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PurposeThe article considers the utility of a pluralist perspective in the context of current debates around UK corporate governance reform. Oxford School pluralism advanced both a description of how industrial relations (IR) operated in practice plus a prescription for how it should operate. Whilst economic conditions are different today, a pluralist framing provides not only a useful way of understanding interests in firm governance (description) but also a solid grounding for a pragmatic reform agenda (prescription).Design/methodology/approachDrawing from key texts in the field, the article considers core concepts within pluralist discourse and discusses their relevance to contemporary policy debates.FindingsThe article provides a short outline of recent economic and political developments and considers how a pluralist framing helps explain firm-level interests, challenging the dominant narrative of shareholder primacy. It then asks what policy interventions might flow from this analysis of capital and labour investments, and how feasible they are in the current UK context. This allows a discussion of levels of analysis (evident in materialist theories such as "radical pluralism" and the "disconnected capitalism thesis"). Finally, it reflects briefly on the links between corporate governance and wider patterns of inequality, suggesting the pluralist position is consistent with a Durkheimian sociology focusing on the potential in state-led regulatory interventions to tackle anomie and strengthen social solidarity.Originality/valueThe article brings together literature from what are often treated as relatively discrete areas of enquiry (employment relations and corporate governance) and also considers the public policy implications of these connections.

Considers management views on the operation of quality management
(QM) strategies in two service sector organizations, financial services
and hotel and catering – based on open‐ended interviews with
managerial staff. Considers some of the soft/HRM aspects of quality
management. Finds that there have been moves towards the more
quantifiable measurement of outcomes and tighter management control.
Employee empowerment is conceived of as the major defining feature of QM
in the two organizations. Both companies have also sought greater
flexibility through delayering and through efforts to break down demar‐
cations. QM does not necessarily involve these latter trends. However, a
thoroughgoing management commitment to empowering employees to take
greater responsibility for problem solving and decision making will tend
to go together with at least some reduction in organizational hierarchy.

Introduction / Tony Edwards and Chris Rees -- The context for international HRM -- Globalization, national systems and multinational companies / Chris Rees and Tony Edwards -- National employment systems and international HRM / Phil Almond -- The European Union : a case of advanced regional integration / Michael Gold -- The management of international HRM -- International structure and strategy / Tony Edwards and Chris Rees -- Global integration / Adam Smale -- The transfer of HR practices in MNCs / Tony Edwards, Chris Rees and Miao Zhang -- Cross-border mergers and acquisitions / Tony Edwards and Chris Rees -- Outsourcing and human resource management / Virginia Doellgast and Howard Gospel -- International leadership development / Nabil El Gazzar and David G. Collings -- Recruitment and selection of international managers / Fiona Moore -- International pay and compensation / Chin-Ju Tsai -- International and comparative employee voice / Enda Hannon -- International corporate social responsibility / Lutz Preuss -- International migration and HRM / Stephen Bach -- Index

This article presents empirical findings on listed company responses to provisions on board-level workforce engagement in the revised 2018 UK Corporate Governance Code, based on analysis of FTSE 350 company reports, survey data from 70 firms, and a series of 41 interviews with directors, senior managers and workforce representatives across 17 case study firms. The findings suggest that, despite some pockets of good practice, the current code-based regulatory framework is weak and ineffective. In light of this, the article considers current debates around strengthening worker voice in governance structures – including through appeals to corporate purpose, investor engagement, and wider changes in the legal and regulatory architecture. It concludes that any fundamental reform would require a recasting of the narrative around corporate purpose, based on a pluralist recognition of the dual nature of labour/capital investments in the firm and a renewed emphasis on the principle of workplace democracy.

This article analyses the operation of European works councils (EWCs) in three multinational companies (GSK, Coca-Cola and UniCredit) across six EU Member States (Bulgaria, Croatia, Cyprus, Ireland, Italy and the UK). Based on interviews with EWC members and other employee representatives in these companies, it argues that EWCs are in a process of continual development, and examines the influences on their effectiveness by using a fivefold typology: company type, path dependency, socio-institutional environments, actors' strategies and internal EWC dynamics. The article reveals that our respondents refer most frequently to the internal dynamics of EWCs as the key influence on their effectiveness, and concludes by assessing the policy implications for trade unions.

Este texto pone en entredicho el punto de vista generalizado de que la internacionalización económica necesariamente socava las políticas económicas nacionales, haciendo inviable la acción estatal en apoyo a la protección social y la reglamentación social del empleo. Aunque sea común suponer que la globalización debe borrar las particularidades del llamado «modelo sueco», cuando se manejan cuidadosamente los datos disponibles se encuentra poca base para pensar que los regímenes nacionales hayan perdido sentido ni se hayan erosionado. Al contrario, la ponencia presenta una amplia gama de información (sobre el empleo, la formación, la remuneración y la desigualdad, la negociación colectiva, y la estrategia empresarial) que demuestra la persistencia de las especificidades. ; The paper challenges the per vasive view that economic inter nationalisation necessarily undermines national political * Skope, Oxford University, UK. ** School of HRM, Kingston University, UK. Artículo traducido por Beth Gelb. 149 Guy Vernon y Chris Rees Capital transnacional ¿el fin de los acuerdos sociales nacionales?. economies and renders unworkable state action in support of social protection and the social regulation of employment. Whilst it is commonly assumed that globalisation must erase the particularities of the so-called «Swedish model», a careful marshalling of the available evidence finds little support for the hollowing out or erosion of national regimes. On the contrar y, the paper presents a wide range of data (concerning employment, skill formation, earnings and inequality, bargaining activity, and corporate strategy) which shows evidence of continued specificity.

This book draws together a set of topical writings on the subject of microcredit that will be of relevance to the work of both researchers and practitioners in the field. In drawing on the experiences of authors from countries and regions throughout the globe, including Cambodia, Barbados and the Caribbean, Mexico, Pakistan, India and Africa, the book examines the subject of microcredit from various perspectives. The book explores the contribution of microcredit to various sectors within the developed and developing worlds and seeks to analyze critically the contributory success and failure fa.