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1
Blagoev, Blagoy, Sara Louise Muhr, Renate Ortlieb, and Georg Schreyögg. "Organizational working time regimes: Drivers, consequences and attempts to change patterns of excessive working hours." German Journal of Human Resource Management: Zeitschrift für Personalforschung 32, no. 3-4 (July 27, 2018): 155–67. http://dx.doi.org/10.1177/2397002218791408.
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A 40-hour working week is the norm in Europe, yet some organizations require 60 or more working hours and in investment banks an alarming 120-hour weeks are known to be worked. What is more, these organizations often require workers to be permanently on call and demonstrate high production rates. Consequences of such practices include frazzled employees, with their families’ and their own health under pressure. This article introduces our special issue of the German Journal of Human Resource Management. It tackles the many reasons behind excessive work hours and failed attempts to change working time arrangements in organizations. It first identifies three core ideas in previous research, namely the dispersed nature of regimes of excessive working hours, their high levels of persistence and their constitution at multiple levels of analysis. It then summarizes the contributions in this special issue. Finally, it proposes avenues for future research, such as focusing on the genesis and the historicity of organizational working time regimes, studying the interrelation of factors across multiple levels of analysis, and probing new theories to explain the extreme persistence of excessive working hours. The overarching aim of our special issue in this core area of human resource management is to contribute to an understanding of organizational working time regimes and the tenacity of excessive working hours in an effort to deepen our knowledge of how to change them.
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Wu, Qingjun, Hao Zhang, Zhen Li, and Kai Liu. "Labor control in the gig economy: Evidence from Uber in China." Journal of Industrial Relations 61, no. 4 (August 20, 2019): 574–96. http://dx.doi.org/10.1177/0022185619854472.
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The rapid development of digital platform businesses has facilitated the expansion of gig work in China and elsewhere in recent years. Now that IT-powered platforms have been used in part to free the capital from taking employer responsibilities, the capital’s toolkit for labor control has been significantly limited. Drawing on qualitative field research supplemented by quantitative data on Uber in China, this article provides a novel empirical account of the labor control of digital platforms, and more importantly, their effects on different types of workers. The authors have identified three crucial strategies that Uber has devised to control its drivers’ labor process: an incentive pay system, a customer evaluation system, and flexible work arrangements. These strategies will, however, demonstrate significant effects on drivers’ working hours and income only when we consider the different motivations of Uber drivers. Specifically, the working efforts of those who drive for Uber as their only source of income are responsive to incentive pay schemes and a platform’s evaluation system, but are not as responsive to work flexibility. The exact opposite is the case for drivers who have other jobs and sources of income.
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Mangla, Namita. "Working in a pandemic and post-pandemic period – Cultural intelligence is the key." International Journal of Cross Cultural Management 21, no. 1 (March 22, 2021): 53–69. http://dx.doi.org/10.1177/14705958211002877.
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Working environment has been transformed by this pandemic into flexible work arrangements with a swift acclimatization of technology. The post-pandemic working arrangements are expected to be increasingly driven by technology as business models will also evolve to adopt these changes. Virtual working arrangements bring several challenges like reduced trust, disrupted communication, limited collaboration, lack of role clarity and lowered team performance. The research suggests that the future of work is going to be more dynamic and virtual. The normal physical work arrangements that were in place before the pandemic will evolve to include multiple models. Therefore, the challenges and problems associated with virtual working needs to be addressed along with the increasing adoption. Cultural intelligence helps in fostering ‘trust and understanding’ even among virtual teams. The study surveyed people working virtually during this pandemic and analysed, if cultural intelligence and its dimensions i.e. cognitive, metacognitive, motivational and behavioural have effect on the challenges faced by the virtual teams. It is observed that the behavioural cultural intelligence predicts virtual team effectiveness and address the challenges faced by virtual teams.
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Riva, Egidio. "Background and rationale of collective bargaining around work-family issues in Italy." Employee Relations 39, no. 4 (June 5, 2017): 459–74. http://dx.doi.org/10.1108/er-10-2016-0196.
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Purpose The purpose of this paper is to outline and assess the role of industrial relations in introducing work-family-related policies and investigate the drivers, nature and scope of contract provisions that were bargained in the following domains: flexible working arrangements, leave schemes, care services and other supportive arrangements. Analyses draw on information filed in a unique and restricted access repository, the SEcond-level Collective Bargaining Observatory (OCSEL) held by Confederazione Italiana Sindacati Lavoratori (CISL), one of the major trade union organizations in Italy. Design/methodology/approach This paper presents and examines, by means of descriptive statistics and content analysis, available information on 285 company-level agreements around work-family-related issues that were signed in Italy between January 2012 and December 2015, in the aftermath of the great recession. Findings Work-family issues do not seem to be a major bargaining concern. The availability of specific arrangements is mostly limited to the domain of working time flexibility and it is not quite innovative in its contents. Besides, there is little evidence that the mutual gains rationale is embedded in collective bargaining in the field. However, mature and well-established labour relations result in more innovative and strategic company-level bargaining that is also conducive to work-family-related arrangements. Research limitations/implications The sample is not representative. Thus, the results obtained in this study cannot be extended to make predictions and conclusions about the population of collective agreements negotiated and signed in Italian companies in the period under scrutiny. Originality/value Research on the industrial relations context that lies behind the design and implementation of work-family workplace arrangements is still limited. Furthermore, the evidence is inconclusive. This manuscript intends to address this research gap and provide a much more nuanced understanding.
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Davies, Amanda. "COVID-19 and ICT-Supported Remote Working: Opportunities for Rural Economies." World 2, no. 1 (March 11, 2021): 139–52. http://dx.doi.org/10.3390/world2010010.
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The COVID-19 pandemic and resulting public health measures necessitated many workplaces to permit workers to work from home. The question is now asked can the temporary transition to enable workers to work from home become more permanent and how will this shape the spatial distribution of employment opportunities and, in turn, workforces. This paper focuses on the potential for ICT-supported working from home arrangements to reshape employment opportunities in rural settings. With limited local employment opportunities being a major driver of rural out-migration, enabling rural residents to access a broader range of employment through ICT may result in a longer term disruption to rural out-migration patterns. Despite the potential of ICT to support remote working, uptake in rural areas has been relatively low. This paper argues that the recent increase in use of ITC-supported working from home arrangements promoted by COVID-19 public health measures may erode of two of the major barriers to participation in remote working—these being negative perceptions by the employer and employer about working from home and limited knowledge within workplaces about how to manage a partly or fully remote workforce. For rural populations it is plausible that the rapid transition to ICT-supported working from home arrangements will open up more diverse employment opportunities. However, it remains that for some rural areas and populations the urban-rural digital divide persists as a barrier to participation in ICT-supported remote working.
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Fincke, Isabelle, Amy Hieb, Volker Harth, and Stefanie Mache. "Activity-based working: Qualitative analysis of working conditions and health-related outcomes." Work 67, no. 3 (December 1, 2020): 625–39. http://dx.doi.org/10.3233/wor-203313.
