Over the last two decades the UK public sector has seen the introduction of 'new managerialism' - the devolvement to the local level of management initiatives and techniques more traditionally associated with the private sector; this has arguably increased industrial relations tensions in the workplace as both line managers and workers have become involved in actions and negotiations new to them. This thesis provides a unique, in-depth, consideration of the impact on industrial relations of new managerialism in a 'failing' secondary comprehensive school; it identifies how devolved management and public accountability has inflamed the workplace industrial relations of that school. By taking a qualitative, multi-method, case study approach to the research, the thesis investigates at first hand how management and teachers respond to centralised government initiatives at the school level. It considers, and contributes to, the debate surrounding the extent of managerial autonomy that public sector managers have and how managers may take differing approaches - and achieve different results - when implementing new managerialist initiatives at the local level. As a study of workplace industrial relations, the thesis, engages with and significantly contributes to, the academic literature stressing the importance of local trade union leadership to trade union activity; indeed, the work furthers the debate concerning the inter-relationship between political and trade union activism and the importance of political factions within trade unions, areas which are under-researched. By exploring the tensions between trade union members and their official union representatives, the thesis examines the complex inter-relationship between union democracy and union bureaucracy. Finally, the case study identifies policy implications for both the government and the trade union, particularly with respect to the closing and re-opening of 'failing' schools.

The nature of debates about managerialism and social justice tend to be adversarial. The purpose of this study is to explore the nature of the relationship between managerialism and social justice. The thesis examines the nature of this relationship in the development of a community-networking project, a pilot website for young people in a high need community. The community-networking project was established through a novel contractual arrangement between government and a local community organisation. In this study social values comprise the analytical lens used to map out this relationship. Kekes??? (1993) approach to ethical pluralism is used to explore the nature of relations between ideas about managerialism and social justice in the process of implementing policy. The study is contextualised in a minor policy proposal of the former federal Liberal Coalition government and associated with a 1998-99 Budget proposal concerned with improving access to and the coordination of family-related information and services including information relating to mental health, child care, youth and aged care (see Black et al. 2002: 10). The policy initiative was established to test a range of assumptions about strong communities. There are two facets to the field study. The first facet explores the process of the implementation of the policy initiative through the different perspectives of three key informants, and the second facet explores the views of end-users of the service to determine whether or not young people were empowered, in the sense of being able to access knowledge about their own lives in terms that have meaning for them. The tone of the study is influenced by my own direct involvement as ???an insider???. Despite the explicit intentions that were supported by research and policy, pragmatic constraints limited the extent to which community organisations were empowered to act outside the demands of government organisations and in this instance, managerialism did act against social justice. However, this did not appear to prevent the end-users of the service that was established from achieving a sense of empowerment.

This thesis critically assesses the literature on strategic management accounting that is budgeting and corporate governance and also the managerial decision-making literature (primarily in the areas of strategic planning and change management). It is essentially a theory building and analytical thesis utilising a critical social science approach. The main aim is the construction of a collaborative theory of decision-making and associated methodology that will underpin and explain a more ‘robust’ construction of decision outcomes within an individual organizational context. In doing so it evaluates and synthesises Habermas’s theory of communicative action with the intention of incorporating key elements as well as insights from Latour, complexity theory and Peirce in relation to doubt-driven inquiry in a proposed collaboratively oriented theory of organizational decision enhancement (ODE). ODE theory is argued to be widely applicable in the decision-making process utilised by organizations (private, public and non-profit). The claims implicit within the theory and its associated decision-making methodology are assessed empirically at the strategic planning level. This was part of an action research project commenced in July 2001 with Tertiary Institution’s current strategic planning round covering the planning time horizon 2003-2007. ODE theory postulates that effective decision-making in a world of uncertainty is best undertaken in a practical and collaborative group process. The theory, that I have derived, is stated as follows: Optimal decision-making which a particular group of decision makers can construct in a world of uncertainty and risk is a pragmatic, recursive and democratised process. The process minimises the role of individual power, authority, self-interest and ego. This collaborative approach focuses on the force of the ‘better argument’, utilises constructive conflict (CC) and continuous, conscious, collaborative adaptation (CCCA) and results in the selection and monitoring of a ‘best-option’ decision outcome. The theory minimises the role of power and authority, focuses on the Habermasian concept of the force of the ‘better argument’, maximises the utility of resistance to change and results in the selection of a ‘best-alternative’ option that is subjected to a rigorous, performance measure-based monitoring feedback loop. In so doing this thesis extends significantly the earlier extant literature on organizational decision-making. It effectively revisits the notion of teams and groups in the organizational context and argues for organizations to seriously consider ‘reengineering’ the decision-making methodology and approach to one that necessitates effective devolution and delegation of decision-making powers. I argue that organizations should allow for and promote a ‘cascade’ effect to let control, power, authority and collective responsibility filter down through the organizational layers. Effectiveness and not efficiency (falsely perceived as timely) should be the aim of well-constructed decision outcomes. The adaptability and self-organising capability of the workforce requires an inclusive, not exclusive, decision-making methodology to unlock and realise the full future potential of the organization.

