The Changing Patterns of Industrial Relations in Asian Countries: Proceedings of the Asian Regional Conference on Industrial Relations, Tokyo, Japan, 1969.

ILR Review ◽  
1971 ◽  
Vol 24 (4) ◽  
pp. 647
Author(s):  
John R. Niland
Keyword(s):  
Industrial Relations ◽  
Asian Countries ◽  
Regional Conference ◽  
Changing Patterns

Prospective development of water economy and irrigation in the EECCA region

2020 ◽  
pp. 22-27
Author(s):  
Victor Dukhovniy ◽  
Dinara Ziganshina
Keyword(s):  
Water Scarcity ◽  
Water Conservation ◽  
Asian Countries ◽  
Prospective Development ◽  
Central Asian ◽  
Global Trend ◽  
Water Conditions ◽  
Regional Conference ◽  
Central Asian Countries ◽  
Made In

Despite differences in natural-economic and water conditions, the Eastern Europe, Caucasus and Central Asian countries (EECCA) face similar challenges and opportunities.This fact was confirmed at the Regional Conference of Water Management and Irrigation Organizations of the EECCA countries held on 5–8 November 2018. Although the region as a whole is water sufficient (mainly, through Russia, Kazakhstan, and the Caucasian states), the global trend of growing water scarcity can be seen in the region as well. The paper assesses prospective water supply in the EECCA region based on inputs of representatives of 11 countries at the above mentioned Conference. Growing water scarcity, which especially aggravates the overall situation in dry years, leads to the need to take coordinated measures to overcome this scarcity for cooperation and water, energy and food security. The main destructive factors are population growth, climate change, and a country, which lags in development (Afghanistan). Solutions to be made in response include water conservation, cooperation, and innovations.

scholarly journals Changing Patterns of Industrial Relations in Taiwan

2003 ◽  
Vol 42 (3) ◽  
pp. 315-340 ◽  
Author(s):  
Shyh-Jer Chen ◽  
Jyh-Jer Roger Ko ◽  
John Lawler
Keyword(s):  
Industrial Relations ◽  
Changing Patterns

Corporatist Institutions and Militant Actions

2018 ◽  
Vol 17 (2) ◽  
pp. 324-352
Author(s):  
Jinyoung Park
Keyword(s):  
Political Change ◽  
Political Power ◽  
Early Stage ◽  
Industrial Relations ◽  
Authoritarian Regime ◽  
The Political ◽  
Asian Countries ◽  
International Labour Organisation ◽  
Labour Movement ◽  
Early Introduction

Abstract Drawing on data from archives and fieldwork in Myanmar, a country in political change from a five-decade authoritarian regime to a quasi-civilian one, this study explores the reasons for a prevalence of corporatist aspects at the early stage of reforms. The early introduction of corporatism in Myanmar diverges from other Asian countries that experienced transitions accompanied by labour militancy, and only later embraced corporatism when political power shifted to elected pro-labour parties. This article argues, first, that corporatism prevails in the rhetoric of the labour movement and in Myanmar’s industrial relations institutions, while labour militancy has simultaneously increased; second, corporatism in Myanmar has few historical precedents but has recently been promoted primarily by the International Labour Organisation (ILO); and third, while corporatism has failed to bring about industrial peace, the rhetoric and institutions of corporatism may limit the political potential of Myanmar’s labour movement by restricting unions’ activities to economic concerns.

The Challenge of Industrial Relations in the Pacific-Asian Countries.

1967 ◽  
Vol 82 (2) ◽  
pp. 313
Author(s):  
Mark Perlman ◽  
Harold S. Roberts ◽  
Paul F. Brissenden
Keyword(s):  
Industrial Relations ◽  
Asian Countries ◽  
The Pacific

Changing Patterns of Employment in Japan: Employee Transfers in the Private Sector

1995 ◽  
Vol 37 (2) ◽  
pp. 281-296 ◽  
Author(s):  
Norma J. Chalmers
Keyword(s):  
Private Sector ◽  
Labour Market ◽  
English Language ◽  
Industrial Relations ◽  
Third Party ◽  
Just In Time ◽  
Market Structures ◽  
Regular Employment ◽  
Changing Patterns ◽  
The Right

Patterns of employment in Japan's large enterprises have undergone significant adjustment since the early 1980s. An ongoing and accelerating transformation is under way, where once the basis of regular employment was the recruitment of graduates, career-long identification in the enterprise and security in its stable internal labour market. The process reflects a Just In Time approach to managing human resources, which is designed to have 'the right workers, in the right quantity, in the right place and at the right time'. The approach is exemplified in Japan's private sector, although it is not confined to that sector; nor is it unique to Japan. This paper examines one of a variety of Just In Time strategies: the transfer of regular employees out of the firm that originally employed them. The study relies on the limited amount of English language literature on the phenomenon and the analysis also draws on recent research in Japan. It is argued that regular employees who are sent out by their employer to work under the total control of a third party are a special type of non-regular labour. It is also argued that the transferring practice, together with an increasing proportion of non-regular em ployment relationships, has significant implications for Japan's internal labour market structures and its enterprise-based unionism. The implications are relevant for industrial societies undergoing restructuring and for those rethinking their industrial relations situation.

Sign in / Sign up

Export Citation Format

Share Document