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Journal articles on the topic 'Workplace reform'

Author: Grafiati

Published: 4 June 2021

Last updated: 6 February 2022

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1

HEDIN, ASTRID. "The Origins and Myths of the Swedish Model of Workplace Democracy." Contemporary European History 24, no. 1 (January 19, 2015): 59–82. http://dx.doi.org/10.1017/s0960777314000423.

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AbstractIn 1976 Sweden adopted a law on workplace democracy, presented by the Social Democratic government as the ‘reform of the century’. What can the reform tell us about the history of the Swedish Model and how it was revised during the early 1970s under the prime minister, Olof Palme? This article compares four grand narratives of the development of welfare states, viewing dominant narratives of the Swedish Model as influential myths in their own right. The article argues that despite its global reputation as a hallmark of ‘democratic socialism’, the Swedish workplace democracy reform was a broad cross-class compromise, in the wake of a pan-European wave of similarly labelled reforms. Furthermore, the reform served to protect workplaces against Communist activism. The argument builds on the internal meeting protocols of the board and executive committee of the Swedish Social Democratic Party.

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2

Erwin, P., B. Parks, K. Knapp, and N. Ieronimo. "Section One Workplace Reform." Management Research News 20, no. 2/3 (February 1997): 11–13. http://dx.doi.org/10.1108/eb028520.

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3

Gustavsen, Bjorn. "Workplace Reform and Democratic Dialogue." Economic and Industrial Democracy 6, no. 4 (November 1985): 461–79. http://dx.doi.org/10.1177/0143831x8564004.

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4

Kerr, Anthony. "The Workplace Relations Reform Project." European Labour Law Journal 7, no. 1 (March 2016): 126–41. http://dx.doi.org/10.1177/201395251600700107.

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5

Egawa, Ikumi, Kentaro Kawakita, Yuki Katagiri, Ami Masuda, Nozomi Ishiyama, Matsumoto Yuji, Andrew I-kang Li, and Ryusuke Naka. "WORKPLACE REFORM WITH CHANGING MANAGEMENT THROUGH THE USER PARTICIPATION WORKSHOP : THE CASE STUDY OF SEIYO CITY OFFICE." Malaysian Journal of Sustainable Environment 6, no. 1 (April 3, 2020): 73. http://dx.doi.org/10.24191/myse.v6i1.8680.

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The research explains about workplace reform, aimed at improving productivity of General Affairs and Policy Planning department of Seiyo officeby changing management through the user participation workshop at 4th floor of Seiyo city office and on the changes of workplace reform. The purpose of this research is to find the changes that are worker's behaviour and worker’s awareness of workplace through workplace reform. The researchers surveyed changes, worker's behaviour and worker's awareness of workplace using workplace reform at 4th floor of Seiyo office as case study. In workplace reform, in order to create a place where new work style can be practiced, the researchers conducted the user participation workshops with workers a total of 6 times. Through the workshops, concept of work style and plan of renovation were proposed. In addition, the researchers did a survey using two methods which were a set of questionnaire and 3 observationsthat is before the workplace renovation, 3 months after the renovation, and 1 year and 3 months after the renovation. The findings obtained from the questionnaire in the first 3 months after the renovation showed that the opinions of the workers were divided between pros and cons against workplace reform. However, the survey of 1 year and 3 months after the renovation showed that almost all workers are satisfied with the new environment. In addition, the researchers found that a positive correlation exist between participation rate of workshops and the satisfaction level. The findings suggest the worth of workshops for workplace reform. In the Observation Survey, the workers needed to select a place freely where they can work comfortably after the workplace reform. For example, they chose to work in refresh space. In addition, the findings from the survey showed that the floor became livelier when the participation rate increses at that workplace. Additionally, the participants became more conscious of the work style such as features of work style, after workplace renovation; they are able to clearly differentiate between short intermittent works separated by conversation and phone and personal work on concentration.

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6

McEwin, R. Ian. "Workplace Accident Compensation Reform A Reappraisal." Australian Economic Review 21, no. 2 (December 1988): 45–60. http://dx.doi.org/10.1111/j.1467-8462.1988.tb00542.x.

