Description:
It has been suggested that work-life balance policies are good weather policies, which have been implemented in times of a favourable economic environment and/or high demand for labour but may be withdrawn once those conditions deteriorate. This paper outlines three critical limitations of the management-oriented work-life balance literature. I argue that organisational approaches alone cannot bring about more balanced work-life conditions and that the scope of the current discussion needs to be systematically broadened to incorporate insights provided by research in other disciplines.
Description:
This paper presents and analyses results from a research project on current trends in employer training in Australia. While the formal vocational education and training (VET) system is well-researched, the everyday training that happens in workplaces is relatively under-researched in Australia. Using some of the results of an employer survey undertaken in 2015, the paper describes and analyses employer-based training across a range of industry areas. The survey included groups of questions on a range of matters, including the reasons why employers train, and how these relate to employers' perceptions of their operating environment, and the structures they have in place to manage and organize training. Detailed data are provided about three specific forms of training: in-house training and learning; the use that employers make of external providers of training; and employers' use of nationally recognised training - training from the VET system. Finally the paper reports what managers said about the barriers to providing more training. The paper analyses the findings in relation to the literature and also identified changes over time in training practices in Australian companies. Implications for training policy and practice, as well as for future research, are identified.
Description:
This paper presents and analyses results from a research project on current trends in employer training in Australia. While the formal vocational education and training (VET) system is well-researched, the everyday training that happens in workplaces is relatively under-researched in Australia. Using some of the results of an employer survey undertaken in 2015, the paper describes and analyses employer-based training across a range of industry areas. The survey included groups of questions on a range of matters, including the reasons why employers train, and how these relate to employers' perceptions of their operating environment, and the structures they have in place to manage and organize training. Detailed data are provided about three specific forms of training: in-house training and learning; the use that employers make of external providers of training; and employers' use of nationally recognised training - training from the VET system. Finally the paper reports what managers said about the barriers to providing more training. The paper analyses the findings in relation to the literature and also identified changes over time in training practices in Australian companies. Implications for training policy and practice, as well as for future research, are identified.
Description:
Country-specific information on risk management is increasingly important, not only for investors and decision makers in international markets but also, for those in national and regional markets. This study reports the results of a cross-sectional survey of risk management practice and derivatives use by a sample of Australian firms. Overall, the results suggest that firm-specific factors appear to have some influence on risk management practice with the industry of the respondent being the most important, while the degree of international exposure has the least. Larger and more internationally exposed firms are likely to have more frequent reporting of derivatives use, and are more likely to use swaps and options to manage risks than other types of firms. Issues and implications for international firms are discussed
Description:
Analysis of the data collected from a survey into what OHS professionals do in practice indicated that they are not strategically influential with senior managers and that this lack of influence may be limiting workplace health and safety improvements. This article revisits the survey data to investigate the potential links between the personal (gender) and professional (education and experience) characteristics of OHS professionals, the industry and the size and geographical location of the organisation in which they work, and their involvement in strategic activities. The analysis indicates that the profile of OHS professionals who are strategically influential includes the following: they are male; they have worked in OHS for six to 10 years; and they are employed by large organisations, particularly in the mining and construction industries. The data regarding the role of education were contradictory to expectations and other reports. While this analysis has provided a profile of OHS professionals in Australia, it has added little to our understanding of the interactions and dynamics of factors that might impact on the strategic influence of OHS professionals.
Description:
Purpose – This paper aims to examine the employment and training of mature-aged workers, so that suggestions for improving training for mature-aged workers may be offered. Design/methodology/approach – Six expert interviews were carried out by telephone, and three case studies involving company site visits were completed. Each company case study involved interviews with managers, trainers and mature-aged workers. The study was confined to the manufacturing industry. Findings – Mature-aged workers bring many advantages to workplaces and some employers show a definite preference for them over younger workers; but in some cases training needs to take account of lack of confidence and literacy and health issues. However, there is great diversity among mature-aged workers. Research limitations/implications – The research is confined to shop-floor workers in manufacturing, and does not address training of mature-aged managers and professionals. The research is small-scale but provides new insights, and importantly the voices of the workers themselves. Practical implications – The paper identifies managerial and training practices that can immediately be implemented. Originality/value – The paper identifies some issues that can be taken up at a policy level as well as within companies. For example, the preference for qualification-based training at a national level is not necessarily consistent with what mature-aged workers prefer.
