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1
Angerhausen, Julia. "Evaluation frequency in employment relations /". Dortmund, 2007. http://opac.nebis.ch/cgi-bin/showAbstract.pl?sys=000254214.
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Gould, Anthony Morven Francis, i n/a. "Employment Relations In The Fast Food Industry". Griffith University. Griffith Business School, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20061106.114525.
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The McDonald's model of labour management has been widely adopted throughout the fast food industry. Literature that is critical of fast food labour management policy and practice often portrays employers as offering work that is low paid, unchallenging and uninteresting. However, others argue that the industry provides young workers with: a first resume entry, training opportunities, the chance to develop a career and a path into employment. This study interprets these two perspectives as reflecting either misalignment or alignment of employee/crew and employer preferences. Such an interpretation recognises that fast food work does not represent a career for many who do it but is short term or 'stop-gap' in nature. The study's research question is: to what extent does management preference for elements of work align with the preferred working arrangements of crew at McDonald's Australia? This research subjects McDonald's Australian stores to independent scrutiny. Previous research in this area has mostly used qualitative methods. Earlier studies, by and large, provide descriptive accounts of fast food employment however they often lack the rigour of an empirical investigation. The present research uses a structured survey method to obtain data from crew and managers. Results are analysed using descriptive and inferential statistics. Findings focus on three areas of labour management: industrial relations, work organisation and human resource management. Several themes relating to alignment of preferences in the fast food employment relationship are identified. These are: crew have scant knowledge of industrial relations, do not like aspects of work organisation, but respond positively to certain human resource management policies and practices; crew lack knowledge of labour management issues generally; crew work is simple and repetitive; and, many young crew seem to dislike aspects of fast food work as they get older but others, who have distinctive characteristics, appear to continue to like the McDonald's approach as they age.
3
Rose, Howard John. "Social power, employment relations and organisational control". Thesis, Cardiff University, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.336072.
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Gould, Anthony Morven Francis. "Employment Relations In The Fast Food Industry". Thesis, Griffith University, 2006. http://hdl.handle.net/10072/366873.
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The McDonald's model of labour management has been widely adopted throughout the fast food industry. Literature that is critical of fast food labour management policy and practice often portrays employers as offering work that is low paid, unchallenging and uninteresting. However, others argue that the industry provides young workers with: a first resume entry, training opportunities, the chance to develop a career and a path into employment. This study interprets these two perspectives as reflecting either misalignment or alignment of employee/crew and employer preferences. Such an interpretation recognises that fast food work does not represent a career for many who do it but is short term or 'stop-gap' in nature. The study's research question is: to what extent does management preference for elements of work align with the preferred working arrangements of crew at McDonald's Australia? This research subjects McDonald's Australian stores to independent scrutiny. Previous research in this area has mostly used qualitative methods. Earlier studies, by and large, provide descriptive accounts of fast food employment however they often lack the rigour of an empirical investigation. The present research uses a structured survey method to obtain data from crew and managers. Results are analysed using descriptive and inferential statistics. Findings focus on three areas of labour management: industrial relations, work organisation and human resource management. Several themes relating to alignment of preferences in the fast food employment relationship are identified. These are: crew have scant knowledge of industrial relations, do not like aspects of work organisation, but respond positively to certain human resource management policies and practices; crew lack knowledge of labour management issues generally; crew work is simple and repetitive; and, many young crew seem to dislike aspects of fast food work as they get older but others, who have distinctive characteristics, appear to continue to like the McDonald's approach as they age.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
Full Text
5
Bhankaraully, Shabneez. "Financialisation, institutions and the implications for employment relations". Thesis, University of Birmingham, 2017. http://etheses.bham.ac.uk//id/eprint/8031/.
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Contemporary times witnessed financialisation emerging as a new form of economic development in liberal market economies (United Kingdom/United States). Consequences include a reshaping of the corporate governance and employment relations models owing to the dominance of finance capital leading to the increased prominence of shareholder value maximisation. I investigate the process of diffusion of these shareholder value practices in the form of corporate restructuring activities in Germany and France. Adopting a strategic choice perspective, I highlight that the process of diffusion of UK/US-based practices will be highly mediated for two reasons. First, the presence of important institutional differences in Germany and France, as compared to liberal market economies, enables domestic actors to better resist the diffusion of financialisation practices. Second, the governance of the firm constitutes the outcome of interactions among different firm stakeholders (employees, managers and shareholders) whose preferences are not monolithic. The implementation of corporate restructuring practices reflects the overlapping of preferences among different categories of firm stakeholders across countries and corporate restructuring practices. A Qualitative Comparative Analysis (QCA) methodology is adopted for unravelling the causally complex mechanisms leading to employee downwsizing (Germany and France) and wage reduction (France) via the use of necessary/sufficient conditions.
6
Walker, Bernard L. "For Better or for Worse: Employment Relationship Problems under the Employment Relations Act 2000". Thesis, University of Canterbury. Management, 2009. http://hdl.handle.net/10092/4388.
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The existing grievance literature has tended to focus on employee decisions concerning dispute action in light of Hirschman’s (1970) ‘loyalty voice exit’ (LVE) model. The present research sought to take an alternative approach by exploring the processes associated with grievances and disputes, through following a series of cases covering both employer and employee perspectives of the same dispute. The cases involved individual-level disputes where the parties were still in an ongoing employment relationship at the time that they accessed the mediation services of the government employment agency. The research process involved observing the mediation sessions and then conducting follow-up interviews with all the individuals associated with each case, including the employer and employee, along with union advocates, legal representatives, and mediators resulting in a total of 70 interviews. The findings covered a range of areas which combined to form a new model which reframed the dispute process as a series of choices, events and stages, rather than the single-choice perspective of much existing literature.
The model centres upon three core constructs. The first of these is the Dispute Type, which refers to the nature or substance of the dispute, and identifies three distinct types each of which have their own dynamics and progression, with a significant predetermining effect on the course of employment disputes. The second construct, Power, concerns the relative power of the parties, with a party’s overall power comprising of individual, organisational, and external levels. The series of dispute actions were also found to be driven by power-related dynamics, and this produces a model that both builds upon and also extends, existing models of power in the negotiation literature (Lawler, 1992; Kim et al., 2005). Finally the third construct, Interaction Type, draws on Pruitt and Kim’s (2004) dual concern model, to explore the combined interaction of the strategies and tactics utilised by each side in a dispute sequence. Extending this model into employment dispute situations, the research identifies dynamics which can lead to major escalation of disputes, precluding opportunities for resolution.
The research has significant implications for organisations in their management of individual-level employee disputes, as well as for parties such unions and other representatives who are reframed as agents with the potential to increase or reduce the power of parties.
7
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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Ioannou, Gregoris. "Labour relations in Cyprus : employment, trade unionism and class composition". Thesis, University of Warwick, 2011. http://wrap.warwick.ac.uk/47187/.
