Transcript Shall we dance? Creating a high performance work relationships in

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
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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
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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
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Control and autonomy
◦ Importance of service recipient satisfaction vs
satisfaction of funders
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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
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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