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7

Wooden, Mark. "Workplace Relations Reform: Where to Now?" Australian Economic Review 38, no. 2 (June 2005): 176–81. http://dx.doi.org/10.1111/j.1467-8462.2005.00364.x.

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8

Ryan, Matthew. "Workplace Relations Reform, Prosperity and Fairness." Australian Economic Review 38, no. 2 (June 2005): 201–10. http://dx.doi.org/10.1111/j.1467-8462.2005.00367.x.

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9

Cohen-Rosenthal, Edward, and John Mathews. "Catching the Wave: Workplace Reform in Australia." Industrial and Labor Relations Review 49, no. 3 (April 1996): 558. http://dx.doi.org/10.2307/2524208.

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10

Holland, Peter, Peter J. Dowling, and John Mathews. "Catching the Wave: Workplace Reform in Australia." Administrative Science Quarterly 42, no. 1 (March 1997): 197. http://dx.doi.org/10.2307/2393818.

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11

Wax, Amy L. "Family-Friendly Workplace Reform: Prospects for Change." ANNALS of the American Academy of Political and Social Science 596, no. 1 (November 2004): 36–61. http://dx.doi.org/10.1177/0002716204269189.

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Wax, Amy L. "Family-Friendly Workplace Reform: Prospects for Change." ANNALS of the American Academy of Political and Social Science 596, no. 1 (November 2004): 247–50. http://dx.doi.org/10.1177/000271620459600102.

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13

Lee, Ya-Ching, Pin-Yu Chu, and Hsien-Lee Tseng. "Cross-National and Cross-Industrial Comparison of ICT-Enabled Business Process Management and Performance." Journal of Global Information Management 20, no. 2 (April 2012): 44–66. http://dx.doi.org/10.4018/jgim.2012040103.

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Information and communications technologies have changed how firms do business and create value. The objective of this study is to improve the understanding of ICT contribution to firm performance and explore the linkage between ICT impacts and business process management among various countries and industries. This study proposes the ICT-enabled Business Process Management Model. To test the model, survey data from the United States, Taiwan, and Chile was collected. The results show that ICT adoption affects business process management significantly. ICT adoption positively affects workplace reform, leading to workforce reform and improved profits. However, only country differences are recognized in BPM. For the USA, resource planning infrastructure affects workforce reform significantly, and e-commerce infrastructure affects workplace reform significantly, later leading to improved profit. For Taiwan, both resource planning infrastructure and e-commerce infrastructure affect workplace reform significantly, but workforce reform is significantly influenced by resource planning infrastructure. For Chile, the e-commerce infrastructure affects workplace reform significantly, leading to improved profit. This paper contributes to IS research by providing empirical evidence on the impact of ICT adoption on business process management. This paper also explores the impacts of ICT adoption on business process management and financial performance among various countries.

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14

Collard, Sharon. "Workplace Pension Reform: Lessons from Pension Reform in Australia and New Zealand." Social Policy and Society 12, no. 1 (September 25, 2012): 123–34. http://dx.doi.org/10.1017/s1474746412000474.

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The UK Government's workplace pension reforms introduce major changes to the way in which employees save for retirement. Eligible employees will be automatically enrolled into a workplace-based pension scheme and, for the first time in the UK, employers will be legally required to contribute to employees’ pensions. This article critically examines the evidence from New Zealand and Australia, two countries that have undergone pension reforms similar in some ways to the UK reforms. We assess what we can learn from their experiences in two areas: firstly, how pension schemes are structured and, secondly, the outcomes for individuals. The evidence highlights the potential of automatic enrolment to overcome people's disinterest in pension saving. At the same time, relatively few UK employees are likely to choose where their pension savings are invested. As a result, default funds will play an important role in determining the pension outcomes for individuals.

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15

Knott, Steve. "People, productivity and performance: the importance of workplace relations reform to Australia's resource future." APPEA Journal 55, no. 2 (2015): 458. http://dx.doi.org/10.1071/aj14093.