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This thesis is a study of contemporary labour relations in Cyprus and is based on seven case studies: three from the hotel, two from the banking and two from the construction industries. The case studies involved particular medium and large size firms and focused on specific workplaces but some generalisations and projections are also made concerning broader tendencies in the corresponding sectors. Labour relations are approached holistically, examining both the context and the content of labour power utilisation as well as its broader impact and significance on society as a whole. The thesis focuses on employment practices and work organisation but also includes within its analytic frame, the institutional and political factors involved, management and trade unionism. The workplace is approached as a site of power relations whereby social identities and divisions occur and authority is both established and contested. Thus labour and trade union organisation is examined at the workplace level and analysed from the workers' perspective, taking into account the experience of hierarchies and resistance, and the experience of cooperation and conflict. The study is located in a nationally specific context, situating the contemporary state of labour relations in Cyprus in the historical course of development and local particular conditions of the island. The colonial legacy, the ethnic conflict and the division of the country and the rapidity of modernisation have impacted substantially on both the industrial relations and the class structure of the society. On the other hand, international forces, trends and phenomena in the era of globalisation such as flexibility in and the deregulation of the labour market, increased capital and labour flows, neo-liberal discourses and trade union decline constitute the broader coordinates of the labour process. These facts and schemata are both examined in the light of empirical data from Cyprus and used to explore and explain issues of contemporary labour organisation and class composition. Theoretically and politically the thesis is situated within a general Marxian framework that is informed both by the conflict school of industrial relations and the tradition of class composition studies. Workers' resistance and class conflict, the means through which class is being composed, is seen not only as a political by-product of the labour process but ontologically at its centre and conceptually at its heart. Thus the thesis also includes references to and can be used in broader discussions in and of the Left and concludes with a characterisation of the challenges and the prospects of the labour and trade union movement in Cyprus.
9
Sansbury, George Ernest. "The employment relationship and integrated theory /". Access full text, 2004. http://www.lib.latrobe.edu.au/thesis/public/adt-LTU20060427.125729/index.html.
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Thesis (Ph.D.) -- La Trobe University, 2004.Research. "A thesis submitted in total fulfillment of the requirements for the degree of Doctor of Philosophy, School of Business, Faculty of Law and Management, La Trobe University". Includes bibliographical references (leaves 223-244). Also available via the World Wide Web.
10
Steiner, Jochen. "Mediation of employment disputes : a legal assessment". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape9/PQDD_0027/MQ50965.pdf.
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Reynolds, Julie Suzanne. "Intergenerational relations in the workplace : older women and their younger women co-workers". PDXScholar, 1990. https://pdxscholar.library.pdx.edu/open_access_etds/4148.
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Women aged 55 and older have been participating actively in the American work force and recently have been drawing increased attention from researchers in the social sciences (Ashbaugh & Fay, 1987) . This study examines the nature of service work performed by older part-time women workers and their younger women co-workers, and the relationship between the two generations in the workplace.
The following research questions guided this exploratory study: Do the older women workers and their younger women co-workers report that there have been changes in the co-workers' work since the older women began working at the job site? What do the older women workers and their younger women co-workers perceive to be the emotional quality of their intergenerational interaction in the workplace? If the co-workers report that the way their work is performed in the setting has changed since the older women began working, is the intergenerational relationship influenced by the perceived change in the distribution of work?
12
Whittaker, David Hugh. "New technology and employment relations : CNC in Japanese and British factories". Thesis, Imperial College London, 1988. http://hdl.handle.net/10044/1/47301.
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McCafferty, Patricia. "Working the 'third way' : New Labour, employment relations and Scottish devolution". Thesis, University of Glasgow, 2004. http://theses.gla.ac.uk/1537/.
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Labour’s election victory in 1997 was heralded as a new era, the dawn of a Third Way, a novel attempt to chart a unique political course overcoming the perceived limitations of both New Right and Old Labour. In this thesis, I explore that era of New Labour generally and, in particular, the impact of the Third Way on working lives. Key to my analysis is New Labour’s attempt to synthesise oppositional interests, in particular those of capital and labour. This involves a crucial rhetoric of flexibility, competitiveness and partnership. My research explores the rhetoric of New Labour in relation to the reality of this new force in power. It does this by: drawing out key features in the development of New Labour, especially its relation to Old Labour; examining central elements of New Labour ideology; arguing that Scotland should be seen as central to the transition from Old to New Labour; utilising a case study of industrial relations developments in a major electronics factory in the West of Scotland and, to a lesser extent, key developments in public sector employment. My main finding is that where New Labour’s ideology promises positive benefits, the form of its implication has negative impacts for workers. Since I take New Labour as a process, my thesis concludes with a more speculative exploration of possible future developments, both in relations to New Labour’s role in them, and their possible impact on the New Labour project.
14
Cutcher, Leanne Rose. "'Banking on the Customer': customer relations, employment relations and worker identity in the Australian retail banking industry". University of Sydney. Business, 2004. http://hdl.handle.net/2123/632.
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Previously consigned to the anonymity of �the product market� by researchers in traditional fields such as labour economics and industrial relations, the customer has recently attracted the attention of scholars from a diverse range of disciplines, including organisational behaviour, work psychology, labour process studies, gender studies, and critical management studies. In large part, this emerging interest in the customer is a result of the increasing dominance of service industries in developed economies and the recognition that service work entails a complex, three-way interaction between customers, management and workers. The literature identifies a range of competing and, at times, contradictory images of the customer. Rather than seeking to reconcile these competing representations, this thesis explores the multi-faceted nature of the customer presence and the implications for managers and workers in the retail banking industry in Australia. The thesis highlights how structural change and shifting discourses of the �customer� have influenced customer relations, employment relations, and worker identity in three areas of the retail banking industry: traditional retail banks, the credit union movement, and community banks. Drawing on detailed qualitative case study evidence, the thesis highlights the range of customers, both �real� and �constructed�, that can be found in the case study organisations. The thesis identifies the ways in which customers influence employment relations and how workers can be active in either accommodating or resisting the impact of these �customers� on workplace practice and worker identity. The central argument of the thesis is that, in addition to customers having a physical presence in and influence on organisational life, management and workers also construct �discursive customers� as a means of influencing the employment relationship and the meanings attached to service work. The study examines how these competing concepts of the customer and customer service influence both the customer-service provider relationship and service workers� relationships with one another and with management. Despite the increasing recognition that service work entails a three-way relationship between customers, management and workers, our understanding of how workers either welcome or resist the presence of this third actor in the employment relationship has, until recently remained very limited. This thesis makes a significant contribution to our understanding that for workers the customer is ever-present physically, emotionally and discursively.
15
Cutcher, Leanne. "Banking on the customer customer relations, employment relations, and worker identity in the Australian retail banking industry /". Connect to full text, 2004. http://hdl.handle.net/2123/632.
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Thesis (Ph. D.)--University of Sydney, 2004.Title from title screen (viewed 8 May 2008). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the Discipline of Work and Organisational Studies, School of Business, Faculty of Economics and Business. Includes bibliographical references. Also available in print form.
