Decision-Making by Management in Industrial Relations

1949 ◽  
Vol 54 (4) ◽  
pp. 292-297 ◽  
Author(s):  
Robert Dubin
Keyword(s):  
Decision Making ◽  
Industrial Relations

From gradual erosion to revitalization: National Social Dialogue Institutions and policy effectiveness

2021 ◽  
pp. 095968012110183
Author(s):  
Igor Guardiancich ◽  
Oscar Molina
Keyword(s):  
Decision Making ◽  
Problem Solving ◽  
South Korea ◽  
Industrial Relations ◽  
Political Support ◽  
Policy Effectiveness ◽  
Substantial Evidence ◽  
Social Dialogue ◽  
Socioeconomic Issues

We explore the factors behind the long-term erosion of National Social Dialogue Institutions (NSDIs) to provide insights about the conditions for their revitalization. By applying policy analysis insights into the industrial relations field, we argue that limited policy effectiveness goes a long way towards explaining the erosion experienced by many NSDIs worldwide in recent years. Drawing on a global survey and on case studies of NSDIs in Brazil, Italy and South Korea, we show that these institutions’ policy effectiveness crucially depends on combinations of their problem-solving capacity, an encompassing mandate to deal with relevant socioeconomic issues and an enabling environment that grants the inclusion of social dialogue into decision making. With regard to rekindling their role, the article provides substantial evidence that two sub-dimensions of effectiveness are key: enjoying political support and having an ‘effective mandate’ as opposed to relying on just a formal remit to deal with socioeconomic issues of interest.

Reflections on the Commission’s Legacy in Legislated Minimum Standards

2011 ◽  
Vol 53 (5) ◽  
pp. 698-717
Author(s):  
Marilyn Pittard
Keyword(s):  
Decision Making ◽  
Social Justice ◽  
Public Interest ◽  
Industrial Relations ◽  
Test Cases ◽  
Minimum Standards ◽  
Hours Of Work ◽  
Labour Standards ◽  
Federal Statute ◽  
State Legislative

This article examines the extent to which the labour standards adopted by the Australian Industrial Relations Commission and its predecessors have left a ‘legacy’ in the new legislated standards and dismissal protection in the Fair Work Act 2009. The Commission’s ‘community standards’, developed from ‘test cases’ and piecemeal from other decisions, will be explored, together with factors that had an impact on those decisions, including: the very nature of test cases; economic, social and public interest considerations; the federal statute; State legislative developments; and international influences. Case studies involving paid annual leave and standard hours of work will illustrate the Commission’s approach in its decision-making. Questions are posed as to whether the Commission has left guiding principles to achieve economic and social justice and assist future policymakers and regulators when they face similar decisions; and why some Commission standards were not legislated but may remain in awards.

Democratic Rationales for Pre-Strike Ballots

2020 ◽  
pp. 189-213
Author(s):  
Breen Creighton ◽  
Catrina Denvir ◽  
Richard Johnstone ◽  
Shae McCrystal ◽  
Alice Orchiston
Keyword(s):  
Decision Making ◽  
Public Interest ◽  
Trade Unions ◽  
Industrial Relations ◽  
Central Issue ◽  
Legal Requirements ◽  
The Public ◽  
Industrial Action ◽  
Democratic Rights

Chapter 7 interrogates the central issue in the book—the extent to which pre-strike ballot requirements give effect to the democratic rights of individual workers and the public interest in ensuring that the exercise of strike action is based on democratic decision-making. It argues that pre-strike ballot requirements are imposed on trade unions in a very different context when compared with other forms of political or industrial contests. The chapter analyses unions’ democratic processes in three interrelated, but different, key decisions in the process to take strike action under the Fair Work Act 2009 (Cth): (i) the decision to apply for an order for a pre-strike ballot to be held; (ii) the decision to approve proposed industrial action in a pre-strike ballot; and (iii) the decision to take approved industrial action after such action has been approved in a pre-strike ballot. Each of these decisions occurs within the context of the legal and industrial relations framework, and the democratic processes involved are inevitably shaped by those frameworks. The evidence presented in this chapter suggests that the first and third decisions are generally conducted in a manner that allows for participatory democratic processes. However, when union members vote in a pre-strike ballot, there is little evidence of the kinds of practices that typically characterize a participatory democratic model. Instead, union engagement with members is focused on educating them about the legal requirements and the consequences of abstention or a no vote in associated bargaining, rather than on the arguments for and against the proposed industrial action.

