Copyright (c) 2013 All rights reserved. http://works.bepress.com/djkelly Recent documents in Diana J. Kelly en-us Thu, 31 Jan 2013 17:36:35 PST 3600 http://works.bepress.com/djkelly/14 http://works.bepress.com/djkelly/14 Sun, 10 Aug 2008 08:57:46 PDT The 2007 Federal election campaigns in Australia were characterised by three factors. Most notably, industrial relations played a central role for many voters. Secondly, there was intense and innovative use of media representation and imagery. The substance of the differences between the parties was dominated by the framing of concepts and images which represented industrial relations in 30-second sound bytes and slogans. Thirdly, what offset the effect of that framing was the new media which offered new opportunities for shaping the public discourse and was utilised extensively. This paper seeks to understand how industrial relations was framed in some of the mass media in 2007, and explores some forms of new media and its role in the election. In so doing, the paper shows the significance of industrial relations as a major issue in the election, and suggests that the new media shaped the public's ideas and opinions.

]]> D. J. Kelly http://works.bepress.com/djkelly/13 http://works.bepress.com/djkelly/13 Wed, 28 May 2008 12:38:41 PDT In recent years scholars have re-evaluated Taylorism and have shown that the heart of the scientific management movement, the Taylor Society, reflected many of the Progressive ideals that pervaded the first decades of twentieth century America. Indeed, such was the spirit of critical analysis and debate within the Taylor Society that while most practitioners and intellectuals who were members of the society were liberals, individuals whose ideological commitments were more radical also belonged to the Society. That an outspoken and avowed Marxist such as Walter Polakov could find a place in the Taylor Society attests to its ideological pluralism. This paper thus aims to show that far from being an anathema to a socialist such as Polakov, scientific management offered a vehicle which could minimise the deleterious effects on workers in the transition from capitalism to socialism. This paper first discusses ideas about scientific management and shows there are evident differences between the views held by the movement's detractors and those held by the members of the Taylor Society. In the second section the life and times of Polakov are briefly explored, focusing on his involvement in the Taylor Society, while in the third part the nature and extent of Polakov's socialism is surveyed and assessed in order to show that it was inextricably bound up in his scientific management.

]]> D. J. Kelly http://works.bepress.com/djkelly/11 http://works.bepress.com/djkelly/11 Wed, 28 May 2008 12:38:36 PDT Over twenty years ago industrial relations academics in Australia and New Zealand formed a scholarly association as one means of strengthening their field of study. This paper considers the nature and effects of Association of Industrial Relations Academics of Australia and New Zealand on academic industrial relations in light of the changing context for universities and employment relations in Australia, on the one hand, and the broader literature on scholarly communities on the other hand. The paper concludes that the foundation ideals of AIRAANZ have served the scholarly community well.

]]> D. J. Kelly http://works.bepress.com/djkelly/10 http://works.bepress.com/djkelly/10 Wed, 28 May 2008 12:38:34 PDT The primary objective of this paper is to understand the extent to which Australian industrial relations academics took up the different heuristic frameworks from USA and UK from the 1960s to the 1980s. A second objective is to begin to understand why, and in what ways ideas are transmitted in academic disciplines drawing on a “market model” for ideas. It is shown that in the years between 1960s and 1980s a modified US (Dunlopian) model of interpreting industrial relations became more influential in Australia than that of UK scholarship, as exemplified by the British Oxford School. In part this reflects the breadth, flexibility and absence of an overt normative tenor in Dunlop's model which thus offered lower transaction costs for scholars in an emergent discipline seeking recognition and approval from academia, practitioners and policy-makers. Despite frequent and wide-ranging criticism of Dunlop's model, it proved a far more enduring transfer to Australian academic industrial relations than the British model, albeit in a distorted form. The market model for the diffusion of ideas illuminates the ways in which a variety of local contextual factors influenced the choices taken by Australian industrial relations academics

]]> D. J. Kelly http://works.bepress.com/djkelly/9 http://works.bepress.com/djkelly/9 Wed, 28 May 2008 12:38:31 PDT Considerable evidence points to an increase in workplace bullying, in large part as a consequence of competitive pressures, the predominance of business values, and concomitantly, the declining legitimacy ascribed to fairness and social justice. This paper examines workplace bullying in the context of the recent employment relations legislation in Australia (WorkChoices). It is shown that the legislation will enhance and extend women’s labour market disadvantage by shifting the employment relationship to the private sphere, together with informalisation of workplace relations, reduced access to formal procedures and reduced accountability and transparency. Moreover, overt government support of business wishes will enable managers and employers to condone or encourage bullying. In exploring these issues, the paper will draw on a ‘Swiss Cheese’ model, which highlights the factors which might enhance or prevent workplace bullying.

]]> D. J. Kelly http://works.bepress.com/djkelly/8 http://works.bepress.com/djkelly/8 Wed, 28 May 2008 12:38:29 PDT Workplace bullying is a growing problem which is costly for organisations and individual targets. The costs for organisations include loss of productivity and increased insurance costs, as rising stress claims generate rises in premiums. Measuring the costs to individuals or the ethical capital of an organisation is much more difficult but just as important. This paper seeks to understand the research practices in bullying in order to identify potential needs for research and practice. After examining the nature and extent of workplace bullying, approaches to bullying are surveyed, revealing how different disciplines and professions investigate workplace bullying. The importance of context is considered. It is then argued that, while there is extensive empirical and analytical research in each field of study, new research perspectives (especially in areas such as ethics), closer integration of the different approaches and obtaining a wider audience may reduce the incidence and impact of bullying

]]> D. J. Kelly http://works.bepress.com/djkelly/7 http://works.bepress.com/djkelly/7 Wed, 28 May 2008 12:38:26 PDT Taking a theme of the transmission of ideas within disciplines, this paper investigates the impact of academic human resource management on academic industrial relations, comparing the impact in Australia between 1990 and 1995 with the earlier responses in UK and USA. It is shown that while HRM had a significant effect on academic industrial relations, the extent of that impact is not wholly clear because other events, such as public policy shifts and the changing role of universities also affected academic industrial relations.

