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.

scholarly journals From social regulation of competition to competition as social regulation: transformations in the socioeconomic governance of the European Union

2017 ◽  
pp. 53-68 ◽  
Author(s):  
Antonios Roumpakis ◽  
Theo Papadopoulos
Keyword(s):  
Industrial Relations ◽  
Social Regulation ◽  
The European Union ◽  
Wage Setting ◽  
Regulatory Changes ◽  
European Court ◽  
The Right ◽  
New Procedures ◽  
The Eu

This chapter studies the character of contemporary socioeconomic governance in the EU. It draws on empirical evidence capturing the type and extent of regulatory changes in the fields of industrial relations, corporate governance, and the coordination of macro-economic policy in the EU. The effects of these changes are long term, cumulative, and mutually reinforcing and should be seen as integral elements of a relatively coherent project to establish a form of transnational polity in Europe that privileges competition as its regulatory rationale. Indeed, the European Court of Justice (ECJ) has been institutionally prioritising market freedoms and competition over labour rights, and especially the right to collective action in an emerging transnational regulatory field in the EU. Meanwhile, the new procedures of European macro-economic coordination construe national wage setting, collective bargaining institutions, and, more generally, social policy as adjustment variables serving primarily the purpose of promoting or restoring member states' economic competitiveness.

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.

Industrial relations in Botswana – workplace conflict: behind the diamond sparkle

2014 ◽  
Vol 4 (2) ◽  
pp. 1-16
Author(s):  
Motsomi Ndala Marobela
Keyword(s):  
Social Responsibility ◽  
Collective Bargaining ◽  
Human Resources Management ◽  
Industrial Relations ◽  
Subject Area ◽  
Corporate Image ◽  
Workplace Conflict ◽  
Content Type ◽  
Internal Customers ◽  
The Right

Subject area Management: human resources management. Study level/applicability Undergraduate and postgraduate. Case overview This case gives critical insights in the complex issues surrounding the management of employment relationship in Africa, specifically focusing on Botswana. It is set in the context of explosive industrial relations involving Debswana Diamond Mining Company and the Botswana Mine Workers Union over the contentious issues of pay bonus and collective bargaining. Failure to reach an amicable compromise by both parties' results in a debilitating strike which costs the company millions of funds and affected it's the corporate image contrary to its well crafted social responsibility. More painfully, the end game is a loss of employment and dreams shattered for 461 dismissed workers who depended solely on this work as their only source of income. Expected learning outcomes At the end of reading the case students are expected to: understand the limits of managerial prerogative and the right to manage; appreciate the inherent conflict of interests between labour and capital; consider more equitable compensation schemes in dealing with collective bargaining; and discuss the concept of social responsibility in the context internal customers-employees. Supplementary materials Teaching note.

The Right to Collective Bargaining in Malaysia in the Context of ILO Standards

2006 ◽  
Vol 1 ◽  
pp. 1-20 ◽  
Author(s):  
Rabiu Sani Shatsari ◽  
Kamal Halili Hassan
Keyword(s):  
Collective Bargaining ◽  
Trade Unions ◽  
Industrial Relations ◽  
Collective Agreement ◽  
Member States ◽  
The Right ◽  
Legal Mechanism ◽  
Conditions Of Employment

Collective bargaining is the best mechanism to attain a cordial relationship between employers and employees. It is also an effective forum to agree on terms and conditions of employment. In order to achieve such purposes, industrial relations systems in a country must provide legal mechanism to enable parties to bargain collectively with a view to concluding a collective agreement. The ILO has adopted a convention providing a framework for member states to enact laws that would facilitate such a mechanism. In this respect, Malaysia has enacted the Industrial Relations Act 1967, which provides among others a mechanism for collective bargaining. In this article we argue on the extent of the right of Malaysian workers to collective bargaining in the context of the ILO standards. Here we argue that despite the legal mechanism available that facilitates collective bargaining between the two parties, Malaysian workers and their trade unions face some difficulties in bargaining with their employers.

The Wapping Dispute and Labour Law

1986 ◽  
Vol 45 (2) ◽  
pp. 285-304 ◽  
Author(s):  
K. D. Ewing ◽  
B. W. Napier
Keyword(s):  
Collective Bargaining ◽  
Trade Unions ◽  
Industrial Relations ◽  
Labour Law ◽  
International Group ◽  
Industrial Conflict ◽  
The Law ◽  
Rich Material ◽  
The Right

A decade ago the conflict between George Ward, proprietor of Grunwick Processing, and the Association of Professional, Executive Clerical and Computer Staff (APEX) provided a platform for an extended debate about the role of the law in industrial relations, the right of employers to refuse to recognise trade unions for collective bargaining purposes and, in particular, the efficacy of legislation as a means of promoting such recognition. In 1986 the decision to move the printing of various newspapers within the News International Group (the chairman of which is Mr. Rupert Murdoch) from Fleet Street to a new purpose-built printing plant at Wapping in London's docklands occasioned another set-piece battle between labour and a strong-minded employer. The issues and the climate of industrial relations in which the dispute took place are very different but, like Grunwick, the Wapping dispute provides rich material for all interested in how the law can be used as part of the strategy of industrial conflict.

scholarly journals State Intervention in the Settlement of Interests Conflicts

2014 ◽  
Vol 13 (4) ◽  
pp. 392-416
Author(s):  
Adolf Sturmthol
Keyword(s):  
United States ◽  
Great Britain ◽  
Collective Bargaining ◽  
Government Intervention ◽  
Industrial Relations ◽  
State Intervention ◽  
The United States ◽  
Conflicts Of Interests ◽  
Union Participation ◽  
Numerous Data

The Author first describes the « contradictory values » which surround collective bargaining and industrial peace, going through a brief analysis of various industrial relations theories: those of Market, Government and Union Participation in Management. He then goes on to distinguish between various manifestations of industrial conflicts—one of which being the strike, which is not necessarily a symptom of « unhealthy » industrial relations. The Author states that government intervention in conflicts of interests must be the exception and must have their justification in each case. He founds his thesis on the on-the-spot study of numerous data collected from the United States, Great Britain, France, Germany and, Sweden.

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.”

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