Michael Gold – författare

Providing a UK perspective on the EU's social dimension, this new text opens with a historical overview of EU social and employment policy, which is followed by chapters that focus on specific topics covered by the 'social dimension' of the European Union. These give the reader a detailed understanding of the nature of EU involvement in each area.

Growing interest in corporate social responsibility (CSR) has focused attention on the relationship between businesses and key stakeholders, such as NGOs and local communities. Curiously, however, commentators on CSR rarely discuss the role of trade unions, while commentators on employment relations seldom engage with CSR. This situation is all the more remarkable since unions are a critically important social actor and have traditionally played a prominent role in defending the interests of one key stakeholder in the company, the employee. Written by dedicated experts in their field, this book addresses a key gap in the literature on both CSR and employment relations, namely trade union policies towards CSR, as well as union engagement with particular CSR initiatives and the challenges they face in doing so. The research covers eleven European countries which, when taken together, constitute a representative sample of industrial relations structures across the continent. This book will be essential reading for scholars, students and practitioners of international business, employment relations, public policy and CSR. Its foreword is written by Philippe Pochet and Maria Jepsen, Directors of the European Trade Union Institute in Brussels.

Growing interest in corporate social responsibility (CSR) has focused attention on the relationship between businesses and key stakeholders, such as NGOs and local communities. Curiously, however, commentators on CSR rarely discuss the role of trade unions, while commentators on employment relations seldom engage with CSR. This situation is all the more remarkable since unions are a critically important social actor and have traditionally played a prominent role in defending the interests of one key stakeholder in the company, the employee. Written by dedicated experts in their field, this book addresses a key gap in the literature on both CSR and employment relations, namely trade union policies towards CSR, as well as union engagement with particular CSR initiatives and the challenges they face in doing so. The research covers eleven European countries which, when taken together, constitute a representative sample of industrial relations structures across the continent. This book will be essential reading for scholars, students and practitioners of international business, employment relations, public policy and CSR. Its foreword is written by Philippe Pochet and Maria Jepsen, Directors of the European Trade Union Institute in Brussels.

A Conspiracy of Cells presents the first full account of one of medical science's more bizarre and costly mistakes. On October 4, 1951, a young black woman named Henrietta Lacks died of cervical cancer. That is, most of Henrietta Lacks died. In a laboratory dish at the Johns Hopkins Medical Center in Baltimore, a few cells taken from her fatal tumor continued to live—to thrive, in fact. For reasons unknown, her cells, code-named "HeLa," grew more vigorously than any other cells in culture at the time.Long-time science reporter Michael Gold describes in graphic detail how the errant HeLa cells spread, contaminating and overwhelming other cell cultures, sabotaging research projects, and eluding detection until they had managed to infiltrate scientific laboratories worldwide. He tracks the efforts of geneticist Walter Nelson-Rees to alert a sceptical scientific community to the rampant HeLa contamination. And he reconstructs Nelson-Rees's crusade to expose the embarrassing mistakes and bogus conclusions of researchers who unknowingly abetted HeLa's spread.

A Conspiracy of Cells presents the first full account of one of medical science's more bizarre and costly mistakes. On October 4, 1951, a young black woman named Henrietta Lacks died of cervical cancer. That is, most of Henrietta Lacks died. In a laboratory dish at the Johns Hopkins Medical Center in Baltimore, a few cells taken from her fatal tumor continued to live—to thrive, in fact. For reasons unknown, her cells, code-named "HeLa," grew more vigorously than any other cells in culture at the time.Long-time science reporter Michael Gold describes in graphic detail how the errant HeLa cells spread, contaminating and overwhelming other cell cultures, sabotaging research projects, and eluding detection until they had managed to infiltrate scientific laboratories worldwide. He tracks the efforts of geneticist Walter Nelson-Rees to alert a sceptical scientific community to the rampant HeLa contamination. And he reconstructs Nelson-Rees's crusade to expose the embarrassing mistakes and bogus conclusions of researchers who unknowingly abetted HeLa's spread.

Title first published in 2003. Contributors from a wide range of European countries illustrate the validity of four propositions about employee participation: that different forms of employee participation mutually reinforce each other; that major shifts in employment relations require innovative approaches to participation; that appropriate conditions (including the provision of training and support) are required for the spread of participation; and that trade unions remain a crucial foundation for the promotion of participation.

