Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey


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Samenvatting

No differentiation is made between permanent and non-permanent staff in this group. Base: All workplaces with 10 or more employees. Moreover, the autonomy of teams was frequently constrained.

Yet, the Employee Survey found that employees who are working in teams with greater autonomy are more satisfied in terms of the amount of influence they can exercise. The presence of direct forms of communication with employees, and mechanisms that allow employees to express their views, are often seen as an important factor in high performance work systems.

Downward forms of communication by management to employees include: meetings with the entire workforce and team briefings these can also provide opportunities for employee input ; systematic use of the management chain cascading information down the organisation ; regular newsletters; and the use of notice boards, email and intranet.

Findings from the 2004 Workplace Employment Relations Survey, 1st Edition

Upward forms of employee communication include suggestion schemes, employee surveys and the problem-solving groups referred to above. Such practices include: the presence of formally designated teams but not problem-solving groups for reasons of comparability with the survey ; multi-skilling of the core workforce; personality tests on recruitment; performance appraisal; off-the-job training for experienced workers; some form of direct employee communication; profit-sharing or performance-related pay; and at least one employee welfare-related practice e.

Workplaces are availing of the option of part-time working to an increasing extent. Flexible forms of employment, aimed at adjusting the size of the workforce according to fluctuations in activity, were used in a minority of workplaces.

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Both figures are practically unchanged since The proportion of workplaces with policies covering sex, race and disability remained broadly the same between and A key aspect of equal opportunities practice - monitoring and reviewing procedures for recruitment and promotion in relation to gender, ethnicity, disability and age - was less widespread. Nonetheless, the presence of a formal equal opportunities policy did make a significant difference regarding the incidence of these practices.


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Men were more likely than women to usually work long hours, a finding which held even after excluding those working part time who are mostly women. A range of flexible working time arrangements were available to at least some employees in varying proportions of workplaces, according to the arrangement. Differences were evident in management and employee accounts of their availability.

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The arrangements included:. A comparison of workplaces surveyed in both and , using the Panel Survey, indicates the increase in the availability of these practices according to management in the intervening period. Various types of leave arrangements for employees with caring responsibilities, involving provision beyond statutory entitlement, were in place in differing proportions of workplaces. Such arrangements included:.

Workplace employment practices in Britain survey, 2004

Comparing workplaces between and , again using the Panel Survey, indicates increased availability of two of these practices, together with parental leave paid or unpaid. However, there was little corresponding change in employee views on the extent to which managers were understanding in terms of demands to balance work and family. Employees were asked about their degree of satisfaction with eight aspects of their job. Base: All employees in workplaces with 10 or more employees.

An overall work satisfaction measure was created by combining the eight items into a single scale, verified by principal component analysis and a reliability test. The findings, therefore, provide a baseline for a broad assessment of any changes which might have resulted. Two issues are of particular interest.

The availability of arrangements enabling employees to secure an improved work-life balance, such as flexible working time arrangements and special paid leave, has increased noticeably since However, the use of flexible forms of employment fixed-term and temporary contracts, temporary agency working has remained unchanged over the same period.

According to the survey findings, a substantial minority of employees were unaware of the entitlements which employers say that they make available. This is likely to act as a brake to further sustained improvements in the quality of working life, as indicated by the spread of flexible working arrangements. Kersley, B. Eurofound, Wyattville Road, Loughlinstown, Co.

Based on the primary analysis of the Workplace Employment Relations Survey WERS , this is the fifth book in the series which began in , and which is considered to be one of the most authoritative sources of information on employment relations in Great Britain.

Interviews were conducted with managers and employee representatives in over 3, workplaces, and over 20, employees returned a self-completion questionnaire. This survey links the views from these three parties, providing a truly integrated picture of employment relations.

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This book provides a descriptive mapping of employment relations, examining the principal features of the structures, practices and outcomes of workplace employment relations. The reader can explore differences according to the characteristics of the workplace and organization, including workplace size, industrial sector and ownership.

Current debates are examined in detail, including an assessment of the impact of the Labour Government's programme of employment relations reform. Summary and Conclusions. See All Customer Reviews. Shop Books.


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Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey
Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey
Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey
Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey
Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey
Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey
Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey
Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey

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