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Relevant bibliographies by topics / Enterprise bargaining

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Academic literature on the topic 'Enterprise bargaining'

Author: Grafiati

Published: 4 June 2021

Last updated: 20 February 2023

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Journal articles on the topic "Enterprise bargaining"

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Li, Pengsheng, and Yanying Chen. "The Influence of Enterprises’ Bargaining Power on the Green Total Factor Productivity Effect of Environmental Regulation—Evidence from China." Sustainability 11, no. 18 (September 9, 2019): 4910. http://dx.doi.org/10.3390/su11184910.

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In response to the ecological and environmental problems caused by high energy consumption and pollution, Chinese governments have raised their concerns and tighten the regulations. Even though local governments have achieved certain degree of success during policy implementation, it is still far from realizing the ultimate goal. Our study fills the gap in the existing literature by exploring the dynamic effects of environmental regulations on enterprises’ green total factor productivity (GTFP) from the perspective of enterprise bargaining power. With data obtained from the industrial pollution database and the Chinese industrial enterprise database, we calculated the GTFP at enterprise level using the Luenberger productivity index. The results from balanced panel data models show that environmental regulations would have negative impacts on enterprise’s GTFP in the short run. However, in the long run, the implementation of environmental policies would achieve the win-win goal in terms of enterprises competitiveness and environmental protection. In addition, indicated by industrial output, tax revenue and number of employees, enterprise bargaining power could weaken the dynamic effects of environmental regulations. Moreover, state ownership, local official changes and weak political constraints would enhance enterprise’s bargaining power and thus reduce the dynamic effects. By focusing on the enterprise’s bargaining power and its heterogeneous factors during policy implementation, our study provides implications for mitigating distortions and improving GTFP.

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Blain, Nicholas. "Enterprise Bargaining: An Overview." Economic and Labour Relations Review 4, no. 1 (June 1993): 77–97. http://dx.doi.org/10.1177/103530469300400105.

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The primary aim of this paper is to contribute to the debate on the merits of enterprise bargaining by providing a wideranging overview. It provides a comprehensive definition of enterprise bargaining which enables a broad range of perspectives to be encompassed and helps to structure the discussion of the immediate context and the wider policy settings of the debate. The paper demonstrates that enterprise bargaining is not new. It identifies a number of current or proposed systems of enterprise bargaining the present federal system, the New South Wales model the BCA proposal the Federal Liberal/National Party approach, and the New Zealand model. These are then evaluated, making use of a simple conceptual framework. The analysis indicates that each system has its advantages and disadvantages, its supporters and critics. Its findings suggest that positive and negative features of all models should be taken into account, not only in the continuing debate on enterprise bargaining, but also in me improvement of existing enterprise bargaining systems and in the design of new models.

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Barrett, R., and C. Mutabazi. "Enterprise Bargaining in Action." Asia Pacific Journal of Human Resources 36, no. 1 (September 1, 1998): 93–102. http://dx.doi.org/10.1177/103841119803600109.

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HANCOCK, KEITH. "ENTERPRISE BARGAINING AND PRODUCTIVITY." Labour & Industry: a journal of the social and economic relations of work 22, no. 3 (May 2012): 289–301. http://dx.doi.org/10.1080/10301763.2012.10669441.

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Sloan, Judith. "The Economic Implications of Enterprise Bargaining." Economic and Labour Relations Review 4, no. 1 (June 1993): 27–49. http://dx.doi.org/10.1177/103530469300400102.

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The economic implications of enterprise bargaining depend critically on the precise version of enterprise bargaining being contemplated. One version sees enterprise bargaining as an add-on process, with the existing bank of awards retained, and trade unions playing a central and protected role. Another version sees enterprise bargaining as an holistic process, wherein all terms and conditions of employment can be negotiated subject to some minimum conditions. Trade unions may play some role, but not to the exclusion of other bargaining agents. Add-on enterprise bargaining may have only a small impact on productivity; there is a danger that wage (and price) inflation could increase; and the impact on employment is uncertain. Holistic enterprise bargaining is likely to have a more substantial impact on productivity; is unlikely to lead to inflation; and employment growth should be boosted. However, power-reducing policies and the abolition of awards are necessary correlates of holistic enterprise bargaining.

