In combining the micropolitics approach in international management, the industrial relations literature and business ethics, this article conceptualizes global framework agreements as an alliance between central CSR managers of transnational corporations and central actors within trade unions to monitor subsidiaries in the implementation of CSR policies. The empirical investigation, based on the qualitative analysis of 10 French multinational companies, confirms the relevance of such a conceptualization. It particularly shows that central CSR managers hope mobilizing the union network to increase their capacity to supervise subsidiaries. Over there, it helps understanding concrete mechanisms adopted to implement global framework agreements since, in some of the studied cases, the managerial and union channels are coordinated precisely to strengthen this capacity. It, then, highlights the procedural nature of policies regarding global framework agreements. Overall, this paper examines the conditions necessary for mobilization of the union network and suggests avenues for future research.
The law of 20 August 2008 reformed the representativeness of French unions by imposing an obligation for 'financial transparency'. Building on exploratory research, we address the question of the organizational and political effects of the new regulation, which point to a traditional debate in union democracy studies: how do administrative and representative rationalities combine within trade union organizations? Drawing on interviews with union leaders and finance officers at various levels in three major labour confederations (CGT, CFDT and CGT-FO), we describe the different ways unionists have received the new accounting requirements and translated them into organizational practices and norms. Going beyond the traditional theses of compatibility and colonization, we make use of the body of work in critical legal and management studies to develop an endogenous approach of the relationships between trade unions and accounting management.Rémi Bourguignon is at IAE Paris 1 Panthéon-Sorbonne (Sorbonne Business School) and Karel Yon is at
What are the drivers of collective bargaining to achieve gender equality in companies? Although much research has been done on this question, answers tend to focus exclusively on the institutional perspective and to neglect the social and power relations at work. We address this deficiency in this article taking a micro-political perspective. We trace the trajectory of a bargained gender equality policy in a French company over 14 years and examine how management and unions contribute to the process. Our results show that the construction of a coalition between management and unions around gender equality, as well as the form taken by the bargained policy, are closely linked to the capabilities that these actors possess and mobilise. This study contributes to the understanding of gender equality bargaining and, more generally, to the micro-politics of collective bargaining. In doing so, it aims to connect organisation studies and industrial relations.
Les plans de départs volontaires mettent en jeu différentes logiques qui entrent en tension les unes avec les autres et vont expliquer une formalisation différenciée par les employeurs. Dans le contexte français, la recherche du consentement individuel dans une perspective de pacification des restructurations peut se heurter à un principe juridique selon lequel l’employeur doit mettre en œuvre les moyens qui sont en son pouvoir pour sauvegarder l’emploi. Pour répondre à ces tensions, la notion de projet professionnel joue un rôle central. Partant de ce constat, les auteurs se donnent pour objectif de rendre compte de la diversité des dispositions prévues dans les plans de départs volontaires. Ils s’appuient, pour cela, sur l’analyse du contenu de 67 plans de départs volontaires en France et dressent une typologie des modes de régulation à l’œuvre 1 .
Le volontariat est une modalité de mise en œuvre des plans de sauvegarde de l’emploi qui s’est fortement développée au cours des dernières années. S’il se présente comme un substitut à la règle d’ancienneté, dans le contexte anglo-saxon, ou à la sélection sur critères, dans le contexte européen, il n’efface pas les enjeux traditionnels en la matière. Suivant que les concepteurs du dispositif mettent l’accent sur la protection des compétences ou sur la protection contre le risque chômage, des leviers de contrôle différents sont mobilisés. Après un retour sur les différents risques qui sous-tendent les mécanismes de sélection des salariés licenciés, cette contribution propose d’isoler ces leviers de contrôle et d’en révéler les tensions.
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