The paper concludes that there must be a real concern that current social care outsourcing is impacting negatively on the health of voluntary sector workers. The article argues the influence of the market on these changes can only be adequately comprehended by rooting the analysis in an understanding of the way in which surrounding regulatory frameworks shape its structure and operation. Ten institutional factors are hypothesized to predict the occurrence of the alternative proposed strategies and the degree of organizational conformity or resistance to institutional pressures. However, it also highlights how some large charities are re-evaluating their position on employee representation in response to government legislation and that unions can use these developments to encourage further growth. It could be through conference attendance, group discussion or directed reading to name just a few examples. It shows that the income of the sample organisations increased from just over? The Development of the State Voluntary Sector Relationship and its Impact on Employment Relations 3.
Moreover, continuation of aspects of the New Public Management agenda within Best Value means that pressure on pay and conditions in the sector persist, raising concerns regarding worker morale and quality of care. However, in simultaneously attending to social and economic goals, tensions develop that the case of leadership in schools exemplifies. Advocates of lean production argue that a work system is truly lean only if a given bundle of practices, including worker empowerment, is implemented in the proper configuration. The present study examines a number of organisations which have introduced empowering initiatives. It examines the efforts of workplace activists to defend terms and conditions and recruit and retain members in two voluntary organisations in the context of the sector's close relationship with external state funding and regulatory bodies. Little sign of increased commitment was evident after the introduction of the initiative and management controls seemed to have tightened rather than loosened.
Major changes in each of these dimensions are identified, and the relationships among them are discussed. The author examines the way in which financial pressures from the state coupled with weak unionization diminish working conditions, arguing that employee morale will not be sustained if the voluntary sector fails to maintain its autonomy and minimize its dependency on state funding. While forms of voluntary association frequently are cited as prime examples of trust relations, they rarely provide a focus for such debates. Most notably, the Handbook seeks to incorporate at a theoretical level regulationist accounts and recent work that link bounded internal systemic diversity with change, and, at an applied level, a greater emphasis on recent applied evidence, specifically dealing with the employment contract, its implementation, and related questions of work organization. It further explores how these new market relations impact on staff morale and commitment. Deregulation and decentralization have placed organizations in the driving seat of employment change. Discretion to employees was generally very narrowly defined and tightly bounded by both formal and informal controls.
Earlier sources understood bureaucratization as emanating from the rationalization of the workplace. Finally, an agenda for further research in this area is proposed. This paper presents arguments drawn from two case studies of conditions in voluntary agencies in Scotland and Australia where caring was found to be a form of workplace participation, as well as the basis for exploitation and abuse of the workers by employers and clients. Rich data on the experience of work collected from all seven organizations provide clear evidence of a general transformation of the wage-effort relationship based on cost cutting and increased work intensity. Again, evaluations of the relationship between institutions and employment relations have tended to be of the broad-brushstroke nature, often founded on macro-data, and with only limited attention being accorded to internal diversity and details of actual practice. The analysis presented here rejects the notion of simple market determination and instead develops an integrated and interdisciplinary framework for understanding the processes shaping employment change.
Labor shortages are likely to persist as long as workers are required to adapt to a regime of fragmented time and to work more hours than are paid, even at pay rates close to the national minimum wage. Drawing on seven case studies of large organizations, this book examines how organizations as the architects of the employment system are restructuring their employment practices. The paper highlights the limitations of working time regulation in the two countries and argues that employers are increasing their control over the timing and allocation of shifts and working time. We then specib hypotheses about the impact of resource centralization and dependency, goal ambiguity and technical uncertainty, and professionalization and structuration on isomorphic change. Both approaches emphasise the need to combat discrimination against the disabled through focusing on the individual needs of people who are labelled as having a disability.
The paper also considers how far this new type of paid care work is different from other forms of paid care which impinge upon the body. The author examines the way in which financial pressures from the state coupled with weak unionization diminish working conditions, arguing that employee morale will not be sustained if the voluntary sector fails to maintain its autonomy and minimize its dependency on state funding. The free VitalSource Bookshelf® application allows you to access to your eBooks whenever and wherever you choose. Once a set of organizations emerges as a field, a paradox arises: rational actors make their organizations increasingly similar as they try to change them. Under favourable contextual conditions, empowerment may exert more positive effects. Various types of payment are being introduced, but one of the most interesting is the widespread development of direct payment schemes whereby disabled people are given cash instead of services, and expected to use these monies to purchase directly the services of personal assistants. Participation in the predominantly female voluntary social services is the norm that most workers expect, but little is known about how participation plays out in the circumscribed realities of managerialism and outsourcing.
From a study of thirteen organisations it is suggested empowerment has limitations and tensions including little power dissemination, close control over employees, poor prospects of extra remuneration and job insecurity. Ian is currently beginning work looking at employment conditions in voluntary and private care providers in Scotland. They conclude that at the national level a large proportion of working days lost through sickness absence stem from relatively long spells of absence and that the adoption of a proactive approach to supporting the return to work of ill and injured workers can have beneficial consequences. Using in depth qualitativeinterviews, recentempirically-based surveys of the Ontario nonprofitsector and key academic andgrey literature, we explore the deeper meaning of precarity in this sector. In particular a tension exists between trust relations based on principles of voluntarism and linked to shared values, and relations of confidence that are mediated by institutional and contractual forms.
Employers still provide some basic coordination and protection functions for staff in this highly fragmented sector but future plans for user-driven care may further weaken the employers' role. In the face of significant declines in union membership and organizing, a variety of strategies for union renewal have been identified. Instead, they point toward the prominence of corporate social responsibility, suggesting that employers might be using the employment of people with disabilities as a subtle way to promote their corporate image. This article argues that our understanding of absence and absenteeism, deriving from seminal studies in the sociology of work and employment, has been overtaken by hugely significant developments in political economy, regulation and employment relations. Identifies reasons for these difficulties which were: the salience of budgetary and operational priorities; lack of training; resistance to the implementation of empowerment; and recognition that little real authority was being devolved to employees. Their commissioning practices ranged from cost minimizing to partnership-focused, with the more cost-focused practices associated with lower user satisfaction scores.