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

The book examines ethics and employment issues in contemporary Human Resource Management (HRM). Written by an international team of academics from universities in the UK, the US, Australia and New Zealand, it examines the problems and opportunities facing employers and employees. The book subdivides into three sections: Part I assesses the context of HRM; Part II analyses contemporary debates, continuity and change in HRM, and Part III proposes likely developments for the future seeking to identify a more proactive HRM approach towards ethical issues arising in employment. Distinctive features include:
DT Comprehensive analysis of continuity and change in employment and HRM,
DT In-depth assessment of the ethical contribution and potential of HRM,
DT Timely evaluation of the ethical achievements to-date of HRM in: individualized employment relations, HRM partnerships, HRM and employee performance, and strategic HRM,
DT Detailed recommendations for HR managers and general managers encouragi more ethically aware practice,
DT Guidance on ethical approaches to leadership, knowledge management and collective employment relations,
DT Analysis of alternative futures for HRM as a profession and advice on how to create more rigorous and independent professional practice,
DT A vision of a more innovative, cooperative and ethically sensitive set of HRM practices,
DT Clear proposals for HRM on how to attain more ethical conduct.

The book examines ethics and employment issues in contemporary Human Resource Management (HRM). Written by an international team of academics from universities in the UK, the US, Australia and New Zealand, it examines the problems and opportunities facing employers and employees. The book subdivides into three sections: Part I assesses the context of HRM; Part II analyses contemporary debates, continuity and change in HRM, and Part III proposes likely developments for the future seeking to identify a more proactive HRM approach towards ethical issues arising in employment. Distinctive features include: -Comprehensive analysis of continuity and change in employment and HRM -In-depth assessment of the ethical contribution and potential of HRM -Timely evaluation of the ethical achievements to-date of HRM in: individualized employment relations, HRM partnerships, HRM and employee performance, and strategic HRM -Detailed recommendations for HR managers and general managers encouraging more ethically aware practice -Guidance on ethical approaches to leadership, knowledge management and collective employment relations -Analysis of alternative futures for HRM as a profession and advice on how to create more rigorous and independent professional practice -A vision of a more innovative, cooperative and ethically sensitive set of HRM practices -Clear proposals for HRM on how to attain more ethical conduct

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.

In this book, Walton and McKersie attempt to describe a comprehensive theory of labor negotiation. The authors abstract and analyze four sets of systems of activities which they believe account for much of the behavior found in labor negotiations. The first system of activities, termed "distributive bargaining," comprises competitive behaviors that are intended to influence the division of limited resources. The second system is made up of activities that increase the joint gain available to the negotiating parties, referred to as "integrative bargaining." They are problem-solving behaviors and other activities which identify, enlarge and act upon the common interests of the parties. The third system includes activities that influence the attitudes of the parties toward each other and affect the basic relationship bonds between the social units involved. This process is referred to as "attitudinal structuring." The fourth system of activities, which occurs as an integral aspect of the inter-party negotiations, comprises the behaviors of a negotiator that are meant to achieve consensus within one's own organizations. This fourth process is called "intra-organizational bargaining." Each sub process has its own set of instrumental acts or tactics. Therefore, each of the four model chapters is followed by a chapter on the tactics which implement the process. These chapters translate the model into tactical assignments and include an abundance of supporting illustrations from actual negotiations. This study should be of interest to several audiences, including students and teachers of industrial relations, social scientists interested in the general field of conflict resolution, as well as practitioners of collective bargaining and other individuals directly involved in international negotiations. The overall theoretical framework has been derived by a mixture of inductive and deductive reasoning. Extensive fieldwork and several dozen printed case studies have provided the bulk of the empirical data. In terms of meaning, the study has three touchstones: the field of collective bargaining; the field of conflict resolutions; and the underlying disciplines of economics, psychology, and sociology.

This new and extensively updated edition of Introducing Employment Relations draws on the most up-to-date research and contemporary examples to help students develop their knowledge, understanding and critical assessment of the main issues relating to employment relations. Essential reading for undergraduates and postgraduates studying employment relations, human resource management, and business studies, Introducing Employment Relations contains a wealth of features designed to prompt students to critically reflect on how employment relations are regulated, experienced, and contested by organizations and employees; collectively or individually. Facilitating learning and prompting lively debates, such features include case studies, reflective segments, international perspectives, insights into practice, summary points, and end-of-chapter assignment and discussion questions. Whilst maintaining a critical focus to draw out the contemporary debates surrounding employment relations, this text is written in a lively, engaging and accessible style. This book is supported by a range of online resources, including: For students: Annotated web links Web case studies Updates to content relating to legislation, research, or policy Video links For lecturers: PowerPoint slides Case study guide A guide to end-of-chapter questions A guide to web cases

In this groundbreaking study of organic farming, Julie Guthman challenges accepted wisdom about organic food and agriculture in the Golden State. Many continue to believe that small-scale organic farming is the answer to our environmental and health problems, but Guthman refutes popular portrayals that pit "small organic" against "big organic" and offers an alternative analysis that underscores the limits of an organic label as a pathway to transforming agriculture.
This second edition includes a thorough investigation of the federal organic program, a discussion of how the certification arena has continued to grow and change since its implementation, and an up-to-date guide to the structure of the organic farming sector. "Agrarian Dreams "delivers an indispensable examination of organic farming in California and will appeal to readers in a variety of areas, including food studies, agriculture, environmental studies, anthropology, sociology, geography, and history.

