Bruce E. Kaufman – författare

In the last decade, nonunion employee representation (NER) has become a much discussed topic in the fields of human resource management, employment relations, and employment/labor law. This book examines the purpose, structure, and performance of various types of employee representation bodies created by companies in non-union settings to promote collective forums for voice and involvement at the workplace. This unique volume presents the first longitudinal evidence on the performance, success, and failure of NER plans over an extended time period. Consisting of twelve detailed, in-depth case studies of actual NER plans in operation across four countries, this volume provides unparalleled evidence on such matters as: the motives behind the initial establishment of NER, different organizational forms of NER in industry, key success and failure factors over the long-term, pro and con evaluations for employers and employees, and more. Voice and Involvement at Work captures an unequalled international and comparative perspective through a wide cross-section of different NER forms.

This volume presents five studies on key dimensions of union-management relations. Topics examined include union representation, financial consequences of unionism, wage determination, workplace innovation and conflict resolution in unionized enterprises in North America. In addition, the volume features four papers that examine university degree programmes in human resource management and industrial relations and, in particular, the extent to which the programmes provide students with the skills and competencies currently in demand by employers.

Continuing to provide forward-thinking industrial relations research, Volume 11 of "Advances in Industrial and Labor Relations" (AILR) features studies of EEOC and FMCS mediation approaches and effectiveness; union organizing, political effectiveness and internal democracy; the effects of broad-based stock option plans on the performance of unionized and non-union companies; and 21st century prospects for a new baby boom generation, employee-driven corporate governance, and global labour markets. These studies offer a variety of disciplinary perspectives, research designs, and analytic methods, yet they all contain important findings, some quantitative and some qualitative, as well as conclusions about key aspects of contemporary industrial relations.

This volume contains papers dealing with topics such as the effects of company unions on wages, the effects of labour market regulation on hiring standards, coalition bargaining at General Electric, cooperative labour-management partnerships in the steel industry, the union commitment of adjunct faculty, the effects of union political outreach on union members political perceptions, preferences and voting behaviour, reinterpretation of "new" labour historians differences with "old" labour historians, and newly discovered lecture notes by industrial relations scholar Sumner Slichter that detail his views on the early development of welfare capitalism in the US. These papers contain a vibrant mix of disciplinary perspectives, analytical methods, arguments and conclusions about key industrial relations topics - and do so from both contemporary and historical perspectives. The volume should be of interest to industrial relations scholars and students worldwide.

"Advances in Industrial and Labor Relations" (AILR) continues to receive high quality submitted manuscripts and to publish the best among these, as determined by double blind anonymous refereeing. Volume 13 of "AILR" contains eight papers dealing, respectively, with European responses to high unemployment rates; the effects of alternative types of staffing arrangements; the adoption and use of alternative dispute resolution procedures in the nonunion workplace; the implications of organizational ombuds arrangements for voice, conflict resolution and fairness at work; building and sustaining labor-management partnerships; union and employer tactics in Ontario, Canada organizing campaigns; the late 20th century campaign for U.S. striker replacement legislation; and the development over a quarter-century of Australian industrial relations thought. It is no accident that the research settings for the papers contained in this volume include North America, Europe and the Pacific Rim. "AILR" has long encouraged manuscript submissions from researchers worldwide, and seeks to publish articles that expand theoretical and empirical industrial relations knowledge beyond that obtained from U.S. settings and data sources. Taken as a set, the eight papers contained in Volume 13 of "AILR" clearly reflect achievement of this objective.

Volume 14 of "Advances in Industrial and Labor Relations (AILR)" contains 10 papers dealing, respectively, with HR versus finance in the control of corporate health care decisions; a theory of workplace conflict grounded in U.S. municipal collective bargaining; creative compliance in, or union defiance of, labor regulation in Australia; the extent to which union organizing means determine bargaining ends; the failure of labor-manangement cooperation at two Maine (U.S.) paper mills; the interplay between union and nonunion representation arrangements at Eurotunnel; challenges to and prospects for the industrial relations field in France; an empirical and comparative analysis of the industrial relations field in Germany; the development of the industrial relations field in Canada; and the implications of a decentralized labor market for industrial relations as a field in Australia. Taken together, these papers feature a rich mix of theory and empiricism, quantitative and qualitative analyses, and international perspectives on both industrial relations and human resources. Four of the papers were winners of the 2004 and 2005 AILR/Labor and Employment Relations Association Competitive Papers Competitions, and all papers were subject to double blind anonymous refereeing. The papers in Volume 14 of "AILR" will be of interest to industrial relations and human resource scholars and practitioners worldwide.

