Innovative Work Practices Research Articles

The Role of the University in the Creation of a Learning Region. A Study in the Athenaeum of Catania

This study aimed to assess how the university of Catania conceptualised its new role, considering the principal ways that other European universities are changing. The research was focused on assessing the level of awareness of the university's ability to spread and promote lifelong learning (LLL), its role in promoting awareness, innovation and development of the city and the surrounding territory as a learning city and learning region and its ability to fulfil the needs and (cultural, educational, economic and productive) requirements of the territory. The study did so by means of some extensive interviews conducted with experts in University policy and/or lifelong learning selected from among those in charge of and/or members of the main University committees and service centres within the Athenaeum. The interviewees were asked to freely express their opinions, observations and reflections on the subject and to offer their suggestions on the best ways to develop policies and innovative working practices within the Athenaeum with the aim of building a learning city. In addition, managers of local organisations, professional associations, and principals of schools, adult education colleges and continuous professional development providers were involved in order to hear their thoughts on the image of the university as a provider of LLL. A qualitative analysis of the results identified the viewpoints of the interviewees regarding the role of the university revealed differences between the opinions expressed and highlighted suggestions and advice for the development of more effective strategies and policies. It is true to say that there is a very limited spread of LLL principles both inside and outside the academy and that there is a lot of work to be done if the concepts of LLL are to truly take root in its strategies and working practices so that it may become a true learning organisation. In addition, the prospect of creating a learning city-learning region seems, in many ways, very far from becoming a reality in Catania, where there is a large gap between the institutions (the university included) and the needs of the territory. This paper argues, therefore, that the university's work needs to be more coherent and better coordinated with the other aspects of local policy if the university is to contribute to creating a learning region and to assume the relevant guiding role.

Telework management and work practices: the case of an Australian telecentre

The contemporary practice of employees working from an alternative location using information and communication technologies to maintain links with the usual workplace, termed telework, creates management and work practice challenges. The case of an Australian public sector organization's telecentre highlights such issues and the importance of management to telework's success. Despite a range of positive outcomes for employees and their employer, such as a better quality of working life, improved work-life balance and the pioneering of innovative and productive work practices, this experiment in post-Fordist flexibility was ultimately defeated by the lack of leadership skill displayed by an influential senior manager.

Homecoming as Safe Haven or the New Front: Attachment and Detachment in Military Couples

Traumatized military couples represent a new population for the application of attachment theory constructs. An innovative clinical social work practice model, grounded in a synthesis of social and psychological theories, aims to assist these couple and families who are navigating very difficult transitions. Since social support is known to be a central protective factor in mediating the long-term adverse effects of combat trauma, this therapeutic focus addresses two compelling problem areas: the disruption of secure attachments and affect dysregulation. The effects of deployment stressors on soldiers, their intimate partners, and their families are discussed in depth. Clinical illustrations highlight the utility of a phase-oriented culturally responsive couple therapy practice approach that has clear clinical implications for military couples.

Teoria implícita de organização e padrões de inovação nos processos de gestão

The research explores the concept of what is a sucessfull organization according to the perception of organizational actors in companies with different adoption patterns of innovative work and production management practices. For this purpose, it adopted a multi-case methodology, with a total of 23 participants distributed among 7 companies. Data was obtained by means of interviews comprising of open and structured items. The organizational actors' implicit theory doesn't differ significantly among the four patterns of innovation studied. In that sense, an attitude combining pro-activity and reactivity in the relationship between organization and environment, an organizational structure based on the characteristics of the mechanical/organic models and a relationship between individual and organization that mixes characteristics of the agency and community models were taken as ideals. On the other hand, the implicit theory explored by free evocation indicated the existence of shared characteristics, independent from the context in which it was inserted.

Human Resource Management Policies and Productivity: New Evidence from An Econometric Case Study

First we distinguish various approaches used by economists to assess the impact of human resource management practices on productivity and then we briefly review and illustrate studies that represent different approaches. In the main part of the paper we illustrate the econometric case study method, by using new data to analyse a case from retail trade and by emulating an approach used in an earlier study. Consistent with theory we find that when employees have opportunities to participate, to receive appropriate information and pertinent rewards, a one standard deviation increase of the first principal component score would increase productivity by 1%. Our findings imply that there are benefits to innovative work practices even in settings where employees do simple tasks and employees are relatively low-skilled. Since our findings are similar to those contained in a previous study, our results also indicate the value of replication studies.

