Works Councils Research Articles

Conselhos de empresa europeus no contexto português: dos obstáculos às boas práticas no setor metalúrgico

Almost three decades after the emergence of the European Works Councils (EWCs), obstacles persist to the functioning of that body of information and consultation of workers. After placing the topic within the framework of the Portuguese labour relations system and mapping out some of those obstacles, good practices are mentioned in the light of the metallurgical sector and the Volkswagen EWC. It is argued that, even though it should be looked at carefully, the experiences of good practices are crucial to face uncertainties and reinforce the potential for labour participation in multinationals.

The Europeanisation of Board-Level Employee Representation in France: An Emerging Role for European Works Councils?

The Europeanisation of Board-Level Employee Representation in France: An Emerging Role for European Works Councils?

Friends in High Places: Relations Between European Works Councils and Board-level Employee Representatives

Friends in High Places: Relations Between European Works Councils and Board-level Employee Representatives

APPROPRIATENESS OF USING THE THEORY OF PERSONNEL MANAGEMENT IN EMPLOYMENT LAW

The Author considers that it is reasonable to use the theory of personel management to interpret the provisions of employment law. This primarly concerns the issue of forms of employment. This should be applied both with regard to flexicurity and in line with the concept of a flexible company. In accordance with HRM theory, the process of job evaluation should be used when defining the principles of remuneration. At the same time, if the remuneration were to be of a market nature (and thus implement three basic features: attract, motivate and retain), then the evaluation must be carried out in accordance with one of the universal methods. This gives the basis for comparison between different organizations. As far as employment restructuring is concerned, its efficiency, according to the Author, comes from the substantive knowledge of employees` representatives about management processed. So such a partner should be trade unions with expert resources or, in the absence of such organisation, a work council.

Wroclaw Electronic Works: Wrocławskie Zakłady Elektroniczne „Elwro” 1959–2000

Abstract Based on the research potential of the Wrocław higher education center and its achievements in mathematics and automation, Wrocławskie Zakłady Elektroniczne “Elwro” was launched in the capital of Lower Silesia, in the late 1950s. Starting with the production of relatively simple electrotechnical devices, the company transformed in just a few years into a manufacturer of digital machines of its own design, “Odra”. They have found wide application in science, administration, communication and industry − both in Poland and abroad, mainly in the Comecon member states. The 1970s were the period of the peak development of WZE “Elwro”, in which apart from devices of its own design, computers belonging to the so-called Uniform System of Digital Electronic Machines of Comecon countries, were also being produced. The effects of the economic crisis of the 1980s abruptly reduced the orders for computers produced in “Elwro”, and their development and production was slowed down by problems with obtaining materials that were scarce in the country and foreign currency for foreign purchases. The technological distance between the “Elwro” offer and the equipment manufactured in the leading countries of the West was growing. After the start of the system transformation in the country, the management of “Elwro” attempted to carry out radical organizational transformations and grant the company the status of a joint-stock company. However, they were held back for too long by both the lack of government support and the concerns of the works council. Meanwhile, deteriorating economic results forced the management of “Elwro” to reduce employment and sell more and more assets. Ultimately, in 1993, the plants were transformed into a sole-shareholder company of the State Treasury, and then sold to the German concern “Siemens”. For the new owner, the only thing that mattered was the access to the Polish telecommunications market obtained in this way. He did not use the still existing human resources and production potential of “Elwro” and, shortly after the purchase, practically liquidated the company. In 2000, its remains were sold to the American telecommunications company “Teletec Holding”, which changed the name of the company to “Teletec Polska” S.A.

Balance of Cross-Functional Collaboration and Stretch and its Interaction with Firms’ Innovation Performance

Literature does not provide a detailed explanation of the role of climate for innovation in the relationship between cross-functional collaboration and corporate innovation performance. The aim of this explorative study is therefore to investigate the complex interaction between cross-functional collaboration, climate for innovation and firms’ innovation performance. Based on the analysis of a random data sample of heads of works councils of 450 large-sized firms in Germany, working with innovation, this paper finds, that there is an effect between cross-functional collaboration and innovation performance which is complementary mediated by innovation climate. Overall, this finding leads to the conclusion that companies need to balance ‘soft’ factors as cross-functional collaboration and ‘hard’ factors as stretch in order to stimulate a productive innovation climate. Firms, which systematically work with and succeed in this balancing act, have also higher chances for increasing their innovation performance.

