bluuebunny/crossref_metadata_2025 huggingface dataset:
Trade Unions and Organizational Innovation
Authors: Thompson Paul , Wallace Terry , Sederblad Per
Published: July 2002

The capacity of trade unions to renew themselves clearly depends on
a variety of political and organizational factors. British trade
unionism has long been seen as defensive, sectional and reactive. In
contrast, Swedish unions have a reputation for interest and involvement
in organizational innovation. This contrast is broadly confirmed in our
case studies, though political and economic changes pose severe problems
for traditional strategies in both countries. If British trade unions
are to develop strategically, they will need their own positive agenda
on the central workplace and societal issues. Looks at the obstacles and
potential for doing this in the sphere of work organization, utilizing
comparative research in the UK and Sweden.
European Works Councils and Their Implications
Authors: Welch Roger
Published: July 2002

Examines the development of the current position in Britain, along
with initiatives at EC and now EU level, to institutionalize collective
structures for employee involvement along common lines. In the context
of the latter, the emphasis will be on the European Commission′s
proposals for European undertakings to establish European works councils
(EWCs). As will be detailed below, these proposals were contained in a
draft directive, agreed in 1991, and are now being progressed under the
provisions of the Social Protocol. Also draws on empirical research
undertaken in East Anglia to determine the extent to which trade unions
continue to be recognized, and the employers′ awareness of the content
of EC/EU initiatives. Discusses the implications of this research for
the future direction of employee involvement in this country. Particular
emphasis is given to the interests of trade unions and the extent to
which they should welcome initiatives from the EU, such as the EWC
Directive.
Enterprise Cultures in the Global Economy
Authors: Williams Alan
Published: July 2002

Looks at human resource management (HRM) and in particular how it
is used in Mexican literature. Also examines the Thatcherite approach,
with regard to declining international competitiveness, in seeking
labour market reforms to try and realign competitiveness from Asian
economies. Labour market flexibility (LMF) and strategic human resource
management (SHRM) are posited as having strategic roles in off‐setting
employers′ attempts to discard traditional means of collective labour
market regulations.
PRP for Manual Workers
Authors: Brough Ian
Published: July 2002

Evidence indicates that the distribution of performance‐related pay
(PRP) schemes among manual workers is limited and has increased at a
much slower rate than with non‐manual workers. Case study evidence from
firms with manual PRP schemes is used to investigate this. A successful
PRP scheme for manual workers is likely to demand a very careful
introduction. Successful operation of a manual PRP scheme is only likely
if the organizational culture changes at the same time, or if it is part
of a wider process of performance management.
A constituency theory perspective of human resources effectiveness
Authors: Crow Stephen , Hartman Sandra , Koen Chiff , Van Epps Pamela
Published: July 2002

Recent interest in constituency theory, coupled with the concern of
the quality movement for meeting the needs of the internal and external
“customers” of organizations leads HR managers to think
about their jobs in terms of the stakeholders or constituents who have
influence or impact on HR job performance. When the HR job is considered
in terms of its any constituents, it becomes apparent that within any
organization there are many different interacting groups that HR
managers must satisfy, or who have rights or a stake in what HR does.
Moreover, each comes with distinct and sometimes conflicting needs.
Discusses the importance of HR constituencies and how they can affect
the HR function′s ability to operate successfully, and to use theory to
suggest how the HR manager can retain effectiveness in a setting
characterized by pressures from competing constituencies.
Integrating TQM and HRM
Authors: Simmons David E. , Shadur Mark A. , Preston Arthur P.
Published: July 2002

Reviews the main tenets of TQM and strategic HRM, and identifies
both similarities and tensions between the two approaches. Presents a
case study of Tubemakers Australia, winner of an Australian Quality
Award. Illustrates how Tubemakers managed the integration of TQM and
strategic HRM. Particular strengths of Tubemakers′ approach were its
ability to centralize strategic elements of TQM while still providing
the workplaces with sufficient latitude to address the specific needs of
their employees.
Human resource management in the knowledge age
Authors: Despres Charles , Hiltrop Jean‐Marie
Published: July 2002

Knowledge is becoming a critically importance resource in
contemporary business organizations, a development posing significant
issues for HRM. Draws together various strands of theory, research and
practice to develop a better understanding of these issues, with special
emphasis on HRM practice in knowledge‐intensive organizations. Discusses
the difficulties of making a transition from traditional forms of HRM to
post‐industrial approaches. A review of traditional compensation systems
serves as the basis for a series of propositions concerning preferred
practice in this critically important area. The major contention is that
the managers of knowledge‐intensive organizations are confronting major
new issues in co‐ordinating and directing the effort of knowledge
workers. The major conclusion is that existing compensation structures
and routines must be re‐thought and makes several suggestions in this
regard.
Customer‐supplier relations and the diffusion of employee relations changes
Authors: Beaumont P.B. , Hunter L.C. , Sinclair D.
Published: July 2002

