Relationship between workplace reform and workforce participation

This thesis sought to advance understanding of the politics of workplace reform, explaining the respective roles of management and employees and how they relate. The literature on workplace reform usually argues that reform is predicated on greater workforce participation in managerial decisions. More specifically, different approaches to workplace reform can be aligned to different forms of participation. Thus quality management can be associated with direct forms of participation, institutional workplace reform may depend on representative forms, and best practice may require a combination of both. This thesis uses empirical evidence to explore this alignment between the different approaches to workplace reform and forms of participation. The period chosen for empirical study is approximately 1985-1992 - an era of rapid innovation in workplace reform for Australian manufacturing. Three workplaces were chosen for intensive study from automotive component manufacturers because that industry was itself a laboratory for workplace reform and also because these firms exemplified different approaches to competitiveness and reform. Three approaches to workplace reform - quality management, institutional workplace reform, and best practice - were distinguished to capture the range of Australian practice at that time. Similarly two approaches to workplace participation were distinguished - direct and representative - to reflect the range of observable practices at that time and to represent competing philosophies. Direct participation illustrated an approach founded in managerial context of the political status quo, whilst representative forms were considered to permit a pluralist shift of power to enable employees to manage in place of management. The three case studies depict companies sharing the competitive crisis of their industry. From this stems the impetus for workplace reform. At this point the firms diverged in their choice of competitive strategies for workplace reform. The case studies reveal, at the superficial level, a match between the chosen approaches to workplace reform and forms of participation. Basically, quality management is associated with direct employee participation, institutional workplace reform with collective bargaining and representative consultative committees, and best practice with both. However when the implementation of reform and participation are examined this match becomes less significant. One firm, Auto Air, achieved highly effective outcomes in both reform and participation. Another firm, Auto Electrical, failed in both. The thesis concluded that the relationship between forms of participation and reform is less significant than the effective implementation of policy. Unitarist or pluralist approaches to power distribution count less than managerial capacity to integrate successive reform initiatives and their commitment to workforce participation hi change.

The importance of training and education for New Zealand entrepreneurs : some empirical evidence

Entrepreneurship date back thousands of years. Effective workforces require training and education. Entrepreneurs need a thorough training needs analysis before adapting training programmes. Training describes learning activities to improve entrepreneurs' knowledge, skills and abilities to perform and manage effectively. Education improves competency of entrepreneurs. Models are referred to in the literature review. Training and education needs were identified for entrepreneurs to maintain competitive advantage and profit margins. A study done in 2008 in Auckland, New Zealand found that training and education is necessary for entrepreneurs and employees; how they could gain greater efficiencies and increased profit through training of current employees.

Unintentional needlestick injuries in livestock production : a case series and review

Livestock producers and their employees sometimes experience unintentional needlestick injury (NSI) while vaccinating or injecting medications into animals. There is little published regarding the medical complications that can develop from this occupational exposure. The objectives of this study were to (1) perform a retrospective review of animal-related NSIs treated at a tertiary medical center of a rural state; and (2) review the risks of NSI and measures to decrease their occurrence. Medical records of patients with NSI related to animal injection were identified from the University of Iowa Hospitals and Clinics database from 2002 to 2008 and reviewed. Nine patients received medical care for NSI that occurred while vaccinating farm animals. Most common NSI site was the nondominant hand and most occurred while attempting to inject the animal. Soft tissue infection was common and all nine received oral and/or intravenous antibiotics. Two thirds required hospital admission. Three required surgery and one had a bedside incision and drainage procedure. One patient had a serious inflammatory reaction with necrosis in the leg due to the oil adjuvant in the animal vaccine. Another case had a probable mycetoma with osteomyelitis and soft tissue infection due to the bacteria Streptomyces, which is a NSI complication not previously reported. Although medical complications from farm-related NSIs do not appear to be common, this case series illustrates how these injuries can be debilitating, costly, and lead to loss of work time and productivity. Producers and employees who inject livestock need to be aware of the risks and utilize measures to decrease unintentional NSI.

