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From the 1940s to the 1970s, British governments steered manufacturing businesses to peripheral regions designated as needing more employment. This approach was delivered through a Regional Policy that deployed industrial location controls and financial incentives. Effectiveness varied over time but was dramatic in the mid-1940s, when it boosted the regional stock of secondary manufacturing to the extent that its legacy remains visible today. The literature describes how this Regional Policy was a peacetime policy, albeit one formulated during the war. This article, however, proposes that the most successful phase of Regional Policy was an extension of wartime policies governing regional manufacturing businesses producing munitions. It uses a case study of Wales to make two arguments. One is that the Regional Policy associated with the postwar period began to be implemented before the war had ended. The other is that the Board of Trade pursued the policy through repurposed wartime governance mechanisms within an economy that remained subject to onerous state controls. The case outlines a short but consequential burst of assertive state involvement that shaped business activity throughout much of regional Britain, echoing Philip Scranton and Patrick Fridenson's arguments concerning "the state always being in" given its role in shaping markets, business behavior, and regulations.

ABSTRACT:South Cardiff was once dependent on the export of coal and the production of steel, but these activities had faded by the 1970s, creating economic stagnation and physical dereliction. However, the area was rechristened 'Cardiff Bay' in the mid-1980s and was the focus of an ambitious and contested state-funded regeneration. This article argues that regeneration was broadly successful, although not without failures, and that government remained willing to intervene heavily in some small areas. The main contribution is to identify and analyse how local authorities retained influence over regeneration, in contrast to approaches taken elsewhere by central government.

"This book argues that employers' organizations are resilient organizations that adapt to changing circumstances by developing new practices. Adaptation has been prompted by changing economic and social contexts, including state interventions and union activities. Contexts vary over time, across countries and world regions. The purpose of the book is to explore these variations and their impacts on employer organizations. The book covers the following themes across four book sections: theoretical perspectives on employer collective action; employers' organizations in different types of capitalism; different types of employers' organizations; and international and comparative employer interest representation. Theoretical explorations examining employer power, political preferences, meta-organizing and ideological foundations are complemented by studies of employers' organization in China, Denmark, Australia, Germany, Turkey, Canada, and the UK. Different types such as regional and international employers' organizations are also examined. The book is one of the few edited volumes to examine employer collective action within work and employment, and is the first since 1984 to consider western and non-western contexts. The book will be of interest to employment relations and sociology of work researchers, scholars, advanced students and practitioners as it brings new perspectives to an understudied actor in employment relations: employers' organizations."

Between 1976 and 1994 the UK Government's Welsh Development Agency made 2,304 loan and equity investments totaling £117.8 million. The agency aimed to address difficulties faced by firms in obtaining finance, and such intervention was justified by the market failure and spillover hypotheses. This article assesses the agency's investment activities against both justifications. It finds that while some investments succeeded, the portfolio's financial performance was poor, and the agency did not address widespread market failure. Evidence of spillover returns existed, but cannot be quantified accurately across the portfolio. The article argues that the agency's two venture capital objectives, to assemble a profitable portfolio and to grow employment levels through boosting commercial activity, were incompatible within a poorly performing regional economy. Although spillovers can justify public venture capital in such economies, expectations as to financial performance should be realistic in the absence of an ecosystem that facilitates demand for capital.

This paper identifies four roles of contemporary European Employers' Organisations. European Employers' Organisations are lobbyists in Brussels that represent the interests of their members, seeking to influence institutions. European Employers' Organisations are reluctant social partners that engage with labour unions, though mostly with the aim to avoid binding regulation. European Employers' Organisations are service providers, amongst others informing members about EU legislative and programmatic developments. Finally, European Employers' Organisations are standard setters in Europe, focussing on voluntary, flexible norms and codes of conduct.

This article examines employers' organisations in the United Kingdom, drawing upon 70 interviews and a new dataset encompassing 447 employers' organisations. The article's contribution is to develop a new typology of employers' organisations capturing their organisational change in the wake of the decline of collective bargaining. It does this by drawing on a conceptualisation of employers' organisations as intermediary organisations before identifying four organisational types: lobbying, service, negotiating and standard-setting employers' organisations. The article also identifies and discusses factors that underlie this pattern of differentiation.

This Handbook presents profiles of European Employers` Organisations (EEOs). The profiles provide general information on each organisation and detail how EEOs represent their member interests in the areas of employment relations, work, labour, and social policy in the European Union. This representation includes lobbying activities, joint work and relationships with labour unions and participation in EU institutions. This Handbook is aimed at practitioners and academics with an interest in the activities and impacts of EEOs, including unionists, employer representatives, policy makers and researchers of European employment relations and European Union integration.