Industrial Relations Performance, Economic Performance and the Effects of Quality of Working Life Efforts PDF Download
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Author: Harry Charles Katz
Publisher:
ISBN: 9781332265466
Category : Business & Economics
Languages : en
Pages : 42
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Book Description
Excerpt from Industrial Relations Performance, Economic Performance and the Effects of Quality of Working Life Efforts: An Inter-Plant Analysis In recent years industrial relations researchers have stressed the need to move beyond simple union/nonunion comparisons to examine the diversity in results obtained under collective bargaining in different settings. Accompanying this view has been a call to draw on more micro level (firm or establishment) data in order to achieve a better understanding of the variety of effects that collective bargaining processes and outcomes exert on the goals of individual workers and their employers. Driving these arguments is the need to assess the performance of industrial relations systems and practices at the workplace and the results of change strategies designed to improve their performance. While these ideas have been evolving within the research community, a number of companies and unions have been experimenting with new strategies for improving the performance of their bargaining relationships at the plant level through what generally have been labeled "quality of working life" (QWL) efforts. The common thread running through these efforts is that they attempt to go beyond traditional union-management activities such as arms-length negotiations, formal and informal grievance handing, and union-management committees on specific topics. Instead, QWL programs try to establish direct channels of communication between workers and their supervisors and involve workers in shop floor decision-making and through this process improve both organizational effectiveness and the psychological rewards workers obtain from their jobs. These QWL programs hold the potential for significantly altering the conduct of U.S. industrial relations in unionized plants. About the Publisher Forgotten Books publishes hundreds of thousands of rare and classic books. Find more at www.forgottenbooks.com This book is a reproduction of an important historical work. Forgotten Books uses state-of-the-art technology to digitally reconstruct the work, preserving the original format whilst repairing imperfections present in the aged copy. In rare cases, an imperfection in the original, such as a blemish or missing page, may be replicated in our edition. We do, however, repair the vast majority of imperfections successfully; any imperfections that remain are intentionally left to preserve the state of such historical works.
Author: Harry Charles Katz
Publisher:
ISBN:
Category : Collective bargaining
Languages : en
Pages : 38
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Book Description
Author: Harry Charles Katz
Publisher:
ISBN: 9781332265466
Category : Business & Economics
Languages : en
Pages : 42
Get Book Here
Book Description
Excerpt from Industrial Relations Performance, Economic Performance and the Effects of Quality of Working Life Efforts: An Inter-Plant Analysis In recent years industrial relations researchers have stressed the need to move beyond simple union/nonunion comparisons to examine the diversity in results obtained under collective bargaining in different settings. Accompanying this view has been a call to draw on more micro level (firm or establishment) data in order to achieve a better understanding of the variety of effects that collective bargaining processes and outcomes exert on the goals of individual workers and their employers. Driving these arguments is the need to assess the performance of industrial relations systems and practices at the workplace and the results of change strategies designed to improve their performance. While these ideas have been evolving within the research community, a number of companies and unions have been experimenting with new strategies for improving the performance of their bargaining relationships at the plant level through what generally have been labeled "quality of working life" (QWL) efforts. The common thread running through these efforts is that they attempt to go beyond traditional union-management activities such as arms-length negotiations, formal and informal grievance handing, and union-management committees on specific topics. Instead, QWL programs try to establish direct channels of communication between workers and their supervisors and involve workers in shop floor decision-making and through this process improve both organizational effectiveness and the psychological rewards workers obtain from their jobs. These QWL programs hold the potential for significantly altering the conduct of U.S. industrial relations in unionized plants. About the Publisher Forgotten Books publishes hundreds of thousands of rare and classic books. Find more at www.forgottenbooks.com This book is a reproduction of an important historical work. Forgotten Books uses state-of-the-art technology to digitally reconstruct the work, preserving the original format whilst repairing imperfections present in the aged copy. In rare cases, an imperfection in the original, such as a blemish or missing page, may be replicated in our edition. We do, however, repair the vast majority of imperfections successfully; any imperfections that remain are intentionally left to preserve the state of such historical works.
Author: Harry Charles Katz
Publisher:
ISBN:
Category : Industrial organization
Languages : en
Pages : 56
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Book Description
Author: Abe, Ethel Ndidiamaka
Publisher: IGI Global
ISBN: 1799833496
Category : Business & Economics
Languages : en
Pages : 382
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Book Description
Disruptions are being caused in the workplace due to the development of advanced software technology and the speed at which these technological advancements are being produced. These disruptions could take diverse forms and affect various aspects of work and the lives of entities in the workplaces and families of the individual employees. Work and family are caught in the crossfire between technological disruptions and human adaptation. Hence, there is a need to assess the overall effect that the Fourth Industrial Revolution would have on work, employee work-family satisfaction, and employee well-being. Future of Work, Work-Family Satisfaction, and Employee Well-Being in the Fourth Industrial Revolution is a critical reference source that discusses practical solutions and strategies to manage challenges and address fears regarding the effect of the Fourth Industrial Revolution on the future of employment and the workforce. Featuring research on topics such as corporate governance, job satisfaction, and mental health, this book is ideally designed for human resource professionals, business managers, industry professionals, government officials, policymakers, corporate strategists, consultants, work-life balance experts, human resources software developers, business policy experts, academicians, researchers, and students.
