This article presents an analytical account of the development of Norwegian labour relations based on elements from power resource and regulation theory and the more recent theory of Varieties of Capitalism. Labour market institutions are seen as an outcome of: (1) conflict dynamics and resolution, (2) as influenced by occupational interests in economy-wide regulation and (3) as supported by the need for coordination to solve collective action problems. Institutional configurations in Norwegian society have furthered worker independence and strength. They have enabled economic actors to exercise a moderating influence on economic inequalities and have eliminated opportunism in the way workers were once treated. To a large extent, Norway realized what has been called democratic capitalism. Norwegian institutions still have a democratic «deficit», however. Work organization and job quality are left to capital to decide, rather than being negotiated. This institutional «deficit», together with power imbalances, implies that injustice and opportunism may still be found in Norwegian working life.
This paper is an analysis of how local government employees domesticate climate science for the purpose of climate adaptation. Employees in Norwegian municipalities perceive the consequences of climate change as a serious challenge, but while placing trust in climate science they consider it too difficult to use. The paper discusses how these employees perceive the challenges of appropriating climate science knowledge and putting it to use. It is found that technologies of bureaucracy, such as new and updated standards and regulations, are in demand as they are considered vital in enabling practical knowledge as well as political authorization of its credibility.