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International HRM
France (French Model History19th - 20th Century 18th…
International HRM
France
Descriptives
Facts
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High levels of state intervention, despite low level of juridification
Numbers
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Union Density: 7-8%
- Lowest in Europe, very unique
Hofstede's Model
High Power Distance
- Managers come from a select group of elite universities
High Individualism
- Citizens look out more for themselves and their families
French Model
Unions
Membership Crisis
Extremely low density, currently around 7%
- Younger workers tend to be under-represented
- Down from around 20% in the 70's
- Unions build a core around militant members rather than stable mass membership
- This has placed more emphasis on conflict than delivering benefits to members
- Employer hostility has made it difficult
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Extremely fragmented, huge amount of unions all with different political, religious and historical connections
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Low and inconsistent membership means unions often struggle to form an organisational structure, or reliable goals
Unions are still able to motivate workers to strike, as it is seen as the only way to make a difference
Low turnout and variance in support for unions at works committee elections since 70s shows growing dissatisfaction amongst union members
- CGT support has dropped in these elections
- non-union representatives vote share has increased
- Trend began in 60s, accelerated in the 80s
Militancy
Numerous examples, low density does not preclude support for industrial action.
General decline in activity since 1968
- This decline is more pronounced in the private sector
The State
Attempts to act neutral, but as a major employer fails.
Despite low level of juridification, can affect ER via minimum wage rises that affect all sectors
Encourages collective bargaining, having previously passed Auroux laws and CB act. #
Despite emphasis on CB, weak nature of TUs and vast differences in employer opinions mean CB is ineffective.
- This is highlighted by the fact agreements only need one union signatory, despite applying to the entire industry.
Right Wing drift in policy of recent governments has led to an emphasis on localised bargaining. (Connolly & Darlington 2012)
History of regular intervention, but only to bring parties to the table.
- Fears heavy regulation due to revolution culture (May 68)
Employers
Largest Employers Organisation = MEDEF
- Represents around 75% of SMEs
Due to the large amount of businesses involved there is a huge degree of internal heterogeneity (Woll 2006) meaning the organisation cannot accurately represent everyone.
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French Model History
19th - 20th Century
- 1864 - Right to Strike
- 1884 - TUs legalised
1936 - Matignon Agreements
- 40 hour week, 2 weeks paid holiday
- Collective Bargaining Act introduced industry wide collective agreements
- Principles of extension and enlargment were established (agreements can be made binding on companies in same sector that did not sign them)
1945 - Legislation created the right of employees in companies employing 50+ staff to elect a works committee
1968 - Wide spread protests, strikes, occupations.
- Grenelle agreements led to legislation that provided for TU workplace branches and TU workplace representation.
- This was the first time that presence of TUs was sanctioned in the work place.
1982 - Auroux Laws created the right for employees to discuss their views about work in expression groups
- Put employers under an obligation to bargain.
- On pay every year, job classifications every 5 years.
- In companies with TU reps, obligation was annual negotiation on wages and working time.
Multi-Industry Bargaining in decline between 70s and late 80s.
- Mid 90s led to a resurgance with five inter-sector agreements dealing with issues such as vocational training and youth unemployment.
- Number of industry agreements rose from 365 in 1981 to 968 in 1995.
- Company agreements have shown a more dramatic rise, 1,410 in 82 to 8,550 in 1995.
Unions
- Serious divisions in politics, religion, history
- CFDT founded in '64 as breakaway from Catholic CFTC
- CGT established in 1895, linked to French communist party (PCF)
- FO established in 1948 as breakaway from CGT.
Journal Articles
Jefferys 1996
- 3 factors characterise french system
- Ineffective collective bargaining
- The extent of industrial conflict and legal intervention
- Highly politicised, but weak and fragmented TUs
Connolly and Darlington (2012)
- Recent right wing governments have placed an increased emphasis on localised bargaining, believing this benefits employers.
- This has led to the growth of industry specific unions such as SUD (rail) that advocate more militant action as a response to this perceived benefit. (See 2018 strikes.)
Woll (2006)
- The internal heterogeneity caused by such large employment organisations weakens their ability to negotiate adequately.
Clegg (1976)
- Government puts emphasis on collective bargaining, despite the weak nature of TUs and vast difference in EO opinions making the process often ineffective.