Gotowe bibliografie tematyczne / Employee relations

Gotowa bibliografia na temat „Employee relations”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 30 lipca 2024

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Artykuły w czasopismach na temat "Employee relations"

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Copeland, John D. "Employer-Employee Relations". Veterinary Clinics of North America: Small Animal Practice 23, nr 5 (wrzesień 1993): 957–74. http://dx.doi.org/10.1016/s0195-5616(93)50129-8.

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Sharma, Deepak. "Employer-employee relations: A judicial perspective". LBS Journal of Management & Research 18, nr 1 (2020): 17. http://dx.doi.org/10.5958/0974-1852.2020.00003.6.

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Demann, Eric T. K., Pamela S. Stein, Christine Levitt i Keith E. Shelton. "Employee Relations". Dental Clinics of North America 52, nr 3 (lipiec 2008): 535–47. http://dx.doi.org/10.1016/j.cden.2008.02.005.

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Mohanty, Sourav. "Individualized employee engagement or collaborative employee relations: insights on leadership strategies to manage employees in the UK market". Problems and Perspectives in Management 16, nr 3 (7.09.2018): 366–76. http://dx.doi.org/10.21511/ppm.16(3).2018.29.

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Leadership can be defined as the ability of an individual to lead or guide other people, teams or organizations. There have been many theories related to this topic including the characteristics of leaders, their situational communication, purpose, performance, authority, vision and mission, charm and presence of mind. The main types of employee engagement discussed in this study are individualized employee engagement and collaborative employee engagement in the context of the UK. This study mainly seeks to investigate the insights of employees and leaders on different leadership strategies to manage employees in the UK-based MNCs. Descriptive and inferential analysis was performed so as to ascertain the influence of two different leadership strategies – Individualized Employee Engagement (IEE) and Collaborative Employee Relations (CER) – on effective employee management. It was validated from findings in this study that employees and leaders both prefer and believe that individualized employee engagement leads to better and effective employee management.
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Shishulina, Tat'yana Petrovna. "Judicial protection of workers' labor rights: problems of implementation". Юридические исследования, nr 9 (wrzesień 2023): 108–26. http://dx.doi.org/10.25136/2409-7136.2023.9.40955.

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The object of the study was the legal relations arising between the subjects of labor law regarding the protection of the labor rights of employees. The subject of the study includes theoretical and practical foundations of judicial protection of workers' labor rights. The author analyzes the judicial method of protecting the labor rights of employees, and also identifies problematic aspects of their practical application. In particular, the author noted that the employee, being the most vulnerable party of labor relations, needs more protection from the state. As a result, the current system of restoring balance in labor relations is mostly focused on protecting the labor rights of employees. The main conclusions of the study are: 1. Judicial practice on the protection of workers' labor rights is very extensive and diverse, but its essence basically boils down to one thing: an employer, being interested in obtaining the best labor resources at minimal financial costs, will always strive to protect the interests of his business, regardless of the requirements of the legislator. 2. The effectiveness of all methods of protecting labor rights often largely depends on the reasonable behavior of the employee until the moment of conflict with the employer. 3. Being a more vulnerable side of labor relations, an employee, when applying to the court, claims a special attitude due to the possible lack of knowledge of all the subtleties of legislative regulation of labor relations. As a consequence, if there are contradictions in the position of an employee and an employer, the court seeks to promote the former as a priority. At the same time, such a position in no way infringes on the rights of the employer. 4. One of the urgent problems of protecting the labor rights of employees in recent years is the substitution of labor relations with civil relations with the self-employed. The solution may be the introduction of relevant provisions in the Federal Law on the self-employed, the Tax Code of the Russian Federation and the Labor Code of the Russian Federation.
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Sova, V. "Legal relations in the field of labor and employment related to the creation and use of intellectual property objects". Analytical and Comparative Jurisprudence, nr 6 (18.02.2023): 156–60. http://dx.doi.org/10.24144/2788-6018.2022.06.28.

