Policies on union representation in US multinationals in the UK: between micro-politics and macro-institutions

Citation

Ferner, A. (2006), "Policies on union representation in US multinationals in the UK: between micro-politics and macro-institutions", Human Resource Management International Digest, Vol. 14 No. 4. https://doi.org/10.1108/hrmid.2006.04414dad.010

Policies on union representation in US multinationals in the UK: between micro-politics and macro-institutions

Policies on union representation in US multinationals in the UK: between micro-politics and macro-institutions

Ferner A., Almond P., Colling T., Edwards T.British Journal of Industrial Relations (UK), December 2005 Vol. 43 No. 4, Start page: 703 (26 pages)

Purpose – Investigates the extent to which anti-unionism in the US determines the approach that the UK subsidiaries of US multinationals will adopt towards trade union recognition and collective bargaining. Design/methodology/approach – Based on data gathered in a four-year project that studies the human resource practices of US multinationals operating in the UK, looks in detail at the industrial relations policies of five multinational UK subsidiaries. Examines the multinational companies’ attitudes towards trade unions in the US, their global policies and the approach taken to trade union in the UK. Findings – Finds that the approach taken by the UK subsidiaries towards trade unions was influenced by the anti-union stance or the non-unionism of their US parent companies but that this was tempered by the currently more favourable attitudes towards trade unions in the UK. Also finds that the patterns of union recognition/employee voice within the subsidiaries were affected by the circumstances that held sway at the time that decisions about union recognition were made, and the subsequent experience of managers of working with trade unions. Overall, concludes that the interaction between UK and US norms is more dynamic and complex than has been argued. Argues that multinational subsidiaries may adopt local industrial relations practices that diverge from their parent company’s norms depending on local circumstances. Research implications/limitations – Sets out the research methods used and the analysis. Discusses the limitations of the methodology. Originality/value – Assesses the extent of the influence of parent companies over the industrial relations practices of their subsidiaries.Style: Research paper35AC555

Keywords: Industrial relations, Multinationals, Subsidiaries, Trade unions, United Kingdom, United States of America