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Dissertations / Theses on the topic 'Enterprise bargaining'
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1
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.
3
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.
5
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.
6
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.
7
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.
8
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.
10
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.
11
Scott-Ladd, Brenda D. "The Influence of Participation in Decision-Making within the Enterprise Bargaining Context: Implications for Job Satisfaction and Affective Commitment." Curtin University of Technology, Graduate School of Business, 2001. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=12832.
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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.
12
Mariano, Christophe. "La négociation substitutive d'entreprise." Thesis, Montpellier, 2018. http://www.theses.fr/2018MONTD026.
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La place acquise par l’accord collectif d’entreprise dans le champ de la réglementation des conditions de travail et d’emploi et son positionnement en tant que vecteur préférentiel de déclinaison de dispositifs légaux interroge sur l’accessibilité de l’acte conventionnel dans l’entreprise. L’entreprise dépourvue de délégué syndical constitue à cet égard un foyer traditionnellement réfractaire à l’épanouissement conventionnel. Les dispositifs légaux se sont pourtant multipliés depuis plus de vingt ans afin de remédier à cette carence. Le législateur a créé puis développé des formes alternatives de représentation dans la négociation collective sans toutefois se soucier d’ancrer sa démarche dans un schéma clair. Il en résulte aujourd’hui un agrégat de dispositifs variés à la complexité attestée sollicitant de multiples références détournées à la volonté de la collectivité de travail. Davantage motivé par la propagation quantitative des accords collectifs d’entreprise en l’absence de délégué syndical plutôt que par un souci qualitatif de recréation du procédé conventionnel en dehors du référentiel syndical classique, le législateur livre aux utilisateurs de ce mode de négociation un système sans âme dont les malfaçons sont nombreuses. C’est à partir d’un tel constat que nous nous proposons de reprendre l’ouvrage légal en fondant la démarche sur l’exigence constitutionnelle de libre accès des salariés à la négociation collective et en reconstruisant la figure de l’acteur substitutif de négociation sur des exigences plus poussées de représentation de la collectivité de travail lors de la passation de l’acte collectifNon-union firms are normally excluded from collective bargaining and consequently from collective agreement. But company-level agreement had gained importance in such a way that the legislator was compelled to create some forms of alternative representation in collective bargaining. But after several evolutions, these forms are now complex and unable to satisfy constitutional principles. So this PhD work aims to rebuild the actual forms of non-union representation in collective bargaining process to give a legitimate and more attractive access to an efficient form of labour relations in spite of the unavailability of representative trade unions. The conventional activity of such substitute bargaining agent newly reconstructed needs even more to be canalized for the purposes of give an equivalent access to collective agreement to both union and non-union companies
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Sayers, Mary, and mikewood@deakin edu au. "The Effect of labour market reform on women in the Australian banking industry." Deakin University. Bowater School of Management, 2002. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20060719.151710.
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Bain, Lynda M., of Western Sydney Nepean University, and Faculty of Commerce. "Choice of labour flexibility vehicle within the Australian clothing industry : a case study." THESIS_FCOM_XXX_Bain_L.xml, 1996. http://handle.uws.edu.au:8081/1959.7/508.
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Existing theories and literature seeking to explain small business reticence to engage in enterprise bargaining, at times adopt a generalised approach which precludes or at least limits their relevance and ability to explain small business choice at the industry and even organisational level. Such explanations cannot be detached from the external contextual framework in which an organisation operates and its own, often unique, strategic corporate response to the environmental influences which are challenging it. Labour flexibility vehicles including bargaining, if chosen to facilitate broader corporate strategies, can thereby, be regarded as functionally dependent upon and interactive with the corporate orientations and objectives of the organisation which in turn are environmentally influenced and shaped. The research principally provides a focused description and analysis of the experiences of Clothingco, a small, up market, vertically integrated clothing manufacturer and retailer, which has undergone various strategic readjustments at the corporate and industrial relations level throughout the 1990s, in response to externally driven pressures. The research presents firm evidence to suggest that Clothingco has selected its labour flexibility mechanisms so that they are consistent with and able to accomodate prevailing corporate strategies and orientations. Its strategic corporate readjustments throughout the 90s, which can be perceived as falling along the continuum of cost minimisation to productivity enhancement, have in particular registered differing choices with respect to labour flexibility vehicle and strategies. In the light of the findings, the research as a preferred labour flexibility vehicle at Clothingco. These are identified as: an increasing corporate focus towards cost minimisation throughout the 1990s, coupled with an inability by management to countenance union intervention in enterprise bargaining procedures. The interaction of both these factors, rendered enterprise bargaining from the point of view of management, both a strategically and industrially inferior labour flexibility vehicle to the use of contract labour. The research's strength lies in these areas which have been highlighted and which can be monitored and tested more comprehensively in future research.Master of Commerce (Hons)
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Пересадько, Г. О., О. В. Підлісна, and С. М. Лукаш. "Маркетингові дослідження стратегічних аспектів розвитку промислових підприємств." Thesis, Ткачов О.О, 2016. http://essuir.sumdu.edu.ua/handle/123456789/47705.
