Preserving knowledge legacies: workforce aging,turnover and human resource issues in the US electric power industry

The aging of the workforce is believed to be a potential threat to productivity of companies both in the US and worldwide. High levels of turnover that may result from workforce aging could cause short-term as well as permanent loss of knowledge critical to firm operations and customer service. While there is a wealth of research regarding the causes of turnover, there is comparatively little research on the actual effects of turnover, particularly involuntary forms of turnover such as retirement. Focusing on the US electric power industry, whose employees have average ages and company tenures among the highest in the world, this paper explores the aging workforce issue both qualitatively and quantitatively. Results from an executive survey encompassing companies representing over 75 per cent of the industry's workers affirm that workforce aging is the electricity industry's dominant human resource (HR) concern but that it is interrelated with many other top HR issues, including skill shortages, leadership, and transition from an ‘entitlement-based’ to a ‘performance-based’ culture. Implications of prior literature on organizational learning, turnover and socio-technical systems theories are discussed, and propositions are offered as a framework for further research on the general effects of potential knowledge loss due to aging-related turnover.     

Creating a concession climate: the case of the serial downsizers

This paper uses panel data from New Zealand from the years 1995 and 1999 to examine the impact on those organizations, size fifty and over, that engaged in repeat downsizing during this period. It was found that, during the panel period, approximately 20 per cent of the 322 organizations in the survey had engaged in the permanent reduction of their workforce in both periods. When compared with organizations in the survey that had not engaged in downsizing in both periods, it was found that the repeat downsizers exhibited characteristics that were little different from those that had downsized only in the later period, who reported the greatest decline in performance. However, those who had downsized only in 1995 had, by 1999, largely recovered from the initial negative effects. The repeat downsizers appear to have created a long-term concession climate that is associated with negative workplace performance.     

The economics of consumers' gifts and legacies to charitable organisations

Charity organisations in The Netherlands receive over 50 per cent of their total income from private fundraising; only a small part of this, 20 per cent, originates from legacies. The paper introduces some economic models of consumer behaviour in the neo‐classical tradition that harmonise with altruistic behaviour. Some models for analysing donations and bequests to charitable organisations are introduced and the hypotheses that follow from these theories are compared with Dutch data from 500 respondents. Most respondents had donated something to a charity during the last six months, but only a few had even thought about naming a charity in their will. Restrictions are felt by individuals due to their limited resources. More important, however, seem to be the restrictions on behaviour due to having children, or other close relatives; individuals feel obliged to leave everything to their children or other close relatives. Although the respondents have a reasonably positive opinion about the work and trustworthiness of the charity organisations, charities are not yet considered as ‘a close friend’. Around 40 per cent of respondents are not particularly happy with the information they receive from charity organisations. Communication about legacy donating is considered acceptable by most respondents, as long as the approach is not too personal. Copyright © 2000 Henry Stewart Publications.     

Attracting members to avocational nonprofit organisations

For avocational nonprofit organisations, ‘marketing’ means attracting and retaining members. Avocational organisations experiencing membership difficulties may offer a variety of explanations, the most frequent one being a purported shrinkage of leisure time for the average American. The 68 largest avocational nonprofit organisations in the USA were studied in an attempt to identify common factors associated with membership success, and to confirm or disprove commonly offered explanations for membership distress. Very few general attributes could be found; in most cases, an organisation's success or distress seem to stem from factors that are specific to that organisation. Copyright © 1999 Henry Stewart Publications     

Forecast Summary

The forecast illustrates the costs and benefits of joining the ERM at the relatively high central parity of DM2.95. It shows that, providing the government does keep the pound within its wide 6 per cent EMS band, retail price inflation can be brought down to the average European level of 3 per cent by the mid 1990s. But there is a cost in terms of lower output and rising unemployment. GDP growth is expected to slow to about 1 1/2per cent this year and next and to average 2 per cent or slightly more from 1992 onwards. This is less than the rate of growth of productive potential and implies a weak labour market with unemployment rising steadily bock above 2 million. The forecast assumes a $25 oil price; in an alternative we sketch out the implications of a rise in the price to $45 for a limited period.     

