Lucy Taksa
Deakin University, Management, Faculty Member
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8 page(s
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The Eveleigh railway workshops, which operated between 1887 and 1989, are one of Australia's oldest industrial artefacts. After their operations were terminated, many lobbied the Government to ensure the conservation of Eveleigh's... more
The Eveleigh railway workshops, which operated between 1887 and 1989, are one of Australia's oldest industrial artefacts. After their operations were terminated, many lobbied the Government to ensure the conservation of Eveleigh's built fabric and machinery collection. Eveleigh was listed on heritage registers and the subject of 9 heritage assessment reports. Mostly these adopted a taxonomic approach informed by positivist assumptions, an empiricist orientation and a technologically-detetministic teleology, which ensured the recognition of Eveleigh's architectural and technological significance and the protection of its buildings and machinery collection. Yet such exaltation of tangible heritage has not extended to the site's social value. On the contrary, the record of the lives of ordinary men and women has not been preserved in situ. Overarching concern for ‘tangible’ industrial remains has been at the expense of their ‘intangible’ social and cultural associations. This paper explains this outcome by referring to two sets of stories. First, it examines the way representations of Eveleigh's technological significance have provided the rationale and funds for conserving its tangible heritage. Second, it uses oral testimonies to identify those intangible associations that defined Eveleigh's cultural landscape. Both sets of stories are then related to the approach that has been taken to Eveleigh's heritage conservation. Through this approach I show how the unique and irreplaceable resources contained in human memories are in danger of being lost as a result of an overarching emphasis on buildings and machines. The redefinition of this cultural landscape since the 1990s has, I argue, been founded on what lain Stuart (1992:140) refers to as the 'object fetishism' that has come to be associated with industrial archaeology and the nostalgia that surrounds steam era technology. Both have supported the imperatives and politics of de-industrialisation, the recolonisation of the industrial landscape and heritage management.8 page(s
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International audienceFace aux comportements prédateurs de plateformes oligopolistiques, à la désintégration du travail, de la protection sociale, de l’action collective et des communautés qu’ils provoquent, les plateformes alternatives... more
International audienceFace aux comportements prédateurs de plateformes oligopolistiques, à la désintégration du travail, de la protection sociale, de l’action collective et des communautés qu’ils provoquent, les plateformes alternatives tentent d’apporter des solutions. Ces plateformes alternatives (PA) inspirent des courants de recherche qui tentent d’en analyser les caractéristiques et les conditions de succès comme elles-mêmes s’en inspirent ; ces PA adoptent des formes déjà bien structurées ou plus émergentes. La question essentielle à laquelle ces plateformes tentent de répondre et qui traverse notre chapitre est bien celle des conditions permettant de réaliser une véritable alternative aux plateformes oligopolistique ; des conditions leur permettant de ne pas se cantonner à un secteur marginal du paysage socio- économique mais d’incarner une innovation socio-économique réinsérant, à la faveur de la digitalisation, l’économie dans la société et au service de la société
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This resource based inter-generational study explores the propensity of Indian immigrants towards entrepreneurship in Australia. A qualitative approach is adopted through a structured observation/field survey methodology and results are... more
This resource based inter-generational study explores the propensity of Indian immigrants towards entrepreneurship in Australia. A qualitative approach is adopted through a structured observation/field survey methodology and results are reported through a multi-case study analysis from a sample from 152 entrepreneurs belonging to the first second and third generation of Indian immigrants. This paper is an outcome of the qualitative phase of the study and examines the role of social capital and the emergent significance of human capital, as critical factors that contribute to the decisions made by immigrants from India to be self employed. The research outcomes identify a) the shifting degree of accessible social and human capital resources available to immigrant Indian entrepreneurs over generations b) the predominant emphasis by recent immigrant entrepreneurs towards human capital oriented business and c) the increasing degree of ethnic social capital benefits prevailing over generations.58 page(s
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To highlight its contemporary significance, the'1917 Strike'was given a number of descriptive titles, such as the'Great Strike'or the'General Strike of 1917'. However, the fact that few Australians are aware... more
To highlight its contemporary significance, the'1917 Strike'was given a number of descriptive titles, such as the'Great Strike'or the'General Strike of 1917'. However, the fact that few Australians are aware that it ever occurred highlights the marginalisation of this event in ...
