Suchergebnisse

The article examines how a regional peak union council is structured in its response to regional restructuring. It focuses on an Australian regional peak union council, the South Coast Labour Council (SCLC), which pursued a goal of local employment generation from 1983 to 1996. The SCLC is based in the Illawarra region on the east coast, south of Sydney in the state of New South Wales. Its operations are centred on the city of Wollongong and Port Kembla, where the region's economic activity is focused. The region had experienced unemployment greater than the state and national averages through the 1980s and 1990s. The article demonstrates how the SCLC's structure allows it to perform its role as an agent of exchange with governments and employers, and thereby attempts to shape the political and industrial environment in which it resides. At the same time, the environment, in terms of government and employer policy and regional need, shapes the SCLC with it becoming involved with local employment generation.

PurposeThe purpose of this paper is to examine the roles and influence of shop stewards under workplace partnership regimes in five case study firms in the Republic of Ireland. It aims to assess the dynamics and potential longevity of partnership relationships.Design/methodology/approachA framework is utilised which analyses the scope, breadth and depth of union influence in terms of the structure of partnership processes and the capacity of agency to affect relations among shop stewards, union members and plant management.FindingsThe findings show that while union representatives view partnership in a positive light, there remain problems as to the longevity of partnership owing to management control and a disconnection between national (government) and local (workplace) support mechanisms for partnership. The paper concludes that social partnership is a process that remains anchored in a relationship of both antagonism and accommodation between capital and labour.Originality/valueMuch of the extant literature tends to focus on the outcomes of partnership in terms of the gains or losses to either management and/or unions. In this paper, the focus is on the way the "processes" of social partnership shape the behaviour and roles of workplace union representatives. A number of theoretical and policy implications are discussed.