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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…
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.
Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their…
Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce – not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.
This paper argues that a new theory of community industrial relations is needed that recognises fewer boundaries between work and family. The theory needs to recognise a…
This paper argues that a new theory of community industrial relations is needed that recognises fewer boundaries between work and family. The theory needs to recognise a mutual exchange between the traditional “actors” in the industrial relationship (unions, employers and the government) and “interactors” in the community rather than continue to assume a separation between the external and internal industrial environment that has underpinned traditional industrial relations theory. More importantly the theory needs to be gender inclusive and recognise the important role played by women as a link between industrial actors and the community. The paper presents examples of community‐union activity to illustrate the reality of the decrease in separation between community and industrial parties. In so doing the paper draws on the experiences of female partners of male unionists in traditional male workplaces. The paper proposes a new gender inclusive model of community industrial relations. Based on this model the paper proposes a new theory of community industrial relations in which interchange occurs between the traditional industrial relations actors and various groups of interactors within the community within the broader social/cultural, economic, political, and legal environment, for mutual advantage of all parties. This theory is in its formative stage and this requires further testing before it can be claimed as a general theory.
It is now widely accepted, perhaps with some qualifications, that the dominant British school of industrial relations in recent years has been the liberal‐pluralist or…
It is now widely accepted, perhaps with some qualifications, that the dominant British school of industrial relations in recent years has been the liberal‐pluralist or volutaristic‐pluralist school. Its centre has been Oxford and its main members have included Hugh Clegg, the late Allan Flanders, W E J McCarthy, G S Bain and A Fox. The influence of this group has been exhibited in its impact not only on industrial relations teaching and research, but also on policy, especially through the Donovan Report. Indeed, several writers have chosen to characterize it as a problem‐solving rather than a theoretical approach. However, it is important to acknowledge that a practical orientation may not in itself constitute an a‐theoretical position. Hyman and Fryer thus, for example, use the label ‘pragmatism’ to describe a component of the theoretical orientation of the ‘Oxford school’, thus recognizing that while its ‘theory may be only semi‐articulated and ….. partially developed’, the work of the school is not a‐theoretical.
Introduction This paper has three related purposes or themes. Firstly, it will be argued that the dominant theory of industrial relations, the systems approach, represents an unsatisfactory attempt to explain the nature of industrial relations phenomena.
In the British social formation, especially after 1960, there has been a tendency towards an external mode of control of industrial relations which is based upon the…
In the British social formation, especially after 1960, there has been a tendency towards an external mode of control of industrial relations which is based upon the internal regulation of labour collectivities. The article argues that corporatism and hegemony are both inextricably linked facets of the same process — the ideological control of the IR system, embodying both corporate agencies and hegemonic relations, by a state which has various forms.
The purpose of the paper is to propose that stakeholder scholarship should take its rightful role in the acknowledgement of stakeholder value production, the enhancement…
The purpose of the paper is to propose that stakeholder scholarship should take its rightful role in the acknowledgement of stakeholder value production, the enhancement of stakeholder voice and public stakeholder advocacy. Its focus is on low‐wage workers particularly, although the analysis holds for dependent stakeholders generally.
This paper analyses and develops extant stakeholder theory with regard to employer treatment of low‐wage workers. A general point is made about the need for stakeholder research, writing and advocacy to take more explicit normative stances. This is achieved in three stages: by explaining why low‐wage workers are dependent stakeholders; by considering the strengths and weakness of stakeholder theory as an explanatory framework for low‐wage workers; and by identifying how stakeholder theory should be developed in order to provide an explicitly normative account of low‐wage workers that leads to pragmatic action.
Labour and industrial relations scholarship would benefit from the integration of stakeholder language and scholarship, as the stakeholder concept has gained currency and legitimacy among academics in a variety of fields. Stakeholder theory scholarship would benefit from explicit consideration of power, which is common to work in labour and industrial relations scholarship.
Stakeholder theory can benefit from labour and industrial relations scholarship and practice. Likewise, industrial relations can benefit from understanding and integration of the increasingly ubiquitous stakeholder concept. It is believed that the integration of stakeholder theory with insights from labour and industrial relations scholarship helps further work in both fields.
Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.
Academics in industrial relations have for many years been attempting to define their field of study. Recently, we were asked, by a client interested in training, to find…
Academics in industrial relations have for many years been attempting to define their field of study. Recently, we were asked, by a client interested in training, to find out how practitioners (managers and shop stewards) would react to a systems model of industrial relations. Their responses are reported here and suggest an approach to industrial relations training which may be helpful in clarifying, improving and changing practice.
With the decentralization and deregulation of the labor market over the past decade or so, there has been considerable debate about the future of industrial relations as a…
With the decentralization and deregulation of the labor market over the past decade or so, there has been considerable debate about the future of industrial relations as a discipline or field of enquiry in Australia. Much of this literature assumes a discipline in decline, or at least at a crossroads, in terms of its purpose and continued relevance. In order to both evaluate these general claims and provide a more nuanced understanding of the future of the field in Australia, this chapter examines industrial relations in terms of three major dimensions: as a field of teaching, research, and practice. This exercise reveals important differences about the situation facing the discipline. Despite advances by human resource management (HRM) in universities, the teaching of industrial relations remains important even if its separate identity is contracting slightly at the present time. In terms of research, the multi-disciplinary and policy-oriented approach has much to contribute to understanding the changing world of industrial relations in Australia and remains a strong dimension of the field. However, in the area of industrial relations practice we observe a major decline as industrial relations and human resource professionals in Australia have become less important both in the wider regulation of work and within business organizations. We conclude that the field needs to broaden its focus to ‘work and employment relations’, seek more theoretically informed ways to explain contemporary developments in labor markets and societies, while at the same time remain committed to its traditional goals of equity and efficiency.