Over the years, there have been a number of attempts to construct typologies of workplace industrial relations. Each of these typologies has been useful in helping us to differentiate between workplaces, but we have doubts about the comprehensiveness and applicability of these typologies, and concerns that authors do not justify why they have chosen to focus on certain variables to the neglect of others. The aim of this paper is to offer a review and critique of some of the most widely quoted typologies of workplace industrial relations, before putting forward our own ideas. We have constructed a typology for understanding and predicting how the process of industrial relations change will proceed at workplace level, which is illustrated by examples from our own research. It is hoped that this paper will stimulate further discussion about the nature of typologizing as well as contribute to our understanding of workplace industrial relations.
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