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Employment Relations Record
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ISSN (Print) 1444-7053
Published by RMIT Publishing [403 journals]
- Volume 15 Issue 2 - The impact of deregulation on employment relations in
the Australian retail industry
- Abstract: Mortimer, Dennis; Ingersoll, Louise
This paper discusses the growth in research on management strategy in the period following the decentralisation of the Australian Industrial Relations system in the late 1980s and early 1990s. While the role of individual company management was minimal in the centralised IR system, the move to enterprise bargaining was designed to facilitate the linking of management's strategy in employment relations to its overall business strategy. The paper argues that while management strategy did become an area of focus, at least in relation to studies of employment relations practices in the retail industry, most of the studies tend to treat management at 'arm's length', and fail to analyse management's strategic intentions or choices. It is suggested that part of the reason for this is the focus of the studies on published reports and surveys, rather than the use of case studies that specifically focus on the strategic use of labour in the Australian Retail Industry.
PubDate: Mon, 22 Feb 2016 23:53:35 GMT
- Abstract: Mortimer, Dennis; Ingersoll, Louise
- Volume 15 Issue 2 - Union revitalisation: A review and a research agenda
- Abstract: Balasubramanian, Girish; Sarkar, Santanu
Unionised workforce has declined over the past decades across the globe. The inclement conditions have compelled the trade unions to take on coping mechanisms, which has given rise to a separate strand of research on a theme known as 'union revitalisation'. Regardless of nearly two decades of research, there is a multiplicity of definitions. Union revitalisation has been conceptualised both as a process and an outcome. It has been examined as a phenomenon, an activity carried out by unions, and has been examined through lenses of power and influence. The various strategies adopted by trade unions are a part of the union revitalisation rhetoric. In this paper we critically examined these union revitalisation, conceptualisations and strategies. We argue for broadening the definition and scope of revitalisation studies so as to include workers who are often neglected and marginalised. Since our understanding of revitalisation is formed based on studies in the developed economy context, we argue for a developing economy perspective to advance our understanding of the 'union revitalisation' expression by debating from a developing economy perspective.
PubDate: Mon, 22 Feb 2016 23:53:35 GMT
- Abstract: Balasubramanian, Girish; Sarkar, Santanu
- Volume 15 Issue 2 - Recruitment practices in Australia: A review and
comparative research agenda
- Abstract: Jepsen, Denise; Knox-Haly, Martha; Townsend, Daniel
Although the Australian economy suffered, recruitment defied the global financial crisis and continued a 'war for talent'. Simultaneous skills shortages and relatively low unemployment in this unique historical context pushed Australian recruiters to adapt their practices and strategies. This review examines practitioner and peer-reviewed literature on the current Australian recruitment context. The review documents how economic drivers have reshaped recruitment as a form of employer branding and a process increasingly reliant on technology, social media, outsourcing and recruitment metrics. The practitioner literature reveals the new style 'science of recruitment sourcing', including the introduction of job boards, job board aggregators, applicant tracking software, online interviewing and recruitment process outsourcing. Employers' use of employee value propositions, employer of choice and other branding strategies are presented. The paper highlights the shortage of peer-reviewed literature documenting the particular Australian experience, and concludes with a discussion of a comparative research agenda.
PubDate: Mon, 22 Feb 2016 23:53:35 GMT
- Abstract: Jepsen, Denise; Knox-Haly, Martha; Townsend, Daniel
- Volume 15 Issue 2 - Editors' note
- Abstract: O'Connor, Christine; Mortimer, Dennis
PubDate: Mon, 22 Feb 2016 23:53:35 GMT
- Abstract: O'Connor, Christine; Mortimer, Dennis
- Volume 15 Issue 2 - What does it mean having difficult conversations in
the workplace?: An exploratory literature review
- Abstract: Kippist, Louise; Duarte, Fernanda
Difficult conversations in the workplace are conversations that can potentially make people feel uncomfortable, generate conflict or detrimentally affect relationships and productivity in work settings. While this topic has been significantly researched from a healthcare organisation's perspective, there is a paucity of scholarly works on difficult conversations that can be applied to other types of workplaces. This paper paves the way for this kind of research by providing a literature review that highlights prominent themes relating to difficult conversations in the healthcare field, and also in the few existing works that analyse this phenomenon from a management studies perspective.
PubDate: Mon, 22 Feb 2016 23:53:35 GMT
- Abstract: Kippist, Louise; Duarte, Fernanda
- Volume 7 Issue 2 - Values and Virtues or Qualifications and Experience?:
An Analysis of Non-profit Recruitment Advertising in Australia
- Abstract: Green, Jenny; Dalton, Bronwen
This article provides an analysis on the non-profit recruitment advertising in Australia. The analysis finds that values receive little attention in the advertisements, and that a trend towards the adoption of the language of the market is discernible. The paper concludes by discussing how these types of recruitment advertisements may reflect and/or affect what is important to the sector, in particular the potential for these practices to generate a value shift among managers that may undermine the capacity of non-profits to realise their social mission.
PubDate: Wed, 24 Oct 2012 10:44:22 GMT
- Abstract: Green, Jenny; Dalton, Bronwen
- Volume 8 Issue 2 - Student Journal Use in a Conflict Resolution Course
- Abstract: Kirby, Brenda J; Donn, Clifford B
This paper reports on the use of a journal assignment in a course on Conflict Resolution. The assignment required that students go to the mass media, the internet, or use their personal experiences to find illustrations of the issues and concepts related to conflict resolution. The journal assignment addressed several course goals including to demonstrate an understanding of course material, to show that conflict is ubiquitous and relevant to their lived experiences, and to gain additional practice with writing and class presentation. Continuing assessment of the successful clarification of course concepts was accomplished by observing the attempts in journal entries to apply the concepts, analyse them, and discuss appropriate and varied conflict resolution techniques. Students demonstrated an understanding of course-relevant issues and displayed ingenuity in finding unusual examples of conflict. Questionnaire responses showed that students found both the journal assignments and the class discussion of journal entries helpful. Overall, it appears that journal assignments were helpful to students in learning about conflict resolution, especially in learning how to identify sources of conflict. The journals provided opportunities for students to demonstrate their understanding and, at times, application of conflict resolution and for the instructor to respond when that understanding was lacking.
PubDate: Sat, 6 Oct 2012 14:32:26 GMT
- Abstract: Kirby, Brenda J; Donn, Clifford B
- Volume 8 Issue 2 - Teaching Advanced Human Resource Management and
Employment Relations to a Diverse Graduate Student Population: A Call
Centre Action Learning Approach
- Abstract: Holland, Peter
Teaching advanced human resource management (HRM) and employment relations (ER) to an increasingly diverse student base has become a significant issue in postgraduate classrooms. To ensure both self-development and an integrative approach to the education of students, action learning through case study methodology provides a significantly positive outcome for independent and interactive learning, both inside and outside the classroom. Case studies based on a contemporary issue in HRM and ER are also important from a linkage perspective between business faculties and industry wanting students equipped with the skills to manage in an increasingly complex, competitive environment. This paper explores the development of a Greenfield call centre case study to provide students the opportunity to develop new independent and integrated strategies in a team environment. A call centre scenario was chosen because of the sector's mixed reputation for HRM and ER policies and practices; from variously being described as electronic sweatshops to dungeons with telephone to winning awards as employer of the year in the Australian Financial Review survey. This provides a fertile environment for students to develop and test their HRM and ER policies and practices. In addition, call centres are one sector that can truly be classed as a 'born global' and all students are familiar with the concept of the call centre.
PubDate: Sat, 6 Oct 2012 14:26:46 GMT
- Abstract: Holland, Peter
- Volume 8 Issue 1 - The Australian Workers' Union and the Country Women's
- Abstract: Jerrard, Marjorie A
This article offers a case study of the unexpected partnership between the Australian Workers' Union (AWU) and the Country Women's Association (CWA) to take health and safety education and information to farmers and their employees in 2003. It uses a series of interviews with key parties and document analysis to build the case. At face value, the differences between the AWU and the CWA, particularly political, seemed likely to undermine, if not prevent out right, any partnership formation. Through the persistence of individuals within the two organisations to break down perceived and real barriers, the project was developed and implemented; however, the partnership then died at the end of the campaign. The reasons for this lay in the typical union conceptualisation of a 'campaign' as short term to achieve a particular objective and once it is achieved, the campaign and the partnership are both over. The challenge for unions is to keep the partnership alive for future campaigns.
