Harry Bridges Cherny, Robert W
2023, 2023-01-10
eBook
The iconic leader of one of America’s most powerful unions, Harry Bridges put an indelible stamp on the twentieth century labor movement. Robert Cherny’s monumental biography tells the life story of ...the figure who built the International Longshore and Warehouse Union (ILWU) into a labor powerhouse that still represents almost 30,000 workers.
An Australian immigrant, Bridges worked the Pacific Coast docks. His militant unionism placed him at the center of the 1934 West Coast Waterfront Strike and spurred him to expand his organizing activities to warehouse laborers and Hawaiian sugar and pineapple workers. Cherny examines the overall effectiveness of Bridges as a union leader and the decisions and traits that made him effective. Cherny also details the price paid by Bridges as the US government repeatedly prosecuted him for his left-wing politics.
Drawing on personal interviews with Bridges and years of exhaustive research, Harry Bridges places an extraordinary individual and the ILWU within the epic history of twentieth-century labor radicalism.
► Examines stress, commitment and organisational support amongst early career sports officials. ► Tests the efficacy of an organisational support programme in relation to intention to continue. ► ...Using quasi-experimental design finds that stressors and commitment explain intention to continue. ► Perceived organisational support does not explain any additional or unique variance in intention to continue.
With governments in many western countries implementing sport policy programmes directed at increasing levels of participation, stress is being placed on the capacity of sport systems to provide sufficient numbers of appropriately accredited officials. However, with declining numbers of officials, particularly early career officials, sport organisations are also facing management problems in relation to the retention of existing officials. Using a quasi-experimental 2×2 field-based research design this study explored the efficacy of organisational support aimed at increasing retention of early career sports officials. The research addressed two questions: (1) Do stressors of officiating, commitment and organisational support predict the intention of early career officials to continue officiating? and (2) What is the efficacy of organisational support in increasing the intention of early career officials to continue officiating? The results support previous research that stressors and commitment explain intention to continue. Intention to continue was found to be a stable construct that was not influenced by an organisational support programme. Despite significant zero-order relationships between organisational support and intentions to continue, organisational support explained no additional or unique variance above that explained by commitment and stressors of officiating. The results provide the basis for further research as well as insights for developing organisational support and retention strategies for sports officials.
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When East and West Germany re-united, the world was amazed -- but this great moment should have been foreseen. East Germany, the GDR, was not transformed by a counterrevolution from the outside; the ...leadership was always capitalist at heart. The author shows how they were undermining the socialist foundations even in the 1950s, as soon as Stalin died.
In this article we examine the episode of labour discontent that occurred at the Fiat-Chrysler assembly plant in Kragujevac, Serbia, in the summer of 2017. The article traces the process through ...which the two main trade unions organised and channelled labour unrest at the plant level. Drawing on Offe and Wiesenthal’s conceptualisation of workers’ collective action dilemma, the case highlights the trade-off between on the one hand the need for institutional legitimation and on the other hand responsiveness to workers’ demands. We attempt to show that unions still have space in which to represent workers’ interests effectively when disputes emerge, regardless of unfavourable structural constraints and legacies. The article shows that not even traditionally non-conflictual and legacy unions can be fully sheltered from democratic pressures from workers and competitor organisations. Therefore, the ability to mediate between democratic and bureaucratic logics of action and legitimation remains crucial for any union and determines unions’ ability to represent effectively the interests of labour.