Describes the utility of supply chain partnerships as a mechanism for the diffusion of change in employee relations. Uses case study and survey evidence to explain the means by which this can be achieved. Examines data relating to both customer and supplier organizations in the manufacturing sector. Concludes that the customer‐supplier relationship can act as an agent of change in human resource management, particularly as they do not need to be artificially created, and can reach “peripheral” as well as “core” firms. Suggests that the local economic development agencies may be able to encourage the formation of networks of organizations in a particular industry and promote the spread of innovations in employee relations in this way.
German co‐determination ‐ Quo vadis? A study of the implementation of new management concepts in a German steel company
Authors: Wächter Hartmut
Published: July 2002

Examines the pressures on the German co‐determination system in the context of the introduction of total quality management (TQM) in a German steel company. The case is a particularly interesting research site because the German steel industry is regulated by the most extensive co‐determination laws in Germany and the German company in question is French‐owned, enabling comparisons to be drawn with the introduction of new management methods in France. Outlines the positions of the works council and labour director towards TQM and the difficulties that they experienced when it was introduced. Concludes by portraying two possible scenarios of the effects of new management techniques on German co‐determination.
Globalization and a new human resource policy in Korea
Authors: Kim Seongsu , Briscoe Dennis R.
Published: July 2002

Korean firms are in the process of transforming their human resource management (HRM) systems to compete effectively in the global market. Whereas the traditional HRM system emphasized group harmony and age norms, the “new HR policy” emphasizes a performance‐based system. Whether the new HR policy can achieve its objectives remains to be seen. This radical change from the traditional HRM system to a new one is likely to cause a variety of problems. Discusses, specifically, four potential problems in the case of Samsung.
Human resource management in a quality context: some Irish evidence
Authors: Monks Kathy , Buckley Finian , Sinnott Anne
Published: July 2002

Evidence from a survey of the Irish Q Mark companies suggests that there are implications for both the human resource (HR) function and for human resource practices where organizations are involved in the implementation of quality intiatives. In some cases the HR function has taken a role in strategic decision making and responsibility for the communications, training and involvement measures necessary to support the quality programmes. HR practices have also changed in some organizations, with a revision of selection, training and appraisal methods. From the employee’s perspective, quality programmes appear to lead, through teamworking and communications mechanisms, to increased involvement. However, the reporting and control measures allied to quality have the potential to increase the monitoring of work and there is little evidence that reward structures have been revised to take account of changes in work practices.
From check‐off to direct debit? Trade union subscriptions in UK universities
Authors: Baimbridge Mark , Simpson Claire
Published: July 2002

Examines trade union subscriptions in relation to the 1993 Trade Union Reform and Employment Rights Act focusing on the Association of University Teachers, where the relationship is examined between subscription payments and hypothesized factors relating to staff, union and institutional characteristics. Finds significant indicators include staff grade, age, gender, the number of part‐time staff, a substitution effect in relation to check‐off together with a quadratic association for union density. Given this series of findings the continued dominance of check‐off as the favoured method of subscription payment, within the confines of this study, appears to be problematic.
Flexible working patterns: towards reconciliation of family and work
Authors: Papalexandris Nancy , Kramar Robin
Published: July 2002

Observes that historically, family and work were not separated in pre‐industrial societies in which life was a united whole, but that family and work are gradually becoming separated in industrial societies, as work becomes dependent, production becomes centralized, and the relationship of the individual with work impersonal. In Greece there is still some evidence of close relations between family and work due to the large number of very small family firms and the high proportion of the population working in small family farming lots. However, a large percentage of the population work in full‐time traditional jobs. Flexible working patterns such as part‐time, flexi‐time, annual working hours, parental leaves, job sharing, variable working time, telework, condensed working week, as well as contract, pay and task flexibility are not so extensively used in Greece and it is only since 1990 that they are gaining ground. Flexibility at work is a major tool in enhancing economic performance, fighting unemployment and promoting competitiveness. Apart from that, flexibility is needed because it can prove very useful in harmonizing family life with work obligations, provided it takes into consideration family needs, parental obligations and the right of employees to a better quality of life. Presents the current situation on work flexibility in Greece and examines these aspects of flexibility which can prove useful not only in enhancing economic performance but in providing better conditions for the reconciliation between family and work.
Against Japanization: understanding the reorganization of British manufacturing
Authors: Procter Stephen , Ackroyd Stephen
Published: July 2002

