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Quality in Labor Market and Labor Relations as a Strategical Administration Aim
Abstract
Nowadays, quality has become a concept not only used to evaluate the economic life but is also used to assess social and corporate life. The need to adapt to qualitative changes in product and service markets affects workforce market as much as quantitative changes. Workforce market is under quantitative effect of workforce cost reduction pressure, which trivializes workforce in respect to funds, and qualitative effect of the pressure to increase workforce quality, which increases related to creating innovations and innovative thinking. In this context, it is known that the flexibility in payment and hour of work to increase participation in workforce market and workforce productivity causes problems like wages inequality and discrimination. Demands for increasing product and production process quality causes changes both in the area of individual and collective work relations, and role of the government. It is observed all the applications toward increasing quality of product and production process do not affect work-life quality similarly so that it is vital to have a strategic management.
In the context of diversification of characteristics and conditions of employment, qualitative parameters of labor market development are recognized by international organizations as a priority, which is reflected in numerous conceptions (for example, decent work) and methodological approaches – both scientific and institutional (research on the quality of work, quality of employment). Quality assessment is based on analytical approaches, the implementation of which in Ukraine faces a number of difficulties: lack of information support, no uniform approaches to assessment, insufficient methodical elaboration of a complex category of quality within the framework of qualiology and qualimetry. To overcome these gaps in the study, it is proposed to apply factor analysis (main components, with the rotation of solutions of factors), while using the information obtained as a result of processing microdata files of surveys on the labor force of the regions of Ukraine. The inclusion of qualitative features of the labor market development (gender parity, opportunities to combine work and family responsibilities, guarantees of formal employment, decent wages and acceptable working hours, in particular for persons with a high level of education, and others) in the factor analysis allows to identify problem processes that have the greatest impact on the formation of the quality of the labor market. The results of the calculations indicate the decisive influence of the existing deprivations on the formation of the quality of the labor market in Ukraine. The deprivations refer to compliance with decent wages and the existence of informal employment, including among people with higher education, opportunities for economic activity, as well as gender restrictions in the labor market. The problem of acceptable working hours, in particular for married women, is also significant. Such results should be taken into account when developing a policy of labor market regulation in the context of Ukraine’s post-war recovery, aimed at forming a qualitative maturity of the labor market.
This study examined changes in union and organizational commitment after the implementation of a joint union-management quality-of-worklife (QWL) program. The results indicated that company commitment increased only when participants perceived the QWL effort as successful, but union commitment increased irrespective of the perception of QWL success. The purpose of the present investigation was to advance understanding of the influence of participation in a quality-of-work-life (QWL) endeavor on both company and union commitment. Although there are many definitions of QWL, there is agreement that in unionized organizations, QWL refers to a cooperative effort on the part of union and management representatives to involve employees in the day-to-day decision-making process at work. Such union-management efforts can affect both the company- and union-related attitudes of participants. Commitment to a company and a union have been demonstrated to represent identical psychological constructs with conceptually similar antecedents and outcomes (Thacker, Fields, & Barclay, 1990). Participation, for example, is an antecedent of both company and union commitment. However, given obvious organizational differences, the operational definition of participation is different in company and union settings; in a company context, it is participation in work decisions, but in a union context, members' interaction with union officers and the latter's responsiveness to member demands are key. Evidence from the dual commitment literature (Magenau, Martin, & Peterson, 1988; Thacker & Rosen, 1986) suggests that company and union commitment are not substantially correlated and are independent of each other. Given that companies and unions have different missions and goals as organizations, logic dictates that an organizational intervention would affect the two differently. This study tested two hypotheses regarding changes in company and union commitment after the implementation of a joint union-management QWL process. We predicted that in a QWL effort,
Convention theory helps refine our understanding of the governance of global value chains through its analysis of ‘quality’. In this article, it is argued that global value chains are becoming increasingly ‘buyer-driven’, even though they are characterized by ‘hands-off’ forms of co-ordination between ‘lead firms’ and their immediate suppliers. This is because lead firms have been able to embed complex quality information into widely accepted standards and codification and certification procedures. As suggested by convention theory, their success in doing so has depended on defining and managing value chain-specific quality attributes that are attuned to broader narratives about quality that circulate within society more generally.
This article presents a test of the relationship between organizational culture and customer satisfaction using business-unit data from two different companies. The first study examines 32 regional markets of a residential home-building company and the second study examines 148 automobile dealerships. The Denison Organizational Culture Survey (DOCS) is used to measure organizational culture, while customer satisfaction data were collected from customers themselves by independent third parties. With a few exceptions, the culture measures related significantly to customer satisfaction, explaining 28% of the variance for the home-building markets and 11 – 28% of the variance for the auto dealerships.
