Supplements and Complements to the Current Employee Representation System in the United States

Employee representation is an important aspect of the employment relationship. In some countries (e.g., Germany), the government mandates employee representation. In other countries (e.g., the Commonwealth), employers voluntarily recognize employee representatives. In the United States, employees must earn their right to be represented in a certification process that results in collective bargaining. With the significant reduction of union membership in the United States, this representation model is in decline. Other forms of participation have not picked up the slack. Hence, there remains a significant representation gap. In this paper, I describe and analyze several solutions to the representation gap. Both unorganized and organized forms of employee representation are considered.     

Financial participation and performance in Europe

This article assesses whether financial participation (profit‐sharing and employee share ownership plans) is associated with positive performance outcomes, and whether direct and indirect employee participation complement financial participation in this respect. It also examines whether employee involvement in the design of financial participation afects performance outcomes. The article uses data from a survey of listed firms in Finland, Germany, the Netherlands and the UK. Several outcome measures are used, based on respondents' assessments of the effects of financial participation. Higher participation in equity‐based plans, but not in profit‐sharing, is found to be associated with more successfil outcomes. None of fhe other forms of employe? pnrticipafion uins found to contribute to the success of financial participation. The results therefore cast some doubt on complementarity between financial and other forms of participation.     

Employee reactions to voice and choice in the workplace: the influence of culture

The present study investigated the effect of culture on a much-prescribed management practice, that of employee participation in decision making. A survey was conducted among employees from two countries culturally distinct in the dimensions of power distance and individualism, namely Canada and the Philippines. Given eight decision-making scenarios that varied in terms of whether voice and/or choice was given to the employee and in terms of the importance of the outcomes, the respondents were asked about their perceptions of fairness of the procedures and outcomes, satisfaction with the procedures and outcomes, and preference for the decision-making procedures. Results show a highly significant country decision-making mode outcome importance interaction effect, but not in the directions expected. Overall, the Philippine sample registered more positive reactions to participation in decision making, although the Philippines' higher rank in power distance and lower rank in individualism than Canada seem to indicate otherwise. The results, together with a previous study conducted in high power distance-low individualism Mexico, forcefully suggest that employee participation in decision making may be successfully transferred.     

The experience of EMAS in three European countries: a cultural and competitive analysis

EMAS, the European Eco‐Management and Audit Scheme, has been open for participation for six years now. Looking at registrations per country, a concentration of registrations in northern European countries is evident. The first part of this article investigates potential reasons by applying two popular models. Geert Hofstede's four cultural dimensions are used to explain favourable or unfavourable conditions for EMAS in a country. Michael E. Porter's national diamond is used to investigate determinants for national competitiveness and their influence on environmental management. These two frameworks are applied to Germany as a benchmark and France and Spain as representatives of southern European countries. In the second part of the article conclusions are drawn from this investigation on the influence of national culture, conditions and incentives for EMAS in these countries. Lastly actions for increased participation in EMAS of southern European countries are presented. Copyright © 2002 John Wiley & Sons, Ltd. and ERP Environment     

Attitudes toward employee participation in decision-making: A comparison of european and american managers in a united states multinational company

This article examines an American multinational company to uncover any crossnational differences in managerial attitudes toward employee participation in decision-making. Human resource practices of the parent company toward its European subsidiaries were also examined, especially those relevant to employee participation issues. Data were collected from the company's manufacturing facilities in Britain, the Netherlands, Spain, and the United States. Managers were interviewed and then surveyed regarding their attitudes toward participation. The interviews revealed resistance to the parent company's efforts to “export” an American vision of employee participation to its European subsidiaries. The survey data revealed attitudinal differences among European managers as well as among their American counterparts. Possible explanations, implications for human resource executives and research directions are discussed. © 1993 by John Wiley & Sons, Inc.     

Employee perspectives on communication and consultation: findings from a cross-national survey

Highlighting the ongoing significance of national models of employment relations, this paper examines whether variation in communication and consultation practices between countries is reflected in employee perceptions. Drawing upon a survey of around 3,500 employees in four European countries – France, Germany, Italy and the UK – the paper explores whether workers' views on various aspects of communication and consultation are similar or different. It finds that there are certain similarities, with particular types of information and forms of communication being valued across the countries. However, differences are also identified. It is suggested that national institutions may well shape employee expectations about the nature of communication and consultation, feeding through to how satisfied they are with these processes.     

Reducing carbon emissions through employee participation: evidence from Australia

Based on a survey of 682 Australian organisations, we find that employee participation influences organisations' behaviours to reduce carbon emissions. Representative forms of participation and mechanisms dedicated specifically to environmental management are particularly important. Utilisation of a range of forms of participation is also associated with a broader suite of emission reduction activities.     