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Раціональна діяльність промислових підприємств та ефективна реалізація виробленої ними продукції, товарів, робіт і послуг ґрунтується на побудові виваженої коротко та довгострокової стратегічної політики розвитку підприємств. Зважаючи на сучасне динамічне становлення економічних процесів та трансформацію усталених законів організації торговельних відносин на ринку, у підприємств виникає необхідність забезпечувати свою стабільну позицію за рахунок визначення пріоритетного вектору у формуванні стратегічної політики – досягнення високої ринкової позиції.
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Van, Zyl Stefan Daniel. "The diplomacy of multinational corporations (MNCs) : bargaining with developing states." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50137.
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Thesis (MA)--Stellenbosch University, 2004.ENGLISH ABSTRACT: This assignment investigates the bargaining relationship between multinational corporations (MNCs) and developing countries. The units of analysis of this study in Global Political Economy are MNCs (non-state actors) and nation-states. In the contemporary global production structure the 'balance of power' between MNCs and developing countries has shifted in favour of MNCs. Descriptive secondary sources were used to illustrate the MNC-State bargaining relationship in telecommunications privatisation in Sub-Saharan Africa. In the contemporary global economy nation-states only rarely still compete for territory, but rather for wealth-creating activities to be located within their borders. Important changes in the global production structure have resulted in the increased mobility and economic power of MNCs. These developments have affected the strategic relationship between MNCs and nation-states and the former have used their advantage to gain preferential treatment in the bargaining process. The nation-states are also competing amongst themselves for the investment and technology and knowledge transfers from these firms. Privatisation programmes in Sub-Saharan Africa have substantially increased MNC participation on the continent, which has been historically marginalised from global foreign direct investment receipts. Research has shown that MNC participation in infrastructure service provision is more efficient than government ownership. However, this does not constitute a loss of sovereignty, but rather emphasises the changing role of nation-states as facilitators of global market relations. On examination, the distinct bargaining relationship in telecommunications privatisation clearly illustrates the dependence of Sub-Saharan African countries on technologically advanced MNCs. Thus, the 'balance of power' has shifted more to MNCs in the global political economy.
AFRIKAANSE OPSOMMING: Hierdie navorsingswerkstuk ondersoek die bedingingsverhouding tussen multinasionale korporasies (MNKs) en ontwikkelende lande. Die ondersoekeenhede in die studie van die Globale Politieke Ekonomie is MNKs (nie-staatrolspelers) en regeringstate. In die huidige globale produksiestruktuur het die mag tussen MNKs en ontwikkelende lande verander sodat die MNKs nou die magsoorwig het. Beskrywende sekondêre bronne is gebruik om die MNK-regeringstaat se bedingingsverhouding in telekommunikasie privatisering in Sub-Sahara Afrika te illustreer. In die teenswoordige globale ekonomie kompeteer regeringstate selde met mekaar om territoriale mag, maar oorwegend om welvaartskeppende bedrywe binne hul grense aan te moedig. Belangrike veranderings in die globale produksiestruktuur het MNKs se mobiliteit en ekonomiese mag verhoog. Hierdie ontwikkelinge het die strategiese verhouding tussen MNKs en regeringstate verander. MNKs gebruik hierdie invloed om voordeel te trek uit regeringstate wat kompeteer vir belegging en die tegnologie- en kennisoordrag van hierdie korporasies. Privatiseringsprogramme in Sub-Sahara Afrika het MNK-deelname op die kontinent verhoog, wat histories gemarginaliseer is van buitelandse direkte belegging. Navorsing dui daarop dat MNKs se deelname in infrastruktuurdienslewering meer doeltreffend is, as wanneer dit onder staatsbeheer is. Dit lei egter nie tot 'n verlies aan soeweriniteit nie, maar beklemtoon die regeringstaat se veranderde rol as fasiliteerder van globale markverhoudinge. Die ondersoek na die uitsonderlike bedingingsverhouding in die privatisering van telekommunikasie beklemtoon Sub-Sahara Afrika se afhanklikheid van tegnologies-ontwikkelde MNKs. Die magsbalans het gevolglik na die MNKs oorskuif in die globale politieke ekonomie.
