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This e-book carries contributions which address the issue of public service reform under Labour. The published papers cover both a broad variety of human resource topics and range of separate public services. Topics covered include the impact of performance indicators on HRM practices in the NHS; the impact of Government policy on employment relations in the Fire Service; the use of 360 degree appraisal systems to improve performance management in the civil service; the impact of 'best value' reviews upon HR in local government; the outcomes of new 'partnership' relationships between management.
Has there been a transformation of public service employment relations in Europe since the crisis? Public Service Management and Employment Relations in Europe examines public service employment relations after the economic crisis, including analysis of more than thirty years of public service and workforce reform, and addresses the interplay between an emerging post-crisis public service sector and the consequences for the state, employers and trade unions in core public services. Written by leading national experts, this book places the economic crisis in a longer timeframe and examines how far trends in public sector employment relations were reinforced or reversed by the crisis. It provides an up-to-date analysis of the restructuring of public service employment relations in 12 major European countries, including analysis of little studied central and Eastern European countries. This book will be vital reading for researchers, academics and PhD Students in the fields of Public Management, Public Administration, Employment Relations, and Human Resource Management.
The Modernisation of the Public Services and Employee Relations provides an integrated and up-to-date account of changes in work and employment in the public services. The book examines a range of different sectors focusing on core public services, especially local government, the NHS and the civil service.
Much is talked and written about well-being in the workplace, but many wonder whether 'putting people first' is just a facade and that were it not for employment legislation, union representation and the high profile of human rights issues, employers would regard employees as a necessary burdensome financial evil, as in days gone by. Some scholarly research has focused on the reactions of employees to the quality of working life and well-being at work and much of this suggests high levels of dissatisfaction, disaffection and disengagement. In Workers' Voice, HRM Practice, and Leadership in the Public Sector: Multidimensional Well-Being at Work, Nicole Cvenkel avers that whilst it is known that public sector employees are even less satisfied than those in the private sector, there has been very little research into the effects of working life experiences on employee well-being in public sector organisations. There is even some doubt about whether a well-being philosophy that can be applied in the private sector can readily be extended to the public sector. The push towards New Public Management (NPM) means organisations continue to undergo significant reform processes around efficiency, costs and public service delivery. All these changes place additional demands on public sector employees who are at times also subject to intensive scrutiny by stakeholder groups, who may regard the recourse to well-being initiatives as a poor use of public funds. The author has researched in the UK local government sector and that is the setting for the debate in this book, about whether and how an employee well-being ideology can be successfully promoted and maintained in an NPM environment, given continuous reform and expenditure reduction. In a local government case organisation, the author has researched, limited resources, reduction in budgets, redundancies, increased workloads, lack of trust, and the existence of a 'controlled' working environment were all found to be central to a climate of bullying and unfairness. Although the organisation was committed to the adoption of HRM 'best practice' and initiatives geared towards promoting employees well-being, employees still believed they were being bullied and treated unfairly. It was found that different perspectives on the psychological contract, fairness, and bullying at work were highlighted by managerial and non-managerial employees. The author's conclusions contribute to a clearer understanding than hitherto of workers' voice in relation to work, leader-member exchanges, and well-being in the public sector and she offers a model depicting employees' understanding of what their quality of working life, line manager’s leadership and well-being should be, that might be used by organisational leaders, researchers, policy makers, Human Resources managers and other practitioners and consultants, to move towards a more holistic, multidimensional, well-being at work paradigm.
Employment relations within the health sector have undergone radical reform over recent years. This book is an important new study that examines the responses of managers and workers to these different reforms, at both national and local level. Bringing together analyses of both employment relations and public sector management, the book focuses on understanding why certain initiatives have been adopted, how managers have responded to them and the consequences of the HR modernisation agenda. Topics covered include: HR strategy and structure at the workplace employee involvement and union influence pay modernisation management of work. Featuring detailed case study research in three NHS trusts, the book illustrates precisely how government policies are implemented in the workplace and in doing so offers a unique insight into the sector's changing work environment. A comprehensive study of atopical area, this book will be of interest to students and academics in health service management, human resource management and employment relations.
Written and edited by some of the country's primary authorities on public sector industrial relations, this outstanding book provides an up-to-date analysis of the restructuring of public service employment relations in six European countries.
Aims to bring together, present, and discuss what is known about work and organizations and their connection to broader economic change in Europe and America. This volume contains a range of theoretically informed essays, which give comprehensive coverage of changes in work, occupations, and organizations.
A definitive study of partnership at work in the UK, with extensive surveys and interviews in organizations from the finance, NHS and local government sectors. The authors challenge conventional assumptions about the mutual interest associated with partnership, and find evidence of work intensification where partnership has been introduced.
The New Managerialism and Public Service Professionals is a fresh and insightful analysis of the changes that have taken place in the UK public sector over the past twenty years. Unlike many other recent accounts it is not assumed that these policy goals were always implemented or that new approaches to the management of services are necessarily effective. Drawing on an extensive review of major published research it considers developments in three areas: the National Health Service, social services and housing. This analysis reveals marked differences in the way the professions responded to change and draws attention to some significant costs associated with restructuring.
This book is intended for human resources management academics, researchers, students, organizational leaders and managers, HR Practitioners, and those responsible for helping support employees in the 21st-century workplace. It offers a path forward to create an environment that will not only build a healthier workplace by providing appropriate and effective well-being interventions but also offers solutions to manage multi-generational and ‘holistic’ employees within the employment relationship. The book describes the factors that promote healthy and WELL organizations and introduces concepts and strategies to reduce workplace stress and mental health issues and improve workplace well-being toward sustained organizational success. Employers that embrace the corporate responsibility of promoting the health and well-being of multi-generational, holistic employees will reap cost savings, employee engagement, and productivity advantages, as well as a healthier and more productive workforce.