Labour Markets and their Regulation

2017 ◽  
Author(s):  
Georg Menz
Keyword(s):  
Trade Unions ◽  
General Trend ◽  
Industrial Relations ◽  
Labour Markets ◽  
Training Systems ◽  
Power Resources ◽  
Labour Market Participation ◽  
Depth Analysis ◽  
Historical Trajectory ◽  
And Training

This first empirical chapter provides an in-depth analysis of changes to the models of industrial relations in six countries, considering general patterns of change, their sources, and their precise impact. A general trend towards liberalization plays out differently depending on power resources, institutional constellations, and historical trajectory. Societal trends, including increasing female and ethnic minority labour market participation and increases in atypical forms of employment, present challenges for trade unions. Employer associations are losing members, but can wield the powerful threat of outsourcing abroad. Finally a tour d’horizon of education and training systems establishes how they link into the structure of labour markets.

The concept of ‘flexicurity’: a new approach to regulating employment and labour markets

2004 ◽  
Vol 10 (2) ◽  
pp. 166-186 ◽  
Author(s):  
Ton Wilthagen ◽  
Frank Tros
Keyword(s):  
Trade Unions ◽  
Industrial Relations ◽  
Labour Markets ◽  
Vulnerable Groups ◽  
Work Organisation ◽  
The European Union ◽  
Policy Makers ◽  
New Approach ◽  
The One ◽  
National Governments

This article deals with the new policy concept of ‘flexicurity’ in view of the emerging flexibility-security nexus currently faced by the European Union, national governments, sectors of industry, individual companies and workers. On the one hand there is a strong demand to make labour markets, employment and work organisation more flexible. At same time, an equally strong demand exists for providing security to employees – especially vulnerable groups – and for preserving social cohesion in our societies. Policy-makers, legislators, trade unions and employers’ organisations have a strong need for new theory-inspired policy models and concepts that promise to reconcile these goals of enhancing both flexibility and security that at first sight seem incompatible. This article discusses the origins, conditions and potential of ‘flexicurity’ as policy or strategy at various levels of industrial relations. It also outlines a research agenda.

Corporate Governance and Training

2009 ◽  
Vol 51 (4) ◽  
pp. 459-487 ◽  
Author(s):  
Marc Goergen ◽  
Chris Brewster ◽  
Geoffrey Wood
Keyword(s):  
Corporate Governance ◽  
Industrial Relations ◽  
Careful Analysis ◽  
Distinctive Features ◽  
Market Economies ◽  
Training Systems ◽  
National Differences ◽  
The Social ◽  
Liberal Market Economies ◽  
And Training

This article uses the notion of national recipes of corporate governance to explore national differences in the provision, extent, range, cost and arrangements made for training by employers. Drawing on an extensive database, careful analysis shows that there are significant differences between the liberal market economies and others in their employer training provision and systems. The research also highlighted considerable differences in practice in coordinated market economies, most notably between the social democracies of the Nordic countries and the Rhineland continental economies. The data also shows evidence of the embeddedness of training systems in the society and the industrial relations systems in which they operate: there are a limited number of clusters of countries that retain distinctive features. These clusters broadly correspond to the five different models of capitalism identified by Amable (2003), with differences encountered being generally on the lines predicted by the latter.

Can productivity be socially embedded? Reflections on some productivity measures of 2000s

2014 ◽  
Vol 63 (3) ◽  
pp. 354-369 ◽  
Author(s):  
Ruya Gokhan Kocer
Keyword(s):  
Trade Unions ◽  
Policy Making ◽  
Design Methodology ◽  
Industrial Relations ◽  
National Policy ◽  
Content Type ◽  
Graphical Displays ◽  
New Concepts ◽  
Depth Analysis ◽  
Empirical Material

