Although a few books on the market set forth the elements of labor arbitration, no single volume exists that gathers the essential elements of the arbitration process in a detailed, comprehensive, and logical presentation. An Introduction to Labor Arbitration is a clear, jargon-free guidebook that inexperienced practitioners will find essential to prepare for arbitration. As an introductory text, this work is an excellent resource for understanding the fundamental theory, practice, and procedure of labor arbitration. It gathers the essential elements of the arbitration process in a detailed, comprehensive, and logical presentation.

Langauge and Discrimination provides a unique and authoritative study of the linguistic dimension of racial discrimination. Based upon extensive work carried out over many years by the Industrial Language Training Service in the U.K, this illuminating analysis argues that a real understanding of how language functions as a means of indirect racial discrimination must be founded on an expanded view of language which recognises the inseparability of language, culture and meaning. After initially introducing the subject matter of the book and providing an overview of discrimination and language learning, the authors examine the relationship between theory and practice in four main areas: theories of interaction and their application; ethnographic and linguistic analysis of workplace settings; training in communication for white professionals; and language training for adult bilingual workers and job-seekers. Detailed case studies illustrate how theory can be turned into practice if appropriate information, research, development and training and co-ordinated in an integrated response to issues of multi-ethnic communication, discrimination and social justice.

This book provides practical insights into improving the effectiveness of labour negotiations in the public sector. It outlines the common conceptions, goals, needs, and obligations the different parties involved in public sector labour negotiations bring with them to negotiations. It also offers useful guidelines for all participants in negotiations - showing, for example, how management can assess the added cost of a proposed employee contract, how unions can most effectively prepare a case for arbitration, and how employees can best handle strikes should negotiations break down.

"This book is a tour de force." --Adam Grant, New York Times bestselling author of Give and Take A revolutionary new history of humankind through the prism of work by leading anthropologist James Suzman Work defines who we are. It determines our status, and dictates how, where, and with whom we spend most of our time. It mediates our self-worth and molds our values. But are we hard-wired to work as hard as we do? Did our Stone Age ancestors also live to work and work to live? And what might a world where work plays a far less important role look like? To answer these questions, James Suzman charts a grand history of "work" from the origins of life on Earth to our ever more automated present, challenging some of our deepest assumptions about who we are. Drawing insights from anthropology, archaeology, evolutionary biology, zoology, physics, and economics, he shows that while we have evolved to find joy, meaning and purpose in work, for most of human history our ancestors worked far less and thought very differently about work than we do now. He demonstrates how our contemporary culture of work has its roots in the agricultural revolution ten thousand years ago. Our sense of what it is to be human was transformed by the transition from foraging to food production, and, later, our migration to cities. Since then, our relationships with one another and with our environments, and even our sense of the passage of time, have not been the same. Arguing that we are in the midst of a similarly transformative point in history, Suzman shows how automation might revolutionize our relationship with work and in doing so usher in a more sustainable and equitable future for our world and ourselves.

Almost half of government employees are represented by labor organizations, and public-sector unions act as a significant force in the effective operation of government and can exert substantial control over labor costs and procedures in the workplace. The response by state and local officials has varied greatly, with collective bargaining frameworks existing as a patchwork of experiments--from mandated collective bargaining to outright prohibition. While their policy actions seem to recognize the benefits of bilateral negotiation, the spectre of service disruption continues to haunt them. Because public-sector bargaining is a recent development, policy analysts lack a firm handle on policymaking in this sphere. Piskulich examines the dimensions of state and local public-sector labor policy and explores policies that enable policymakers to manage the collective bargaining process in line with their goals.

This study looks at the three questions most crucial to policy efficacy: what governments do; why they do it; and what difference it makes. Three central findings emerge from the issue of what governments do. The evidence indicates increasing enactment of labor policy over time across subnational jurisdictions. Policy across occupations is stable, though there are important differences in the willingness of the employer to tolerate strikes and resolve impasses. Third, it appears that policy actors make three distinct sets of decisions: basic policy; the availability and mechanics of the arbitration mechanism; and the degree to which they provide public unions with institutionalized union security. The answer to why they do it hinges on factors of ideology and policy; the effects are mitigated when unionization is considered. What difference it makes, examines two variables in particular: unionization and service disruption. Piskulich reaches three conclusions: that a majority of subnational jurisdictions see value in collective bargaining for their public employees, that unions can help themselves, and that unionization and disruption vary with policies implemented. These findings provide insight into the larger questions on the role of organized labor in American democracy.

