The success or failure of organisations is, in part, dependent on the success or failure of its employees and the relationship that they have with each other. Looking at Employee Relations from an organisational context perspective, this text is designed specifically to cater for the CIPD Employee Relations PDS module and for Employee Relations modules on HR and business degree programmes at both undergraduate and postgraduate levels.

This book explores the tenuous existence of seafarers, divided between their time on the ocean and their residence in sailortown economies geared to exploit them. Particular attention is given both to the contribution of seafarers as a global workforce into the nineteenth century, and to their help in creating vibrant multicultural enclaves in port cities worldwide. In addition, research explores the scandalized opinions of outside observers, challenging ideas about public behavior and relationships. Sailortown myths persisted far into the twentieth century, to the detriment of older waterfront districts and their residents, and readers will find this book is invaluable in casting new light on forgotten communities, whose lives bridged urban, maritime and global histories.

In Co-operative Struggles, Denise Kasparian expands the theoretical horizons regarding labour unrest by proposing new categories to make visible and conceptualize conflicts in the new worker co-operativism of the twenty-first century.After the depletion of neoliberal reforms at the dawn of the twenty-first century in Argentina, co-operativism gained momentum, mainly due to the recuperation of enterprises by their workers and state promotion of co-operatives through social policies. These new co-operatives became actors not just in production but in social struggle. Their peculiarity lies in the fact that they shape a socio-productive form not structured by wage relations: workers are at the same time owners of the firms. Why, how, and by what cleavages and groupings do these co-operative workers without bosses come into conflict?

"Changing Industrial Relations in Europe" is the second edition of the influential and widely used textbook, "Industrial Relations in the New Europe." As with the earlier edition, the book will be a definitive text and reference for all students in industrial relations and human resource management looking at international issues.

For the new book an outstanding team of international experts has produced a completely updated and reworked analysis of industrial relations in the fifteen European Union states and the two other major European countries. The book's unrivaled breadth and depth provides:
The latest thinking on current industrial relations trends and controversies within the broader context of internationalization, European integration, and the moves toward monetary union.
A basic description of the institutions and actors in each country.
A strong focus in each contribution on analysing in a clear, readable and accessible manner the underlying dynamic of the industrial relations system in question, and the emerging trends for the 1990s.
A wide-ranging introduction from the editors that contributes to current debates in comparative industrial relations analysis.
The views of leading local experts on each of the countries covered.

The sheer diversity of approaches to the employment relationship in the countries of Europe is both confirmed and made accessible to analysis in this unique text which will be an indispensable resource and reference to all students and scholars in the field.

New technology arguably provided the greatest challenge to industrial relations since the formation of unions. The problems raised led to a whole range of responses - from rejection of the new technology to acceptance fo the change with management and workers making new (and sometimes unheard of) agreements. This book, originally published in 1986 and based on extensive original research, examines the changes in industrial relations which the new technology of the 1980s caused, analysing the implications for the workforce and the reactions of the management and trade unions to the challenges.

Over the last decade, author and activist Astra Taylor has helped shift the national conversation on topics including technology, inequality, indebtedness, and democracy. The essays collected here reveal the range and depth of her thinking, with Taylor tackling the rising popularity of socialism, the problem of automation, the politics of listening, the possibility of rights for the natural and non-human world, the future of the university, the temporal challenge of climate catastrophe, and more. Addressing some of the most pressing social problems of our day, Taylor invites us to imagine how things could be different while never losing sight of the strategic question of how change actually happens. Curious and searching, these historically informed and hopeful essays are as engaging as they are challenging and as urgent as they are timeless. Taylor 's unique philosophical style has a political edge that speaks directly to the growing conviction that a radical transformation of our economy and society is required.

The emergence of a 'labour market' in industrial societies implies not just greater competition and increased mobility of economic resources, but also the specific form of the work relationship which is described by the idea of wage labour and its legal expression, the contract of employment. This book examines the evolution of the contract of employment in Britain through a close investigation of changes in its juridical form during and since the industrial revolution. The initial conditions of industrialization and the subsequent growth of a particular type of welfare state are shown to have decisively shaped the evolutionary path of British labour and social security law. In particular, the authors argue that nature of the legal transition which accompanied industrialization in Britain cannot be adequately captured by the conventional idea of a movement from status to contract. What emerged from the industrial revolution was not a general model of the contract of employment, but rather a hierarchical conception of service, which originated in the Master and Servant Acts and was slowly assimilated into the common law. It was only as a result of the growing influence of collective bargaining and social legislation, and with the spread of large-scale enterprises and of bureaucratic forms of organization, that the modern term 'employee' began to be applied to all wage and salary earners. The concept of the contract of employment which is familiar to modern labour lawyers is thus a much more recent phenomenon than has been widely supposed. This has important implications for conceptualizations of the modern labour market, and for the way in which current proposals to move 'beyond' the employment model, in the face of intensifying technological and institutional change, should be addressed.

