New Managerial Approaches to Industrial Relations: Major Paradigms and Historical Perspective

1983 ◽  
Vol 25 (2) ◽  
pp. 162-176 ◽  
Author(s):  
Howard F. Gospel
Keyword(s):  
Collective Bargaining ◽  
Historical Development ◽  
Management Strategy ◽  
Historical Perspective ◽  
Relevant Literature ◽  
Industrial Relations ◽  
Employment Relations ◽  
Management Structure ◽  
Work Relations

Any consideration of 'new' managerial approaches to industrial relations needs to be placed in the context of (a) the major relevant historical literature and (b) the historical development of management structures and strategies. The relevant literature is surveyed and from it a framework of analysis is distilled. It is suggested that labour management must be defined broadly to cover work relations, employment relations and industrial relations, rather than confined to union- management relations and collective bargaining. The paper goes on to discuss the development of management structure and concludes that only through a long-term view of management strategy in the context of the total operations of the firm can we understand 'new' managerial approaches to industrial relations.

Unions and collective bargaining in Australia in 2018

2019 ◽  
Vol 61 (3) ◽  
pp. 357-381 ◽  
Author(s):  
Mark Bray ◽  
Johanna Macneil ◽  
Leslee Spiess
Keyword(s):  
Collective Bargaining ◽  
Industrial Relations ◽  
Coalition Government ◽  
Collective Agreement ◽  
Employment Relations ◽  
Federal Election ◽  
Non Union ◽  
Collective Agreements ◽  
Industrial Disputes ◽  
Wage Outcomes

There is a storm brewing over the roles of unions and collective bargaining in Australian employment relations. Unions, frustrated with what they see as practical and legislative restrictions on protection of workers’ rights, seek to ‘change the rules’. Employers, on the other hand, have been successful in restricting or rolling back bargaining rights, supported by their associations, the Coalition government and an assertive interpretation of the Fair Work Act. Add to this the impending federal election and the scene is set for a tempest that could bring industrial relations back to the centre of Australian politics in 2019. The review explores the various elements contributing to the coming storm, including trends in union membership, structure and strategy. It also surveys trends in the number and coverage of collective agreements, wage outcomes and industrial disputes. Two idiosyncractically Australian versions of collective agreement making are also discussed: cooperative bargaining facilitated by the Fair Work Commission and non-union collective agreement making.

Unions’ response to corporate restructuring in Telefónica: locked into collective bargaining?

2015 ◽  
Vol 37 (1) ◽  
pp. 83-101 ◽  
Author(s):  
Óscar Rodríguez-Ruiz
Keyword(s):  
Collective Bargaining ◽  
Management Strategy ◽  
Design Methodology ◽  
Industrial Relations ◽  
Corporate Restructuring ◽  
Press Releases ◽  
Case Study Approach ◽  
Content Type ◽  
Study Approach

Purpose – The purpose of this paper is to analyze the restructuring approach followed by the highly profitable Telefónica in its 2011 redundancy plan, and explores unions’ response to management strategy. Design/methodology/approach – The research follows a case study approach constructing a dataset with information from company reports, committee records, union documents, press releases, and other available sources such as specialized journals and newspapers. Findings – Specifically this case study tries to show how massive job cuts have been implemented through a labour-mediated downsizing strategy that mitigates contestation and industrial conflict. Originality/value – The paper tackles the relevant question of how unions respond to corporate restructuring (involving downsizing) in countries where industrial relations institutions remain relatively strongly embedded and proactive.

scholarly journals Unions and Union Membership in New Zealand: Annual Review for 2004

1970 ◽  
Author(s):  
Leda Blackwood ◽  
Goldie Feinberg-Danieli ◽  
George Lafferty
Keyword(s):  
New Zealand ◽  
Trade Union ◽  
Union Membership ◽  
Historical Perspective ◽  
Industrial Relations ◽  
Annual Review ◽  
Employment Relations ◽  
Employment Contracts ◽  
Annual Survey ◽  
Official Data

This paper reports the results of Victoria University's Industrial Relations Centre's annual survey of trade union membership in New Zealand for 2004. The survey has been conducted since 1991, when the Employment Contracts Act 1991 (ECA) ended the practice of union registration and the collection of official data. This year we report changes in union membership, composition, and density from December 2003 to December 2004, taking an historical perspective to compare the industrial relations periods framed by the ECA and the Employment Relations Act 2000 (ERA).

scholarly journals British Collective Bargaining : The Challenges of the 1970’s

2005 ◽  
Vol 26 (3) ◽  
pp. 642-691 ◽  
Author(s):  
Robert F. Banks
Keyword(s):  
Great Britain ◽  
Collective Bargaining ◽  
Industrial Relations ◽  
Minimal Impact ◽  
Main Challenge ◽  
Incomes Policy ◽  
The Right ◽  
Traditional Industry

In the 1960's Britain’s traditional industry-wide collective bargaining system was modified significantly by the growth of local bargaining, the introduction of an incomes policy and government recommendations for the general reform of industrial relations. Other important innovations were long term agreements, status agreements and productivity bargaining. The Conservative Governments new Industrial Relations Act will have a significant impact on the industrial relations system, particularly with regard to union recognition, internal unions affairs and the protection of the rights of individual employees. However, the Acts restrictions on the right to strike are likely to have only a minimal impact on established bargaining relationships. As Great Britain enters the 1970's the industrial relations system's main challenge is for unions and management to voluntarily respond to the problems which continue to be posed by the uncoordinated growth of plant bargaining.

