By Alan Jenkins
Thisbook is the fruit of a few years of assimilating one other tradition and studying concerning the evolution of its associations, altogether an incr- iblyrich andrewarding adventure. Ihopetopassonto the reader a few of that richness within the trust that, even in a “globalizing” context, studying approximately different international locations and cultures is a growing number of invaluable. the explanations andvalues at the back of this trust are might be evident,but I amconvincedthat they endure repeating right here. firstly, the hasty generalizations that frequently liebehind the cynicism―and finally the violence―of ethnocentrism and xe- phobia are nonetheless being aired this present day and nonetheless have to be fought, even in “unified and complex” areas of the area like Europe and the U.S.. The old and social sciences disciplines must be solicited continuously during this wrestle, even if they themselves are terrains of controversy and contestation. i actually haven't misplaced religion of their “progressive” capability and personality. moment, my trust is that in simple terms via this technique of entice those disciplines and their findings do we withstand a deadly modern slide into simplisticand sensation- ist photos of the world―viewpoints frequently linked to an implicit assumption that social and fiscal switch are linear procedures, so- how unfolding in response to an identical neat “logic” anyplace they're at paintings.
Read or Download Employment Relations in France - Evolution and Innovation (Plenum Studies in Work and Industry) (Springer Studies in Work and Industry) PDF
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Extra info for Employment Relations in France - Evolution and Innovation (Plenum Studies in Work and Industry) (Springer Studies in Work and Industry)
However, as clarified earlier, the 1982 Auroux program of legislation was the fruit of a decade of legislative and negotiating effort aimed at the gradual reform of work and industrial relations. Changes in management practice were not, of course, simply “pushed” by this dynamic; a reciprocal interaction between management innovations and institutional changes was more evident—a tension, a dialectic. This was to continue throughout the 1980sand, at the start of the decade, battle lines were drawn between the CNPF and a Socialist government intent on making radical nationalizations and also on imposing on companies a whole series of new employment obligations and responsibilities.
There is accumulated evidence to show that where levels of support, investment, and commitment to the GES from all levels of the workplace hierarchy dropped below a certain level, the groups fell into disuse or simply became “talking shops” (Chevalier, 1991; Polo, 1987). S. experience mentioned in the chapter Introduction—a history of sustained management use of participatory groups, a serious workplace policy of development and training fully supported by top management, a mechanism of coordination and steerage of groups fully visible to them and capable of achieving continuity of expression despite variable working hours, and importantly, a feedback mechanism evaluating the problems and prospects of different groups and initiating exchanges of information between them that are made visible to all working in the enterprise.
A number of significant initiatives were to mark the following decade: the setting up of agencies for research and the dissemination of ideas on the quality of working life (such as ANACT, l’Agencenationale pour l’amélioration des conditions de travail, in 1973), the initiation of specific studies by working groups and commissions, tripartite negotiations on employment issues with the patronat and unions, and of course, legislation itself. (It is also worth remarking here that the reform of industry through “participation” had always been a theme dear to President Charles de Gaulle in an earlier period of the life of the French state.