Works Councils Research Articles

European Works Councils: Their Impact on the Europeanization of Industrial Relations in an Era of Market Globalism

The European Works Council (EWC) Directive provides the establishment of a social partnership forum within Multinational Companies (MNCs). The directive gives employees the right to information and consultation with the supra-national group management. The aim of this concept paper is to contribute to the debate on the Europeanization of Industrial Relations (IR) in the European Union. Specifically, it assesses the influence that EWCs, a novel institution within certain Euro-companies, have on the convergence of industrial relations among the member states. This critical topic can be evaluated from the standpoint of the current theory and its practical implications in order to draw the perspectives for a European system of IR both within MNCs and the rest of the companies. Our conclusions indicate that EWCs contribute to Europeanization in several aspects of employee relations, although this contribution has been limited to those issues that are wished for by the MNCs.

Opening the black box of works council–management team interaction: Germany and the Netherlands compared

Researchers still struggle with unravelling the internal interaction processes between management and employees (and their representatives). In empirical studies explaining the effects of works councils, the multidimensional nature of the works council–management team relationship is therefore largely ignored. By utilising a unique questionnaire among works councillors, this article examines the (potential) inner workings of this black box, by developing a construct aimed to capture the essence of these forms of social interaction. The authors find that behavioural aspects of cooperation, power, communication, goal sharing and trust significantly affect the relationship between works council and management. The authors also test their construct via a model that seeks to explain the influence of works councils on company decision-making. Their results indicate that despite a few noticeable cross-country differences, their black box construct is the most important factor in explaining this influence both in Germany and the Netherlands, revealing that a good relationship with management is imperative.

Varieties of just transitions in the European car industry

ABSTRACT This article examines the responses and strategies developed by business, unions, and governments to the electric turn in the industry in Germany and France, Europe’s main car-producing countries. We concentrate on the role of history and institutions in the determination of adjustment paths. Since institutions reflect specific histories, the electric transition in the industry can take on different forms in different countries. In both countries, governments play a supportive role, leading in France, and following in Germany. The strong works councils in German car companies are reluctant to engage in a rapid transition that would devalue the assets of the workforce and endanger past investments in internal combustion-related technology. Trade unions, in contrast, who organise the workforce in the wider industry, are in favour of a faster transition as it will secure future employment. The French EV industry, in contrast, is now a booming sector, after several decades of deep restructuring with massive employment losses. Its key short-term problem is to train enough workers to staff the rapidly expanding car battery industry. Lacking a deeply rooted training system like the German one, the industry has a relatively free hand in selecting and preparing its future workforce.

Vers un management soutenable et soutenant : unir performance et santé grâce à la mise en discussion du travail

This paper reports on an action-research carried out in France within 10 voluntary structures in order to experiment a management based on work analysis and work councils. First of all, two starting points are exposed: a) the general indifference of dominant modes of management towards the real characteristics of work activities and b) the persistence of managerial representations of workers based on mistrust. On this basis, a change in managerial paradigm is proposed, rooted in work co-analysis and peer and hierarchical discussion on work quality's criteria. The experiments conducted for testing this paradigm shift are explained as well as the moves induced on managerial roles and practices. Conditions for the implementation are also exposed.

Agape in the Workplace. A Survey Among Medium and Large Dutch Companies

The concepts of love and business do not seem to match very well, despite attempts to operationalize love as agape or neighborly love. In line with the emerging literature, this contribution uses a profane and analytical approach to agape as an ‘Agenda for Growth and Affirmation of People and the Environment’. Within this agenda we define agape as ‘the commitment to the well-being and flourishing of others’ and operationalized it to measure the concept in a substantial sample of 420 medium-sized and large companies in The Netherlands. At the core of the research lies the question whether and to what extent companies, represented by senior managers and members of the works council, are committed to the well-being of their employees. This article analyses the concept of agape and its application in a business context and presents the results of a survey. The results show that, on average, respondents report that their organization is committed to employees’ well-being in line with the organization’s values. Though not the aim of agape, since organizations that apply the concept reap tangible business benefits from it, the concept becomes suitable to a wider range of businesses.

