Human resource management as a substitute for trade unions in British workplaces

The authors use British workplace data for 1980–98 to examine whether increased human resource management (HRM) practices coincided with union decline, consistent with the hypothesis that such practices act as a substitute for unionization. Two initial analyses show no important differences between union and non-union sectors or between newer workplaces (which are likelier to be non-union) and older ones in the pattern of HRM practices over time; and the study’s longitudinal analysis picks up no evidence of faster union decline in workplaces or industries that adopted HRM practices than in those that did not. Not only is the hypothesized substitution effect thus not supported, but the authors even uncover some evidence of a complementarity between unions and HRM practices. The authors conclude that increased use of HRM practices is probably not an important factor underpinning union decline in Britain

Industrial production and capacity utilization: the 2008 annual revision

On March 28, 2008, the Federal Reserve published revisions to its index of industrial production (IP) and the related measures of capacity and capacity utilization. Although the revision affected the data from January 1972 through February 2008, most of the changes were for the period beginning in 2003. Relative to earlier estimates, measured from fourth quarter to fourth quarter, IP is now reported to have increased more slowly in 2006, but changes to output gains in other years since 2003 were more modest. The period from 2003 through 2007 was marked by a steady, moderate rise in industrial output; on average, production increased 2.2 percent per year, and the annual rates of change ranged from 1.5 percent to 3.1 percent.Industrial capacity ; Industrial productivity

Chinese Unions: Nugatory or Transforming? An 'Alice' Analysis

China has, apparently, more trade union members than the rest of the world put together. But the unions do not function in the same way as western trade unions. In particular Chinese unions are subservient to the Partystate. The theme of the paper is the gap between rhetoric and reality. Issues analysed include union structure, membership, representation, new laws (e.g. promoting collective contracts), new tripartite institutions and the interaction between unions and the Party-state. We suggest that Chinese unions inhabit an Alice in Wonderland dream world. In reality although Chinese unions do have many members (though probably not as many as the official 137 million figure) they are virtually impotent when it comes to representing workers. Because the Party-state recognises that such frailty may lead to instability it has passed new laws promoting collective contracts and established new tripartite institutions to mediate and arbitrate disputes. While such laws are welcome they are largely hollow: collective contracts are very different from collective bargaining and the incidence of cases dealt with by the tripartite institutions is tiny. Much supporting evidence is presented drawing on detailed case studies undertaken in Hainan Province (the first and largest special economic zone) in 2004 and 2005. The need for more effective representation is appreciated by some All China Federation of Trade Unions (ACFTU) officials. But reasonable reforms do seem a long way off, so unions in China will continue to echo the White Queen: "The rule is, jam tomorrow and jam yesterday - but never jam today" and, alas, tomorrow never comes.China, trade unions, Hainan Province, collective contracts, collective disputes, membership

British Unions: Dissolution or Resurgence Revisited

Union membership rose by 100,000 in 1999 ending two decades of sustained membership losses û the longest, deepest decline in British labour history yielding a cumulative fall of over 5 million members. This paper analyses that haemorrhage in membership and asks whether or not the recent increase augurs a resurgence in unions' fortunes. Membership data and voice arrangements are described first. Then the decline in membership in the 1980s and 1990s is analysed, emphasising both the failure of unions to achieve recognition in newly established workplaces and plummeting density where unions remain recognised. The health of unions turns, in part, on their appeal to potential members, so their ''sword of justice'' impact is set out next showing how unions have an egalitarian effect on the distribution of pay, cut accidents and promote both family friendly and equal opportunity policies in the workplace. It is unlikely that employment will grow disproportionately in unionised sectors of the economy. So any revival of unions depends on organising activity among both individuals and firms. The pivotal importance of new recognitions is discussed by analysing three forms of marriage between capital and labour û true love, convenience and shotgun. The paper concludes that a twin track organising strategy would help unions partially reverse their membership losses û signing up new employers but also focusing on the 3 million plus free riders who are covered by collective agreements but not members.