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The article is devoted to clarifying the current scope and structure of legal relations in the field of labor and employment, within the framework of which an employee creates and uses intellectual property objects. It is established that these relationships are divided into two main types. Firstly, such relations are labor relations, such as the relationship between an employee and an employer, in which employees create and use intellectual property objects. It is proven that individual labor relations are the main legal context in which intellectual property objects are created and/or used by an employee. As for collective labor relations, they are derived from individual legal relations and affect the process of regulating such relations at the local level. Secondly, a separate type of legal relations under consideration are relations of an organizational, industrial, and managerial nature, involving the creation and/or use of an object of intellectual property in labor relations. This type of legal relationship is also derived from individual labor relations and is divided into three main subtypes. First of all, it is the relationship between the employees who make up the group that creates and/or uses the intellectual property object. In addition, it is the relationship between the employees who make up the group that produces and/or uses the intellectual property object and the employer. It is also a relationship between a representative of the employer and a group of employees who create and/or use an intellectual property object and the employer's client. In the article's conclusion, it is stated that the relationships in which intellectual property objects are created and/or used by an employee have two main practical manifestations. First, there are the most basic relations – individual labor relations (between an employee and an employer). Secondly, these are derivative relations – other legal relations that condition, complement, and contribute to the proper implementation of individual labor relations in which an employee independently (or jointly with other employees) creates and uses intellectual property objects.
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Turek, Konrad. "Retirement as an effect of employer-employee relations". Studia Humanistyczne AGH 13, nr 4 (2014): 77. http://dx.doi.org/10.7494/human.2014.13.4.77.

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Świątkowski, Andrzej Marian. "LEGAL TERMS AND RELATIONSHIP BETWEEN LABOUR LAW AND EMPLOYMENT LAW". Roczniki Administracji i Prawa 3, nr XXII (30.09.2022): 35–52. http://dx.doi.org/10.5604/01.3001.0016.2393.

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The author considers the possibility of replacing the legal terms: work, labour law, employment relations with such terms as employment, employment law and employment relations. In his opinion, such a change in legal terminology is not justified. This is because not all employed persons have the legal status of an employee. Already in the interwar period, the legalnorms in force at that time did not consider civil law services consisting in providing work as employment under an employment relationship. In the currently binding Polish Constitution andin the provisions of the Labour Code, the terms work and employment are used. However, they were not defined by the legislator. On the other hand, the legal concepts were defined - employee and employer as well as defined terms of employment of employees. For this reason, employee rights were granted only to employees. On the other hand, those employed today byentrepreneurs on electronic platforms do not use employee rights. Such a situation requires the legislator to objectively and clearly define the legal role in which employees and service providersperforming work should play today. According to the author, it is justified to introduce objective competition rules in European labor and employment relations.
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Stuttard, Geoffrey. "Employee Relations Reconsidered." Business Ethics: A European Review 1, nr 2 (kwiecień 1992): 85–90. http://dx.doi.org/10.1111/j.1467-8608.1992.tb00187.x.

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Welch, Roger, i Patricia Leighton. "Individualizing employee relations". Personnel Review 25, nr 5 (październik 1996): 37–50. http://dx.doi.org/10.1108/00483489610130922.

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Rozprawy doktorskie na temat "Employee relations"

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Marchington, M. P. "The management of employee relations". Thesis, University of Manchester, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.493153.

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Moran, Marcus. "Joint-Employer Classification| NLRB Polarization in the Administration of Contingent Employee Labor Rights". Thesis, State University of New York Empire State College, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10607958.

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The National Labor Relations Act sets forth limited definitions of what it means to be an employer and an employee in the twentieth-century industrial economy, and bestows on the National Labor Relations Board the authority to classify employees and employers. The past half-century has witnessed the growth of triangular staffing arrangements such as franchises, independent contractors, temporary help services firms, and a service sector in which many contingent workers may not qualify as employees, leaving them unprotected by the Act. By examining Board decisions addressing joint-employer and independent contractor status since 1960, this paper has identified increased polarization—the tendency of Democratic and Republican Board members to vote in opposing, and often politicized directions—in Board decisions classifying employers and employees. The findings suggest that in determining worker eligibility for protection under the Act, the Board is more polarized than at any point in 50 years.

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Sucharski, Ivan Laars. "Influencing employees' generalization of support and commitment from supervisor to organization". Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 191 p, 2007. http://proquest.umi.com/pqdweb?did=1253510051&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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Lucas, Rosemary. "Employee relations in the hotel and catering industry". Thesis, Manchester Metropolitan University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.337843.

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Popp, Christian. "Labor Relations at a Major Airline: Exploring Employee Performance Strategies". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2865.

