Tracing the connections: short-termism, training and recession

It is frequently claimed that some employers act to maximise short-term gains at the expense of long-term rewards, hence reducing the level of employee training. In addition, during a recession such employers are expected to be the keenest to make further cutbacks. This paper examines the empirical validity of these two claims by examining the links between three proxies for short-termism and the incidence and volume of training activity as well as recession-induced changes to training expenditure and the proportion of the workforce trained. The results are based on establishment-level data taken from 67,599 private sector employers in England in 2009 and enriched with data from other sources (with sample sizes falling accordingly). The results suggest that short-termism plays a role in explaining both the level of training activity supported by employers and its sensitivity to the economic cycle. However, the results are rather ambiguous with one of the proxies suggesting that, contrary to theoretical reasoning, training incidence and volume is higher, not lower, in establishments which belong to stock market listed rather than unlisted enterprises. To make further analytical headway, then, direct measures of short-termism are needed rather than indirect, albeit improved, measures of the type used here

Nitrogen removal and ammonia-oxidising bacteria in a vertical flow constructed wetland treating inorganic wastewater

Nitrogen removal performance and the ammonia-oxidising bacterial (AOB) community were assessed in the batch loaded 1.3ha saturated surface vertical flow wetland at CSBP Ltd, a fertiliser and chemical manufacturer located in Kwinana, Western Australia. From September 2008 to October 2009 water quality was monitored and sediment samples collected for bacterial analyses. During the period of study the wetland received an average inflow of 1109m3/day with NH3-N = 40mg/L and NO3-N=23mg/L. Effluent NH3-N and NO3-N were on average 31mg/L and 25mg/L respectively. The overall NH3-N removal rate for the period was 1.2g/m2/d indicating the nitrifying capacity of the wetland. The structure of the AOB community was analysed using group specific primers for the ammonia monooxygenase gene (amoA) by terminal restriction fragment length polymorphism (T-RFLP) and by clone libraries to identify key members. The majority of sequences obtained were most similar to Nitrosomonas sp. while Nitrosospira sp. was less frequent. Another two vertical flow wetlands, 0.8ha each, were commissioned at CSBP in July 2009, since then the wetland in this study has received nitrified effluent from these two new cells

Learning outside the formal system : what learning happens in the workplace, and how is it recognised?

This report provides a summary of the evidence base on the question: ‘What learning happens in the workplace, and how is it recognised?’. It draws on national and international research findings – both quantitative and qualitative – and identifies ten key messages

Working at home: statistical evidence for seven key hypotheses

It is frequently suggested that working at home will be the future of work for many people in the UK and that trends in this direction are already well underway. This paper examines these claims by analysing data from the Labour Force Survey which has, at various times, asked questions about the location of work. Seven key hypotheses are identified, including issues surrounding the extent and growth of working at home, reliance on information and communication technology,prevalence of low pay, average pay rates, gender issues, ethnic minority participation and household composition. The results paint a variegated and complex picture which suggests that those who work at home do not comprise a homogeneous group.The paper in particular highlights differences between non-manual and manual workers, and those who work mainly, partially and sometimes at home

Assessing the growth of remote working and its consequences for effort, well-being and work-life balance

This paper critically assesses the assumption that more and more work is being detached from place and that this is a ‘win-win’ for both employers and employees. Based on an analysis of official labour market data, it finds that only one-third of the increase in remote working can be explained by compositional factors such as movement to the knowledge economy, the growth in flexible employment and organisational responses to the changing demographic make-up of the employed labour force. This suggests that the detachment of work from place is a growing trend. The paper also shows that while remote working is associated with higher organisational commitment, job satisfaction and job-related well-being, these benefits come at the cost of work intensification and a greater inability to switch off

Skills at work in the East Midlands, 1997-2006

This Report explains how several different aspects of work skill can be measured using the information gathered and examines the distribution of job skills among those in work. The Report also describes changes that have taken place over the last decade, by making comparisons across three separate, but comparable, surveys carried out in 1997, 2001 and 2006. The Report also compares work skills in the East Midlands with those found in England as a whole

Job quality and inequality: The unequal world of work in the UK, 1986-2012

Job quality has become a prominent issue in recent years - and with good reason, say Francis Green, Alan Felstead and Duncan Gallie. Their findings on inequality and job quality and how they have changed illuminate the true state of Britain's labour market, and make clear the need for changes in policy to improve working lives

Fairness at work in Britain: first findings from the skills and employment survey 2017

Employees’ views about fairness at work are of central policy concern for their implications for personal well-being and for the desire to raise worker motivation to achieve higher productivity. This report examines beliefs about fairness among British workers and some of the factors that were important in affecting these beliefs

The determinants of skills use and work pressure: A longitudinal analysis

Employers, workers and governments all have a stake in improving intrinsic job quality since it can help to raise worker well-being and lower the social costs of ill-health. This article provides a unique insight into factors triggering changes to two key aspects of intrinsic job quality – the skills used and developed at work, and the pressures under which work is carried out. Using a rare two-wave panel dataset, the article assesses whether three predicted determinants – namely employee involvement, teamworking and computerisation – are good or bad for these aspects of intrinsic job quality