Goffman’s concept of cooling out the mark (Goffman, E., “On cooling the mark out: some aspects of adaptation and failure”, Psychiatry: Journal of the Study of Interpersonal Relations, Vol. 15 No. 4, 1952, pp. 451‐63) is proposed as helpful for understanding self‐regulating groups’...

Corporate communications models conflict with the management research literature in assuming that managers hold unitary beliefs about organizational interests. In reality, while displaying some adherence to formal goals, managers have a tendency to pursue highly personalised agendas. What is...

Purpose – Aims to illustrate how the use of a social identity approach can help to refine our understanding of how organizational professionals experience the introduction of managerialism and the incorporation of managing specialist roles. Design/methodology/approach – Draws on theories of...

Greenfield sites have been seen as the most favourable setting for the adoption of human resource management (HRM). Presents a study of two greenfield employers’ attempts to introduce and maintain HRM philosophy and practices. Contrasts one management’s creation of HRM philosophy with...

Stimulated by reaction to the first worldwide economic crisis of the 21st century, debate has begun on making the activities and outputs of business and management schools more critical, including the recognition of wider social interests. This debate has implications for economic education. We...

The recruitment of young, “green” workers has long been recognised as a defining characteristic of the greenfield site. Extends understanding of how person‐centred recruitment, with its emphasis on employee acceptability, disadvantages the older greenfield applicant. Whether it be a new...

The purpose of this paper is to put forward a conceptual framework which details the policies and practices that can potentially contribute to the effective management of long-term absences, and hence the return to work and retention of ill and injured workers, and considers how far UK employers...

Purpose – The purpose of this paper is to put forward a conceptual framework which details the policies and practices that can potentially contribute to the effective management of long‐term absences, and hence the return to work and retention of ill and injured workers, and considers how...

Reviews current and proposed European Union requirements relating to workforce consultation and considers their implications for present British systems of employee representation. Attention is drawn to several areas – transfers of undertakings, collective redundancies and health and safety at...

Examines the deliberations, conclusions and recommendations of the US Commission on the Future of Worker‐Management Relations on the issues of employee involvement and collective bargaining. Draws on the two reports published by the Commission and testimony given by employer and union...