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McLaughlin, Peter. "Enterprise Bargaining: Making Australia Competitive." Economic and Labour Relations Review 1, no. 1 (June 1990): 41–68. http://dx.doi.org/10.1177/103530469000100103.

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King, Stephen P. "Penalty Rates and Enterprise Bargaining." Australian Economic Review 26, no. 4 (October 1993): 58–64. http://dx.doi.org/10.1111/j.1467-8462.1993.tb00811.x.

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KELTY, BILL. "INDUSTRIAL RELATIONS AND ENTERPRISE BARGAINING." Labour & Industry: a journal of the social and economic relations of work 22, no. 3 (May 2012): 223–27. http://dx.doi.org/10.1080/10301763.2012.10669436.

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BELCHAMBER, GRANT. "THE FUTURE OF ENTERPRISE BARGAINING." Labour & Industry: a journal of the social and economic relations of work 22, no. 3 (May 2012): 307–15. http://dx.doi.org/10.1080/10301763.2012.10669443.

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Rimmer, Malcolm. "Enterprise Bargaining, Wage Norms and Productivity." Journal of Industrial Relations 40, no. 4 (December 1998): 605–23. http://dx.doi.org/10.1177/002218569804000406.

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Since 1991 Australia's arbitral system of wage determination has developed into a bybrid supplemented by the processes of collective and individual bargaining at the workplace level. This paper seeks to examine the development of that bybrid. First it seeks to estimate the extent to which enterprise bargaining displaced award-based wage adjustment between 1990 and 1995. Second, it looks at the prospects for the further growth of enterprise bargaining within the existing regulatory System. Third, it looks at the use of workplace productivity as a criterion in wage fixing relative to the previous norms developed under wage indexation and the Accord. Fourth, the paper looks at some arguments and evidence on the role of enterprise bargaining in inducing workplace productivity growth. The paper concludes tbat major institutional changes bave taken place since 1990 largely because of government policy. However, the role of the new institutional framework in linking pay to productivity and in inducing productivity growth remains limited and uncertain.

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Dissertations / Theses on the topic "Enterprise bargaining"

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Hooper, Emma. "Women and enterprise bargaining : 'the universal' and 'the different' /." Title page, contents and abstract only, 1994. http://web4.library.adelaide.edu.au/theses/09AR/09arh785.pdf.

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Reiman, Cornelis Adriaan, and n/a. "Has enterprise bargaining affected the gender wage gap in Australia?" University of Canberra. Management & Technology, 2000. http://erl.canberra.edu.au./public/adt-AUC20061107.102527.

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With the introduction of enterprise bargaining in 1991, decentralised wage determination in Australia was generally expected to widen the gender wage gap (see Chapter 3). However, as discussed in Chapter 4, the research that underlies this expectation is typically based upon aggregated data and suffers from a number of deficiencies. In contrast, this dissertation utilises unit record data from the extensive 1995 Australian Workplace Industrial Relations Survey (AWIRS95) commissioned by the former Department of Workplace Relations and Small Business to test the hypothesis that enterprise bargaining has affected the gender wage gap in Australia. Whilst the passing of four years between 1991 and the time of data collection may not have allowed for the landmark industrial relations change to have worked itself through the labour market, a noteworthy and major feature of AWIRS95 is that it identifies workers and workplaces operating under enterprise bargaining agreements, as well as containing a female/male split of the enterprise bargaining status (see Chapter 5). Along with hourly earnings data derived from AWIRS95, a clear assessment can be made of gender wage gaps for employees under enterprise bargaining and those not employed under enterprise bargaining. The thesis uses OLS earnings regressions to identify the part of any gender wag gap that can be justified by the difference in measured characteristics between males and females, as well as identifying the part that remains unexplained (see Chapter 7). Given the potential that workplace characteristics can affect the integrity of OLS results, a random effects model is also used (see Chapter 8). Interestingly, the OLS and random effects results are virtually identical (see Chapter 9). It needs to be noted that the component of the gender wage gap that is unable to be justified by direct statistical reference to the regression model has been attributed to discrimination in the labour market. However, this is something of a misnomer as the unjustified component also captures the impact of: � model misspecification, including excluded variables; � mismeasurement; and � errors of calculation. 111 Every effort has been made to reduce these effects. Nevertheless, there may be an element of discrimination in the regression model utilised in this thesis that is not discernible through the observable and measurable variables (see Chapter 3). Results of analysis undertaken in this thesis indicate that the gender gap, as well as the unexplained component thereof, are larger for employee data associated with enterprise bargaining than is the case for workers not so employed. Even so, the result is not deemed to be statistically significant, as is further supported by extensive sensitivity testing (see Chapters 7 and 8). Further research is needed to support the posed hypothesis. Nevertheless, the thesis still provides a wide range of interesting outcomes in providing a greater understanding of an observable gender wage gap in Australia, as well as the associated and contributing characteristics of employees and employers. It is in this capacity that the research work recorded in this thesis provides a new level of knowledge and understanding, particularly given the thorough use made of recent microdata and the observed earnings effects of selected variables. As a consequence, the results of this thesis will form a solid foundation upon which further gender wage gap debate, policy formulation and labour economics research can stand.