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After the past decade of unprecedented global investment into new resource projects and existing mine expansions in Australia, the next few years will see a large number of these new mega-projects finish construction and enter the production phase. During this industry transition, the performance and productivity of Australia's new resource projects will be critical for delivering the greatest returns to the nation and in determining whether more investment capital will find its way into the country. As Australia's resource industry rapidly transitions into this new long-term production phase, the author, Australian Mines and Metals Association (AMMA) Chief Executive Steve Knott, discusses how leadership, productivity and workplace relations reform will maximise new production capacity and create ongoing opportunities for future generations. In particular, the author explores why Australia's workplace relations system is an increasing concern for an industry subject to intensifying global competition and the reforms that could assist resources companies to do business, invest and create jobs. This extended abstract about all things people and productivity will examine: Australia's productivity performance against existing and emerging competitors. The importance of workplace relations for boosting resource industry productivity and positioning Australia to secure further waves of global investment. Key reform priorities for resource industry employers, and the workplace policy foundations that the industry needs for future productivity and competitiveness. Labour productivity in the wider context of skills, leadership and technology usage.

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16

Clark, Paul F., Darlene A. Clark, David V. Day, and Dennis G. Shea. "Healthcare Reform and the Workplace Experience of Nurses: Implications for Patient Care and Union Organizing." ILR Review 55, no. 1 (October 2001): 133–48. http://dx.doi.org/10.1177/001979390105500108.

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The introduction of market-based reforms over the past twenty-five years has fundamentally changed the way healthcare is delivered in the United States. This paper reports the results of a survey of the workplace experiences and attitudes of hospital-based registered nurses under healthcare reform. The authors find that nurses who had experienced reform-related job restructuring held substantially more negative views of the climate for patient care than nurses who had not experienced restructuring. Also, nurses who had experienced reform-related mergers held more negative perceptions of the climate for patient care than those who had not been through a merger, although the relationship was less strong than it was for restructuring. Nurses concerned about a deteriorating climate for patient care indicated a desire for greater voice in the organization and staffing of hospitals and also indicated a greater readiness than other nurses to vote for a union.

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17

Helfgott, Roy B. "Labor process theory vs. reform in the workplace." Critical Review 6, no. 1 (January 1992): 11–27. http://dx.doi.org/10.1080/08913819208443250.

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18

Hyde, Richard, and Peter Smith. "Changing place of the work environment – workplace reform?" Architectural Science Review 56, no. 4 (November 2013): 263–65. http://dx.doi.org/10.1080/00038628.2013.865417.

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19

Deutsch, Steven. "Workplace Democracy and Worker Health: Strategies for Implementation." International Journal of Health Services 18, no. 4 (October 1988): 647–58. http://dx.doi.org/10.2190/qtm0-q6q5-clb8-bt40.

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A large body of literature documents that increased worker participation leads to improvements in the working environment. This article identifies the Swedish and Norwegian sources of some of this research and notes the link with social policy, namely, legislative reform in those countries. In contrast, the United States has resisted legislative solutions, but that may be changing. New strategies to democratize the workplace are a result of global economic competition, desire to reduce job stress and compensation costs, and more successful application of new technologies at work. These are examined and some conclusions are drawn about next stages in the reform efforts.

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20

Wegren, Stephen K., Valery V. Patsiorkovsky, and David J. O'Brien. "Rural Reform and the Gender Gap in Post-Soviet Russia." Slavic Review 69, no. 1 (2010): 65–92. http://dx.doi.org/10.1017/s0037677900016703.

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Using survey data from 900 rural households, this article assesses the degree to which Soviet-era workplace inequality between rural males and females has been remediated by the introduction of democratic and market reforms. The overall effects of reform institutions are mixed. Concerning male-female workplace inequality, three continuities were found with the Soviet period. First, rural males have larger total incomes than do rural females. Second, equal pay for equal work does not exist: females holding similar positions to males earned less in all categories of employment. In addition, males continue to dominate numerically the ranks of farm managers and leaders. Third, managers and leaders of both sexes are the most entrepreneurial, measured by income from private business. Male managers, however, have over three times the income from private business as do female managers. Concerning intragender inequality, it was found that females with advanced education and specialized knowledge or skills have significantly higher incomes than women with lower skill sets.

