Roger W. Shuy
- Published in print:
- 2008
- Published Online:
- May 2008
- ISBN:
- 9780195328837
- eISBN:
- 9780199870165
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195328837.003.0004
- Subject:
- Linguistics, Sociolinguistics / Anthropological Linguistics
Key employee agreements, sometimes required of high-level employees, often restrict employees from establishing relationships with competing companies for specified periods of time after they leave ...
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Key employee agreements, sometimes required of high-level employees, often restrict employees from establishing relationships with competing companies for specified periods of time after they leave the company. This is called a noncompetition agreement. In this case, the agreement specified what was meant by competition: “ownership interest amounting to at least 1% in the competing enterprise, an officership, directorship, or other policy-making position in the competing enterprise.” Semantics and syntax analysis, including grammatical scope, the semantic meaning of “other,” and intonation were used to help resolve the ambiguity found in this agreement.Less
Key employee agreements, sometimes required of high-level employees, often restrict employees from establishing relationships with competing companies for specified periods of time after they leave the company. This is called a noncompetition agreement. In this case, the agreement specified what was meant by competition: “ownership interest amounting to at least 1% in the competing enterprise, an officership, directorship, or other policy-making position in the competing enterprise.” Semantics and syntax analysis, including grammatical scope, the semantic meaning of “other,” and intonation were used to help resolve the ambiguity found in this agreement.
Mark J. Joe
- Published in print:
- 2006
- Published Online:
- October 2011
- ISBN:
- 9780199205301
- eISBN:
- 9780191695612
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199205301.003.0002
- Subject:
- Business and Management, Corporate Governance and Accountability, Business History
This chapter examines the proposition that before a nation can produce, it must achieve social peace. The first section discusses two political foundations to the firm. First, before serious economic ...
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This chapter examines the proposition that before a nation can produce, it must achieve social peace. The first section discusses two political foundations to the firm. First, before serious economic activity can take place, social and economic conflict must be minimized, and the ways modern societies have minimized it can affect, and have affected, the structure of the modern corporation. Second, under one modern and widespread political condition, ownership can not easily separate from control, and the truly public firm can not dominate business. The second section considers the variety of ways and persistence in distancing shareholders from employees.Less
This chapter examines the proposition that before a nation can produce, it must achieve social peace. The first section discusses two political foundations to the firm. First, before serious economic activity can take place, social and economic conflict must be minimized, and the ways modern societies have minimized it can affect, and have affected, the structure of the modern corporation. Second, under one modern and widespread political condition, ownership can not easily separate from control, and the truly public firm can not dominate business. The second section considers the variety of ways and persistence in distancing shareholders from employees.
Simon Learmount
- Published in print:
- 2004
- Published Online:
- September 2007
- ISBN:
- 9780199269082
- eISBN:
- 9780191719257
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199269082.003.0007
- Subject:
- Business and Management, Corporate Governance and Accountability
This chapter presents an analysis of the role of employees in the governance of their companies. There are two main perspectives on the relevance of employees for the system of corporate governance ...
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This chapter presents an analysis of the role of employees in the governance of their companies. There are two main perspectives on the relevance of employees for the system of corporate governance in Japan. The first is that the Japanese company is a corporate community rather than just a production mechanism. The second perspective is that Japanese companies have prioritized the interests of employees at the expense of shareholders, which is a sign of poor corporate governance. The arguments presented in this chapter strongly corroborate the former view. Lifetime employment and its associated practices continue to be highly valued in the Japanese companies studied. These practices are closely bound up with a strong commitment among employees to their colleagues and their company, which is in turn bound up with strong feelings of personal and collective responsibility among employees for the actions of the company as a whole. This is consistent with a participatory and inclusive form of corporate governance, where employees are committed to and closely involved in ensuring their companies are governed well.Less
This chapter presents an analysis of the role of employees in the governance of their companies. There are two main perspectives on the relevance of employees for the system of corporate governance in Japan. The first is that the Japanese company is a corporate community rather than just a production mechanism. The second perspective is that Japanese companies have prioritized the interests of employees at the expense of shareholders, which is a sign of poor corporate governance. The arguments presented in this chapter strongly corroborate the former view. Lifetime employment and its associated practices continue to be highly valued in the Japanese companies studied. These practices are closely bound up with a strong commitment among employees to their colleagues and their company, which is in turn bound up with strong feelings of personal and collective responsibility among employees for the actions of the company as a whole. This is consistent with a participatory and inclusive form of corporate governance, where employees are committed to and closely involved in ensuring their companies are governed well.
