A labor relations research agenda for health care settings

Inadequate attention has been given to labor-management relations in health care organizations. Bacause of the labor-intensive nature of health care and the great dependence on human resources, health services researchers should place greater emphasis on labor-management issues. This article develops a framework and suggests methodologies for examining labor relations in health care organizations. Specifically, six cirtical issues are suggested for attention by researchers: (1) the quality of the union-management relationship; (2) union organizing drives; (3) collective bargaining and contract negotiations; (4) impasse resolution; (5) contract administration and grievance handling; and (6) labor-management cooperation. These areas of research have been dominated by industrial relations researchers who have focused primarily on the manufacturing sector. Given cost containment and competitive pressures, it is timely to bridge the gap between the health services research community and the accumulating body of knowledge in industrial relations.     

Effectiveness of Budgetary Entities

This paper acquaints readers with the practice of effectiveness evaluation in the public sector. The purpose of this paper is to study performance measurement according to the changes in public sector reform by focusing on performance-based budgeting in Russia. This paper suggests that the construction process of performance measurement should be aligned with outputs and outcomes of budget policy. The main research materials for this paper are based on data from a survey and follow-up interviews of budgetary managers and accountants. The survey result sets priorities and weighted some indicators to the measurement of effectiveness in the public sector. The data of this study were not large, but the study led to understanding how effectiveness is seen by budgetary managers and how measurement systems should be structured. Texts and contents from different sources such as financial annual reports and budgetary entities＇ websites provided insightful and interesting findings.     

Considering grievance mediation

This article uses a public sector case study and a review of the social science literature on disputing processes to question assumptions made by labor relations advocates of grievance mediation. The author argues that labor policy on alternative grievance resolution processes cannot be adequately made without consideration of the specific labor-management relationship within its social context. A model is proposed to assist parties considering grievance mediation by making the social context more explicit.     

A Dawn of Convergence?: Third sector policy regimes in the ‘Anglo-Saxon’ cluster

Abstract

Since the 2008 financial crisis, the third sector policy and regulatory regimes in the ‘Anglo-Saxon cluster’ have been subject to considerable policy churn. Comparing the reforms in the ‘meta-policies,’ regulations and financing in England, US, Canada and Australia, this analysis identifies both significant policy convergence and divergence. A new ideational landscape has emerged that is dominated by a focus on transparency, impact and social innovation. Convergence is not the whole story, however. In particular, the overarching meta-policies are absent, increasingly weak or divisive, suggesting a future characterized by the sporadic intervention of parochial politics and the likelihood of increased difference.     

An alternative employee rights paradigm: Labor process theory

A dialectical relationship exists between the capitalist desire for accumulation of wealth and profits, and the rights of employees. Labor process theory exposes facets of the fundamental incongruity between the interests of employers and workers in a capitalist political economy. An analysis of employee rights through the labor process framework facilitates the potential for human emancipation by illuminating the ideological, political, and economic sources of domination and repression that are embedded in the capitalist system. In this article, three core elements of labor process theory—the social relations of production, the managerial control imperative, and the restructuring of work—are used to highlight ways in which organizations maintain their hegemonic position. This exposé offers the basis for an alternative paradigmatic view of the employment relationship and informs our thinking of how employee rights are impacted, and often tempered, in work organizations. Portions of this article were presented by both authors at the 12th Annual International Labour Process Conference March, 1994 in Birmingham, England.     

浅析管理沟通在员工关系管理中的作用及应用

现代社会中较物质资本而言,人力资本在经济活动中更活跃更具发展特性,从而使其成为现代经济增长的主要因素,甚至是首要因素。随着企业竞争的日益激烈,如何留住、用好人才,已成为人力资源管理面临的重大挑战。由此员工关系管理的重要性和必要性越来越凸显出来,在一定程度上,我们甚至可以说员工关系管理的和谐与否决定着企业经营的成败。     

Patterns of labor-management cooperation

This article analyzes six long-term labor-management cooperative relationships, based on lengthy field research, extensive, in-depth interviews with key labor and management officials, and the author's review and evaluation of labor agreements and other documents related to the individual relationships. Key internal and/or external events that helped energize the cooperative relationships are examined and important principles found to be necessary to maintain the relationships are identified and illustrated. Based on this research, conclusions are presented that suggest patterns that practitioners might implement to develop a more mutually beneficial and productive relationship.     

New Technology in Unionized Firms: Advantages of Mandatory Bargaining

U.S. Labor Law currently allows employers whose work forces are unionized to introduce new technologies without bargaining over the decision to do so. This forces unions to adopt inefficient strategies when negotiating collective bargaining agreements in an effort to minimize the impact of technological change on their members. Allowing unions to bargain over the decision to introduce new technologies would obviate their having to resort to these inefficient strategies. In addition, it might increase the likelihood of employees suggesting alterations in production processes that would increase the rate of technological change. For these reasons, this article advocates amending U.S. labor law to require employers to bargain over the introduction of new technologies.     

高校应全面开展公共关系教育

提高大学生的综合素质是高校自身发展的需要,是社会发展的必然要求。公关教育思想能够敦促大学生自觉加强专业知识与技能的学习,提高大学生的形象意识、人际技能、合作精神,公关教学能够进一步完善学生的知识结构,帮助学生顺利走上社会,从而有助于塑造学校的良好形象。     

基于东航事件的企业公关危机管理体系构建

纷扰一时的东航返航事件,最终以巨额赔款,企业形象受损而告终。这起被称为空难的公关危机事件,恰如一枚多棱镜,折射出企业公关危机管理的诸多问题。东航事件为我们研究企业公关危机管理提供了很好的研究材料。本文基于公关危机管理的系统理论,以东航事件为例,着重分析企业公关危机管理存在的问题,并针对我国企业公关危机管理存在的缺陷,探讨如何从公关危机理念与文化塑造、公关危机管理的组织与制度保障、公关危机的管理与执行三方面来构建适合我国企业的全面系统的公关危机管理体系。