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Clougherty, Joseph A., Klaus Gugler, Lars Sørgard, and Florian Szücs. "Cross-border mergers and domestic-firm wages: Integrating "spillover effects" and "bargaining effects"." Palgrave Macmillan, 2014. http://dx.doi.org/10.1057/jibs.2014.2.
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Two literatures exist concerning cross-border merger activity's impact on domestic wages: one focusing on positive spillover-effects; the other focusing on negative bargaining-effects. Motivated by scarce theoretical scholarship spanning these literatures, we nest both mechanisms in a single conceptual framework. Considering the separate phenomena of inward and outward cross-border merger activity, our theoretical model generates three formal propositions: cross-border mergers can lead to wage increases via positive spillover-effects; and negative bargaining-effects are relatively more dominant when union market power is high, and when merging firms exhibit relatedness. Employing US firm-level panel data on wages combined with industry-level data on unionization and merger activity (covering 1989-2001), we find support for our propositions as inward and outward cross-border merger activity generate positive spillovers to wages, but are more likely to generate firm-level wage decreases when unionization rates are high and when cross-border merger activity is characterized as horizontal. Accordingly, future research on how cross-border mergers affect domestic wages should be mindful that both spillover and bargaining effects are at play, and that the degree of union market-power and the relatedness of cross-border merger activity are critical in determining which effect dominates. (authors' abstract)
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Murray, Jeff B. "The critical source of uncertainty and the dominant sentiments of marketing channel dyads: a bargaining simulation." Diss., Virginia Polytechnic Institute and State University, 1987. http://hdl.handle.net/10919/49866.
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Proponents of the political economy framework for comparative analysis have recently proposed that one of the important variables that influences the way in which uncertainty affects focal organizations is its critical source. This dissertation investigates the relationship between the critical source of perceived environmental uncertainty and the political processes of the channel dyad. Political processes are operationalized as the dominant sentiments or relations of conflict and cooperation which characterize the negotiation process.
lt was hypothesized that uncertainty as perceived in the lateral (competitive) environment increases cooperation and decreases conflict among bargainers in a mixed-motive setting. Conversely, uncertainty as perceived in the vertical (input-output) environment increases conflict and decreases cooperation.
It was found that lateral uncertainty affected dyadic sentiments as expected. However, vertical uncertainty had no effect on the dominant sentiments of bargainers. The amount of uncertainty as perceived in the external environment as a whole, affected the dominant sentiments of those bargainers who perceived the outcome to not be in their favor. Here a moderate amount of perceived uncertainty led to cooperation, but a high amount led to conflict. Thus it was concluded that perceived environmental uncertainty affects the dominant sentiments of bargaining dyads differently, depending upon: a) its critical source, and b) the amount.Ph. D.
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Funk, Oliver. "Foreign direct investment to the Czech Republic comparing the case of Skoda Automobilová and Volkswagen with bargainning for Budìjovický Budvar by Anheuser-Busch /." Oxford, Ohio : Miami University, 2003. http://www.ohiolink.edu/etd/view.cgi?miami1060098170.
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Thesis (Ph. D.)--Miami University, Dept. of Political Science, 2003.Title from first page of PDF document. Document formatted into pages; contains viii, 170 p. Includes bibliographical references (p. 161-170).
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Acc-Nikmehr, Nataliya. "The quality of foreign direct investment inflows in post-socialist transition economies." Thesis, University of Edinburgh, 2016. http://hdl.handle.net/1842/21012.
