State-Controlled Dualisation Between Public and Private Employment: Implications for Labour and Employment Relations

2019 ◽  
pp. 59-88
Author(s):  
Anna Mori
Keyword(s):  
Employment Relations ◽  
Public And Private ◽  
Private Employment

scholarly journals How to treat policy whiplash

2005 ◽  
Vol 1 (3) ◽  
Author(s):  
Karen Baehler
Keyword(s):  
New Zealand ◽  
Health Sector ◽  
Employment Relations ◽  
Housing Assistance ◽  
Public Servants ◽  
Public And Private ◽  
Major Health ◽  
Accident Compensation ◽  
Policy Direction ◽  
Opinion Polls

Election day approaches, and conversations around Wellington are turning to what I will call policy whiplash. Opinion polls indicate that New Zealand voters may replace their current centre-left coalition government with a new centre-right government, in which case public servants would be asked to reverse policy direction once again in areas such as employment relations, resource management, the bulk funding of schools, school zoning, and work for- the-dole. Over the last two decades, New Zealand has become known for its frequent changes in policy direction, epitomes of which include four major health sector restructurings, alternating models of public and private accident compensation, and alternating approaches to housing assistance based on income-related v market-based rents.

scholarly journals Principal-Agent Relation and Contracting-out for Employment Case Management to Enable Third-Country Nationals’ Transition to Work

2019 ◽  
Vol 12 (2) ◽  
pp. 9-28
Author(s):  
Esien Eddy Bruno
Keyword(s):  
Case Management ◽  
Research Approach ◽  
Human Beings ◽  
Public And Private ◽  
Contracting Out ◽  
Transition To Work ◽  
Private Employment ◽  
The Government ◽  
Employment Agencies

AbstractThis paper analyzes the role of public and private employment-service agencies in contracting-out for employment case management under principal-agency relation to understand young third-country immigrants’ transition to work in Czechia, Poland, and Hungary. Existing research pointed to contracting-out as a major trend in public-service reforms when the government (principal) hires private employment agencies (agents) to perform service delivery, but overall the control of standards and the accountability to the public remains with the authority. Although the principal-agency relation shows human beings as rational and opportunist in corporate governance, there is still little research in CEE countries explaining the role of public and private employment agencies under principal-agency relation in contracting-out for case management to understand young third-country immigrants’ transition to work. Based on a qualitative cross-national case-oriented research approach with fewer-country comparison, documents and scholastic texts are collected and analyzed by means of a document and content analysis technique to fill in this gap. The findings show that open information, regulation, and monitoring administrative devices are a major perceived influence in principal-agency relational governance with a lack of cooperation that may impair the quality and service when looking at issues such as employment-related transition of young third-country immigrants and socio-economically disadvantaged groups in a contracting-out setting. The study demonstrated certain decentralized new public administration governance similarities but dissimilarities from the country’s institutional context. The outcome points to regulatory administrative devices to target agencies’ behavior and young vulnerable people’s need for paid work. This is relevant to performance monitoring in contemporary fluid society targeting benefits and scarce resources that may not only constrain ethnic minorities’ upward mobility, but the economy and the social cohesion process.

Commentary: Managerial Anthropology and Public Policy

1995 ◽  
Vol 17 (3) ◽  
pp. 26-28
Keyword(s):  
Public Policy ◽  
Public Sector ◽  
Policy Development ◽  
Government Programs ◽  
Public And Private ◽  
The Public ◽  
Private Employment ◽  
Private Corporations

Managerial anthropology is not a new field. There have been managerial anthropologists in the public sector for at least five decades, and there are an increasing number today in both public and private employment. Managerial anthropologists help administer government programs and manage private corporations by participating in policy development and by implementing and evaluating decisions based on policy.

Fired for Facebook…terminated for Tinder: dismissal for social media misconduct in New Zealand

2021 ◽  
Author(s):  
Sophie Sia ◽  
René Cornish ◽  
Kieran Tranter
Keyword(s):  
Social Media ◽  
New Zealand ◽  
Qualitative Study ◽  
Decision Makers ◽  
Employment Relationship ◽  
Employment Relations ◽  
Public And Private ◽  
Gender Based ◽  
Toxic Culture ◽  
Employee Dismissal

  This article reports the findings of a qualitative study of first instance New Zealand employment tribunal decisions concerned with employee dismissal for social media misconduct. There are two main findings. The first relates to the legal approach to employee dismissal for social media misconduct developing in New Zealand. The decisions show New Zealand decision-makers are following the approach in other jurisdictions of treating social media misconduct dismissals as involving a balance between public and private considerations of employment conduct and calculating harm in the employment relationship. However, the decisions do not only track the emerging legal approach to social media misconduct in employment. The decisions are also a record of how social media is affecting employment relations within New Zealand. They are not only legal but also social records. The second finding relates to what the decisions reveal about employment and social media in New Zealand. The sample showed something different from other similar studies. In New Zealand, there was a large cluster of decisions where social media facilitated gender-based harassment. This finding resonates with wider research into New Zealand workplaces that suggests an enduring toxic culture where gender-based harassment is normalized.

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