This article argues that there is a need to move beyond narrow ways of thinking about training to incorporate broader notions of ‘workforce development’ and ‘skill ecosystems’. A market-based approach to skills development is contrasted with a social consensus model, which takes a more integrated view of how skills are formed and sustained. However, following a review of Australia’s brief and ultimately unsuccessful attempt to develop something akin to a social consensus approach, we argue that there is much to be gained from a workforce development approach and an understanding of skill formation as occurring in the context of skill ecosystems. To be most effective this approach to skill formation requires the facilitation of networks and nurturing of partnerships among the different agents and agencies concerned with skill development. Recent initiatives in Australia that explicitly adopt a skill ecosystem and workforce development orientation demonstrate the potential of these approaches to overcome many of the problems associated with currently dominant market-based approaches and avoid the pitfalls of social consensus models.

The purpose of this article is to analyze recent developments in industrial democracy (worker participation in management) in a comparative perspective. To give the article focus, the period from the mid‐1980s onward is selected for analysis, and four countries (United States, Germany, United Kingdom, and Australia) are targeted for systematic examination. Developments in both indirect and direct participation are explained on the basis of elements in the models that we present. Three particularly strong conclusions emerge. First, there are clearly a number of common forces that have affected developments in each country, but the precise forms of participation that have emerged vary in many key respects. Second, organizational changes at the level of the firm appear to be particularly important in the recent period. And finally, the very complex patterns that are observable reinforce our theoretical arguments of the importance of a complex multivariate approach.

In the comparative politics literature there are two main approaches to the impact of international economic change on national policy patterns. The first - new institutionalism - has been very influential in comparative industrial relations scholarship. The second, which focuses on the role of interests, has been less prominent. Comparing industrial relations reform in Australia and New Zealand during the 1980s and 1990s, this paper argues that there are a number of limitations to an institutionalist approach and outlines a framework for the comparative study of the impact of international economic change on national patterns of industrial relations which integrates both institutionalist and interest-based approaches. Copyright Blackwell Publishing Ltd/London School of Economics 2003.

The auto industry provides a useful focus for examining the changing nature of employment relations around the world as new production systems are introduced. This article summarizes the results of an international project which analyzed the diffusion of lean production and associated employment patterns in different national contexts. It was found that despite the widespread application of lean production principles, significant variation existed in the way that management and unions adapted to change. There is a need to comprehend both the role of national institutions and local practices in the choices which parties make at the workplace level. These factors are significant in shaping employment relations in the auto industry despite the pervasive influence of new production systems.

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