Taming the Dragon: Works Councils’ Strategies in German Subsidiaries Acquired by Chinese MNEs

Taming the Dragon: Works Councils’ Strategies in German Subsidiaries Acquired by Chinese MNEs

Political spillovers of workplace democracy in Germany

AbstractAlthough works councils provide a highly developed mechanism to promote workplace democracy, research on their consequences has been dominated by economic aspects. This study brings a new perspective to the understanding of works councils by examining their influence on workers’ political behavior. Political spillover theory suggests that participation in the firm's decision making has the potential to foster workers’ political participation in civic society. Our study for Germany indeed finds a positive association between the presence of a works council and workers’ interest in politics. This holds in panel data estimations including a large set of controls and accounting for unobserved individual‐specific factors. However, separate estimations by gender show a positive association between works councils and political interest only for men, but not for women. Traditional gender roles may make it difficult for women to be politically engaged even when a works council is present.

Evaluating the effectiveness of a multifaceted intervention to reduce low-value care in adults hospitalized following trauma: a protocol for a pragmatic cluster randomized controlled trial

BackgroundWhile simple Audit & Feedback (A&F) has shown modest effectiveness in reducing low-value care, there is a knowledge gap on the effectiveness of multifaceted interventions to support de-implementation efforts. Given the need to make rapid decisions in a context of multiple diagnostic and therapeutic options, trauma is a high-risk setting for low-value care. Furthermore, trauma systems are a favorable setting for de-implementation interventions as they have quality improvement teams with medical leadership, routinely collected clinical data, and performance-linked to accreditation. We aim to evaluate the effectiveness of a multifaceted intervention for reducing low-value clinical practices in acute adult trauma care.MethodsWe will conduct a pragmatic cluster randomized controlled trial (cRCT) embedded in a Canadian provincial quality assurance program. Level I–III trauma centers (n = 30) will be randomized (1:1) to receive simple A&F (control) or a multifaceted intervention (intervention). The intervention, developed using extensive background work and UK Medical Research Council guidelines, includes an A&F report, educational meetings, and facilitation visits. The primary outcome will be the use of low-value initial diagnostic imaging, assessed at the patient level using routinely collected trauma registry data. Secondary outcomes will be low-value specialist consultation, low-value repeat imaging after a patient transfer, unintended consequences, determinants for successful implementation, and incremental cost-effectiveness ratios.DiscussionOn completion of the cRCT, if the intervention is effective and cost-effective, the multifaceted intervention will be integrated into trauma systems across Canada. Medium and long-term benefits may include a reduction in adverse events for patients and an increase in resource availability. The proposed intervention targets a problem identified by stakeholders, is based on extensive background work, was developed using a partnership approach, is low-cost, and is linked to accreditation. There will be no attrition, identification, or recruitment bias as the intervention is mandatory in line with trauma center designation requirements, and all outcomes will be assessed with routinely collected data. However, investigators cannot be blinded to group allocation and there is a possibility of contamination bias that will be minimized by conducting intervention refinement only with participants in the intervention arm.Trial registrationThis protocol has been registered on ClinicalTrials.gov (February 24, 2023, #NCT05744154).

Cross-Movement Strike Actions: Works Council and Communist Groups at the Bremer Vulkan Shipyard in the 1970s

Abstract Beginning in the early 1970s, various communist groups decided to become active at the Bremer Vulkan shipyard. The article shows that they did not immediately go for confrontation to older trade union structures but were willing to change the movement from within. With the support of a wildcat strike at the shipyard in 1973, the New Left raised the question of alternatives. As a result, the Social Democratic works council chairman resigned because of a lack of support from his colleagues, and in 1974 some communists were elected to the works council. I argue that there was no division into old and new but rather a diverse field of actors: a disparate group of workers with different occupational status, and political approaches; works councils and shop stewards with close ties to Bremen’s Social Democracy; and various communist groups that pursued very different policies and goals, sometimes joined forces, but basically fought each other—especially in conflicts—rather than taking joint action.

