Industrial Relations in the Latrobe Valley: Myths and Realities

Rainnie, Al; D'Urbano, Tina; Barrett, Rowena; Paulet, Renee; Grobbelaar, Mardelene

doi:10.1080/10301763.2004.10669308

Cited by 7 publications

(9 citation statements)

References 3 publications

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“…That is, workers in such situations may align their interests with regional employers in the interests of protecting themselves and their families from job losses. Likewise a study by Rainnie et al. , (2004), of industrial relations in the Victoria's La Trobe Valley, suggests that employees have more capacity to engage in industrial conflict when a regional economy is experiencing good times than when it is not.…”

Section: Knowledge Transfers In Industrial Clustersmentioning

confidence: 99%

“…Solidaristic relationships are the measure of a community's ability to pursue shared objectives, regardless of personal ties, whereas sociability refers to emotional, non-instrumental relations among individuals who regard one another as friends (Goffee and Johnes, 1996). The history of industrial relations in Australia is rife with examples of workers who have gone on strike through a sense of solidarity with their peers, and often in support of workers in other organisations with whom they do not socialise, but who are members of the same association, union, trade or craft (Rainnie et al, 2004). That is, Australian workers have historically taken actions related to their employment that are not narrowly related to their own personal interests or to those of their friends.…”

Section: Knowledge Transfers In Industrial Clustersmentioning

confidence: 99%

“…In this sense, labour relations in industrial clusters is an area of research that is quite underdeveloped in the literature, particularly in the Australian context. Nevertheless relations between employers and employees in industrial settings in Australia have historically been viewed as adversarial, albeit moderated by a long standing system of wage justice based on court sanctioned industrial awards (Rainnie et al. , 2004; Patmore, 1991).…”

Section: Knowledge Transfers In Industrial Clustersmentioning

confidence: 99%

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Labour Relations and the Transfer of Knowledge in Industrial Clusters: Why do Skilled Workers Share Knowledge with Colleagues in Other Firms?

Wilson

Spoehr

2010

Geographical Research

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Industrial clusters are held to offer competitive advantages to firms that accrue from the transfer of tacit knowledge between skilled workers co-located in spatially bound regions. This paper argues that informal knowledge transfers between skilled employees working in spatially bounded industrial clusters might have an association with the labour relationship between employers and employees. In the literature on industrial clusters general knowledge is readily traded through codified texts and collegial networks but high value, tacit knowledge transfers occur less frequently but are critical to the success of firms located in clusters. Tacit knowledge transfers are held to occur when workers move to other firms because of firm death or poaching but less frequently through contacts between colleagues from other firms. Industrial clusters are said to offer labour market advantages for skilled workers in the form of ample job opportunities and rising wages, which engender firm loyalty and discourage the transfer of tacit knowledge of competitive value to other firms. However, the limited empirical evidence available on actual working conditions for skilled workers in regional industrial clusters indicates that this argument is contestable. Some evidence suggests that there are limited wage premiums accruing to the industrial districts, a limited role for geographic proximity, and weak localised returns on seniority and education. We argue that in such circumstances high value knowledge between workers in different firms might be traded as an act of epistemic solidarity or sociability that disregards the interests of employer organisations. Such actions might vary by region and country in relation to the prevailing system of labour relations. Australian labour relations are offered as a case in point.

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Section: Knowledge Transfers In Industrial Clustersmentioning

confidence: 99%

Section: Knowledge Transfers In Industrial Clustersmentioning

confidence: 99%

Section: Knowledge Transfers In Industrial Clustersmentioning

confidence: 99%

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Labour Relations and the Transfer of Knowledge in Industrial Clusters: Why do Skilled Workers Share Knowledge with Colleagues in Other Firms?

Wilson

Spoehr

2010

Geographical Research

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“…It is made up of four major urban centres (Churchill, Moe, Morwell and Traralgon) and their surrounding areas. Since the mid-1980s the region has suffered massive organizational change, industrial and workforce restructuring, primarily driven by the privatization of the power industry (Fletcher, 2002;Gough and Pullin, 1996;Rainnie and Paulet, 2003;Rainnie et al, 2005).…”

Section: The Context and The Programmementioning

confidence: 99%

Learning to Solve a Business Problem: ‘Hands-on’ Can Get Results

Neeson¹,

Billington²,

Barrett³

2007

Industry and Higher Education

Self Cite

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Small business training can facilitate business growth. The authors show that a ‘hands-on’ approach can have a direct impact on a business owner's current situation. They consider this in relation to the problem of being unable to find the right staff, demonstrating that a programme such as the one they describe enables learning and addresses the lack of time and resources faced by many small business owner-managers. Such programmes also accommodate the style, pace and circumstances of the individual learner. This has a number of implications for the delivery of training to small business owner-managers.

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“…Survey data from the region (Rainnie et al 2004) would seem to suggest that working people in the region were concerned about the nature of work and employment in the Valley, particularly its apparent casualisation, and remained relatively well disposed towards trade unions. Nonetheless, the once powerful Gippsland Trades and Labour Council (GLTC) was almost on the verge of extinction at this time.…”

Section: Unionising the Call Centrementioning

confidence: 99%

Developments in the Call Centre Industry

Connell¹,

Burgess²

2006

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The call centre industry is one of the fastest growing areas of employment in the world. Advances in information and communication technology (ICT) have led to much of the industry being automated and relocated from advanced OECD economies to countries with lower labour costs.Developments in the Call Centre Industry draws on contributions from a diverse range of countries including the USA, the UK, India, Australia, South Korea, Germany, Greece and Sweden. Authors examine the emergence of the call centre sector as an international industry. Themes covered in this original volume include call centres and:• the recruitment, training, motivation and retention of the workforce • the influence of pressures on operatives and managers to reach operating targets • gender and career aspects of the industry • trade unions and the organisation of call centre workers.

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Industrial Relations in the Latrobe Valley: Myths and Realities

Cited by 7 publications

References 3 publications

Labour Relations and the Transfer of Knowledge in Industrial Clusters: Why do Skilled Workers Share Knowledge with Colleagues in Other Firms?

Labour Relations and the Transfer of Knowledge in Industrial Clusters: Why do Skilled Workers Share Knowledge with Colleagues in Other Firms?

Learning to Solve a Business Problem: ‘Hands-on’ Can Get Results

Developments in the Call Centre Industry

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