HRM is central to management teaching and research, and has emerged in the last decade as a significant field from its earlier roots in Personnel Management, Industrial Relations, and Industrial Psychology. People Management and High Performance teams have become key functions and goals for manager at all levels in organizations.
The Oxford Handbook brings together leading scholars from around the world - and from a range of disciplines - to provide an authoritative account of current trends and developments. The Handbook is divided into four parts:
* Foundations and Frameworks,
* Core Processes and Functions,
* Patterns and Dynamics,
* Measurement and Outcomes.
Overall it will provide an essential resource for anybody who wants to get to grips with current thinking, research, and development on HRM.

Es werden Modelle zur Ermittlung eines optimalen erfolgsorientierten Belohnungssystems analysiert. ZunAchst werden lineare Belohnungsfunktionen betrachtet, bei denen der EntscheidungstrAger auch am Verlust beteiligt wird. Danach werden die mAglichen Folgen eines Ausschlusses der Verlustbeteiligung herausgearbeitet und auAerdem der Fall betrachtet, daA der EntscheidungstrAger neben einem Fixum eine zusAtzliche Belohnung erhAlt, sofern ein vorgegebener Sollerfolg erreicht wird. Die betreffenden Belohnungsfunktionen sind zwar von groAer praktischer Bedeutung; sie sind jedoch grundsAtzlich nicht anreizkompatibel. Es wird gezeigt, welche Gestalt anreizkompatible Belohnungsfunktionen aufweisen und wie eine optimale anreizkompatible Belohnungsfunktion im Prinzip ermittelt werden kann. Im Gegensatz zu den A1/4blichen Annahmen der Agency-Theorie wird berA1/4cksichtigt, daA die Wahrscheinlichkeitsverteilung A1/4ber den Erfolg nicht nur vom AktivitAtsniveau des EntscheidungstrAgers, sondern auch von den dabei realisierten Objektentscheidungen abhAngt. Die bestehenden ZusammenhAnge werden mit Hilfe zahlreicher Graphiken veranschaulicht.

There is a void of research and other academic materials to support stakeholders operating within industry and the service sector with respect to their perceptions and experiences of remote work, particularly in the context of global business, sustainability, and change management. As more businesses consider remaining and maintaining a remote workforce, it is of paramount importance that new research be conducted regarding the multifaceted area of remote work and sustainable change for global business. Remote Work and Sustainable Changes for the Future of Global Business raises awareness of the multifaceted area of remote work in the context of sustainable change. In particular, it explores remote technology in an attempt to cope with the changing landscape of work environments amidst global change from a sociotechnical perspective. This book provides insight into the challenges both national and international businesses face during a world crisis. Covering topics such as crisis management, the human cloud, and virtual collaboration, this book is essential to business managers, project managers, business clusters, entrepreneurs, higher education practitioners, faculty and PhD researchers, educational boards, technology vendors and firms, and academic researchers.

The past decades have borne witness to the United Farm Workers' (UFW) tenacious hold on the country's imagination. Since 2008, the UFW has lent its rallying cry to a presidential campaign and been the subject of no less than nine books, two documentaries, and one motion picture. Yet the full story of the women, men, and children who powered this social movement has not yet been told Based on more than 250 hours of original oral history interviews conducted with Coachella Valley residents who participated in the UFW and Chicano Movement, Filipino farm workers, bracero workers, and UFW volunteers throughout the United States, this stirring history spans from the 1960s and 1970s through the union's decline in the early 1980s. Christian O. Paiz refocuses attention on the struggle inherent in organizing a particularly vulnerable labor force, especially during a period that saw the hollowing out of virtually all of the country's most powerful labor unions. He emphasizes that telling this history requires us to wrestle with the radical contingency of rank-and-file agency-an agency that often overflowed the boundaries of individual intentions. By drawing on the voices of ordinary farmworkers and volunteers, Paiz reveals that the sometimes heroic, sometimes tragic story of the UFW is less about individual leaders and more the result of a collision between the larger anti-union currents of the era and the aspirations of the rank-and-file.