Volume 15 of "Advances in Industrial and Labor Relations" (AILR) contains ten papers, four of which deal with human resource management and six of which deal with unionization. Six of the papers were originally presented in Best Papers sessions at the 57th and 58th annual meetings of the Labor and Employment Relations Association (LERA). In keeping with AILRs global perspective and global sourcing of leading research, the studies contained in these papers draw on data from the United Kingdom, France, Asia, Canada and the United States. It contains 10 papers that address human resource management and unionization.

Examines the history, contemporary practice, and policy issues of non-union employee representation in the USA and Canada. The text encompasses many organizational devices that are organized for the purposes of representing employees on a range of production, quality, and employment issues.

A study of the long-term decline of the labour movement in America, exploring the outlook for labour and unions in the 21st century. There are insights from contributors from a range of backgrounds - academic and non-academic, domestic and foreign, pro- and anti-union.

A study of the long-term decline of the labour movement in America, exploring the outlook for labour and unions in the 21st century. There are insights from contributors from a range of backgrounds - academic and non-academic, domestic and foreign, pro- and anti-union.

This collection examines the evolution of the philosophy and practice of human resource management (HRM) and industrial relations (IR) over the twentieth century. By combining history, contemporary practice, and future trends, these well-known experts present both scholarly and practitioner perspectives. Drawing on in-depth interviews and surveys with HRM executives at leading corporations, the contributors explore key trends and issues facing global companies in such areas as equal opportunity, compensation practices, and expatriation programs. The book also takes an in-depth look at one particular player in the story - Industrial Relations Counselors, Inc., the first non-profit research and consulting organization dedicated to improved HRM/IR practices - which was founded by John D. Rockefeller in 1926, and has played a central role in the development of key labor legislation including the Social Security Act.

Human resource departments are key components in the people management system of nearly every medium-to-large organization in the industrial world. They provide a wide range of essential services relating to employees, including recruitment, compensation, benefits, training, and labor relations. A century ago, however, before the concept of human resource management had been invented, the supervision and care of employees at even the largest companies were conducted without written policies or formal planning, and often in harsh, arbitrary, and counterproductive ways.How did companies such as United States Steel manage a workforce of 160,000 employees at dozens of plants without a specialized personnel or industrial relations department? What led some of these organizations to introduce human resources practices at the end of the nineteenth century? How were the earliest personnel departments structured and what were their responsibilities? And how did the theory and implementation of human resources management evolve, both within industry and as an academic field of research and teaching?In Managing the Human Factor, Bruce E. Kaufman chronicles the origins and early development of human resource management (HRM) in the United States from the 1870s, when the Labor Problem emerged as the nation's primary domestic policy concern, to 1933 and the start of the New Deal. Through new archival research, an extensive review and synthesis of the historical and contemporary literatures, and case studies illustrating best (and worst) practices during this period, Kaufman identifies the fourteen ideas, events, and movements that led to the creation of specialized HRM departments in the late 1910s, as well as their further growth and development into strategic business units in the welfare capitalism period of the 1920s.The research presented in this book not only uncovers many new aspects of the early development of personnel and industrial relations but also challenges central parts of the contemporary interpretation of the concept and evolution of HRM. Rich with insights on both the present and past of human resource management, Managing the Human Factor will be widely regarded as the definitive account of the early history of employee management in American companies and a must-read for all those interested in the indispensable function of managing people in organizations.

In a companion volume to Managing the Human Factor, also from Cornell, Bruce E. Kaufman shows how American firms transitioned from the traditional "hired hand" model of human resource management (HRM) to the modern "human resources" version popular today. Kaufman illuminates through fifteen detailed case studies the structure and operation of HRM programs and practices across a diverse range of American business firms spanning the fifty years from 1880 to 1930.Nine of the fifteen case studies in Hired Hands or Human Resources? examine HRM before World War I and document the highly informal, decentralized, externalized, and sometimes harsh nature of the people-management practices of that era. The remaining six span the Welfare Capitalism decade of the 1920s and reveal the marked transformation to a more progressive and professional model of personnel practice at some companies, along with continued reliance on the traditional model at others.Kaufman gained access to the richly detailed audits of company HRM programs prepared during the 1920s by Industrial Relations Counselors, Inc., and draws upon this trove of information to present the most in-depth, up-close evidence available of how companies of this period managed their employees and how the practice of HRM evolved and developed. Hired Hands or Human Resources? features new insights into key subjects such as the strategic versus tactical nature of early HRM, alternative models of workforce governance used in these years, and the reasons some companies created autonomous HRM departments.

