Speaker:

Professor Paul Thompson, Visiting Academic, Work and Organisational Studies, University of Sydney

Title:

The Labour Process Debate: Territories, Texts and Tantrums

Speaker 1:

Steve Maguire, McGill University

Title:

Understanding the Unintended: Institutional and Technological Change in Risk Society

Abstract:

Although much prior work on technological change has focused on the role of technological rather than discursive and institutional discontinuities, the latter are becoming much more important as a result of the attention given environmental and health issues within science, the mass media, and government. This is the case across a wide range of - if not all - industrial sectors; it is increasingly not the sudden appearance of new artefacts which triggers substitution and reorients technology evolution; rather, the appearance of new arguments from strategizing non-firm actors about the risks posed by technologies is also important. Some sociologists have gone so far as to characterize contemporary society as 'risk society' (Beck, 1992), yet little work has been done to understand and incorporate unintended consequences of technological choices into organization studies. We address this gap by drawing upon a historical case study to document and analyze trends and cycles of technological and institutional change in the U.S. agricultural chemicals sector, from the industry's inception in the late 1800s through to the end of the 20th century. Only slightly more than a century old, the agricultural chemical industry has had an incredibly rich history of technological innovations, scientific advances, government interventions and changing societal values. Our analysis focuses on the institutional and technological transformations of the industry and, specifically, on the emergence and disappearance of markets in particular chemical products. A few key research questions anchor our study. (1) How did markets for new insect control technologies appear and disappear? (2) Which actors influenced these and how? (3) How did the emergence and disappearance of markets influence the industry's development? This research builds conceptually and methodologically on Leblebici et al.'s (1991) longitudinal study of institutional change in the US radio broadcasting industry. But, rather than emphasize the role of fringe players in the transformation of an organizational fields, our research addresses the role of new entrants into fields - social groups who at one point in time are excluded from field but who subsequently enter because of problems termed 'externalities' by economists and captured in the notion of 'overflowing a technological frame' from actor network theory. Whereas Leblebici et al.'s (1991) study focuses on the interactive dynamics of transacting parties in a field and draws attention to conflicts over scarce resources as the motor of institutional change, this study emphasizes the role of non-transacting parties and conflicts over risks. Building upon Maguire's (2004) work on how discourses and technologies coevolve, a model linking institutional and technological change in a 'risk cycle' - risk generation; risk assessment; risk communication and perception; and risk management - is developed.

Speaker 2:

Mats Alvesson & Dan Kärreman, Lund University

Title:

Unraveling HRM: identity, ceremony, and control in a management consulting firm.

Abstract:

This paper addresses HRM (Human Resources Management) systems and practices in a large multinational management consultancy firm. The firm invests considerable resources in HRM, and is frequently praised by employees for its accomplishments in hiring, developing and promotion. However, this general faith in HRM does not align particularly well with employees' experiences and perceptions of the specific HRM practices in the firm. The paper critically interprets the meaning and the functions of the HRM system and the beliefs supporting it. The paper suggests a re-interpretation of HRM systems and practices based on a cultural-symbolic perspective. It introduces the concepts of excess ceremoniality, identity projects, and aspirational control to highlight and interpret the significance of organizational symbolism in accounting for the role of HRM systems and practices, and the various effects of HRM systems and practices on employee identity and compliance.

Speaker:

Dan Clawson, University of Massachusetts, Amherst

Title:

Union Renewal in the United States

About the Speaker:

Dan Clawson is a Professor of Sociology at University of Massachusetts Amherst. He has a long record as a scholar and activist around union and community issues. His most recent book is The Next Upsurge: Labor and the New Social Movements, a book which was the focus of a review symposium in Labor History, with responses by scholars such as Richard Hyman and Charlotte Yates.

Speaker:

Ed Heery, Cardiff Business School

Title:

System and Change in Industrial Relations Analysis

Abstract:

This paper reviews two types of model-building in industrial relations (IR). The first type comprises what might be thought of as 'cross-sectional' models and is illustrated by the tradition of systems-thinking. The distinctive feature of these models is that they seek to delineate the object of study of IR, including the definition of its constituent elements, such as actors and institutions, their interrelationship through social processes and the economic, social, moral and other effects that are thereby generated. In this tradition the constitutive elements of the IR system tend to be abstracted from a particular place or time; this is an approach to theory-building that is relatively ahistorical. The second type puts history to the fore and comprises models of change over time. Models of this kind tend to be less frequently articulated in IR theory. Despite their relative invisibility, however, these models lurk behind much empirical IR analysis and assumptions about the nature and rhythms of change shape much middle-range theory within the field. Key distinctions that appear within these models concern the pattern of change and whether it is cyclical or directional, gradual or catastrophic, and its origin; whether it is generated endogenously within the employment relationship or has an exogenous source in the wider economy, society or polity.

