Collectivism and employment relations in Denmark: underpinning economic and social success

Rasmussen, Erling; Høgedahl, Laust

doi:10.1080/10301763.2020.1856619

Cited by 10 publications

(5 citation statements)

References 31 publications

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“…Following the assumptions of comparative industrial relations scholarship, different national level institutional arrangements conditioned how Australian and Danish employer associations and union representatives defined and presented whether this was a problem or not. The larger degree of consensus between the actors in Denmark compared to Australia reflects differences in these countries’ industrial relations systems and knowledge regimes, which consistent with their positions as coordinated and liberal market economies, respectively, are relatively more cooperative and consensus-based in Denmark and more adversarial and competition-based in Australia (Campbell and Pedersen, 2014; Hall and Soskice, 2001; Rasmussen and Høgedahl, 2021).…”

Section: Discussionmentioning

confidence: 99%

“…Comparative industrial relations theories provide various possible explanations for the phenomenon of low wage growth. The Varieties of Capitalism framework suggests that workers in liberal market economies (LMEs), such as Australia, will likely face greater institutional barriers to negotiating higher wages, such as constraints on union power, than their counterparts in coordinated market economies (CMEs), such as Denmark, which tend to have stronger legacies of trustful and constructive industrial relations, with the actors generally accepting each other's legitimacy (Hall and Soskice, 2001;Rasmussen and Høgedahl, 2021). More recent perspectives provide alternative theoretical explanations for low wage growth.…”

Section: Theoretical Frameworkproblem Definition In Comparative Persp...mentioning

confidence: 99%

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Defining the problem of low wage growth in Australia and Denmark: From the actors’ perspectives

Andersen

Wright

Lansbury

2022

European Journal of Industrial Relations

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Low wage growth is a challenge common to many OECD countries including countries with very different institutional systems. This paper utilises and extends Rochefort and Cobb’s (1993) ‘problem definition’ framework to analyse how employer and union representatives in Australia and Denmark explain the causes of low wage growth. Drawing on elite interviews, which allow us to assess the nuance of actors’ perceptions, we find disagreement among Australian actors about the role of the collective bargaining system in contributing to low wage growth. Despite disagreement over the extent of the low wage growth problem in Denmark, both unions and employers expressed confidence in the ability of the bargaining system to resolve it. We argue that the greater degree of consensus in Denmark compared with Australia reflects differences in national institutional systems and knowledge regimes, which have influenced the ways actors in these countries perceive low wage growth.

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Section: Discussionmentioning

confidence: 99%

Section: Theoretical Frameworkproblem Definition In Comparative Persp...mentioning

confidence: 99%

Defining the problem of low wage growth in Australia and Denmark: From the actors’ perspectives

Andersen

Wright

Lansbury

2022

European Journal of Industrial Relations

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“…Both trade unions and multiemployer organizations are involved in collective bargains, while state intervention is minimal (Andersen et al 2015). The collective bargaining system is underpinned by strong local cooperation between employers and employees (Rasmussen & Høgedahl 2021). Managers are required to involve employees in decision-making and have the duty to provide for employees' influence by offering them opportunities for direct and indirect participation.…”

Section: The Nordic Model and Managementmentioning

confidence: 99%

The Nordic Model and Management in International Corporations:A Scoping Review

Berg,

Eggen Børve,

Mørk Røkenes

2023

NJWLS

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The overall aim of this scoping review is to present empirical studies regarding how the Nordic model has been investigated in relation to management in international companies. The subse quent objective is to discuss the model’s robustness regarding internationalization. The question raised is how the Nordic model, in relation to management, is configured in empirical studies undertaken in international corporations. Using systematic literature searches to examine peer- reviewed articles published between 2000 and 2022, 15 out of 972 studies were eligible for a full review. Primarily, one facet of the model was investigated: workplace democracy. Foreign-owned companies operating in Nordic countries partly adopted the model, whereas the model was implemented to some extent in Nordic-owned companies abroad. Management’s support and employee involvement were considered important. This review indicates that there is pressure on the model, although it has extended beyond the Nordic border and appears to be adaptable to global working life.

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“…The Danish case of labour market integration of refugees and employers is interesting to study for a number of reasons. As already noted, Denmark has a strong tradition of social partnership between employer associations and unions (Rasmussen & Høgedahl, 2021). The latest example in relation to labour market integration of refugees was a tripartite agreement from 2016 between the government, the unions and the employer association where the integrations policies were reformed.…”

Section: Casementioning

confidence: 99%

Which employers have refugee employees—And which do not? Employer typologies developed through hierarchical cluster analyses

Ravn

2022

Soc Policy Adm

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Employers can be regarded as gatekeepers of jobs. They decide how to post vacancies, whom to recruit and whom to dismiss. In recent years, a growing body of research has highlighted the crucial role of employers in relation to labour market participation of disadvantaged groups. This article contributes to this research by exploring which types of employers have refugee employees-and which do not. We develop the typologies through hierarchical cluster analyses using a nationally representative survey of Danish workplaces.We find that the employers who have experiences with having refugee employees can be grouped into three based on their attitudes and preconceptions; knights, knaves and squires. Likewise, employers who have never had refugee employees can also be divided into three groups; aspiring knights, knights of fortune, and commoners. The groups differ in their attitudes and motivations for (not) having refugee employees. Our main contribution to the literature is the development of new nuanced employer typologies, and the finding that employers differ in their motivations for having, or not having, refugee employees.

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Collectivism and employment relations in Denmark: underpinning economic and social success

Cited by 10 publications

References 31 publications

Defining the problem of low wage growth in Australia and Denmark: From the actors’ perspectives

Defining the problem of low wage growth in Australia and Denmark: From the actors’ perspectives

The Nordic Model and Management in International Corporations:A Scoping Review

Which employers have refugee employees—And which do not? Employer typologies developed through hierarchical cluster analyses

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