This book examines the manner in which the EU affects employee relations systems in economically peripheral European countries, specifically Ireland and Hungary. It asks whether the EU offers peripheral countries the opportunity to modernize their industrial relations. Emer O'Hagan argues that the EU implements an unofficial development policy which it pressures states to adopt. These initiatives amount to the frequently referred to European Social Model (ESM), which, she argues, can cause difficulty for policy makers because it is ill-defined, vague and contradictory.

"Justice in the Workplace" acts as a central reference point for application of organizational justice and helps human resource managers relate the importance of justice to their work environments.
Forming much of this book's content, outcomes, processes, and interpersonal treatment are three powerful tools for building and maintaining workplace justice. In Part I these books are discussed at a theoretical level. Part II applies these theories to several issues important to both human resource management and society. And Part III looks at organizational justice in the years ahead.
Compared to the first volume, this book will appeal to practitioners and researchers in such applied areas as human resource management, industrial organizational psychology, and management.

This collection of country studies explores changing relationships between the state, employers and labour in an increasingly internationalized world economy. It covers ten countries and examines the tensions and contradictions caused by neo-liberal market agendas. The authors express concern at the potentially ravaging effects of market deregulation on organized labour and present a critical account of state efforts to emulate desired models of national economic development. While the central core of the book concerns itself with changing labor relations, this is placed within the wider context of state and employer strategy, and covers issues such as labour market segmentation, welfare and taxation regimes and varying approaches to corporatism.

Caring is a nitty-gritty process. Cultivating Common Ground teaches us how to care at work with real life experiences, rather than through conceptual thinking alone. Caring relationships to our work and each other give meaning to our work and provide a powerful source of energy for our organizations. Therefore, we must release relationships from their hiding place in the informal structure of the organization. The way to do that is to work together, to cultivate common ground, in order to make a conscious commitment to hold a life and a task in common. As old structures crumble, we have the opportunity to build caring communities at work. This book explains what went wrong in the first place, names our fears, and provides real-life examples of how to release the power of relationships in the workplace.

Daniel S. Hanson is President of the Fluid Dairy Division of Land O'Lakes, Inc., an instructor at Augsburg College in Minneapolis, and a speaker and author on the subject of organizational change and personal empowerment. Hanson draws on his 30 years experience as a corporate executive for four Fortune 500 companies, his extensive research, and his own life-changing experience to offer practical, hands-on presentations and trainings. He is also the author of A Place To Shine: Emerging From the Shadows at Work, Butterworth-Heinemann, 1996.
"This is a compassionate and powerful call for caring in the workplace. Dan Hanson is right on the mark when he suggests that we need to take courageous steps toward a new, caring workplace. He is one of the best teachers of building community at work you'll ever meet."
--Richard J. Leider, founding partner, The Inventure Group, author,"Repacking Your Bags" and "The Power of Purpose"
"Dan Hanson delves broadly and deeply into the nature of relationships in the workplace. He lays before us the common ground that nourishes results as well as meaning and satisfaction for the human heart and soul. Hanson provides the tools and knowledge we need to cultivate this garden. We are called to fertilize the soil with our own courage."
--Margaret A. Lulic, author, "Who We Could Be at Work"
Addresses the neglected issue of caring relationships in the workplace
Written from real life experiences
Looks at why caring work relationships have traditionally been looked down upon

Strategic Networks examines the new style of industrial co-ordination which enables independent companies to work so closely together that they can sometimes present a 'single face' to the outside world. Co-ordination is not achieved by mergers and acquisitions, but through the creation of a 'strategic network' of companies working towards the same goals. Based on the author's extensive research, the book first analyses the economic arguments for industry co-ordination, and suggests in which industries it is most likely to occur. The second part of the book focuses on * managerial implications for this type of organization * impact on responsibilties * control without ownership * co-operation instead of competition * how to set up alliances and how to maintain them A wide range of international examples and cases are featured in the book. J. Carlos Jarillo is Professor of Strategy at the University of Geneva (previously Professor of General Management and International Strategy at IMD, Switzerland). His research on strategy has been widely published in more than two dozen articles and books. He also acts as senior adviser to a large number of international corporations.