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21

WRIGHT, CHRIS F., and RUSSELL D. LANSBURY. "TRADE UNIONS AND ECONOMIC REFORM IN AUSTRALIA, 1983–2013." Singapore Economic Review 59, no. 04 (September 2014): 1450033. http://dx.doi.org/10.1142/s0217590814500337.

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Many of the key reforms of the past three decades that helped to strengthen the Australian economy were implemented during the operation of the Accord that existed between Australian Labor Party governments and the union movement. In order to address structural economic problems, unions agreed to moderate wage outcomes and to facilitate the transition to workplace bargaining in return for social welfare gains for workers, which successive governments have maintained. These reforms helped to improve labor market efficiency and allowed firms to integrate successfully into international markets, without substantially compromising the interests of workers and their families, which thereby allowed economic dislocation and social unrest to be contained. In contrast to the assertions of certain Australian employer groups, research has consistently shown that union involvement in workplace bargaining has a benign impact on business productivity. However, declining membership presents a significant challenge to the capacity of Australian unions to influence economic outcomes at the national and workplace levels in the future.

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22

Blum, Terry C., Stuart H. Milne, and Chester S. Spell. "Workplace Characteristics and Health Care Cost Containment Practices." Journal of Management 22, no. 5 (October 1996): 675–701. http://dx.doi.org/10.1177/014920639602200501.

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Working from an institutional perspective, this study tested hypotheses about the relationships between workplace characteristics and health care cost containment practices. The analyses show that urban location of the workplace, number of employees, and education level of the workforce are related to three different cost containment strategies: the management of utilization with traditional indemnity insurance plans; offering of alternative health insurance plans (HMOs); and employee development relative to health care consumption. Workplaces with greater proportions of black or female employees were less likely and those with older workers were more likely to engage in employee development practices. The race, gender, and age variables were not significantly related to the other strategies. Unionization was not significantly related to any of the three strategies in the multivariate model. These findings are proposed to have implications for human resource management, as well as for health care policy and reform efforts.

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23

O'Farrell, Brigid. "Restoring Workplace Democracy: Eleanor Roosevelt and Labor Law Reform." Journal of Workplace Rights 14, no. 3 (January 1, 2009): 329–50. http://dx.doi.org/10.2190/wr.14.3.e.

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24

May, Wanda T. "Teachers, Teaching, and the Workplace: Omissions in Curriculum Reform." Studies in Art Education 30, no. 3 (1989): 142. http://dx.doi.org/10.2307/1320959.

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25

Dingsdag, Don. "Mathews, John, Catching the Wave: Workplace Reform in Australia." Relations industrielles 51, no. 2 (1996): 420. http://dx.doi.org/10.7202/051104ar.

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26

Grierson, Allison, and Phillip Della. "The realities of Workplace Reform − an Intensive Care experience." Australian Critical Care 8, no. 1 (March 1995): 36. http://dx.doi.org/10.1016/s1036-7314(95)70242-9.

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27

Sloan, Judith, and Mark Wooden. "Trade Union Structure and Workplace Efficiency: An Agenda for Reform." Australian Quarterly 62, no. 3 (1990): 206. http://dx.doi.org/10.2307/20635588.

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28

Rothrock, Jane C. "Quality care must transcend reform measures and workplace redesign efforts." AORN Journal 60, no. 1 (July 1994): 9–11. http://dx.doi.org/10.1016/s0001-2092(07)69650-1.

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29

Pearson, C. A. L. "Workplace Reform and Implications for Productivity: A Workshops Field Study." Asia Pacific Journal of Human Resources 31, no. 2 (December 1, 1993): 87–103. http://dx.doi.org/10.1177/103841119303100209.

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30

Haseman, Brad C., Meagan P. Crethar, Jan N. Phillips, and Paul J. Stafford. "Practising inspired leadership: the use of applied theatre "prophetical" in the Executive Leadership Development Program for Queensland Health." Australian Health Review 33, no. 3 (2009): 377. http://dx.doi.org/10.1071/ah090377.

