Political Unionism and Autonomy in Economies of British Colonial Origin: The Cases of Jamaica and Trinidad

A bstract . This investigation has shown that in developing countries an inconsistency arises between the need for more equitable distribution of income and wealth between classes and groups and the goals of an industrial relations system in which the trade unions are committed to 'political unionism.' While the unions helped to achieve independence and thus economic growth , in Jamaica the country moved into independence with a legacy of hardship and conflict, and of bad labor-management relations. Legitimate union demands were suppressed, producing a situation in which latent conflict became manifest. This became a permanent feature; the unions are encouraged to become militant political organizations which in Trinidad were alienated from the formal political structure. The type of unions and industrial relations systems that emerged after independence proved unsuitable and undesirable for achieving sustained rapid rates of economic growth, making reform of the labor relations system and the electoral process mandatory.     

DISSIMILAR STRUCTURAL AND CONTROL PROFILES OF EDUCATIONAL AND TECHNICAL ORGANIZATIONS[1]

This article contrasts the characteristic structural and control profiles of educational organizations with those of technical organizations. A group of primary and secondary schools and the operating units of an industrial firm differed both in structural variables and in three activities of control: buffering, smoothing, and forecasting. the article suggests that educational organizations emphasize modes of control that operate on components peripheral rather than central to the organization's technical core.     

Evaluating change in European industrial relations: research evidence on trends at organizational level

This paper uses evidence from organizations with more than 200 employees in several countries across Europe to explore the proposition that industrial relations in Europe is becoming more convergent around a non-union HRM model. The evidence indicates that, although there are some similar moves taking place, national patterns remain distinctive, the IR/HRM distinction may not be sustainable in Europe and there are significant elements of continuity in industrial relations in Europe alongside the changes that are taking place.     

The dark side of solidarity: social norms and social relations in the aftermath of strikes

This paper studies how employees anticipate change in social relations after a strike in their organisation. We hypothesise that two group norms affect employees' fear that a strike deteriorates the social relations with their colleagues. We distinguish between two different norms associated with a collective action problem such as a strike. A ‘solidarity norm’ prescribes that workers should participate in collective protest when called for. A ‘free rider punishment norm’ describes whether and how violators of the solidarity norm should be treated. While the former itself theoretically does not impact intra‐group social relations, the latter one does. We test our hypotheses on a data set of 468 Dutch union members. Adherence to the free rider punishment norm significantly increases a fear for deterioration of social relations with colleagues after a strike, while adherence to the solidarity norm does not. We also find a moderating effect of expected proportion of strikers. The results are discussed with reference to industrial relations theory and mobilisation theory, further probing into mechanisms that relate social norms to the (anticipated) costs of participation and the quality of social relations after a strike.     

The Economic Impact of Rent Seeking and Military Expenditures: A Comparison of Third World Military and Civilian Regimes

Abstract . The general stereotype of modern Third World military regimes is that of ultra-conservativism combined with military force to dismantle organizations of popular expression. These organizations through their rent-seeking activities are assumed to have reduced overall rates of economic growth. Empirically, the paper does find some support for this line of argument. However, it is apparent that the traditional stereotypes are inappropriate. The two regime types differ largely in terms of contrasting styles of economic management. Military regimes create an environment where military expenditures tend to have a positive overall impact on economic growth Civilian regimes having less control over rent seeking groups do not appear to be able to combine rent seeking activities and military expenditures in a manner conducive to overall economic growth.     

The train drivers' strike in Germany 2007–2008: warnings for the future of the German trade union movement?

The authors review the strike that took place during 2007–08 that was called by the oldest existing German trade union, the professional union of train drivers Gewerkschaft Deutscher Lokführer (GDL). In so doing, the outcome of the strike is analysed, together with the dynamics of relationship between the GDL, the industrial union TRANSNET, the Gewerkschaft der Bahnbeamten und Anwärter (DBDA), the union of the civil servants employed by the German railway, and the railway company Deutsche Bahn (DB AG). These relationships are examined as paradigmatic of politics of a particularistic organisation like GDL and for politics of an encompassing organisation like TRANSNET. These relationships raise the question: would the growth of professional unions in Germany lead to an erosion of the German system of industrial relations, which currently is still relatively stable due to the predominance of encompassing industrial unions?     

Industrial relations in Korea

This paper sets out to examine the unique industrial relations systems of East Asian developing countries with special reference to Korea. Following the presentation of a framework of analysis, there is an assessment of environmental conditions, the strategy of the main actors and the changes to them arising from the progress of industrialization. Trade union organizations and collective bargaining in Korea are then examined. This involves special reference to an account of major differences between the Korean system and that of Japan. Outcomes of industrial relations and their recent changes are next discussed. Finally, the analysis is concluded with a review of prospects for the future.     

