Theorien 4 Übersicht

Willman 2016

-Employment relationship

-Neoclassical economics ignores central conflict of interest/power

Simon 1951

-Economic theory ignores the two most striking thing about the employment contract

-3 Characteristics of employment relationship in reality

-Area of Acceptance – Voluntary assignment of authority

Simon 1951 – Williamson 1975

-6 Features of Employment contracts

Williamson 1975

-3 Contract types

Doeringer & Priore 1971

-Internal Labour Markets (Neoclassical economics vs. insulated)

-9 Characteristics

-ILMs generated by 3 factors not envisiones in conventional economics theory

Hirschman 1970

-Mechanisms for dealing with social or economic problems

-Exit, Voice & Loyalty

-Benefits of voice

Freeman & Medoff 1984 – What do Unions do

-2 faces of unions

-3 ways increased wages affect productivity

-Voice face can increase productivity (5)

-Evidence

-Optimistic conclusion

Olson 1971

-Why might it be easy/difficult to form a union?

-Economic costs of collective action (public vs. private goods)

-Central problem: Freeriding

-2 Solutions

Willman 2014

-Individualisation of the employment relationship

-Unions provide 3 kinds of service

-When is unionization more likely 5 reasons

-Why do managers choose to deal with unions (3)

Freeman & Medoff 1984

-10-15%

-Own US data 20-30%

OECD 2019

-10-15% US/UK

Blanchflower & Bryson 2004

-Exists, but declined (due to increased competition)

-17-21% private, 14% public

-Union wage premium US/UK 10-15%

-Quality of work environment / forms of voice

-Di Maggio 2001 – Middle-class formation

-Political stability

-Hall & Soskice 2001 – Innovation pressure

Hirsch 2004 – What do unions do for economic performance

-Response to Freeman & Medoff 1984

-Wage premium -> Any compensating positives?

-Are the two faces really distinct

-Evidence

-3 Reasons why it’s difficult to measure

-Putting Freeman & medoff 1984 into context

Wessels 1994

-Upskilling of labour in union firms

-> Unions could then demand higher wages -> Employer might anticipate and not upgrade workforce