PubDate: Sat, 6 Oct 2012 14:23:57 GMT
- Abstract: Jerrard, Marjorie A
- Volume 7 Issue 2 - Worker Participation in OHS in New South Wales
(Australia) and New Zealand: Methods and Implications
- Abstract: Mylett, Terri; Markey, Ray
Legislation in New Zealand and in New South Wales (Australia) provides statutory rights for worker participation (WP) in occupational health and safety (OHS) on the expectation that such participation will improve OHS in workplaces, and will therefore make a contribution to higher productivity, higher performing workers and organisations, improved employee wellbeing, and less wasteful and more cohesive societies. This paper reviews empirical and theoretical literature on the links between WP in OHS and improved OHS outcomes but first considers the difficulties of isolating causal connections and the influence of context. Methods for WP in OHS are then debated, taking statutory forms in NSW and NZ as a starting point but also drawing on lessons from Denmark and Norway. Comparison between these countries may be instructive on the role of context: two are models of neoliberalism with workplaces shaped by managerial prerogative and two are models of social democracy with workplaces shaped by partnership.
PubDate: Sat, 6 Oct 2012 14:23:56 GMT
- Abstract: Mylett, Terri; Markey, Ray
- Volume 8 Issue 1 - From 'Workforce Planning' to 'Collective Action':
Developments in the Australian Dairy Farm Sector
- Abstract: Nettle, Ruth; Oliver, Damian; Brightling, Pauline; Buchanan, John; Williamson, Jim
Effective farm working relationships underpin the dairy farm sector's ability to attract, retain and develop people (including farm family members). To this end, the Australian dairy industry has invested in providing up-to-date and tailored information to dairy farmers and upskilling farm advisers to better support their farm clients in the "people area". This farm-level intervention to support working relationships does not, on its own however, enable effective farm employment relationships to become "visible" and impact the attractiveness of the industry to those outside of dairying. This raises the question - how can effective working relationships be operationalised to a regional or industry scale? This paper reports on how a model of collective workforce planning, developed from existing literature and research, has been used to guide and evaluate 2 parallel activities in the Australian dairy industry. The process presented in the paper represents a reconceptualisation of "workforce planning" as "regional collective action". The strengths and weaknesses of this are discussed, along with issues for its use in practice. The paper concludes with a potentially useful theoretical framework (i.e. theory of practice) to understand other issues associated with operationalising effective employment relationships - particularly the regional brokering roles conceived to better match industry needs with employment services.
PubDate: Sat, 6 Oct 2012 14:22:27 GMT
- Abstract: Nettle, Ruth; Oliver, Damian; Brightling, Pauline; Buchanan, John; Williamson, Jim
- Volume 11 Issue 1 - Where will the milkers come from?: A future employment
conundrum for New Zealand's largest export industry
- Abstract: Trafford, Sue; Tipples, Rupert
Over the past decade the dairy industry has grown in land area, number of cows, milk production and dairy exports, to the point where it is New Zealand's largest export industry, with 26 percent of total merchandise exports. Growth has been accompanied by significant structural changes to the industry. Many small, family owned and managed farms in the North Island, that were characterised by high levels of self-employment, have been replaced by large-scale, corporatized, irrigated farms in the South Island, that depend on non-family employees. Staffing these farms has been problematic and recruitment and retention have been issues regularly highlighted by the industry. Senior executives of DairyNZ (e.g. Paine, 2010) recognise that the future of the dairy industry depends on its people to a large degree. However, as the industry is failing to recruit and retain sufficient of the talented and skilled people it is seeking, its future employment and social sustainability are in question. At present it is being sustained by the importation of migrant workers on short term and other visas, but with rising unemployment levels that may not continue to be a politically acceptable solution. Does a dependence on migrant workers jeopardise the future stability and sustainability of dairy production? The paper reviews the changes in the dairy farm labour force from both supply and demand perspectives. In terms of supply two possible sources are discussed: the New Zealand population, whether currently employed or unemployed, and international migrant labour, which has been an increasingly significant element of the dairy farm labour force since 2006. While new technologies are being developed all the time, two existing system changes could dramatically reduce the demand for milking labour: Once-a-Day milking and/or automatic milking systems (robotic milking). Which one or combination of these four factors will be most significant remains to be seen, but New Zealand cannot afford such an economically significant part of the economy to become unsustainable.
PubDate: Sat, 6 Oct 2012 14:21:38 GMT
- Abstract: Trafford, Sue; Tipples, Rupert
- Volume 11 Issue 1 - The fair work act: Saviour for unions?
- Abstract: Hilder, Mark; Davies, Doug
In recent decades, Australian unions have attempted to reverse the decline in membership but since the re-election of the Federal Labor Government in 2007 there has been an increase in numbers. This article uses a qualitative case study using interviews, document analysis and archival analyses to explore the reasons for an increase in membership at the Australian Community Sector Union (ACSU) and specifically the Fair Work Act (FWA). Despite the ACSU experiencing decades of decline in membership, it emerges that one provision of the FWA has contributed to a rise in levels and another two have potential to assist further increases.
PubDate: Sat, 6 Oct 2012 14:21:38 GMT
- Abstract: Hilder, Mark; Davies, Doug
- Volume 11 Issue 1 - HRM in paradise: Similar or different?: A study of
tourist resorts in the Maldives
- Abstract: Najeeb, Ali
This paper explores human resource management (HRM) practices, and factors that influence the adoption of HRM in resorts in the Maldives. Using a multiple-case study approach, HRM in resorts were explored by comparing international hotel chains and local resorts. Data was collected through semi-structured interviews with relevant stakeholders of seven resorts and from a range of secondary sources. The findings show that there is a high uptake of HRM in resorts. The findings also show that there is a considerable degree of similarity across the resorts in relation to the use of HRM practices providing support for the perspectives of new institutionalism. The factors contributing to similarities in the use of HRM practices and how they affect HRM are discussed. The paper concludes that the homogeneity of HRM practices is largely driven by institutional factors.
PubDate: Sat, 6 Oct 2012 14:21:38 GMT
- Abstract: Najeeb, Ali
- Volume 8 Issue 2 - Classroom Lessons: 25 Years Teaching Industrial
- Abstract: Stewart, Gordon
This paper is an evaluation of the experience of the author in teaching industrial relations courses at one Australian university. It discusses the circumstances and some of the issues surrounding the teaching of these courses over a twenty-five year period. Finally, the paper considers the future position with regard to the teaching of such courses in Australian universities.
PubDate: Sat, 6 Oct 2012 14:21:20 GMT
- Abstract: Stewart, Gordon
- Volume 7 Issue 2 - Union Strategy in the Indonesian and Malaysian Postal
- Abstract: Satrya, Aryana; Parasuraman, Balakrishnan
This article explores the implementation of Gahan's (1998) model on union strategy which consists of union aims, union methods, union tactics, and level of decision-making. Empirical data are provided from a qualitative analysis in the Indonesian and Malaysian postal industries. Research findings reveal that consultancy unionism is playing important roles in explaining the relationships among unions, workers, and employers in Malaysia, while partnership unionism best describing the union in Indonesia. The pattern of consultancy unionism strategy emphasise more on servicing and limited partnership with employers. The stronger organising solidarity from their members may improve their partnership in the interest of union survival facing tough competition in the postal business.
PubDate: Sat, 6 Oct 2012 14:21:09 GMT
- Abstract: Satrya, Aryana; Parasuraman, Balakrishnan
- Volume 7 Issue 2 - Is Enterprise Bargaining Meeting the Needs of Employers
and Employees?: The Case of Family-friendly Working Conditions in the
Australian Retail Industry
- Abstract: Mortimer, Dennis; O'Neill, Brian
Throughout most of the twentieth century, awards of the industrial relations tribunals were the major source of legally enforceable conditions of employment in Australia. Since the late 1980s, enterprise bargaining has been introduced in federal and state jurisdictions but has continued to operate alongside the more traditional, although altered, award system. A common argument advanced in support of the move to enterprise bargaining, is that the traditional centralised system lacked the flexibility needed to met the needs of those at the workplace and that enterprise bargaining would facilitate the development of employment conditions more attuned to the needs of both employers and employees. As there is a significant body of literature that establishes the importance of family friendly working conditions for workers in Australia, in theory, enterprise bargaining should have enabled the development of such employment conditions. The purpose of this paper is to assess the extent to which enterprise bargaining has facilitated the establishment of family friendly employment conditions in the Australian retail industry. The retail industry is the largest employer in Australia by industry and the largest employer of women. By analysing the literature concerning those aspects of work arrangements relevant to employees balancing the demands of work and their family interests, a number of 'family friendly' indicators are identified. These are ranked according to whether they are required by legislation and hence mandatory; represent only a more flexible usage of otherwise existing standards, such as more flexible use of sick leave provision; or actually provide additional and family-friendly specific entitlements. Utilising the identified 'family friendly' indicators, a content analysis of the Retail Industry Award and twenty retail industry enterprise agreements is undertaken to identify the frequency and ranking of 'family friendly' clauses. The retail industry enterprise agreements which are examined cover employees in four industry sub-sectors: major department stores, large supermarket chains, major take-away food chains and smaller retailers. A comparison of the Award and enterprise agreement provisions, as well as a comparison of the provisions provided by industry sub-sectors in their agreements, provides the basis for drawing some conclusions about whether or not enterprise bargaining in Australia has indeed delivered its promise of assisting employees in balancing their work and family commitments.
