This award winning handbook presents the views of both advocates and critics of the argument that government policies can establish gender and racial equality. In Affirmative Action: A Reference Handbook, recent events such as the end of affirmative action in California are examined along with their implications for employees and employers, public contracting, and education. The coverage details the roles of the women's and civil rights movements in shaping affirmative action policies, analyzes major laws and court cases, and profiles key proponents and critics. Provides important statistics collected by the Equal Employment Opportunities Commission and the U.S. Department of Education

There are many complicated theories and ideas about the structure and style of organisations. Human Resource Management and Development looks at how they apply in practice and what they mean for the people who work with them. Divided into four sections and amply illustrated with case studies, topics such as Organisation Theory, Recruitment and Selection, Leadership and Counselling are explained, concluding with chapters on 'Organisation Change' and 'Empowerment'. Written in an accessible and lively manner, this book will be of interest to both students and professionals involved in Human Resource Management.

When the American Railway Union went on strike against the Pullman Palace Car Company in 1894, it set into motion a chain of events whose repercussions are still felt today. The strike pitted America's largest industrial union against twenty-four railroads, paralyzed rail traffic in half the country, and in the end was broken up by federal troops and suppressed by the courts, with union leader Eugene Debs incarcerated. But behind the Pullman case lay a conflict of ideologies at a watershed time in our nation's history.

David Ray Papke reexamines the events and personalities surrounding the 1894 strike, related proceedings in the Chicago trial courts, and the 1895 Supreme Court decision, In re Debs, which set important standards for labor injunctions. He shows how the Court, by upholding Debs's contempt citation, dealt fatal blows to broad-based unionism in the nation's most important industry and to any hope for a more evenhanded form of judicial involvement in labor disputes-thus setting the stage for labor law in decades to come.

The Pullman case was a defining moment in the often violent confrontation between capital and labor. It matched wealthy industrialist George Pullman against Debs and gave a stage to Debs's fledgling attorney Clarence Darrow. Throughout the trial, capital and labor tried to convince the public of the justice of their cause: Debs decrying the company's treatment of workers and Pullman raising fears of radical unionists. Papke provides an analytically concise and highly readable account of these proceedings, offering insight into the strengths and weaknesses of the law at the peak of industrial capitalism, showcasing Debs's passionate commitment to workers' rights, and providing a window on America during a period of rapid industrialization and social transformation.

Papke shows that the law was far from neutral in defending corporate interests and suggests what the Pullman case, by raising questions about both the legitimacy of giant corporations and the revolutionary style of industrial unions, can teach us about law and legal institutions in our own time. His book captures the passions of industrial America and tells an important story at the intersection of legal and cultural history.

This book offers an inquiry into the construction of employment practices in a multinational company across Western & Eastern Europe. In the complex corporate & host-country influences, social interaction between the firm & local actors is presented as the underlying social mechanism through which work practices are constructed.

This book explores the Jewish Left's innovative strategies in maintaining newspapers, radio stations, and educational activities during a moment of crisis in global democracy. In the wake of the First World War, as immigrant workers and radical organizations came under attack, leaders within largely Jewish unions and political parties determined to keep their tradition of social unionism alive. By adapting to an emerging media environment dependent on advertising, turn-of-the-century Yiddish socialism morphed into a new political identity compatible with American liberalism and an expanding consumer society. Through this process, the Jewish working class secured a place within the New Deal coalition they helped to produce. Using a wide array of archival sources, Brian Dolber demonstrates the importance of cultural activity in movement politics, and the need for thoughtful debate about how to structure alternative media in moments of political, economic, and technological change.

In this volume, Alexander sketches the history of organized labor in the countries of Uruguay and Paraguay. He covers such topics as the role of organized labor in the economics and politics of these two countries and their relations with the international labor movement. It is based on extensive personal contacts of the author with the labor movements over almost half a century. It may seem unusual at first to have both of these countries in one volume because there does not exist anywhere else in Latin America such historical political disparity between neighboring countries as that between Uruguay and Paraguay. However, in spite of the political contrasts, there are certain similarities in the history of the labor movements of these two republics. In both Uruguay and Paraguay, the earliest organizations to be founded by the workers were mutual benefit societies, rather than trade unions. But in both countries, trade unions which sought to protect their members against employers began to appear. By the early years of the 20th century, these unions began to demand that employers negotiate with them, and there were an increasing number of strikes, attempting to make these demands effective. There were soon efforts to bring together the various trade unions into broader local, national, and international labor organizations.

