2013
DOI: 10.5539/ibr.v6n3p40
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Union Renewal and Business Strategies - Strategic Codetermination of Works Councils and the Campaign “Better Not Cheaper” of the German Metalworkers’ Union

Abstract: The trade union campaign "Better not cheaper" of the German metalworkers' union IG Metall is one of the most famous attempts of union revitalization in Germany and at the same time a new approach of unions to influence business strategies. Focusing on the activation of works councils, the aim of the campaign is to cope with the problem of disorganized decentralization of collective bargaining by developing concepts for a renewal of business strategies in the firms. The paper is based on a research project rece… Show more

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Cited by 5 publications
(4 citation statements)
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“…Following the campaign for equal pay to agency workers, workplace concessions also included measures to expand protection and enhance solidarity among the workforce, which were extended to agency workers (Benassi 2015). At later stages, negotiations were framed as advancing better, not cheaper, forms of local industrial relations at the company level, tying concession to a change in investment policy, and securing long-term goals that can also benefit the workers' employability and well-being in the future (Haipeter 2013;Haipeter et al 2018). Hence, despite the framing of derogation as a weakness of the current German industrial relations system, and its counter-framing as a virtue of coordinated decentralization (OECD 2018), and without resolving the debates on such framing, it is used as a shell for integrating power resources, gaining legitimacy from employers and activating workers along the logic of the organizing approach (Turner 2009;Haipeter 2013).…”
Section: Derogation From Social Agreementsmentioning
confidence: 99%
“…Following the campaign for equal pay to agency workers, workplace concessions also included measures to expand protection and enhance solidarity among the workforce, which were extended to agency workers (Benassi 2015). At later stages, negotiations were framed as advancing better, not cheaper, forms of local industrial relations at the company level, tying concession to a change in investment policy, and securing long-term goals that can also benefit the workers' employability and well-being in the future (Haipeter 2013;Haipeter et al 2018). Hence, despite the framing of derogation as a weakness of the current German industrial relations system, and its counter-framing as a virtue of coordinated decentralization (OECD 2018), and without resolving the debates on such framing, it is used as a shell for integrating power resources, gaining legitimacy from employers and activating workers along the logic of the organizing approach (Turner 2009;Haipeter 2013).…”
Section: Derogation From Social Agreementsmentioning
confidence: 99%
“…7 Furthermore, there emerged consensus among Brescia’s unionists on the important role that direct employee participation could play in ‘giving value to the work of people, after decades of dehumanisation in Fordist environments, and devising a new identity of blue-collars within society’. 8 Overall, by impacting on both the (internally-oriented) logic of organising , especially in the form of ‘member (and workers’ representative) activism’ (Nicklich and Helfen, 2019) as may be suited to partly unionised settings (Behrens, 2009; Haipeter, 2013), and the (externally-oriented) logic of partnership , with unions as co-directors of labour–management experiences of direct employee voice, organised disintermediation ended up integrating both conceptual alternatives and challenging managers as the sole advocates of direct employee voice.…”
Section: Case Study Development – the Role Of Fim-cisl Brescia In Org...mentioning
confidence: 99%
“…Daarnaast kunnen vormen van vertegenwoordigende en directe medezeggenschap met elkaar worden verbonden, zoals in de lange internationale traditie van de sociotechniek (De Spiegelaere & Van Gyes, 2015). Of in de meer recente praktijk binnen Duitse bedrijven, waarbij Betriebsräte initiatieven hebben ontwikkeld om directe participatie van minder door de or en vakbond vertegenwoordigde medewerkersgroepen te structuren in werk-en projectgroepen (Haipeter, 2013(Haipeter, , 2016. Een ander knelpunt is dat voor flexwerkers weinig plaats is in het medezeggenschapsmodel, terwijl bedrijven daar steeds meer gebruik van maken (Verbiest & Pot, 2017).…”
Section: Theoretische Achtergrondunclassified