MICHAEL DEMPSEY - Cranfield University

Another symptom is whether management training is provided. This itself
is an indication of the extent to which there is institutional support for the
role. In many cases, managers felt rather alone - with no external material
available to tell them how to manage in an organization which was unclear
on the extent to which it wanted them to do so.
In the case study unions, these thoughts are summarised in the
following exhibit:-
SYMPTOM CWU PCS UNiFI UNISON
Role delegated
to others
Examples of
both senior and
less senior
managers
transferring
responsibility
Use of language Interviewees
engage with
managerial
language; staff
respond to
consultants in
those terms but
no public
managerial
communication.
New General
Secretary
focuses on the
ideas but alters
more
problematic
Don’t think
others accept
the role
Institutional
recognition
Management
training
provided
language.
Significant
degree of
speculation that
few others
accept role
Very little
evidence of
institutional
recognition of
the role, or
support for it,
until election of
new General
Secretary. IIP
now sought;
Strategic Plan
in place.
In PTC,
problematic
staffing issues
delegated to
Personnel
Managers use
managerial
language in
public and
private
communication.
NEC alter title
of Plan in 2001
from
’Management
Plan’ to ‘NEC
Plan’.
Speculation
that some did
not accept the
role but not a
theme.
Management
structures in
place requiring
managing; job
descriptions
contain
elements of
managerial
responsibility.
Development
review scheme
None In house
programme of
short courses
on various
aspects of
management
350
No evidence. No evidence
No evidence
that language
problematic
Speculation that
some did not
accept the role
IIP accreditation
suggests that
institutional
support for
processes of
managing
people; PDP
scheme. Project
management
instrument of
policy
Little evidence
of management
training; old
unions trained
in change
management –
some external
provision
Suggestions that
language of
more
problematic
ideas (league
tables,
performance
indicators)
changed in
recognition of
staff
susceptibilities.
Belief that role
fully accepted
except, in one
case, at regional
level
Structures of
planning around
Objectives and
Priorities require
management. IIP
accreditation
sought.
Development
review scheme
Compulsory
management
training
programmes.
Support for
external courses
EXHIBIT 9.3. Symptoms of union acceptance of managerial roles