Description:
Purpose – This paper aims to examine the employment and training of mature-aged workers, so that suggestions for improving training for mature-aged workers may be offered. Design/methodology/approach – Six expert interviews were carried out by telephone, and three case studies involving company site visits were completed. Each company case study involved interviews with managers, trainers and mature-aged workers. The study was confined to the manufacturing industry. Findings – Mature-aged workers bring many advantages to workplaces and some employers show a definite preference for them over younger workers; but in some cases training needs to take account of lack of confidence and literacy and health issues. However, there is great diversity among mature-aged workers. Research limitations/implications – The research is confined to shop-floor workers in manufacturing, and does not address training of mature-aged managers and professionals. The research is small-scale but provides new insights, and importantly the voices of the workers themselves. Practical implications – The paper identifies managerial and training practices that can immediately be implemented. Originality/value – The paper identifies some issues that can be taken up at a policy level as well as within companies. For example, the preference for qualification-based training at a national level is not necessarily consistent with what mature-aged workers prefer.
Description:
Purpose - The purpose of this paper is to analyse if the existence of equal opportunity legislative frameworks and affirmative action programs make any difference to the way senior managers perceive the role of top university managers in influencing women's position in their institutions. A comparative study was therefore undertaken between a country with traditions in implementing AA in universities - Australia - and another which has no tradition in this domain - Portugal. Design/methodology/approach - A qualitative methodology was chosen to collect and analyse data. A total of 44 interviews with male and female university senior managers - 21 in Australia and 23 in Portugal - were conducted by the principal researcher in each country. Findings - When describing the role of top managers, gender equality was not often mentioned, suggesting that it may not be a topic on the current institutional political agenda either in Australia or in Portugal. When specifically asked about gender, respondents considered that Rectors and VCs in the two countries took opposite positions with Australian VCs being more aware of their role in improving gender equality. The study therefore concluded that the existence of equal opportunities frameworks and AA policies may have an influence in increasing top managers' awareness of their roles in improving women's representation in management teams. Research limitations/implications - The research was restricted to public universities. In Portugal the system is more diverse and comparing HE with private and polytechnic institutions could provide important insights about senior managers' roles in relation to improving women's position in HE. More in-depth qualitative studies are needed, to obtain top managers' perceptions of the variables that impact on their views and attitudes to women in senior management. Practical implications - This study provides new and innovative contributions to knowledge about the perceptions of senior managers of their top managers and their roles in eliminating gender discrimination and the influence of affirmative action in HE in these perceptions. Originality/value - This paper contributes to the discussion on the advantages and disadvantages of using affirmative action programmes by analyzing a dimension which has not been explored - its impact on senior managers' perceptions of their role in promoting gender equality in HEIs.
Description:
The widespread implementation of new management practices (NMPs) in industrialised countries has had a significant impact on employee training. Examines five NMPs: the learning organisation; total quality management; lean production/high performance work organisations; teamworking; and business process re-engineering. Focuses on the relationship between organisational change and training at the enterprise level. The research identified important findings in six key areas: small business; the use of the vocational education and training system; the importance of the individual; the nature of training; the importance of behavioural skills; and organisational change. The study confirmed that workplace change is a major driver of improved training provision in enterprises. It showed unambiguously that most NMPs are associated with higher levels of training. The integration of training with business strategy was found to be the most important factor in driving training across a wide range of training activities and appears to lead to an across the board boost to enterprise training in all its forms.
Description:
With the rise of globalisation, technological innovation, diffusion of information via the Internet, and related changes in business values and beliefs, countries, regions, governments and institutions everywhere are facing changing conditions for competitive advantage (Pfeffer & Sutton, 2000). Globalisation allows companies of all sizes, even micro and small and medium size enterprises (SME) which were once unable to compete with larger firms, to participate in new markets and reduce costs. Deregulated markets allow for more competition as well as better product offering and prices for small businesses.
Description:
With the rise of globalisation, technological innovation, diffusion of information via the Internet, and related changes in business values and beliefs, countries, regions, governments and institutions everywhere are facing changing conditions for competitive advantage (Pfeffer & Sutton, 2000). Globalisation allows companies of all sizes, even micro and small and medium size enterprises (SME) which were once unable to compete with larger firms, to participate in new markets and reduce costs. Deregulated markets allow for more competition as well as better product offering and prices for small businesses.
Description:
In this paper we examine predictors of job satisfaction within the call centre industry. Using a qualitative methodology, we investigate the nature and extent of job satisfaction of customer service representatives in two large Australian call centres. The findings from the study confirm that monitoring, personal privacy and flexibility correlate to workers' wellbeing and job satisfaction.