A new measure of QWL was developed based on need satisfaction and spillover theories. The measure was designed to capture the extent to which the work environment, job requirements, supervisory behavior, and ancillary programs in an organization are perceived to meet the needs of an employee. We identified seven major needs, each having several dimensions. These are: (a) health and safety needs (protection from ill health and injury at work and outside of work, and enhancement of good health), (b) economic and family needs (pay, job security, and other family needs), (c) social needs (collegiality at work and leisure time off work), (d) esteem needs (recognition and appreciation of work within the organization and outside the organization), (e) actualization needs (realization of one's potential within the organization and as a professional), (f) knowledge needs (learning to enhance job and professional skills), and (g) aesthetic needs (creativity at work as well as personal creativity and general aesthetics). The measure's convergent and discriminant validities were tested and the data provided support to the construct validity of the QWL measure. Furthermore, the measure's nomological (predictive) validity was tested through hypotheses deduced from spillover theory. Three studies were conducted – two studies using university employees and the third using accounting firms. The results from the pooled sample provided support for the hypotheses and thus lent some support to the nomological validity to the new measure.
The business case for work-life balance practices, as espoused by many organizations, rests on attracting better applicants and reducing work-life conflict among existing employees in order to enhance organizational performance. This review of the literature provides some evidence for the claim regarding recruitment, but there is insufficient evidence to support the notion that work-life practices enhance performance by means of reduced work-life conflict. We suggest that the business case may therefore need to be modified to reflect the number of additional routes by which work-life balance practices can influence organizational performance, including enhanced social exchange processes, increased cost savings, improved productivity, and reduced turnover. The impact of these processes may, however, be moderated by a number of factors, including national context, job level, and managerial support. The importance of further research into the effects of these practices is discussed.
Purpose
This study attempts to analyze the structure of work commitment by delineating and classifying the content areas that constitute the conceptual space of the work commitment domain.
Design/methodology/approach
Building on the work commitment literature, the present study considers the identified forms of work commitment, but goes beyond these forms to explore a basic conceptual structure of the domain.
Findings
The findings indicated that multiple commitment measures provide more comprehensive information concerning individuals' work commitment than a single general measure. Specifically, facet analysis provides an important tool for researchers to understand the structure of work commitment.
Originality/value
The multifaceted approach employed in this study enabled the designing and empirical testing of a structural definitional framework of work commitment, which despite growing interest, lacks such a definition. Only two of the three possible facets were examined. Future research may use the complete definitional framework in order to systematically develop an empirical tool that will represent all three facets and their elements.
The aim of this study was to determine the level and relationship between qualities of worklife (QWL) with career-related variables. The sample consists of 475 executives from the electrical andelectronics industry in the free trade zones in Malaysia for both the multinational corporations (MNCs)and the small-medium industries (SMIs). The selection of respondents using stratified randomsampling technique involves a complete list of industrial firms registered with Malaysian IndustrialDevelopment Authority (MIDA). Construct validity and discriminant validity were conducted on theinstruments. Three exogenous variables were studied. The result indicates that the three exogenousvariables are significant: career satisfaction, career achievement and career balance with 63% of thevariance in QWL. The respondents appeared to be satisfied in respect to the level of QWL (49.5%),career achievement (70.3%), career satisfaction (63.8%), but less so for career balance (36.6%). Thesefindings contribute to an understanding of ways by top management in attempts to attain a career fitbetween the needs of the employees and the needs of the organization. The role QWL plays inorganizations is an understudied issue. The present study opens an avenue for more studies in thisdirection.
In the wake of globalisation, certain ILO Conventions have assumed greater prominence in recent years. This paper focuses on ILO principles related to trade union rights and collective bargaining embodied in ILO Conventions No. 87 and No. 98. It is argued that some countries have enacted legislation and tolerated industrial behaviour incompatible with these standards. In the absence of effective international enforcement powers, governments in some countries have ignored the requests of the ILO for adherence to its principles with impunity. This issue is discussed in connection primarily with recent Australian experience and with brief observations on that of a number of English-speaking countries. The policy and practices of these countries on Conventions 87 and 98 are contrasted with those of the continental EU countries. Finally, the question is raised as to whether some of the ILO?s principles underlying these Conventions need to be re-examined.