This interpretivist research aims to add to the body of knowledge in relation to the impact of managerialism in the youth work sector by investigating the ways in which youth workers and their practices are influenced by systems of accountability, externally imposed targets and measurement. Evaluation in this context is reduced to upward compliance; the professional no longer responsible for defining good practice or determining the outcomes of their work. The concern that the learning and development functions of evaluation are lost warranted the research. Participatory evaluation can offer resistance to evaluation as ‘technology of power’ because of its ongoing process of collective action, reflection and knowledge creation. Using an ‘insider’ methodology, a new participatory evaluation methodology was developed and implemented to explore how this different approach influenced the youth workers’ sense of self and practice. Data were gathered via individual semi-structured interviews before and after the implementation of the participatory evaluation and an inductive thematic analysis was used to identify emergent themes. This research contributes to knowledge by showing that youth workers have been serious challenged by managerialism, and performativity particularly in relation to maintaining their personal and professional values. It confirms that they view accountability metrics as inadequate for capturing the complexity and demonstrating the value of their work. Of particular significance is the knowledge that this study adds in regard to the design and use of participatory evaluation. A new way of thinking about evaluation is proposed. Transformative Evaluation (TE) offers a methodology that supports the learning and development functions of evaluation. In addition, TE was seen to enhance practice outcomes, raise worker confidence and well-being potentially supporting a more agentic response to change.

