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Journal articles on the topic 'Enterprise bargaining'

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Published: 4 June 2021

Last updated: 20 February 2023

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Hamberger, Jonathan. "Reviving Australia’s system of enterprise bargaining." Journal of Industrial Relations 62, no. 3 (March 22, 2020): 461–76. http://dx.doi.org/10.1177/0022185620911674.

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This article deals with the development of enterprise bargaining in Australia and considers whether the goals set out in 1992 by the then Prime Minister, Paul Keating, have been realised. The article focuses in particular on the evolution of the no disadvantage test and the better off overall test, in terms of both the statutory provisions themselves and how they have been applied in practice. The article describes the decline of enterprise bargaining in recent years, from both a quantitative and a qualitative perspective, and the failure to achieve the goals set out by Mr Keating. The article concludes with a number of proposed legislative changes designed to revive enterprise bargaining in Australia.

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12

Russell, Elizabeth, and Frances O'Reilly. "Bargaining or Bludgeoning? Compulsory Tendering and Enterprise Bargaining in Victoria." Policy, Organisation and Society 11, no. 1 (June 1996): 148–65. http://dx.doi.org/10.1080/10349952.1996.11876647.

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13

Rimmer, Malcolm, and Lee Watts. "Enterprise Bargaining: The Truth Revealed at Last." Economic and Labour Relations Review 5, no. 1 (June 1994): 62–80. http://dx.doi.org/10.1177/103530469400500108.

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This paper is a selective review of recent Australian research upon enterprise bargaining and workplace industrial relations. It begins with a discussion of data collection methods, pointing out some strengths and weaknesses of survey, case study, and agreement text analysis methods. It then focusses upon two substantive issues to test the success of research. The first concerns the infrastructure for enterprise bargaining. Our conclusion is that research illuminates this topic, and reveals general unreadiness. The second issue is productivity performance and enterprise bargaining. We are far more sceptical that research has proved a relation between the two. We conclude with the observation that researchers may be on the wrong track if they try to quantify the effects of enterprise bargaining on productivity performance. The paper recommends that greater attention be given to change management programmes designed to increase competitiveness, and to the outcomes sought from these, rather than to productivity.

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14

Coulthard, Amanda. "Non-Union Bargaining: Enterprise Flexibility Agreements." Journal of Industrial Relations 38, no. 3 (September 1996): 339–58. http://dx.doi.org/10.1177/002218569603800301.

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15

Crockett, Geoffrey, Peter Dawkins, and Charles Mulvey. "Enterprise Bargaining: The Truth — A Comment." Economic and Labour Relations Review 5, no. 2 (December 1994): 155–57. http://dx.doi.org/10.1177/103530469400500212.

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16

Rimmer, Malcolm, and Lee Watts. "Enterprise Bargaining: The Truth — A Reply." Economic and Labour Relations Review 5, no. 2 (December 1994): 158–60. http://dx.doi.org/10.1177/103530469400500213.

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17

DOWRICK, STEVE. "Enterprise Bargaining, Union Structure and Wages." Economic Record 69, no. 4 (December 1993): 393–404. http://dx.doi.org/10.1111/j.1475-4932.1993.tb02120.x.

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18

Whelan, Anna. "Enterprise Bargaining and the Health Sector." Health Information Management 26, no. 2 (June 1996): 87–93. http://dx.doi.org/10.1177/183335839602600209.

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19

Gilson, C. H. J. "ENTERPRISE BARGAINING IN AUSTRALIA: CANADIAN REFLECTIONS." Labour & Industry: a journal of the social and economic relations of work 4, no. 1 (March 1991): 1–22. http://dx.doi.org/10.1080/10301763.1991.10669097.

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20

Preiss, Brendan. "ENTERPRISE BARGAINING IN THE PUBLIC SECTOR." Australian Journal of Public Administration 53, no. 3 (September 1994): 348–54. http://dx.doi.org/10.1111/j.1467-8500.1994.tb01475.x.

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21

Davis, Glyn, and Margaret Gardner. "What Enterprise? Whose Bargain? Politicians Face Their Principals." Economic and Labour Relations Review 4, no. 2 (December 1993): 279–98. http://dx.doi.org/10.1177/103530469300400207.

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The introduction of enterprise bargaining poses a fascinating dilemma: with whom should politicians negotiate about their wages and conditions? The question has different implications for Labor and the Coalition. The form of enterprise bargaining proposed by the Government can accommodate current arrangements for MP salaries, though not without some special pleading. The more radical proposals of the Coalition, which emphasise a principal—agent relationship between employer and employee, pose greater challenges. This paper explores the dilemma of salaries for MPs under enterprise bargaining, and suggests a policy solution which ensures that politicians are subject to the rules they propose for others.

