Social scientists have not helped the working class make strategic deci sions. Unionists need to know how to carry on industrial conflict so as to provide concrete economic benefits for their members. Should unions strike or not strike? Should losses be avoided at all costs, or can unions afford to take chances? Does economism gut the class power of workers or provide a pragmatic strategy for increasing workers' wage gains? We can say with great confidence that workers should join unions; there is now an exhaustive and compelling literature demonstrating that union membership provides a wide variety of economic benefits. We can say that corporatist class compromises lower income but increase job security and overall employment. Beyond that, however, we cannot say much. In particular, we can do little to advise particular unions in partic ular fixed institutional and political environments how they should han dle the microtactics of individual confrontations. The United Farm Work ers do not need a speech about the miracle of the Swedish industrial relations system. They need to know whether they should strike or not strike, and how their tactics should change if rival Teamsters come into the field. Unfortunately, medical research often has to start with rabbits be fore it proceeds to humans, and so it is with research in industrial conflict. The realistic prospects of doing a large sample analysis of con temporary American wage settlements that simultaneously estimates the effects of union tactics and economic factors are poor."

Based on the primary analysis of the 2004 Workplace Employment Relations Survey (WERS 2004), this is the fifth book in the series which began in 1980, and which is considered to be one of the most authoritative sources of information on employment relations in Great Britain. Interviews were conducted with managers and employee representatives in over 3,000 workplaces, and over 20,000 employees returned a self-completion questionnaire. This survey links the views from these three parties, providing a truly integrated picture of employment relations. This book provides a descriptive mapping of employment relations, examining the principal features of the structures, practices and outcomes of workplace employment relations. The reader can explore differences according to the characteristics of the workplace and organization, including workplace size, industrial sector and ownership. Current debates are examined in detail, including an assessment of the impact of the Labour Government's programme of employment relations reform. A key reference from a respected and important institution, this book is a valuable 'sourcebook' for students, academics and practitioners in the fields of employee relations, human resource management, organizational behaviour and sociology. Visit the Companion website at http://cw.routledge.com/textbooks/0415378133/

There is perhaps no area of British life where attitudes are more strongly influenced by shared traditions and past experiences than the trade union movement; the memory of the working-class movements is a long one. It is therefore all the more important in the light of recent events to examine the origins and development of trade-union organization over the decades if we are to understand the unions of today, which have emerged as one of the most crucial and strongest elements in the economy.
This book is the product of twenty years detailed research and general reflection on the course of trade-union development, and ranges over the whole field of British trade-union history, from the early craft societies to the structure of modern trade unionism. It begins by illuminating the problems associated with researching and writing in this field, and goes on to trace the main trends of trade-union development, linking these with modern trade-union problems.
Particular attention is paid to some of the important aspects of this history the Owenite period, the so-called New Model unions, the origins of the Trades Union Congress, and more recent changes in trade-union organization. These themes are woven into a broad study which includes detailed investigation of individual trade unions (particularly the printing unions, and also an early employers association) with a general review of the whole movement.
Trade-union history is closely bound up with social conditions, and Professor Musson also examines a number of such related aspects as the struggle for a free press, the origins of the co-operative movement and the early factory system. This classic book was first published in1974.

In the context of the evolution of affirmative action at the national and state levels, this study offers an empirical account of the citizens' movement in California that successfully resulted in the passage of a constitutional amendment to abolish such preferences in public education, public employment, and public contracting. It describes how the concept of affirmative action was transmuted into quotas and set-asides even in those situations where there was no credible evidence of past discrimination. This process was aided by Presidential Executive Orders as well as by some Supreme Court decisions which, until the late 1980s, failed to provide clear parameters of compensatory versus preferential actions. The California movement arose to reassert the original vision of equality as contained in the Civil Rights Act of 1964. Raza, Anderson, and Custred, who have studied the historical development of the phenomenon and have witnessed its actual operation, lift the curtain of secrecy that surrounds such preferences.

This book challenges the notion that affirmative action is a benign and temporary measure that simply provides a helping hand to those who are disadvantaged. There is ample evidence of the institutionalization of preferences that generally provide advantages to those who could otherwise compete on their own merits. Such unfair competitive advantages, provided by government agencies and public educational institutions have neither moral nor political majority support; however, they continue to exist through pressure of political interest groups, liberal political ideology, and entrenched bureaucrats who administer the system. Quite contrary to some people's thinking, the system of preferences may no longer be considered either permanent or necessary.

Jonathan Garlock's Guide to the Local Assemblies of the Knights of Labor makes accessible a great deal of information necessary for understanding and evaluating the history and impact of this organization. It provides information on twelve thousand local assemblies organized by the Knights of Labor between 1869 and 1896. Organized geographically by state, county, and community, the Guide provides the assigned local assembly number, dates of existence, and community population for each local. The occupations of the members are given; where known, members' race, sex, and ethnicity are provided.

This comprehensive survey of continuity and change in trade unions looks at five primarily English-speaking countries: the USA, Canada, Australia, New Zealand and the UK. The authors consider the recent re-examination by trade union movements of the basis of union organization and activity in the face of a harsher economic and political climate. One of the impetuses for this re-examination has been the recent history of unions in the USA. American models of renewal have inspired Australia, New Zealand and the UK, while Canada has undergone a cautious examination of the US model with an attempt to develop a distinctive approach. This book aims to provide a thorough grounding for informed discussion and debate about the position and place of trade unions in modern economies.

Covering the role of trades unions and labour organizations in industrial relations, Industry's Democratic Revolution contains case studies from Austria, Canada, France, Germany, Israel, Norway, Sweden, Switzerland, the UK and USA. Each chapter is authored by a president or secretary general of one of the largest industrial unions from that particular country, which gives an unparalleled insight into the workings of unions and their participation in the key issues of industrial relations such as: productivity factors; guaranteed wages; union participation in management decision-making; de-centralization of industrial power; and policy research.

