Providing workers with rights to take strike andother forms of industrial action is an issue offundamental concern for trade unionists andeveryone involved in industrial…
Abstract
Providing workers with rights to take strike and other forms of industrial action is an issue of fundamental concern for trade unionists and everyone involved in industrial relations. Naturally, debate focuses on what rights trade unions and their members should have and what limits (if any) should be imposed. The form in which such rights are provided is seen often, at most, as a matter of secondary importance. In Britain, workers have not been given positive rights to strike. Instead, legislation has provided unions and their members with immunities from the legal liabilities which the organisation of industrial action involves, as a result of developments in the law as made by the judges. The history of the system of immunities is examined, and it is contended that there are practical and, in particular, ideological advantages to trade unionists in adopting a system of positive rights.
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This paper will draw on empirical research undertaken by myself concerned with: (a) the impact of legislative controls on the conduct of industrial disputes; (b) the forms of…
Abstract
This paper will draw on empirical research undertaken by myself concerned with: (a) the impact of legislative controls on the conduct of industrial disputes; (b) the forms of employee involvement used by employers in the East Anglian Region and their relationship with trade union recognition and EC proposals for employee participation.
Roger Welch and Patricia Leighton
Focuses on the introduction of personal contracts to replace terms and conditions of employment derived from collective agreements in light of the findings from three surveys of…
Abstract
Focuses on the introduction of personal contracts to replace terms and conditions of employment derived from collective agreements in light of the findings from three surveys of employer organizations conducted in 1991/92, 1994/95 and 1995/96 by the Employment Relations R&D Centre at Anglia Polytechnic University. Argues that personal contracts reflect employer power and preferences rather than providing a mechanism for the empowerment of the individual employee through creating or increasing the ability of the individual to determine their terms and conditions of employment. Discusses the political and legal background to the decline in trade union power at the workplace. Contends that a real empowerment of employees is best achieved within a collectivist framework and is thus dependent on the re‐establishment and strengthening of individual and collective rights at work.
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Examines the development of the current position in Britain, alongwith initiatives at EC and now EU level, to institutionalize collectivestructures for employee involvement along…
Abstract
Examines the development of the current position in Britain, along with initiatives at EC and now EU level, to institutionalize collective structures for employee involvement along common lines. In the context of the latter, the emphasis will be on the European Commission′s proposals for European undertakings to establish European works councils (EWCs). As will be detailed below, these proposals were contained in a draft directive, agreed in 1991, and are now being progressed under the provisions of the Social Protocol. Also draws on empirical research undertaken in East Anglia to determine the extent to which trade unions continue to be recognized, and the employers′ awareness of the content of EC/EU initiatives. Discusses the implications of this research for the future direction of employee involvement in this country. Particular emphasis is given to the interests of trade unions and the extent to which they should welcome initiatives from the EU, such as the EWC Directive.
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The purpose of this paper is to provide comment on the contribution of the Environmental performance accountability special issue of Accounting, Auditing & Accountability Journal…
Abstract
Purpose
The purpose of this paper is to provide comment on the contribution of the Environmental performance accountability special issue of Accounting, Auditing & Accountability Journal published in 1997 towards the innovation through a personal reflection developed from the perceived need to move academics and practitioners into the same space on environmental improvement by organisations. In addition, the paper will offer future directions for environmental performance accountability research, including the potential for tools such as integrated reporting, the need for theoretical pragmatism and importance of a transdisciplinary approach to research.
Design/methodology/approach
The diegetic method used for this article allowed for the provision of a narrative about actions, characters and events of interest to an audience. This method facilitated the intersection between the biographical and the historical content and context, and a hypodiegesis provided the ability for an embedded story within the larger history. The approach allowed for a hypodiegetic as the story within the story of developing the relationships between academic accountants and practitioners.
Findings
Contained in the special issue is a set of articles marking the extremes of academic and practitioner perspectives on what is broadly termed environmental performance and accountability. Review of the content of the special issue reveals that the bias is towards academic rather than practitioner appreciation. Review of the context providing the setting for the special issue shows the need for publishers to engage in the social media mechanisms needed to commence dialogue and convey the messages of academics to practitioners.
Research limitations/implications
Subjective assessment is overtly recognized rather than subsumed in the research methods adopted.
Practical implications
The embedding of articles in special issues within a broader communications portfolio for practitioner understanding is suggested.
Originality/value
The nature of the personal reflection means that thoughts recorded are novel and unique.
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Andrea Kuiken, Robert Wentrup and Roger Schweizer
This paper aims to examine the de-internationalization process to determine how different forms of attitudinal commitment influence the de-internationalization process.
Abstract
Purpose
This paper aims to examine the de-internationalization process to determine how different forms of attitudinal commitment influence the de-internationalization process.
Design/methodology/approach
Because of the exploratory nature of the study, a case study design is used. Two cases of Swedish companies, which de-internationalize from the French market, are studied.
Findings
Different commitment profiles influence the de-internationalization process. In particular, a general commitment profile, in which affective, normative, instrumental and continuance commitment play a role, influences the timing of de-internationalization, while the effort directed toward the execution of de-internationalization is mainly influenced by normative commitment and the extent of de-internationalization mainly by instrumental commitment.
Research limitations/implications
By offering three propositions regarding the four types of commitment and the effects of these commitment types on the process of de-internationalization, the authors contribute to the literature on de-internationalization and the commitment literature.
Practical implications
The findings suggest that there is a risk that managers continue to commit resources to a market for a longer period without clear benefits because of affective and continuance commitment. As local employees persist in committing to the local market because of continuance commitment, offering viable alternatives reduces commitment to the foreign operations.
Originality/value
Distinguishing between different types of commitment, the paper builds on a more fine-grained typology of commitment than previous internationalization literature. Thereby, the paper opens up for new insights in the de-internationalization process.
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The paper was written with the intention of drawing attention to a fundamental dysfunction that is widespread in large organizations today – a myopic focus on maximizing…
Abstract
Purpose
The paper was written with the intention of drawing attention to a fundamental dysfunction that is widespread in large organizations today – a myopic focus on maximizing shareholder value.
Design/methodology/approach
The paper identifies the source of the dysfunction, the reasons why it has spread, and explains the corrective measures required, namely, a shift in goal from maximizing shareholder value to delighting the customer.
Findings
The dysfunction is widespread and dangerously counterproductive to long‐term business success.
Research limitations/implications
Further quantification is needed, both of the business results over time of firms that have failed to make the shift and of those firms that have made the transition.
Practical implications
The paper proposes transformation of business practices throughout the world – the adoption of radical management and goals that produce stakeholder value.
Originality/value
The findings and implications of the paper, which draw on recent work by writers such as Roger Martin, will be controversial to many business executives and academics.