Paul Stoneman
- Published in print:
- 2010
- Published Online:
- May 2010
- ISBN:
- 9780199572489
- eISBN:
- 9780191722257
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199572489.003.0003
- Subject:
- Business and Management, Innovation
This chapter takes a macro economic view and attempts to provide some feel for the extent of such innovation in the economy as a whole and the economic activities built upon it. At the macro level, ...
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This chapter takes a macro economic view and attempts to provide some feel for the extent of such innovation in the economy as a whole and the economic activities built upon it. At the macro level, indicators of soft innovation include the numbers of creative employees in different sectors, the extent of design activity, and head counts of copyrights and registered trademarks. The difference between the latter and indicators of R&D spending is considered as potentially the most useful on account of both concept and data availability. It is shown that that the extent of soft innovation in the creative and other industries is extensive, probably greater that that indicated by measures of formal R&D activity, and also growing faster than TPP activity. Across industries, the apparent balance in innovative effort between sectors after taking account of soft innovation is also shown to be much more even than reliance upon measures of TPP innovation alone would suggest.Less
This chapter takes a macro economic view and attempts to provide some feel for the extent of such innovation in the economy as a whole and the economic activities built upon it. At the macro level, indicators of soft innovation include the numbers of creative employees in different sectors, the extent of design activity, and head counts of copyrights and registered trademarks. The difference between the latter and indicators of R&D spending is considered as potentially the most useful on account of both concept and data availability. It is shown that that the extent of soft innovation in the creative and other industries is extensive, probably greater that that indicated by measures of formal R&D activity, and also growing faster than TPP activity. Across industries, the apparent balance in innovative effort between sectors after taking account of soft innovation is also shown to be much more even than reliance upon measures of TPP innovation alone would suggest.
Junichi Sakamoto
- Published in print:
- 2009
- Published Online:
- February 2010
- ISBN:
- 9780199573349
- eISBN:
- 9780191721946
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199573349.003.0011
- Subject:
- Business and Management, Public Management, Pensions and Pension Management
A topic of long-standing discussion in Japan has been how to equitably merge the retirement plans for civil servants and private employees, which in the past have been managed separately. Recent ...
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A topic of long-standing discussion in Japan has been how to equitably merge the retirement plans for civil servants and private employees, which in the past have been managed separately. Recent legislation sought to unify social security pension schemes for all employees by extending the coverage of the Japanese Employees’ Pension Insurance Scheme, which covers private employees, to include civil servants as well. The author describes how Japanese social security pension schemes have evolved, the forces driving the merger of these plans, and what future prospects may be.Less
A topic of long-standing discussion in Japan has been how to equitably merge the retirement plans for civil servants and private employees, which in the past have been managed separately. Recent legislation sought to unify social security pension schemes for all employees by extending the coverage of the Japanese Employees’ Pension Insurance Scheme, which covers private employees, to include civil servants as well. The author describes how Japanese social security pension schemes have evolved, the forces driving the merger of these plans, and what future prospects may be.
Ken McDonnell
- Published in print:
- 2009
- Published Online:
- February 2010
- ISBN:
- 9780199573349
- eISBN:
- 9780191721946
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199573349.003.0006
- Subject:
- Business and Management, Public Management, Pensions and Pension Management
It is often argued that compensation patterns for public sector employees are higher than in the private sector. This chapter examines some of the reasons for the observed differences in total ...
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It is often argued that compensation patterns for public sector employees are higher than in the private sector. This chapter examines some of the reasons for the observed differences in total compensation costs between US state and local government employers and private industry employers. The author examines compensation costs by industry, occupation, union status, and employee benefit participation.Less
It is often argued that compensation patterns for public sector employees are higher than in the private sector. This chapter examines some of the reasons for the observed differences in total compensation costs between US state and local government employers and private industry employers. The author examines compensation costs by industry, occupation, union status, and employee benefit participation.
