1,951 research outputs found
Beyond Baby-Splitting: Arbitrator Decision-Making Patterns in Employment Cases
That arbitrators tend to “split the baby” by issuing compromise awards is amongst the hoariest of clichés in the dispute resolution field. While the idea of arbitrators as baby-splitters has been challenged by commentators and lacks support in empirical evidence, the idea is surprisingly persistent. More importantly, it may be continuing to influence the decisions of actors whether or not to use arbitration to resolve disputes. A 1997 survey conducted by David Lipsky, Ronald Seeber, and Richard Fincher found that 49.7% of general counsels of Fortune 1000 corporations reported that concerns about compromise decisions was one of their reasons for not using arbitration
How High Performance Human Resource Practices and Workforce Unionization Affect Managerial Pay
Using data from a nationally representative sample of telecommunications establishments, this study finds that HR practices and workforce unionization influence managerial pay levels and the ratio of manager-to-worker pay. High performance HR practices, including investment in the skills of the workforce, in computer-based technologies, and in performance-based worker pay practices, are all positively related to managerial pay; but the use of workforce teams, which shift some managerial responsibilities to workers, has the opposite association. High performance HR practices also are associated with lower manager-to-worker pay differentials. In addition, workforce unionization is positively associated with managerial pay levels, with worker base pay mediating the relationship between managers\u27 pay and unionization
Telecommunications 2000: Strategy, HR Practices and Performance
This report constitutes the first benchmarking survey of business and human resource practices among a nationally representative sample of workplaces in the broadly defined telecommunications industry that includes wireline, wireless, cable, and internet providers. It grows out of a multi-year study of organizational change in the industry, and is based on extensive field study, site visits, interviews, and surveys conducted by research teams at Cornell and Rutgers Universities. Managers at 577 establishments across the country gave generously of their time during a lengthy telephone survey. The study was made possible through a generous grant by the Alfred P. Sloan Foundation
The Relationship between Employee Involvement and Workplace Dispute Resolution
This paper examines the relationship between employee involvement programs and workplace dispute resolution using data from the Workplace and Employee Survey (WES) conducted by Statistics Canada. The results provide support for a link between employee involvement and lower grievance rates in unionized workplaces. This link existed for establishments in both the goods and service sectors, but the practices involved differed between industrial sectors. By contrast, in nonunion workplaces, results of the analysis provided support for a link between the adoption of employee involvement programs and formal grievance procedures, but not between employee involvement and lower grievance rates.Cet essai reprend les donnĂ©es de l’EnquĂŞte sur le lieu de travail et les employĂ©s (ELTE) de Statistique Canada pour vĂ©rifier la relation entre l’implication des salariĂ©s et le règlement des mĂ©sententes sur les lieux de travail. Le règlement des mĂ©sententes sur les lieux de travail fournit un ancrage Ă de nombreuses discussions sur l’implication des salariĂ©s. Les partisans de l’implication des salariĂ©s prĂ©tendent que ces programmes ont des effets bĂ©nĂ©fiques sur la diminution des griefs et favorisent une solution plus rapide et plus efficace des règlements des conflits. Il existe plusieurs manières dont l’implication des salariĂ©s peut conduire Ă une diminution des conflits. Un niveau plus Ă©levĂ© de collaboration et de confiance entre les salariĂ©s et la direction sous l’égide de programmes d’implication peut contribuer Ă la rĂ©duction des conflits dans le sens d’une diminution des sources de griefs sur les lieux de travail. Un règlement de nature informelle peut aussi contribuer Ă rĂ©duire le nombre de griefs si les programmes d’implication permettent aux salariĂ©s de rĂ©soudre plus rapidement les problèmes sur une base informelle avant qu’ils se transforment en griefs officiels. Enfin, un effet de lĂ©gitimation peut apparaĂ®tre si l’implication des salariĂ©s incite ces derniers Ă accorder plus de lĂ©gitimitĂ© aux dĂ©cisions sur les lieux de travail et, par consĂ©quent, ces dĂ©cisions ont moins de valeur de contestation dans le cas d’un recours Ă©ventuel Ă la procĂ©dure de règlements des griefs. Ă€ l’opposĂ©, les critiques de l’idĂ©e d’implication des salariĂ©s prĂ©tendent que ces programmes contribuent Ă l’intensification du travail et engendrent de nouvelles sources de