In the late 1980s, the idea of Japanization dominated debates about the restructuring of production, work and industrial relations in this country. There was, of course, some evidence to support the Japanization thesis; yet, even at the time of the strongest influence, there were indications that it did not describe what was happening very well. It now seems much more plausible to argue that British manufacturing companies were on a distinctive trajectory of development, which has only passing similarities to Japanese patterns of organization.
The internal dependency relationship in “Japanized” organizations
Authors: Kerrin Máire
Published: July 2002

This article provides a descriptive account of the impact of new production methods and the consequences for the internal dependency relationship. The case study examples illustrate the nature of the internal dependency relationship under the new production methods and attempts to assess how this internal dependency relationship interacts with increasing devolved responsibility, problem solving and continuous improvement at source, and the use of increased information at shop floor level. Implications for future management of these dependencies are examined.
Models, styles and metaphors: understanding the management of discipline
Authors: Fenley Anthony
Published: July 2002

This article looks at discipline as a workplace issue, considers what is meant by good industrial relations, and how the effective management of discipline can contribute to positive workplace relationships. It argues that the punitive, corrective and revisionist models of discipline do not provide a satisfactory explanation of managerial behaviour. It contends that valuable and relevant insights can be provided by McGregor’s classic study on management. Finally, the article considers the value of metaphor as a means of understanding organisational behaviour, and utilises four animal metaphors to describe and prescribe four distinct types of management conduct in disciplinary situations.
Working in a corner shop: are employee relations changing in response to competitive pressures?
Authors: Liff Sonia , Turner Simon
Published: July 2002

The rise of large out‐of‐town stores has received attention in terms of concern about the viability of town centres and local businesses and the environmental consequences of the increased car journeys generated by this change in shopping practices. This article explores whether the competitive pressures which small retailers are under have affected their employee relations. It is based on interviews with owner managers of butchers, greengrocers and newsagent shops in one location. Owner managers had different assessments of the nature of the competition they were facing and how they might continue to have a viable business. However, approaches to recruitment and selection and staff allocation seemed to have more to do with the limited labour market and the personal nature of the employment relationship than the approach taken to competition. Low wages, long hours and limited training remained the dominant features of both successful and unsuccessful businesses.
Decentralisation and flexibility in Greek industrial relations
Authors: Kufidu Stella , Mihail Dimitrios
Published: July 2002

Labour flexibility is a central theme of management’s rhetoric in Greece. At the same time the securing of greater flexibility has been identified by policy makers as a central component of industrial relations reform. In spite of this endowing of flexibility with major significance there is a marked absence of empirical data indicating the growth of flexibility at the Greek workplace. This paper entails an examination of the extent to which private companies in Greece have adopted crucial aspects of flexibility such as decentralized bargaining, pay, working time and employee participation. Our research analyzed management data from a survey of 22 manufacturing establishments and compares them with relevant European data. Main findings indicate a considerable gap between rhetoric and flexibility implementation in actual practice.
Change and conflict in the academic library
Authors: Edwards Catherine , Walton Graham
Published: July 2002

It has been observed that “the libraries of colleges and universities are changing faster than their respective parent institutions. Essentially everything in and around the library is changing: services, technologies, organizational constructs, ownership and access policies, values and most of the rest” (Riggs, 1997). Invariably this intensity of change will cause conflict on different scales and levels and have serious implications for Library and Information Services. Between 1996 and 1998 the eLib IMPEL2 (Impact on People of Electronic Libraries) project was able to monitor how this conflict was being manifested. Using literature from both the management and librarianship disciplines, the general concepts of conflict are discussed, focusing on causes of conflict, positive and negative impacts and different conflict handling techniques. There is an overview concerning how the theories and ideas on conflict drawn from the management discipline apply within an academic library context. After outlining the background to the IMPEL2 eLib project, examples of conflict found in academic libraries are illustrated using data collected. In February 1999 examples of conflict were reviewed at a study day for librarians who identified causes and possible conflict management strategies. These are also presented.
An investigation into the information needs and information‐seeking behaviour of members of Ghana’s legislature
Authors: Alemna A.A. , Skouby K.E.
Published: July 2002

Reports an investigation into the information needs and information‐seeking behaviour of Members of Parliament in Ghana’s legislature. It concludes that a better understanding of this question is fundamental to the achievements of their job objectives. Includes the questionnaire used in the survey.
Personnel management in a university library in a rural setting in Nigeria
Authors: Ifidon Betty I.
Published: July 2002

