The Experts below are selected from a list of 102 Experts worldwide ranked by ideXlab platform
Warda Samara - One of the best experts on this subject based on the ideXlab platform.
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PM in Human Resources
Management for Professionals, 2019Co-Authors: Marc Helmold, Warda SamaraAbstract:Human resources (HR) is a support function alongside the value chain and deals with people, jobs and the organization. Its contribution to the overall strategy and activities of the company lies in creating the appropriate HR strategy, the organizational set-up, the designing of individual or group jobs, the interaction with stakeholders (e.g. unions, Workers Council), the design of the work environment and the allocation of working times. Daily job duties of human resources specialists include preparing or updating employment records related to hiring, transferring, promoting and terminating; explaining human resources policies, procedures, laws and standards to new and existing employees; and ensuring new hire paperwork is completed and processed (Slack et al., Operations management. London: Pitman, 1995, 2013). Human resources managers plan, direct and coordinate the administrative functions of an organization. They oversee specialists in their duties, consult with executives on strategic planning and link a company’s management with its employees.
Cillian Mcgrattan - One of the best experts on this subject based on the ideXlab platform.
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Sunningdale, the Ulster Workers' Council strike and the struggle for democracy in Northern Ireland
2017Co-Authors: David Mccann, Cillian McgrattanAbstract:The 'Sunningdale experiment' of 1973-4 witnessed the first attempt to establish peace in Northern Ireland through power-sharing. However, its provisions, particularly the cross-border 'Council of Ireland', proved to be a step too far. The experiment floundered amid ongoing paramilitary-led violence, finally collapsing in May 1974 as a result of the Ulster Workers' Council strike.Drawing on new scholarship from some of the top political historians working on the period, this book presents a series of reflections on how key protagonists struggled with notions of power-sharing and the 'Irish dimension', and how those struggles inhibited a deepening of democracy and the ending of violence for so long.
Gordon Gillespie - One of the best experts on this subject based on the ideXlab platform.
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The Ulster Workers’ Council strike: the perfect storm
Sunningdale the Ulster Workers' Council Strike and the Struggle for Democracy in Northern Ireland, 2017Co-Authors: Gordon GillespieAbstract:In May 1974 a two week long industrial stoppage spearheaded by a little known group of loyalist trade unionists brought about the collapse of the Northern Ireland Executive and ended a political process which had begun two years earlier with the suspension of the Northern Ireland Parliament. A political initiative which was intended to replace an unstable system of government had ended in abject failure after only five months. Given the time, effort and political capital invested by Governments and political parties in the Castle talks and Sunningdale Agreement why had the outworking proved such a failure? The answer to this question lies partly in the fact that the Ulster Workers' Council strike represented a 'perfect storm' in terms of its ability to destroy Sunningdale. It drew together all of the unionist opponents (and to some degree republican opponents as well) of power-sharing and the Council of Ireland and highlighted the flaws and inconsistencies in the arguments and actions of those who supported Sunningdale. The chapter will look at the course of events leading up to, and during, the strike examining the motivations of the main political actors and the pressures on each group. The article will also argue that the UWC strike reflected a particular combination of attitudes and circumstances at a specific moment in time which meant that the collapse of the Northern Ireland Executive was an almost inevitable outcome.
Marc Helmold - One of the best experts on this subject based on the ideXlab platform.
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PM in Human Resources
Management for Professionals, 2019Co-Authors: Marc Helmold, Warda SamaraAbstract:Human resources (HR) is a support function alongside the value chain and deals with people, jobs and the organization. Its contribution to the overall strategy and activities of the company lies in creating the appropriate HR strategy, the organizational set-up, the designing of individual or group jobs, the interaction with stakeholders (e.g. unions, Workers Council), the design of the work environment and the allocation of working times. Daily job duties of human resources specialists include preparing or updating employment records related to hiring, transferring, promoting and terminating; explaining human resources policies, procedures, laws and standards to new and existing employees; and ensuring new hire paperwork is completed and processed (Slack et al., Operations management. London: Pitman, 1995, 2013). Human resources managers plan, direct and coordinate the administrative functions of an organization. They oversee specialists in their duties, consult with executives on strategic planning and link a company’s management with its employees.
Marc Augustin - One of the best experts on this subject based on the ideXlab platform.
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Influence of Workers' Councils on employee engagement : an action-research approach to influence employee engagement through Workers' Council initiatives
2020Co-Authors: Marc AugustinAbstract:An organisation is a complex entity, being made of its employees, the management, and the overall structure. The German principle of co-determination adds another complex structure that influences the way how employees experience the whole entity. This principle includes the details how Workers Councils may influence the organisations’ decisions. Thinking more about employee binding and engagement as well as the overall satisfaction at the job created the question about how the co-determination system adds to the employees’ satisfaction and engagement level during work. In general, while observing the organisation, I encountered many different layers being present that might endanger the overall job-level satisfaction of employees. While observing those layers, it seemed obvious that, if a Workers Council is present, employees might relate to their presence and actions within an organisation. Based on the observations, my objective within the research was to examine whether Workers Councils may influence the employees’ engagement within their daily work. Furthermore, my goal was to examine how this engagement, as well as the overall satisfaction, can be positively altered through different initiatives and actions related to the Council’s presence within the organisation. By using an action research approach, I started thinking about the way Workers Councils can influence the overall satisfaction of the workforce present within an organisation. This led me to the main questions if the satisfaction engagement of employees is linked to and influenced by actions as well as the presence of a Workers Council and how employees experience the availability of a Council within the organisation. Having my organisation as the total target population, I started with a qualitative approach by conducting interviews with different employees from within the company. Within a learning set approach, by using the Council members as learning set members, I introduced an agile working method, using principles and methodical approaches common in agile software development. Based on this approach, actions were defined with the set members and different first ones introduced within the organisation during a first sprint, while still holding further actions in the backlog. After a certain amount of time, those actions were reviewed in interviews again with the participants of the study and the results were discussed within the learning set. Together with the learning set, the different steps within action research cycles were introduced and followed. The learning set, while adding the agile framework, constructed different actions that should be introduced within the organisation. My first objective within the study was to examine if Workers Councils can directly take influence on the organisation’s culture, its environment as well as how employees experience both, the organisation in general as well as the Council’s presence. Following the research, the satisfaction and engagement level of the employees is strongly tied to how the Council acts within the organisation. The research did show, that introducing simple actions like regular newspapers, enhancing communications and using different channels to communicate and by introducing round table talks as well as regular employees’ meetings, especially in a more familiar way without inviting the CEO of the company, sharply increases the overall satisfaction of employees. Besides those positive outcomes and findings, the research did also reveal that the general benefit an organisation could draw from the actions is strongly tied to the overall organisational culture and openness to change. Concluding, I can say that if the organisation, in this case, represented by the employees and the Council, is open to adopting this approach, a benefit can be experienced. However, this fact can also be a drawback within an organisation if it lacks the openness required to introduce the approach. As with agile methodology within software development, a willingness for organisational change is mandatory within the organisation. Adaption has to occur if the results are transferred to other organisations.