16
Mokolwane, Shodzani Tina. "The training, employment and job effectiveness description of public relations practitioners in Botswana". Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2304.
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Thesis (MTech (Public Relations Management))--Cape Peninsula University of Technology, 2015.Public relations (PR) is still a generally unexplored terrain in Botswana and many public relations practitioners (PRPs) are therefore experiencing challenges to either obtain worthwhile training and valid and applicable job descriptions or support from management where they are working. This is due to a large misunderstanding of what the profession entails. This career and study discipline certainly seems to be misconceived, misunderstood and misappropriated in many organisations and even in individual managers’ minds. Some of these misconceptions reflect that public relations is not sufficiently separated and distinguished from the other study fields and career descriptions in the discipline of communication studies, such as marketing, journalism, integrated marketing communications, corporate communication, branding, propaganda, publicity and advertising. This is a residual effect of earlier appointments of so-called public relations practitioners as the wine-and-dine attendees on the social circuit of a company who need to make a favourable impression of the business and the people on other stakeholders. There is no formal and professional public relations body in Botswana. The Public Relations Institute of Southern Africa (PRISA) is in the process of establishing a local chapter, which could be the beginning of an answer to the misconceptions about the country’s public relations industry. Qualitative and quantitative research approaches were used to collect data, the questionnaires were self-administered and the researcher carried out interviews. The triangulation method was used as one of the strategies to validate the research results. The total population of the study amounted to 110 participants. Unfortunately not all participants completed and returned the questionnaires, but 89 have completed and returned them, while seven interviewees participated. As for the collection of data, the pilot questionnaires were carried out with 18 participants and the pilot findings formed part of the research findings. For sampling of the population, the purposive or judgmental sample was used, based on the fact that the sample had knowledge on the researched title.
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Sappey, Jennifer Robyn, i n/a. "Flexible Delivery in Australian Higher Education and its Implications for the Organisation of Academic Work". Griffith University. Griffith Business School, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070228.110927.
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This doctoral research explores the implications for the employment relationship of the intersection between employment relations and customer relations. The context for the research is Australian higher education - specifically those university workplaces which are strongly market focused and where resourcing is inadequate to meet customer expectations. Traditionally, serving one's customer has meant providing goods or services (as requested by the customer) and doing so with courtesy (as defined by social custom). The customer was clearly outside the traditional employment relationship between employer and employee, although a focus of its output. However, in the context of post-Fordist production systems and post-modern values including the rise of consumption, there has occurred an intersection of product and labour markets which has led to changes to the employment relationship and the labour process. The thesis answers the questions: In higher education, does the student-as-customer have significant influence on the organisation of work? If so, does this constitute a reconfigured model of the employment relationship? The rationale for re-examining the employment relationship in the context of changing consumption patterns lies in the search for more extensive explanations of factors which influence the labour process with the suggestion that consumption is of increasing relevance for industrial relations theory and practice (see for example Heery 1993; Frenkel, Korczynski, Shire and Tam 1999a). The growth of a culture of consumption and changing consumption patterns are symptomatic of change which is central to the Australian economy as a whole and to higher education in particular (Usher, Bryant and Johnson 1997; Scott 1995a). In this context the doctoral research explores the social relations involved in the process of Australian higher education as a service encounter. It examines the implications for the organisation of work in particular, and the traditional bipartite employment relationship in general (between employer and employee although it is noted that the state has a peripheral role), of the student's newly constructed status of customer. The research focus is on flexible delivery which is seen as a key strategic response by higher education institutions to meet their perceptions of their customers' needs and wants. Flexible delivery is a pedagogy, a marketing tool and a form of work organisation and is a fertile domain within which to seek the intersection of employment relations and customer relations. In keeping with the labour process ethnographic tradition, this research employs Burawoy's (1991) methodology of Extended Case Method. This doctoral research raises critical issues related to the incongruence between current Australian national research ethics regimes and long established ethnographic methods employing participant observation. The practical consequences of the national research ethics regime for empirical research are explored in the concluding chapter. The data identifies that university managements' preoccupation with customer relations has undermined the traditional employment relationship between employing institution and academic. While the academic employee in the service encounter is engaged in the primary relationship of the bipartite employment relationship, management's incorporation of the student-customer into formal organisational processes which may lead to control over the organisation of work, potentially brings into being a tripartite employment relationship between employee/employer/customer. In such a model, customer relations is no longer merely the output of the employment relationship but a process within it, with customers acting as management's agents of control. This thesis introduces the concept of the customer as partial-employer. The thesis findings challenge the current management paradigm of customer focus as a 'win-win' situation. In Australian higher education customer focused strategies have emerged from managerial assumptions about student-customer needs and wants, specifically those of flexibility and value-for-money. The unintended consequence of these assumptions on the academic labour process has been a significant shift in the balance of power between academic educator and student at the level of the service encounter, with the subjugation of traditional academic authority to the power of the consumer in what has become a market relationship.
18
Sappey, Jennifer Robyn. "Flexible Delivery in Australian Higher Education and its Implications for the Organisation of Academic Work". Thesis, Griffith University, 2006. http://hdl.handle.net/10072/365506.
Pełny tekst źródłaStreszczenie:
This doctoral research explores the implications for the employment relationship of the intersection between employment relations and customer relations. The context for the research is Australian higher education - specifically those university workplaces which are strongly market focused and where resourcing is inadequate to meet customer expectations. Traditionally, serving one's customer has meant providing goods or services (as requested by the customer) and doing so with courtesy (as defined by social custom). The customer was clearly outside the traditional employment relationship between employer and employee, although a focus of its output. However, in the context of post-Fordist production systems and post-modern values including the rise of consumption, there has occurred an intersection of product and labour markets which has led to changes to the employment relationship and the labour process. The thesis answers the questions: In higher education, does the student-as-customer have significant influence on the organisation of work? If so, does this constitute a reconfigured model of the employment relationship? The rationale for re-examining the employment relationship in the context of changing consumption patterns lies in the search for more extensive explanations of factors which influence the labour process with the suggestion that consumption is of increasing relevance for industrial relations theory and practice (see for example Heery 1993; Frenkel, Korczynski, Shire and Tam 1999a). The growth of a culture of consumption and changing consumption patterns are symptomatic of change which is central to the Australian economy as a whole and to higher education in particular (Usher, Bryant and Johnson 1997; Scott 1995a). In this context the doctoral research explores the social relations involved in the process of Australian higher education as a service encounter. It examines the implications for the organisation of work in particular, and the traditional bipartite employment relationship in general (between employer and employee although it is noted that the state has a peripheral role), of the student's newly constructed status of customer. The research focus is on flexible delivery which is seen as a key strategic response by higher education institutions to meet their perceptions of their customers' needs and wants. Flexible delivery is a pedagogy, a marketing tool and a form of work organisation and is a fertile domain within which to seek the intersection of employment relations and customer relations. In keeping with the labour process ethnographic tradition, this research employs Burawoy's (1991) methodology of Extended Case Method. This doctoral research raises critical issues related to the incongruence between current Australian national research ethics regimes and long established ethnographic methods employing participant observation. The practical consequences of the national research ethics regime for empirical research are explored in the concluding chapter. The data identifies that university managements' preoccupation with customer relations has undermined the traditional employment relationship between employing institution and academic. While the academic employee in the service encounter is engaged in the primary relationship of the bipartite employment relationship, management's incorporation of the student-customer into formal organisational processes which may lead to control over the organisation of work, potentially brings into being a tripartite employment relationship between employee/employer/customer. In such a model, customer relations is no longer merely the output of the employment relationship but a process within it, with customers acting as management's agents of control. This thesis introduces the concept of the customer as partial-employer. The thesis findings challenge the current management paradigm of customer focus as a 'win-win' situation. In Australian higher education customer focused strategies have emerged from managerial assumptions about student-customer needs and wants, specifically those of flexibility and value-for-money. The unintended consequence of these assumptions on the academic labour process has been a significant shift in the balance of power between academic educator and student at the level of the service encounter, with the subjugation of traditional academic authority to the power of the consumer in what has become a market relationship.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
Full Text
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Rice, John. "Changing employment relations at Telstra Corporation : the impact of enviroment and technology". Thesis, Queensland University of Technology, 1997. https://eprints.qut.edu.au/36291/1/36291_Rice_1997.pdf.