Psycoeducation of Responsible Scouts Care for Others in Disaster Response

The attitude of disaster response to disaster-affected communities in general is an urgent priority to be given so that the community becomes resilient. So far, people are accustomed to relying on government assistance and are not able to provide an appropriate first response. This is because the community does not understand how to act appropriately when a disaster occurs in the area where they live. Law No. 24 of 2007 on Disaster Management. The subjects in this study were 110 Advanced Coaches, the Surabaya Kwarcab Helping Brigade, the Surabaya Kwarcab Care Scouts, the Surabaya Kwartir Branch Work Council using a knowledge scale on disaster response and psychoeducation related to Psychological First Aids. The results of the calculation of the t test (Paired Sample Test) obtained the results of t = 6.473 at p = 0.000. This means that between the pre-test and post-test of there is a very significant difference the experimental group in the knowledge of disaster response. The pre-test of the experimental group (Mean = 96.2553) was higher than the post-test of the experimental group (Mean = 88.5745), this indicates that PFA psychoeducation can increase knowledge about disaster response, thus indicating a significant relationship between psychoeducational independent variables. PFA with the dependent variable is knowledge about disaster response. The implication of this research is that it is expected to become an extension program so that it can increase knowledge related to disaster mitigation so that in the future members of the Rescue Brigadier can become the vanguard of disaster mitigation.

Psycoeducation of Responsible Scouts Care for Others in Disaster Response

The attitude of disaster response to disaster-affected communities in general is an urgent priority to be given so that the community becomes resilient. So far, people are accustomed to relying on government assistance and are not able to provide an appropriate first response. This is because the community does not understand how to act appropriately when a disaster occurs in the area where they live. Law No. 24 of 2007 on Disaster Management. The subjects in this study were 110 Advanced Coaches, the Surabaya Kwarcab Helping Brigade, the Surabaya Kwarcab Care Scouts, the Surabaya Kwartir Branch Work Council using a knowledge scale on disaster response and psychoeducation related to Psychological First Aids. The results of the calculation of the t test (Paired Sample Test) obtained the results of t = 6.473 at p = 0.000. This means that between the pre-test and post-test of there is a very significant difference the experimental group in the knowledge of disaster response. The pre-test of the experimental group (Mean = 96.2553) was higher than the post-test of the experimental group (Mean = 88.5745), this indicates that PFA psychoeducation can increase knowledge about disaster response, thus indicating a significant relationship between psychoeducational independent variables. PFA with the dependent variable is knowledge about disaster response. The implication of this research is that it is expected to become an extension program so that it can increase knowledge related to disaster mitigation so that in the future members of the Rescue Brigadier can become the vanguard of disaster mitigation.

Works councils and the digitalisation of manufacturing: Opportunity or threat for their power position?

In the course of the so-called ‘digital transformation’, the digitalisation of manufacturing is on the agenda in many companies. Are works councils, as an important form of workplace representation of employees’ interests, prepared to bring employees’ interests into company digitalisation processes, and does this affect their own position of power? To answer these questions, four in-depth qualitative case studies of works councils from German industrial companies are conducted. The results show that works councils can rely on important resources in the bargaining of digitalisation processes. Through the combination of resource use with other factors, such as the perception of digitalisation and the (un)willingness of management to involve works councils, three different constellations can be identified under which dealing with digitalisation represents an opportunity or a threat for works councils.

When are European Works Councils informed and consulted, and how do they gain influence? A quantitative analysis

AbstractThe objective of European Works Councils (EWCs) is to provide employees in multinational companies with information on transnational issues, and with the opportunity to voice their opinions, in order to influence managerial decision‐making. Few, however, reach that goal. This article therefore asks the question: Why? What factors explain whether or not an EWC is able to reach its goals? Building on previously established models and using large‐scale survey analysis, this article largely confirms the importance of factors related to management structure and policy, employee‐side organisation and interaction with management. As several of the main determinants relate directly or indirectly to managerial agency, the study discusses alternative ways to improve EWC functioning by focusing on the role of management.

Putting a number on it: a latent profile approach to the typology of European Works Councils

PurposeIdentify the different types of experiences of European Works Council (EWC) members based on the four fields of interaction of EWCs and evaluate their relative presence.Design/methodology/approachLatent profile analysis using survey data of over 1600 EWC representatives from more than 300 EWCs.FindingsFive different types of EWC experience are identified (marginalized, dominated, spearhead, participative and transnational forum). After 22 years of experience with EWCs, only a small minority of EWC representatives consider their EWC to be a participative structure. While trade union support and training increase the value of belonging to a well-functioning EWC type, they are not enough to circumvent structural obstacles. Additionally the analysis shows that domination by some countries in the functioning of an EWC is not always negative as this experience is present in both well- and ill-functioning EWC types.Research limitations/implicationsThe article argues that research should focus more on the moments of regression which EWCs face; and take a more nuanced approach to the domination by some countries of how EWCs function.Social implicationsThe article adds to the growing body of evidence that argues for structural intervention to improve EWC functioning.Originality/valueThis article uses insights from comparative case study research to cross-validate the findings using quantitative methods.

