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’...

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...

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...

The Robens committee on Safety and Health at Work recognised the cardinal importance of worker co‐operation with management if workplaces were to be made safer places and believed that worker involvement would help overcome the apathy which it felt was the primary cause of accidents at the...