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BACKGROUND: The changing of work, driven by digitization, leads to the demand of large, open spaces in which the employees can work alone or in teams, can hold meetings or even find corners to relax. OBJECTIVE: This study empirically analyzed job demands and resources that can be found in innovative office concepts, like so called “activity-based working concepts”. METHODS: 16 semi-structured face-to-face interviews were performed with employees working in activity-based offices. Content of the interviews included questions on their working conditions and health-related outcomes. RESULTS: The results show that work autonomy, the flexibility to decide where and when to work, and an improved communication and collaboration between different departments had a perceived positive effect on well-being, performance and motivation. Job demands, like missing territoriality on individual and team level, limited privacy and distractions in form of noise and interruptions describe consequences in form of perceived strain. CONCLUSION: The study results contribute to the expansion of knowledge in the subject area of flexible work arrangements in open work spaces. They can serve to design future working environments and thus increase the well-being and job performance of employees. It needs additional research to investigate the effects of office designs on the health of employees in the long term.
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Tummala, Suresh Kumar, and Dhasharatha G. "Artificial Neural Networks based SPWM technique for speed control of Permanent Magnet Synchronous Motor." E3S Web of Conferences 87 (2019): 01030. http://dx.doi.org/10.1051/e3sconf/20198701030.
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The advancement of industry apparatuses for some methods with specific tasks to control the working of a few actuators on the field. Among these actuators, Permanent magnet synchronous motor drives are a mainly all-inclusive machine. Proficient utilization of hesitance torque, generally effectiveness, minor misfortunes and smaller size of the motor are the principle attractions of PMSM when contrasted and different drivers. Precise and rapid torque reaction is one of the parameters to determine differentiating arrangements in the ongoing past. The field-situated power perceived the likely and vigorous answer to accomplish these prerequisites to empower the figuring of streams and voltages in different parts of the inverter and motor under transient and consistent conditions. The primary objective of this paper is to investigate Artificial Neural Network based control of speed for PMSM in both open and closed loop under no-load and loaded condition. A shut circle control framework with ANN procedure in the speed circle intended to work in steady torque and transition debilitating districts. MATLAB reproduction performed in the wake of preparing the neural system (directed learning), results for reference control applications are adequate and appropriate in the process business. Speed control in shut circle at different stacking conditions talked about in detail.
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El-Sayed, Heba, and Mayada Abd El-Aziz Youssef. "“Modes of mediation” for conceptualizing how different roles for accountants are made present." Qualitative Research in Accounting & Management 12, no. 3 (August 3, 2015): 202–29. http://dx.doi.org/10.1108/qram-05-2014-0041.
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Purpose – This paper aims to, using the concept of “modes of mediation”, examine how different roles for accountants are “made present” in an Egyptian manufacturing company. The paper introduces the notion of “modes of mediation” as a different perspective for the opposing popular archetypes of accountants: “bean-counter” versus “business partner”. Modes of mediation emphasise the materiality of artefacts, entities and technologies, as well as organisational space and spatial settings. Design/methodology/approach – The paper draws on a field study in an Egyptian manufacturing company where accountants are engaged as business partners and involved in operations planning and decision-making. The data were collected over a period of four years through participant observation, interviews and ethnographic techniques. Findings – The paper reveals the relational nature of accountants’ calculative agency and shows how roles of accountants are intimately associated with a web of technologies and artefacts, as well as spatial working arrangements that represent particular “modes of mediation”. Research limitations/implications – The concept of “modes of mediation”, which is still under-explored in the role change literature, is useful in studying the roles of accountants. It enriches our understanding of the wider involvement of accountants in business decision-making that goes beyond the major drivers of role change and deliberate interventions discussed in the existing literature. Originality/value – The paper contributes to the literature on role change by drawing attention to the way in which different modes of mediation, involving certain material and spatial arrangements, enact different forms of calculative agency. Minor alteration to these arrangements can result in a wider involvement of accountants in business decision-making.
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Walters, David, Philip James, Helen Sampson, Syamantak Bhattacharya, Conghua Xue, and Emma Wadsworth. "Supply Chain Leverage and Regulating Health and Safety Management in Shipping." Articles 71, no. 1 (March 29, 2016): 33–56. http://dx.doi.org/10.7202/1035901ar.
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The aim of paper is to understand the role and significance of supply chain leverage in promoting health and safety management at sea, the institutional contexts in which it occurs and under which circumstances it is effective. This is a qualitative research study that examined the views of seafarers and their managers on what drives the implementation of occupational health and safety (OHS) management arrangements in two shipping sectors, namely, the independent oil and chemical tanker trade and the container trade. It is based on interviews with seafarers working on board several of these vessels and with representatives of the companies managing and operating the ships. As might be anticipated from previous theorizing of supply chain effects on OHS, the study found there to be strong evidence of its influence on OHS management arrangements on tankers. The most significant driver of this effect for both managers and seafarers appeared to be the surveillance of their OHS arrangements instituted by the heads of the supply chain—in this case the oil majors and their inspection systems. Perhaps more surprisingly, despite the more diffuse, transactional and arms-length supply arrangements in the container trade, in the one case study from this sector examined in the paper, supply chain influences on OHS were nevertheless discernable. However, it also demonstrated the positive role played by the framework for maritime regulation in determining the significance of these influences. Essentially, the results indicate that, under certain conditions, supply chain relations are useful in helping to support implementation of arrangements for OHS management on merchant vessels. However, it also more broadly demonstrates that such leverage is most likely to be effective when it operates within a wider institutional framework in which public regulation and its surveillance by regulatory authorities remains a key element.
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Sonhaji, Sonhaji. "Aspek Hukum Layanan Ojek Online Perspektif Undang-Undang Nomor 13 Tahun 2003 Tentang Ketenagakerjaan." Administrative Law and Governance Journal 1, no. 4 (November 30, 2018): 371–85. http://dx.doi.org/10.14710/alj.v1i4.371-385.
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Abstract Online motorcycle now becomes an extraordinary phenomenon, especially for people in big cities who feel the impact of the existence of online motorcycle. The problem raised in this legal journal is about the implications of legal relations that arise between online motorcycle drivers and online motorcycle service providers from the perspective UU Number 13 of 2003 concerning Employment. The legal relationship arising from the agreement between the GO-JEK driver and PT GO-JEK Indonesia as seen from its form is a partnership agreement. This partnership agreement is a partnership agreement that includes a new type of partnership agreement with a profit-sharing pattern as stipulated in Article 26 (letter f) UU Number 20 of 2008 concerning Micro, Small and Medium Enterprises. There is no work agreement that arises in the partnership relationship between PT GO-JEK and GO-JEK drivers because there is one element that is not fulfilled, namely the element of wages, thus the GO-JEK driver is not a worker because there is no working relationship between PT. JEK with GO-JEK drivers, there are only partnership relationships where both parties have the same position as partners. so that arrangements and problems relating to work protection cannot use UU Number 13 of 2003 concerning Employment. Key words. : Legal Relations, Ojek Driver, Ojek Online Abstrak Ojek online kini telah menjadi sebuah fenomena luar biasa, terutama bagi masyarakat yang berada di kota-kota besar yang karena merasakan langsung dampak dari keberadaan ojek online tersebut. Permasalahan yang diangkat dalam jurnal hukum ini adalah mengenai implikasi dari hubungan hukum yang timbul antara pengemudi ojek online dengan penyedia layanan ojek online dari perspektif Undang-undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan. Hubungan hukum yang timbul dari perjanjian antara pengemudi GO-JEK dengan PT GO-JEK Indonesia dilihat dari bentuknya merupakan perjanjian kemitraan. Perjanjian kemitraan ini merupakan perjanjian kemitraan yang termasuk perjanjian kemitraan jenis baru dengan pola bagi hasil sebagaimana diatur dalam Pasal 26(huruf f) Undang-undang Nomor 20 tahun 2008 tentang Usaha Mikro,Kecil,dan Menengah . Tidak ada perjanjian kerja yang timbul dalam hubungan kemitraan antra PT GO-JEK dengan driver GO-JEK dikarenakan ada salah satu unsur yang tidak terpenuhi yaitu unsur upah, dengan demikian driver GO-JEK bukan merupakan pekerja karena tidak terjadinya hubungan kerja antara PT.GO-JEK dengan driver GO-JEK yang ada hanya hubungan kemitraan di mana kedua belah pihak memiliki kedudukan yang sama sebagai mitra. sehingga pengaturan dan masalah-masalah yang berkaitan dengan perlindungan kerja tidak dapat menggunakan Undang-undang Nomor 13 tahun 2003 tentang Ketenagakerjaan Kata Kunci. : Hubungan Hukum , Pengemudi Ojek , Ojek Online
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López-Igual, Purificación, and Paula Rodríguez-Modroño. "Who is Teleworking and Where from? Exploring the Main Determinants of Telework in Europe." Sustainability 12, no. 21 (October 23, 2020): 8797. http://dx.doi.org/10.3390/su12218797.