conflits sur les lieux de travail. De plus, les programmes d’implication prĂ©sentent des diffĂ©rences en termes de structure et d’impact et il peut arriver que l’effet de tels programmes sur la solution des conflits dĂ©pende de la nature du programme en question et du contexte dans lequel il est introduit.Cet article analyse les donnĂ©es tirĂ©es de l’enquĂŞte de Statistique Canada sur des Ă©chantillons d’établissements au cours des annĂ©es 1999 et 2000. Cette recherche est basĂ©e sur un Ă©chantillon reprĂ©sentatif Ă l’échelle nationale d’établissements du secteur privĂ©, permettant de vĂ©rifier l’impact des programmes d’implication sur le règlement des mĂ©sententes sur les lieux de travail Ă travers un large Ă©ventail d’industries et comprenant des lieux de travail syndiquĂ©s et Ă©galement non syndiquĂ©s. Étant donnĂ© les diffĂ©rences importantes entre les procĂ©dures de solutions des conflits au passage d’un secteur syndiquĂ© Ă un autre non syndiquĂ©, on a effectuĂ© une analyse sĂ©parĂ©e : une pour les Ă©tablissements non syndiquĂ©s, une autre pour ceux syndiquĂ©s. Dans le cas de ces derniers, oĂą la procĂ©dure formelle de règlement des griefs est universellement rĂ©pandue, la variable clef dĂ©pendante comportant un intĂ©rĂŞt certain Ă©tait le taux de griefs. Dans le cas des Ă©tablissements non syndiquĂ©s, oĂą l’on observe de grandes variations au plan des modes de solution des mĂ©sententes, la variable dĂ©pendante incluait Ă la fois une procĂ©dure formelle de règlement et un taux de plaintes.Les donnĂ©es observĂ©es dans le secteur syndiquĂ© viennent confirmer la prĂ©sence d’un effet des programmes d’implication dans le sens d’une rĂ©duction du taux de griefs. Des notes plus Ă©levĂ©es sur un indice cumulatif mesurant la prĂ©sence de programmes d’implication Ă©taient accompagnĂ©es d’un taux plus faible de griefs. Également, une mesure d’un niveau plus Ă©levĂ© d’implication des employĂ©s dans la prise de dĂ©cisions s’accompagnait d’un taux rĂ©duit de griefs. Des diffĂ©rences apparaissaient lĂ oĂą les donnĂ©es Ă©taient ventilĂ©es par secteur industriel. Alors que, dans le secteur des biens, des Ă©quipes autogĂ©rĂ©es constituaient le type unique d’implication des salariĂ©s associĂ©es Ă de faibles taux de griefs, on constatait, dans le secteur des services, la prĂ©sence de groupes de solution de problèmes comme l’unique type d’implication associĂ© Ă un plus faible taux de griefs. La plupart des Ă©tudes existantes, s’intĂ©ressant Ă l’implication des salariĂ©s, renvoient Ă des travaux de recherche effectuĂ©s dans le secteur des biens et elles font ressortir l’importance des Ă©quipes autogĂ©rĂ©es comme Ă©tant le seul type de programme comportant l’impact le plus prononcĂ©. Au contraire, les conclusions de la prĂ©sente Ă©tude sont Ă l’effet que, dans le secteur des services, les groupes de solution de problèmes ont un impact plus Ă©levĂ©.Les rĂ©sultats de la recherche dans le cas des Ă©tablissements non syndiquĂ©s prĂ©sentent une mosaĂŻque variĂ©e au plan des effets des programmes d’implication. On constate une association assez marquĂ©e entre des programmes d’implication et la prĂ©sence de procĂ©dures formelles de règlement de griefs dans les Ă©tablissements non syndiquĂ©s. Des notes plus Ă©levĂ©es sur l’indice d’implication Ă©taient associĂ©es Ă des probabilitĂ©s plus Ă©levĂ©es de recourir Ă une procĂ©dure formelle de règlement. Parmi les types particuliers de programmes, ceux de rotation de postes et d’équipes autogĂ©rĂ©es s’accompagnaient de la prĂ©sence de procĂ©dures formelles de règlement. Cependant, en opposition aux conclusions dans le cas des Ă©tablissements syndiquĂ©s, on n’observait pas de liens significatifs entre les programmes d’implication et le taux de griefs dans les Ă©tablissements non syndiquĂ©s. Une explication de ce phĂ©nomène est la prĂ©sence possible d’effets compensateurs Ă l’oeuvre dans ces derniers Ă©tablissements qui influencent le taux de griefs. Si l’effet de rĂ©duction des conflits observĂ© dans les Ă©tablissements syndiquĂ©s opère Ă©galement dans ceux qui ne sont pas syndiquĂ©s, cela va alors contribuer Ă une rĂ©duction du taux de griefs. Cependant, il existe aussi un effet opposĂ© qui origine dans les diffĂ©rences non constatĂ©es au plan de la qualitĂ© des procĂ©dures dans le secteur non syndiquĂ©. Alors que les procĂ©dures de règlement sont relativement standard dans leur composition, qu’elles reprĂ©sentent de façon bien caractĂ©risĂ©e des preneurs de dĂ©cisions neutres et qu’elles reflètent Ă©galement une reprĂ©sentation indĂ©pendante des employĂ©s dans le secteur syndiquĂ©, on observe, dans les lieux de travail non syndiquĂ©s, que la composition des procĂ©dures de règlement et la garantie qu’elles offrent Ă l’endroit d’un traitement Ă©quitable varient Ă©normĂ©ment. Les salariĂ©s peuvent hĂ©siter Ă recourir Ă des procĂ©dures de règlement dans le secteur non syndiquĂ© Ă cause d’une absence de protection Ă l’endroit d’un