A process of transition - Employer strategies and outcomes of employee voice at Eurotunnel

Paul J. Gollan

Research output: Contribution to journalReview articleResearchpeer-review

Abstract

This paper examines management strategies towards non-union representative arrangements at Eurotunnel and assesses their effectiveness in representing employees over a 5 year period. This period also allows for a review of consultation arrangements before and after union recognition and an examination of the outcomes from such arrangements. The findings show that the effectiveness of non-union structures in representing the interests of employees is questionable. However, union recognition through an employer-union partnership agreement has also raised important issues regarding the impact and legitimacy of unions at Eurotunnel. The findings show that employers wishing to encourage an alignment of interests with their employees need to place greater emphasis on addressing employee concerns and giving employees a greater say over decision-making processes.

LanguageEnglish
Pages337-351
Number of pages15
JournalSocio-Economic Review
Volume4
Issue number2
DOIs
Publication statusPublished - 2006

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employer
employee
decision-making process
legitimacy
Employers
Employee voice
Employees
examination
management

Cite this

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A process of transition - Employer strategies and outcomes of employee voice at Eurotunnel. / Gollan, Paul J.

In: Socio-Economic Review, Vol. 4, No. 2, 2006, p. 337-351.

Research output: Contribution to journalReview articleResearchpeer-review

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