'Can employees have effective voice without independent collective organisation? In the UK, unlike most of continental Europe, government and employers typically answer yes. Gollan's detailed study provides sound reasons for scepticism' - Richard Hyman, Department of Industrial Relations, LSE 'We know very little about the non-union sector in Britain despite the fact that it now embraces the clear majority of the workforce. The publication of Paul Gollan's Employee Representation in Non-Union Firms therefore represents a very important addition to the field. Based on extensive and detailed in-depth study of some leading non-union employers, it throws new light on the ways in which employee interests are represented in such firms' - Prof John Kelly, Birkbeck College 'Are non-union systems of representation (NER) an acceptable alternative to union-based systems or do they infact complement more traditional forms of union representation?' - Bruce Kaufman, Georgia State University Robinson College of Business This book is the first of its kind to answer this challenging question. It offers a comprehensive overview of NER in the UK and locates UK practice within an international context. Readers are invited to consider the potential implications and limitations of NER arrangements, and to examine how unions respond to these NER arrangements through bargaining, consultation and representation processes. Throughout issues are addressed on both a macro and micro level. The book reviews the literature and examines current practice using survey data and original case analysis. Engaging readers who are studying industrial relations, human resource management, employee involvement and consultation, unions and management strategy, it will also be appeal to practioners working in these areas.
Chapter 5: Management Strategies towards Non-Union Representation Arrangements
Management Strategies towards Non-Union Representation Arrangements
This chapter examines the management strategies towards NER arrangements in six UK organisations in the lead-up to the introduction of the Employment Relations Act 1999 (which involved the introduction of formal union recognition procedures1 and union–employer partnership initiatives), and the formal agreement on the European Directive establishing a General Framework for Information and Consultation, which came into effect in March 2002.2 It was anticipated that these two developments would have an impact on the type, structures and the processes of NER arrangements in light of the legislative arrangements and would highlight the potential implications and possible influence of such legislative developments in a traditionally ‘voluntarist’ industrial relations environment.
In particular, this review examines ‘what’ was ...