Steering heterogeneous sciences in the Dutch and Italian higher education systems

This paper studies how the implementation of New Public Management reforms in Higher Education affects the academic bodies’ steering in different national systems and disciplines. It is assumed that the steering capability depends on the characteristics of each system and discipline. The work includes three case studies (two Italian universities and one Dutch university); two research institutes are selected for each university: one HS institute (either Biomedical Sciences or Physics) and one SoSc institute (Management). Evidence confirms that steering capability improves in some disciplines, while other scientific fields remain hardly steerable because the levers are weak, the interest of society and policy makers in research outcomes is small, and the reputational organisations are very influential.Higher Education, Research, Funding, Evaluation, Steering, Governance, Social Sciences, Hard Sciences, New Public Management

The Industry and the Unions: An Overview

[Excerpt] This overview chapter provides a framework for the chapters that follow by broadly describing the arts, entertainment, and electronic media (AEEM) industry and the problems confronting it. The overview is presented in four sections focused on: first, the economic structure of the industry; second, unions and bargaining structure; third, the impact of technological changes; and fourth, historical responses on the part of unions and the labor relations system to technological change

The transformation of steering and governance in Higher Education: funding and evaluation as policy instruments.

This paper focuses on policy implementation in higher education (HE) to be analysed through the evolution and transformation of the policy instruments, namely those related to the Government funding and evaluation. The research questions are: to what extent instruments can reveal the evolution of policy rationales and justifications? How instruments emerged, and become institutionalised, affecting and being affected by the characteristics of national configuration of HE systems? Whether and how they produce desired effects or evolve in unpredictable ways, generating unexpected results, playing new roles and functionalities? The evolution of the instruments seems to be dependent on some characteristics of the context and some key features of the instruments. The development has been often inspired by NPM principles, which aimed at increasing steering capacity of the policy maker on one side, and university role and autonomy on the other. The common narrative is then declined in very different ways among countries, and instruments implementation reveals the extent to which it is adapted to the existing characters (dominant paradigm) of the HE system.Higher Education, Funding, Evaluation, Policy instruments, Policy implementation

Resolving Workplace Disputes in the United States: The Growth of Alternative Dispute Resolution in Employment Relations

[Excerpt] For more than a decade a quiet revolution has been occurring m the American system of justice. There has been a dramatic growth in the use of alternative dispute resolution (ADR) to resolve disputes that might otherwise be handled through litigation. We define ADR as the use of any form of mediation or arbitration as a substitute for the public judicial or administrative process available to resolve a dispute (Lipsky and Seeber, 1998A}. In the United States mediation, arbitration, and their variants ordinarily are private processes in which the disputants themselves select, hire, and pay the third-party neutral who resolves, or attempts to resolve, their dispute

Dispute Resolution in the Changing Workplace

For the past seven years, the authors of this paper have been conducting research on the use of Alternative Dispute Resolution (ADR) (particularly in employment disputes) by major U.S. corporations (Lipsky and Seeber 1998a, 1998b, 2000). In our research we discovered that an increasing number of American corporations are moving beyond ADR to the adoption of so-called integrated conflict management systems (Lipsky and Seeber 1998a; Gosline et.al. 2001). Although considerable research on the operation of various ADR procedures exists, very little has been done on the formation of conflict management strategies, including the use of conflict management systems (Ury et al. 1988; Costantino and Merchant 1996; Stitt 1998; Colvin 1999). In this paper we examine: a) the concept of an integrated conflict management system, b) the conflict management strategies used by American corporations, and finally c) the factors that account for the evolution of corporate conflict management strategies from traditional approaches (including heavy dependence on litigation) to the widespread adoption of various ADR techniques and finally on to the adoption of full-blown conflict management systems by a vanguard of U.S. organizations. In our discussion we draw heavily on interviews we conducted with top managers and corporate lawyers in more than fifty corporations across the United States

The Social Contract and Dispute Resolution: The Transformation of the Social Contract in the United States Workplace and the Emergence of New Strategies of Dispute Resolution

In recent years, a significant amount of public and academic attention has been devoted to the unravelling of the so-called \u27New Deal\u27 social contract and the emergence of a new social contract between workers and employers in the United States of America (US). In our paper, we will identify the forces of change that undermined the New Deal social contract during the post-World War II era and led to the reformulation of the workplace social contract in the US. It is our thesis that the transformation of the workplace social contract in the US significantly affected the resolution of employment disputes, giving rise to alternative dispute resolution (ADR) and other new approaches to conflict management. After briefly describing the origins of the New Deal social contract, we will assess the alignment of forces that resulted in the reformulation of the social contract in the 1990s. This new social contract has had historic consequences for most dimensions of the employment relationship, including job security, methods of pay, unionisation, and supervision, but its effects on workplace dispute resolution are especially noteworthy

Looking Ahead

[Excerpt] The American entertainment industry and its system of labor-management relations is now at a crossroads. Its future will be determined to a great extent by emerging developments that could either hinder or facilitate expansion, depending on the course of affairs approaching the year 2000. The key trends will converge to influence the course of collective bargaining in the industry and the choices made by unions and employers

The Appropriate Resolution of Corporate Disputes: A Report on the Growing Use of ADR by U.S. Corporations

A quick scan of the business and legal press reveals that, compared with a few years ago, many more disputes are being resolved through negotiation, mediation, and arbitration. The change is an incremental one, on the upper end driven by costly, difficult cases involving business risks that have called for the innovative handling of dispute resolution processes, and on the everyday level driven by the need for lower-cost, streamlined ways to handle growing numbers of ordinary disputes. Policy makers at all levels of government have encouraged this trend. Accompanying this public policy movement, increasing numbers of law firms and corporate legal departments are establishing alternative dispute resolution (ADR) practice sections, acquiring expertise or hiring experts in dispute resolution. Many corporations are encouraging the use of ADR not only where it has traditionally been used but also to solve an ever-widening range of conflicts between the corporation and other businesses, individuals, and government agencies. In each of these relationships, it appears that the overwhelming costs of litigation have pushed corporations toward increasing their use of ADR processes. This growing trend and the widespread need for information about appropriate means of resolving corporate disputes motivated us to conduct the survey reported on here

ILR Impact Brief - Employment Arbitration: Emergence of a New Profession

The ILR Impact Brief series highlights the research and project based work conducted by ILR faculty that is relevant to workplace issues and public policy. Brief #1 highlights the authors\u27 research on employment arbitration, including a survey of the National Academy of Arbitrators