Description:
This article arose from a concern that OHS professionals are not strategically influential with senior managers, and that this lack of influence may be limiting workplace health and safety improvements and, in turn, hindering the progress of the national OHS improvement strategy. The article analyses data from an Australian survey into the communication patterns and activities of OHS professionals in an attempt to clarify whether their activities are likely to have a strategic influence on senior managers. While there may be a number of interpretations of the data, the results indicate that the focus of the activities of OHS professionals is mainly task-oriented. Less often, the focus of their activities is operational (such as developing the OHS management system), while a few of their activities may be considered as strategic. The Australian survey was part of a broader international study and a comparison of the results with those from other countries revealed that the limited focus on strategic activities is not unique to Australia.
Description:
Chinese gold seekers were the largest non-British group on the goldfields of Australasia and constituted the largest nationality on some diggings. In considering the movement of Chinese miners to and throughout the goldfields colonies of the southwest Pacific, this articles argues there existed a more complex pattern of migration than that suggested by the sojourner model of arrival, brief stay and departure. It examines the links between migration patterns and economic activity, and argues that economic history perspectives complement the insights offered by recent social and cultural history in the field.
Description:
The purpose of this paper is to investigate predictors of workers’ job satisfaction from the labour process and equity theoretical perspectives. The study employed a qualitative approach and draws on data from in depth focus groups of customer service representatives (CSR). The sample for this study was drawn from three Australian call centres operating in a variety of business sectors. The study highlights that three dimensions: monitoring, flexibility and work environment are significantly correlated to CSR job satisfaction. Developing an understanding of these dimensions is critical to understanding CSR job satisfaction perceptions in an industry which exhibits high labour turnover and absenteeism. This study provides new insights on how to manage effectively job satisfaction within call centre environments through the incorporation of more multi-dimensional aspects that are considered to be strong determinants of CSR job satisfaction. The study contributes to the literature by investigating a more multi-dimensional approach to studying job satisfaction in call centre environments. The intensive case study approach highlights the implications for HRM.
Description:
The purpose of this paper is to investigate predictors of workers’ job satisfaction from the labour process and equity theoretical perspectives. The study employed a qualitative approach and draws on data from in depth focus groups of customer service representatives (CSR). The sample for this study was drawn from three Australian call centres operating in a variety of business sectors. The study highlights that three dimensions: monitoring, flexibility and work environment are significantly correlated to CSR job satisfaction. Developing an understanding of these dimensions is critical to understanding CSR job satisfaction perceptions in an industry which exhibits high labour turnover and absenteeism. This study provides new insights on how to manage effectively job satisfaction within call centre environments through the incorporation of more multi-dimensional aspects that are considered to be strong determinants of CSR job satisfaction. The study contributes to the literature by investigating a more multi-dimensional approach to studying job satisfaction in call centre environments. The intensive case study approach highlights the implications for HRM.
Description:
This article is based on recent Ph.D research. The practices for appointing Vice Chancellors (VC’s) in Australian Universities were examined, together with the changing role of the VC and new demographic patterns in VC backgrounds. A number of other issues were also examined, including the training and preparation of VC’s, mentoring and the changing skill base required to be effective in the role. In addition, the paradox was investigated of appointing academics from the ranks of individuals with non-business backgrounds, to run large enterprises which are being compelled to adopt an increasingly business-oriented focus.
Description:
This article is based on recent Ph.D research. The practices for appointing Vice Chancellors (VC’s) in Australian Universities were examined, together with the changing role of the VC and new demographic patterns in VC backgrounds. A number of other issues were also examined, including the training and preparation of VC’s, mentoring and the changing skill base required to be effective in the role. In addition, the paradox was investigated of appointing academics from the ranks of individuals with non-business backgrounds, to run large enterprises which are being compelled to adopt an increasingly business-oriented focus.
Description:
The rural decline in Australian industry restructuring and the withdrawal of infrastructural services (ABS, 1998), gives rise to the hope of a turnaround in regional and rural Australia arising from the growth of new business ventures. There has been a trend towards an increase in both small business and the involvement of women in recent years (ABS 1301.0, 1997). This combination is important for a sustainable rural future, and therefore, a greater understanding is needed of how women stand in relation to sound business preparation, and attitudes to professional training.
Description:
The rural decline in Australian industry restructuring and the withdrawal of infrastructural services (ABS, 1998), gives rise to the hope of a turnaround in regional and rural Australia arising from the growth of new business ventures. There has been a trend towards an increase in both small business and the involvement of women in recent years (ABS 1301.0, 1997). This combination is important for a sustainable rural future, and therefore, a greater understanding is needed of how women stand in relation to sound business preparation, and attitudes to professional training.