The Treatment of Industrial Relations in Three Major New Zealand Newspapers

Industrial relations items appearing in three Nevw Zealand newspapers were examined to provide an analysis of issues presented and frequency with which spokespersons were reported. The newspapers followed the same approach. Disputes were reported in 55 percent of items and no spokesperson was reported in 80 percent. When a spokesperson was reported it was most likely to be an employee representative. A comparison of the treatment of industrial relations and control items showed significant differences. Industrial relations was found to be presented in short articles with large headlines which indicated a tendency to sensationalise

The 1980 Federation of Labour Conference

The Forty-Third Annual Conference of the New Zealand Federation of Labour (FoL) was held in the Wellington Town Hall from 6 to 9 May 1980. The credentials committee of the conference reported that "there were 409 delegates attending and three National officers, which included 45 women delegates, exercising a total of 625 votes". This conference was significant as a meeting of trade unionists for three reasons. First, as the first conference of the 80s, the opportunity existed for a look back at the late seveties - the chance to review gains and losses - and the chance to look forward to the early eighties, and to assess the difficulties and challenges that would face New Zealand's trade union movement. Second, this conference was significant in terms of leadership. This was the first annual conference for the newly elected President, Jim Knox, and the Secretary, Ken Douglas, and the progress of this new leadership team was an issue for some delegates - not to mention some politicians and some journalists. Third, a number of long term policy decisions were proposed - the effects of which would have deep significance for the future of the Union movement

The Treatment of Industrial Relations in Three Major New Zealand Newspapers

Industrial relations items appearing in three Nevw Zealand newspapers were examined to provide an analysis of issues presented and frequency with which spokespersons were reported. The newspapers followed the same approach. Disputes were reported in 55 percent of items and no spokesperson was reported in 80 percent. When a spokesperson was reported it was most likely to be an employee representative. A comparison of the treatment of industrial relations and control items showed significant differences. Industrial relations was found to be presented in short articles with large headlines which indicated a tendency to sensationalise

Workplace health and safety – What role for the business case?

Paper presented at the Australian and New Zealand Academy of Management (ANZAM)

Developing Leaders in Business Schools: A Case Report on First Year Student Leaders

Developing leadership capabilities in young people comes with the territory of being in a business school. The Faculty of Business and Economics at The University of Melbourne offers a First Year Leaders Forum on a voluntary basis to all students. Centre for Workplace Leadership researchers surveyed two groups of first year students – those who took part in the Forum, and those that chose not to. The survey was administered immediately before the Forum and repeated six months later. Testing for four leadership competencies and two leadership attributes, they established that the intervention in the form of the Forum, improved first year students motivation to lead. Further they found that those who joined student groups or associations, volunteered or had served internships demonstrated higher levels of motivation to lead. The study showed that even small interventions can develop leadership attributes and as a result increase the levels of motivation to lead

Improving Access and Inclusion in Employment for People with Disabilities: Implementation of Workplace Adjustments in ‘Best-Practice’ Organisations

The Centre for Workplace Leadership (CWL), in consultation with the Australian Network on Disability (AND) and with funding from the Hallmark Disability Research Initiative at the University of Melbourne, embarked on research to: disseminate information about best practice in implementing workplace adjustments; make a meaningful contribution to disability rights advocacy in the employment sphere; facilitate meaningful engagement between academic enquiry and business practice; and aid the pursuit of self-determination and full and equal participation in society by people with disabilities. To achieve these aims, we conducted interviews of managers and employees with disabilities in ‘best-practice’ organisations in Australia