]]> D. J. Kelly http://works.bepress.com/djkelly/6 http://works.bepress.com/djkelly/6 Wed, 28 May 2008 12:38:24 PDT Workplace bullying encompasses a wide array of targeted, persistent and destructive behaviours, usually by managers towards their subordinates. It is an extensive and seemingly growing phenomenon which is costly to individuals, workplaces and organisations. The costs for organisations include productivity loss, turnover, and increased legal and insurance costs. There are also considerable costs to individuals and the ethical capital of organisations, but this is more difficult to measure. Curiously IR and HRM scholars have rarely undertaken systematic investigation or analysis of the issue, despite the fact that it appears to be an issue squarely within the purview of these disciplines. The paper concludes that further research from IR/HRM perspective would benefit transdisciplinary investigation and analysis of bullying in ways that might assist in devising organisation and public policy and practices which, in turn, could reduce the extent and impact of bullying.

]]> D. J. Kelly http://works.bepress.com/djkelly/5 http://works.bepress.com/djkelly/5 Wed, 28 May 2008 12:38:21 PDT The term human resource development, or more commonly HRD, is widely used. Yet it has ambiguous connotations, since it may refer to increase in human capacities, rights and entitlements from a business or an economic perspective, or as an instrument of human development, particularly in developing countries, which enables personal and societal advancement toward economic progress and democratic self-determination. It is important to distinguish the forms and varieties of HRD if human development is to be balanced. Moreover, HRD may be delivered by public organisations such as governments, NGOs and supranational organisations, such as the United Nations, or by private corporations. This paper seeks to evaluate and review understanding of approaches to HRD, taking particular account of the objectives of programmes of education and training and the providers.

]]> D. J. Kelly http://works.bepress.com/djkelly/4 http://works.bepress.com/djkelly/4 Wed, 28 May 2008 12:38:18 PDT This paper seeks to identify what scholars and policy-makers in several arenas mean by "human resource development" (HRD), and what are their shared and different assumptions and objectives, with particular reference to small/medium enterprises (SMEs). The characteristics of successful SMEs are briefly considered, taking particular account of human factors. The notion of development-centred HRD is then explored and evaluated followed by an overview of what are the primary attributes and objectives of HRD for large enterprises (LEs), and then by a survey of the HRD goals of two major international organisations - the ILO and APEC. What these organisations conceptualise as HRD is then bench-marked against the first three conceptualisations of (a) HRD for SMEs, (b) development-centred HRD, and (c) LE-based HRD. Finally, the differences in primary assumptions and goals which are evident in the differing concepts of HRD are analysed in order to consider what are the research and policy implications of these multiple interpretations of this widely used, but evidently ambiguous term.

]]> D. J. Kelly http://works.bepress.com/djkelly/3 http://works.bepress.com/djkelly/3 Wed, 28 May 2008 12:38:15 PDT The massification of university education is being replicated in many emergent and newly-industrialised countries, as universities from older economies have begun to offer educational services overseas. Initially, these were small-group programmes, but in recent years many more subjects, programmes and degrees have been taught offshore to increasingly large groups. This kind of education is dissimilar both to distance education and to local (campus) education, and provides particular challenges for those ensuring and assuring quality from a global perspective. Drawing on the significant experience of the authors, this paper takes a case-study approach to investigating the principles and processes of assuring quality and ensuring standards and to identifying elements that can prove fruitful in achieving high quality and standards.

]]> R. G. Castle et al. http://works.bepress.com/djkelly/2 http://works.bepress.com/djkelly/2 Wed, 28 May 2008 12:38:12 PDT Considerable evidence points to an increase in workplace bullying, in large part as a consequence of competitive pressures, the predominance of business values, and concomitantly, the declining legitimacy ascribed to fairness and social justice. This paper examines workplace bullying in the context of the recent employment relations legislation in Australia (WorkChoices). It is shown that the legislation will enhance and extend women’s labour market disadvantage by shifting the employment relationship to the private sphere, together with informalisation of workplace relations, reduced access to formal procedures and reduced accountability and transparency. Moreover, overt government support of business wishes will enable managers and employers to condone or encourage bullying. In exploring these issues, the paper will draw on a ‘Swiss Cheese’ model, which highlights the factors that might enhance or prevent workplace bullying.

]]> D. J. Kelly http://works.bepress.com/djkelly/1 http://works.bepress.com/djkelly/1 Wed, 28 May 2008 12:38:10 PDT In this paper we first clarify and analyse notions of what internationalisation is and the ways in which it has become an important strategic goal for higher education institutions in Australia. In particular, this paper seeks to demonstrate the attributes of a whole-of-institution conception of internationalisation, which requires defining and analysing what is meant by whole-of-institution. This is followed by a discussion on the means of achieving a whole-of-institution approach, focusing in particular on the broad pressures on, and underlying potential of, tertiary education in Australia. The basis for, and nature of, the mechanisms and systems for assuring quality in each key area is then discussed. The University of Wollongong is used as a case study, examining key areas of policy framework and implementation systems, committee structures and primary areas of activity. This offers an opportunity to consider a single institution in light of the two essential elements of the whole-of-institution approach—embeddedness and quality assurance mechanisms

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