Vielfalt im Umbruch. Auflösungserscheinungen, Anpassungsprozesse und neue Interessenvertretungsmodelle in den Arbeitsbeziehungen

Schmierl, Klaus

doi:10.1007/978-3-322-87348-4_2

Cited by 6 publications

(4 citation statements)

References 6 publications

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“…Although the concept of hybridization was originally used for the study of organizations, it has increasingly been applied to the interpretation of institutional change, in general (Boyer, 2005), and institutional change as a consequence of the exposure of national systems to international pressure, in particular (Deeg, 2001;Ho« pner, 2005;Schmierl, 2003).…”

Section: Institutional Transfer and Hybridization Through Conversionmentioning

confidence: 99%

“…By focusing on the consequences of the foreign context for transplants, organization studies in the tradition of regulation theory identify hybridization and revolutionary change through innovation as possible forms of change in transnational organizations. Although the concept of hybridization was originally used for the study of organizations, it has increasingly been applied to the interpretation of institutional change, in general (Boyer, 2005), and institutional change as a consequence of the exposure of national systems to international pressure, in particular (Deeg, 2001;Ho« pner, 2005;Schmierl, 2003).…”

Section: Institutional Transfer and Hybridization Through Conversionmentioning

confidence: 99%

“…Literature has argued that transfer has often led to processes of hybridization (Bluhm, 2001;Do« rrenbacher, 2004;Do« rrenba« cher et al, 2000;Schmierl, 2003). The hybridization approach points to the fact that one-to-one transfers of institutions do not take place very frequently.…”

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confidence: 99%

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Conversion as a Mechanism of Hybridization: The Institutional Transfer of Industrial Relations and Vocational Training from Western to Eastern Germany

Piotti

2011

Environ Plann C Gov Policy

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Looking back over the two decades since German unification, the main questions I want to answer are to what extent and through what mechanisms the transfer of the system of industrial relations and vocational training - two cornerstones of the West German model - has occurred in eastern Germany. The literature argues that institutional transfer very often leads to a process of hybridization in institutions. However, the concept of hybridization has also been criticized as being mainly descriptive and vague about the actual mechanisms of hybridization. In this paper I argue that these mechanisms should be specified further and suggest that the hybridization approach can be fruitfully linked to recent theories of institutional change. As far as the transfer of industrial relations and vocational training from western to eastern Germany is concerned, I argue in particular that hybridization has mainly occurred through what institutional literature has recently defined as the mechanism of conversion

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Section: Institutional Transfer and Hybridization Through Conversionmentioning

confidence: 99%

Section: Institutional Transfer and Hybridization Through Conversionmentioning

confidence: 99%

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Conversion as a Mechanism of Hybridization: The Institutional Transfer of Industrial Relations and Vocational Training from Western to Eastern Germany

Piotti

2011

Environ Plann C Gov Policy

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“…Even though Streeck and Rehder noticed a change in the course of their analysis of the 100 biggest German companies (e.g., caused by the agreed opening clauses), they interpret this as a successful adjustment of a system that will later restabilize (Rehder 2003;Streeck and Rehder 2003). In order to combine the simultaneous stability and erosion in the system of industrial relations, Schmierl (2001Schmierl ( , 2003 puts forward the hypothesis that labor relations in Germany hybridize. Th is theory of hybridization states that .…”

Section: Th E German Model Of Industrial Relations and Its Recent Chamentioning

confidence: 99%

Remuneration in the German Broadcasting Sector: The Employers' Perspective

Bleses¹

2007

Critical Sociology

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Th is article focuses on the managerial perspective in wage formation. Th e study concentrates on two questions: 1) Why do employers want more autonomy at the expense of collective agreements? 2) What do employers gain from a more or less autonomous system of remuneration? Aft er a brief description of the wage formation framework, in particular the framework within the broadcasting sector, I will present the results of interviews with the management of private and public broadcasting stations. In matters of wage formation the study illustrates a clear division between companies with collective agreements and companies without collective agreements. All the managers interviewed for this article express an increasing need for autonomy, but some are convinced that autonomy can be achieved within the framework of collective agreements. Other companies demand absolute autonomy for the management and totally reject being bound by collective bargaining. Most of the companies without collective agreements refuse to undergo or accept the results of collective bargaining, citing that * Th is article is based on the research project: "Employers' Need for Autonomy and the Re-Regulation of Labor Law: Th e Example of Remuneration", sponsored by the German Federal Ministry of Education and Research (BMBF). Th e research project has been carried out under the direction of Th omas Blanke at the Department of Law at Oldenburg University. Th e author wishes to thank numerous people for their helpful comments on the manuscript: the reviewers, the editors, the commentators, the colleagues of the research group Grenzen der Entgrenzung von Arbeit as well as the chair of Labor Law at Oldenburg University, and -last but not least -Martin Seeleib-Kaiser. Christine Sell, Melanie Brüngel, Susanne Freytag, and Gabriella Faerber were indispensable for the English translation.CS 33,1-2_f10_152-179.indd 153 CS 33,1-2_f10_152-179.indd 153

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Kapitel VI Gratifizierung von Arbeit: Lohn und Leistung

Schmierl¹

2010

Handbuch Arbeitssoziologie

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Vielfalt im Umbruch. Auflösungserscheinungen, Anpassungsprozesse und neue Interessenvertretungsmodelle in den Arbeitsbeziehungen

Cited by 6 publications

References 6 publications

Conversion as a Mechanism of Hybridization: The Institutional Transfer of Industrial Relations and Vocational Training from Western to Eastern Germany

Conversion as a Mechanism of Hybridization: The Institutional Transfer of Industrial Relations and Vocational Training from Western to Eastern Germany

Remuneration in the German Broadcasting Sector: The Employers' Perspective

Kapitel VI Gratifizierung von Arbeit: Lohn und Leistung

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