traitement Ă©quitable et Ă cause d’éventuelles reprĂ©sailles qui peuvent ĂŞtre exercĂ©es contre eux. Si les Ă©tablissements non syndiquĂ©s, oĂą l’on retrouve des programmes d’implication, ont des procĂ©dures de règlement comportant des garanties plus Ă©levĂ©es d’un traitement Ă©quitable et une protection contre des reprĂ©sailles dĂ©coulant du recours Ă de telles procĂ©dures, cela peut accroĂ®tre la probabilitĂ© que les salariĂ©s se servent de la procĂ©dure lorsqu’un problème se prĂ©sente sur les lieux de travail. Cela peut alors faire en sorte que des programmes d’implication puissent produire un effet positif, compensant l’effet nĂ©gatif de rĂ©duction de conflits qu’on a dĂ©crit plus haut.Dans l’ensemble, les conclusions de l’étude fournissent un support aux arguments de ceux qui se font les dĂ©fenseurs des programmes d’implication. Ces derniers s’accompagnent d’un taux plus faible de griefs dans les Ă©tablissements syndiquĂ©s et d’une diffusion plus grande des procĂ©dures formelles de règlement dans les Ă©tablissements non syndiquĂ©s. Cependant, ces conclusions permettent de constater quelques variations au plan de l’effet des programmes d’implication, Ă la fois entre les secteurs des biens et ceux des services, entre les lieux de travail syndiquĂ©s et non syndiquĂ©s.Este documento examina la relaciĂłn entre los programas de implicaciĂłn laboral y la resoluciĂłn de conflictos en el centro de trabajo y se basa, para ello, en los datos de la Encuesta de centros de trabajo y empleados (Worplace and Employee Survey) llevada a cabo por Statistic Canada. Los resultados validan la existencia de un vĂnculo entre implicaciĂłn laboral y nivel bajo de quejas en los medios laborales sindicalizados. Este vinculo existe en los establecimientos de los sectores de bienes y de servicios pero las practicas comprendidas difieren entre sectores industriales. En contraste, en los medios laborales no sindicalizados, los resultados del analisis validan la existencia de un vinculo entre la adopciĂłn de programas de implicaciĂłn laboral y el tramite formal de las quejas más no asĂ entre implicaciĂłn laboral y nivel bajo de quejas
Empirical Research on Employment Arbitration: Clarity Amidst the Sound and Fury
The rise of employment arbitration in the wake of the Supreme Court\u27s 1991 Gilmer v. Interstate/Johnson Lane Corp. decision has been accompanied by vigorous debates over the relative advantages or dangers of using arbitration to resolve statutory claims by employees. Advocates have advanced arguments for the relative speed, efficiency and fairness of employment arbitration. Critics of employment arbitration have raised concerns about due process protections, cost barriers, unfavorable outcomes for employees, and dangers of repeat player biases in favor of employers. Unfortunately, over the past decade and a half, the volume of arguments raised for and against employment arbitration have far outnumbered the pieces of empirical research bearing on these questions. However, over time there has been a gradual increase in the number of empirical studies of employment arbitration. These studies have featured a growing use of more sophisticated, rigorous methodologies that allow us to begin to answer some of the critical questions surrounding employment arbitration
Telecommunications 2004: Business Strategy, HR Practices, and Performance
This national benchmarking report of the U.S. telecommunications services industry traces the tumultuous changes in management and workforce practices and performance in the sector over the last 5 years. This is a follow-up report to our 1998 study. At that time, when the industry was booming, we conducted a national survey of establishments in the industry. In 2003, we returned to do a second national survey of the industry, this time in a sector that was recovering from one of the worst recessions in its history
The Metastasization of Mandatory Arbitration
Mandatory arbitration procedures have expanded to become a common feature of American employment relations. This article presents the results of a new original survey examining the extent of mandatory arbitration, where it is most commonly used, and which employees it is most likely to affect. Overall, 53.9 percent of private sector business establishments, representing 56.2 percent of nonunion employees, have mandatory arbitration procedures. Larger employers are more likely to have adopted mandatory arbitration, as are workplaces with lower paid employees. Mandatory arbitration is particularly common in California, North Carolina, and Texas, but is widespread nationwide. Class action waivers are included in the mandatory arbitration agreements of 41.1 percent of the employees covered by these procedures. Some 39.5 percent of the mandatory arbitration procedures were adopted within the last five years, indicating that there has been a rapid recent growth in this practice. These findings indicate a metastasization of mandatory arbitration, where it has now replaced litigation as the most common method of enforcement of employment rights for nonunion employees, with potential major negative consequences for workers