An exciting software simulation allows students to manage real negotiations! Also available with the text is The Negotiating Exercise, a comprehensive, hands-on simulation in which students assume the roles of union and management team members in collective bargaining for a new contract! Students will engage in a real-life bargaining scenario as they manage negotiations for a fictitious company and union. Using the theories of labor and union-management relations, students will work together formulating agendas, strategies, and contract changes that they can agree upon. The software provides the tools students need to start negotiating including:

• Coverage of the process of developing bargaining objectives and strategies to provide a firm starting point for negotiation
• Background information of the company, the union, and their relationship, as well as important statistical "information," to create an atmosphere similar to real negotiations
• Forms that can be used for agendas, planning strategies, and working out necessary changes
• Suggested negotiating format and general guidelines for conducting the exercise that can be altered to suit the needs of the course and students
• A detailed, current collective bargaining contract to serve as a realistic guide for learning
• Arbitration cases are also included for students, creating yet more hands-on experience in labor-management relations

While workers movements have been largely phased out and considered out-dated in most parts of the world during the 1990s, the 21st century has seen a surge in new and unprecedented forms of strikes and workers organisations. The collection of essays in this book, spanning countries across global South and North, provides an account of strikes and working class resistance in the 21st century. Through original case studies, the book looks at the various shades of workers' movements, analysing different forms of popular organisation as responses to new social and economic conditions, such as restructuring of work and new areas of investment.

Building on the highly successful Industrial Relations in the New Europe, this new text for students of industrial relations and human resource management examines some of the key comparative themes of European industrial relations in the 1990a s. A team of internationally renowned contributors has drawn on a wealth of detailed, up--to--date material to analyse the major common trends across countries, and to account for the variety of national practice. Each chapter examines and compares different regional experiences to deal with such themes as: aeo mangement strategy aeo the role of unions aeo gender and the labour market aeo collective bargaining aeo change at the workplace aeo the state as employer aeo industrial conflict aeo the European Union dimension and a Social Europea aeo the transition to the market economy in Eastern Europe The editors pay particular attention to developments in Eastern Europe as the former Easter bloc countries struggle to achieve the transition to market economies. The workplace, trade unions and the creation of national industrial relations institutions are examined specifically in this context.

Why-contrary to much expert and popular opinion-more education may not be the answer to skyrocketing inequality. For generations, Americans have looked to education as the solution to economic disadvantage. Yet, although more people are earning degrees, the gap between rich and poor is widening. Cristina Groeger delves into the history of this seeming contradiction, explaining how education came to be seen as a panacea even as it paved the way for deepening inequality. The Education Trap returns to the first decades of the twentieth century, when Americans were grappling with the unprecedented inequities of the Gilded Age. Groeger's test case is the city of Boston, which spent heavily on public schools. She examines how workplaces came to depend on an army of white-collar staff, largely women and second-generation immigrants, trained in secondary schools. But Groeger finds that the shift to more educated labor had negative consequences-both intended and unintended-for many workers. Employers supported training in schools in order to undermine the influence of craft unions, and so shift workplace power toward management. And advanced educational credentials became a means of controlling access to high-paying professional and business jobs, concentrating power and wealth. Formal education thus became a central force in maintaining inequality. The idea that more education should be the primary means of reducing inequality may be appealing to politicians and voters, but Groeger warns that it may be a dangerous policy trap. If we want a more equitable society, we should not just prescribe more time in the classroom, but fight for justice in the workplace.

The broad field of employment relations is diverse and complex and is under constant development and reinvention. This Research Handbook discusses fundamental theories and approaches to work and employment relations, and their connection to broader political and societal changes occurring throughout the world. It provides comprehensive coverage of work and employment relations theory and practice. This up-to-date research compendium has drawn together a range of international authors from diverse disciplinary backgrounds. There are chapters from labor historians, theoreticians, more mainstream industrial relations scholars, sociologists, organizational psychologists, geographers, policy advisors, economists and lawyers. At the heart of each chapter is the notion that the world of work and employment relations has changed substantially since the halcyon days of IR, throughout the Dunlop Era of the 1950s. However many areas of enquiry remain, and more questions have developed with society and technology. This Handbook reflects this view. As the field of study and practice continues to evolve throughout the twenty-first century - what lessons have we learned from the past and what can we expect in the future? Academics and postgraduate students researching industrial relations, human resource management, employment relations, industrial sociology and sociology of work will find this important resource invaluable.

A Handbook of Dispute Resolution examines the theoretical and practical developments that are transforming the practice of lawyers and other professionals engaged in settling disputes, grievance-handling and litigation. The book explains what distinguishes ADR from other forms of dispute resolution and examines the role ADR can play in a range of contexts where litigation would once have been the only option, such as family law and company law. In some areas, like industrial relations, ADR is not an alternative, but the main method of conflict-intervention, and several contributors draw on their experience of negotiating between management and unions. A wide variety of methods is open to the non-litigious, including resort to Ombudsmen, negotiation, small claims courts and mini-trials; these and other options receive detailed attention. Given the newness of ADR as a discipline, questions about the training of mediators and about the role of central government have not yet been resolved. The final section of the book is devoted to discussion of these issues. Case studies are drawn from the international arena - examples from China, Canada, Australia, Germany and North America place ADR in a cultural and historical perspective.

