This study explores the effects of New Public Management (NPM) on trust amongst nursing professionals, nurses and nurse ward managers within the British National Health Service (NHS). Thirty-nine nurses and nurse ward managers, recruited randomly, participated in semi-structured interviews. The original data, collected in 2000-2002, are re-analysed from a discourse analysis perspective. The findings support and extend contemporary research. They show that nurses have a strong professional identity and commitment and that increasing managerialism is eroding trust. Nurses both accommodate and resist managerialist discourses. They conceptualise trust in terms of their own ward environment, line-manager and colleagues. Trust is reciprocal and related to previous experiences and other factors. Trust is beneficial to healthcare organisations, healthcare professionals and their patients. Good communication and openness positively influence the development of trust. Nurse ward managers play a pivotal role in translating contested managerialist discourse into nursing practice to sustain trust and effect professional patient care.
This paper examines the conditions under which annual hours (AH) are likely to succeed or fail and the role of workplace partnership in delivering mutual gains. We explore two case studies, in one company with a positive experience and in a second where AH were regarded as a failed initiative. The case studies are constructed from interviews with trade union and management representatives in the companies involved; from secondary sources and from a worker survey. The findings echo previous research that AH can deliver mutual gains in both the presence and absence of workplace partnership (Author and Author, 2016) and that delivery of real mutual gains is the key driver of the long term viability of AH. However, the balance of mutual gains is subject to change and is strongly influenced by structural factors determining the suitability of AH to the particular enterprise.
Drawing on the Quarterly National Household Survey (QNHS), this paper examines changes in the proportion of people aged over 50, active in the Irish labour market from 1998 to 2014. Results indicate that an increasing number of workers over 50 remain active, due mainly to the dramatic increase in the proportion of older females remaining in the labour force. By 2014 the 50 to 64 age group accounted for a quarter of all economically active people in the labour market between 15 and 64. Older workers are more likely to be employees and less likely to be employers or self-employed in 2014 compared to 1998. Older workers in lower-level occupations, particularly over the age of 60, are more likely to remain economically active. Level of education is strongly associated with the likelihood of older workers remaining economically active, particularly for the 50-59 age group and for females. .
Over recent years pay levels in the public sector of the economy have come under increasing scrutiny. This paper provides an assessment of the key issues and challenges central to a comparison of wage levels in the private and public sector in Ireland. A review of the extant studies that have employed multivariate analysis to estimate the gap between public and private sector wages in Ireland indicates a wage premium in favour of public sector workers. However the actual magnitude of the earnings gap is difficult to accurately assess as the size of the premium varies markedly across these various studies. A number of possible options are suggested to guide the development of a fair system for assessing wage levels in the public sector.
This paper explores how general practitioners (GPs) address potentially opposing motivations stemming from being altruistic and self-interested, and the implications for patients and GPs. The author finds that GPs address dual goals of patient care and profit generation. This can be challenging, while professional values (altruism) encourage a patient focus, business realities (self-interest) mandate other priorities. Viewing clinicians as altruistic in isolation of business needs is unrealistic, as is the notion that profit is the dominant motivation. A blending of interests occurs, pursuing reasonable self-interest, patients’ best interests are ultimately met. GPs need a profit focus to sustain/improve the practice, benefitting patients through continued availability and capacity for enhancement. Therefore, it is argued that GPs behave in a manner that is ‘part altruistic, part self-interested’ and mutually beneficial. These insights should be considered in designing incentive systems for GPs, raising compelling questions about contemporary understanding of the nature of professionals.
This study details the management practices of a malting business called Bennetts of Ballinacurra (Bennetts), from approximately 1920s to the mid-1930s, a period when the Irish Free State was in its infancy. There is little extant literature on the management practices of Irish businesses of the time. Archival records, containing the company’s books, records and correspondence, were our primary source. Our findings revealed a relatively sophisticated management information system for which its merchant background and close connections to Arthur Guinness & Sons Ltd. (Guinness) were a potential explanatory factor. In addition, despite the business being small, the study revealed how management coped with issues such as business structure and industrial relations in a time of great political and economic change. There is scope for future research to utilise the archives of Bennetts, as well as other archives identified in our study.
The purpose of this paper is to contribute to the literature on theories of the firm and argues for the importance of an innovation-based view (IBV). In doing so, it examines the incumbent management theories of the firm, resource-based view (RBV), knowledge-based view (KBV) and dynamic capabilities, considering the recent developments in the academic literature and in the nature of the firm. The research approach of abduction (conceiving of theory) proposed by Peirce and described by Van de Ven is used. A conceptual framework that incorporates the growing influence of information and communications technology and open innovation on the characteristics of the firm is developed. The managerial tradition that originated in the scholarship of Edith Penrose is used to develop the framework, as opposed to the lens of economic ‘black box’ theories.
Organisations with market-oriented cultures outperform other organisations. Thus, the creation of such a culture is paramount. This paper details how distinct layers of an organisation’s culture can in combination influence market-oriented behaviours. The importance of organisational culture in the successful implementation of a market orientation strategy has been recognised. However, an awareness of how the layers of organisational culture, such as values, norms and artefacts, can contribute to market-oriented behaviour is still under research. The layers of organisational culture were thus investigated in three mixed-method case studies of Irish companies utilising a questionnaire survey, interviews and observations. The core conclusion of the study is that the combined synergistic effect of the particular unique organisational cultural layers in a company encourages market-oriented behaviours. This research adds necessary details for managers who seek to develop and create a market-oriented culture to improve company performance.
The aim of this paper is to create and present a model which suggests what and how Instagram tools should be used by a new travel influencer trademark in order to create intangible values to become a brand. The paper presents the results of research on travel influencer brands and also the results of a travel influencer trademark created by the Traveler’s Child. In addition, types of visual content are introduced in order to differentiate content posted by brands and trademark. The authors include recommendations for travel influencer trademark owners on how to process through branding stages, while using Instagram tools so that to create intangible values, which would allow a trademark to become a brand.