‘Americanization’ and the drivers of the establishment and use of works councils in three post‐socialist countries

AbstractWe question notions of the ‘Americanization’ of employment relations in Slovenia, Slovakia and Croatia. First, we examine the roles of unions, the use of US strategic approach to Human Resource Management (SHRM), and management perceptions of their organisations' innovativeness in the establishment of Works Council (WCs). Second, we employ the same variables in relation to the use of WCs for downward communication in these countries in comparison with what Amable (2003, https://doi.org/10.1093/019926113X.001.0001) terms the Continental European Coordinated Market Economy (CECME) of Austria, adding the CECMEs Germany and Norway as control variables. Union influence drives the adoption of WCs and their use for management downward communication. Hence, on our measures the three countries share features of the CECME category and have not been ‘Americanized’.

Employee participation, job quality, and inequality

PurposeThe purpose is to review the effects of employee participation (EP) in decision-making, ownership and profit on job quality, worker well-being and productivity, and derive policy recommendations from the findings.Design/methodology/approachThe authors summarise results of “declining labour power”, plus theoretical arguments and empirical evidence for the benefits of EP for job quality, satisfaction and productivity.FindingsWorker well-being and job satisfaction are ignored unless they contribute directly to profitability. EP is needed to remedy this situation when employers have market power and unions are weak. The result can be a rise in both productivity and well-being.Research limitations/implicationsThe chief issue here is that there are data limitations, particularly on the well-being effects of participation.Practical implicationsLots of encouraging examples in many countries need legislative help to multiply.Social implicationsIt is quite possible that there could be major implications for welfare and employment.Originality/valueThe authors make the case for public sector subsidies for employee buyouts and new cooperative start-ups, as well as legislation for works councils and profit sharing.

Attitude of health care workers towards SARS-CoV-2 vaccination

Fragestellung: Einstellung von Pflegekräften zur SARS-CoV-2-Impfung und einer etwaigen Impfpflicht.Methode: Im Rahmen einer strukturierten anonymen wissenschaftlichen Erhebung zwischen 29. Januar und 26. April 2021 wurden Fragebögen an 72 Leiter von Orthopädie- und Unfallchirurgie-Abteilungen verschickt. Die Ärzte wurden gebeten, das Einverständnis von Klinikverwaltung, Pflegedienstleitung und Betriebsrat einzuholen und die Fragebögen an das Pflegepersonal zu verteilen und wieder einzusammeln. Die statistische Auswertung erfolgte deskriptiv.Ergebnisse: Es wurden 355 Antworten aus 5 Kliniken ausgewertet. In 65 der 72 Kliniken lehnten Verwaltung, Pflegedienstleitung oder Betriebsrat die Teilnahme ab, in 2 Kliniken waren die ärztlichen Leiter nicht interessiert. 50,7% der Pflegekräfte waren bereits geimpft oder hatten einen festen Impftermin, 14,9% waren noch unentschlossen und 34,4% lehnten eine Impfung ab. Gegen eine Impfpflicht sprach sich die Mehrheit der Pflegekräfte aus (47,6%), weniger als ein Viertel befürwortete sie (23,4%).Schlussfolgerung: Die Impfbereitschaft war in dieser Umfrage ausgesprochen gering. Hauptgrund für Impfverweigerung ist Angst vor Nebenwirkungen, Aufklärung sollte daher in erster Linie auf dieses Thema fokussieren. Schlüsselwörter: SARS-CoV-2, Corona, COVID-19, Impfbereitschaft, Impfpflicht, Pflegekräfte, Nebenwirkungen, ImpfskepsisEingereicht am 13.6.2021 - Revision akzeptiert am 21.6.2021

Introduction to the Special Issue ‐ The internet, social media and trade union revitalization: Still behind the digital curve or catching up?