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Globally, the aviation industry supports 58.1 million jobs in related industries and U.S. airlines alone generated 11.8 million jobs. Airline performance, productivity, and profitability depend on employees. The purpose of this single case study was to explore the strategies that U.S. airline leaders use to improve employee performance. The study was grounded with the Harvard model of human resource management. A stratified purposeful sample of 14 managers and 10 frontline staff from a Florida airline participated in semistructured individual interviews and a focus group, respectively. The data from these interviews were analyzed using Moustakas's modified van Kaam method. The themes that emerged from analysis included: an emphasis on the individual interaction and verbal affirmations between managers and frontline staff, additional career development opportunities for employees, not only for performing in their role but improving performance and level of commitment to the organization. Furthermore, managers and employees arrived at the same conclusion about organization culture and commitment-individuals have to feel they are contributing to the overall mission and feel valued in doing so. For the latter to occur, leaders need to engage employees in continuous dialogue and be completely transparent, and employees need to be open to feedback and share their motivations and goals. Social change implications include improved management and labor relationships within the U.S. airline industry, which ultimately benefits the flying public through greater stability and better service.
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Ruck, Kevin. "Informed employee voice : the synthesis of internal corporate communication and employee voice and the associations with organisational engagement". Thesis, University of Central Lancashire, 2016. http://clok.uclan.ac.uk/16694/.

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This thesis aims to advance knowledge about internal communication and organisational engagement. It incorporates the application of a new research instrument, the Internal Communication and Organisational Engagement Questionnaire (ICOEQ) developed by Welch (2011a). The ICOEQ investigates employee interest in different topics, helpfulness of communication methods used, ratings for senior manager and line manager communication, satisfaction with employee voice and the associations with organisational engagement. Despite the importance of internal communication, existing research methods are limited as they do not adequately distinguish between different dimensions of internal communication as established by Welch and Jackson (2007, p.184) and they fail to make an association with organisational engagement. The ICOEQ therefore provides a new research perspective for academic researchers and communication managers. The conceptual analysis builds on Welch and Jackson’s (2007, p.185) internal communication matrix. It synthesises corporate communication and employee voice into a new concept, informed employee voice, to reflect the importance of keeping employees informed and giving them a voice that is treated seriously. The empirical work adopts a critical realism approach. A cross-sectional research design was used. The ICOEQ was administered at five organisations followed by interviews and focus groups. Quantitative data analysis suggests that internal communication is more strongly correlated with emotional organisational engagement than with cognitive or behavioural organisational engagement. Ratings of senior manager communication and line manager communication and satisfaction with employee voice are positively associated with organisational engagement. Standard multiple regression analysis indicates that informed employee voice is a significant predictor of organisational engagement. Template analysis of qualitative data indicates that many senior managers are not visible or approachable and they do not listen to what employees have to say. New themes that emerge include more informal and small group communication with senior managers, a greater focus on the local context of internal corporate communication from line managers and more emphasis on listening and responding to employee voice. Possible explanations for the findings include a focus on shareholder value and the consequential neglect of employee value and the marginalisation of internal communication in academia and practice. Theoretical implications include the adoption of employee voice more fully into internal corporate communication theory, the addition of familiarity as an attribute of internal communication media and the identification of three explanatory factors for the exercise of internal ‘power over – dominance’. Above all, the thesis establishes informed employee voice as an antecedent to organisational engagement. The implications for practice include the establishment of the ICOEQ as a useful measurement tool and the requirement for communicative leadership that includes giving employees a voice that is treated seriously.
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Black, John. "Control and consent : management-employee relations in manufacturing industry". Thesis, University of Wolverhampton, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.266623.

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The Portfolio and accompanying Commentary explore the dynamics of the labour process in manufacturing industry. This is done by means of a series of case studies from the UK and the US exploring the evolving workplace relations from the late 1970s to the present day. Management -employee relations are explored in terms of a triangulation, the three corners of which are, management, unions and employees. The major questions revolve around the conditions, limits and possibilities of labour- management co-operation. Whilst employing Labour Process theory, the work addresses some of its limitations. It attempts to present an analysis which is more sensitive both to situational and historical factors, as well as to qualify some of its theoretical limitations. These include its overly deterministic nature and the tendency to portray aspects of the employment relationship in terms of false dichotomies. The concept of "dualism" is thus central to the analysis, and the concepts of "dual commitment" and "incorporation" are also employed in order to help explain the inter-relationships between management, union and employees. The longitudinal perspective also allows examination of the extent to which the agendas of "Thatcherism" have led to the demise of collectivism, changed attitudes towards management, created new expectations of the union, and hence implications for the strategies of the latter. The work has implications for union and management policies, particularly with respect to their mutual engagement in the context of the UK acceding to the Social Chapter, and the potential for "social partnership".
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Lai, Yanqing. "Employee relations in SMEs : an empirical approach using the Workplace Employment Relation Survey (WERS 2011)". Thesis, Kingston University, 2016. http://eprints.kingston.ac.uk/35057/.

