A303 Q07
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Question 7
Present by: Kang Kai, Brendon Chen & Wilson
Lim
Compare and contrast the key characteristics of the
British,
industrial
German
relations.
and How
French do
the
systems
of
differences
between these systems impair the development of labour internationalism amongst workers? Why must HR managers have an understanding of industrial relations systems? Give examples.
Outline 1.Introduction • Definition of Industrial Relation • National IR System • European Typologies
2.Illustration and Examples • Key characteristics of the British, German and French systems of IR • How do the differences impair labour internationalism • Why must HR managers have an understanding of IR systems.
3.Conclusion Industrial Relations
Introduction 1.Industrial Relation • IR seeks to explain variations with and between nations in respect to workeremployer-state relations. • IR promotes labour and focuses on workers.
2.National IR System • Consists of a unique interplay of culture and legal regulation system. • In theory, every nation-state possesses a distinctive IR system. Industrial Relations
Introduction 3.European Typologies • ‘Rhineland’ Model Germany, Austria, Belgium, Netherlands • ‘Latin’ Model France, Italy, Portugal, Spain, Greece • ‘Anglo-Irish’ Model UK and Ireland
Industrial Relations
Key Characteristics Compare and contrast the key characteristics of the British, German and French systems of industrial relations Industrial Relations
Key Characteristics
Regulation
Weak, voluntarism
Extensive legal framework
Strong state intervention
Workeremployer relations
Adversarialism, mutual mistrust
Co-operative
High levels of adversarialism / militancy
Collective bargaining
Decentralized
Centralized
Strong state intervention
Union / councils
No statutory works councils until EWC and National Information/Consul tation Directives
Formalized
Low level of union membership
Formalization of IR structure
Low level
Formalized
Low level
Worker rights
weak
Strong
Weak Industrial Relations
Labour Internationalism How do the differences between these systems impair the development of labour internationalism amongst workers Industrial Relations
Labour Internationalism
EMU & Establishment of EURO • Economic integration of single Market • Reduce transaction cost and exchange rate risk • Increase labour market competition • Lead to increased ‘regime competition’
Industrial Relations
Labour Internationalism
EMU To counter ‘globalized competition’ • Increase competition on industrial relations system amongst member countries • Pressurize policy-maker and practitioners to make their arrangement as ‘competitive’ to secure the investment • So as ‘regime competition’ Industrial Relations
Labour Internationalism IR Regime Differences & Effect on Labour Internationalism Worker-employer relationship • Germany: Autonomy, with Extensive legal framework; co-operative, co-determination • France: Strong State Intervention; High level of adversarialism • UK: Autonomy, adversarialism and mistrust Effect on LI • Differences in type of the worker-employer relationship, and ways of handling it may block LI.
Industrial Relations
Labour Internationalism IR Regime Differences & Effect on Labour Internationalism Works councils • Germany: Powerful WC, Supervisory boards • France: Intermediate WC (for info/consultation); • UK: No WC until EWC and NI/CDs; Effect on LI • Differences in WC power, show the different position, power and rights of worker, may also impair LI Industrial Relations
Labour Internationalism IR Regime Differences & Effect on Labour Internationalism Formality of IR Structure • Germany: Formalized IR Structure • France: Not so formalized IR Structure • UK: low level of formalization of IR Effect on LI • Differences IR Structure, show the differences in terms of protection provision, voice channel for the worker from employer, may also impair LI Industrial Relations
Understanding of IR Systems Why must HR managers have an understanding of industrial relations systems? Give examples.
Industrial Relations
Understanding of IR Systems
Understanding of IR Systems • Industrial relations promotes labour (focus on workers) • Comparative IR terminology: Employment relations systems, Workers rights, Labour internationalism
Industrial Relations
Understanding of IR Systems • Explain variations within and between nations in respect to worker-employer-state relations. • HR managers in MNCs often have to play the middle ground. (Promote business aims and uphold fiduciary obligation to workers) • So it is essential that HR is well informed of the dynamics of cross-national labour relations and idiosyncrasies of national IR systems.
Industrial Relations
Understanding of IR Systems
National IR Systems • In theory, every nation-state possesses a distinctive IR system (which consists of a unique interplay of culture and legal regulation system) • Caveat: no nation-state is a homogeneous entity (legal system is shared by all, but cultural practices vary from one region to the next… UK is perfect example).
Industrial Relations
Understanding of IR Systems • HR managers must not be immersed within their national systems to such an extent that vested interests can hinder cross-border relations. • HR managers must work hard to in order to minimise dissonant cognitions and build a commonly shared organisational culture. • Inability to understand IR can result in business failure. Industrial Relations
Understanding of IR Systems
Examples • Cross-National Labour Relations in the Corus EWC from the notes.
• The BMW European Works Council article. (BMW and Rover)
Industrial Relations
Conclusion
Conclusion
Industrial Relations
Conclusion
Industrial Relations in Europe • The difference of national Industrial relation system between European countries is shaped by each of own unique national culture and legal regulation system. • It also arranged by policy maker and practitioner to secure the investment under pressure of globalization competition, and it is set to competes to each other (Streeck, 1992) Industrial Relations
Conclusion
Industrial Relations in Europe • The difference of national Industrial relation system between European countries create obstacle for development of labour internationalism amongst workers. • HR manager must possess intensive knowledge and familiarize with the dynamics of cross-national labour relations and idiosyncrasies of national IR systems, in order to minimize dissonant cognitions and build a commonly shared organizational Industrial Relations
Conclusion
Industrial Relations in Europe • HR managers must not be immersed within their national systems to such an extent that vested interests can hinder cross-border relations, mishandling the IR could be vital to the company.
