英语论文网

ition for local services inevitably became focused upon labour costs (Ganley and Grahl, 1988; Cutler and Waine, 1998; Escott and Whitfield, 1995; Walsh, 1995). In addition, the need under CCT to hold budgets at the individual service level provided managements with a direct incentive to devolve personnel decision-making toward the operational level and thus, an encouragement to decentralize collective bargaining in line with prescribed HRM best practice of the time (Legge, 2005). As a result, this led to the importance of national terms and conditions declining and a corresponding rise occurring in the importance of local level bargaining (Beaumont, 1992; Gill, 1994). This rise created profound difficulties for trade unions whose internal structures were shaped to mirror the national level Whitley ones (Colling, 1995) and raised the issue of whether unions could effectively adapt their organizational structures and activities to support an effective process of joint regulation at this level.

For some analysts, unions could potentially adapt, but only under certain circumstances. For example, Fosh (1993), has argued that trade union viability could be greatly enhanced in situations where local leadership offered a collectivist outlook with a participative leadership style which took due cognisance of the fact that that member attachment can reflect both individualistic and collectivist outlooks and hence be shaped by both ideological and instrumentalist assumptions about collectivism. In a similar vein, Fairbrother (1994, 1996, 2000) has argued, more generally, that the changes which have been acting to undermine union bargaining power within the state sector offers the possibility of creating conditions for establishing a new active and participatory form of unionism, while also noting that the effective exploitation of this possibility represents a major challenge.

杂化就业系统的进化——The Evolution of a Hybridized Employment System

The employment relations system that has emerged in local government since 1997 can be seen as a hybridized version of the previous market state approach. This hybrid approach is in line with New Labour's broad approach to employment regulation which emphasizes individual employment rights over collective ones (Pollert, 2005; Smith and Morton, 2001) and embodies an enthusiasm for market based solutions to public service reform which, although differing in significant ways to that of CCT, retain some of the regime's key attributes. As a result, while New Labour did support the conclusion in 1997 of a union-friendly, if 'uniquely complex', single-status harmonization agreement (Local Government Pay Commission, 2003: 23), the general direction of its public service reform agenda has contributed to a deterioration in national level union government relationships (Waddington, 2003).

When Labour replaced the Conservatives in government in 1997, it proclaimed that CCT would be scrapped in favour of a policy of 'Best Value' (BV). However this did not signal a return to the idealized 'model employer' approach because New Labour, informed by 'third way' prescriptions of reform (Giddens, 1998), mistrusted publicsector professionals, seeing them as representing 'producer interests' which were likely to act as a block to the reforms deemed necessary under a more consumerist oriented reform agenda (Drive本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。