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dc.contributor.authorTurner, Lowell
dc.date.accessioned2020-11-25T14:51:45Z
dc.date.available2020-11-25T14:51:45Z
dc.date.issued1994-11-01
dc.identifier.other133052
dc.identifier.urihttps://hdl.handle.net/1813/77117
dc.description.abstractExcerpt] With the dramatic and unexpected opening of the Berlin Wall on November 9, 1989, began a far-reaching process of transformation in every aspect of society within the German Democratic Republic (GDR, or East Germany). Indeed by October 1990, the GDR had been unified with and absorbed into the larger German Federal Republic (the former West Germany) and no longer existed as a separate political entity.1 The basic principle guiding German unification was the replacement of East German laws, institutions, and practices with West German laws, institutions, and practices -- in politics, the economy, and civil society.
dc.language.isoen_US
dc.subjectGerman Democratic Republic
dc.subjectGDR
dc.subjecteconomy
dc.subjecteast
dc.subjectwest
dc.subjectwork
dc.subjectgovernment
dc.subjectfirm
dc.subjectmarket
dc.subjectmanage
dc.subjectemployee
dc.subjectrelation
dc.titleFrom “Old Red Socks” to Modern Human Resource Managers? The Transformation of Employee Relations in Eastern Germany
dc.typepreprint
dc.description.legacydownloadsFrom_Old_Red_Socks_to_Modern_WP94_28.pdf: 772 downloads, before Oct. 1, 2020.
local.authorAffiliationTurner, Lowell: Cornell University


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