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Thomson, Lisa, and FRANCISandLISA@bigpond com. "Clerical Workers, Enterprise Bargaining and Preference Theory: Choice & Constraint." La Trobe University. School of Social Sciences, 2004. http://www.lib.latrobe.edu.au./thesis/public/adt-LTU20050801.172053.

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This thesis is a case study about the choices and constraints faced by women clerical workers in a labour market where they have very little autonomy in negotiating their pay and conditions of employment. On the one hand, clerical work has developed as a feminised occupation with a history of being low in status and low paid. On the other hand, it is an ideal occupation for women wanting to combine work and family across their life cycle. How these two phenomena impact upon women clerical workers ability to negotiate enterprise agreements is the subject of this thesis. From a theoretical perspective this thesis builds upon Catherine Hakim�s preference theory which explores the choices women clerical workers� make in relation to their work and family lives. Where Hakim�s preference theory focuses on the way in which women use their agency to determine their work and life style choices, this thesis gives equal weighting to the impact of agency and the constraints imposed by external structures such as the availability of part-time work and childcare, as well as the impact of organisational culture. The research data presented was based on face-to-face interviews with forty female clerical workers. The clerical workers ranged in age from 21 to 59 years of age. The respondents were made up of single or partnered women without family responsibilities, women juggling work and family, and women who no longer had dependent children and were approaching retirement. This thesis contends that these clerical workers are ill placed to optimise their conditions of employment under the new industrial regime of enterprise bargaining and individual contracts. Very few of the women were union members and generally they were uninformed about their rights and entitlements.

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Thomson, Lisa. "Clerical workers, enterprise bargaining and preference theory : choice & constraint /." Access full text, 2004. http://www.lib.latrobe.edu.au/thesis/public/adt-LTU20050801.172053/index.html.

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Thesis (Ph.D.) -- La Trobe University, 2004. Submitted to the School of Social Sciences, Faculty of Humanities and Social Sciences.
Includes bibliographical references (leaves 283-294). Also available via the World Wide Web.

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Palmer, Jocelyn Anne, and n/a. "Attitudes of Australian sports administrators to unions, awards and enterprise bargaining." University of Canberra. Human & Biomedical Sciences, 2000. http://erl.canberra.edu.au./public/adt-AUC20061027.144327.

