A New Theory of Industrial Relations: People, Markets and Organizations after Neoliberalism

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Conor Cradden (Department of Sociology at the University of Geneva,) Edmund Heery

A New Theory of Industrial Relations

People, Markets and Organizations after Neoliberalism

Conor Cradden (Department of Sociology at the University of Geneva,), Edmund Heery, Conor Cradden

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English

Routledge
05 December 2017

Labour economics; Personnel & human resources management; Industrial relations

Series: Routledge Research in Employment Relations

Most existing theoretical approaches to industrial relations and human resources management (IR/HRM) build their analyses and policy prescriptions on one of two foundational assumptions. They assume either that conflict between workers and employers is the natural and inevitable state of affairs; or that under normal circumstances, cooperation is what employers can and should expect from workers. By contrast, A New Theory of Industrial Relations: People, Markets and Organizations after Neoliberalism proposes a theoretical framework for IR/HRM that treats the existence of conflict or cooperation at work as an outcome that needs to be explained rather than an initial presupposition. By identifying the social and organizational roots of reasoned, positively chosen cooperation at work, this framework shows what is needed to construct a genuinely consensual form of capitalism. In broader terms, the book offers a critical theory of the governance of work under capitalism. ‘The governance of work’ refers to the structures of incentives and sanctions, authority, accountability and direct and representative participation within and beyond the workplace by which decisions about the content, conditions and remuneration of work are made, applied, challenged and revised.

The most basic proposition made in the book is that work will be consensual—and, hence, that employees will actively and willingly cooperate with the implementation of organizational plans and strategies—when the governance of work is substantively legitimate. Although stable configurations of economic and organizational structures are possible in the context of a bare procedural legitimacy, it is only where work relationships are recognized as right and just that positive forms of cooperation will occur. The analytic purpose of the theory is to specify the conditions under which substantive legitimacy will arise. Drawing in particular on the work of Alan Fox, Robert Cox and Jürgen Habermas, the book argues that whether workers fight against, tolerate or willingly accept the web of relationships that constitutes the organization depends on the interplay between three empirically variable factors: the objective day-to-day experience of incentives, constraints and obligations at work; the subjective understanding of work as a social relationship; and the formal institutional structure of policies, rules and practices by which relationships at work are governed.

By: Conor Cradden (Department of Sociology at the University of Geneva ), Conor Cradden
Series edited by: Edmund Heery
Imprint: Routledge
Country of Publication: United Kingdom
Dimensions: Height: 229mm, Width: 152mm,
Weight: 453g
ISBN: 9781138124615
ISBN 10: 1138124613
Series: Routledge Research in Employment Relations
Pages: 208
Publication Date: 05 December 2017
Audience: College/higher education , Primary
Format: Hardback
Publisher's Status: Active

Chapter One: Can Industrial Relations Save the World? Chapter Two: Industrial Relations Policy: Conflict & Cooperation in the Governance of Work Chapter Three: Industrial Relations Theory: From Industrial Democracy to the Web of Rules and Back Again Chapter Four: System, Lifeworld and Points in Between Chapter Five: Frames of Reference Chapter Six: A New Theory of Industrial Relations Chapter Seven: What Can We Do with NTIR? Implications for Research and Policy

Conor Cradden is an independent researcher and consultant based in France. He works on industrial relations, the sociology of work and employment and international labour regulation. He is the author of two previous books, Repoliticizing Management: A Theory of Corporate Legitimacy (Ashgate, 2005) and Neoliberal Industrial Relations Policy in the UK: How the Labour Movement Lost the Argument (Palgrave, 2014).