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22

Lansbury, Russell D., Chris F. Wright, and Marian Baird. "Decentralized Bargaining in a Globalizing Industry." Articles 61, no. 1 (October 18, 2006): 70–92. http://dx.doi.org/10.7202/013721ar.

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This paper examines the impact of enterprise bargaining on employment relations practices in the Australia automotive assembly sector in the context of the globalization of the industry. While there has been convergence towards lean production principles among the four auto assemblers, arising from global trends, there has also been divergence resulting from enterprise bargaining, among other variables. Strong similarities are apparent between the companies in areas such as work organization, skill formation and enterprise governance, whereas there are differences in remuneration and staffing practices. However, it remains to be seen whether decentralized bargaining will continue to yield greater differentiation in employment relations among the automotive manufacturers in an increasingly globalized industry.

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23

Pekarek, Andreas, Ingrid Landau, Peter Gahan, Anthony Forsyth, and John Howe. "Old game, new rules? The dynamics of enterprise bargaining under the Fair Work Act." Journal of Industrial Relations 59, no. 1 (September 23, 2016): 44–64. http://dx.doi.org/10.1177/0022185616662311.

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Over the last quarter century, enterprise bargaining has evolved to be a primary mechanism through which wages and conditions of employment are determined in Australia. Since the introduction of the Fair Work Act, the process for negotiating enterprise agreements has been governed by principles of good faith bargaining. There has been considerable debate over the potential for these provisions to change the dynamics of bargaining, yet empirical evidence of these effects remains limited. This article reports on a field study investigating the experiences of industrial parties negotiating enterprise agreements during the first three years of the Fair Work Act. Drawing on the tribunal's own case management database, along with a large sample of interviews, the study provides a more systematic examination of the extent to which the parties have deployed the new principles governing collective bargaining, with a particular focus on good faith provisions, and whether these principles have altered the dynamics of bargaining practices.

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24

Griffin, Gerard, and Jonathon Testi. "Immigrant workers and enterprise bargaining in Australia." Journal of Intercultural Studies 18, no. 2 (October 1997): 109–25. http://dx.doi.org/10.1080/07256868.1997.9963446.

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25

Kinnie, Nicholas. "BARGAINING WITHIN THE ENTERPRISE: CENTRALIZED OR DECENTRALIZED?" Journal of Management Studies 24, no. 5 (September 1987): 463–77. http://dx.doi.org/10.1111/j.1467-6486.1987.tb00458.x.

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26

Nelson, L. G. "Managers and Enterprise Bargaining: Some Preliminary Findings." Asia Pacific Journal of Human Resources 35, no. 1 (January 1, 1997): 53–64. http://dx.doi.org/10.1177/103841119703500105.

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27

Angwin, Michael, and Peter McLaughlin. "Enterprise Bargaining. The Business Council's Reform Agenda." Labour & Industry: a journal of the social and economic relations of work 3, no. 1 (March 1990): 10–20. http://dx.doi.org/10.1080/10301763.1990.11673895.

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28

McLAUGHLIN, PETER. "THE INTRODUCTION OF ENTERPRISE BARGAINING: A RETROSPECTIVE." Labour & Industry: a journal of the social and economic relations of work 22, no. 3 (May 2012): 229–36. http://dx.doi.org/10.1080/10301763.2012.10669437.

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29

Suyawan, Meirani, and Kurnia Togar Pandapotan Tanjung. "ON PROPOSAL TO REGULATE ABUSE OF SUPERIOR BARGAINING POSITION: LESSONS FROM OTHER JURISDICTIONS." Jurnal Hukum & Pembangunan 50, no. 1 (July 13, 2020): 145. http://dx.doi.org/10.21143/jhp.vol50.no1.2487.