This article argues that flexible knowledge (and thus continuous education) has the potential to out-date employment protection versus new forms of works as the touchstone of labour law discourse in the Knowledge Society. Hitherto labour law discourse has usually focused on labour market segmentation in terms of a core group of permanently employed workers and more peripheral groups of workers in atypical employment. However, recent Swedish labour market statistics show that employability in terms of qualification appears to be the crucial quality, regardless of mode of employment, when it comes to the risk for the individual of being subjected to unfavourable labour conditions, transfers and unemployment. This implies new challenges to labour law. Legally defined or negotiated rights to education and training is an important way forward. It is argued that while such rights as part of employment protection schemes seem to imply a strengthening of employer prerogatives as regards the functional flexibility dimension, a right to education and training as part of more general conditions of employment may work to the 'empowerment' of individual employees. What we need is 'a normative shift' as regards the employer's obligation, from an obligation to guarantee continued employment to an obligation to guarantee continued employability.
The process of Europeanisation of industrial relations has emerged as a key trend in the European Union since the ratification of the Treaty of Maastricht. Social dialogue has been fostered, new directives in the field of social policy have been issued, the sectoral social dialogue has been strengthened, and new governance methods are slowly emerging. Quality and benchmarking aspects have entered into the European discussion, first in the field of employment policy, then in working conditions issues.
The present report seeks to evaluate the quality of European industrial relations in a global context based on the existing literature. The report identifies certain quality criteria for assessing the effectiveness of European industrial relations and engages in benchmarking the European industrial relation systems against those of Japan, the Unites States, Russia and the Candidate Countries.
A new edition of a book that details the system of transformation underlying the 14 Points for Management presented in Deming's Out of the Crisis.
It would be better if everyone would work together as a system, with the aim for everybody to win. What we need is cooperation and transformation to a new style of management.”
—from The New Economics for Industry, Government, Education
In this book, W. Edwards Deming details the system of transformation that underlies the 14 Points for Management presented in Out of the Crisis. The Deming System of Profound Knowledge, as it is called, consists of four parts: appreciation for a system, knowledge about variation, theory of knowledge, and psychology. Describing the prevailing management style as a prison, Deming shows applying the System of Profound Knowledge increases productivity, quality, and people's joy in work and joy in learning. Another outcome is short-term and long-term success in the market. Indicative of Deming's philosophy is his advice to abolish performance reviews on the job, to look deeper than spreadsheets for opportunities, and even to rethink how we teach and manage our schools. Moreover, Deming's method enables organizations to make accurate predictions, which is a valuable tool in today's uncertain economic climate.
This third edition features a new chapter (written by business consultant and Deming expert Kelly L. Allan) that explains the relevance of Deming's management method, and case studies from organizations that have adopted Deming's System of Profound Knowledge, and offers guidance on how organizations can effectively “do Deming.”
Purpose of review:
Circular RNAs are highly expressed in the brain, accumulate with ageing and may play important functional roles. Hence, their role in age-related neurodegenerative diseases, including Alzheimer's disease and Parkinson's disease, is under active investigation. This review provides an overview of our current knowledge regarding the roles of circular RNAs in Alzheimer's disease and Parkinson's disease.
Recent findings:
More studies have examined Alzheimer's disease than Parkinson's disease. Circular RNA 7 (ciRS-7) has been implicated in both diseases and may play a causative pathological role in at least Alzheimer's disease. The identification of circular RNA interaction networks is a primary focus. However, different analysis pipelines can generate quite disparate results, hence bioinformatically identified candidate circular RNAs require experimental and functional validation.
Summary:
Although this field of research is in its infancy, rapid advances holds promise for identifying circular RNAs that are important in neurodegenerative diseases. CiRS-7 is a promising candidate for further examination. More studies are required focussing not only on Alzheimer's disease and Parkinson's disease but also on other neurodegenerative diseases. Whether circular RNAs can be used to inform diagnostic, prognostic and therapeutic strategies for age-related neurodegenerative disease remains unclear.
Neoliberalism, stemming from the musings of the Mont Pelerin Society after the Second World War, meant a model of liberalization, commodification, individualism, the privatization of social policy as well as production, and – least appreciated – the systematic dismantling of institutions and mechanisms of social solidarity. From the late 1970s onwards, it meant the painful construction of a global market system, in which the globalization era was the disembedded phase of the Global Transformation, analogous to a similar phase in Karl Polanyi’s Great Transformation. In both cases, the disembedded phase was dominated by financial capital, generating chronic insecurities and inequalities. But whereas Polanyi was analysing the construction of national markets, the Global Transformation is about the painful construction of a global market system.
