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Company-level flexicurity during the restructuring process: a model
Högskolan Dalarna.
Högskolan Dalarna.
2011 (English)In: Transfer - European Review of Labour and Research, ISSN 1024-2589, Vol. 17, no 4, 547-562 p.Article in journal (Refereed) Published
Abstract [en]

This article focuses on the analysis of and suggestions for improving company-level flexicurity during the restructuring process, based on a best-practice case in Sweden. The parties involved in the restructuring process created company-level flexicurity through strategic corporate social responsibility (CSR) in exchange for increased numerical flexibility by means of temporary employ- ees. The high numerical flexibility was possible because the trade unions saw that top management was committed to strategic socially responsible behaviour in the restructuring process. Our pro- posal concerns the dissemination of a model for company-level flexicurity during the restructuring process which promotes: (1) improved strategic CSR in the restructuring process, (2) improved transition to new employment in the local labour market and (3) improved flexibility, which creates increased efficiency, competitiveness and rapid payback in the course of restructuring.

Abstract [fr]

Cet article est centre ́ sur l’analyse de la « flexicurite ́ » au niveau de l’entreprise durant le processus de restructuration et sur des suggestions d’ame ́lioration sur la base d’un cas de meilleure pratique en Sue`de. Les parties implique ́es dans le processus de restructuration ont cre ́e ́ une « flexicurite ́ » au niveau de l’entreprise au travers d’une approche strate ́gique de la responsabilite ́ sociale des entre- prises (RSE), en e ́change d’une flexibilite ́ nume ́rique accrue graˆce au recours a` une main-d’oeuvre temporaire. La flexibilite ́ nume ́rique e ́leve ́e a e ́te ́ rendue possible parce que les syndicats ont vu que le sommet du management avait adopte ́ un comportement strate ́gique socialement responsable du- rant le processus de restructuration. Notre proposition concerne la disse ́mination d’un mode`le de flexicurite ́ durant le processus de restructuration qui promeut: (1) une meilleure approche strate ́gi- que de la RSE durant le processus de restructuration, (2) une meilleure transition vers un nouvel emploi sur le marche ́ du travail local, et (3) une meilleure flexibilite ́, qui ge ́ne`re une efficience et une compe ́titivite ́ accrues et un retour rapide a` la rentabilite ́ au cours de la restructuration. 

Abstract [de]

Dieser Beitrag untersucht anhand eines Beispiels bewährter Praxis in Schweden die Anwendung betrieblicher Flexicurity-Regelungen w¨ahrend des Umstrukturierungsprozesses und formuliert Vorschläge für deren Verbesserung. Die an dieser Umstrukturierung beteiligten Parteien haben eine Flexicurity-Regelung im Rahmen einer Strategie zur sozialen Verantwortung des Unternehmens (CSR) eingeführt, als Gegenleistung für eine erhöhte Flexibilität durch den Einsatz von Zeitarbeitskräften. Die Gewerkschaften akzeptierten die hohe Flexibilität, weil die Unternehmensführung sich zu einem strategischen sozial verantwortungsvollen Handeln im Umstrukturierungsprozess verpflichtet hatte. Aus unserer Sicht sollte bei Umstrukturierungsprozessen ein betriebliches Flexicurity-Modell  angewandt werden, das Folgendes fördert: 1) eine verbesserte strategische CSR im Umstrukturierungsprozess, 2) einen besserenübergang in eine neue Beschäftigung auf dem lokalen Arbeitsmarkt und 3) eine verbesserte Flexibilität, die zu mehr Effizienz und Wettbewerbsfähigkeit führt und eine schnelle Amortisierung während der Umstrukturierung ermöglicht.