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The latest version of the draft bill regarding Law on the Prohibition of Monopolistic Practices and Unfair Business Competition has added new arrangements about the abuse of a superior bargaining position. The new law proposal which is intended to amend existing Indonesian competition law (Law Number 5 Year 1999) stipulates that any business actor is prohibited from abuse its superior bargaining position within a partnership agreement with other less dominant entities. Under Law Number 20 Year 2008 on Micro, Small and Medium Enterprises, a partnership agreement means any agreement made between micro, small and medium enterprises and large enterprises like state or privately owned national businesses, joint ventures and foreign businesses that conduct economic activities in Indonesia. For example under the Indonesian Minister of State-Owned Enterprises (SoE) Regulation No. 7 of 2015, the SoE is obligated to arrange a business partnership agreement with small scale enterprise. Unlike the arrangements on abuse of dominant position which requires the establishment of monopoly power or dominance in a relevant market, the abuse of superior bargaining position may exist without market power and only required competition authority to detect whether there is any exploitation by the counterparty in a relatively stronger bargaining position. Such a condition makes many antitrust experts or economists question the relevancy of regulating abuse of superior bargaining position under competition law. However, several jurisdictions –Japan, Korea, Taiwan, France, and Germany- have regulated the abuse of superior bargaining position under their national competition laws

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30

Catanzariti, Joseph, and Simon Brown. "Major Tribunal Decisions in 2010." Journal of Industrial Relations 53, no. 3 (June 2011): 324–36. http://dx.doi.org/10.1177/0022185611401998.

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This article examines a number of Full Bench decisions from Fair Work Australia in 2010, in particular those relating to agreement-making and enterprise bargaining under the Fair Work Act 2009. Those decisions have shed further light on the operation of what remains relatively new legislation. With respect to agreement-making, the Full Bench has evinced an intention to take a practical and non-technical approach in determining whether the pre-approval requirements under s.180 of the Act have been met, and to afford employers an opportunity to address any concerns about approval of an agreement by way of undertakings. The Full Bench decisions examined in this article also demonstrate that Fair Work Australia will take a non-interventionist approach to enterprise bargaining and protected industrial action. Provided the parties are conducting themselves in accordance with the Fair Work Act, the tribunal will be loath to intervene in enterprise bargaining in a way that would alter the status quo or undermine the bargaining position of a party. The rationale for this approach is that, in the absence of any meaningful powers of compulsory arbitration under the Fair Work Act, enterprise bargaining is now the only means by which employees can collectively negotiate terms and conditions above the minima set down under modern awards and the National Employment Standards.

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31

Nicholson, Daniel, Andreas Pekarek, and Peter Gahan. "Unions and collective bargaining in Australia in 2016." Journal of Industrial Relations 59, no. 3 (May 22, 2017): 305–22. http://dx.doi.org/10.1177/0022185617697760.

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In 2016, Australian unions faced a mix of new and enduring challenges. A re-elected Conservative federal government made life difficult for unions, maintaining its hard-line approach to public sector bargaining and passing new laws to intensify regulatory scrutiny of union governance and tactics. Unions continued to secure wage premiums through enterprise bargaining, but the longer-term decline in the level of agreement-making and the number of workers covered by enterprise agreements continued. Disputation rose, although less than half of all disputes were caused by enterprise bargaining. Concern over ongoing membership decline saw unions explore and experiment with organisational reforms and initiatives as new, ‘union-like’ actors entered the field. However, our analysis of longer-term membership developments across union types suggests the outlook is alarming for all but those unions focused on occupational identity.

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32

Seen, A., and P. Liesch. "Wage Determination at the Enterprise Level in a Modern Enterprise Bargaining Framework." Asia Pacific Journal of Human Resources 35, no. 3 (March 1, 1998): 45–61. http://dx.doi.org/10.1177/103841119803500303.

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33

Ferner, Anthony. "Public Enterprise and the Politics of `Commercialism': Changing Industrial Relations in British and Spanish Railways." Work, Employment and Society 1, no. 2 (June 1987): 179–203. http://dx.doi.org/10.1177/0950017087001002003.

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This article makes use of case studies of British and Spanish railways to examine changing patterns of industrial relations in the public enterprise sector. It looks at how political objectives are characteristically `transmitted' from the state to the public enterprise. Transmission mechanisms include formal rules and direct intervention, as well as political bargaining and `exchange' involving political authorities, enterprise management and, at times, the unions. A typical feature is the pressure towards symbolic courses of action. The article argues that this process influences the way in which industrial relations have responded to recent pressures for greater commercialism in public enterprises, and explores the reasons for the differences in the response of the two railway companies.

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34

Luo, Siqi, and Tao Yang. "Why worker-supported collective bargaining may still fail." Employee Relations: The International Journal 42, no. 2 (December 2, 2019): 471–91. http://dx.doi.org/10.1108/er-06-2019-0250.