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This PhD thesis develops and tests a model of bargaining between foreign investors and domestic institutions in transition countries. For this purpose this research employs a mixed-methods research methodology combining three studies - two macro-level quantitative and one micro-level qualitative - examining various aspects of the relationships between institutional factors and the quality of inward foreign direct investment (iFDI) flows in transition economies (that is, the impact of iFDI on the host country institutional environment). Specifically, emphasizing the circular nature of the relationship between the applied variables, it attempts, firstly, to identify the impact of the institutional environment in post-Soviet and Central and Eastern European countries on the quality of FDI inflows, and, secondly, to determine whether and how this iFDI affects the quality of the host countries’ institutions. The analysis of the presence, size, and direction of the impact of iFDI is pursued through the study of foreign investors’ (FIs) nonmarket strategies with a special focus on political behavior. Despite the growing role of iFDI and of companies with FDI (especially MNEs) as one of the most important rent-seeking interest groups in many economies, the analysis of the impact of iFDI stocks and flows on the host country’s institutional environment has received much less attention than analysis of the impact of host country institutions on iFDI and has, moreover, produced mostly mixed results. This project is intended to fill this gap and to contribute to theory building on the relationships between iFDI quality, foreign investors’ political behavior, various aspects of institutional environment (including institutional voids), and institutional changes in host countries. It finds evidence for the hypothesis that certain combinations of patterns of quality of iFDI and host-country institutional variables determine foreign investors’ (FIs) political influence and political behavior and may also allow them to pursue their economic goals through manipulation of political regimes and, consequently, reshaping of the host country’s institutions in accordance with their strategic goals. The proposed model was tested quantitatively for a sample of 27 post-Socialist countries and qualitatively for the case of Ukraine. The results of all three studies provide evidence in support of this model. In particular, both quantitative panel studies provide evidence for the existence of ‘blind bargaining’ - a model depicting the cognitive situation of a foreign investor who lacks clarity on the situation he/she is in and, as a result is bound to act in conditions of extreme uncertainty due to the high degree of non-transparancy and instability of the “rules of the game” at any given moment and of their propensity for unpredictable change at any time in the future. ‘Blind bargaining’ originates from the specific state and society relationship that can be formed in neo-patrimonial host states where economic decisions are often not directed towards serving national interests, but towards supporting the personal aims of the officials in power. The first quantitative study shows and explains the attractiveness of such countries to riskier investors, who prefer relatively weak political regimes over stronger ones and who reduce their investment inputs once host states become more assertive. This model of relationships leads to the inflow of mostly ‘malign’ FDI (that is, iFDI that has a destabilizing impact on institutional competencies of recipient countries) into these economies. The second quantitative study examines the quality of iFDI flows in 12 post-Soviet states by determining the impact of attracted iFDI on local institutions, as measured by country risk indicators via a pooled regression model. The latter analysis shows that iFDI has a marginally negative effect on some individual country risk measures and a significantly negative effect on others, implying that there is a strong case for questioning the existing orthodoxy according to which the problems of transition can be overcome via increased iFDI. Given the complexity and context-specificity of foreign investors’ political behavior and its impact on host countries’ institutional capacities, this research acknowledges the need for a more targeted analysis at lower levels of aggregation. The thesis addresses this through a qualitative analysis of the relationships between foreign investors and host states in the context of one country - Ukraine. Interviews with company representatives and various experts were conducted to explore how changes in foreign investors’ bargaining power and, as a result, in their strategic choices regarding their political involvement impact the institutional environment in Ukraine. Based on the combination of empirical and theoretical insights described above, a ‘blind bargaining’ model was developed as a special case of the political bargaining model. It provides a comprehensive framework for explaining foreign investor – host state bargaining relationships in neopatrimonial transition economies and reveals several distinctive characteristics of both parties’ behavior in terms of their goals, resources, constraints, the nature of the bargaining process, strategies and outcomes. However, it is suggested that further country-specific tests are necessary to test its applicability beyond the transition countries, particularly in emerging and developing countries.
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Giat, Yahel. "Venture capital financing with staged investment, agency conflicts and asymmetric beliefs." Diss., Available online, Georgia Institute of Technology, 2005, 2005. http://etd.gatech.edu/theses/available/etd-11232005-145909/.