Place, publisher, year, edition, pages
2011. Vol. 17, no 4, 547-562 p.
Keyword [en]
Flexicurity, restructuring, plant closing, plant closure, shutdown, closedown, downsizing, corporate social responsibility, strategic CSR, temporary employment, flexibility, Sweden, industrial relations
National Category
Work Sciences
Research subject
Komplexa system - mikrodataanalys, General Microdata Analysis - manufacturing; Komplexa system - mikrodataanalys, General Microdata Analysis - others
Identifiers
URN: urn:nbn:se:kau:diva-34971DOI: 10.1177/1024258911419781OAI: oai:DiVA.org:kau-34971DiVA: diva2:782681
Available from: 2012-09-04 Created: 2015-01-22 Last updated: 2015-01-22Bibliographically approved
In thesis
1. Partsrelationer vid nedläggningar av produktionsenheter
Open this publication in new window or tab >>Partsrelationer vid nedläggningar av produktionsenheter
2015 (Swedish)Doctoral thesis, comprehensive summary (Other academic)
Alternative title[en]
Union-management relations during plant closures
Abstract [sv]

Nedläggningar är en återkommande företeelse på den svenska arbetsmarknaden. I föreliggande avhandling av Alexis Rydell ligger fokus på relationerna mellan ledning och arbetstagarorganisationer under nedläggningsprocesser.

 

Ett nedläggningsbeslut skapar spänning mellan parterna, inte minst eftersom nedläggnings­beslutet ofta innebär negativa konsekvenser för de anställda. Avhandlingen visar hur olika förhållningssätt mellan parterna kan skapa olika förutsättningar för att reducera spänningen och mildra de negativa konsekvenserna. Utifrån fallstudier identifieras nyckelfaktorer för partssamverkan och hur konstruktiva lösningar kan möjliggöras under processen. Dessutom analyseras vilka kontextuella faktorer som påverkar processen och dess potentiella inverkan på utfallen. Avslutningsvis presenteras ett förslag till modell för partsrelationer i nedläggningar. 

Abstract [en]

The main topic of this thesis is union-management relations during plant closures. The thesis includes five papers.

The first paper is based on a case study that illustrates how management and unions can exchange numerical flexibility with social responsibility to create favorable solutions. This is called a “local flexicurity model in restructuring processes.” The second paper is based on multiple case studies and stresses the importance of longer transition periods that include active Human Resource Management (HRM) efforts toward the local community, which are labeled as “outreach HRM.” The benefit of a longer transition period is that it gives employees, unions and local communities time to plan activities that may mitigate the adverse effects of the closure. The third paper addresses the dynamics of the local labor market and jobseekers’ willingness to commute to work, showing how socio-economic factors affect an individual’s willingness to commute. This implies that socio-economic factors may affect the ability to reconnect to new employment. The fourth paper is based on two case studies. It develops a typology of patterns in union-management relations, which is described as coordination and separation, and it reveals five key factors that contribute to creating the different patterns. It also shows how tension between management and labor can be reduced. The fifth paper is an international comparative study of Sweden and Australia. The paper deals with institutional differences with regard to how mass redundancies and plant closures are handled. Regulations that facilitate the voice of the union and employees are critically examined and illustrated through cases from both countries.

Partly based on the five papers, the thesis proposes a model that addresses union-management relations in plant closures. The model takes context, process and outcomes into account. Finally, it discusses recommendations for further research.

Place, publisher, year, edition, pages
Karlstad: Karlstads universitet, 2015. 89 p.
Series
Karlstad University Studies, ISSN 1403-8099 ; 2015:3
Keyword
nedläggning, partssamverkan, partsrelationer Plant closures, downsizing, union-management relations
National Category
Production Engineering, Human Work Science and Ergonomics
Research subject
Working Life Science
Identifiers
urn:nbn:se:kau:diva-34722 (URN)978-91-7063-614-1 (ISBN)
Public defence
2015-02-06, Clas Ohlson-salen, Högskolan Dalarna, Borlänge, 13:15 (Swedish)
Opponent
Supervisors
Available from: 2015-01-22 Created: 2014-12-04 Last updated: 2017-08-15Bibliographically approved

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  • apa
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