Teleological business ethics : formative, rationalist and transformative – illustrations and analogies

The strategic, tactical and operational levels of an organization may have different perceptions and convictions on how the organization’s behaviours and practices of business ethics should be managed in the marketplace and the surrounding society. We examine organizations’ behaviours and practices of business ethics in the marketplace and the surrounding society with the aid of complexity sciences. The objective is to describe organizations’ behaviours and practices of business ethics using different teleological approaches. Unethical behaviours and practices may be the outcome of conscious actions, but they may also be subconscious. We will discuss reasons for both possibilities of unethical behaviours and practices by organizations, their managers and employees. An important insight based upon the presented illustrations and analogies is that the different teleological approaches to business ethics in behaviours and practices may be consecutive and simultaneous within an organization. An essential subject for further research is how to deal with the durabilty and variabitlity of behaviours and practices of business ethics of organizations in the marketplace and the surrounding society.

Loss and grief in the workplace. What can we learn from the literature?

Purpose – The purpose of this paper is to determine how Australian workplaces, their managers and employees respond to those who are grieving at work, as a result of chronic or terminal illness, or caring for those with chronic or terminal illness. The review draws on Australian and relevant international literature and seeks to answer this question.
Design/methodology/approach – A literature review was undertaken in preparation for an Australian study examining workplace supports for people who are grieving – because they are carers, have experienced a death, or are balancing their own illness with their work. Using a range of search terms, the literature was searched for relevant work between 1980 and 2010. The search found examples of workplace supports throughout the world and some developing Australian literature.
Findings – Despite illness and death occurring at any stage of a person's life, there is little research that identifies workplace issues associated with grief and loss. And while workplace legislation allows for minimal supports, there was evidence that some workplaces have begun to offer flexibility for work life balance.
Practical implications – Effective workplace supports will involve individual and workplace responses, but also require legislative approaches in order to effect broad-based system change.
Originality/value – The paper compares Australian and international literature about workplace supports and provides an overview of the issues arising.

Supporting working parents: findings from the AHRC’s national inquiry into the prevalence of pregnancy and return to work discrimination in the workplace

In July 2014 the Australian Human Rights Commission (AHRC) released the findings of its national review into pregnancy and return to work discrimination in the workplace1 which it conducted following a request from the Commonwealth Attorney-General’s Department.2 The review comes 15 years after the commission’s first inquiry into pregnancy discrimination in the workplace.3Federal law has prohibited pregnancy discrimination in the workplace since the Sex Discrimination Act 1984 (Cth) (SDA) came into force.4 It is now unlawful in every state and territory.5 Discrimination on the basis of breastfeeding and family or carer’s responsibilities is also prohibited.6 Since 2009 the Fair Work Act 2009 (Cth) (FW Act) has prohibited workplace discrimination based on pregnancy and family or carer’s responsibilities7 and the Act gives employees additional entitlements relating to their parental and caring responsibilities. Male and female employees who are the primary caregiver for a child are entitled to 12 months unpaid parental leave upon the birth or adoption of the child and can request an additional 12 months leave.8 Upon returning to work, they can request flexible working conditions9 and they are protected from adverse action, such as dismissal, for exercising these rights.10 Yet despite these legal protections, the findings of the national review show that employees continue to experience discrimination during pregnancy, when taking parental leave and upon re-entering the workforce. This note presents the main findings from the surveys and consultations that were held with employers and employees as part of the review and the review’s recommendations for addressing the prevalence of what it terms ‘pregnancy/return to work discrimination’.

Impact of individual coping strategies and organisational work–life balance programmes on Australian employee well-being

This paper examines several individual coping strategies and employees' perception of organisational provision of work–life balance (WLB) programmes with a sample of 700 Australian employees. The combined effects of individual coping strategies and organisational provision of WLB programmes on employee affective well-being are examined, using structural equation modelling. Results indicate that individuals with positive attitudes and life coping strategies were more capable of achieving overall well-being. Both monetary- and non-monetary-based organisational WLB provision had no direct association with employee well-being, but had indirect effects via individual coping strategies to help employees achieve better well-being. Employee well-being was found to have a stronger association with individual effort than organisational deliberation in providing WLB programmes. Theoretical and practical implications of these study outcomes are discussed.