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Thesis (Ph. D.)--Industrial and Systems Engineering, Georgia Institute of Technology, 2006.Hackman, Steve, Committee Chair ; Tovey, Craig, Committee Member ; Platzman, Loren, Committee Member ; Deng, Shijie, Committee Member ; Subramanian, Ajay, Committee Co-Chair.
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Farley, MJ. "Enterprise agreements, labour productivity and wage earnings : an evaluation of the impact of enterprise agreements on Australian labour productivity and average wage earnings." Thesis, 2007. https://eprints.utas.edu.au/19837/1/whole_FarleyMartinJohn2007_thesis.pdf.
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This thesis contains an evaluation of the impact of enterprise agreements on Australian labour productivity and wage earnings between 1992 and 2003.
After almost a century of centralised industrial relations decision making, enterprise level bargaining provided employers and employees with the opportunity to negotiate working conditions and wages. The policy to introduce enterprise level bargaining was implemented as part of extensive microeconomic reform designed to improve the international competitiveness of the Australian economy. The industrial relations policy objective was to improve productivity by increasing technical and allocative efficiency at the enterprise level. The conclusions are that the introduction of enterprise agreements has contributed positively and significantly to labour productivity and that wage earnings are positively and significantly influenced by labour productivity. Both of these findings are significant. Australian labour productivity had previously been primarily influenced by growth in output, while wage earnings had been based on cost of living adjustments.
There is preliminary evidence to suggest that by internalising bargaining over wage and conditions, enterprises have used the bargaining process to introduce significant change and the agreement to formalise these changes.
The findings are based on a policy evaluation framework. This requires a comprehensive approach and as such the following perspectives are included:
• Policy evaluation;
• Organisational design, management and industrial relations theory and practice and their convergence;
• Production theory and productivity measurement; and
• Wages and wage earnings models.
Econometric techniques are used to quantify the impact of introducing enterprise level agreements. Generalised least squares and fixed effects modelling is applied to determine the impact of introducing enterprise agreements on labour productivity and wage earnings respectively. The analysis focuses on both the impact on the economy overall and within the production/resources, margins and service sectors.
The enterprise agreement data set comprises Department of Employment and Workplace Relations (DEWR) unpublished data relating to enterprise agreements registered in the federal jurisdiction from 1992 to 2003. This is combined with ABS industry level data.
The impact of enterprise level agreements on productivity is modelled using an expanded Cobb Douglas production function applied at the economy and sectoral levels.
The impact of decentralised agreements on wage earnings is modelled using empirical approaches consistent with Reserve Bank of Australia and international studies.
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Bretherton, Tanya Robyn. "Managerial women and enterprise bargaining : the role of narrative identities in preference formation." Phd thesis, 2005. http://hdl.handle.net/1885/151712.
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Anderson, Evelyn A. "Family-friendliness of working time provisions in Australian enterprise agreements." Thesis, 1999. https://vuir.vu.edu.au/18139/.
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Many workers report difficulty in balancing work and family responsibilities and a critical factor
in this difficulty is time demands. The workplace bargaining provisions and the minimal
protection provisions in the Industrial Relations Reform Act 1993 were promoted by the
Government as an opportunity to address work and family issues. This study investigates the
manner in which work and family issues have been addressed in agreements registered in this
industrial framework by considering two questions:
(i) what evidence is there of changes to working time arrangements within selected
agreements that purport to be family-friendly; and
(ii) have these changes been consistent with the promotion of a family-friendly
workplace?
Eleven agreements that were reported by the Department of Industrial Relations as containing
family-friendly provisions were selected for examination. The working time provisions
contained in the contents of the agreements were compared with the parallel provisions in preexisting
awards and agreements to establish whether changes had occurred. Changes to working
time provisions were assessed according to whether they promoted family-friendliness.
Two of the most important principles for workers with family responsibilities are the ability determine the amount and schedule of working hours and the ability to vary working hours.
Workplaces can assist employees in the balance between work and family responsibilities by
providing a diverse range of consistently family-friendly working time options within a family supportive
workplace culture.
Most agreements provide extensive evidence of changes to the amount, the schedule and the
variability of working time. However, on the question of the direction of the changes, these
agreements provide evidence of family-friendly changes as well as changes that detract from
work and family balance. In particular, changes to provisions that concerned the amount of
working time, such as part-time employment and access to carer's leave, were consistently
family-friendly, while changes to schedule and variability of working time both enhanced and
detracted from family-friendliness.