Toni Hustead
- Published in print:
- 2009
- Published Online:
- February 2010
- ISBN:
- 9780199573349
- eISBN:
- 9780191721946
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199573349.003.0008
- Subject:
- Business and Management, Public Management, Pensions and Pension Management
Most US federal retirement plans are now fully funded, but since plan assets must legally be invested in federal securities, fund surpluses are used to reduce overall federal budget deficits. As a ...
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Most US federal retirement plans are now fully funded, but since plan assets must legally be invested in federal securities, fund surpluses are used to reduce overall federal budget deficits. As a result, current taxpayers are not charged with the cost of future federal retirement obligations. Nevertheless, federal rules do require the employing federal agency to budget for current personnel’s accruing liability of retirement promises. Therefore, policy decisions regarding the number of federal civilian and military personnel and the design of their retirement benefits may be made with a better understanding of the costs.Less
Most US federal retirement plans are now fully funded, but since plan assets must legally be invested in federal securities, fund surpluses are used to reduce overall federal budget deficits. As a result, current taxpayers are not charged with the cost of future federal retirement obligations. Nevertheless, federal rules do require the employing federal agency to budget for current personnel’s accruing liability of retirement promises. Therefore, policy decisions regarding the number of federal civilian and military personnel and the design of their retirement benefits may be made with a better understanding of the costs.
James W. Cortada
- Published in print:
- 2007
- Published Online:
- January 2008
- ISBN:
- 9780195165869
- eISBN:
- 9780199868025
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195165869.003.0001
- Subject:
- Business and Management, Business History
This chapter begins with a discussion of federal, state, and local presence and influence in the American economy. It then considers funding for K-12 and higher education in the second half of the ...
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This chapter begins with a discussion of federal, state, and local presence and influence in the American economy. It then considers funding for K-12 and higher education in the second half of the 20th century. A comparison of federal, state, and local employees with the total US workforce is presented.Less
This chapter begins with a discussion of federal, state, and local presence and influence in the American economy. It then considers funding for K-12 and higher education in the second half of the 20th century. A comparison of federal, state, and local employees with the total US workforce is presented.
David E. Guest, Kerstin Isaksson, and Hans De Witte (eds)
- Published in print:
- 2010
- Published Online:
- September 2010
- ISBN:
- 9780199542697
- eISBN:
- 9780191715389
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199542697.001.0001
- Subject:
- Business and Management, HRM / IR
Temporary employment has become a focus of policy debate, theory, and research. This book addresses the relationship between temporary employment contracts and employee well-being. It does so within ...
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Temporary employment has become a focus of policy debate, theory, and research. This book addresses the relationship between temporary employment contracts and employee well-being. It does so within the analytic framework of the psychological contract, and advances theory and knowledge about the psychological contract by exploring it from a variety of perspectives. It also sets the psychological contract within the context of a range of other potential influences on work-related well-being including workload, job insecurity, employability, and organizational support. The book identifies the relative importance of these various potential influences on well-being, covering seven countries; Belgium, Germany, The Netherlands, Spain, Sweden, and the UK, as well as Israel as a comparator outside Europe. The book's conclusions are interesting and controversial. The central finding is that contrary to expectations, temporary workers report higher well-being than permanent workers. As expected, a range of factors help to explain variations in work-related well-being and the research highlights the important role of the psychological contract. However, even after taking into account alternative explanations, the significant influence of type of employment contract remains, with temporary workers reporting higher well-being. In addition to this core finding, by exploring several aspects of the psychological contract, and taking into account both employer and employee perspectives, the book sheds light on the nature and role of the psychological contract. It also raises some challenging policy questions and while acknowledging the potentially precarious nature of temporary jobs, highlights the need to consider the increasingly demanding nature of permanent jobs and their effects on the well-being of employees.Less
Temporary employment has become a focus of policy debate, theory, and research. This book addresses the relationship between temporary employment contracts and employee well-being. It does so within the analytic framework of the psychological contract, and advances theory and knowledge about the psychological contract by exploring it from a variety of perspectives. It also sets the psychological contract within the context of a range of other potential influences on work-related well-being including workload, job insecurity, employability, and organizational support. The book identifies the relative importance of these various potential influences on well-being, covering seven countries; Belgium, Germany, The Netherlands, Spain, Sweden, and the UK, as well as Israel as a comparator outside Europe. The book's conclusions are interesting and controversial. The central finding is that contrary to expectations, temporary workers report higher well-being than permanent workers. As expected, a range of factors help to explain variations in work-related well-being and the research highlights the important role of the psychological contract. However, even after taking into account alternative explanations, the significant influence of type of employment contract remains, with temporary workers reporting higher well-being. In addition to this core finding, by exploring several aspects of the psychological contract, and taking into account both employer and employee perspectives, the book sheds light on the nature and role of the psychological contract. It also raises some challenging policy questions and while acknowledging the potentially precarious nature of temporary jobs, highlights the need to consider the increasingly demanding nature of permanent jobs and their effects on the well-being of employees.