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This thesis is a paper-based thesis. Using a large-scale matched employee-employer dataset, three empirical studies were undertaken to empirically examine: 1) the relationship between employee attitudes, human resource management practices and firm performance in SMEs; 2) the effect of the firm size on firms’ and employees’ experience during the recent financial crisis, particularly firm’s employment related responses to the economic hardship; and 3) the impact of firm size on employee’s experience of work stress during economic recession. The findings of the first study suggest a direct relationship between HRM practices and SME firm performance, but this relationship is moderated by high employee job satisfaction. The results suggest that HR policies and practices may improve small firm performance, especially within firms with low levels of commitment and satisfaction. The estimation results presented in the second study show that SMEs are more vulnerable during times of economic hardship than larger firms, but those with HR practices have shown more resilience to the downturn. There is a significant firm-size effect on the choice of specific HRM measures in response to the recession, and having HR practices increases the likelihood of the firm to adopt organizational measures. Also, the results indicate that the differences in workers’ job experience are moderated by high management formality. For the final empirical research, employees in SMEs experience lower level of overall job stress than those in large enterprise, although the effect disappears once the employee-level and firm-level characteristics are taken into consideration. Finally, the findings suggest that the association and magnitude of estimated effects of the work stressor presented in the Cooper and Marshall’s work stress model differ significantly by firm size. Overall, the thesis has made significant contribution to the employee relations in SMEs literature and provide interesting academic and policy oriented findings.
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Crocker, Robert Mitchell Harris Stanley G. "Employee perceptions of managerial civility development and validation of a measurement scale /". Auburn, Ala., 2005. http://repo.lib.auburn.edu/2005%20Summer/doctoral/CROCKER_ROBERT_29.pdf.

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Carter, Danon R. "The influence of servant leadership on employee engagement| A qualitative phenomenological study of restaurant employees". Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3570203.

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Servant leadership is one leadership philosophy, which addresses the concerns of ethics, customer experience, and employee engagement while creating a unique organizational culture where both leaders and followers unite to reach organizational goals without positional or authoritative power. With employees viewed as one of the greatest assets for organizations, maintaining loyal, productive employees while balancing profits becomes a challenge for leaders, and drives the need to understand employee engagement drivers. The experiences of 11 employees and two managers from Celebration Restaurant in Dallas, Texas explored the qualitative phenomenological study of servant leadership and its influence on employee engagement. The modified van Kaam method contributed to data analysis, which examined manager and employee responses for comparison and assessment. The themes that emerged from interviews and focus groups found were:

1. Servant Leader Experience;

2. Why People Stay at Celebration;

3. Servant Leader Traits;

4. Impact of Servant Leadership;

5. Application of Servant Leadership.

The themes revealed servant leadership positively influences employee engagement while contributing to employee loyalty to the workplace. Based on the servant leader experience, participants were more committed, built healthy work relationships, and actively participated in achieving organizational goals.

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Książki na temat "Employee relations"

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Brewster, Chris. Employee Relations. London: Macmillan Education UK, 1989. http://dx.doi.org/10.1007/978-1-349-20139-6.

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Gennard, John. Employee relations. London: Institute of Personnel and Development, 1997.

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Graham, Hollinshead, Nicholls Peter 1951- i Tailby Stephanie 1954-, red. Employee relations. Wyd. 2. New York: Pearson Education, 2002.

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Graham, Hollinshead, Nicholls Peter 1951- i Tailby Stephanie 1954-, red. Employee relations. London: Financial Times/Pitman Pub., 1999.

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Management, Institute of Personnel, red. Employee relations. London: Institute of Personnel Management, 1993.

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McCarthy, W. E. J. (William Edward John) i Undy R, red. Employee relations audits. London: Routledge, 1990.

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R, McConnell Charles, red. Effective employee relations. Gaithersburg, Md: Aspen Publishers, 1993.

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Management, Institute of Personnel, i Manchester Open Learning, red. Employee relations: 2. [London]: IPM, 1993.

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Management, Institute of Personnel, Tagus PIPS Limited i Manchester Open Learning, red. Employee relations: 1. [London]: IPM, 1993.

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Wallace-Bruce, Nii Lante. Employee relations law. North Ryde, N.S.W: LBC Information Services, 1998.

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Części książek na temat "Employee relations"

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Schlossberger, Eugene. "Employee-Employer Relations". W Ethical Engineering, 227–54. Boca Raton: CRC Press, 2023. http://dx.doi.org/10.1201/9781003242574-12.

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Pawłowska, Anna. "New employer-employee relations". W Flexible Human Resource Management and Vocational Behaviour, 32–46. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003329930-4.