Dans cet article, les auteurs examinent l’épisode de mécontentement des travailleurs qui s’est produit à l’usine d’assemblage Fiat-Chrysler à Kragujevac, en Serbie, à l’été 2017. L’article retrace le processus par lequel les deux principaux syndicats ont organisé et canalisé les conflits de travail au niveau de l’usine. En se fondant sur la conceptualisation développée par Offe et Wiesenthal du choix de l’action collective des travailleurs, ce cas met en évidence le compromis entre, d’une part, le besoin de légitimation institutionnelle et, d’autre part, la capacité à répondre aux demandes des travailleurs. Les auteurs tentent de montrer que les syndicats disposent encore de l’espace nécessaire pour représenter efficacement les intérêts des travailleurs lorsque des conflits surgissent, indépendamment des contraintes structurelles et de l’héritage défavorables qui leur ont été laissés. Cet article montre que même les syndicats traditionnellement non conflictuels et ceux issus du passé ne peuvent pas être totalement à l’abri des pressions démocratiques des travailleurs et des organisations concurrentes. Par conséquent, la capacité de médiation entre les logiques démocratiques et bureaucratiques de l’action et de la légitimation demeure primordiale pour tout syndicat et détermine la capacité des syndicats à représenter efficacement les intérêts des travailleurs.
Im vorliegenden Artikel untersuchen wir die Auseinandersetzungen zwischen der Belegschaft und der Unternehmensleitung im Fiat-Chrysler-Montagewerk in Kragujevac, Serbien im Sommer 2017. Der Artikel zeichnet nach, wie die beiden großen betrieblich vertretenen Gewerkschaften die Unzufriedenheit der Arbeitnehmer auf der Werksebene kanalisiert und organisiert haben. Unter Bezugnahme auf Offes und Wiesenthals Konzeptualisierung des Dilemmas des kollektiven Handelns von Arbeitnehmern ist dieser Fall symptomatisch für den Zielkonflikt zwischen der Notwendigkeit institutioneller Legitimation einerseits und dem Reaktionsvermögen auf Forderungen von Arbeitnehmern andererseits. Wir versuchen nachzuweisen, dass Gewerkschaften nach wie vor Handlungsspielräume haben, um in Konfliktfällen Arbeitnehmerinteressen ungeachtet struktureller Einschränkungen und Altlasten effektiv zu vertreten. Der Artikel zeigt, dass nicht einmal traditionell konsensorientierte Gewerkschaften und Rechtsnachfolger der früheren sozialistischen Gewerkschaften umfassend vor demokratisch legitimiertem Druck von Arbeitnehmern und Mitbewerberorganisationen geschützt werden können. Die Fähigkeit, zwischen demokratischer und bürokratischer Handlungslogik und Legitimation vermitteln zu können, ist deshalb für alle Gewerkschaften von entscheidender Bedeutung und bestimmt ihre Fähigkeit, die Interessen von Arbeitnehmern wirksam zu vertreten.
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Nous nous intéressons à l’articulation travail-famille chez les employés et conseillers des organisations syndicales, à partir d’une recherche par entrevues. Nos résultats montrent que malgré leur ...expertise en matière de négociation sur ce sujet, les conseillers syndicaux ne semblent pas toujours pouvoir utiliser des aménagements pour la famille pour eux-mêmes. Bien que l’organisation ait mis en place quelques mesures pour mieux harmoniser les sphères professionnelle et personnelle de ses employés, l’ ethos de fort engagement et de militantisme façonne l’implication dont doit faire preuve un « bon » conseiller. La charge de travail, les horaires de travail et les déplacements constituent des défis majeurs, qui pèsent sur la vie personnelle.
Comment la loi de 2008 sur la représentativité syndicale intervient-elle dans l’activité des représentants salariés en entreprises ? Une enquête sociologique menée cinq ans après l’introduction de la ...loi montre qu’elle a accéléré la disparition de délégués mal implantés. Mais elle n’a pas consolidé les délégués restants. Ces derniers intègrent l’élimination des plus faibles dans l’histoire longue de la perte d’influence du syndicalisme. Les lieux de négociation se centralisent loin des zones d’influence des délégués élus. La performance négociatrice des délégués syndicaux centraux est peu lisible localement. Les délégués locaux, comme les responsables des ressources humaines, considèrent avec scepticisme la pérennité des équipes de représentants. L’institutionnalisation par la loi ne remplace pas la dynamique syndicale, pour susciter des vocations représentatives ou pour refonder la représentativité syndicale.
