The current debate concerning the transformation of work, new management practices and flexibility in employment, has proved to be inadequate in its lack of attention given to the public sector. The wide ranging policies which have been proposed and/or implemented in the public sector have tended to be ignored, despite their potential for change being perhaps greater than those in the private sector, ie. the introduction of market concepts and the loss of security of employment. Management reorganisation, including financial devolution, has been linked to flexible work practices in a number of areas of the public service sector, but there has been little attempt to analyse these in terms of workplace industrial relations.
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