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Telework and ICT-based mobile work (TICTM) arrangements have emerged in response to technological changes driven by digitalisation, increasing flexibility within the labour market, and globalisation. As telework becomes more widespread, these flexible models of work are rapidly expanding to new categories of employees, changing the factors traditionally found to be important for telework eligibility. The aim of this study is to gain a deeper understanding of new profiles of teleworkers, examining main factors that increase or decrease the likelihood of different TICTM arrangements. We apply multinomial logistic regression models to a sample of more than 20,000 workers from the 6th European Working Conditions Survey. Our findings confirm the heterogeneity in the profiles of teleworkers, particularly distinguishing by TICTM arrangement. Occasional teleworkers are usually male managers or professionals, but a relevant percentage of highly mobile teleworkers are technicians and associate professionals, while clerical support workers amount to a large group of home-based teleworkers. The majority of occasional and highly mobile teleworkers are still men, but this can no longer be said of home-based teleworkers. The correlations between telework and permanent contracts, full-time jobs, and living in urban areas are weak, showing that TICTM is spreading into more precarious, temporary, and lower-paid jobs, especially among home-based teleworkers and highly mobile teleworkers.
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Addis, Caren. "Emerging Forms of Industrial Governance: Promoting Cooperation between Small and Large Firms in Brazil." Competition & Change 2, no. 1 (March 1997): 95–124. http://dx.doi.org/10.1177/102452949700200103.
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This article analyzes the emergence and diffusion of industrial governance arrangements in Brazil that promote cooperation among small and large firms that previously had conflictive relations. The core of the arrangements were quadripartite: Large firms implicitly promised small suppliers rewards for increased productivity; small firms, working in groups, collectively set goals and discussed their experiences to spur on each other; consulting firms devised restructuring programs and played the role of facilitator in the groups; the quasi-government agency subsidized the costs of consultants. Contrary to the assumptions of producer-driven commodity chains literature (Gereffi), the principal actors were local and not in the headquarters of multinational corporations. Unlike the predictions of the transactions-cost literature (Williamson), opportunism was mitigated even though there were no new contractual safeguards. Despite instability in macroeconomic indicators, policy making, and production, which meant that the payoffs from cooperation were uncertain (game theory), firms and other institutions managed to devise new governance arrangements. Although the concept of bootstrapping (Sable) captures the dynamics of groups of small firms, it needs to be amended to take into account the variety and flexibility of mediators. The success of these arrangements has important implications for the future of Brazil's corporatist groups and its economic survival.
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Silva, Patricia, Filipe Teles, and Joanna Ferreira. "Intermunicipal cooperation: The quest for governance capacity?" International Review of Administrative Sciences 84, no. 4 (February 6, 2018): 619–38. http://dx.doi.org/10.1177/0020852317740411.
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Intermunicipal cooperation is being increasingly adopted in various countries to cope with the dilemmas of territorial scale and resource rationing. Despite the pressures towards the reshaping of administrative boundaries, little is known about the capacity of intermunicipal associations to function as effective, legitimate and resilient policy actors. This article aims to contribute to this debate by addressing two interrelated dimensions. First, it seeks to present a conceptual definition of governance capacity, unpacking the conceptual framework into dimensions that can be measured systematically. Second, it aims to empirically assess the governance capacity of Portuguese intermunicipal associations, drawing on a unique survey of intermunicipal associations. Overall, results suggest that despite being instrumentally driven, intermunicipal associations have proven to be efficient, with members recognizing the benefits and the spillover effects of trustworthy arrangements. However, the path dependencies affecting Portuguese local governments may impact on the relatively low levels of governance capacity. Points for practitioners This article undertakes a conceptual analysis of the governance capacity of intermunicipal associations. This analytical framework can be crucial for leaders, practitioners and professionals working in management and administration especially those working in complex and demanding settings. Given the general trend towards intermunicipal cooperation – strongly encouraged by national and European regulations and reforms – practitioners need to be able to measure the capacity of the cooperative arrangements to be established and to be maintained. This article also strives to enlighten those professionals as to which dimensions mostly need to be strengthened so as to allow intelligent collective choices to be made and to set strategic directions for the allocation of (increasingly) scarce resources.
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Piasna, Agnieszka. "Standards of Good Work in the Organisation of Working Time: Fragmentation and the Intensification of Work Across Sectors and OccupationsDate submitted: September 9, 2018Revised version accepted after double-blind review: August 13, 2019." management revue 31, no. 2 (2020): 259–84. http://dx.doi.org/10.5771/0935-9915-2020-2-259.
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This article addresses the issue of good work in terms of working time organisation by exploring the link between diverse working time practices and work intensity. Existing studies have demonstrated that non-standard working hours expose workers to the pressures of work intensification, which can be defined as the compression of work activities into a unit of time. This article expands existing knowledge by investigating how the outcomes of non-standard working hours differ by sector and occupation, as well as by incorporating detailed and comprehensive measures of working time organisation in the empirical analysis. Based on EWCS data from 2010 and 2015 for 28 EU countries, the empirical analysis uses multilevel regression models with workers nested within countries. The results show that non-standard working hours and employer-driven scheduling are, on average, linked to more intense work than regular daytime hours scheduled from Monday to Friday or under worker-led flexibility arrangements. Consistent with expectations, the study points to significant differences in this relationship between sectors and occupations. Among others, in low-skilled and routine occupations, and service sectors such as transport, commerce, hospitality and health, short hours of work and employer-led flexibility are associated with relatively more intense work. Even where workers have some control over their schedules, jobs in these areas are not linked to lower levels of work intensity. The findings also support the expectation of overwork in high-skilled jobs, where long hours of work and high levels of worker-led flexibility are linked to relatively more intense work.
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Hunter, David, and Neil Perkins. "Partnership Working in Public Health: The Implications for Governance of a Systems Approach." Journal of Health Services Research & Policy 17, no. 2_suppl (April 2012): 45–52. http://dx.doi.org/10.1258/jhsrp.2012.011127.
