This book offers a critical assessment of employee participation in Europe. It addresses both the internal dynamics of participatory systems in specific countries, and transnational policies and problems at the level of the European Union. Combining historical, sociological and comparative analysis, the author presents an understanding of the role of participation in contemporary industrial relations. Herman Knudsen shows how participation, while widely approved as an ideal, represents divergent interests and rationales for the different actors employees, employers and governments. The ways in which participation has been introduced and the variations in its practice are illustrated by detailed examination of the origins and development of participatory institutions in Germany, Britain, Spain and Denmark. This comparative approach clarifies the ways in which specific models of participation are embedded in national industrial relations systems and cultures. Beyond the national level, the author addresses two major influences on the changing context of participation in contemporary industrial relations: the initiatives of the European Union, and the growing importance of information technology. This broad-ranging review will be useful reading for all scholars of industrial and personnel relations, human resource management, sociology of work and employment, and related disciplines.
This practical, comprehensive guide covers everything from pre-session participant recruitment to post-session reporting. In addition, advanced and new techniques for managing group dynamics are included, such as personality association.'
This textbook provides an overview of the main strands, perspectives and debates in current thinking and practice in the area of employee involvement and participation. It adopts a comparative international approach, addressing developments in the UK and mainland Europe, the USA and elsewhere. The authors identify two main strands of evolution: one driven by managerial interests in enhancing and controlling employee commitment and performance; the other deriving from employees' attempts to influence high-level organizational decision-making. In particular, this study examines and analyzes: the background of key concepts, issues and philosophies underpinning these different strands; the range of current employee involvement methods, from the individualistic and management-led to more regulated collective approaches; and the rationales and responses of employees, unions and employers to the various initiatives.
This practical, comprehensive guide covers everything from pre-session participant recruitment to post-session reporting. In addition, advanced and new techniques for managing group dynamics are included, such as personality association.'