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Sport, once an amateur pursuit has evolved in to a lucrative industry. The most recent development in the evolution of Australian sport has been the emergence of industrial regulation. Unlike other Australian labour markets, the sports administrators labour market was entirely market regulated until 1994. Over the last five years the sports administrators labour market has transformed into a centralised award based system. On the surface it appears that there is no obvious explanation for the dramatic re-regulation of this labour market. In order to determine the factors behind the re-regulation, this thesis investigated Australian sports administrators attitudes to unionism, awards and enterprise bargaining, including their preferences to awards and enterprise bargaining agreements. The attitudes of 229 Australian sports administrators were surveyed. The response rate was 67.25%. Findings from the survey indicated a number of points: (1) union membership predicted 8% of their attitude to unionism, (2) non union members were more likely to have positive and accepting attitudes to unions, (3) sports administrators working under Enterprise Bargaining agreements had more positive and accepting attitudes of unions, (4) Enterprise Bargaining was considered to be more beneficial than not in sport, (5) Enterprise Bargaining had more than double the support of Award regulation, and (6)Award regulation had almost equal amounts of rejection and support. Other results indicated that the sports administrators labour market remained market regulated until 1994 because a majority of sports administrators belonged to demographic groups which were less inclined to become union members. Factors behind the reregulation were determined to be: strong support for targeted services within workplaces rather than generic services across an industry, and strong support for increased union interaction when negotiating terms and conditions of employment which effects sports administrators' attitudes to unionism. It was evident that the re-regulation was not caused by a large shift in the attitudes of sports administrators or a result of problems stemming from the market being entirely by market regulation. It is more than likely that the sudden re-regulation of the sports administrators labour market was the sports industry's first step towards industrial maturity.

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Seljak, Robert. "The impact of enterprise bargaining on flexibility and productivity : a study of union perspectives." Thesis, Queensland University of Technology, 1995. https://eprints.qut.edu.au/36274/1/36274_Seljak_1995.pdf.

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A key issue in assessing Australia's compet1t1veness is the extent to which Australia's arbitration system has produced an industrial relations climate that promotes decentralised policies that are designed to lead to greater flexibility and productivity at the workplace. This issue will be examined by this thesis by focusing on union acceptance of enterprise bargaining. A survey of union officials in Queensland is used to test acceptance and commitment to enterprise bargaining and its perceived ability to deliver increased flexibility and productivity at the workplace level. The results of the survey show that union acceptance of enterprise bargaining is related to workplace size, industry type and management approach. The analysis of the research findings indicate the need for a more skilled union presence at the workplace, focused on enterprise needs. Trade unions have an opportunity to capitalise on the opportunities offered by enterprise bargaining to enhance the role of unions and their relevance to union members.

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Slee, Melissa. "Learning to Navigate Enterprise Bargaining: The NTEU and Employment Relations in Higher Education." Thesis, The University of Sydney, 2011. http://hdl.handle.net/2123/12334.

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This thesis is built on the premise that Enterprise Bargaining is a difficult thing to do. The introduction of Enterprise Bargaining to the higher education sector was a steep learning curve for all parties. This thesis focuses on leadership, strategic decision making and organisation learning in the National Tertiary Education Union. It offers a novel approach to the study of workplace leadership and organisational learning by combining traditional approaches to the study of trade unions with research in the fields of knowledge management and social network theory to study the learning process in the NTEU. Mapping the decision making process over time for four rounds of enterprise bargaining in higher education has shown how learning is cumulative as lessons learned are folded into a collective understanding which guided the NTEU’s approach to the next problem. A further major finding relates to the process of innovation. The process of adapting t o the changing external environment was often accompanied by clashes of opinion and battles for influence as new ideas confronted the collective learning of the past. Finally, the site of innovation can be found at any level of the organisation. In the case of the NTEU, it was often from the periphery of the union, the branches, where the full impact of the changes in the external environment was being felt and where new ideas were being developed to address them.

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Walpole, Kurt Michael. "Structural Factors Shaping Four Phases of Institutional Change to Wage and Condition-setting in Australia." Thesis, The University of Sydney, 2018. http://hdl.handle.net/2123/19634.