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Objectives Most of the research on partnerships has centred on health and social care, and while many of the findings remain relevant, public health partnerships concerned with ‘wicked issues’ give rise to a different and more complex set of issues which merit exploration. The study aimed to identify those factors promoting effective partnership working for health improvement; to assess the extent to which partnership governance and incentive arrangements were commensurate with the complexities of the problem; and to explore how far local partnerships contributed to better outcomes for individuals and populations. Methods A three-year study of public health partnerships (2007-10) in nine localities across England involving semi-structured interviews at strategic and operational levels. Results Successful partnerships shared a number of characteristics:they were clear about goals and purpose; they were aware of partners' roles and responsibilities; and they had a clear strategic overview of performance through robust monitoring and evaluation. In many cases, partnerships were facades with a ‘silo mentality’ prevailing - there was an unwillingness to share information or resources, or to accord partnership working sufficient priority or support. Despite enthusiasm for partnerships and an insistence that they were essential, it was impossible to establish evidence of their impact on health outcomes. While the focus on partnerships tends to be on structures, relational factors, including high levels of trust and goodwill, were important ingredients of a well-functioning partnership. Less formal and more organic, operational partnerships were more effective than more formal, strategic level ones which were driven by targets. Finally, partnerships were, in part, shaped by the national policy context, with constant policy and organizational churn making it difficult to sustain long-term relationships. Conclusions Future partnerships might be undertaken differently, adopting a complex adaptive systems perspective. This advocates an approach to partnership working that is less focused on rigid structures and much more on relational factors like trust and goodwill.
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Yang, Lihua. "Building a Knowledge-Driven Society: Scholar Participation and Governance in Large Public Works Projects." Management and Organization Review 8, no. 3 (November 2012): 585–607. http://dx.doi.org/10.1111/j.1740-8784.2011.00279.x.
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Previous studies have found no relationship between scholar participation and public project performance. Building on the work of Lindblom (1977; 1990), I propose a model depicting scholars' roles in social organizations and governance. A study of thirty-two cases of large public works projects in China and seventeen projects in thirteen other countries shows a moderately positive relationship. The study further shows the greatest influence on project success occurs when participating scholars serve as information brokers and entrepreneurial activity organizers. Successful scholar participation occurred through five working principles: (1) there is dispersed and specialized knowledge production; (2) there is dispersed and asymmetric knowledge possession; (3) knowledge-driven volitions and consensus are criteria for knowledge; (4) the satisfaction of diverse and heterogeneous individual needs is realized through knowledge-driven institutional arrangements; and (5) there are multiple methods of knowledge application. In general, scholar participation seems to be more effective in projects in which there is low political intervention, and in village and county projects. The results of the study provide a theoretical and empirical foundation for further research on scholar participation in social organizations.
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King, Sam, Matt Hopkins, and Neil Cornish. "Can models of organizational change help to understand ‘success’ and ‘failure’ in community sentences? Applying Kotter’s model of organizational change to an Integrated Offender Management case study." Criminology & Criminal Justice 18, no. 3 (July 18, 2017): 273–90. http://dx.doi.org/10.1177/1748895817721274.
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A number of nationally driven initiatives have led to significant changes in the framework of community sentences, with various agencies being required to work in ‘joined-up’ multi-agency arrangements. Most notable, perhaps, has been the increased working relationship between police and probation, most recently within Integrated Offender Management (IOM). Although these have produced some positive outcomes in relation to crime reduction, success is sporadic and often quite modest. Research has identified a number of barriers to successful implementation, and this article builds on this by drawing upon fresh empirical evidence to argue that the success of such schemes relies on the management of organizational change that will inevitably and necessarily occur. Applying Kotter’s model of organizational change to data generated from an evaluation of two IOM schemes in England, the article offers an explanatory account of the implementation of the schemes and the possible effect this had on efforts to reduce crime.
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Lehmann, Julie-Marthe, and Peer Smets. "An innovative resilience approach: Financial self-help groups in contemporary financial landscapes in the Netherlands." Environment and Planning A: Economy and Space 52, no. 5 (December 1, 2019): 898–915. http://dx.doi.org/10.1177/0308518x19882946.
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This study questions efficiency-driven institutions in the financial sector during and after the financial crisis of 2008. Frustration about inadequately working financial institutions encouraged citizens to employ self-help initiatives reflected in the revival of, for example, financial cooperatives, sharing economies and community currencies. Some of these grassroots initiatives, such as financial self-help groups, are imported by migrants and refugees. Compared to the formal banking system, financial self-help groups claim effectivity and a human face instead of efficiency in operation and management. We look at financial self-help groups among Ethiopians and Ghanaians living in the Netherlands, placing these financial self-help groups within the contemporary financial landscape. Here, diversity instead of a monoculture of banking institutions shows us a way to a more sustainable financial system. Moreover, this article shows that a combination of different kinds of resilience creates possibilities for analysing the dynamics of a kaleidoscope of financial arrangements and institutions.
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Weyman, Andrew K., Deborah Roy, and Peter Nolan. "One-way pendulum?" International Journal of Workplace Health Management 13, no. 1 (December 11, 2019): 45–60. http://dx.doi.org/10.1108/ijwhm-06-2019-0084.
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Purpose Staff shortage in the UK National Health Service has a long history, but is widely predicted to become acute over the next decade. Falling enrolment rates in health professional training and restrictions to migrant labour recruitment have brought the, traditionally neglected, issue of staff retention into sharp relief. The purpose of this paper is to represent the first large scale systematic appraisal of the relative salience of recognised headline drivers of employee exodus from the NHS. Design/methodology/approach The data were collected from an opportunity sample of 1,594 health professionals, managers and administrators employed by the NHS. Participants completed a paired ranking task (Case V method of paired comparisons, Thurston, 1927) to determine the relative importance of eight widely cited reasons for exit. The item set was derived from focus groups conducted as a component of the wider study. Findings Findings revealed almost universal consensus regarding the primacy of shortage of resources, job demands and time pressure. Pay was ranked lower than predicted. Flexible working arrangements do not presented as a key solution, and there is no support for claims of generational differences. Research limitations/implications Survivor population effects could constitute a source of sample bias, i.e. all participants were current NHS employees. It is possible that those who remain may be more resilient or hold different dispositions to leavers. Thus, comparisons by age and grade may not be comparing like with like. Tapping respondent beliefs about the actions of peers can embody some degree of inaccuracy and attribution bias. However, effects can be considered to operate as a source of common, rather than systematic, error across the demographics compared. The medical and dental sample was too small to give confidence in detected differences. Practical implications Findings challenge the claim that wider availability of flexible working hours will significantly reduce exit rates. Pay, being a source of dissatisfaction, does not constitute a key push variable in itself, rather its salience reflects the effort reward-imbalance produced by rises in job demands. Social implications Staff shortages in the NHS represent a threat to: public well-being – waiting lists and demand for care; the well-being of who continue to work in the NHS – job demands and resources; the employment prospects of staff who leave involuntarily, e.g. on grounds of incapacity and threats to health and well-being – extending to impacts on their dependents. Originality/value Issues of staff retention within the NHS are topical and under researched. The findings provide an up to date picture of the relative influence of headline drivers of early exit from the NHS. The study draws upon a more diverse and comprehensive sample of NHS employees that any other known previous studies of early exit. Findings are of potential international relevance to other State health systems. The authors believe this to be the largest (sample) known application of the method of paired comparisons.
