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less common. Such comparative analysis is important in developing theoretical conceptions of employer practice beyond the context of specific national economic settings. Two studies which stand out in this respect are Littler's The Development of the Labour Process in Capitalist Societies and Tolliday and Zeitlin's edited volume The Power to Manage? A key finding from these studies is that rather than a single means of capitalist control, labour management has varied significantly between countries. This has related both to the types of strategies employed, as well as the timing and extent of specific employment practices. These studies have also provided a more complex interpretation of factors which have shaped such variation. While divergent economic contexts are clearly central in shaping employer strategies and behaviour, so too are differing institutional environments.2 In this article we seek to expand the historical comparison of employers to an analysis of labour management practice in Britain and Australia. Comparisons of the industrial relations systems in these two countries have traditionally highlighted fundamental differences, particularly what can be termed Australian 'exceptionalism' in the adoption of a system of compulsory state industrial arbitration at the beginning of the twentieth century. This has been argued to contrast with a British industrial relations system based on 'voluntarism' and a lack of state involvement.3 For instance, historical studies of Australian trade unions and industrial relations have often

Managing Labour: UK and Australian Employers in Comparative Perspective, 1900-50