Knowledge Communities and Knowledge Collectivities: A Typology of Knowledge Work in Groups*

abstract The notion of a ‘community‐of‐practice’ (CmP) has become a highly influential way of conceptualizing how decentralized sub‐units or groups within firms or organizations operate. CmPs refer to ‘tightly knit’ groups that have been practising together long enough to develop into a cohesive community with relationships of mutuality and shared understandings. The CmP notion, however, does not fit squarely with how temporary organizations or project organizations operate. Typically these kinds of groups consist of diversely skilled individuals, most of whom have not met before, who have to solve a problem or carry out a pre‐specified task within tightly set limits as to time and costs. As a result they tend to become less well‐developed groups, operating on a minimal basis of shared knowledge and understandings. Such a group, I suggest, constitutes a ‘collectivity‐of‐practice’ (ClP). Mirroring the above distinctions, two ideal‐type notions of epistemology are developed. The one inspired from the CmP literature is discussed in a ‘knowledge community’ terminology, whereas the one associated with ClPs is conceived of as a ‘knowledge collectivity’. Finally, I outline some new options for organizational analysis made possible by recognizing these as two different and complementary notions.     

出口贸易是否促进了我国劳动生产率的持续增长——基于工业企业微观数据的实证检验

本文采用2000～2006年持续经营的工业企业数据实证分析了我国企业的出口行为对其劳动生产率增长率的作用。倍差法的Kernel倾向评分匹配估计结果表明,我国企业的出口行为能在出口后的1年或2年内将显著提高其劳动生产率增长率,但此后该影响作用并不显著,出口贸易未能促进我国劳动生产率的持续增长。进一步的实证分析发现,企业出口活动的"干中学"效应与出口加工贸易度和技术水平均密切相关,而通过出口贸易而产生的"扩张陷阱"只存在于出口加工贸易度高的(中)低技术行业以及金属制品业中。     

Collaboration or Conflict? Strike Activity in Northern Ireland*

On the basis of strike statistics it has been argued that Northern Ireland has a more harmonious industrial relations climate than Great Britain. Here the author compares its strike pattern with that of the UK as a whole and explains why Northern Ireland should be seen as a relatively strike prone region.     

The German model of industrial relations at the crossroads: past,present and future

This article examines the pressures for reform in the German model of industrial relations, with particular emphasis on the sectoral bargaining system. It assesses if, how and to what extent the German model with its proven track record should be reformed. The article advocates a reform path within the parameters of the excisting system in order to strike subtle balance between stability and change.     

Beyond a Liberal Critique of ‘Trickle Down': Urban Planning in the City of Malmö

This article scrutinizes the much used, but less examined, concept of ‘trickle down' in an urban setting. We make a distinction between the production of and distribution in the city, and argue that trickle down in contemporary urban policy could be regarded as the liberal link between production and distribution. Based on interviews with key figures and document analyses, we look at the transformation of the Swedish city of Malmö from an industrial to a post‐industrial city, where, during the last two decades, we have found three concurrent components: the ideology of trickle down; several urban policy programs and governmental policies to ‘make' money and resources trickle down; as well as increased economic polarization and segregation. A liberal critique of trickle down would argue that market mechanisms cannot by themselves solve distribution, and that government policies therefore are needed. We argue for the need to go beyond a liberal critique of trickle down and stress how unequal distribution is built into the unequal production of the city.     

Changing employment relation systems in Japan: cases of the Mitsubishi Chemical Group and the Federation of Shinkin Banks

Over the past decade or so a number of changes have been observed in traditional Japanese employment relations (ERs) systems such as an increase in non-regular workers, a move towards performance-based systems and a continuous decline in union membership. There is a large body of Anglo-Saxon and Japanese literature providing evidence that national factors such as national institutions, national culture, and the business and economic environment have significantly influenced what were hitherto three ‘sacred’ aspects of Japanese ERs systems (ERSs). However, no research has been undertaken until now at the firm level regarding the extent to which changes in national factors influence ERSs across firms. This article develops a model to examine the impact of national factors on ER systems; and analyses the impact of national factors at the firm level ER systems. Based on information collected from two different groups of companies, namely Mitsubishi Chemical Group (MCG) and Federation of Shinkin Bank (FSB) the research finds that except for a few similarities, the impact of national factors is different on Japanese ER systems at the firm level. This indicates that the impact of national factors varies in the implementation of employment relations factors. In the case of MCG, national culture has less to do with seniority-based system. Study also reveals that the national culture factors have also less influence on an enterprise-based system in the case of FSB. This analysis is useful for domestic and international organizations as it helps to better understand the role of national factors in determining Japanese ERSs.     

Strikes on Merseyside: A Regional Analysis*

In this article the authors use detailed strike statistics to analyse Merseyside's reputation as an area with a high strike propensity. They conclude that this reputation is exaggerated and that the present contraction of male-dominated employment could reduce strike activity further.     