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QUEENSLAND HEALTH as an organisation has been under a great deal of pressure in recent times. On 26 April 2005, the Queensland Government announced an independent review of Queensland Health?s administrative, workforce and performance management systems. The review was established in response to public concern over the safety and quality of the public health system following events that took place at Bundaberg Hospital, particularly the appointment and practices of Dr Jayant Patel. Associated with the Patel case were issues of bullying and intimidatory behaviour at the workplace. In response to the recommendations of the review, Queensland Health embarked upon a major reform program. One of the strategies for driving reform highlighted by the Queensland Health Systems Review final report, September 2005 was leadership development. Strong leadership was identified as vitally important to both drive the reform process and improve workplace culture.

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31

Armstrong, Lauren. "Multiplicities in early childhood reform engagement in Victorian long day care centres: Discourse, position and practice." Australasian Journal of Early Childhood 44, no. 3 (June 18, 2019): 257–69. http://dx.doi.org/10.1177/1836939119855558.

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Change is not a new concept in the Australian early childhood sector. However, the rate of change has significantly increased throughout the last decade, specifically with the introduction of the curriculum and quality frameworks, changes to regulations, and subsequent reviews (some particularly affecting the Victorian long day care sector). The rapid timeline of these reforms created challenges for early childhood professionals who needed to understand, interpret and translate multiple changes to their practice. This paper presents some key findings from a poststructural study involving 11 participants from the Victorian long day care sector. Foucauldian Discourse Analysis has been applied to explore how reform discourses shape and reshape the positioning and engagement of professionals within the reform process. These findings reveal how specific subject positions and discursive practices within available discourses of knowledge, teacher education and workplace can either challenge and/or support early childhood professionals in their ability to engage in reform.

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Rudes, Danielle S., Jill Viglione, and Faye S. Taxman. "Gendered Adherence: Correctional Officers and Therapeutic Reform in a Reentry Facility." Prison Journal 97, no. 4 (June 6, 2017): 496–519. http://dx.doi.org/10.1177/0032885517711979.

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How do correctional officers (COs) adhere to changing workplace philosophy and practices during interactions with inmates? This study explores COs’ perceptions and interactions during organizational change to examine how different factors (such as gender, position/rank, and reason for interaction) affect implementation. Using observations and interviews with COs, our data suggest gender-based differences in CO adherence when implementing redesigned workplace practices. Gendered adherence to using evidence-based practices within custody environments is potentially impactful on the success of the reform. Future training and skill development should address these gender-based findings to improve adherence to organizational change processes.

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33

Wang, Kan, and Manfred Elfstrom. "Worker unrest and institutional change: Perceptions of local trade union leaders in China." China Information 31, no. 1 (December 21, 2016): 84–106. http://dx.doi.org/10.1177/0920203x16682491.

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Worker protests in China are increasing in frequency, and workers are making more ambitious demands. However, it is unclear whether this activism is, on the whole, drawing a reformist or conservative response from officials. Using a 2014 survey of city-level leaders from China’s official trade union federation, we find that an acknowledgement of the seriousness of today’s labour disputes and of how the country’s industrial relations are changing is positively correlated with respondents’ optimism regarding the likelihood of changes to China’s political system. To determine exactly what this means ideologically, we further compare reform optimists and pessimists with regard to their support for a range of more specific policies, finding that those who believe systemic changes are close at hand have different views from their peers regarding the importance of engagement with global civil society and a tripartite (government, union, employer) approach to managing workplaces. This provides tentative support for the idea that reform optimists are reform supporters and that interest in change among Chinese officials, at least at the level studied here, is growing alongside workplace conflict.

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34

Williams, Belinda Rachael. "Disability in the Australian workplace: corporate governance or CSR issue?" Equality, Diversity and Inclusion: An International Journal 36, no. 3 (April 18, 2017): 206–21. http://dx.doi.org/10.1108/edi-12-2016-0111.