About the Speaker:

Ed Heery is Professor of HRM at the Cardiff Business School. Ed is one of this year's Distinguished Visitors. His work examines performance-related pay, British unions, employee representation and a range of aspects of British employment relations. His major current projects are: a three year project, funded by Cardiff University, examining the TUC's New Unionism initiative: an ESRC-funded project within the Future of Work Programme. The aim is to describe, analyse and evaluate trade union attempts to represent the growing proportion of workers with 'non-standard' working arrangements; and aspects of industrial relations theory. Ed is the editor of the British Journal of Industrial Relations.

Speaker:

Jean Jenkins, Cardiff Business School

Title:

Don't Go Breaking Our Hearts: The Burberry Workers' Campaign

Abstract:

Burberry is a company that markets itself as 'quintessentially British'. It has three factories in the UK. In September 2006, it announced the closure of one of its UK plants, located in Treorchy, in the Rhondda Valleys of South Wales. The work is to be transferred to China. In times when the closure of manufacturing plants in the UK is, a comparatively common occurrence, it is unlikely the company expected the protest against closure to give them quite as much trouble as it has done. A coalition of unions, local politicians and workers has seen a campaign against closure which has targeted the brand. The union campaign has secured international support from French and American unions, along with extensive media interest, and high profile statements of solidarity from celebrities like Ioan Gruffydd (just appointed as the 'face' of Burberry), Tom Jones, Emma Thompson and many more. Workers and their representatives have taken their placards and on buses, trains and planes, to protest outside Burberry stores in London, Paris and New York. The union campaign used the song 'Don't Go Breaking Our Hearts' as its theme, while Burberry used the Rolling Stones' 'You Can't Always Get What You Want' as a soundtrack for its Milan fashion week catwalk.

On 30th March the plant closed, but the campaign had secured real benefits for workers and increased the cost of closure for Burberry from 1.8million sterling to 6million. This seminar tells the remarkable story of workers not giving up and going quietly - in this case, it has been an international company that hasn't got what it wanted.

About the Speaker:

Jean Jenkins is a lecturer in the Cardiff Business School. Her research focuses on industrial relations in British manufacturing industry, having examined, in particular, the British clothing industry. She is also looking at collective bargaining and the procedural individualisation of the employment contract. Much of her research now focuses on partnership and workplace unionism.

Speaker:

Philip Hancock, University of Warwick

Title:

The Sleeper Awakes - Work, Organisation and the Value of Sleep

Abstract:

In H.G. Wells's novel of 1910 - The Sleeper Awakes - Graham, the central character, finds himself awakening from a two hundred year sleep during which, in large part due to his own inactivity, he has amassed enough property and wealth to make himself the 'owner of the world'. Today, sleep is once again viewed as a source of economic value. We are, after all, told that we live in a sleep-deprived age - a 24/7 culture - where the performative demands of the everyday have extended into what was once the restful sanctuary of the everynight. This, in turn, has resulted in a burgeoning global sleep industry valued last year at $4.3 billion; one that offers us relaxants, routines, space-age materials, heavy duty pharmaceuticals and mechanical treatments. Equally, sleep-science, sleep-psychology, and even a sociology of sleep have all emerged as fields of academic activity. In this presentation - drawing, in particular, on sociological themes and concerns - I intend to speculate on some of the ways in which this growing interest in the realm of sleep might be relevant to those studying work, and its organization and management, focusing in particular on:

• The emerging technical interest in sleep amongst both employers and representatives of labour.
• The potential impact of work related issues on patterns and experiences of sleep outside the workplace.
• Current attitudes of management to the importance of sleep as an organisational resource.
• The increasing significance of a professionalized, expert-culture of sleep which is making its presence felt through a range of media, including consultancies, popular how-to-texts and the mass media.