Presents the viewpoint of a second‐level library manager who has experienced personnel management in libraries in urban and rural environments. The contrast between the two situations prompted the investigation. In a rural setting it was discovered that staff behave in an extraordinary way. The study reveals that the factors responsible for this include a “Son of the soil” syndrome, the concept of godfatherism, the neglect of rural areas in terms of development, poor economic conditions, and a lack of understanding of personnel management on the part of some heads of department. The resolution of this problem is the single greatest task for the library manager.
Perspectives concerning user fees in public libraries
Authors: Egholm Charlotte , Jochumsen Henrik
Published: July 2002

New challenges facing public libraries require increasing resources and/or a more systematic approach in selecting from the increasing amount of new materials and filtering the overwhelming information glut. In facing this dilemma one idea could be to introduce user fees. Reports the results of investigations into the nature and level of user fees established in public libraries in several countries. The article discusses six general perspectives concerning user fees related to the future role of public libraries: the financial rationale underlying user fees; the willingness of users to pay; user fees as a means of collecting information on user preferences and controlling/limiting its use; the impact on the social distribution of library services; aspects of rethinking the modern welfare state; and aspects of enlightenment in a post‐modern society.
Benchmarking, annual library plans and best value: the implications for public libraries
Authors: Favret Leo
Published: July 2002

Discusses the implications of activity in the UK which has resulted in the preparation of library plans, and the introduction of best value and benchmarking for public libraries. It provides a review of the distinction between benchmarks and process benchmarking; the development of benchmarking in the private and public sectors; annual library plans and best value, and the implications of the best value process for public libraries.
Change in university libraries: don’t forget the people
Authors: Morgan Steve
Published: July 2002

Highlights the increasing importance of university library staff in an age of continuous (mainly) technological change. Explains that their interpersonal skills will be crucial in providing the added value in support of students using library technology. Suggests a greater involvement of staff in the change process including the use of management‐related skills by all staff (rather than exclusively by managers), wider participation in decision‐making and a greater degree of strategic awareness.
What’s fair? Pricing models in the electronic era
Authors: Anglada Lluís , Comellas Núria
Published: July 2002

Particular characteristics of electronic resources allows information in this format to be used more widely and shared. Library consortia exist to help their members to obtain better prices: buying joint access for a greater number of users. Commercial publishers, for their part, try to combine their interests with the technical possibilities and demands of the libraries. Though the pricing models and the types of licences have improved considerably since the early years, a number of the parameters used in the calculation of prices are clearly unfavourable at present for some consortia. In 2001 the Consortium of University Libraries of Catalonia (CBUC) distributed to the most appropriate electronic mail lists a declaration “Why some libraries and consortia are paying too much for e‐information”. This article aims to extend the viewpoints set down in this statement.
Databases: fit for use or fit for us?
Authors: Armstrong C.J.
Published: July 2002

Database users often find that not only do data retrieved contain errors but that the databases themselves do not live up to their expectations as far as coverage, structure or capabilities. The Centre for Information Quality Management (CIQM) has been set up to act as a clearing house for database users who discover faults. Over and above this, the centre is developing methodologies to offer users a degree of quality assurance. Database labels provide mini‐specifications with quantitative and qualitative information which allows users to see how far they can “trust” a database. They are also an implicit standard which information providers will maintain or improve. Accreditation could lend labels greater authority: a second suggestion from CIQM would entail panels of database users in answering regular surveys in order to provide comprehensive database reviews. CIQM is looking for user support for these ideas.
The NBBI Project Bureau for Information Management: an organizational profile
Authors: Kramp Anouk H.C.
Published: July 2002

Gives a description of the work of the NBBI Project Bureau for Information Management, located in The Hague. This Dutch bureau was originally founded in 1987 by the Dutch Government. The mission of NBBI is to help build an optimally functioning information infrastructure in The Netherlands. NBBI also conducts commercially‐oriented research and consultancy in the field of information services, specializing in the production, conveyance and use of information. Describes tasks that NBBI routinely executes for the European Commission, its expertise in market positioning and NBBI staffing. Some project results are presented. For example, the disclosure of previously hard‐to‐access audio‐visual material and the development of a model for library management. Ends with NBBI’s plans for the future. NBBI will further focus on information research and information consultancy. Beside the possibilities of information technology, NBBI sees many chances for improvement of management, performance measurement and quality assurance in the information sector.
Can we really see where electronic journals are going?
Authors: Meadows Jack
Published: July 2002

