Employment relationships: ideology and HRM practice

Geare, Alan; Edgar, Fiona; McAndrew, Ian

doi:10.1080/09585190600756442

Cited by 77 publications

(48 citation statements)

References 26 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…They believe that their employees have no interest in unions or collective bargaining, a finding that is consistent with other contemporary New Zealand research that says which most business managers have a Unitarist view of employment relations at their workplace McAndrew, 2006 and.…”

Section: Discussionsupporting

confidence: 82%

“…Overall, this is consistent with numerous other research findings on employer attitudes (e.g. Freeman and Medoff, 1984;Geare, Edgar and McAndrew, 2006). Public policy changes post 2008 have been less supportive of unions, collective bargaining and employee protections and these changes could further marginalize unions and collective bargaining.…”

Section: Résumé De L'articlesupporting

confidence: 90%

See 1 more Smart Citation

Supportive Legislation, Unsupportive Employers and Collective Bargaining in New Zealand

Foster

Rasmussen²,

Murrie³

et al. 2011

View full text Add to dashboard Cite

In New Zealand in the 1990s, labour market decentralization and new employment legislation precipitated a sharp decline in unionism and collective bargaining coverage; trends that continued well into the 2000s even after the introduction of the more supportive Employment Relations Act 2000 (ERA). The ERA prescribed new bargaining rules, which included a good faith obligation, increased union rights and promoted collective bargaining as the key to building productive employment relationships (Anderson, 2004; May and Walsh, 2002). In this respect the ERA provided scope for increased collective bargaining and union renewal (Harbridge and Thickett, 2003; May, 2003a and 2003b; May and Walsh, 2002). Despite these predictions and the ERA's overall intent, the decline in collective bargaining coverage begun in the 1990s has continued unabated in the private sector. It has naturally been questioned why the ERA has not reversed, or at least halted, this downward trend. So far research has focused on the impact of the legislation itself and much less on employer behaviour and perceptions, or on their contribution to these trends. This article addresses the paucity of employer focused research in New Zealand. The research explores views of employers on the benefi ts of collective bargaining, how decisions to engage or not engage in collective bargaining are made and the factors instrumental to them. It is demonstrated that the preferred method of setting pay and conditions continues to be individual bargaining. This is especially so for organizations with less than 50 employees, by far the largest majority of fi rms in New Zealand. Frequently, these smaller organizations see no perceived benefits from collective bargaining. Overall, these fi ndings suggest that despite a decade of supportive legislation there are few signs that the 20 year decline in collective bargaining coverage in New Zealand will be reversed.

show abstract

Section: Discussionsupporting

confidence: 82%

Section: Résumé De L'articlesupporting

confidence: 90%

Supportive Legislation, Unsupportive Employers and Collective Bargaining in New Zealand

Foster

Rasmussen²,

Murrie³

et al. 2011

View full text Add to dashboard Cite

show abstract

“…Fox treated unitarism as an employer ideology: a phenomenon he perceived as an 'instrument of legitimisation' justifying employer rule by seeking to evoke loyalty and commitment from other social classes (Fox, 1966b: 372;Fox, 1971: 124). This is similar to contemporary formulations of ideology which see it as directed towards public persuasion or how one wants others to see the world (Honderich, 2005;Geare et al 2006;Budd and Bhave, 2008: 94). This is of a different calibre to a 'frame of reference', a term occasionally used in a similar manner to describe unitarism (Fox, 1966a).…”

Section: Unitarism and Employer Ideologymentioning

confidence: 92%

“…Variations of unitarism can be discerned between those which are essentially apologetics for brute authoritarianism and those which emphasise, more benignly, the value of employee loyalty and commitment in a union-free milieu (Walton, 1985;Kessler and Purcell, 2003;Legge, 2005). Yet such variation is not adequately accounted for either in the aforementioned studies of anti-unionism or in broader analysis of unitarism which has focused exclusively on its 'soft' rendering in the form of sophisticated human resource management (HRM) (Provis, 1996;Geare et al 2006;Budd and Bhave, 2008).…”

Section: Introductionmentioning

confidence: 99%

“…First, such exercises have suffered from an excess of deduction and a paucity of empirically-based data on the make-up of employer ideology. Whilst there have been broad studies of contemporary management attitudes suggestive of a unitary bent (Poole et al 2005;Geare et al 2006), unitarism per se has rarely been examined in the context of resistance and there has been little research into the extent to which its characteristics inform the ideologies of employers who actively oppose union recognition.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Unitarism and employer resistance to trade unionism

Cullinane

Dundon

2012

The International Journal of Human Resource Management

View full text Add to dashboard Cite

Political Philosophy and Business Ethics

Neesham

Macklin

2023

Encyclopedia of Business and Professional Ethics

View full text Add to dashboard Cite

In this discussion, we consider political philosophy as a branch of philosophy studying the way human communities and societies create and maintain various forms of governance for the good of constituent individuals and groups. Governance as a system of conducting the affairs of the polis, i.e., the participating community of citizens, is the basis of society's political life. Hence, political philosophy is the practice of thinking reflectively about the nature of governance, political institutions and power, understood as a constitutive factor in the relationship between governing and being governed.Ontologically, political philosophy is concerned with the nature of political systems and relations, and of the values and principles that may be governing them. Epistemologically, the focus of political philosophy is on the role of knowledge and ideas in structuring people's understanding of political purpose, legitimacy, and authority. Allied with normative ethics, political philosophy engages in appraisals of past and existing governance arrangements and their impact on the wellbeing of societies, communities and individualsby reference to some ideal of the good. It also conceptualizes and evaluates proposals for the future of human communities and societies, using normative principles such as justice, rights, needs, equality, desert, responsibility, freedom, and life chances.Topics of central interest in political philosophy include:  The (tacit or explicit) social contract between citizens in a polis, as a fundamental principle that makes social and political order possible;  Forms of government of the polis, in particular the sources and principles of governing citizens, and the use of power and statecraft in international relations;  Private and public property, and the rights and responsibilities that governments have in relation to both;  The rights and liberties, duties and obligations of citizens, as well as how citizenship is defined and articulated;  Authority and legitimacy, i.e., their nature, forms and grounds, and their manifestation in various political orders, from democracy to totalitarianism; and  The role of public discourse and ideology in structuring political relationships and outcomes in a community. As a key political influencer and decision maker, business plays an increasingly important role in shaping today's mainstream philosophical perspectives on how communities, local, national and global, should be governed. It is therefore imperative that the ethics of

show abstract

Employment relationships: ideology and HRM practice

Cited by 77 publications

References 26 publications

Supportive Legislation, Unsupportive Employers and Collective Bargaining in New Zealand

Supportive Legislation, Unsupportive Employers and Collective Bargaining in New Zealand

Unitarism and employer resistance to trade unionism

Political Philosophy and Business Ethics

Contact Info

Product

Resources

About