Stewart Johnstone is Senior Lecturer in Human Resource Management at Newcastle University Business School and was previously Lecturer in Human Resource Management at Loughborough University. His specialist teaching includes Employment Relations and Human Resource Management courses at undergraduate, postgraduate, and executive levels. A major strand of Stewarts research has been the dynamics of employee voice and participation in both union and non-union firms. In particular, his research has examined organizational attempts to develop collaborative workplace relations in pursuit of mutual gains, and assessed the outcomes of such workplace partnerships for employers, employees, and unions.Peter Ackers is Professor of Industrial Relations and Labour History in the School of Business and Economics at Loughborough University, UK. He studied Politics and Philosophy (PPE, including Sociology) at Lincoln College, Oxford University, followed by an MA in Industrial Relations from Warwick University. His specialist teaching is in International Employment Relations, British Social History and Business Ethics. Peter's intellectual interests centre on the sociological and historical aspects of the employment relationship and how this affects ordinary people and society at large. His work stresses the moderate, constructive character of organized labour, with themes of partnership and pluralism, and challenges Radical and Marxist theories of Industrial Relations.

The analysis is detailed and clear, and there are nice thematic links and relationships between the chapters. The competing unitary/pluralist, organizing/partnership analytic perspectives are developed to good effect through the chapters, as is the discussion about voice in relation to Hall and Soskices varieties of capitalism. This overlap across the chapters, and the different viewpoints expressed in them, is useful for stimulating thought. The writing style should be relatively easy for students to digest, and certainly some of the chapters would be ideal for undergraduate teaching material. On this basis, the book would be an excellent library resource for those researching, teaching or learning about employment relations and voice.

• PART ONE: KEY CONCEPTS; PART TWO: UNION VOICE - COMPETING STRATEGIES; PART THREE: EUROPEAN MODELS & VARIETIES OF CAPITALISM; PART FOUR: LOOKING AHEAD

Stewart Johnstone is Senior Lecturer in Human Resource Management at Newcastle University Business School and was previously Lecturer in Human Resource Management at Loughborough University. His specialist teaching includes Employment Relations and Human Resource Management courses at undergraduate, postgraduate, and executive levels. A major strand of Stewarts research has been the dynamics of employee voice and participation in both union and non-union firms. In particular, his research has examined organizational attempts to develop collaborative workplace relations in pursuit of mutual gains, and assessed the outcomes of such workplace partnerships for employers, employees, and unions.Peter Ackers is Professor of Industrial Relations and Labour History in the School of Business and Economics at Loughborough University, UK. He studied Politics and Philosophy (PPE, including Sociology) at Lincoln College, Oxford University, followed by an MA in Industrial Relations from Warwick University. His specialist teaching is in International Employment Relations, British Social History and Business Ethics. Peter's intellectual interests centre on the sociological and historical aspects of the employment relationship and how this affects ordinary people and society at large. His work stresses the moderate, constructive character of organized labour, with themes of partnership and pluralism, and challenges Radical and Marxist theories of Industrial Relations.

The analysis is detailed and clear, and there are nice thematic links and relationships between the chapters. The competing unitary/pluralist, organizing/partnership analytic perspectives are developed to good effect through the chapters, as is the discussion about voice in relation to Hall and Soskices varieties of capitalism. This overlap across the chapters, and the different viewpoints expressed in them, is useful for stimulating thought. The writing style should be relatively easy for students to digest, and certainly some of the chapters would be ideal for undergraduate teaching material. On this basis, the book would be an excellent library resource for those researching, teaching or learning about employment relations and voice.

• PART ONE: KEY CONCEPTS; PART TWO: UNION VOICE - COMPETING STRATEGIES; PART THREE: EUROPEAN MODELS & VARIETIES OF CAPITALISM; PART FOUR: LOOKING AHEAD

Stewart Johnstone is Senior Lecturer in Human Resource Management at Newcastle University Business School and was previously Lecturer in Human Resource Management at Loughborough University. His specialist teaching includes Employment Relations and Human Resource Management courses at undergraduate, postgraduate, and executive levels. A major strand of Stewarts research has been the dynamics of employee voice and participation in both union and non-union firms. In particular, his research has examined organizational attempts to develop collaborative workplace relations in pursuit of mutual gains, and assessed the outcomes of such workplace partnerships for employers, employees, and unions.Peter Ackers is Professor of Industrial Relations and Labour History in the School of Business and Economics at Loughborough University, UK. He studied Politics and Philosophy (PPE, including Sociology) at Lincoln College, Oxford University, followed by an MA in Industrial Relations from Warwick University. His specialist teaching is in International Employment Relations, British Social History and Business Ethics. Peter's intellectual interests centre on the sociological and historical aspects of the employment relationship and how this affects ordinary people and society at large. His work stresses the moderate, constructive character of organized labour, with themes of partnership and pluralism, and challenges Radical and Marxist theories of Industrial Relations.

The analysis is detailed and clear, and there are nice thematic links and relationships between the chapters. The competing unitary/pluralist, organizing/partnership analytic perspectives are developed to good effect through the chapters, as is the discussion about voice in relation to Hall and Soskices varieties of capitalism. This overlap across the chapters, and the different viewpoints expressed in them, is useful for stimulating thought. The writing style should be relatively easy for students to digest, and certainly some of the chapters would be ideal for undergraduate teaching material. On this basis, the book would be an excellent library resource for those researching, teaching or learning about employment relations and voice.

• PART ONE: KEY CONCEPTS; PART TWO: UNION VOICE - COMPETING STRATEGIES; PART THREE: EUROPEAN MODELS & VARIETIES OF CAPITALISM; PART FOUR: LOOKING AHEAD