Trust in management: the role of employee voice arrangements and perceived managerial opposition to unions

This study examines the relationship between employee voice arrangements and employees’ trust in management using data from the 2007 Australian Worker Representation and Participation Survey of 1,022 employees. Drawing on social exchange theory and employee relations literature, we test hypotheses concerning the relationships between direct and union voice arrangements, perceived managerial opposition to unions and employees’ trust in management. Consistent with our predictions, after controlling for a range of personal, job and workplace characteristics, regression analyses indicated that direct voice arrangements were positively related to employees’ trust in management. Union voice arrangements and perceived managerial opposition to unions were negatively related to trust in management. The article concludes by highlighting the study’s implications for management practice and avenues for further research.

Mentoring functions and turnover intention: the mediating role of perceived organizational support

Despite an increasing number of studies investigating the effects of mentoring on employee work outcomes, limited attention has been placed on the relationship between mentoring functions and turnover intentions. In this study, we examined the relationship between mentoring functions and turnover intentions, and the mediating role of perceived organizational support (POS) on this relationship. Using data collected from 176 employees in three Chinese banks, we found that POS partially mediated the relationship between mentoring functions and employees' turnover intentions.

Comparison of a traditional and non-traditional residential care facility for persons living with dementia and the impact of the environment on occupational engagement

BACKGROUND: Dementia residential facilities can be described as traditional or non-traditional facilities. Non-traditional facilities aim to utilise principles of environmental design to create a milieu that supports persons experiencing cognitive decline. This study aimed to compare these two environments in rural Australia, and their influence on residents' occupational engagement. METHODS: The Residential Environment Impact Survey (REIS) was used and consists of: a walk-through of the facility; activity observation; interviews with residents and employees. Thirteen residents were observed and four employees interviewed. Resident interviews did not occur given the population diagnosis of moderate to severe dementia. Descriptive data from the walk-through and activity observation were analysed for potential opportunities of occupational engagement. Interviews were thematically analysed to discern perception of occupational engagement of residents within their facility. RESULTS: Both facilities provided opportunities for occupational engagement. However, the non-traditional facility provided additional opportunities through employee interactions and features of the physical environment. Interviews revealed six themes: Comfortable environment; roles and responsibilities; getting to know the resident; more stimulation can elicit increased engagement; the home-like experience and environmental layout. These themes coupled with the features of the environment provided insight into the complexity of occupational engagement within this population. CONCLUSION: This study emphasises the influence of the physical and social environment on occupational engagement opportunities. A non-traditional dementia facility maximises these opportunities and can support development of best-practice guidelines within this population.

The challenges of addressing an Aboriginal responsibility for Country in land-use and national park planning: a South East Queensland case study

This paper presents research insights on the challenges that Australian Aboriginal communities living within the South East Queensland (SEQ) metropolitan region face in seeking to exercise their contemporary responsibilities to care for Country in land-use and national park planning. A case study design was adopted to analyse the incorporation of two Aboriginal communities connections to Country in state-based planning systems, and to explore the responsibilities Aboriginal communities ethically seek to adhere to in maintaining Country from their own understandings.
Country, from an Aboriginal understanding, involves a deep ecological, cultural, economic and social comprehension of ‘law’ guided by a responsibility for Country. Otherwise known as customary law and custom, Country is that which both Aboriginals and their communities are intrinsically connected to. Country is the moral value that guides Aboriginal obligation to care and this obligation could well conflict
with mainstream contemporary Western management policy and legislation.
This research draws on insights from Quandamooka Country (North Stradbroke Island) and Jagera Country (Brisbane City and Ipswich), located within the Brisbane metropolitan region in South East Queensland of Australia. During this research, it was concluded that, in both Quandamooka Country and Jagera Country, the respective Owners are operating within a sphere of increasingly complex challenges that impact upon their ability to conserve and have recognized the values of their obligations to Country care in planning. Common themes occurring on Country identified in this research included issues relating to a neglect of care to maintain Country by planners and government officials, and interactions that prevent Traditional Owners from having their obligation of caring for Country on their terms expressed through land-use planning legislation. Political agendas of the Queensland State that influences the interactions of planners and government with Traditional Owners were also concluded to be detrimental, and to damaging trust, ongoing discussions and understandings. These insights indicate that Aboriginal communities are facing an increasing conflicting range of perceptions and comprehensions that are hindering the expression and execution of their moral responsibility embodied in their deep ecological law to care for Country in Western planning legislative obligations. It illustrates that the responsibilities given to practicing planners and government officials to care for Country under Western law are commonly not adhered to It concludes with the suggestion that for some progress to recognize an Aboriginal responsibility to Country in planning, state-Traditional Owner relations and collaboration is now needed to help transcend the legislative challenges underpinning Western planning law.

