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They assess the impact of regulation, managerial ideology and market influences on employer strategies to avoid unionization. Using social and psychological exchange, the book concludes with an assessment of the capacity of workers to act as an agent of change in these non-union relationships. The implications for worker mobilization, trade union expansion and employer strategies are also considered in the light of detailed case study analysis.","brand":"WoB","offers":[{"title":"GB \/ VERY_GOOD \/ INTERNAL","offer_id":49607428997393,"sku":"GOR013568838","price":0.0,"currency_code":"GBP","in_stock":false},{"title":"GB \/ NEW \/ INGRAM","offer_id":52427437834513,"sku":"NLS9780415312462","price":0.0,"currency_code":"GBP","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0784\/4072\/6801\/files\/0415312469.jpg?v=1750740365"},{"product_id":"employment-relations-and-global-governance-book-yvonne-rueckert-9781138208803","title":"Employment Relations and Global Governance","description":"Globalisation has created many opportunities for economic development, but it is also associated with rising income inequality and poverty. International crises such as the international financial and economic crisis of 2008, and more recently the global health pandemic, have led to a rise in unemployment and income losses for workers and a surge in the violation of workers’ rights.  At global level intergovernmental organisations including the World Bank and the IMF are influential actors and policy makers which promote the UN Sustainable Development Goals. However, the International Financial Institutions (IFIs) have been criticised for their internal political power imbalances and macroeconomic policy prescriptions based on neo-liberal principles. The Global Unions and their affiliates as well as the International Labour Organisation (ILO) regularly comment on the negative impact of the IFI’s policies in regard to labour flexibilisation and the privatisation of public and social services.   In 2002 a formalised dialogue was established between the Global Unions and the IFIs which addresses labour, social and environmental issues. This dialogue takes place at three levels: the country level, the sector level, and the headquarters level. The ILO maintains its own dialogue with the IFIs, but it also participates at the headquarters-level dialogue between the Global Unions and the IFIs.  Employment Relations and Global Governance focuses on the headquarters-level dialogue which can be considered as a strategic instrument that helps the Global Unions and their affiliates to exercise influence over the policies of the IFIs, especially those policies which concern workers. The book describes and analyses the development of the dialogue since its establishment with a particular focus on factors which promote and hinder the dialogue.  The book provides important insights into the real-world functioning of the institutions of economic global governance and its broader impact on the world of work. It is likely to be key reading for academics, researchers and students studying global employment relations, political economy, and international organisations. 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In response to these challenges, trade union movements have been dramatically restructuring; long-standing principles of organization have been jettisoned in an attempt to develop new structures. Central to this process of structural adaptation are the mergers of trade unions.  This informative book focuses on the merger process in Britain and Germany and, uniquely, it reviews the wider implications of these developments - particularly for North America. As well as addressing the reasons for mergers, the book also examines the process whereby mergers are concluded, investigates the consequences, and analyses the costs and benefits of the post-merger organisation. Drawing on interviews conducted with senior policy-makers engaged in merger processes, this book explores the extent of internal union reform brought about by the merger process, and also identifies the implications of this reform for trade unions world-wide. Structured in distinct sections, this book covers topic such as:    what distinguishes the British and German systems?  trade union structures  pre-merger issues settling the terms of the mergers  post-merger developments.  This book forms part of the Routledge Research in Employment Relations series featuring works of high academic merit drawn from a wide range of academic studies in the social sciences. It is a valuable resource for postgraduate students studying business and management, industrial employee relations, and trade unions.","brand":"WoB","offers":[{"title":"- \/ - \/ -","offer_id":50981148098833,"sku":"","price":0.0,"currency_code":"GBP","in_stock":true},{"title":"GB \/ NEW \/ GARDNERS","offer_id":51628798312721,"sku":"NGR9781138971295","price":0.0,"currency_code":"GBP","in_stock":true},{"title":"GB \/ NEW \/ INGRAM","offer_id":52614311379217,"sku":"NLS9781138971295","price":0.0,"currency_code":"GBP","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0784\/4072\/6801\/files\/1138971294.jpg?v=1751334551"},{"product_id":"workers-power-and-society-book-jens-arnholtz-9781032547862","title":"Workers, Power and Society","description":"The book addresses how power and power resources remain important analytically as well as empirically dimensions for analysing contemporary capitalism. 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Hence the theory can help understand the possibilities that workers and unions still have and how these resources affect the outcomes of the labour-capital struggle. A core contribution of the book is that it develops theoretical propositions about power resource theory, provides clear definitions of the core concepts as well as apply the power resource theory to a range of new or emerging topic fields like global value chains, minimum wages, and migrant workers.","brand":"WoB","offers":[{"title":"- \/ - \/ -","offer_id":51017764438289,"sku":"","price":0.0,"currency_code":"GBP","in_stock":true},{"title":"US \/ NEW \/ INGRAM","offer_id":51017766306065,"sku":"NIN9781032547862","price":0.0,"currency_code":"GBP","in_stock":false},{"title":"GB \/ NEW \/ INGRAM","offer_id":52596867170577,"sku":"NLS9781032547862","price":0.0,"currency_code":"GBP","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0784\/4072\/6801\/files\/1032547863.jpg?v=1750984055"},{"product_id":"gender-equality-and-work-life-balance-book-sarah-blithe-9781138600010","title":"Gender Equality and Work-Life Balance","description":"Pressure to achieve work-life \"balance\" has recently become a significant part of the cultural fabric of working life in United States. 