This work examines the topic of dispute resolution, specifically the multi-criteria approach that seeks to arrive at a conclusion that is mutually beneficial to both sides. Through the use of decision-aiding software, the multi-criteria approach can allow each side to give on various criteria that are not important to it, but are important to the other side. In this way, a super-optimum solution may even be met, in which both sides receive something significantly better than they had expected. Such a result is very difficult, if not impossible, to achieve, Stuart Nagel points out, in traditional single-dimension dispute resolution.

Nagel and Mills describe the nature of multi-criteria dispute resolution utilizing decision-aiding software. The first part of the book clarifies the general character of computer-aided negotiation, computer-aided mediation, and super-optimizing dispute resolution. Part two guides the reader through the use of Policy/Goal Percentaging (P/G%) decision-aiding software, centering on general decision-making, negotiation, mediation, and prediction of outcomes. Multi-criteria resolution in the context of rule-making and legal policy disputes is the focus of part three, where such matters as determining initial alternatives and criteria, resolving deadlocks, and arriving at super-optimum solutions are discussed. Part four emphasizes dispute resolution in the context of rule-applying and litigation disputes, as well as mediation at the international level and between lawyers and clients. The final part deals with future applications, such as computer-aided mediation and group decision-making with phone modems. The book's combination of decision-aiding software, arbitration-mediation, and super-optimum expansionist decision-making brings a truly innovative approach to the topic of dispute resolution. This volume should be a welcome addition to academic, legal, and public libraries, and a valuable reference work for lawyers, law students, and legal professors and researchers.

Why has the drastic assault on U.S. workers' economic well-being represented by plant closings not spurred them to greater political and trade union militancy? The answers lie in the myths and power structure of our society's legal and business institutions. By comparing worker experiences in Youngstown, Ohio, where plant closings and layoffs are not regulated, and Longwy, France, where legislation had been enacted, Rothstein gauges the markedly different effects.

The ideas behind economic democracy and financial participation are not new; the International Congress on Profit-sharing first met in Paris in 1889. The practical objective of many profit-sharing schemes was increased labour management co-operation. Some also had an ideal objective - the resolution of a perceived contradiction between concentrated wealth and power and the democratic ideal. In "Economic Democracy and Financial Participation", Daryl D'Art has two objectives. Firstly, to examine if, and under what conditions, profit-sharing schemes and employee shareholding can motivate workers and generate cooperative striving. Secondly, he identifies the schemes of financial participation which have the potential to realise economic democracy within the individual firm and society at large. To fulfill these objectives the author draws on the results of research carried out in the USA, Sweden, Denmark and Ireland. By making a comparative international study he contrasts an individualist approach to economic democracy with a collective approach. This book should be of interest to undergraduates and academics of economics, management, organizational behaviour, industrial relations, bu

This volume examines new theoretical developments in labour contracts and relates them to the actual content of such contracts, and to differences in labour contracts which depend on the specifics of the institutional environment in which they are negotiated. This study is done from an international perspective, by comparing differences in labour contracts among European countries and between Europe, Japan and the US. The comparison consists of a careful description of selected characteristics of labour contracts and traits of the institutional environment and an explanation of their national emergence. The novelty of the study lies in the integrated approach of practical specification of labour contracts and theoretical analysis based on economic principles of efficiency. Existing contract theory in labour economics is used and extended when necessary to explain the occurrence of certain contract clauses, the division between legal and private arrangements, the role and function of institutions in the labour market and so on.