Title first published in 2003. Contributors from a wide range of European countries illustrate the validity of four propositions about employee participation: that different forms of employee participation mutually reinforce each other; that major shifts in employment relations require innovative approaches to participation; that appropriate conditions (including the provision of training and support) are required for the spread of participation; and that trade unions remain a crucial foundation for the promotion of participation.

We all have to work to pay the bills – but what influence do we really have over our pay and working conditions? The emergence of the global economy, digital technologies, mass migration, gig work and zero hours contracts have thrust this question to the forefront of HRM. So how can we keep the ‘human’ in human resource management faced by these pressures? This book adopts a critical approach to today’s major workplace challenges. It turns traditional HRM on its head by placing workers’ perspectives towards the workplace alongside those of managers to create an HRM textbook for the 21st century. Written by two experienced and research-active authors, the book: • locates control of labour costs and productivity at the heart of HRM policy and practice;• covers key issues that are overlooked in many textbooks, including conflict and resistance, the ‘new’ unitarism, migration and the challenges of Artificial Intelligence; • adopts a critical approach that will appeal more to students who don’t wish to become traditional managers; • includes current examples and case studies from the international world of work and business that will bring the subject to life.This is a comprehensive one-stop resource for students and lecturers alike.

We all have to work to pay the bills – but what influence do we really have over our pay and working conditions? The emergence of the global economy, digital technologies, mass migration, gig work and zero hours contracts have thrust this question to the forefront of HRM. So how can we keep the ‘human’ in human resource management faced by these pressures? This book adopts a critical approach to today’s major workplace challenges. It turns traditional HRM on its head by placing workers’ perspectives towards the workplace alongside those of managers to create an HRM textbook for the 21st century. Written by two experienced and research-active authors, the book: • locates control of labour costs and productivity at the heart of HRM policy and practice;• covers key issues that are overlooked in many textbooks, including conflict and resistance, the ‘new’ unitarism, migration and the challenges of Artificial Intelligence; • adopts a critical approach that will appeal more to students who don’t wish to become traditional managers; • includes current examples and case studies from the international world of work and business that will bring the subject to life.This is a comprehensive one-stop resource for students and lecturers alike.

In recent years, and to varying degrees, there has been a marked trend towards decentralisation of labour market regulation in many European countries. The authors of this book seek to assess the impact of social partnership and social protection on the macroeconomic performance of nine member states of the European Union - namely Austria, France, Germany, Ireland, Italy, the Netherlands, Spain, Sweden and the UK. They compare the performance outcomes of these countries with the USA over the last twenty years and find that, in broad terms, the countries that perform 'best' are those that have adapted and decentralised their systems of social partnership and protection.The authors also analyse the changing nature of social partnership and protection within the European Union (EU). They examine recent developments in EU social policy, particularly its shift towards employment promotion through the national action plans on employment that each member state is now required to introduce. These reinforce social partnership but also impose new challenges for governments, employers and unions to meet. Central amongst these challenges is the need to ensure that social partnership is as inclusive as possible. The authors conclude that the EU requires more social partnership if ever closer union, including monetary union, is to succeed and that employment promotion programmes must be pursued by the EU as a whole.

The European Company Statute (ECS) is one of the most important pieces of company legislation adopted so far by the European Union. Its aim is to regulate, on a voluntary basis, the internal functions of a business operating in more than two European countries at the same time. However, its implementation by companies requires the negotiation of agreements between employers and employees principally on the choice between a one-tier or two-tier system of board structure. While the ECS thereby promotes flexible solutions tailor-made to company requirements, it has failed to achieve full harmonisation of EU company law.This book provides a comprehensive analysis of the history, structure, legal basis and likely impact of the ECS, examining its evolution over some 30 years of development and its chances for integrating diverse models of corporate governance across the European Economic Area. The book explores the implications of the ECS for employee participation at various levels in the European company, with country case studies drawn from Greece, Slovenia and the UK. It also analyses certain legal issues, including taxation and the position of companies located in countries without existing systems of employee board-level participation.