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• This paper focuses on the relation between Marx's and Sraffa's treatments of prices of production. • Sraffa turns out to be right that empirical aggregates have essentially the same magnitudes in prices and labor values. • However, Sraffa's emphasis on the curviness of individual prices is not supported by the data. Rather, empirical prices are mostly near-linear and can be extremely well approximated by a simple quadratic form. This paper examines three propositions: Sraffa's comment that Marx was "of course" right in thinking that labor value and "Sraffa price" (prices expressed relative to Sraffa's standard commodity) aggregates are essentially the same: empirical deviations of various aggregate components of total output are around five percent. This should be reflected in small representative models. Second, Pasinetti is correct that actual Sraffa price paths are generally simpler than those in the theoretical literature – as confirmed by the 403 industry price curves of the US 2002 input-output matrix. Third, as has been often demonstrated, Marx's transformation procedure is an iterative procedure for deriving Sraffa prices. Bienenfeld derives powerful first and second iterates, each beginning and ending at the corresponding individual Sraffa price curves. The simple nonlinear form of the second iterate provides excellent fits for the 403 Sraffa price curves. It is therefore an empirically sufficient general form of such price curves. [ABSTRACT FROM AUTHOR]

Previous research has shown that trade unions have resorted to a number of rhetorical tools to make their arguments and ensure the voice of their members was heard. In a time in which union membership is declining and many have questioned trade unions' representation role, the recourse to figurative language – e.g. metaphors – might contribute to getting unions' messages through, restoring trust among affiliates. Against this backdrop, this paper examines the metaphorical devices employed in trade union discourse, with a view to appreciating the way they are utilised in employee relations and highlighting the values unions intend to promote through these figures of speech. To this end, discourse analysis is carried out on a data corpus consisting of documents issued by the Trades Union Congress (TUC) in a given timeframe, in which metaphorical language is employed. The analysis focuses on a specific topic, i.e. platform workers and the protection of their rights. The findings reveal that metaphors are used by trade unions to convey different meanings, which are intended to generate narratives aimed at safeguarding the rights of platform workers. [ABSTRACT FROM AUTHOR]

A global shortage of chefs and cooks currently exists within the hospitality industry, exacerbated by the Covid-19 pandemic. Migrant cooks are essential to the culinary industry, yet remain relatively anonymous within the academic literature, a research gap which this original paper seeks to address. Using a phenomenological epistemology, combined with the theoretical framework of hospitality and practice theory, this qualitative research focused on investigating the lived experience of the professional lives and identities of immigrant cooks working in Paris, France, the birthplace of the restaurant. Extant literature was reviewed, and a focus group with migrant cooks explored themes within and missing from the literature, followed by eight in-depth semi-structured interviews with migrant cooks. Thematic analysis of the transcribed interviews revealed two main themes: challenges and attitude. The 'Challenges' theme had two sub-themes: (1) integration and segregation, and (2) human resource issues. The second theme 'Attitude' also had two sub-themes: (1) what it means to be a cook, or 'agency' and (2) gastronomy. The findings should be of interest to hospitality professionals, policy makers, academics, and advocates for migrant workers' rights. We conclude that the hospitality industry should be more hospitable toward its staff – particularly toward migrants. [ABSTRACT FROM AUTHOR]

There is a rich narrative on the new dynamics of organizing among informal workers wherein citizenship claims rather labour rights become the basis for negotiation. However, putting citizenship claims at the centre puts migrants at a relative disadvantage. Migrants share their vulnerabilities with other informal workers, but they have additional disadvantages rooted in them being 'non-citizens'. Ironically, migrants are often treated in existing literature as an undifferentiated part of informal labour. Situated in the aftermath of COVID-19, this article locates migrant workers' vulnerability within their inability to organize as a unique group rather than just as trade-based associations of informal workers. Specifically, the paper asks; what explains the lack of organization among migrant workers? What is the role of trade unions in this regard? And, how has an NGO-led initiative during the outbreak of Covid-19, unfolded opportunities for migrant street vendors to organize? Based on a qualitative study using, primary data from two districts in India, it is found that migrants are occupationally designed to remain de-organized, whereas trade unions represent a case of moral hazard. In fact, part of this disadvantage persists because migrants' mobilization is yet to figure as a direct agenda of the trade unions. Alongside, a civil society organization, through iterative negotiations initiates a process that, though unintended, can address the citizenship question for migrants. This process mirrors the dynamics of alternative organizing. However, it also signifies that any claims to organize migrant workers must accommodate their distinct positioning within informal workers. [ABSTRACT FROM AUTHOR]

The European Works Council (EWC) Directive provides the establishment of a social partnership forum within Multinational Companies (MNCs). The directive gives employees the right to information and consultation with the supra-national group management. The aim of this concept paper is to contribute to the debate on the Europeanization of Industrial Relations (IR) in the European Union. Specifically, it assesses the influence that EWCs, a novel institution within certain Euro-companies, have on the convergence of industrial relations among the member states. This critical topic can be evaluated from the standpoint of the current theory and its practical implications in order to draw the perspectives for a European system of IR both within MNCs and the rest of the companies. Our conclusions indicate that EWCs contribute to Europeanization in several aspects of employee relations, although this contribution has been limited to those issues that are wished for by the MNCs. [ABSTRACT FROM AUTHOR]

In the past 10 years at least, not only that human resource specialists have been challenged to upskill and re-skill themselves to stay relevant in a world dominated by technology, but they are in the driver's seat for selecting the right technology for employees and leadership, for managing large scale implementations and integrations, managing vendors, with the objective to keep the workforce engaged. Technology development disrupted traditional thinking, changed consumer behavior, and led to what we could call systemic malfunctions – the rapid development of technology gave no time to human resource specialists to acquire expertise in data analytics, information technology, user behavior, etc. – which translated into watermelon effect: metrics look good, but reality feels different. This study aims to add one more perspective in evaluating human resource technology performance, showing that we are measuring mostly service efficiency instead of measuring employee and business impact and outcomes. The methodology used in this study is Action-Research, mainly because is mostly aligned with Agile philosophy and business operating models. The existent literature is rich in proposing new ways to keep technology users engaged, and delighted, however, is not provide practical and relevant guidelines on how to measure their perception over the holistic experience mediated by technology. Outdated key performance indicators are no longer capable of driving further innovation, setting the stage for failure in keeping employees engaged. Furthermore, we believe that now more than ever before it’s time for consultants to play the role of service aggregators, to bring together technology, processes, and service providers, to unify the experience of employees. [ABSTRACT FROM AUTHOR]