"This article suggests that the Norwegian model of labour relations is not transferred to Poland as a part of direct investments when it comes to representative participation of the workforce and collective bargaining. The authors suggest several explanations for their findings. One is that Norwegian manufacturing companies mainly locate simple assembling activities in Poland, and, from the employer's point of view, these activities may not call for the same extent of employee involvement in work organization as is the case with more competence-intensive activities. Second, through participation processes employees might be able to take home more of the value added, with lower profits for the Norwegian owners as a result. In addition, there are difficulties in transferring labour relations because of differences in cultural codes and lack of basic institutions, e.g. unionization and membership in employers' associations, which is absent in most of the companies."

Support: Paper