Dissertation (M.A.) - University of Warwick, 1995.
Employee participation in France and Germany by Frank Wooldridge The author considers the positions taken by two countries which have always taken employee participation seriously 26 T he involvement of employees by such processes as giving information to, or the consultation of, such employees or their representation, and their. France can look back at a long tradition of employee financial participation. France is one of the leaders in the incidence of participation schemes in Europe. State support for employee financial participation is stronger than in other European countries. Companies with 50 employees or more are required by law to offer a profit-sharing scheme. Direct employee participation in the public services An overview of the implementation and effects of direct employee participation in social public services. Available in EN, FR, DE, IT and ES. Participating on equal terms? Innovations in the workplace raise important issues for equal opportunities. assistance in form of employee involvement. Employees participate in management through delegation, work teams, goal setting and empowerment (DeCenzo and Robins,). In today‟s work arrangements, more employees at all levels will be required to delegate some of the job tasks and responsibilities to other organizational members.
This chapter will also, therefore, cover developments in direct employee involvement systems in both countries. Whilst these direct-voice systems have received a great deal of attention within the HRM literature (Pfeffer, ), they tend to be downplayed within that Author: Heinz-Josef Tüselmann, Frank McDonald, Arne Heise, Matthew M. C. Allen, Svitlana Voronkova. Although beliefs deeply held by unions and employers rule out major support in the United States for employee participation on boards of directors, there has been a remarkable development of joint labor management committees plant production committees and bodies concerned with improving productivity, the quality of working life or community relations. Key findings Overall, the application of financial participation became more widespread during the s. The growing popularity of capital markets in many Member States provided an opportunity for companies to introduce employee share ownership schemes. The / Cranet survey showed that less than one-third (31%) of firms with more than employees have an employee. International Journal of Management Science and Engineering Management, Vol. 3 () No. 1, pp. topic as well as its scant implementation in Europe, with the exception of UK. The United Kingdom together with the United States are two of the countries which have developed most direct participation and ﬁnancial by:
Direct participation involves the employees themselves, whereas indirect participation takes place through an intermediary of employee representative bodies, such as works councils or trade unions. Two main forms of direct participation include consultative participation and delegative participation (Geary & Sisson, ).Cited by: Request PDF | The Development of Employee Financial Participation in Europe | Financial participation is a key human resource management practice, extending democracy at . Unions are the most common way that employees are represented and they can now legally compel the employer to deal with them, but only if they have sufficient support. Most non-union workplaces have no employee representation, and the regulations implementing the EU directive on information and consultation have not changed this. more. Employee participation in organizations commonly takes two forms: direct participation resulting from the break with hierarchical forms of management and decentralization of the decision-making process, and indirect participation (or representative participation) meaning organized labour. The following review by one of our authors will focus on how both participation modes affect .