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Purpose The purpose of this paper is to determine the current state of play for workplace diversity disclosures, specifically disability by investigating the recently revised Australian Securities Exchange (ASX) Corporate Governance Principles and Recommendations. Design/methodology/approach Case study methodology using documentary analysis techniques. Findings With gender diversity recommendations introduced in 2010 based on the business case perspective, the process of revising the ASX Corporate Governance Principles and Recommendations provided an opportunity for the ASX to expand its diversity focus, with disability diversity specifically identified in the draft third edition. However, the key amendments were subsequently removed when the approved edition was released in 2014 with justification provided on the grounds that disability is a social issue, not a corporate governance issue. Through a widening of the corporate governance lens beyond the business case perspective, this paper calls for a re-imagining of corporate governance to incorporate an ethical viewpoint on diversity. Social implications Disability diversity disclosure is merely the first step towards reform in helping to bring about deep change within organisations. Without both administrative reform and institutional reform, any future revisitation of the disability disclosure recommendations may become little more than a “tick the box” approach. Originality/value The paper is unique in reviewing the ASX Corporate Governance developmental processes towards workplace disability in its recently revised edition.

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35

KIM, Myoung-Jung. "Inequality in the Workplace: Labor Market Reform in Japan and Korea." Social Science Japan Journal 18, no. 2 (2015): 282–85. http://dx.doi.org/10.1093/ssjj/jyv024.

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36

Simmons, David E., and Thomas Bramble. "Workplace Reform at the South East Queensland Electricity Board, 1984-1994." Journal of Industrial Relations 38, no. 2 (June 1996): 213–40. http://dx.doi.org/10.1177/002218569603800203.

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37

Kim, ChangHwan. "Inequality in the Workplace: Labor Market Reform in Japan and Korea." Contemporary Sociology: A Journal of Reviews 44, no. 6 (October 28, 2015): 853–55. http://dx.doi.org/10.1177/0094306115609925tt.

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38

Piotrkowski, Chaya S., and Susan Kessler-Sklar. "Welfare reform and access to family-supportive benefits in the workplace." American Journal of Orthopsychiatry 66, no. 4 (1996): 538–47. http://dx.doi.org/10.1037/h0080203.

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39

Lopez, Lenny, and Joel T. Katz. "Perspective: Creating an Ethical Workplace: Reverberations of Resident Work Hours Reform." Academic Medicine 84, no. 3 (March 2009): 315–19. http://dx.doi.org/10.1097/acm.0b013e3181971ee1.

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40

Williamson, Wayne, and Paul McFarland. "Investigating the Role of Electronic Planning within Planning Reform." International Journal of E-Planning Research 1, no. 2 (April 2012): 65–78. http://dx.doi.org/10.4018/ijepr.2012040104.

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The limited research on e-Planning in Australia, a perceived slow take up of e-Planning in the New South Wales (NSW) planning system, and the release of a set of e-Planning recommendations as part of a larger planning reform package in November 2007 are the three main reasons for conducting this research. The goal of this paper is to discover the attitudes of planners in the NSW planning system toward Information Technology, and secondly, what the planners understanding of the e-Planning recommendations are. An online survey of 171 planning staff working in NSW local government was conducted during August and September 2008. The survey results confirmed that planners in the NSW planning system are using a wide variety of IT applications, and that although there are frustrations, their attitude is supportive of using IT in their workplace. Participants also demonstrated a strong understanding of the e-Planning recommendations with insightful additional comments collected about the advantages of e-Planning tools and the wider implications for the planning system. Overall, this research has investigated the attitude of planners and found them to be supportive and understanding of the new technologies that are largely yet to be implemented in their workplaces.

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41

Gray, Robert, and Donna Loftus. "Industrial regulation, urban space and the boundaries of the workplace: mid-Victorian Nottingham." Urban History 26, no. 2 (August 1999): 211–29. http://dx.doi.org/10.1017/s0963926899000231.

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This article takes up recent concerns with languages of mid-Victorian reform and relates urban space to the workplace, with reference to Nottingham hosiery and lace. The article considers, first, official enquiries into lace manufacture, and second, the hosiery conciliation system. Attempts to map and to fix the boundaries of employment are characteristic of both these developments. Gender dimensions are emphasized, as is the contribution of these debates to liberal narratives of industrial progress. This is related to the formation of a wider culture of liberal reform.

