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This comprehensive study provides a perceptive portrait of
workplace employment relations in Britain and France using
comparable data from two large-scale surveys: the British Workplace
Employment Relations Survey (WERS) and the French Enquete Relations
Professionnelles et Negociations d'Entreprise (REPONSE). These
extensive linked employer-employee surveys provide
nationally-representative data on private sector employment
relations in all but the smallest workplaces, and offer a unique
opportunity to compare and contrast workplace employment relations
under two very different employment regimes. An insightful read for
all academics and students of employment, the findings also have
implications for practitioners and policy-makers keen to identify
and promote "best practice".
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/
Have configurations of labour-management practices become embedded
in the British economy? Did the dramatic decline in trade union
representation in the 1980s continue throughout the 1990s, leaving
more employees without a voice? Were the vestiges of union
organization at the workplace a hollow shell? These and other
contemporary issues of employee relations are addressed in this
report. The book reports the results from the series of workplace
surveys conducted by the Department of Trade and Industry, the
Economic and Social Research Council, The Advisory Conciliation and
Arbitration Service, and the Policy Studies Institute. Its focus is
on change, captured by gathering together the enormous bank of data
from all four of the large-scale and highly respected surveys, and
plotting trends from 1980 to 1999. In addition, a special panel of
workplaces, surveyed in both 1990 and 1998, reveals the complex
processes of change.;Comprehensive in scope, the results are
statistically reliable and reveal the nature and extent of change
in all bar the smallest British workplaces.
Have configurations of labour-management practices become embedded
in the British economy? Did the dramatic decline in trade union
representation in the 1980s continue throughout the 1990s, leaving
more employees without a voice? Were the vestiges of union
organization at the workplace a hollow shell? These and other
contemporary issues of employee relations are addressed in this
report. The book reports the results from the series of workplace
surveys conducted by the Department of Trade and Industry, the
Economic and Social Research Council, The Advisory Conciliation and
Arbitration Service, and the Policy Studies Institute. Its focus is
on change, captured by gathering together the enormous bank of data
from all four of the large-scale and highly respected surveys, and
plotting trends from 1980 to 1999. In addition, a special panel of
workplaces, surveyed in both 1990 and 1998, reveals the complex
processes of change.;Comprehensive in scope, the results are
statistically reliable and reveal the nature and extent of change
in all bar the smallest British workplaces.
With the financial crisis and Great Recession, some economists have
begun to question the orthodox approach to production and
capital/labor relations over the last two to three decades. This
orthodoxy has been thrown into question due to concerns of poor
corporate decision-making, corporate capture of regulators,
perceived rewards for failure, and uneven productivity growth. But
a new spirit of introspection and doubt about orthodox approaches
has created some impetus leading to greater interest in themes,
such as worker ownership, sharing rewards, co-operatives, and
employee involvement practices which feature heavily in the
"Advances" series. This "new spirit" is apparent for all to see in
the 12 contributions to this volume of "Advances" which cover
co-operatives; effects of worker participation on firm performance;
the diffusion of high involvement management practices; and
outcomes for workers (i.e., job satisfaction and wages).
This volume includes theoretical and empirical research into
changing institutions and employee participation. Topics covered in
this title include: the experience with employee ownership in
relation to the fast change of institutions in transitional
countries including those in Eastern Europe, the Former Soviet
Union, and China; the influence of the specific institutional
setting on development; e.g. for the Mondragon Group of coops or
the Italian Cooperative Associations, development as affected both
by the institutional structure within the group and the surrounding
institutions; and, the influence of legislation in different
countries of conditions for the development of different types of
employee participation. It includes: the re-shaping of the role of
the employees as company stakeholders and the impact of these
changes on employee motivation, effort and productivity; the impact
of new employee incentive schemes, reward structures or other
incentive mechanisms (if any) on firm productivity and financial
performance; evidence of the implementation and effects of the
'employee share-ownership education'; and, the impact of different
informal institutions (culture) on the development and performance
of different forms of employee participation.
The last twenty-five years have seen the world of work transformed
in Britain. Manufacturing and nationalized industries contracted
and private services expanded. Employment became more diverse.
Trade union membership collapsed. Collective bargaining disappeared
from much of the private sector, as did strikes. This was
accompanied by the rise of human resource management and new
employment practices. The law, once largely absent, increasingly
became a dominant influence. The experience of work has become more
pressured. The Evolution of the Modern Workplace, first published
in 2009, provides an authoritative account and analysis of these
changes and their consequences. Its main source is the five
Workplace Employment Relations Surveys that were conducted at
roughly five-year intervals between 1980 and 2004. Drawing on this
unique source of data, a team of internationally renowned scholars
show how the world of the workplace has changed, and why it has
changed, for both workers and employers.
This 12th edition of "Advances in the Economic Analysis of
Participatory and Labor-Managed Firms" contains a stimulating
collection of original papers spanning a wide variety of topics.
Part 1 of the volume contains three papers on the subject of job
design and organizational performance, covering the determinants of
multiskilling from a theoretical perspective and also the empirical
effect of multiskilling and teams on financial performance. Part 2
of the volume concerns compensation, worker attitudes, and
productivity. Papers in this section cover the effect of rules and
costs on employer-provided health insurance, majority ownership and
executive compensation, worker attitudes towards different forms of
employee ownership and variable pay, and an analysis of
performance-related pay, unions, and productivity in Italy. Part 3
contains three studies of worker cooperatives and nonprofit
organizations in Italy, Spain, and Uruguay. This volume concludes
with a debate on free trade and the ecological effects of
alternative socio-economic systems.
How have employment relations evolved over the last decade? And how
did workplaces and employees fare in the face of the longest
recession in living memory? Employment Relations in the Shadow of
Recession examines the state of British employment relations in
2011, how this has changed since 2004, and the role the recession
played in shaping employees' experiences of work. It draws on
findings from the 2011 Workplace Employment Relations Study,
comparing these with the results of the previous study conducted in
2004. These surveys - each collecting responses from around 2,500
workplace managers, 1,000 employee representatives and over 20,000
employees - provide the most comprehensive portrait available of
workplace employment relations in Britain. The book provides an
in-depth analysis of the changes made to employment practices
through the recession and of the impact that the economic downturn
had on the shape and character of the employment relationship.
The last thirty years have seen the world of work transformed in
Britain. Manufacturing and nationalized industries contracted and
private services expanded. Employment became more diverse. Trade
union membership collapsed. Collective bargaining disappeared from
much of the private sector, as did strikes. This was accompanied by
the rise of human resource management and new employment practices.
The law, once largely absent, increasingly became a dominant
influence. The experience of work has become more pressured. The
Evolution of the Modern Workplace provides an authoritative account
and analysis of these changes and their consequences. Its main
source is the five Workplace Employment Relations Surveys that were
conducted at roughly five-year intervals between 1980 and 2004.
Drawing on this unique source of data, a team of internationally
renowned scholars show how the world of the workplace has changed,
and why it has changed, for both workers and employers.
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