Showing papers on "Industrial relations published in 1974"

Organizational Climate: Measures, Research and Contingencies

Abstract: This paper critically reviews one of the most important but least understood concepts in management--organizational climate. A contingency approach is proposed, various measures are discussed, and ...

Failures in Upward Communication in Organizations: Three Possible Culprits

Abstract: The impact of trust in the superior, perceived influence of the superior, and mobility aspirations of subordinates on upward communication behavior was examined. While the importance of trust as a ...

For harmony and strength: Japanese white-collar organization in anthropological perspective

Abstract: "Rohten has demonstrated that traditional anthropological method and theory can be adjusted to the analysis of complex organizations. The book provides a holistic perspective of a Japanese bank and its more than 3,000 employees. Methodologically, Rohlen analyzed this bank in much the same fashion as he would have carried out the study of a small community. Eleven months of participant observation within the bank and among its employees after work provided the major source of data...Possibly the most important finding of the study is that despite surface similarities with banks throughout the world, the Japanese have evolved an institution which is radically different. This bank, like many modern Japanese businesses, is organized to secure a common livelihood and way of life for its employees ...more than the best cultural analysis of a Japanese business, for the book also contributes to the fields of Japanese cultural change and modernization process essential reading." (American Anthropologist). "The account is adorned with an unusually rich selection of illustration from the speeches of firm officers, company records and documents, and of course extensive observations from employees ...As a case study of a single Japanese organization, For Harmony and Strength is a superb effort that penetrates deeper than any other book in the English language." (Contemporary Sociology). "A first-rate contribution to the literature in applied anthropology and comparative and cross-cultural management for the insights it provides on management of white-collar employees in Japan." (Industrial and Labor Relations Review). "A well-written, thoroughly researched study of the internal life of a single Japanese organization. Unlike most previous writers, Aohlen deals with the separate recruitment, work, and leisure patterns of the bank's women employees. As an anthropologist he has particular sensitivity to the ritual meanings of bank songs, ceremonies, and extensive training activities ...one of the best analyses to date of how Japanese organization works." (Library Journal). "What emerges from Rohlen's convincing and penetrating analysis is a picture of a thoroughly 'Japanese' business organization deeply imbued with Japanese cultural values ...in its sensitivity to cultural meanings and in its analytical coherence in the presentation of data, this book is a model of scholarship matched by few ethnographies. It will be consulted by those specializing in Japan, those interested in organizational behavior, and those interested in seeing 'the meanings of fundamental matters, ' for a long time to come." (Journal of Asian Studies).

Labor Economics and Labor Relations

Abstract: 1. Labor Economics: Institutions and the Market. 2. A First Look at Labor Markets. 3. Labor Supply Decisions. 4. Labor Demand. 5. Human Capital: Education and Job Training. 6. Real Wage Rates, Productivity, and Inequality. 7. Inequality and Discrimination. 8. Equal Employment Opportunity: Policies and Controversies. 9. Unemployment. 10. American Workers in a World Economy. 11. The Changing Workplace: Comparisons Across Countries. 12. Internal Labor Markets. 13. Compensation. 14. An Introduction to Unions. 15. Unions, Politics, and the Law. 16. Bargaining. 17. Union Effects. 18. Labor Issues: Past, Present, and Future. Glossary of Concepts. Index.

Transcendental meditation and productivity

Abstract: The article explores the relationship between transcendental meditation and productivity at work. Using six measures of productivity, mediators reported they experienced increased job satisfaction,...

Transferring Management Theory to Practice

Abstract: The perceptions of researchers and managers are examined with regard to various aspects of the knowledge utilization process, adding an empirical dimension to earlier descriptive efforts. Substanti...

An Exploration of the Path-Goal Theory of Leadership in a Health Care Environment

Abstract: Relationships between leader behavior and subordinate satisfaction and performance, unmoderated and moderated by a subordinate's role ambiguity, were studied at multiple occupational skill levels i...

