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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... countries. Workers need to have the skills and confidence to be able to challenge individualisation. Some of the changes needed for workers to reclaim power at work can be undertaken at the workplace; some need changes in legislation ...
... countries. Workers need to have the skills and confidence to be able to challenge individualisation. Some of the changes needed for workers to reclaim power at work can be undertaken at the workplace; some need changes in legislation ...
الصفحة 8
... countries this mechanism would be a collective agreement, but in Australia there is another collective mechanism that can also determine conditions of employment: an award. An award is a decision of an industrial tribunal, such as the ...
... countries this mechanism would be a collective agreement, but in Australia there is another collective mechanism that can also determine conditions of employment: an award. An award is a decision of an industrial tribunal, such as the ...
الصفحة 13
... countries this objective is laid down by the law. By contrast, people have complex, multiple objectives. Corporations will behave differently to how their shareholders would, on average, behave. The second collective is the collective ...
... countries this objective is laid down by the law. By contrast, people have complex, multiple objectives. Corporations will behave differently to how their shareholders would, on average, behave. The second collective is the collective ...
الصفحة 15
... countries have anti-collusion laws to minimise adverse impacts on competition and consumers. But it is to say that, while corporations and unions are both collectives, they do not behave in similar ways—least of all, towards workers ...
... countries have anti-collusion laws to minimise adverse impacts on competition and consumers. But it is to say that, while corporations and unions are both collectives, they do not behave in similar ways—least of all, towards workers ...
الصفحة 22
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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