Building G20 outreach: The role of transnational policy networks in sustaining effective and legitimate summitry

G20 outreach processes, in the form of the Think 20, Labour 20, Business 20, and Civil 20, Youth 20, and Women 20, are a formal attempt by G20 leaders to engage various social sectors with G20 policymaking. This essay contends that G20 outreach processes are best understood as transnational policy networks, which are involved in widening the field of policy communication and deliberation. The importance of these transnational policy networks rest upon their role in developing and disseminating G20 policy priorities and principles; and are an attempt to enhance the legitimacy and influence of the G20 and its policy proposals.

"We agree that, in order to strengthen its ability to build and sustain the political consensus needed to respond to challenges, the G20 must remain efficient, transparent and accountable. To achieve this, we decide to … pursue consistent and effective engagement with non-members, regional and international organisations, including the United Nations, and other actors, and we welcome their contribution to our work as appropriate. We also encourage engagement with civil society.G20 Cannes Summit Final Declaration 2011 (G20 2011)"

The difficulty in balancing the effectiveness and representativeness of the Group of Twenty (G20) has led to sustained questions about its legitimacy (Cooper 2010; Rudd 2011; Cooper and Pouliot 2015). Consequently, while leaders have long sought external advice about the agendas of Group of Seven (G7) summits since 1975, and about the G20 finance ministers and central bank governors’ meetings (G20 FM/CBG) since 1999, there has been intensification, elaboration, and institutionalization of transnational networks of policymakers with respect to the G20 in recent years. These networks are especially evident in the form of the G20 working groups and G20 outreach processes involved in the G20 FM/CBG and the G20 leaders’ forum created in 2008.

G20 working groups include transgovernmental groups of government officials and outside experts within a specific policy area who are charged with preparing material for G20 deliberations. G20 outreach processes are a recent and more formal attempt by G20 leaders to engage various social sectors with the policymaking activity of the G20 and were first considered by the G20 membership in 2010 with a more formal engagement with business interests. This led to the formal development of G20 outreach groups in 2013 in the form of the Think 20 (think tanks), Labour 20, Business 20, Civil 20 and Youth 20, which include representatives from these sectors. In 2015, a Women 20 outreach group was also added. These outreach processes are best understood as transnational policy networks which have been built to support the G20’s capacity to be effective and legitimate.

This essay focuses on G20 outreach processes and examines why and how the G20 has sought to augment its intergovernmental summitry and transgovernmental working groups with transnational policy networks, purposely involving a range of societal interests. Transnational policy networks demonstrate the existence of policymaking practices which include the policy influence of experts and advocates outside government. These networks also indicate the ways in which governments, International Governmental Organizations (IGOs) and summits like the G20 engage society, or where elements of society engage themselves with the policymaking process (Stone 2008). These networks intersect with the intergovernmental activities of leaders and key diplomats, and overlap with the transgovernmental relationships of various levels of government bureaucrats (Baker 2009). One of the principle features of transnational policy networks is the way they create and channel the communication of political ideas and priorities. However, it is important to keep in the mind the purpose and power of actors involved in the network and consider who has the discretion and motivation to create the network in the first instance. As the G20 members stated in 2012, the aspiration for outreach is founded upon an intent to strengthen the G20’s capacity “to build and sustain the political consensus”. Consequently, it is important to consider how the development of transnational policy networks in the form of G20 outreach processes are able to sustain the effectiveness and legitimacy of the G20.

This essay contends that G20 outreach processes are best understood as transnational policy networks. These networks have been built to widen the field of policy communication and deliberation. Furthermore, these outreach processes and networks are an attempt to enhance the legitimacy and influence of the G20 and its policy proposals. While there is no doubt that outreach practices are “ad hoc responses to the widespread charge that the G20 reproduces the politics of exclusion in global governance” (Cooper and Pouliot 2015, 347), these practices have the potential to improve both the effectiveness and legitimacy of the G20. The G20 possesses uncertain legitimacy and members of the G20 demonstrate an awareness of this and a corresponding willingness to actively develop various political practices to support the capacity and legitimacy of the G20.