Ignacio Molinaxs Álvarez De Cienfuegos
- Published in print:
- 1999
- Published Online:
- November 2003
- ISBN:
- 9780198294467
- eISBN:
- 9780191600067
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/0198294468.003.0003
- Subject:
- Political Science, Comparative Politics
Starts with an account of the Spanish administration over the last two decades (to 1997); includes a definition of the Spanish civil service bureaucratic élite as composed at the top level (which ...
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Starts with an account of the Spanish administration over the last two decades (to 1997); includes a definition of the Spanish civil service bureaucratic élite as composed at the top level (which must be filled by public employees) and of senior civil servants who hold political posts. Followed by an analysis of the historical legacy of the Spanish civil service. The next section looks at exactly who the senior civil servants are in relation to the other public employees in the central administration, and in relation to educational background: three different circles of senior bureaucrats are distinguished: a political circle, a politico‐administrative circle, and a bureaucratic circle. Further sections discuss the sociological characteristics of senior officials, the position of the civil servant in the organization, and Spanish civil servants in relation to politics. The conclusion discusses the main structural problems of the Spanish civil service and the constant demands for transformation that there have been over the last two centuries.Less
Starts with an account of the Spanish administration over the last two decades (to 1997); includes a definition of the Spanish civil service bureaucratic élite as composed at the top level (which must be filled by public employees) and of senior civil servants who hold political posts. Followed by an analysis of the historical legacy of the Spanish civil service. The next section looks at exactly who the senior civil servants are in relation to the other public employees in the central administration, and in relation to educational background: three different circles of senior bureaucrats are distinguished: a political circle, a politico‐administrative circle, and a bureaucratic circle. Further sections discuss the sociological characteristics of senior officials, the position of the civil servant in the organization, and Spanish civil servants in relation to politics. The conclusion discusses the main structural problems of the Spanish civil service and the constant demands for transformation that there have been over the last two centuries.
Phil Almond and Anthony Ferner (eds)
- Published in print:
- 2006
- Published Online:
- September 2007
- ISBN:
- 9780199274635
- eISBN:
- 9780191706530
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199274635.001.0001
- Subject:
- Business and Management, HRM / IR
This book addresses some of the major contemporary issues in comparative business and employment relations. At its core are the findings of a four-year international exploration of the management of ...