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Blyton, Paul, i Peter Turnbull. "Employee relations". W The Dynamics of Employee Relations, 3–14. London: Macmillan Education UK, 1998. http://dx.doi.org/10.1007/978-1-349-14314-6_1.

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Cheatle, Kelvin, i Richard Pettinger. "Employee relations". W Mastering, 166–81. London: Macmillan Education UK, 2001. http://dx.doi.org/10.1007/978-1-349-91298-8_10.

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Burns, Andrea. "Employee Relations". W The Encyclopedia of Human Resource Management, 186–90. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch33.

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Chemuturi, Murali, i Vijay Chemuturi. "Employee Relations". W Managing of People at Work, 139–61. New York: River Publishers, 2022. http://dx.doi.org/10.1201/9781003338802-7.

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van der Schaft, P., R. W. Rohner i J. F. A. De Soet. "Employee Relations". W A Geography of Public Relations Trends, 161–69. Dordrecht: Springer Netherlands, 1985. http://dx.doi.org/10.1007/978-94-017-0575-2_14.

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Boella, Michael J., i Steven Goss-Turner. "Employee relations". W Human Resource Management in the Hospitality Industry, 307–18. Tenth edition. | Abingdon, Oxon: Routledge, 2019. | New edition: Routledge, 2019. http://dx.doi.org/10.4324/9780429441400-19.

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Brewster, Chris. "What is Employee Relations?" W Employee Relations, 1–18. London: Macmillan Education UK, 1989. http://dx.doi.org/10.1007/978-1-349-20139-6_1.

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Brewster, Chris. "Management". W Employee Relations, 19–34. London: Macmillan Education UK, 1989. http://dx.doi.org/10.1007/978-1-349-20139-6_2.

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Streszczenia konferencji na temat "Employee relations"

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Li, Wenwu. "On D Enterprise Employee Relations". W 8th International Conference on Education, Management, Information and Management Society (EMIM 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/emim-18.2018.55.

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"The Role of Employee Relations Management in Improving Employee Performance". W 20th European Conference on Knowledge Management. ACPI, 2019. http://dx.doi.org/10.34190/km.19.267.

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Fedorova, Alena. "Labour Relations Trends In Employee Evaluations: Country To Country Comparison". W 4th icPSIRS International Conference on Political Science, International Relations and Sociology. Cognitive-crcs, 2017. http://dx.doi.org/10.15405/epsbs.2017.02.12.

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Liu, Jiakun, i Li Wan. "Labor Relations Effect on Employee Work Performance: Focusing on the Moderating Effect of Employee Emotional Factors". W 4th International Conference on Culture, Education and Economic Development of Modern Society (ICCESE 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200316.327.

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Wang Hong i Sun Yanshen. "Predicting employee relations in enterprises by bi-directional link mining". W 2014 11th World Congress on Intelligent Control and Automation (WCICA). IEEE, 2014. http://dx.doi.org/10.1109/wcica.2014.7053337.

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songjin, Li, i Li shumin. "A Review of the Impact of Mindfulness on Employee Innovation Behavior". W 2021 International Conference on Public Relations and Social Sciences (ICPRSS 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.211020.148.

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Kulkova, Inna, i Yekaterina Kozarezova. "Alternative Method for Assessing the Employee Involvement Level". W VIII International Scientific and Practical Conference 'Current problems of social and labour relations' (ISPC-CPSLR 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210322.154.

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Aleksandrov, Andrey. "MANDATORY - VOLUNTARY VACCINATION AND PROCESSING OF DATA REGARDING THE VACCINATION STATUS IN THE RELATIONS BETWEEN EMPLOYER AND EMPLOYEE". W EDUCATION, SCIENCE AND DIGITAL INNOVATIONS 2021. Varna Free University "Chernorizets Hrabar", 2022. http://dx.doi.org/10.36997/esdi2021.27.

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The study is devoted to one of the most important from a practical point of view topics related to the impact of the COVID-19 pandemic in the relations between the parties to the employment contract. The "pros" and "cons" arguments of a more intensive intervention of the employer in the personal sphere of the employee, which is also expressed in the processing of data on vaccination status, are examined. The relevant administrative practice is analyzed.
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Petina, Anastasia Igorevna. "EMPLOYEE RELATIONS AFTER OFFICE NOVELS IN THE CONTEXT OF CONFLICTOLOGY AND BUSINESS ETHICS". W Российская наука: актуальные исследования и разработки. Самара: Самарский государственный экономический университет, 2022. http://dx.doi.org/10.46554/russian.science-2022.02-1-223/226.