Author: Patrice Jalette
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
Do industrial relations (IR) influence organizational performance? This remains a fundamental question in IR since it is a matter of credibility and “bread-and-butter” for both academics and practitioners. Economic literature has explored the union impact on organizational performance, especially on the productivity dimension of performance. More recent studies state that performance is not determined by union presence per se but rather by the workplace climate and the union influence on the practices implemented. In the human resource management (HRM) literature, the system of practices is viewed as the proper unit of analysis in order to understand and evaluate the full impact of the IR or HRM practices on performance. This study examines the economic conception of performance through three dimensions: productivity, efficiency (production costs), and profitability. The effects of HRM-IR practices and workplace climate on these dimensions of economic performance are tested here. Three complementary economic models are used in multivariate regression analysis to verify these relationships: production and cost functions, and a profitability determination model. Designed for the banking sector, all these models have already been tested in the same sector or on the same population and they control for many variables such as capital, assets, and labour input. The evidence put forward in this article is based on 1994 data from 241 establishments affiliated with the Desjardins' credit union Federation. Research data came from two main sources. The first source is the Federation where access was granted to information on the financial performance of credit unions and on the work force. The second source is a questionnaire on the HRM-IR practices in effect (presence and age) and on the workplace climate prevailing in each establishment. The questionnaire was distributed to every affiliate (324) and a rate of return of 74.4% was obtained. The establishments studied provide the ideal framework for this type of research in several ways: very similar activities and technologies, autonomy of the credit unions, availability of establishment-level performance data, etc. The following indicators have been introduced in the estimates. First, we introduced indicators of three HRM-IR practices system dimensions that were created on factor analysis conducted on the HRM-IR practices indicators (number of years since implementation). In this sample, the system of workplace practices is found to be made up of three dimensions: (1) Mobilization, involving the presence of a monetary incentive plan, social activity committee, training program, succession plan, performance appraisal and information meetings; (2) Voice, associated with problem/grievance resolution, labour-management/personnel committee, written specification of working conditions, health and safety committee, and training committee; and (3) Involvement, associated with a suggestion system and colloquium. Second, a workplace climate index, based on turnover, disciplinary actions per employee, days of absenteeism per employee, and days lost because of work accidents per employee, was also included in the estimates to test the influence of work climate. Statistical analysis shows that all dimensions have positive and statistically significant links with productivity. None of the factors has a significant impact on production costs or on profitability. Finally, a poor workplace climate is associated significantly in all estimates with lower productivity and higher production costs as expected. The net effect of this variable on profitability is negative although not significantly. This study reveals that IR features have a significant impact on organizational performance. The results suggest that the HRM-IR practices system and workplace climate represent more adequate and precise indicators of the IR system at the establishment level than do for instance, union presence or individual practices. In accordance with the configurational approach, the results confirm that the most substantial effect on performance is obtained when practices are considered as a system. This implies that there is no “magic bullet,” no single practice that can achieve the same kind of results. Other results suggest, based on the age of the practices implemented, that costs associated with the IR-HRM practices can be written off over time. The implication is that there is a delay before the practices achieve the desired outcomes and one must be patient before judging the value of the practices implemented. The research also suggests that the workplace climate is a determinant of the economic performance. So climate should also be considered when practitioners are looking for ways to improve their organization's performance. The results show finally that more than one dimension of firm performance should be considered in order to understand how HRM and IR do influence the firm performance. It remains necessary to continue the research with larger data banks, collected over a longer time period, and to study other industries and individual cases in order to corroborate our original contribution to this complex but important question.
Author: Casey Ichniowski
Publisher: Palala Press
ISBN: 9781378998762
Category :
Languages : en
Pages : 52
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Book Description
This work has been selected by scholars as being culturally important, and is part of the knowledge base of civilization as we know it. This work was reproduced from the original artifact, and remains as true to the original work as possible. Therefore, you will see the original copyright references, library stamps (as most of these works have been housed in our most important libraries around the world), and other notations in the work. This work is in the public domain in the United States of America, and possibly other nations. Within the United States, you may freely copy and distribute this work, as no entity (individual or corporate) has a copyright on the body of the work. As a reproduction of a historical artifact, this work may contain missing or blurred pages, poor pictures, errant marks, etc. Scholars believe, and we concur, that this work is important enough to be preserved, reproduced, and made generally available to the public. We appreciate your support of the preservation process, and thank you for being an important part of keeping this knowledge alive and relevant.
Author: Chris Warhurst
Publisher: Oxford University Press
ISBN: 0198749791
Category :
Languages : en
Pages : 625
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Book Description
Job quality matters; it is offered as a solution to an array of social and economic challenges, yet the terminology used to define it is varied. This handbook explores the complexity of job quality, for whom or for what job quality matters most, and the diverse range of its contributions and applications to social, economic, and political concerns.
Author: Wheatley, Daniel
Publisher: Edward Elgar Publishing
ISBN: 1839108789
Category : Health & Fitness
Languages : en
Pages : 352
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Book Description
This insightful book draws together expansive international and interdisciplinary evidence to develop a comprehensive framework for understanding and enhancing workplace well-being through the lens of job quality. It analyses how paid work influences the well-being of workers, the organizations for which they complete tasks of employment, and the societies in which we live.
Author: John E. Kelly
Publisher:
ISBN:
Category : Business & Economics
Languages : en
Pages : 302
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Book Description
Management development guide presenting a new job design theory based on Taylor's scientific management ideas - argues that competitiveness of product markets and extensive industrial production rather than "intrinsic" workers' Motivation or employees attitudes prompted job redesign, and considers job enlargement, job satisfaction, autonomous work groups, and Herzberg's job enrichment theory. Bibliography pp. 226 to 251 and references.
Author: National Center for Productivity and Quality of Working Life
Publisher:
ISBN:
Category : Industrial productivity
Languages : en
Pages : 978
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Book Description
