The paper will trace the innovations in doing business achieved by the Fortex Group, which were reliant on a reworking of the forms of work and industrial relations typical to the meat industry. The innovations used by Fortex included: I) the integration of niche marketing and new forms of processing; 2) the use of shift work and the move to the year round employment of meatworkers; 3) the adoption of TQM and teamwork involving the meatworkers ' union; and 4) the attempt at new contracts with its farmer-suppliers, in which the union played an important part. The paper will go on to account for why these significant developments failed to secure the firm. In this regard it will be argued that the study of work and industrial relations requires an appreciation of not just the sites where deals between management and labour are produced but of the embeddedness of these deals within the networks of the industry. The causes of the failure of Fortex are identified as: 1) the erosion of its competitive edge; 2) the inability to subordinate its farmer-suppliers; and 3) the vulnerability of the firm in competition for stock. Fortex can be said to have fronted an effort to rework the networks of the meat industry and although the firm obtained the close support of the meatworkers' union in its plants it was nevertheless undone by an alignment of interests outside the fi rm.
{"title":"Innovation in Work and Industrial Relations: The Experience of Fortex","authors":"Bruce Curtis","doi":"10.26686/LEW.V0I0.984","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.984","url":null,"abstract":"The paper will trace the innovations in doing business achieved by the Fortex Group, which were reliant on a reworking of the forms of work and industrial relations typical to the meat industry. The innovations used by Fortex included: I) the integration of niche marketing and new forms of processing; 2) the use of shift work and the move to the year round employment of meatworkers; 3) the adoption of TQM and teamwork involving the meatworkers ' union; and 4) the attempt at new contracts with its farmer-suppliers, in which the union played an important part. The paper will go on to account for why these significant developments failed to secure the firm. In this regard it will be argued that the study of work and industrial relations requires an appreciation of not just the sites where deals between management and labour are produced but of the embeddedness of these deals within the networks of the industry. The causes of the failure of Fortex are identified as: 1) the erosion of its competitive edge; 2) the inability to subordinate its farmer-suppliers; and 3) the vulnerability of the firm in competition for stock. Fortex can be said to have fronted an effort to rework the networks of the meat industry and although the firm obtained the close support of the meatworkers' union in its plants it was nevertheless undone by an alignment of interests outside the fi rm.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"75 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126188447","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
An analysis of the talk of two young men at the end of their year 13 schooling reveals that despite similarities in background, the families and school experiences of each has enabled them to mobilise radically different forms of social capital through social networks. This provides them with radically different resources to envisage and realise their aspirations during the transition from school to work.
{"title":"Social Capital and the Transition from School to Work","authors":"L. Plumridge","doi":"10.26686/LEW.V0I0.1268","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1268","url":null,"abstract":"An analysis of the talk of two young men at the end of their year 13 schooling reveals that despite similarities in background, the families and school experiences of each has enabled them to mobilise radically different forms of social capital through social networks. This provides them with radically different resources to envisage and realise their aspirations during the transition from school to work.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123764289","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This paper commences with an Australian perspective on the operation of the points system in the context of provision of skilled labour, a perspective which has relevance for the debate about the labour market in New Zealand. The discussion then focuses on a group of international migrants who are beyond the control of points systems and immigration policy in general – New Zealanders returning after a lengthy absence overseas. Their employment experiences in New Zealand are considered and, towards the end of the paper, reference is made to their attitudes towards current immigration.
{"title":"Home to Work? The Employment Experiences of Return Migrants","authors":"R. Bedford, J. Lidgard","doi":"10.26686/LEW.V0I0.899","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.899","url":null,"abstract":"This paper commences with an Australian perspective on the operation of the points system in the context of provision of skilled labour, a perspective which has relevance for the debate about the labour market in New Zealand. The discussion then focuses on a group of international migrants who are beyond the control of points systems and immigration policy in general – New Zealanders returning after a lengthy absence overseas. Their employment experiences in New Zealand are considered and, towards the end of the paper, reference is made to their attitudes towards current immigration.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"2 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125334430","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Statistical microdata is an essential input to social science and economic research. Demand for microdata has been growing with increased emphasis on policy integration and targeting. As well, technological and methodological advances mean that researchers are increasingly able to undertake microdata analysis. With the introduction of the Data Laboratory, Statistics New Zealand's microdata is more accessible for significant research projects. This presentation will look at eligibility for using the Data Laboratory, the process that researchers will need to follow and some of the conditions that are imposed.
