8th November 2012, 02:39 PM
(This post was last modified: 8th November 2012, 07:24 PM by Bodger51.)
There is a company competitive collective and there is comparatively a staffing competitive collective.
Internalised implies a selective control criterion
Whilst a homogenous opportunity for competitivity
Thus you are left with competition, but what is the performance expectation for measuring a delivered product.
As this proceeds, there will be the opportunity for performance pay, but this cusp will relate entirely upon promotional criterion with supportive policy conditions.
Now there is a difference between conditionality, pay and conditions, and pay.
This is where the IfA exists.
The pay and conditions function is indeed outside of the remit of involvement of pay and conditions, whilst is does have isolated desk duties to:
1). Pay
2). Conditionality
The difference here between pay and conditions is based upon the precept that collective 'unions' retain this role
N.B. That the Prospect Union represents more scientific analysis workers than the say 2000 or 3000 workers.
Whilst conditionality is based upon the support of a proposed structural reform and how the mobility and privatised commerciality works as a competitive element.
As such there is a vast difference between conditioning and conditionality on the grounds of protesting and the manner of protest which is an acceptable form of making a point.
I strongly dissagree that throwing petrol bombs into a bank and killing 3 people as any protest, in that it sets a basis for conditioning what is acceptable behaviour.
Likewise the continued use of petrol bombs does not have any role in the determination of what is defined as 'working conditionality' as this would imply that there are threats.
Threats of violence are not in my estimation a degree of professionalism, which could, should or will ever be considered as a reasonable when it comes to identifying how much people are willing to work under.
Because that would imply that the use of fear and absolute discretion is something that becomes a fundamental aspect of determining pay and conditions.
At this point we are then presented with collective protest and positive, affirmative action for any work place (not of any, upon any or in any).
Internalised implies a selective control criterion
Whilst a homogenous opportunity for competitivity
Thus you are left with competition, but what is the performance expectation for measuring a delivered product.
As this proceeds, there will be the opportunity for performance pay, but this cusp will relate entirely upon promotional criterion with supportive policy conditions.
Now there is a difference between conditionality, pay and conditions, and pay.
This is where the IfA exists.
The pay and conditions function is indeed outside of the remit of involvement of pay and conditions, whilst is does have isolated desk duties to:
1). Pay
2). Conditionality
The difference here between pay and conditions is based upon the precept that collective 'unions' retain this role
N.B. That the Prospect Union represents more scientific analysis workers than the say 2000 or 3000 workers.
Whilst conditionality is based upon the support of a proposed structural reform and how the mobility and privatised commerciality works as a competitive element.
As such there is a vast difference between conditioning and conditionality on the grounds of protesting and the manner of protest which is an acceptable form of making a point.
I strongly dissagree that throwing petrol bombs into a bank and killing 3 people as any protest, in that it sets a basis for conditioning what is acceptable behaviour.
Likewise the continued use of petrol bombs does not have any role in the determination of what is defined as 'working conditionality' as this would imply that there are threats.
Threats of violence are not in my estimation a degree of professionalism, which could, should or will ever be considered as a reasonable when it comes to identifying how much people are willing to work under.
Because that would imply that the use of fear and absolute discretion is something that becomes a fundamental aspect of determining pay and conditions.
At this point we are then presented with collective protest and positive, affirmative action for any work place (not of any, upon any or in any).