This book takes a fresh look at the issue of job quality, analyzing employer behaviour and discussing the agenda for policy intervention. Between 1997 and 2002, more than twelve million new jobs were created in the European Union and labour market participation increased by more than eight million. Whilst a good deal of these new jobs have been created in high-tech and/or knowledge-intensive sectors providing workers with decent pay, job security, training and career development prospects, a significant share of jobs, particularly in labour-intensive service sector industries fail to do so. This volume provides new perspectives on this highly debated and policy relevant issue.

This book examines the form and character of the internationalization of employee relations in the automobile industry. It goes onto examine the impact of the new forms of regionalization and their impact on employment relations within firms. Case studies are used to examine the transformation of employment standards, including General Motors, Toyota, Renault, FIAT and Peugeot. The book also assesses the significance of the emergence of regional integration processes in the form of regional economic spaces (EC, Nafta, Mercusor and ASEAN).

Volume 15 of Advances in Industrial and Labor Relations (AILR) contains ten papers, four of which deal with human resource management and six of which deal with unionization. Six of the papers were originally presented in Best Papers sessions at the 57th and 58th annual meetings of the Labor and Employment Relations Association (LERA). In keeping with AILRs global perspective and global sourcing of leading research, the studies contained in these papers draw on data from the United Kingdom, France, Asia, Canada and the United States.
*Contains 10 papers that address human resource management and unionization
*Global perspective with data from the UK, France, Asia, Canada, and the US
*Six of the 10 papers were "Best Papers' from the 57th and 58th annual meetings of the LERA

This book provides an understanding of the processes in which unions engage with young people, and views and opinions young people hold relating to collective representation. It features a selection of specific national cases of high relevance to contemporary debates of precariousness, trade union revitalization strategies and austerity policies.

The Polish crisis in the early 1980s provoked a great deal of reaction in the West. Not only governments, but social movements were also touched by the establishment of the Independent Trade Union Solidarnosc in the summer of 1980, the proclamation of martial law in December 1981, and Solidarnosc's underground activity in the subsequent years. In many countries, campaigns were set up in order to spread information, raise funds, and provide the Polish opposition with humanitarian relief and technical assistance. Labor movements especially stepped into the limelight. A number of Western European unions were concerned about the new international tension following the Soviet invasion of Afghanistan and the new hard-line policy of the US and saw Solidarnosc as a political instrument of clerical and neo-conservative cold warriors. This book analyzes reaction to Solidarnosc in nine Western European countries and within the international trade union confederations. It argues that Western solidarity with Solidarnosc was highly determined by its instrumental value within the national context. Trade unions openly sided with Solidarnosc when they had an interest in doing so, namely when Solidarnosc could strengthen their own program or position. But this book also reveals that reaction in allegedly reluctant countries was massive, albeit discreet, pragmatic, and humanitarian, rather than vocal, emotional, and political.

In the most comprehensive work on the subject published to date, McCabe presents a thorough analysis of internal dispute resolution systems in 78 of the nation's leading nonunion companies. The study's primary focus is on the procedural requirements involved in processing employee complaints for companies desiring to establish or improve internal grievance resolution programs. Three major types of procedures are examined in depth: nonunion grievance arbitration systems, nonunion internal tribunals and peer review systems, and nonunion open-door policies and formal appeal systems.

McCabe's organizing precept is the belief that it is always in management's own self interest to recognize the need for sound and equitable nonunion complaint and grievance procedures. Following his analysis of complaint procedures as stipulated in the employee relations manuals of the 78 companies under study, McCabe appraises the effectiveness of these procedures in actual practice. He demonstrates that in order to be successful, each company must tailor an individualized package of dispute resolution techniques to fit its own corporate philosophy of employer-employee relations. A comprehensive literature review and a bibliography for both practitioners and scholars of strategic human resources management complete this definitive study of dispute resolution in nonunion settings.