An innovative study of labor relations, particularly the interactions of recruitment agents and migrant workers, in the mining concessions of Wassa, Gold Coast Colony, 1879 to 1909. Recent years have seen renewed interest in the historical study of labor in Africa. Unlike those of the past, these new studies are rooted in the recognition of Africa's dynamic, expansive, and productive informal sector. While this book focuses on one of West Africa's earliest large-scale industries, namely the Wassa gold mines in the southwest Gold Coast, it is not solely concerned with the traditional working class. Rather, it explores the plurality oflabor relations that characterized the mining concessions during the period 1879 to 1909, including the presence of migrants from various parts of West Africa as well as casual and tributary laborers, both male and female. In capturing the phenomenon of labor mobility as it played out in Wassa, Mediators, Contract Men, and Colonial Capital presents one of the fullest accounts of the labor agents who regularly brought groups of migrant laborers to the mines. The narrative discusses these agents' means of employment and roles in the informalization and indentureship of labor; in addition, it explores the regional dynamics of the recruitment machinery and confronts issues of coercion and choice. Scholars interested in African history, global labor history, economic history, and women's work in Africa will find much of value in this innovative study. Cassandra Mark-Thiesen is aResearch Fellow of the Swiss National Science Foundation (Marie-Heim Voegtlin Grant) in the history department of the University of Basel.

This volume discusses such topics as where we stand in industrial relations and human resources, critical junctures in the transformation of industrial relations systems, and successor unions and the evolution of industrial relations in former Communist countries.

Owen's study is of excellent quality and should be considered required reading for students of these topics. Ultimately this book will be ranked as a significant sociological study of the correctional officer for its pioneering application of the interactionist theoretical perspective to this increasingly visible, yet still little-understood, occupational group. "Criminal Justice RevieW"

Based on interviews with 125 prison workers and participant observation, this in-depth study examines the prison worker's world as a foundation for a theory of social control. By analyzing the intricate relations among the workers themselves rather than among the prisoners, Barbara Owen posits that social control arises through the combination of interaction, power, and meaning. Owen argues that the motives of workers are practical, rather than pathological as suggested by earlier research. She focuses her study on the social context of the prison shop floor--challenging the accepted idea that prison work is difficult because of the prisoners. The findings indicate that the problems of the prison workers are structurally induced and arise from interaction with co-workers rather than with prisoners.

This handbook compiles the latest knowledge in critical areas of human resource management, including employee financial and non-financial participation in the enterprise, employer flexibility, unions, collective bargaining and workplace dispute resolution.

Service Not Servitude
This Anthology of Respect and the Pullman Porter's National Historic Registry is a reminder of a living legacy and a clarion call to continue what A. Philip Randolph and the Brotherhood defined as "the unfinished task of emancipation."
Lyn Hughes, the founder-director of Chicago's A. Philip Randolph Pullman Porter Museum, knows this story as well as anyone, and she reminds us with this publication, of the labor milestone that helped create the new world of Black and White America.

Lerone Bennett, Jr.
July 2007

Pullman Porters known as the "Ambassadors of Service" transformed early train travel into the Golden Age of Rail, while the Brotherhood became the foundation for Americas' first black labor union.
Anthology of Respect, with more than 3000 entries captures their real sentiments, Stories, and family remembrances that give voice to what was an often unseen and unheard force that created the Black Labor Movement in America. "The five years invested in this research was time well spent. I believe this registry will become an invaluable resource. There are numerous collections of data on these men however; I believe this is the first attempt to assemble and present data of this type in a user-friendly manner"
"Great idea and long overdue "
Paula Robinson
Illinois Advisor National Board Of Advisors
National Trust For Historic Preservation
"This is a wonderful collection that speaks poignantly and passionately about the lives and the legacy of the Pullman Porters. A group of men who fought discrimination by unionization, whose exploits will be better remembered because of this publication."
Lonnie Bunch, Director
National Museum of African American History and Culture

"This important anthology and registry pays tribute to a group of African American men who 'hid behind the mask' but were important contributors to their communities, their families and generations who followed them."
Dr. Spencer Crew President
National Underground Railroad Freedom Center

This is a holistic presentation of methods and problems involved in humanizing work. The comments will be of interest to practitioners dealing with work, and should give realism to debates concerned with alienation in the workplace. The theory is described, and the American system is compared with those in place in Western Europe and Japan. This work should be of interest to scholars, students and practitioners in industrial relations, labor problems, organizational behavior, and human resources in general.

