The social organization of the Chinese diaspora in Malaysia has emerged as a very diversified phenomenon so that it is hard to speak of a coherent social and cultural community. Starting from the case of George Town (Penang), a port city once part of the British Empire and subsequently incorporated in present-day Malaysia, the article will illustrate the various forms of social organization developed by the Chinese in the longue durée. The analysis of the Chinese diaspora in George Town (Penang) based on long-term fieldwork helps to draw attention especially to its internal tensions, rivalries and even open and at times enduring conflicts. Through the notions of network and corporate group, distinctive of the Manchester school, by means of a dynamic analysis, thus mindful of specific historical processes, this article will examine the underlying modalities of organizational changes that occurred in this diasporic society within the colonial and national societies. Thus, the article avoids an essentialist vision based on a uniformity and cultural unity of these immigrant communities.

Employee involvement in a very general sense is by and large an accepted policy goal in the European Union. Its forms nonetheless vary considerably among Member States and sometimes include boardroom representation. Board composition, performance and incentive structures are core areas of the ongoing corporate governance debate in Europe and most other parts of the world. These two discourses are rather disparate. Recent EC legislation and jurisprudence do not proactively pursue an integrated approach. The following paper maps out overlapping areas of employee participation and corporate structure, explores some theoretical underpinnings for employee involvement from a contract-theory perspective and analyses issues specific to internationally engaged corporate groups. Finally, a transaction-based approach for modernisation of employee involvement is suggested. Preference is given to default rules that do not require employees to be represented at board level yet leave room for agreements to that effect. The plasticity of private law, the resilience of the corporate form and the governance-assisted employment relationship can defy petrification. Transaction-based employee involvement promotes a productive conjunction of corporate governance components consonant with the specific character of the employment relationship. An evolutionary approach to reform requires flexible legislation instead of deference to existing models. However, consensual model building needs proper enabling tools. Academic groundwork in private international law, contract, labour and corporate law is called for.