However, G20 outreach also enables the G20 to place some limit upon the policy narratives and ideas that develop within these policy networks. The G20 is liable to be misunderstood without examining the activity of these transnational networks because the G20 is fundamentally a deliberative policy forum rather than a negotiating forum of binding regulations. Transnational policy networks have the potential to scrutinize and amplify relevant policy ideas and thereby enhance the legitimacy of the G20 and strengthen the capacity of the G20 to address an array of global economic and social problems. However, while some narrative control is important to amplify the G20 agenda, too much narrative control will undermine its legitimacy and capacity to develop broad-based responses to global problems. This essay explores the formation of these transnational policy networks by first outlining the evolution of the purpose and configuration of the G20, then it considers the ways G20 outreach processes constitute transnational policy networks and why they have been established, and lastly, analyses how these networks operate to enhance the legitimacy and effectiveness of the G20.

Inequalities and agencies in workplace learning experiences: international student perspectives

National systems of vocational education and training around the globe are facing reform driven by quality, international mobility, and equity. Evidence suggests that there are qualitatively distinctive challenges in providing and sustaining workplace learning experiences to international students. However, despite growing conceptual and empirical work, there is little evidence of the experiences of these students undertaking workplace learning opportunities as part of vocational education courses. This paper draws on a four-year study funded by the Australian Research Council that involved 105 in depth interviews with international students undertaking work integrated learning placements as part of vocational education courses in Australia. The results indicate that international students can experience different forms of discrimination and deskilling, and that these were legitimised by students in relation to their understanding of themselves as being an ‘international student’ (with fewer rights). However, the results also demonstrated the ways in which international students exercised their agency towards navigating or even disrupting these circumstances, which often included developing their social and cultural capital. This study, therefore, calls for more proactively inclusive induction and support practices that promote reciprocal understandings and navigational capacities for all involved in the provision of work integrated learning. This, it is argued, would not only expand and enrich the learning opportunities for international students, their tutors, employers, and employees involved in the provision of workplace learning opportunities, but it could also be a catalyst to promote greater mutual appreciation of diversity in the workplace.

How can organisations help employees thrive? the development of guidelines for promoting positive mental health at work

Purpose - Benefits of positive mental health have been demonstrated across work and non-work domains. Individuals reporting positive mental health experience better work performance, better social relationships and better physical health. Additionally, positive work environments can contribute to employee mental health. The purpose of this paper is to develop "expert" consensus regarding practical, actionable strategies that organisations can implement to promote positive mental health in the workplace. Design/methodology/approach - A Delphi consensusmethod was used to establish expert consensus on strategies to promote positive workplace mental health. A 278-item questionnaire was developed and strategies were rated over three survey rounds by two panels comprising 36 workplace mental health practitioners and 36 employer representatives and employees (27 and 9, respectively), employees with experience of promoting positive mental health and well-being in the workplace (total - 72 panellists). Findings - In total, 220/278 strategies were rated as essential or important by at least 80 per cent of both panels. Endorsed strategies covered the topics of: mental health and well-being strategy, work environment that promotes positive mental health, positive leadership styles, effective communication, designing jobs for positive mental health, recruitment and selection, supporting and developing employees, work-life balance, and positive mental health and well-being initiatives. Originality/value - The guidelines arising from this study represent expert consensus on what is currently appropriate for promoting positive mental health at work from the perspectives of workplace mental health practitioners, employers and employees, and constitute a resource for translating the growing body of knowledge in this area into policy and practice.

Portable sick leave in the Victorian building industry : managing cumulative employee benefits in the absence of employment security

The trend away from full-time permanent employment raises questions about the relevance of traditional approaches to managing and compensating employees. Employment in the Australian building industry is characterised by short-term, project-based employment. Employers and unions in the industry have adopted alternative compensation models to accommodate the short-term nature of employment, most notably through portable benefit schemes. In 1997, the Victorian building industry extended the range of portable benefits to include sick leave. Empirical evidence suggests a relationship between employee absence behaviour and accrual entitlement models. Research reported here supports this link, and suggests that both employers and employees can benefit from an alternative, portable, approach to accrued entitlements. Employers can benefit because employees may be less likely to take an instrumental approach to their entitlements. Employees benefit because they are able to accrue entitlements for the period they remain in the building industry, irrespective of the extent to which they change jobs.