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Platte, Nathan. "Dream Analysis: Korngold, Mendelssohn, and Musical Adaptations in Warner Bros.' A Midsummer Night's Dream (1935)." 19th-Century Music 34, no. 3 (2011): 211–36. http://dx.doi.org/10.1525/ncm.2011.34.3.211.
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Abstract In his first film score, Erich Wolfgang Korngold adapted the works of Felix Mendelssohn so that the music seemed to interact and respond with the visual editing of the film, A Midsummer Night's Dream (Warner Bros., 1935). By detailing the facets of this unusual production, which range from Korngold's presence on the set to the publicity department's efforts to spotlight Mendelssohn's music and Korngold's arrangements, I argue that the score for Dream played an important role in elevating film music and film composers within the hierarchy of Hollywood production and publicity. Not only was the Mendelssohn-Korngold score given greater consideration during the film's making, but also audiences were reminded to listen to the film's music, a facet rarely acknowledged in other contemporaneous publicity drives. Importantly, these changes were effected and rationalized through the self-conscious foregrounding of the music, principles, and rhetoric of nineteenth-century Romanticism. Documents at the Warner Bros. Archive reveal how the confluence of these factors not only established the unusual tenor of Korngold's career within the Hollywood studio system but also helped construct the film composer's public image as an incongruously independent artist working within an otherwise collaborative medium.
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Mirza, Sabina. "Flexible working arrangements." BDJ In Practice 34, no. 8 (August 2021): 34. http://dx.doi.org/10.1038/s41404-021-0842-0.
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Carelli, Rodrigo, and Bianca Neves Bomfim Carelli. "Além da Uber: uma comparação com o mercado de trabalho dos advogados." Revista Jurídica Trabalho e Desenvolvimento Humano 1, no. 1 (December 18, 2018): 128. http://dx.doi.org/10.33239/rtdh.v1i1.7.
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O presente trabalho aborda a dinâmica da relação de trabalho dos advogados audiencistas contratados por intermédio de aplicativo de computador, comparando-a com a relação de trabalho existente entre o motorista e a empresa Uber. A pesquisa investiga a experiência de advogados audiencistas e apresenta o estudo do caso de tais profissionais contratados e intermediados por empresa de negócios jurídicos para realizarem audiências para escritórios de advocacia, abordando a perspectiva de diversos atores sociais envolvidos e decisões judiciais de ações postulando o reconhecimento da relação de emprego de tais profissionais, como forma de analisar a categoria em referência. A questão analisada diz respeito ao alcance do fenômeno da “uberização” aos advogados audiencistas e a hipótese de estarem em situação similar a dos motoristas “parceiros” da Uber. Para tanto, o presente estudo analisa os fenômenos em questão e o contexto de seu surgimento. Sustenta-se também que a relação de trabalho de tais advogados, bem como dos motoristas da Uber, situa-se na zona cinzenta do emprego, o que causa desproteção aos trabalhadores face aos direitos trabalhistas, devendo ser entendido e buscado o arranjo legal mais adequado para seu tratamento.PALAVRAS-CHAVE: Algorítmo. Advogados. Uberização.
Abstract
The paper discusses the dynamics of the employment relationship of court hearing’s lawyers hired through a computer application, comparing it with the working relationship between the driver and the Uber company. The research investigates the experience of court hearing’s lawyers and presents the case study of such professionals hired and intermediated by a legal company, approaching the perspective of several social actors involved and judicial decisions of cases in which the recognition of the employment relationship of such professionals is asked, as a way of analyzing this professional category. The issue analyzed concerns the “uberization” phenomenon as applied to audiencist lawyers and the hypothesis of it being a similar situation of the "partner" drivers of Uber. For this, the present study analyzes the phenomena in question and the context of their emergence. It is also argued that the employment relationship of these lawyers, as well as those of the drivers of Uber, is located in the gray area of employment, which causes workers to be unprotected from labor rights, and that most appropriate legal arrangement should be understood and sought for dealing with this issue.KEYWORDS: Algorythm. Lawyers. Uberization.
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Moreno, C. R. C., L. Matuzaki, F. Carvalho, R. Alves, I. Pasqua, and G. Lorenzi-Filho. "Truck Drivers Sleep-Wake Time Arrangements." Biological Rhythm Research 34, no. 2 (April 2003): 137–43. http://dx.doi.org/10.1076/brhm.34.2.137.14487.
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MILBOURNE, LINDA. "Remodelling the Third Sector: Advancing Collaboration or Competition in Community-Based Initiatives?" Journal of Social Policy 38, no. 2 (April 2009): 277–97. http://dx.doi.org/10.1017/s0047279408002845.
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AbstractIn the last decade, UK public agencies have increasingly been required to collaborate with non-state providers to deliver welfare services. Third sector organisations are now providers of services from early years to old age, taking a growing role in children and young people's services in socially deprived neighbourhoods. National policy has recognised third sector expertise in working with marginal groups of people. However, changing relationships with the state have drawn community organisations into new, often uncomfortable, organisational arrangements, affecting their work and their roles in relation to service users and community stakeholders.This article examines recent changes from a third sector perspective, drawing on data from a study of community-based organisations providing children and young people's services in deprived localities. It considers the changing environment of ‘new localism’ affecting these organisations, focusing on recent plans for local area commissioning of services.The article identifies some progress in supporting community services in deprived areas but illustrates how the continuing emphasis on competitive contracts and centrally driven frameworks undermines collaborative work and community trust. It argues that such mechanisms may serve short-term state interests but devalue the very community-level work, which is increasingly being promoted to address challenging social problems.
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Babich, I. L. "Professional Adaptation of North Caucasians in Emigration (1920–1930s, France)." Modern History of Russia 10, no. 4 (2020): 1005–18. http://dx.doi.org/10.21638/11701/spbu24.2020.412.
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This article considers models of the professional arrangement of North Caucasian émigrés in France in the 1920s and 1930s. Using new archival and field ethnographic materials, we explore the social and political activities of North Caucasians as a profession and as a view of life; and the activities of the Caucasian group of oil owners (leader — Nobel), who before the Revolution were engaged in oil production in the Caucasus or owned shares of oil firms. France had the most cars in Europe for the 1920s and 1930s. Therefore, it was not surprising that many emigrants from Russia, including North Caucasians, began working as chauffeurs, taxi drivers, and auto mechanics. In addition, they often became employees of auto factories (e. g. as specialists and laborers). Since there were many military people among North Caucasian émigrés, many they decided to join the French Foreign Legion. Emigrants from the North Caucasus pursued publishing, literary, journalistic, scientific, and teaching activities. In Russia many North Caucasians received a legal education but could not work as lawyers in France. Medical activity was also rare. In emigration there were several North Caucasians who became artists, singers, and dancers who performed in restaurants opened by North Caucasians. The children of the first wave of North Caucasian emigrants, as a rule, received higher education in France, and many of them managed to obtain excellent careers.