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Since the 1980s, the ways that Australian employees’ wages and working conditions are determined have changed dramatically. Awards issued by the industrial relations tribunal declined in significance while new forms of registered agreements negotiated between employers, employees and unions were introduced and encouraged. While the roles of trade unions, employer associations, and political parties in driving these changes are well understood, the complex mix of legislative and non-legislative processes of institutional change requires further explanation. The central objective of this thesis is to explore how structural factors shaped the processes of institutional change that altered pay and condition-setting practices in Australia between 1983 and 2013. In 1983 the Labor Government negotiated a Prices and Incomes Accord with the union movement; three decades of change later, another Labor Government passed its last refining amendments to their Fair Work legislation before losing office in mid-2013. The thesis examines the processes of change affecting pay and condition-setting institutions through a detailed chronological analysis of these changes and their contexts that combines analytical techniques from labour law and political studies. To understand the role of structural factors in shaping the processes of change, the thesis applies a theory proposed by James Mahoney and Kathleen Thelen (2010) that conceives of multiple types or ‘modes’ of institutional change and uses structural factors to explain why one mode of institutional change occurs rather than another. The thesis argues that four distinct phases of institutional change affected wage and condition-setting practices in Australia between 1983 and 2013. Each chronological phase was characterised by the predominance of a different mode of institutional change. These four phases of institutional change can be effectively explained within Mahoney and Thelen’s theoretical framework using three key structural factors that shape and constrain actors’ capacity to implement different types of institutional change. In this case, these structural factors are the discretion afforded to the industrial relations tribunal by legislative rules (‘rule discretion’), the opportunities to block legislative change (‘formal veto possibilities’), and the capacity of interest groups to block changes to practices on the ground (‘informal veto possibilities’). The thesis argues that processes of change are constrained by nationally specific structural factors and that the framework based on rule discretion and formal and informal veto possibilities will be highly useful for explaining processes of institutional change affecting industrial relations at other times and in other countries. The thesis makes important contributions to three bodies of knowledge. First, this is the only study that sustains a detailed institutional analysis of changes affecting wage and condition-setting practices in Australia from the initiation of the Prices and Incomes Accord in 1983 through to the legislative framework, which, in amended form, remains in effect today. By explaining how structural factors shaped four distinct chronological phases of institutional change, the thesis balances and complements the abundant explanations for Australia’s changing wage and condition-setting practices that focus on the agency of trade unions, employer associations, the industrial relations tribunal and political parties. Second, testing Mahoney and Thelen’s theory makes an important contribution to Historical Institutionalism because the theory has been widely cited but received limited empirical application. It reveals further avenues for theoretical development regarding strategic agency and choice within structural constraints. The thesis also demonstrates the analytical usefulness of one specific mode of institutional change that has been largely overlooked by the Historical Institutionalist literature – institutional resettlement. Third, the thesis makes a major contribution to debates about whether industrial relations systems are converging or will continue to follow nationally specific trajectories of change.

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Briscoe, John. "Can total quality management be combined with enterprise bargaining to facilitate a successful organisational reform process." Thesis, Queensland University of Technology, 1999. https://eprints.qut.edu.au/36315/1/36315_Briscoe_1999.pdf.

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This thesis considers organisational change and the initiatives and strategies considered to be important to the success of the process. An analysis and examination of the underlying initiatives and strategies of both Enterprise Bargaining (EB) and Total Quality Management (TQM) shows not only a degree of consistency between the two reforms, but also a close link to the success criteria of organisational change. The field research supports the literature and shows that EB and TQM are perceived as the same in terms of their objectives, but in practice, are not managed the same way or even at the same time. Whether this is by a lack of understanding of the strategic values of the two strategies and their similarities, the organisations surveyed use incremental and sequential separation of the two strategies.

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Scott-Ladd, Brenda D. "The Influence of Participation in Decision-Making within the Enterprise Bargaining Context: Implications for Job Satisfaction and Affective Commitment." Thesis, Curtin University, 2001. http://hdl.handle.net/20.500.11937/2145.

