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Discusses an extensive research project relating to the quality and quantity of training available to life assurance representatives. The research was undertaken for LAUTRO, the industry′s self‐regulatory body, and provided background information prior to the issue of training and competence standards which will operate industry‐wide from April 1993. Based on data relating to over 140,000 life assurance representatives, pinpoints the extensive variety in training and recruitment practices between companies in the industry and between categories of representatives, even within one company. Outlines the arguments in favour of providing comprehensive training for life assurance representatives, while concluding that there may need to be flexible forms of training to take account of the differing characteristics of representatives and their companies.

The purpose of this paper is to discover how non‐unionised representatives (NERs) are created and what their role is in comparison to unionised representation. The authors aim to analyse why the institution of non‐unionised employee representation is created if its functions overlap with those of the unions, including the functions of collective bargaining and information‐consultation.

The case study involves interviews with representatives and executive directors, as well as a survey of the employees of two companies.

The results show that when there is a weak union, the employers initiate an NER in order to involve the whole workforce in the collective agreement. The NER is elected by employees even though it was initiated by the employer. The roles of the two representatives do not differ much, the main function for both being collective bargaining with some provision for information and consultation.

The unique situation in Estonia, which is about to change with adoption of EU directive 14/2002/EC, enables the analysis of cases involving two different representative institutions with the same functions in the same company. This provides valuable input for researchers describing in practice the behaviour of representatives and employers in this situation. It also provides East‐European policy makers some idea about how policies that address collective bargaining and the involvement of workers should be designed.

“All things are in a constant state of change”, said Heraclitus of Ephesus. The waters if a river are for ever changing yet the river endures. Every particle of matter is in continual movement. All death is birth in a new form, all birth the death of the previous form. The seasons come and go. The myth of our own John Barleycorn, buried in the ground, yet resurrected in the Spring, has close parallels with the fertility rites of Greece and the Near East such as those of Hyacinthas, Hylas, Adonis and Dionysus, of Osiris the Egyptian deity, and Mondamin the Red Indian maize‐god. Indeed, the ritual and myth of Attis, born of a virgin, killed and resurrected on the third day, undoubtedly had a strong influence on Christianity.

It is apparent from existing research in the UK that little is known about how forms ofnon‐union employee representation (NER) are composed, their independence from managerial influence, the “representativeness” of such bodies, and their accountability. In addition, little has been documented about the impact of such structures on either the managerial objective of securing consent to organisational change or the employee objective of influencing managerial decisions. This research will attempt to address these issues by examining NER structures in the UK and, in particular, assessing their effectiveness in representing the needs of employees through an examination of representative arrangements at Eurotunnel. Overall, the evidence suggests that most NER structures are used as devices for consultation and communication rather than as bargaining agents. While it can be argued that consultation, not bargaining, may indeed be their objective, it nevertheless questions the legitimacy of such bodies as true alternatives to unions. This presents the issue of whether state‐sponsored NER forms with provisions for resources and training could improve the effectiveness of NER forms in representing employees’ interests at the workplace. As the Eurotunnel example and previous evidence have indicated, while NER structures can be used as mechanisms for more effective means of communication and consultation, their effectiveness as bodies representing the interests of employees in filling the lack of representation is questionable.

The article focuses on the role that ‘confidential information’ plays in relation to the work of board-level worker representatives, and their interaction with other worker participation mechanisms. Thus, the purpose of the paper is to explore the implications of confidentiality of board-level information for effective worker participation. The main argument is that if board-level worker representatives are excessively constrained by confidentiality provisions, their capacity to work effectively is brought into question.

A qualitative research was undertaken on a sample of 12 public limited companies in Slovenia. In each company, three interviews were conducted: with the CEO or board member, with a board-level worker representative and with a works councilor, who was not a board-level worker representative (36 interviews in total). Each of these interviewees has a particular role, and interest, in handling confidential information. Thus, a method of triangulation by groups was employed. The interviews were conducted at the company premises during October and November 2017. The results were analysed by the content analysis method.

This research confirms that in the majority of companies, nearly all of the material and information discussed by the board is deemed to be ‘confidential’. Consequently, communication between board-level worker representatives and the works council is rendered difficult, if not impossible. The results indicate an urgent need to redefine the concept of confidentiality and to reinforce the level of communication between management boards and works councils.

The research is limited to one country, which, by no means, is fatal, as international comparisons, although of greater breadth, often lose some depth of analysis (especially, for example, where there are differences in legal contexts). Although the issues discussed in the paper are of relevance to all those with an interest in worker participation mechanisms, they cannot be generalised mostly due to national specificities.

The question of confidentiality as between the board, board-level worker representatives, works councils, trade unions and other form of worker representation, despite its importance, has been raised quite rarely in research. In this research, three groups of stakeholders (CEO/board member, board-level workers representative and works council members) have been covered, with the aim to extend the understanding of how confidentiality obligations impact relationships between these.

In retail industry, it is very important that companies start to own an omnichannel approach in order provide an integrated experience. This approach is recognized as a key to have sustainable growth for companies and brands. In this study, it is aimed to examine the application of omnichannel decisions in different marketing channels and the contributions of this approach in the strategic plans of companies to create an overall customer experience in Turkey. For this purpose, a thorough literature review was provided on different marketing channel approaches, especially retailing and wholesales. In-depth interviews with companies showed that companies in Turkey are underway to include omnichannel approach in their short-term plans to improve their sales volume, and these companies also use this approach as a positioning by creating an integrated customer experience through customer relationship management.

