Caroline Lloyd – författare

Across the developed world, most of us who work now earn our living in the service sector. However, the issue of what kind of service economy is sustainable and desirable, both in economic and social terms, is rarely debated. This book argues that this needs to change. National governments have emphasised the role of skills in achieving international competitiveness, higher living standards, and social inclusion. However, even prior to the 2008 financial crisis, problems of over-qualification, skills wastage, and poor job quality were becoming difficult to ignore. This raises important questions about what kind of service sector jobs will be on offer to meet the aspirations of an increasingly qualified workforce and what role can governments play in raising the skills required in jobs and the quality of jobs and services? Work organisation and job design are key factors shaping the skill content of work and the opportunities workers have to deploy their skills and capabilities. Through cross-national comparative research, this book examines whether and why service sector jobs vary across countries. Drawing upon detailed empirical research, the jobs of vocational teacher, fitness instructor, and café worker in the UK, Norway, and France are compared, allowing an exploration of the role of national institutions, sectors, and organisations in shaping work organisation and job quality. The findings contribute to the comparative study of work organisation, the relationship between skills and performance, the role and purpose of education and the prospects for better jobs in ''the age of over-qualification''.

Across the developed world, most of us who work now earn our living in the service sector. However, the issue of what kind of service economy is sustainable and desirable, both in economic and social terms, is rarely debated. This book argues that this needs to change. National governments have emphasised the role of skills in achieving international competitiveness, higher living standards, and social inclusion. However, even prior to the 2008 financial crisis, problems of over-qualification, skills wastage, and poor job quality were becoming difficult to ignore. This raises important questions about what kind of service sector jobs will be on offer to meet the aspirations of an increasingly qualified workforce and what role can governments play in raising the skills required in jobs and the quality of jobs and services? Work organisation and job design are key factors shaping the skill content of work and the opportunities workers have to deploy their skills and capabilities. Through cross-national comparative research, this book examines whether and why service sector jobs vary across countries. Drawing upon detailed empirical research, the jobs of vocational teacher, fitness instructor, and café worker in the UK, Norway, and France are compared, allowing an exploration of the role of national institutions, sectors, and organisations in shaping work organisation and job quality. The findings contribute to the comparative study of work organisation, the relationship between skills and performance, the role and purpose of education and the prospects for better jobs in ''the age of over-qualification''.

Across the developed world, most of us who work now earn our living in the service sector. However, the issue of what kind of service economy is sustainable and desirable, both in economic and social terms, is rarely debated. This book argues that this needs to change. National governments have emphasised the role of skills in achieving international competitiveness, higher living standards, and social inclusion. However, even prior to the 2008 financial crisis, problems of over-qualification, skills wastage, and poor job quality were becoming difficult to ignore. This raises important questions about what kind of service sector jobs will be on offer to meet the aspirations of an increasingly qualified workforce and what role can governments play in raising the skills required in jobs and the quality of jobs and services? Work organisation and job design are key factors shaping the skill content of work and the opportunities workers have to deploy their skills and capabilities. Through cross-national comparative research, this book examines whether and why service sector jobs vary across countries. Drawing upon detailed empirical research, the jobs of vocational teacher, fitness instructor, and café worker in the UK, Norway, and France are compared, allowing an exploration of the role of national institutions, sectors, and organisations in shaping work organisation and job quality. The findings contribute to the comparative study of work organisation, the relationship between skills and performance, the role and purpose of education and the prospects for better jobs in 'the age of over-qualification'.

This standard text has been fully revised and updated for its fourth edition to reflect continuing technological changes, as well as issues such as social inclusion, lifelong learning and European employment legislation. Chapter 1 on the working environment has been completely rewritten. The present environment brings problems of staff motivation, de-professionalization and the loss of control: Chapter 2 reminds readers of basic motivation theories, now presented in a more logical sequence, and how to deal with such problems. Chapter 3 on workforce planning has been retitled Human Resource Planning and revised to take into account the modes of staffing appropriate for today's turbulent environment. Effective human resource planning requires excellent selection and recruitment procedures: best practice and developments in this area are explored in Chapters 4, Job Descriptions and Person Specifications, and 5, Recruitment and Selection of Staff. In Chapter 6 on staff appraisal more attention has been given to multi-rating approaches, such as 360° whereby different aspects of work can be assessed by different groups of people, and to appraisal of junior by senior staff. The last decade has seen increased emphasis on training and development to deliver high quality services in a climate of constant change. Chapter 7 has therefore been reordered and expanded in order to reflect new approaches and changes in this area. In Chapter 8, Staff Supervision and Interpersonal Skills, recent emphasis on leadership and counselling skills are reflected, as is the growing need to do more with less through enhanced time management and stress management techniques. With this new edition, this core guide brings professionals involved in managing library and information staff up to date with how to cope with the most pressing problems and challenges in today's fast-changing environment.