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This panel will address the problem of diversity management from a number of perspectives. The three papers consider how government policies have influenced the way employers respond to and deal with discrimination and harassment,... more
This panel will address the problem of diversity management from a number of perspectives. The three papers consider how government policies have influenced the way employers respond to and deal with discrimination and harassment, inequity, difference and inter-cultural relations and conflict. One paper (Strachan, Burgess and French): 'The Context for Diversity Management: rights and responsibilities', examines the impact of the shift from the legal compliance model represented by Equal Employment Opportunity (EEO), Affirmative Action and Anti-Discrimination laws and policies to a more managerialist model in terms of decreased employee rights. This paper draws on analysis of organisational reports to the Equal Opportunity for Women in the Workplace Agency and case studies. The second paper (North-Samardzic): 'The (D)evolution of Australia's Equal Opportunity Legislation', considers this shift by referring to the changes brought about by the Howard Government's Equal Opportunity for Women in the Workplace Act 1999 and shows how its managerialist undertones have blurred the line between EEO and diversity management, using case study data drawn from a university, a financial institution and a not-for-profit organisation. The third paper (Taksa and Groutsis): 'Respect or responsibility for differences? Migrant workers, inter-cultural relations and barriers to EEO and diversity-related initiatives', uses the case of migrant train cleaners to demonstrate that regardless of 'good intentions', EEO and diversity-related management initiatives introduced by railway administrators during the 1980s failed to show adequate respect for the needs and interests of migrant employees from different backgrounds and failed to adequately address the inter-cultural tensions that characterised their relations in the workplace. This paper demonstrates how the concepts of social and cultural capital can help to explain migrant employee resistance to EEO, AA and related initiatives.
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Research Interests: History and Carriageworks
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Abstract:Despite Australia's long history of immigration, its cultural diversity, and its commitment to multiculturalism since 1973, migrant workers, their work, and their struggles for rights and improved conditions have been... more
Abstract:Despite Australia's long history of immigration, its cultural diversity, and its commitment to multiculturalism since 1973, migrant workers, their work, and their struggles for rights and improved conditions have been marginalized and in some cases entirely overlooked as part of migration heritage and industrial heritage. This article examines how such neglect contributes to a collective forgetting that has implications for understandings of class politics in the past and also for class politics in the present. Through snapshots of industrially and politically active migrants who worked at one of Australia's most significant industrial heritage sites, the article challenges myths about non–English-speaking migrant workers and distinctions between them and both Australian-born workers and English-speaking migrants. The paper suggests that the failure to incorporate the intangible cultural heritage associated with migrant labor as part of industrial heritage severs links between past and present struggles and contributes to anti-immigration and anti-immigrant politics in Australia today.
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Research Interests: Geography and Population
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4 page(s
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22 page(s
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The fundamental difference in focus between the fields of sociology and psychology, notably between discriminatory processes and cognitive processes, has limited attempts to consider intersectionality and Social Identity Theory (SIT)... more
The fundamental difference in focus between the fields of sociology and psychology, notably between discriminatory processes and cognitive processes, has limited attempts to consider intersectionality and Social Identity Theory (SIT) together. The aim of this chapter is to address this gap by combining intersectional and SIT approaches, recognizing their contributions and identifying issues and gaps. The chapter provides an overview of the epistemological and ontological differences between the two fields and the divergent ways intersectional and SIT scholars conceptualise individual and collective identity/ies. Close attention is given to the way multiple identities and groups are construed and interpreted. The chapter highlights the significance of conceptualizations of emergent identities, hybridity, practices and space for the study of identity. On this basis, itr examines how studies on spatial contexts of racialised masculinity and the bodily experiences of racialised men can ...
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Macquarie University ResearchOnline.
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Macquarie University ResearchOnline.
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This paper considers the links between memory, class identity and cultural practice by focusing on the traditional working class activity of attending open-air political meetings. This was an extremely long-lived ritual and, as oral... more
This paper considers the links between memory, class identity and cultural practice by focusing on the traditional working class activity of attending open-air political meetings. This was an extremely long-lived ritual and, as oral testimony indicates, it was closely linked to notions of social identity and political affiliation. Even as recently as the 1960s and 1970s, it continued to be an attractive social past-time, as well as a political outlet during various popular campaigns.
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Publikationsansicht. 55381821. George Stephenson Beeby 1920-1926 (2003). Taksa, Lucy. Details der Publikation. Download, http://hdl.handle.net/1959.14/73121. Herausgeber, Annandale, NSW : Federation Press. Mitarbeiter, Macquarie... more
Publikationsansicht. 55381821. George Stephenson Beeby 1920-1926 (2003). Taksa, Lucy. Details der Publikation. Download, http://hdl.handle.net/1959.14/73121. Herausgeber, Annandale, NSW : Federation Press. Mitarbeiter, Macquarie University. Dept. of Business. ...
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EXECUTIVE SUMMARY: RESEARCH AIMS AND OBJECTIVES This report is based on an online survey that was developed by the Organisation for Economic Co-operation and Development (OECD) jointly with diversity scholars, Professors Jean-Francois... more
EXECUTIVE SUMMARY: RESEARCH AIMS AND OBJECTIVES
This report is based on an online survey that was developed by the Organisation for
Economic Co-operation and Development (OECD) jointly with diversity scholars, Professors Jean-Francois Chanlat and Mustafa Ozbilgin at Paris-Dauphine University. The OECD survey was conducted through the support of scholars and associations of human resource managers in several countries in order to enable better understanding of human resource (HR) professionals’ experiences of and views on diversity and inclusion initiatives, their impacts and future potential. The conduct of the survey was managed by Eva Degler, Policy Analyst, International Migration Division, OECD Directorate for Employment, Labour and Social Affairs in the OECD Directorate for Employment, Labour and Social Affairs. OECD developed the initiative in recognition of the fact that while:
‘"Diversity” has become one of the buzzwords to describe
how today’s workforce has changed fundamentally over the
past decades; employment rates of women have risen
substantially, shares of migrants have increased in many
countries, and more people than ever before are open about
their sexual orientation … little is known how a more diverse
society and workforce impacts the daily experiences of
employees, managers and HR professionals.’