This book gives a comprehensive survey of the field of Industrial Relations, focusing on general principles and problems. Illustrations are drawn from the practices adopted in many parts of the world such as Australia, France, Germany and the USA.

Contents include chapters on the following:
* Personnel Management
* Training
* Methods of Wage Payment
* Job Evaluation
* Profit-Sharing and Co-partnership
* Trade Unionism
* Employers' Organizations
* Collective Bargaining
* Wage Bases
* Equal Opportunities
* Conciliation and Arbitration

This comparative study of industrial relations provides an analysis of a wide range of phenomena, with a view to uncovering the origins of national diversity. It takes into account the notion of strategic choice, set within a series of constraints of environment, organizational and institutional conditions and power relationships. The book: covers a wide range of examples from the UK, USA, France, Germany Italy, Sweden, Eastern Europe, Latin America, India and Japan; includes a comprehensive analysis of management and employers' associations, labour and trades unions; and examines the role of the state in comparative perspective.

This volume contains papers dealing with topics such as the effects of company unions on wages, the effects of labour market regulation on hiring standards, coalition bargaining at General Electric, cooperative labour-management partnerships in the steel industry, the union commitment of adjunct faculty, the effects of union political outreach on union members political perceptions, preferences and voting behaviour, reinterpretation of "new" labour historians differences with "old" labour historians, and newly discovered lecture notes by industrial relations scholar Sumner Slichter that detail his views on the early development of welfare capitalism in the US. These papers contain a vibrant mix of disciplinary perspectives, analytical methods, arguments and conclusions about key industrial relations topics - and do so from both contemporary and historical perspectives. The volume should be of interest to industrial relations scholars and students worldwide.

Sex Worker Union Organising is the first study of the emerging phenomenon of sex workers - prostitutes, exotic dancers such as lap dancers, porn models and actresses, and sex chatline workers - asserting that their economic activities are work and as such, they are entitled to workers' rights. The most developed instances of this struggle, in Australia, Britain, Canada, Germany The Netherlands, New Zealand and the US, have taken the form of unionisation. Sex Worker Union Organising analyses the basis and contexts for this struggle and assesses the opportunities and challenges facing these unionisation projects. It concludes that the most significant obstacles to the advance of these unionisation projects are the sparsity of sex worker union activists and the paucity of understanding of the sex worker discourse by sex workers and non-sex workers alike.

This volume contains the proceedings of a conference held to assess the current state of the analysis of the labour market and of industrial relations and their relationship to economic performance.;The matters covered include the value of the corporatist approach versus alternatives, for example, a sort of sector corporatism or a corporatist approach at the level of the firm; the future scenarios for industrial relations with a series of county studies with special reference to incomes policies and the departures from various neocorporatist models; the importance of institutions and public structures in industrial relations; labour market flexibility and unemployment.

Sex Worker Unionisation examines the challenges and opportunities offered by unionisation for Sex Workers. Exploring unionisation projects undertaken by Sex Workers in most major economies, this ground-breaking study shows how sex-workers have collectively sought to control and organise their work and working lives by co-determining the wage-effort with their de facto employers. It highlights the range of significant obstacles that have impeded their progress, including owner hostility, state regulation and the sway of radical feminism that is present in many unions. Outlining a more efficacious model for sex worker unionisation based upon combining occupation unionism and social movement unionism, this pioneering and controversial new book offers an important study of business organization in a unique industry.

Much of the debate on the future of work has focused on responses to technological trends in the Global North, with little evidence on how these trends are impacting work and workers in the Global South. Drawing on a rich selection of ethnographic studies of precarious work in Africa, this innovative book discusses how globalisation and digitalisation are drivers for structural change and examines their implications for labour. Bringing together global labour studies and inequality studies, it explores the role of digital technology in new business models, and ways in which digitalisation can be harnessed for counter mobilisation by the new worker.

"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 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.

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.

The poignant rise and fall of an idealistic immigrant who, as CEO of a major conglomerate, tried to change the way America did business before he himself was swallowed up by corporate corruption. At 8 a.m. on February 3, 1975, Eli Black leapt to his death from the 44th floor of Manhattan's Pan Am building. The immigrant-turned-CEO of United Brands-formerly United Fruit, now Chiquita-Black seemed an embodiment of the American dream. United Brands was transformed under his leadership-from the "octopus," a nickname that captured the corrupt power the company had held over Latin American governments, to "the most socially conscious company in the hemisphere," according to a well-placed commentator. How did it all go wrong? Eli and the Octopus traces the rise and fall of an enigmatic business leader and his influence on the nascent project of corporate social responsibility. Born Menashe Elihu Blachowitz in Lublin, Poland, Black arrived in New York at the age of three and became a rabbi before entering the business world. Driven by the moral tenets of his faith, he charted a new course in industries known for poor treatment of workers, partnering with labor leaders like Cesar Chavez to improve conditions. But risky investments, economic recession, and a costly wave of natural disasters led Black away from the path of reform and toward corrupt backroom dealing. Now, two decades after Google's embrace of "Don't be evil" as its unofficial motto, debates about "ethical capitalism" are more heated than ever. Matt Garcia presents an unvarnished portrait of Black's complicated legacy. Exploring the limits of corporate social responsibility on American life, Eli and the Octopus offers pointed lessons for those who hope to do good while doing business.

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

John Dunlop is one of the world's outstanding figures in the theory and practice of industrial relations. In this book he advocates a better means to resolve disputes. He stresses that each side must work out its own internal accommodation as a necessary prerequisite to across-the-table resolution.

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.