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Schindler, Jennifer, Balasundram Maniam, and Hadley Leavell. "PERSPECTIVES OF FLEXIBLE WORKING ARRANGEMENTS." Journal of Academy of Business and Economics 18, no. 1 (March 1, 2018): 99–106. http://dx.doi.org/10.18374/jabe-18-1.8.
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Mercer, Danielle, Elizabeth Russell, and Kara A. Arnold. "Flexible Working Arrangements in Healthcare." JONA: The Journal of Nursing Administration 44, no. 7/8 (2014): 411–16. http://dx.doi.org/10.1097/nna.0000000000000091.
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Gerdenitsch, Cornelia, Bettina Kubicek, and Christian Korunka. "Control in Flexible Working Arrangements." Journal of Personnel Psychology 14, no. 2 (July 17, 2015): 61–69. http://dx.doi.org/10.1027/1866-5888/a000121.
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Supported by media technologies, today’s employees can increasingly decide when and where to work. The present study examines positive and negative aspects of this temporal and spatial flexibility, and the perceptions of control in these situations based on propositions of self-determination theory. Using an exploratory approach we conducted semi-structured interviews with 45 working digital natives. Participants described positive and negative situations separately for temporal and spatial flexibility, and rated the extent to which they felt autonomous and externally controlled. Situations appraised positively were best described by decision latitude, while negatively evaluated ones were best described by work–nonwork conflict. Positive situations were perceived as autonomous rather than externally controlled; negative situations were rated as autonomously and externally controlled to a similar extent.
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Prasad, Khanal Arjun. "IMPACTS OF AGRICULTURAL MECHANIZATION: A CASE OF PALPA DISTRICT OF NEPAL." Acta Mechanica Malaysia 3, no. 1 (May 13, 2020): 16–19. http://dx.doi.org/10.26480/amm.01.2020.16.19.
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A study was conducted in 2019 to assess the impacts of agriculture mechanization in Palpa district of Nepal. Two hundred and twenty farmers who have been the beneficiaries of mechanization programs launched by any of the three different tiers of government and other non-governmental organizations were selected randomly by adopting snowball method and interviewed. Majority (72.3%) of the farmers of the study area were found adopting mini tiller as the result of which the bullock driven plough was found almost replaced by it. Majority (92.7 %) of the farmers had experienced increase in cost of production for first and second year and decrease in cost of production afterwards. Most of the farmers experienced increase in working efficiency and improvement in the living standard after the adoption of machines in different agriculture operations. Agriculture mechanization was found having positive impacts in productivity of agriculture products because majority (89%) of the farmers experienced increase in productivity of their agriculture products after mechanization. Assuming those farmers who did not experienced any increase in productivity of their agriculture products (11%) as 100% majority (43.5 %) of them had pointed out lack of technical skills to operate machines as the major factor responsible for it. Therefore, the concerned authorities should be focused in proper arrangements of trainings and capacity building programs for farmers to operate those machines in addition to purchase and distribution of machines for the transformation of existing traditional agriculture into commercial, modern and mechanized agriculture.
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Carvalho Neto, Antonio. "Flexible working hour arrangements in Brazil." Revista Pensamento Contemporâneo em Administração 14, no. 2 (July 6, 2020): 1. http://dx.doi.org/10.12712/rpca.v14i2.40811.
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Rahman, M. Motiar, and Mohan M. Kumaraswamy. "Relational Selection for Collaborative Working Arrangements." Journal of Construction Engineering and Management 131, no. 10 (October 2005): 1087–98. http://dx.doi.org/10.1061/(asce)0733-9364(2005)131:10(1087).
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Subramaniam, Geetha, Balasundram Maniam, and Ershad Ali. "DO FLEXIBLE WORKING ARRANGEMENTS IMPACT WORKING WOMEN�S WELL-BEING?" Journal of Academy of Business and Economics 13, no. 2 (June 1, 2013): 79–84. http://dx.doi.org/10.18374/jabe-13-2.8.
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Ferre Navarete, F., and I. Palanca. "Mental health care in Madrid." European Psychiatry 20, S2 (October 2005): s279—s284. http://dx.doi.org/10.1016/s0924-9338(05)80174-9.
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AbstractAimTo describe principles and characteristics of mental health care in Madrid.MethodBased on existing data, service provision, number of professionals working in services, funding arrangements, pathways intocare, user/carer involvement and specific issues are reported.ResultsIn Madrid, mental health services are organized into 11 zones/areas, divided into 36 districts, where there is a mental healthoutpatient service with a multi-disciplinary team. Home treatment and psychosocial rehabilitation services have been developed. Specialist programmes exist for vulnerable client groups, including Children and Adolescents, Addiction/Alcohol and Older People. The Madrid Mental Health Plan (2003–2008) is regarded as the key driver in implementing service improvement and increased mental health and well-being in Madrid. It has a meant global budget increase of more than 10% for mental health services. Results of the first 2 years are: an increase in mental health staff employed (17%), four new hospitalization units, 50% increase in places for children and adolescents Day Hospitals, 62 new beds in long care residential units, development of specific programmes for the homeless and gender-based violence, a significant investment in information systems (450 new computers) and development of best practice and operational guidelines. Mental health system was put to the test with Madrid's March 11th terrorist attack. A Special Mental Health Plan for Affected people was developed.DiscussionUnlike some European countries, public mental health service is the main heath care provider. There are no voluntary agenciescollaborating with mental health care. Continuity of care and coordination between all mental health resources is essential in service delivery. Increased demand of care for minor psychiatric disorders, children and adolescent mental health care, and implementation of rehabilitation and residential facilities for chronic patients are outstanding challenges similar to those in other European capitals. Overall, the mental health system had successfully coped with last year's increased care demand after March 11th terrorist attack in Madrid.
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Holt, William (Biff). "The Use of Scenarios in Contingency Planning." International Oil Spill Conference Proceedings 2001, no. 1 (March 1, 2001): 605–7. http://dx.doi.org/10.7901/2169-3358-2001-1-605.
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ABSTRACT Prior to the enactment of the Oil Pollution Act of 1990 (OPA 90), predesignated On-Scene Coordinators (OSCs) prepared local contingency plans (LCPs) with little opportunity for participation outside the OSC's staff by affected stakeholders. OPA 90 changed the fundamental structure of this vitally important planning tool used to articulate the policies and arrangements for oil spill and hazardous material release in a geographic area. A new plan, called an Area Contingency Plan (ACP), was envisioned to be developed by Area Committees that generally include the principle stakeholders in an area. By and large, the ACP process is working, although the quality of plans varies greatly around the United States. A new planning concept, however, currently in use by some of the leading and most successful businesses in the world, has yet to find its way into planning for oil spills and hazardous substance releases. That new concept, scenario planning, creates the means for capturing the potential for a variety of futures without attempting to predict the future. The Julian N spill in Portland, Maine in 1996 was considered a success in large measure because the incident followed on the heels of a scenario-driven area exercise. Scenario planning formalizes that process in such a way as to make the ACP reflect the consensus—what incidents might occur, what are the critical areas of concern, and how might they be dealt with in an efficient way. It brings together the response community and others in a way that ensures participation, understanding, and cooperation in the planning process when it is most needed—before an incident occurs.
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Mas, Alexandre, and Amanda Pallais. "Alternative Work Arrangements." Annual Review of Economics 12, no. 1 (August 2, 2020): 631–58. http://dx.doi.org/10.1146/annurev-economics-022020-032512.
