摘要:

AbstractThis article outlines the current processes of change in Australian industrial relations ‐ processes whose ultimate direction and effects are unforeseeable. The traditional dominance of conciliation and arbitration tribunals is giving way to more devolved arrangements. Some protagonists of change envisage a move towards collective bargaining, with trade unions having a pervasive and secure role; others believe the place of unions is in question.The impulse for change comes partly from market‐oriented ideology, but this is not extensively discussed, A second source is the desire of the Australian Council of Trade Unions and the Labor Government to determine wage policy jointly, with the role of the Australian Industrial Relations Commission being essentially that of implementation. Also important is a widely held view that reform of industrial relations is a path to better productivity performance. The paper discusses the justification for that view.Various questions remain to be answered. These include the possibility for enduring wages policy; the legal framework necessary for bargaining; the nature of the industrial relations system of non‐union enterprises; and the congruence of enterprise bargaining with the structure of trade uni

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00410.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

AbstractThe 1993 Trade Union Reform and Employment Rights Act removed the remaining minimum wage protection for some 2.5 million low paid workers by abolishing the last 26 UK Wages Councils. The Government's case for abolition rested on three key arguments: (1) minimum wages do little to alleviate poverty since most covered workers do not live in poor households; (2) when in operation, minimum wages reduced employment in covered industries; (3) the problems of poverty that the wages councils were set up to deal with in 1909 are not relevant in today's labour market.In this paper we address each of these points in turn. We find that: (a) 50 per cent of families with at least one earner being paid wages council rates come from the poorest 20 per cent of families; (b) the existing evidence suggests that abolishing the Wages Councils is unlikely to create jobs; (c) the widening earnings distribution in the UK means that low pay is an increasingly important determinant of poverty. If anything, there appears to be an increasing need for minimum wage legislation in the UK.

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00411.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

AbstractThis report examines strategic labour relations and operational changes pursued by large, highly unionized, US manufacturing companies over the 1975–86 period. Four fairly distinguishable strategies are identified as implemented across a sample of 105 companies. These strategies are characterized by various combinations of activities associated with union avoidance, deunionization and co‐operation. In addition to describing these strategies, we examine changes in company performance associated with these strategies for a subsample of 56 companies. It is found that, on the one hand, improvements in company performance are associated with extensive cooperative efforts across unionized facilities, but, on the other hand, they are also associated with the opening of non‐union facilities and the simultaneous closing of unionized facilities. In contrast, the closing of unionized facilities (but not non‐union facilities) and the decertification of unions are negatively associated with company perf

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00412.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

One of the most enduring issues in the debate about employee involvement (EI) and workers' participation is how it survives over time, and to what extent the dynamics of EI is linked with labour‐management relations. In this article, which draws upon data collected in a two‐year study of 25 organizations, it is suggested that managerial relations is a significant factor in explaining waves of EI, and one that is frequently overlooked. Waves of EI can be assessed in terms of the twin concepts of centrality and prominence, terms that are amplified below. The introduction of EI techniques is motivated by a number of forces, but one of the most important is a desire by managers to be noticed, to engage in ‘impression management’, via the creation of new schemes. Despite having high‐profile introductions, these schemes soon tend to fade in importance, to a large extent because of problems within management such as internal political rivalries, low supervisory commitment to schemes, inadequate training provision or the downgrading of EI by management arising from conflicting p

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00413.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

AbstractThis article reports membership involvement (participation and commitment) in five case studies. Membership participation in and commitment to workplace unionism is greater than is customarily portrayed and, additionally, there are fluctuations in both. However, the solidarity dimension of commitment is more important in discussing participation than that of ideology since active members can have either an instrumental or an ideological orientation to unionism. Surges of involvement in a workplace are experienced in response to the impact of events in the local union environment, as mediated particularly by local leadership style. The possibility for union renewal comes through building up the base level of participation by careful local leadership so that members can more easily be encouraged to take part in collective activities in times of necessity.

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00414.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

AbstractThis article compares union density rates in seven Western European countries between 1960 and 1990. In contrast to conventional analyses, the paper argues that, in countries where workplace union organization is well developed, and where unions have managed to turn the official institutions for workers' participation such as works councils into extensions of their operations, they fared better during the 1960s and 1970s than in countries where this was not the case. This difference in the fate of unions was even more pronounced during the 1980s. Unions with strong locals lost few members or actually gained some, while unions without strong local structures saw union density drop by between one‐quarter and one‐th

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00415.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

AbstractThis paper examines the widespread moves made by the employers in the provincial newspaper industry since 1987 to derecognize the National Union of Journalists. Based on personal structured interviews with NUJ lay and full‐time officials, and editors and managers, it looks at the extent of the changes and the methods of introducing derecognition. This and several other indicators are used to argue that the employers' actions can be characterized as a strategic offensive. Finally the paper examines the reasons for the employers' offensive, disputing in part the arguments of other researchers in their explanation of the employers' reasons for derecognitio

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00416.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

Book reviewed in this article:Legal Intervention in Industrial Relations: Gains and Lossesedited by William McCarthyWomen and Japanese Management: Discrimination and Reformby Alice Lam.Reassessing Human Resource Managementedited by Paul Blyton and Peter TurnbullHuman Resource Management and Technical Changeedited by Jon ClarkThe Nissan Enigma: Flexibility at Work in a Local Economyby Phillip Garrahan and Paul StewartThe Future of Labour Movementsedited by Marino ReginiBargaining Powerby Roderick MartinThe Economics of Earningsby S. W. Polachek and W. S. SiebertEmployment Relations: The Psychology of Influence and Control at Workedited by Jean F. Hartley and Geoffrey M. StephensonIndustrial Relations Systems, revised edition by John T. Dunlop

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00417.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00418.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY