Post-privatised Shop Steward Organisation and Union Renewal at Girobank

Using an ethnographic case study approach this article provides empirical evidence concerning the response of local union stewards to managerial-led change during and after the process of privatisation. It is suggested that the key mediating factors of a decisive ideological purpose and local leadership style provide the ingredients for sustainable union renewal. Wider implications are noted, in particular a gap between national trade union policies and workplace industrial relations practices.     

The Impact of Employee Share Ownership Plans On Employee Participation and Industrial Democracy

This article examines employee participation in recently-formed employee share ownership plan organisations (ESOPS) in the UK. the various legal/institutional forms of ESOP are outlined prior to considering the nature and determinants of participative institutions and processes. It is suggested that there are three ‘constellations’ of ESOP in terms of employee participation:‘technical ESOPS’, ‘paternalist ESOPs’ and ‘representative ESOPs’. There are relatively few innovations in participation in the first of these, while in paternalist ESOPs, innovations centre on individualistic forms of participation and communication at the level of the workplace. In representative ESOPs employees gain more of a say in strategic decisions through such innovations as employee representation on company boards. It is argued that these differences in the nature of participation are due neither to differences in legal structure nor to variations in the extent of employee share ownership. Instead, participative systems are viewed as the outcome of the philosophies and objectives of those involved in the conversion to employee ownership.     

参与式预算在中国:现实问题与未来选择

伴随基层民主改革的深化,参与式预算日益引起社会各界的广泛关注.当前在"自上而下"的部门预算改革和"自下而上"的参与式预算改革两种发展路径中,县级预算处于其交汇点.参与式预算对于经济欠发达地区的公民而言,仍旧具有某些"奢侈品"的色彩,在基于本土化的自主创新过程中,参与式预算需要按照"三部曲"的改革思路来加以推进.     

浅谈国有企业员工培训存在的问题及建议

随着市场竞争的日益激烈,国有企业改革已迫在眉睫,其中,企业的员工培训改革又是重中之重。文章从员工培训的三个阶段:培训前期准备阶段、培训设计实施阶段和培训评估反馈阶段出发,分析了国有企业员工培训存在的问题,并针对性地对如何解决这些问题提出了建议。     

中小制造企业员工流失问题及对策

中小制造企业由于面对外部环境和自身内部环境的变化,员工流失情况非常严重,本文通过对中小制造企业员工流失问题原因的分析,进行了针对解决员工流失问题的对策研究。     

互联网企业员工绩效考核问题及对策研究

本文以互联网企业员工绩效考核问题及对策为研究内容。在研究过程中,首先,对本文的研究背景和意义、国内外研究现状进行了阐述,并对相关理论做了简要论述;而后,分析了互联网企业员工绩效考核存在的问题,并提出了完善互联网企业员工绩效考核的对策。     

网店客服常见问题的研究与分析

随着电子商务的蓬勃兴起,网上销售越来越多。在把网店通过各种方式引入的访问量,有效地转变成为订单量过程中,网上客服起的作用非常重要。文章以经营化妆品的网店为例,研究分析了此行业网上客服中所占比例比较大的问题以及相应的处理办法。     

Employee participation: some problems for some shop stewards

It is often felt that shop stewards experience a variety of problems through their role in systems of employee participation. Here the authors report on research which illustrates the stewards' fears and concerns, and show that these may vary from one workplace to another.     

基于关系营销的零售业营业员服务问题探讨

探讨了零售业营业员服务方面存在问题,从关系营销角度提出零售企业应重塑营业员服务水平,并提出了具体建议。     

企业新员工入职培训存在的问题及改进策略探讨

企业新员工入职培训是企业为新进员工专门设计并实施的培训,它在为企业塑造合格员工、传承企业文化、建设成功团队、赢得竞争优势等方面有着十分重要和独特的作用.新员工入职培训是一个企业录用的员工从局外人转变为企业人的过程,是员工从一个团体融入到另一个团体的过程,是员工逐渐熟悉、适应企业环境并开始初步规划职业生涯、定位自己的角色、开始发挥才能的过程.     