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Purpose The purpose of this paper is to illustrate that some enterprise unions in South China, as strategic labor actors, made local progress in collective bargaining, but further elaborates on why gainful bargaining would require a more systematic understanding of the prevailing industrial structure. Design/methodology/approach This paper is mainly drawn from intensive site visits and 51 in-depth interviews in 2013 and 2014, and several follow-ups up to 2018. Three cases of collective bargaining, featuring different union strategies of assertive negotiation, informal cooperation and direct confrontation, are discussed in detail. Findings The study illustrates that viable collective bargaining with worker-supported unions is possible in China. However, the effectiveness of bargaining does not count on this alone; the supply chain structure also imposes significant constraints, mainly by narrowing the bargaining scope of each supplier and differentiating the structural power of their unions. In these cases, institutionalized union coordination beyond individual suppliers is proposed. Research limitations/implications These cases began as post-strike bargaining in Japanese auto supply chains and became the frontier of industrial relations in China. The impact of the supply chain in different sectors or regions requires further study. Originality/value This paper draws attention to the effect of an “invisible” but increasingly significant factor, industrial structure, on enterprise-level collective bargaining in China, unlike many previous criticisms of unwillingness or incompetence among labor actors.

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35

Bray, Mark. "The Limits of Enterprise Autonomy: Enterprise Bargaining in the Australian Domestic Airline Industry." Economic and Labour Relations Review 7, no. 1 (June 1996): 132–64. http://dx.doi.org/10.1177/103530469600700108.

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36

Willis, Eileen. "Benchmarking working time in health care: the case of Excelcare." Australian Health Review 25, no. 3 (2002): 134. http://dx.doi.org/10.1071/ah020134.

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In the 2000-2004 Enterprise Bargaining round between the Australian Nursing Union and the South Australian state government, it was agreed that public hospitals would be staffed according to Excelcare timings or benchmarks. Excelcare is a computerised workload produce that measures the number of hours and minutes needed to perform a range of nursing tasks for patients on a given ward. This brought into sharp relief disagreements between the various parties over Excelcare timings, but more importantly, it illustrates the unions' strategic use of the Enterprise Bargaining process to de-intensify nursing labour.

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37

Hebdon, Robert, Douglas Hyatt, and Maurice Mazerolle. "Implications of Small Bargaining Units and Enterprise Unions on Bargaining Disputes: A Look into the Future?" Autres articles / Other Articles 54, no. 3 (April 12, 2005): 503–26. http://dx.doi.org/10.7202/051252ar.

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Using a large data set of large and small bargaining units, this paper examines the implications for collective bargaining disputes of the evolution toward small bargaining units and the move to nontraditional forms of representation. It is found that smaller bargaining units, as well as independent unions in both the public and private sectors, are less likefy to reach an impasse. This finding supported those hypothesizing the cooperative nature of these organizations. These two sets of results suggest that the movement to smaller bargaining units, and towards more independent representation, will result in a higher proportion ofdirectly negotiated settlements in the future. However, a reduced incidence of impasse does not necessarily mean a reduction in industrial conflict. We found evidence of a shift away from a collective expression of conflict such as strikes, to more individual expressions. Thus, in the future, there may be a greater need for internal conflict resolution Systems.

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38

Bennett, Laura. "Women and Enterprise Bargaining: The Legal and Institutional Framework." Journal of Industrial Relations 36, no. 2 (June 1994): 191–212. http://dx.doi.org/10.1177/002218569403600201.

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There has been a move to decentralized determination of wages and conditions in Australia. The impact of this on groups such as women depends on a number of actors, including the legal and institutional framework under which such proc esses occur. This paper explores the implications of different regulatory systems or women. It argues that factors such as how the bargaining process is regulated, and the nature of the enforcement regime, will help determine how particular groups of workers, such as women, fare. It concludes that existing regulatory systems will not protect women from the adverse effects of enterprise bargaining. Deficiencies in the legislative schemes regulating the decentralized determination of wages and conditions, moreover, will not be overcome by equity measures such is anti-discrimination legislation or affirmative action.

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39

Dabscheck, Braham. "‘Stolen Entitlements’: The 1997 Living Wage Case." Economic and Labour Relations Review 8, no. 1 (June 1997): 129–42. http://dx.doi.org/10.1177/103530469700800110.

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In April 1997 the Australian Industrial Relations Commission established a federal minimum award wage of $359.40 per week, and awarded a $10 per week safety net increase for workers who had been unable to obtain wage increases under the regime of enterprise bargaining. The Commission produced a split decision, the first time this has occurred in twenty years. This article provides a commentary on the respective decisions of the majority and minority. It examines the background or context of the case, the claims of the parties, and the reasoning of the majority and minority in their respective decisions. The case reveals a widening gap in the income of workers. Those without bargaining power are falling behind in both real and relative terms, in the regulatory world of enterprise bargaining. The situation has only been partially addressed by the decision in this case.

