Vortrag von Prof. Dr. Werner Nienhüser am 4.10.2018 in Haltern am See
Wem gehört die Welt? Eigentums- und Machtkonzentration bei Großunternehmen – und was man dagegen tun kann
Das Eigentum an großen Unternehmen konstituiert gesellschaftliche Macht. Wem gehören die großen Unternehmen? Wer profitiert von ihrer Wertschöpfung? Eigentümer und Profiteure sind vor allem Finanzunternehmen. So kontrollieren allein zwei Finanzunternehmen (Blackrock und Capital Group) in Deutschland 11 Prozent und in den USA 23 Prozent aller Aktienwerte der 200 größten Unternehmen. Der Vortrag berichtet allgemeinverständlich über Eigentümerstrukturen, erläutert die Wirkungen der Konzentration von Unternehmensvermögen und diskutiert mögliche Gegenmaßnahmen. Alle ZuhörerInnen sind herzlich willkommen.
Werner Nienhüser ist Professor für Arbeit, Personal und Organisation an der Fakultät für Wirtschaftswissenschaften der Universität Duisburg-Essen (mehr Informationen über den Referenten finden Sie hier: http://www.udue.de/wn).
Der Vortrag hat seinen Ausgangspunkt in einem gemeinsamen Forschungsprojekt mit Prof. David Peetz und Prof. Georgina Murray (beide Griffith-Universität in Brisbane, Australien) über die Frage, wie sich die letzte Finanzkrise auf die Eigentümerstrukturen der großen Unternehmen ausgewirkt hat. Ein Befund ist, dass die Konzentration finanzieller Macht seit der Finanzkrise zugenommen hat.
Ausgewählte Veröffentlichungen aus dem Projekt
- Peetz, David; Murray, Georgina; Nienhüser, Werner (2013): The New Structuring of Corporate Ownership. In: Globalizations 10 (5), S. 711–730.
- Murray, Georgina (2014): We are the 1 %: Über globale Finanzeliten. In: Aus Politik und Zeitgeschichte (15), S. 15–22. Online verfügbar unter http://www.bpb.de/system/files/dokument_pdf/APuZ_2014-15_online_v2.pdf.
- Nienhüser, Werner; Peetz, David; Murray, Georgina (2016): Wem gehören die großen Unternehmen? Restrukturierung des Eigentums während der Finanzkrise in Deutschland und den USA = Who owns the big corporations? In: WSI-Mitteilungen 69 (8), S. 584–594.
- Peetz, David; Murray, Georgina (2017): Who owns the world? Tracing half the corporate giants’ shares to 30 owners. In: The Conversation. Online verfügbar unter https://theconversation.com/who-owns-the-world-tracing-half-the-corporate-giants-shares-to-30-owners-59963.
Ich erlaube mir, den folgenden Blog-Beitrag vollständig (mit kleinen Änderungen in der Formatierung) zu übernehmen.
Der Begriff „iSlave 6“ macht klar, worum es geht.
„[Statement] iSlave 6 : Harsher than Harsher! Still Made in Sweatshops! 19th September, 2014, Hong KongToday
19th September is the official launch day of the pre-reserved iPhone 6 and iPhone 6 plus which are remarkably configured with bigger size of touch screen. Although some customers may be impressed by the new product, SACOM discloses the unacceptable slavery working condition in Pegatron Corporation, which is one of the key Apple’s suppliers producing about 50% of iPhone 6.According to our newly investigative report entitled “The Lives of Apple’s iSlave in its Pegatron Sweatshops in China”, the dark side of Apple’s success and its failure to closely monitor suppliers’ corporate behavior have been disclosed. SACOM researchers have found that there are a number of practices in the factory violating workers’ rights and labour laws, key problems including:
- No single day off for 2.5 months: Workers work up to 10 weeks without any rest day during peak season and they often work for 12-15 hours a day and sometimes up to 17-18 hours;
- No protective equipment: Workers in hazardous positions are not provided with adequate and effective protective measures. There are cases of worker fainting in the production lines;
- Illegal charges for health checks: Workers have to pay their own health checks during recruitment which should be paid by employer;
- Difficult resignation: If workers would like to resign, they have to wait for a long time in order to get the approval which push them to leave without official documentation and losing at least 15 days of wages; and
- High Proportion of Dispatch workers: who form the majority in the workforce which violates the regulation that dispatch workers should not exceed 10 percent of the total workforce. Pegatron avoids regular employment benefits such as social insurance and potential legal responsibility if there is any labour dispute by hiring large amount of dispatch workers.
We are deeply disappointed of the findings. Today, we are here again to stage a protest in front of Apple retail store in IFC mall to urge Apple and its supplier to:
- provide at least one rest day every week for workers and limit the maximum overtime work to 36 hours a month;
- provide adequate training, protection and health examination to workers on occupational health and safety;
- pay for workers’ health checks fee and inform the results to workers;
- stop the improper use of dispatch workers in production for avoiding the provision of regular employment benefits and;
- enable workers to elect their representatives in accordance with the Trade Union Law.
Students & Scholars Against Corporate Misbehaviour“
Den vollständigen Bericht kann man hier herunterladen.
„Students and Scholars Against Corporate Misbehavior SACOM is a new nonprofit organization founded in Hong Kong in June 2005. SACOM originated from a students’ movement devoted to improving the labor conditions of cleaning workers and security guards under the outsourcing policy. The movement attained relative success and created an opportunity for students to engage in local and global labor issues. SACOM aims at bringing concerned students, scholars, labor activists, and consumers together to monitor corporate behavior and to advocate for workers’ rights.We believe that the most effective means of monitoring is to collaborate closely with workers at the workplace level. We team up with labor NGOs to provide in-factory training to workers in South China. Through democratic elections, we support worker-based committees that can represent the voices of the majority of workers.
Advocacy for Workers’ Rights
Many students and scholars are deeply concerned about the dark side of corporate-led globalization. Corporations should commit to ensuring that working conditions in their supply chains are safe, workers are treated with respect and dignity, and manufacturing processes are environmentally responsible.Most corporate codes of conduct, however, are not effectively implemented. Their ability to protect the workers is drastically compromised by the loop-holes built into the existing monitoring model. The fact is that only a certain proportion of the supplier factories are audited every year, and the large number, if not all of these audited factories, receive prior notification before the actual date of the audit. Since the management can have time to prepare fake reports, this monitoring program fails to systematically ensure factory compliance with codes of conduct. Moreover, the audit reports are neither made available to the workers nor the consumers. The right to know about the corrective action plan proposed by the audits is denied.To rectify the above-mentioned problems, we believe that a successful monitoring program must include, as a central feature, the participation of the workers. The workers should be able to take part in the company decision-making process in relation to their rights and welfare. We advocate for a transparent and democratic mechanism as follows:First and foremost, corporations should disclose the names and locations of their supplier factories at different tiers;Second, corporations should invite independent NGOs to provide participatory training with the workers on labor rights, corporate social responsibility, and consumer campaigns;Third, the trained workers should be allowed to run factory-wide elections to select their own representatives for the workers’ committee.In sum, this proactive agenda will help create sustainable development wherein workers are benefited. Moreover, consumers will no longer be left in the dark regarding whether the products they buy are coming from exploitative conditions.“
Quelle: About Us | Sacom.