Only two of the eleven agreements have addressed work and family issues by changing a diverse
range of working time provisions in a consistently family-friendly direction within family supportive
frameworks. The extent to which a lack of consistency, or a lack of diversity, or an
absence of family-supportive environmental parameters, has limited the promotion of family friendliness
in the other nine agreements requires further workplace investigation.
Although family-friendliness has been enhanced in these agreements through changes to a broad
range of working time provisions within family-supportive environmental parameters, the degree
of enhancement has been tempered by changes that are not family-friendly.
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Bain, Lynda M. "Choice of labour flexibility vehicle within the Australian clothing industry : a case study." Thesis, 1996. http://handle.uws.edu.au:8081/1959.7/508.
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Existing theories and literature seeking to explain small business reticence to engage in enterprise bargaining, at times adopt a generalised approach which precludes or at least limits their relevance and ability to explain small business choice at the industry and even organisational level. Such explanations cannot be detached from the external contextual framework in which an organisation operates and its own, often unique, strategic corporate response to the environmental influences which are challenging it. Labour flexibility vehicles including bargaining, if chosen to facilitate broader corporate strategies, can thereby, be regarded as functionally dependent upon and interactive with the corporate orientations and objectives of the organisation which in turn are environmentally influenced and shaped. The research principally provides a focused description and analysis of the experiences of Clothingco, a small, up market, vertically integrated clothing manufacturer and retailer, which has undergone various strategic readjustments at the corporate and industrial relations level throughout the 1990s, in response to externally driven pressures. The research presents firm evidence to suggest that Clothingco has selected its labour flexibility mechanisms so that they are consistent with and able to accomodate prevailing corporate strategies and orientations. Its strategic corporate readjustments throughout the 90s, which can be perceived as falling along the continuum of cost minimisation to productivity enhancement, have in particular registered differing choices with respect to labour flexibility vehicle and strategies. In the light of the findings, the research as a preferred labour flexibility vehicle at Clothingco. These are identified as: an increasing corporate focus towards cost minimisation throughout the 1990s, coupled with an inability by management to countenance union intervention in enterprise bargaining procedures. The interaction of both these factors, rendered enterprise bargaining from the point of view of management, both a strategically and industrially inferior labour flexibility vehicle to the use of contract labour. The research's strength lies in these areas which have been highlighted and which can be monitored and tested more comprehensively in future research.
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Zylberstajn, Hélio. "Collective bargaining in Brazilian public enterprises." 1987. http://catalog.hathitrust.org/api/volumes/oclc/15993456.html.
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Wiesmann, Jurgen. "Regulating China's state enterprises environmental policy as a bargaining game /." 1999. http://catalog.hathitrust.org/api/volumes/oclc/49061059.html.
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Bukaiová, Paulína. "Role odborů jako reprezentantů pracujících občanů v České republice a v Německu." Master's thesis, 2020. http://www.nusl.cz/ntk/nusl-414969.
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My thesis studies the role of trade unions as representatives of workers in Czech Republic and Germany. The aim of this thesis is presentation of representation of collective and individual interests of workers on various levels - from national to corporate level. My thesis presents position of trade unions towards state and employers too. In the last chapter the thesis deals with social issues and challenges, that trade unions deal with as well. In conclusion the thesis offers a comparison of the role of trade unions at mentioned levels of representation in Czech Republic and Germany.
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Mnguni, Vusi Joni. "The relevance of the Bargaining Council on a group of small restaurant enterprises in Pretoria." Diss., 2010. http://hdl.handle.net/2263/27012.
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This study explores the relevance of the Bargaining Council for the Food, Retail, Restaurant, Catering and Allied Trades (BCFRRCAT) on a group of small restaurant enterprises in Pretoria. An investigation into the functioning of the BCFRRCAT in Pretoria was done with special reference to their accommodation of small restaurant enterprises in the Bargaining Council (BC). The aim of the study was to determine if the BCFRRCAT understands the needs and problems of small restaurant enterprises in the industry and whether small restaurant enterprises adhere to the provisions of the main collective agreement of the BC. The approach of the study was based on the fact that, in order to understand how the BC could be impacting on small restaurant enterprises, one needs to start by examining: - the representativity position and coverage of the Council to put into perspective the number of employers and employees covered by the Council;
- Examine the actual process of extended BC agreement that is extended to non-parties by the Council;
- the enforcement capacity of the Council’s inspectorates over collective agreements, and
- the nature of exemption system at the BC, reviewing the number of exemption applications received, the number of exemptions granted and the number of exemptions refused.
