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12 books match the query 'Employee participation'

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Changing Forever

The Well-Kept Secrets of America's Leading Companies

Carl F. Frost

Michigan State University Press, 1996

Do Motorola, Herman Miller, and the Donelly corporations all share a secret of business? Without a doubt, it is the ability to continually change—their "only hope for survival and success"—change based on a participatory management style, often referred to as the Scanlon Plan—identity, participation, equity, and managerial competence—these corporations have succeeded where others have failed.
Changing Forever builds on the forty years of research, experience, and development that have gone into the Scanlon Plan. Documenting fully the principles and processes of the Scanlon Plan, Carl Frost gives the reader a clear view of how the plan works and how it can be adapted to suit the needs of businesses large and small. The conclusions of his research are not surprising: with implementation of the four basic principles of the Scanlon Plan comes an optimal synergistic relationship between all employees and management.

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Increasing the Odds for High-Performance Teams

Lessons Learned

Arlen Leholm

Michigan State University Press, 2006

Have you ever wondered why some work teams greatly out-perform others within the same organizational settings? Have you questioned whether work teams from very different sectors of the economy and society achieved a high performance level by using similar means? Have you considered what you or others might do to help eams increase their chances of becoming truly high performing? Increasing the Odds for High-Performance Teams is written for the business leader who is inquisitive but busy—who seeks new lessons about high team performance but wants them to be succinct and efficient.
The book is intended to assist professionals in private, public, and not-for-profit organizations who want to use teams to enhance job performance. Also, it is intended to be helpful to the team members, team leaders, mentors, coaches, and administrators across these sectors who want to diagnose their team and organizational conditions, in order to make improvements.

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Power and Empowerment

A Radical Theory of Participatory Democracy

Peter Bachrach

Temple University Press, 1992

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Representation and Rebellion

The Rockefeller Plan at the Colorado Fuel and Iron Company, 1914-1942

Jonathan H. Rees

University Press of Colorado, 2010

In response to the tragedy of the Ludlow Massacre, John D. Rockefeller Jr. introduced one of the nation’s first employee representation plans (ERPs) to the Colorado Fuel and Iron Company in 1915. With the advice of William Mackenzie King, who would go on to become prime minister of Canada, the plan—which came to be known as the Rockefeller Plan—was in use until 1942 and became the model for ERPs all over the world.In Representation and Rebellion Jonathan Rees uses a variety of primary sources—including records recently discovered at the company’s former headquarters in Pueblo, Colorado—to tell the story of the Rockefeller Plan and those who lived under it, as well as to detail its various successes and failures. Taken as a whole, the history of the Rockefeller Plan is not the story of ceaseless oppression and stifled militancy that its critics might imagine, but it is also not the story of the creation of a paternalist panacea for labor unrest that Rockefeller hoped it would be.Addressing key issues of how this early twentieth-century experiment fared from 1915 to 1942, Rees argues that the Rockefeller Plan was a limited but temporarily effective alternative to independent unionism in the wake of the Ludlow Massacre. The book will appeal to business and labor historians, political scientists, and sociologists, as well as those studying labor and industrial relations.

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Revising State Theory

Essays in Politics and Postindustrialism

Fred Block

Temple University Press, 1987

Socialist Review Book Award, Socialist Review, 1987 This volume makes available in one place a complete statement of Fred Block's perspective for students and participants in the ongoing debate on state theory. His substantial Introduction serves as an intellectual autobiography in which he assesses the field-including the theories of Domhoff, Poulantzas, and Skocpoland situates his own work within it. Block also discusses his relationship to different strands of Marxism. In his analysis of the relationship between business and the state, Block argues that while business interests have far more influence over state policy than other constituencies, state actors still have substantial autonomy in formulating policies. In particular, the business community's internal divisions and difficulties in assessing its own interests limit its capacity to control events. Block insists that when business influence is greatest, as during the Reagan years, state policies will be least successful in solving the society's problems. "What is at work here is a relatively simple sociological dynamic--that institutionalized relations of power tend to become visible only when they weaken. When these institutionalized relations are most effective, they tend to be invisible, precisely because the justifying ideologies so dominate people's commonsense understandings. The classic recent example is the existence of women's subordination. In the fifties, people would have responded to the claim that women were systematically discriminated against in American society with incredulity because they had so totally accepted an ideology that justified differential treatment of men and women as normal and natural. The full-blown analysis and critique of male domination emerges only in the seventies, when patriarchal arrangements are already weakening.... "In state theory, the development is analogous. In the fifties, pluralist arguments dominate because the exercise of power has been rendered invisible. The relation between business and the state works so well that it leaves few traces. Moreover, there is little real debate about how the society should be structured, so the extent to which everyone's basic assumptions fit with the interests of corporate capitalism is not at all obvious. Since nobody was even asking the big questions of who should make investment decisions and how should income and wealth be distributed, it was not apparent that the narrow limits of debate fit exactly with the interests of business.... However, the cumulative impact of Vietnam and racial conflict in the late sixties, the drama of Watergate, and the growing economic difficulties of advanced capitalist societies in the early seventies served to make the exercise of power in American society widely visible. The previous functional relation between the state and business had been disrupted and the efforts by each side to advocate its own interests became more apparent." --From the Introduction