This volume contains distinctive papers that explore important aspects of contemporary employment relationships, some on micro level in orientation, whereas others are more macro oriented. Some papers contain extensive quantitative analysis, while others feature deep qualitative analysis, all shedding new light on their chosen topics. Contributors provide evidence and examples from the USA, the UK, Canada, and the Netherlands, dealing with topics such as: the dual alignment of industrial relations activity in terms of strategic choice and mutual gains; evidence from Canada about first contract arbitration and its implications for the proposed USA Employee Free Choice Act; the search for an integrated model of worker participation and organizational performance at the level of the firm; the impact of employee well-being policies and sickness absence on workplace performance; the role of participation in decision making in reducing work-life conflict; an institutional analysis of union engagement in Western New York State economic development; and, the International Labor Organization's enforcement of labor standards in the global maritime industry.

This innovative book describes the historical development of human resource management (HRM) in seventeen countries around the world. The chapters, written by national experts, describe the origin of HRM in the late 19th - early 20th century and its evolution and development as a business practice to the present day.Offering a comprehensive cross-disciplinary perspective, the chapters discuss the economic, political and social factors that shaped HRM in each country, including the role of national labor movements and labor law regimes. The authors also provide an examination of HR practices and systems within firms, starting with rudimentary hiring and compensation a century ago, progressing to personnel and industrial relations programs in the last century, and culminating in modern human resource management practices today, including strategic high-performance systems. This unique book is the first to identify the commonalities and differences in HRM both across nations and over time.A book with real international appeal, The Development of Human Resource Management Across Nations will interest researchers, students and practitioners involved with management, industrial relations, labor economics, organizational behavior and employment law.Contributors: C. Aldao-Zapiola, A. Camuffo, L. Chen, G. Costa, L. Gonãs, H. Gospel, Z. Guimarães Horta, I. Gurkov, I. Harpaz, B.E. Kaufman, P. Larson, Y-M. Lee, M. Meyer, E. Morgunov, J. Rojot, R. Rosenberger, A. Settles, J.S. Sodhi, Z. Su, L. Tüzüner, J-W. Woo, C. Wright, O. Zelenova, X. Zeng

Ever since the emergence of industrial relations as a field in the late 1920s, three different approaches to labor problems have been focal points for research and debate, according to Bruce E. Kaufman. What he refers to as "employers" solutions involve personnel management; workers rely on unionism and collective bargaining; and the third component, the community, depends on government regulation in the form of protective labor legislation and social insurance programs. Kaufman contends that government regulation has contributed significantly to the remarkable progress made during the twentieth century in achieving a more productive and humane workplace. As labor problems have changed, debate about the efficacy of government regulation has continued. In this volume, some of the most distinguished scholars in industrial relations frame the current issues, develop theoretical insights, and provide an objective review of the empirical evidence.

Developing a strong theoretical base for research and practice in industrial relations and human resource management has to date remained a largely unfulfilled challenge. This pioneering volume helps close the theory gap by presenting contributions from fifteen leading scholars that develop and extend theoretical perspectives on work and the employment relationship. Subject areas covered include theories of employment relations systems, varieties of capitalism, the labor process, new institutional economics, individual work motivation, strategic human resource management, a theory of transaction costs and employment contracts, efficiency versus equity, and comparative industrial relations.

In the last decade, nonunion employee representation (NER) has become a much discussed topic in the fields of human resource management, employment relations, and employment/labor law. This book examines the purpose, structure, and performance of various types of employee representation bodies created by companies in non-union settings to promote collective forums for voice and involvement at the workplace. This unique volume presents the first longitudinal evidence on the performance, success, and failure of NER plans over an extended time period. Consisting of twelve detailed, in-depth case studies of actual NER plans in operation across four countries, this volume provides unparalleled evidence on such matters as: the motives behind the initial establishment of NER, different organizational forms of NER in industry, key success and failure factors over the long-term, pro and con evaluations for employers and employees, and more. Voice and Involvement at Work captures an unequalled international and comparative perspective through a wide cross-section of different NER forms.

One of the best-known and most-quoted books ever written on labor unions is What Do Unions Do? by Richard Freeman and James Medoff. Published in 1984, the book proved to be a landmark because it provided the most comprehensive and statistically sophisticated empirical portrait of the economic and socio-political effects of unions, and a provocative conclusion that unions are on balance beneficial for the economy and society.The present volume represents a twentieth-anniversary retrospective and evaluation of What Do Unions Do? The objectives are threefold: to evaluate and critique the theory, evidence, and conclusions of Freeman and Medoff; to provide a comprehensive update of the theoretical and empirical literature on unions since the publication of their book; and to offer a balanced assessment and critique of the effects of unions on the economy and society. Toward this end, internationally recognized representatives of labor and management cover the gamut of subjects related to unions.Topics covered include the economic theory of unions; the history of economic thought on unions; the effect of unions on wages, benefits, capital investment, productivity, income inequality, dispute resolution, and job satisfaction; the performance of unions in an international perspective; the reasons for the decline of unions; and the future of unions. The volume concludes with a chapter by Richard Freeman in which he assesses the arguments and evidence presented in the other chapters and presents his evaluation of how What Do Unions Do? stands up in the light of twenty years of additional experience and research. This highly readable volume is a state-of-the-art survey by internationally recognized experts on the effects and future of labor unions. It will be the benchmark for years to come.

