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Purpose - The purpose of this paper is to investigate how accounting and supply function specialists shape controls in collaborative supply networks (CSNs) and how both might co-evolve. Design/methodology/approach - This paper is a case study of an Australian metal manufacturer ("SteelBiz") and its CSN is conducted. Findings - The paper finds changes in both trust vis-a-vis formal controls and in intra-organisational supply-accounting relations occurred in a mutually constructive manner. At SteelBiz, a shift to formal controls occurred due to the efforts of the accounting function in contesting organisational visibility. Overall, both intra- and inter-organisational relations were found to co-evolve. Research limitations/implications - The limitations of the paper include: an empirical examination of buyer organisations only; a focus on intra-organisational issues between functional specialists to the relative exclusion of both more "macro" trends and inter-personal relationships; and the limited generalisability associated with the methodology chosen. Future research should consider both buyer and supplier organisations and whether the "disciplinary alignments" observed here are reflective of more enduring patterns.Originality/value - The contributions of this paper are two-fold. First, the paper attempts to fill a gap in the literature pertaining to how intra-organisational relations might influence network controls. Furthermore, the few studies that do exist describe the "intra-inter"dynamic as uni-directional only, whereas this paper reveals how both mutually constitute the other. Second, complexities into the trust-formal control relationship are revealed while it is proposed that as CSN relations develop, process-based mechanisms become more important than other relationship-sustaining devices, with the trust-formal control dynamic dependent on ongoing negotiation and information as moblised by intra-organisational participants. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to investigate whether a change in staffing contractual arrangements, specific training in hazard identification, mentoring of supervisors and the introduction of a robust safety system could improve an organisation's safety culture. How safety conditions change under contracted out labour compared to direct labour and the influence that contracting out has on organisational safety culture is explored. Design/methodology/approach – The study used a case study methodology to detail how the change occurred over a six month period in 2011. As part of the analysis a model of the change process and push-pull factors is offered. Findings – As a result of the change, all areas saw some improvement. Work-related injury statistics dropped significantly, supervisors were clear of their roles, actively monitoring their crews to ensure they worked in a safer manner than before, and staff were actively addressing work-place hazards. With the safety system in place the organisation should be deemed compliant and diligent by the state auditing authorities. This study has also shown that using contractor workers together with in-house workers that are managed under different safety regimes is problematic. The problems don't occur due to the contractor's safety systems being less robust than the parent company's or that contract workers are themselves less safe; it is the added complexity of managing multiple safety regimes and the lack of trust of the robustness of each system that create conflict. Research limitations/implications – The paper reports on the change process of one mining organisation in Western Australia as a case study from a managerial sample and is thereby limited. Practical implications – This study demonstrates the difficulties in changing safety culture in an underground mining organisation. The paper argues the need for specialised training in identifying hazards by the staff, the mentoring of supervisory staff and the adoption of a robust safety system to support improved safety culture. Originality/value – There is little research conducted in the resources sector researching changes in human resource supply and OHS management, in particular moving from contracted labour to hiring in-house. This case provides an insight into how a change in staffing hiring arrangements, together with specific safety initiatives, has a positive impact on safety performance. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this Australian case study, set in the 1960s, is to comprehensively examine the responses of the two major professional accounting bodies to a financial/corporate/regulatory crisis necessitating the defence of the profession's legitimacy. Design/methodology/approach – This historical paper draws on surviving primary records and secondary sources and applies the perspectives on the dynamics of occupational groups and the legitimacy typology of Suchman. Findings – While the history of the accounting profession has been characterized by intra-professional rivalries, this case study illustrates how such rivalries were put aside on recognising the power of collectivizing in defending the profession's legitimacy. Based on the available evidence, pragmatic legitimacy is shown to have been a key focus of attention by the major accounting bodies involved. Research limitations/implications – The paper may motivate similar studies in Australia and elsewhere, thus potentially contributing to developing a literature on comparative international accounting history. The evidence for this historical investigation is largely restricted to surviving documents, making it necessary to rely on assessments of the key sources. Originality/value – In addressing responses to crises in defending the legitimacy of the profession as a whole, the paper makes an original contribution in exploring the relationship between literature on the dynamics of occupational groups and on legitimacy management. [ABSTRACT FROM AUTHOR]

Purpose -- Drawing on the recent work of Sennett and others who considered the position of older workers in dynamic economies subject to rapid change, this paper aims to examine the perceived fit between employees of different ages and their employing organizations in four Australian workplaces. Design/methodology/approach -- Analysis of qualitative data, collected among workers and managers in four Australian organizations, was performed. Findings -- Results suggests that potentiality tended to be prized as an asset over corporate memory. While managers were frequently paternalistic towards their older employees, ageing human capital was often devalued as managers tried to balance operational budgets and organizations sought to remain responsive to changing market demands. Originality/value -- The paper discusses the implications for the prolongation of working lives. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this paper is to consider the extent to which the concept of the corporate university is emerging as a simple re-labelling of the functional training area or a key strategic platform in developing organisational competitive advantage. Design/methodology/approach - A case study approach was taken to provide an in-depth understanding of the development of a corporate university. Interviews with key informants and background/archival information was used to explore the focus of the corporate university. A typology developed by Taylor and Paton in 2001, was used to analyse the role and integration of the corporate university within the case study organisation. Findings - The research indicates that the development of the corporate university within the case study organisation has focused resources to strategically develop their human capital and is clearly linked to the strategic objectives of the organisation to enhance competitive advantage. Research limitations/implications - The research was exploratory and whilst indicating a link between the corporate university and the organisation's objectives, this was a single case study. The limitations of single case study analysis prohibit generalisability. More research is needed to identify trends developing across industry sectors. From this a more detailed review of the impact of corporate universities can be made. Originality/value - This is the first research into the strategic development of corporate universities in Australia. As such, it provides insight into the development of the phenomena in an advanced market economy. The initial findings indicate strategic development of the corporate university to support and enhance the organisations focus and competitive advantage. [ABSTRACT FROM AUTHOR]

The aim of this paper is to explore the reasons why businesses, having adopted total quality management (TQM), fail to sustain their reforms over lime. In order to gain insights into the pressures that, despite good intentions, can make full implementation of TQM problematic, a case study approach is used. The research indicates that a lack of attention to the human element of change, especially inconsistent senior management support, a lack of involvement of supervisors and middle managers in planning for change, and lack of attention to groups of staff affected negatively by the changes, explain why businesses may face difficulty sustaining reform programs. [ABSTRACT FROM AUTHOR]