The implications of direct participation for organisational commitment,job satisfaction and affective psychological well‐being: a longitudinal analysis

The article examines the implications of direct participation for employees' organisational commitment, job satisfaction and affective psychological well‐being. It focuses on both task discretion and organisational participation. Applying fixed effect models to nationally representative longitudinal data, the study provides a more rigorous assessment of the conflicting claims for the effects of participation that have hitherto been based primarily on cross‐sectional evidence. Further, it tests a range of mechanisms by which direct participation leads to improved employee outcomes. Contrary to the critical literature, it shows that even after controlling for unobserved individual heterogeneity, both forms of direct participation have positive effects for employees' organisational commitment and well‐being. The effects of task discretion are primarily direct, reflecting the intrinsic importance of personal control over the job task; in contrast, those of organisational participation derive to a greater extent from its indirect effect on the quality of working conditions.     

The impact of employee involvement on organisational commitment and ‘them and us’ attitudes

This article presents a measure of ‘them and us' as a basis for evaluating an employee involvement programme in British Rail. The results of a longitudinal study with control groups and various forms of post-training intervention show no change in organisational commitment but some evidence of a shift towards a more local pattern of identity which excludes union representatives from ‘us'.     

Technological change and participation in work organization: recent results from a European Community survey

In 1987–8 a large attitudinal survey covering all twelve Member States of the European Community was carried out by the European Foundation for the Improvement of Living and Working Conditions in Dublin which focused on various aspects of participation by employee representatives in new information technology. This paper presents evidence on one of the central trade union concerns about technological change – that of work organization.

The paper first sets out an explanatory framework which is based on much of the literature, surveys and case-study evidence on the impact of new technology on work and employment. Second, the explanatory factors are used to explain the wide diversity in the levels of participation in work organization across the Community. The paper concludes that there is a significant North/South divide, with the northern EC Member States, particularly Denmark, Germany, the Netherlands and Belgium having much higher levels of participation in work organization than their Mediterranean partners.     

Six sporting worlds. A cluster analysis of sports participation in the EU-25

The aim of this study was to identify clusters of European nations grouped by sports participation outcomes (organizational context and intensity of sports participation), in order to provide sensible groupings for international comparisons. Sports participation data for the EU-25 were distracted from the 2004 Eurobarometer survey. Both a hierarchical as a K-means clustering method was used to identify groupings of countries that are homogeneous in terms of sports participation profiles. Six clusters of countries could be identified: (i) non to average fitness countries; (ii) active club countries; (iii) average non-organized countries; (iv) average school countries; (v) active multi-context countries; and (vi) very active countries. Considerable differences in sports participation profiles between European countries are made clearer when viewed across clusters of countries grouped by actual outcomes. This empirically derived taxonomy has advantages over ad hoc systems for comparing sports participation and for deciding which countries appear to have the most comparable participation profiles. Moreover, it shows that policy strategies to increase sports participation in European countries need a differentiated approach and have to take account for the fact that the provision and intensity of sport is at a quite different level in all six sporting clusters.     

Employee Representatives on Company Boards in Sweden

Data from a survey indicate that a large majority of managing directors in Sweden have a positive experience of employee representation on company boards, and regard it as a resource for the company. The survey also shows that employee representatives are well integrated in local union activities.     

Conceptualising the dynamics of employee information and consultation: evidence from the Republic of Ireland

The debate concerning the emerging regulatory environment for employee voice continues apace, in particular the requirements to inform and consult employees as a result of the European Employee Information and Consultation Directive. This article examines the processes used to inform and consult employees across 15 case studies in the Republic of Ireland. It evaluates different voice arrangements using a conceptual framework that seeks to capture the dynamics of different employee voice schemes across union and non‐union companies. The findings suggest that participation is more robust when the channels for information and consultation accommodate both conflictual and cooperative processes. It is shown that robust forms of participation are more likely through processes that facilitate independent representation. The evidence also shows that some employers may devise their own counterbalancing forms of (pseudo) consultation, in an attempt to minimise the impact of regulatory rights for employee voice.     

Analysing the forces shaping employee involvement and participation (EIP) at organisation level in liberal market economies (LMEs)

Employee involvement and participation (EIP) continues to attract significant interest from academics and practitioners alike, often in terms of so‐called newer forms of employee engagement and informal consultation. However, although the history of EIP shows that multiple channels are the norm in most organisations, it is still rare for representative, direct and informal EIP to be discussed in the same study. This article breaks new ground by developing measures for the breadth and depth of EIP, as well as analysing the forces at and beyond organisation level which shape management choices about which forms to adopt and how to embed them more deeply in organisations. Data were collected from 86 interviews and associated documentary analysis at and beyond organisational level in four liberal market economies (LMEs) (UK, Ireland, Australia and New Zealand) in order to identify how forces at national and organisational level shaped the breadth and depth of EIP in 25 case study organisations. The article's main conclusion is that while institutional forces – such as legislation, government action and intermediary bodies – do have an influence in LMEs, the way in which management interprets more immediate organisational forces remains significantly important in embedding EIP within organisations.     