The OECD Diversity Project sought to fill this gap in the belief that the views and
experiences of ‘HR professionals are crucial to inform better policy making and to work towards ensuring that a diverse workforce can benefit everyone involved.’
As an affiliate of the Chaire Diversite et Management at Paris-Dauphine University,
Professor Lucy Taksa (Macquarie University) was approached to facilitate the conduct of the
survey in Australia in late 2017 and in December of that year the Australian Human
Resource Institute (AHRI) agreed to support the OECD initiative. AHRI also supported
Professor Taksa’s proposal for the inclusion of additional survey questions on conscious and unconscious bias. OECD subsequently included several questions on bias in the survey. AHRI’s CEO, Ms Lyn Goodear conveyed information on the survey to all AHRI members and subscribers on 5 April 2018 and invited them to complete the survey between 5 and 24 April 2018. In total the survey was completed by 431 AHRI members, the majority of whom were employed in Australia in large organisations comprised of more than 500 staff. Participants were from both public and private enterprises and all industry sectors. This Report has been produced by Professor Lucy Taksa and Dr Nour Dados following preliminary coding analysis of survey data by Guogui Huang. This data set is cited as: OECD/University Dauphine/Australian HR Institute (2018), HR Diversity Survey.
This report is based on an online survey that was developed by the Organisation for
Economic Co-operation and Development (OECD) jointly with diversity scholars, Professors Jean-Francois Chanlat and Mustafa Ozbilgin at Paris-Dauphine University. The OECD survey was conducted through the support of scholars and associations of human resource managers in several countries in order to enable better understanding of human resource (HR) professionals’ experiences of and views on diversity and inclusion initiatives, their impacts and future potential. The conduct of the survey was managed by Eva Degler, Policy Analyst, International Migration Division, OECD Directorate for Employment, Labour and Social Affairs in the OECD Directorate for Employment, Labour and Social Affairs. OECD developed the initiative in recognition of the fact that while:
‘"Diversity” has become one of the buzzwords to describe
how today’s workforce has changed fundamentally over the
past decades; employment rates of women have risen
substantially, shares of migrants have increased in many
countries, and more people than ever before are open about
their sexual orientation … little is known how a more diverse
society and workforce impacts the daily experiences of
employees, managers and HR professionals.’
The OECD Diversity Project sought to fill this gap in the belief that the views and
experiences of ‘HR professionals are crucial to inform better policy making and to work towards ensuring that a diverse workforce can benefit everyone involved.’
As an affiliate of the Chaire Diversite et Management at Paris-Dauphine University,
Professor Lucy Taksa (Macquarie University) was approached to facilitate the conduct of the
survey in Australia in late 2017 and in December of that year the Australian Human
Resource Institute (AHRI) agreed to support the OECD initiative. AHRI also supported
Professor Taksa’s proposal for the inclusion of additional survey questions on conscious and unconscious bias. OECD subsequently included several questions on bias in the survey. AHRI’s CEO, Ms Lyn Goodear conveyed information on the survey to all AHRI members and subscribers on 5 April 2018 and invited them to complete the survey between 5 and 24 April 2018. In total the survey was completed by 431 AHRI members, the majority of whom were employed in Australia in large organisations comprised of more than 500 staff. Participants were from both public and private enterprises and all industry sectors. This Report has been produced by Professor Lucy Taksa and Dr Nour Dados following preliminary coding analysis of survey data by Guogui Huang. This data set is cited as: OECD/University Dauphine/Australian HR Institute (2018), HR Diversity Survey.
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International audienc
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Abstract Although reports of horrific injuries resulting from safety problems in China’s mining sector emerge regularly, studies investigating occupational health and safety (OHS) management in Chinese organisations are scarce. OHS... more
Abstract Although reports of horrific injuries resulting from safety problems in China’s mining sector emerge regularly, studies investigating occupational health and safety (OHS) management in Chinese organisations are scarce. OHS constitutes a human resource management (HRM) issue, and although it is also considered a general management issue, it continues to be overlooked by scholars in the management field. To address this gap in the literature, the aim of this paper is to identify the underlying mechanisms linking management and safety outcomes by examining the influence of some critical management and HRM practices on employee safety behaviours. Results of a survey of 493 employees revealed management commitment to safety, safety training, and promotion of employee involvement, affect employee safety performance directly and through safety knowledge and motivation. It was also demonstrated these practices could mean much more to employees paid on a piece-rate versus time-rate basis. This study provides valuable guidance for practitioners towards identifying the mechanisms through which workplace safety can be improved.