, easily understood benefits. Since 1985, more than 200 companies have replaced their DB pension plans with a cash bal-ance design. One of the newest and most enthu-siastic proponents is AT&T, which, with the help of consulting firm ASA, Inc., designed a cash bal-. ance plan to help meet its restructuring goals.

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Yang, Chun. "The transformation of foreign investment-induced ‘exo(genous)-urbanisation’ amidst industrial restructuring in the Pearl River Delta, China." Urban Studies 57, no. 3 (September 2, 2019): 618–35. http://dx.doi.org/10.1177/0042098019859266.

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The 2010s have witnessed a growing body of literature on urban transformation and industrial restructuring in the global south, particularly China. However, insufficient attention has been paid to the interplay between the parallel processes in the transition of globalisation. The existing literature on urban transformation and industrial restructuring in China has focused on the analysis of internal dynamics at the national level, whereas the evolution of the lower levels of urban and rural settlements (i.e. towns and villages) in the changing dynamics of globalisation has not been thoroughly discussed. Drawing on the evolutionary notion of ‘strategic coupling’ from Global Production Network (GPN) theory, this study attempts to highlight connections between urban transformation and industrial restructuring in China. Particular attention is paid to the ongoing industrial upgrading, relocation and transformation that started in the mid-2000s, and the subsequent effects on the prevalent foreign direct investment (FDI)-induced exo(genous)-urbanisation in the Pearl River Delta (PRD). Drawing on years of extensive field investigation, particularly in-depth interviews with entrepreneurs, officials, migrants and villagers in representative towns in Dongguan, the current study argues that exo-urbanisation has undergone a paradigm shift and uneven patterns of transformation. Some towns (e.g. Humen and Chang’an) have witnessed stagnation due to the deliberate decoupling of low-skilled migrant labour and labour-intensive firms, whereas others (e.g. Songshanhu) have developed into high-tech zones driven by the strategic recoupling of technology-based domestic firms and a high-skilled workforce. This study sheds light on new avenues for future research on industrial restructuring and urban transformation amidst the changing global–local dynamics.

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Krieger, Alexandra. "TUI AG – a group under pressure from the capital market. A workforce fights successfully against the break-up of its company." Transfer: European Review of Labour and Research 15, no. 2 (January 1, 2009): 251–70. http://dx.doi.org/10.1177/102425890901500207.

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For years, TUI AG was pressured by active shareholders to concentrate on its core business - tourism - and break free from the shipping company Hapag-Lloyd AG. For five years, by constantly adopting new group restructuring measures, the Board managed to fend off the shareholders' demand. Then, in 2008, it finally opted to sell, triggering an unprecedented fight by the workforce to prevent the company from being sold to Asia. In the end, dogged persistence, strategic skill and sheer courage enabled the Board to pull off something that virtually everyone had written off as impossible: Hapag-Lloyd was sold to a Hamburg-based consortium and the associated jobs remained in Hamburg.

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Redondo Carrero, Emilio. "Migration and Institutional Inertia: Restructuring the Intergovernmental Committee for European Migration, 1958–1961." Journal of Migration History 8, no. 1 (March 21, 2022): 56–84. http://dx.doi.org/10.1163/23519924-08010004.

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Abstract When the Intergovernmental Committee for European Migration (icem), today the International Organization for Migration (iom), was born in 1951, its main objective was to alleviate demographic pressure in post-war Europe by relocating workers and their families to overseas countries lacking in workforce. But after the European continent’s rapid recovery in the decade that followed, icem did not disappear. Instead, it tried to adapt to the changes and focussed on new objectives in order to maintain its role as a necessary organsation. This article focuses on the crisis icem experienced circa 1960. Based on the analysis of sources from the organisation, government documents and press from that period, I attempt to explain to what extent the restructuring undertaken from 1958 to 1961 signified a real attempt to adapt to the new social reality, and to what extent it was due to the force of inertia and the aim to carry on.

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Bose, Suvendu. "Restructuring State-owned Enterprises of a State Government of India: Problems, Prospects, and Lessons Learnt." Vikalpa: The Journal for Decision Makers 36, no. 3 (July 2011): 47–60. http://dx.doi.org/10.1177/0256090920110304.

