Published 1999
by Trades Union Congress, Economic and Social Affairs Department in London .
Written in
Edition Notes
Title from cover.
| The Physical Object | |
|---|---|
| Pagination | 6p. ; |
| ID Numbers | |
| Open Library | OL18452205M |
This paper aims to test Dickens’ assertions by an examination of the Workplace Employee Relations Survey (WERS98). HRM workplaces are contrasted with authoritarian and trade union forms of governance to examine (1) the determinants and (2) some outcomes of equal opportunity policies and family-friendly practices. Section 2 describes our. British Employment Relations, –, as Portrayed by the Workplace Industrial Relations Survey Series. “A Bibliography of Research Based on the British Workplace Industrial Relations Survey Series.” “Trade Union Influence on Human Resource Management Practices. Industrial Relations.”Cited by: The public has a very positive attitude towards trade unions in Ireland, according to a new national survey published in September A majority of non-union members would join a trade union "if they had the opportunity", the survey found, while there is a very high level of public support for the social partnership process. Abstract Equal opportunities policies and family-friendly practices are examined using data from the Workplace Employee Relations Survey in order to assess (i) their associations with union recognition and strategic human resource management and (ii) the outcomes of what has recently been described as ''tinkering around'' for women at work.
Alvaro Cristiani, José María Peiró, Human resource function, unions and varieties of capitalism, Employee Relations, /ER, 40, 6, (), (). Crossref Adela McMurray, Don Scott, The Nexus between union membership and workplace climate, Labour & Industry: a journal of the social and economic relations of work, KEYWORDS employment relations trade unions 1. Introduction It is now more than 35 years since the Donovan Commission found that workplace trade unionism acted as a ‘lubricant not an irritant’ in the manage-ment of employee relations (McCarthy, ). Linked employer–employee data from the Workplace Employee Relations Survey (WERS It is the flagship survey of employment relations in Britain. It collects data from employers, employee representatives and employees in a . A recent survey of union activity on learning and skills has also demonstrated that this is becoming a more mainstream union activity. A third of reps replying to this survey were not ULRs but were dedicating significant time and resources to learning and skills. The government created the ULF in to promote activity by trade unions in.
The Workplace Employee Relations Survey (WERS98) was the fourth in a series of workplace surveys carried out in Great Britain, the first dating from The survey has always included an interview with a manager and worker representative (where present). Management controls the resources and work environment of an organization while unions represent employees in getting the best terms and conditions of employment. Since the organization needs a happy, healthy and productive workforce to meet its business goals and employees need a place to work, it is obvious that employers and employee unions. perceive their work and non-work experiences and belief with their trade unions and weather the unions performed their duties in line wit h their expectations. The study used cross-sectional survey. The last thirty years have seen the world of work transformed in Britain. Manufacturing and nationalized industries contracted and private services expanded. Employment became more diverse. Trade union membership collapsed. Collective bargaining disappeared from much of the private sector, as did strikes. This was accompanied by the rise of human resource management and new .
