Abstract
The present industrial relations system of West Germany has obvious historical precedents. Works councils, for example, became strong under the Weimar Republic following the First World War and anticipated postwar proposals for employee participation in management, or codetermination (Schneider and Kuda, 1969; Vetter, 1975). This long tradition can be explained, in part, by the government’s interest in industrial relations, particularly concerning the issue of industrial peace. As early as 1869 there was legislation regulating problem-solving in industrial relations. Such legislation led to the formal recognition of organized labour in 1916 and to government supervision of labour-management relations. Since the Second World War, the government has tended to intervene less often and to give greater scope for ‘autonomous’ interaction between organized labour and employer associations.
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