Investigates effective sales performance in life assurance representatives, assessing relative contributions of individual characteristics and organisational factors. Examines the data that were gathered from a large well‐established life assurance company selling its policies direct via its own sales force. Selected for interview two area managers, four branch managers, three assistant managers, four team managers, six senior staff with salesforce responsibilities, fourteen successful representatives, seven average and fourteen less successful – the interviews lasted around 90 minutes and were completed between December 1974 and February 1975. Gives a breakdown of the interviews and results. Concludes that the studied organisation could be defined as a successful one in both size and profitability but needs to change methods of operation to reduce the number of less successful representatives and become more competitive.

The purpose of this paper is to analyze the effect of the reputation of underwriters and sponsoring representatives on initial public offering (IPO) underwriting fees, and further investigates the role of ownership and political connection.

The methodology includes three models. Model 1 empirically investigates the effect of underwriter’s reputation on underwriting fee. Model 2 studies the effect of sponsoring representative’s reputation on underwriting fee. Model 3 further examines the effect of underwriter’s reputation and sponsoring representative reputation on the underwriting fee controlling for the impact of ultimate controlling ownership and political connection.

The study documents that underwriters’ and sponsoring representatives’ reputation can result in reputational premiums. In the IPO of state-owned enterprises (SOEs), the reputation of underwriters and sponsoring representatives does not significantly affect the underwriting fees. In the IPO of non-state-owned enterprises (NSOEs), there is a significantly positive correlation between underwriters’ and sponsoring representatives’ reputation and underwriting fees. Further research results show that, on the one hand, the effect of underwriters’ and sponsoring representatives’ reputation on underwriting fees is not significant in the IPO of NSOEs with political connection. On the other hand, underwriting fees are positively associated with underwriters’ and sponsoring representatives’ reputation in the IPO of NSOEs without political connection.

The sponsoring representative’s fee is not disclosed separately, which makes it difficult to distinguish the incremental effect from underwriter’s services and reputation.

NSOEs relative to SOEs are more likely to pay higher underwriting fees for hiring underwriter and sponsoring representative with better reputation during the process of IPO.

The reputation of underwriter and sponsoring representative does not matter to SOEs but does matter to NSOEs. However, NSOEs’ political connection affects underwriter fees.

This paper provides new evidence of sponsoring representatives’ reputation and political connection on the underwriting fees in the IPO in Chinese SOEs and NSOEs.

Brand architecture and brand portfolios have been regarded as absolute entities to be analysed from the company’s perspective. The purpose of this study is to question such a uniform view by adding a perceptional dimension to the two concepts.

Semi-structured interviews with 58 marketing professionals and customers were used to explore ten propositions and map associations in the perceived brand portfolios, based on the brand concept map methodology.

The study reveals systematic differences between the collective view of company representatives, who name fewer brands associated through more sophisticated and highly connected brand systems and customers who include more partners and competitor brands in the portfolio, who also name more brands and connections in total.

Implications of the results are analysed and future research is suggested to determine the generalizability of the findings and the economic implications of discrepant internal and external views of a brand architecture and brand portfolio.

Academics should relate to this dualism by compensating for the effects of the associative predisposition of employees versus customers when interpreting results of studies related to brand portfolios and brand architecture. Marketing practitioners must actively acknowledge and manage the role of partners and competitors as part of the company’s external brand portfolio.

This study is the first to problematize the unilateral interpretation of brand portfolios and brand architecture by introducing a dual view of these concepts based on internal (employees) and external (consumers) perceptions.

The present study seeks to trace the unionization process of a global top 10 video game company (Company N) in which workers formed the first enterprise union in South Korea's game sector. Drawing upon the analytical framework of Kelly's (1998) mobilization theory, the authors investigated what motivated workers to form a union and what factors facilitated unionization.

This study used a qualitative research method on a single case study basis. The authors collected 41 in-depth interviews with game developers, full-time union staff from the case company and union leaders in their affiliated union, as well as game journalists, labour attorneys, and human resource professionals in the video game industry. The authors had their original data supplemented and triangulated by archival data including union letters and other documents and media reports. They analysed the data using computer-assisted qualitative data analysis software (CAQDAS).

There are three key findings. First, in the game sector, a high barrier against unionization exists, arising from industry characteristics such as a project-based work system, high mobility, reputation-based hiring, meritocracy, and a continuous influx of game-loving young developers. Hence, although the time was ripe for worker activism, latent grievances failed to be converted into real collective mobilization, resulting in non-organized workplaces for the past decades. Second, the mandatory labour-management negotiations arising from a legal change acted as a key catalyst for unionization at Company N. The newly elected three employee representatives came to identify and develop their own collective interests through the direct experience of negotiations, which greatly augmented their negative emotions and improved their legal consciousness. These three representatives could identify numerous deep-rooted problems, attribute these problems to their employer, and realize that they are ordinary salaried workers different from their employer. Going through the three-month negotiation and post-negotiation period, a set of ordinary game developers transformed themselves into natural union leaders who started a union in the game industry, which was traditionally non-organized. Third, various layers of external factors, such as a sister union, the upper umbrella union, the changed socio-political atmosphere following the candlelight protests for presidential impeachment, and the improved union image facilitated the unionization at Company N.

This study offers practical implications to governments, union activists, and employers in the game sector and more broadly in the tech industry, where labour-management conflicts are escalating across the globe.

Our study of a rare unionization event in the difficult game sector offers a nuanced understanding of mobilization and its process. Theoretically, by introducing the dynamic process of natural leader emergence and spontaneous union formation in a young industry where neither pre-existing leadership nor extant union influence exists, this study suggests that the mobilization process is more complex and variegated than suggested by Kelly's study and subsequent studies. Therefore, this study can advance the current discussion of mobilization mechanisms in the field of industrial relations. Our study also contributes to current research by introducing collective mobilization in a new context, i.e. the young, dynamic game industry in a non-Western country, which is a context that has been under-studied thus far.