Foreign ownership and productivity: new evidence from the service sector and the R&D lab

This paper examines the relationship between foreign ownership and productivity, paying particular attention to two issues neglected in the existing literature – the role of multinationals in service sectors and the importance of R&D activity conducted by foreign multinationals. We review existing theoretical and empirical work, which largely focuses on manufacturing, before presenting new evidence using establishment level data on production, service and R&D activity for the United Kingdom. We find that multinationals play an important role in service sectors and that entry of foreign multinationals by takeover is more prevalent than greenfield investment. We find that British multinationals have lower levels of labour productivity than foreign multinationals, but the difference is less stark in the service sector than in the production sector, and that British multinationals have lower levels of investment and intermediate use per employee. We also find that foreign-owned multinationals conduct a substantial amount of UK R&D. We discuss the implications of these and other findings for the policy debate on incentives to influence multinational firms’ location choices

The Extent of Collective Bargaining and Workplace Representation: Transitions between States and their Determinants. A Comparative Analysis of Germany and Great Britain

Industrial relations are in flux in many nations, perhaps most notably in Germany and Britain. That said, comparatively little is known in any detail of the changing pattern of the institutions of collective bargaining and worker representation in Germany and still less in both countries about firm transitions between these institutions over time. The present paper maps changes in the importance of the key institutions, 1998-2004, and explores the correlates of two-way transitions, using successive waves of the German IAB Establishment Panel and both cross-sectional and panel components of the British Workplace Employment Relations Survey. We identify the workplace correlates of the demise of collective bargaining in Britain and the erosion of sectoral bargaining in Germany, and identify the respective roles of behavioral and compositional change.union recognition, union coverage, sectoral and firm-level collective bargaining, works councils, joint consultative committees, changes in collective bargaining/worker representation states, bargaining transitions and their determinants

The Extent of Collective Bargaining and Workplace Representation: Transitions between States and their Determinants. A Comparative Analysis of Germany and Great Britain

Industrial relations are in flux in many nations, perhaps most notably in Germany and the Britain. That said, comparatively little is known in any detail of the changing pattern of the institutions of collective bargaining and worker representation in Germany and still less in both countries about firm transitions between these institutions over time. The present paper maps changes in the importance of the key institutions, 1998-2004, and explores the correlates of two-way transitions, using successive waves of the German IAB Establishment Panel and both cross-sectional and panel components of the British Workplace Employment Relations Survey. We identify the workplace correlates of the demise of collective bargaining in Britain and the erosion of sectoral bargaining in Germany, and identify the respective roles of behavioral and compositional change.union recognition, union coverage, sectoral and firm-level collective bargaining, works councils, joint consultative committees, changes in collective bargaining/worker representation states, bargaining transitions and their determinants

The Extent of Collective Bargaining and Workplace Representation: Transitions between States and their Determinants. A Comparative Analysis of Germany and Great Britain

Industrial relations are in flux in many nations, perhaps most notably in Germany and Britain. That said, comparatively little is known in any detail of the changing pattern of the institutions of collective bargaining and worker representation in Germany and still less in both countries about firm transitions between these institutions over time. The present paper maps changes in the importance of the key institutions, 1998-2004, and explores the correlates of two-way transitions, using successive waves of the German IAB Establishment Panel and both cross-sectional and panel components of the British Workplace Employment Relations Survey. We identify the workplace correlates of the demise of collective bargaining in Britain and the erosion of sectoral bargaining in Germany, and identify the respective roles of behavioral and compositional change.

Fear, Conflict, and Union Organizing

[Excerpt] Workers\u27 fears—of job loss, of strikes, of management retaliation—are well-documented obstacles to successful union organizing. Exploiting these fears is at the heart of employers\u27 union-avoidance strategies. Unorganized workers are well aware that management opposition creates real and potential risks in organizing. Not so well documented is the effect of conflict generated during the organizing process. Conflict is distinct from fear because the adversarial relationship itself has an impact on undecided workers. Management and their consultants can take actions that polarize the workplace and then transfer blame to outside union organizers and inside troublemakers. We believe that conflict is at least as important as fear in arousing anti-union sentiments, especially in organizing campaigns among professional, technical, and office workers. Our research indicates that understanding and addressing the issue of conflict is essential for success among these workers. Without more attention to its influence, by default, private-sector organizing may well appeal to only those workers with little to lose. The role of fear and conflict in employers\u27 union-avoidance campaigns will first be explored with the aid of several cases;\u27 we will distinguish between fear and conflict while demonstrating their entanglement. Next, we will explore in detail the campaign by the Communications Workers of America to organize computer technicians employed by AT&T\u27s NCR subsidiary. We will present survey data based on interviews with 320 of these technicians, which enable us to evaluate their attitudes toward unionization. The data along with field experience indicate that aversion to conflict provides a significant explanation for hesitancy to organize among workers who are otherwise favorably disposed toward unions. Finally, we will discuss strategies to overcome fear and conflict and argue that the extent to which workers build their own organizations is directly related to the workers\u27 likely success