Drawing on Marxism and engaging with theorists such as Mikhail Bakhtin, Gilles Deleuze, and Slavoj i ek, John Michael Roberts argues that a new expressive ideology has coalesced within the contemporary workplace around the theme of 'competence'. The 'competence' agenda encourages management and workers to build networks of trust, cooperation and dialogue between one another. By examining the competent public sphere as it appears in the global economy, the author takes to task the competence agenda, relates this agenda to the hegemony of global finance and to the fetishism of the new economy, exposes the dilemmas and contradictions of the competence agenda, and through everyday examples from the UK and USA illustrates how competence is played out and resisted in the contemporary workplace. This bookprovides a fascinating critical account of how the way we work today is debated and discussed by management and workers.

This volume deals with the history of organized labor in all of the countries of the English-speaking West Indies. It is the fourth in a series of histories of the organized labor movement in Latin America and the Caribbean. Alexander traces the countries' origins, early struggles, experiences with collective bargaining, and the key roles in the politics of their respective countries, particularly their participation in the struggle for self-government and independence. He also examines the international organizations of trade unions in the West Indian area, and their association with the hemisphere and worldwide labor groups.

This work is based on the author's personal contacts with these labor movements and their leaders, as well as on printed material, including collective contracts, histories of some of the labor groups and other similar sources. Scholars and students of labor relations, economic and social development, and those interested in the history of the West Indies and Latin America will enjoy this book.

Unlike other labor law and management books, Blackard's comprehensive new work not only examines legal, strategic human resources management, change management, and related labor/management relations issues, but also offers easily grasped and applied methods for addressing all of these issues. Labor relations should be a fully integrated part of a systemic approach to human resource management, argues Blackard. He challenges the feasibility of ad hoc programs and labor/management partnerships, but encourages collaboration within the context of both parties' interests and roles. His book provides a philosophy and set of practices to manage change and improve the labor/management relationship in the unionized workplace.

Companies with poor union relationships rarely have union problems; they have management problems. The crux is that managing change is a special challenge. To help executives address the challenge, Blackard first reviews the state of labor relations and discusses key differences between managing change in union and non-union settings. He presents a philosophy based on collaboration of countervailing interests and an integrated model for change management that is uniquely applicable in unionized workplaces. He then discusses the application of management practices based on such concepts as organizational learning, systems theory, trust, power, mutual gains negotiations, and supplemental teams that support the countervailing collaboration concept. By seeing labor relations as part of a broader human resource management system, one can identify and better understand many of the questions that inevitably rise when faced with the need for rapid and often drastic change.

The Noble Order of the Knights of Labor was the most ambitious and significant labor organization of the Gilded Age. As the charismatic leader of this group, Terence Powderly was America's first nationally known labor leader, the first to achieve a high degree of recognition from working people, industrialists, and politicians across the continent. To most Americans, Powderly "was" the Knights of Labor. Based on an exhaustive examination of Powderly's voluminous correspondence, this book offers a critical analysis of Powderly's efforts to oversee the most spectacular experiment in class-wide solidarity ever undertaken.

Phelan paints a sympathetic and probing portrait of a complex figure caught up in the whirlwind of local and national events. He details the challenges and pressures of labor leadership at a time when industrialization was convulsing the nation, and when the labor movement was struggling to build a viable national institution capable of creating a more egalitarian society. The national focus of this study helps to synthesize the numerous community studies written on the Knights in recent years and offers fresh perspectives on the ultimate meaning of the organization. It is the first detailed examination of the Knights' leadership since the Powderly and Hayes Papers have become available.

This text examines the impact of public sector reforms and reorganisations on the experiences of the UK public sector's six million workers and those employed in the private sector but providing public services. Chapters bring long-standing topics up-to-date, such as worker representation and reward.

