Co-operative Workplace Dispute Resolution

Organizational Structure, Ownership, and Ideology

Nonfiction, Reference & Language, Law, Civil Procedure
Cover of the book Co-operative Workplace Dispute Resolution by Elizabeth A. Hoffmann, Taylor and Francis
View on Amazon View on AbeBooks View on Kobo View on B.Depository View on eBay View on Walmart
Author: Elizabeth A. Hoffmann ISBN: 9781317159667
Publisher: Taylor and Francis Publication: May 13, 2016
Imprint: Routledge Language: English
Author: Elizabeth A. Hoffmann
ISBN: 9781317159667
Publisher: Taylor and Francis
Publication: May 13, 2016
Imprint: Routledge
Language: English

Understanding the complex dynamics involved in workplace disputes helps improve the way organizations deal with unwelcome but inevitable occurrences. These issues have been researched from different perspectives, but previously such research has failed to ask how flattened organizational form might impact ways of resolving disputes, focusing instead on what occurs in conventional, hierarchical organizations only. In Co-operative Workplace Dispute Resolution, Elizabeth Hoffmann considers the question of how workplace disputes are raised in the absence of formal hierarchy. In contrast to conventionally organized businesses, co-operatives attempt to evenly distribute power and ownership and encourage worker control through egalitarian ideologies, flattened management structures and greater information sharing. Like conventional businesses, though, they still pursue goals relating to profit and efficiency. Dr Hoffmann argues that lessening hierarchy and sharing power, as occurs in co-operatives, provides insight into how greater worker involvement and ownership might operate in a less extreme and more modest form in conventional mainstream business. This book focuses on dispute resolution strategies at matched pairs of worker co-operatives and conventional businesses in three very different industries: coal mining, taxicab driving, and wholefood distribution. The author’s central finding is that the worker co-operative members have access to more dispute resolution strategies than their conventionally employed counterparts. This leads to the conclusion that benefits might be achieved by conventional businesses that wish to embrace specific attributes usually associated with co-operatives, including management-employee cooperation, shared ownership, or greater workplace equality.

View on Amazon View on AbeBooks View on Kobo View on B.Depository View on eBay View on Walmart

Understanding the complex dynamics involved in workplace disputes helps improve the way organizations deal with unwelcome but inevitable occurrences. These issues have been researched from different perspectives, but previously such research has failed to ask how flattened organizational form might impact ways of resolving disputes, focusing instead on what occurs in conventional, hierarchical organizations only. In Co-operative Workplace Dispute Resolution, Elizabeth Hoffmann considers the question of how workplace disputes are raised in the absence of formal hierarchy. In contrast to conventionally organized businesses, co-operatives attempt to evenly distribute power and ownership and encourage worker control through egalitarian ideologies, flattened management structures and greater information sharing. Like conventional businesses, though, they still pursue goals relating to profit and efficiency. Dr Hoffmann argues that lessening hierarchy and sharing power, as occurs in co-operatives, provides insight into how greater worker involvement and ownership might operate in a less extreme and more modest form in conventional mainstream business. This book focuses on dispute resolution strategies at matched pairs of worker co-operatives and conventional businesses in three very different industries: coal mining, taxicab driving, and wholefood distribution. The author’s central finding is that the worker co-operative members have access to more dispute resolution strategies than their conventionally employed counterparts. This leads to the conclusion that benefits might be achieved by conventional businesses that wish to embrace specific attributes usually associated with co-operatives, including management-employee cooperation, shared ownership, or greater workplace equality.

More books from Taylor and Francis

Cover of the book Enlightened Reform in Southern Europe and its Atlantic Colonies, c. 1750-1830 by Elizabeth A. Hoffmann
Cover of the book Critical Toponymies by Elizabeth A. Hoffmann
Cover of the book Hybrids of Modernity by Elizabeth A. Hoffmann
Cover of the book Failure and Nerve in the Academic Study of Religion by Elizabeth A. Hoffmann
Cover of the book Libraries In A World Of Cultural Change by Elizabeth A. Hoffmann
Cover of the book Architecture of Resistance by Elizabeth A. Hoffmann
Cover of the book Administrative Law for Public Managers by Elizabeth A. Hoffmann
Cover of the book Greece in the Making 1200-479 BC by Elizabeth A. Hoffmann
Cover of the book Global Englishes and Transcultural Flows by Elizabeth A. Hoffmann
Cover of the book Spain in the Seventeenth Century by Elizabeth A. Hoffmann
Cover of the book Basic TV Reporting by Elizabeth A. Hoffmann
Cover of the book There Ain't No Black in the Union Jack by Elizabeth A. Hoffmann
Cover of the book Interesting Times by Elizabeth A. Hoffmann
Cover of the book Young Children's Cognitive Development by Elizabeth A. Hoffmann
Cover of the book Interrogating Inclusive Growth by Elizabeth A. Hoffmann
We use our own "cookies" and third party cookies to improve services and to see statistical information. By using this website, you agree to our Privacy Policy