The privatization revolution, profit or revenue sharing, and employee participation in enterprise decision making are some of the major characteristics of modern capitalism. Such features can be observed in almost all countries, including Western developed, Third World, and primarily ex-socialist countries. The diffusion of stock ownership, the promotion of economic and industrial democracy, and the globalization of production and finance present new challenges and opportunities and reflect important structural economic and political changes. This book examines all these issues and provides valuable information and suggestions for labor-management relations and international business cooperation.

With the introduction of new production methods and technological innovation, tradesmen and workers encountered new challenges. This study examines the development of trade unions as a manifestation of working class experience in late Gilded Age America. It underscores both the distinctive and the common features of trade unionism across four occupations: building tradesmen, cigar makers, garment workers, and printers. While reactions differed, the unions representing these workers displayed a convergence in their strategic orientation, programmatic emphasis and organizational modus operandi. As such, they were not disparate organizations, concerned only with sectional interests, but participants in an organizational-network in which cooperation and solidarity became benchmarks for the labor movement.

Printers coped with the mechanization of typesetting by promoting greater cooperation among the different craft unions within the industry, with the aim of establishing effective job control. Building tradesmen exerted a pragmatic militancy, which combined strikes with overtures to the employers' business sense, to uphold the standards of craft labor. Cigar makers, especially handicraftsmen who found their position threatened by machinery and the growth of factory production, debated the merits of a craft-based union against the possible advantages of an industrial-oriented organization. Garment workers, caught in the snare of a sweating system of labor in which wages and work loads were inversely related, organized unions to mount strikes during the busy season in the hope of securing higher wages, only to see them whither in the midst of slack periods.

Drawing upon case studies of firms in the steel industry, authors show that companies competing internationally can pool their strengths to offset their individual weaknesses, enabling them to build economically successful entities more easily than if each company tried to go it alone in competition with rivals. In doing so they show how the world steel industry emerged into a group of international joint ventures and how in each of these transnational marriages the whole became greater than the sum of its parts. Among the authors' main points are: cultural conflicts are minimized by economic success but magnified by failure; expertise and commitment can overcome national differences, and even failing international joint ventures can be rehabilitated. Important reading for professionals in all areas of international business and for their colleagues in the academic community.

Included in each case study is a history of the firms and the emerging joint venture. Authors described the condition of facilities, the rehabilitation and construction of new facilities, the financial relationships between firms and the sources of funding, and their corporate structures. Cultural differences between firms and their impact on the success of the relationship are examined closely, with particular emphasis on personnel selection, training supervision, labor relations, retention and promotion policies and policies on tenure and layoff. Authors look at labor productivity and the use of participative management and other team approaches, relating them to such measurable variables as product quality, corporate profitability, and indeed the ultimate survival of each newly created firm. From there the authors show how the experiences of the steel industry and the lessons learned from its transnational alliances can be applied to other industries and to their own joint ventures.

Current and historical examples in the labour movement worldwide have helped to debunk the myth that workers cannot run production. Workers can take control of factories, reverting many assumptions about property, management, work organisation, wages andchallenge the almost natural character of capitalist work relations. This volume uses geographically and historically diverse examples to analyse the challenges and questions that alternative forms of work present to those involved.

The Islamic labor market rests on the principles of the free market exchange of Islamic economics. Regrettably, the latter has failed to keep pace with the rapidly growing academic and professional developments of the former. Much of the published work within Islamic economics is idealistic if not radically ideological with little relevance to the Islamic labor market, leaving students of Islamic economics without a coherent body of economic theory to understand the practical objectives of Shariah that gives a sense of direction to the developments in this field. Drawing upon received sources of goals of Shariah, the authors present an independent academic work which: Emphasizes the common conceptual grounds of labor market behavior shared by the objectives of Shariah approach as well as the conventional approach to economics. Adopts standard tools of contemporary economics to explain the industrial relations. Extends the conventional scope of the labor market and forces of the labor market under the umbrella of Shariah. Enables readers and practitioners of Islamic economics to make economic sense of Shariah compliance and human resource development. Explains how the economics of Shariah is liable to offer moral guidance and a sense of direction to regulators and practitioners of the Islamic labor market. Labor in an Islamic Setting will be of interest to postgraduate students, academics, middle and senior management in both the western and the Islamic business communities, researchers and policy makers.

