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1 – 10 of over 11000The purpose of this paper is to shed light on the unexplored characteristics of labor relations in Nepal against the backdrop of social exchange theory as it relates to labor…
Abstract
Purpose
The purpose of this paper is to shed light on the unexplored characteristics of labor relations in Nepal against the backdrop of social exchange theory as it relates to labor relations.
Design/methodology/approach
The paper considers the psychological contract of promises and expectations from the social exchange theory on the ground in Nepal. To do so, the paper adopts an inductive method of investigation and reviews dispersed and unstructured archival data.
Findings
In terms of the psychological contract of promises and expectations, Nepalese workers and trade unions appear to have constituted a pressure group since they aligned themselves with Nepal's political parties. Consequently, the legal labor framework and behaviors of trade unions have produced highly politicized labor relations; very high and dense union memberships; vocal unions; a labor-supportive legal framework; union-influenced government and union-driven enterprise-level collective bargaining and collective dispute settlement.
Originality/value
The paper claims that although the system framework has flimsy prospects elsewhere in the world, it is strong in Nepal as a result of the recent Labor Act of 2017. For this very reason, the paper argues that Nepal's trade unions are in their sturdiest position ever and, therefore, that the country has evaded the crisis experienced in advanced and emerging economies in other parts of world. In theoretical terms, the article contributes from the social exchange theoretical perspective to the literature on the psychological contract of promises and expectations. It also has a bearing on emerging discourses and debates about the revitalization or reshaping of traditional industrial relations.
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Wu Ci-sheng and Zhou Zhen
Labour relations management, business management, HRM, focusing on the labour relations of Chinese enterprises.
Abstract
Subject area
Labour relations management, business management, HRM, focusing on the labour relations of Chinese enterprises.
Study level/applicability
This case is designed for students in schools of business or management, undergraduate MBA or executive MBA classes. Students should already have a basic knowledge about Chinese labour relations, HRM, and organizational development.
Case overview
In 2004, a deal transformed Anhui Xuanjiu Group from a state-owned enterprise (SOE) to a private company. Li Jian, the Chairman of Xuanjiu Group, focused on creating happiness for employees. Thanks to Li Jian's efforts, Xuanjiu emrged from its crisis which was formed in the planned economy system. After several years of development, the labour relations management of Anhui Xuanjiu Group became a model among private enterprises in China.
Expected learning outcomes
Students can gain new insights into labour relations in China. The case provides an example of building friendly labour relations to avoid labour disputes. It provides a set of measures for retaining and motivating workers.
Supplementary materials
Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.
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The growth of organized labor during the latter part of the nineteenth century triggered an organizational impulse on the part of employers across the country. Although some…
Abstract
The growth of organized labor during the latter part of the nineteenth century triggered an organizational impulse on the part of employers across the country. Although some employers’ associations began as “negotiatory” bodies engaged in collective bargaining, the vast majority of them shifted toward a more “belligerent” approach. Academic scholarship has generally focused on the belligerents at the national level. Recently, some scholars have begun to study organized employers at the community level, but they continue to feature the more typical staunchly anti-union associations. This study of Columbus, Ohio's master printers’ association reveals a different pattern of local labor relations during the years between 1887 and 1960 – an association that had generally smooth bargaining relationships with craft unions. Columbus’ conservative and sheltered economy enabled the longstanding cooperative shared printing craft culture to thrive. But changes in Columbus’ economy, shifts in larger patterns of industrial relations, the hard-line influence of the national employers’ association, and technological changes altered the context of local labor relations. The result was that, by 1960, the Columbus association sought the upper hand in labor relations by becoming a more traditional and belligerent employers’ association. This story of “latecomers” adds to our understanding of organized employer behavior under different historical periods and circumstances.
David Lewin, Bruce E. Kaufman and Paul J. Gollan
Volume 17 of Advances in Industrial and Labor Relations (AILR) contains seven diverse, provocative and perhaps in some cases controversial papers. Preliminary versions of several…
Abstract
Volume 17 of Advances in Industrial and Labor Relations (AILR) contains seven diverse, provocative and perhaps in some cases controversial papers. Preliminary versions of several of these papers were presented at Advances in Industrial Relations/Labor and Employment Relations Association ‘Best Papers’ sessions held at the 2008 and 2009 meetings of the Labor and Employment Relations Association.
