Research Handbook on the Future of Work and Employment Relations
Show Less

Research Handbook on the Future of Work and Employment Relations

Edited by Keith Townsend and Adrian Wilkinson

The broad field of employment relations is diverse and complex and is under constant development and reinvention. This Research Handbook discusses fundamental theories and approaches to work and employment relations, and their connection to broader political and societal changes occurring throughout the world. It provides comprehensive coverage of work and employment relations theory and practice.
Buy Book in Print
Show Summary Details
You do not have access to this content

Chapter 3: Finding the Future in the Past? The Social Philosophy of Oxford Industrial Relations Pluralism

Peter Ackers


Peter Ackers The end of history will be a very sad time. The struggle for recognition, the willingness to risk one’s life for a purely abstract goal, the worldwide ideological struggle that called forth daring, courage, imagination, and idealism, will be replaced by economic calculation, the endless solving of technical problems, environmental concerns, and the satisfaction of sophisticated consumer demands. In the post-historical period there will be neither art nor philosophy . . . (Francis Fukuyama, ‘The end of history’, The National Interest, Summer 1989) Where is the wisdom we have lost in knowledge? Where is the knowledge we have lost in information? (T.S. Eliot, The Rock (1934), part I) INTRODUCTION: ACADEMIC ROOTS AND INTELLECTUAL CRISIS Industrial Relations (IR) is an old academic field, with much deeper intellectual roots than new pretenders such as Critical Management Studies (CMS) or Human Resource Management (HRM). If we take the Webbs’ Industrial Democracy (1897) as the foundation text, this places IR in the same historical wave that created the modern social science disciplines of economics, sociology and psychology. In this respect, IR was part and parcel of a practical and intellectual response to the rise of trade unions and collective bargaining, as central institutions of twentieth century industrial society. In the second half of the century those ideas were spread round the world from two main national centres – then much more equal in intellectual influence – the United States and Great Britain (see Kaufman, 2005; Ackers, 2005). The ‘Oxford school’ of Clegg, Fox and Flanders became the...

You are not authenticated to view the full text of this chapter or article.

Elgaronline requires a subscription or purchase to access the full text of books or journals. Please login through your library system or with your personal username and password on the homepage.

Non-subscribers can freely search the site, view abstracts/ extracts and download selected front matter and introductory chapters for personal use.

Your library may not have purchased all subject areas. If you are authenticated and think you should have access to this title, please contact your librarian.

Further information

or login to access all content.