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This thesis outlines a research project that investigated the theory and practice of
employment relations in a large Australian company, Telstra.
The thesis takes its point of departure from the literature that has contended that there
has been a 'transformation' of American industrial relations (Kochan et al., 1986).
The literature review covers the debates that have developed around these authors'
contentions and also coverage of literature that is germane to the research project in
the areas of public sector reform and privatisation and employee participation in
organisational governance.
The research findings are presented in a case study divided into two pm1s. The first of
these parts investigates the context of employment relations at Telstra by investigating
the policy environment and technological change to which Telstra has been subject.
The second case presents the results of research into the conduct of employment
relations at Telstra.
The research finds that the environment has had a strong impact on employment
relations outcomes throughout Telstra's history. Environmental factors have
constrained performance to such an extent that moves to a more consultative and
pm1icipative approach to industrial relations within the firm have, for the most part,
been difficult to implement and have not met expectations.
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Yeung, Siu-hung Polly. "Labour policy and the employment ordinance". Click to view the E-thesis via HKUTO, 1991. http://sunzi.lib.hku.hk/hkuto/record/B42574195.
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Akihiko, Fukunaga. "Understanding contemporary Japanese management : beyond universal and local explanations". Thesis, Lancaster University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.250011.
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Achtzehn, David. "The deal : employment relations in growth-oriented, high-tech start-ups : an employee perspective". Thesis, Loughborough University, 2015. https://dspace.lboro.ac.uk/2134/19628.
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The aim of this thesis is to explore employment relations in young, growth-oriented, technology-driven (high-tech) start-ups. It takes a closer look at the exchange relationship between founders and their first employees in this specific context. At its core, the research is interested in employees motivation to work for a growth-oriented start-up and their understanding of the employment deal. The study uses the psychological contract as an analytical framework to gain deeper insights into individuals perceptions of this deal. The research is embedded within an interpretivist paradigm and includes eight case studies involving growth-oriented high-tech start-ups in Berlin and London. For each case, in-depth interviews with three full-time employees as well as the founder(s) were conducted. The findings of this thesis demonstrate that the employment deal in growth-oriented start-ups is a short-term, faith-driven contract, which differs substantially from the current understanding of the psychological contract. In contrast to the long-term or open-ended contract often offered by larger, more established organisations, this deal has a defined expiration date . Moreover, the findings challenge the current understandings on remuneration, relationship building and power dynamics within growth-oriented start-ups and add to the literature by offering a re-conceptualisation of the psychological contract. This thesis helps to inform prospective employees about the advantages and challenges of joining a start-up and encourages entrepreneurs to further tailor their management and compensation strategies.
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Sansbury, George Ernest, i G. Sansbury@latrobe edu au. "The employment relationship and integrated theory". La Trobe University. School of Business, 2004. http://www.lib.latrobe.edu.au./thesis/public/adt-LTU20060427.125729.
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This research falls within the field of normative business ethics.
Its aim is to examine the moral nature of the employment relationship in western democracies by examining the liberal, democratic justifications that are normally advanced for its probity. Its concern is to challenge the notion that the employment relationship is in conformity with these liberal democratic values. Thus, the research is an exercise in the examination of the application of the liberal, democratic tradition to the social institution of employment.
Thus research examines areas of dissonance between the political relationship of employee � employer and the dominant values of the liberal tradition found elsewhere in western democracies.
The research firstly identifies the key moral characteristics of the employment relationship in private, capitalist organisations. This is derived from a consideration of the development historically, of the employment relationship, with acknowledgement of the combined influences of statute, common law, contract law and custom in forming the current employee relationship.
Secondly, the research identifies the justificatory arguments from the liberal tradition that are normally advanced in support of the employment relationship�s moral probity. These include notions of rights deriving from private property, the separation of social life into public and private spheres and the application of contract law to employment.
Thirdly, the research examines these arguments for their moral probity. Specifically, this involves an examination of the arguments regarding the private property status of employing organisations, the application of contract law to employment, the moral characteristics of the master and servant relationship as a basis for employment and the relevance of democratic values within employment.
As an additional perspective, the literature on human needs is reviewed as a source, outside of the liberal tradition, for a basis upon which to outline the moral requirements of human relationships to work.
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Dlova, Vuyisile. "Developing countries and legal regulation of transnational corporations' employment and labour relations practices". Thesis, University of Cambridge, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.235860.
