Richard N Block
Biographic Data
| ID | 1067608 |
|---|---|
| NAME | Richard N Block |
| GIVEN NAMES | Richard N |
| FAMILY NAME | Block |
| SIGNATURE | BLOCK R N |
| AFFILIATIONS | Michigan State University |
| VERIFIED | No |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 33 |
| AUTHOR COUNT | 11 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1978 |
| LATEST PUBLICATION YEAR | 2010 |
| H-INDEX | 3 |
Collective Bargaining as a Form of Employee Participation: Observations on the United States and Europe
The purpose of this article is to examine the differing rationales for collective bargaining in the United States and Europe, and how these rationales affect the nature of participation through collective bargaining. The article shows how the basis for collective bargaining in the United States has been the removal of impediments to economic efficiency caused by disputes over union recognition, while in Europe it has generally been industrial plu…
Joint Responsibility Unionism: A Multi-Plant Model of Collective Bargaining under Employment Security
The authors develop a general model of local-level bargaining in the multi-plant firm. According to this model, when the parent firm has the ability to allocate production differentially across plants, the local union may be motivated to work with local management to reduce production costs and increase profitability, in order to increase plant employment or minimize reductions in plant employment. A case study using data from General Motors' Lan…
Labor Standards in the United States and Canada
After working in
Labor Law, Industrial Relations and Employee Choice: The State of the Workplace in the 1990s
Introduction and OverviewThe past two decades of industrial relations experience have had the cumulative effect of a widespread realization that discussion and debate over the nation©s labor laws and their administration are needed.Concerns have been growing about the costs to society of labor con flict, and questions have been raised as to whether there is a role for labor legislation in encouraging labor-management cooperation in order to enhan…
Are Training Subsidies for Firms Effective? The Michigan Experience
This paper explores the effects of a state-financed training grant program for manufacturing firms in Michigan. Using a three-year panel of data from a unique survey of firms that applied for these grants, the authors estimate the effects of receipt of a grant on total hours of training in the firm and the product scrap rate. They find that receipt of these grants is associated with a large and significant, though one-time, increase in training h…
"Comment on Alan B. Krueger, "The Evolution of Unjust-Dismissal Legislation in the United States
IN his article published in the July 1991 issue (Volume 44, Number 4, pp. 644-60), Alan B. Krueger, citing anecdotal evidence, states that groups in some states actually support and sponsor unjust-dismissal (p. 658). A logical hypothesis to explain why employer and employee groups often jointly support just cause dismissal laws, he suggests earlier in the paper, 's that such laws are an acceptable compromise between limited employer liability and…
Labor Relations and the Litigation Explosion
The Impact of Attorneys and Arbitrators on Arbitration Awards
This paper analyzes the impact of attorney representation and the identity of the arbitrator on a sample of grievance arbitration awards in cases involving discharge for just cause. The results indicate that, as compared to cases in which neither side is represented by an attorney, each party has more favorable arbitration awards when it has attorney representation and the other party does not. When both sides have attorney representation, howeve…
The Collective Bargaining Process: Readings and Analysis
Union Organizing and the Allocation of Union Resources
This study examines the propensity of unions to allocate resources to organizing activity. The author hypothesizes that as a union increases its extent of organization, the need of its members for organizing services declines relative to their need for representation services and also the costs of organizing are more likely to exceed its benefits. Consequently, the percentage of a union's resources devoted to organizing is expected to vary invers…
The Impact of Seniority Provisions on the Manufacturing Quit Rate
Examination of how the strength and coverage of union-negotiated seniority provisions in two-digit manufacturing industries affect the quit rate. Measurement of union-negotiated provisions; Assumptions of the method; Determination of the variables; Results and conclusions. (Abstract copyright EBSCO.)
The Impact of Attorneys and Arbitrators on Arbitration Awards
This paper analyzes the impact of attorney representation and the identity of the arbitrator on a sample of grievance arbitration awards in cases involving discharge for just cause. The results indicate that, as compared to cases in which neither side is represented by an attorney, each party has more favorable arbitration awards when it has attorney representation and the other party does not. When both sides have attorney representation, howeve…
Are Training Subsidies for Firms Effective? The Michigan Experience
This paper explores the effects of a state-financed training grant program for manufacturing firms in Michigan. Using a three-year panel of data from a unique survey of firms that applied for these grants, the authors estimate the effects of receipt of a grant on total hours of training in the firm and the product scrap rate. They find that receipt of these grants is associated with a large and significant, though one-time, increase in training h…
The Impact of Seniority Provisions on the Manufacturing Quit Rate
Examination of how the strength and coverage of union-negotiated seniority provisions in two-digit manufacturing industries affect the quit rate. Measurement of union-negotiated provisions; Assumptions of the method; Determination of the variables; Results and conclusions. (Abstract copyright EBSCO.)