PubDate: Sat, 6 Oct 2012 14:13:30 GMT
- Abstract: Mortimer, Dennis; O'Neill, Brian
- Volume 11 Issue 1 - How to keep your head above the clouds: Changing ICT
worker skill sets in a cloud computing environment
- Abstract: Ross, Peter
Cloud computing represents a potential paradigm shift in how organisations access and use information, communication and technology (ICT) services. Such changes in how ICT services are sourced and delivered will impact on organisational structures and associated management practices. They further question the traditional role of ICT workers. This paper contends that while the technical and potential cost saving aspects of Cloud computing have attracted much attention, far less research has been conducted into the associated human resource management (HRM) impacts of Cloud computing on ICT workers. This paper attempts to fill this gap in the literature by examining HR issues related to managing ICT workers within organisations adopting Cloud computing strategies. It further suggests that the impacts of Cloud computing may differ from previous 'outsourcing' strategies that were often linked to large-scale job shedding (Ross, 2002, 2003; Ross and Bamber, 2009), at least in the short- to medium-term. The paper uses transaction costs economics theories and frameworks to support the analysis.
PubDate: Sat, 6 Oct 2012 14:12:33 GMT
- Abstract: Ross, Peter
- Volume 9 Issue 2 - Modelling the Appraisal of Quality Management Programs
- Abstract: Soliman, Fawzy
A model for the appraisal of quality management programs in Human Resources (HR) departments is presented in this paper. The model highlights the role of Quality Gaps on in evaluating the quality management programs is discussed in this paper. In addition, the paper presents a method for identification of any link between Strategic Gaps and Knowledge Gaps which may exist in HR processes. The existence of such gaps may adversely affect the expected outcome from the implemented quality management programs. Furthermore, the paper explores the relationship if any between the perception of program developers and/or implementers of quality management programs in HR departments. Finally, the study seeks to identify other management characteristics associated with success or otherwise of quality management programs in HR departments. In so doing, the importance of addressing issues arising from Strategic Gaps and Knowledge Gaps is addressed.
PubDate: Sat, 6 Oct 2012 14:12:16 GMT
- Abstract: Soliman, Fawzy
- Volume 7 Issue 2 - Identifying Knowledge Workers: Using Direct versus
Indirect Approaches
- Abstract: Caddy, Ian
This paper reviews recent research efforts relating to knowledge workers. The review found that the term 'knowledge worker' is a broadly inclusive term rather than one with a specific and narrow meaning. This finding raises issues about what focus should further research on knowledge workers have, and the employment relations implications for organisations in how they should best manage this human capital resource. For instance, the all encompassing nature of who are knowledge workers implies that it would be difficult for organisations to distinguish those more valued knowledge workers (who presumably they would wish to retain) from others (who in some cases they would wish to replace). The review also found that most research efforts to date employed methods that attempt to directly identify knowledge workers. The problems outlined with this approach discussed in this paper would suggest that more indirect attempts be adopted to try and identify those more valued knowledge workers who make greater contributions to organisation performance. As an example, the paper looks at the activities of knowledge sharing or exchange. It is considered that this is the major contribution of the paper in that indirect approaches are more likely to identify the more valued knowledge workers and which should lead to the development of better and more focussed human resource management approaches and techniques for this valuable and valued cohort of employees.
PubDate: Sat, 6 Oct 2012 14:12:13 GMT
- Abstract: Caddy, Ian
- Volume 8 Issue 2 - A 'Different Way': Student Perspectives on
International and Cultural Learning
- Abstract: Crossman, Joanna
As organisations are becoming increasingly internationalised, the business community is calling for individuals able to solve problems, innovate and collaborate with culturally diverse individuals both locally and internationally. This paper is based upon a small qualitative research study conducted in one Australian university. The study explored the ways students learn about culture and international issues and how they believed such learning could best be fostered through the teaching and learning of business programs. Drawing upon their personal, academic and professional experiences, participants emphasized the need for universities to design programs relevant to their future careers primarily through experiential forms of learning. Students particularly endorsed, international online collaboration, exchange, language development and an appreciation and capacity for the role of soft skills and forming relationships embedded in culturally diverse contexts.
PubDate: Sat, 6 Oct 2012 14:01:36 GMT
- Abstract: Crossman, Joanna
- Volume 8 Issue 2 - Editor's Note on Excellence in Teaching and Learning in
the Employment Relations-related Disciplines
- Abstract: Jerrard, Marjorie A
PubDate: Sat, 6 Oct 2012 14:01:36 GMT
- Abstract: Jerrard, Marjorie A
- Volume 10 Issue 2 - Influence of Employment Type on LMX, Organisational
Commitment and Job Satisfaction
- Abstract: O'Connor, Christine; Srinivasan, Sanjeev
This study tested the impact of casual employment status on job satisfaction, organisational commitment and Leader Member Exchange (LMX) in an IT service sector; the quality of the LMX relationship; levels of job satisfaction; and levels of organisational commitment experienced by the two groups of employee is tested. LMX theory asserts that subordinates are either in the 'in-group' or 'out-group'. Employees in the in-group have higher levels of job freedom, added responsibilities, trust and preferential treatment. This is in exchange for high levels of loyalty and commitment to their supervisor. This form of social exchange or reciprocal obligation is formed over time and is to the benefit of both. The results do not support the hypotheses that the nature of the employment status will influence the LMX relationship. Both casual and permanent employees had an equal chance of being in either the 'in-group' or 'out-group'. The results support the hypothesis that casual employees would have lower levels of job satisfaction as compared to permanent employees. The results do not support the proposition that casual employees who were part of the in-group or shared a high quality relationship with their supervisors would exhibit higher levels of organisational commitment as compared to permanent employees who were also part of the in-group. There was no support for the hypothesis that casual employees who were part of the out-group would have lower levels of organisational commitment as compared to permanent employees who were also part of the out-group. The implications of these findings are discussed.
PubDate: Sat, 6 Oct 2012 13:59:08 GMT
- Abstract: O'Connor, Christine; Srinivasan, Sanjeev
- Volume 10 Issue 1 - Employee Empowerment and Individual Commitment: An
Analysis from Integrative Review of Research
- Abstract: Sahoo, Chandan Kumar; Behera, Neeraja; Tripathy, Santosh Kumar
Employee empowerment initiatives based on industrial democracy and the principle of participative management reflects a positive link between employee participation and job satisfaction, motivation and performance, individual commitment and organisational achievement. The importance of individual commitment to the bottom line of the organisation is highly essential for improved performance, improved production, higher employee loyalty, increased satisfaction, high quality of product and services, and customer satisfaction. In this paper emphasis is given to systematic review of the previous research works on employee empowerment and workplace commitment and has advanced some models to give clarity on workplace commitment through employee empowerment, commitment and outcomes, strategic empowerment and degree of commitment, and antecedents and outcomes of individual commitment. This paper hopefully contributes to the ongoing discussion of what constitutes empowerment and its impact on individual commitment.
PubDate: Sat, 6 Oct 2012 13:59:07 GMT
- Abstract: Sahoo, Chandan Kumar; Behera, Neeraja; Tripathy, Santosh Kumar
- Volume 9 Issue 1 - Job Satisfaction and HR Issues for Nurses in
Non-profit, Non-hospital Settings
- Abstract: Dalton, Bronwen; Wilson, Rachel; Harvison, Juanita
Factors which affect the job commitment and satisfaction of nurses employed in a large, non-profit, non-hospital nursing organisation in Australia were examined in a study. Four factors that significantly influence levels of job satisfaction among this organisation's nurses were identified: the reported level of match between their current position and their 'ideal' position; reported levels of teamwork; opportunities for professional development; and management approaches to conflict management.