About the Speaker:

Philip Hancock is an Associate Professor at the University of Warwick, UK. His research interests include critical organization theory, aesthetics and embodiment, and organized spaces of learning. He has published in a range of internationally recognised journals, including Organization, Human Relations, and The Journal of Organizational Change Management. He is a co-author of Work, Postmodernism and Organization (Sage, 2001) and a co-editor of Art and Aesthetics at Work (Palgrave, 2003). Philip is here with Melissa Tyler under the Distinguished Visitors Program.

Speaker:

Helen Rainbird, Birmingham University Business School

Title:

The Skills Debate: A British Perspective

About the Speaker:

Helen Rainbird is Professor of HRM at Birmingham Business School. She has published work on the intersection between industrial relations structures and workplace learning policies and practices in organisations. She is in Australia as a guest of the NSW Department of Education and Training, leading a conference on workplace learning. She has worked on a number of European projects on training institutions and practices and has an interest in comparative research methodology. Helen is co-editor of Work, Employment and Society.

Speaker:

Sue Williamson, The University of Sydney

Title:

Including Work and Family Issues in Bargaining Theories

About the Speaker:

Sue Williamson is a PhD student in Work & Organisational Studies. Her topic is 'Work and Family Under Work Choices: Bargaining for (Pre)-Existing Rights'. Her research interests include the impact of Work Choices on work and family entitlements, and its impact more generally on women workers. She has worked in state and federal government women's policy units, concentrating on women and workplace relations issues.

Speaker:

Jaco Lok, University of Cambridge

Title:

The Logic of Shareholder Value as an Identity Project: Explaining the Dominance of Institutional Logics

Abstract:

My paper describes the role of identity (re)construction in the reproduction and transformation of dominant institutional logics. In the U.K., shareholder value maximization has become the dominant logic of the public firm over the past 20 years, informing corporate strategy practice, corporate governance reform and recent changes to company law. I analyze how the discourse of shareholder value in the U.K. contributes to the construction of identities for both managers and institutional shareholders, and how these actors (re)work these identities in discussions about the purpose, content and effectiveness of private management-investor meetings.

I conclude that institutional logics do not sustain their dominance through the literal, unproblematic, and taken-for-granted adoption of their associated identities by institutional actors. Rather, institutional actors struggle reflexively to (re)work these identities in their everyday talk, specifying the logic's specific, situated meaning and jurisdiction.

About the Speaker:

Jaco Lok is in the final stages of completing his PhD at the University of Cambridge. His research focuses on better understanding institutional stability and (trans)formation through (re-) engagement with social theoryHis PhD dissertation is entitled 'Understanding Institutional Stability and Change: Addressing The Micro-Macro Divide In Institutional Theory Through The Analysis Of (Self-) Knowledge Construction In Discursive Practices'.

Speaker:

John Lund, University of Wisconsin, Madison

Title:

State of the Unions

About the Speaker:

John Lund is Professor, School for Workers and Department of Industrial and Systems Engineering, University of Wisconsin where he has worked since 1985. His PhD was in Industrial Relations and Industrial Engineering; his published work covers those fields along with books on union finances and work measurement. For the last four years, he has worked closely with the AFL-CIO on financial accountability and transparency issues. He has published a number of articles with Chris Wright, recently appointed to WOS.

Speaker:

Dr Frank Worthington, University of Liverpool Management School

Title:

Academic Labour and the Emancipatory Intent of Labour Process and Critical Management Studies: insights into (so-called) critical academics' resistance to quality assurance in higher education

About the Speaker:

Dr Frank Worthington is a Senior Lecturer at the University of Liverpool Management School. His primary research interests and teaching expertise encompass the study of a public and private sector employee relations, the organization and management of new organizational forms, cultural management, "total quality management" and the role of "soft" accounting methodologies in strategic human resource management from a labour process perspective. The main focus of his research in these areas relate to issues concerning poststructuralist analyses of workplace subjectivity and occupational and professional identity and resistance within a labour process context.

Speaker:

Professor Charles Woolfson, School of Law, University of Glasgow

Title:

Post-communism, neo-liberalism and 'the race to the bottom' in labour standards

Abstract:

The last fifteen years have transformed the social, political and economic landscape of Europe. Ten post-communist Eastern European countries have now become members of the enlarged European Union. The creation of market economies in these countries has been marked by the implementation of 'employer-friendly' labour policies, especially in the area of working environment. While economic successes have been notable, there has also been an ongoing deterioration in labour standards. Drawing on the example from the three Baltic States of Estonia, Latvia and Lithuania, this seminar explores some of the implications of a 'race to the bottom' in labour standards in the newly enlarged European Union in which the new post-communist states are being positioned as exemplars of labour flexibility and adaptability. The paper suggests that for small countries in a global environment, while there may be difficult challenges in maintaining decent labour conditions, failure to do so may have profoundly damaging consequences for longer term development.