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Chapter 1. Developing countries and TNCs This chapter serves as a general introduction on the issue of TNC regulation in developing countries. The issues covered in it include the definition of a TNC, statistics on such issues as the scale and significance of TNC investment, factors influencing the bargaining strength of the corporation vis a vis the host state and the institutional and legislative response to the TNC challenge. (The questions of Nationalization and Transfer Pricing in view of their far-reaching implications as well as their contentious nature on investor/host country relations are given a fairly detailed treatment in this introduction). Chapter 2. Labour Issues This chapter discusses labour issues that arise in the context of TNC operations in developing countries. Focus is mainly on three basic issues: TNC impact on employment, conditions of work and industrial relations (conditions of work are treated briefly here but in greater detail in the next two chapters.) Chapter 3. 'Export Processing Zones' This chapter focuses on conditions of labour in TNC plants located in special zones created by some developing countries in order to attract foreign investment. The chapter also contains selected short country studies to illustrate how labour/management relations are regulated by countries that have opted for this road to 'development*. The final part of the chapter discusses what is being done at international level to help improve the fate of workers in these zones or in enterprises that may be outside such zones but which in law or practice enjoy similar status with enterprises in those zones. Chapter 4. National Regulation of TNCs in Developing Countries: The case of Bhopal Gas Leak Disaster. The chapter seeks to illustrate and evaluate, in the light of the Bhopal experience, the type of problems that developing countries may confront in their efforts to regulate the social implications of TNC operations in these countries. The approach of the national authorities and other regulatory institutions, as represented by India in this case study, to such problems is also discussed and evaluated. The chapter can be divided into five parts. The first part is an introduction, the second part outlines key issues, from the point of view of our enquiry, and discusses some of the legal questions arising therefrom. The third part discusses in-house safety management at Union Carbide in so far as it is relevant to the Bhopal plant. The fourth part deals with Indian government regulation of the plant. The fifth part deals with options, under Indian law to hold the extra-territorial legal parent of the Indian subsidiary responsible for the damage caused by the accident, as well as the policy implications of exercising such options. (It is important to stress that the chapter is about regulation and not about liability as such. Liability questions are raised only in so far as they are regarded as incidental to our discussion on regulation.) Chapter 5. In Search of an International Regulatory Frame-Work on TNCs. The chapter is intended as an introduction to the issue of international regulation of TNCs, which is the main subject of the remaining part of this work. It is essentially a review of efforts by developing countries and the the international labour movement to create a force, at the international level, to match the power of TNCs, as well as the attitude and responses of the TNCs and their home countries to those efforts. The chapter is divided into two sections. Section A, discusses labour movement initiatives, in particular the largely unsuccessful attempts at creating transnational forms of bargaining with TNCs. Section B, discusses developing countries' initiatives, within the UN System, to establish an international machinery for regulation of TNCs. The economic philosophy that guides these efforts as well as legal principles regarded by these countries as being more in line with their aspirations on these matters, are matters also discussed. Chapter 6. Codes of Conduct on TNCs and The Law. This chapter discusses the legal status and effect of international Codes of Conduct on TNCs, at municipal as well as international law. The main focus is on the 'declaration' type instrument, which is the legal form taken by ILO Tripartite Declaration Of Principles Concerning Multinational Enterprises and Social Policy. Other types of non-binding instruments, including resolutions and recommendations, are also discussed. The circumstances in which these instruments may become binding sources of law are also briefly reviewed. (The contents of such codes and the state practice in relation to such contents is not discussed here. A discussion of these questions is the subject of the next chapter). Chapter 7. The ILO Tripartite Declaration. The subject of this last substantive chapter is a discussion on the most important international instrument on regulation of TNC social policies and practices in developing countries, the ILO Code on TNCs. The chapter is essentially our assessment, in the light of evidence reviewed here, of the adequacy of this instrument, including its implementation mechanism, in coping with the problems identified as pertinent in this work. The chapter can be divided into three parts. The first part outlines briefly the history of the instrument. The second part deals briefly with the contents in so far as they are relevant on the labour issues that have emerged as important in the context of this work. The third part is a detailed discussion on the implementation of the instrument at the national as well as the international level. Chapter 8. Conclusions and Reflections.
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Ricci, Aurora <1980>. ""Us" and "Them": The influence of joining a trade union in employment relations". Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2010. http://amsdottorato.unibo.it/2359/.
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Pritchard, Gordon. "Restructuring, state employment and labour relations : Portsmouth dockyard, a case study 1945-1997". Thesis, University of Portsmouth, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271460.
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Chou, Wen-Chi Grace. "Changing employment relations in the global economy : case studies of Taiwan's textile industries". Thesis, University of Bristol, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322629.
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Li, Xisi. "Examining employment relations in the ethnic Chinese restaurant sector within the UK context". Thesis, University of Sheffield, 2017. http://etheses.whiterose.ac.uk/20130/.
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Martišienė, Beata. "Civil Aspects of Legal Regulation of Labour Relations". Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2012. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120629_152523-45022.
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Summary of doctoral dissertation introduces the object, purpose and tasks, the novelty, actuality and originality of the dissertation. As well as this, the methodology, sources and the structure of the dissertation are given. Main conclusions and results of the research are being presented. Finally, the list of scientific publications and personal details about the author of the dissertation are given.Disertacijos santraukoje apibrėžiami darbo objektas, tikslai ir uždaviniai, taip pat mokslinio darbo naujumas, originalumas ir aktualumas. Kartu pateikiami pagrindiniai darbe naudoti metodai ir šaltiniai. Pristatomos pagrindinės ir svarbiausios moksliniame tyrime pasiektos išvados ir ginamieji teiginiai. Galiausiai pateikiama bendra informacija apie disertacijos autorę ir jos mokslinių publikacijų disertacijos tema sąrašas.
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Mandarino, Peter. "Employment across generations: Italian men in Toronto". Thesis, University of Ottawa (Canada), 2009. http://hdl.handle.net/10393/28154.
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This research examines the labour force characteristics of several generations of Italian men working in Toronto. Utilizing a mixed-methods approach, the analysis focuses on differences in participation and occupational status characteristics between generations of Italian workers. This study also investigates the social and geographic factors that may underpin observed labour market outcomes for men. In particular, the study focuses on social processes mediated by interpersonal relations constituted in and across particular locales (such as the home and schools). Some possible explanations for differences in the labour market status of generations of Italian men are presented, including a discussion of the messages transmitted within families about education, the influence of residential locale on labour market opportunities, and an exploration of the ways that gender roles influence the strategies and expectations for men with regard to work.
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Michelotti, Marco 1970. "Changing employment protection systemsthe comparative evolution of labour standards in Australia and Italy 1979 to 2000 /". Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/7618.
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Keyser, Elsabé. "The changing employment relationship in the chemical industry : the role of the employment- and psychological contract / Elsabé Keyser". Thesis, North-West University, 2010. http://hdl.handle.net/10394/4781.
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Understanding the employment relationship in the chemical industry in South Africa and organisational change within it is crucial to the understanding of the changing employment and psychological contract within this industry. This study focused on the employment- and psychological contracts, as well as employees ' work-outcomes (organisational commitment,
job insecurity, job performance and intention to quit). Employees from the chemical industry were targeted and a cross-sectional survey design was used to obtain the research objectives. Descriptive statistics, factor analyses, Cronbach alpha coefficients, correlations, multiple regression analyses were used to analyse the data. In Article 1 the objectives were to investigate the reliability and validity of the measuring instruments, and to study the relationships between employment- and psychological contracts and other employment relation outcomes. The Psychological Contract Questionnaire (PCQ) and demographical questionnaire were administered. Three internally consistent factors, namely Employer Obligations, Employee Obligations and Status of the Psychological Contract were extracted. Statistically significant differences were found between employee obligations and state of psychological contract. Statistically significant relationships were also found between employee obligations and violation of psychological contract. In Article 2 the objective was to determine the relationship between employer obligations, employee obligations, and the state of psychological contract, violations of psychological contract and various demographical characteristics of employees in the chemical industry. The PSYCONES were administered. Practically significant relationships with a large effect were found between employer obligations, state of psychological contract and violation of psychological contract. Gender and age were statistically significantly related to experiences of the psychological contract. In Article 3 the aim was to assess the relationship between employer obligations, employee obligations, the state of the psychological contract, violations of the psychological contract, work-outcomes and the demographic of employees. The PSYCONES were used as measuring instruments. A practically significant relationship was found between the state of psychological contract, violation thereof (a large effect), job insecurity (a medium effect) and organisational commitment (a medium effect). Regression analyses showed that psychological contract violation predicted organisational commitment. A negative relationship was found between the violation of the psychological contract, as associated with the state of the psychological contract, and intention to quit. Theoretically, it was expected that job insecurity would have a negative impact on organisational commitment, but the results showed that a statistically and practically significant positive relationship exists between job insecurity and organisational commitment. Only the type of contract and qualifications of employees resulted in a statistically increase in the prediction of variance in job insecurity. Demographical characteristics (age, gender, tenure, supervision, qualifications, and type of contract) did not contribute to oganisational commitment.Thesis (Ph.D. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2010.