One consequence has been the emergence of a global class structure superimposed on national structures. In order to move towards a re-embedded phase, it is essential to understand the character of the class fragmentation, and to conceptualize the emerging mass class-in-the-making, the precariat. This is a controversial concept, largely because traditional Marxists dispute its class character. However, it is analytically valuable to differentiate it, since it has distinctive relations of production, relations of distribution and relations to the state. It is still a class-in-the-making rather than a class-for-itself. But it is the new dangerous class because it is a force for transformation, rejecting both labourist social democracy and neoliberalism. It has a distinctive consciousness, although it is this that holds it back from being sufficiently a class-for-itself. It is still divided, being at war with itself. However, it has moved out of its primitive rebel phase, and in the city squares around the world is setting a new progressive agenda based on its insecurities and aspirations.
A brief overview of work organization from pre-industrial times to today is presented. The importance of lean production and just-in-time inventory (JIT) as high performance work organization techniques in manufacturing assembly operations is highlighted as important business strategies for firms competing in the global auto industry. Lean production and JIT strategies, when properly implemented, positively impact the need for manufacturing flexibility and customer demands for high quality and short delivery time. However, there is growing concern that these strategies are having an unintended and negative impact on worker well being. Recent empirical work on the lean production and JIT in auto assembly plants is presented in light of its impact on workers. In addition, an assessment is made as to whether these strategies empower or repress members of today's working class.
Many factors determine the meaning of quality of work life (QWL), one of which is work environment. A group of workforces that is greatly affected in QWL as a result of dynamic changes in work environment is information technology (IT) professionals. This article reviews the meaning of QWL, analyses constructs of QWL based on models and past research from the perspective of IT professionals in many countries and in Malaysia. The constructs of QWL discussed are health and well-being, job security, job satisfaction, competency development, work and non-work life balance. The article concludes that QWL from the perspective of IT professionals is challenging both to the individuals and organizations. The implications of this meaning and constructs for future research in QWL from the perspective of IT professionals are discussed.
Sharply varying levels of job satisfaction in occupations in the UK are documented and explained primarily by reference to individual level data for a large sample of current employees collected in 1999-2000. An accompanying critique of the approach to job satisfaction in some applied and organizational psychology makes two points. First, the terms job and work need to be more carefully distinguished when examining satisfaction data, giving more attention to the terms of the employment contract, skill data, and the mobility implications of jobs, and relatively less weight to employee involvement, empowerment and self-actualization. Second, job satisfaction data supply evidence of the competent rational evaluation of utility on the part of employees, though individual affectivity undoubtedly conditions such assessments. The findings support a re-balancing in explanation between extrinsic and intrinsic sources of job satisfaction, while showing that work-related stress and excessive hours may in practice comprise a more urgent practical problem for management than socio-technical aspects of work-life quality.
This book introduces the reader to terms and concepts that are necessary to understand OB and their application to modern organizations. It also offers sufficient grounding in the field that enables the reader to read scholarly publications such as HR, CMR, and AMJ. This edition features new material on emotional intelligence, knowledge management, group dynamics, virtual teams, organizational change, and organizational structure.
Using a national random telephone survey of 542 shoppers, examines the relationship between service quality, customer satisfaction, and store loyalty within the retail department store context. Tests two complementary models that examine this interrelationship. Empirically examines the relative attitude construct put forth by Dick and Basu. The results indicate that service quality influences relative attitude and satisfaction with department stores. Satisfaction influences relative attitude, repurchase, and recommendation but has no direct effect on store loyalty. Fostering favorable relative attitude and getting customers to recommend the product or service holds key to fostering store loyalty. Results also indicate support for Oliver’s four-stage cognitive-affective-conative-action model of loyalty.
Be it on work intensity, autonomy, career opportunities or any other aspect of job quality current views about the impact of ICTs are polarized between optimism and pessimism. Yet no particular outcome is inevitable. What happens in practice, the authors argue, will reflect political choices made as much by omission as by commission. Their extensively referenced study investigates ICT-driven changes in organizational forms, employment relations and protection, working time and autonomy, skills, work organization and job prospects. While,;uch changes will not automatically translate into higher job quality, an overhaul of labour market institutions would help to ensure they do.
