Search results

Modern employment legislation invests the employee with important rights resulting in a greater degree of job security and improved legal protection in his employment. These rights or entitlements which are all personal in nature are divisible, for the sake of convenience, into four parts. Firstly, individual rights. These include guarantee payments, medical suspension, maternity, time off for specified activities, and the employer's insolvency. These rights are by no means exhaustive. Other rights of an individual nature as for example the right not to belong to a trade union where a closed shop is in operation; rights in connection with trade union membership; written reasons for dismissal; and so on, will be treated in the context of the discussion which will take place under the appropriate heading. Secondly, it is proposed to examine the employees right not to be discriminated against in employment on grounds of race and sex, thirdly, his right not to be unfairly dismissed will be analysed, to be followed finally by his right to redundancy payments. In this monograph, it is proposed to examine the first of these personal rights, namely the employee's individual rights. Each of the others will be discussed in subsequent monographs. It should be noted that unlike the common law terms implied into the contract of employment which consist of duties imposed on both the employer and the employee and which can be contracted out of by an express term in the contact of employment the statutory conditions of employment cannot be dispensed with in that manner. Like the implied terms at common law, the statutory conditions of employment too form another source of contract of employment though of course they are independent in that they neither form part of the contract of employment nor of the common law rights.

Food manufacturers, as well as Food and Drugs Authorities, are greatly perturbed at the. immense increase of foreign bodies which find their way into food sold or on sale to the public. In an attempt to analyse these occurrences one feels that a useful purpose would be served if they were subdivided into two main headings. The first, and probably the most common, is the foreign body or article associated in some way with the packing or manufacturing of the article; secondly, that which not only taints the surrounding portion of the food but for which there is decidedly less justification for its presence. The chief offenders in this respect are tobacco and portions of rodent and insect bodies and excrement. An attempt at consumption of a nail or ferrous metal may result in some discomfort or injury to the person concerned, but the majority of people would prefer this risk to the shock of finding that they have eaten half a cockroach or the tail of a mouse. Under the first heading one finds such things as nails, screws, portions of paper and stones found in bread and confectionery. A large proportion of these could be removed by careful sifting of the bulk article, although bulk compound cooking fat, from which articles have been collected, presents many difficulties in this respect. Some manufacturers, in order to reduce the risk to the minimum, have installed magnetic detectors to pick up bits of ferrous metals which may be present. These, however, apart from their expense, have not proved very successful in the case of fats. It is necessary for the manufacturer to keep a constant check on his equipment and storage bins. Screws and nails have been found in bread, and, when taken back to the bakery, they have been found to fit exactly some part of the equipment. In these circumstances it has been obvious that regular maintenance would have prevented most of these unfortunate occurrences. A Court case may not only prove costly but the effects would make themselves felt in the annual turnover. In these cases, such as the more common one of glass being found in milk bottles, the management are entirely dependent upon the human element. Accidents do occur in the most perfect of milk bottling machines. Irrespective of how much one would like to boast that the product is untouched by hand, one cannot dispense with the keen scrutiny that is required, not only in removing heavily contaminated bottles, which may have held paint or other similar substances, from being fed to the machine, but at the other end as they roll off the conveyor. The question of cigarette ends, portions of matches and specks of tobacco brings to the forefront the well debated question of “ Should smoking be allowed in food preparation premises?” The report of the Manufactured Meat Products Working Party, 1950, under the heading “ Use of Tobacco ”, states: “ We consider it undesirable for anyone to smoke or chew tobacco or use snuff while in rooms used for the preparation of meat products or the storage of raw materials or the finished product. The use of tobacco in any form is likely to lead to unhygienic practices and to the contamination of food. We recommend, therefore, that the use of tobacco in rooms used for the preparation or storage of raw material or meat products should be prohibited by regulation.” It will occur to many that, where regulations have been made and the “ No Smoking ” rules strictly enforced, cases still occur of cigarette ends being found in the finished product, as the following case will illustrate. A partly‐used carton of sugar was brought into the office of a Food and Drugs Authority in which was found the stub end of a cigarette, which, from its appearance, had been flung into the manufactured sugar immediately after use, for the smoking end was encrusted with sugar. The matter was taken up with the packers, and it was explained to them that neither the man, wife or son in the household concerned were smokers. In the factory the non‐smoking rule was rigidly enforced, but it was found through the code number on the carton that, at the time, building contractors were working in and around the factory. In the case of a cigarette end in a packet of “ chocolate sweet tobacco ” some amusement was created at getting the real thing in a packet of sweets. It was, however, a serious matter for the firm concerned, who pleaded guilty, and in their defence it was stated that there were more than twenty non‐smoking notices on the premises and the occurrence was inexplicable to them. A perusal of the most recent cases resulting in convictions show that cigarette ends have been found in substances varying from bread, bread‐rolls, almond slices and buns to sweets, and in the majority of cases the non‐smoking rule was strictly enforced; it would, therefore, seem that, having taken every precaution, the manufacturers are compelled to regard this as one of the hazards to be encountered in the trade. It is felt that in the second group of foreign bodies, rodent and insect bodies and excrement are by far the most serious. The contamination of food by such filth is invariably indicative of the state of the premises where the food was prepared or sold. The public must be protected from such filth and the grave risk of food infection which exists where insects or rodent infestations occur in food preparation or storage premises. Confirmation of this can be found in an analysis of the cases published in this Journal. These illustrate clearly that, where action has been taken with regard to the premises in this respect, attention was initially directed by contaminated food being sold. Even with old premises there is no excuse for infestation by insects such as cockroaches, flies or rodents. Modern residual insecticides, if used selectively, will not only control but eradicate the former. The Local Authority Pests Operators, or the specific rodent exterminating firms, will deal quite effectively with the latter, although some constructive rat‐proofing may have to be carried out in addition. It will be seen from the brief outline given above that many difficulties exist in dealing with the problem of foreign bodies in food, and manufacturers who take the fullest precautions have the sympathy of the Food and Drugs officials when single occurrences spoil an otherwise excellent record. Few take action in such cases, realising the fallibility of the human element. Unfortunately many convictions still occur in this sphere which could have been avoided by attention to hygienic practices, strict supervision and the education of workers employed.

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:

The purpose of this paper is to assess the effects of officers’ perceptions of complexity in merging organizational change components (culture, mission, values, decentralization, policies and procedures, administrative reporting practices, weapons, contract, pay, benefits, patrol boundaries, equalization of workload, size of boundaries, communications, 10-codes, and car numbers) during a major metropolitan police department consolidation.

The current study utilizes data collected from 390 sworn officers from two agencies in Kentucky that were merged, the Louisville Division of Police and the Jefferson County Police Department. Statistical inquiry included factor analysis and a series of bivariate and multivariate logistic regression analysis (controlling for demographic measures).

Results revealed a noteworthy, positive effect on support for consolidation related to the complexity of three factors: benefits, mission, and policies.

To date, the relevance of complexity on support for organizational change and, more specifically, police consolidation, is unknown. With this study, the authors aim to add to the discussion.

The principles of national interlending put forward by Line and Vickers and those for international lending developed by the IFLA Office for International Lending are considered in the Belgian context. A report on statistics in French university libraries and a survey of interlibrary borrowing by Antwerp University Library are summarized. Attention is drawn to some aspects of interlibrary loan costs. Various aspects of union catalogues are reported: the proposed German Union Catalogue (Deutscher Gesamtkatalog); union catalogue automation in France; the impact of the OCLC interlending subsystem on one US library; and a union list of serials/co‐operative acquisition scheme. Brief accounts are given of document delivery in South Africa, the use of telecopiers in a small network, and standardization of interlibrary loan procedures. A handbook on international lending in socialist countries and three reports of relevance to interlending in the Netherlands are mentioned.

The purpose of this paper is to challenge the existing paradigm of resistance to organizational change by offering a novel, interdisciplinary perspective. More specifically, this paper seeks to detach from traditional formulations of resistance to change and introduce a new paradigm, reevaluating resistance through the Good Lives Model (GLM) and the concept of Primary Human Goods (PHG).

This conceptual paper uses contemporary literature on resistance to organizational change to make the case that the existing paradigm is one of negativity and deficiency. The authors define resistance, as currently formulated, subsequently offering a new perspective through the GLM. The etiological underpinnings of the model are provided and the concept of PHG is defined to illustrate relevance in reevaluating resistance to change.