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With a focus on leave policy inequalities, this book argues that men experience a phenomenon called \"the glass handcuffs,\" which prevents them from leaving work to participate fully in their families, homes, and other life events, highlighting the cultural, institutional, organizational, and occupational conditions which make gender equality in work-life policy usage difficult. This social justice book ultimately draws conclusions about how to minimize inequalities at work.  Gender Equality and Work-Life Balance is unique as it laces together some theoretical concepts which have little previous association, including entrepreneurialism; leave policy, occupational identity, and the economic necessities of families. This book will therefore be of particular interest to researches and academics alike in the disciplines of Gender studies, Human Resource Management, Employment Relations, Sociology and Cultural Studies.","brand":"WoB","offers":[{"title":"- \/ - \/ -","offer_id":51020535922961,"sku":"","price":0.0,"currency_code":"GBP","in_stock":true},{"title":"US \/ NEW \/ INGRAM","offer_id":51020537233681,"sku":"NIN9781138600010","price":0.0,"currency_code":"GBP","in_stock":false},{"title":"GB \/ NEW \/ INGRAM","offer_id":52680658452753,"sku":"NLS9781138600010","price":0.0,"currency_code":"GBP","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0784\/4072\/6801\/files\/1138600016.jpg?v=1751081165"},{"product_id":"gender-and-leadership-in-unions-book-gill-kirton-9780415887045","title":"Gender and Leadership in Unions","description":"Reflecting the increased attention to gender and women in the field of employment relations, there is now a growing international literature on women and trade unions. 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Women have made gains in both countries within union leadership and decision-making structures, however, climbing the ladder to leadership positions remains far from a smooth process. In the trade union context, women face multiple barriers that resonate with the barriers facing aspiring women leaders in other organizational contexts, including the gendered division of domestic work; the organization and nature of women’s work; the organization and nature of trade union work and the masculine culture of trade unions. 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These have often been hampered or stymied by political schisms, stalemate or inertia. The radical reconstruction of conflict resolution in Ireland marks out a major exception to the international pattern and represents a case of successful adaptation and innovation in conflict resolution services and supports. Drawing on detailed primary research, and aimed at scholars, policy makers, professionals and students, this book examines the drivers of innovation in the Irish case and shows how the new state agency for workplace conflict resolution, the Workplace Relations Commission, operates and maintains the confidence of employers, unions, people at work and government. 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They assume either that conflict between workers and employers is the natural and inevitable state of affairs; or that under normal circumstances, cooperation is what employers can and should expect from workers. By contrast, A New Theory of Industrial Relations: People, Markets and Organizations after Neoliberalism proposes a theoretical framework for IR\/HRM that treats the existence of conflict or cooperation at work as an outcome that needs to be explained rather than an initial presupposition. By identifying the social and organizational roots of reasoned, positively chosen cooperation at work, this framework shows what is needed to construct a genuinely consensual form of capitalism. 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This volume will represent the \"state of the art\" in research on worker posting. It will also contribute to debates on European integration, social dumping, labour market dualization and precariousness and will be of value to those with an interest employment relations, law and regulation.","brand":"WoB","offers":[{"title":"US \/ NEW \/ INGRAM","offer_id":51223968481553,"sku":"NIN9781032087863","price":0.0,"currency_code":"GBP","in_stock":false},{"title":"GB \/ NEW \/ INGRAM","offer_id":52428365332753,"sku":"NLS9781032087863","price":0.0,"currency_code":"GBP","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0784\/4072\/6801\/files\/1032087862.jpg?v=1751268636"},{"product_id":"professionalisation-of-human-resource-management-book-ruth-elizabeth-slater-9781032085623","title":"The Professionalisation of Human Resource Management","description":"Evolving economies, the emergence of new technologies and organisational forms are all features of late capitalism. 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This text is an analysis of the recent development of the Human Resource occupation, against the backdrop of changing meanings and models of professions and professionalism and the traditional signifier of professionalism in the U.K., the Royal Charter. The original research from the UK outlines the efforts undertaken between 1968 and 2000 by the professional body, the present day Chartered Institute of Personnel and Development (CIPD, the Institute), to attain a Royal Charter.     This text addresses the following:    • The role of key agents and institutions on shaping social structures and practice regimes    • The changing construction and meanings of professionalism and professional occupations     • The role of the collective professional body in shaping occupational practices in Human Resource Management and Human Resource Development and their effect upon working lives    • The continuing significance of the Royal Charter as an ancient institution with deep societal effect","brand":"WoB","offers":[{"title":"US \/ NEW \/ INGRAM","offer_id":51229221355793,"sku":"NIN9781032085623","price":0.0,"currency_code":"GBP","in_stock":false},{"title":"GB \/ NEW \/ INGRAM","offer_id":52402601656593,"sku":"NLS9781032085623","price":0.0,"currency_code":"GBP","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0784\/4072\/6801\/files\/1032085622.jpg?v=1751301689"},{"product_id":"employment-relations-as-networks-book-bernd-brandl-9780367646547","title":"Employment Relations as Networks","description":"Traditional approaches in the wide field of employment relations focused on a small and clearly delineated set of actors, such as trade unions and employers’ organizations, operating within the constraints given by formal, nationally confined institutions. 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It brings together insights from various projects that investigate the structure, functioning and impact of networks in employment relations through quantitative and qualitative methods. It will be of particular interest to students and scholars of employment relations across business and management, economics, political science, and sociology disciplines, as well as those interested in social networks. 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