- its ability to understand the phenomena from the perspective of the people being studied;
- its ability to provide detailed descriptions of specific settings under investigation, and
- its ability to allow the application and testing of concepts that produced a wealth of detailed data about a small number of people.
Dissertation (MPhil)--University of Pretoria, 2010.
Human Resource Management
unrestricted
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Renwick, Neil. "Multinational corporations and Australia : the political economy of corporate-government bargaining relations." Phd thesis, 1987. http://hdl.handle.net/1885/123112.
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This study seeks to identify the nature of the bargaining relationship
between manufacturing multinational corporations and a host government, to
assess the distributive pattern of power and authority in such a relationship
and the independence of government policy-making, and to evaluate the viability
of the modern State in the contemporary international system.
These objectives are pursued through an examination of the Australian
Government's relationship with manufacturing multinationals. Particular
attention is given to the motor vehicles industry.
The study advances the propositions that (1) the balance of bargaining
power between manufacturing multinationals and host governments is to the
advantage of the governments in the initial stages and to the advantage of the
corporations in the mature stages of the relationship (2> the distribution of
power and authority at each stage of the relationship reflects the respective
power bases of the actors, the degree of mutual need and the international
context of the relationship and (3) the viability of the modern State is not
undermined by the operations of manufacturing multinationals.
The research suggests that <1) the manufacturing multinationals have an
initial bargaining advantage over host governments with the latter gaining the
advantage as the relationship matures (2) the weight of the respective power
bases, mutual need and international relations does support these dynamic
bargaining positions and <3) the viability of the modern State is not
compromised by the activities of manufacturing multinationals.
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Groombridge, Mark A. "The politics of industrial bargaining the reconstructuring of State-owned enterprises in the People's Republic of China, 1978-1995 /." 1998. http://catalog.hathitrust.org/api/volumes/oclc/42892641.html.
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Cheng, Ming-Yi, and 鄭明益. "A Research on Enterprises Size,Bargaining Power and Short-Term Commercial Bank Credit Interest Rate Decision--A Case Study on Bank C." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/n79me8.
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碩士淡江大學
國際企業學系碩士在職專班
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Banks with the same general business, both in the pursuit of profitable growth, and profitability of the bank deposit and loan spreads primarily from fee income and, generally speaking, large enterprises, especially because of a public company over the huge funds required financial information more transparent and , banks are willing to lower interest rates to fight Cheng made, so the bargaining power of large enterprises is relatively high interest rates, while the SMEs are not transparent because the relevant information representing, banks properly evaluate difficult for manufacturers, it is difficult to grasp the credit risk, causing lending small amounts of lead in the relatively high cost of bank operations and credit risk situations, making SME credit interest rates are usually higher than large enterprises, and the level of interest rates determined by the Bank. In this study, C Bank as a case study to Lin and Pao (2004) theoretical framework to discuss the case company in today''s competitive environment, in order to effectively improve the credit for interest rates, the interest rate on corporate finance short-term credit pricing which adopted strategy and its implementation strategy outcomes, and thus view the C bank credit interest rate policy has corrected if necessary, and make the review and recommendations. View C through banks in which, after the external environment, resources and limitations owned, this study suggests that C Bank in Taiwan enterprises to become eligible for the credit business of the bank''s target interest rate under the first, using the "large-scale enterprises to improve Credit interest rates and increased lending to SMEs proportion "strategy, through internal expertise and division of functions and strengthen the homogeneity of competitors and cross-industry alliance to expand their business with the government policy, corporate mission is to be reached, but also increase profitability The best strategy, it is suitable for C Bank carried out according to the bargaining power of enterprise credit interest rate pricing differenc.
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Kago, Caroline Wanjiku. "Chinese investments in Africa: legal ‘misengineering’ and unequal returns on investments." Thesis, 2009. http://hdl.handle.net/11394/3229.
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