The restructuring of career paths in large service sector organizations:'delayering', upskilling and polarisation1

Drawing on detailed case studies of four large service sector organizations this paper finds little evidence of training provision that links skills development with incremental career progression. Past policies of ‘delayering’ have opened up a ‘gap’ in the job ladder and this has both increased the organizational costs of formal training and reduced the likelihood of informal on‐the‐job training being seen as the basis for promotion to the next level. Managers are thus faced with the challenge of how to establish a new set of premises upon which to strengthen the workforce's loyalty and commitment to the organization, in the context of problems of high staff turnover and low job satisfaction. What we find is a greater emphasis on certificated training provision. However, in the absence of a transparent career path employers rely on more intensive techniques of appraisal and selection of workers for a ‘winner‐takes‐all’ career path. Given the importance of skills acquisition as an important building block of the ‘learning society’, our findings suggest that policymakers in Britain cannot rely solely upon the employer to bridge the skill gap evident in large service sector organizations.     

Informal Work in Nonmetropolitan Pennsylvania1

Abstract It is well recognized that the informal economy—unregulated economic activities that generate real or in-kind income—features prominently in the day-to-day lives of many in the developing world. Researchers have begun to explore the informal economy in developed countries but this work has focussed primarily on urban areas to the neglect of rural areas. In this paper the nature and correlates of informal work in nonmetropolitan Pennsylvania are described through an analysis of survey data on 505 families. Results indicate that participation in informal activities is widespread, is not more typical of the poor, does not contribute greatly to family income on average but does help many poor families weather difficult economic times, is both economically and noneconomically motivated, and, net of other sociodemographic variables, is positively related to rurality of residence and formal labor supply.     

A non-profit approach to addressing the effects of urbanization in the Lake Pontchartrain Basin, Louisiana

The Lake Pontchartrain Basin in southeast Louisiana is an estuarine watershed encompassing New Orleans, Baton Rouge, and wetlands that are an integral part of Louisiana's unique culture. In recent decades rapid growth and poorly planned development have resulted in a decrease in water quality and habitat loss, especially in St. Tammany Parish on the north shore of Lake Pontchartrain. In 1989, the Lake Pontchartrain Basin Foundation (LPBF), an environmental, non-profit organization, was formed to address and rectify environmental issues in the Basin. LPBF accomplishes its mission through programs addressing water quality, habitat protection, geographic information science, public access, and education.LPBF used the recent, rapid development occurring in St. Tammany Parish as a case study to examine the relationship between land use, water quality, and development in the Basin by investigating habitat change/urbanization, development in flood plains, and water quality. Through the integration of LPBF programs, it was found that urbanization is having a devastating impact on the parish's natural habitats and severely degrading water quality. Using these results, LPBF is educating Basin citizens on the protection of their habitats and water quality to insure that these resources may be available for future generations.     

Strategic Bargaining Over Child Support and Visitation

When parents divorce, child support and visitation must be determined. The 1988 Family Support Act requires all states to have child support guidelines for courts to use in determining child support obligations. However, many divorcing couples arrive at agreements without court intervention, or they simply fail to enforce the court decision ex post. Given that the guidelines provide a starting point for negotiations, couples may be able to find self-negotiated, Pareto-improving solutions. In this paper we model the bargaining process that divorcing couples engage in when coming to agreements on visitation and child support. The model suggests that individuals may arrive at agreements that are Pareto improvements for both parents but that the children's welfare may decline as a result of these self-negotiated settlements. Data from the Stanford Child Custody Study show that the changes made in child support and visitation agreements are consistent with our model in only 30 percent of the cases. Therefore, we consider alternative specifications of the model and show that both significant costs of enforcing the original agreement and alternative assumptions on parental preferences can explain these empirical results.     

Effects of at-work exercises on computer operators

At-work exercises are commonly recommended for computer operators. This randomized control trial assessed adherence, pain and satisfaction after 4 weeks of at-work exercise. Subjects (n=72) were randomized into 3 groups: resistance exercise, stretching, and control. Outcomes included a satisfaction survey, a visual analogue pain scale (VAS), a pain drawing, and the Neck Disability Index (NDI). The VAS, the drawing, and NDI were analyzed together as a composite variate referred to as Pain Impact. Exercise frequency was similar across the 3 groups (median=1.5 times per day). No differences were found between groups on Pain Impact p=0.714) or individual pain variables. Most satisfaction survey item scores did not differ between groups. However, a significant difference between groups on the survey item related to discomfort. The resistance and stretching group differed from the control group with regard to their perception that the exercises were helpful in reducing discomfort in the back and neck (p<0.001). We conclude that most subjects found the resistance and the stretching exercises easy to do, performed them 1 to 2 times daily, and said they reduced discomfort. To determine optimal type and frequency of at-work exercises, further study is needed.     

Cisgendered Organizations: Trans Women and Inequality in the Workplace

This article responds to calls to better understand how intersecting “inequality regimes” operate in organizations. Through in‐depth interviews with 25 white trans women about their workplace experiences, my analyses highlight how trans women navigate relational practices that are simultaneously gendered and cisgendered—that is, practices that maintain cultural connections between sex and gender and maintain gender as immutable. Findings demarcate three distinct mechanisms by which cisgenderism, a system that devalues women and trans people, operates and strengthens hierarchical privileges at work: (1) double‐bind constraints; (2) fluid biases of cissexism and sexism; and (3) group practices of privilege and subordination. In the first regard, analyses reveal unique double binds that trans women face—binds that dictate contradictory feminine and masculine ideal worker expectations but also expectations of gender authenticity. Second, I find that trans women often hover between two subordinate statuses (i.e., gender and transgender status) in a given workday, a fact that prods a more fluid conception of cisgenderism. Finally, this study highlights how cis men collectively mobilize through group practices to repair cisgender system breaches. All three dimensions are critical for understanding the production of workplace inequality between not only trans women and cis men, but all feminine‐identified workers.