This standard text has been fully revised and updated for its fourth edition to reflect continuing technological changes, as well as issues such as social inclusion, lifelong learning and European employment legislation. Chapter 1 on the working environment has been completely rewritten. The present environment brings problems of staff motivation, de-professionalization and the loss of control: Chapter 2 reminds readers of basic motivation theories, now presented in a more logical sequence, and how to deal with such problems. Chapter 3 on workforce planning has been retitled Human Resource Planning and revised to take into account the modes of staffing appropriate for today's turbulent environment. Effective human resource planning requires excellent selection and recruitment procedures: best practice and developments in this area are explored in Chapters 4, Job Descriptions and Person Specifications, and 5, Recruitment and Selection of Staff. In Chapter 6 on staff appraisal more attention has been given to multi-rating approaches, such as 360° whereby different aspects of work can be assessed by different groups of people, and to appraisal of junior by senior staff. The last decade has seen increased emphasis on training and development to deliver high quality services in a climate of constant change. Chapter 7 has therefore been reordered and expanded in order to reflect new approaches and changes in this area. In Chapter 8, Staff Supervision and Interpersonal Skills, recent emphasis on leadership and counselling skills are reflected, as is the growing need to do more with less through enhanced time management and stress management techniques. With this new edition, this core guide brings professionals involved in managing library and information staff up to date with how to cope with the most pressing problems and challenges in today's fast-changing environment.

This standard text has been fully revised and updated for its fourth edition to reflect continuing technological changes, as well as issues such as social inclusion, lifelong learning and European employment legislation. Chapter 1 on the working environment has been completely rewritten. The present environment brings problems of staff motivation, de-professionalization and the loss of control: Chapter 2 reminds readers of basic motivation theories, now presented in a more logical sequence, and how to deal with such problems. Chapter 3 on workforce planning has been retitled Human Resource Planning and revised to take into account the modes of staffing appropriate for today''s turbulent environment. Effective human resource planning requires excellent selection and recruitment procedures: best practice and developments in this area are explored in Chapters 4, Job Descriptions and Person Specifications, and 5, Recruitment and Selection of Staff. In Chapter 6 on staff appraisal more attention has been given to multi-rating approaches, such as 360° whereby different aspects of work can be assessed by different groups of people, and to appraisal of junior by senior staff. The last decade has seen increased emphasis on training and development to deliver high quality services in a climate of constant change. Chapter 7 has therefore been reordered and expanded in order to reflect new approaches and changes in this area. In Chapter 8, Staff Supervision and Interpersonal Skills, recent emphasis on leadership and counselling skills are reflected, as is the growing need to do more with less through enhanced time management and stress management techniques. With this new edition, this core guide brings professionals involved in managing library and information staff up to date with how to cope with the most pressing problems and challenges in today''s fast-changing environment.

This standard text has been fully revised and updated for its fourth edition to reflect continuing technological changes, as well as issues such as social inclusion, lifelong learning and European employment legislation. Chapter 1 on the working environment has been completely rewritten. The present environment brings problems of staff motivation, de-professionalization and the loss of control: Chapter 2 reminds readers of basic motivation theories, now presented in a more logical sequence, and how to deal with such problems. Chapter 3 on workforce planning has been retitled Human Resource Planning and revised to take into account the modes of staffing appropriate for today''s turbulent environment. Effective human resource planning requires excellent selection and recruitment procedures: best practice and developments in this area are explored in Chapters 4, Job Descriptions and Person Specifications, and 5, Recruitment and Selection of Staff. In Chapter 6 on staff appraisal more attention has been given to multi-rating approaches, such as 360° whereby different aspects of work can be assessed by different groups of people, and to appraisal of junior by senior staff. The last decade has seen increased emphasis on training and development to deliver high quality services in a climate of constant change. Chapter 7 has therefore been reordered and expanded in order to reflect new approaches and changes in this area. In Chapter 8, Staff Supervision and Interpersonal Skills, recent emphasis on leadership and counselling skills are reflected, as is the growing need to do more with less through enhanced time management and stress management techniques. With this new edition, this core guide brings professionals involved in managing library and information staff up to date with how to cope with the most pressing problems and challenges in today''s fast-changing environment.

Being able to offer support to the bereaved is an important part of many frontline professions, such as nurses, teachers, funeral directors and anything in between. Yet very little theoretical information about grief has filtered down into mainstream knowledge, and what has is often misinterpreted. Giving an accessible introduction to modern day grief theory, this book is the perfect guide to grief for counsellors, anyone wishing to support the bereaved, or the griever curious to how their grief works. Debunking commonly believed myths with information on how grief can vary from person to person, advice on communicating with the bereaved and details on the different kinds of grief, this book is an essential read for anyone working with the bereaved.

Being able to offer support to the bereaved is an important part of many frontline professions, such as nurses, teachers, funeral directors and anything in between. Yet very little theoretical information about grief has filtered down into mainstream knowledge, and what has is often misinterpreted. Giving an accessible introduction to modern day grief theory, this book is the perfect guide to grief for counsellors, anyone wishing to support the bereaved, or the griever curious to how their grief works. Debunking commonly believed myths with information on how grief can vary from person to person, advice on communicating with the bereaved and details on the different kinds of grief, this book is an essential read for anyone working with the bereaved.