Radical Unions in Europe and the Future of Collective Interest Representation, edited by HeatherConnolly, LefterisKretsos and CraigPhelan. Peter Lang, Oxford, 2014, 267 pp., ISBN: 978 3 0343 0803 9, £45.00, hardback.

2014 ◽  
Vol 52 (4) ◽  
pp. 825-827
Author(s):  
John Kelly
Keyword(s):  
Collective Interest ◽  
Interest Representation ◽  
The Future

Workers' representation at company level in CEE countries

2003 ◽  
Vol 9 (1) ◽  
pp. 31-49 ◽  
Author(s):  
Miroslav Stanojevic ◽  
Grigor Gradev
Keyword(s):  
Empirical Research ◽  
Trade Unions ◽  
Eastern European ◽  
Collective Identities ◽  
Works Councils ◽  
Collective Interest ◽  
Social Dialogue ◽  
Interest Representation ◽  
Workplace Relations ◽  
The Social

Current workplace relations in central and eastern European candidate countries are strongly influenced by the legacy of fragmented workers’ interests and at best undeveloped semi-autonomous forms of collective interest representation. In addition, most trade unions have been unable to develop adequate strategies to cope with the pressures of radical marketisation and to forge collective identities. In this environment the mechanical implementation of social dialogue institutions could trigger opposition from the trade unions, conflicts between unions and works councils in companies where autonomous trade unions exist, and even serious damage to the unions. The social dialogue institutions will only have the desired effects in CEE companies if they are developed on the basis of trade unions that have been strengthened, or even, in the case of non-unionised companies, created. This article draws on empirical research into the operation of trade unions and works councils in the CEE countries, in particular Hungary and Slovenia.

Prospects of Cross-Border Cooperation in Europe: Capacity-Building and the Operating Principle of “Horizontal Subsidiarity”

2014 ◽  
Vol 11 (1) ◽  
pp. 7-27 ◽  
Author(s):  
Joachim Beck
Keyword(s):  
Impact Assessment ◽  
Capacity Building ◽  
Interdisciplinary Research ◽  
Operating Principle ◽  
Interest Representation ◽  
Cross Border ◽  
The Future ◽  
Multi Level ◽  
The Moment ◽  
Cross Border Cooperation

Based on a reflection of the seven central challenges which all cross- border territories in Europe are facing in practice, the article analyses how cross-border cooperation in Europe could be improved in the future. Two central fields are interpreted in this regard: training/facilitating and applied interdisciplinary research. The article suggests that a more effective cross-border policymaking of the future depends on a systemic capacity-building, based on the new operating principle of »horizontal subsidiarity«. For the moment being, cross-border cooperation is only a functional sub-system, created by and largely depending on contributions coming from the states involved. Horizontal subsidiarity, combined with new approaches such as territorial impact assessment, multi-level governance or joint interest representation would allow for a better development of an integrated cross-border policymaking, based on the real challenges and potentialities of a 360° perspective on the cross-border territory.

scholarly journals Contemporary Employer Interest Representation in the United Kingdom

2017 ◽  
Vol 32 (1) ◽  
pp. 114-132 ◽  
Author(s):  
Leon Gooberman ◽  
Marco Hauptmeier ◽  
Edmund Heery
Keyword(s):  
United Kingdom ◽  
Political Representation ◽  
Individual Interest ◽  
Collective Interest ◽  
Interest Representation ◽  
The United Kingdom ◽  
Regional Interest ◽  
Wide Range ◽  
New Type ◽  
Corporate Social

Focusing on employers’ organizations in the United Kingdom, this article contributes to the literature on employer interest representation by advancing three interrelated arguments, which reflect how the methods, structure and interests of employer representation have evolved. First, the primary method of collective interest representation has shifted from collective bargaining, nowadays only pursued by a minority of employers’ organizations, to political representation, now the most frequent form of collective interest representation. Second, the structure of employer interest representation has evolved and is fragmented between a small number of large, general employers’ organizations, a large majority of sectoral employers’ organizations, regional interest representation in the devolved nations, which has become more important, and a new type of employer body, the employer forum, which focuses on corporate social responsibility. Third, the shift in collective interest representation is complemented by a broadening of individual interest representation, with employers’ organizations having developed a wide range of services.

scholarly journals Prekäre Vergemeinschaftung und verrückte Kämpfe

2008 ◽  
Vol 38 (150) ◽  
pp. 27-48 ◽  
Author(s):  
Ingrid Artus
Keyword(s):  
Case Studies ◽  
Corporate Culture ◽  
Fast Food ◽  
Special Kind ◽  
Management Control ◽  
Transport Sector ◽  
Employment Relations ◽  
Collective Interest ◽  
Interest Representation

Two case studies in multinational service enterprises (fast food and transport sector) show that strategies of corporate culture are quite efficient for management control of precarious and 'poor work'. The article discusses the problems of individual and collective interest representation within these special kind of employment relations, the reasons why struggles for respect and justice seem to be 'crazy conflicts' there and in which context nevertheless occur ruptures in the system of absolute management control.

International determination of the total motion of the pole

1961 ◽  
Vol 13 ◽  
pp. 29-41
Author(s):  
Wm. Markowitz
Keyword(s):  
Secular Motion ◽  
The Future

A symposium on the future of the International Latitude Service (I. L. S.) is to be held in Helsinki in July 1960. My report for the symposium consists of two parts. Part I, denoded (Mk I) was published [1] earlier in 1960 under the title “Latitude and Longitude, and the Secular Motion of the Pole”. Part II is the present paper, denoded (Mk II).

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