Harvie Ramsay – författare

First published in 1989. In the decade before this book was originally published, employee share ownership and profit sharing had increased markedly as successive governments introduced fiscal legislation promoting their uses. Yet how successful had ‘people’s capitalism’ been? The Glasgow study was a major empirical investigation into this issue and was a response to the need for an independent assessment. It discusses how attitudes to ownership had changed and how these, in turn, related to attitudes to work. It also addresses the implications of profit sharing and employee share ownership for industrial relations both for individual companies and at a national level.

First published in 1989. In the decade before this book was originally published, employee share ownership and profit sharing had increased markedly as successive governments introduced fiscal legislation promoting their uses. Yet how successful had ‘people’s capitalism’ been? The Glasgow study was a major empirical investigation into this issue and was a response to the need for an independent assessment. It discusses how attitudes to ownership had changed and how these, in turn, related to attitudes to work. It also addresses the implications of profit sharing and employee share ownership for industrial relations both for individual companies and at a national level.

The revolution in new technology gave rise to new work patterns and improved productivity, all of which affect the management of human resources. Expectations for increased efficiency have not always been fulfilled because of the problems that have arisen in workings of labour relations. How can management maximize the benefits of these technologies while co-operating with their employees? How far are trade unions involved in the decisions as companies adopt new technology? Is the workforce consulted in systems design? This book, originally published in 1992 looks at the problems of developing strategies in information technology when considering labour relations. Experts in industrial sociology, human resource management and organizational behaviour assess the achievements and failures, including consideration of issues such as public sector work, gender and race. Drawing on empirical evidence, the contributors cover a wide range of industries including case studies in electronics and banking, together with international comparisons.

The revolution in new technology gave rise to new work patterns and improved productivity, all of which affect the management of human resources. Expectations for increased efficiency have not always been fulfilled because of the problems that have arisen in workings of labour relations. How can management maximize the benefits of these technologies while co-operating with their employees? How far are trade unions involved in the decisions as companies adopt new technology? Is the workforce consulted in systems design? This book, originally published in 1992 looks at the problems of developing strategies in information technology when considering labour relations. Experts in industrial sociology, human resource management and organizational behaviour assess the achievements and failures, including consideration of issues such as public sector work, gender and race. Drawing on empirical evidence, the contributors cover a wide range of industries including case studies in electronics and banking, together with international comparisons.