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Inflammasomes: Molecular Regulation and Implications for Metabolic and Cognitive Diseases
Inflammasomes are specialized signaling platforms critical for the regulation of innate immune and inflammatory responses. Various NLR family members (i.e., NLRP1, NLRP3, and IPAF) as well as the PYHIN family member AIM2 can form inflammasome complexes. These multi-protein complexes activate inflammatory caspases (i.e., caspase-1) which in turn catalyze the maturation of select pro-inflammatory cytokines, including interleukin (IL)-1β and IL-18. Activation of the NLRP3 inflammasome typically requires two initiating signals. Toll-like receptor (TLR) and NOD-like receptor (NLR) agonists activate the transcription of pro-inflammatory cytokine genes through an NF-κB-dependent priming signal. Following exposure to extracellular ATP, stimulation of the P2X purinoreceptor-7 (P2X7R), which results in K+ efflux, is required as a second signal for NLRP3 inflammasome formation. Alternative models for NLRP3 activation involve lysosomal destabilization and phagocytic NADPH oxidase and/or mitochondria-dependent reactive oxygen species (ROS) production. In this review we examine regulatory mechanisms that activate the NLRP3 inflammasome pathway. Furthermore, we discuss the potential roles of NLRP3 in metabolic and cognitive diseases, including obesity, type 2 diabetes mellitus, Alzheimer’s disease, and major depressive disorder. Novel therapeutics involving inflammasome activation may result in possible clinical applications in the near future
Research on Alternative Dispute Resolution Procedures
[Excerpt] Alternative dispute resolution (ADR) encompasses a range of procedures, such as mediation, arbitration, ombudspersons, and peer review, that provide alternative mechanisms for resolving disputes and conflicts, both in the workplace and in other settings. In the field of employment relations, recent years have seen a growing number and diversity of ADR procedures used, particularly in nonunion workplaces and in resolving employment law disputes (Ewing 1989; Feuille and Delaney 1992; Feuille and Chachere 1995; Colvin 2003a). Much of the past research on ADR has focused on the general question of what the most effective technique is for resolving conflicts. The assumption behind much of this research is that the primary goal of dispute resolution is simply the efficiency of resolution and that this is a goal shared by all parties. But dispute resolution does not occur in a vacuum, separated from other aspects of work and employment relations. Indeed, one of the initial questions to be addressed in evaluating ADR procedures is what they are an “alternative” to. Evaluating the impact of ADR procedures depends in large measure on how one evaluates the process that ADR is replacing. Furthermore, recent research is increasingly recognizing that ADR procedures can have a number of different outcomes for and impacts on different parties to a dispute. The impact of ADR procedures may be evaluated very differently for employers versus employees, but also for employees directly involved in disputes versus other employees in the same workplace
Critical examination of cohesive-zone models in the theory of dynamic fracture
We have examined a class of cohesive-zone models of dynamic mode-I fracture,
looking both at steady-state crack propagation and its stability against
out-of-plane perturbations. Our work is an extension of that of Ching, Langer,
and Nakanishi (CLN) (Phys. Rev. E, vol. 53, no. 3, p. 2864 (1996)), who studied
a non-dissipative version of this model and reported strong instability at all
non-zero crack speeds. We have reformulated the CLN theory and have discovered,
surprisingly, that their model is mathematically ill-posed. In an attempt to
correct this difficulty and to construct models that might exhibit realistic
behavior, we have extended the CLN analysis to include dissipative mechanisms
within the cohesive zone. We have succeeded to some extent in finding
mathematically well posed systems; and we even have found a class of models for
which a transition from stability to instability may occur at a nonzero crack
speed via a Hopf bifurcation at a finite wavelength of the applied
perturbation. However, our general conclusion is that these cohesive-zone
models are inherently unsatisfactory for use in dynamical studies. They are
extremely difficult mathematically, and they seem to be highly sensitive to
details that ought to be physically unimportant.Comment: 19 pages, REVTeX 3.1, epsf.sty, also available at
http://itp.ucsb.edu/~lobkovs
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