Employee Relations: An International Journal

Mueller, Frank

1992 Employee Relations: An International Journal

doi: 10.1108/EUM0000000001031

This article is based on a research project on newemployeerelations practices in engine plants of European mass producersacross four countries. Identifies two approaches towards a neworganization of work The German model relies on the productionworker with apprenticeship, while the Honda model relies on continuoustrainingonthejob for production workers. One of the main results isthat Hondas production system may be a better model for Britishmanufacturing companies given the labour market situationrather than the attempt to copy the German system of dualtraining. The German system seems to be built on a virtuous circle ofcompany longtermism, government and public support, and manufacturingsuccess, which may be difficult to enter from outside. The Honda plantis in its early stages and it is not completely clear whether theprinciple can also work in a fully fledged capitalintensive, hightechmanufacturing plant, where high machine utilization is crucial.

Gunnigle, Patrick

1992 Employee Relations: An International Journal

doi: 10.1108/01425459210007523

Numerous management commentators have suggested that the 1980s havewitnessed considerable change in employee relations at establishmentlevel in Irish organizations. However, much of this analysis has beenquite vague on the precise nature of such change. Employee relationsmanagement in Ireland has traditionally been associated with a strongcollectivist, industrial relations emphasis. Attempts to evaluate theextent of change in management approaches to employee relations in the1980s. In particular looks at issues such as developments in employmentstructure, flexibility and changing patterns of industrial conflict.Also considers the emergence of Human Resource Management HRMapproaches in the Irish context.

Lucas, Rosemary

1992 Employee Relations: An International Journal

doi: 10.1108/01425459210007532

The radical revision of the wages council system in the mid1980sin the claimed interests of increasing labour market flexibility was acontroversial measure. Against this background, a study of minimum wagesand conditions and other related matters was undertaken in the hotelindustry in 1989 in the North West region and among the major nationalcompanies. Findings from this study about remuneration and employmentpractice in regard to young workers and adults are discussed in thecontext of labour market developments of the 1980s in the hotelindustry. Such developments include trends in employment, minimum payand earnings. Some future issues in relation to minimum wagefixing arealso mentioned.

Kavcic, Bogdan; Cibron, Andreja

1992 Employee Relations: An International Journal

doi: 10.1108/01425459210007703

A detailed account is given of a strike during December 1987 in anumber of production and support units of the Ravne Iron Works, locatedin Slovenia, and run under workers selfmanagement, according to thelaws in force at that time. The phenomenon of the strike is initiallyexamined in the context of the official political and legal refusal torecognize its existence. A discussion then follows on how, within thethen national model of workers selfmanagement, strikers were actingagainst their own agents management and against their own economic andpolitical interests. A scrutiny of managements role shows how itsresponse frequently was to concede strikers demands, for reasons ofavoiding official attention and opprobrium. The strike thus acquired areputation for being antisocial, unacknowledged, yet effective. Finally,the strike events are analysed in respect of the economic, sociological,political and epidemiological models of strikes elements of all fourmodels are identified.