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Identity and ownership : Since I came to work at dal I don?t have a disability

Marks, Genee - 2006

receive federal or state disability funding, and about half as many support staff. Rather than being seen as an agency …

Persistent link: https://www.econbiz.de/10009484592

Retail employment and disability

Jones, Peter; Schmidt, Ruth A. - 2004

The Disability Discrimination Act 1995 introduced a range of staged measures designed to end discrimination facing … implementation of the act, including strategic as well as operational aspects, the incorporation of disability awareness at all …

Persistent link: https://www.econbiz.de/10009455041

Diversity leader: Case study of a selected organization's transformation

Zaballero, Aileen Guerrero - 2009

Diversity initiatives have evolved from a focus on compliance-oriented training to a systematic approach which … integrates the many dimensions of diversity in all aspects of business to enhance performance through the practice of … address the demographic changes in the workforce, but have had minimal results. When diversity interventions are conceptually …

Persistent link: https://www.econbiz.de/10009458736

The importance of strategic change in achieving equity in diversity

French, Erica L. - 2005

Increasing diversity within organizations has brought with it renewed calls for fair and just treatment of individuals … justice perspective affect the outcome. Effective diversity management that brings substantive change to workplace disparity …

Persistent link: https://www.econbiz.de/10009483520

A proactive response to the mobbing problem : a guide for HR managers

Shallcross, Linda; Ramsay, Sheryl; Barker, Michelle - 2010

This paper introduces the concept of workplace mobbing as a destructive organizational behaviour of psychological assaults perpetrated against the target causing them harm and loss of employment. The discussion is drawn from a three year Australian study of 212 self identified targets of...

Persistent link: https://www.econbiz.de/10009438375

Consultation and communications in family businesses in Great Britain

Harris, Richard; Reid, Renee S.; McAdam, Rodney - 2004

Nationally representative data on family businesses are available in the 1998 Workplace Employee Relations Survey, alongside comparable information for other types of firms. We use these data to compare differences in the use of different consultation and communication procedures. We cover such...

Persistent link: https://www.econbiz.de/10009435342

Staffing Practices in Australian ICT Micro-Firms: growing virtual?

Twyoniak, Stephane; Burrows, Terrena M. - 2007

Human Resource Management (HRM) research, theory and practice overwhelming views the staffing of firms as a series of discrete functional activities, such as recruitment, selection and training. In this study, we investigate how organisation theory, specifically transaction cost economics (TCE),...

Persistent link: https://www.econbiz.de/10009437547

How healthy is my network? A quick guide to assessing the capacity of your network to produce results

Murphy, Glen D. - 2007

A criticism often levelled at poor HR practice is that practitioners "don’t know the business" or are "isolated in their ivory towers". However the diverse nature of the roles played by HR practitioners naturally leads to the development of networks not only within the organisation, but...

Persistent link: https://www.econbiz.de/10009437717

There is a link between work life balance culture and strategic competitive advantage

Bradley, Lisa M.; Royer, Susanne; Eckardt, Farida - 2008

This paper suggests a linkage between work-life balance culture and competitive advantage through commitment and firm-specific human resources. The paper argues that a workplace culture supportive of employees balancing their work and non-work lives leads to their commitment to their...

Persistent link: https://www.econbiz.de/10009437810

The HRM practices of innovative knowledge-intensive firms

Jorgensen, Frances; Becker, Karen L.; Matthews, Judy H. - 2011

There is little research on HRM practices in knowledge-intensive firms (KIFs), especially in comparison to that conducted in traditional production environments. Whether such HRM practices are appropriate for KIFs, particularly ones that differentiate themselves on their ability to innovate, is...

Persistent link: https://www.econbiz.de/10009437831