This study contributes to the literature on quality of work life (QWL) by testing the relationship between QWL and job performance by using questionnaires to survey a sample of 475 managers in a manufacturing industry in Malaysia. The results indicated a significant positive relationship between QWL and job performance. A two-factor model with correlated factors was postulated and supported. Structural equation modeling procedures showed that the two constructs are highly correlated (r = 0.94) and represent a distinct concern on work life. Implications of results and directions for future research are offered.
For the enlargement of the European Union to be successful, candidate countries must coherently and simultaneously pursue both real convergence with EU income and welfare levels and "nominal convergence" (sustained non-inflationary growth conforming with Maastricht criteria, in order ultimately to join the European Monetary Union). Using 1995-2000 data, the author explores the respective employment and labour dimensions of both real and nominal convergence. He then discusses the labour market policies needed to enable candidate countries to retain some hold over macroeconomic policy and, thus, to ensure the requisite coherence between the two.
The development of financial markets and the decentralization of production are reconfiguring corporate organization, with a wide range of consequences for the application of labour law. The author examines the different levels of corporate organization in order to identify the issues raised by today's new financial and production relationships, both within and between firms. She then turns to the challenges that positive law faces in addressing those relationships, focusing on three questions of crucial concern to labour law: industrial relations and corporate decision-making power; the contract of employment and identification of the employer; and working conditions and occupational safety.
he concept of "decent work" was launched in these terms in 1999, in the Report of the Director-General to the International Labour Conference meeting in its 87th Session. The idea both conveys the broad and varied dimensions associated with work today and encapsulates them in an expression that everyone can appreciate. But what does the notion of decent work really comprise? Four components of the notion are elaborated in the same Report of the Director-General: employment, social protection, workers' rights and social dialogue. Employment here covers work of all kinds and has both quantitative and qualitative dimensions. Thus, decent work applies not just to workers in the formal economy but also to unregulated wage workers, the self-employed and home workers. It also refers to adequate opportunities for work, remuneration (in cash and in kind), and embraces safety at work and healthy working condi- tions. Social security and income security are also essential components - defined according to each society's capacity and level of development. The two other components emphasize the social relations of workers: the fundamental rights of workers (freedom of association, non- discrimination at work, and the absence of forced labour and child labour); and social dialogue, in which workers exercise their right to present their views, defend their interests and engage in discussions to negotiate work-related matters with employers and authorities. But how to find measures encompassing all these notions and expressing their interconnectedness? How to assess the current state and future progress of decent work in the world? Researchers are tackling
The paper measures the effects of workplace partnership and selected high performance work practices on four different dimensions of employee experience. Whilst the partnership– high performance work systems nexus seems to have little impact on employees’ job satisfaction or sense of attachment, it does, however, have a negative impact on both workplace stress and employee evaluations of union performance. The analysis thus questions common assumptions about the inevitability of ‘mutual gain’ and the necessity of employer/union partnership.
The aim of this paper is to propose change strategies that may enhance the outcome of ergonomic improvements. Representatives of 69 Swedish companies were asked to describe their experience of organizational change. There was a special focus on behavioral patterns and the behavioral aspects of change processes. These patterns were then related to quality of working life and economic output. A learning strategy for change is introduced which includes not only specific topics (e.g. ergonomic improvements) but also employee participation in formulating the organization's visions about the future while simultaneously covering broad goals for change. The results indicate significant positive correlations between the learning strategy, the quality of working life, and economic output. Contrary to previous studies, top-management involvement was not found to be the most important factor for change outcomes. Instead, processual factors were of at least equal importance. The results indicate that ergonomics, and especially macroergonomics, with its clear design and goals for change, could benefit from incorporating new theories of change.Relevance to industryIt is crucial to find change strategies that simultaneously enhance the implementation of ergonomic goals and core business goals. The use of a learning strategy for change is proposed to achieve a highly effective change strategy in this respect. Empirical findings suggest that the manager's role may be to control the change process as a facilitator. In the case, the important tasks are to ensure broad participation among the employees in developing visions of the future organization and dealing with a broad spectrum of change topics simultaneously. A learning strategy for change is therefore advocated as a complement to traditional change projects. The outcomes in terms of quality of working life, and economic output related to a learning strategy for change, are very promising.
Recent theoretical developments in the political economy of skill are making advances in our understanding of key dynamics in advanced capitalist economies, yet there is a failure to address a number of central issues. This paper will argue that without an integration of the labour process, the state and the agency of change there is little possibility of an effective and realistic evaluation of what a high-skills strategy for the UK would mean and what would be required to implement it.
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