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Kulkova, Inna, i Irina Niyazova. "Employee’ Assessment of Conflict Factors in the Organization: Healthcare Companies Case Study". W VIII International Scientific and Practical Conference 'Current problems of social and labour relations' (ISPC-CPSLR 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210322.153.

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Raporty organizacyjne na temat "Employee relations"

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TITOVA, E. FEATURES OF MIGRATION POLICY IN THE JEWISH AUTONOMOUS REGION. Science and Innovation Center Publishing House, 2021. http://dx.doi.org/10.12731/2077-1770-2021-13-4-2-54-70.

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The article reveals the features of the state mechanism for regulating labor migration in the Jewish Autonomous Region. It is noted that labor migration is an integral part of the economic development of the region. The purpose of the study is the peculiarities of solving the problems of optimizing the mechanisms for regulating labor migration in the Jewish Autonomous Region (JAO). The practical significance of the study is underscored by the growing resource requirements of the Jewish Autonomous Region. The importance of attracting labor migrants from the widest list of countries, to increase the exchange of experience and improve interethnic relations, the organization of programs to increase the flow of willing workers and promising employers, is highlighted. The scientific novelty of the research is in the designation of the latest methods and state programs aimed at improving the efficiency of the labor migration management mechanism. Every year, the number of migrants illegally staying on the territory of Russia is growing, and the authorities of the Russian Federation are trying to improve the methods of control of foreign citizens entering the country, which makes it easier, but at the same time more effective, to exercise control over migrants and distribute it in. areas such as the patent system, employee-to-employer linkage and simplified taxation.
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Bergeron, Diane, Kylie Rochford i Melissa Cooper. Actions Speak Louder Than (Listening to) Words. Center for Creative Leadership, 2023. http://dx.doi.org/10.35613/ccl.2023.2055.

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This Research Insights paper challenges the assumption that ‘good’ listening behaviors are sufficient to make employees feel listened to (which we refer to as felt listening, i.e., the holistic perception of feeling listened to). In Study 1, using 133 qualitative critical incidents, we explored leader behaviors that make employees feel listened to (or not) when they speak up to leaders at work. In Study 2, in an experiment with 187 employees, we examined the role of leader responses to employee voice on employee perceptions of felt listening and how leader responses influence employees’ intentions to speak up again in the future. Overall, our findings augment some of the oft-given advice about how leaders should listen. We highlight four key findings: Action matters. Overwhelmingly, how leaders respond (by taking action or not taking action) surfaced consistently as a critical factor in whether employees feel listened to. It’s not just how well leaders listen – it’s what they do about what they hear. Leader responses influence whether employees feel listened to and if they will speak up again in the future. When leaders act on employee voice, employees feel listened to and are more likely to raise suggestions, concerns and ideas in the future. When leaders do not take action, employees do not feel listened to and are less likely to speak up again. Employee judgments of leader listening include longer term assessments of leader actions. Employees view listening as a relational process. Their retrospective perceptions of leader listening include both listening behaviors in the moment as well as later, longer term assessments about whether the leader took any action on what was voiced. Beyond action, leaders need to pay attention to demonstrating other listening ‘signals.’ If leaders want to elicit more employee voice but cannot act on the specific idea or suggestion, they need to send other signals. These can include validating employees, supporting or engaging with employee ideas and suggestions, endorsing ideas and concerns, and making time to listen.
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Hogarth, Terence. Designing an Employer Skills Survey: Notes on How to Develop a Survey to Meet a Range of Policy Issues Relating to the Demand for, and the Supply of, Skills. Inter-American Development Bank, listopad 2016. http://dx.doi.org/10.18235/0010664.

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Increasingly, skills are seen as a key component of competitiveness. Employer Skill Surveys (ESS) have an important role to play in: (i) demonstrating the skills that are in most demand and where shortages are evident; and, (ii) understanding the rationale employers provide for investing or not investing in the skills of their workforce. This paper reviews evidence from the UK and other countries and regions that have long experience in developing ESS with the aim of helping countries in Latin America and the Caribbean to design a suitable and effective survey.
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Hughes, Ceri, Miguel Martinez Lucio, Stephen Mustchin i Miriam Tenquist. Understanding whether local employment charters could support fairer employment practices: Research Briefing Note. University of Manchester Work and Equalities Institute, maj 2024. http://dx.doi.org/10.3927/uom.5176698.