Union Organizing and the Allocation of Union Resources
This study examines the propensity of unions to allocate resources to organizing activity. The author hypothesizes that as a union increases its extent of organization, the need of its members for organizing services declines relative to their need for representation services and also the costs of organizing are more likely to exceed its benefits. Consequently, the percentage of a union's resources devoted to organizing is expected to vary invers…
Joint Responsibility Unionism: A Multi-Plant Model of Collective Bargaining under Employment Security
The authors develop a general model of local-level bargaining in the multi-plant firm. According to this model, when the parent firm has the ability to allocate production differentially across plants, the local union may be motivated to work with local management to reduce production costs and increase profitability, in order to increase plant employment or minimize reductions in plant employment. A case study using data from General Motors' Lan…
"Comment on Alan B. Krueger, "The Evolution of Unjust-Dismissal Legislation in the United States
IN his article published in the July 1991 issue (Volume 44, Number 4, pp. 644-60), Alan B. Krueger, citing anecdotal evidence, states that groups in some states actually support and sponsor unjust-dismissal (p. 658). A logical hypothesis to explain why employer and employee groups often jointly support just cause dismissal laws, he suggests earlier in the paper, 's that such laws are an acceptable compromise between limited employer liability and…
The Impact of Seniority Provisions on the Manufacturing Quit Rate
Examination of how the strength and coverage of union-negotiated seniority provisions in two-digit manufacturing industries affect the quit rate. Measurement of union-negotiated provisions; Assumptions of the method; Determination of the variables; Results and conclusions. (Abstract copyright EBSCO.)
Union Organizing and the Allocation of Union Resources
This study examines the propensity of unions to allocate resources to organizing activity. The author hypothesizes that as a union increases its extent of organization, the need of its members for organizing services declines relative to their need for representation services and also the costs of organizing are more likely to exceed its benefits. Consequently, the percentage of a union's resources devoted to organizing is expected to vary invers…
The Collective Bargaining Process: Readings and Analysis
The Impact of Attorneys and Arbitrators on Arbitration Awards
This paper analyzes the impact of attorney representation and the identity of the arbitrator on a sample of grievance arbitration awards in cases involving discharge for just cause. The results indicate that, as compared to cases in which neither side is represented by an attorney, each party has more favorable arbitration awards when it has attorney representation and the other party does not. When both sides have attorney representation, howeve…
Labor Relations and the Litigation Explosion
"Comment on Alan B. Krueger, "The Evolution of Unjust-Dismissal Legislation in the United States
IN his article published in the July 1991 issue (Volume 44, Number 4, pp. 644-60), Alan B. Krueger, citing anecdotal evidence, states that groups in some states actually support and sponsor unjust-dismissal (p. 658). A logical hypothesis to explain why employer and employee groups often jointly support just cause dismissal laws, he suggests earlier in the paper, 's that such laws are an acceptable compromise between limited employer liability and…
Are Training Subsidies for Firms Effective? The Michigan Experience
This paper explores the effects of a state-financed training grant program for manufacturing firms in Michigan. Using a three-year panel of data from a unique survey of firms that applied for these grants, the authors estimate the effects of receipt of a grant on total hours of training in the firm and the product scrap rate. They find that receipt of these grants is associated with a large and significant, though one-time, increase in training h…
Labor Law, Industrial Relations and Employee Choice: The State of the Workplace in the 1990s
Introduction and OverviewThe past two decades of industrial relations experience have had the cumulative effect of a widespread realization that discussion and debate over the nation©s labor laws and their administration are needed.Concerns have been growing about the costs to society of labor con flict, and questions have been raised as to whether there is a role for labor legislation in encouraging labor-management cooperation in order to enhan…
Labor Standards in the United States and Canada
After working in
Joint Responsibility Unionism: A Multi-Plant Model of Collective Bargaining under Employment Security
The authors develop a general model of local-level bargaining in the multi-plant firm. According to this model, when the parent firm has the ability to allocate production differentially across plants, the local union may be motivated to work with local management to reduce production costs and increase profitability, in order to increase plant employment or minimize reductions in plant employment. A case study using data from General Motors' Lan…
Collective Bargaining as a Form of Employee Participation: Observations on the United States and Europe
The purpose of this article is to examine the differing rationales for collective bargaining in the United States and Europe, and how these rationales affect the nature of participation through collective bargaining. The article shows how the basis for collective bargaining in the United States has been the removal of impediments to economic efficiency caused by disputes over union recognition, while in Europe it has generally been industrial plu…
Labor Movements and Unions (10 works) · Political science (9 works) · Economics (8 works) · Law (8 works) · Business (6 works) · Labour economics (5 works) · Collective bargaining (3 works) · Computer Science (3 works) · Law and economics (3 works) · Law, Economics, and Judicial Systems (3 works)