The take-up of human resource management by mainstream companies: key lessons from research

Drawing upon a major British study involving over 300 interviews in fifteen case organizations from the private and public sectors, this paper draws out the essential elements of recent changes in industrial relations. In particular, it examines the significance of human resource management initiatives for the practice of industrial relations. The main thrust of the paper examines the ways, and the extent to which, mainstream organizations have transposed and absorbed concepts and practices from the highly publicized ‘lead cases’ into their own routines.

The central argument has three component elements: a whole array of managerial initiatives was launched in the period covered by the research; many of the more far-reaching of these were devised and driven from outside personnel or industrial relations management; cumulatively, these initiatives have impacted on the conduct of industrial relations.

A key concept which is identified and explored is that of HRM/IR ‘dualism’. This is the attempted bolting-on of HRM techniques and language alongside prevailing, albeit to some extent diluted, IR proceduralism. Many of the significant changes in labour management practices stemmed from initiatives taken by general managers, manufacturing directors and line managers. Transformative initiatives in the guise of culture change and structural change often carried profound implications for industrial relations even though these initiatives would not traditionally be regarded as part of industrial relations proper.     

From Hot Cakes to Cold Feet: A Contingent Perspective on the Relationship between Market Uncertainty and Status Homophily in the Formation of Alliances

In this study, we reconsider the classical positive association between the level of market uncertainty and an organization's propensity to form ties with organizations of similar status. Although prior research argues that the greater the uncertainty, the higher the level of status homophily, we suggest that this relationship is contingent upon framing that affects positive or negative valence towards uncertainty. In an up market, organizations tend to frame uncertainty as upside risk, and thus will subsequently favour explorative uncertainty‐mitigation devices; whereas, in a down market, organizations primarily frame uncertainty as downward risk, and thus will rely on more conservative uncertainty‐mitigation mechanisms. We therefore predict that a greater number of status‐heterophilous ties will be formed in an up market than in a down market. We discuss the implications of our results for status theory and more broadly for research on strategic decision making under uncertainty.     

A labor relations research agenda for health care settings

Inadequate attention has been given to labor-management relations in health care organizations. Bacause of the labor-intensive nature of health care and the great dependence on human resources, health services researchers should place greater emphasis on labor-management issues. This article develops a framework and suggests methodologies for examining labor relations in health care organizations. Specifically, six cirtical issues are suggested for attention by researchers: (1) the quality of the union-management relationship; (2) union organizing drives; (3) collective bargaining and contract negotiations; (4) impasse resolution; (5) contract administration and grievance handling; and (6) labor-management cooperation. These areas of research have been dominated by industrial relations researchers who have focused primarily on the manufacturing sector. Given cost containment and competitive pressures, it is timely to bridge the gap between the health services research community and the accumulating body of knowledge in industrial relations.     

Political Unionism and the Collective Objective in Economies of British Colonial Origin: The Cases of Jamaica and Trinidad

Abstract . Developing countries face an inconsistency between the need for more equitable distribution of income and wealth between classes and groups and the goals of an industrial relations system in which the trade unions have a systematic commitment to allied political parties to support them in exchange for some control over economic and social policy, or where unions compete with parties for popular support of certain social and political goals. This is designated as 'political unionism' in contradistinction to 'business unionism' where unions support any party whose overall strategy and objectives are most compatible. The analysis shows that ‘political unionism’ led, in Jamaica and in Trinidad and Tabago, to lags in growth which make industrial relations reform a necessity of an effective program of social change.     

Dynamism and embeddedness: towards a lower road? British subsidiaries of American multinationals

This article examines the effects of changes in the dynamics of the American national business system on industrial relations settlements in the UK subsidiaries of American multinational corporations (MNCs). While institutionalist analyses of country‐of‐origin and host‐country effects must take account of changes in national business systems, such as the rise of the shareholder value ideology in the USA, empirical analysis reveals a pattern of pathway adjustment rather than radical change in employment relations at the UK subsidiary level. This suggests that although US MNCs are embedded within the American business system, their subsidiaries are not passive ciphers but autonomous sites through which influences must pass.     

Propensity for participative decision making in Latin America: Mexico and Peru

Increased subordinate participation in management decisions has been a recognized trend in developed Western organizations in recent decades. This study examines a manager's propensity for engaging in participative decision making (PPDM)in two emerging Latin American nations, Mexico and Peru. Although these two nations possess some degree of cultural similarity, two key differences were identified. First, Mexican managers who believed that PDM reduces a manager's power base were also likely than others to see a positive link between PDM and organizational effectiveness. In contrast, Peruvian managers who believed that PDM reduces a manager's power base were less likely than others to see a positive link between PDM and organizational effectiveness. Second, Mexican managers operating in participative organizational cultures were less committed than other managers to participation as a management philosophy and to their organizations. In contrast, Peruvian managers operating in participative organizational cultures were more committed than other managers to participation and to their organizations. Conclusions and directions for future research are also presented.