38 research outputs found
Consultation in a British utilities company: reinforcing the hierarchy?
This research note examines consultation in a British utilities company since privatisation in 1990, raising the general issue of how changing workplace requirements for representation can be met with varying degrees of success by different groups of workers and their unions. This can mean that existing hierarchies within workforces and between unions are strengthened
North American MNCs and their HR policies in liberal and co-ordinated market economies
We explore the landscape of HRM in North American MNCs which have been for long
characterized as having an express preference for institutionalizing aspects of
the home business system when operating aboard. Drawing upon institutional
theory, both the USA and Canada are identified as liberal market economies.
Building on this, we examine the HR preferences of subsidiaries originating in
North America and operating in diverse liberal and coordinated market economies
in order to test the extent to which the host context influences the pattern of
HR policies and practices pursued, referring predominantly to the literature on
USA firms. The results indicate that the pattern of HR practices pursued by
North American owned MNCs varies widely depending on whether these North
American owned MNCs are operating in liberal or coordinated market economies,
lending support to the importance of context as a determinant of the likelihood
of, and limits to, the transfer of HRM practices and preferences