Can Britain manage a national minimum wage?

Article Abstract:

The proposed national minimum wage of 130 pounds sterling a week at 1991 earnings level is currently one of the much debated issues in Great Britain. The Labour Party and Trade Union Congress are two of the proposal's strongest supporters, while there is great opposition from the Conservative Government and main employers' organizations who claim that the proposed minimum wage is inflexible and could cost jobs. The Institute of Personnel Management sponsored several researches to examine the possible effects of a national minimum wage on the economy, and on the attitude of employees, managers and unions. Some of the changes that may result from the implementation of minimum wage policies include the use of collective bargaining and the use of labor. Issues that still need to be resolved include rates and earnings, regional variations, youth rates and timing.

Professional organizations, Research, Compensation and benefits, Economic policy, Compensation management, Wages, Minimum wage, Workers, Institute of Personnel Management

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Single table talk

Article Abstract:

Single-table bargaining, which brings together the collective bargaining efforts of blue-collar and white collar employees, is a new beneficial development in the UK and has the potential of altering management relations. Currently, single-table bargaining primarily has been used by private industry for three significant reasons: to encourage major changes in working procedures; to change multi-unit bargaining arrangements which are inefficient; and to introduce single-status work conditions. While many factors contribute to success, one single critical element is that programs depend on management commitment.

Labor unions, White collar workers, Blue collar workers

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How centralised is the management of industrial relations?

Article Abstract:

A survey of managers of several large British companies was conducted to find out reasons causing companies to centralize their personnel and industrial relations functions to various degrees. Decentralization of industrial relations decision-making was associated with diversification across industrial sectors and with financial diversification. The extent of centralization varied according to the prime sector of business in which the company was active. Thus, approaches to the management of personnel and industrial relations vary with the organizational structure and the business strategy of the company.

Management, Labor relations, Decentralization (Management)

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