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42

Geisler, Esther, and Michaela Kreyenfeld. "Policy reform and fathers’ use of parental leave in Germany: The role of education and workplace characteristics." Journal of European Social Policy 29, no. 2 (May 31, 2018): 273–91. http://dx.doi.org/10.1177/0958928718765638.

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The introduction of the parental leave benefit scheme in 2007 is widely regarded as a landmark reform that has shifted the German welfare state towards a model that better supports work and family life compatibility. In this article, we investigate whether and how this reform has affected men’s use of parental leave based on data from the German microcensus of 1999–2012. We find that parental leave usage has increased across all educational levels, but the shift has been strongest for university-educated fathers. Public sector employment is beneficial for men’s uptake of leave, while self-employment and temporary work lowers fathers’ chances of taking leave. The parental leave reform has not affected these associations much.

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43

Terry, Michael, and Brian Towers. "The Representation Gap: Change and Reform in the British and American Workplace." Industrial and Labor Relations Review 53, no. 2 (January 2000): 332. http://dx.doi.org/10.2307/2696084.

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44

Bray, Mark. "Award Restructuring and Workplace Reform in New South Wales Road Freight Transport." Journal of Industrial Relations 34, no. 2 (June 1992): 199–228. http://dx.doi.org/10.1177/002218569203400202.

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45

PERRY, L. J. "NEW ZEALAND LESSONS FOR AUSTRALIAN WORKPLACE REFORM: A CRITIQUE OF 151 ACADEMICS." Economic Papers: A journal of applied economics and policy 25, no. 4 (December 2006): 378–95. http://dx.doi.org/10.1111/j.1759-3441.2006.tb00410.x.

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46

Cohen-Rosenthal, Edward. "Book Review: Labor-Management Relations: †Catching the Wave: Workplace Reform in Australia." ILR Review 49, no. 3 (April 1996): 558–60. http://dx.doi.org/10.1177/001979399604900316.

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47

Abbott, Malcolm J. "Debate The Closure of a Steelworks and the Limits to Workplace Reform." Industry and Innovation 4, no. 2 (December 1997): 259–75. http://dx.doi.org/10.1080/13662719700000014.

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48

Fells, R. E. "Award Restructuring, Workplace Reform and the Changing Nature of Australian Industrial Relations." Economic and Labour Relations Review 4, no. 2 (December 1993): 257–78. http://dx.doi.org/10.1177/103530469300400206.

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This paper examines the changes taking place in Australian industrial relations. It takes as its starting point the policy objective of improving workplace productivity and examines the impact of reforms on this objective using Lewin's framework for the analysis of change and a mining operation as a case study. The paper suggests that the reforms are only facilitative and this exposes a reliance on management for the achievement of the policy objective. The dominance of managerial perspective changes the fundamental nature of the industrial relations system and raises several important policy considerations, in particular issues relating to the recognition of trade unions.

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Imants, J., T. Wubbels, and J. D. Vermunt. "Teachers’ Enactments of Workplace Conditions and Their Beliefs and Attitudes toward Reform." Vocations and Learning 6, no. 3 (January 27, 2013): 323–46. http://dx.doi.org/10.1007/s12186-013-9098-0.

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Christensen, Benjamin. "Ontario Pension Policy Making and the Politics of CPP Reform, 1963–2016." Canadian Journal of Political Science 53, no. 1 (November 27, 2019): 1–18. http://dx.doi.org/10.1017/s0008423919000805.

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AbstractAfter years of pension policy drift in a broader context of global austerity, the Canada Pension Plan (CPP) was enhanced for the first time in 2016 to expand benefits for Canadian workers. This article examines Ontario's central role in these reforms. The deteriorating condition of workplace plans, coupled with rising retirement income insecurity across the province's labour force, generated new sources of negative feedback at the provincial level, fuelling Ontario's campaign for CPP reform beginning in the late 2000s. The political limits of policy drift and layering at the provincial level is considered in relationship to policy making at the national level. As shown, a new period of pension politics emerged in Canada after 2009, in which the historical legacy of CPP's joint governance structure led to a dynamic of “collusive benchmarking,” shaped in large part by political efforts of the Ontario government, leading to CPP enhancement.

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