MARKUS PROMBERGER, HARTMUT SEIFERT and RAINER TRINCZEK
In 1993, an innovative working time agreement was achieved at the Volkswagen (VW) Company. Its major aim was to save 30,000 jobs in VW's six German plants, which were endangered…
Abstract
In 1993, an innovative working time agreement was achieved at the Volkswagen (VW) Company. Its major aim was to save 30,000 jobs in VW's six German plants, which were endangered because of a severe crisis of the car manufacturer. The 2‐year agreement included as its major point a reduction of the weekly working hours by 20% to 28.8 hours/week without complete financial compensation for the employees. In the years following, the original agreement was renewed and amended several times whereby the amendments mainly included a considerable flexibility of the working time structures at Volkswagen. This paper discusses the different agreements and presents some findings of a representative empirical study among the VW employees about the effects of the 28.8‐hour per week agreement. Finally, the question will be answered whether the VW model could serve as a general model to redistribute an existing volume of work among more employees in order to reduce unemployment.
Hartmut Wachter, Brita Modrow‐Thiel and Giselind Rossmann
Changing market demands in the metal‐working industry have led tothe implementation and development of flexible computer controlledcommunication and production technologies. The…
Abstract
Changing market demands in the metal‐working industry have led to the implementation and development of flexible computer controlled communication and production technologies. The presented method of job analysis, ATAA, is based on the theory of action regulation. ATAA aims to provide a planning instrument for future job structures and job requirements, and their consequences for qualification and human resource management, dependent on the choices in organization and job design. The instrument should provide decision makers in industry, both managers and works councils, with the knowledge and a procedure to perform the analysis without the help of an expert. The method is developed to analyse and design tasks in production and associated areas in mechanical engineering. It has been tested and the method was used by practitioners, for when it proved to be reliable, valid and useful for practitioners.
Details
Keywords
Axel Hauser‐Ditz, Markus Hertwig and Ludger Pries
The purpose of this paper is to analyse the distribution and the contextual conditions of statutory and non‐statutory forms of employee representation in Germany (works councils…
Abstract
Purpose
The purpose of this paper is to analyse the distribution and the contextual conditions of statutory and non‐statutory forms of employee representation in Germany (works councils and non‐statutory employee representation (NSRs) respectively). It aims to contribute to the debate by proposing a theoretical model which improves our understanding of why works councils and NSRs exist in companies and by presenting an empirical analysis of the explanatory factors based on representative data.
Design/methodology/approach
Based on a representative survey of 3,254 German private‐sector companies, descriptive statistics and regression models are calculated in order to identify the contextual conditions which promote or prevent the establishment of the different forms of employee representation.
Findings
The data show that the distribution of works councils and NSRs differs considerably between industries. Works councils are more likely to be found in large and relatively old traditional‐sector companies with a high union density, while NSRs have a stronghold in (new) service sectors and smaller companies. NSRs are also more likely to be found in companies where management has a positive attitude towards employee involvement.
Research limitations/implications
Although case studies indicate that there is a huge variety of NSRs, this study could only use a relatively broad category. Future survey research should analyse the various types of NSRs and works councils.
Social implications
Works councils are still the main form of employee representation and the German model of industrial relations appears to be stable in terms of firm‐level employee representation. However, with new service sectors becoming increasingly important (due to socio‐economic development), this model may be in jeopardy.
Originality/value
This paper extends previous research on the distribution and contextual conditions of works councils by providing a comprehensive analysis of works councils and NSRs, based on a representative survey that includes a variety of variables which have strong effects, but have not previously been examined in other studies.
Details
Keywords
This paper investigates the role of arbitration panels in German employment relations. It is the main aim of the analysis to improve our knowledge of the ways through which…
Abstract
Purpose
This paper investigates the role of arbitration panels in German employment relations. It is the main aim of the analysis to improve our knowledge of the ways through which employment related conflict is formalized within a transparent procedure.
Design/methodology/approach
Hypotheses are generated from a review of relevant publications on German arbitration panels. To test the hypotheses with evidence, the paper uses data from the 2006 WSI works council survey and applies binary logistical regression analysis.
Findings
The statistical analysis reveals that works councils oppose management hostility by way of making more frequent use of arbitration panels. While in a multivariate model the use of arbitration panels could be positively associated with certain attitudes of works councils and management, results for a number of institutional variables were other than expected. While foreign ownership of a particular establishment did not have a significant impact on the use of arbitration panels, firm‐level agreements, as negotiated by unions without the direct involvement of works councils, are associated with a more frequent use of such panels.
Research limitations/implications
The model applied in the article could not verify establishment age because data on this subject was not available. Future surveys should fill this void.
Practical implications
The findings of this paper suggest that arbitration panels are a valuable tool in the process of conflict resolution. Because there is little evidence for an excessive use of such panels, future debates on the reform of the Works Constitution Act should consider strengthening this instrument rather than restricting it.
Originality/value
While data on the use of arbitration panels had already been documented about 20 years ago, the author presents a unique set of data, which for the first time allows the analysis of the use of arbitration panels in all industries within the private sector and is also significant in making it possible to statistically test relevant hypotheses on the usage of such panels.
Details
Keywords
Christoph Dörrenbächer, Heinz Tüselmann, Heinz-Rudolf Meissner and Qi Cao
The purpose of this paper is to develop an analytical framework to categorize the quality of industrial relations in foreign affiliates. Using the case of foreign affiliates in…
Abstract
Purpose
The purpose of this paper is to develop an analytical framework to categorize the quality of industrial relations in foreign affiliates. Using the case of foreign affiliates in Germany, this paper further explores what factors shape the quality of industrial relations in foreign affiliates.
Design/methodology/approach
Given the scarcity of research on industrial relations in foreign affiliates, this paper is based on conceptual work as well as on a comparative case investigation of 21 foreign affiliates in Germany, involving informants from both labor and management.
Findings
Industrial relations in foreign affiliates in Germany can take four different qualities, based on the following: social partnership; conflict partnership; latently adversarial; and adversarial relations. While previous literature focused on country-of-origin effects, the authors’ case-based investigation further revealed that both affiliate effects and multinational corporation (MNC) effects have a strong impact on the quality of industrial relations in foreign affiliates in Germany.
Originality/value
This paper provides systematic evidence on the presumption that micro-organizational and MNC-specific factors are necessary to gain a deeper understanding of industrial relations in MNCs. Moreover, this paper contributes to the discussion on the quality of industrial relations in foreign affiliates in Germany, by placing results from both single-case studies and management surveys into perspective.
Details
Keywords
Harmut Wächter, Brita Modrow‐Thiel and Giselind Rossmann
Asserts that job satisfaction and motivation of workers are rarelyconsidered when the introduction of new technology is planned andimplemented. Sets this belief in the context of…
Abstract
Asserts that job satisfaction and motivation of workers are rarely considered when the introduction of new technology is planned and implemented. Sets this belief in the context of German industrial practice and law and describes an approach called ATAA, developed for use in the German metal‐working industry in any situation where a redesign of the organization, the job content or the technology is needed. Explains the philosophy (intended to place human needs centre stage), the method of analysis employed and the co‐operative approach of management and works council. Includes a case‐history of work redesign in a lathe shop.