{"title":"Statistics New Zealand's Data Laboratory","authors":"Sandra McDonald","doi":"10.26686/LEW.V0I0.1025","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1025","url":null,"abstract":"Statistical microdata is an essential input to social science and economic research. Demand for microdata has been growing with increased emphasis on policy integration and targeting. As well, technological and methodological advances mean that researchers are increasingly able to undertake microdata analysis. With the introduction of the Data Laboratory, Statistics New Zealand's microdata is more accessible for significant research projects. This presentation will look at eligibility for using the Data Laboratory, the process that researchers will need to follow and some of the conditions that are imposed.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"21 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126711904","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Households choose places from a hierarchy of options defined by social, economic and environmental contexts and these choices are conditioned by age, family status and economic contexts. While we know a good deal about the choice processes we know somewhat less about the spatial outcomes of these decisions apart from the well-established distance minimization of most moves. Recent research has begun to fill that gap and in this paper I unpack an earlier study of mobility across communities clustered by measures of disadvantage and extend that study to a comparable analysis of mobility in Australia. Specifically, I use the New Zealand Deprivation Index and the SEIFA index in the Household Income and Labour Dynamics Survey in Australia (HILDA) to construct matrices of socio-spatial movement and consider the relationship between in-flows and out-flows, the interaction of moves with age and education and the relationship of initial location with mobility outcomes.
{"title":"COMPARING SOCIO-SPATIAL MOBILITY AND ITS OUTCOMES IN AUSTRALIA AND NEW ZEALAND","authors":"W. Clark","doi":"10.26686/LEW.V0I0.1988","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1988","url":null,"abstract":"Households choose places from a hierarchy of options defined by social, economic and environmental contexts and these choices are conditioned by age, family status and economic contexts. While we know a good deal about the choice processes we know somewhat less about the spatial outcomes of these decisions apart from the well-established distance minimization of most moves. Recent research has begun to fill that gap and in this paper I unpack an earlier study of mobility across communities clustered by measures of disadvantage and extend that study to a comparable analysis of mobility in Australia. Specifically, I use the New Zealand Deprivation Index and the SEIFA index in the Household Income and Labour Dynamics Survey in Australia (HILDA) to construct matrices of socio-spatial movement and consider the relationship between in-flows and out-flows, the interaction of moves with age and education and the relationship of initial location with mobility outcomes.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"31 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115077501","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research on the long-term sustainability of New Zealand Superannuation has identified three main policy options; raising the age of eligibility, lowering pension rates relative to the average age, and the targeting of the entitlement. Our paper examines the potential impact of labour market changes on superannuation, under a range of long-term scenarios. The balance between market and non-market work and leisure is certain to be significantly affected by the demands of population ageing. Female participation rates seem likely to rise as do those of older persons. The long-term historical decline in male participation seems unlikely to continue over the next fifty years. Overall, anticipation in paid work be persons aged 25-70 will tend to increase. However, our scenarios suggest that no prospective pattern of labour market change is likely, of itself, to solve New Zealand's emerging superannuation problem. All three policy options identified in previous research need to be kept under review as possible responses to emergent fiscal pressures.
