摘要:

AbstractThe Donovan Report is twenty‐five years old. Since publication it has been at the centre of debate about industrial relations in the UK. Though much criticized, it laid down the pattern of decentralized collective bargaining which is prevalent today in the unionized private sector. Re‐reading the Report, three things stand out: its defence of abstentionist law, its failure to explain how voluntary reform would work, and its fixed ideas about the shape such reform should take. These are discussed. The focus is particularly on management, especially whether the reforms acted as a drag on management's ability to change in the 1980sThis is the fifth Royal Commission, we are reminded in the opening paragraph, to have been appointed during the last hundred years to enquire into industrial relations. One of the few predictions which can be made with any confidence, after reading the thousand or more paragraphs which follow, is that it will not be the last. For the Commission has faile

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00387.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

AbstractCollective bargaining has been transformed since the Donovan Commission reported. Their prescription for reform has been fulfilled by both the decline in multi‐employer agreements and the greater control exercised by the single‐employer agreements that have displaced them. It has, however, been confounded by the substantial contraction in the coverage of collective agreements, the narrowing in the scope of bargaining, the decline in the depth of union involvement and the erosion of unions' organizational security. In so far as this has been caused by the recent reversal of government policy towards collective bargaining, it cannot be assumed to be perman

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00388.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

AbstractHRM has been the industrial relations issue of the 1980s and early 1990s. Although it has very few direct references to HRM, WIRS3 sheds considerable light on a number of the debates involved. Not only does it suggest that some of the ideas and practices associated with HRM appear to be taking root; its most striking, and paradoxical, findings are that these fragments of HRM are to be found in union rather than non‐union workplaces. These findings have considerable implications for policy and practice as well as for future WIRS

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00389.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

AbstractProcedural reform, with the help of third‐party intervention, was at the heart of the Donovan Commission's recommendations. This paper looks at what happened since then, and why. In the 1970s considerable progress was made, although this was hidden from public perception by a number of economic and industrial relations traumas. In the 1980s, with the swing in the balance of power to employers, change was often imposed, rather than negotiated, and the role of third parties diminished. The proportion of workplaces recognizing unions and the proportion of employees covered by collective bargaining was much reduced. Formal procedures remained in place, but this hid major changes in the conduct of workplace industrial relation

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00390.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

AbstractWIRS3 paints a picture of a lessening of support for unionism among employees, yet an optimistic view is taken of the potential for a positive response from organized labour in the 1990s. The European model of social partnership between unions and employers is seen as the way forward for Britain in the context of a changing political and economic situation.

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00391.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

AbstractSome common management themes of the 1980s can be traced to Donovan and are revealed in practice by the 1990 Workplace Industrial Relations Survey. The paper considers the relevance of factors not endorsed by Donovan and concludes that, while in terms of industrial action in manufacturing — the focus of concern in the mid‐1960s — there is evidence that more order and responsibility has been injected into industrial relations at plant level, we cannot yet maintain that inflationary dangers have been overcome. Collective bargaining is, however, now revealed as affecting only a minority in the private sector, and public services behaviour looks increasingly out of step. The paper suggests that future surveys may therefore need to be recast to capture changing patterns of employer – employee relationships and their links to economic

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00392.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY

摘要:

AbstractPostwar concern about our industrial relations system has been dominated by three issues: pay; performance at workplace, company and national level; and industrial action. In each case the focus of interest is the link between the institutions, procedures and processes of the system and the outcomes that it generates. This paper evaluates evidence on these three issues for the last quarter‐century, since the publication of the Donovan Report in 1968. Special attention is given to information from successive WIRSs. The evidence suggests that (i) industrial action is of minor importance; (ii) the industrial relations system can no longer be held to stymie company performance; (iii) the pay‐jobs trade‐off is as intractable as

ISSN:0007-1080    

DOI:10.1111/j.1467-8543.1993.tb00393.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.tb00394.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.tb00395.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.tb00396.x

出版商:Blackwell Publishing Ltd    

年代:1993

数据来源: WILEY