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This paper focuses on the behaviour and character of enterprises in modern Ireland by examining the extent to which high performance employment practices are being adopted…
This paper focuses on the behaviour and character of enterprises in modern Ireland by examining the extent to which high performance employment practices are being adopted by organisations. This paper draws on the results of an establishment‐level survey of work organisation and human resource management practice in three sectors of the Irish economy. This paper has three specific objectives: measuring the extent to which high performance work practices have been adopted by enterprises in Ireland; examining whether these innovations in the practical organisation of work are being supported by new ways of managing the broader employment relationship; and analysing precisely how establishments are combining innovative work practices and supporting HRM practices to achieve coherent overall employment models. Also finds that Irish firms are experimenting widely with workplace innovation and the changes in work organisation are matched by supporting adjustments to firms' HR policies and indicates that there is no single Irish “model” of industrial relations.
This paper reviews a number of studies that has examined the use of workplace innovations in the Republic of Ireland. It is argued that despite having quite different…
This paper reviews a number of studies that has examined the use of workplace innovations in the Republic of Ireland. It is argued that despite having quite different sampling and technical properties, the surveys reach similar findings on many matters – the high degree of experimentation with innovative work practices, and the piecemeal nature of workplace reform in most companies for example. Yet disagreement has occurred about how these findings should be interpreted. One view is sceptical about whether the surveys point to meaningful innovations in enterprise level employment systems in Ireland. A less pessimistic perspective suggests that the high level of experimentation occurring on new employment practices should be seen as significant as most organisations adopt an evolutionary approach to workplace reform.
This paper explores organizational restructuring in corporate law firms. We review recent changes in law firms’ business models and structures, specifically as they relate…
This paper explores organizational restructuring in corporate law firms. We review recent changes in law firms’ business models and structures, specifically as they relate to the externalization of work – or the unbundling of work and its placement with outside entities, which redefines the division of labor and the nature of the employment relationship. We draw from the extensive scholarship on the legal profession to raise empirical and theoretical implications of market-driven change to the careers of lawyers as well as the shifting patterns of stratification within corporate firms and the profession at large.
The purpose of this article attempts to portray the unique and complex role of library middle managers. This important and influential position can be a proving ground for new and old managers as libraries continue to evolve, adjust policies, introduce new services and meet the needs of their users. Circulation managers as influential middle managers are realistically depicted as busy, overwhelmed and isolated, but welcome the opportunity to provide leadership and enhance their professional development.
This viewpoint is solely based on the author's varied experiences and personal reflections as a circulation department head providing leadership alongside colleagues in a busy academic library.
Department heads as managers of circulation departments are pivotal positions in every library. Circulation heads performing as middle managers are responsible for a full range of administrative, managerial and organizational services. Circulation heads are well positioned as change agents simultaneously directing frontline staff members, policies and services while providing valuable insight to library administration. Yet, circulation managers experiencing constantly evolving responsibilities, are too often found to be caught in the middle negotiating inconsistencies. Successful circulation managers require an eclectic mix of essential skills initiating and deploying change, defining success, dealing with people, actively participating in professional development and providing leadership.
The study and research of library middle managers in public and academic libraries is practically nonexistent. As libraries increasingly create, adjust and reinvent library services, spaces and visions due to increasing digitization, in response to emerging online environments and new service models – middle managers and circulation librarians are excellent and proven pivots to negotiate and successfully implement this change.
As a crafted article written by a former head of a circulation department every staff member, student and librarian serving in access/borrowing/circulation departments should consult this article as required reading.
The voices of library middle managers are too often muted, not valued and rarely celebrated. This viewpoint article written in a conversational voice depicts circulation librarians as middle managers that bring value to all libraries and should be heard.
This paper depicts the opportunities and challenges faced by, as well as the skills and competencies required by librarians serving as circulation departments heads.
In recent years a considerable amount of work has been done in Britain and America utilising dual labour market theory. In America, the ideas of Doeringer and Piore have…
In recent years a considerable amount of work has been done in Britain and America utilising dual labour market theory. In America, the ideas of Doeringer and Piore have been taken up by radical economists such as Edwards and Bluestone, while in Britain a group of Cambridge economists have also been seeking to develop the theory. These studies have all retained the basic duality incorporated in the theory by Doeringer and Piore. Moreover, the work of Barron and Norris, Bosanquet and Doeringer and Blackburn and Mann has provided some qualified empirical support to the notion of two separate labour markets.
Through a survey of 200 employees working in five of the thirty establishments analysed in previous research about the microeconomic effects of reducing the working time (Cahier 25), the consequences on employees of such a reduction can be assessed; and relevant attitudes and aspirations better known.
The following paper presents a discussion and debate with some of the leading researchers and practitioners in the field of Industrial and Organizational Psychology and…
The following paper presents a discussion and debate with some of the leading researchers and practitioners in the field of Industrial and Organizational Psychology and Organization Development regarding the nature, applicability, and conditions for effective team performance in organizations. In general, it is concluded that although we are aware of a number of factors, moderators and means for establishing and maintaining strong performance‐driven teams in organizations (e.g., shared beliefs, strong sense of purpose, systemic support, group based rewards, the right “mix” of individuals, adequate training in interpersonal and group relations, and task complexity and interdependency), we are still a long way from having consistent concrete support in the literature that teams do in fact yield significant gains in productivity or performance over the individual.
Nations with high levels of economic inequality tend to have high rates of entrepreneurial activity. In this paper, we develop propositions about this relationship, based…
Nations with high levels of economic inequality tend to have high rates of entrepreneurial activity. In this paper, we develop propositions about this relationship, based upon current research. Although we provide some descriptive analyses to support our propositions, our paper is not an empirical test but rather a theoretical exploration of new ideas related to this topic. We first define entrepreneurship at the individual and societal level and distinguish between entrepreneurship undertaken out of necessity and entrepreneurship that takes advantage of market opportunities. We then explore the roles that various causes of economic inequality play in increasing entrepreneurial activity, including economic development, state policies, foreign investment, sector shifts, labor market and employment characteristics, and class structures. The relationship between inequality and entrepreneurship poses a potentially disturbing message for countries with strong egalitarian norms and political and social policies that also wish to increase entrepreneurial activity. We conclude by noting the conditions under which entrepreneurship can be a source of upward social and economic mobility for individuals.