This article investigates how the gender of workplace representatives has implications for three dimensions of union effectiveness: (i) responsiveness to members, (ii) opportunity to influence ...management and (iii) ability to bring about change. Utilising original analysis of the 2011 Workplace Employment Relations Study, we examine three core elements of workplace employment relations processes that cut across the three dimensions: (i) workplace representation processes and employer support for union activity; (ii) substantive areas of representative involvement and (iii) quality of relations between union representatives and management, and between union representatives and employees. Our analysis highlights significant gender differences embedded in all three processes. The conclusion considers the broader implications of these findings for the gender equality project of British trade unions, beyond the objective of merely seeking to increase the numbers of women representatives.
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This paper considers the effects of fathers' political influence on their offspring's labour market outcomes in China. Political influence refers to the ability to convert political power into ...economic benefits. This study identifies the dissolution of political influence by exploiting an age-based mandatory retirement rule in urban China. It exploits the variation of political influence in three dimensions: bureaucrat status, retirement status, and offspring gender. A difference-in-differences approach shows that the retirement of a bureaucrat translates into a 13 per cent decrease in offspring's income. A triple-differences approach suggests retirement of a bureaucrat father translates into a 27 per cent decrease in earnings among sons. Retirement of a bureaucrat father is associated with larger income losses for offspring working in the same industry sector as their father and in industries that have a high concentration of assets or that are controlled by the state. This paper adds evidence to the growing literature estimating the economic benefits of political connections.
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9.
Arkanum der Macht Jedlitschka, Karsten
Vierteljahrshefte für Zeitgeschichte,
04/2012, Volume:
60, Issue:
2
Journal Article
Geheimdienste verwahren ihre Dokumente an besonders sicheren Orten. Die Staatssicherheit der DDR schuf sich dafür die „Geheime Ablage“, die mit etwa 13.000 Aktenbänden ein eigenes Archiv im ...Zentralarchiv war. Wie brisant waren die Dokumente wirklich, die dort abgelegt wurden und größter Geheimhaltung unter-lagen? Karsten Jedlitschka, als Mitarbeiter der Stasi Unterlagen Behörde ein Insider, weiß wovon er spricht: Die „Geheime Ablage“ enthält heute frei zugängliche Akten über besonders wichtige Operative Vorgänge, vor allem aber Unterlagen über mora¬lisches oder strafrechtlich relevantes Fehlverhalten von Stasi Mitarbeitern und SED Genossen.
In December 1953, State Security created an additional sealed section in its Central Archive, the so-called “Secret Section”. During the following decades almost 13000 files with a total volume of approximately 350 linear metres were deposited there. The operations were subject to the highest degree of secrecy, were kept sealed in separate, locked filing cabinets, access was strictly regulated and borrowings and returns were meticulously recorded. The article analyses the contents of this special section and the motives for its establishment. It becomes apparent that, next to highly charged secret service operations, it was mostly used for files recording morally or criminally relevant misbehaviour within the SED security and power structure. The “Secret Section” ensured that these explosive issues were locked away for the long term. This was its contribution to the safeguarding of the Communist dictatorship.
Financial disclosure systems are a vital component of transparency. By now 161 countries around the world have introduced financial disclosure systems, becoming commonplace around the world. But, ...although the rules are on the books, many practitioners are still struggling with the intricacies of the rules and how to implement them in the socioeconomic, historical, and legal context of their own country. Little guidance is available to assist them. This book aims to fill that void and provide practitioners with practical scenarios to consider before deciding on a particular course of action. This book contains short chapters that elaborate each topic and provide clear guidance on the issues that policy makers and those involved in the implementation of financial disclosure obligations will need to take into account before making a decision. How do you decide who should file? And how often? On-line or in hard copy? And what exactly? Everything they own directly—or also those apartments they own indirectly? How should information in declarations be checked? Should it be shared with public? How accessible should it be? This is the sort of practical guidance that this book aims to provide.
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