Practical Uses of the Human Capability Framework - An Outsiders's View of a Concept Guiding Public Policy and Research

The Human Capability Framework (HCF) was presented at LEW 9 as a really exciting concept that had proved very useful in Massey University's Labour Market Dynamics Research Programme. It had come from the Department of Labour. Personal amazement at the apparent change of direction in the Department's thinking this represented was succeeded by the realisation of its immediate usefulness for a research funding application then in process. This paper explores the author's perceptions of the original model and its origins. Then the outcomes that have flowed from the use of the model in the succeeding two years is considered. After an initial explanation of the HCF, there is an analysis of its use as a policy tool at national and regional levels. Its use in various research projects is described as well. The paper concludes with a consideration of the academic acceptability of the concept and some questions for further research

Dairy Exporting and Employment: A Possible Role for Once a Day (OAD) Milking

The dairy industry is New Zealand's top export earner and recently went through a growth period under the influence of rapidly rising world prices for milk products. They peaked in 2008. Employment conditions in this major sector of the economy have been problematic since the early twentieth century as the prevailing industry mentality is one of cost saving, particularly of labour. Once-a-Day (OAD) milking appeared to provide the key system change, which held the possibility of dairy farming becoming socially sustainable rather that lurching from one employment crisis to the next. However, while the changes brought about by conversion to OAD milking are very positive, they have not affected dairy farm employment in some of the ways which were anticipated. The paper reports findings of an in-depth qualitative study of social aspects of OAD milking and their implications, set in the context of data from the 2006 Census of Population

A history of grape production and winemaking in Canterbury, New Zealand 1840-2002

Grapes were first planted in Canterbury in 1840, but commercial production only began in 1978. This research paper examines the history of grape and wine production in Canterbury. It considers the different factors constraining the commercial development of wine production initially and reviews the key actors and processes influencing developments since then. The role of Lincoln College, later University, is shown to be pivotal to the development of grape growing and wine making in Canterbury and the cooler parts of New Zealand. While Canterbury has only a small part of the overall New Zealand vineyard area, its contribution, through Lincoln, to research, publication, education and development of the New Zealand Wine Industry has been considerable. Canterbury is currently enjoying a period of rapid vineyard development. This research report provides much of the historical detail underlying the first three chapters of Canterbury Grapes and Wines 1840-2002 by Danny Schuster, David Jackson and Rupert Tipples (2002, Shoal Bay Press: Christchurch). It is the working document of an industry historian and first hand observer of the developments since 1977. As such, it is not a polished final publication manuscript of the form which appears in the book, but very much the working document, with all the limitations implied

A Solutions to 'Too Few' Working Down on the Farm - The Human Capability in Agriculture and Horticulture Initiative

This paper des cribes and analyses how a labour and skills shortage in agriculture (used in the generic and inclusive sense) emerged here in New Zealand towards the end of the twentieth century and how it has been responded to by the industry and government. It delineates a collaborative response to a type of problem affecting many sectors of the New Zealand economy at the present time. A serendipitous conjunction of improved industry economics, productive policy provision, and ministerial and industry will facilitated the creation of a new pan primary industry organisation with the somewhat unwieldy title Human Capability in Agriculture and Horticulture. A picture of what happened has been built up using a range of methodologies (historical- both documentary and oral; case studies; participant observation: and action research) to explain what led to its formation and sub sequent progress. Prospects for the future are reviewed with a view to isolating critical features which may be of benefit to other industries experiencing similar labour and skills shortages

Do Employer Groups help with Dairy Farm Employment? Why hasn't the idea caught-on'?

Dairy employer groups began to appear about 2000 in response to employment difficulties as the dairy farm labour market encountered low unemployment. Edkins and Tipples (2002) reported to LEW 10 on the development of the Amuri Dairy Employers Group (ADEG). Since then other groups and enterprises have been established and flourished or failed. In this paper developments since 2002 are considered. Factors promoting their success are contrasted with causes of failure. In that time the labour force in dairy farming has changed radically (Tipples, Callister & Trafford, 2010). The paper considers how these changes have fitted with dairy employer groups and suggests ways in which the benefits experienced could be further developed and shared more widely

Employment Relationships in Dairy Farming - Psychological Contracts Reconsidered

The essence of psychological contracting (in the contest of employment) is meeting mutual expectations. The common denominator between legal contracting and psychological contracting is that both are designed to express expectations of the self and of the other. Legal expectations lead to outcomes that are observable, measureable and usually quantifiable. Psychological expectations are usually invisible but nonetheless very real.This paper expresses the need for greater attentions to psychological contracting in a dairy sector going through substantial structural changes involving the replacement of self-employed farmers by hired managers and contract milkers and the widespread adoption of once-a-day milking

Psychological Contracts in Dairy Farming

Improved employment relations are perceived as one way of further improving efficiency in the production of milk. To explore the existing state of employment relations in dairy farming and milk production a study of the psychological contracts existing between dairy farmer employers and dairy farm employees was initiated. Psychological contracts have been described as the invisible glue which binds employees to employers and vice versa over time. The term refers to the mutual expectations and perceived obligations existing between employers and employees beyond the normal components of a Legal contract of employment. Using a critical incident approach to impute the content of psychological contracts, groups of employers and employees in major dairy farming areas were interviewed by paid student volunteers. This paper reports the initial findings of the study; suggests the implications of the results; and how the research may be developed

The Role of Workplace Contests in New Zealand

Contests have played a major part in New Zealand's economic development since colonisation. They are part of the New Zealand psyche. After defining contests, this paper discusses the range and place of contests in economic development and the underlying theoretical concepts. How contests are used, operate in practice, and their benefits, are discussed by means of case studies based on both documentary sources and participant's accounts. The setting up and operation of contests is considered, together with the part played the various stakeholders in any particular contest. Conclusions are drawn on the features needed to prolong their usefulness and longevity

Dairy Exporting and Employment: A Possible Role for Once a Day (OAD) Milking

The dairy industry is New Zealand's top export earner and recently went through a growth period under the influence of rapidly rising world prices for milk products. They peaked in 2008. Employment conditions in this major sector of the economy have been problematic since the early twentieth century as the prevailing industry mentality is one of cost saving, particularly of labour. Once-a-Day (OAD) milking appeared to provide the key system change, which held the possibility of dairy farming becoming socially sustainable rather that lurching from one employment crisis to the next. However, while the changes brought about by conversion to OAD milking are very positive, they have not affected dairy farm employment in some of the ways which were anticipated. The paper reports findings of an in-depth qualitative study of social aspects of OAD milking and their implications, set in the context of data from the 2006 Census of Population

Practical Uses of the Human Capability Framework - An Outsiders's View of a Concept Guiding Public Policy and Research

The Human Capability Framework (HCF) was presented at LEW 9 as a really exciting concept that had proved very useful in Massey University's Labour Market Dynamics Research Programme. It had come from the Department of Labour. Personal amazement at the apparent change of direction in the Department's thinking this represented was succeeded by the realisation of its immediate usefulness for a research funding application then in process. This paper explores the author's perceptions of the original model and its origins. Then the outcomes that have flowed from the use of the model in the succeeding two years is considered. After an initial explanation of the HCF, there is an analysis of its use as a policy tool at national and regional levels. Its use in various research projects is described as well. The paper concludes with a consideration of the academic acceptability of the concept and some questions for further research