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Building workplace democracy in Amer...

Bruce, Carole F.

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Building workplace democracy in America: Employee-owned industry models.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Building workplace democracy in America: Employee-owned industry models./
Author:	Bruce, Carole F.
Description:	290 p.
Notes:	Source: Dissertation Abstracts International, Volume: 64-02, Section: A, page: 0680.
Contained By:	Dissertation Abstracts International64-02A.
Subject:	Sociology, Industrial and Labor Relations. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoeng/servlet/advanced?query=3080219

Building workplace democracy in America: Employee-owned industry models.
Bruce, Carole F.

Building workplace democracy in America: Employee-owned industry models. - 290 p.

Source: Dissertation Abstracts International, Volume: 64-02, Section: A, page: 0680.

Thesis (Ph.D.)--Fielding Graduate Institute, 2003.

This dissertation presents an ethnographic study of workplace democracy in America. Industrial democracy gained a significant foothold in America with passage of the 1935 National Labor Relations Act, giving employees the right to bargain collectively with their employer. Current challenges to workplace democracy include a skyrocketing gap between executive and production worker incomes, the rise in part-time, temporary, and contract employment, and a diminishment of a sense of “a fair day's pay” and job security. Employees continue seeking ways to empower themselves in the workplace, and industrial democracy remains the ideal model. Interested in determining what could be done to remedy this situation, I researched different employee ownership models. Employee-owned stock plans, ESOPs (Employee Stock Ownership Plans) in particular, became my focus. ESOPs were most salient, as they are closely aligned with the traditional capitalist, market-based economy, yet anomalous in that the workers become capitalists themselves rather than factors of production. My research examines the lived experiences of employee owners of an American ESOP company to discover their expectations for employee ownership, whether these expectations have been met, what motivates them to pursue this type of structure, their impressions of control and influence in the company, and what employee ownership means to them. Through these workers' lives, we can begin to appraise an ESOP's potential for instituting workplace democracy where employees are in control of their employment conditions and future, and share in their company's financial destiny. My research analyzes three bodies of knowledge that influence 21st century corporate America: employee ownership, industrial democracy, and employee motivation. Employee ownership describes the growing popularity of ESOPs. Industrial democracy looks at classic capitalism and the on-going struggle between labor and capital. Employee motivation raises the question: “What's in it for the employee owners?” I look at how different motivational theories simplify and explain the complexity of employee owners' behavior. As I worked side-by-side with laborer-capitalists, I had the opportunity to examine and test some of these theories and preliminarily determine the ESOP's ability to promote industrial democracy in corporate America.Subjects--Topical Terms:

1017858
Sociology, Industrial and Labor Relations.

Building workplace democracy in America: Employee-owned industry models.
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100 1 $a Bruce, Carole F. $3 1944682
245 1 0 $a Building workplace democracy in America: Employee-owned industry models.
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500 $a Source: Dissertation Abstracts International, Volume: 64-02, Section: A, page: 0680.
500 $a Chair: Judith Stevens-Long.
502 $a Thesis (Ph.D.)--Fielding Graduate Institute, 2003.
520 $a This dissertation presents an ethnographic study of workplace democracy in America. Industrial democracy gained a significant foothold in America with passage of the 1935 National Labor Relations Act, giving employees the right to bargain collectively with their employer. Current challenges to workplace democracy include a skyrocketing gap between executive and production worker incomes, the rise in part-time, temporary, and contract employment, and a diminishment of a sense of “a fair day's pay” and job security. Employees continue seeking ways to empower themselves in the workplace, and industrial democracy remains the ideal model. Interested in determining what could be done to remedy this situation, I researched different employee ownership models. Employee-owned stock plans, ESOPs (Employee Stock Ownership Plans) in particular, became my focus. ESOPs were most salient, as they are closely aligned with the traditional capitalist, market-based economy, yet anomalous in that the workers become capitalists themselves rather than factors of production. My research examines the lived experiences of employee owners of an American ESOP company to discover their expectations for employee ownership, whether these expectations have been met, what motivates them to pursue this type of structure, their impressions of control and influence in the company, and what employee ownership means to them. Through these workers' lives, we can begin to appraise an ESOP's potential for instituting workplace democracy where employees are in control of their employment conditions and future, and share in their company's financial destiny. My research analyzes three bodies of knowledge that influence 21st century corporate America: employee ownership, industrial democracy, and employee motivation. Employee ownership describes the growing popularity of ESOPs. Industrial democracy looks at classic capitalism and the on-going struggle between labor and capital. Employee motivation raises the question: “What's in it for the employee owners?” I look at how different motivational theories simplify and explain the complexity of employee owners' behavior. As I worked side-by-side with laborer-capitalists, I had the opportunity to examine and test some of these theories and preliminarily determine the ESOP's ability to promote industrial democracy in corporate America.
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650 4 $a Business Administration, Management. $3 626628
650 4 $a Psychology, Industrial. $3 520063
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791 $a Ph.D.
792 $a 2003
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoeng/servlet/advanced?query=3080219