The German Journal of Industrial Relations 

About: The German Journal of Industrial Relations is an academic journal published by Verlag Barbara Budrich. The journal publishes majorly in the area(s): Trade union & Industrial relations. It has an ISSN identifier of 0943-2779. Over the lifetime, 458 publications have been published receiving 3391 citations. The journal is also known as: The German journal of industrial relations & Zeitschrift für Arbeit, Organisation und Management.

Mono- oder multikulturelle Organisationen? "Managing Diversity" auf dem Prüfstand **

Abstract: In diesem Beitrag werden zunachst die Funktionsprinzipien der monokulturellen Organisation analysiert und die - von emanzipatorisch bzw. gleichstellungspolitisch Engagierten und aus okonomischer Sicht vorgetragene - Kritik an „Homogenitat“ als Leitbild referiert. In einem zweiten Schritt werden dann das (Gegen-)Leitbild der multikulturellen Organisation und das damit verbundene Konzept Managing Diversity vorgestellt und aus einer politikorientierten Perspektive kritisch gewurdigt. This article first analyzes the functioning of the „mono-cultural organization“ and reviews the literature on the critique of „homogenity“ as expressed by those authors pushing for employee emancipation, and especially equal employment opportunities, and by those focussing on economic performance. It then analyzes the „multi-cultural organization“ and Managing Diversity which are introduced and discussed from an organisational political perspective.

Auf dem Prüfstand: Das deutsche Modell der industriellen Beziehungen

Abstract: Ist vom "deutschen Modell" der industriellen Beziehungen die Rede, bleibt oft ungeklart, auf welches Referenzmodell Bezug genommen wird. Nachstehender Beitrag setzt es mit dem dualen System der Interessenvertretung gleich und identifiziert als dessen primare Strukturmerkmale Dualitat, Intermediaritat, Verrechtlichung, Zentralisierung und Reprasentativitat. Argumentiert wird, das in den vergangenen vier Jahrzehnten weniger die Strukturen des dualen Systems als seine Rezeption durch die Sozialwissenschaften dem Wandel unterworfen waren; aber das es heute, nachdem auch die fruheren Kritiker seine Vorzuge anerkannt haben, unter starkem Veranderungsdruck steht, der sich in Tendenzen zur Dezentralisierung und Flexibilisierung der Tarifpolitik einerseits und neuen Formen direkter Partizipation andererseits manifestiert. In discussion about the German model of industrial relations, it often remains unclear which model is referred to. In the following article it is identified as the dual system of interest representation with its characteristic structural features of duality, intermediation, juridification, centralization and representation. The author argues that in the past four decades the perception of the dual system by the social sciences has changed more than the structure of the system itself. However, today, after the former critics have accepted its advantages, it is under strong pressure for change to manifest in the tendencies towards decentralization and flexibilization of sectoral bargaining on the one hand and in new forms of direct participation on the other.

Using Networks Towards Global Labor Standards? Organizing Social Responsibility in Global Production Chains **

Abstract: The prosperity of spreading economic globalization often rests on subjecting labor to working conditions which violate elementary human rights. Political, and to a markedly les ser extent, academic controversies over counter-measures have developed with a primarily focus on cases of buyer-driven global commodity chains. With general and judicable global standards non-existent, consumer and shareholder pressure plus internal goals for setting labor standards have led some globally active enterprises to voluntarily adopt codes of conduct as a means of dealing with this problem all along the commodity chain. Using some basic tenets of structuration theoiy and insights based on an exploratory empirical analysis of three cases from the apparel industry, this paper looks at such codes as a tool of corporate social responsibility. From this, it goes on to ask whether the form and the shape of the inter-organizational network are conducive or a hindrance to achieving acceptable labor standards. Following a brief review of the problems associated with achieving generally recognized global labor standards, the paper concludes with an appraisal of the need to embed corporate social responsibility in a comprehensive institutional framework in the interest of human rights and global labor standards. Mit Hilfe von Netzwerken zu globalen Arbeitsstandards? Zur Organisation von sozialer Verantwortlichkeit in weltumspannenden Produktionsketten