This volume identifies empirical sites and methodological frames for approaching the construction of migration as a public problem. Starting from the premise that transnationalism becomes structural in setting the public agenda, the authors explore topics and arguments on migration in media and political discourses, as well as the ways migrants and non-migrants recontextualize these discourses in the process of making sense of migration, as a matter of citizenship and policy action.

The revival of economic growth in Sub-Saharan Africa is all the more welcome for having followed one of the worst economic disasters-a quarter century of economic malaise for most of the region-since the industrial revolution. Six of the world's fastest-growing economies in the first decade of this century were African. Yet only in Ethiopia and Rwanda was growth not based on resources and the rising price of oil. Deindustrialization has yet to be reversed, and progress toward creating a modern economy remains limited. This book explores the vital role that active government policies can play in transforming African economies. Such policies pertain not just to industry. They traverse all economic sectors, including finance, information technology, and agriculture. These packages of learning, industrial, and technology (LIT) policies aim to bring vigorous and lasting growth to the region. This collection features case studies of LIT policies in action in many parts of the world, examining their risks and rewards and what they mean for Sub-Saharan Africa.

This volume will provide students and researchers alike with a solid grounding both in traditional aspects of marginality and in the increasing important topics of part-time and contingent work. The reader will have the opportunity to learn more about the growing range and diversity of marginal employment in the contemporary economy, the hardships and unique challenges of marginal employment, and the new and creative matches between people and jobs that are currently being explored outside traditional full-time employment relationships.

In Inside China's Automobile Factories, Lu Zhang explores the current conditions, subjectivity, and collective actions of autoworkers in the world's largest and fastest-growing automobile manufacturing nation. Based on years of fieldwork and extensive interviews conducted at seven large auto factories in various regions of China, Zhang provides an inside look at the daily factory life of autoworkers and a deeper understanding of the roots of rising labor unrest in the auto industry. Combining original empirical data and sophisticated analysis that moves from the shop floor to national political economy and global industry dynamics, the book develops a multilayered framework for understanding how labor relations in the auto industry and broader social economy can be expected to develop in China in the coming decades.

This is the 22nd volume in a series of monographs whose main topic of concern is that of organizational behaviour and industrial relations. This volume deals with managing changes.

This is the second edition of a treatise which examines the law applied by international administrative tribunals in the field of employment relations between international organizations and their staff. The second edition has been substantially revised to take account of a great deal of new law and practice. Both the first and second volumes have been revised and are now free standing.

This book aims to analyze, advertise and criticize the contribution of industrial relations to social science understanding. It brings together leading scholars to reconsider the theoretical foundations of industrial relations and its potential contribution to the wider understanding of work and economic life, to learn what it can gain from a stronger engagement with these surrounding disciplines and national traditions.The introduction provides a critical, though broadly sympathetic outline of the development of the main stream industrial relations tradition. Part One recognizes the interdisciplinary character of industrial relations by concentrating on 'border encounters' with the cognate academic disciplines of sociology, economics, management, history, psychology, law, politics and geography. Of particular interest is how far industrial relations has contributed to social science understanding beyond its own narrow borders. Part Two combines a major critical analysis of the American school, with three shorter discussions of Australia, Europe and Japan. Part Three looks forward to the potential contribution of industrial relations to our understanding of work, employment and society by identifying a variety of key dilemmas and debates which call for new interdisciplinary thinking. Finally, the book ends with a critical reassessment of the industrial relations tradition.

From the dawning of the industrial epoch, wage earners have organized themselves into unions, fought bitter strikes, and gone so far as to challenge the very premises of the system by creating institutions of democratic self-management aimed at controlling production without bosses. With specific examples drawn from every corner of the globe and every period of modern history, this pathbreaking volume comprehensively traces this often underappreciated historical tradition. Ripe with lessons drawn from historical and contemporary struggles for workers' control, Ours to Master and to Own is essential reading for those struggling to create a new world from the ashes of the old.

Immanuel Ness is professor of political science at Brooklyn College, City University of New York, and edits "WorkingUSA."

Dario Azzellini is a writer, documentary director, and political scientist at Johannes Kepler University in Linz.

Why has the Egyptian state, which is more repressive and authoritarian than its Mexican counterpart, been unable to overcome the opposition of a labor movement that is smaller, less organized, and more repressed than the Mexican labor movement? Through agitation or the threat of agitation, Egyptian workers have been able to hinder the reform process, while the Mexican labor movement, which is larger and better organized, was unable to resist privatization. The Egyptian state's low capacity and isolation is best understood by looking at the founding moment - or incorporation period - of each regime. The critical distinction between Mexican and Egyptian incorporation is that in Egypt, the labor movement was depoliticized and attached to the state bureaucracy, while in Mexico, workers were electorally mobilized into a political party. This difference would prove crucial during the reform process because social control in Mexico, exercised through the PRI, was more effective in coopting opponents and mobilizing urban constituencies for privatization than the control mechanisms of the Egyptian state bureaucracy.