One of the best-known and most-quoted books ever written on labor unions is What Do Unions Do? by Richard Freeman and James Medoff. Published in 1984, the book proved to be a landmark because it provided the most comprehensive and statistically sophisticated empirical portrait of the economic and socio-political effects of unions, and a provocative conclusion that unions are on balance beneficial for the economy and society.The present volume represents a twentieth-anniversary retrospective and evaluation of What Do Unions Do? The objectives are threefold: to evaluate and critique the theory, evidence, and conclusions of Freeman and Medoff; to provide a comprehensive update of the theoretical and empirical literature on unions since the publication of their book; and to offer a balanced assessment and critique of the effects of unions on the economy and society. Toward this end, internationally recognized representatives of labor and management cover the gamut of subjects related to unions.Topics covered include the economic theory of unions; the history of economic thought on unions; the effect of unions on wages, benefits, capital investment, productivity, income inequality, dispute resolution, and job satisfaction; the performance of unions in an international perspective; the reasons for the decline of unions; and the future of unions. The volume concludes with a chapter by Richard Freeman in which he assesses the arguments and evidence presented in the other chapters and presents his evaluation of how What Do Unions Do? stands up in the light of twenty years of additional experience and research. This highly readable volume is a state-of-the-art survey by internationally recognized experts on the effects and future of labor unions. It will be the benchmark for years to come.

This volume discusses such topics as where we stand in industrial relations and human resources, critical junctures in the transformation of industrial relations systems, and successor unions and the evolution of industrial relations in former Communist countries.

'Korea owes its rise to the ranks of the most prosperous nations, largely, to its investment in human resources. Yet, significant gaps remain that block further improvements in the lives of its workers and citizens. This book is as authoritative and comprehensive as it is insightful on the strengths of the Korean system and the challenges Korean policymakers face. In this respect, this book is not simply a telling of the Korean condition but rather of every nation aspiring to prosperity.'- Anil Verma, University of Toronto, Canada'This book is a compedium of information on the evolution, development and practice of employment relations in South Korea. It records the dynamism that enables the tripartite actors in S. Korea to respond to changing economic and political development, as well as the tremendous industrialization that the country has witnessed in recent decades. The social partners have not only played an active role in shaping public policy, as well as the behaviour and interaction between them and the State. These have enormously contributed to industrial peace, industrialization and economic growth and development. This is a book that is surely to serve not only the academic community and the social partners in Korea, as they evaluate their own role, strategy and desirable changes so as to build on achieved success. For students of comparative employment relations, the book is a useful case study, and I commend it to the international employment relations community.'- Tayo Fashoyin, Retired Professor of Comparative Employment Relations; Former Director in the ILO, Geneva, and Former Secretary of ILERAThe Evolution of Korean Industrial and Employment Relations explores current employment and workplace relations practice in South Korea, tracing their origins to key historical events and inevitable cultural adaptation in one of Asia’s ‘'miraculous’ democracies'. This volume challenges common but dated misconceptions of Korean industrial relations fixated on an economically successful but politically turbulent past. As Korea’'s employment relations continue to evolve, the accommodations made by companies and labor provide powerful insights for leaders in developing economies worldwide striving for prosperity, stability, and democratization. This book focuses on current realities both social and economic to uncover the potent challenges facing employers and workers in a slow-growth era of union decline. Lee and Kaufman provide a wide-ranging and global perspective authored by established and up-and-coming scholars both in and outside Korea in fields such as labor law, sociology, industrial relations, and labor economics. Up-to-date evaluation, data and analysis provide a modern and innovative perspective on employment and industrial relations practice.Scholars of global and specifically Asian industrial relations, human resource management and modern comparative labor relations will find this book of value. Policy makers and CEOs in emerging economics will benefit from the modern and innovative perspective on employment and industrial relations practice, including CEOs managing workplaces in South Korea.Contributors include: J.R. Bellace, C. Brewster, H.-G. Chang, Y.-K. Choi, F.L. Cooke, V.L. Doellgast, M. Gunderson, J.-J. Hur, I. Jun, B.E. Kaufman, D.-B. Kim, D.-O. Kim, H. Kim, H.-T. Kim, T.A. Kochan, H. Kwon, R. Lansbury, B.-H. Lee, K.-S. Lee, S.-H. Lee, S.-M. Lee, Y.-M. Lee, D. Lewin, Y. Nho, K.W. Park, M.J. Park, K.-P. Roh, P. Sheldon, P.B. Voos