Where electronic journals will go in the immediate future depends on their relative advantages and disadvantages as seen by four participating groups ‐ authors, publishers, librarians and readers. Current developments are of crucial importance for deciding how speedily electronic journals will be introduced and accepted. Though the picture is changing rapidly, implementing electronic journals still holds problems for all four groups. Basic questions ‐ for example, of financial viability, or of long‐term storage ‐ still need to be resolved. These are not likely to be solved for all electronic journals in the same way. Some pointers to the future are becoming discernable, but it is still too early to see in detail how the transition from printed to electronic journals will develop.
An overview of library management practices in West Africa
Authors: Alemna A.A.
Published: July 2002

This paper discusses library management practices in West African countries (specifically Ghana and Nigeria), highlighting various issues such as funding, collection development and the image problem. Prospects for the future are also discussed including the need to market library services; resource sharing; foreign aid; and the issue of alternative sources of funding for libraries in West Africa.
The impact of information use on decision making: studies in five sectors ‐ introduction, summary and conclusions
Authors: Grieves Maureen
Published: July 2002

Provides an introduction and overview of a series of studies commissioned by the British Library Research and Innovation Centre on the theme of the use of information in decision making.
User consultation in public library services
Authors: Morris Anne , Barron Elizabeth
Published: July 2002

The idea that user consultation is central to effectiveness, quality and efficiency is still relatively new in many public service organisations, including libraries. This paper reviews the methods available and describes the results of a survey of all UK public library authorities to find out what methods they employ, their effectiveness, and in which context they are used. Recommendations are also made for improving user consultation within libraries.
Issues in career advancement prospects among librarians in Nigerian universities
Authors: Selong Edem U.
Published: July 2002

Survey data were used to examine some issues, obstacles and the structure of career advancement prospects in Nigerian universities which was found to be slow and frustrating to reach the peak by practising librarians. The survey results indicate that 147 respondents (73 per cent) identified and rated the combination of professional duties with the academic work of publishing as their greatest obstacle to career advancement, whereas 25 librarians (12 per cent) indicate inadequate opportunities to reach the rank of university librarian as their second greatest obstacle. Furthermore, empirical results show that 12 respondents (6 per cent) indicated a lack of higher educational qualifications in librarianship as their third obstacle and ten respondents (5 per cent) indicated the lack of a generally accepted laid down policy on promotion criteria as their fourth problem, whereas eight respondents (4 per cent) indicated being uncomfortable with the unnecessary emphasis on publication output at the expense of performance of professional duties as their fifth obstacle. Issues such as the appointment of professors in university libraries, higher educational qualifications for librarians, retirement benefits and uniformity in designations were identified and solutions proffered. The author recommends the creation of new positions at the top to reduce frustration and stagnation
Best value – the impact on libraries: practical steps in demonstrating best value
Authors: Liddle David
Published: July 2002

Describes the new concept to defining value for money and quality of service delivery in UK local government. Public library services in a number of selected local authority areas are involved in pilot projects. Demonstrates the principles and practicalities of the best value process including the four Cs. These are: challenge, is the service needed at all?; compare, involving analysis, comparison and benchmarking; consult, which requires authorities to seek dialogue with the public it serves; compete, which looks for parnerships and private sector involvement.
The KMAT: benchmarking knowledge management
Authors: de Jager Martha
Published: July 2002

The knowledge management assessment tool (KMAT) is designed to help organisations make an initial high‐level assessment of how well they manage knowledge. Completing the KMAT can direct organisations toward areas that require more attention, as well as identify knowledge management practices in which they excel. The KMAT proposes ways that four enablers (leadership, culture, technology and measurement) can be used to foster the development of organisational knowledge through the knowledge management process. This process embraces the steps that the organisation takes to identify the information it needs and the manner in which it collects, adapts and transfers that information across the organisation. The model places all the major knowledge management activities and enablers together in a dynamic system. Describes how organisations can have their performance rated and benchmarked with those of other organisations for each of 24 practices.
Poverty dynamics and social transfers in Italy in the early 1990s
Authors: Addabbo Tindara , Baldini Massimo
Published: July 2002

Poverty dynamics and the ability of the Italian welfare system to reduce poverty are investigated by using the 1991‐1995 panel of the Bank of Italy’s Survey of Household Income and Wealth. Households most exposed to poverty live in the South, have a larger size, a young or female head, with a low educational level or a discontinuous work profile. The dynamic and static effectiveness (in terms of poverty reduction) of social transfers is analysed, as well as the factors affecting exclusion from the safety net. A closer look is taken at the effects of a minimum income guarantee in the experimental phase in Italy.
Vocational Training and Productivity Performance: An Anglo‐Dutch
Comparison
Authors: Mason Geoff , van Ark Bart
Published: July 2002

