1 / 7

The Changing Industrial Relations Landscape in the Republic of Ireland Bill Roche Professor of Industrial Relations and

The Changing Industrial Relations Landscape in the Republic of Ireland Bill Roche Professor of Industrial Relations and Human Resources School of Business University College Dublin.

fionan
Download Presentation

The Changing Industrial Relations Landscape in the Republic of Ireland Bill Roche Professor of Industrial Relations and

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. The Changing Industrial Relations Landscape in the Republic of Ireland Bill Roche Professor of Industrial Relations and Human Resources School of Business University College Dublin Presentation to Seminar on Changing Approaches in Industrial Relations - The Republic of Ireland, Northern Ireland and the UK, November 21st 2005

  2. Change as Individualization? • HRM practices, esp. performance-based pay • individualize employment relations • Unionization precluded or collective bargaining • weakened • Performance pay - the supreme individualizing • force • Problems and evidence

  3. Change as Progressive Spread of Partnership and Involvement? • The ‘Sabel-McKersie’ thesis • Widespread experimentation evident • Experimentation mainly fragmentory • Has the ‘high tide’ of workplace partnership passed? • Some leading-edge models eclipsed or collapsed

  4. Change as the Demise of Voluntarism? • Explosive growth of employment and other legislation • ‘juridifying’ industrial relations • New competencies and roles develop • How important in shaping and reshaping behaviour, • relative to other influences? • Postures and responses to encroachment of law vary • significantly, depending on the character of employment • relationship.

  5. ‘Parallel Landscapes’: Divergence in Employment Relations Models • Crumbling of national industrial relations • system based on ground-rules of adversarial • model • Alternative patterns/models now co-exist • side-by-side

  6. Patterns/Models of Employment Relations Product and process dynamism And corporate cultures Discontinuous commercial Change and strong unions Intensified competition Gradualist public service Reform programme Intensified cost-based Competition & distinctive Corporate values Human Resource Model Substitute external law – ‘justice on the job’ Partnership Model Seek new modes of mediation Modified Adversarial Model Compliance with law Unilateral Model Test boundaries of law

  7. Some Implications for Institutions of Middle Ground • Different models of employment relations - different • models of mediation and conflict resolution • Internalizing dispute resolution, eschewing third-party • institutions – possible consequences • Basic institutional fabric more contested than any time • in half century?

More Related