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Rüdiger Pieper (1989)
Leitungswissenschaft und Managementlehre Ansätze eines Vergleichs aus Sicht der Managementlehre
C. Harvey, R. Locke (1986)
The End of Practical Man: Entrepreneurship and Higher Education in Germany, France, and Great Britain, 1880-1940.The Economic History Review, 39
M. Maurice (1986)
The social foundations of industrial power
Burkart Lutz (1981)
Education and Employment: Contrasting Evidence from France and the Federal Republic of Germany.European Journal of Education, 16
P. Osterman (1987)
Choice of Employment Systems in Internal Labor MarketsIndustrial Relations, 26
H. Wachter (1987)
Wissenschaft und Arbeitskraft, 41
Eduard Gaugler, Hans-Günter Krüsselberg, W. Leisner, Adolf-Weber-Stiftung (1986)
Flexibilisierung der Beschäftigungsverhältnisse
C. Lane (1989)
Management and Labour in Europe: The Industrial Enterprise in Germany, Britain and France
Rüdiger Pieper, Friedrich-Naumann-Stiftung (1989)
Westliches Management, östliche Leitung : ein Vergleich von Managementlehre und DDR-Leitungswissenschaft
J. Coopersmith (1984)
The Industrialization of the Continental Powers 1780–1914 by Clive Trebilcock (review)Technology and Culture, 25
Jörn Diekmann (1983)
Empirie betrieblicher Kündigungen und Arbeitsgerichtsbarkeit
Hans Diefenbacher, H. Nutzinger (1980)
Mitbestimmung : Probleme und Perspektiven der empirischen Forschung
W. Hacker (1978)
Allgemeine Arbeits- und Ingenieurpsychologie : psychische Struktur und Regulation von Arbeitstätigkeiten
Annerose Ziegenbein (1991)
Betriebliche Personal- und Sozialpolitik in der DDR in der Umgestaltung
C. Köhler, Werner Sengenberger (1983)
Konjunktur und Personalanpassung : betriebliche Beschäftigungspolitik in der deutschen und amerikanischen Automobilindustrie
P. Lawrence (1980)
Managers and management in West Germany
Walther Müller-Jentsch (1986)
Soziologie der industriellen Beziehungen : eine Einführung
Rüdiger Pieper (1989)
Einleitung: Betriebswirtschaftslehre und DDR-Forschung
From a comparative viewpoint, German personnel management can beseen as a configuration shaped by a specific form ofcorporatism, worker participation, and the educationalsystem particularly the apprenticeship tradition. Although challengesfrom new technology and internationalization have prompted new conceptsand negotiation patterns, the approach to personnel management inGermany has not changed drastically. This is reflected in a reluctanceto accept, or translate, the label of human resourcemanagement. The historically unique constellation of a rapidintegration of a previously separate and potentially hostile state theGDR into the Federal Republic has brought about new strategies andprocedures of cooperation between employers, unions, and stateagencies. They also follow, however, the lines of German traditions andinstitutions.
Employee Relations: An International Journal – Emerald Publishing
Published: Apr 1, 1992
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