High performance work systems: the sum really is greater than its parts

PurposeThis article seeks to highlight the importance of creating a systematic approach to work measurement and performance improvements. It is not the people or innovative practices that are most critical to success but rather how they are connected.Design/methodology/approachThe paper looks at some of the components of high performance work systems and examples of organizations that are employing a systematic approach to performance improvement.Practical implicationsThe paper shows why consistency is more important than the tool or innovative practice one employs. If one wants long‐term performance improvements one must connect all the dots. One must make sure there is a consistent theme or thread that draws all the pieces together. Employing innovative work practices will not succeed unless one “bundles” one's work practices together under a cohesive theme.Originality/valueEveryone knows one has to approach problems systematically to be consistently successful. This article cites research and practical examples of how one can improve organizational performance by bundling innovative practices. The whole is greater than the parts.

What's your big picture?

PurposeThe paper aims to provide the reader with a perspective for keeping the critical aspects of their job in focus, despite an endless sea of details.Design/methodology/approachThe paper describes the research on “high performance work practices” and highlights the importance of establishing effective work systems.FindingsThe paper shows that the system of work you design dictates how successful you will be. Department of Labor notes many innovative work practices are not systematically applied.Practical implicationsThe paper provides information about how to create effective work systems. This includes clarifying “who you are” and “where you are going”. Explains the difference between having a purpose and having constraints.Originality/valueThis paper specifically shows show each individual can clarify their “big picture” by using descriptive statements and use of relevant feedback. American Express is used as an example of how to incorporate some of the features.

Innovative Work Practices, Information Technologies and Working Conditions: Evidence for France

We investigate the impact of new work practices and information and communication technologies (ICT) on working conditions in France. We use a unique French dataset providing information on individual workers for the year 1998. New work practices include the use of quality norms, job rotation, collective discussions on work organization and working time flexibility. Working conditions are captured by occupational injuries as well as indicators of mental strain. We find that workers involved in the new practices face working conditions that are significantly worse than those of workers in non innovative work practices. But, the picture is mixed for ICT that seem to make the workplace safer and less risky.

Modernising the UK's west coast main line railway

In December this year the rail journey from London to Glasgow will be 44 minutes shorter. It will mark substantial completion of the £8 billion, ten-year programme to modernise the UK's west coast mainline, one of the largest railway projects in the world. Over half the 650 km long, 160-year-old heavily trafficked route has already been upgraded to carry new 200 km/h tilting trains, two years ahead of schedule, and gauges have been increased for European 2·9m freight containers all the way to Glasgow. Work on all final contracts is now underway with completion scheduled for 2009. This paper provides an overview the project, its unique civil engineering challenges and the innovative working practices and technological solutions adopted.

THE DETERMINANTS OF FIRM PERFORMANCE: UNIONS, WORKS COUNCILS, AND EMPLOYEE INVOLVEMENT/HIGH‐PERFORMANCE WORK PRACTICES

AbstractDrawing on evidence from the United States and Germany, this paper offers a survey of the effects of worker representation (in unions and works councils) and innovative work practices on firm performance. The focus is on the growing links between these two historically separate literatures. The interaction between worker representation and high‐performance work practices provides a practical means of peering inside the black box of collective voice, even if there is as yet no well‐determined hierarchy for productivity performance and certainly no blueprint for the future of unions.

The Determinants of Firm Performance: Unions, Works Councils, and Employee Involvement/High Performance Work Practices

Drawing on international evidence, this paper offers a survey of the effects of worker representation (in unions and works councils) and innovative work practices on firm performance. The focus is on the growing links between these two historically separate literatures. The interaction between worker representation and high performance work practices provides a practical means of peering inside the black box of collective voice, even if there is as yet no well-determined hierarchy for productivity performance and certainly no blue-print for the future of unions.

The diffusion of high performance employment practices in the Republic of Ireland

This paper focuses on the behaviour and character of enterprises in modern Ireland by examining the extent to which high performance employment practices are being adopted by organisations. This paper draws on the results of an establishment‐level survey of work organisation and human resource management practice in three sectors of the Irish economy. This paper has three specific objectives: measuring the extent to which high performance work practices have been adopted by enterprises in Ireland; examining whether these innovations in the practical organisation of work are being supported by new ways of managing the broader employment relationship; and analysing precisely how establishments are combining innovative work practices and supporting HRM practices to achieve coherent overall employment models. Also finds that Irish firms are experimenting widely with workplace innovation and the changes in work organisation are matched by supporting adjustments to firms' HR policies and indicates that there is no single Irish “model” of industrial relations.

Development of innovative group work practice using the intervention research paradigm.

