Whilst notions of conflict have historically underpinned the rhetoric and policy focus of employment relations, more recently the locus of debate has shifted towards the relationship between ...employment relations and organisational performance. Yet, Acas remains best known for its dispute resolution services. Using new data, the paper explores Acas' dispute resolution functions, but also examines a broader range of Acas interventions aimed at supporting organisations in handling conflict through arrangements for improved employment relations. It reports data on Acas customers' perceptions of the nature and impact of Acas interventions. Focusing on the activities aimed at tackling collective issues, it considers how these fit into the Government's wider "productive workplace" agenda. It concludes that Acas' strength lies in bringing the parties to the table, both to resolve disputes and also to develop innovative strategies for improving workplace effectiveness. The paper also assesses future opportunities for seeking a more strategic approach to managing conflict at work.
In Ferdinands v Commissioner for Public Employment, the High Court applied established principles of implied repeal to the intersection between South Australia's Police Act and the Industrial ...Employees Relations Act - case reaffirms general principles of implied repeal - some guidance on primary considerations - uncertainty created by decision's immediate reasoning limits usefulness.
Individualism in organisations Morgan, David E; Zeffane, Rachid
Employee relations,
12/2003, Volume:
25, Issue:
6
Journal Article
Peer reviewed
A shift from collectivism to individualism in managing employees is identified in employment studies. Developments in Australia have reflected this change, accompanied by claimed organisation ...benefits. This paper examines an empirical data set to examine such claims on key dimensions in the employment relation. The analysis points to few differences in views between employees working under individual contracts and those not. Moreover the factors generating concern over individual and firm performance among employees differed little between the two groups. Traditional work factors underpinned attitudes for both. The differences that emerge from organisation size, union membership and gender appear to be inconsistent with the claims of individualism. The data point to the importance of general employee concerns - job satisfaction and perceived management style - in generating employee commitment and loyalty. The findings have implications for the nature of employee relations and management, which are discussed in light of their theoretical and practical ramifications.
Over the past decade managing diversity has emerged as a popular topic for analysis. However, much of the discussion concerning diversity has tended to focus on gender and race. Only limited ...attention has been centred on disabled people as a minority group in the workplace. One of the biggest challenges faced by disabled people is in obtaining and maintaining employment, particularly for those individuals with a vision impairment. The purpose of this research is to explore some of the issues faced by vision impaired people in the workplace in Australia. It outlines how, with certain accommodations to the workplace, vision impaired employees can be just as capable and efficient as their sighted counterparts. The major barrier still faced by disabled workers is overcoming the negative attitudes and misconceptions of colleagues and employers.
German Mittelstand firms are globally recognized for their innovation, especially regarding product, process, and service innovation. So what can scholars and managers across the globe learn from the ...success story of German Mittelstand innovation? Drawing on information collected on innovative Mittelstand firms and extant knowledge on innovation, the resource‐based view, and family firm research, the authors investigate how these highly innovative firms flourish and achieve high innovation performance despite the severe financial and human capital resource constraints they face as compared with larger corporations. The authors then present a model identifying and integrating six salient traits of such firms that allow them to efficiently orchestrate their resources to innovate and outcompete their competitors in the global market, enabling those firms to overcome their resource‐related weaknesses and turn them into strengths. Specifically, these traits are: niche focus and customer collaboration, globalization strategy, preference for self‐financing, long‐run mindset, superior employee relations, and community embeddedness. The power of this Mittelstand approach takes full effect only when all six traits operate in an integrated fashion, and the proposed resource‐based model serves as a starting point for a more holistic and comprehensive understanding of firm ability to innovate and successfully compete within a specific context. The article outlines the implications of the model of German Mittelstand innovation for research conducted in different fields including innovation, entrepreneurship, strategy, dynamic capabilities, ecosystems, and family business. Finally, the article proposes a future research agenda aimed at improving current understanding of the German Mittelstand “innovation strategy” and its transferability to other contexts, and outlines practical implications for owners and managers worldwide wanting to emulate the German Mittelstand innovation model.
Agent association implies managing the association between the various laborers in an affiliation. The relationship can be among laborer and the business similarly as between delegates at a ...comparative level. It is critical that delegates share a sound association with each other at the work place. There are a couple of issues on which an individual can't take decisions alone. Laborers are the critical assets of an affiliation. It is fundamental that the laborers perform together as a total unit and contribute comparably towards the affirmation of a common target. publicizing frameworks and unequivocal to various associations.
Considering the immense potential of sustainable business models in tackling the broader challenge of corporate sustainability, this paper integrates the literature streams on sustainability ...practices and organizational business models to analyze the performance implications of a firm's sustainable value proposition. Based on the analysis of a large panel dataset across different industries, consistent with the proposed theory, a sustainable value proposition has been found to have a positive impact on a firm's market-based financial performance (namely, Tobin's Q). Yet, this impact turns out to be highly context-dependent. In particular, the findings reveal that a firm's R&D capabilities improve the positive effect of a sustainable value proposition on a firm's financial performance. At the same time, the marketing communication capabilities and sustainable practices regarding employee relations reduce the sustainable value proposition's financial performance effect, arguably due to the costs associated with marketing and the loss in employee interest during the process of adopting the sustainable business model elements.
(1) Background: The aim of this study is to describe manager–employee and employee–employee relations during the COVID-19 pandemic and their impact on measures of the likely use of elements of remote ...teaching by university employees in the future. (2) Methods: The study used a descriptive-correlation research design with a survey as the primary instrument for data gathering. A total of 732 personnel took part in the survey, selected by a convenience sampling technique. The researchers used an adapted and modified instrument to gather data. The instrument underwent a reliability test. This study used structural equation modeling to confirm hypotheses. (3) Results: It was shown that manager–employee relations at Polish universities during the COVID-19 pandemic were of low quality. However, employee–employee relations were of above-average quality, and have a significant positive impact on intentions to use elements of remote working in the future. (4) Conclusions: Based on the results of the study, some general recommendations are presented for change management and relationship-building.
The objective of this study was to critically evaluate the relationship between employee behaviours and engagement in organisations’ internal environment. This objective was achieved in the context ...of Adeeb Group. Combination of primary and secondary data was used in achieving the objectives. In terms of primary data, questionnaires were carried out among the employees of Adeeb Group. Findings showed that among components of engagement, participants obtained the highest level on vigour; followed by dedication, and the lowest levels were obtained for absorption. In fact, the results revealed that employees’ level of engagement was low, especially for absorption. In terms of employee relations, it was found that even though the communication between employees is regarded as better than the communication with organisation, employees do not think that it is good whereas these communications should be open. Employee growth responses also revealed that even though the opportunities provided for training and development is regarded as better than the opportunities for career growth, most of the employees do not think that the organisation supports growth of its members. The findings related to commitment showed that most of the participants were not satisfied about some politics of the organisation.
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