Les relations sociales en entreprise

Bloch-London, Catherine; Ulrich, Valérie; Zilberman, Serge

doi:10.3917/dec.bloch.2008.01.0123

Cited by 4 publications

(3 citation statements)

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“…Even though the increase in company-level negotiations over working time was accompanied by an increase in conflicts—mainly over pay (Bloch-London, Ulrich, and Zilberman 2008)—many firms could not or would not step away from recently institutionalized negotiating structures, and they tended to stick to the new practice of company-level negotiations aimed at “agreed compromises” (Charpentier, Lallement, Lefresne, and Loos-Baroin 2006).…”

Section: The Potential Ratchet Effect Of Shorter Hoursmentioning

confidence: 99%

It’s a Long Way from Norms to Normality

Lehndorff

2014

ILR Review

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the present overview on existing research addresses the double implication of working-time standards as legal (or contractual) norms, on the one hand, and socially established normality, on the other. Looking primarily at the evidence on the statutory 35-hour week in France, the author discusses the question of how changes in norms as stipulated by law or collective agreements may affect working-time practices in the society. given the specific institutional and policy tradition of statist intervention in France, a comparison with the effects of the contractual 35-hour week on actual hours in the West german metal industry highlights particular strengths and weaknesses of the French approach. While the empirical evidence underscores the crucial importance of statutory norms and the interaction between governments and social actors, it equally reveals the increasing difficulties to set limits to normal hours for growing shares of the workforce just by setting statutory or collective norms. the transformation of new working-time norms into normality leading to a generalized shorter standard workweek is a long-term social process that requires continual intervention of actors at various levels and must be embedded in agreements both at the workplace and within households. C hanging working-time standards takes time. If we look back at workingtime developments in the capitalist world in general and in 20th-century europe in particular, it is easy to distinguish two major long-term trends. the first, and fundamental, change was the step-by-step establishment of the 8-hour day and, later, the 40-hour week as a legally mandated or widely adopted contractual standard. this was accomplished by the 1970s or 1980s in large parts of europe (much earlier in the United states) and by the 1990s and early 2000s in eastern europe and Portugal. the second trend, which has gained ground over the last 20 or 30 years, is the proliferation of nonstandard working hours above and below the 40-hour standard across many countries and industries.In most countries, once the 40-hour week was established, the general push for shorter standard work hours lost momentum. While some trade * steffen Lehndorff is Research Fellow at the University of Duisburg-essen. many thanks to Peter Berg, gerhard Bosch, Jean Charest, michel Lallement, eleonora matteazzi, François Rycx, and two anonymous reviewers for their valuable suggestions. Correspondence can be directed to steffen.lehndorff@uni-due.de.

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Section: The Potential Ratchet Effect Of Shorter Hoursmentioning

confidence: 99%

It’s a Long Way from Norms to Normality

Lehndorff

2014

ILR Review

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“…As soon as these agreements stipulated certain provisions on the safeguarding or creation of jobs, the respective companies would receive exemptions from social security contributions (this linkage was given up in the second phase of the implementation). Following these acts, the number of enterprise-level agreements soared, and so did working-time as a subject of decentralized negotiations (Bloch-London et al 2008). As Gubian (2000) found in his matched-pairs comparison of establishments with and without working-time reduction, the employment growth in the former enterprises substantially exceeded that of the latter enterprises of the same size and industry.…”

Section: Work Sharingmentioning

confidence: 99%

The Role of collective bargaining in the global economy: negotiating for social justice

2012

Choice Reviews Online

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“…La négociation en entreprise en France a fait l'objet de nombreux travaux, notamment dans le champ des relations professionnelles et de la théorie de la régulation (REYNAUD, 1979 ;MOREL, 1981 ;REYNAUD, 1988 ;REYNAUD, [1989REYNAUD, [ ] 1997REYNAUD, 1991 ;MOREL, [1991MOREL, [ ] 1997BLOCH-LONDON, ULRICH et ZILBERMAN, 2008 ;THUDEROZ, 2013 ;voir notamment REY, 2008), ainsi qu'en gestion (LAROCHE et SCHMIDT, 2004 ;PIERSON, 2007 ;GARAUDEL, NOËL et SCHMIDT, 2008 ;BEAUJOLIN-BELLET, GARAUDEL, KHALIDI, NOËL et SCHMIDT, 2012 ;BOURGUIGNON, 2012 ;BOURGUIGNON, NOËL et SCHMIDT, 2015 ;HAVARD et NASCHBERGER, 2015). Ces travaux s'intéressent aux relations sociales au sein des entreprises françaises, à la représentation des salariés par les syndicats, à la notion de compromis, et à la négociation d'accords collectifs, voire au déroulement d'une négociation à partir des comptes rendus des séances (GARABIGE, 2010).…”

Section: Introductionunclassified

La négociation collective sur l’égalité professionnelle : une négociation intégrative ?

Coron¹,

Pigeyre

2018

Annales Des Mines - Gérer Et Comprendre

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La négociation d’accords d’entreprise en France, pierre angulaire du dialogue social, a fait l’objet de nombreuses recherches. Pourtant, peu d’entre elles abordent la question du processus de négociation d’un accord d’entreprise sur l’égalité professionnelle, négociation pourtant obligatoire depuis la loi Génisson de 2001. Or, cette thématique présente des spécificités (entre autres, la transversalité du sujet au travers de différents domaines de ressources humaines et le poids du cadre légal) qui peuvent influer sur le processus de négociation. Dans l’optique d’éclairer cette question, notre travail cherche à identifier les spécificités de la négociation sur l’égalité professionnelle. Notamment, la définition de la thématique de négociation (l’égalité professionnelle) s’impose dans la négociation ; la transversalité de la thématique au travers de différents processus (recrutement, rémunération, promotion, entre autres) a de fortes incidences sur les marges de manœuvre des négociateurs et sur le rôle des syndicats vis-à-vis de la direction ; enfin, le cadre légal relativement fourni, qui attache une grande importance aux indicateurs chiffrés, peut inciter à définir dans l’accord des engagements chiffrés parfois inatteignables. Finalement, la négociation illustre bien le registre intégratif, pourtant peu caractéristique du « dialogue social à la française ».

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Les relations sociales en entreprise

Cited by 4 publications

References 2 publications

It’s a Long Way from Norms to Normality

It’s a Long Way from Norms to Normality

The Role of collective bargaining in the global economy: negotiating for social justice

La négociation collective sur l’égalité professionnelle : une négociation intégrative ?

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