Includes bibliographical references and index

Acknowledgements; Contents; Notes on the Contributors; Abbreviations; List of Figures; List of Tables; List of Boxes; 1: Managing and Working in Britain and France: An Introduction; Introduction; Our Contribution; Comparing Workplace Employment Relations; A Brief Portrait of Two Economies; Using Workplace Surveys for Comparative Research; The Survey Populations; The Outline of the Book; Reporting Conventions; References; 2: Workplace Structure and Governance: How Do Employers Differ Between Britain and France?; Introduction; The Demographic Characteristics of Business Units

Workplace Size and Firm Structure Nature of the Market; Age of Workplace; The Management of Human Resources at the Workplace; Who Is Responsible for HR?; The Autonomy of Branch Sites over HR Issues; The Position of the Workplace Within Broader Networks; Ownership and Governance; Stock Market Listing; Family and Foreign Ownership; Ownership and Remuneration; Summary and Conclusions; References; 3: Employee Expression and Representation at Work: Voice or Exit?; Introduction; Arrangements for Employee Representation and Voice; Institutional Context; Union Representation

Non-union Representation Arrangements for Direct Communication and Consultation; Mapping Voice Regimes Across Workplaces; The Correlates of Different Voice Arrangements; Workplace Trade Union Representatives; Workplace Non-union Representatives; Arrangements for Direct Voice; What Role for Compositional Differences?; An Overview of Voice Arrangements: Complementarity or Substitution?; What Do Voice Regimes Do in the Two Countries?; Aspects of the Social Functioning of the Workplace; Wages, Labour Productivity, and Financial Performance

The Attitudes of Managers and Employees at the Workplace Conclusion; References; 4: Tenure, Skill Development, and Pay: The Role of Internal Labour Markets; Introduction; Recruitment and Tenure; Wages; A Composite Indicator of ILM Orientation; Profiling ILM Workplaces and Workers; Which Workplaces Have an ILM Orientation?; Which Employees Are Located in Workplaces with ILMs?; Skill Development and Training; Different Institutional Settings; Off-the-Job Training and ILMs; Other Motivations for Off-the-Job Training; Contracts; Patterns of Use in 2011

Which Workplaces Use Non-permanent Labour? Conclusion; References; 5: Work Organisation and Human Resource Management: Does Context Matter?; Introduction; HRM Practices and Work Organisation in France and Britain; Work Organisation and Technology; Incentives and Performance Evaluation; Target Setting; Bundles of Practices Rather than Trade-offs; How Do the Patterns Compare Between Britain and France?; London and Paris Look Similar but Britain Faces an Acute Spatial Divide; HRM Across Industries; Workplace Characteristics: Universal or Contingent Effects?

Available to OhioLINK libraries

This comprehensive study provides a perceptive portrait of workplace employment relations in Britain and France using comparable data from two large-scale surveys: the British Workplace Employment Relations Survey (WERS) and the French Enquête Relations Professionnelles et Négociations d'Entreprise (REPONSE). These extensive linked employer-employee surveys provide nationally-representative data on private sector employment relations in all but the smallest workplaces, and offer a unique opportunity to compare and contrast workplace employment relations under two very different employment regimes. An insightful read for all academics and students of employment, the findings also have implications for practitioners and policy-makers keen to identify and promote "best practice."