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The Oxford Handbook of Conflict Management in Organizations
New ways of managing conflict are important features of work & employment in organizations. World's leading scholars examine range of innovative alternative dispute resolution practices, drawing on international research, scholarship, covering case studies of major exemplars & developments in different parts of global economy. Aust & NZ content.
Britain at Work
First Published in 1999. Routledge is an imprint of Taylor & Francis, an informa company.
Welfare Research
First published in 1998. This book attempts to contribute a new framework for social research in the welfare field. As such, it engages with new theories, new approaches and new methods, alongside a constructive critique of both the old and the new. It attempts to illustrate approaches to conceptualization and operationalization within policy-relevant research, to reflect and explore both “new” thinking in social theory and in welfare policy, as well as to maintain a connection with “old” concerns. Our concern is with welfare research—both theory and method— broadly defined as the wider landscape of policy and provision captured, in the past at least, by the notion of the “welfare state”. The “new” thinking with which the book is primarily concerned involves a shift away from seeing people as the passive beneficiaries of “welfare” provided through state interventions and professional expertise and from seeing them as fixed single social categories of “poor”, “old”, “single parent” or as one dimensional, objective socio-economic classifications.
Encyclopedia of Human Resource Management
Thoroughly revised and updated to include contemporary terms that have gained importance such as furlough, unconscious bias, platform work, and Great Resignation, this second edition of the Encyclopedia of Human Resource Management is an authoritative and comprehensive reference resource comprising almost 400 entries on core HR areas and concepts.
What Workers Say
This book brings together research in the United States, Canada, the United Kingdom, Ireland, Australia, and New Zealand to answer a series of key questions: * What opportunities do employees in Anglo-American workplaces have to voice their concerns and what do they seek? * To what extent, and in what contexts, do workers want greater union representation? * How do workers feel about employer-initiated channels of influence? What styles of engagement do they want with employers? * What institutional models are more successful in giving workers the voice they seek at workplaces? * What can unions, employers, and public policy makers learn from these studies of representation and influence? Th...
Trajectories of Neoliberal Transformation
This book argues that liberalization of industrial relations has been a universal tendency among European countries over the last thirty-five years.
New Labour Laws in Old Member States
This book compares the ways in which trade unions in five EU member states have responded to increased migration.
What Workers Say
Bringing together research in the US, Canada, the UK, Ireland, Australia, and New Zealand, this text answers a series of key questions such as: What opportunities do employees in Anglo-American workplaces have to voice their concerns and what do they seek?
Low-Wage Work in the United Kingdom
The United Kingdom's labor market policies place it in a kind of institutional middle ground between the United States and continental Europe. Low pay grew sharply between the late 1970s and the mid-1990s, in large part due to the decline of unions and collective bargaining and the removal of protections for the low paid. The changes instituted by Tony Blair's New Labour government since 1997, including the introduction of the National Minimum Wage, halted the growth in low pay but have not reversed it. Low-Wage Work in the United Kingdom explains why the current level of low-paying work remains one of the highest in Europe. The authors argue that the failure to deal with low pay reflects a ...
