Pauline Dibben

Varieties of Capitalism and Employment Relations: Informally Dominated Market Economies

The varieties of capitalism and employment relations literature have largely focused on formally regulated market economies, with a general neglect of the informal economy and of emerging markets where this work arrangement is dominant. In this article, however, the intention is to propose the Informally Dominated Market Economy as a form of capitalism that could be usefully incorporated into the industrial relations literature. To start to unpack this variety of capitalism, this article explores institutions and employment relations practices in the African economy of Mozambique. The outcome is a conceptual framework that includes both formal and informal institutions and considers the implications for work and employment relations.

Comparative Capitalism Without Capitalism, and Production Without Workers: The Limits and Possibilities of Contemporary Institutional Analysis

The aim of this paper is to consider the extent to which the comparative capitalism literature fully reflects the available empirical evidence in its attempts to model different versions of capitalism and, in particular, whether it adequately captures the roles of diverse stakeholders within the capitalist system. In doing so, particular attention is accorded to the varieties of capitalism literature, business systems theory and regulation theory. In addition, there is reflection in the paper on whether any strand of the literature is able to deal effectively with the recent economic crisis and systemic change. It is argued that more attention needs to be devoted to exploring the structural causes of change and the marginalization of the interests of key social groupings, most notably workers, from the process of institutional redesign.

Senior management commitment to disability: the influence of legal compulsion and best practice

Over the past two decades, two distinct types of action have been taken to address discrimination in the labour market against people with disabilities. First, the introduction of legislation and, second, the launch of “best practice” initiatives. Analyses company annual reports to test whether these two types of action have acted to increase senior management commitment to tackling the disadvantaged position of disabled workers. Presents findings that cast doubt on the extent to which either of the approaches have served to increase such commitment. Identifies a number of legislative reforms, encompassing the introduction of requirements on the external auditing of disability practices, access to occupational health services and the use of contract compliance, that could be utilised to raise the priority accorded to disability issues by senior managers.

Job retention and return to work of ill and injured workers: Towards an understanding of the organisational dynamics

– The purpose of this paper is to put forward a conceptual framework which details the policies and practices that can potentially contribute to the effective management of long‐term absences, and hence the return to work and retention of ill and injured workers, and considers how far UK employers currently do have in place management arrangements which accord with those detailed in this framework., – The conceptual framework detailed was developed by reference to secondary literature and the outcomes of a conference of relevant stakeholders. Available research evidence was then utilised to test the validity of this framework and to assess how far employers make use of the types of policies and practices identified in it., – The research evidence reviewed lent a good deal of support to the propositions put forward in the conceptual framework as to the processes and practices that are central to the development of effective workplace rehabilitation programmes, as well as the internal and external factors that potentially influence the adoption and operation of them. It also indicated that there is a good deal of scope for employers to do far more to support the continued employment of ill, injured and disabled workers, particularly in smaller organisations., – More needs to be done to encourage employers to adopt the types of policies and practices detailed in the conceptual framework and careful thought needs to be given to whether this encouragement is best provided by legislative or non‐legal means., – The central issue addressed, namely the management of long‐term absence, is one that has been little explored in the existing human resource literature.

Employers and employees with disabilities in the UK

This paper examines the importance of the “business case” in relation to disability practice. In order to investigate this issue, it draws on an analysis of over 400 top company annual reports. Findings cast doubt on the notion that organisations are influenced by an explicitly economic rationale, and also indicate the apparent limited influence of notions of social justice. Instead, they point toward the prominence of corporate social responsibility, suggesting that employers might be using the employment of people with disabilities as a subtle way to promote their corporate image.

Absence management in the public sector: an integrative model?

Workforce absence rates in Britain have been found to be higher in the public sector than the private. The Government has set ambitious targets for the reduction of public sector absence rates and published a range of recommendations. The authors look at the ways the two sectors manage long-term absence. Although many public sector organizations, as well as some large private services ones, have systems in place, this article shows that these often contain structural weaknesses, and frequently do not operate in an integrated way. It is therefore concluded that many public organizations have some way to go to achieve the holistic approach to absence management advocated by the Government.

Trade union change, development and renewal in emerging economies: the case of Mozambique

Declining membership levels in industrialised and emerging economies have generated debate about the role and potential impact of trade unions and the most appropriate strategies for union renewal. In post-conflict countries within Africa, a re-evaluation of the trade union role is particularly pressing, given the impact of privatisation and restructuring on employment and the large informal sector workforce. Strategies for renewal in advanced economies include the organising model and community unionism, but to what extent are these strategies of value in emerging economies? This article draws on exploratory research in Mozambique to examine union change and development in the context of adversity and the possibilities of, and progress towards, union renewal. Findings reveal some progress on employment rights and engagement with the informal sector. However, future prospects rely on broader economic and institutional changes: improvements in infrastructure; better enforcement of employment legislation; and transition from informal to formal sector work.

Ports and shipping in Mozambique: current concerns and policy options

This paper explores the current state of ports and shipping in Mozambique, and reviews it in the context of a past history of civil war followed by radical macro-economic adjustment, and more recent concerns and debates around the deregulation and privatization of the transport industry. More specifically, it addresses the key issue of the relationship between shipping and both broader and local economic development, taking account of the needs of major industry and the need to sustain local livelihoods. It reveals that the situation in Mozambique is a product of both local and global pressures, moulded by economic and political forces. It further indicates that, while there are now positive opportunities for coastal shipping, the capacity for developing inland shipping appears to be very limited. Future growth consequently depends on local participation, training and skills development and the broader social, economic, and transport infrastructure.

Is social movement unionism still relevant? The case of the South African federation COSATU

Is adopting a social movement role the most effective organisational strategy for organised labour or is it little more than an ideal, in an age of austerity and union defensiveness? This article draws on a national survey of Congress of South African Trade Union (COSATU) members to test perceptions of union activities and finds that COSATU unions largely embrace a social movement role. However, in the context of insecurity, unions need to address the central challenge of declining formal sector employment and precarious jobs.

Tensions in local government employment relationships: The case of long-term sickness absence

Abstract A wide variety of initiatives characterized under the umbrella term of new public management have been introduced over the past two decades to improve efficiency and cost-effectiveness in the public sector. The implications of these initiatives for public sector employment relationships have been the subject of on-going debate. This article contributes to this debate through examining how employees within local authorities are managed in a time of personal crisis with a particular focus on long-term sickness absence in the context of increased management drives for efficiency under the NPM agenda. The findings reveal that for managers in two local authorities that form the focus of this study there is a tension in struggling to achieve a workable balance between the needs of employees and wider operational requirements, resulting in role ambiguity for line managers and detrimental effects for vulnerable public service workers.