'Korea owes its rise to the ranks of the most prosperous nations, largely, to its investment in human resources. Yet, significant gaps remain that block further improvements in the lives of its workers and citizens. This book is as authoritative and comprehensive as it is insightful on the strengths of the Korean system and the challenges Korean policymakers face. In this respect, this book is not simply a telling of the Korean condition but rather of every nation aspiring to prosperity.'- Anil Verma, University of Toronto, Canada'This book is a compedium of information on the evolution, development and practice of employment relations in South Korea. It records the dynamism that enables the tripartite actors in S. Korea to respond to changing economic and political development, as well as the tremendous industrialization that the country has witnessed in recent decades. The social partners have not only played an active role in shaping public policy, as well as the behaviour and interaction between them and the State. These have enormously contributed to industrial peace, industrialization and economic growth and development. This is a book that is surely to serve not only the academic community and the social partners in Korea, as they evaluate their own role, strategy and desirable changes so as to build on achieved success. For students of comparative employment relations, the book is a useful case study, and I commend it to the international employment relations community.'- Tayo Fashoyin, Retired Professor of Comparative Employment Relations; Former Director in the ILO, Geneva, and Former Secretary of ILERAThe Evolution of Korean Industrial and Employment Relations explores current employment and workplace relations practice in South Korea, tracing their origins to key historical events and inevitable cultural adaptation in one of Asia’s ‘'miraculous’ democracies'. This volume challenges common but dated misconceptions of Korean industrial relations fixated on an economically successful but politically turbulent past. As Korea’'s employment relations continue to evolve, the accommodations made by companies and labor provide powerful insights for leaders in developing economies worldwide striving for prosperity, stability, and democratization. This book focuses on current realities both social and economic to uncover the potent challenges facing employers and workers in a slow-growth era of union decline. Lee and Kaufman provide a wide-ranging and global perspective authored by established and up-and-coming scholars both in and outside Korea in fields such as labor law, sociology, industrial relations, and labor economics. Up-to-date evaluation, data and analysis provide a modern and innovative perspective on employment and industrial relations practice.Scholars of global and specifically Asian industrial relations, human resource management and modern comparative labor relations will find this book of value. Policy makers and CEOs in emerging economics will benefit from the modern and innovative perspective on employment and industrial relations practice, including CEOs managing workplaces in South Korea.Contributors include: J.R. Bellace, C. Brewster, H.-G. Chang, Y.-K. Choi, F.L. Cooke, V.L. Doellgast, M. Gunderson, J.-J. Hur, I. Jun, B.E. Kaufman, D.-B. Kim, D.-O. Kim, H. Kim, H.-T. Kim, T.A. Kochan, H. Kwon, R. Lansbury, B.-H. Lee, K.-S. Lee, S.-H. Lee, S.-M. Lee, Y.-M. Lee, D. Lewin, Y. Nho, K.W. Park, M.J. Park, K.-P. Roh, P. Sheldon, P.B. Voos

Volume 16 of "Advances in Industrial and Labor Relations" ("AILR") highlights important and interesting aspects of industrial and labor relations. Such issues include alternative approaches to establishing an ownership culture, accounting for union collective action through resource acquisition and mobilization, union avoidance through double-breasting, labor-management partnership and mutual gains, high involvement work systems and union-management communication networks, a new paradigm for IR/HR theory and research, implications for women of private pension reform, and competing ethical conceptions of the minimum wage.

Continuing the tradition of "Advances in Industrial and Labor Relations" ("AILR") this volume presents a rich mix of different approaches in industrial relations scholarship covering labor history, theory, quantitative and qualitative analysis. The range of papers in this volume potentially has significant implications for labour research and policy. The themes in this volume cover important social, economic and business perspectives raising critical issues from historical to contemporary debates covering issues such as union recognition and investor reaction, human resource management and organisational performance in the healthcare industry, employer associations, labor-related human rights and standards compliance in developing countries, work identity and sexual diversity, paradigm shifts in industrial relations and contract arbitration in Canada. This diverse range of themes provides not only an informative and useful contribution to our existing knowledge but raises important issues for contemporary debates in political and economic forums.