HRM&IndustrialRelations(ppt 34頁)(英文)

male, FT, unionised, manual, “heavy” industries & public sector , restrictive practices, strikes & collective bargaining?
Employee relations - more diverse jobs: non-manual, female, PT, non-union, services, high tech, “new” business etc
Focus = regulation of employment relationship (control, adaptation, adjustment) - legal, political, econ, social, historical contexts. “Collective aspects”?

transformation in inputs by labour using tools & methods. Products, under capitalism, become exchangable, marketable commodities. Relevance to banking, retailing, local gov’t etc ?
labour-capital relationship - essentially exploitative (ownership, surplus value, logic of efficiency & savings, structures of control.
Braverman - to achieve capital’s objectives - specialisation, standardisation, simplification, substitute technology for labour (Taylor), de-skilling? Critique?
Core + peripheral employees. Segmented labour markets
Job enrichment, empowerment & responsible autonomy
Personal control & bureaucratic control

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