企业的离职员工管理

在今天,员工的离职率较高,流动性比较大,不管是主动离职还是被动离职,都给企业带来了一定的影响。很多企业总是想尽办法防止优秀员工离职,而没有     

Employee Mental Illness: Managing the Hidden Epidemic

While the high prevalence of mental illness in workplaces is more readily documented in the literature than it was ten or so years ago, it continues to remain largely within the medical and health sciences fields. This may account for the lack of information about mental illness in workplaces (Dewa et al. Healthcare Papers 5:12–25, 2004) by operational managers and human resource departments even though such illnesses effect on average 17 % to 20 % of employees in any 12-month period (MHCC 2012; SAMHSA 2010; ABS 2007). As symptoms of mental illness have the capacity to impact negatively on employee work performance and/or attendance, the ramifications on employee performance management systems can be significant, particularly when employees choose to deliberately conceal their illness, such that any work concerns appear to derive from issues other than illness (Dewa et al. Healthcare Papers 5:12–25, 2004; De Lorenzo 2003). When employee non-disclosure of a mental illness impacts negatively in the workplace, it presents a very challenging issue in relation to performance management for both operational managers and human resource staff. Without documented medical evidence to show that impaired work performance and/or attendance is attributable to a mental illness, the issue of performance management arises. Currently, when there is no documented medical illness, performance management policies are often brought into place to improve employee performance and/or attendance by establishing achievable employee targets. Yet, given that in any twelve-month period at least a fifth of the workforce sustains a mental illness (MHCC 2012; SAMHSA 2010; ABS 2007), and that non-disclosure is significant (Barney et al. BMC Public Health 9:1–11, 2009; Munir et al. Social Science & Medicine 60:1397–1407, 2005) such targets may be unachievable for employees with a hidden mental illness. It is for these reasons that this paper reviews the incidence of mental illness in western economies, its costs, and the reasons why it is often concealed and proposes the adoption of what are termed ‘Buffer Stage’ policies as an added tool that organisations may wish to utilise in the management of hidden medical illnesses such as mental illness.     

The Influence of Environmental Pressures, Diversification Strategy, and Union/Nonunion Setting on Employee Participation

This study tests the hypotheses that environment, diversification strategy, and union/nonunion setting affect the number and variety of employee participation programs. A survey of large U.S. manufacturing firms measured the implementation of employee participation programs. Regression results suggest that environmental pressures exert a direct effect on participation in union settings. However, in nonunion settings, environment and diversification strategy both correlated directly with participation. These results suggest that unions could potentially affect participation program implementation.     

离职员工再雇用:一个探索性研究

对离职员工进行再雇用,是降低招聘、培训和人员整合成本的好方法。当前中小劳动力密集型企业再雇用情况较为普遍,其主要原因是劳动力短缺和个人申请。再雇用员工表现出年龄轻、学历层次不高、再雇用周期短、绩效良好、满意度、忠诚度高等特征。企业同时也需要将离职员工纳入人才数据库,并立一套对离职员工进行再招聘的选择录用标准。     

Workplace Privacy: Employee Relations and Legal Implications of Monitoring Employee E-mail Use

The tradeoff between employees’ workplace privacy and employers’ need to protect company assets, safeguard proprietary information, and avoid costly litigation has been receiving increased attention (Lee and Kleiner 2003; Mello 2003; National Workplace Institute 2004). This tradeoff often favors employers, as the legal system provides much leeway for employers to monitor employees’ electronic communications in the workplace. However, employers need to consider the effect such monitoring has on their employees since employee and employer attitudes about monitoring often diverge. In this article, we explore workplace email monitoring from both employee relations and legal perspectives and discuss implications for employee morale. An earlier version of this research was presented at the 2005 Association on Employment Practices and Principles Conference, Baltimore, MD.     

Employee communication strategies for organizational crises

Perhaps at no time is it more important for an organization to communicate sensitively and openly with its employees than during a crisis. Such efforts, however, are driven by management's view of a crisis situation, which frequently fails to consider employees' stress-induced responses to management communication behavior. This paper draws on research findings on life situations, crisis management, communication, stress, psychology, and information processing, to analyze employees' emotional, cognitive, and information needs when confronted by organizational crises. The authors present a receiver-oriented Employee Crisis Communication Model. This model outlines employees' stress-invoked perceptual and behavioral responses to major crises, which may, among other things, seriously impair their ability to handle information and make decisions. The authors then discuss the implications of applying certain communication strategies to crisis environments.     

The Body Shop构建绿色供应链

世界著名的化妆品生产和零售商The Body Shop不仅实现了产品的绿色生产,而且通过实施多种战略,构建了绿色供应链,致力成为生态可持续型企业。