Over the last decade there has been an explosion of academic interest in the study of Behavioral Operations (Behavioral Ops). Simultaneous concerns have emerged about the adequacy with which now established Behavioral Ops phenomena are dealt with in degree-granting programs and corporate training agendas. Concerns stem from two points: (1) Pedagogical lessons regarding human behavioral are largely cast in the perspectives and terminology of underlying social/psychological theories. This has traditionally made it difficult for teachers of operations management content to link such knowledge to OM teaching plans and materials. (2) Games are seen as a major contribution to Behavioral Operations education, but experiments as described in literature are usually used for scientific research, and often difficult to replicate in teaching settings due to the use of unique proprietary software or insufficient descriptions of methods and materials used. Prior to now, no comprehensive teaching-oriented overview of Behavioral Operations has been available. The Handbook of Behavioral Operations fills this gap, providing easy to access insights into why associated behavioral phenomena exist in specific production and service settings, ready-to-play games and activities that allow instructors to demonstrate the phenomena in class settings, and applicable prescriptions for practice. By design the text serves a dual role as a desk/training reference to those practitioners already in the field, and presents a comprehensive framework for viewing behavioral operations from a systems perspective. As an interdisciplinary book relating the dynamics of human behavior to operations management, the Handbook is an essential resource for practitioners seeking to develop greater system understanding among their workers, as well as for instructors interested in emphasizing the practical relevance of behavior in operational settings.

Designed specifically for labor management advocates and their clients in the public sector, this book is a comprehensive yet practical guide to the arbitration of grievances in public employment. The authors, both experienced arbitrators themselves, offer step-by-step advice on the preparation and presentation of arbitration cases and provide a detailed description of effective grievance resolution through the effective use of the grievance procedure. Written in a style accessible to those without substantial academic training in labor relations law, the volume's purpose is to equip the practitioner to represent his or her respective constituents effectively in the private system of industrial jurisprudence. Although it focuses particularly on grievance administration and arbitration in state and local government, the concepts and techniques presented are equally appropriate for those working in the federal or private sectors.

Following an introduction, the authors review various state bargaining statutes governing the arbitration of grievance disputes and look at the grievance process as a prelude to arbitration. They go on to examine the institution of arbitration, focusing primarily upon the administrative agencies, the arbitrators, and the legal environment within which labor relations advocates must work. Subsequent chapters treat procedural and evidential issues common to arbitration, the arbitration of discharge and disciplinary matters, contract interpretation issues, and the decision making of neutrals and what can or cannot reasonably be expected of arbitrators. In their conclusion, the authors make the case for rights arbitration as the preferred method of dispute resolution. Five appendices contain information critical for the practitioner not normally available in a single source: the Code of Professional Responsibility for Arbitrators of Labor-Management Disputes; the Rules of the American Arbitration Association and the Procedures of the Federal Mediation and Conciliation Service; and sample arbitration awards issued in real-life cases.

This book analyzes how the Second International reacted to international diplomatic crises and what was the attitude of French, German and Italian socialists between 1889 and 1915, the year in which Italy entered the World War. This book shows that the Second International became over the years more and more involved in the fight against war and learnt to respond to situations of diplomatic crisis. An example of this is the fact that its last congress before the outbreak of the First World War, the Basel Congress of 1912, was nothing less than a great international socialist demonstration of opposition to war. However, the fact that France, Germany or Italy were involved in a diplomatic crisis hindered the International's ability to respond effectively to it. For all these factors, the attitude of the International is very different from one crisis to another.

Employment Relations in South Korea provides readers with an overarching view of Korean employment relations and insight into recent changes, and also to help the general public understand more easily the various phenomena and changes in Korean employment relations.

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Five basic theories of unionism are examined: Protestant Christian Socialist and Roman Catholic Christian social movements, the Marxian socialist movements, the environmental psychology discipline, and the jurisprudential history discipline.