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Rose Ryan Athena Research Ltd 25 November 2008
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How do employers and workers/worker representatives characterise their relationship? ◦ the employment relationship is not immutable ◦ Employers have a choice about how they approach it How do employers approach the dance floor? ◦ Boxing? ◦ Tiptoeing through the tulips? ◦ Dancing in the dark?
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Iwi and other providers of health and social services providing: ◦ Disability services ◦ Family/whanau services ◦ Support services for vulnerable children and older people ◦ Services to migrants ◦ Supported employment services ◦ Social and community housing
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11,280 non-profit social services NGOs employing 31,480 staff 2,210 non-profit health NGOs employing 15,090 staff Employ more staff than other NFPs Average size of 18 staff – 11.6% employ over 70% of employees More than 50% of expenditure is employee wages Significant growth 2000-2007 23% of GDP
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Low levels of collectivisation ◦ NZ Nurses Union ◦ Public Service Association ◦ Service and Food Workers Union Less beneficial wages and conditions than in other sectors But more flexible hours and working arrangements? Higher levels of job satisfaction?
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The importance of emotional labour ◦ Caring and vocational orientation ◦ Quality of service being provided Control and autonomy ◦ Importance of service recipient satisfaction vs satisfaction of funders Occupational and professional identity
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Government contracting processes Multiplicity of strategies (e.g.; NZ Disability strategy, Pathways to Partnership. Professionalisation initiatives) Regulatory and non-regulatory workplace policies ◦ Pay and Employment Equity ◦ Holidays Act changes ◦ Flexible working arrangements ◦ Health and safety
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Recognition of employee voice as a mechanism for voicing professional judgement Interests of service recipients/users, service providers and funders Service improvement models and innovation
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