The role of outdoor activity through scouts to strengthen youth character

This article aims to find out whether outdoor activity through scouts can strengthen the character of teenagers and what are the inhibiting and supporting factors. The research design used is descriptive qualitative. This research was conducted at the Kwaran DKR Kedungbanteng Scout Organization Secretariat. The informant collection technique that will be used in this study uses a purposive sampling technique with inclusion and exclusion criteria. The validity of the data using triangulation techniques. Activities in data analysis techniques are data reduction, data presentation, and drawing conclusions. The results obtained from this study are that outdoor activities carried out by the Kedungbanteng Working Council can strengthen the character of the members of the Working Branch according to the values contained in Dasadarma and Tri Satya. In carrying out Outdoor Activity activities, the Kedungbanteng Branch Work Council has supporting and inhibiting factors.

O ANARQUISMO, O SINDICALISMO REVOLUCIONÁRIO E A REVOLUÇÃO ESPANHOLA

This article aims to discuss the meanders of the connection between anarcho-syndicalism and revolutionary syndicalism, as well as some of its theorists, with the emergence and unfolding of the Spanish Revolution, which took place between 1936 and 1939. We seek to present how anarchism was at the root of the Spanish conflict, some of its theorists and what they advocated in terms of the role that would be given to the works councils and their relationship with the unions in the society of the future. We also seek to demonstrate that one of the main characteristics of the Spanish Revolution was the emergence of collectivizations, which were nothing more than companies that passed into the hands of their workers directly, without intermediaries, and was therefore neither private nor state property. Such works councils were immersed in various problems and contradictions that had roots in the revolutionary process itself, dealing with enormous practical difficulties such as lack of raw materials, loss of consumer market, difficulties in transportation, etc.

Works Councils as Gatekeepers: Codetermination, Monitoring Practices, and Job Satisfaction

Works Councils as Gatekeepers: Codetermination, Monitoring Practices, and Job Satisfaction

Works Councils and Workers' Party Preferences in Germany

Works Councils and Workers' Party Preferences in Germany

On the Issues of the Work Council´s Representation of Professors

On the Issues of the Work Council´s Representation of Professors

Promoting human-centred AI in the workplace. Trade unions and their strategies for regulating the use of AI in Germany

The use of artificial intelligence (AI) is changing the world of work. For trade unions, the issue of how to regulate the use of AI is a central but difficult topic because the technology is still at an early stage and experience on its use limited. Focusing on Germany, this article addresses the following questions: (1) what areas of application and use cases for AI are relevant for trade unions and works councils?, (2) what role do trade union positions and demands play in the political discussion on regulating the use of AI?, (3) what strategies are trade unions using to influence the regulation and use of AI in the workplace?, and (4) what experiences are they gaining during this process? Reviewing trade union strategies, this article shows which concepts of human-centred AI the trade unions are trying to promote, how they try to ensure that works councils and trade unionists get appropriate training to understand the new technologies, and how dealing with AI is changing the way works councils work. The article also shows how the characteristics of the German system of industrial relations influence discussions on AI and the processes of implementing it in the workplace.

Improving hospital nurse staffing during the pandemic: Implementation of the 2019 Fund for Health Care Staff in Belgium

