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This important book examines the role, behaviours and management practices of middle managers operating within the context of collaboration – complex inter-organizational and multi-sector settings that demand cross-boundary governance, policy and practice to tackle challenging contemporary societal problems and issues. Presenting new evidence and offering perspectives from both the public and private sectors, the author critically explores the main themes that are integral to the management challenges facing this cadre of managers. The book sets out the implications of this research for policy and practice and offers practical recommendations to policy makers and managers working in this area.
Presenting the complexities of doing planning work, with all its attendant moral and practical dilemmas, this rich ethnographic study analyses how places are made through stories of four diverse public and private sector working environments.
The book provides a unique insight for educators, students and researchers into the everyday lives of planners and those in associated built environment occupations. This exceptional account of the micro-politics of a knowledge-intensive profession also provides an excellent resource for sociologists of contemporary work. The authors use team ethnography to push the methodological frontiers of planning research and to advance organisational ethnography into new areas.
; Service Manager for Commissioning Services; Senior Manager for Conservation and Sustainability; Head of Inclusion; Group Housing Manager; Head of Public Service Support Unit; Sports Development Manager; Principal Planner and for a Welsh Local NHS Board: Emergency Planning Manager; Service Development Manager; Community Service Manager for Integrated Learning Disabilities; Integrated Service Manager; Team Manager (District Nursing); Facilities Administration Manager; Service Development Manager. Clearly, this is a disparate group of middle managers who share some
not quite ready to go because the changes are not disability-accessibility approved. Simon just about keeps on top of his annoyance, making a joke about there not being many visually impaired architects submitting drawings. For us, he reiterates, it is a done deal. Meeting over, Nick whisks me to the small meeting room. This is referred to as Matilda’s office, although she rarely gets to use it as such. Two arboricultural officers are here, a woman and a man, with Deborah Wells, their team leader. Simon arrives. The meeting has an acronym but nobody can remember
of 1918 (codifies the rights of federal employees to join labor unions and bargain collectively) 3. Fair Labor Standards Act of 1938 (deals with the minimum wage and mandatory overtime for employees who work more than 40 hours a week) 4. Americans ivith Disabilities Act of 1990 (prohibits workplace discrimination against disabled people) 5. Occupational Safety and Health Act of 1910 (sets safety regulations for workplaces) 6. Age Discrimination and Employment Act of 1961 (prohibits workplace discrimination against people ages 40 and over) 7. Worker
familiari) or tax based (detrazioni) paid to workers for their spouse and children; - unemployment transfers, divided in 'special lay-off pay fund' (Cassa In- tegrazione Guadagni) called CIG, and mobility allowance, which may be requested by firms with more than 10 employees on behalf of their workers instead of laying workers off, and the ordinary individual un- employment benefit which is very low; - pensions, with the exception of the 'basic non contributory pensions', are strictly work-based. They are paid either to people who cannot work (disability pensions
% or more persons with a disability. 2 Adam J. Hoffer and Russell S. Sobel 186 State Preference policy Empirical category Arizona Small Business preference: $1,000 – $25,000 0 Arkansas A 15% preference against out-of-state prison industry bids. 0 California 5% for small business (goods, services, construction and IT) and non-small business subcontractors. The maximum preference is $50,000 and when combined with other preferences, the preference total cannot exceed $100,000. Target Area Contract Preference Act (TACPA) (applies to goods and IT only): 5% of the
. The subcommittee on social security has jurisdiction over retirement, survivors, and disability programs as well as employment taxes. Finally, there is also the subcommittee on trade, which has jurisdiction over tariff and import fee structure, including classification, valuation of, and special rules applying to imports and exports. In addition to these specific subcommittees, there are also two subcommittees that are more general. The subcommittee on select revenue matters has jurisdiction over things that the Chairman of the committee decides to give them
- tract from behind a veil of ignorance, where people have no knowledge of their own characteristics, such as race, gender, wealth, intelligence, and other abilities (or disabilities). Buchanan envisions a hypothetical renegotiation of the social contract from a position of anarchy, with the idea that current in- 25 For a dissenting view, see Yeager [1985]. While the social contract theory suggests implicit rather than actual agreement with a social contract, Berman [1983] notes that when medieval towns were formed from around 1050-1150, it was common for all
talents and disabilities (the so-called 'envy test', combined with a collective obliga- tion to compensate for natural inequalities, in Dworkin). Nevertheless, such conceptual refinements remain firmly entrenched inside the logical frame- work of a social justice conceived in terms of distributive equality. Egalitar- ian conceptions of social justice are in principle perfectly defensible both in logic and in practice. But this is not my point. My point is that to regard the problem of social justice conceived in terms of distributive equality, howev- er defined, as