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Alternative work arrangements, defined both by working conditions and by workers’ relationship to their employers, are heterogeneous and common in the United States. This article reviews the literature on workers’ preferences over these arrangements, inputs to firms’ decisions to offer them, and the impact of regulation. It also highlights several descriptive facts: The typical worker is in a job where almost none of the tasks can be performed from home, work arrangements have been relatively stable over the past 20 years, work conditions vary substantially with education, and jobs with schedule or location flexibility are less family friendly on average. This last fact explains why women are not more likely to have schedule or location flexibility and seem to largely reduce their working hours to get more family-friendly arrangements.
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Alifyanti Hidayah, Andi Aisyah Nurul, Jugindar Singh Kartar Singh, and Ibiwani Alisa Hussain. "Impact of Flexible Working Arrangements in the Public Sector in Indonesia." International Journal of Human Resource Studies 11, no. 2 (March 26, 2021): 38. http://dx.doi.org/10.5296/ijhrs.v11i2.18458.
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The aim of this article is to examine the impact of flexible working arrangements in the public sector in Indonesia. From a theoretical perspective, this study examines the influence of flexible working arrangements on work-life conflict, work pressure, and organizational commitment. The focus is on employees engaged in the public sector in Indonesia as it regards this as a gap in current research. Most past studies on flexible working arrangements concentrate on large corporations in developed countries. There is a dearth of studies on the impact of flexible working arrangements on employee work-related outcomes in the public sector in Indonesia. In addition, empirical evidence concerning the association between flexible working arrangements and employee outcomes such as work-family conflict and organizational commitment shows inconsistent and mixed results. This was a quantitative study that used a survey method to collect data from 400 respondents. Descriptive and inferential statistics were generated using the SPSS software. The result showed that only organizational commitment was significantly correlated with flexible working arrangements. Work-family conflict and work pressure did not show a significant association with flexible work arrangements. This deviation from past studies could be attributed to cultural differences and policies in the public sector. This study provided new insights to organizations and human resource managers on the effect of the outcomes of flexible working arrangements. The findings revealed in this study are unique, and they provide support for the theory that flexible working conditions lead to increased organizational commitment. In terms of originality, past literature on flexible working arrangements mainly concentrates on large corporations or the private sector. With the growing importance of flexible working arrangements, there is a need to focus on the public sector.
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Bihan, Blanche Le, and Claude Martin. "Atypical Working Hours: Consequences for Childcare Arrangements." Social Policy and Administration 38, no. 6 (December 2004): 565–90. http://dx.doi.org/10.1111/j.1467-9515.2004.00408.x.
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Nanayakkara, Kusal Tharinda, Sara Jane Wilkinson, and Sumita Ghosh. "Future office layouts for large organisations: workplace specialist and design firms’ perspective." Journal of Corporate Real Estate 23, no. 2 (January 21, 2021): 69–86. http://dx.doi.org/10.1108/jcre-02-2020-0012.
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Purpose Office layout arrangements have a significant influence on many important aspects of organisations, and design firms need to liaise with the client to determine the most appropriate design process. The purpose of this paper is to explore the factors design firms consider when designing new office layouts and the nature of future offices from the design and workplace strategist firms’ perspectives. Design/methodology/approach A qualitative study comprising interviews with leading international and nation design firms and workplace strategy consultant firms in Australia. Qualitative data was analysed using a thematic approach, which adopted within case, and across case, analyses. Findings Research identified major factors considered when identifying appropriate workplace strategies. These included the existing and preferred culture of the organisation, the level of flexibility required, functionality and technology requirements, acoustic strategies, sense of community and generation gap between employees. Participants believed future offices would be technology driven, community oriented, sustainability, health and well-being focussed, smaller in size with satellite offices, such as co-working and office spaces. Research limitations/implications This research has implications for industry and academics, as it provides an in-depth understanding of workplace specialists’ and design firms’ perceptions of clients’ contemporary and future requirements from office spaces. It also illustrates what they look at when designing office spaces for large corporates. Practical implications Research demonstrates how the office environment should match with the physical and psychological needs of the organisation and its employees. Findings have practical applications to professionals in human resource management and the design, management, development and valuation of office buildings. Originality/value This paper provides in-depth insights into how design firms and workplace strategists meet organisations’ changing demand for physical spaces, their main considerations in developing new workplace strategies, process followed and nature of future workplace in Australian context.
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Slaby, Jan, Rainer Mühlhoff, and Philipp Wüschner. "Affective Arrangements." Emotion Review 11, no. 1 (October 20, 2017): 3–12. http://dx.doi.org/10.1177/1754073917722214.
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We introduce the working concept of “affective arrangement.” This concept is the centerpiece of a perspective on situated affectivity that emphasizes relationality, dynamics, and performativity. Our proposal relates to work in cultural studies and continental philosophy in the Spinoza–Deleuze lineage, yet it is equally geared to the terms of recent work in the philosophy of emotion. Our aim is to devise a framework that can help flesh out how affectivity unfolds dynamically in a relational setting by which it is at the same time modulated in recurring ways. With this orientation, this article contributes to the interdisciplinary study of situated affectivity and to the theoretical and conceptual unification of distinct strands of research from several disciplines.
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Ariffin, Diyanna Nurqistyna, Nur Fatihah Abdullah Bandar, Surena Sabil, Samsiah Jayos, Mazdan Ali Amaran, and Rozita Hamdan. "The Relationship between Flexible Working Arrangements and Quality of Work Life among Academicians in a Selected Public Institution of Higher Learning in Kuching, Sarawak, Malaysia." Journal of Cognitive Sciences and Human Development 1, no. 2 (March 1, 2016): 46–55. http://dx.doi.org/10.33736/jcshd.197.2016.
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This study aims to determine the relationship between working arrangements and quality of work life (QWL) among academicians in a selected public institution of higher learning in Kuching, Sarawak. A survey methodology was used in this study. This research involves the utilization of questionnaire which was administered among one-hundred and fifty (151) academicians currently working in a selected public institution in Kuching, Sarawak. The relationship between flexible working arrangements and quality of work life was analyzed using the Pearson’s Correlation analysis test. The results of this study revealed that there is a significant relationship between long working arrangement and flexible working arrangements with QWL. Hence, if organizations are concerned about developing their human resources and gaining a competitive advantage in the marketplace, it is necessary that they attend to one of their most precious assets, namely, their human resources by practicing flexible working arrangements.Keywords: working arrangements; quality of work life (QWL); flexible working arrangement (FWA)
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Sanders, Stuart, and Joanna Karmowska. "Voluntary flexible working arrangements and their effects on managers and employees." Harvard Deusto Business Research 9, no. 2 (December 1, 2020): 197–220. http://dx.doi.org/10.48132/hdbr.304.
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This paper explores the effects of flexible working arrangements on employees and their managers in a service sector. Analyzing a case study of a global management consultancy, the study concerns the impact of flexible working arrangements on job satisfaction, commitment and performance as well as well-being. While it is generally accepted that flexible working arrangements have a positive impact on employees, there has been only limited theorizing and research explaining how and why such impact is generated and which contextual organizational factors might be significant in shaping the outcome. The study provides mixed evidence for benefits from flexible working arrangements where potential for increased employee performance, well-being and job satisfaction is offset by work intensification, blurred work/home boundaries, professional isolation and perceived organizational injustice. Practical implications of the study results have been intensified by accelerated organizational transition into flexible working arrangements caused by restrictions imposed as a result of Covid-19 pandemic.
