Alun Morgan and Roger Blanpain
A first difficulty in our enquiry has been to arrive at a satisfactory and agreed definition of a multinational enterprise. From our interviews no view common to all parties…
Abstract
A first difficulty in our enquiry has been to arrive at a satisfactory and agreed definition of a multinational enterprise. From our interviews no view common to all parties emerged. Much depends on the particular issue involved (taxation, technology, competition, etc.) but even in the restricted field of industrial relations and employment it was not possible to find agreement. A useful approach therefore seemed to be to start from the basis of what industrial relations implies and from there attempt to identify in what way multinational enterprises could differ from domestic enterprises, thus isolating the contentious issues. A useful point of departure appeared to be the fact that industrial relations are a reflection of power relations between labour and management, the ability of each side to put checks on the other, with the government in some countries intervening periodically to influence the balance. In this context, central decision‐making and size of enterprise become significant. The interviews with the four parties revealed no consistent viewpoint on central control, with employers insisting that decisions on industrial relations and employment were entirely decentralised and the trade unions, while admitting that this was in a narrow sense true, pointing out that decisions which affected these two areas indirectly and importantly were taken centrally.
In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of…
Abstract
In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.
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Jonathan S. Leonard, Benoit Mulkay and Marc Van Audenrode
In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still…
Abstract
In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still be covered by the Act if she were employed on like work in succession to the man? This is the question which had to be solved in Macarthys Ltd v. Smith. Unfortunately it was not. Their Lordships interpreted the relevant section in different ways and since Article 119 of the Treaty of Rome was also subject to different interpretations, the case has been referred to the European Court of Justice.
The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal…
Abstract
The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal took great pains to interpret the intention of the parties to the different site agreements, and it came to the conclusion that the agreed procedure was not followed. One other matter, which must be particularly noted by employers, is that where a final warning is required, this final warning must be “a warning”, and not the actual dismissal. So that where, for example, three warnings are to be given, the third must be a “warning”. It is after the employee has misconducted himself thereafter that the employer may dismiss.
A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that…
Abstract
A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).
Patricia Fosh, Huw Morris, Roderick Martin, Paul Smith and Roger Undy
Since 1979, the Conservative government in the UK has introducedwide‐ranging and detailed regulations for the conduct of union internalaffairs; a number of other Western…
Abstract
Since 1979, the Conservative government in the UK has introduced wide‐ranging and detailed regulations for the conduct of union internal affairs; a number of other Western industrialized countries have not done so (or have not done so to the same extent) but have continued their tradition of relying on unions themselves to establish democratic procedures. Alternative views of the role of the state in industrial relations underlie these differences. A second, linked article, appearing in Employee Relations (Vol. 15 No. 4), examines state approaches to union autonomy in the context of attitudes towards other controls on union activities and attempts to explain the successive shifts in British policy in the UK since the 1960s.
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Patricia Fosh, Huw Morris, Roderick Martin, Paul Smith and Roger Undy
This is the second of two linked articles on the question of unionautonomy; the first appeared in the previous issue of this journal. Itconsiders state control and approach to…
Abstract
This is the second of two linked articles on the question of union autonomy; the first appeared in the previous issue of this journal. It considers state control and approach to union autonomy in the wider context of state controls on unions′ bargaining activities including industrial action. Two questions are posed: whether there is any “balance” between state respect for union autonomy and state confidence that union collective bargaining activities take place within a legally prescribed framework; and how the state in the UK was able to shift so rapidly from the traditional, voluntary approach and the incipient neo‐corporatism of the 1970s, to the detailed and onerous regulation of union internal and external activities in the 1980s and 1990s.
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Carlos-María Alcover, Mariana Bargsted and Jesús Yeves
In the context of an aging workforce and uncertain labor markets, it is a priority to identify and analyze what factors influence intentions regarding motivation to continue…
Abstract
Purpose
In the context of an aging workforce and uncertain labor markets, it is a priority to identify and analyze what factors influence intentions regarding motivation to continue working, how and when to retire. From the life course perspective, this paper aims to capture the individual agency and structure perceptions to withdrawal from work early/late intentions in the mid- and late-career, identifying voluntary/involuntary factors underlying these intentions.
Design/methodology/approach
Hypotheses were tested using multiple regression analyses based on a cross-sectional design, with a representative sample of 414 Chilean workers over the age of 45.
Findings
The results depict several patterns of contextual factors operating at different levels underlying mid- and late-career-related intentions. Specifically, they identify how perceptions of individual agency and structure are significantly associated with voluntary and involuntary factors that guide intentions to stay working or retire early, as well as to prolong working life and to lean toward bridge employment.
Originality/value
This study contributes to identifying perceptions of individual agency and structure in career intentions and can help individuals and organizations clarify the voluntary and involuntary factors behind work–life intentions in their middle and final career stages. In addition, the results can contribute to international research in this field by providing information on the underrepresented Ibero-American context.
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In light of the low‐union density and a huge representation gap in the US representation system. The purpose of this paper is to examine the effectiveness of the system under…
Abstract
Purpose
In light of the low‐union density and a huge representation gap in the US representation system. The purpose of this paper is to examine the effectiveness of the system under majority rule and to provide some empirical evidence on how much union membership would increase in the USA if a policy of non‐exclusive representation, as adopted in New Zealand, are to be implemented.
Design/methodology/approach
The sample for the study consists of 227 New Zealand organizations, employing over 180,000 workers. Logistic regression is used for the analysis with the dichotomous dependent variable indicating whether there is majority union support.
Findings
If the USA allowed and supported minority unionism, union membership could increase by 30 percent or more. Workers in smaller, private‐sector organizations outside healthcare, education, and manufacturing are most disadvantaged by the majority‐rule system.
Practical implications
Given that many workers' needs for representation have not been addressed by the current US majority rule system, consideration of minority representation to enhance representation effectiveness and understanding its implications are of critical importance, especially for a democratic society.
Originality/value
The paper offers empirical data on the implications of a change of the US representation system and proposes three options for incorporating minority representation.