Industrial relations (IR) changes in China: a foreign employer’s perspective

2016 ◽  
Vol 38 (6) ◽  
pp. 826-840 ◽  
Author(s):  
Sun Wook Chung
Keyword(s):  
Collective Bargaining ◽  
Multinational Corporation ◽  
Design Methodology ◽  
Labor Relations ◽  
Foreign Firm ◽  
Industrial Relations ◽  
Employment Relations ◽  
Content Type ◽  
Scaling Down ◽  
Nuanced Understanding

Purpose Although studies on Chinese industrial relations (IR) have examined topics such as unionization and collective bargaining, little is known about employers’ reactions to recent IR changes. In particular, researchers have not thoroughly considered foreign employers’ labor relations strategies. Amidst this background, the purpose of this paper is to investigate how a foreign employer perceives and responds to the recent IR changes in China. Design/methodology/approach This paper conducted an exploratory, inductive study of the Chinese subsidiary of one multinational corporation. The data were collected through the author’s extensive fieldwork at its headquarters and Chinese subsidiary. Findings This paper shows that the union of a foreign firm in China serves three major functions – a collective voice, a monopoly, and an external affairs function – and that the firm’s interpretation of these functions has changed within China’s dynamic IR environment. Further, this paper finds that an employer has initiated its own compliance strategies, such as forming a friendly union, decoupling the union’s functions, de-collectivizing employment relations through effective HR practices and stricter policies, and scaling down in size to reduce administrative burden. Originality/value By introducing an employer perspective regarding recent IR changes, this paper provides a nuanced understanding of unionization and collective bargaining implementation in China. In addition, this paper identifies an emerging pattern of employer perception and response in China, highlighting unique features that have not been addressed in the existing literature on employers’ anti-union behavior. This study’s contributions also facilitate further research encompassing different contexts.

Managing Decentralization: The Strategy of Institutional Differentiation in German Industrial Relations

1999 ◽  
Vol 17 (4) ◽  
pp. 52-73 ◽  
Author(s):  
Wolfgang Schroeder ◽  
Rainer Weinert
Keyword(s):  
Collective Bargaining ◽  
Welfare State ◽  
Social Organization ◽  
Industrial Relations ◽  
Collective Bargaining Agreement ◽  
The Political ◽  
Process Of Change ◽  
Social Democratic ◽  
Institutional Differentiation ◽  
The Welfare State

The approach of the new millennium appears to signal the demiseof traditional models of social organization. The political core ofthis process of change—the restructuring of the welfare state—andthe related crisis of the industrywide collective bargaining agreementhave been subjects of much debate. For some years now inspecialist literature, this debate has been conducted between theproponents of a neo-liberal (minimally regulated) welfare state andthe supporters of a social democratic model (highly regulated). Thealternatives are variously expressed as “exit vs. voice,” “comparativeausterity vs. progressive competitiveness,” or “deregulation vs.cooperative re-regulation.”

Influence of internal and external risks on sustainability of financial system of Аltai krai

2018 ◽  
Vol 35 (4) ◽  
pp. 133-136
Author(s):  
R. N. Ibragimov
Keyword(s):  
Sustainable Development ◽  
Financial Stability ◽  
Management Strategy ◽  
Financial System ◽  
Risk Management Strategy ◽  
The Sustainable Development ◽  
The Stability ◽  
The Impact

The article examines the impact of internal and external risks on the stability of the financial system of the Altai Territory. Classification of internal and external risks of decline, affecting the sustainable development of the financial system, is presented. A risk management strategy is proposed that will allow monitoring of risks, thereby these measures will help reduce the loss of financial stability and ensure the long-term development of the economy of the region.

Enhancing community welfare through improved water quality: a case for applying staggered pollution charges in the river Musi sub-basin of Andhra Pradesh, India

Water Policy ◽  
2005 ◽  
Vol 7 (5) ◽  
pp. 469-483
Author(s):  
Tishya Chatterjee
Keyword(s):  
Andhra Pradesh ◽  
Relevant Literature ◽  
Pollution Prevention ◽  
Economic Benefits ◽  
Environmental Damage ◽  
Marginal Costs ◽  
Community Acceptance ◽  
Level Data ◽  
Over Time

In conditions of severe water-pollution and dormant community acceptance of accumulating environmental damage, the regulator's role goes beyond pollution prevention and more towards remediation and solutions based on the community's long-term expectations of economic benefits from clean water. This paper suggests a method to enable these benefits to become perceptible progressively, through participatory clean-up operations, supported by staggered pollution charges. It analyses the relevant literature on pollution prevention and applies a cost-based “willingness to pay” model, using primary basin-level data of total marginal costs. It develops a replicable demand-side approach imposing charge-standard targets over time in urban-industrial basins of developing countries.

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