PubDate: Sat, 6 Oct 2012 13:59:05 GMT
- Abstract: Dalton, Bronwen; Wilson, Rachel; Harvison, Juanita
- Volume 9 Issue 2 - Does Variable Remuneration Reward Performance?: A Study
of Two Australian Stock Exchange (ASX) Listed Financial Services
- Abstract: Caddy, Ian
Given recent high profile corporate collapses and scandals in Australia there has been increased interest in the performance of corporations' senior management, particularly those listed on the Australian Stock Exchange (ASX). New regulations, both mandatory and voluntary, have been developed with the objective of improving the overall governance structure of these corporations. Concomitant with this effort is greater information disclosure of remuneration packages provided to corporations' directors and senior executives; the most important being the promulgation of AASB 1046 - Director and Executive Disclosures by Disclosing Entities by the Australian Accounting Standards Board. Given increased disclosure this paper investigates remuneration practices for two ASX-listed financial services corporations covering the years 2003 to 2007. Specifically it looks at the structure of remuneration packages and remuneration amounts for both the fixed and variable or performance-based components of remuneration. The major finding is that although remuneration package structures follow similar lines there are significant differences in remuneration amounts, particularly in the variable or performance-based remuneration, between senior personnel within the same corporation as well as between corporations. The study examined annual percentage changes in both fixed and variable remuneration and found that fixed percentage changes were quite small, while for variable remuneration percentage increases were higher than those for a set of financial indicators for the corporation as compared to percentage decreases which were lower than those for the same set of financial indicators.
PubDate: Sat, 6 Oct 2012 13:53:50 GMT
- Abstract: Caddy, Ian
- Volume 10 Issue 2 - Linking Long-term Unemployment and the Theory of
Disengagement: A Preliminary Investigation Using Australian Bureau of
Statistics Labour Force Data
- Abstract: Caddy, Ian; Mortimer, Dennis; Tannous, Kathy
This paper's main aim is to develop a prima facie case supporting the application of the theory of disengagement to parts of the Australian labour force, such as the long-term unemployed as well as those persons with a marginal attachment to the Australian labour force (those not in the labour force but with a desire to work at some point in the future). The theory of disengagement was originally formulated in the 1960s and has been used mainly with the field of social gerontology. Although this theory has been the subject of some controversy, it is still seen as relevant today. In applying this theory to those groups mentioned above, the prima facie case will use logical argument as well as supporting analysis from publically available Australian labour force statistics. Furthermore, the approach taken has been to see whether the central concepts, postulates or issues of this theory are applicable rather than look at the comprehensive application of the whole theory. The paper concludes that this theory does have relevance to those groups mentioned above and that further research is necessary to strengthen the work already done. Through the application of disengagement theory it is also considered that new research efforts will emerge which will bring new insights into how people become unemployed and why they remain unemployed (often for long periods of time) or decide ultimately to drop out of the labour force altogether.
PubDate: Sat, 6 Oct 2012 13:51:11 GMT
- Abstract: Caddy, Ian; Mortimer, Dennis; Tannous, Kathy
- Volume 9 Issue 1 - Forms of Informal Management Controls in Overseas
Japanese Companies: A Qualitative Study
- Abstract: Okamoto, Kazue; Teo, Stephen TT
Informal management control is an important means of control in Japanese companies. This paper reports the findings of a qualitative study which explores the adoption of informal management controls by overseas Japanese subsidiaries in Australia. Sixty-eight in-depth interviews were conducted with 23 non-Japanese local staff, 14 local Japanese, and 31 Japanese expatriates. Four types of informal management controls being adopted in overseas Japanese subsidiaries in Australia were identified. These include informal decision making processes, informal influence, unclear job description, and job tasks not included in formal job description. The findings reveal that informal influence and unclear job description contain features of both formal and informal management controls. Informal management control was found to produce desired outcomes similar to those commonly observed in Japanese companies in Japan. It is suggested that building latitude and flexibility is an effective form of informal management control in overseas Japanese companies.
PubDate: Sat, 6 Oct 2012 13:41:51 GMT
- Abstract: Okamoto, Kazue; Teo, Stephen TT
- Volume 9 Issue 1 - Cultural Issues in Organisational Change: The Case of
the Australian Services Union
- Abstract: Dawson, Patrick; Zanko, Michael
Trade union renewal in the context of a changing socio-political business environment remains a central challenge for union leaders. Strategies for reform must accommodate an array of issues, including gender, legislative change, environmental concerns and the growth in part-time work. The development and implementation of strategies are further compounded by the history and culture of trade unionism that adheres to tradition and is often sceptical of radical new ideas. The case of the Australian Services Union (ASU) is used to highlight some of these contemporary concerns in an analysis of longitudinal qualitative data on union organisation and change. This trade union provides a pertinent example as it is not only having to deal with the problem of declining union membership, but it is also trying to address cultural change issues associated with union amalgamation and in so doing, redress the tradition of male unionism through promoting the place of women. These changes are seen as both problematic and central to the development of union strategies and alternative approaches to revitalising trade unionism in the twenty-first century.
PubDate: Sat, 6 Oct 2012 13:36:48 GMT
- Abstract: Dawson, Patrick; Zanko, Michael
- Volume 9 Issue 1 - A Country's Battle to Make an Australian Model of Wage
Fixation Policy Viable in a Constrained Economy
- Abstract: Imbun, Ben
Discusses the inherent issues, concerns and dilemmas in setting up of a centralised wage fixation policy in Papua New Guinea (PNG) based on the Australian model. Of particular importance are the historical emergence of the colonially influenced wage fixation system and policies which have not only become part of the status quo in independent PNG, but have also proved an obstacle to labour market flexibility and therefore stifled economic development in the country. It is concluded that it is imperative for PNG is to concentrate on developing and maintaining wage policies conducive to economic development and at the same time shape complementary policies to consolidate them.
PubDate: Sat, 6 Oct 2012 13:28:32 GMT
- Abstract: Imbun, Ben
- Volume 10 Issue 1 - Mapping Expectations of Functional Units' Line
Managers against the Perceptions of Human Resources Department (HRM)
- Abstract: Soliman, Fawzy
This paper proposes that performance improvement could be achieved by improving the relationship between HRM and functional units in the form of a relationship between supplier and customer. Accordingly, the paper proposes that differences may be found between functional units' expectation of the service delivered and the perception of HRM with respect to that service. The paper also proposes that Gap analysis approach could be used in analysing the performance of those services. The paper points to the possibility of finding perception gaps and expectation gaps. In addition, the paper suggests that those gaps may impact on the performance from the perspectives of quality, cost and speed of delivery of the service. It is envisaged that this research could assist management in controlling cost and avoid wastage and improve organisational performance.
PubDate: Sat, 6 Oct 2012 13:21:51 GMT
- Abstract: Soliman, Fawzy
- Volume 9 Issue 2 - The Work of the Casual Academic Teacher: A Case Study
- Abstract: Davis, Douglas; Connor, Robert; Perry, Len; Perrott, Bruce; Topple, Stephen
Casual academic staff contribute significantly to the teaching load in many universities worldwide including Australia. However, their contribution and work needs are not always fully recognised. The aim of the research reported here was to investigate the role and support needs of casual academic teaching staff within a business faculty of an Australian metropolitan university. Data was collected through the conduct of three focus groups consisting of casual academics from the faculty and the administration of a questionnaire survey. The results showed that casual academics had a number of concerns most of which had been reported in the literature. Pay rates were generally considered not to have kept pace with workload, most casuals did not feel part of the faculty and some casuals found teaching classes with high proportions of overseas students challenging. Despite these and other concerns the general level of job satisfaction among survey respondents was high. It was clear that most enjoyed their teaching role. The relationship between casual academics and their full-time academic subject coordinators was clearly very important. Satisfaction with support received from their subject coordinator was generally high. The strength of this relationship helps the casual teaching system to operate reasonably smoothly.
PubDate: Sat, 6 Oct 2012 13:01:26 GMT
- Abstract: Davis, Douglas; Connor, Robert; Perry, Len; Perrott, Bruce; Topple, Stephen
- Volume 11 Issue 2 - Notes for contributors
- PubDate: Wed, 16 May 2012 09:57:33 GMT
- PubDate: Wed, 16 May 2012 09:57:33 GMT
- Volume 11 Issue 2 - Advances and ambivalences: Organisational support to
work-life balance in a police service
- Abstract: Tremblay, Diane-Gabrielle; Genin, Emilie; di Loreto, Martine
This article studies organisational support to work-life balance in a demanding work environment: a municipal police service in Quebec. Based on case study methodology involving a questionnaire and in-depth interviews with police officers and agents, the findings substantiate the importance for organisations to offer formal and informal support to employees in the work environment with regard to work-life balance. While support among colleagues and supervisors is significant, we observed that supervisor support is often insufficient. Our research goes beyond the statement that informal support is important as was highlighted in previous research. It shows how this may and does occur with colleagues filling in for the lack of supervisors and bringing supervisors to accept schedule changes when agreed between colleagues. The findings should lead employers to develop programs and measures for employees who face work-family conflict.
PubDate: Wed, 16 May 2012 09:57:33 GMT
- Abstract: Tremblay, Diane-Gabrielle; Genin, Emilie; di Loreto, Martine
- Volume 11 Issue 2 - The linkage between trust, communication openness in
the workplace, and employees' job satisfaction: An Indonesian case study
- Abstract: Wulandari, Maulina Pia; Burgess, John
This study explores the correlation between trust, communication openness, and employees' job satisfaction in a large Indonesian company. The study applies quantitative methods in order to undertake a communications audit of the case study organisation. Descriptive statistics, Pearson's product moment correlations, and Multiple Regressions are applied to analyse the survey. The results show that trust and communication openness were positively related to employees' job satisfaction dimensions. The discussion reviews the implications of these results and suggests future directions for research.