About the Speaker:

Charles Woolfson is Professor of Labour Studies in the School of Law at the University of Glasgow. During 2004-2007 he has been on extended leave of absence as European Commission-appointed 'Marie Curie Chair' based at the University of Latvia. He has lived in the Baltic States for the last six years, conducting an ongoing programme of comparative research on issues of industrial relations, working environment and Corporate Social Responsibility in post-communist societies.

Speaker:

Associate Professor Bradon Ellem, Work and Organisational Studies

Title:

From the deserts the prophets come: Robe River to 'Work Choices'

About the Speaker:

Associate Professor Bradon Ellem teaches in both the undergraduate and postgraduate programs in Work and Organisational Studies, delivering subjects in Australian industrial relations, industrial relations policy, negotiations, unionism and research methods. Bradon's initial area of research was labour history where his publications include In Women's Hands' A History of Clothing Trades' Unionism in Australia (1989). He has also produced articles about union strategy, current industrial relations policy and labour politics in the cold war. His current research examines the intersections between human geography and industrial relations. Bradon is an Associate Editor of the journal Labour History and Joint Editor of the Journal of Industrial Relations. With Dr Rae Cooper, a colleague in Work and Organisational Studies, he established the Union Research Group at Sydney University in 2004, a body designed to build research links between universities and unions.

Speaker:

Brenda Ware, WOS PhD Student, University of Sydney

Title:

State of Pay - a Comparative Analysis of the Job Evaluation Systems used in the NSW Public Sector

About the Speaker:

Brenda Ware's research interest is in the field of strategic remuneration management in the context of its application to the world of work and organisations. The focus of this study is on analytical job evaluation. Job evaluation systems are used for establishing the classification and grading of jobs in organisations, in order to determine an appropriate level for a position's remuneration. While, job evaluation has been the subject of research internationally, Brenda's research focuses on analytical job evaluation systems in an Australian context, a largely un-researched area. The international literature in relation to job evaluation points to an enduring debate between opponents of job evaluation and those who advocate job evaluation systems as an integral element in the strategic approach to reward management. However, a close reading of the literature also indicates that some essential issues of job evaluation in work organisations may not yet have been adequately addressed by previous researchers. Hence this study also considers Australian job evaluation systems, which are something of a novelty outside this country. Brenda's research, based on a partnership with three organisations in the NSW public sector, aims to critically review the nature of analytical job evaluation systems, their strengths and weaknesses and the extent to which three job evaluation systems have come to be utilised successfully in NSW public sector agencies.

Speaker:

Amanda Tattersall,WOS PhD Student, University of Sydney

Title:

Coalition Unionism: a comparative analysis of long term coalitions in three countries and their potential for union power

About the Speaker:

Amanda Tattersall is both an academic and an organiser. In 1999 she was a leader in the student movement, as President of the National Union of Students in NSW. She completed her arts/law degree at the University of Technology Sydney in 2002, graduating with first class honours in both degrees, and the university medal for law. As a community organiser, she was active in the refugee movement, establishing the ALP rank and file/union organisation, labor for refugees. She joined Unions NSW in 2002 as the community/coalition organiser, being a key organiser in the Walk against the War Coalition against the 2003 War in Iraq. From her first hand experience with coalitions she decided to do a PhD to try to understand how coalitions between unions and community organisations could be more powerful, and particularly engage range and file union members.

Abstract:

Whether in Unions @Work or the US Union Cities program, coalitions have been held up as one feature of a union renewal agenda. Yet the question of how and when coalitions are likely to deliver social change, or transform unions receives limited attention. This presentation reviews a three country comparison of long term coalitions in Canada, the United States and Australia, for the purpose of identifying common elements of coalitions and common measures for understanding how coalitions can enhance the ability of unions to influence decision makers, shift the political climate, sustain relationships with other organisations and enhance their internal capacity by increasing the engagement and participation of their members.