Submitted by JULIANO MOTA PARENTE null (julianoparente@hotmail.com) on 2016-06-26T14:40:37Z No. of bitstreams: 1 Versão final definitiva.PDF: 940239 bytes, checksum: c0910491821e0927d10203ef5ab93477 (MD5) / Approved for entry into archive by Ana Paula Grisoto (grisotoana@reitoria.unesp.br) on 2016-06-28T16:40:29Z (GMT) No. of bitstreams: 1 parente_jm_dr_prud.pdf: 940239 bytes, checksum: c0910491821e0927d10203ef5ab93477 (MD5) / Made available in DSpace on 2016-06-28T16:40:29Z (GMT). No. of bitstreams: 1 parente_jm_dr_prud.pdf: 940239 bytes, checksum: c0910491821e0927d10203ef5ab93477 (MD5) Previous issue date: 2016-05-20 / A presente tese, desenvolvida no âmbito do Programa de Pós-graduação em educação da Faculdade de Ciências e Tecnologia da Universidade Estadual Paulista, Linha de Pesquisa “Formação dos profissionais da educação, políticas educativas e escola pública” tem como objetivo analisar a influência do gerencialismo e da performatividade na gestão educacional do estado de São Paulo. O referencial teórico da presente pesquisa evidencia o surgimento e a expansão do gerencialismo na administração pública, efetivado por meio da Reforma do Estado, tendo como fundamentos a racionalização do trabalho e a mercantilização dos processos administrativos. É neste contexto de Reforma do Estado e de modernização da administração pública que a gestão educacional de São Paulo incorpora mecanismos gerenciais na sua rede de ensino. Nosso percurso metodológico inicia com uma pesquisa bibliográfica, de forma a aproximar o pesquisador do objeto de estudo, identificando as referencias que fundamentam o nosso trabalho. A pesquisa bibliográfica indicou um conjunto de obras que discute a partir de diversas abordagens a influência do gerencialismo e da performatividade na educação pública brasileira, possibilitando analisar o surgimento e a expansão de modelos de administração pública embasados nestas tecnologias políticas, utilizados em vários países do mundo. O outro procedimento metodológico utilizado foi a pesquisa documental que analisou a legislação do estado de São Paulo, no que se refere às orientações fornecidas para sua rede de ensino, procurando evidenciar como os mecanismos e as estratégias relacionadas ao gerencialismo e a performatividade se incorporaram na gestão estadual paulista, reproduzindo modelos de gestão semelhantes aos utilizados pela administração empresarial. A pesquisa documental demonstrou a presença de elementos gerencialistas na gestão educacional de São Paulo, na medida em que as orientações contidas na legislação estadual estimulam a competitividade das escolas, a racionalidade na gestão, a ênfase nos resultados e a padronização do ensino. / This thesis, developed within the Postgraduate Education of the Faculty of Science and Technology of Universidade Estadual Paulista Program, Research Line "Training of education professionals, educational policies and public school" aims to analyze the influence of managerialism and performativity in education management of the state of São Paulo. The theoretical framework of this research highlights the emergence and expansion of managerialism in public administration, effective through State Reform, with the fundamentals of the job rationalization and commodification of administrative processes. It is in this context of state reform and modernization of public administration that educational management São Paulo incorporates management mechanisms in their school system. Our methodological approach starts with a literature search in order to approach the researcher of the study object, identifying the references that support our work. The literature indicated a number of works discussing from different approaches the influence of managerialism and performativity in the Brazilian public education, enabling the analysis of the emergence and expansion grounded public management models in these political technologies used in countries around the world. The other methodological procedure used was documental research that analyzed the laws of the State of São Paulo, with regard to the guidance provided for its education system, trying to show how the mechanisms and strategies related to managerialism and performativity is incorporated in the management São Paulo state, reproducing models of management similar to those used by business management. The documentary research has shown the presence of managerial elements in educational management of São Paulo, to the extent that the guidelines contained in state legislation stimulate the competitiveness of schools, rationality in management, emphasis on results and standardization of education.

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This thesis considers the role of union full time officers in union organising strategies. Two decades of promoting union organising influenced by models developed by the AFL-CIO, has failed to arrest the decline of UK trade unions let alone produce evidence of renewal. Focusing mainly on one region in the UKs largest public sector trade union, Unison, the research provides for a detailed account of how organising strategies affect union work, presenting thick and deep data from full time officers (Regional Organisers), Regional Management, Senior National Officials, other Unison staff and lay representatives. The research focuses on the previously neglected role of full time officers in union organising strategies and considers how such strategies can change both the role of the full time officer and relations with other union constituencies. The research contributes to the ongoing study of trade union attempts to renew in the cold climate of globalisation and neo-liberalism. In doing so it also considers the much ignored area of the role of union bureaucracy in union organising strategies and the potential distortion or opposition it may present. Consequently the research also synthesises literature on union organising with classical theories of trade unions. Unison embraced the TUC’s promotion of grassroots organising and, it has been claimed, has been transformed into an organising union. The research questions this judgement by revealing a disconnection between organising strategies from workplace realities, resulting in an increasing managerialism and attempts to extend control over full time officers. A key consequence of these developments is the deterioration in the ability of Unison to represent members, both collectively and individually, leading to a potential crisis in representational capacity and ability providing the prospect for further union decline.

