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• Introduction : the road ahead
• 1. The roots of industrial relations
• 2. The birth and early development of industrial relations : North America
• 3. Early industrial relations in Europe : the United Kingdom, the ILO and the IRI
• 4. American industrial relations in the golden age
• 5. The institutionalization of industrial relations in Australasia, Canada and the United Kingdom
• 6. The IIRA : taking the industrial relations field global
• 7. Industrial relations in the United States : challenges and declining fortunes
• 8. Modern industrial relations in Australasia, Canada and the United Kingdom
• 9. Industrial relations in continental Europe
• 10. Industrial relations in Africa, Asia and Latin America
• 11. The IIRA and contemporary industrial relations : promoting global dialogue
• 12. Industrial relations : retrospect and prospect.

"Essential reading for all those concerned with the history and practice of industrial relations, this landmark volume chronicles the evolution of the field to date. It focuses on the largely untold story of how the globalization of industrial relations took hold, and explores in depth the pivotal events, ideas and people behind it." "Today the field of industrial relations faces significant challenges at both an intellectual and policy level, and in a number of countries it is in decline and even disarray. If present trends continue, important choices will have to be made to ensure brighter prospects. Drawing from the research and analysis of the field's history across the globe, this volume proposes lessons and implications for industrial relations in the future."--BOOK JACKET.

• Foreword
• 1. Introduction: Employee Voice: The Key Question for Contemporary Employment Relations
• PART ONE: KEY CONCEPTS
• 2. Frames of Reference & Worker Participation
• 3. Voice and Employee Engagement
• 4. Voice and Workforce Diversity
• PART TWO: UNION VOICE - COMPETING STRATEGIES
• 5. Trade Unions as Professional Associations
• 6. Union Organizing as an Alternative to Partnership. Or What to do When Employers Can't Keep Their Side of the Bargain
• 7. The Case for Workplace Partnership
• PART THREE: EUROPEAN MODELS & VARIETIES OF CAPITALISM
• 8. Social Partnership in Devolved Nations: Scotland and Wales
• 9. Employee Participation in Germany: Tensions and Challenges
• 10. The Promise of European Works Councils: Twenty Years of Statutory Employee Voice
• 11. The EU Information and Consultation Directive in Liberal Market Economies
• PART 4: LOOKING AHEAD
• 12. Making voice effective: imagining trade union responses to an era of post-industrial democracy
• 13. The Future of Employee Voice in the USA: Predictions from an Employment Relations Model of Voice.
• (source: Nielsen Book Data)

How much 'say' should employees have in the running of business organizations, and what form should the 'voice' take? This is both the oldest and latest question in employment relations. Answers to these questions reflect our fundamental assumptions about the nature of the employment relationship, and inform our views on almost every aspect of Human Resource Management (HRM) and Employment Relations. Voice can also mean different things to different people. For some, employee voice is a synonym for trade union representation which aims to defend and promote the collective interests of workers. For others voice, is means of enhancing employee commitment and organisational performance. Others advocate workers control as an alternative to conventional capitalist organisations which are run for shareholders. There is thus both a moral and political argument for a measure of democracy at work, as well as a business case argument, which views voice as a potential link in the quest for increased organisational performance. The key debate for employment relations is which of the approaches 'works best' in delivering outcomes which balance competitiveness and productivity, on the one hand, and fair treatment of workers and social justice on the other. Policy makers need pragmatic answers to enduring questions: what works best in different contexts, what are the conditions of success, and what are the drawbacks? Some of the most significant developments in employee voice have taken place within the European Union, with various public policy and employer experiments attracting extensive academic research. The book offers a critical assessment of the main contemporary concepts and models of voice in the UK and Europe, and provides an in-depth theoretical and empirical exploration of employee voice in one accessible and cohesive collection.
(source: Nielsen Book Data)

• 1. Introduction: Comparative Employment Systems
• SECTION I: DEFINING THE FIELD
• 2. Institutions and Employment Relations
• 3. Convergence and Divergence in Employment Relations
• SECTION II: INSTITUTIONS AND EMPLOYMENT RELATIONS ALTERNATIVE ACCOUNTS, NEW INSIGHTS
• 4. Getting down to business: Varieties of Capitalism and Employment Relations
• 5. Business Systems Theory and Employment Relations
• 6. Developments and Extensions of Regulation Theory and Employment Relations
• 7. Capitalist Diversity, Work and Employment Relations
• 8. Ownership Rights and Employment Relations.
• 9. Varrieties of Institutional Theory in Comparative Employment Relations
• 10. Institutions and the Industrial Relations Tradition
• 11. Conflict, Order and Change
• SECTION III: COMPARATIVE EVIDENCE
• 12. Liberal Markets
• 13. Social Democratic Capitalism
• 14. Employment Regimes , Wage Setting and Monetary Union in Continental Europe
• 15. Continuity and Change in Asian Employment Systems: A Comparison of Japan, South Korea and Taiwan
• 16. Economies Undergoing Long Transition: Employment Relations in Central and Eastern Europe
• 17. Employment relations in Africa
• 18. The Left Turn in Latin America: Consequences for Employment Relations
• 19. Developing Societies: Asia
• 20. Employment Relations in the BRICs Countries
• SECTION IV: SUBSTANTIVE THEMES
• 21. Globalization and Labour Market Governance
• 22. Work, Bodies, Care: Gender and Employment in a Global World
• 23. Where Are the Voices? New Directions in Voice and Engagement Across the Globe
• 24. Insecure Employment: Diversity and Change
• 25. The Migration-Development Nexus, Women Workers and Transnational Employment Relations
• 26. The Neo-liberal Turn and the Implications for Labour
• SECTION V: REFLECTIONS
• 27. The State and Employment Relations
• 28. Unions
• 29. Institutions, Management Strategies and HRM
• 30. New Actors in Employment Relations
• 31. The Future of Employment Relations in Advanced Capitalism: Inexorable Decline?
• (source: Nielsen Book Data)

