scholarly journals NONUNION EMPLOYEE REPRESENTATION: THEORY AND THE GERMAN EXPERIENCE WITH MANDATED WORKS COUNCILS

2018 ◽  
Vol 89 (1) ◽  
pp. 201-233 ◽  
Author(s):  
Uwe JIRJAHN ◽  
Stephen C. SMITH
Keyword(s):  
Representation Theory ◽  
Works Councils ◽  
Employee Representation ◽  
Nonunion Employee

scholarly journals Explaining cross-national variation in workplace employee representation

2017 ◽  
Vol 23 (4) ◽  
pp. 415-433 ◽  
Author(s):  
John Forth ◽  
Alex Bryson ◽  
Anitha George
Keyword(s):  
Trade Union ◽  
Industrial Relations ◽  
Evidence Based ◽  
Employment Relations ◽  
Works Councils ◽  
Eu Countries ◽  
Employee Representation ◽  
Legislative Support ◽  
Cross National

Debates on the desirability of workplace employee representation are rarely evidence based. We use a workplace survey covering 27 EU countries to show that its incidence is strongly and independently correlated with the degree of centralization in a country’s industrial relations regime and the extent of legislative support. Industry profits are important in explaining trade union presence but are unimportant in the case of works councils. We find support for the exit-voice model, traditionally associated with Anglophone regimes, whereby worker representation is associated with poorer perceptions of the employment relations climate and with lower voluntary quit rates.

Employee Rights and Labour Relations in Central and Eastern Europe

2010 ◽  
Vol 6 (5) ◽  
pp. 343-356
Author(s):  
Katarzyna Skorupinska
Keyword(s):  
Eastern Europe ◽  
Trade Unions ◽  
Central And Eastern Europe ◽  
Economic Recession ◽  
Employee Rights ◽  
Social Dimension ◽  
Works Councils ◽  
Labour Relations ◽  
Employee Representation ◽  
New Form

Transformation of economies in Central and Eastern Europe countries has not been accompanied by sufficient guarantees for social dimension. Following that, the economic recession has particularly badly affected these countries. However, well-functioning social dialogue and regulated labour relations with well developed employee rights are the very bases of social guarantees. The analysis carried out in this paper leads to a conclusion that employee representation in workplaces in Central and Eastern Europe is still trade unions’ domain, in spite of the 2002 Directive’s implementation and (in general) dual system of worker representation in these countries. Initially, trade unions were afraid of the competition from works councils. With the passing of time, they toned down their inimical attitude towards these institutions. However, employees have not completely accepted the new form of worker participation yet and the number of works councils in these countries is still relatively small.

scholarly journals The German Model of Industrial Relations: (Where) Does It Still Exist?

2019 ◽  
Vol 239 (1) ◽  
pp. 5-37 ◽  
Author(s):  
Michael Oberfichtner ◽  
Claus Schnabel
Keyword(s):  
Service Sector ◽  
Industrial Relations ◽  
Work Place ◽  
Works Councils ◽  
The Public ◽  
Employee Representation ◽  
Collective Agreements ◽  
German Model ◽  
Iab Establishment Panel ◽  
Using Data

Abstract Using data from the representative IAB Establishment Panel, this paper charts changes in the two main pillars of the German IR model over the last 20 years. It shows that collective bargaining coverage and worker representation via works councils have substantially fallen outside the public sector. Less formalized and weaker institutions such as voluntary orientation of uncovered firms towards sectoral agreements and alternative forms of employee representation at the work-place have partly attenuated the overall erosion in coverage. Multivariate analyses indicate that the traditional German IR model (with both collective agreements and works councils) is more likely found in larger and older plants, and it is less likely in plants managed by the owner, in single and foreign-owned plants, in individually-owned firms or partnerships, and in exporting plants. In contrast, more than 60 % of German plants did not exhibit bargaining coverage or orientation or any kind of worker representation in 2015. Such an absence of the main institutional features of the German IR model is mainly found in small and medium-sized plants, in particular in the service sector and in eastern Germany, and its extent is increasing dramatically.

scholarly journals Παράγοντες επίδρασης στην αποτελεσματική λειτουργία των οργάνων διεθνικής συμμετοχής σε πολυεθνικές επιχειρήσεις: πραγματολογικό υλικό από τις στάσεις των αντιπροσώπων των εργαζομένων

2016 ◽  
Vol 5 (1) ◽  
Author(s):  
Θεόδωρος Κουτρούκης
Keyword(s):  
Works Councils ◽  
Employee Representation ◽  
Worker Participation ◽  
Effi Ciency ◽  
New Research ◽  
The Eu

<p>The Greek case of worker participation<br />indicates that, there was considerable<br />unwillingness of IR actors to promote<br />such procedures. Nonetheless, during<br />the last decade, a progress in employee<br />involvement schemes has been made<br />within the subsidiaries of multinational<br />companies (MNCs), thanks to the EU<br />Directive on European Works Councils. This<br />paper examines the factors that contribute<br />the effi ciency of worker participation in the<br />MNCs by reviewing the existing literature and<br />enriching it with some new research fi ndings<br />from the employee side. The conclusions of<br />this study indicate that there are some good<br />practices of worker participation schemes,<br />which are linked with several contributing<br />factors concerning the nature of the MNC<br />and the structure of employee representation<br />as well. Thus, that paper could affect the<br />improvement of the traditional industrial<br />relations policies within MNCs.</p>

Nonunion employee representation: Introduction

1999 ◽  
Vol 20 (1) ◽  
pp. 1-8 ◽  
Author(s):  
Bruce E. Kaufman ◽  
Daphne Gottlieb Taras
Keyword(s):  
Employee Representation ◽  
Nonunion Employee
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