Trade unions,management and European works councils: Opening Pandora's box?

This paper makes a contribution to the ongoing debate on transnational worker representation in light of the European Works Council (EWC) directive. Three issues in particular are highlighted which we believe contribute to the organizational and political developments of EWCs. First, we present some variables which have stimulated worker representatives to 'network' with each other across national boundaries prior and parallel to the EWC directive. Looking at factors other than the EWC directive can give us a greater appreciation of the likely interactive nature of employee representatives, trade unions and management in the new forums. Second, and in particular, we explore whether certain elements of existing national industrial relations systems either stimulate or limit interest by employee representatives in forming and aligning themselves to transnational forums. Given that the German and British industrial relations systems are so different, and that the divergence between them is seen as an impediment to EU attempts to promote the growth of an integrated European system (Crouch, 1993), the research compares developments in these two countries. Third, the paper explains how management is responding to developments in transnational worker representative forums within the context of divergent industrial relations systems. We highlight in particular the way management is able to utilize institutional aspects of national systems in conditioning transnational worker representation in the newly structured forums. Such responses, we argue, raise questions regarding our understanding of convergence and divergence in industrial relations.     

Employee involvement in American corporations

At the direction of the U.S. Senate subcommittee on Governmental Affairs, the general Accounting Office (GAO) conducted a survey of employee involvement practices within American companies. The population consisted of top management within Fortune's 500 largest manufacturing and 500 largest service companies. An analysis of the data examined three broad areas relating to employee involvement: (1) the existing organizational programs and processes such as personnel practices, information sharing, and training; (2) the degree of corporate participation in specific employee involvement programs including the reasons for undertaking employee involvement programs, and the perceived barriers to the implementation of employee involvement programs; and (3) the perceived effect of employee involvement on organizational operation as measured by changes in indicators of performance and activities within the internal business environment.     

The impact of varying types of performance-related pay and employee participation on earnings

Using matched employer-employee data from a nationally representative sample of British establishments, the paper examines the impact of different types of performance-related pay (PRP) on earnings and whether this is moderated by the presence of employee involvement and financial participation schemes. It supports previous work that has suggested that there are strong and complex interactions between employee involvement schemes and compensation mechanisms. In particular, the results indicate that employees' earnings are highest where both individual and work-group PRP schemes are present at a workplace, and where there are congruent PRP and employee participation schemes.     

Citizen Participation in Urban Governance in the Context of Democratization: Evidence from Low‐Income Neighbourhoods in Mexico

Participation has recently been subject to renewed attention and critique in the context of neoliberal urban governance. This is especially relevant in countries where decentralization and democratization in the context of neoliberalism have led to increased promotion of local‐level participation. This article suggests that current critiques of participation's potential for democratic citizen engagement in a neoliberal context would benefit from further reflection on how participation is implemented in contexts, particularly the global South, where neoliberalism and democracy may be understood differently. Different ‘cultures of engagement’ in specific settings suggest that understandings and practices of participation draw on different traditions, including corporatism and self‐help. This article seeks to add to the debate by exploring the socio‐spatial consequences of participation structures in low‐income neighbourhoods in a provincial Mexican city. Based on qualitative research in two low‐income neighbourhoods in Xalapa, Mexico, it examines how the provisions of the local citizen‐participation framework compare with residents' experiences of it. Formalized conceptions of participation, framed as involvement in service provision, interact with and shape residents' activities in developing their neighbourhoods. This has consequences for urban development there, including the reflection and reproduction of social and spatial marginalization.     

Employee involvement,the quality of training and the learning environment: an individual level analysis

Theories such as human capital theory, the metaphors of learning and the high involvement work paradigm all suggest that the quality of training and learning varies along a number of axes. This article shows how these theoretical insights have been translated into questions used in a UK survey of 6829 employees carried out in 2006. We find that the qualities of both the training experience and on-the-job learning are strongly associated with the extent and nature of employee involvement. This suggests that employee involvement is likely to play an important role in the process of upskilling the workforce, which has been accorded a central role in the economic strategies of many nation states as well as supra-national organizations such as the European Union.     

Foreign involvement in the Hungarian economy: its impact on human resource management

This paper explores the role human resource management (HRM) has taken in Hungarian firms since the country moved towards a market economy. Three sources of data (a questionnaire of 165 international joint ventures, interviews with six senior foreign representatives and observations of forty client firms) provide an in-depth view of the transitional economy. Multinational corporations' (MNC) participation in Hungary is evolving through deeper managerial involvement and greater capital commitment. This evolution affects their headquarters' role in setting their local HRM policy. The greater the foreign participation of the MNC, the more the MNC influences the HRM policy of the local organization. The status of the five major HRM activities (planning, staffing, compensation, training and employee relations) is described against the backdrop of the transition from socialism to capitalism using the transition's three basic elements: price and market reform, restructuring and privatization and redefinition of the State's role.