A multiple attribute decision making approach in evaluating employee care strategies of corporate social responsibility

2019 ◽  
Vol 57 (2) ◽  
pp. 349-371 ◽  
Author(s):  
Jau Yang Liu ◽  
William Shiue ◽  
Fu Hsiang Chen ◽  
Ai Ting Huang
Keyword(s):  
Decision Making ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Industrial Relations ◽  
Health And Safety ◽  
Business Environment ◽  
Multiple Attribute Decision Making ◽  
Content Type ◽  
Multiple Attribute ◽  
Corporate Social

Purpose Corporate social responsibility has gradually become an essential enterprise responsibility under stakeholders’ expectations. Employee care strategies involve both qualitative and quantitative factors and are receiving special attention with the advent of the information age. In previous studies, a company’s policy of employee care may not fit with the needs of the employees. Consequently, the purpose of this paper is to investigate enterprises’ employee care from the employee’s perspective by adopting a hybrid multiple attribute decision making (MADM) model. Design/methodology/approach This study is based on 159 interviews with senior employees and/or department managers using a survey questionnaire. This study uses the MADM model to conduct the analysis. First, this research study used Decision-Making Trial and Evaluation Laboratory (DEMATEL) to construct an influential network relations map of the 4 dimensions and 13 criteria of employee care. Second, this study uses DEMATEL-based Analytic Network Process to conduct a weight analysis for each dimension and criterion. Third, this study uses VIKOR to calculate employees’ level of satisfaction as well as the gap from the “aspired level.” Findings The results of the study revealed the critical factors influencing employee care and proposed a systematic plan to be used as a reference for improvement. The improvement sequence revealed the following order: Equal employment opportunities→Good industrial relations and benefits→Responsibility to train and educate employees→Occupational health and safety. The empirical results showed there was still 35 percent room for improvement in the enterprises’ implementation policy of employee care. Originality/value The implementation of employee care has become an important issue for corporations since it helps to sustain and to increase an enterprise’s competitiveness in the business environment. However, the extant literature on employee care comes from enterprises’ perspectives instead of from employees’ perspectives. This research investigates the key factors of employee care and successfully shows MADM to be an effective model for the planning and implementation of corporate social responsibilities’ employee care from the perspective of employees.

scholarly journals Union struggle and the crisis of industrial relations in Italy

2003 ◽  
Vol 27 (1) ◽  
pp. 1-7 ◽  
Author(s):  
Valeria Pulignano
Keyword(s):  
Decision Making ◽  
Social Policy ◽  
Trade Unions ◽  
Industrial Relations ◽  
Policy Decision ◽  
Union Power ◽  
Social Dialogue ◽  
The Social ◽  
Policy Decision Making ◽  
The Government

This paper argues that the Berlusconi government is seeking to replace the ‘social concertation’ arrangement between government and trade unions with ‘social dialogue’ in an effort to undermine trade union ‘power’. This endeavour by the government to impose a policy of ‘social dialogue’ would severely limit trade unions' influence in economic and social policy decision-making and leave Berlusconi free to introduce reforms favouring his friends in employer organisations. One likely outcome would be the deregulation of the Italian labour market strongly damaging workers' rights.

scholarly journals Divergent Paths: Civil Service Employment Relations in Australia and Canada

2005 ◽  
Vol 42 (3) ◽  
pp. 566-576 ◽  
Author(s):  
Michael A. Gurdon
Keyword(s):  
Decision Making ◽  
Public Sector ◽  
Civil Service ◽  
Employee Involvement ◽  
Industrial Relations ◽  
Employment Relations ◽  
General Philosophy ◽  
The Government ◽  
Distribution Of Power ◽  
Service Employment

This article describes the legislated strengthening of employee involvement in decision-making within the federal civil service in Australia. While the quite distinct differences between the two industrial relations Systems must be recognized, particularly the resulting distribution of power between the government as employer and its employees, aspects of the general philosophy underlying the Australian model may find some useful applications as the Canadian public sector Systems continues to evolve.

The Influence of Industrial Relations Factors on U.S. Foreign Direct Investment Abroad

ILR Review ◽  
1997 ◽  
Vol 51 (1) ◽  
pp. 3-17 ◽  
Author(s):  
William N. Cooke
Keyword(s):  
Decision Making ◽  
Foreign Direct Investment ◽  
Collective Bargaining ◽  
Transaction Costs ◽  
Direct Investment ◽  
Investment Decision ◽  
Industrial Relations ◽  
Multinational Companies ◽  
Labor Practices ◽  
Investment Decision Making

Although managers of multinational companies have identified labor practices and regulations, access to skilled labor, and similar factors as important considerations in foreign direct investment decision-making, few studies have empirically examined the influence of industrial relations factors on foreign direct investment. Applying a transaction costs framework to U.S. Department of Commerce data published in 1992, the author examines the influence of several key industrial relations variables on U.S. foreign direct investment across nine industries and nineteen OECD-member countries. Across the countries studied, U.S. foreign direct investment was negatively affected by the presence of high levels of union penetration, centralized collective bargaining structures, stiff government restrictions on layoffs, and pervasive contract extension policies; it was positively affected by high levels of education and policies requiring works councils.

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