The future of professional work? The rise of the `network form¿ and the decline of discretion

This article explores the implications of `networked¿ and `flexible¿ organisations for the work and skills of professionals. Drawing on material from four different case studies it reviews work that is out-sourced (IT professionals and housing benefit caseworkers), work done by teachers contracted to a temporary employment agency and work done through an inter-firm network (chemical production workers). In each of these cases work that was out-sourced was managed very differently to that which was undertaken in-house, with managerial monitoring replacing and reducing employees¿ discretion. New staff in these networks had fewer skills when hired and were given access to a narrower range of skills than their predecessors. By contrast, the production staff employed on permanent contracts in the inter-firm network were given (and took) significant amounts of responsibility, with positive results for both their skills and the work processes. Despite these results, out-sourcing and sub-contracting are a far more common means of securing flexibility than organisational collaboration and the implications of this for skills is considered

'Making work pay' debates from a gender perspective: a comparative review of some recent policy reforms in thirty European countries

The objective of this report is to develop the gender perspective to this labour supply debate in two ways. Firstly, through a review of some key recent national policy reforms to social protection systems and related labour market programmes which are designed to integrate low-income groups into employment and where the policy objectives relate to the theme of ‘making work pay’, largely through a focus on enhancing the financial attractiveness of employment relative to benefit receipt. In this discussion we consider whether gender mainstreaming of the policy occurred, and what gender impact these reforms might be expected to have. Secondly, we turn to the wider incentives and barriers that are faced by those – still largely women – who take on the primary care role in households with young children, with a particular emphasis on the situation of mothers in low-income households (tax and benefits, active labour market policies, childcare, etc.). This report is based on the reports prepared by the 30 national experts in the Group of Experts on Gender, Social Inclusion and Employment

Occupational and physical therapists’ use of intrapersonal and interpersonal emotion regulation strategies during patient interactions: a qualitative study

Importance: Occupational and physical therapists’ use of intrapersonal and interpersonal emotion regulation strategies may play an important role in building therapeutic relationships, but little is known about how they use these strategies during patient interactions. Objective: To understand how therapists use intrapersonal and interpersonal emotion regulation strategies during their patient interactions. Design: This qualitative study consisted of two stages of data collection. In Stage 1, therapists were interviewed regarding how they use emotion regulation strategies in their therapeutic relationships. In Stage 2, patient–therapist dyads were observed during treatment sessions and then interviewed at the end of the therapeutic relationship. Setting: Inpatient and outpatient rehabilitation hospitals and clinics in the United Kingdom. Participants: In Stage 1, 13 occupational therapists and 9 physical therapists participated; in Stage 2, 14 patient–therapist dyads participated. Outcome and Measures: A semistructured interview guide was used to ask therapists how they use emotion regulation strategies during patient interactions. Results: Therapists used a wide range of interpersonal and intrapersonal emotion regulation strategies that can be categorized in prominent emotion regulation strategy taxonomies. They used these strategies both proactively, in anticipation of emotional events, and reactively, in response to emotional events. Their use helped them to build and maintain the therapeutic relationship and to protect themselves, feel better, and get their jobs done. Conclusions and Relevance: The ability to regulate one’s own and others’ emotions is an essential part of therapists’ work. In this study, therapists used a wide range of emotion regulation strategies to benefit themselves and their patients. What This Article Adds: This is the first study to identify the specific intrapersonal and interpersonal emotion regulation strategies used by occupational and physical therapists during patient–therapist interactions. This study makes an important contribution to understanding therapists’ use of proactive and reactive emotion regulation strategies to build and maintain therapeutic relationships

Applying a gender lens to employment relations: Revitalisation, resistance and risks

Employment relations is on the defensive. A gender lens provides opportunities for revitalisation through bringing in social reproduction alongside production, introducing intersectional identities alongside class, developing gendered critiques of ‘neutral’ markets and recognising the ‘doing of gender’ within the workplace. However, resistance within research and practice is evident in gender blindness, marginalisation of gender issues or preference for male interests. Three risks associated with a gender lens are identified: first, feminist critiques may be used by employers or neoliberal policymakers to deregulate employment; second, by making gender visible, gender differences may be used to legitimise gender inequalities; and third, in representing workers’ interests many pitfalls need to be navigated in steering a path between excessive fragmentation and reproducing hierarchy, whether by class, gender or race. Nevertheless, the costs of not embracing a gender perspective go beyond missed opportunities for renewal and leave employment relations at risk of further decline

Fragmenting work: theoretical contributions and insights for a future of work research and policy agenda

Mick Marchington's highly innovative research and writings on ‘Fragmenting Work’ have transformed our understanding of organisations, human resource management (HRM) and the world of work. He led a series of in-depth case studies of networked organisations—including airport operations, supply chains, multi-client call centres, public-private partnerships and information technology outsourcing—and argued for the significance of inter-organisational networks in directly informing HRM theory and also shaping HRM practice. The resulting highly cited body of published work captured and further developed Mick's intellectual interests in pluralism and complexity in relation to HRM theory. In this article, we reflect on Mick's theoretical contributions and also consider how core theoretical insights derived from the Fragmenting Work research programme can be applied to new questions about the future of work concerning digital platforms, career ladders and global supply chains

The Human Side of Skills and Knowledge

YesThe goal of decent work is best expressed through the eyes of people. It is about your job and future prospects; about your working conditions; about balancing work and family life, putting your kids through school or getting them out of child labour. It is about gender equality, equal recognition, and enabling women to make choices and take control of their lives. It is about personal abilities to compete in the market place, keep up with new technological skills and remain healthy. It is about developing your entrepreneurial skills, about receiving a fair share of wealth that you have helped to create and not being discriminated against; it is about having a voice in your workplace and your community . . . . For everybody, decent work is about securing human dignity (ILO 2001:7 - 8 cited in Green 2006:19 - 20)