PubDate: Wed, 16 May 2012 09:57:33 GMT
- Abstract: Wulandari, Maulina Pia; Burgess, John
- Volume 11 Issue 2 - The status of migrant workers in the Maldives:
'Precarious workers' or 'labour aristocrats'?
- Abstract: Najeeb, Ali
The purpose of this paper is to examine the status and experience of migrant workers in the Maldives. The paper explores how migrant workers are treated in the Maldives by applying the theoretical concepts: 'precariousness', 'vulnerability', and 'labour aristocracy'. The paper is based on interviews conducted with migrant workers and other stakeholders from various industry sectors and occupational levels, and data collected from various documentary sources. The theoretical scope is the debate on migrant workers and their vulnerability. The paper reveals that employers across the sectors of the economy prefer to recruit migrant workers for various reasons, including the perceived usefulness of migrant workers, to save labour costs and as a result of the negative stereotype of local workers. The paper uncovers that migrant workers in general are subject to 'precariousness' or 'vulnerability' in varying degrees. However, both unskilled and professional migrant workers in resorts receive preferential treatment in several aspects of their employment, and the professional migrant workers in resorts can be regarded as 'labour aristocrats'.
PubDate: Wed, 16 May 2012 09:57:33 GMT
- Abstract: Najeeb, Ali
- Volume 11 Issue 2 - Strategic human resource management: Exploring the key
- Abstract: Sahoo, Chandan Kumar; Das, Sitaram; Sundaray, Bijaya Kumar
Strategic human resource management (SHRM) involves productive use of people in achieving organisation's strategic business objectives, and fulfilment of individual employee needs. The framework for aligning HR and business strategies is provided by the competitive strategy approach. Proper alignment of HR strategies with business strategy will enable a firm to develop a win-win situation both for employees and employers and helps for achievement of targeted goals. The basic purpose of this study is to explore the various issues and initiatives of the people side of management experienced by the organisations and proper linking of issues such as human resource planning, recruitment and selection, performance management, human resource development, motivational and compensation structure, work-life balance, and human resource information systems with organisational strategic business objectives towards business excellence.
PubDate: Wed, 16 May 2012 09:57:33 GMT
- Abstract: Sahoo, Chandan Kumar; Das, Sitaram; Sundaray, Bijaya Kumar
- Volume 11 Issue 2 - The returns to continuing vocational training for
employees: A socioeconomic approach
- Abstract: Beji, Kamel; Karaa, Riadh
Since the 1980s, almost all developed countries became aware of the importance of training for both employees and enterprises. Governments established training programs and enterprises were required to allocate a percentage of their wage bill for training expenditures. Traditional studies used to estimate causal effects of training either on employees' wages or on enterprises productivity. In this paper, we propose a socioeconomic approach to evaluate training effects on workers. The return indicators considered emphasise not only the effects of training on wages but also its impacts on workers' personal development, professional mobility and self valorisation. By focusing on "transferable trainings", this paper provides an original approach for the evaluation of training programs. An empirical study involving a thousand workers in Qu bec region in Canada is presented.
PubDate: Wed, 16 May 2012 09:57:33 GMT
- Abstract: Beji, Kamel; Karaa, Riadh
- Volume 9 Issue 2 - Development of the Effectiveness of the Provincial
Justice Office
- Abstract: Choonhaklai, Sirirat; Singsuriya, Pagorn
In an attempt to improve the delivery of its services to citizens in provincial areas, and especially in light of current of social and political conflict, the Thai Ministry of Justice (MOJ) created Provincial Justice Offices (PJOs) tasked with providing services that were formerly available only in Bangkok. The PJO has never performed up to expectations, and a study of its human resources practices and employee relations discloses problems which, combined with structural deficiencies in the PJO's mandate, have produced disappointing results. The PJO is not equipped and empowered to do its job. Suggestions for reform include a clear statement of mission, an independent staff and office space, pay and benefits that put PJO employees on a par with equivalent agencies, a stable management environment that permits continuity of effort, authority to carry out the PJO's mission, relevant training for employees, and integration of the PJO into the MOJ group of agencies that ends the PJO's peculiar status. This reform is necessary because the MOJ at present does not make all its services available to people living outside the greater Bangkok metropolitan area. The case of the Thai PJO is a paradigmatic demonstration of how inadequate employee management can handicap an organisation that intends to meet a pressing need.
PubDate: Mon, 23 Apr 2012 09:33:34 GMT
- Abstract: Choonhaklai, Sirirat; Singsuriya, Pagorn
- Volume 8 Issue 1 - Dairy Exporting and Employment - a Possible Role for
OAD Milking
- Abstract: Tipples, Rupert
The dairy industry is New Zealand's top export earner and recently went through a growth period under the influence of rapidly rising world prices for milk products. That peaked in 2008. Employment conditions in this major sector of the economy have been problematic since the early twentieth century as the prevailing industry mentality is one of cost saving, particularly of labour. Once-a-Day (OAD) milking appeared to provide the key system change which held the possibility of dairy farming becoming socially sustainable rather that lurching from one employment crisis to the next. However, while the changes brought about by conversion to OAD milking are very positive, they have not affected dairy farm employment in some of the ways which were anticipated. The paper reports findings of an in-depth qualitative study of social aspects of OAD milking and their implications, set in the context of data from the 2006 Census of Population.
PubDate: Mon, 23 Apr 2012 09:32:23 GMT
- Abstract: Tipples, Rupert
- Volume 8 Issue 1 - The New Zealand Shearing Industry - a Case Study
- Abstract: Pullin, Barry; Tipples, Rupert
The Shearing industry has not been subjected to serious study since the 1970s and yet continues to be a significant source of agricultural employment. While the number of sheep in New Zealand has fallen since 1984, the pattern of shearing has become increasingly complex. The demand for shearers and wool handlers does not bear a simple relationship to the number of sheep. Concerns have been expressed that despite the contraction of the industry there is a need to maintain a steady number of young fit new entrants to shearing to provide for the needs of future years. This case study analyses the dynamics of a modern shearing business to identify key issues for the future of the industry.
PubDate: Mon, 23 Apr 2012 09:17:38 GMT
- Abstract: Pullin, Barry; Tipples, Rupert
- Volume 11 Issue 1 - Notes for Contributors
- PubDate: Thu, 16 Feb 2012 11:45:36 GMT
- PubDate: Thu, 16 Feb 2012 11:45:36 GMT
- Volume 11 Issue 1 - The reporting and recognition of human resource assets
in recent Australian IPOS
- Abstract: Chan, Juni; Burgess, John
While intangible capital (IC), including human resources (HR), are recognised as being important in creating competitive advantage for organisations (Nishii, Lepak and Schnedier, 2008) there remains very uneven measuring and reporting of the firm's IC as highlighted in recent studies (Rimmel, Nielsen and Yosano, 2009; Singh and Van der Zahn, 2007). The growing disclosure of IC is expected to provide the information that capital market participants find important in terms of making informed investment decisions (Abhayawansa and Guthrie, 2010). In this context initial placement offer (IPO) prospecti would be expected to provide more information and details on a company's long term strategy, including their intangible assets (Rimmel et al., 2009).This paper reviews the reporting of intangible capital, specifically HR, from the propsecti for six Australian companies that listed in 2010 and 2011. Following on the research of Bukh, Nielsen, Gormsen and Mouritsen (2005) we apply a template to the public documents in order to reveal the extent and the detail of the HR reporting. The findings reveal limited HR reporting; limited strategic plans for the development of HR assets and very uneven reporting across the prospecti.
PubDate: Thu, 16 Feb 2012 11:45:36 GMT
- Abstract: Chan, Juni; Burgess, John
- Volume 10 Issue 1 - A Review and Analysis of CSR Practices in Australian
Second Tier Private Sector Firms
- Abstract: Katsouras, Ariadne; McGraw, Peter
The growing trend for companies to report on corporate social responsibility (CSR) initiatives in their annual reports and the emergence of standard reporting templates means it is now possible to more accurately measure companies against one another in relation to their claimed CSR activities. The measurement of inter-company rigour in CSR reporting is an important step in increasing the level of CSR accountability. This paper evaluates CSR practices in Australian companies by conducting a census of and analysing reporting levels for all 100 companies in the second tier of publicly listed companies on the Australian Securities Exchange (ASX 101-200) in early 2008. Reported practices were systematically categorized and measured using the Global Reporting Initiative's template, version 3 (GRI3). Specifically the paper deals with three research questions concerning the level of reporting by company, by GRI indicator category and by industry sector. Results reveal that reporting levels are generally low, are highest for the economic indicator, and most rigorously and systematically reported in the materials and industrials sectors. This pattern of results suggests that despite the increasing popularity of CSR, most reporting is still concentrated in areas that are either mandatory or seen as important in establishing legitimacy for continued, profitable operations.