Speaker:

Dr Damian Hodgson, Manchester Business School, University of Manchester

Title:

Taking Projects Seriously: A Critical Analysis of the Projectification of Work, Organisations and Society

Abstract:

The organisation of work through projects, and the development of a range of tools, techniques and methodologies for the management of project work, is generally recognised as a late 20th century phenomenon (see Morris, 1998; Engwall, 2003). In the past two decades, however, there has been an intensification of interest in project organising, significant in that it has occurred across both the public and private sectors and has had an impact far beyond the traditional heartlands of project work (construction, engineering, and IT). This 'projectification' - of working lives and careers, of work organisations, and arguably of society more broadly - has been celebrated in many quarters as a recognition of the effectiveness of 'project rationality' and of project management technologies to deliver results in today's rapidly-changing environments. Although this claim can be contested by reference to the many failures of project management to deliver on its own terms, my aim in this paper is to encourage a broader critical engagement with project rationality and its consequences, by highlighting the dangers of project management at its most effective, ranging from work intensification, bureaucratisation and enhanced surveillance to the suppression of political and moral reflection in contemporary workplaces.

Dr. Damian Hodgson's research centres on a number of related research themes, including the growth of self-disciplinary forms of control over 'expert' workers and the relationship between such developments and wider contemporary discourses in management. Other issues of interest, now and in the past, include issues of control, self-discipline, resistance and subversion in the workplace; Foucauldian and Labour Process understandings of work; professionalism, in particular the professionalisation of Project Management; the relationship between masculinity, control and resistance; autonomy, creativity and discretion in project work; human and societal implications of 'projectification'; culture management and the manipulation of identity at work; and the codification and global transfer of management knowledge. A key research theme at present is the phenomenon of projects in work organisations, encompassing the emergence of project-based organisations, the widespread adoption of project working across a range of industries, and ongoing efforts to institutionalise Project Management as a professional discipline. In particular, Damian is keen to develop and promote a critical analysis of project management knowledge, in terms of its epistemology, ontology and related core assumptions. While the most pressing need is to reassess the theoretical foundations of project management, his critical work is equally aimed at practitioners, both project managers and project workers, as it aims to provide resources for all those involved in project work to develop and defend non-mainstream ways to organise and manage projects.

Speaker:

Dr Arlene Harvey and Associate Professor John Shields, Discipline of Work & Organisational Studies, University of Sydney

Title:

Change Agents Down Under: A Discourse Analytic Study of US-recruited CEOs in Australian Companies

About the Speakers:

Dr Arlene Harvey is a Lecturer in Work and Organisational Studies and specialises in organisational and managerial communication. Her research is primarily interdisciplinary and involves the application of linguistic, rhetorical and discourse analysis methodologies to texts in the areas of organisation, management, leadership and business education. For the past few years she has been investigating how charismatic leadership rhetoric achieves its effects on listeners and the extent to which effective rhetoric depends upon a speaker's management of the paradoxical forces inherent in many social and organizational processes. Recently, she has also been exploring university teachers' attempts to implement learning and teaching initiatives, with a view to unravelling the relationship between sense-making on the one hand, and compliance and resistance, on the other. The interdisciplinary nature of her research is reflected in the diverse journals in which she has published, including Pragmatics, Functions of Language and Journal of Organisational Change Management. Her work has also been presented at a wide variety of international conferences (management, linguistics and education). Arlene is a member of the International Centre for Research on Organisational Discourse, Strategy and Change (ICRODSC), the International Pragmatics Association, and the Academy of Management.

Associate Professor John Shields teaches human resource management (HRM) in the Discipline of Work and Organisational Studies and has a special interest in the fields of performance and reward management. He has recently undertaken research comparing remuneration practices in Australian and Canadian firms and recently completed a monograph on performance and reward management for Cambridge University Press. His principal research focus at present is on executive remuneration, corporate governance and performance in Australian and international listed companies and he is currently undertaking ARC-funded research on trends in CEO pay-performance sensitivity in ASX-listed companies, 1990-2005. He also has emerging research interests in employee share plans and HRM in small- to medium-sized firms. John also has a longstanding interest in business and labour history, has published extensively in the latter field, and has recently renewed his interest in business history. With colleagues Greg Patmore and Harry Knowles, he is researching and writing a commissioned history of Citigroup and its organisational antecedents in the Australian financial services sector.