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Shared Capitalism at Work

Employee Ownership, Profit and Gain Sharing, and Broad-Based Stock Options

Edited by Douglas L. Kruse, Richard B. Freeman, and Joseph R. Blasi

University of Chicago Press, 2010

The historical relationship between capital and labor has evolved in the past few decades. One particularly noteworthy development is the rise of shared capitalism, a system in which workers have become partial owners of their firms and thus, in effect, both employees and stockholders. Profit sharing arrangements and gain-sharing bonuses, which tie compensation directly to a firm’s performance, also reflect this new attitude toward labor.

Shared Capitalism at Work analyzes the effects of this trend on workers and firms. The contributors focus on four main areas: the fraction of firms that participate in shared capitalism programs in the United States and abroad, the factors that enable these firms to overcome classic free rider and risk problems, the effect of shared capitalism on firm performance, and the impact of shared capitalism on worker well-being. This volume provides essential studies for understanding the increasingly important role of shared capitalism in the modern workplace.

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Students Lead The Library

The Importance Of Student

Carissa Tomlinson

Assoc of College & Research Libraries, 2016

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The Postdevelopmental State

Dilemmas of Economic Democratization in Contemporary South Korea

Jamie Doucette

University of Michigan Press, 2024

Winner of the 2025 Association of Korean Studies in Europe Book Prize

Over the last 25 years, South Korea has witnessed growing inequality due to the proliferation of non-standard employment, ballooning household debt, deepening export-dependency, and the growth of super-conglomerates such as Samsung and Hyundai. Combined with declining rates of economic growth and turbulent political events, these processes mark a departure from Korea’s past recognition as a high growth “developmental state.”

The Postdevelopmental State radically reframes research into the South Korean economy by foregrounding the efforts of pro-democratic reformers and social movements in South Korea to create an alternative economic model—one that can address Korea’s legacy of authoritarian economic development during the Cold War and neoliberal restructuring since the Asian Financial Crisis of the late 1990s. Understanding these attempts offers insight into the types of economic reforms that have been enacted since the late 1990s as well as the continued legacy of dictatorship-era politics within the Korean political and legal system. By examining the dilemmas economic democracy has encountered over the past 25 years, from the IMF Crisis to the aftermath of the Candlelight Revolution, the book reveals the enormous and comprehensive challenges involved in addressing the legacy of authoritarian economic models and their neoliberal transformations.

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The Six-Step Guide to Library Worker Engagement

Elaina Norlin

American Library Association, 2021

Gallup’s 2019 State of the American Workplace Report found that 70 percent of employees are disengaged at work. Why is worker engagement so important? Engaged workers lead to engaged libraries — vibrant institutions that nurture their workers’ dedication, creativity, and innovation so they can serve their communities most effectively. This guide walks library managers and administrators through concrete steps to change their organization’s culture so that it fosters worker engagement, using first-hand accounts from library staff to illustrate both successes and failures. Readers will discover

why libraries often fall short at hiring good leadership and ways to develop better recruitment strategies moving forward;
how lack of trust pushes workplace culture towards incivility, hostility, and lower morale, and what library leaders can do to rebuild it;
methods for using recognition and praise as tools for sustaining a positive work environment;
the rationale for eliminating annual performance reviews in favor of less formal one-on-one conversations and “just in time” continuous feedback;
the secrets behind high performing teams, strategies to support dysfunctional teams, and tips on how to develop remote teamwork; and
why viewing diversity, equity, and inclusion (DEI) as separate from workplace culture is counterproductive, since it is actually the positive result of a strong foundation, with advice on combating the factors that contribute to low retention rates of BIPOC librarians.

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