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This thesis explores the role and relationships of employee participation in decision-making (PDM) within the enterprise bargaining context. The advent of the enterprise bargaining to facilitate labour market restructuring has led to dramatic changes within Australian industrial relations, supposedly offering employees the opportunity to participate in changes to work practices, conditions of employment and rewards in return for employer gains in productivity (Niland, 1993). Productivity improvements have been achieved, but some researchers claim this has been at employees expense and that job satisfaction and affective commitment are declining as working hours increase, work intensifies, and job security diminishes. Employee PDM influencing more positive outcomes, such as improved productivity, satisfaction and commitment is appealing, but largely untested.Research data was gathered from the public, private and local government sectors to form two separate studies to test a model of PDM developed from the literature. The first Study analysed cross-sectional data to test the influence of PDM in relation to working conditions, work practices and rewards and outcomes of job satisfaction and affective commitment, while the second Study examined these relationships on an independent longitudinal matched sample. Analysis was conducted using Structural Equation Modelling with the EQS statistical package.Findings from both studies supported that higher levels of PDM correlate with higher levels of job satisfaction and affective commitment and Autonomy is the only significant mediator in the relationship PDM and affective commitment. Employees also perceived that increased task variety correlated with higher levels of PDM. Lower levels of PDM correlated with lower autonomy and perceptions of performance effectiveness. Although positive attitudes to PDM positively influence satisfaction and affective commitment outcomes, lowered perceived performance effectiveness and rewards compromise the gains achieved. These findings support the crucial role of employee participation in decision-making and sound a warning to practitioners in that increased demands for performance should not extend to role overload that reduces effectiveness, and must be matched with equitable rewards.

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Books on the topic "Enterprise bargaining"

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Drago, Robert. Enterprise bargaining under labor. Adelaide: Business Council of Australia/Council for Economic Development of Australia, 1998.

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Ludeke, Paul. Enterprise bargaining: A practical approach. Leichhardt, NSW: Federation Press, 1992.

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Heiler, Kathryn. Is enterprise bargaining good for your health? Sydney: Australian Centre for Industrial Relations Research and Training (ACIRRT), 1996.

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Hawke, Anne. The spread of enterprise bargaining under Labor. Adelaide: National Institute of Labour Studies, 1998.

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Ronfeldt, Paul. Enterprise bargaining, trade unions, and the law. Sydney: Federation Press, 1995.

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Hawke, Anne. Enterprise bargaining in the coal industry: Implications for work practices. Adelaide: National Institute of Labour Studies, 1997.

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Abowd, John M. A test of negotiation and incentive compensation models using longitudinal French enterprise data. Cambridge, MA: National Bureau of Economic Research, 1992.

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Tully, Kate. Why women should play snakes & ladders: The workplace and enterprise bargaining game. [Australia]: Australian Federation of Business and Professional Women, 1995.

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Hart, Robert A. Union bargaining as a voluntary enterprise decision: The case of direct foreign investment. Stirling: University of Stirling, Department of Economics, 1991.

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Congress, Trades Union. Bargaining for skills: Trade unions and Training and Enterprise Councils working in partnership for training. London: Trades Union Congress, 1995.

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Book chapters on the topic "Enterprise bargaining"

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Candlin, Christopher N., Yon Maley, and Heather Sutch. "Industrial instability and the discourse of enterprise bargaining." In Language, Power and Social Process, 323–50. Berlin, New York: Mouton de Gruyter, 1999. http://dx.doi.org/10.1515/9783110208375.3.323.

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Iswoyo, Andi, Aminatuzzuhro, Yanuar Fauzuddin, Hendrik Rizqiawan, and Supriyanto. "Competitive Advantage Strategy of Port Enterprise in Indonesia." In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 247–57. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_33.

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Abstract In general, ports in Indonesia do not have sound capabilities to face competition with foreign ports. For example, Pelindo III is the largest port company in Indonesia that controls the logistics distribution area of Eastern Indonesia and also faces global port competition. This study explores the competitive advantages of ports in Indonesia through a case study on Pelindo III. The present study focused on desk research and was explored through interviews. The five forces competition model analysis found that Pelindo III has very high competitiveness in domestic environments. Still, this competitiveness tends to be biased because Pelindo III stands behind its strength as the leading authority for managing port services in Indonesia as a state-owned enterprise. In global port competition, Pelindo III has a weakness in providing bargaining power to users in import activities. The global ports’ competitive advantages can be achieved if each port’s privatization and cargo sovereignty prerequisites are met.

