Thoroughly revised and updated to include contemporary terms that have gained importance such as furlough, unconscious bias, platform work, and Great Resignation, this second edition of the Encyclopedia of Human Resource Management is an authoritative and comprehensive reference resource comprising almost 400 entries on core HR areas and concepts.
Online learning environments eliminate geographical barriers and enable new forms of collaboration between students at large scale. Self-presentation within such environments affects how students interact with learning content and with each other. We explore how anonymity/identifiability in user profile design impacts student interactions in a large multicultural classroom across two geographical locations. After triangulating 150,000 online interactions with questionnaires and focus groups, we provide three major findings. First, being identifiable had a significant impact on how students accessed and rated content created by their peers. Second, when identifiable, cultural differences became more prominent, leading some students to avoid content created by classmates of certain nationalities. Finally, when students interacted with their real identities, there were significant and negative gender effects which were absent when students were anonymous. These findings contribute to our understanding of social dynamics within multicultural learning environments, and raise practical implications for tool design.
Abstract This paper charts the development of Acas over the last two decades as it responds to the changing context of British employment relations. While dispute resolution services have evolved to focus on individual disputes, Acas has remained true to its pluralist roots through its training and advisory services that continue to promote ‘good employment relations’.
The resolution of individual workplace conflict has assumed an increasingly important place in policy debates over contemporary work and employment. This is in part due to the decline in collective industrial action and the parallel rise in the volume of employment tribunal applications. It reflects a growing concern over the
implications of individual employment disputes for those involved but has perhaps been driven by concerns over the cost of litigation and the perceived burden that this places on employers.
Against this backdrop, an ESRC-funded seminar series, entitled ‘Reframing Resolution – Managing Conflict and Resolving Individual Employment Disputes in the Contemporary Workplace’, was held between October 2012 and September 2013. This comprised six seminars held at: University of Strathclyde; University of Central Lancashire; Swansea University; Queen’s University Belfast; IRRU, University of Warwick and University of Westminster. The series brought leading academic researchers, practitioners and policy-makers together to explore new empirical and conceptual developments, examine innovative practice and provide insights into key questions of public policy.
ABSTRACT This article focuses on the role of lay members in tripartite employment tribunals, arguing that tribunals' legitimacy has been undermined by restrictions on the use of members' workplace experience, by the growth of the law, by changes to the method of lay member appointment and because judges now decide certain cases alone.
Purpose This study aims to advance knowledge in international management research about how researchers’ cultural identity in fieldwork encounters may be grounded in the choice of language in multicultural and multilingual projects. Design/methodology/approach The study is based on critical reflections on the experience of two co-authors as Chinese nationals conducting research in overseas Chinese multinational corporations (MNCs) in developing economies. Findings Drawing on social identity theory, the authors demonstrate that the cultural identity and cultural insider/outsider positionality of both the researcher and research participants can be shaped by language, translation and other artefacts in cross-cultural interviews, constantly being shifted, managed and renegotiated during qualitative interviewing. This study highlights the politics of language which, when combined with other forms of power relations, such as the researcher’s perceived status, economic development of the MNCs’ home country and the participants’ organisational hierarchy, affect power distribution between the researcher and participants. Researchers often need to move from being an “insider” to an “outsider” and often to an “in-betweener” at different stages in an interview interaction to balance power. Originality/value This study contributes to international debates about the complex interplay of languages, politics and identity in multilingual and multicultural qualitative research. In contributing to these literatures, the authors focus on the relatively under-researched Chinese MNCs in other developing countries including Mongolia and Tanzania. Recommendations for researcher training and reflexivity are proposed.
Labour economics as a discipline has changed dramatically in recent years. Gone are the days of a "job for life". These days, firms and employees are part of a less regulated, more fluid, and more international labour market. Knowledge, training, human resource development and human capital are all major factors on the contemporary scene. This new textbook is the first properly international textbook to reflect these swingeing changes. Its key areas of concentration include: the increasing importance of human capital including education and occupational choice the major subdivision of personnel economics including economic inactivity and absenteeism comparative cross country studies and the impact of globalization and migration on national labour markets equal opportunities and issues of discrimination on the basis of race, gender and disability conflict at work, including both strikes and, uniquely, individual disputes. Other issues explored include the supply and demand of labour, wages, the current role of trade unions, bargaining and conflict, and working time. The book is written in a clear, accessible way with some mathematical exposition, reflecting the text's grounding in current microeconomic theory. The book also contains case studies designed to illuminate theoretical concepts and exercises and discussion questions to test the students understanding of the various concepts outlined in the text.
ProsEmployment tribunals and other labor courts are important institutions for enforcing workers' legal rights and protections.The incidence of claims-notably for unfair dismissal-rises during economic downturns and varies with other factors, including the extent of unionization.Settling cases before hearings are held depends on parties' expectations about what the adjudicated decision will be and on conciliation interventions.Tribunal judgments reflect social and economic factors as well as legal and procedural compliance. eleVatOr PitCHEmployment tribunals or labor courts are responsible for enforcing employment protection legislation and adjudicating rights-based disputes between employers and employees.Claim numbers are high and, in Great Britain, have been rising, affecting both administrative costs and economic competitiveness.Reforms have attempted to reduce the number of claims and to improve the speed and efficiency of dealing with them.Balancing employee protection against cost-effectiveness remains difficult, however.Gathering evidence on tribunals, including on claim instigation, resolution, decision making, and post-tribunal outcomes can inform policy efforts. autHOr'S MaiN MeSSaGeEmployment tribunals and labor courts have a central role in enforcing employment protection laws and safeguarding other worker rights.What is currently understood about claim instigation, conciliation, and adjudication suggests possible alternatives to the deregulatory dynamic that has emerged in several countries.Improving the quality of information and support available to parties in disputes and working with small firms, which may lack awareness of legal requirements and engage in more informal employment relations, offer promise for improving the labor dispute settlement process without compromising worker rights. ConsHigh numbers of claims place pressure on the tribunal system and can result in significant costs to both sides in the case and to the state.Because tribunals are charged with enforcing employment protection legislation, they have been criticized for having a negative impact on labor markets.For a small number of claimants, most notably those whose cases are dismissed without a hearing, there appear to be adverse labor market consequences from seeking redress through tribunals. the economics of employment tribunalsUnderstanding how employment tribunals make decisions can guide reforms of employment dispute settlement
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