Abstract:

To date, there has been little research on the discursive aspects of Australian corporate 'leaders' and 'leadership' or, more specifically, how (or indeed, whether) corporate and public 'talk and text' can help make or break high-profile CEOs. In this paper we explore the leadership journeys of US-imported CEOs recruited to oversee major change in three iconic Australian companies through an analysis of their leadership as represented in the Australian print media. Although all three of our CEOs were introduced as transformational 'change agents', they have also demonstrated very different leadership trajectories and outcomes. Bob Joss (Westpac) is widely acknowledged to have been a corporate success story; George Trumbull (AMP) exited in disgrace; Sol Trujillo (Telstra) remains a work in progress. Despite similarities between Australian and US national cultures, subtle cultural differences are said to exist between the two countries, notably the Australian 'tall poppy syndrome'/'mateship' versus US 'entrepreneurialism'/'rugged individualism'. We explore discursive manifestations of cross-cultural similarity and difference and relate these to critical turning points on these leaders' paths towards triumph or disgrace. We relate discursive shifts to Oberg's phases of 'culture shock': honeymoon; crisis, irritation and alienation; adjustment and recovery; and adaptation, resolution, or acculturation.

Speaker:

Professor Steven Grover

Title:

De-mystifying the Process: How to Publish in Top-Tier North American Management Journals

Speaker:

Professor Steven Grover

Title:

Leadership Integrity and Honesty

Steven Grover BA (Michigan) MPhil PhD (Columbia) is professor of management and deputy dean at the School of Business, University of Otago, New Zealand. Prior to this he held appointments at Georgia State University and Indiana University. He is a Board member of the EGOS and his current research interests include human resource policy influences on work and family, leadership honesty and integrity and how followers perceive and are influenced by this. He is convening a stream on "Ethical Behaviour and Integrity in Organizations" at the EGOS Colloquium in Amsterdam in July 2008. His research has appeared in many leading international journals including Academy of Management Executive, Academy of Management Journal, Administrative Science Quarterly, Journal of Applied Psychology, Journal of Business Ethics,Journal of Management Inquiry, Journal of Organizational Behavior, Organizational Behaviorand Human Decision Processes, Organization Science, Personnel Psychology, and Strategic Management Journal.

Speaker:

Anthony Jensen, WOS PhD Student, University of Sydney

Title:

Insolvency, Trade Union and Employee Buyouts: A Review of the Spanish, Italian and UK Experience

Abstract:

In the economic stagflation and restructuring of the 1970s there was a resurgence in worker's initiatives in worker participation right across Europe, and the USA, with a focus on job preservation in ailing and insolvent businesses. Hundreds of companies and thousands of jobs were saved using the worker buyout strategy.

This resurgence was also translated into different institutional forms in which trade unions were intimately involved: worker co-operatives, workers control, syndicalism, industrial unionism, guild socialism, shop steward movements, factory occupations, work-ins and employee buyouts. Many were to demonstrate the great organisational powers of ordinary working people and challenged the issue of the priority of property rights over workers rights to employment.

Now in the contemporary period of market capitalism the issue of employee buyouts has been raised again, this time as 'thought leadership' to resolve the intractable issue of employee entitlements and job security in insolvency and industrial restructuring. It is an issue that trade unions are cautious about despite not having a policy on insolvency.

This presentation explores the nature of the use of the worker buyout strategy in insolvency and its relationship with trade unions in three different industrial relations jurisdictions: UK, Spain and Italy. The objective is to determine the relationship between the different governance structures, the influence trade unions have on the transition process and the nature of the support that is obtained within the different forms of European capitalism.

About the Speaker:

Anthony Jensen has been a researcher, activist, consultant and policy analyst dedicated to transform the political, social and economic experience in the workplace. This has involved exploring innovative ideas in organisational structure around the worker owned firm and worker co-operatives. After graduating with a Masters in Economics in 1988, which involved the study of three worker buyouts in Sydney, Anthony has worked in the UK since 1996 in Co-operative Development Agencies and the international Human Relations firm William M. Mercer. The last three years have involved leading a research project into insolvency and employee buyouts with field research in Spain. Also in 2006 Anthony wrote a MA module for the Business Ethics course, University of Wales, entitled the "Philosophy and Practice of Employee Ownership".

Title:

Symposium on Non-Union Forms of Employee Representation in the Asia Pacific Rim

Details:

This symposium will focus on non-union forms of employee representation in the Asia-Pacific Rim. There is a resurgence of interest in these approaches with the decline of trade unionism in countries such as Australia and the US. Papers can be both historical and/or contemporary in focus and cover schemes such as employee representation plans, occupational health and safety committees and works councils.