• Summary
  • Contents
  • Subject index

'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.

Discussion
Discussion
Introduction

This book has examined the development of non-union representative voice approaches and explores the outcomes when managers in organisations working with NER voice arrangements seek to change their approach to more traditional collective bargaining through trade union representation. In addition, this book examined management strategies towards representation and the processes at play in situations where firms attempt to restructure workplace industrial relations.

As stated in Chapter 1, more specifically this book has attempted to address a number of research questions:

  • What are the management strategies towards and objectives of NER arrangements?
  • Are NER arrangements a complement to union representation or do they act as a substitute for union-based voice arrangements?
  • How effective are NER and union arrangements perceived to be at representing the interests of and providing voice ...
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