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Vanpeperstraete, Ben. "The Rana Plaza Collapse and the Case for Enforceable Agreements with Apparel Brands." In Interdisciplinary Studies in Human Rights, 137–69. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-73835-8_9.

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AbstractDisasters like the Rana Plaza collapse and the Tazreen Fashions and Ali Enterprises fires painfully demonstrate the limits of conventional models of labour regulation in global supply chains. Buyer-driven markets characterised by outsourcing, subcontracting and offshoring, and the price pressure that results from them, undermines both the regulatory role of the state and the potential for collective bargaining. As a result, poor and unsafe working conditions prevail in transnational corporate supply chains in the garment industry. The aforementioned disasters offer a textbook example of the challenges facing the current clothing industry and the limits of the dominant “Corporate Social Responsibility” (CSR) model used to address labour rights abuses.Yet, the responses to these disasters also provide fertile ground for alternative “worker-driven” strategies, where worker organisations enter into negotiated supply chain agreements with transnational corporations and hold the latter to account. The Bangladesh Accord and Rana Plaza Arrangement, as well as the corollary Tazreen Compensation Agreement and Ali Enterprises Compensation Agreement attempt to develop a counter-hegemonic alternative to dominant CSR practices and offer new strategies for social justice within global supply chains. This chapter describes and contextualises these agreements in a broader trajectory of labour organisations bargaining and negotiating such agreements with lead firms, highlighting how the post-Rana Plaza momentum made significant strides possible in terms of the depth, scope and enforceability of these negotiated agreements. The chapter identifies the strengths of these developments, but also identifies room for improvement for future negotiated enforceable agreements with apparel brands.

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Liukkunen, Ulla. "The ILO and Transformation of Labour Law." In International Labour Organization and Global Social Governance, 17–49. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-55400-2_2.

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Abstract The article explores some of the biggest challenges to the ILO caused by globalization and altering of the collective labour rights scene. It examines the recent transformation of collective bargaining regimes at national and transnational level and the consequences for normativities that characterize the relationship between labour law and the system of international labour standards. Domestic bargaining regimes are influenced by decentralization whereas in a transnational setting, with the phenomena of contractual arrangements between multinational enterprises and trade unions or other employee representatives, transnational collectivization of labour law is occurring. The process of transnationalization of labour law affects the traditional labour law paradigm with profound consequences for our understanding of the purpose and role of labour law. The transformation of labour law highlights regulatory developments that require reinforcement of the role of fundamental labour rights. Building a perspective on major global challenges to the ILO at the beginning of its second centenary requires an assessment of the labour question in terms of flexibility and vulnerabilities. This raises the question of inclusivity, calling for the ILO decent work agenda, employment creation, social protection, rights at work and social dialogue, all to be more firmly integrated in global regulatory approaches to work.

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van Tulder, Rob. "Toward a Renewed Stages Theory for BRIC Multinational Enterprises? A Home Country Bargaining Approach." In Foreign Direct Investments from Emerging Markets, 61–74. New York: Palgrave Macmillan US, 2010. http://dx.doi.org/10.1057/9780230112025_4.

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Gaston, Noel. "Outsourcing jobs and enterprise-level bargaining." In Routledge Studies in International Business and the World Economy. Routledge, 2002. http://dx.doi.org/10.4324/9780203469699.ch9.

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"FLEXIBILITY, POWER AND WAGE BARGAINING*." In Democracy and Efficiency in the Economic Enterprise, 160–77. Routledge, 2002. http://dx.doi.org/10.4324/9780203011416-15.

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Creighton, Breen, Catrina Denvir, Richard Johnstone, Shae McCrystal, and Alice Orchiston. "Bargaining Leverage and Stakeholder Perceptions." In Strike Ballots, Democracy, and Law, 163–88. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198869894.003.0006.