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Employment charters are voluntary initiatives that attempt to describe ‘good’ employment practices and to engage and recognise those employers that meet or aspire to meet these practices. They can operate at different spatial scales, ranging from international and national accreditation schemes to local charters that focus on engaging employers in specific regions or cities. The latter are the focus of this briefing paper. At least six city-regions in England had local employment charters at the time of our research. These areas alone account for over a fifth (21 per cent) of the resident working-age population (based on ONS 2022 population estimates), highlighting the potential reach and significance of these voluntary initiatives in terms of setting employment standards, although the number of employers directly accredited with local schemes is still relatively small. Despite their popularity with policymakers, there is only limited research on local employment charters. A few studies have explored issues relating to the design, implementation and evaluation of charters, reflecting demand from policymakers for toolkits and support to develop local policy initiatives (e.g. Crozier, 2022). But several years into the implementation of some of these charter initiatives, and as more areas look to develop their own, we argue that it is time to revisit some more foundational questions around what local charters are for, and how far they can support ‘good work’ agendas. It remains to be seen which employers can and will engage substantively with these initiatives, how employer commitments might be validated and the good employment criteria enforced, and how local charters will be integrated with local authority commissioning and procurement practices (TUC, 2022). The local charters that have emerged so far within the UK have been conceived predominantly as employer engagement tools, adopting language and approaches designed to appeal to employer interests and priorities and emphasising the value that employers can derive from being part of the initiative. This contrasts with approaches emphasising the engagement of other constituents, like citizens and employees, as a route to influencing employer engagement (Scott, Baylor and Spaulding, 2016; Johnson, Herman and Hughes, 2022). This briefing paper shares findings from a scoping study involving key informants in the North West of England (2022-2023) which explored how local charter initiatives could influence employers to improve their employment practices. Participants in the study shared their views on: 1) How voluntary local employment charters could influence employers to change their employment practices? 2) What types of employers local charters could engage and influence? Alongside this study, we have also developed a series of case studies of the charters that have been introduced across six city regions in England. These encompass the Fair Work Standard (London); Good Employment Charter (West of England); Good Work Pledge (North of Tyne Combined Authority); Fair Employment Charter (Liverpool City Region Combined Authority); Good Employment Charter (Greater Manchester) and the Fair Work Charter (West Yorkshire Combined Authority). The case studies are published separately. Our conversations with policymakers, union representatives and campaigners indicate that while there are some potential ‘win-win’ outcomes from promoting good employment practices, there are also some key tensions that should be more clearly acknowledged. In particular, one point of divergence relates to what would be the most effective and meaningful way to engage with employers in order to secure improvements in employment practices. On the one hand, employment charter initiatives could set consistent, clear and relatively high standards of practice that employers could be required to meet from the outset, creating a clear dividing line between those employers who were engaged in some way with the initiative and those who are not. On the other, these initiatives could prioritise engaging as many employers as possible with few or no specific red lines (e.g. around paying the living wage) so that the charter provides an opportunity to work with employers to secure hopefully more substantive commitments down the road. There are challenges and trade-offs associated with both of these viewpoints. One problem with the former strategy of setting a consistent standard is that the principles of employment that the charter promotes may not be particularly stretching in some sectors, or indeed may only describe a minimum set of commitments for certain types of work; whilst in other sectors they may be viewed as being too stringent. A more incremental, flexible strategy of engaging with employers and working with them to change their employment practices, in contrast, relies on sustained commitment from both policymakers and employers. Whether charters can simultaneously offer a ‘safe space’ to employers to share information and change their practices whilst also operating in a more regulatory way appears as a fundamental tension in existing visions for these initiatives. We return to these different views on how to engage employers and secure change in the conclusion to this paper.
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Bhan, Gautam, Divya Ravindranath, Rashee Mehra, Divij Sinha, Amruth Kiran i Teja Malladi. Deficits in decent work : employer perspectives and practices on the quality of employment in domestic work in urban India. ILO, 2022. http://dx.doi.org/10.54394/alhg1042.

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This study report contributes towards understanding employers’ perspectives on existing working conditions and practices relating to recruitment, income security, employment security and social security available to domestic workers. To do so, this report draws upon data from 3,067 households in two large metropolitan Indian cities– Bengaluru and Chennai – with variations across socio-economic status, caste, religion, neighborhood type and across households with and without women working for wages. This report is the second of a three-part series, with the first report looking at the total number of paid and unpaid hours it takes to reproduce a household in urban India, and the third assessing employer motivations, beliefs and perspectives about domestic work and workers.
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programme, CLARISSA. Family Lack of Awareness and Conflict Leads to Abuse and Exploitation at the Workplace. Institute of Development Studies, czerwiec 2024. http://dx.doi.org/10.19088/clarissa.2024.031.

