Institutional Environments and Employee Relations in German Firms

Heinz-Josef Tüselmann, Frank McDonald, Arne Heise, Matthew M. C. Allen and Svitlana Voronkova
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Heinz-Josef Tüselmann: Manchester Metropolitan University Business School
Frank McDonald: Bradford University School of Management
Matthew M. C. Allen: Manchester Metropolitan University Business School
Svitlana Voronkova: University of Dublin

Chapter 1 in Employee Relations in Foreign-Owned Subsidiaries, 2007, pp 1-13 from Palgrave Macmillan

Abstract: Abstract Heightened globalization pressures, characterized, inter alia, by rising capital mobility and increasing international competition have led to a growing interest in the institutional environments in which firms operate. These environments include the labour-market system (Coates, 2000; Hall and Soskice, 2001; Whitley, 1999). At the policy level, there have, in recent years, been many calls for far-reaching reforms of more regulated economies, such as Germany’s, along the lines of the Anglo-American model of capitalism (Berthold and Stettes, 2001; Siebert 1997). This has, at least in part, been spurred by the superior macro-economic performance, in terms of economic growth, unemployment rates and employment creation, of deregulated neo-liberal economies, such as the United States and the United Kingdom, throughout the 1990s and the early 2000s. Some analysts expect there to be a process of convergence in the structures of national economies — from social security to industrial relations systems. This process of convergence is said to be driven by a performance-induced imperative and is argued to lead to the adoption of a global best-practice model. This best-practice model is frequently regarded to be the Anglo-American model of capitalism.

Keywords: Foreign Direct Investment; Employee Relation; Work Council; Outward Foreign Direct Investment; German Model (search for similar items in EconPapers)
Date: 2007
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DOI: 10.1057/9780230592001_1

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