Joint governance in North American workplaces: a glimpse of the future or the end of an era?

North American innovations in joint governance (such as Saturn, NUMMI, Xerox, and Shell Sarnia), though limited in number, have drawn world-wide attention from line and staff practitioners, as well as policy makers. These voluntary initiatives in unionized North American settings stand as an important counterpoint to two alternative forms of innovation – legislated forms of joint governance such as European works councils and non-union high-commitment systems that are most common in North America. Current debates on workplace governance in North America are implicitly and sometimes explicitly choosing among these three innovative arrangements as alternative ‘ideal types’. This article begins with nine hypotheses on joint governance, which are derived from case-study analysis. The hypotheses focus on the antecedents, dynamics and consequences of joint governance. Together, they can help guide practitioners seeking diffusion of joint governance concepts. The hypotheses can also help guide the construction of public policy on workplace governance. Ultimately, the question remains – are these initiatives a glimpse of the future or do they mark the end of an era?     

Human resources management in Spain: is it possible to speak of a typical model?

There is no shortage of literature studying the relationships between the various processes of human resources management, considered individually, and the strategy of the company. Nevertheless, studies that adopt a joint approach are scarce. In this study, working from the universalist, contingent and configurational perspectives, we seek to identify the possible existence of human resources management models and their links with the strategy of the company. Empirical analysis conducted with 130 industrial companies reveals three distinct models of human resources management but with behaviours independent of the strategies followed by the companies. At the same time we find, within each model, orientations of particular processes that are common among them and are thus characteristic of a universalist approach.     

Innovation in start-ups: Ideas filling the void or ideas devoid of resources and capabilities?

We investigate how access to different types of resources affects the success of entrepreneurial start-up firms at early stages of development in small isolated economies by studying 12 start-ups based in New Zealand. We find that successful commercialization of innovations depends on the availability of complementary assets, and that capability-based resources, especially dynamic capabilities, have a greater impact on competitive advantage of start-ups than other intangible and tangible assets. For the start-ups in our study, alliances with partners are particularly important, and so the ability to form alliances is a key capability. Successful start-ups leverage their available resources to attract alliance partners in order to access necessary complementary resources. The start-ups in our study clearly demonstrated the ability to attract partners locally but struggled to do so internationally, thereby limiting their growth potential.     

Peddling in the Antebellum Economy: Precursor of Mass-Marketing or a Start in Life?

Abstract . This article examines the effect of peddling upon industrialization and economic development and the evolution of institutional arrangements in marketing in the Antebellum period. After 1840 peddling in America was undertaken, to an increasing extent, by newly arrived immigrants from Germany who displaced the traditional “Yankees” from the trade. The relationship between peddling and the development of entrepreneurship is explored, along with the special opportunities that peddling provided for economic and occupational mobility in the American milieu. The frequency with which individuals who started careers as peddlers rose to prominence in the fields of merchandising and finance points to the importance of the “schooling” function of this institution for newly arrived immigrants in American folkways, business practices, and commercial possibilities.     

Community fundraising 2.0—the future of fundraising in a networked society?

• Over recent years, individual donor fundraisers worldwide have seen the beginnings of a dramatic shift in the way that consumers react to mass fundraising communications, resulting in many of the ‘interruptive’ direct marketing approaches on which individual donor fundraising programmes are traditionally reliant delivering worse and worse returns. This paper examines how the growth of a networked society of increasingly sophisticated and independently informed consumers has contributed to this shift; illustrates how the rise of Web 2.0 has accelerated its impact and considers how individual donor fundraising may have to evolve to more effectively respond to this in the future.

Copyright © 2009 John Wiley & Sons, Ltd.     

Who will be a good employee in the future?

This article examines the attributes necessary for the successful employee in the future. Many of these are already familiar to the manager: flexibility and adaptability, a team approach, and the ability to see the bigger picture. Implications for the educational process and its development of successful employees are also presented.     

Self-directed work teams: the wave of the future?

Although teams are currently a popular means of solving work force needs in health care, there has been little use of self-directed work teams--autonomous units without a front-line manager and empowered to control their own work. This article analyzes key differences between self-directed work teams and traditional teams, looks at three cases in which self-directed work teams were implemented, and discusses some of the barriers to the formation and use of self-directed work teams.     

Integration or disintegration? Human resource implications of a common corporate language decision in a cross-border merger

The primary purpose of introducing a common corporate language in cross-border mergers is to integrate two previously separate organizations and facilitate communication. However, the present case study of a cross-border merger between two Nordic banks shows that the common corporate language decision may have disintegrating effects, particularly at organizational levels below top management. We identify such effects on performance appraisal, language training and management development, career paths, promotion and key personnel. Our findings show that top management needs to work through the consequences of the language decision upon those who are expected to make such a decision work.     

