Voice and Involvement at Work: Experience with Non-Union Representation
Paul J. Gollan, Bruce E. Kaufman, Daphne Taras, Adrian Wilkinson
Routledge, Aug 21, 2014 - Business & Economics - 420 pages
In the last decade, nonunion employee representation (NER) has become a much discussed topic in the fields of human resource management, employment relations, and employment/labor law. This book examines the purpose, structure, and performance of various types of employee representation bodies created by companies in non-union settings to promote collective forums for voice and involvement at the workplace.
This unique volume presents the first longitudinal evidence on the performance, success, and failure of NER plans over an extended time period. Consisting of twelve detailed, in-depth case studies of actual NER plans in operation across four countries, this volume provides unparalleled evidence on such matters as: the motives behind the initial establishment of NER, different organizational forms of NER in industry, key success and failure factors over the long-term, pro and con evaluations for employers and employees, and more. Voice and Involvement at Work captures an unequalled international and comparative perspective through a wide cross-section of different NER forms.
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They are, however, relatively blunt instruments for investigating the process of NER, the strategies and motives of the parties, organizational factors that lead to NER success 2 PaulJ. Gollan et al.
... ICC) Staff Associations Professional Advocacy Groups “Trojan Horse” for Union Organizing Union Substitution Union Avoidance Lobbying Government Quality of Products and Production Business Strategy Wages and other Terms and ...
NER is part of a larger strategy used by capitalist firms to exploit the labour force, preserve capitalist hegemony inside the firm, and prevent formation of independent trade unions to lead the class struggle (Hyman 1975; Lucio 2010).
Traditional personnel management was repackaged as HRM with much greater emphasis on a strategic form of unitarism anchored on employee commitment and involvement in a highperformance work system (Boxall and Purcell 2011).
structures have, indeed, been given considerable emphasis in a burgeoning literature in strategic HRM and industrial relations on the high-performance work system (Wood and Wall 2007; Frost 2008), although, as earlier noted, ...
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Voice and Involvement at Work: Experience with Non-union Representation
No preview available - 2015