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Individualisation and Growing Diversity of Employment Relationships

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  • William Brown
  • David Marsden

Abstract

At a time when the economic recession is more severe, and trade unions are weaker, than at any time since the War, it would be unproductive to speculate about the extent to which these changes have been imposed, acquiesced, or agreed by the workers concerned. Instead we focus on recent changes in employment relationships in Britain, and their consequences, and then on the winners and losers, which provides a cue for considering the longer term desirability of some of these developments for social justice and cohesion.

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Bibliographic Info

Paper provided by Centre for Economic Performance, LSE in its series CEP Discussion Papers with number dp1037.

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Date of creation: Dec 2010
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Handle: RePEc:cep:cepdps:dp1037

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Web page: http://cep.lse.ac.uk/_new/publications/series.asp?prog=CEP

Related research

Keywords: Labour-management relations; individual and collective voice;

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References

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  1. Francis Green, 2002. "Why Has Work Effort Become More Intense?," Studies in Economics 0207, Department of Economics, University of Kent.
  2. Brown , W. & Bryson , A. & Forth , J., 2008. "Competition and the Retreat from Collective Bargaining," Cambridge Working Papers in Economics 0831, Faculty of Economics, University of Cambridge.
  3. Francis Green, 2008. "Leeway for the Loyal: A Model of Employee Discretion," British Journal of Industrial Relations, London School of Economics, vol. 46(1), pages 1-32, 03.
  4. Bryson, A. & Guest, D., 2008. "From Industrial Relations to Human Resource Management: The Changing Role of the Personnel Function," NIESR Discussion Papers 315, National Institute of Economic and Social Research.
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Cited by:
  1. Hasnain, Zahid & Manning, Nick & Pierskalla Henryk, 2012. "Performance-related pay in the public sector : a review of theory and evidence," Policy Research Working Paper Series 6043, The World Bank.

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