This book is divided into six chapters: a review of theory and research; diagnosing situational characteristics; measuring performance; estabiling pay increases; pay system administration; and pay system evolution.

This project provides an in-depth study of the role of worker-activist leaders in industrial strikes in China, a country where labor rights face significant challenges from state and industry suppression and by current lack of formal organization.

This book examines the escalation of an organizational conflict to one of the most talked about industrial crises of the past decade: the demise of Eastern Airlines. Through an analysis of the messages exchanged by some of its key participants--the representatives of the pilots and management of Eastern--this study attempts to explain how and why some 4,000 men and women walked away from high-paying glamour jobs and toppled an institution. The book is not an evaluation of the economic climate or financial events that put Eastern into a critical bind; instead, it is an analysis of the human cost of an organizational tragedy that might possibly have been avoided.

The results of the study support communication theory that predicts that when an agitative group bearing the characteristics of the pilots of Eastern Airlines conflicts with an establishment such as Eastern's management under Frank Lorenzo, the establishment can always successfully avoid or suppress agitative movements. This work will be of interest to scholars and practitioners in industrial relations, labor-management studies, corporate communication, and American industrial history.

In Combating Injustice, Jon Falsarella Dawson approaches American literary naturalism as a means of social criticism, exploring the powerful economic arguments and commentaries on labor struggles presented in novels by Frank Norris, Jack London, and John Steinbeck. Making use of extensive archival research, Dawson considers many of the original periodical sources that fueled books from McTeague to The Grapes of Wrath, as Norris, London, and Steinbeck transformed contemporary materials into illustrations of the socioeconomic forces that shape American life. By depicting the operations of powerful individuals and institutions, these naturalist writers offered audiences a greater awareness of the plight of labor so that readers might find the inspiration to become agents of change. Works such as The Octopus, The Iron Heel, Martin Eden, and In Dubious Battle illuminate many of the central economic issues at play in the United States during the late nineteenth and early twentieth centuries, including the rise of commodity culture, labor disputes involving industrial and agricultural workers, widespread poverty, extreme inequality, and the concentration of resources and land ownership. Norris, London, and Steinbeck highlighted the dangers of these developments by charting their impact on central characters whose fates result from the predatory tactics of corporate monopolies, wealthy individuals, and large financial establishments. Dawson's lucid analysis shows how all three writers, drawing on contemporary events, accentuated the need for reform and stressed the potential for change by human action. Each author took inspiration from notable events in California, ranging from the Mussel Slough tragedy of 1880 to the agricultural strikes in the Central Valley during the 1930s, presenting the state as a microcosm for conditions throughout the nation during a period of tremendous upheaval. Combating Injustice: The Naturalism of Frank Norris, Jack London, and John Steinbeck provides carefully contextualized readings of three major writers whose works express both the necessity for and the possibility of creating a more egalitarian society.

The study of European labor relations has traditionally been divided between two major theoretical perspectives. Descriptive nation-studies and case studies of specific developments have dominated the European continent. In contrast, the Anglo-Saxon approach has been more explicitly comparative and theoretical in its orientation. As a consequence of their unique advantages and common disadvantage of a focus on national developments to the exclusion of general trends, Europe remains a patchwork of different nations with respect to labor relations. Hans Slomp offers this book as an effort to complement this national perspective with a European view. He provides a general introduction to European labor relations, offering comparative material from a range of countries. Each chapter covers a specific period; the division into periods is based on important changes in economic and political conditions common to most of Europe. In accordance with the continental approach, attention is devoted not just to the form, but also to the content of labor relations. The survey covers the issues of labor relations as practiced by employers or employers' associations and trade unions rather than as an academic discipline. For the general reader, Slomp's work provides a much-needed survey of European labor relations. For the labor relations scholar, it facilitates the distinction between what is truly specific for one country and what is a variation from a European trend.

This book aims to fill some of the gaps in historical narrative about labor unions, Nigerian leftists, and decolonization during the twentieth century. It emphasizes the significance of labor union education in British decolonization, labor unionism, and British efforts at modernizing the human resources of Nigeria.