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Chapter 6 examines the ways in which pre-strike ballot requirements provide bargaining leverage to unions and, to a lesser extent, employers. The chapter’s analysis of internal union processes and bargaining dynamics suggests that the pre-strike ballot process can provide unions with some benefits, or advantages, in the enterprise bargaining process. First, the process of seeking permission to run a ballot, and the conduct of a subsequent ballot, can increase leverage by escalating the ‘threat’ of industrial action without necessarily having to take the approved action. Second, the pre-strike ballot process can benefit unions by providing an opportunity to engage existing members in the bargaining campaign, and/or recruit new members. There can, however, be adverse consequences for unions—an unsuccessful ballot outcome can severely compromise the union’s credibility; provide evidence of a weak bargaining position; significantly reduce the likelihood of industrial action occurring; favour the employer in the negotiating process; delay the taking of industrial action; or even entirely derail the union campaign. In order to maximize the strategic ‘benefit’ of a pre-strike ballot, unions generally need to invest considerable time and resources to ensure that enough members vote, and vote favourably, in the ballot. Some employers use these processes to their advantage—by, for example, using the time between the application to conduct a pre-strike ballot and the actual ballot actively to try to discourage support for industrial action; trying to disrupt the momentum of the union’s campaign; or exploiting opportunities to oppose applications for pre-strike ballots.

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"Enterprise union organization, bargaining and disputes in the economic developmental period of the 1970s." In Industrial Relations in Korea, 58–96. Routledge, 2006. http://dx.doi.org/10.4324/9780203014820-12.

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"To Thine Ownself Be True: Enterprise Bargaining and the Rise of Individualism in Australian Industrial Law and Trade." In International Trade & Business Law Annual Vol III, 276–89. Routledge-Cavendish, 1997. http://dx.doi.org/10.4324/9781843143253-16.

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Conference papers on the topic "Enterprise bargaining"

1

Kannan, Ramakrishnan, Dinesh Garg, Karthik Subbian, and Y. Narahari. "Nash Bargaining Based Ad Networks for Sponsored Search Auctions." In 2009 IEEE Conference on Commerce and Enterprise Computing (CEC). IEEE, 2009. http://dx.doi.org/10.1109/cec.2009.46.

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Li, Fuchang, Yong Wang, and Ping Hang. "Analysis of outsourcing pricing for fourth party logistics enterprise based on bilateral bargaining game with asymmetric information." In 2010 7th International Conference on Service Systems and Service Management (ICSSSM 2010). IEEE, 2010. http://dx.doi.org/10.1109/icsssm.2010.5530177.

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Xiang, Rui, and Hongyan Yang. "Bargaining Power of Suppliers, Customers and Enterprise Accounting Conservatism Based on the Empirical Data of Listed Companies in China." In 3rd International Conference on Judicial, Administrative and Humanitarian Problems of State Structures and Economic Subjects (JAHP 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/jahp-18.2018.32.

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He, Kailun, Wenbo Xia, Xiuli Bao, and Zhiyi Jiang. "Research on Evaluation of Bargaining Ability in Logistics Alliance Enterprises." In 2018 3rd International Conference on Computational Intelligence and Applications (ICCIA). IEEE, 2018. http://dx.doi.org/10.1109/iccia.2018.00023.

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Zuo, Chunling. "Analysis on Wage Collective Bargaining Strategy of Central Government-Owned Enterprises." In 2011 International Conference on Management and Service Science (MASS 2011). IEEE, 2011. http://dx.doi.org/10.1109/icmss.2011.5998025.

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Reports on the topic "Enterprise bargaining"

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Abowd, John. Collective Bargaining and the Division of the Value of the Enterprise. Cambridge, MA: National Bureau of Economic Research, January 1987. http://dx.doi.org/10.3386/w2137.

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Social dialogue report 2022: Collective bargaining for an inclusive, sustainable and resilient recovery. ILO, May 2022. http://dx.doi.org/10.54394/vwwk3318.

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Examines the role of collective bargaining in mitigating the impact of the COVID-19 crisis on employment and earnings, helping to cushion inequality while reinforcing the resilience of enterprises and labour markets. based on the analysis of national legislation in 125 countries, the gathering of data on the regulatory coverage of collective agreements in 98 countries, and examination of the content of 512 collective agreements, supplemented by in-depth country studies and interviews with key informants in 21 countries across different regions and income levels, surveys of trade unions and employers’ organizations, and data from secondary sources.

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