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This book addresses some of the major contemporary issues in comparative business and employment relations. At its core are the findings of a four-year international exploration of the management of employment relations in American multinational companies in the UK, Germany, Ireland, and Spain. Data from detailed case studies are used to illuminate the tensions between the forces of globalization and the continuing distinctiveness of national business systems. It looks at what is distinctively American about US multinationals, asking how the US business system’s particular features influence their management of human resources across national borders. It shows that the transfer of ‘Americanness’ is not a technical, top-down, managerial process, but a highly political and ‘negotiated’ one in which groups and individuals at different levels within the company try to influence the terms of transfer. The book uses a wealth of empirical material to explore the ways in which US multinationals manage international employment relations in different host countries. Four areas of policy and practice are considered in detail: pay and performance; collective employee representation; the management of workforce ‘diversity’; and managerial careers. It shows how global HR policies are made; how they are diffused internationally; and how they are adopted, adapted, or resisted by overseas subsidiaries. It also explores some of the structures and processes that characterize US multinationals: the changing balance between centralization and subsidiary autonomy; the management of international learning; and the structure and role of the international human resource function.Less
This book addresses some of the major contemporary issues in comparative business and employment relations. At its core are the findings of a four-year international exploration of the management of employment relations in American multinational companies in the UK, Germany, Ireland, and Spain. Data from detailed case studies are used to illuminate the tensions between the forces of globalization and the continuing distinctiveness of national business systems. It looks at what is distinctively American about US multinationals, asking how the US business system’s particular features influence their management of human resources across national borders. It shows that the transfer of ‘Americanness’ is not a technical, top-down, managerial process, but a highly political and ‘negotiated’ one in which groups and individuals at different levels within the company try to influence the terms of transfer. The book uses a wealth of empirical material to explore the ways in which US multinationals manage international employment relations in different host countries. Four areas of policy and practice are considered in detail: pay and performance; collective employee representation; the management of workforce ‘diversity’; and managerial careers. It shows how global HR policies are made; how they are diffused internationally; and how they are adopted, adapted, or resisted by overseas subsidiaries. It also explores some of the structures and processes that characterize US multinationals: the changing balance between centralization and subsidiary autonomy; the management of international learning; and the structure and role of the international human resource function.
John D. Skrentny
- Published in print:
- 2013
- Published Online:
- October 2017
- ISBN:
- 9780691159966
- eISBN:
- 9781400848492
- Item type:
- book
- Publisher:
- Princeton University Press
- DOI:
- 10.23943/princeton/9780691159966.001.0001
- Subject:
- Sociology, Race and Ethnicity
What role should racial difference play in the American workplace? As a nation, we rely on civil rights law to address this question, and the monumental Civil Rights Act of 1964 seemingly answered ...
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What role should racial difference play in the American workplace? As a nation, we rely on civil rights law to address this question, and the monumental Civil Rights Act of 1964 seemingly answered it: race must not be a factor in workplace decisions. This book contends that after decades of mass immigration, many employers, Democratic and Republican political leaders, and advocates have adopted a new strategy to manage race and work. Race is now relevant not only in negative cases of discrimination, but in more positive ways as well. In today's workplace, employers routinely practice “racial realism,” where they view race as real—as a job qualification. Many believe employee racial differences, and sometimes immigrant status, correspond to unique abilities or evoke desirable reactions from clients or citizens. They also see racial diversity as a way to increase workplace dynamism. The problem is that when employers see race as useful for organizational effectiveness, they are often in violation of civil rights law. This book examines this emerging strategy in a wide range of employment situations, including the low-skilled sector, professional and white-collar jobs, and entertainment and media. The book urges us to acknowledge the racial realism already occurring, and lays out a series of reforms that, if enacted, would bring the law and lived experience more in line, yet still remain respectful of the need to protect the civil rights of all workers.Less
What role should racial difference play in the American workplace? As a nation, we rely on civil rights law to address this question, and the monumental Civil Rights Act of 1964 seemingly answered it: race must not be a factor in workplace decisions. This book contends that after decades of mass immigration, many employers, Democratic and Republican political leaders, and advocates have adopted a new strategy to manage race and work. Race is now relevant not only in negative cases of discrimination, but in more positive ways as well. In today's workplace, employers routinely practice “racial realism,” where they view race as real—as a job qualification. Many believe employee racial differences, and sometimes immigrant status, correspond to unique abilities or evoke desirable reactions from clients or citizens. They also see racial diversity as a way to increase workplace dynamism. The problem is that when employers see race as useful for organizational effectiveness, they are often in violation of civil rights law. This book examines this emerging strategy in a wide range of employment situations, including the low-skilled sector, professional and white-collar jobs, and entertainment and media. The book urges us to acknowledge the racial realism already occurring, and lays out a series of reforms that, if enacted, would bring the law and lived experience more in line, yet still remain respectful of the need to protect the civil rights of all workers.