PubDate: Fri, 20 Jan 2012 13:14:03 GMT
- Abstract: Katsouras, Ariadne; McGraw, Peter
- Volume 10 Issue 2 - Notes for Contributors
- PubDate: Fri, 1 Jul 2011 16:04:20 GMT
- PubDate: Fri, 1 Jul 2011 16:04:20 GMT
- Volume 10 Issue 2 - Perceived Organisational Culture, Stress, and Job
Satisfaction Affecting on Hotel Employee Retention: A Comparison Study
between Management and Operational Employees
- Abstract: Churintr, Puangpen
A significant problem in the tourism industry is the lack of skilled employees. This study aims to investigate the influence of perceived organizational culture, stress, and job satisfaction on hotel employee retention. This study surveys 355 hotel employees in the Upper South of Thailand including 261 operational and 94 management hotel employees, respectively. Using structural equation, the results indicate that the low retention is an important problem. Data from in-depth interviews was used as supplement to the survey data. For employees at the operational level, perceived organizational culture is a more important factor than job satisfaction. On the other hand, for employees at management level, job satisfaction is more important than perceived organizational culture. Stress has no effect on the employee retention of both levels. The results of this study shed light on using tools to support the retention of skilled hotel employees.
PubDate: Fri, 1 Jul 2011 16:04:20 GMT
- Abstract: Churintr, Puangpen
- Volume 10 Issue 2 - Employees' Perceptions of Trade Unions in Unionised
Companies: A Survey in Malaysia
- Abstract: Che Rose, Raduan; Kumar, Naresh; Ramasamy, Nagiah
This paper contributes to the understanding of barriers to trade unionism in Malaysia by analysing the perspectives of employees from unionised companies. Employees' perceptions are somewhat positive about their job and work environment and these could be a factor in explaining their non-membership in unions. The survey analysis revealed that non-union employees do not view their unions favourably and perhaps it raises doubts among employees on the ability of unions to protect workplace issues critical to workers. Conceivably this is an indictment of the ineffectiveness of trade unions' leadership. The instrumental perspective appears very prominently in the struggles of unions, and to a lesser extent, the political/ideological perspective. Employees seem to lack knowledge concerning trade unions, indicating unions' failure to reach out to the broad workforce and it is a possible problem in union organising. Union officials should pay more attention to communicating their union's unique characteristics and impact at the workplace. It also offers opportunities to trade unionists to convince the non-union employees in unionised companies for collective representation.
PubDate: Fri, 1 Jul 2011 16:04:20 GMT
- Abstract: Che Rose, Raduan; Kumar, Naresh; Ramasamy, Nagiah
- Volume 10 Issue 2 - A Social Exchange Model of the Employment Relationship
Based on Keeping Tally of the Psychological Contract
- Abstract: Jepsen, Denise M; Rodwell, John J
This paper serves to review and integrate social exchange and organisational justice theory with regard to the employment relationship. Social exchange relationships are represented by employees' perceptions of workplace inequity represented by their psychological contract and evaluated using organisational justice rules. Employees have in-role and extra-role behavioural responses and cognitive responses to inequity. Behavioural and cognitive responses are moderated by the employee's perceptions of organisational justice. Much employee performance, commitment, engagement, retention and turnover may be explained by this comprehensive model.
PubDate: Fri, 1 Jul 2011 16:04:20 GMT
- Abstract: Jepsen, Denise M; Rodwell, John J
- Volume 10 Issue 1 - Notes for Contributors
- PubDate: Thu, 5 May 2011 10:06:43 GMT
- PubDate: Thu, 5 May 2011 10:06:43 GMT
- Volume 10 Issue 1 - Socio-professional Integration of Recent Immigrants in
Canada: The Role of Information and Social Networks
- Abstract: Beji, Kamel
Quantitative and qualitative indicators of recent immigrants' socio-professional integration in Canada and particularly in Quebec show considerable disadvantages compared to natives. Informational biases that influence the migratory project can be at the root of difficulties in their social and professional integration. By offering a critique of the 'perfect information' hypothesis and by using the social networks approach, the aim of this article is to analyse the nature of informational flows and the impact of their circulation by social networks on the socio-professional integration of newcomers.
PubDate: Thu, 5 May 2011 10:06:43 GMT
- Abstract: Beji, Kamel
- Volume 10 Issue 1 - Sustainability Reporting: Rhetoric Versus Reality?
- Abstract: Pennington, Lenore K; More, Elizabeth
Organisational sustainability requires companies to incorporate environmental, social and economic objectives into their operations. In response, there has been a notable increase in organisations reporting on environmental and social issues. This paper argues that sustainability reports cannot be relied on to credibly reflect companies' actions and commitment to environmental and social sustainability. With questions around reporting organisations' genuine commitment to sustainability, this paper reviews other frameworks to assess organisations' progress towards sustainability, and recommends a comprehensive model.
PubDate: Thu, 5 May 2011 10:06:43 GMT
- Abstract: Pennington, Lenore K; More, Elizabeth
- Volume 9 Issue 2 - Notes for Contributors
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Volume 9 Issue 2 - Strategic Orientation of the Public Sector Union in
- Abstract: Chew, Soon Beng; Chew, Rosalind
Industrial relations in Singapore have been well studied in the literature. But few people have paid specific attention to labour relations in the public sector, with the exception of some practitioners such as Ow and Ma (1996). One important point to note regarding the public sector union in Singapore is that it faces a unique situation as the public sector in Singapore is well known for its efficiency and absence of corruption. The purpose of this paper is to analyse the orientation of the public sector union in Singapore from the political economy approach, and to show that although the public sector union is constitutionally micro-focused in orientation, it is in macro-focused in operation. The plan of the paper is as follows: We begin with a review of the literature on labour relations in the public sector, and identify the various models of the public sector. Next, we give a brief description of the labour movement in Singapore as the public sector union is a significant affiliated union of the National Trades Union Congress, the peak union confederation in Singapore. This is followed by a discussion of the public sector union and an examination of its strategic orientation with regard to the public sector operating in the open and new economy.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Chew, Soon Beng; Chew, Rosalind
- Volume 9 Issue 1 - Notes for Contributors
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Volume 9 Issue 1 - Rise and Decline in Work Stoppage Statistics
- Abstract: Perry, LJ
This paper examines work stoppage statistics for the period 1900-2006 for the contemporary world's 21 largest economies. Attention is drawn to the large number of missing observations and the overall poor historical quality of these data. Despite this, it is shown for most economies there has been a marked drop in stoppages in the last two or three decades. This applies particularly to economies with data stretching back to earlier (pre-World War II) decades. It is argued that it is important to establish and maintain high standards of reporting on stoppages statistics regardless of whether stoppages are on the rise or in decline.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Perry, LJ
- Volume 8 Issue 2 - Notes for Intending Contributors
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Volume 8 Issue 2 - Teaching Employment Relations: A Personal Account
- Abstract: McAndrew, Ian
In 2008, the author of this paper was awarded the University of Otago Award for Excellence in Teaching. He was also one of ten recipients of the New Zealand National Tertiary Teaching Excellence Awards for 2008, awarded by Ako Aotearoa, the National Centre for Tertiary Teaching Excellence, and was accepted into membership of the Ako Aotearoa Academy for Tertiary Teaching Excellence. He has taught labour and employment relations and negotiation and mediation courses at Otago University in New Zealand for 20 years. For 40 years, he has practised as a negotiator, mediator and adjudicator in Australia, the United States, and New Zealand. Here he shares his reflections on teaching employment relations, and on the links between theory, practice, research and learning.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: McAndrew, Ian
- Volume 8 Issue 2 - Students' Approaches to Poster Making
- Abstract: Allan, Cameron; Bailey, Janis; Pointon, Leigh
This paper describes innovative assessment practices in a first-year course in employment relations that includes a poster assessment item. Starting from the premise that the term 'text' is more than just print material and includes various forms of visual communication, this paper argues that teaching and learning methods need to incorporate visual forms of communication and assessment. The paper describes the role of student posters as a means of communicating to a wider audience the conclusions of a workplace-based project. In particular, it describes and analyses five basic approaches students used to create their posters. Drawing from the communication literature on the role of pictures in the processing of print texts, film theory, and the teaching and learning literature, the paper analyses the usefulness of the various approaches taken by students. The outcomes of the project are a better knowledge of how students conceptualise the task and create their posters. This will assist tertiary teachers who use poster assessment to understand the dynamics of the task and to guide students in creating richer and more meaningful posters.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Allan, Cameron; Bailey, Janis; Pointon, Leigh
- Volume 8 Issue 1 - Notes for Intending Contributors
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Volume 8 Issue 1 - Reinventing Meatworkers: Old Skills but New Careers for
the Twenty-first Century?