Rothman and Thomas' intervention research (IR) paradigm provides an alternative, developmental research method that is appropriate for practice research, especially at the early stages. It is more flexible than conventional experimental designs, capitalizes on the availability of small samples, accommodates the dynamism and variation in practice conditions and diverse populations, and explicitly values practitioners' insights. This article describes two studies to exemplify how the features of IR methodology are well suited to research on innovative group interventions. In one study, a face-to-face psychoeducational group for patients living with sickle cell anemia and chronic depression was used. The other study used an online job stress support group for social workers. The challenges and opportunities that can arise when applying the IR paradigm to develop new interventions are also discussed.

The use of workplace innovations in Ireland: a review of the evidence

This paper reviews a number of studies that has examined the use of workplace innovations in the Republic of Ireland. It is argued that despite having quite different sampling and technical properties, the surveys reach similar findings on many matters – the high degree of experimentation with innovative work practices, and the piecemeal nature of workplace reform in most companies for example. Yet disagreement has occurred about how these findings should be interpreted. One view is sceptical about whether the surveys point to meaningful innovations in enterprise level employment systems in Ireland. A less pessimistic perspective suggests that the high level of experimentation occurring on new employment practices should be seen as significant as most organisations adopt an evolutionary approach to workplace reform.

Is There a Wage Payoff to Innovative Work Practices?

During the 1980s, wage inequality increased dramatically, and the economy lost many high‐wage jobs that had provided middle‐class incomes to less skilled workers, increasingly restricting these workers to low‐wage jobs lacking union or other institutional protections. A number of scholars have suggested that a new paradigm of work, often calledhigh performance, is emerging that offers such workers more skilled jobs and higher wages. Using a unique national dataset, we find little evidence that practices associated with high‐performance work systems are associated with higher wages.

The Effect of Employer Networks on Workplace Innovation and Training

If innovative work practices improve performance, why does the intensity of their adoption vary substantially across establishments? Following a lead suggested by some sociological studies, the authors empirically investigate the role of social networks (ties to other organizations) in the organizational learning associated with diffusion of innovative work practices. Using establishment data on formal affiliation and other network measures, they find that managerial participation in networks—specifically, in industry and cross-industry associations, civic organizations, and the internal networks of multi-unit firms—positively affected both the probability that high-performance work practices and employee training programs would be adopted and, where they were adopted, the intensity of their adoption. Furthermore, multiple affiliations raised the likelihood that an establishment would pursue an intensive approach to work reorganization and training.

The Effect of Employer Networks on Workplace Innovation and Training

If innovative work practices improve performance, why does the intensity of their adoption vary substantially across establishments; Following a lead suggested by some sociological studies, the authors empirically investigate the role of social networks (ties to other organizations) in the organizational learning associated with diffusion of innovative work practices. Using establishment data on formal affiliation and other network measures, they find that managerial participation in networks-specifically, in industry and cross-industry associations, civic organizations, and the internal networks of multi-unit firms-positively affected both the probability that high-performance work practices and employee training programs would be adopted and, where they were adopted, the intensity of their adoption. Furthermore, multiple affiliations raised the likelihood that an establishment would pursue an intensive approach to work reorganization and training.

Economic Theory and the Challenge of Innovative Work Practices

A fundamental finding of the current empirical industrial relations and human resource management research is that similar types of firms producing similar types of products adopt different sets of work practices or cultures even when working under the same institutional environment. Only a small minority of firms has adopted superior, often more cooperative work cultures. In sharp contrast to neoclassical theory, which predicts the dominance of the more efficient work cultures, a behavioural model of the firm presented here reveals that even under conditions of competitive product markets, firms can produce competitively using either the traditional, less efficient work cultures or the more efficient cooperative work cultures. The superior work cultures need not dominate simply as a consequence of market forces.

The adoption of innovative work practices in service establishments

Using data from the 1994 US National Establishment Survey, the author investigates differences between manufacturing and service establishments in the use of five innovative work practices: total quality management, self-managed teams, job rotation, job sharing and flextime. Service establishments are more likely to use job sharing and flextime. Manufacturing establishments are more likely to use total quality management and self-managed teams. These results hold when controlling for establishments’ business strategies, worker demographics, institutional connections and use of technology. Determinants of adoption of total quality management, self-managed teams and flextime also varied by sector.

Is There a Wage Payoff to Innovative Work Practices?

During the 1980s, wage inequality increased dramatically and the American economy lost many wage, low- to medium-skill jobs, which had provided middle class incomes to less skilled workers. Increasingly, less skilled workers seemed restricted to low wage jobs lacking union or other institutional protections. Although good jobs for less skilled workers are unlikely to return in their previous form, a number of sociologists, economists, and industrial relations scholars have suggested that a new paradigm of work, often called high performance, is emerging, which offers such workers more skilled jobs and higher wages. Using a unique national data set we find little evidence that performance work systems are associated with higher wages.