Industrial Relations
Industrial Relations
Q&A
Industrial Relations
Present by: Kang Kai, Brendon Chen & Wilson
Lim
Compare and contrast the key characteristics of the
British,
industrial
German
relations.
and How
French do
the
systems
of
differences
between these systems impair the development of labour internationalism amongst workers? Why must HR managers have an understanding of industrial relations systems? Give examples.
Outline 1.Introduction • Definition of Industrial Relation • National IR System • European Typologies
2.Illustration and Examples • Key characteristics of the British, German and French systems of IR • How do the differences impair labour internationalism • Why must HR managers have an understanding of IR systems.
3.Conclusion Industrial Relations
Introduction 1.Industrial Relation • IR seeks to explain variations with and between nations in respect to workeremployer-state relations. • IR promotes labour and focuses on workers.
2.National IR System • Consists of a unique interplay of culture and legal regulation system. • In theory, every nation-state possesses a distinctive IR system. Industrial Relations
Introduction 3.European Typologies • ‘Rhineland’ Model Germany, Austria, Belgium, Netherlands • ‘Latin’ Model France, Italy, Portugal, Spain, Greece • ‘Anglo-Irish’ Model UK and Ireland
Industrial Relations
Key Characteristics Compare and contrast the key characteristics of the British, German and French systems of industrial relations Industrial Relations
Key Characteristics
Regulation
Weak, voluntarism
Extensive legal framework
Strong state intervention
Workeremployer relations
Adversarialism, mutual mistrust
Co-operative
High levels of adversarialism / militancy
Collective bargaining
Decentralized
Centralized
Strong state intervention
Union / councils
No statutory works councils until EWC and National Information/Consul tation Directives
Formalized
Low level of union membership
Formalization of IR structure
Low level
Formalized
Low level
Worker rights
weak
Strong
Weak Industrial Relations
Labour Internationalism How do the differences between these systems impair the development of labour internationalism amongst workers Industrial Relations
Labour Internationalism
EMU & Establishment of EURO • Economic integration of single Market • Reduce transaction cost and exchange rate risk • Increase labour market competition • Lead to increased ‘regime competition’
Industrial Relations
Labour Internationalism
EMU To counter ‘globalized competition’ • Increase competition on industrial relations system amongst member countries • Pressurize policy-maker and practitioners to make their arrangement as ‘competitive’ to secure the investment • So as ‘regime competition’ Industrial Relations
Labour Internationalism IR Regime Differences & Effect on Labour Internationalism Worker-employer relationship • Germany: Autonomy, with Extensive legal framework; co-operative, co-determination • France: Strong State Intervention; High level of adversarialism • UK: Autonomy, adversarialism and mistrust Effect on LI • Differences in type of the worker-employer relationship, and ways of handling it may block LI.
Industrial Relations
Labour Internationalism IR Regime Differences & Effect on Labour Internationalism Works councils • Germany: Powerful WC, Supervisory boards • France: Intermediate WC (for info/consultation); • UK: No WC until EWC and NI/CDs; Effect on LI • Differences in WC power, show the different position, power and rights of worker, may also impair LI Industrial Relations
Labour Internationalism IR Regime Differences & Effect on Labour Internationalism Formality of IR Structure • Germany: Formalized IR Structure • France: Not so formalized IR Structure • UK: low level of formalization of IR Effect on LI • Differences IR Structure, show the differences in terms of protection provision, voice channel for the worker from employer, may also impair LI Industrial Relations
Understanding of IR Systems Why must HR managers have an understanding of industrial relations systems? Give examples.
Industrial Relations
Understanding of IR Systems
Understanding of IR Systems • Industrial relations promotes labour (focus on workers) • Comparative IR terminology: Employment relations systems, Workers rights, Labour internationalism
Industrial Relations
Understanding of IR Systems • Explain variations within and between nations in respect to worker-employer-state relations. • HR managers in MNCs often have to play the middle ground. (Promote business aims and uphold fiduciary obligation to workers) • So it is essential that HR is well informed of the dynamics of cross-national labour relations and idiosyncrasies of national IR systems.
Industrial Relations
Understanding of IR Systems
National IR Systems • In theory, every nation-state possesses a distinctive IR system (which consists of a unique interplay of culture and legal regulation system) • Caveat: no nation-state is a homogeneous entity (legal system is shared by all, but cultural practices vary from one region to the next… UK is perfect example).
Industrial Relations
Understanding of IR Systems • HR managers must not be immersed within their national systems to such an extent that vested interests can hinder cross-border relations. • HR managers must work hard to in order to minimise dissonant cognitions and build a commonly shared organisational culture. • Inability to understand IR can result in business failure. Industrial Relations
Understanding of IR Systems
Examples • Cross-National Labour Relations in the Corus EWC from the notes.
• The BMW European Works Council article. (BMW and Rover)
Industrial Relations
Conclusion
Conclusion
Industrial Relations
Conclusion
Industrial Relations in Europe • The difference of national Industrial relation system between European countries is shaped by each of own unique national culture and legal regulation system. • It also arranged by policy maker and practitioner to secure the investment under pressure of globalization competition, and it is set to competes to each other (Streeck, 1992) Industrial Relations
Conclusion
Industrial Relations in Europe • The difference of national Industrial relation system between European countries create obstacle for development of labour internationalism amongst workers. • HR manager must possess intensive knowledge and familiarize with the dynamics of cross-national labour relations and idiosyncrasies of national IR systems, in order to minimize dissonant cognitions and build a commonly shared organizational Industrial Relations
Conclusion
Industrial Relations in Europe • HR managers must not be immersed within their national systems to such an extent that vested interests can hinder cross-border relations, mishandling the IR could be vital to the company.
Industrial Relations
Industrial Relations
Q&A
Industrial Relations
