The state as employer: setting a new example
Article Abstract:
Changing beliefs about the role of the state as employer in the UK, as exemplified by the passage of laws such as the Local Government Act of 1988 and the Employment Act of 1982, reveal much more emphasis on privatization. These recent alterations have important implications for personnel managers in both private and public sectors because the current government believes that the law of market is the overriding principle by which to make employment decisions. As a result, employment protection and collective rights are no longer being emphasized. Direct results of these changes in beliefs include: reduced official support for trade unionism; increased vulnerability of workers in bureaucracies; and abolishment of collective bargaining machinery in education.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1989
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Casting off from national negotiations
Article Abstract:
Employers in the UK increasingly are moving to local bargaining arrangements rather than taking part in national negotiations to ensure greater control over operations and costs. As an example, Coats Viyella PLC withdrew from the National Joint Industrial Council for the Knitting Industry and managed to decentralize collective bargaining to the level of its 16 profit centers This case indicates lessons to be learned in decentralizing negotiations, including the necessity of: careful planning; gaining the support of senior line managers for change; training line managers for new roles; informing employees of developments; and assuring unions of a continuing role in representing employees.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1990
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The Donovan analysis: does it still hold good?
Article Abstract:
The 1968 report of the Royal Commission on Trade Unions and Employers' Associations, the so-called Donovan report affected Britain's pay bargaining structures. The report contained three main themes: recognition of the role of trade unions and collective bargaining; management initiative in initiating industrial relations policy; and the recognition of differing interests in the work place. The Donovan report, institutionalized by legislation and 21 years of application, has helped remove the dichotomy between the formal system of industrial relations and the actual behavior of collective bargaining that once disrupted industrial relations in Great Britain.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1989
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