Is Performance Appraisal Compatible with the Employment Relationship? A Conclusive Plea in Favour of an Achievement-Oriented Approach to Work Organisation

1998 ◽

Vol 4 (2) ◽

pp. 246-263 ◽

Cited By ~ 8

Author(s):

Paul Osterman

Keyword(s):

Working Conditions ◽

High Performance ◽

Balance Of Power ◽

Employment Relationship ◽

Work Organisation ◽

Work Systems ◽

Knowledge And Skills ◽

High Performance Work Systems ◽

The Usa ◽

Number Of Firms

In the USA, with a strong economy and falling unemployment, a large number of firms are still restructuring the workplace, including laying off workers. Coupled with this is a change in the employment relationship, giving some workers opportunities to use their knowledge and skills, while other workers are experiencing a deterioration in their working conditions. This paper, resulting from a survey carried out by the Sloan School of Management, MIT, in 1997, examines the spread of High Performance Work Systems and shows that managers accept that these innovations lead to higher productivity and quality. The survey also shows that workers welcome the higher levels of responsibility these work systems give. However, it also indicates that the balance of power within these firms is shifting away from employees to managers, resulting in higher possibilities of layoff and higher levels of income inequality.

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The resurgence of gig work: Historical and theoretical perspectives

The Economic and Labour Relations Review ◽

10.1177/1035304617724303 ◽

2017 ◽

Vol 28 (3) ◽

pp. 382-401 ◽

Cited By ~ 50

Author(s):

Jim Stanford

Keyword(s):

20Th Century ◽

Business Model ◽

Theoretical Perspective ◽

Employment Relationship ◽

Work Organisation ◽

Quality Of Work ◽

Theoretical Perspectives ◽

The Stability ◽

Standard Employment Relationship

Digital platform businesses primarily utilise on-call contingent workers, using their own tools and equipment, to perform the productive work associated with the supplied service. The expansion of this business model has led some to proclaim that traditional ‘jobs’ will come to an end. Some welcome this development, others fear its consequences for the stability and quality of work – but most see it as driven primarily by technology, and therefore largely ‘inevitable’. This article provides historical and theoretical perspective on the expansion of digitally mediated work, to better understand the range of forces (technological, economic and socio-political) at work. It shows that the major features of platform work were all visible in earlier periods of capitalism, but they became less prominent with the rise of the ‘standard employment relationship’ in the 20th century. The rise and fall of the standard employment relationship is described with reference to the changing context for the labour extraction effort of private employers. A better understanding of the complete range of forces driving changes in work organisation, and a rejection of the assumption that they are technologically determined and hence inevitable, can inform regulatory and political responses to the rise of platform work.

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Audiology: A Problem Oriented Approach

Otolaryngologic Clinics of North America ◽

10.1016/s0030-6665(20)32527-5 ◽

1978 ◽

Vol 11 (3) ◽

pp. 801-811

Author(s):

John M. Page

Keyword(s):

Oriented Approach

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A solution-oriented approach to conflict resolution in a work system

British Journal of Guidance and Counselling ◽

10.1080/03069889500760401 ◽

1995 ◽

Vol 23 (3) ◽

pp. 409-419 ◽

Cited By ~ 1

Author(s):

Susan Webb

Keyword(s):

Conflict Resolution ◽

Work System ◽

Oriented Approach

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Definition and Assessment of Competences in the Context of the European Diploma in Psychology

European Psychologist ◽

10.1027/1016-9040.10.2.93 ◽

2005 ◽

Vol 10 (2) ◽

pp. 93-102 ◽

Cited By ~ 34

Author(s):

Dave Bartram ◽

Robert A. Roe

Keyword(s):

Professional Competence ◽

Professional Psychology ◽

European Standard ◽

Course Content ◽

Training Course ◽

And Training ◽

Oriented Approach

Abstract. The European Diploma in Psychology defines a common European standard for the competences required to practice as a psychologist. This paper describes how that standard was developed and defined, and why it was considered important to bring together the traditional input-based specification of professional competence, in terms of curriculum and training course content, with a more outcome-oriented approach that focuses on the competences that a professional psychologist needs to demonstrate in practice. The paper addresses three specific questions. What are the competences that a psychologist should possess? Are these competences the same for all areas of practice within professional psychology? How can these competences be assessed?

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Process Accountability as a De-Escalation Technique

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000245 ◽

2020 ◽

Vol 19 (2) ◽

pp. 63-74

Author(s):

Klaus Moser ◽

Hans-Georg Wolff ◽

Roman Soucek

Keyword(s):

Cognitive Processes ◽

Information Search ◽

Employment Relationship ◽

Escalation Of Commitment ◽

Tunnel Vision ◽

Course Of Action ◽

Performance Problems ◽

Over Time ◽

Biased Information

Abstract. Escalation of commitment occurs when a course of action is continued despite repeated drawbacks (e.g., maintaining an employment relationship despite severe performance problems). We analyze process accountability (PA) as a de-escalation technique that helps to discontinue a failing course of action and show how time moderates both the behavioral and cognitive processes involved: (1) Because sound decisions should be based on (hopefully unbiased) information search, which requires time to gather, the effect of PA on de-escalation increases over time. (2) Because continuing information search creates behavioral commitment, the debiasing effect of PA on information search diminishes over time. (3) Consistent with the tunnel vision notion, the effects of less biased information search on de-escalation decrease over time.

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