The National Labor Relations Board

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Industrial Relations In Great Britain: A Critique of Reformism:

Abstract: tout court. What is, however, possible is to describe, in broad terms, a set of industrial relations ’problems’, from consideration of which the arguments of virtually all advocates of reform begin. Furthermore, one may trace, if not the first recognition, then at least the dominant formulation of these problems and of their interrelations to a particular intellectual source: namely, that of the ’Oxford’ school of industrial relations which developed in the 1950s and which reached the height of its influence with the work of the Royal Commission on Trade Unions and Employers’ Associations (the ’Donovan’ Commission between 1965 and 1968).’ The problems in question may be stated briefly as follows. i) The strike problem: the increase from the later 1950s onwards ins the frequency of unofficial and unconstitutional strikes in all major industries except mining. ii) The restrictive practices problem: the relative inefficiency in labour . utilisation in British industry, traceable in some important part to overmanning, rigid job demarcation, the systematic control of output and other forms of work regulation upheld by groups of rank-and-file employees with, or more often without, the official support of their unions. iii) The wageor earnings-drift problem: the uncontrolled upward movement of earnings, and thus of labour costs, which results from

Relative Wages and Trade Unions in the United Kingdom

Abstract: British economists in the last decade or so have concentrated their efforts on the part played by unions in wage inflation. This paper is addressed to a somewhat different question: by how much have trade unions in Britain raised the pay of unionized manual workers relative to the pay of non-unionized manual workers? The derived estimates pertain not to a single occupation or industry, but are an economy-wide average and so, no doubt, conceal some important differences within particular sectors. Nevertheless an examination of the British experience affords a valuable opportunity to consider whether the institutional setting of collective bargaining acts as a neutral factor in determining the influence of unions on relative wages. Many observers have drawn attention to the existence in the high employment postwar British economy of two systems of industrial relations; in its Report, the Royal Commission on Trade Unions and Employers' Associations (1968) presents a cogent, if rather strong, summary description of the characterization of the two systems. On the one hand, there are those industries where average hourly earnings (net of overtime pay) do not differ substantially from the wage rates negotiated between representatives of the employers and of the unions at the industry level. On the other hand, there are those industries (the large engineering sector being the standard example) in which actual hourly earnings are considerably in excess of the industry-wide wage rate agreements and it is in these industries that, as far as the pay of manual workers is concerned, bargaining at the plant or firm level takes on paramount importance. These differences in the industrial relations systems may imply corresponding differences in the opportunities available to unions to secure an hourly earnings differential for their members vis-a-vis non-union workers. To investigate this possibility, a framework for measuring the relative wage effect of trade unions is presented in Section I. There follows a brief description of the British industrial relations systems. Section III contains estimates of the effect of unions on relative wages using industry crosssection data. A summary of these results is offered in the concluding section.

Confrontation at Winnipeg: Labour, industrial relations, and the general strike

Abstract: Why was Winnipeg the scene of the longest and most complete general strike in North American history? Bercuson answers this question by examining the development of union labour and the impact of depression and war in the two decades preceding the strike.

Social work practice in industry

Abstract: 280 Social work practice that is emerging in industry is on the cutting edge of change in the profession. It is new, creative, and potentially fraught with many opportuni ties and challenges for helping people with problems—problems of the individual or the family, or problems based in the com munity. In the past few decades, there have been a few scattered beginnings of social work practice in business and industry. Some business leaders and industrialists have

Supervisor-subordinate life style and interpersonal need compatibilities as determinants of subordinate's attitudes toward the supervisor

Abstract: The article looks at a study which investigates the relationships of life style and interpersonal need compatibilities in supervisor-subordinate pairs in the U.S. The study also investigates the at...

Is Industrial Relations an Academic Discipline

Abstract: WHEN PROFESSOR OXNAM asked me to write a paper for this conference he suggested the topic &dquo;Industrial Relations as an Academic Discipline&dquo;. In reply I wrote that &dquo;perhaps the title might be changed to ’Is Industrial Relations an Academic Discipline?’. I myself do not consider it a discipline but give it full marks as an independent subject of study with some methodology of its own.&dquo; Hence the title of today’s paper. In correspondence with Professor Heneman I wrote a little more fully on the same subject when I said, &dquo;I cannot regard Industrial Relations as a discipline; to me it is a field of study. I would regard Economics as being a field of study that has a distinct methodology of its own, and I would say that it is having both these characteristics that makes it a discipline. Industrial Relations has not a distinctive methodology of its own and so, in my view, is not a discipline. As a field of study it is inter-disciplinary and draws heavily on the findings and methodologies of established disciplines like Economics. It only has a methodology of its own in the restricted

Cases in collective bargaining and industrial relations;: A decisional approach

Abstract: Part 1 Legal aspects of collective bargaining: national labour relations board cases. Part 2 Case problems in union-management relations: cases from grievance arbitration.

Future Management Theory: A “Comparative” Evolution to a General Theory

Abstract: Eleven existing management theory streams can be reduced to four concurrently and sequentially developing ones. Past and present evolutionary developments in management theory indicate that a futur...