Compares matched samples of precision engineering plants in Britain and
The Netherlands. Suggests that labour productivity levels in British
industry are 25‐30 per cent lower than in The Netherlands. This is seen
to reflect slower investment in new capital equipment and lower average
levels of workforce skills in Britain. The widespread provision of
full‐time vocational education in The Netherlands is said to enable
Dutch employers to carry out further training to technician and craft
levels more quickly and cost‐effectively. Although British engineering
companies are devoting more resources to initial and continuous
training, this is insufficient to offset the initial Dutch advantage.
Pay and Employment Equity in the United States and Canada
Authors: Gunderson Morley
Published: July 2002

Pay and employment equity initiatives clearly have been important
policies in Canada and the United States. While the policies appear to
have had some positive effects for some members of the target groups for
which they are to apply, large gaps still remain in the pay and
employment opportunities for these groups. In part this reflects the
limited application of these policies as well as their limited scope
even if they were fully applied.
Affirmative Action in Employment for the Scheduled Castes and the
Scheduled Tribes in India
Authors: Jain Harish C. , Venkata Ratnam C.S.
Published: July 2002

Focuses on affirmative action programmes in India for people belonging
to the scheduled castes and the scheduled tribes in the sphere of
employment. The constitutional safeguards and the measures initiated to
give effect to them are briefly reviewed. Examines the progress achieved
in realizing the goals in terms of the fulfilment of the quotas (i.e.
reservation targets) and discusses the problems in implementing the
affirmative programmes. The extremely complex Indian experience sheds
light on various unique measures initiated to give effect to public
policy concerning affirmative action programmes. It affords many lessons
for other countries wishing to pursue similar objectives.
Work, Leisure and the Competitiveness of Australian Industry
Authors: Dawkins Peter , Simpson Michael
Published: July 2002

The length of the working week and the flexibility of working time are
two aspects which impact on the international competitiveness of
Australian industry. The popular view of the Australian worker is often
couched in terms such as “lazy” and “slack”, and the “sickie” appears to have
gained a permanent place in Australian vocabulary. Presents evidence,
however, which tends to suggest that the lazy “tag” may be somewhat
inappropriate. Comparison of the Australian estimates on hours of work
with international data obtained from the OECD and the ILO indicates
that Australian full‐time workers are working more hours than most other
OECD countries. Also, full‐time employees are working considerably
longer hours than they did a decade ago. Puts forward four primary
reasons for this increase in hours worked by full‐time employees: (1) a
substantial increase in the proportion of employees working in excess of
48 hours per week; (2) a decrease in absence rates over the last ten
years; (3) a decline in the amount of annual and long service leave
taken by full‐time employees; and (4) a significant decrease over the
last decade in time lost owing to industrial disputes. Of greater
concern is the flexibility of working time. Evidence suggests, for
example, that penalty rates of pay and working time restrictions have
tended to spread through the award system to an extent that is not
healthy for Australian industry. While there has been some relaxation
of these rigidities, it is thought that there is considerable scope for
further moves in this direction.
Economic Adjustment and Cultural Change: Peronist Unions in Argentina
1990
Authors: Ejdesgaard Jeppesen Anne Marie
Published: July 2002

Proposes to discuss some of the social and cultural consequences of the
Structural Adjustment Programme in Argentina in 1990. The general
assumption is that changes in economic policies provoke cultural changes
which will on the other hand affect the possibilities of economic
development. The focus is on two Peronist trade unions. They represent
two different ways of reacting, different attitudes towards the economic
programme of the government and different strategies for action which
reflect the culture and history of these organizations. The empirical
findings are based on qualitative interviews with representatives from
the two organizations. The overall theoretical framework is a
combination between anthropological theories about culture and cultural
change and studies of organizational culture. Recommends that changes in
culture are definitely worth consideration in connection with
implementation of changes in economic policies.
Knowledge of, and attitudes towards, the demographic time bomb
Authors: Hodgkinson Gerard P. , Dale Nigel , Payne Roy L.
Published: July 2002

Reviews the data on changing demographic trends and predictions
about their implications for human resource management (HRM) practices
in the 1990s. Reports the results of a survey of 176 senior
managers/personnel specialists, which assessed their knowledge of the
demographic trends, and their attitudes to HRM practices which are
claimed to alleviate the effects of these trends. The results reveal a
considerable degree of ignorance about the nature of the demographic
trends, and varying attitudes towards the importance of the practices
associated with their alleviation.
The Greenbury Report on directors’ remuneration
Authors: Hughes James J.
Published: July 2002