Sickness Presenteeism, Sickness Absenteeism, and Health Following Restructuring in a Public Service Organization

abstract    This study examined the relationship between sickness presenteeism, sickness absenteeism, organizational outcomes and employee health. In particular, we wanted to investigate to what degree employees were substituting sickness presence for sickness absence. Three hypotheses were tested to formalize this 'substitution proposition'. We surveyed a Canadian public service organization which was involved in a large scale downsizing initiative. For this study, 237 Personnel Corporation (pseudonym used) employees responded to the survey, representing a 66 per cent response rate. Survey results indicated that, while the workforce was of average health, sickness absenteeism was less than half that of the national average. The difference could be accounted for by sickness presenteeism – the average number of days employees attended work while ill or injured was greater than the number of days of sickness absence. The pattern of results supported the notion that employees were substituting presenteeism for absenteeism. The frequency and type of self-reported health problems were highly similar for presenteeism and absenteeism. Work factors (e.g. job security, supervisor support and job satisfaction) tested were significantly correlated with presenteeism. Presenteeism appears to be a stronger predictor of health than absenteeism, suggesting that efforts to improve workplace health may have a more immediate impact on presenteeism than on absenteeism.     

UK trust fundraising - Learning to say thank you

In the United Kingdom, Charities Aid Foundation (CAF) data suggest that grant-making trusts are currently responsible for supplying over 13 per cent of an ‘average’ charity's income (approximately four times the amount committed by corporate donors). Remarkably however, very little is known about the behaviour of such organisations and the contact strategies that are used by charities to solicit their support. This paper reviews the findings of a postal survey of 350 grant-making trusts and identifies the criteria most commonly used to perform an initial sift of proposals and to develop a final short list to appraise for support or rejection. The findings clearly show that charity applications to trusts have increased dramatically over the past three years. Regrettably however, trusts perceive that there has been an accompanying decline in the standards of application being made. Trusts report that they are now frequently subjected to ill-considered ‘blanket’ mailings from charities that often take no account of the specific aims and objectives of the trust. In general, the research also identified that applicants appeared to have undertaken very little research prior to submission of their application and if successful, would be unlikely to thank the trustees, nor to indicate what had been achieved as a result of their generosity.     

Organisational practices and the post‐retirement employment experience of older workers

This study compared people aged 50 to 65 who had retired and returned to work (n = 90), who remained in their career jobs (n = 198), and who retired and remained out of the workforce (n = 321). The significant differences between post‐retirement and career employment were associated with the HR practices within organisations and were not related to the characteristics of the organisations in which post‐retirement and career jobs were found. The HR practices were rated as especially important in influencing the decision of retirees to return to work. The findings suggest that people in post‐retirement jobs are drawn to organisations that provide HR practices tailored to the needs and desires of older workers. The results also indicate that if employers expect to address labour shortages by encouraging retirees back into the workforce, they are going to have to implement those HR practices that are important to this group.     

Forecast Summary

With electoral uncertainties removed, we are forecasting four years of steady growth combined with low inflation, broad balance on the current account and a gradual reduction in unemployment. The short-term outlook is more encouraging and 1987 is expected to be an above average year. Output is forecast to rise 3–31/2 per cent, inflation is back down to 31/2 per cent by the end of the year, the current account is in surplus and unemployment falls by over 200,000.     

The deployment of temporary production workers in assembly operations: a case study of the hidden costs of learning and forgetting

The dynamics of workforce skill levels has a considerable impact on plant-level performance that is commonly overlooked by managers of manufacturing operations. In this study, we present a discrete event simulation model inspired by and validated in an actual manufacturing setting that includes short product life cycles, mid-volume production quantities, and a production environment consisting of assembly, inspection and testing.The effect of worker skill dynamics is analyzed using a factorial experimental design that contrasts the use of temporary versus permanent workers on manufacturing cost performance. The manufacturing costs assessed include labor, inspection and testing. The cost of reworking a defect is captured as an increase in the labor consumption. Materials costs are not assessed. At the core of the analysis, it is assumed that temporary workers have relatively less skill and therefore have higher average production times, higher average defect rates associated with their assembly activity, and lower rates of learning. In addition, the variance of the production time is higher for the temporary workers. Despite these indicators of performance problems, temporary workers may be used because of the considerably lower wage rate compared to permanent employees.Our in-depth case analyses shows that assigning skilled permanent workers to upstream build operations was superior to other policies deploying temporary workers, regardless of lot size or product complexity. Attesting to the importance of the labor mix component of manufacturing strategy, workforce deployment policies tended to dominate product switching frequency (a proxy variable for lot size and product mix) in impacting costs.     