- Abstract: Jerrard, Marjorie; Donohue, Ross; Kimberley, Nell; Cooney, Richard
The Australian meat processing industry is facing one of its largest challenges ever, the attraction and retention of all categories of workers. At the heart of this challenge is the fact that the industry centres around "dirty work" so that all types of employment are tainted, including management and professional occupations. There is a need to "reinvent" the perception of meat industry work if the industry is to avoid becoming reliant upon temporary workers and is to cut its employee turnover costs. To do this, transformational change will be required and ongoing collaboration from all industry parties, including the union, is the starting point. In South Australia, the industry has initiated its first phase of change based on a strategy to attract and retain workers to the industry; however, this strategy fails to address the issue of "dirty work" that stands in the way of turning jobs into careers.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Jerrard, Marjorie; Donohue, Ross; Kimberley, Nell; Cooney, Richard
- Volume 8 Issue 1 - 55 + and Working in an Established Rural Regional
Australian Labour Market
- Abstract: Hicks, John; Basu, PK; Sappey, Richard B
In rural regional Australia, the combination of an ageing population and rural-based employment, particularly for farmers (including farm managers), indicates labour markets which pose policy challenges for governments. The rural regional labour market in Australia analysed in this paper includes relatively high levels of farmers and it is argued that this group is ageing more rapidly relative to other groups of workers. This is because there is a reduced propensity amongst the younger generation to move into farming and a higher propensity of older workers to stay on in the workforce. While the employment prospects of older farmers continue to be relatively high, their income prospects appear to be relatively low. The occupation is complicated by the nature of their personal assets which can be both a home and a business asset and which for those with children presents succession problems. We argue that with declining farm incomes the opportunity to realize capital invested in their farm is diminished requiring farmers to work on well beyond the age at which others are able to retire and raising the issue of how their inevitable need for welfare assistance can be delivered and funded.
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Hicks, John; Basu, PK; Sappey, Richard B
- Volume 8 Issue 1 - Editor's Note: Changing Rural Employment - a Conceptual
- Abstract: Tipples, Rupert
PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Abstract: Tipples, Rupert
- Volume 7 Issue 2 - Notes for Intending Contributors
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- Volume 7 Issue 1 - Notes for Intending Contributors
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT
- PubDate: Tue, 21 Sep 2010 09:06:14 GMT


text:
SEARCH KEYWORD -- Apple
Debunking the Google Interview Myth
Years ago, rumors used to circulate about Microsoft interviews. They were the hot, new company that everyone wanted to work. With envy came the urban myths. These rumors have since been transfered to Google, and will surely be transfered to some new company in due time. Bloggers – always desperate for links and traffic – have capitalized on this, with scary articles about their "nightmare interview" and "crazy questions". Let's just stop this right now, sha...
Google,Microsoft,Business insider,Interv 2011-04-26 10:09:53
Here is what XcodeGhost author says
The first compiler malware in iOS was disclosed by Chinese iOS developers on Wednesday(Beijing time). The name of this malware is XcodeGhost as described by Alibaba researchers who released the analysis of this malware. The malicious code is located in a Mach-O object file that was repackaged into some versions of Xcode installers. These malicious installers were then uploaded to Baidu's cloud file sharing service for used by Chinese iOS/OS X developers. Xcode is Apple's offic...
File upload in PHP
File is a special kind of form data, when being uploaded to the server through HTTP POST request, PHP will create a $_FILES global array, the relevant file information will be stored in this global array. We will illustrate file upload with some code snippets using PHP and look into the internal work mechanism. Lastly will talk about file upload security. File upload In order for users to upload files in client side, we have to provide a form on the user interface. Since the uploaded file is a s...
File upload,PHP 2012-11-30 22:01:28
Why is Great Design so Hard?
I want to take a slight detour from usable privacy and security and discuss issues of design. I was recently at the Microsoft Faculty Summit, an annual event where Microsoft discusses some of the big issues and directions they are headed. In one of the talks, a designer at Microsoft mentioned two data points I've informally heard before but had never confirmed. First, the ratio of developers to user interface designers at Microsoft was 50:1. Second, this ratio was better than any other comp...
Apple,Microsoft,UI design 2011-03-28 02:06:31
Substitute of Right Click Computer to Open Manage
I believe some of us may encounter some strange problems when we expect something normal to happen when we operate on our computer. On Windows 7, we may sometimes want to manage our service or applications by opening service manager.But somehow we may find that we cannot open it by clicking on Start->Right click on Computer->Manage.It may prompt some error message to tell us we cannot open the service manager. Then what to do? Here is a way to open it,goto Start->Run,then type "com...
Computer Management,Win 7,compmgmt.msc,S 2011-03-31 01:09:44
Polymorphism in OOP programming
Polymorphism is the capability of an action or method to do different things based on the object that it is acting upon. This is the third basic principle of object oriented programming. Overloading, overriding and dynamic method binding are three types of polymorphism. Overloaded methods are methods with the same name signature but either a different number of parameters or different types in the parameter list. For example 'spinning' a num...
Java,OOP,Polymorphism,Overloading,Overri 2014-10-23 08:11:50
Discovery kills distribution: why the web needs a new leader
[Apple and Google have locked application discovery and distribution within their app stores. VisionMobile's Andreas Constantinou explains how Facebook is using the web to disintermediate Apple/Google and why the web needs a new leader].The platform duopoly.In just the space of 3 years, the mobile platforms landscape has changed from an election race to an oligarchy. The network effects at the heart of the Apple and Google business models have created formidable barriers to entry. The growth in ...
Web,Leader,New era,Google,Apple,Mobile 2011-10-18 02:53:29
Why developers need a Mac
I am by no means an Apple fan. For one thing, I find Windows (and Linux) stable and fast, so you are not going to hear me argue that my computing life was transformed once I made that Switch (with a capital letter). Admittedly that is partly because I am familiar with how to fix and tune Windows and remove foistware, but it is not that hard. For another, I am not an admirer of Apple's secretive approach, or the fact that most requests for comment from journalists are responded to with s...
Apple,Mac,Development,iOS,Windows 2011-12-07 03:12:17
Integer overflow
You may be familiar with integer overflow, but what you may not be familiar with is how gcc handles signed integer overflow. First let's look at the standard, for unsigned integer, the standard says : A computation involving unsigned operands can never overflow, because a result that cannot be represented by the resulting unsigned integer type is reduced modulo the number that is one greater than the largest value that can be represented by the resulting type. In other words, unsigned integer ov...
Integer overflow,gcc,Linux 2012-10-20 13:33:10
Silicon Valley engineers have something to say about work from home
Quitting from Google and joined Yahoo which was thought as a declining giant, Marissa Mayer has been trying to prove that she has the ability to lead this Internet giant to reverse the decline. In order to boost the low morale of the employees, Meyer tried to transplant Google's work culture to Yahoo with office decoration, free lunch and issuance of smart phones, these generous measures let her win the applause of the Silicon Valley.But a recent ban issued by Meyer has attracted a lot of contro...
Work from home,Yahoo, Marissa Mayer 2013-03-07 02:39:23
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subset: commoncrawl


text:
|Me-163B/S Komet
|1673 (Also listed as FA174)
|Full kit
Includes: Plastic sprues, Waterslide decals, Clear parts
|2000 | Initial release - new tool
We found 10 in-box review(s) of this Me-163B/S Komet (#1673) from Academy on the web:
Note: Prices and availability are indications and not displayed in real time. Quality of service is the responsibilty of the shop. Always cross check if the product in the shop is the one you want to buy as well as the shop price!
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by Howard Mason on Prime Portal
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text:
Forensic entomology. (Junior Division).
This research was conducted to (1) rear Sarcophaga bullata (blowfly), and observe the metamorphic phases, (2) study the phases of decomposition due to the feeding of the S, bullata on the beef liver, and (3) determine if varied temperature has an effect on the development of S. bullata when determining the post-mortem interval while being used in forensically involved cases. Three different microclimates were simulated in incubators at 50, 70, and 90 degrees Fahrenheit. S. bullata was inoculated onto the liver during the larval stage. Progress was inspected twice daily for four weeks. Results indicated that the 70 and 90 degree Fahrenheit microclimate allowed quickened maturation and decomposition rate of the liver, as compared to the cooler 50 degree Fahrenheit environment. In conclusion, it was determined that environmental temperatures do have a large impact on fly development when determining post-mortem interval when Forensic Entomology plays an important role in solving a case.