Orientador: Raquel Fontes Borghi / Resumo: A presente pesquisa apresenta e analisa os Planos de Carreira Docente e a legislação concernente à carreira docente dos estados de Minas Gerais e Rio de Janeiro entre os anos de 2005 e 2015, no contexto do advento das políticas neoliberais e do desenvolvimento de processo gerencialista, identificando a relação deste processo com a carreira docente. É parte integrante do Projeto de Pesquisa do CNPq “Mapeamento das estratégias de privatização da educação básica no Brasil (2005-2015)” que visa mapear, caracterizar e analisar possíveis tendências em relação à privatização da Educação Básica no Brasil no mesmo período. Deste modo, o presente estudo busca compreender, à luz dos estudos sobre gerencialismo, em que medida os Planos de Carreiras Docente e as legislações dos estados sofrem neste período. Optamos pela abordagem qualitativa como norteadora metodológica, compondo o corpus de análise a discussão bibliográfica e análise documental. / Abstract: This research presents and analyzes the Teaching Career Plans and the legislation concerning the teaching career of the states of Minas Gerais and Rio de Janeiro between 2005 and 2015, in the context of the advent of neoliberal policies and the development of a managerial process, identifying the relationship of this process with the teaching career. It is an integral part of the CNPq Research Project "Mapping Strategies for the Privatization of Basic Education in Brazil (2005-2015)" which aims to map, characterize and analyze possible trends regarding the privatization of Basic Education in Brazil in the same period. Thus, the present study seeks to understand, in the light of the studies on managerialism, to what extent the Teacher Career Plans and state legislations suffer in this period. We chose the qualitative approach as methodological guide, composing the corpus of analysis to bibliographical discussion and documentary analysis. / Mestre

Masters in Public Administration - MPA / In order to make the Masakhane campaign (see definition of terms used) a success, local governments are required to improve service delivery to the previously marginalised communities. Many departments are not able to satisfy the basic needs of the community. They do not possess ample resources nor the staff that are adequately trained and motivated to achieve this objective. A major concern for the City of Cape Town that impacts on service delivery and productivity is the adversarial role between management and workers. The City of Cape Town consist of a heterogenous workforce where white employees have a better chance of being selected for managerial positions and black employees face barriers to equal employment opportunities. These inequalities have enabled labour unions to play a prominent role in creating suspicion among workers when management genuinely tried to bring about change. This change could benefit both the employees of the City of Cape Town as an organisation and the community. Where there has been an attempt by management to train its employees, the training methods used have focused more on the development of tasks related skills. Hardly any thought is given to development of the employee's lifelong skills that he or she will require to interact successfully with the social environment. Employees also find that some training is not relevant to their work practices. Many white managers in the City of Cape Town have a negative attitude towards training of blacks and women and this has hampered the advancement of both groups. During apartheid white males in particular have been trained and constrained by discriminatory work practices and it will take considerable time and effort to change these negative attitudes. Hence the saying "to transform the City of Cape Town city needs to transform itself first" -especially the attitude of its white male management.

Public service in Sweden is one of the biggest employers for journalists. But there are numerous articles out there talking about the problematic working conditions that journalists have to deal with on a daily basis. The most frequent reasons that describe the working conditions for journalists are high stress, overworked, no time and short-term employment.  This study aims to examine how poor working conditions affect journalists at Public service, what the consequences for the journalists are, and how it impacts the quality of journalism. Journalistic professionalism can be described as how journalists see themselves. Normative ideas defining journalistic work, ethics and what the mission of a journalist is, what's important and the journalistic ideals are strong among journalists in Sweden. And today this is challenged by managerialism, which focuses on how the organization can evolve and promote organizational efficiency, business ideals and how the organization itself can move forward and reach the goals. This leads the organization further from in this case the values of journalisms. And in the end can affect the duty of Public service and in the long run also affect the most important job a journalist has which is being the fourth estate. A qualitative interview study was adopted for this study. We conducted in depth interviews with six journalists that work or have worked at Public service. By doing this the result of the study shows that poor working conditions like efficiency, affects the journalistic process and the result is negative. And in the end it also affects the democracy which is according to Public service themself the most important task they have. But as mentioned above journalists have a strong professional identity, even though the working conditions are not good, they still stay because of  professionalism.