The Human Side of Skills and Knowledge

YesThe goal of decent work is best expressed through the eyes of people. It is about your job and future prospects; about your working conditions; about balancing work and family life, putting your kids through school or getting them out of child labour. It is about gender equality, equal recognition, and enabling women to make choices and take control of their lives. It is about personal abilities to compete in the market place, keep up with new technological skills and remain healthy. It is about developing your entrepreneurial skills, about receiving a fair share of wealth that you have helped to create and not being discriminated against; it is about having a voice in your workplace and your community . . . . For everybody, decent work is about securing human dignity (ILO 2001:7 - 8 cited in Green 2006:19 - 20)

Business elites and the field of power in France

Bourdieu’s construct of the field of power has received relatively little attention despite its novelty and theoretical potential. This paper explores the meaning and implications of the construct, and integrates it into a wider conception of the formation and functioning of elites at the highest level in society. Drawing on an extensive dataset profiling the careers of members of the French business elite, it compares and contrasts those who enter the field of power with those who fail to qualify for membership, exploring why some succeed as hyper-agents while others do not. The alliance of social origin and educational attainment, class and meritocracy, emerges as particularly compelling. The field of power is shown to be relatively variegated and fluid, connecting agents from different life worlds. Methodologically, this paper connects biographical data of top French directors with the field of power in France in a novel way, while presenting an operationalization of Bourdieu’s concept of the field of power as applied to the French elite

Fighting the "headquarters knows best" syndrome

Many executives believe their companies suffer from "headquarters knows best syndrome". This syndrome can hinder a company's global competitiveness. One company achieved a change in mindset by establishing more than one headquarters. Narrow-mindedness holds back many organizations in their efforts to turn global presence into a real source of competitive advantage. In this article, the authors explore the manifestations and costs associated with this way of thinking and ways companies have addressed the problem. Many of the things companies have done are fairly predictable, such as decentralizing global responsibilities, changing the reporting relationships, internationalizing senior management, and creating cross-national teams. In Irdeto's case, the company tried a more extreme remedy: It created two headquarters, one in the Netherlands and the other in China. The decision to operate out of dual headquarters provided an effective way to realign the focus of the company, and it had significant positive effects on Irdeto's performance. The authors offer a broad set of recommendations to help executives overcome the headquarters knows best syndrome and position themselves more effectively for global growth

Fun and friends : the impact of workplace fun and constituent attachment on turnover in a hospitality context

Extending the growing body of research on fun in the workplace, this article reports on a study examinining the relationship between fun and employee turnover. Specifically, this research focused on the influence of three forms of fun on turnover – fun activities, coworker socializing and manager support for fun. With a sample of 296 servers from 20 units of a national restaurant chain in the US, coworker socializing and manager support for fun were demonstrated to be significantly related to turnover. In addition, constituent attachment was found to mediate the relationship between each of the three forms of fun and turnover. This research highlights that not all types of fun are equal and demonstrates that one of the key means through which fun influences retention is by facilitating the development of high quality work relationships