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Mammam, Aminu. "Distinguishing the Purpose and Objectives of Working Arrangements." Journal of Management & Organization 1, no. 1 (January 1995): 27–43. http://dx.doi.org/10.1017/s1833367200006404.
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AbstractThis paper addresses some of the limitations of the current approach to the conception, adoption and installation of working arrangements. It has been argued that emphasis on bottom line, shortermism and control can result in short term benefits. This partly explains the continuous reorganization of the workplace in some companies. The paper underscores the need for organizations to articulate a “purpose” for working arrangements. It is argued that there are two dimensions of the purpose of novel working arrangement: (a) providing appropriate “intrinsic” and “extrinsic” reward for internal stakeholders and (b) achieving organizational objectives (eg meeting customer expectations). The paper proposes a framework for adopting and installing a working arrangement which is based on auditing the work system.
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Townsend, Keith, Helen Lingard, Lisa Bradley, and Kerry Brown. "Complicated Working Time Arrangements: Construction Industry Case Study." Journal of Construction Engineering and Management 138, no. 3 (March 2012): 443–48. http://dx.doi.org/10.1061/(asce)co.1943-7862.0000436.
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Kotey, Bernice Adei. "Flexible working arrangements and strategic positions in SMEs." Personnel Review 46, no. 2 (March 6, 2017): 355–70. http://dx.doi.org/10.1108/pr-04-2015-0089.
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Purpose Under the Australian Fair Work Act 2009, employees can request flexible working arrangements (FWAs) from their employers. Provision of FWAs is costly to small and medium enterprises (SMEs). They can, however, use FWAs to achieve competitive advantage. The purpose of this paper is to investigate strategic positions associated with FWA availability in SMEs. It also examines the effects of size and industry sector on FWA availability in SMEs. Design/methodology/approach With a sample of 1,541 cases comprising micro, small and medium firms from the Australian Bureau of Statistics’ Business Longitudinal Database, binary regression models were used to analyse the relationships between FWAs and the independent variables: strategic position, firm-size and industry of operation. Findings Flexible working hours, flexible leave arrangements and roster/shift selection were used by SMEs pursuing a strategy focussed on human resources. In contrast, a strategic focus on cost correlated negatively with paid parental leave and flexible rosters/shifts. SMEs pursuing innovation were unlikely to provide flexible leave while job sharing was less visible in SMEs focussing on quality. An industry effect was evident with working from home unlikely for firms in industry sectors where employees had to be present at work. Micro- and small-sized firms were less likely than medium firms to provide FWA to their employees. Originality/value SMEs with competitive positions based on human capital could use FWAs to attract the required skills. Employees in SMEs that compete on cost may benefit from FWAs in the form of temporary and casual positions.
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De Ruijter, E., and B. Braat. "Co-Working Partners: The Influence Of Legal Arrangements." International Journal of Law, Policy and the Family 22, no. 3 (September 23, 2008): 421–35. http://dx.doi.org/10.1093/lawfam/ebn007.
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Wheatley, Daniel. "Employee satisfaction and use of flexible working arrangements." Work, Employment and Society 31, no. 4 (April 1, 2016): 567–85. http://dx.doi.org/10.1177/0950017016631447.
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This article considers the impact of flexible working arrangements (FWAs), using the British Household Panel Survey and Understanding Society, 2001–10/11. Results of panel logit, ANCOVA and change-score analysis are indicative of positive impacts from use of a number of FWAs, including homeworking having positive effects for men and women on job and leisure satisfaction. However, findings reveal gaps in availability and use of FWAs, and highlight the gendered nature of flexible employment. Flexi-time, the most common FWA among men, has positive effects as it facilitates management of household responsibilities while maintaining full-time employment. Part-time and homeworking are also positive, consistent with men using FWAs with a greater degree of choice. Women more often are constrained in their use of FWAs, often into working reduced hours. Consequently, FWAs have negative impacts for some women, on job (part-time when used for extended periods, flexi-time), leisure (job-share, flexi-time) and life satisfaction (job-share).
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Mammam, Aminu. "Distinguishing the Purpose and Objectives of Working Arrangements." Journal of the Australian and New Zealand Academy of Management 1, no. 1 (January 1995): 27–43. http://dx.doi.org/10.5172/jmo.1995.1.1.27.
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AbstractThis paper addresses some of the limitations of the current approach to the conception, adoption and installation of working arrangements. It has been argued that emphasis on bottom line, shortermism and control can result in short term benefits. This partly explains the continuous reorganization of the workplace in some companies. The paper underscores the need for organizations to articulate a “purpose” for working arrangements. It is argued that there are two dimensions of the purpose of novel working arrangement: (a) providing appropriate “intrinsic” and “extrinsic” reward for internal stakeholders and (b) achieving organizational objectives (eg meeting customer expectations). The paper proposes a framework for adopting and installing a working arrangement which is based on auditing the work system.
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Liu, Meirong, and Steven G. Anderson. "Neighborhood effects on working mothers' child care arrangements." Children and Youth Services Review 34, no. 4 (April 2012): 740–47. http://dx.doi.org/10.1016/j.childyouth.2011.12.021.
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Przystupa, Krzysztof, Leszek Gil, Andrzej Niewczas, and Daniel Pieniak. "Working time of a Polish professional driver." Archives of Transport 52, no. 4 (December 31, 2019): 57–66. http://dx.doi.org/10.5604/01.3001.0014.0208.
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According to the Central Statistical Office in Poland, for the last 10 years (2009 - 2018), the number of trucks has increased by as much as 25%. More than 6 million trucks drive in the European Union, and Poland, followed by Italy, boasts of the largest fleet (over one million trucks) . For some time, freight transportation companies have been signaling the problem of lack of staff. The Polish Road Transport Inspectorate and the National Labor Inspectorate supervise the transportation sector. All issues related to drivers’ working time are law-regulated. The main objective of introducing regulations on drivers’ working time is to improve road safety and drivers’ working conditions. The top-down imposition of break and rest periods prevents drivers’ fatigue and serves to regenerate forces. Fatigue reduces psychomotor skills, and the speed of reaction is particularly important in this profession. The practical goal of this article is to show how drivers perceive these problems, this scientific problem but in a different approach was also presented in the works. The analyzed results come from research conducted by the authors of the article. The research was conducted in the form of a multidirectional survey, 100 people (professional trucks drivers) answered each question. Each of them declared that they are a driver and work in Poland. The study was conducted in December 2018.
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Orzechowski, Miron, Małgorzata Mrozik, and Krzysztof Danilecki. "Selected aspects of analysis of driver’s working time." AUTOBUSY – Technika, Eksploatacja, Systemy Transportowe 19, no. 9 (September 30, 2018): 205–7. http://dx.doi.org/10.24136/atest.2018.316.
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The introduction of the provisions of Regulation EC No 561/2006 and AETR agreement in Europe has consolidated the ruler on driving times. As a result, drivers working in international transport must apply to the same or very similar legislation. Drivers need to remember all the rules on drivers’ hours. Equipment used for recording driver activities, called tachographs allow control authorities to verify compliance.