Russell Lansbury - Academia.edu (original) (raw)

Papers by Russell Lansbury

Relations industrielles, 2012

Tous droits réservés © Département des relations industrielles de l'Université Laval, 2012 Ce doc... more Tous droits réservés © Département des relations industrielles de l'Université Laval, 2012 Ce document est protégé par la loi sur le droit d'auteur. L'utilisation des services d'Érudit (y compris la reproduction) est assujettie à sa politique d'utilisation que vous pouvez consulter en ligne. https://apropos.erudit.org/fr/usagers/politique-dutilisation/ Cet article est diffusé et préservé par Érudit. Érudit est un consortium interuniversitaire sans but lucratif composé de l'

Employee Responsibilities and Rights Journal, 2017

This journal (Volume 29, Issue 3, 2017) included four review essays that focussed on the 6th edit... more This journal (Volume 29, Issue 3, 2017) included four review essays that focussed on the 6th edition of the book International and Comparative Employment Relations: National Regulation, Global Changes (Bamber et al. 2016). This article reflects on these essays. It begins to develop a novel multi-scalar analytical framework for comparing employment relations internationally, which includes the influence of the institutional dynamics of industrial sectors and global production networks as well as national systems. It also discusses three aspects of the gig economy. Further it proposes a research agenda that would look beyond Varieties of Capitalism approaches, to embrace a more dynamic and diverse array of regulatory systems, including the gig economy and other developments in the world of work and employment relations. Keywords Gig economy. Global production networks. International and comparative employment relations. Liberal market economies. Coordinated market economies. Varieties of capitalism

Plenum Studies in Work and Industry, 2002

This article contributes to debates on the conditions for strengthening collective worker voice i... more This article contributes to debates on the conditions for strengthening collective worker voice in financialized organizations. It examines change in employment relations at France Télécom/Orange (FT) following a social crisis associated with employee suicides in 2007-2009. FT's labor unions developed creative approaches to study and publicize the negative effects of employment restructuring on workers' psychosocial health. The common framing they developed became a source of 'communicative power', used to influence how the suicides were interpreted both within the firm and in the media. This power was deployed to encourage substantive social dialogue that institutionalized worker participation in management decision-making. Findings demonstrate the potentially transformative role of discursive strategies that assert the legitimacy of worker well-being as both a measure of and input to organizational performance.

Journal of Industrial Relations, 2012

The papers in this volume seek to broaden the concept of ‘varieties of unionism’ by comparing the... more The papers in this volume seek to broaden the concept of ‘varieties of unionism’ by comparing the labour movements of six countries in the Asia-Pacific region: China, India, Japan, South Korea, Malaysia and Australia. While there is a great diversity of economic, socio-cultural and ethnic factors which have influenced the nature of industrial relations and unionism in each country, all have experienced the impact of globalisation on their labour markets to varying degrees. The repertoire of revitalisation strategies used by unions in Asia are similar, in many ways, to those adopted in western market economies, but their specific forms differ. The authors of the studies in this volume examine the factors which have helped and/or hindered union revitalisation in each of the countries studied.

Economic and Industrial Democracy, 1995

Basic Income Studies, 2013

International Journal of Technology and Globalisation, 2004

The recent merger of Kia Motors and the Hyundai Motor Company has created the opportunity for the... more The recent merger of Kia Motors and the Hyundai Motor Company has created the opportunity for the enlarged company to become one of the major global auto groups. Yet, the corporate collapses of the late 1990s demonstrated that not only did Korea foster too many domestic auto companies in a short period of time but it also relied on outmoded systems of mass production with attendant problems of low quality and industrial unrest. The failure of Kia Motors to undertake technological innovation, adopt new production strategies and reform employment relations led to its demise. The newly merged venture, however, will need to utilise more innovative technology as well as more appropriate human resource systems if it is to achieve international competitiveness.

The Economic and Labour Relations Review, 2003

This paper examines the experience of the Hyundai Motor Company (HMC) managing its employees in a... more This paper examines the experience of the Hyundai Motor Company (HMC) managing its employees in a new plant established in Chennai, India. The establishment of the Indian plant in 1998 marked an important attempt by HMC to ‘relaunch’ its globalisation strategy after an earlier failure to manufacture in Canada. The ability of HMC to adopt an appropriate employment relations strategy in India will be an important factor determining its success as a global manufacturer. A key issue facing the Hyundai Motor Company of India (HMI) is the role to be accorded to unions and employee representation in the plant.