This paper presents a framework for an improved understanding of actual internationalization motives. Answers to a key question in IB studies – why companies internationalize …
Abstract
Purpose
This paper presents a framework for an improved understanding of actual internationalization motives. Answers to a key question in IB studies – why companies internationalize – contain considerable flaws. There are theoretical, disciplinary and methodological reasons for this state of affairs. In practice, the lacking attention for motivational constellations has serious repercussions for the theoretical sophistication of IB studies, lowering its managerial relevance.
Design/methodology/approach
Managers are confronted with many internationalization considerations simultaneously and, therefore, often have difficulty in recognizing themselves in extant approaches. The abstractions that many textbooks and academic papers present on the why question of corporate internationalization defy reality in case the various motivational trade-offs that managers face are not adequately addressed. This contribution presents a framework that is based on the identification of a number of motivational tensions that define the outcome of the actual internationalization strategies of companies: between intrinsic and extrinsic motives, between strategic intent and realization and between tactical and strategic considerations.
Findings
Dealing with these tensions at the same time provides a strong ground for explaining particular outcomes of the internationalization process in degrees of international coordination and integration.
Practical implications
The practical implication of the approach is a new conceptual framework that help scholars and managers understand complex configurations of internationalization motives better and thus come up with more realistic descriptions of what has actually influenced companies to adopt a particular internationalization strategy.
Originality/value
The paper presents a completely new combination of models to document the motivations and consequently the internationalization trajectories of companies. It is, however, also well founded in the literature, but it presents a fundamental account of some serious flaws in IB theory and practice.
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Knight's Industrial Law Reports goes into a new style and format as Managerial Law This issue of KILR is restyled Managerial Law and it now appears on a continuous updating basis…
Abstract
Knight's Industrial Law Reports goes into a new style and format as Managerial Law This issue of KILR is restyled Managerial Law and it now appears on a continuous updating basis rather than as a monthly routine affair.
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…
Abstract
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.
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An Act to repeal the Industrial Relations Act 1971; to make provision with respect to the law relating to trade unions, employers' associations, workers and employers, including…
Abstract
An Act to repeal the Industrial Relations Act 1971; to make provision with respect to the law relating to trade unions, employers' associations, workers and employers, including the law relating to unfair dismissal, and with respect to the jurisdiction and procedure of industrial tribunals; and for connected purposes [31st July 1974]
Although studies on Chinese industrial relations (IR) have examined topics such as unionization and collective bargaining, little is known about employers’ reactions to recent IR…
Abstract
Purpose
Although studies on Chinese industrial relations (IR) have examined topics such as unionization and collective bargaining, little is known about employers’ reactions to recent IR changes. In particular, researchers have not thoroughly considered foreign employers’ labor relations strategies. Amidst this background, the purpose of this paper is to investigate how a foreign employer perceives and responds to the recent IR changes in China.
Design/methodology/approach
This paper conducted an exploratory, inductive study of the Chinese subsidiary of one multinational corporation. The data were collected through the author’s extensive fieldwork at its headquarters and Chinese subsidiary.
Findings
This paper shows that the union of a foreign firm in China serves three major functions – a collective voice, a monopoly, and an external affairs function – and that the firm’s interpretation of these functions has changed within China’s dynamic IR environment. Further, this paper finds that an employer has initiated its own compliance strategies, such as forming a friendly union, decoupling the union’s functions, de-collectivizing employment relations through effective HR practices and stricter policies, and scaling down in size to reduce administrative burden.
Originality/value
By introducing an employer perspective regarding recent IR changes, this paper provides a nuanced understanding of unionization and collective bargaining implementation in China. In addition, this paper identifies an emerging pattern of employer perception and response in China, highlighting unique features that have not been addressed in the existing literature on employers’ anti-union behavior. This study’s contributions also facilitate further research encompassing different contexts.
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The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act…
Abstract
The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides: