This research note examines consultation in a British utilities company since privatisation in 1990, raising the general issue of how changing workplace requirements for representation can be met with varying degrees of success by different groups of workers and their unions. This can mean that existing hierarchies within workforces and between unions are strengthened.
Get full access to this article
View all access options for this article.
References
1.
Arrowsmith J , Edwards T (2000) Industrial relations implications of the liberalisation of the UK electricity sector. European Industrial Relations Observatory Online. Available at http://www.eirofound.ie. Retrieved May 2003.
2.
Danford A , Richardson M , Upchurch M (2003) New Unions, New Workplaces: A Study of Union Resilience in the Restructured Workplace. London: Routledge .
3.
EMA (1989) Report by Caroline Simpson, 2 May 1989. MSS 370, Box 2, Modern Records Centre, University of Warwick .
4.
Ferner A (1990) The changing infiuence of the personnel function: Privatization and organizational politics in electricity generation . Human Resource Management Journal1 (1): 12–30 .
5.
Ferner A , Colling T (1993) Electricity supply. In: Pendleton A , Winterton J , eds, Public Enterprise in Transition. Industrial Relations in State and Privatised Corporations. London: Routledge .
6.
Hannah L (1979) Electricity Before Nationalisation. London and Basingstoke: Macmillan .
7.
Slinn J (1989) Engineers in Power. London: Lawrence and Wishart .
