Peter Cressey

University of Bath | UB · Department of Social and Policy Sciences

This article illustrates how advice services create diverse public values within welfare reform. It develops a social impact framework using public value, realism, and complexity literature. Starting from a social return on investment study of advice, qualitative interviews are analysed with twenty-two clients, who sought advice for welfare benefit...

This easy to read booklet provides insights into SIMPACT's main findings, 1. The Economic Dimensions of SI 2. Towards a Typology of SI 3. Towards Sustainable SI Business Models 4. A Conducive Environment for SI - Regional Innovation Ecosystem 5. Spread and Diffusion of SI 6. How Policy can Stimulate, Resource and Sustain SI 7. Measuring SI - Tool...

Social innovations «meet social needs», are «good for society» and «enhance society's capacity to act». But what does their rising importance tell us about the current state of public policy in Europe and its effectiveness in achieving social and economic goals? Some might see social innovation as a critique of public intervention, filling the gaps...

Extensive work has been focussed on developing and analysing different performance and quality measures in health services. However less has been published on how practitioners understand and assess performance and the quality of care in routine practice. This paper explores how health service staff understand and assess their own performance and q...

This paper takes another look at the concept of employee participation in European Workplaces. It does so by combining a review of the research literature and case study material to describe contemporary practice inside enterprises, and documents the variety and differentiated forms of workplace social dialogue that exist. That review and research...

What happens in the workplace has enormous social as well as economic implications. Workplace innovation is the process through which “win-win” approaches to work organisation are formulated – good for the sustainable competitiveness of the enterprise and good for the well-being of employees. Workplace innovation is also an inherently social proces...

There has been a major bifurcation in the level and form of social dialogue between employers and unions within the EU. The intersectoral and sectoral social dialogue launched by the Val Duchesse process in 1985 now runs in parallel with domestic forms that are merely reacting to agendas established by the Commission and the Council. This article,...

Why is it that productive reflection has emerged now? This chapter traces the background to the rise of productive reflection and examines its characteristics. In the first part of the chapter it locates an explanation in the changing face of work and production practices. The discussion focuses on the movements from stable to fluid occupation grou...

This book is an accessible entry point into the theory and practice of work reflection for students and practitioners. Taking a cross-disciplinary approach, it covers management, education, organizational psychology and sociology, drawing on examples from Europe, the Middle East, North America and Australia. It traces reflection at work from an emp...

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This paper, based on a publication entitled Facing up to the Learning Organisation Challenge, published in April 2003, provides an overview of the main questions emerging from recent European research projects related to the topic of the learning organisation. The rationale for focusing on this topic is the belief that the European Union goals rela...

Source: (2003) Nyhan B, Kelleher m, Cressey P and Poell R. Facing up to the Learning Organisational challenge: Selected European Writing. Volume 2. PP 92-105. CEDEFOP Thessaloniki.

This paper investigates the reasons for and implications of the recent merger between three of the largest unions in the retail finance sector, creating UNIFI. Recent union mergers have been explained by environmental changes adversely affecting membership and finances. These prompt leaders to consider merger as an appropriate organizational soluti...

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Presents and discusses findings from a major study of changing employment practices in UK banking. Uses case studies to explore different patterns of reaction to a fast and radically changing business environment. Addresses important questions including the nature of the changes to human resource management practices, the extent and depth of these...

After some fallow years there has recently been something of a revival of interest at the European Community level in the area of worker involvement and reform of corporate industrial relations structures. This revival, however, has highlighted the continuing fundamental difference of approach within the European Community about how social policy a...

Gregor Gall’s response to our article on the recent interactions between employment, technology and industrial relations in banking provides an interesting additional discussion of the development of trade union activity over recent decades in this sector. However, much of his fire is directed towards targets at which we did not originally aim, as...

Employment in UK retail banking has begun to decline as all the major institutions shed workers. Technological, organizational and market-driven reasons for the job losses in the major clearing banks are discussed. Irrevocable long-term changes in employers' industrial relations and human resource strategies are identified as necessary accompanimen...

The results of a survey of some 230 West German subsidiaries currently operating in Britain are analysed. The issues examined include the extent of non-union status, the existence of a personnel manager, and the nature of employee involvement arrangements. A major finding is that fully three-quarters of the respondents are non-union organisations,...

The bargaining structure in the Clearing Banks has changed from being highly centralised, to individual company bargaining with considerable divergence in remuneration, staff usage and job evaluation policies.

‘There has never been such complete democracy in the management of industrial establishments as exists in our shops.’ F.W. Taylor [1]

Knowledge Transfer Partnerships are designed to encourage joint working between universities and organisations to address areas of strategic concern to the organisation. An Associate works within the organisation; conducting applied research designed to produce specific solutions to organisational issues. A Knowledge Transfer Partnership between Ba...