Category Archives: Publikation

„How Personal Relations Work: Individual Market Adaptation and Collective Action in Flexible Labour Markets“

Posted on by

Interesting new acticle in „Industrielle Beziehungen“. Birgit Apitzsch: How Personal Relations Work: Individual Market Adaptation and Collective Action in Flexible Labour Markets

In the context of a growing detachment of workers from organizations and from traditional forms of interest representation, social networks are considered as an important means of individual risk-coping and for union strategies to improve working conditions and organize workers’ interests. To contribute to a better understanding of industrial relations in flexible labour markets, this paper studies the forms and functions of personal networks in the German film and television industry. The findings of this qualitative study provide insights into the institutional and organizational conditions under which networks facilitate individual strategies, the collective organization or fragmentation of the workforce. Particularly important here are not only the strength of ties, but also vertical versus horizontal relations, and interactions between individual and collective strategies of using personal networks.

Source: Industrielle … Mehr lesen...

„Liberté toujours? Gerechtigkeit und Gemeinschaft in neoliberalen Arbeitsregimen am Beispiel der Amway GmbH“

Posted on by

Interessanter Aufsatz von Claudia Groß, Axel Haunschild: Liberté toujours? Gerechtigkeit und Gemeinschaft in neoliberalen Arbeitsregimen am Beispiel der Amway GmbH.

Freiheit und Selbstbestimmung sind zentrale Werte unserer heutigen Arbeitswelt: Die Beziehungen zwischen Organisationen und Arbeitskräften werden marktorientierter, Beschäftigungsrisiken müssen zunehmend von Individuen getragen werden und Unternehmertum wird zum Ideal arbeitnehmerischen Handelns. Am Beispiel einer qualitativen Fallstudie zur Amway GmbH untersuchen wir, wie die mit einer individuellen Leistungsverantwortung verbundenen Gerechtigkeits- und Gemeinschaftsprobleme durch ein Unternehmen „gelöst“ bzw. abgeschwächt werden können. Wir kennzeichnen das diesbezügliche Arrangement als einen „sozialen Kontrakt“, der entlang von vier Dimensionen eine Balance zwischen den Werten Freiheit, Gemeinschaft und Gerechtigkeit herzustellen versucht, und diskutieren Besonderheiten und mögliche Verallgemeinerungen unserer Fallstudie.

(Quelle: Zeitschrift für Personalforschung, 27(2), 81-102; Abstract der Verfasser. Danke an den Rainer Hampp Verlag für den Open Access).… Mehr lesen...

New Publication – Management Revue (Special Issue 1/2013): Societal Embeddedness of Human Resource Management Practices and Strategies

Posted on by

management revue, volume 24, issue 1, 2013

Special Issue:  Societal Embeddedness of Human Resource Management Practices and Strategies, edited by Werner Nienhueser

„Corporate activity does not take place in a social vacuum. Human Resource Management strategies and practices are influenced significantly by their social environment.  For example, the laws and values of a country have a facilitating or restricting influence on how human resources are utilized. At the same time, HRM practices, intentionally or otherwise, contribute to reproducing social conditions: payment systems help to shape attitudes to work, working time regulations influence family life, and so on. What is difficult to estimate is the extent to which the HRM practices of individual companies damage their own functional  prerequisites: if  many companies were to stop investing in training, for instance, this would cause recruitment problems in the long term. …. “ (Source: Werner Nienhueser: Societal Prerequisites and Consequences of Human Resource … Mehr lesen...