Foundation funding of grassroots organisations

According to grassroots scholar David Horton Smith, there are 7.5 million grassroots associations in the USA (compared to two million paid staff nonprofits). He states, ‘Associational participation is a major engine of democratic participation.’ J. Craig Jenkins and Abigail Halcli found that foundations commit only 0.2 per cent of all their grants for indigenous social movement organisations. The Foundation Center collects no statistics concerning foundation funding of grassroots organisations. Why do grassroots organisations not receive more foundation money? What could foundations do differently to get more money into their hands? And what could grassroots organisations do differently to obtain more foundation money? These are the central questions addressed in this study. To obtain answers to these questions, 48 people were interviewed by telephone: 26 grassroots organisation leaders and 22 foundation executives. The findings in this study defy easy summary. Contrary to the author's expectations, there is often great harmony between grassroots leaders and foundation officials. Frequently, the interviewees, whether grassroots or foundation types, speak of or allude to ‘partnerships’. This is true even when most grassroots leaders blame foundations for the fact that they do not receive any or enough money. Another key finding is that foundation officials believe that different social class between themselves and grassroots organisations is crucial to the minimal funding of grassroots organisations. Yet almost no grassroots leaders mentioned this as a factor. Perhaps the most salient fact that comes through, is that the foundations that regularly fund grassroots organisations have great knowledge and sympathy for these organisations, and that other funders who might want to enter into such funding would be well advised to seek their counsel. By the same token, the grassroots organisations which have done well with foundation funding feel quite comfortable with the foundations, and those other grassroots leaders who might want to obtain foundation funding should seek out their successful brothers and sisters. The particular value of this qualitative study is the way in which it divulges the great diversity of interactions between grassroots and foundation leaders. Copyright © 2002 Henry Stewart Publications     

Government Popularity and the Economic Cycle

In June 1987 the Conservatives under Mrs. Thatcher were re-elected with a majority of over 100 seats against Labour. They received 42.3 per cent of the total vote, the size of the majority owing much to the significant number of votes received by third parties. But it is also believed that the Conservatives' share of the vote, unchanged from 1983, reflected the performance of the macro economy. In the four years of Mrs. Thatcher's second term, output rose more than 3 per cent a year and by the time of the election inflation was below 1 per cent, interest rates were under 10 per cent, and unemployment had come back below 3 million. If Mrs. Thatcher and her Cabinet colleagues had planned an economic strategy for the next four (or five) years in order to be in a strong position to win a fourth term of office, it might have included the following factors: output growth of 2–3 per cent a year; inflation staying around 1 per cent; interest rates of 10 per cent or thereabouts; unemployment down further from the near-3 million mark of June 1987. On our current forecast, that is, with the exception of output, the economic record of the Conservatives' third (Thatcher/Major) term. Yet the Conservatives have been running neck and neck with Labour in tile opinion polls and, barring unforeseen developments, the coming election will be extremely close, with the possibility still of either a small Conservative majority or a small Labour majority or even a hung Parliament. Why is it that, against the background of a similar economic performance in aggregate, the Conservatives have lost popularity? The arguments are complex and a full explanation would include the introduction of the community charge arid the fall of Mrs. Thatcher herself. But the economy is part of the explanation. The economic literature on Government popularity examines the state of a number of economic variables at the time of the election. At its most extreme, some believe that all a Government has to do to be re-elected is deliver a low mortgage rate in time for the election. Other analysts have explained Government popularity in a simple regression framework, with a lagged dependent variable to capture sluggish adjustment. A weakness of this research is that it implicitly believes all the Government has to do is to ‘get it right on the night’. As long as the economy falls into place by the time of the election, re-election is certain. This implies that the electorate both forgets and forgives, and is indifferent to the course of the economy in the previous three or four years. But it cannot be the case that the electorate evaluates only the average performance of the economy over the lifetime of a Parliament or even the most recent developments. As in any simple utility maximisation problem, it is not just the mean of the distribution that counts but also its variance. In other words the combination of late 1980s' boom and early 1990s' recession counts against the Government in a way that four or five years of steady progress would not have done. If this is correct, it may not be sufficient for the Government to deliver low inflation and interest rates and some recovery in output in time for the election; it may simply be that the electorate remains unforgiving of a five-year track record of boom and bust.     

