Synopsis
A Theory of Employment Systems considers why there are such great international differences in the way employment relations are organized within the firm. Taking account of the growing evidence that international diversity is not being wiped out by 'globalization', it sets out from the theory of the firm first developed by Coase and Simon, and explains why firms and workers should use the employment relationship as the basis for their economic cooperation. The originality of the employment relationship lies in its flexibility. It gives managers the authority to organize work, but it also establishes limits on employees' obligations.
The author argues that these limits are provided by four basic types of employment rule. Which one predominates in a given environment is the source of international diversity in employment relations. Drawing upon evidence from the US, Japan, France, Germany, and Britain, the theory is extended to show why such diversity extends deep into key areas of human resource management, such as performance management, incentive pay, and skill development. It also explains why the open-ended employment relationship continues to dominate work despite the growth of market-mediated work relations.
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About the Author
David Marsden is presently a Reader in Industrial Relations at the London School of Economics. His career has also taken him to Aix-en-Provence, Trier, and Rome as a Visiting Professor. He has researched extensively on comparative industrial relations and labour markets, and he has worked with the ILO, the OECD, the European Commission, and the World Bank. At present, he also acts as a member of a team of advisors to European Commissioner Edith Cresson on education and training policies in the EU.
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A Theory of Employment Systems: Micro-Foundations of Societal Diversity (eng)
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Hardcover. Condition: new. Hardcover. A Theory of Employment Systems considers why there are such great international differences in the way employment relations are organized within the firm. Taking account of the growing evidence that international diversity is not being wiped out by 'globalization', it sets out from the theory of the firm first developed by Coase and Simon, and explains why firms and workers should use the employment relationship as the basis for their economic cooperation.The originality of the employment relationship lies in its flexibility. It gives managers the authority to organize work, but it also establishes limits on employees' obligations. Theauthor argues that these limits are provided by four basic types of employment rule. Which one predominates in a given environment is the source of international diversity in employment relations. Drawing upon evidence from the US, Japan, France, Germany, and Britain, the theory is extended to show why such diversity extends deep into key areas of human resource management, such as performance management, incentive pay, and skill development. It also explains why the open-ended employmentrelationship continues to dominate work despite the growth of market-mediated work relations. Provides an analysis of employment systems in leading industrialized countries at both macro and micro levels. The book offers a clear framework for classifying employment systems and will be essential reading for advanced students of Human Resource Management and Industrial Relations. Shipping may be from multiple locations in the US or from the UK, depending on stock availability. Seller Inventory # 9780198294238
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Hardcover. Condition: new. Hardcover. A Theory of Employment Systems considers why there are such great international differences in the way employment relations are organized within the firm. Taking account of the growing evidence that international diversity is not being wiped out by 'globalization', it sets out from the theory of the firm first developed by Coase and Simon, and explains why firms and workers should use the employment relationship as the basis for their economic cooperation.The originality of the employment relationship lies in its flexibility. It gives managers the authority to organize work, but it also establishes limits on employees' obligations. Theauthor argues that these limits are provided by four basic types of employment rule. Which one predominates in a given environment is the source of international diversity in employment relations. Drawing upon evidence from the US, Japan, France, Germany, and Britain, the theory is extended to show why such diversity extends deep into key areas of human resource management, such as performance management, incentive pay, and skill development. It also explains why the open-ended employmentrelationship continues to dominate work despite the growth of market-mediated work relations. Provides an analysis of employment systems in leading industrialized countries at both macro and micro levels. The book offers a clear framework for classifying employment systems and will be essential reading for advanced students of Human Resource Management and Industrial Relations. Shipping may be from our UK warehouse or from our Australian or US warehouses, depending on stock availability. Seller Inventory # 9780198294238
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