The past decades have borne witness to the United Farm Workers' (UFW) tenacious hold on the country's imagination. Since 2008, the UFW has lent its rallying cry to a presidential campaign and been the subject of no less than nine books, two documentaries, and one motion picture. Yet the full story of the women, men, and children who powered this social movement has not yet been told Based on more than 250 hours of original oral history interviews conducted with Coachella Valley residents who participated in the UFW and Chicano Movement, Filipino farm workers, bracero workers, and UFW volunteers throughout the United States, this stirring history spans from the 1960s and 1970s through the union's decline in the early 1980s. Christian O. Paiz refocuses attention on the struggle inherent in organizing a particularly vulnerable labor force, especially during a period that saw the hollowing out of virtually all of the country's most powerful labor unions. He emphasizes that telling this history requires us to wrestle with the radical contingency of rank-and-file agency-an agency that often overflowed the boundaries of individual intentions. By drawing on the voices of ordinary farmworkers and volunteers, Paiz reveals that the sometimes heroic, sometimes tragic story of the UFW is less about individual leaders and more the result of a collision between the larger anti-union currents of the era and the aspirations of the rank-and-file.

Women all over the world are facing numerous challenges and obstacles in the workplace as gender inequality is still running rampant. To see big change, the patriarchal mindset within business settings needs to be broken. Management education plays a critical role in changing perceptions in business, and as such, gender equality curricula and teaching materials have become valuable tools in challenging the preconceived belief that business is a male domain. Eastern Perspectives on Women's Roles and Advancement in Business presents the real-life stories of Eastern women in business, giving particular focus to how these women overcame challenges and broke the glass ceiling. This text explores the problems and challenges, experiences, and strategies of overcoming gender discrimination and inequality. Covering topics such as job engagement, occupational segregation, and social intelligence, this book is a dynamic reference for faculty of higher education, school administrators, librarians, researchers, scholars, women entrepreneurs, businesswomen, managers, CEOs, and students of higher education.

Through the late nineteenth and early twentieth centuries, employers and powerful individuals deployed a variety of tactics to control ordinary people as they sought to secure power in and out of workplaces. In the face of worker resistance, employers and their allies collaborated to use a variety of extralegal repressive techniques, including whippings, kidnappings, drive-out campaigns, incarcerations, arsons, hangings, and shootings, as well as less overtly illegal tactics such as shutting down meetings, barring speakers from lecturing through blacklists, and book burning. This book draws together the groups engaged in this kind of violence, reimagining the original Ku Klux Klan, various Law and Order Leagues, Stockgrowers' organizations, and Citizens' Alliances as employers' associations driven by unambiguous economic and managerial interests. Though usually discussed separately, all of these groups used similar language to tar their lower-class challengers-former slaves, rustlers, homesteaders of modest means, populists, political radicals, and striking workers-as menacing villains and deployed comparable tactics to suppress them. And perhaps most notably, spokespersons for these respective organizations justified their actions by insisting that they were committed to upholding "law and order." Ultimately, this book suggests that the birth of law and order politics as we know it can be found in nineteenth-century campaigns of organized terror against an assortment of ordinary people across racial lines conducted by Klansmen, lawmen, vigilantes, and union busters.

During global capitalism's long ascent from 1600-1850, workers of all kinds-slaves, indentured servants, convicts, domestic workers, soldiers, and sailors-repeatedly ran away from their masters and bosses, with profound effects. A Global History of Runaways, edited by Marcus Rediker, Titas Chakraborty, and Matthias van Rossum, compares and connects runaways in the British, Danish, Dutch, French, Mughal, Portuguese, and American empires. Together these essays show how capitalism required vast numbers of mobile workers who would build the foundations of a new economic order. At the same time, these laborers challenged that order-from the undermining of Danish colonization in the seventeenth century to the igniting of civil war in the United States in the nineteenth.

In this groundbreaking volume, Juan Jose Baldrich traces the deep changes affecting Puerto Rican tobacco growers and manufacturers and their export markets from the Spanish colonization of the island to the present. Based on more than twenty years of research in the United States and Puerto Rico, the book sheds light on the important history of tobacco in Puerto Rico while highlighting the people and practices that have indelibly shaped Puerto Rico and its culture. Smoker beyond the Sea: The Story of Puerto Rican Tobacco is a work of recovery that examines tobacco's transitions from medicinal use to rolls fit for chewing and pipe smoking, followed by the appropriation of the Cuban paradigm for cigars and cigarettes, and, finally, to the US models after the 1898 invasion. This pioneering volume also offers the only history of the US tobacco monopoly in local agriculture and manufacture from its beginning in 1899 to the bankruptcy of its last successor company forty years later. Baldrich's extensive research documents the organization of the cigar and cigarette manufacturing sectors and the resulting development of trade unions and socialist ideals. This multidisciplinary investigation gives due attention to the modifications that farmers made to tobacco planting and harvesting techniques in fine-tuning plants to the expected aromas and tastes of the manufactured commodities. In addition, Baldrich pays considerable attention to gender relations in the labor process, not only in the manufacturing sector but also in tobacco agriculture. The book also provides the only narrative of the rise and maturity of the Hermanos Cheos, a powerful apocalyptical movement that began and spread in the tobacco growing regions. Ultimately, this encompassing volume fills a major gap in the histories of tobacco-producing islands in the Caribbean.