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Business and Management
Oxford Brookes Business School
+44 (0) 1865 485958
Headington, Clerici 1.27
I hold a doctorate in Organization Theory from the University of Milan, Bicocca. After studying in Rome, Copenhagen and Milan, I started my academic career in Italy before moving to the University of Helsinki and then the University of Nottingham, China. I then moved back to Europe, spending four years at Manchester Metropolitan University before arriving at Oxford Brookes in 2016. My main research contributions relate to the co-operative sector, including Chinese co-operatives. I also work on employment relations and inequality and I have further interests in the study of time, the past, and history in management and organizational studies. My research has maintained three consistent characteristics across my career to date: its collaborative genesis, its openness to the benefits and challenges of interdisciplinarity, and its concern with approaching its objects of study using the insights and methods of history. Please follow the link to explore and download my publications.
I am member of the following learned societies: EGOS (European Group for Organizational Studies, since 2009), MIRS (Manchester Industrial Relations Society, since 2012), EAEPE (European Association for Evolutionary Political Economy, since 2008), CIPD (Chartered Institute of Personnel and Development, Academic Member, since 2012), ABH (Association of Business Historians, since 2012). I am a convener of the EAEPE's permanent track on ‘Critical Management Studies' and in 2016 I chaired their 28th annual conference with 275 papers presented. In 2018 I was elected member of the EAEPE Council. I serve as peer reviewer in the following journals: Academy of Management Review, Organization Studies, Organization, Business History, Asia Pacific Business Review, Qualitative Research in Organizations and Management, Review of Social Economy, British Journal of Industrial Relations.
At Oxford Brookes University, I teach Employment Relations, Industrial Relations and HRM. I am unit leader for the postgraduate modules 'Managing Employment Relations' and 'Resourcing, Talent and Performance Management'. I am unit leader for the postgraduate and undergraduate modules 'International Human Resource Management'.
Inequality has been increasing for decades in both rich and developing countries and the academic literature addressing it struggles to provide explanations, let alone solutions. This paper is concerned with a relatively underexplored area, the relationship between macro-level inequality and organizational inequality. The core focus of the article is the recognition that the two phenomena are closely bound up one with the other. This is made possible by adopting Rousseau’s notion of inequality as hierarchy and willingness to accept subordination to authority and disparity of treatment. In doing so we highlight similarities and dissimilarities between Rousseau and Marx. Inequality remains an issue of hierarchy at both the macro and organizational levels. As it was for Rousseau, so it is today but it’s much more layered than in Rousseau’s day: inequality in society is the accepted degree of hierarchy among its members, inequality in the economy and at work is the extent to which, accepted or not, there is an imbalance of power, financial resources, remuneration of work, and access to opportunities and services. The increase in inequality is due to a radical change in the socio-economic model of advanced economies. This change involves a shift towards financialization, a pressure on labour through flexibility, the decline of trade unions’ power, and the retrenchment of public social spending.
The Capability Approach, first developed by Amartya Sen, can be used as a mean to analyse occupational health and safety related behaviours. Accidents at work more frequently occur among atypical workers and migrants, making this an interesting context in which to apply Sen’s theoretical framework; namely showing how freedoms, rights, organisational climate and capabilities are important factors in risk prevention. It is logical to expect that workers’ participation and rights should provide a safer environment, but the application of the Capability Approach offers a tool to measure organisational inequalities and their consequences. Furthermore, its application could help to improve occupational health and safety chiefly among atypical workers. In this paper, I consider Safety Capability to encompass the workers' attitude to their own protection, their understanding of safety procedures and the risks they face, and their freedom to ask their organisation to comply with the law and implement safe work processes.