Duncan Gallie
- Published in print:
- 2004
- Published Online:
- July 2005
- ISBN:
- 9780199271849
- eISBN:
- 9780191602733
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/0199271844.003.0007
- Subject:
- Political Science, European Union
This chapter examines the role of protection against economic redundancy in preventing unemployment. It is argued that despite highly protective, collective legal mechanisms, those most at risk are ...
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This chapter examines the role of protection against economic redundancy in preventing unemployment. It is argued that despite highly protective, collective legal mechanisms, those most at risk are the first victims of economic redundancy. Policies aimed at providing security for vulnerable populations should combine active and passive measures in the best possible way, and establish support measures that are suited to the target population.Less
This chapter examines the role of protection against economic redundancy in preventing unemployment. It is argued that despite highly protective, collective legal mechanisms, those most at risk are the first victims of economic redundancy. Policies aimed at providing security for vulnerable populations should combine active and passive measures in the best possible way, and establish support measures that are suited to the target population.
Thomas Rigotti, David E. Guest, Michael Clinton, and Gisela Mohr
- Published in print:
- 2010
- Published Online:
- September 2010
- ISBN:
- 9780199542697
- eISBN:
- 9780191715389
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199542697.003.0002
- Subject:
- Business and Management, HRM / IR
This chapter outlines the key features of the research on which the book is based. The research was conducted in six European countries and Israel as a comparator. It involved over 200 organizations ...
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This chapter outlines the key features of the research on which the book is based. The research was conducted in six European countries and Israel as a comparator. It involved over 200 organizations and over 5000 workers, about a third of whom were on various kinds of temporary contract. All kinds of temporary worker are included with a majority employed on fixed‐term contracts which is representative of typical national practice. Data were collected from employer representatives and from workers in each organization using extensively‐piloted questionnaires. The process of data collection and the broad content of the questionnaires are described. The statistical properties of the various scales used in the study are presented in a Technical Appendix.Less
This chapter outlines the key features of the research on which the book is based. The research was conducted in six European countries and Israel as a comparator. It involved over 200 organizations and over 5000 workers, about a third of whom were on various kinds of temporary contract. All kinds of temporary worker are included with a majority employed on fixed‐term contracts which is representative of typical national practice. Data were collected from employer representatives and from workers in each organization using extensively‐piloted questionnaires. The process of data collection and the broad content of the questionnaires are described. The statistical properties of the various scales used in the study are presented in a Technical Appendix.
Gary Anderson
Olivia S. Mitchell (ed.)
- Published in print:
- 2009
- Published Online:
- February 2010
- ISBN:
- 9780199573349
- eISBN:
- 9780191721946
- Item type:
- book
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199573349.001.0001
- Subject:
- Business and Management, Public Management, Pensions and Pension Management
People covered by public pensions are often the subject of ‘pension envy’, that is, their benefits might seem more generous and their contributions lower than those offered by the private sector. Yet ...
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People covered by public pensions are often the subject of ‘pension envy’, that is, their benefits might seem more generous and their contributions lower than those offered by the private sector. Yet this book points out that such judgments are often inaccurate, since civil servants hold jobs with few counterparts in private industry, such as firefighters, police, judges, and teachers. Often these are riskier, dirtier, and demand more loyalty and discretion than would be required of a more mobile labour force in the private sector. The debate challenges traditional ideas about how the public employee labour contract is structured and raises questions about how such employees are attracted to the public sector, retained and motivated on the job, and retired, via an entire compensation package of wages and benefits. This book explores aspects of these schemes, addressing the cost and valuation debate, along with the political economy of how public pension asset pools are perceived and managed. The discussion also explores ways that public pensions can be strengthened in the US, Japan, Canada, and Germany.Less
People covered by public pensions are often the subject of ‘pension envy’, that is, their benefits might seem more generous and their contributions lower than those offered by the private sector. Yet this book points out that such judgments are often inaccurate, since civil servants hold jobs with few counterparts in private industry, such as firefighters, police, judges, and teachers. Often these are riskier, dirtier, and demand more loyalty and discretion than would be required of a more mobile labour force in the private sector. The debate challenges traditional ideas about how the public employee labour contract is structured and raises questions about how such employees are attracted to the public sector, retained and motivated on the job, and retired, via an entire compensation package of wages and benefits. This book explores aspects of these schemes, addressing the cost and valuation debate, along with the political economy of how public pension asset pools are perceived and managed. The discussion also explores ways that public pensions can be strengthened in the US, Japan, Canada, and Germany.