Riccucci presents a well-researched analysis of the public-sector relationship of women and minorities to unions as well as the influence of unions on the wage and employment opportunities of women and minorities. Separate chapters discuss female and minority membership in public-sector unions, the legal obligations of unions to females and minorites, joint labor-management cooperation, including equal-opportunity and affirmative action committees and apprenticeship programs, women in uniformed service jobs, and unions and comparable worth. Choice Although in recent years much attention has been paid to affirmative action and the employment patterns of women and minorities in the public sector, there has been little attention placed on union involvement in these employment patterns; the role of unions in the private sector has been of concern to policymakers and scholars for decades. In Women, Minorities, and Unions in the Public Sector, Riccucci examines this discrepancy on the premise that although unions in the public sector are important decision makers in the employment of women and minorities, they are overlooked largely because their formal powers tend to be circumscribed due to their operation in the government as opposed to the private sector sphere. The research presented in this book suggests that unions in the public sector often possess de facto power to influence the employment progress of women and minorities in government work forces. Through legal, political, and historical frameworks, Riccucci examines the patterns of union involvement and addresses issues that are pertinent to both women and minorities. She provides an up-to-date list of case law as well as current data on the percentage of women and minorities in public sector unions.

This is an attempt to examine whether trade unions in Japan contributed to raising wages, productivity and firm's performance. In the western world trade unions are often regarded as organizations which prevent firms from performing well. The Japanese case may be different from Europe and North America. The book investigates who in Japan joins trade unions and asks whether there is any difference in the satisfaction level of employees, the wage level, and labour turnover rates between union members and non-union members.

Alabama has the largest industrial work force in the South. As a consequence, it also has the most significant labor movement in the region, a movement created in the face of an unusual combination of obstacles, yet, as this book shows, by the 1970s organized labor had established itself as a major economic and political force in Alabama.

A unique exploration of the the contributions made by multinational corporations to the difficult labour market transitions towards full integration of Central and Eastern Europe members of the European Union. This book considers the roles played by US, British and German multinational companies (MNCs) in Central and Eastern Europe.

Robert Taylor examines some of the most important personalities and events that shaped the Trades Union Congress during the 20th century, from the General Strike of 1926 to the New Unionism of the 1990s. The study includes portraits of Walter Citrine, founder of the modern TUC, as well as Ernest Bevin, Arthur Deaking, Frank Cousins, George Woodcock, Vic Feather, Jack Jones, Len Murray, Norman Willis and John Monks.

This state-of-the-art critical 'development' reader examines the inter-relationships between globalisation, poverty and conflict. It complements current debates in the field of development studies and, in an era in which development fatigue seems to have become more profound than ever before, it brings the importance of development once again to the forefront.
The contributions represent current thinking on (and practice of) development policy, poverty reduction, the need for multi-level democratic institutions, and the containing and prevention of conflicts.

This book describes the origins and birth of Solidarity in 1980, its rebirth in 1989, and the formation of a Solidarity government. This second edition is now enlarged to include fresh documentation of the 1980 strike, a further mmoire on the experts' role 'behind the scenes', and an entirely new chapter 'From Gdansk to Government'. Taken together, the analysis and documentation provide a permanent record of Eastern Europe's first breakthrough into post-communism.

South Africa has become a nation defined by its protests. Protests can, and do, bring societal problems to public attention in direct, at times dramatic, ways. But governments the world over are also tempted to suppress this right, as they often feel threatened by public challenges to their authority. Apartheid South Africa had a shameful history of repressing protests. The architects of the country's democracy expressed a determination to break with this past and recognise protest as a basic democratic right. Yet, today, there is concern about the violent nature of protests.

Protest Nation challenges the dominant narrative that it has become necessary for the state to step in to limit the right to protest in the broader public interest because media and official representations have created a public perception that violence has become endemic to protests. Bringing together data gathered from municipalities, the police, protestor and activist interviews, as well as media reports, the book analyses the extent to which the right to protest is respected in democratic South Africa. It throws a spotlight on the municipal role in enabling or mostly thwarting the right.

This book is a call to action to defend the right to protest: a right that is clearly under threat. It also urges South Africans to critique the often-skewed public discourses that inform debates about protests and their limitations.

Political dissent in Poland after World War II had changed considerably by the early 1980s. In the 1950s and 1960s it was characterized by spontaneity and lack of strategy; the opposite held true in the 1980s. The people of Poland became highly politicized and openly acting dissident organizations, hostile toward the communist state, flourished. Robert Zuzowski presents a comprehensive portrait of the unique pattern of dissent, exemplified by the Workers' Defense Committee KOR, which finally triumphed in Poland. He examines the rise of the opposition in Poland, a country which has experienced more political crises than any other East European nation.

