This paper approaches post-fordist work regulation and proposes to analyse the regulation of knowledge work from the perspective of contract relations, it discusses the concept and quantitative extent of knowledge work, and regards project-organisation as a characteristic feature of the post-fordist production mode. The article deals with contract relations of knowledge work within and beyond the standard employment conditions. Subsequently, the terms and perspectives of work regulation in the post-fordist era are examined. Finally the paper argues that the post-fordist mode of work regulation requires a strengthening of the rights of individuals and is characterised by metarules.
..., persönliche Entfaltung und Autonomie zu Leitbildern zeitgenössischer Managementkonzept...
Many internationally active nongovernmental organisations face a legitimacy deficit as the distance to those concerned by their actions is growing This article examines different approaches to solve this problem. The discourse theory of rights by Juergen Habermas serves as a red thread and discussion basis. It is according to the same theory that the suitability of the currently developing Codes of Conduct of Nongovernmental Organisations as a solution to the problem is discussed. It is made clear that in spite of the Codes of Conducts' great potential to provide legitimacy to Nongovernmental Organisations there are several shortcomings to be addressed. [PUB ABSTRACT]
... Freiheiten und staatsbürgerlicher Autonomie aufklärt (vgl. Habermas 1997: 111). Er erkennt di... findet hier unter anderem das Sphere Project (vgl. Sphere Project o. J) oder aber der schon erw...
Research on (human resource) management and organizational issues in international development NGOs is scarce. The aim of this paper is to describe and explain how international development NGOs coordinate their international activities and how this depends upon the internal context of the NGOs. The focus is on person-oriented coordination mechanisms. The empirical analysis consists of five case studies which are based on interviews conducted in Germany and Kenya, as well as on documents. The results of this sample show the importance of expatriation and face-to-face interaction as person-oriented coordination mechanisms. Secondly, the usage of person-oriented coordination devices mainly varies with the specifics of the project. Task-related characteristics have only an indirect influen...
... verfügen über einen hohen Grad an Autonomie, was das Management bzw. die Organisation sowohl d...
This article deals with a specific approach to international labour regulation: social clauses in the free trade agreements of the US. It analyses the history, institutional design, the practice and the regulatory impact of the pilot agreement, the North American Agreement on Labour Cooperation (NAALC), between the US, Canada and Mexico, one of the two NAFTA side agreements. With the NAALC the three governments subscribed to the obligation to promote, enforce and improve social standards within the framework of their national labour legislation. In order to foster compliance with the agreement, international and national institutions were created as well as procedures for cooperation and complaints. Procedures of conflict regulation include sanction mechanisms. Based on the findings of ...
... Gründen: Kanada wegen der Autonomie der Provinzen im Bereich des Arbeitsrechts, Mexiko...
Research in the field of early internationalizers gained momentum in the early 1990s. Looking back on the last decade of research in international human resource management it becomes obvious that expatriate management in early internationalizers is still a neglected research field. Therefore, in this article we focus on staffing policies of early internationalizers. Our analysis is based on Perlmutter's EPRG concept that considers different types of staffing policies which are adopted successively and therefore follow a certain (incremental) path over time. In accordance with the determinants of early internationalization, namely networks, international experience, and technological intensity, we discuss whether leap-frogging can be expected no only with respect to international market...
... verfugen uber wenig Autonomie. Schlüsselpositionen werden sowohl im Stammland a...2004). Auch das "Cranfield Project on International Human Resource Management" weist ...
Decentralisation and flexibilisation are the new watchwords encapsulating the principles of current changes in working time regulation. They are also the starting point for a debate about an uncontrollable erosion of working time regulation and Germany's dual system of industrial relations in general. Little is known about how new forms of working time regulation actually operate at establishment level, and whether they really lead in practice to a loss of employee control over working time. This question is discussed in the paper based on the results of a topical research project. The paper argues that the real challenges for working time regulation are the changes in the production regime of organisations towards a market-driven management system and that the practical effectiveness o...
... zwei Leitbilder an: Der Gedanke der Autonomie der Beschäftigten und der Gedanke der eigenständ...
The Zeitschrift fur Personalforschung (ZfP) - German Journal of Human Resource Research - is an academic journal which is concerned with state-of-the-art research in the area of strategic and operative human resource management (HRM) in organisations. The journal seeks to publish articles on the broad subject of HRM without limiting its profile to one particular definition of HRM, discipline or methodology. It seeks to attract contributions which can be in the form of review essays, conceptual papers with critical reflection, and empirical studies, which are particularly welcomed. Its focus on the academic debate sets the ZfP aside from other personnel journals which serve primarily as discussion forums for practitioners and to provide tool application recommendations.
... werden auf Basis des Vienna Career Panel Project (ViCaPP) überprüft. ViCaPP untersucht seit 2000 ..., Offenheit, wahrgenommene Autonomie, Lernbereitschaft und Fürsorge eine wissensfteund...
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