Sanford M. Jacoby
- Published in print:
- 2004
- Published Online:
- September 2007
- ISBN:
- 9780199263677
- eISBN:
- 9780191718373
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199263677.003.0002
- Subject:
- Business and Management, Corporate Governance and Accountability
This chapter examines the evolution of US corporate governance and its implications for labour. It first analyses the development of the present US model of corporate governance over the last 40 ...
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This chapter examines the evolution of US corporate governance and its implications for labour. It first analyses the development of the present US model of corporate governance over the last 40 years or so. It then considers the costs and benefits of the US system. To propel further changes in the US system, policy recommendations are advanced that would simultaneously reform corporate governance practices while creating a more favourable climate for employee representation.Less
This chapter examines the evolution of US corporate governance and its implications for labour. It first analyses the development of the present US model of corporate governance over the last 40 years or so. It then considers the costs and benefits of the US system. To propel further changes in the US system, policy recommendations are advanced that would simultaneously reform corporate governance practices while creating a more favourable climate for employee representation.
Fred Luthans, Carolyn M. Youssef, and Bruce J. Avolio
- Published in print:
- 2006
- Published Online:
- September 2007
- ISBN:
- 9780195187526
- eISBN:
- 9780199789863
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195187526.003.0003
- Subject:
- Business and Management, Organization Studies
This chapter draws from the considerable theory and research of C. Rick Snyder to define PsyCap hope in terms of both agency (willpower) and pathways (waypower) to accomplish goals. After summarizing ...
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This chapter draws from the considerable theory and research of C. Rick Snyder to define PsyCap hope in terms of both agency (willpower) and pathways (waypower) to accomplish goals. After summarizing research on the relationship between hope and performance, major attention of the chapter is given to developing hope in today's managers and employees through goal setting, stretch goals, stepping, involvement, reward systems, resources, strategic alignment, and training. The balance of the chapter examines the characteristics of hopeful organizational leaders, employees, and overall organizations. The concluding sections explore potential pitfalls and directions for future research and practice.Less
This chapter draws from the considerable theory and research of C. Rick Snyder to define PsyCap hope in terms of both agency (willpower) and pathways (waypower) to accomplish goals. After summarizing research on the relationship between hope and performance, major attention of the chapter is given to developing hope in today's managers and employees through goal setting, stretch goals, stepping, involvement, reward systems, resources, strategic alignment, and training. The balance of the chapter examines the characteristics of hopeful organizational leaders, employees, and overall organizations. The concluding sections explore potential pitfalls and directions for future research and practice.
Fred Luthans, Carolyn M. Youssef, and Bruce J. Avolio
- Published in print:
- 2006
- Published Online:
- September 2007
- ISBN:
- 9780195187526
- eISBN:
- 9780199789863
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195187526.003.0004
- Subject:
- Business and Management, Organization Studies
This chapter first defines PsyCap optimism by using Martin Seligman's explanatory or attribution style, i.e., optimists take credit for positive events in their lives and for negative events ...
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This chapter first defines PsyCap optimism by using Martin Seligman's explanatory or attribution style, i.e., optimists take credit for positive events in their lives and for negative events attribute to the external, temporary, and specific to the situation causes. After noting other conceptions of optimism based on emotional dimensions and future expectations, emphasis is given to the realistic and flexible qualifiers of PsyCap optimism. The remainder of the chapter then makes the case for the importance of optimism at the employee, organizational leader, and overall organizational levels. Specific attention is given to developing realistic optimism in today's workforce. The concluding sections recognize some of the potential pitfalls and point to future directions for research and practice.Less
This chapter first defines PsyCap optimism by using Martin Seligman's explanatory or attribution style, i.e., optimists take credit for positive events in their lives and for negative events attribute to the external, temporary, and specific to the situation causes. After noting other conceptions of optimism based on emotional dimensions and future expectations, emphasis is given to the realistic and flexible qualifiers of PsyCap optimism. The remainder of the chapter then makes the case for the importance of optimism at the employee, organizational leader, and overall organizational levels. Specific attention is given to developing realistic optimism in today's workforce. The concluding sections recognize some of the potential pitfalls and point to future directions for research and practice.