Purpose – The purpose of this paper is to give an overview of items that are included in recent productivity programmes in various countries and integrate these items with the ideas of virtuous circuit of productivity and socially embedded productivity. Design/methodology/approach – In depth analysis of an illustrative set of productivity measures. The analysis reveals how each measure/programme could make sense to the industrial relations actors. A new conceptual reformulation of analysed measures and programmes. Findings – Bilateral productivity deals between trade unions and employers are not necessarily good from the perspective of national policy making. For this kind of uncoordinated productivity measures, though may be good for individual enterprises, may increase unemployment by pushing other domestic competitors out of the market or compelling them to lay-off workers in a reactive fashion. By drawing on Polanyi, one may argue that it is possible to strike a good balance between productivity concerns and societal interests by embedding the former into the latter. Research limitations/implications – The purpose is to introduce a new conceptualization, thus the empirical material is meant to be illustrative rather than extensive. Originality/value – By using graphical displays and empirical argumentation two new concepts are introduced: first, virtuous circuit of productivity and second, socially embedded productivity.

scholarly journals Exploring Factors that Shape the Inclusion and Nature of Work–Life Balance Policies within Collective Agreements in New Zealand

2021 ◽  
Author(s):  
◽  
George Chipindiku
Keyword(s):  
New Zealand ◽  
Trade Unions ◽  
Industrial Relations ◽  
Work Life ◽  
Work Life Balance ◽  
Second Phase ◽  
Employment Relations ◽  
Life Balance ◽  
Employment Agreement ◽  
Depth Analysis

<p>The aim of this research is to identify factors that influence the nature and inclusion of work–life balance (WLB) policies within collective employment agreements (CEAs) in New Zealand organisations. Due to the increasing challenges of dual careers, aging population and single parent families, WLB practices are progressively becoming more significant issues amongst employees and management in New Zealand workplaces. As a result, identifying these factors is crucial in informing organisational human resources policy development, its design and implementation on issues pertaining to WLB. Similarly, it informs the government on policy changes and legislation, at the same time enlightening trade unions on bargaining strategies. In the first phase, an in-depth analysis is carried out on collective employment agreements (CEAs) housed within the Industrial Relations Centre at Victoria University of Wellington. The focus is to develop a comprehensive coding typology of collective employment agreement (CEA) provisions which constitute WLB measures. This process is carried out in order to identify WLB provisions in CEAs negotiated from 1998 to 2008. The second phase is concerned with the identification of any WLB policy provisions outside those included in the CEA. This dimension is critical to the research as it offers insights into the extent to which companies have shifted beyond the statutory minimum for WLB arrangements and the factors that have prompted them to take these voluntary actions. The study covers the period from 1998 to 2008. It is critical to evaluate this subject between these two benchmark years, as it allows ample time after the enactment of two cornerstone employment relations Acts – the Employment Contracts Act 1991 (ECA) and the Employment Relations Act 2000 (ERA). Second, and related to this, they enable a comparison of WLB initiatives under quite different social policy, political, economic – and indeed, bargaining – arrangements (Deeks, Parker, & Ryan, 1994; Rasmussen, 2009). The study discovered that the inclusion of WLB policies in collective employment agreement in New Zealand was mainly determined by legislation, in particular the Employment Relations Act 2000 and The Employment Relations (Flexible Working Arrangements) Amendment Act 2007. These two legislative changes made a positive impact in the recognition and response to the demands of employee well-being. Similarly, there are other factors that made an impact in the inclusion of WLB policies within CEAs. These include industry trade union density and female participation rate at industry level, the type of industry (health and community services, education, government administration and defence services, finance and insurance services being more prominent providers) and type of organisation (whether public or private ownership). It emerged that public organisations are at the forefront in terms of providing WLB policies. The research highlight the significance of ensuring that organisations recognise the issues pertaining to WLB, at the same time recognising the role of trade unions and collective bargaining as an effective mechanism for the instigation of WLB policies.</p>

scholarly journals Exploring Factors that Shape the Inclusion and Nature of Work–Life Balance Policies within Collective Agreements in New Zealand