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The Adult Entertainment Sector (AES) is a relatively new and growing sector in Kathmandu, developing rapidly after international aid and trade relations led to the growth of a consumer economy and the development of a consumer culture. The AES employs women and girls in a context where alternative work opportunities are limited. The sector is included by CLARISSA as one of the worst forms of child labour (WFCL) due to the nature of forced labour, slavery, and commercial sexual exploitation of children inside the sector. During the CLARISSA life story analysis, many children from this area emphasised poor family relationships and the majority of children from this settlement are engaged in some sort of child labour. This is a report of the Action Research Group in this location, which covered two themes: (1) lack of awareness and family conflict leading to abuse and exploitation at the workplace, and (2) social norms around voices of children not being important in relation to family matters.
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Ferrand, Alexis. Investors and Taxation: do Companies and Investors Avoid Paying Taxation After a Coup? Institute of Development Studies, marzec 2022. http://dx.doi.org/10.19088/k4d.2022.076.

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This rapid literature review aims to gather evidence relating to whether investors and companies have actively sought to maintain operations in a country (primarily for profit and livelihood of employee reasons) while avoid paying taxation for ethical or political reasons in the event of a coup or similar regime which lacks credibility with a proportion of the international community. It then explores the literature around the various responses that have occurred following or related to political regimes with significant domestic and international opposition.
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Böhme, Stephan, i Marcel Lippmann. Description Logics of Context with Rigid Roles Revisited. Technische Universität Dresden, 2015. http://dx.doi.org/10.25368/2022.211.

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To represent and reason about contextualized knowledge often two-dimensional Description Logics (DLs) are employed, where one DL is used to describe contexts (or possible worlds) and the other DL is used to describe the objects, i.e. the relational structure of the specific contexts. Previous approaches for DLs of context that combined pairs of DLs resulted in undecidability in those cases where so-called rigid roles are admitted, i.e. if parts of the relational structure are the same in all contexts. In this paper, we present a novel combination of pairs of DLs and show that reasoning stays decidable even in the presence of rigid roles. We give complexity results for various combinations of DLs involving ALC, SHOQ, and EL.
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Loureiro, Miguel, Maheen Pracha, Affaf Ahmed, Danyal Khan i Mudabbir Ali. Accountability Bargains in Pakistan. Institute of Development Studies (IDS), maj 2021. http://dx.doi.org/10.19088/ids.2021.046.

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Poor and marginalised citizens rarely engage directly with the state to solve their governance issues in fragile, conflict and violence-affected settings, as these settings are characterised by the confrontational nature of state–citizen relations. Instead, citizens engage with, and make claims to, intermediaries some of them public authorities in their own right. What are these intermediaries’ roles, and which strategies and practices do they use to broker state–citizen engagement? We argue that in Pakistan intermediaries make themselves essential by: (1) being able to speak the language of public authorities; (2) constantly creating and sustaining networks outside their communities; and (3) building collectivising power by maintaining reciprocity relations with their communities. In doing so, households and intermediaries engage in what we are calling ‘accountability bargains’: strategies and practices intermediaries and poor and marginalised households employ in order to gain a greater degree of security and autonomy within the bounds of class, religious, and ethnic oppression.
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Foster, Jessica. Survey of Legal Mechanisms Relating to Groundwater Along the Texas-Mexico Border. Redaktor Gabriel Eckstein. Texas A&M University School of Law Program in Natural Resources Systems, kwiecień 2018. http://dx.doi.org/10.37419/eenrs.groundwateralongborder.

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The purpose of this study is to present a factual picture of the multiple groundwater governance frameworks that cover the same transboundary aquifers on the Texas-Mexico border. The study can then serve as a foundation to support future research and as a reference for those sharing groundwater resources on the border to use in considering whether and how to coordinate management. Currently, Texas A&M School of Law, the Bush School of Government and Public Service at Texas A&M University, and the Texas Water Resources Institute are collaboratively pursuing a larger interdisciplinary project, and the study presented in this report is part of that concerted endeavor. First, the project establishes a study area, then identifies who are the stakeholders in the area, and finally summarizes the various rules each entity applies to groundwater. The study area selected is based on the aquifers identified in the 2016 study noted above (see Figure 1). Although there is currently no formal agreement between governments or users in Mexico and Texas for managing the reservoirs that cross underneath the international border, this survey represents a preliminary step in addressing the larger problems that the absence of a cooperative groundwater management framework presents. All of the institutional approaches employed in the various jurisdictions surveyed here model features from which developing management approaches could draw. Equally, noting gaps in the institutional approaches themselves and the ad hoc groundwater withdrawals occurring outside the reach of those institutions illustrates potential value in engaging local users in Texas’ and Mexico’s respective groundwater governance arrangements.
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