It's a family affair: the effect of union recognition and human resource management on the provision of equal opportunities in the UK

Equal opportunities policies and family-friendly practices are examined using data from the 1998 Workplace Employee Relations Survey in order to assess (i) their associations with union recognition and strategic human resource management and (ii) the outcomes of what has recently been described as ''tinkering around'' for women at work. We find that, controlling for various factors, equal opportunities policies and their monitoring, together with ''softer'' family-friendly policies are strongly associated with trade union recognition. On the other hand, we find that a number of both ''hard'' and ''soft'' Human Resource Management (HRM) policies are strongly associated with flexible working practices. Employees are least likely to have access to equal opportunities and family-friendly policies in workplaces which do not recognise a union or use HRM practices, and we present evidence to suggest that this is the worst option for the employer in terms of workplace performance, as well as for those with family responsibilities

Its a Family Affair: the Effect of Union Recognition and Human Resource Management on the Provision of Equal Opportunities in the UK

Equal opportunities policies and family-friendly practices are examined using data from the 1998 Workplace Employee Relations Survey in order to assess (i) their associations with union recognition and strategic human resource management and (ii) the outcomes of what has recently been described as 'tinkering around' for women at work. We find that, controlling for various factors, equal opportunities policies and their monitoring, together with 'softer' family-friendly policies are strongly associated with trade union recognition. On the other hand, we find that a number of both 'hard' and 'soft' Human Resource Management (HRM) policies are strongly associated with flexible working practices. Employees are least likely to have access to equal opportunities and family-friendly policies in workplaces which do not recognise a union or use HRM practices, and we present evidence to suggest that this is the worst option for the employer in terms of workplace performance, as well as for those with family responsibilities.Workplace governance, equal opportunities, family-friendly, trade unions, human resource management

(Not)Hanging on the Telephone: Payment systems in the New Sweatshops

'The ultimate objective of empirical work on incentives should be to find out why firms use the compensation systems they doàhuge advances in our understanding could be made by a concerted effort to collect data on contracts.' So concludes the 1998 Journal of Economic Literature survey on compensation systems. This paper does just that. It presents very detailed case study evidence on contracts in four organizations, three of which are call centres, the fastest growing sector of employment in the UK. This evidence is used to test predictions from the New Economics of Personnel (NEP) concerning the incidence of payment systems. We also contrast and test predictions from NEP with those of the earlier British Institutional School, which anticipated many of NEP's ideas on payment systems. Variations in the ratio of performance-related to basic pay among our organizations can, broadly, be explained by the costs and benefits of monitoring inputs and measuring output, which comprises the core of NEP. Indeed, the monitoring of our case study employees is the theme which binds the paper together û for call centres Jeremy Bentham's 1791 Panopticon was truly the vision of the future.

Guidelines for the use and interpretation of assays for monitoring autophagy (4th edition)1.

In 2008, we published the first set of guidelines for standardizing research in autophagy. Since then, this topic has received increasing attention, and many scientists have entered the field. Our knowledge base and relevant new technologies have also been expanding. Thus, it is important to formulate on a regular basis updated guidelines for monitoring autophagy in different organisms. Despite numerous reviews, there continues to be confusion regarding acceptable methods to evaluate autophagy, especially in multicellular eukaryotes. Here, we present a set of guidelines for investigators to select and interpret methods to examine autophagy and related processes, and for reviewers to provide realistic and reasonable critiques of reports that are focused on these processes. These guidelines are not meant to be a dogmatic set of rules, because the appropriateness of any assay largely depends on the question being asked and the system being used. Moreover, no individual assay is perfect for every situation, calling for the use of multiple techniques to properly monitor autophagy in each experimental setting. Finally, several core components of the autophagy machinery have been implicated in distinct autophagic processes (canonical and noncanonical autophagy), implying that genetic approaches to block autophagy should rely on targeting two or more autophagy-related genes that ideally participate in distinct steps of the pathway. Along similar lines, because multiple proteins involved in autophagy also regulate other cellular pathways including apoptosis, not all of them can be used as a specific marker for bona fide autophagic responses. Here, we critically discuss current methods of assessing autophagy and the information they can, or cannot, provide. Our ultimate goal is to encourage intellectual and technical innovation in the field

(Not)hanging on the telephone: payment systems in the new sweatshops

'The ultimate objective of empirical work on incentives should be to find out why firms use the compensation systems they doàhuge advances in our understanding could be made by a concerted effort to collect data on contracts.'' So concludes the 1998 Journal of Economic Literature survey on compensation systems. This paper does just that. It presents very detailed case study evidence on contracts in four organizations, three of which are call centres, the fastest growing sector of employment in the UK. This evidence is used to test predictions from the New Economics of Personnel (NEP) concerning the incidence of payment systems. We also contrast and test predictions from NEP with those of the earlier British Institutional School, which anticipated many of NEP''s ideas on payment systems. Variations in the ratio of performance-related to basic pay among our organizations can, broadly, be explained by the costs and benefits of monitoring inputs and measuring output, which comprises the core of NEP. Indeed, the monitoring of our case study employees is the theme which binds the paper together û for call centres Jeremy Bentham''s 1791 Panopticon was truly the vision of the future