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Parke, Sarah E. "An attitudinal study of gender and roles in public relations among practioners in the Midwest". Virtual Press, 2006. http://liblink.bsu.edu/uhtbin/catkey/1337203.
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Previous research has shown that although women outnumber men in public relations, women hold inferior positions, are paid less, and possess less credibility in their organization.Gender and roles in public relations has become a common focus of research for the public relations scholar; however, very few studies have used Q-methodology to gauge attitudes on this subject.Using Q-methodology, 21 public relations practitioners from a variety of organizations in 3 states were asked to sort 48 statements concerning attitudes about gender and roles in the field. Two factors emerged from the results and were labeled: Initiators and Generalists.Results indicated gender was no longer a factor in what roles the practitioner played and roles in public relations were blurring. It suggests further research should focus on differences between generalists and specialists rather than managers and technicians.Department of Journalism
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Guthrie, Robert. "The convergence of industrial and workers compensation laws in the 1990s in Western Australia". Thesis, Curtin University, 2003. http://hdl.handle.net/20.500.11937/1152.
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This dissertation describes and interprets the effects of the significant changes to the workers compensation, industrial and related laws that occurred in the early 1990s in Western Australia. These could be characterised as motivated by a desire by the then Coalition Government to reduce access to legal representation in compensation claims, limit the potential of workers to claim damages for negligence and reduce the use of collective bargaining mechanisms to resolve industrial disputes. Arguably, the common philosophical themes were to individualise the relationship between employer and employee and to reduce the bargaining strength of workers. In general terms, these themes were presented under the guise of flexible workplace relations. Whether these outcomes were achieved is not the subject of this analysis, rather, the aim is to show that one (perhaps unintended) consequence of the legislative changes of the early 1990s was to create significant areas of overlap in various employment related laws. These areas of overlap have led to some difficulties within the various tribunals involved in the resolution of employment related disputes. Over the last decade, the issues arising from the 1990s amendments have crystallized into important principles, which are discussed in this work. The thesis of this dissertation is that an examination of the development of the industrial and workers compensation laws in Western Australia in the 1990s establishes sufficient commonality between the industrial relations and compensation systems to warrant the rationalisation of these two jurisdictions.
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Masuyama, Mei. "Policy Alternatives to Employment Overwork in Japan". Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2232.
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Japanese workers are facing a threat of literal death from working too hard. In 1978, karōshi, defined as death or severe disability from overwork, was added to the Japanese dictionary. Japan is recognized as having one of the worst working conditions in the developed world with awfully long working hours. This thesis deconstructs the underlying psychological, cultural and economic reasons that contribute to the long working hours in Japanese companies. Then, this thesis examines the previous and current efforts by the Japanese, South Korean and German governments to reduce working hours in their countries to prevent the fatal consequences of overwork. It concludes by recommending the Japanese government to continue the research on overtime and death, raise awareness through education and outreach, enforce strict labor laws, and to adopt a method of flexible working hours.
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Jenkins, Sarah Louise. "Gendering workplace change : an analysis of women in six organisations". Thesis, Northumbria University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.268167.
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Patel, Viresh. "Changing contours of sociality : youth, education, and generational relations in rural Gujarat, India". Thesis, University of Oxford, 2016. https://ora.ox.ac.uk/objects/uuid:6eb3bb2b-59e5-4b58-94ea-f316b41da5ff.
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This thesis draws on eleven months of ethnographic fieldwork to examine the everyday lives of young people aged between 16 and 30 years in rural Gujarat, India. It is shaped around four standalone articles that examine the spatial aspects of young men and women's secondary and higher education, and employment strategies. Taken both individually and collectively, the articles employ a conceptual framework of relationality in order to critically examine the complexity of young people's everyday lives. Relationality crosses spatial scales, from the individual body though to intersecting with processes of globalization. My analysis interrogates these scalar connections within and across different spaces, and the ways in which these spaces produce, reinforce, and transform relations of power, difference, and identity. In doing so it makes a series of critical contributions to ongoing debates about educated unemployed youth, geographies of friendship, youth transitions and imagined futures, and young people's mobilities. The thesis reflects on "the everyday" as a locus of social change and continuity, focusing on a first generation of formally educated young men and women from socioeconomically marginalized Other Backward Classes, Scheduled Caste, and Scheduled Tribe populations in rural Gujarat. Among this demographic, and in part a consequence of ongoing structural transformations to India's education sector, families are increasingly prolonging the formal education of their offspring as they pursue projects of social reform. In a context where education manifestly cannot guarantee a smooth transition into secure employment, a relational approach that places an emphasis on the quality and nature of connections and relationships provides a valuable framework for understanding young people's lives. My work forwards three broader arguments in relation to this emergent generation of educated young people from marginalized communities. Firstly, I argue for greater empirical and theoretical attention to young people's movements within and across space in order to fully theorize age as a social relation. Related to this my analysis supports the case for a multi-sited methodological approach in order to locate young people within the significant social relations that shape their everyday lives. Secondly, the scale of the everyday offers productive insights into how the political and economic changes associated with liberalization in contemporary India are affecting marginalized populations. Rather than focusing on processes occurring within educational institutions, the thesis takes a broader focus to examine how young people conceive of, value, and mobilize their formal education in their daily lives. Finally, attention to both inter- and intra-generational relations as significant and influential to young people's everyday lives foregrounds the breadth of social relations that bear down upon the social, cultural, and economic aspirations of youth in contemporary rural India.
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Gan, Kah Chun Bernard Organisation & Management Australian School of Business UNSW. "The Singapore National Employers Federation (SNEF) and Singapores Industrial Relations". Awarded By:University of New South Wales. Organisation & Management, 2010. http://handle.unsw.edu.au/1959.4/44717.
