Strategic human resource management literature emphasizes the potential of pay to secure strategically desirable employee outcomes for the employer. Strategic pay, in contrast with pluralist models of pay determination, assumes an absence of collective bargaining constraints. This article...

Over the past 30 years, British unions have been marginalised from economic policymaking. Union membership and collective bargaining coverage have fallen dramatically, and the sometimes negative economic impact of unions at the workplace level has disappeared. While strong unions were once key...

Purpose – The correlation between transformational and contingent reward leadership behaviors and desired organizational outcomes is well established. The degree to which these behaviors can be taught and deployed for organizational benefit is considerably less well documented. Explored even...

The paper examines the context and characteristics of partnership arrangements currently emerging between employers and unions at the workplace level in Britain. Case studies of 11 firms involving interviews with managers and trade union officials revealed two broad types of arrangement. Those...

The paper provides an account of the working of the Low Pay Commission that was established to advise on the introduction of a statutory National Minimum Wage for the UK. It discusses the way in which the Commission was constituted and the consultation procedures and research methods it...