Documents Garaudel, Pierre 4 results

"When it comes to negotiating over a collective dismissals plan, the French national legal framework explicitly encourages social partners to favour outplacement services over significant indemnity payments. However, significant above-mandatory redundancy payments are commonly granted to laid-off workers. Based on these factual observations, this article aims to identify the antecedent conditions, or, more precisely, the combinations of conditions, that lead to the granting of a large severance pay. We conducted a qualitative comparative analysis (Crisp set QCA) methodology applied to 20 monographs on downsizing operations that took place in France during the 2000s. The results show that above-mandatory severance payments are closely related to two major dimensions characterizing the economic and social context in which restructuring processes are carried out. The first one is about the balance of power prevailing between the company decisionmakers and the employees. This balance of power dimension is subsumed by two distinct conditions: the availability of financial resources and the presence of active unions. The second dimension relates to the moral and economic damages inflicted upon laid-off workers. This dimension is intrinsically connected to two downsizing process features, i.e. the perceived degree of legitimacy associated with the downsizing process and the degree of employability associated with the laid-off workers. Most notably, it appears that none of the identified conditions is sufficient by itself to induce the payment of a significant above-mandatory indemnity. However, some causal conditions may induce the outcome variable when they are combined with some specific other antecedent conditions. Thus, our research shows that the financial resource condition leads to the granting of an above-mandatory indemnity either in conjunction with a low degree of worker's employability or in conjunction with both a weak perceived legitimacy of the restructuring process and the presence of active unions."

"Le volontariat est une modalité de mise en oeuvre des plans de sauvegarde de l'emploi qui s'est fortement développée au cours des dernières années. S'il se présente comme un substitut à la règle d'ancienneté, dans le contexte anglo-saxon, ou à la sélection sur critères, dans le contexte européen, il n'efface pas les enjeux traditionnels en la matière. Suivant que les concepteurs du dispositif mettent l'accent sur la protection des compétences ou sur la protection contre le risque chômage, des leviers de contrôle différents sont mobilisés. Après un retour sur les différents risques qui sous-tendent les mécanismes de sélection des salariés licenciés, cette contribution propose d'isoler ces leviers de contrôle et d'en révéler les tensions"

"In this article we analyse two French restructuring cases, using Walton and McKersie's theoretical framework, and provide evidence of the potential of integrative bargaining in restructuring.We argue that any restructuring situation, even in an unfavourable context such as the French, displays an integrative potential, in that employers' and employees' risks are closely interrelated and these risks can be successfully addressed in a cooperative way. The two cases are from widely contrasting contexts: a medium-sized firm in the declining textile industry, and a large insurance company with no short-term economic threat. We show to what extent the underlying bargaining processes are illustrative of an integrative approach as defined by Walton and McKersie and that such an approach may prevail in different kinds of situation, decline-related as well as competitionenhancing restructurings. Moreover, in reference with the four subprocesses developed in the Walton and MacKersie's model, we analyse how and under which conditions, an integrative approach can be achieved. Finally, we discuss theoretical implications concerning the application of this model to restructuring processes. "

"In this paper, I explore theoretically the issues of meta-organizations' diversity and agency through a cross-literature analysis, thereby establishing a bridge between two strands of literature that until now have strikingly developed in total isolation. I show that one of the most distinctive traits of global union federations relates to their meta-organizational activities that take place at the firm level and reflect a complex, multi-level meta-organizational configuration where the upper level interacts directly with second-order members but the intrinsic exteriority of global union federations to the corporate unions network positions them as “meta-organizational network brokers”. I also elicit two main dimensions of differentiation among meta-organizations that have been only indirectly delineated in the literature and which could constitute useful analytical tools for characterizing meta-organizations from a comparative perspective: (1) the degree of consistency between the goals of meta-organization secretariats and the objectives pursued by meta-organization members; and (2) the degree and direction of asymmetrical interdependence between the meta-organization itself and its members. I argue that both dimensions strongly condition the capacity for agency of their secretariat, and ultimately the degree of actorhood and the capacity of meta-organizations to act as autonomous and influential organizational actors."