Discusses the recommendations of the Greenbury Committee on the remuneration of directors in public companies. Specifically comments on the following issues: the establishment, membership and status of remuneration committees in public companies; the determination of remuneration policy for executive directors; the disclosure and approval of the details of remuneration policy; the length of service contracts and the determination of compensation when these are terminated. Suggests that progress in implementing them should be monitored, given the importance of the Greenbury proposals.
Work values and commitment
Authors: Elizur Dov
Published: July 2002

The main objective of the present study was to examine the relationship between work values and commitment. Suggests at the first stage a systematic definition of the work values domain based on two content facets: modality of outcome and system‐performance contingency. Based on this definitional framework, the 24‐item Work Values Questionnaire, constructed by Elizur and his colleagues in previous research, was applied. Included in the questionnaire was a non‐item measure of commitment. It was expected that commitment would be more strongly correlated with cognitive work value items than with instrumental ones. The results generally support the hypotheses. Moderate positive correlations were observed between commitment and independence, job interest, use of abilities and achievement. A positive correlation was also found, however, with pay, which was classified as an instrumental work value item. The meaning of the results and their implications for future research were discussed.
Holonic modelling: human resource planning and the two faces of Janus
Authors: Parker Brian , Caine David
Published: July 2002

Gives the background to human resource planning (HRP) and argues that HRP tools are still an essential management requirement. Looks, therefore, to HRP tools that are not so mathematically complex as to be of little use to the average practitioner. Provides an approach which harnesses modern spreadsheet technology to implement the previously esoteric tools of analysis ‐ “holonic modelling”. Holonic modelling recognizes that computer power and the flexibility of software packages allow problems to be structured in a flexible manner. Goes on to demonstrate the use of holonic modelling in the context of HRP.
Correlates of under‐employment among recent business school graduates
Authors: Burke Ronald J.
Published: July 2002

The job training schemes have been and still are important for the supply of labour to cultural institutions in Denmark. Particularly the young and experimental cultural manifestations are depending on labour market subsidies for their development and survival. Discusses the clashes, cultural, labour market and industrial policies, each representing particular objectives which cannot easily be co‐ordinated.
Technical and vocational education and training in the Philippines: experience and views of trainees
Authors: Abdelkarim Abbas
Published: July 2002

Aims to bring a new angle to, in fact to complete the triangle of, industrial training studies, which have focused on training institutions and the firms. The third angle, the trainees, has often been neglected, appearing only as figures, enrolment, drop‐outs, graduates, etc. A comprehensive policy on industrial training would be incomplete without appraising experience of trainees and taking their views seriously. Examines research based on three surveys among potential, current and past trainees. The experience and views of the trainees should be taken as a major parameter in technical and vocational education (TVET) strategy, planning and programme implementation. Finds that trainees have expressed clear views on the relevance of the TVET programmes they have attended/are attending, and on the quality of public and private training. Findings of the surveys have some relevance to labour market policy, specifically on mobility, labour turnover, labour market information and employment of women.
How students search for vacation employment
Authors: Mallier Tony , Bailey Mark
Published: July 2002

Summer vacation employment plays an important role in the financial survival of students in higher education. Examines what job search methods are used and questionnaire evidence is analysed to establish how success in job search is dependent on a number of control and job search variables. Finds that for students seeking temporary full‐time employment, a search process including either the use of Job Centres and/or responses to newspaper advertisements increases the probability of gaining work. However, females were found to be less likely to gain full‐time temporary work than males. The success of those students seeking part‐time employment was improved by the use of a private employment agency. A mature student was found to be more likely to obtain a job in all of the models.
The managerial implications of labour importation in Hong Kong
Authors: Lee Grace O.M.
Published: July 2002

This article discusses the controversies surrounding the issue of labour importation, and then describes the development of the various labour importation schemes introduced over the years as well as its institutional arrangements and its gaps. The managerial implications of labour importation are examined, using the case study approach. Empirical evidence from the case studies show that labour importation could be a very resourceful input to organizational performance, but the contributions of import workers are limited by institutional factors. Because of these man‐made rigidities and inflexibilities, management makes little attempt to integrate the imported workers into the mainstream labour force. They are confined to the role of “peripheral” workers, but it is not because of any inherent disabilities. Rather it is due to employers’ response to social and political demands to marginalize the imported workers so as to prevent them from undercutting the local work force.
Human resource practices and workforce diversity: an empirical assessment
Authors: D’Netto Brian , Sohal Amrik S.
Published: July 2002

