Herman Knudsen

European Works Councils: Identity and the Role of Information and Communication Technology

This article discusses the conditions for the development of a common identity among employee representatives within European Works Councils and addresses the importance of information and communication technology in this respect. Drawing on case studies conducted at General Motors and Deutsche Post, it is concluded that systematic use of such technology is a necessary condition if employee representatives are to be able to act jointly and in a timely manner across borders when challenged by management.

The Transformation of Employee Participation: Consequences for the Work Environment

This article reviews the research literature on the relationship between employee participation, influence and the work environment. The main part of the literature points to a positive connection in line with how it has been almost institutionalized in Karasek and Theorell’s demand—control model. However, more recent research into psychosocial work environment problems questions the model’s assumption of high job control compensating for high job demands. Taking its point of departure in a ‘deconstruction’ of the concept of participation based on research on employee participation from the past few decades, the article questions why increased employee participation does not seem to result in a healthy work environment.The article concludes that there are limitations to the demand— control model in modern working life given the contextual changes in the employer—employee relationship, which may mean a transformation of the significance of participation.

Work environment quality: The role of workplace participation and democracy

The article explores how employee participation influences the quality of the work environment and workers’ well-being at 11 Danish workplaces from within six different industries. Both direct participation and representative forms of participation at the workplace level were studied. Statistical as well as qualitative comparative analyses reveal that work environment quality and high levels of participation go hand in hand. Within a typology of participation models the highest level of participation, including strong elements of collective participation, and also the best work environment, measured as ‘psychosocial well-being’, were found at workplaces managed in accordance with democratic principles.

Towards a European Labour Identity: The Case of the European Works Council.

Introduction: process and structure of the book 1 European Works Councils and the problem of identity HERMAN KNUDSEN, MICHAELWHITTALL AND FRED HUIJGEN 2 The European Works Councils Directive: changing rationales for EU regulation of employee participation MICHAEL GOLD 3 Living apart together? A Chorus of multiple identities ANDREW R. TIMMING AND ULKE VEERSMA 4 Beyond European Works Council networks: the break-up of the Rover group MICHAELWHITTALL 5 Co-ordinating across borders: the role of European industry federations within European Works Councils VALERIA PULIGNANO 6 Regional clusters of communication: between national and European identities MONICA ANDERSSON AND CHRISTER THORNQVIST 7 Ethno-, poly- and Eurocentric European Works Councils: how does German involvement influence their identity? HELEN BICKNELL 8 Still learning from Europe: Spanish participation in European Works Councils HOLM-DETLEV KOHLER AND SERGIO GONZALEZ BEGEGA 9 Interest representation and European identity: a twofold challenge for European Works Councils VOLKER TELLJOHANN 10 The European Works Council and the feeling of interdependence HERMANN KOTTHOFF 11 Preparing the ground for a social Europe? European Works Councils and European regulatory identity MIGUEL MARTINEZ LUCIO AND SYD WESTON 12 Coming of age: the development of a collective identity in European Works Councils TORSTEN MULLER AND STEFAN RUB 13 Tackling the identity dilemma FRED HUIJGEN, MICHAEL WHITTALL AND HERMAN KNUDSEN

European Works Councils in the Nordic Countries: An Opportunity and a Challenge for Trade Unionism

The Nordic countries have a long tradition of joint consultation and cooperation at workplace and company level. This article presents and compares the findings of studies in Denmark, Finland, Norway, and Sweden on the implementation of the EU Directive on European Works Councils. It attempts to explain why in particular a great number of Norwegian and Finnish multinationals have concluded so-called Article 13 agreements. A central focus is on the relations between European Works Councils and trade unions.

Influence at work and the desire for more influence

What determines whether workers want more influence in their workplace? Much of the literature on employee voice assumes that employees desire a say in how they do their work, and that where they lack influence they are more likely to desire a greater say. This econometric study of 536 Danish and New Zealand employees in four industries indicates that workers’ desire for more influence was not dependent on how much influence they thought they already had. What mattered was age, length of service and specific organisational characteristics. Those who wanted more influence were not learning new things and did not feel that they received sufficient information about the workplace, and those who felt appreciated by management did not desire more influence. The results support human resource management literature that suggests the importance of integrated and mutually supportive ‘bundles’ of employment practices to support high performance.

Comparing German and Danish employee representatives on European Works Councils: do differences in national background matter?

This article aims to analyse the links and possible‘fit’ between German and Danish representation structures and trade union policies on the one hand, and the views and activities of European Works Council (EWC) representatives from the two countries on the other. Which similarities or differences can be observed in the way German and Danish EWC representatives act on and view EWCs? Can differences be explained by cross-national variations in representation structures and associated trade union policies? The article describes the national representation structures in the two countries, their linkage to EWCs and trade unions, and identifies the typical profile of German and Danish EWC representatives respectively. Data on how the representatives view the EWC and its activities and the extent to which they have been involved in negotiations with management are presented and analysed. It is concluded that the views and practices of German and Danish EWC representatives largely converge. Those divergent views that are found are explained by differences in national representation structures, union policies and labour market situation.

Is the Danish model still a sacred cow?: Danish trade unions and European integration

The aim of this article is to describe and explain how Danish trade unions have reacted to European integration since 1973 when Denmark joined the EEC. The authors have earlier conceptualized the orientation of Danish unions towards the European scene rather as foot-dragging and building on the defence of the ‘Danish model’, a model that has been cherished and guarded as a sacred cow. In this article we ask whether this is still the case after the changes that have taken place on the European and the Danish scene during the past decade. The answer is that it is. The article has two sections. In the first section we identify and describe the central features of Danish trade unionism and the Danish industrial relations system (the ‘Danish model’). In the second section we address the attitudes and policies pursued by Danish unions during different phases of European integration.

Denmark: the long-lasting class compromise

Purpose The purpose of this paper is to offer a critical examination of industrial relations in Denmark. Design/methodology/approach The approach is based upon available data and a mixture of Marxist theory and systems theory. The theoretical position is discussed in relation to the academic discourses on the main characteristics of Danish industrial relations and provides a review of the foundation and historical development of the Danish system. Findings From this basis, it is analysed how the stagnation or decline has taken place in recent years regarding representation of workers’ interest as well as the ability of the Danish system to maintain its key importance when challenged by decentralisation, decreasing union affiliation rates, cuts in unemployment insurance and social dumping due to labour migration. Originality/value It is an original paper which offers a critical analysis of the institutional decline and increasing inequality that are the result of the liberalist political-economic hegemony.

Danish Flexicurity: Not the Same Today as Yesterday

This chapter provides a critical review of flexicurity in the context of the Danish labour market. Shortly after flexicurity became a popular concept and a key policy issue in the European Union in the late 1990s, policy makers and labour market experts ‘discovered’ Denmark as a model country regarding flexicurity. Danish flexicurity was perceived as displaying a specific combination of low job security, a high compensation rate for unemployed persons and active labour market policies that could help people to move into new jobs. While the flexibility element of the hybrid termed ‘flexicurity’ is primarily an outcome of regulation determined by employers’ associations and trade unions in the comprehensive Danish collective bargaining system, the security part is mainly rooted in and maintained by the welfare state, not least through the unemployment insurance system. However, public interventions not only secure a basic level of economic and social security but are also geared towards maintaining a supply of labour that consists of persons who are prepared to be employed and work in a flexible labour market. The chapter analyses developments central to flexicurity over the last half century and concludes that the balance between flexibility and security has changed significantly towards more flexibility and less security.