Asia Pacific Business Review, 2006

Examination is made of the complex interactions between globalization and employment relations as... more Examination is made of the complex interactions between globalization and employment relations as reflected in the operations of the Hyundai Motor Company (HMC) in Korea, Canada and India. After the closure of its short-lived attempt to manufacture cars for the North American market from Canada, the HMC 'relaunched' its globalization strategy in India in 1998. An examination of Hyundai's experience in both countries suggests that employment relations is likely to continue to be an evolving blend of company-specific policies and locally-based practices.

The International Journal of Human Resource Management, 1991

... As Crockett and Elias (1984) reported in their study of over 2,600 managers, 'We found t... more ... As Crockett and Elias (1984) reported in their study of over 2,600 managers, 'We found that the majority of firms do not train their ... the figure was under 10 per cent, showing managers changing employers on the average of 3.4 times during their careers (Alban-Metcalfe and ...

Labor Revitalization: Global Perspectives and New Initiatives, 2003

Revitalization or regeneration has become an increasingly urgent task for Australian unions. This... more Revitalization or regeneration has become an increasingly urgent task for Australian unions. This is largely due to the longer-term chronic decline in membership of organised trade unions and the increasingly hostile political and legal climate faced by Australian trade unions. Pessimistic scenarios presented by neo-liberal politicians and commentators have trade unions dissolving into obscurity over time as their relevance in an advanced post-industrial society declines. More optimistic scenarios, in part based on the recent experience of labor movements in the U.K. and Canada, see the difficult current climate as an opportunity to re-evaluate union strategies, structures and policies.

Journal of Industrial Relations, 2007

Asia Pacific Journal of Human Resources, 1995

Models of Employee Participation in a Changing Global Environment, 2018

Chancellor, one of the pleasures of my job as Chair of Academic Board is the opportunity to deliv... more Chancellor, one of the pleasures of my job as Chair of Academic Board is the opportunity to deliver citations that recognise excellence in research higher degree supervision. The Vice-Chancellor’s Awards for Excellence in Research Higher Degree Supervision provide public and university-wide recognition of those members of staff judged outstanding for their contributions as post-graduate research supervisors. Staff compete for these awards from across the university. Professor Lansbury holds a Doctor of Philosophy in industrial relations from the London School of Economics. He taught at Monash and Macquarie University before taking up his position at Sydney as Professor of Industrial Relations in 1987. During the past 28 years as a full-time academic Professor Lansbury has supervised more than 50 honours, Masters and PhD theses. His students have gone on to successful careers in universities and industry in Australia and abroad. In terms of his supervision one of Professor Lansbury’s...

Preface 1. What works at work: overview and assessment Casey Ichniowski, Thomas A. Kochan, David ... more Preface 1. What works at work: overview and assessment Casey Ichniowski, Thomas A. Kochan, David I. Levine, Craig Olson and George Strauss 2. Diffusion and performance of modular production in the US apparel industry John T. Dunlop and David Weil 3. The performance effects of modular production in the apparel industry Peter Berg, Eileen Applebaum, Thomas Bailey and Arne L. Kalleberg 4. Participative bureaucracy and productivity in the machine products sector Maryellen R. Kelley 5. Methodological issues in cross-sectional and panel estimates of the HR-firm performance link Mark A. Huselid and Brian E. Becker 6. The adoption of high-involvement work practices Frits K. Pil and John Paul MacDuffie 7. The effects of total quality management on corporate performance: an empirical investigation George S. Easton and Sherry L. Jarrell 8. Implementing effective total quality management (TQM) programs on financial performance: a synthesis of evidence from quality award winners Kevin B. Hendric...

This paper compares the decentralisation of Danish and Australian systems of industrial relations... more This paper compares the decentralisation of Danish and Australian systems of industrial relations in recent decades. Despite significant differences in historical starting points and trajectories, that reflect different political economies, both Denmark and Australia have made the transition from a largely centralised to a more decentralised system. However, there are important differences in the means by which these developments occurred and the extent to which the basic character of industrial relations has changed in each country. The Australian system has placed greater emphasis than the Danish on a legalistic approach to labour market regulation and the enforceability of employment contracts. The Danish system has retained much of its voluntaristic social partnership approach, subject to a complicated interplay between collective agreements and legislation as well as EU regulations. The paper examines the degree to which the changes in each country are examples of ‘path depende...

Labour & Industry: a journal of the social and economic relations of work, 2021

Labour & Industry: a journal of the social and economic relations of work, 2020