Amber Henry, Hi-Plains High School.
Amber Henry, Hi-Plains High School.
|Printer friendly Cite/link Email Feedback
|Henry, Amber
|Journal of the Colorado-Wyoming Academy of Science
|Article Type:
|Brief Article
|Geographic Code:
|Apr 1, 2002
|Previous Article:
|Port problems-when cold can you flow. (Junior Division).
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text:
#640 Bankia
- Market Cap As of May 2016
- $11.6 Billion
- Industry
- Regional Banks
- Founded
- 1983
- Country
- Spain
- Chief Executive Officer
- José Álvarez
- Website
- http://www.bankia.com
- Employees
- 13,571
- Sales
- Headquarters
- Valencia
Bankia on Forbes Lists
- #640 Global 2000
- #1,802 in Sales
- #549 in Profit
- #123 in Assets
- #948 in Market value
Bankia SA engages in financing, insurance, and banking services. It operates through the following business areas: Retail Banking, Business Banking, Private Banking, Asset Management and Banc assurance, Capital Markets, and Holdings. The Retail Banking area takes in all types of retail banking activity with individuals and entities with a high level of income. The Business Banking area handles the needs of companies with a certain amount of revenues. The Private Banking area devises solutions tailored to the specific financial and tax needs of its customer. The Asset Management and Bancassurance area consists of the investment funds, pension funds, plans, and insurance businesses. The Capital Markets area originates, designs, structures, and sells financial products directly through its customer networks. The Holdings area conducts integrated management for the portfolio of holdings in companies affiliated with or jointly owned by the Bankia Group. The company was founded on January 1, 2011 and is headquartered in Valencia, Spain. More »
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The World's Largest Companies 2016Steve Schaefer, Forbes Staff
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text:
Thanks, Donna. I think I will like it too, though, my big fear is that I am
going to do something wrong or not achieve the right balance and end up with a
huge algae pea soup mess!
I chose not to go with the supposedly foolproof professional skimmer setup
because I wanted a pond that was as energy efficient as I could make it. And of
course all of the "pond experts" in the nurseries all claim that you HAVE to
have a skimmer and HAVE to have a filter with UV or else you will never have a
pond that will support any kind of life except algae. I want to prove them
My pond will not be a stagnant water hole. I do have a pump, which will be
connected to a biofilter and the water will be directed over rocks for a small
waterfall. I bought the most energy efficient pump I could find. It doesn't
pump 10 million gallons per hour, but by my calculations, it should be
sufficient for the size of my pond to circulate the water reasonably well. Oh well,
we shall see.
Long Island, NY
Zone 6/7
"We don't do enough to exploit renewable energy resources."
In a message dated 1/25/2004 4:10:26 PM Pacific Standard Time,
firstname.lastname@example.com writes:
You will love your pond... and it will attract any wildlife around. My
pond was built to keep critters out, straight sides that go down. Keeps
the raccoons and heron from getting in, so they can only fish from the
banks. Small birds stand on the rocks or use the waterfall for bathing
and drinking daily. Since my pond is shut down for the winter, seen a
rabbit walking down the waterfall yesterday and walk across the pond to
where the heater was to get a drink. Thinking they are living in the top
of the waterfall pit.. hum... In the winter the small birds land right
on the floating heater to drink and bath....
Support hort.net -- join the hort.net fund drive!


text:
Herschel observations of Comet Siding Spring initiated by an amateur astronomer
Posted by Peter Mattisson
Topics: pretty pictures, comets, amateur astrophotos, comet Siding Spring
Editor's note: While we wait (impatiently) for Siding Spring images to come back from all the Mars orbiters, I hope you'll enjoy this personal account of how an amateur astronomer managed to observe it with the great Herschel space telescope last year. --ESL
I first found out about comet Siding Spring in February 2013, when a Mars impact still could not be ruled out and even a near miss might pose a threat to assets orbiting Mars. I then began to search online to see if any observations of this comet by the major space telescopes were being planned.
While doing this I noticed an ESA press release on March 5 announcing that the Herschel Space Observatory was expected to exhaust its supply of liquid helium coolant in a matter of weeks. Realizing that Herschel was not going to be operational during Siding Spring's closet approach on Oct 19, 2014, I thought that if we couldn't get Herschel observations of Siding Spring when it was close to Mars, we could at least try to observe it further away. Better use Herschel now than never!
So I contacted the Herschel Science Centre (HSC) suggesting an observation of Siding Spring before it was too late. They informed me that time was short in every sense as they were very close to the end trying to complete approved science programs. But there was one way it might be done. I could submit a Director's Discretionary Time (DDT) proposal through the official channels to the Project Scientist. DDT proposals can be approved when the circumstances justified it, so it was a long shot!
On March 6, 2013, I submitted the DDT proposal to observe Siding Spring with the PACS photometer camera. I received a reply from the project scientist Göran Pilbratt on March 10, who informed me that they had after consultation with the Herschel Observing Time Allocation Committee (HOTAC) decided to approve my DDT request.
This meant that the observations of Comet C/2013 A1 Siding Spring would be scheduled for late in the month, and thus there was no guarantee that Herschel would live long enough to actually execute them, but if it did, my observations would be performed.
At the time they estimated that Herschel would reach end of helium around March 20, 2013. My observation was scheduled for March 31, so it was going to be down to the wire!
After three nail-biting weeks, the observation day had finally come and Herschel was still operational! Just a few more hours of helium was all we needed. The day after, I received an email from HSC that began with the sentence "We had a PACS anomaly today (recovered quickly), but well after your observations were taken."
For a second my heart stopped until I realized the observation was successful.
In August 2014, the Herschel scientists had completed the data reduction and analysis of the thermal emission in all three PACS photometric bands (70, 100 and 160 µm).
These results were used by NASA and ESA to reassess possible impact risks for the Mars orbiters. The results are available in this paper that was posted on arXiv.org. Herschel caught the comet on March 31, 2013 at 6.48 AU from the Sun where it was already very active. Based on the PACS measurements, we found that the comet must have been active already much further out at around 8 AU.
The early activity and Herschel's sensitivity to thermal emission originating from larger dust particles made these results important for an improved risk reassessment where the larger particles pose the highest risks for spacecraft damage during the comet's close encounter with Mars. Thanks in part to the analysis in this paper, Mars Express decided to do a full science programme on the comet at closest approach.
I was told by the ESA scientists and authors of this paper that to their knowledge, "This was the only Herschel project which was initiated by an amateur astronomer". I was surprised and humbled by this fact, as I had always imagined that a small part of all proposals submitted for observation time on our space telescopes was initiated by amateurs. On a personal level, it feels very rewarding to have contributed in a small way to the professional astronomy community. But also a bit sad at the same time, considering all the potential observations and science we could have gained but never did because amateurs and the public never submitted proposals that they had in their minds.
If you have an observation idea that you think would be great for the big space telescopes, Don't hesitate. Submit it! You never know...it just might be approved! It might also turn out that this observation would never have been carried out if you hadn't submitted your proposal!
Amateurs CAN and DO make a difference!
My thanks goes out to the the friendly and helpful scientists and authors of this paper and all the great people at ESA and the Herschel teams that built the telescope and operated it. You guys ROCK!
Other related posts:
Or read more blog entries about: pretty pictures, comets, amateur astrophotos, comet Siding Spring
Margarita: 10/22/2014 12:28 CDT
Margarita: 10/23/2014 06:26 CDT
Leila: 10/24/2014 11:05 CDT
JSSTIMars: 10/27/2014 11:21 CDT
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Dana Incorporated. is frequently in the news due to our market and technology leadership, our global operating footprint, and our public ownership (our NYSE ticker symbol is DAN). We appreciate your interest in Dana and hope you find the information and photography on our website helpful. A more detailed snapshot of the company follows.
Dana is a world leader in the supply of highly engineered drivetrain, sealing, and thermal-management technologies that improve the efficiency and performance of vehicles with both conventional and alternative-energy powertrains. Serving three primary markets – passenger vehicle, commercial truck, and off-highway equipment – Dana provides the world's original-equipment manufacturers and the aftermarket with local product and service support through a network of nearly 100 engineering, manufacturing, and distribution facilities. Founded in 1904 and based in Maumee, Ohio, the company employs more than 23,000 people in 25 countries on six continents. In 2015, Dana generated sales of nearly $6.1 billion. For more information, please visit dana.com.
Dana welcomes requests for interviews, information, images, and other resources we may provide. Please let us know if we can be of further assistance.
Members of the professional news media working on a story about Dana for publication or broadcast may contact:
Jeff Cole
Senior Director, Corporate Communications
Phone: 419-887-3535
All other inquiries may be directed to Dana's main switchboard at +1-419-887-3000


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