TAILIEUCHUNG - Lecture An introduction to collective bargaining and industrial relations (4e) – Chapter 14: International and comparative industrial relations

Chapter 14 - International and comparative industrial relations. The main contents of the chapter consist of the following: Industrial relations in Germany, industrial relations in Japan, industrial relations in multinational firms, NAFTA, the European union, industrial relations in developing countries, should the . import industrial relations practices from abroad? | Chapter International and Comparative Industrial Relations 14 McGraw-Hill/Irwin An Introduction to Collective Bargaining & Industrial Relations, 4e Copyright © 2008 The McGraw-Hill Companies, Inc. All rights reserved. International and Comparative Industrial Relations The . has one of the lowest rates of unionization of any advanced economy, and the rate of unionization has fallen faster in the past 30 years than any other industrialized country American management opposes unionism more than most other countries . unions are less tied to politics than other western nations The trade deficit has emerged as a critical policy issue in light of regional trade pacts in recent years 14 - Industrial Relations in Germany The distinguishing feature is codetermination Mandated by German law and applies to all enterprises whether or not they are union Two key parts to codetermination: Employee representation on company boards and work councils Provides a parallel form of representation to employees that is in addition to the union representation 14 - Board Representation German law mandates employee representation on supervisory boards The number of representatives varies by the size of the firm and industry, with special provisions for coal and steel industries German firms have a two-tiered board structure The supervisory board (Aufsichtsrat) is the higher ranked board It has the responsibility to control managerial performance and appoint top managers The lower managing board (Vorstund) runs the firm on a day-to-day basis Employee representatives to the supervisory board are elected proportionately from the blue and white collar workforce The law reserves two or three seats for unions 14 - Work Councils Work councils are the second major component of the German codetermination structure Mandated by law for private firms with five or more employees Work councils have rights to information, consultation, and codetermination The law requires negotiation

• Marketing - Bán hàng
• Collective bargaining
• Industrial relations
• Thương lượng tập thể
• Quan hệ lao động
• Comparative industrial relations
• Multinational firms
• The public sector
• Management strategies
• Structures for collective bargaining
• Workplace level
• Strategic level
• Legal regulation
• Conspiracy doctrine
• Labor policy
• Collective bargaining agreement
• Union organizing
• Bargaining structures
• Bargaining power
• Public policy
• Negotiations process
• Distributive bargaining
• Interest based bargaining