The world of work has undergone major changes in the last two decades. This book examines these changes in their international context. It is argued that collective bargaining should no longer be viewed as the most important means of regulating the employment relationship. In the changed world of work such an approach is becoming less relevant. Instead, other means of protecting legitimate worker interests are explored. These include: an adaptation and extension of the general principles of the law of contract; a constitutional right to fair labour practices; and the pursuit of good corporate governance and corporate social responsibility. The conclusion is that these alternative means of addressing legitimate worker interests can play a valuable role in filling the vacuum left by the worldwide decline of trade unions.
The world of work has undergone major changes in the last two decades. This book examines these changes in their international context. It is argued that collective bargaining should no longer be viewed as the most important means of regulating the employment relationship. In the changed world of work such an approach is becoming less relevant. Instead, other means of protecting legitimate worker interests are explored. These include: an adaptation and extension of the general principles of the law of contract; a constitutional right to fair labour practices; and the pursuit of good corporate governance and corporate social responsibility. The conclusion is that these alternative means of addressing legitimate worker interests can play a valuable role in filling the vacuum left by the worldwide decline of trade unions.
Can the free market system continue to operate in a traditional way in a world that is now globally connected, financially dysfunctional, and becoming environmentally damaged by excessive consumption? Can an alternative approach that respects human culture and values at least as much as it does profit be readily identified? In this rigorous critique, the author, who is a former member of a World Bank mission and adviser to the Turkish Prime Minister, suggests that the answer to both questions is 'No'. Emphasizing the distinction between wealth and welfare, Ozer Ertuna recognises that the search for a helpful way forward based on classical economic concepts, models and arguments is likely to prove fruitless. In this challenging book you are invited to consider that different approaches are needed. Using a mixture of theory and practical examples, Professor Ertuna examines markets and international trade in the era of globalization from scientific, economic, cultural, philosophical and faith-based viewpoints. He explains how what he describes as 'The Science of the 21st Century' may be part of any new emergent order. His survey of the different perspectives details what is being proposed by the 'Post Autistic Economics' movement; the Nobel laureates of the Santa Fe Institute; 'critical theoreticians'; environmentalists; and others. Vedic philosophy, other belief systems, and the significance of Anatolian culture may not be part of the usual discourse for business leaders, but as the role of business in society becomes ever more critical, an understanding of the range of perspectives brought to us by this book becomes increasingly essential. Those with an academic interest in the issues addressed here, as well as business and community leaders, policy makers, and those in government and non-governmental organizations will want to read this valuable addition to Gower's highly respected Corporate Social Responsibility Series.
The issue of human rights, in the context of corporate social responsibility, is normally taken to relate to concern about exploitation in the supply chain - child labour, slavery in developing countries, and similar evils; but of course, human rights are engaged in relation to the treatment of employees in any work situation. Indeed, as Human Dignity and Managerial Responsibility illustrates, the handling of employees is increasingly recognised as an important ingredient of sustainable enterprise - evidence shows that ethical and socially responsible behaviour is increasingly and successfully being engaged in many large corporations. Much has been written about the responsibilities of managers. Since employees are claimed by all organisations to be among their most important stakeholders it is ironic that research finds that the behaviour of many managers towards employees is often inappropriate. The editors and contributors of Human Dignity and Managerial Responsibility argue that there is a clear connection between maintaining the dignity of the workforce and corporate performance and sustainability. Their multiple perspectives on the workplace examine the position of the employee as a stakeholder, together with issues about managing employees in relation to social responsibility and sustainability. They discuss diversity in the broadest sense, filling a gap in the research-related literature essential to a more rounded understanding of CSR. Human Dignity and Managerial Responsibility will appeal to a wide audience amongst those with an academic or professional interest in CSR, sustainability, governance and stakeholder management, human rights, diversity, human resource management, and organisational development.
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