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A New Theory of Industrial Relations - People, Markets and Organizations after Neoliberalism (Hardcover)
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A New Theory of Industrial Relations - People, Markets and Organizations after Neoliberalism (Hardcover)
Series: Routledge Research in Employment Relations
Expected to ship within 12 - 19 working days
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Most existing theoretical approaches to industrial relations and
human resources management (IR/HRM) build their analyses and policy
prescriptions on one of two foundational assumptions. They assume
either that conflict between workers and employers is the natural
and inevitable state of affairs; or that under normal
circumstances, cooperation is what employers can and should expect
from workers. By contrast, A New Theory of Industrial Relations:
People, Markets and Organizations after Neoliberalism proposes a
theoretical framework for IR/HRM that treats the existence of
conflict or cooperation at work as an outcome that needs to be
explained rather than an initial presupposition. By identifying the
social and organizational roots of reasoned, positively chosen
cooperation at work, this framework shows what is needed to
construct a genuinely consensual form of capitalism. In broader
terms, the book offers a critical theory of the governance of work
under capitalism. 'The governance of work' refers to the structures
of incentives and sanctions, authority, accountability and direct
and representative participation within and beyond the workplace by
which decisions about the content, conditions and remuneration of
work are made, applied, challenged and revised. The most basic
proposition made in the book is that work will be consensual-and,
hence, that employees will actively and willingly cooperate with
the implementation of organizational plans and strategies-when the
governance of work is substantively legitimate. Although stable
configurations of economic and organizational structures are
possible in the context of a bare procedural legitimacy, it is only
where work relationships are recognized as right and just that
positive forms of cooperation will occur. The analytic purpose of
the theory is to specify the conditions under which substantive
legitimacy will arise. Drawing in particular on the work of Alan
Fox, Robert Cox and Jurgen Habermas, the book argues that whether
workers fight against, tolerate or willingly accept the web of
relationships that constitutes the organization depends on the
interplay between three empirically variable factors: the objective
day-to-day experience of incentives, constraints and obligations at
work; the subjective understanding of work as a social
relationship; and the formal institutional structure of policies,
rules and practices by which relationships at work are governed.
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