2021 ◽  
Author(s):  
◽  
George Chipindiku
Keyword(s):  
New Zealand ◽  
Trade Unions ◽  
Industrial Relations ◽  
Work Life ◽  
Work Life Balance ◽  
Second Phase ◽  
Employment Relations ◽  
Life Balance ◽  
Employment Agreement ◽  
Depth Analysis

<p>The aim of this research is to identify factors that influence the nature and inclusion of work–life balance (WLB) policies within collective employment agreements (CEAs) in New Zealand organisations. Due to the increasing challenges of dual careers, aging population and single parent families, WLB practices are progressively becoming more significant issues amongst employees and management in New Zealand workplaces. As a result, identifying these factors is crucial in informing organisational human resources policy development, its design and implementation on issues pertaining to WLB. Similarly, it informs the government on policy changes and legislation, at the same time enlightening trade unions on bargaining strategies. In the first phase, an in-depth analysis is carried out on collective employment agreements (CEAs) housed within the Industrial Relations Centre at Victoria University of Wellington. The focus is to develop a comprehensive coding typology of collective employment agreement (CEA) provisions which constitute WLB measures. This process is carried out in order to identify WLB provisions in CEAs negotiated from 1998 to 2008. The second phase is concerned with the identification of any WLB policy provisions outside those included in the CEA. This dimension is critical to the research as it offers insights into the extent to which companies have shifted beyond the statutory minimum for WLB arrangements and the factors that have prompted them to take these voluntary actions. The study covers the period from 1998 to 2008. It is critical to evaluate this subject between these two benchmark years, as it allows ample time after the enactment of two cornerstone employment relations Acts – the Employment Contracts Act 1991 (ECA) and the Employment Relations Act 2000 (ERA). Second, and related to this, they enable a comparison of WLB initiatives under quite different social policy, political, economic – and indeed, bargaining – arrangements (Deeks, Parker, & Ryan, 1994; Rasmussen, 2009). The study discovered that the inclusion of WLB policies in collective employment agreement in New Zealand was mainly determined by legislation, in particular the Employment Relations Act 2000 and The Employment Relations (Flexible Working Arrangements) Amendment Act 2007. These two legislative changes made a positive impact in the recognition and response to the demands of employee well-being. Similarly, there are other factors that made an impact in the inclusion of WLB policies within CEAs. These include industry trade union density and female participation rate at industry level, the type of industry (health and community services, education, government administration and defence services, finance and insurance services being more prominent providers) and type of organisation (whether public or private ownership). It emerged that public organisations are at the forefront in terms of providing WLB policies. The research highlight the significance of ensuring that organisations recognise the issues pertaining to WLB, at the same time recognising the role of trade unions and collective bargaining as an effective mechanism for the instigation of WLB policies.</p>

scholarly journals Union Campaigns against Precarious Work in the Retail Sector of Estonia, Poland, and Slovenia

2018 ◽  
Author(s):  
Adam Mrozowicki ◽  
Branko Bembič ◽  
Kairit Kall ◽  
Małgorzata Maciejewska ◽  
Miroslav Stanojević
Keyword(s):  
Trade Union ◽  
Trade Unions ◽  
Industrial Relations ◽  
Retail Sector ◽  
Strategic Choices ◽  
Precarious Work ◽  
East European ◽  
Network Embeddedness ◽  
Power Resources ◽  
Union Leaders

This chapter studies trade union responses to the precarization of work in the retail sector in three post-socialist East European countries: Estonia, Poland, and Slovenia. The aim of the chapter is to analyse the influence of sectoral specifics, different institutional factors, and trade unions’ power resources on union approaches towards precarious work, and to explore the potential for new patterns of solidarity. The main thrust of the argument is that unions’ power is crucial for developing and sustaining the industrial relations institutions, which in turn shape constraints and opportunities for trade unions’ actions. However, the strategic choices exerted by trade union leaders also matter. While higher institutional and associational power still enables Slovene unions to regulate the conditions of precarious workers to a certain extent, the institutional weakness of Estonian and Polish unions make them increasingly reliant on their network embeddedness and narrative resources to mobilize against precarization.