Translating socially responsible workforce reduction—A longitudinal study of workforce reduction in a Swedish company

This article seeks to add to our understanding of the significance and impact of processes of translation in the context of socially responsible workforce reduction. Abandoning the tendency among researchers and policy-makers to regard socially responsible workforce reduction as a stable feature or model that can be passed on and implemented in any organisation regardless of the local context, it will be claimed here that any attempt to understand what socially responsible workforce reduction means in practice must take account of the context in which it occurs and the processes whereby new ideas are imitated and translated by local actors. This claim will be supported by field data from a large Swedish company that has been undergoing extensive restructuring since the beginning of the 1990s. The implications of the article highlight the need for researchers to take account of the way workforce reduction practices are connected over time and to consider the space for translation available to local actors when it comes to defining the meaning of socially responsible workforce reduction in their own local context. The paper also contributes to our understanding of the interrelationship between the translation of such ideas and the processes of institutionalisation.     

Managing organisational culture: insights from the hospitality industry

Despite the widespread criticism of the culture management approach by respected academics, recent surveys indicate that managers are continuing to engage in planned cultural interventions. Indeed, reports demonstrate that managing organisational culture is one of the most popular forms of managerial intervention, with one survey concluding that over 90 per cent of organisations engage in planned cultural change. This study describes and analyses organisational culture interventions in four companies within a single industry. It argues that the conceptualisation of organisational culture and culture change should be differentiated in ways that recognise the significance of contextual factors. It presents an analysis of interventions in the hospitality industry and delineates four insights from this sector that are pertinent to the theory and practice of managing cultural change.     

The US Recession

In the last five months US industrial production has fallen 71/2 per cent, while GNP fell by over 2 per cent in the second quarter. In April, when the latest figures were indicating that industrial production had fallen 1 per cent in February-March, President Carter admitted that the economy was "probably now in recession", with the qualification that it would be "mild and short". This was followed almost immediately by the news that the index of leading indicators had recorded its largest ever fall in April, and, from President Carter, the admission that recession had come to the US "quicker and steeper than we thought" and that the outlook looked "serious". Subsequently the fall in industrial production has gathered pace and in the last three months alone output has fallen by nearly 7 per cent. In the recession of the mid-19 70s industrial production fell by over 15 per cent in the space of six months, from September 1974 to March 1975. Over a rather longer period from the end of 1973 to March 1975 GNP registered a fall of over 5 per cent most of which was concentrated in the latter six months. In this Forecast Release we examine the cyclical behaviour of the US economy and, by comparing the recent experience with that of 1974-75, attempt to throw some light on the likely extent and depth of the current recession. As in our Forecast Release of May we remain of the opinion that the recession is unlikely to be either "mild"or "short"     

THE 1981 BUDGET

In this Forecast Release we examine the short-term prospects for the UK economy in the light of the Budget and other developments. Compared with our February forecast the Budget has raised taxes by about £2 bn but it has also increased public expenditure by a similar amount The net effect on the PSBR, compared with our February forecast, is therefore small, especially if the Treasury's estimates for nationalised industry profits and/or public sector wages prove over-optimistic. We therefore believe that the outturn for the PSBR in 1981-82 could be close to the figure of £12 bn presented in our last forecast.
We also believe that the prospects for output and inflation are little changed The Budget by itself will have raised prices by about 1 per cent compared with our previous forecast but because we had probably over-estimated indirect tax receipts, the net effect on prices is small For output, the likely reduction in consumers' expenditure is more or less offset by higher public spending. We continue to expect a fall in output between 1980 and 1981 of 1–11/2 per cent, inflation during the year at about 10 per cent, a current account surplus of £3 bn, monetary growth of 8 to 9 per cent and a PSBR of £12 bn.     

