Union Organization in Great Britain

Union membership and density in Britain has experienced substantial decline since 1979. The fall in private sector membership and density has been much greater than in the public sector. The size of the union sector, measured by employer recognition, has shrunk. Membership decline has been accompanied by financial decline. Much of the decline occurred before 1997, under Conservative governments. Since 1997 and the return of a Labour government, the position has in some respects stabilized. Currently, unions have a substantially reduced economic impact, but a continued, if limited, role in workplace communication and grievance handling, often as part of a voice regime including non union elements.British trade unions, union structure, union membership

New Model Unions: Options for the 21st Century

The purpose of this short paper is threefold. First we discuss the underlying properties of the dominant organisational model for trade unions in Britain. Second, we look at options for changing this organisational model. Third, we conclude by looking at what this might imply for the future operation and organisation of trade unions and their engagement with their members

Human Resource Management Diffusion and Productivity Imbalances

In this study, we explore spatial variance in management practices and assess its potential contribution to regional imbalances in productivity. The research builds on a growing body of evidence which indicates that differences in management practices can account for a substantial share of cross-country differences in total factor productivity, and which identifies an important role for management practices in explaining differences in productivity between firms in the UK. We contribute to this literature by studying regional variation in HRM and related management practices using workplace-level (i.e. plant-level) data in Britain, taken from the Workplace Employment Relations Survey (WERS). We use these data to map spatial variance in HRM intensity in Britain. We then seek to account for that variance and, in doing so, establish whether regional variance in HRM can help to account for regional variance in productivity. This analysis is complemented by a comparative investigation of equivalent data for France, where levels of productivity and HRM are both higher and less dispersed

Trading Places: Employers, Unions and the Manufacture of Voice

Using nationally representative workplace data for Britain we show that over the last quarter century union voice - especially union-only voice - has been associated with poorer climate, more industrial action, poorer financial performance and poorer labour productivity than nonunion voice and, in particular, direct voice. On the other hand, union-based voice regimes have experienced lower quit rates than non-union and "no voice" regimes, as theory predicts. Over that time, while the workplace incidence of voice has remained constant, with roughly 8 workplaces out of 10 providing some form of voice, there has been a big shift from union to non-union voice, particularly direct employer-made voice. Thus employers are prepared generally to bear the costs of voice provision and manifest a reluctance to engage with their workforce without voice mechanisms in place. The associations between non-union voice mechanisms and desirable workplace outcomes suggest that these costs may be lower than the benefits voice generates.worker voice, trade unions, quits, employment relations, labour productivity, financial performance, industrial action

Accounting for Collective Action: Resource Acquisition and Mobilization in British Unions

The paper uses two data sources to map trends in resource availability for trade unions in Britain. Union resources exist on the one hand in the form of subscription income and accumulated assets shown in union accounts and, on the other, establishment level resources provided by employers and union members. The paper documents a substantial decline in both forms of resource across the period 1990 -2004 and attempts to explain both the reasons for this decline and its consequences for employee representation in Britain

Why Do Voice Regimes Differ?

In this paper we seek to explain the emergence of different voice regimes, and to do so by using approaches from institutional economics. In particular we analyse the emergence of different voice regimes as a contracting problem; a ¿make¿ or ¿buy¿ decision on the part of the employer. A unique feature of the model is that the firm, having chosen its particular employee management regime, faces switching costs if it attempts to alter its original make or buy decision. A particular dimension of the employee management regime decision is the use of the union as agent or supplier of voice, or elements thereof. We argue that there are circumstances in which the employer may, on grounds of cost or risk, seek to subcontract aspects of the management of labour to a union and, further, that this (along with the presence of switching costs) helps explain the continued recognition of trade unions in many firms. In other circumstances, however, the employer may seek to construct voice mechanisms without union involvement. Workplace data from Britain are used to test these and other implications of the model.trade unions, voice, transaction cost economics, switching costs

Referencing web pages and e-journals.

One of the areas that can confuse students and authors alike is how to reference web pages and electronic journals (e-journals). The aim of this professional development article is to go back to first principles for referencing and see how with examples these should be referenced

Meteorite cloudy zone formation as a quantitative indicator of paleomagnetic field intensities and cooling rates on planetesimals

Metallic microstructures in slowly-cooled iron-rich meteorites reflect the thermal and magnetic histories of their parent planetesimals. Of particular interest is the cloudy zone, a nanoscale intergrowth of Ni-rich islands within a Ni-poor matrix that forms below 350{\deg}C by spinodal decomposition. The sizes of the islands have long been recognized as reflecting the low-temperature cooling rates of meteorite parent bodies. However, a model capable of providing quantitative cooling rate estimates from island sizes has been lacking. Moreover, these islands are also capable of preserving a record of the ambient magnetic field as they grew, but some of the key physical parameters required for recovering reliable paleointensity estimates from magnetic measurements of these islands have been poorly constrained. To address both of these issues, we present a numerical model of the structural and compositional evolution of the cloudy zone as a function of cooling rate and local composition. Our model produces island sizes that are consistent with present-day measured sizes. This model enables a substantial improvement in the calibration of paleointensity estimates and associated uncertainties. In particular, we can now accurately quantify the statistical uncertainty associated with the finite number of islands and the uncertainty on their size at the time of the record. We use this new understanding to revisit paleointensities from previous pioneering paleomagnetic studies of cloudy zones. We show that these could have been overestimated but nevertheless still require substantial magnetic fields to have been present on their parent bodies. Our model also allows us to estimate absolute cooling rates for meteorites that cooled slower than 10000{\deg}C My-1. We demonstrate how these cooling rate estimates can uniquely constrain the low-temperature thermal history of meteorite parent bodies.Comment: Manuscript resubmitted after revision

Soil penetrometer

An auger-type soil penetrometer for burrowing into soil formations is described. The auger, while initially moving along a predetermined path, may deviate from the path when encountering an obstruction in the soil. Alterations and modifications may be made in the structure so that it may be used for other purposes

Employee Voice and Private Sector Workplace Outcomes in Britain, 1980-2004

Non-union direct voice has replaced union representative voice as the primary avenue for employee voice in the British private sector. This paper provides a framework for examining the relationship between employee voice and workplace outcomes that explains this development. As exit-voice theory predicts, voice is associated with lower voluntary turnover, especially in the case of union voice. Union voice is also associated with greater workplace conflict and poorer productivity. Nonunion voice is associated with better workplace financial performance than other voice regimes.employee voice, trade unions, productivity, industrial action, quits, labor-management relations