Codetermination in West Germany: Institutions and Experiences

Nutzinger, Hans G.

doi:10.1007/978-3-642-61326-5_10

Cited by 4 publications

(4 citation statements)

References 4 publications

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“…Workers' "concern about the success of their enterprise" -deriving directly from profit-sharing -is bound to reduce the number and intensity of conflicts in the workplace in general, making workers identify partly with the enterprise and lengthening their time horizon; this effect will be stronger if accompanied by measures of workers' participation in decision-making, as in German-style Mitbestimmung (Aoki, 1984;Cable, 1984;Fitzroy and Mueller, 1984; on Mitbestimmung see Nutzinger, 1983). When workers receive detailed and credible information and participate in decision-making they are more likely to accept unpopular decisions;…”

Section: Profit-sharing and Productivitymentioning

confidence: 99%

Profit-sharing and Employment: Claims and Overclaims

Nuti

2023

Collected Works of Domenico Mario Nuti, Volume II

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Section: Profit-sharing and Productivitymentioning

confidence: 99%

Profit-sharing and Employment: Claims and Overclaims

Nuti

2023

Collected Works of Domenico Mario Nuti, Volume II

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“…While economic freedom reduces market frictions and allows firms to implement potentially profitable investment opportunities, it is also conducive to an effective board of directors that facilitates sound investment decisions efficiently. Nutzinger (1989) defines employee representation and codetermination in Germany as “institutionalized cooperation” across key actors that reduces conflicts and disputes in a corporation and generates an amicable environment for making sound decisions. In addition, because a two‐tier board system includes a separate supervisory board that monitors management, including employee representatives extends important decision‐making rights to labor.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Board systems, employee representation, and neo‐institutional theory: The moderating effect of economic freedom on corporate boards and financial performance

Sayari

Marcum

2022

Manage Decis Econ

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This study assesses the relative financial performance of firms operating in an environment in which economic freedom is protected by effective institutions. To do this, we examine the moderating effect of economic freedom on the relationship between board structure and financial performance. Using longitudinal data across 30 European countries, we find that firms with a one‐tier board consistently outperform those with a two‐tier board, but the relative underperformance of two‐tier boards is partially mitigated by the inclusion of employee representatives. The positive influence of employee representatives on the performance of firms with two‐tier boards is bolstered by greater economic freedom.

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“…Most important to labourmanagement relations are the Works Constitution Law (Betriebsverfassungsgesetz) and the Civil Servants' Representation Laws (Personalvertretungsgesetze) which determine the codetermination rights of the work councils inside the enterprises and in public institutions (Nutzinger, 1989). On the basis of their constitutional self-determination right and in the context of the special character of labour-management relations, the churches have established their own regulations and laws for employee participation and representation.…”

Section: Employee Representation 'Third Way" and Unionsmentioning

confidence: 99%

“…During the last 40 years, numerous empirical studies on labourmanagement relations and codetermination in German industry have been published (for a survey of the German codetermination discussion see Nutzinger, 1989). Many of them are based on research in the coal-mining and steel industry (Montan-Industrie) which nowadays employ about 300,000 people.…”

Section: Introductionmentioning

confidence: 99%

Hierarchy or co-operation: labour-management relations in church institutions

Beyer¹,

Nutzinger

1993

Voluntas

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Aspects of industrial relations and internal co-ordination have been a major topic of empirical research in the German business enterprise sector. In contrast, there are practically no empirical investigations into labour-management relations in third sector institutions. The largest share of this sector in Germany is represented by the two Christian churches with presently about 900,000 employees. According to the notion of church officials, labour-management relations in these institutions are characterised by a specific normative concept which emphasises a trustful co-operation of all employees in the mission of the church. The major concern of our research project focused on the question whether the specific conditions of employment within church institutions favour more hierarchical or more co-operative forms of co-ordination and how employees and employee representatives perceive the 'ideal of the community of service' (Dienstgemeinschaftsgedanke).The results of our research lead to the conclusion that church labourmanagement relations are characterised by a remarkable contrast between the participative or co-operative notion of the ideal of the 'community of service' and present forms of hierarchical co-ordination inside church institutions.

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Codetermination in West Germany: Institutions and Experiences

Cited by 4 publications

References 4 publications

Profit-sharing and Employment: Claims and Overclaims

Profit-sharing and Employment: Claims and Overclaims

Board systems, employee representation, and neo‐institutional theory: The moderating effect of economic freedom on corporate boards and financial performance

Hierarchy or co-operation: labour-management relations in church institutions

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