The paper illustrates that resistance behaviors are not individual problems of employees, which must be overcome for successful change. Rather, resistance behaviors are the manifestation of disruptions to the achievement of PHG. Moreover, the paper demonstrates the pursuit of PHG is an innately positive, human activity that change strategies should take into account. The Dialogic Organization Development approach is also integrated as a means to uncover priority goods and disruptions that may impact them.

The paper provides a novel reevaluation of resistance to change through the interdisciplinary application of the GLM and PHG. Further, the paper uses the model to integrate several fundamental theories of human motivation into one cohesive, consistent framework.

The paper aims to conceptualize how behavioral shifts in times of crisis drive the transformation of value co-creation.

Referencing two empirical contexts, the paper explores how digital service platforms facilitate changes in actors’ mental models and institutional arrangements (legal, social, technological) that drive transformation of value co-creation in service ecosystems.

The proposed conceptual framework contributes to existing research by identifying micro-level changes in actors’ mental models and macro-level changes in institutional arrangements enabled by digital service platforms in service ecosystems. In particular, the framework identifies motivation, agility and resistance as moderators of behavioral shifts in times of crisis. This account offers a finer-grained theorization of the moderating factors and underlying mechanisms of service ecosystem transformation but does not extend to the ensuing “new normal.”

The proposed framework indicates how digital platforms support shifts in actors’ behavior and contribute to the transformation of value co-creation. While the enablers are situation-specific and may therefore vary according to the prevailing conditions, the actor-related concepts advanced here seem likely to remain relevant when analyzing the transformation of value co-creation in other crisis situations.

The new conceptual framework advanced here clarifies how behavioral shifts during a crisis drive the transformation of value co-creation and suggests directions for future research.

The purpose of this paper is to document the coping styles of first tier managers in English further education (FE) colleges, in relation to the most significant stressors and to create an original, grounded scale of coping based on the data.

This study adopted a qualitative approach to coping strategies and involved semi‐structured interviews with 23 first tier managers in four colleges.

The study identified 16 distinct coping strategies employed by the first tier managers that ranged from “compliant” strategies, such as increased effort and self‐coaching, to “affective” strategies, such as exercise and tension reduction; and finally, those strategies that were “non‐compliant” such as escape and dissent.

This research presents a tentative coping scale for first tier managers that could potentially inform the design of structured development programmes according to their particular needs.

This is the first coping scale of first tier managers in FE and its findings may have implications for first tier managers in other organisational settings.

This study drew upon conservation of resources and organizational support theory to develop a deeper understanding of the antecedents of affective and behavioral reactions to change processes. The purpose of this paper is to construct a theoretical framework based on previous findings of change management research to suggest that the relationship between organizational support and resistance to change is mediated by ego-resilience. This framework was then validated empirically.

To test this model, the mediation relationship was examined using regression analysis with bootstrapping. The sample consisted of 323 employees from private and public organizations.

The results confirmed that the relationship between organizational support and affective and behavioral reactions to imposed change is mediated by ego-resilience. The theoretical model was thus validated for use in future research.

This study’s findings have implications for organizations regarding how managers guide their employees through change processes. The research’s limitations arise from the use of convenience non-probability sampling and cross-sectional, self-reported data, which only allow for a tentative generalizability of the results.

The findings show that organizational change processes are affected by factors on both the individual (i.e. ego-resilience) and organizational level (i.e. organizational support). This study’s results thus provide empirical support for the conclusion that ego-resilience mediates the indirect relationship between organizational support and employees’ resistance to change.

Although the role of organisational characteristics in the change process has been extensively analysed and discussed in the literature, individual characteristics, which are equally crucial for the success of change, have been neglected. Therefore, the purpose of the present study is to add a different way of looking and working with organisational change by focusing on individuals’ emotions and personality traits. This paper explores how emotional intelligence and the “big five” dimensions of personality can facilitate organisational change at an individual level by exploring the relationship between these attributes and attitudes toward organisational change. The sample consisted of 137 professionals who completed self‐report inventories assessing emotional intelligence, personality traits and attitudes towards organisational change. The results confirmed that there is a relationship between personality traits and employees’ attitudes toward change. Similarly, the contribution of emotional intelligence to the attitudes to change was found to be significant, indicating the added value of using an emotional intelligence measure above and beyond the effect of personality. The practical implications of these findings are discussed in relation to the phases of a change project.