Economic Viewpoint Bringing Counter-Inflation Policy Back on Course

There is no doubt that the monetary limit for the first year of the Government's Medium-Term Financial Strategy will be grossly exceeded, The reported figure for sterling M3 is likely to show a growth of 16 per cent to 18 per cent for the financial year compared with the upper limit of 11 per cent. This is a setback for the government's counter-inflationary policy but not a disaster. The likely overshoot can be largely (but not completely) explained by the removal of the Bank of England's Supplementary Special Deposits Scheme (the corset). Its significance is best understood if we re-examine monetary history since June 1978. (when the corset was imposed). A reasonable interpretation is that the money supply has effectively been growing at an annual rate of 15 to 16 per cent for the past three years (Details are shown in Table 4 on p. 12.) In retrospect it can be said that last year's monetary policy (but not that of the previous two years) was defensible in the light of the shock to prices caused by the oil price rise and the increase in VAT. We did in fact argue in Economic Outlook of June/July 1979 (“Price Shocks and the Economy”) that if the UK'S past record of monetary control had been better we would advocate a relaxation of monetary policy to accommodate these shocks. In the event monetary policy was relaxed (albeit unintentionally) and the squeeze on the real money supply was less severe than appeared at the time. However, there must be a steady reduction in monetary growth from now onwards if the government is to maintain its current progress in reducing inflation. We believe that such a policy is feasible and will be successful However the government must stick to the fiscal policy set out in the Medium Term Financial Strategy (MTFS). Our preliminary estimates suggest that, if Current public expenditure plans are fulfilled, there may be little or no scope for a reduction in personal taxation in 1981-82. Further ahead, the danger point, on past experience, will be 1983 when the economy should be on a strong path of recovery and inflation should be well below current rates. That is the point at which upward pressures on the money supply are likely to reappear and will have to be resisted     

Forecast Summary

Although hard evidence of recovery is still elusive, our forecast indicates that the trough of the recession occurred in the second quarter and that output fell 4 per cent peak-to-trough. We estimate that GDP rose 112 per cent in the third quarter - though only because of a rebound in North Sea oil production - and that for 1991 CIS a whole it will be 2 per cent down on 1990 levels. Next year GDP is forecast to rise 2 per cent but it is not until 1993 that the 1990 output peak is passed. Unemployment therefore still has a considerable way to rise - to a peak of 2.8 million in 1993. In the first year of full EMS membership, the economy has made an accelerated transition to European levels of inflation. Against a background of modest growth, it should be possible to consolidate this progress and we expect retail price inflation to average little more than 3 per cent over the next four years. Similar rapid progress has been achieved on the balance of payments where there is a trade surplus on manufactured goods for the first time since 1982. Here, however, we are less confident that the reduction in the trade gap can be sustained. In the recovery phase we expect imports to rise more rapidly than exports with the result that the current account deficit rises from £6bn this year to £8bn in 1992 and £10bn-£12bn in 1993-5.     

Forecast Summary

The outlook is conditioned by our assumption that sterling enters the ERM, probably in the autumn, at a central DM parity not very different from the current rate and that this exchange rate is held over the medium term. Fiscal and monetary policy have to be made consistent with a stable pound, which rules out tax cuts and restricts the fall in base rates to 12 per cent. The benefits of the ERM are to be seen in a reduction in the underlying rate of inflation to below 5 per cent by 1992. But ERM participation is not costless. The downside is four years of output growth averaging below 2 per cent and higher unemployment. The ERM offers the possibility of low inflation and steady growth in the second half of the 1990s: it is not a 'quick fix' for the current problems facing the UK economy.     

Labour Demand,Flexible Contracts and Financial Factors: Firm‐Level Evidence from Spain*

We estimate models of labour demand for a panel of 3,400 Spanish manufacturing firms over the period 1985–2001. We examine the roles of fixed‐term contracts, financial factors and a policy reform in 1997 affecting permanent contracts by lowering payroll taxes and dismissal costs. Compared with permanent employment, the demand for flexible labour displays: (i) greater sensitivity to financial factors; (ii) greater cyclical sensitivity; (iii) a larger average wage elasticity; and (iv) less inertia. Our analysis of the 1997 policy reform suggests that a 5 percentage point reduction in the payroll tax is associated with an 8% increase in permanent labour demand.