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Poor performance has become a regular feature of the state-owned manufacturing enterprises in spite of their having experienced workforce, old brand reputation, etc. Most of them have fallen into a vicious cycle due to their prolonged poor performance. The problem starts with the poor working capital position, leading to high raw material cost and uncompetitive final product pricing. This leads to the generation of a very low investible surplus. Not having investible surplus has forced the state-owned manufacturing companies to a financial situation where they are facing severe dearth of capital. The age-old plant and machineries coupled with outdated technology used for production face severe problem under the dearth of capital condition and the manufacturing units become incapable of generating sufficient investible surplus. Lack of modernization of machinery and upgradation of people skills lead to constraints in producing value-added product which have both market demand as well as the potential for greater contribution than the regular product. Therefore, the manufacturing companies continue to perform poorly, without any product-mix diversification. The poor operational performance also gets reflected in their financial performance. Despite having positive contribution at operating margin before direct labour, most of the state-owned manufacturing companies are incurring losses at Earning Before Interest, Tax, Depreciation and Amortisation (EBITDA) level, even under the best-case scenario, mainly because of huge amount of employee cost. This paper suggests two solutions for these manufacturing companies — restructuring and disinvestments. The financial restructuring of the state-owned enterprises has become a unique programme in the country having the following key features: Broad political consensus has been arrived at on the financial restructuring programme. Unique and extensive stakeholder consultation process has been adopted to facilitate buy-in of staff associations and unions on restructuring proposals Innovative framework and principles have been established for: categorization of enterprises early retirement scheme for employees Social Safety Net programme financial restructuring transparent and competitive bidding process with in-built safeguard A Public Enterprises Cell has been created for guiding the restructuring efforts. Impact of government's budgetary resources is seen in reduction of the State loan exposure to the tune of around Rs.344 crore, primarily through conversion of loans to equity. Impact on performance of enterprises identified for restructuring is reflected in the reduction in aggregate net loss to the tune of around Rs. 67.5 crore. Further improvement of the state-owned enterprises has been recommended based on the lessons learnt during the process of financial restructuring. It is believed that opportunities do exist for widening the scope of the programme.

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Gathers, Cody, Camila M. Mateo, and Colin Sox. "Implementing and Assessing a Resident Diversity Council to Address the Need for a Diverse Clinical Workforce." JAMA Network Open 5, no. 10 (October 24, 2022): e2238240. http://dx.doi.org/10.1001/jamanetworkopen.2022.38240.

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ImportanceMinoritized racial and ethnic groups remain underrepresented in medicine (UIM) compared with the general population. Although many residency programs want to train a diverse group of individuals, methods for implementation are not fully established.ObjectiveTo describe the implementation and restructuring of the Boston Combined Residency Program (BCRP) Diversity Council and evaluate the association between restructuring the BCRP Diversity Council and the number of UIM interns.Design, Setting, and ParticipantsA retrospective cohort study was conducted on a large academic pediatric residency program at Boston Children’s Hospital and Boston Medical Center. Interns who matched in the BCRP from March 17, 2011, to March 18, 2021, were included. Interns who matched in an affiliated medicine-pediatrics residency were excluded because they are not universally exposed to the same recruitment efforts as individuals in the other BCRP tracks.ExposureBecause the BCRP Diversity Council was restructured in 2016, 2011-2016 was defined as the prerestructuring era and 2017-2021 as the postrestructuring era.Main Outcomes and MeasuresThe primary outcome was the proportion of interns who self-identified as UIM.ResultsA total of 516 BCRP interns from 2011 to 2021 were included. A total of 62 individuals (12.0%) identified as racial and ethnic identities UIM (ie, American Indian/Alaska Native, Black/African American, Hispanic/Latino, and Native Hawaiian/Pacific Islander). During the 6-year prerestructuring Diversity Council era, 27 of the 275 BCRP interns (9.8%) were UIM; 35 of 241 BCRP interns (14.5%) were UIM during the 5-year restructured Diversity Council era (χ2 P = .10).Conclusions and RelevanceIn this cohort study, the number of UIM interns was higher after the BCRP Diversity Council was restructured, although the difference was not statistically significant. As the magnitude of the Diversity Council’s influence is multidimensional, perhaps studying additional aspects would have better captured its impact. The BCRP Diversity Council has expanded innovative recruitment initiatives, supported efforts to improve the resident experience, and collaborated with the residency and institutional leadership to promote an inclusive and antiracist learning environment.

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Callaghan, Gill. "The Interaction of Gender, Class and Place in Women's Experience: A Discussion Based in Focus Group Research." Sociological Research Online 3, no. 3 (September 1998): 40–53. http://dx.doi.org/10.5153/sro.142.

