This article surveys arguments for the claim that employees have a right to strong forms of decision-making participation. Itconsiders objections to employee participation based on shareholders' property rights and it claims that those objections are flawed. In particular, it argues the employee participation rights are grounded on the same values as are property rights. The articlesuggests that the conflict between these two competing rights claims is best resolved by limiting the scope of corporate property rightsand by recognizing a strong employee (...) right to co-determine corporate decisions. (shrink)

This article integrates theory and concepts from the business and society, business ethics, and labor relations literatures to offer a conceptualization of labor union social responsibility that includes activities geared toward three primary objectives: economic equity, workplace democracy, and social justice. Economic, workplace, and social labor union stakeholders are identified, likely issues are highlighted, and the implications of labor union social responsibility for labor union strategy are discussed. It is noted that, given the breadth of labor unions in a global (...) work environment, labor union social responsibility also has implications for NGOs, corporations, and how corporate social responsibility is viewed going forward. This article concludes by noting that the nexus of labor relations and corporate social responsibility warrants more attention in management and labor relations literatures. (shrink)

This paper uses the Australian Council of Trade Unions (ACTU) statement of union values as its point of departure to explore the purpose and role of trade union values. Specifically, the paper questions whether the role of values is purely symbolic, serving as a guide to unions, or whether values have a broader role. Furthermore, the paper questions the scope of the ACTU statement, which is currently based on the public work of unions. In conducting this analysis, union values are (...) compared to the broader human values; moreover, the scope of the document is assessed against the historic activity and behaviour of unions as represented in extant union theory. Subsequently, the paper uses the emerging role of union values to critique the ACTU statement, concluding that while this statement makes a valuable contribution to union practice and debate, it can be extended to encompass other, more private areas of union activity. (shrink)

Shows that current elitist theories are based on an inadequate understanding of the early writings of democratic theory and that much sociological evidence has been ignored.

Thesis: The exclusion of organized labor/management issues from the principal arenas for business ethics study and discussions needs to be remedied. The paper develops this thesis in three steps: 1) Exclusion: A careful examination of select textbooks, journals, and conferences provides evidence as to the virtual absence of unions and such crucial organized labor/management issues as labor organizing and collective bargaining; 2) Inclusion: A series of brief arguments favoring inclusion of these issues in business ethics based on the notion of (...) privileged institutions, adversarial posturing, the societal benefits, and globalization; 3) Suggestions: Some practical, cooperative initiatives involving the academy, management and labor, such as, labor officials as guest speakers and members of business school committees, internships in labor organizations, training workshops in business ethics for labor leaders, fora for joint management/labor discussions of issues each group faces in the economy and the legislatures. (shrink)

Are democracy and success compatible in a business organization? In this work we show how Spains Mondragón Corporación Cooperativa (MCC) has made it possible. MCC can be considered a world leader in cooperativism. It is one of the few contemporary business organizations that can be viewed as a democracy, and it represents a unique experience in the use of democratic and participatory methods in management. MCC has developed its own Management Model based on its cooperative principles, on modern management practices (...) and on the cutting edge experiences of the most advanced companies. In this work we analyze the key elements of MCCs democratic management model, developed around aspects such as corporate culture, organizational structure or human resources. We also look at the case of Irizar, a component cooperative of MCC internationally known for its successful management model. Finally, we outline some practical implications of introducing democracy into organizations, drawn from the experiences of MCC and Irizar. (shrink)

Trade union leaders serve dual, seemingly contradictory roles. They must command militant organizations in conflicts with employers. Simultaneously, they must be accountable and democratically responsive to their members. Few unions possess the institutions or leadership to accomplish both. This article analyzes the practices of the International Longshore and Warehouse Union, in which effective contract negotiation and an informed, active rank-and-file democracy are mutually supportive. We offer an alternative to standard accounts of union democracy. While the claims are based on a (...) detailed case study, the theoretical model and its insights hold for labor unions and organizations more broadly. (shrink)

Direct-democratic processes have won popular support but fall far short of the standards of deliberative democracy. Initiative and referendum processes furnish citizens with insufficient information about policy problems, inadequate choices among policy solutions, flawed criteria for choosing among such solutions, and few opportunities for reflection on those choices prior to decision making. We suggest a way to make direct democracy more deliberative by grafting randomly selected citizen assemblies onto existing institutions and practices. After reviewing the problems that beset modern direct-democratic (...) elections and the long history of randomly selected citizen assemblies, we propose five different varieties of randomly constituted citizen bodies—Priority Conferences, Design Panels, Citizens’ Assemblies, Citizens’ Initiative Reviews, and Policy Juries. After selecting members through stratified random sampling of citizens, each of these assemblies would operate at a different stage of the legislative process, from initial problem identification through approval of a finished ballot measure. Highly structured procedures guided by professional moderators and featuring expert testimony on policy and legal matters would help to ensure deliberative quality, and careful institutional designs would make each body politically powerful. In the end, these citizen bodies would be likely to address the deliberative deficit of direct democracy and better achieve the public’s desired policy objectives. (shrink)

Union security has long been an industrial relations controversy. While compulsory unionism supporters say it benefits the working class, right-to-work advocates denounce it as an unethical infringement of individual rights and freedom. Unfortunately, neither side has adequately addressed the shortcomings of their viewpoint, nor the broader worker concerns about effective representation beyond just "unionism". In this paper, we examine the ethical and practical problems of compulsory and voluntary unionism and propose a new resolution, compulsory proportional representation, that has the advantages (...) of: ensuring workers' freedom to associate or not associate, promoting freedom to contract, allowing free competition in representation in line with anti-trust principles, improving industrial peace and efficiency, enhancing fairness and social justice, and addressing the employer-employee power imbalance. It is superior to either voluntary unionism, which often lead to management unilateralism, or compulsory unionism, where workers are compelled to join unions against their will. (shrink)