Chronic hospital nurse understaffing is a pre-existing condition of the COVID-19 pandemic. With nurses on the frontline against the pandemic, safe nurse staffing in hospitals is high on the political agenda of the responsible ministers of Health. This paper presents a recent Belgian policy reform to improve nurse staffing levels. Although the reform was initiated before the pandemic, its roll-out took place from 2020 onwards. Through a substantial increase of the hospital budget, policy makers envisaged to improve patient-to-nurse ratios. Yet, this ambition was considerably toned down during the implementation. Due to a shortage of nurses in the labour market, hospital associations successfully lobbied to allocate part of the budget to hire non-nursing staff. Moreover, other healthcare settings claimed their share of the pie. Elements of international best-practice examples such as ward managers supernumerary to the team and increasing the transparency on staffing decisions were adopted. Other measures, such as mandated patient-to-nurse ratios, nurse staffing committees, or the monitoring or public reporting of ratios, were not retained. Additional measures were taken to safeguard that bedside staffing levels would improve, such as the requirement to demonstrate a net increase in staff to obtain additional budget, staffing plan's approval by local work councils and recommendation to base staff allocation on patient acuity measures. This policy process makes clear that the engagement of budgets is only a first step towards safe staffing levels, which needs to be embedded in a comprehensive policy plan. Future evaluation of bedside nurse staffing levels and nurse wellbeing is needed to conclude about the effectiveness of these measures and the intended and unintended effects they provoked.

The effect of temporary workers and works councils on process innovation

PurposeThis study aims to investigate the effects of temporary workers and works councils on process innovations at manufacturing sites. The impact of temporary workers, commonly viewed as a means of operational flexibility and cost savings, on firms’ ability to innovate is underexplored. Works councils represent and help integrate temporary workers, but are often equated with unions, which have been criticized as barriers to innovation, especially in the US.Design/methodology/approachThe authors use secondary data collected by the Institute for Employment Research (IAB) of the German Federal Employment Agency. Specifically, the authors conduct a series of regression analyses using 11-year panel data covering the period 2009–2019 with 11,641 manufacturing site-year observations.FindingsThe results suggest that the use of temporary workers initially promotes process innovation, but at too high a level, it impairs firms’ ability to innovate. Furthermore, the results suggest that works councils have a positive impact on innovation and dampen the curvilinear effect found with respect to temporary workers.Originality/valueResearch has largely focused on the cost and flexibility benefits of temporary workers. The authors analyze the effectiveness of temporary workers in terms of innovativeness. By including works councils, the study also consider the contextual environment in which temporary workers are employed. Finally, the results reject the assumption that works councils have a similar negative impact as unions on innovation; in fact, the authors find the opposite.

Human Resource Management, Employee Participation and European Works Councils: The Case of Pharmaceutical Industry in Greece

Employee participation is a broad notion that encompasses sets of practices that enable employees to participate in the decision-making process on issues affecting them leading to a committed workforce. According to the 2009/38/EC Directive, a European Workers’ Council (EWC) is established in all undertakings and all community-scale groups of undertakings for the purpose of informing and consulting employees. This study investigates the impact of employee participation on employees and organizations and more specifically the potential benefits and the added value of participation for employees and organizations, the potential costs and threats of employee participation and the added value of EWCs in multinational subsidiaries in the pharmaceutical industry in Greece. The data gathering was carried out through in-depth semi-structured interviews with management, HR executives, trade union representatives and EWC representatives using a semi-structured questionnaire based on the state-of-the-art literature review. Organizations participating in the study are subsidiaries of multinational companies with an active European Works Council in the pharmaceutical industry in Greece. Findings suggest that there are potential benefits of employee participation practices for the employees and added value for the pharmaceutical companies and provide a useful perspective for managers and researchers in the field of labor relations and human resource management.

Inter-Union Solidarity and Strategic Group Identity: Insights from Works Councils in the French Car Industry

In many countries, unions, with conflicting political identities, compete for works council positions. However, inter-union solidaristic forms of cooperation can occur within these same institutions. This article advances the concept of strategic group identity to explain the makeup, success, failure and longevity of inter-union cooperation in this context. Based on case studies of inter-union conflict and cooperation on works councils in the French automotive industry, the article highlights the importance of inter-union identity congruence in examining responses to shared threats. Several implications for understanding inter-union solidarity are developed.

On the determinants of bargaining‐free membership in German Employers' Associations

AbstractIn the 1990s, German employers' associations started offering bargaining‐free membership. Firms can be members without the obligation to adhere to a collective agreement. This study examines the characteristics of firms choosing a bargaining‐free membership. It shows the influence of works councils, union density, foreign ownership, firm size and firm age.