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There has been considerable debate about the relative significance of class and gender as factors structuring women's lives. This article reports focus group research which reflects upon that relationship. It argues that we must also understand the significance of place if we are to make sense of the ways in which women's domestic and working lives are shaped and their action in response to structural change. The research is situated in an old industrial city which has experienced very fundamental processes of restructuring. Changes in the nature of work, the move from full to part time, from permanent, skilled manual to casual semi and unskilled work has been reflected in the gendered restructuring of the workforce and a considerable rise in male unemployment. The article reports focus group work with women at mother and toddler groups. These groups were important as a way of gaining access to women who were at a particular point in the lifestage when the dominant concerns might be expected to be domestic ones. Mother and toddler groups are also locality based allowing the significance of place in people's discussions to be understood. The groups discussed experiences of work and domestic relations which expressed identifications and differences based in class, gender and place. While the effects of restructuring were universally recognised as bringing change, women identified differences in the nature and pace of change based on the interaction of structural forces.

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Sarsur Fernández, Humberto F., Lucía M. Buchanan, Federico Cassani, María A. López, and Ayelén La Torre. "Inserción laboral del cirujano joven en la Ciudad de Buenos Aires. Necesidad de reestructuración del sistema de formación del cirujano general." Revista Argentina de Cirugía 113, no. 1 (March 1, 2021): 92–100. http://dx.doi.org/10.25132/raac.v113.n1.1511.ei.

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Background: Training in surgery has remained relatively uniform since the residency programs were introduced. The continuous advances in science have led to the progressive super-specialization of surgeons; 70% of them continue their training with a subspecialty. Objectives: The aim of this study was to identify the proportion of surgeons who dedicate hours of their practice in another activity and to analyze how surgeons enter the workforce. Material and methods: We conducted a prospective and descriptive cross-sectional study with data from a survey, records of the General Directorate of Teaching and Research, and records of competitive selection processes and professional profiles available online. Results: Of 435 survey respondents, 73.3% of the resident graduates continued postresidency training in a surgical subspecialty. Only 24.7% immediately started working in general surgery. Among the graduate trainees in general surgery, only 17.4% were exclusively dedicated to general surgery. Conclusions: The lack of confidence to perform procedures independently and the need for completing 4 years of training in the residency program in general surgery to start training in the professional field of interest, appear as the issued to be solved. We propose a 5-year program with a 2+3 model. The initial period comprises 24 months of basic training covering the general aspects of surgical practice. The second period of advanced training will provide thorough training in the subspecialty chosen. In the last year of the 5-year program trainees will have the opportunity to act as attending surgeons. General surgery, conceived as a subspecialty, would regain its status as an objective and no longer a pathway to become a subspecialist.

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Kapeliushnikov, R. "Composition of Russian Employment: Specifics and Dynamics." Voprosy Ekonomiki, no. 10 (October 20, 2006): 19–40. http://dx.doi.org/10.32609/0042-8736-2006-10-19-40.

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The paper examines industrial, occupational and educational characteristics of Russian employment. The author indicates that although in the post-reform period there were deep and fast changes in the composition of the Russian workforce in some crucial respects it continues to differ substantially from that in many other mature and transition market economies. The paper provides a series of quantitative estimates of the impact that shifts in industrial and occupational structure have exerted on shifts in educational structure of employment. Its main findings suggest that since the mid 1990s the evolution of the educational system in Russia has become mostly autonomous and lost any systematic relationship with economic restructuring, with changes in distribution of workers by industries and occupations.

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Utar, Hale. "When the Floodgates Open: “Northern” Firms' Response to Removal of Trade Quotas on Chinese Goods." American Economic Journal: Applied Economics 6, no. 4 (October 1, 2014): 226–50. http://dx.doi.org/10.1257/app.6.4.226.

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Using the dismantling of the Multi-fibre Arrangement quotas on Chinese textile products in conjunction with China's accession to the World Trade Organization (WTO), within firms adjustments to intensified low-wage competition is analyzed. Employing Danish employer-employee matched data covering from 1995 to 2007, the analysis shows a significant change in the workforce composition of firms in response to heightened competition. Competition is found to negatively affect employment, value-added, and intangible assets of the Danish firms, and firms refocus away from products, where China's competitive advantage becomes higher. The results show an important role of the distributional impact of low-wage competition within firms in restructuring the industry. (JEL F13, F14, F16, L25, L67, P33)

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PARK, Kwang-Heum, Sa-Jean YOUN, and Jaeseung MOON. "The Effect of Workforce Restructuring on Withdrawal Behavior: The Role of Job Insecurity, Career Plateau and Procedural Justice." Journal of Asian Finance, Economics and Business 7, no. 7 (July 31, 2020): 413–24. http://dx.doi.org/10.13106/jafeb.2020.vol7.no7.413.

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Journal articles on the topic 'Workforce restructuring'

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