1 / 8

Shall we dance? Creating high performance work relationships in NGOs in Aotearoa

Shall we dance? Creating high performance work relationships in NGOs in Aotearoa. Rose Ryan Athena Research Ltd 25 November 2008. Dancing and Boxing. How do employers and workers/worker representatives characterise their relationship? the employment relationship is not immutable

marrim
Download Presentation

Shall we dance? Creating high performance work relationships in NGOs in Aotearoa

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Shall we dance? Creating high performance work relationships in NGOs in Aotearoa Rose Ryan Athena Research Ltd 25 November 2008

  2. Dancing and Boxing • 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?

  3. Employment in health and social services NGOs in New Zealand • 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

  4. Profile • 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

  5. Wages and conditions • 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?

  6. Working in NGOs • 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

  7. Some issues impacting on employment relationships • 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

  8. Why is the high performance model appropriate • 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

More Related