{"title":"Labour Market Change and the Long-term Sustainability of New Zealand Superannuation","authors":"P. Callister, D. Rose","doi":"10.26686/LEW.V0I0.1049","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1049","url":null,"abstract":"Research on the long-term sustainability of New Zealand Superannuation has identified three main policy options; raising the age of eligibility, lowering pension rates relative to the average age, and the targeting of the entitlement. Our paper examines the potential impact of labour market changes on superannuation, under a range of long-term scenarios. The balance between market and non-market work and leisure is certain to be significantly affected by the demands of population ageing. Female participation rates seem likely to rise as do those of older persons. The long-term historical decline in male participation seems unlikely to continue over the next fifty years. Overall, anticipation in paid work be persons aged 25-70 will tend to increase. However, our scenarios suggest that no prospective pattern of labour market change is likely, of itself, to solve New Zealand's emerging superannuation problem. All three policy options identified in previous research need to be kept under review as possible responses to emergent fiscal pressures.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115523755","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The difference between the income received by employed women and men in New Zealand is widely recognised. Often referred to as the "gender wage gap"1 , this income differential has prevailed despite significant improvements in the past 50 years including changes in society's attitudes towards women in employment and increasing numbers of women in paid work. What then can this difference be attributed to? Is it structural factors such as age and occupation, or are there other un-measurable factors at work? Confining itself to the wages and salaries of women and men in full-time employment, this paper presents some of the results of recent analysis conducted by Statistics New Zealand's Analytical Support Division. Using data from the 1997 New Zealand Income Survey and several different multivariate techniques, this analysis attempts to explore some of the factors behind this "earnings gap". Originally conducted for an upcoming Statistics New Zealand analytical publication, this research first explores the factors responsible for prescribing the level of earnings for all people then applies these results in a process of standardisation. The results leave much scope for both discussion and a continuation of analysis.
新西兰就业妇女和男子的收入差距得到广泛承认。这种收入差距通常被称为“性别工资差距”，尽管在过去50年里取得了重大进展，包括社会对就业妇女的态度发生了变化，从事有偿工作的妇女越来越多，但这种差距仍然存在。那么这种差异是由什么造成的呢?是年龄和职业等结构性因素，还是工作中存在其他不可测量的因素?本文仅限于全职工作的男女工资和薪金，介绍了新西兰统计局分析支助司最近进行的一些分析结果。利用1997年新西兰收入调查的数据和几种不同的多元技术，本分析试图探索这种“收入差距”背后的一些因素。这项研究最初是为即将出版的新西兰统计局(Statistics New Zealand)分析出版物进行的，它首先探讨了决定所有人收入水平的因素，然后将这些结果应用于标准化过程。结果为讨论和继续分析留下了很大的余地。
{"title":"Exploring the Gap: An Expliration of the Difference in INcome Received from Wages and Salaries by Women and Men in Full-Time Employment","authors":"Heather Kirkwood","doi":"10.26686/LEW.V0I0.1001","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1001","url":null,"abstract":"The difference between the income received by employed women and men in New Zealand is widely recognised. Often referred to as the \"gender wage gap\"1 , this income differential has prevailed despite significant improvements in the past 50 years including changes in society's attitudes towards women in employment and increasing numbers of women in paid work. What then can this difference be attributed to? Is it structural factors such as age and occupation, or are there other un-measurable factors at work? Confining itself to the wages and salaries of women and men in full-time employment, this paper presents some of the results of recent analysis conducted by Statistics New Zealand's Analytical Support Division. Using data from the 1997 New Zealand Income Survey and several different multivariate techniques, this analysis attempts to explore some of the factors behind this \"earnings gap\". Originally conducted for an upcoming Statistics New Zealand analytical publication, this research first explores the factors responsible for prescribing the level of earnings for all people then applies these results in a process of standardisation. The results leave much scope for both discussion and a continuation of analysis.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"206 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116170529","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
For Maori, the indigenous people of New Zealand, whanau (extended family) is of fundamental importance and the present study tests whether working with whanau has positive effects for Maori employees. Using a sample of 197 Maori, workplace relationships amongst Maori employees and their whanau were tested. Factor analysis found two distinct dimensions: whanau work connections and whanau home connections, which represented interactions in the workplace about work and home respectively. These were explored towards satisfaction and mental health outcomes. Due to the importance of whanau for Maori, we hypothesized that greater whanau connections would have a beneficial influence on outcomes. Findings showed that whanau work connections significantly and positively influenced job satisfaction and workplace cultural satisfaction, while whanau home connections significantly and negatively influenced anxiety and depression. In addition, moderation effects were found between the two dimensions of whanau connections towards all outcomes. Overall, higher whanau connections on both dimensions were advantageous. The findings indicate that indigenous employees may respond with the strongest positive outcomes when interacting and working with their extended family, which has previously been unexplored.