Zuzowski argues that KOR, by introducing an innovative approach to political dissent in Poland, contributed significantly to the transformation of Polish politics. The volume also explores dissent in Poland during the two decades prior to the formation of KOR. The reasons for the formation of the Workers' Defense Committee are analyzed and its activities from its inception until the summer of 1980 are chronicled. The author then examines the Committee's relations with the Roman Catholic Church and dissident organizations. Concluding chapters discuss KOR's formal dissolution and the organization's influence on Polish political culture. This volume will interest students of communism and/or sociopolitical change, as well as all those concerned with East European politics.

Given users' heavy reliance of modern communication technologies such as mobile and tablet devices, laptops, computers, and social media networks, workplace cyberbullying and online harassment have become escalating problems around the world. Organizations of all sizes and sectors (public and private) may encounter workplace cyberbullying within and outside the boundaries of physical offices. Workplace cyberbullying affects the entire company, as victims suffer from psychological trauma and mental health issues that can lead to anxiety and depression, which, in turn, can cause absenteeism, job turnover, and retaliation. Thus, businesses must develop effective strategies to prevent and resolve such issues from becoming too large to manage. The Handbook of Research on Cyberbullying and Online Harassment in the Workplace provides in-depth research that explores the theoretical and practical measures of managing bullying behaviors within an organization as well as the intervention strategies that should be employed. The book takes a look at bullying behavior across a variety of industries, including government and educational institutions, and examines social and legislative issues, policies and legal cases, the impact of online harassment and disruption of business processes and organizational culture, and prevention techniques. Featuring coverage on a broad range of topics such as sexual abuse and trolling, this book is ideally designed for business managers and executives, human resource managers, practitioners, policymakers, academicians, researchers, and students.

This is a study of the Spanish Labour Movement in Barcelona from 1939 to 1988, with particular emphasis on the period between 1962 and 1976. It explains how the movement, so long the scourge of the Franco regime, became the poor relation of the new democracy it had helped to create. From this emerges a wide-ranging investigation of working-class life and culture, labour relations, and politics in an authoritarian regime. Balfour subtly interweaves all aspects of working-class experience, from architecture to accident benefits. The book thus successfully unravels one of the chief paradoxes of the transition from dictatorship to democracy in Spain, and also casts light on the broader issues of labour history in general, and the nature of modern authoritarian regimes. Dr Balfour uses the archives of Franco's secret police, untouched since the dictator's death, and provides a unique insight into the inner workings of the dictatorship.

Human capital theory, or the notion that there is a direct relationship between educational investment and individual and national prosperity, has dominated public policy on education and labor for the past fifty years. In The Death of Human Capital?, Phillip Brown, Hugh Lauder, and Sin Yi Cheung argue that the human capital story is one of false promise: investing in learning isn't the road to higher earnings and national prosperity. Rather than abandoning human capital theory, however, the authors redefine human capital in an age of smart machines. They present a new human capital theory that rejects the view that automation and AI will result in the end of waged work, but see the fundamental problem as a lack of quality jobs offering interesting, worthwhile, and rewarding opportunities. A controversial challenge to the reigning ideology, The Death of Human Capital? connects with a growing sense that capitalism is in crisis, felt by students and the wider workforce, shows what's at stake in the new human capital while offering hope for the future.

One of the major obstacles, if not "the" major obstacle, unions face in building their influence in the workplace is the opposition and resistance from those that own those workplaces, namely, the employers." Global Anti-Unionism" examines the nature and form of this anti-unionism, and in doing so explains the ways and means by which employers have successfully maintained their right to manage. The role of the state is also considered at length as part of the process by which employer domination has been maintained. Set in the context of the global north and south, this volume provides an introduction to the key theories and concepts, followed by historical and contemporary sections examining different countries.

"Advances in Industrial and Labor Relations" (AILR) continues to receive high quality submitted manuscripts and to publish the best among these, as determined by double blind anonymous refereeing. Volume 13 of "AILR" contains eight papers dealing, respectively, with European responses to high unemployment rates; the effects of alternative types of staffing arrangements; the adoption and use of alternative dispute resolution procedures in the nonunion workplace; the implications of organizational ombuds arrangements for voice, conflict resolution and fairness at work; building and sustaining labor-management partnerships; union and employer tactics in Ontario, Canada organizing campaigns; the late 20th century campaign for U.S. striker replacement legislation; and the development over a quarter-century of Australian industrial relations thought. It is no accident that the research settings for the papers contained in this volume include North America, Europe and the Pacific Rim. "AILR" has long encouraged manuscript submissions from researchers worldwide, and seeks to publish articles that expand theoretical and empirical industrial relations knowledge beyond that obtained from U.S. settings and data sources. Taken as a set, the eight papers contained in Volume 13 of "AILR" clearly reflect achievement of this objective.