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This thesis examines the formation, development, role and behaviour of the Singapore National Employers' Federation (SNEF). Its focus is primarily the field of labour management. It addresses key issues in the role of the SNEF from its formation in 1980 to 2004, in the institutional context of Singapore's politics, economic development and industrial relations. This longitudinal study makes a substantial original contribution to understanding Singapore's leading national employers' association, and is a pioneering study of a national employers' association in East Asia. The thesis is a qualitative case-study, using fieldwork interviews, primary documents and the secondary literature as data sources. Through the critical event method, the work focuses analysis on key junctures for the SNEF's development and change during the period examined. In addition, the author employs the Sheldon and Thornthwaite (1999) model of employers' association strategy in framing the analysis of the thesis' central questions, and in examining SNEF's strategic decisions in response to changes in its external environment. By analysing how the SNEF's external roles and internal relations changed during each period, the research draws attention to the dynamic nature of this employers' association in the rapidly changing conditions marking Singapore's development. Given the central role of the People's Action Party (PAP) in Singaporean society, a central theme of this thesis is how the SNEF balances political pressures from Singapore's government-dominated corporatist system, with the needs of its diversified membership. The narrative core of the thesis identifies five distinct periods of Singaporean industrial relations - through the lens of the SNEF - reflecting larger economic developments through which the government guided the economy and society. The thesis finds that, while the SNEF is an independent and apolitical organisation, it is nevertheless deeply embedded in the Singaporean variant of corporatism. Accordingly, the SNEF's role and behaviour are inherently guided by the PAP's ideology of pragmatism and, in Singapore, sectoral interests deferred to and institutionally served national interests.
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Yeung, Siu-hung Polly, i 楊少紅. "Labour policy and the employment ordinance". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1991. http://hub.hku.hk/bib/B42574195.
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Sweeney, Brendan Anthony. "Comparing employment relations in a cross-border region : the case of Cascadia's forest products industry". Kingston, Ont. : [s.n.], 2010. http://hdl.handle.net/1974/5692.
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Moodaley, Antonio. "An analysis of the proposed amendments to the Labour Relations Act and other employment legislation". Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021117.
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South Africa’s Labour Laws should undergo drastic changes in 2014 when new amendments take effect. The bills amend the Labour Relations Act 66 of 1995 (LRA), Basic Conditions of Employment Act 75 of 1997 (BCEA) and the Employment Equity Act 55 of 1998 (EEA). These amendments originate from the increasing “casualisation” of work prevalent in the South African Labour market and aim to address the phenomenon of labour broking, the continuous renewal of fixed-term contracts and unfair discrimination regarding wages amongst others. The legislature effected additional amendments to these Acts to align them with new developments, to improve the functioning of the Commission for Conciliation, Mediation and Arbitration (CCMA) and to fulfil South Africa’s obligation as a member of the International Labour Organisation (ILO). 1 In addition, the amendments attempt to clarify the wording of the Labour Relations Act (LRA) to elucidate numerous significant judicial interpretations of various provisions of the current Act as well as to close what some believe to be loopholes in current legislation. There are differing views on the possible effects the amendments could have on the country; some believe that it will damage business while others believe it will affect job creation. 3 According to Bosch, the amendments allow employers flexibility without depriving employees of rights properly due to them. 4 The researcher emphasises topical issues such as the need for temporary employment services, entitlement to organisational rights and the abuse of fixed-term contracts and further discusses, to a lesser extent and focusing on discrimination, the Basic Conditions of Employment Act5 (BCEA) and the Employment Equity Act6 (EEA).
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Hamilton, Peter Mackenzie. "Persuasive discourse and employment relations : a rhetorical analysis of local pay within an NHS trust". Thesis, Imperial College London, 2000. http://hdl.handle.net/10044/1/8133.
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Fitchett, Michael. "Towards an enabling state? : work and employment in state-citizen relations in England 1880-2007". Thesis, Loughborough University, 2011. https://dspace.lboro.ac.uk/2134/13651.
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This study represents the intellectual biography of an idea. That idea is the Welfare to Work regime of the New Labour government of Tony Blair over the period 1997 to 2007. This Welfare to Work regime is situated within a concept of an Enabling State developed in speeches by New Labour Ministers, particularly Blair, Gordon Brown, David Blunkett and the brothers Ed and David Miliband. The study elaborates the concept of 'enabling', traces its origins back, partly to the debates at Putney at the end of the English Civil War, partly through working-class history, and partly through the transformation of Gladstonian Liberalism wrought by New Liberals such as T.H. Green, L.T. Hobhouse and J.A. Hobson between 1880 and 1914. lt will argue that New Labour can be understood only by reference back to these origins. The study will also define the Enabling State by defining its opposite, the Disabling State created, albeit unintentionally, by the Conservatives between 1979 and 1997. The study employs a subset of Discourse Analysis, Speech Act Theory, to study the Labour speeches, since there has yet not been elaborated a 'theory of the Enabling State'. A participant observation is also employed to discuss how 'enabling' works at the level of individuals. The study is an attempt to 'read history backwards' as it were: to define the enabling state as it exists now, at least at the level of rhetoric, and then, as practical history, to trace lead ideas back to their sources, and to find antecedents: not cause and effect, for that is too difficult, but to find practices, traditions, concepts and discourse on which New Labour have been able to draw. This study will argue that, far from abandoning traditional Labour values, New Labour has found new ways to realise them.
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Reveley, J. W. C. "Registering interest: Work, employment and industrial relations on the waterfront in New Zealand 1953-1993". Thesis, University of Canterbury. Sociology, 1996. http://hdl.handle.net/10092/4851.
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This thesis examines patterns of power relations between waterfront workers and waterfront employers during the years 1953 to 1993. It argues that the key actors on each side, and the relationships between them, were constituted by the Waterfront Industry Act 1953 which established a 'bureau system' of labour administration. This legislative intervention created an occupational registration scheme which was complemented by the registration, as legal entities, of the main organized interests within the labour market - the unions and the employers' organization. The relationships between these actors are explored at three separate (although overlapping) levels: employment relations, industrial relations and work relations. Using these categories, an analysis of two distinct periods is presented: the break-bulk era (1953-1971) and the container era (1972-1986). The thesis concludes with a discussion of the period after deregulation (1987-1993). The thesis demonstrates that unions were empowered by the bureau system of labour
administration by being granted formal 'joint control' of certain crucial aspects of the
labour supply. The resulting union strength was constituted in and through a blend of
local and national bargaining together with the judicious use of strike action. At the
level of work relations, the bureau system exacerbated the inherent problems of
control associated with the performance of work by gangs. This produced a particular
pattern of work relations which centred on the wage-effort bargain. In the break-bulk
era, this pattern led to a tension between the organization of the labour market and the
wage-form. Despite this tension, watersiders had considerable control of work
practices. This control was carried over to the period after containerization.
In the relationship between firms and the labour market, the study reveals that firm
size was as much a function of the type of labour market, as the type of labour market
was a function of firm size. As well as empowering the unions, the bureau system
secured the existence of small firms. These, the most significant, unintended
consequences of this system intersected in the 1970s when several unions became
involved in establishing small new entrant stevedoring companies.
Key developments in ownership and control followed containerization. Rather than
containerization resulting in pervasive vertical integration, this process occurred
unevenly and was accompanied by a parallel process of vertical disintegration.
