This article draws from the first national sample survey evidence and detailed case studies of both the long-standing grade of Nursing Auxiliary/Assistant and of the new grade of 'Health Care Assistant/Support Worker' in the NHS. It argues for a fundamental re-evaluation of the real competencies of non-registered caregivers, and of their potential to progress into registered nurse training. The study demonstrates their real maturity, experience, competencies, roles and responsibilities, along with the extent to which they perceive themselves as 'substituting' for registered nursing staff. It is shown that many have been blocked from entering registered nurse training due to domestic and financial constraints. The rise of NVQ accreditation has now provided both the potential for a formal recognition of their experimental learning and also the means by which they might progress into registered nurse training or even along parallel--and more practice-orientated--lines. It is argued that registered nurses should welcome a more fluid and progressive role for these team members, since, failing such a welcome, managers will otherwise continue to 'undercut' registered staff with their 'cheaper' non-registered caregiving colleagues.
Local pay determination formed a key plank in the Conservative government's attempt to restructure industrial relations in the NHS, and to 'reassert managerial control' of the paybill at local (trust) level. This paper reports the findings of a national survey of Unison lead negotiators, complemented by case study interviews and documentary research, on the processes and outcomes of local pay determination, and its impact on industrial relations at both national and local levels. The paper strongly refutes recent suggestions that local pay leads to 'improved' industrial relations and greater pay equity.Moreover, and contrary to claims that Staff Side organizations are 'too weak' to challenge 'new managerial strategies', the study's findings show that the search for managerial control remains, as always, a contested terrain.
This article explores the role and nature of disadvantages associated with part-time working in perpetuating the gender pay gap in the public sector. It does so by means of a detailed case study of local government workers in the UK, with particular reference to the more than one and a half million local government service workers covered by National Joint Council bargaining arrangements. The article draws from original pay data analysis and national survey work conducted by the author. It argues that little has changed since the findings reported 20 years ago by Beechey and Perkins with respect to the disadvantages experienced by part-time workers and the 'construction' of employment in gendered ways. However, the role of class may have been understated in previous accounts: class fractions in gender-segregated employment continue to hold deep significance and provide some potential for solidaristic approaches by trade unions alongside traditional 'equality' initiatives.
If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -Aims to present an alternative way of interpreting unfolding events as these pertain to the organisation of manufacturing practices in the assembly plants of the leading Japanese car assembler, Toyota. Design/methodology/approach -This is an analysis of assembly plant automation in the automotive industry. Findings -Fifteen years ago, it was argued that the lean car assembly plants of the future would be comprehensively automated, but that in the meantime organization rather than automation was the watch-word for efficient plants. Today it is possible to invert this prognosis as it applies to the leading "lean" car assembler, Toyota. Automation certainly played a much larger role in accounting for high labour productivity in the late 1980s than has generally been understood; but in the subsequent years priority has been given to managing the manual component in car assembly, and aggressive automation as a preferred strategy has been put on ice. Originality/value -The findings raise new questions about future trends in the world automotive industry.
This article assesses unequal and low pay in the public sector, and UNISON's action on these issues. It is argued that gendered employment and pay are crucial to an understanding of sources of conflict and pressures for institutional change. The case is made for 'mainstreaming' women in accounts of public sector industrial relations.
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