Labour Markets, Solidarity, and Precarious Work

2018 ◽  
Author(s):  
Valeria Pulignano ◽  
Nadja Doerflinger
Keyword(s):  
Comparative Study ◽  
Trade Unions ◽  
Labour Markets ◽  
Precarious Work ◽  
Power Resources ◽  
Per Se ◽  
Exit Options

This chapter examines the processes and the conditions explaining union success in fighting precarious work, based on a comparative study of multinational subsidiaries in the metal and chemical industries in Germany and Belgium. It examines how unions in each plant made different use of institutional and associational power resources to avoid concessions for the relatively protected standard (or permanent) workforce, while improving the conditions of the less protected non-standard (temporary and agency) workers. To fight precarity, trade unions need to build and sustain power. Power resources associated with encompassing institutions and associational power are essential to building inclusive solidarity among different groups of workers. Findings show that fragmented and less encompassing institutions in Germany allow employers to exploit exit options. However, inclusive and strong institutions in Belgium are not an antidote per se to employers’ strategic threats.

Negotiating Better Conditions for Workers during Austerity in Europe

2018 ◽  
Author(s):  
Damian Grimshaw ◽  
Stefania Marino ◽  
Dominique Anxo ◽  
Jérôme Gautié ◽  
László Neumann ◽  
...  
Keyword(s):  
Public Sector ◽  
Local Government ◽  
Trade Unions ◽  
Industrial Relations ◽  
Pay Equity ◽  
Wage Setting ◽  
Local Union ◽  
Power Resources ◽  
The Uk ◽  
Government Workers

This chapter compares union actions affecting local government workers during a period of austerity across five European countries: France, Germany, Hungary, Sweden, and the UK. These five countries are characterized by different national industrial relations institutions, different systems of public sector wage-setting, and varied opportunities for local union influence. The study analyses the conditions under which trade unions have been able to reduce precarious work among local government workers (in-house and subcontracted) and to promote more equitable and solidaristic outcomes. It specifically focuses on union actions against pay precarity and employment precarity. It concludes by discussing the contributory roles played by national institutions, austerity measures, and unions’ power resources in shaping the prospects for pay equity and chain solidarities in Europe’s public sector.

scholarly journals Innovation management studies: technological advance and challenges of globalization

2016 ◽  
Author(s):  
Borisas Melnikas
Keyword(s):  
Complex Analysis ◽  
Innovation Management ◽  
Research Problem ◽  
Education And Training ◽  
Training And Development ◽  
Technological Advance ◽  
Training Systems ◽  
Depth Analysis ◽  
Education Training ◽  
And Training

The essence, principles, the needs and opportunities of the improvement of the innovation management studies, as well as main priorities and trends of the innovation management specialists education and training systems development are investigated and discussed. Main problems and improvement priorities in the field of innovation management studies, particularly – under contemporary conditions of globalization and in the context of the needs of technological advance, are identified and analyzed. A complex analysis of current situation and of the development of innovation management studies and of innovation management specialists education and training systems modernization processes and problems is presented. Special attention is paid to innovation management specialists education, training and development under contemporary conditions and challenges of globalization, knowledge based society creation, European integration and the European Union’s enlargement, as well as to the needs of the improvement of innovation management studies in accordance with the processes and priorities of the high technology sectors development and activation of the technological advance in general. The absence of well-founded general and special principles of innovation management studies and innovation management specialists education, training and development, as well as the absence of special principles of innovation management studies under contemporary conditions of globalization and in the context of the needs of technological advance could be defined as an especially important scientific, practical and research problem. An in-depth analysis of innovation management specialists’ development principles and practical experiences in the area of innovation management specialists education and training is provided.

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