Instead of large vertically integrated shipping companies becoming the main players
within stevedoring, a number of new types of organizations and firms entered the
field. This fragmentation of waterfront employers at an economic level became a
persistent source of employer disunity which significantly impacted upon outcomes
within the spheres of employment relations, industrial relations and work relations
during the 1970s and 1980s. The resulting dynamic of union strength and employer
weakness only began to be eroded after the institutional and legislative supports of the
unions were systematically dismantled by state reformers in the late 1980s.
The effects of the bureau system in producing considerable union control, set limits
upon what could be achieved by both state reformers and employers in the period
after deregulation. All attempts to restructure the industry have come up against the
barrier of labour that is already unionized and well-organized. Port reform has,
however, allowed a new space for small firms, operating now as stand alone players
in the labour market. These small firms have the greatest potential to erode the last
remnants of the bureau system, in the union's control of the labour supply, by
reintroducing non-union casual labour into the industry.
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Kekic, Razia. "Women, work and the family : changes in gender relations, employment and the family in Belgrade". Thesis, London School of Economics and Political Science (University of London), 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.392136.
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Sakamoto, Akiko. "Employment, skills and tripartite relations : the evolution of skill development systems in Japan and Singapore". Thesis, University College London (University of London), 2006. http://discovery.ucl.ac.uk/10019277/.
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The study addresses the historical processes by which interactions between the state, business and labour influence the evolution of skill development systems. Such systems consists not only of education and training providers, but also of employment practices, the wage structure and the articulation of qualifications in the labour market, which form the broad incentive mechanism for individuals and firms to train. Individuals and firms responding to formal, and informal, rules and incentives create a generalised pattern of training behaviour, which provides the distinctive character of each skills system. The study argues that relations and interactions between the state, business and labour have a major influence on shaping the rules and incentives, which are referred to here as institutions. The study demonstrates that a skills development system is an historical product, reflecting the evolution of power relations, contested interests and economic and social changes. While the system is often influenced by changing skill demands stemming from economic, political and technological challenges, it is also shaped by how the stakeholders respond to these challenges by creating or changing the institutions that make up the system. An analysis of the evolution of the skill development systems in Japan and Singapore demonstrates the influence of these types of historical processes. While the dominant theoretical perspective used in analysing skill systems in East Asia emphasises the instrumental role of the state, the analysis of Japan and Singapore highlighted considerable differences in the state's role. The study acknowledges the usefulness of the developmental state perspective, but finds that viewing the skills system through the lens of tripartite interactions revealed the influence played by nonstate forces -in particular in the case of Japan but to some extent also in Singaporewhich have not been sufficiently accounted for previously. The skill development system in each country reflects unique accumulation of historical conflicts, compromises and agreements between the stakeholders. Therefore, this explains the different systems in Japan and Singapore.
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Madigan, Pauline. "Practitioner perspectives on higher education as a preparation for employment in public relations in Ireland". Thesis, University of Sheffield, 2017. http://etheses.whiterose.ac.uk/17811/.
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This thesis is an empirical study of how practitioners understand the nature of public relations as an occupation in Ireland and how they view the role of higher education as a preparation for employment in this field. Given its recent history and association with higher education, there has been little research into this relationship. In addition to investigating practitioners perspectives on their own career backgrounds and the growth of undergraduate and professional education related to public relations, consideration is given to the skills, knowledge and attributes seen to be necessary for entry into the occupation. Using an interpretivist approach and design, semi-structured interviews were conducted with a purposive sample of sixteen senior public relations practitioners in Ireland. One-half of the interview sample had received a formal public relations education and the other half had not. Drawing on a review of academic, professional and international literature on the development of public relations as an occupational field, a thematic analysis was applied to the interview data. The main findings were that, firstly, practitioners supported the hiring of a graduate with a higher education qualification, although some were less concerned that this be a specific qualification related to public relations. Some practitioners without a formal education in public relations expressed regret and frustration about how much longer it took them to develop an understanding of the occupation without such a platform. A second major finding related to the importance of theoretical understanding when public relations was located and studied within higher education. Higher education courses were held to impart more long-term depth, appreciation and criticality, in contrast to the focus on essential specific skills in many training courses and continuing education programmes. A third important finding was the recognition of the contribution of higher education to the future development, health and strength of public relations in a fast-changing global and digital world. While there were concerns about core skills such as writing, there was an overwhelming desire on the part of practitioners to assist and join with higher education in developing programmes that equipped graduates with the knowledge and capabilities to operate in a diverse range of public relations roles and settings. These perspectives were echoed in the international literature on public relations. Based on these findings, a new model of professional practice is proposed, one in which the industry, education and professional bodies work in a more integrated, collegial, collaborative manner in order to move the profession forward in Ireland. Styled the ‘Integrated Professionalism of Public Relations’, this model is designed to improve graduate capabilities and thinking, and ultimately benefit the public relations industry as a whole.
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Mutimukeye, Regine. "The professional status of female public relations practitioners in Rwandan public and private institutions: a manager's perspective". Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/2308.
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Thesis (MTech (Public Relations Management))--Cape Peninsula University of Technology, 2011.This study investigated the professional status of female public relations practitioners in Rwandan public and private institutions by using direct managers as a focal point to get their perspectives about their staff. The study used a structured questionnaire to get information from the managers in public relations or communication departments. While different authors such as Aldoory & Toth, (2002); Wilcox and Cameron (2006:35) and Hon (1995) indicate that the public relations industry is feminised to the extent of 70 percent, the results of this study present it otherwise. The findings reveal that the trend of feminisation in Rwandan public relations industry is not on the same speed as the one in the industry worldwide. This means that based on the findings from different studies worldwide, females are represented by a big number in the public relations industry than males do. Furthermore, there is a gender gap in terms of responsibilities whereby women are more clustered in technical tasks rather than managerial ones. Although Rwanda has opted to empower women in its reconstruction process, they are still affected by the legacies of indigenous culture in terms of stereotypes associated with them and salary gaps which shows that the promotion of a female professional continue to be a problem in some organisations. Considering the research results, the public relations industry in Rwanda is still a new field and hence its practitioners' professional status especially women is not well depicted. However, the results show that female practitioners are able to offer good services to their customers due to their innate caring character and professionalism. The results recommend that local high learning institutions should include public relations courses in their program to ensure long run availability of public relations professionals. In addition the Rwanda private sector is encouraged to open up public relations agencies which will contribute to the improvement of customer care in Rwanda. Finally, the researcher recommends that public relations activities should be well planned in organisations to avoid confusion with other related fields such as marketing, for instance. The researcher further recommends that advance studies should be conducted to engage in the evaluation of the implementation of gender promotion laws and its efforts in various organisations.
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Michelotti, Marco 1970. "Changing employment protection systems : the comparative evolution of labour standards in Australia and Italy 1979 to 2000". Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/5612.
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Syed, Anwar Ali Shah. "New technology employment and industrial relations in developing countries : a study of the Pakistan banking industry". Thesis, Cardiff University, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.232896.
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