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40

Davis, Edward M. "The 1993 ACTU Congress: Rewriting the Rules." Economic and Labour Relations Review 4, no. 2 (December 1993): 299–318. http://dx.doi.org/10.1177/103530469300400208.

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The 1993 Congress endorsed extensive revisions to the ACTU's rulebook including major changes to the ACTU's decision making structure. Congress reaffirmed the importance of enterprise bargaining for wage fixation in conjunction with awards as safety—nets and the foundation for bargaining. This was the Congress that saw the bulk of members in twenty unions.

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41

Frenkel, Stephen, and David Peetz. "Enterprise Bargaining: The BCA's Report on Industrial Relations Reform." Journal of Industrial Relations 32, no. 1 (March 1990): 69–99. http://dx.doi.org/10.1177/002218569003200105.

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The Business Council of Australia's report on industrial relations argues that the major barrier to the competitiveness of large Australian firms is the centralized system, which hosts a fragmented structure of awards and unions that is out of touch with the requirements of corporate management and inconsistent with employee needs. We examine the various elements of the research underlying the Business Council report and show that the report's conclusions are either not supported by the evidence or greatly overstated. A shift towards unregulated decentralized bargaining, as favoured by the report, would probably yield less benefit than the present direction of reform through the award restructuring process within the context of a centralized framework. We conclude that the report diverts attention from the many factors that will determine the future competitiveness of Australian firms and that it serves as a warning about the limitations of sponsored research.

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42

Purvis, Michael. "Book Reviews : Enterprise Bargaining: Trade Unions and the Law." Journal of Industrial Relations 38, no. 3 (September 1996): 485–87. http://dx.doi.org/10.1177/002218569603800309.

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43

Townsend, Keith, Adrian Wilkinson, and John Burgess. "Is Enterprise Bargaining Still a Better Way of Working?" Journal of Industrial Relations 55, no. 1 (January 21, 2013): 100–117. http://dx.doi.org/10.1177/0022185612465533.

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44

Hodgkinson, Ann. "Productivity measurement and enterprise bargaining – the local government perspective." International Journal of Public Sector Management 12, no. 6 (November 1999): 470–81. http://dx.doi.org/10.1108/09513559910301342.

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45

Burgess, John. "Aggregate Wage Indicators, Enterprise Bargaining and Recent Wage Increases." Economic and Labour Relations Review 6, no. 2 (December 1995): 216–33. http://dx.doi.org/10.1177/103530469500600204.

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To what extent have wages recently increased in Australia? Have these increases been excessive? There are a myriad of wage data series produced by the Australian Bureau of Statistics. These series reflect different questions and different perspectives about wages. In the context of the previously centralised wage determination process the dissection and analysis of aggregate wage series was an important exercise for industry and academic economists. However, the analysis and interpretation of aggregate wage data has become more difficult in the light of a number of developments: (a) falling award coverage, (b) the development and uneven spread of enterprise bargaining, (c) the industrial and demographic restructuring of the workforce, (d) the growth in non-wage benefits, (e) the growth in non-standard employment What are the available options for measuring aggregate wages growth in the light of these above developments? To what extent has recent wage growth been excessive?

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46

McGrath-Champ, S. "The mercurial nature of Australian HRM under enterprise bargaining." Asia Pacific Journal of Human Resources 43, no. 1 (April 1, 2005): 155–73. http://dx.doi.org/10.1177/1038411105050310.

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47

Nelson, Lindsay, and Andrew Frith. "The Process of Enterprise Bargaining in a Manufacturing Organisation." Journal of Industrial Relations 43, no. 4 (December 2001): 462–69. http://dx.doi.org/10.1111/1472-9296.t01-1-00029.

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48

Callus, R. "Enterprise Bargaining and the Transformation of Australian Industrial Relations." Asia Pacific Journal of Human Resources 35, no. 2 (January 1, 1997): 16–25. http://dx.doi.org/10.1177/103841119703500203.

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Prentice, Daniel. "Bargaining in the Shadow of the Enterprise Act 2002." European Business Organization Law Review 5, no. 1 (March 2004): 153–58. http://dx.doi.org/10.1017/s1566752904001533.

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Wooden, Mark. "Union Wage Effects in the Presence of Enterprise Bargaining." Economic Record 77, no. 236 (March 2001): 1–18. http://dx.doi.org/10.1111/1475-4932.00001.

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