There have been numerous accounts exploring the relationship between institutions and firm practices. However, much of this literature tends to be located into distinct theoretical-traditional 'silos', such as national business systems, social systems of production, regulation theory, or varieties of capitalism, with limited dialogue between different approaches to enhance understanding of institutional effects. Again, evaluations of the relationship between institutions and employment relations have tended to be of the broad-brushstroke nature, often founded on macro-data, and with only limited attention being accorded to internal diversity and details of actual practice. The Handbook aims to fill this gap by bringing together an assembly of comprehensive and high quality chapters to enable understanding of changes in employment relations since the early 1970s. Theoretically-based chapters attempt to link varieties of capitalism, business systems, and different modes of regulation to the specific practice of employment relations, and offer a truly comparative treatment of the subject, providing frameworks and empirical evidence for understanding trends in employment relations in different parts of the world. Most notably, the Handbook seeks to incorporate at a theoretical level regulationist accounts and recent work that link bounded internal systemic diversity with change, and, at an applied level, a greater emphasis on recent applied evidence, specifically dealing with the employment contract, its implementation, and related questions of work organization. It will be useful to academics and students of industrial relations, political economy, and management.
(source: Nielsen Book Data)

• Part I: Comparative Employment Relations
• 1. Introduction: Global Challenges at Work (John Kelly and Carola Frege)
• 2. Theoretical Approaches to Comparative Employment Relations (Carola Frege and John Kelly) Part II: The Content of Employment Regulation
• 3. Individual Employee Rights at Work (Cynthia Estlund)
• 4. Collective Representation at Work: Institutions and Dynamics (Richard Hyman and Rebecca Gumbrell-McCormick)
• 5. The Experience of Work in Comparative Perspective (Patrick McGovern)
• 6. Human Resource Management, Organizational Performance and Employee Involvement (Stephen Wood)
• 7. Employment Relations and Economic Performance (Eileen Appelbaum and John Schmitt)
• 8. Employment Relations, Welfare and Politics (Anke Hassel) Part III: Employment Regulation in National Contexts
• 9. The United States (Gerald Friedman)
• 10. The United Kingdom (John Kelly)
• 11. France (Nick Parsons)
• 12. Germany (Martin Behrens)
• 13. Sweden (Torsten Svensson)
• 14. Japan (D. Hugh Whittaker)
• 15. Brazil (Mark S. Anner and Joao Paulo Candia Veiga)
• 16. Russia (Sarah Ashwin and Irina Kozina)
• 17. India (Vidu Badigannavar)
• 18. China (Mingwei Liu)
• 19. South Africa (Roger Southall) Part IV: Transnational Regulation
• 20. Globalization (Sarosh Kuruvilla and Tashlin Lakhani)
• 21. Voluntary Regulation: Codes of Practice and Framework Agreements (Michael Fichter)
• 22. Regional Regulation: the EU and NAFTA (Monika-Ewa Kaminska)
• 23. International Regulation: The ILO and Other Agencies (Keith D. Ewing).
• (source: Nielsen Book Data)

"Employment Relations" is widely taught in business schools around the world. Increasingly however more emphasis is being placed on the comparative and international dimensions of the relations between employers and workers. It is becoming ever more important to comprehend today's work and employment issues alongside a knowledge of the dynamics between global financial and product markets, global production chains, national and international employment actors and institutions and the ways in which these relationships play out in different national contexts. This textbook is the first to present a cross-section of country studies, including all four BRIC countries, Brazil, Russia, India and China alongside integrative thematic chapters covering all the important topics needed to excel in this field. The textbook also benefits from the editors' and contributors' experience as leading scholars in Employment Relations. The book is an ideal resource for students on advanced undergraduate and postgraduate comparative programmes across areas such as Employment Relations, Human Resource Management, Political Economy, Labour Politics, Industrial and Economic Sociology, Regulation and Social Policy.
(source: Nielsen Book Data)

• The objectives of the employment relationship
• The balancing imperative : human rights in conflict
• Balancing outcomes : the environment and human agents
• Balancing outcomes revisited : the ethics of the employment relationship
• The balancing alternatives : workplace governance
• The new deal industrial relations system
• The geometry of comparative industrial relations
• Alternatives to job control unionism
• Balancing the global workplace.

John W. Budd contends that the turbulence of the current workplace and the importance of work for individuals and society make it vitally important that employment be given "a human face." Contradicting the traditional view of the employment relationship as a purely economic transaction, with business wanting efficiency and workers wanting income, Budd argues that equity and voice are equally important objectives. The traditional narrow focus on efficiency must be balanced with employees' entitlement to fair treatment (equity) and the opportunity to have meaningful input into decisions (voice), he says. Only through a greater respect for these human concerns can broadly shared prosperity, respect for human dignity, and equal appreciation for the competing human rights of property and labor be achieved.Budd proposes a fresh set of objectives for modern democracies-efficiency, equity, and voice-and supports this new triad with an intellectual framework for analyzing employment institutions and practices. In the process, he draws on scholarship from industrial relations, law, political science, moral philosophy, theology, psychology, sociology, and economics, and advances debates over free markets, globalization, human rights, and ethics. He applies his framework to important employment-related topics, such as workplace governance, the New Deal industrial relations system, comparative industrial relations, labor union strategies, and globalization. These analyses create a foundation for reforming employment practices, social norms, and public policies. In the book's final chapter, Budd advocates the creation of the field of human resources and industrial relations and explores the wider implications of this renewed conceptualization of industrial relations.
(source: Nielsen Book Data)