{"title":"The Direct and Indirect Benefits of Whanau Connections for Maori Employees: Towards Satisfaction & Mental Health Outcomes","authors":"J. Haar, Maree Roche","doi":"10.26686/LEW.V0I0.1685","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1685","url":null,"abstract":"For Maori, the indigenous people of New Zealand, whanau (extended family) is of fundamental importance and the present study tests whether working with whanau has positive effects for Maori employees. Using a sample of 197 Maori, workplace relationships amongst Maori employees and their whanau were tested. Factor analysis found two distinct dimensions: whanau work connections and whanau home connections, which represented interactions in the workplace about work and home respectively. These were explored towards satisfaction and mental health outcomes. Due to the importance of whanau for Maori, we hypothesized that greater whanau connections would have a beneficial influence on outcomes. Findings showed that whanau work connections significantly and positively influenced job satisfaction and workplace cultural satisfaction, while whanau home connections significantly and negatively influenced anxiety and depression. In addition, moderation effects were found between the two dimensions of whanau connections towards all outcomes. Overall, higher whanau connections on both dimensions were advantageous. The findings indicate that indigenous employees may respond with the strongest positive outcomes when interacting and working with their extended family, which has previously been unexplored.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122567842","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In 2005 the Partnership Resource Centre of the Department of Labour commissioned a comprehensive review or ‘stock take’ of union-management workplace partnership practices and behaviors in New Zealand. The Study found that the penetration of partnership practices has been sporadic and/or experimental, set in an environment that is oftentimes abrasive to the concept. Nonetheless, in many workplaces where collective bargaining has existed for a significant period, both unions and management are adopting some key features of a partnership approach. The study concluded that prospects for further penetration of partnerships behaviors in unionized firms are positive as the attitudes of may officials on both sides are relatively open to the approach and to the practices it encompasses. This paper offers empirical insights into the attitudes ad behaviours of New Zealand employers and union officials in single-employer collective bargaining relationships regarding collective bargaining, other consultative measures, as well as collaborative versus competitive approaches to their relationships with one another.
{"title":"Employers, Unions and Workplace Partnership in New Zealand","authors":"I. Mcandrew","doi":"10.26686/LEW.V0I0.1580","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1580","url":null,"abstract":"In 2005 the Partnership Resource Centre of the Department of Labour commissioned a comprehensive review or ‘stock take’ of union-management workplace partnership practices and behaviors in New Zealand. The Study found that the penetration of partnership practices has been sporadic and/or experimental, set in an environment that is oftentimes abrasive to the concept. Nonetheless, in many workplaces where collective bargaining has existed for a significant period, both unions and management are adopting some key features of a partnership approach. The study concluded that prospects for further penetration of partnerships behaviors in unionized firms are positive as the attitudes of may officials on both sides are relatively open to the approach and to the practices it encompasses. This paper offers empirical insights into the attitudes ad behaviours of New Zealand employers and union officials in single-employer collective bargaining relationships regarding collective bargaining, other consultative measures, as well as collaborative versus competitive approaches to their relationships with one another.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"29 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122784150","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
David Bromell, Miles Corak, B. Cross, R. Kerr, C. Waldegrave
This paper follows the discussion of a number of factors surrounding skills and social mobility by a broad panel of participants.
这篇论文遵循了一个广泛的参与者小组对围绕技能和社会流动性的一些因素的讨论。
{"title":"Summary of Panel Discussion on Skills and Social Mobility","authors":"David Bromell, Miles Corak, B. Cross, R. Kerr, C. Waldegrave","doi":"10.26686/LEW.V0I0.1662","DOIUrl":"https://doi.org/10.26686/LEW.V0I0.1662","url":null,"abstract":"This paper follows the discussion of a number of factors surrounding skills and social mobility by a broad panel of participants.","PeriodicalId":130683,"journal":{"name":"Labour, Employment and Work in New Zealand","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114190092","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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