Fred Luthans, Carolyn M. Youssef, and Bruce J. Avolio
- Published in print:
- 2006
- Published Online:
- September 2007
- ISBN:
- 9780195187526
- eISBN:
- 9780199789863
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780195187526.003.0005
- Subject:
- Business and Management, Organization Studies
This chapter first provides the historical background on the mainly clinically-oriented work on resiliency. PsyCap resiliency is defined as not only this traditionally recognized ability to bounce ...
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This chapter first provides the historical background on the mainly clinically-oriented work on resiliency. PsyCap resiliency is defined as not only this traditionally recognized ability to bounce back from adversity, but also includes coming back from very positive, challenging events and the will to go beyond the normal, to go beyond the equilibrium point. Specific attention is given to the three major dimensions of resilience: assets, risk factors, and values. The rest of the chapter is devoted to the positive role PsyCap resilience can play in the workplace in terms of performance and human resource development, as well as the importance of resilient employees, leaders, and organizations. Career resiliency is singled out for special attention. The concluding sections recognize some potential pitfalls and future directions for research and practice.Less
This chapter first provides the historical background on the mainly clinically-oriented work on resiliency. PsyCap resiliency is defined as not only this traditionally recognized ability to bounce back from adversity, but also includes coming back from very positive, challenging events and the will to go beyond the normal, to go beyond the equilibrium point. Specific attention is given to the three major dimensions of resilience: assets, risk factors, and values. The rest of the chapter is devoted to the positive role PsyCap resilience can play in the workplace in terms of performance and human resource development, as well as the importance of resilient employees, leaders, and organizations. Career resiliency is singled out for special attention. The concluding sections recognize some potential pitfalls and future directions for research and practice.
Takashi Araki
- Published in print:
- 2009
- Published Online:
- February 2010
- ISBN:
- 9780199563630
- eISBN:
- 9780191721359
- Item type:
- chapter
- Publisher:
- Oxford University Press
- DOI:
- 10.1093/acprof:oso/9780199563630.003.0008
- Subject:
- Business and Management, Corporate Governance and Accountability, HRM / IR
Japan's stakeholder model of corporate governance is upheld by customary practice rather than law. This chapter considers whether changes to practice will lead to fundamental institutional changes ...
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Japan's stakeholder model of corporate governance is upheld by customary practice rather than law. This chapter considers whether changes to practice will lead to fundamental institutional changes which, in turn, might transform the model. Focusing on employment and labor relations, it briefly characterizes the stakeholder model, then reviews recent developments in shareholder ownership and management structures, as well as changes in employment and labor‐management relations, both collective and individual. Finally, it evaluates the impact of changes in practices, legislative developments, and thinking in Japanese corporate society, and outlines some implications for corporate governance from the perspective of labor law. Araki concludes that Japanese society must look for a better balance between shareholder and employee value. Diversity in corporate governance will increase, and competition between the different governance models will take place, not for more profit for shareholders, but for a better balance between shareholder and employee interests.Less
Japan's stakeholder model of corporate governance is upheld by customary practice rather than law. This chapter considers whether changes to practice will lead to fundamental institutional changes which, in turn, might transform the model. Focusing on employment and labor relations, it briefly characterizes the stakeholder model, then reviews recent developments in shareholder ownership and management structures, as well as changes in employment and labor‐management relations, both collective and individual. Finally, it evaluates the impact of changes in practices, legislative developments, and thinking in Japanese corporate society, and outlines some implications for corporate governance from the perspective of labor law. Araki concludes that Japanese society must look for a better balance between shareholder and employee value. Diversity in corporate governance will increase, and competition between the different governance models will take place, not for more profit for shareholders, but for a better balance between shareholder and employee interests.