AbstractThis article introduces the special issue of New Technology, Work and Employment titled “The Internet, Social Media and Trade Union Revitalization: Still Behind the Digital Curve or Catching Up?” The objectives of this special issue are threefold. First, to develop an analytical framework that can help researchers assess the role that internal and external factors play in mediating the nature and scope of union experimentation with new information and communication technologies (ICTs) and its contribution to the outcomes of revitalisation. Second, to present methods and concepts that are new to this area of research. Third, to generate empirical insight into how the various actors that constitute the trade union movement (e.g. worker councils, union confederations, trade unions, and union‐led coalitions) can and are using the internet, social media and artificial intelligence as a means of revitalisation. Taken together the geographical scope of the articles range from single‐country cases studies in Germany, the UK and Canada, to a cross‐national case study in Australia and the USA, and a comparative study across Europe. In terms of ICTs, attention is given to websites, Twitter, Facebook, YouTube and an AI chatbot.

Owners, external managers and industrial relations in German establishments

AbstractUsing data from the representative IAB Establishment Panel in Germany and estimating a heteroskedastic probit model with fixed effects, this paper finds a negative relationship between the existence of owner‐management in an establishment and the probabilities of having a works council or a collective bargaining agreement. We show that family firms which are solely managed by the owners or by external executives significantly differ in the presence of these kinds of worker representation. The probabilities of having works councils and (company‐level) collective agreements increase substantially if just some of the managers do not belong to the owner family. We argue that these differences cannot simply be attributed to an aversion of the owners against co‐determination and unions but suggest taking account of the notion of socio‐emotional wealth prevalent in family firms. In addition, our results support the idea that external managers mainly act as agents rather than stewards in family firms.

Enforcement of Labour Law: The Case of Germany

The article explores the question of how labour law provisions are enforced in Germany. First, the central role of the labour courts is examined. In doing so, it not only looks at the constitutional foundations, but also at the special features of proceedings before the labour courts. Then the role of works councils in enforcing labour law is highlighted. The role of trade unions is also examined in more detail, showing in particular that some would like to see their importance in this area strengthened. Finally, the role of public authorities is examined. Enforcement of Labour Law in Germany: The Role of the Courts, the Works Councils, Trade Unions and State Authorities. General Questions, Constitutional Directions, Specific Regulations, Legal Policy Debate

Industry 4.0 and Proactive Works Council Members

Background: Integrating Industry 4.0 technologies in organizations affects employees’ workplaces and working conditions. Works Council members play an essential role in this because as intermediaries of information between employees and management, they increase mutual trust and help introduce changes in the work environment. This article discusses the Works Council members’ autopoietic endowments that are necessary for their proactive activity, which we discuss as building blocks for creating constructive relationships with management and quality energy in an organization. As such, we were interested in examining whether the autopoietic endowments of Works Council members influenced the type of relationship with the Works Council and management, and whether this relationship affected Works Council members’ organizational energy. Methods: A questionnaire was developed, piloted and distributed to Works Council Members, and 220 completed questionnaires were returned. Results: We found that the higher the level of self-awareness, the better the relationship between Works Council members and management. Moreover, poor energy represented poor relationships, and poor relationships signified a higher degree of resigned inertia and corrosive energy. Conclusions: Our research provides managements with insights into the relationship between employees and management, and the quality of their organizational energy.

Between industry and establishment: recent developments in German collective bargaining and codetermination

ABSTRACT The German dual system of labour relations is at a crossroads. The two cornerstones of the system, collective bargaining at the industry level and codetermination of works councils in companies and establishments, are eroding. Only one third of the workforce is now covered by both institutions. In this situation, trade unions have developed new strategies for revitalisation, including new strategies regarding derogations from collective bargaining agreements, new approaches to organising, and new projects to activate works councils. As a result, the traditional boundaries between union action at the establishment and industry levels, traditionally characterised by a strict separation of roles between works councils and trade unions, are dissolving. The trade unions are now developing active strategies at the establishment level with the aim of strengthening their position in the companies, and strengthening the capacity of works councils to act. At the same time, the importance of works councils as actors in collective bargaining is increasing. This new interplay of actors and levels seems to be an important precondition for the revitalisation of German industrial relations, even if it does not mean that all problems will be solved.

Works councils and workplace health promotion in Germany

From a theoretical viewpoint, there can be market failures and organizational failures resulting in an underprovision of occupational health and safety. Works councils may help mitigate these failures. Using establishment data from Germany, the empirical analysis in this article confirms that the incidence of a works council is significantly associated with an increased likelihood that the establishment provides more workplace health promotion than required by law. This result also holds in regressions accounting for the possible endogeneity of works council incidence. Furthermore, analysing potentially moderating factors such as collective bargaining coverage, industry, type of ownership, multi-establishment status and product market competition, the article finds a positive association between works councils and workplace health promotion for the various types of establishments examined. Finally, this study goes beyond the mere incidence of workplace health promotion and shows that works councils are positively associated with a series of different measures of workplace health promotion.