Peter Makin

The psychological contract, organisational commitment and job satisfaction of temporary staff

The proportion of the workforce on temporary contracts of employment is increasing, as organisations use non‐permanent staff as a flexible resource. Rousseau and Wade‐Benzoni suggested such temporary staff have a different psychological contract with the organisation than their permanent counterparts. Temporary staff, it is argued, will have a transactional contract, with the emphasis upon the economic elements of the contract while permanent staff will have a more relational contract, involving commitment to the organisation, and an interest in a satisfying job. These differences, it is argued, will influence staff attitudes and behaviour. The article tests these suggestions on employees of a large holiday sector organisation. The results present a consistent picture, at variance with the above suggestions. The levels of relational and transactional contracts of permanent and temporary staff did not differ significantly. In addition they had higher, rather than lower, levels of job satisfaction and commitment to the organisation.

Factors Inhibiting the Economic Growth of Female Owned Small Businesses in North West England

While the general trend in the UK is towards an increase in female owned small businesses, during the last few years the number of North West of England businesses owned by women has fallen by 12.5 per cent. Aims to investigate the barriers preventing women from entering into growth businesses in the North West. The research included discussions with 12 service providers as well as in‐depth interviews and focus groups with 99 potential and established female business owners. The main barriers blocking women’s ownership of small businesses involved the widely held stereotype of business owners as “white, middle class, males”, cultural differences, a shortage of premises for new businesses and the lack of appropriate childcare.

Barriers encountered during micro and small business start‐up in North‐West England

The success or failure of a new business is often dependent on overcoming a series of potential barriers, eg securing sufficient financial backing, adequate and appropriate guidance and training etc. Yet, in light of the substantial growth rate of micro and small businesses, there has been little research into the experiences of potential and new business owners during the start‐up of such enterprises. To date there has been no systematic study of this group in the UK, and many questions remain unanswered. This study of micro and small business during the initialisation and formation of new venture creation (eg pre‐start‐up, 0‐6 months and 6‐12 months∥ sought to answer some of those questions. It identifies the needs of new business owners, the barriers they encounter, and the strategies they use to overcome those obstacles. The findings indicate that financial difficulties and the attitudes of banks towards new business owners are the main barriers to successful enterprise creation, with mentors and more specific advice cited as the assistance regarded as affording the greatest benefit to potential and new business owners. In addition, small and micro business owners are going out of business, or are unable to fulfil their potential, because they are denied access to those factors that promote success.

Changing Behaviour at Work : A Practical Guide

1. History and Background 2. Traditional Approaches to Management 3. The Behavioural Approach to Management 4. Managing Yourself and Other Individuals 5. Managing Groups 6. Managing at the Organizational Level 7. Applying the Behavioural Approach

Managing the Boss

Understanding how to manage the boss requires an awareness of the different types of bosses, their personality and their management styles. Describes six different types of manager: the bureaucrat, the autocrat, the wheeler‐dealer, the laissez‐faire manager, the reluctant manager, and the open manager. Suggestions are given, using behaviour modification as a framework, as to how each of these can best be influenced by a subordinate.

Overcoming Dependence with Contingency Contracting

There is a discernible trend for organizations to be moving away from directive and authoritarian management styles, towards a more participative approach, which involves subordinates in taking more responsibility. This is linked to a move from bureaucratic role cultures to a more integrated style of organization. This poses the problem of how to move the individual from the dependence engendered by authoritarian systems to a relationship, between managers and subordinates, which is characterized by interdependence, a move which is very difficult to make. Transitional contingency contracting, a technique which gradually transfers control from the manager to the subordinate, is suggested as a process which can develop interdependence, while reducing the risk of becoming stuck in mutual dependence or generating rebellion (or counter dependence).

Reducing Accidents Using a Behavioural Approach

An important distinction in psychology is between external and internal determinants of behaviour. Behaviour may be perceived as being determined either by factors internal to the individual (e.g. personality) or by external factors, in particular the consequences that follow the behaviour. External factors are central to the behavioural approach. The tendency for people to underestimate the importance of external factors in influencing behaviour is discussed. An application of the behavioural approach to accident reduction is described and the benefits and problems associated with its implementation discussed. The importance of workforce participation and involvement are emphasized. In addition, it is suggested that the commitment of management, especially at the highest levels, is required if the programme is to maintain long‐term effectiveness.

Quality behaviour for quality organizations

Goal setting and feedback techniques have previously been used to improve safety behaviour. Describes a pilot study of the application of a behaviour‐based quality improvement process in a continuous process production plant with a particular focus on certain aspects of the organizational structure and climate which might be conducive to the changes necessary to facilitate this approach. Since “quality improvement”, unlike “safety improvement”, is more likely to be contingent on interactions with other people, the need to optimize communication and interpersonal relationships at work are important. Suggests that an internal customer, linking‐pin model provides the optimal conditions required, and ensures a high level of employee participation in the process of continuous quality improvement.

The Premack Principle: Professional Engineers

Describes the application of Organizational Behaviour Modification (OBMod), and in particular the Premack Principle, to improving the performance of a number of professional electrical engineers. The design and implementation of the behavioural change scheme was undertaken by the engineers′ manager who received approximately one day′s training in the theory and practice of OBMod. Analysis of the behaviour of the engineers revealed that, while they had the ability and resources required to undertake their jobs effectively, their efforts were not resulting in the desired performance. Analysis using the Premack Principle revealed that much of their efforts were being directed towards necessary, but not essential, aspects of their jobs. A scheme of reinforcement was devised for each engineer, involving regular feedback and praise from the manager. Results over a period of one year showed the section moving from the bottom to the top of comparable sections within the organization. Individual improvements in ou...