Brave New Workplace: How individual contracts are changing our jobsAllen & Unwin, 01/02/2006 - 272 من الصفحات Once employees knew they'd be paid properly for working nights and overtime and couldn't be dismissed on a whim. Unions made sure of this. Now employees are being asked to do their own bargaining, one on one. Employers and government claim that this will lead to higher productivity, while unions and church groups cry foul. What is really going on? The push for individual contracts for employees overturns a century of collective efforts to create basic rights and a 'fair go' in Australian workplaces. David Peetz peels away the layers of corporate and government doublespeak that surround this most heated issue to uncover what is really happening in relations between employers and employees. He explains who benefits from individual contracts and who doesn't, and how this will change the way we work. He locates individual workplace contracts in a wider debate about whether we are moving away from collective ideals towards individualistic values. From offices to shops, schools, hospitals and mines, individual contracting affects every single employee in Australia. Brave New Workplace is compelling reading for anyone who wants to understand the brave new world of work. 'This is a timely and important book. The Australian Government is promoting individual contracts as the way forward for all Australian workplaces. David Peetz's research demonstrates clearly that individual contracts are the antithesis of modern, productive employment relationships.' - Greg Combet, ACTU Secretary 'David Peetz dissects the workplace world of dog eat dog with forensic skill. This book is essential, accessible reading for those who want to understand what individualism in the workplace means for workers and for Australian society.' - Associate Professor Barbara Pocock, author of The Work/Life Collision |
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الصفحة 7
... attitudes and behaviour.8 If you are part of a family, chances are that you will behave collectively with regard to the interests of members of the family. Few people live hermitic lives with no concern for any other person. At the ...
... attitudes and behaviour.8 If you are part of a family, chances are that you will behave collectively with regard to the interests of members of the family. Few people live hermitic lives with no concern for any other person. At the ...
الصفحة 17
... , for ideological reasons, simply believe that unionisation is good and so they need not be dissatisfied before joining a union.43 Second, for collectivism to flourish there must be collectivist attitudes | 17 WEEDING OUT THE TROUBLEMAKERS.
... , for ideological reasons, simply believe that unionisation is good and so they need not be dissatisfied before joining a union.43 Second, for collectivism to flourish there must be collectivist attitudes | 17 WEEDING OUT THE TROUBLEMAKERS.
الصفحة 18
... attitudes among potential members of the collective (the second row of Figure 1.1). Collectivist attitudes constitute awareness by the members of the group that they have something significant in common and that they have the capacity ...
... attitudes among potential members of the collective (the second row of Figure 1.1). Collectivist attitudes constitute awareness by the members of the group that they have something significant in common and that they have the capacity ...
الصفحة 20
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الصفحة 21
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المحتوى
1 | |
2 Youre all individuals? Some myths about individualism and collectivism | 23 |
Individual contracting for the corporation | 48 |
4 What are you worth? The impacts on ordinary employees | 85 |
Corporate strategies and human rights | 116 |
Responding to the corporate push | 157 |
7 Finding the way upholding basic rights of the brave new workforce | 186 |
Notes | 213 |
Select bibliography | 250 |
Index | 260 |
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action activities association attitudes Australian average award AWAs behaviour benefits Business capital cent CEOs changes chapter Coal collective agreements collective bargaining collectivism cooperative corporations countries covered culture decline delegates develop earnings economic effect employees employment relations enterprise example executive expectations face federal growth higher human identity important increases individual contracts individualisation Industrial Relations International involvement issues Journal labour leave less look March means Melbourne ment mining mobilisers negotiate non-union offered official organising paid particular Peetz performance points productivity promote rates referred reform registered relationship Report represented Research resource role seek showed social society strategies studies survey Sydney things tion Trade trust union membership United University values wages WorkChoices workers workplace Workplace Relations Zealand