Workforce diversity has become an important issue in Australia. This study examined the extent to which human resource management practices were being used by organisations in Australia to manage workforce diversity. The study also assessed the perceived challenges and benefits of diversity in the workforce. The findings of this study indicated that overall, management of workforce diversity is only “mediocre”. In particular, inadequate diversity management practices were found in the areas of recruitment and selection and training and development. As migrant employees do not create any problems and are very compliant, the challenges that workforce diversity presents does not receive adequate attention by organisations in Australia. However, these organisations seek several benefits from their multicultural workforce. The implications of these findings are discussed.
High performance and human resource characteristics of successful small manufacturing and processing companies
Authors: Rowden Robert W.
Published: July 2002

This case study research involved 31 successful small manufacturing companies in the southeastern USA for the purpose of identifying, among other things, their perceptions of high performance and other human resource related characteristics in their organizations. Analysis of the transcripts and observations of the workers led to conclusions. The shared high performance work practices were training, compensation and benefit packages, and selective staffing. Related practices included tuition reimbursement and sponsored activities. Human resource characteristics included low turnover and fair treatment.
Women – better leaders than men? In general and educational management it still “all depends”
Authors: Pounder James S. , Coleman Marianne
Published: July 2002

The growing impact of women in the workforce has kept the leadership style of women on the research agenda. Reviews some of the current thinking on women and leadership, drawing on general and educational management literature. Particular attention is paid to management in education because of: the continued pressure on the higher educational sector generally to be publicly accountable that indicates a specific need for effective leadership; the fact that at the school level, leadership is a central theme in the literature on organizational improvement and educational reform; and education is a field numerically dominated by women, yet despite some evidence of a growing willingness of women to take up leadership positions in the field, educational leadership is still a male preserve. Concludes with a synopsis of some of the factors that may account for differences in leadership style.
Do You Have the Personality to Be a Leader?
Authors: Kinder Andrew , Robertson Ivan T.
Published: July 2002

Explores the practical implications and the psychological meaning of the
links between specific job competences and personality variables using
biographical material from the lives of famous people such as Anita
Roddick, Sir John Harvey‐Jones, Lord Shaftesbury and Mikhail Gorbachev.
Uses results from an earlier study, involving a meta‐analysis of
personality data to provide an empirical base. Focuses on four areas:
“creative/innovative”, “analysis and judgement”, “resilience” and
“persuasiveness”.
In Search of Structural Excellence
Authors: Martinsons Aelita G.B. , Martinsons Maris G.
Published: July 2002

Ideal organizational structures are subjectively based on specific sets
of organizational and external factors. Begins with a review of
structural alternatives and identifies the need for a contingency‐based
approach. Changes in corporate structure may be needed as a result of
internal developments and environmental changes. A case study of the
consumer goods multinational, Procter & Gamble, is used to illustrate the
evolutionary nature of organizational structure. Difficulties in
determining the ideal structure lead to a basis for a set of
recommendations which can help leaders structure their own organization
for success.
Operant Technologies
Authors: Martinko Mark J. , Fadil Paul
Published: July 2002

Operant technologies have been criticized as being too micro‐oriented
and simplistic to apply to the complex problems and interdependent
issues associated with major organizational change and development
efforts. Describes an organization change and development effort in an
international brewery that used operant principles as the theoretical
foundation for guiding the intervention. Illustrates that operant
principles may be particularly advantageous for organizational change
efforts in that the emphasis on behaviourally‐based problem definitions
and measurement provides a solid foundation for problem identification,
problem solving, and the development of concrete action plans.
The Dynamics of Partnership Sourcing
Authors: Brown Andrew D. , Boyett Inger , Robinson Phil
Published: July 2002

Examines how and why some major UK purchaser and supplier organizations
have increasingly sought to become partners. Drawing on detailed case
studies of Rank Xerox, Hoover, ICL and British Rail discusses the
dynamics of partnership sourcing, and analyses and exemplifies the costs
and benefits to both partners and suppliers. Suggests that both partners
benefit from the increased commitment and improved communications that
partnership brings. Argues that purchasers derive extra advantages from
partnership relations in the form of the potential for a reduced
supplier base and increased scope for quality improvements in supplier
goods and services. Finally, considers a number of problems,
opportunities and constraints on partnership sourcing. Concludes that
it is the UK cultural heritage of adversarialism in purchaser‐supplier
relations which present the most significant difficulties in making
partnership sourcing work.