Human resources in the German maritime industries: ‘back-sourcing’ and ship management

In today's global shipping industry have management functions often been outsourced to separate companies and to overseas locations. With the appearance of socalled ‘flags of convenience’ the world shipping industry has increasingly registered commercial vessels overseas. Following this trend, human resource management functions have also been relocated, with the opening of recruitment offices and the use of HR agencies outside OECD countries. Recently, new German regulation has sought to attract previously outsourced HRM functions back to Germany. A case study of such a newly established firm, called ‘Reimarus’, will exemplify the impact of the new regulation on HR firms in shipping. The following paper analyses this process based on an empirical study of Germany's commercial shipping industry.     

Public intervention in UK small firm credit markets: Value-for-money or waste of scarce resources?

Loan guarantee schemes are used in many countries to provide financial support to small firms by guaranteeing loans from commercial banks, but questions remain about whether public intervention in private credit markets to support entrepreneurial firms is justified. This paper examines whether the UK Small Firms Loan Guarantee Scheme (SFLG) provides value-for-money to the UK tax payer, presenting a regression based performance approach which then feeds into a formal cost–benefit analysis. Specifically, we consider whether firm performance post-investment is such that it justifies the governments’ presence in the lending market and the costs associated with it. Our findings suggest that entrepreneurial firms that are able to access new finance through SFLG achieve superior performance in the form of improved sales, job creation and exports and that this justifies public intervention in private credit markets.     

Paid Parental Leave: An Employee Right or Still An Ideal? An Analysis of the Situation in Québec in Comparison with North America

Over recent years, parental leave policy in Canada has evolved quite considerably. Since 2001, Canadian employees have a right to a 1 year paid parental leave; those in the province of Québec have a better paid, more flexible regime. This paper first shows that Québec is somewhat of an exception in the North American context, with its inclusive mode of governance which contributes to positive policies in terms of family and childcare. This is due to a few elements: the recognition of a declining birthrate, but more importantly the significant involvement and actions of women’s advocacy organizations, in the context of an inclusive governance of family policy. We will defend the hypothesis that Québec has adopted a cumulative (or work–family balance) model in the field of work–family relation, while the US and English Canada tend to still resort mainly to a laissez-faire attitude, which to this day has limited employee rights in terms of parental leave, but also in terms of child care.     

New unions in the UK: the vanguard or the rearguard of the union movement?

Between January 1999 and March 2010, 34 trade unions entered the Certification Officer list or schedule in the UK. This article reports on a survey of those unions, discussing the extent to which they represent new forms of unionism and the possible implications for union revitalisation.     

Governing Networks in the Hollow State: Contracting out,process management or a combination of the two?

The hollow state is characterized by governing through networks. In this article, we explore the nature of the hollow state and trace and illustrate three basic uncertainties in the decision-making process which create complexity: knowledge uncertainty, institutional uncertainty and strategic uncertainty. Next, we elaborate the main characteristics of contracting out and address the issue of whether these fit the nature of the hollow state. Finally, we ask if the role of politicians should change given the characteristics of the hollow state. We conclude with some thoughts on effective management in the hollow state and the role of process management and contracting out.     

Trust in the supervisor and the development of employees’ social capital during organizational entry: a conservation of resources approach

Abstract

This article aims to understand how trust in the supervisor contributes to the development of employees’ social capital using Conservation of Resources theory as a theoretical framework and networking ability as an indicator of social capital development. We hypothesize that the relationship between newcomers’ trust in the supervisor and networking ability will be mediated by feedback seeking from the supervisor and moderated by emotional exhaustion. Based on a three-wave time-lagged study of newcomers (N = 224), we found trust in the supervisor to be indirectly and positively related to networking ability through the mediating influence of feedback seeking from the supervisor. In addition, feedback seeking interacted with emotional exhaustion in predicting networking ability such that it was more positively related to it at high levels of emotional exhaustion. The indirect relationship of trust to networking ability as mediated by feedback seeking was also stronger at high levels of emotional exhaustion. We discuss this study’s implications for our understanding of supervisors’ role and newcomers’ experience during entry, as well as for social capital research.     

Evolution of the practices of human resource management in France towards a strategic model: rhetoric or reality?

This article analyses the evolution of the human resources management in France. The study attempts to understand the transformation of administrative practices of HRM towards strategic practices of HRM (SHRM) in the French context. It also shows the factors responsible for this change. The results of this study support the development in France of SHRM and the regression of administrative practices of HRM, although a third hybrid model of HRM seems to appear between both practices. This tendency towards SHRM is accentuated in large firms, quoted on the stock exchange, in services and finance sectors with international activities. This study confirms that the SHRM in France is reality rather than rhetoric.     

The wisdom of the few or the wisdom of the many? An indirect test of the marginal trader hypothesis

The Marginal Trader Hypothesis (Forsythe et al. 1992, in American Economic Review 82(5): 1142–1161) posits that a small group of well-informed traders keep an asset’s market price equal to its fundamental value. Forsythe et al. base this claim on evidence from U.S. presidential prediction markets. We test the Marginal Trader Hypothesis by examining a decision task that precludes marginal traders. Specifically, students are asked to predict the class average for a given exam. We show that performance on our task is similar to that reported for the Iowa Electronic Markets, and that accuracy is unrelated to academic performance and does not correlate across tasks.