scholarly journals Relations industrielles dans l’industrie de la construction du sud du Nouveau-Brunswick, par H.D. Woods, Fredericton, N.B., ministère du Travail et de la Main-d’oeuvre, mars 1981, 617 pp. Southern New Brunswick Construction Industry Industrial Relations, by H.D. Woods, Fredericton, N.B., Labour and Manpower, Marc 1981, 617 pp.

1982 ◽  
Vol 37 (1) ◽  
pp. 240
Author(s):  
Jean Sexton
Keyword(s):  
New Brunswick ◽  
Construction Industry ◽  
Industrial Relations ◽  
Relations Industrielles

scholarly journals Concerns for Skills Shortages in the 21st Century: A Review into the Construction Industry, Australia

2012 ◽  
Vol 7 (1) ◽  
pp. 45-54 ◽  
Author(s):  
Michelle Watson
Keyword(s):  
Construction Industry ◽  
21St Century ◽  
Industrial Relations ◽  
Research Paper ◽  
Influential Factors ◽  
Related Literature ◽  
Construction Companies ◽  
Australian Standard ◽  
Overall Performance ◽  
Skills Shortages

The Australian Construction Industry is now facing skills shortages in all trades. As an industry focused on the skill of its workforce, there is now concern the Australian standard in quality, workmanship, and productivity will inhibit both at national and international level.This research paper addresses the underlying, influential factors concerning skills shortages in the Australian construction industry. The influential factors addressed include funding, training statistics, employer expectations, financial limitations, Industrial Relations and immigration. Given the reference to skills shortages within the industry, and documented in related literature, if skills shortages are to continue to exist, their effect will impact upon the overall performance of construction companies throughout Australia.

Greek unions' preferences: measuring trends in the field. An exploratory note on the period 2008–2009

2011 ◽  
Vol 17 (4) ◽  
pp. 563-576 ◽  
Author(s):  
Drydakis Nick
Keyword(s):  
Industrial Relations ◽  
Secondary Level ◽  
Employment Level ◽  
Union Model ◽  
Relations Industrielles ◽  
Workforce Reductions ◽  
The Right ◽  
Monopoly Union ◽  
Efficient Bargaining ◽  
Article Analyse

The present research explores union preferences through a survey of the Greek national federations (secondary-level unions) for the period 2008–2009. The evidence presented here suggests that the monopoly-union model does not properly evaluate union–firm reality in Greece. Moreover, the right-to-manage model holds when firms ought to increase employment, while the efficient-bargaining model holds when firms attempt workforce reductions. The study also suggests that most unions place relatively more weight on wage issues than on employment issues, but there is no exclusive preference for wages over employment agreements. Furthermore, the data provide evidence that unions' goals cannot be reduced to a simple trade-off between wages and employment level; rather a range of options, examined by the industrial relations literature, should be taken into account. Cet article analyse les préférences syndicales au travers d’une étude des fédérations nationales grecques (organisations syndicales du second niveau) pendant la période 2008-2009. Les données présentées ici suggèrent que le modèle du monopole syndical ne rend pas compte de manière appropriée de la réalité du syndicalisme d’entreprise en Grèce. Par ailleurs, le modèle du droit à gérer est validé lorsque les entreprises doivent embaucher davantage, alors que le modèle de négociation efficace se trouve confirmé lorsque l’entreprise doit réduire l'emploi. L’étude suggère également que la plupart des syndicats mettent davantage l’accent sur les questions de salaires que sur les questions d'emploi, sans préférence exclusive pour des accords salariaux au détriment d’accords sur l’emploi. Enfin, les données montrent que les objectifs syndicaux ne peuvent être réduits à un simple arbitrage entre niveau des salaires et niveau de l’emploi; il convient de prendre en considération un éventail d’options examinées par la littérature consacrée aux relations industrielles. Dieser Beitrag stützt sich auf eine Untersuchung der gewerkschaftlichen Präferenzen im Rahmen einer Befragung der nationalen Gewerkschaftsverbände in Griechenland, die den Zeitraum 2008-2009 abdeckt. Aus dieser Untersuchung geht hervor, dass das Modell der Monopol-Gewerkschaften die Beziehung zwischen Gewerkschaften und Unternehmen in Griechenland nicht richtig wiedergibt. Das right-to-manage-Modell trifft zu, wenn Unternehmen mehr Arbeitnehmer einstellen, während das efficient-bargaining-Modell zutrifft, wenn sie die Zahl ihrer Arbeitnehmer reduzieren möchten. Die Studie deutet auch darauf hin, dass die meisten Gewerkschaften Lohnfragen relativ gesehen mehr Gewicht beimessen, aber Lohnvereinbarungen nicht grundsätzlich Beschäftigungsvereinbarungen vorziehen. Darüber hinaus zeigen die Ergebnisse der Untersuchung, dass sich die Ziele der Gewerkschaften nicht auf einen einfachen Kompromiss zwischen Löhnen und Beschäftigungsniveau reduzieren lassen. Stattdessen müssen verschiedene Optionen berücksichtigt werden, die in der Fachliteratur zu Fragen der Arbeitsbeziehungen untersucht werden.

scholarly journals Hommage à Pierre Verge (1936–2015)

2015 ◽  
Vol 70 (1) ◽  
pp. 3-10
Author(s):  
Guylaine Vallée
Keyword(s):  
Industrial Relations ◽  
Relations Industrielles

Avec le décès de Pierre Verge, la revue Relations industrielles/Industrial Relations perd un réputé contributeur et un précieux ami. À la demande de la direction de la revue, la professeure Guylaine Vallée, qui connaît bien l’oeuvre de Pierre Verge et qui a travaillé avec lui, a accepté de rédiger ce texte hommage faisant état de sa contribution à l’avancement du droit de travail et des relations industrielles au Québec et au Canada.

scholarly journals ANALYSIS OF HEALTH, SAFETY AND WELFARE MEASURES AND THEIR IMPACT ON ORGANISATIONAL COMMITMENT TOWARDS CONSTRUCTION COMPANIES IN CHENNAI

2021 ◽  
Vol 9 (03) ◽  
pp. 299-305
Author(s):  
C. Ram Kumar ◽  
◽  
K. Selvavinayagam ◽  
Keyword(s):  
Construction Industry ◽  
Industrial Relations ◽  
Safety Measures ◽  
Health Safety ◽  
Construction Companies ◽  
Research Article ◽  
Significant Difference ◽  
Overall Performance ◽  
Welfare Measures ◽  
Test Correlation

Employees health, safety and their welfare is one of the important measures in order to maintain the good industrial relations and also improve the commitment of the employees towards the organization. Therefore, the purpose of the present research article is to analyze the various health, safety and welfare measures provided by the employer and their impact on commitment of employees towards organization with respect to construction industry in Chennai. The study is conducted with a sample size of 160 (construction employees) and analysis is done both descriptively and inferentially.The statistical tools like Independent Sample t test, Correlation and Multiple Regression are applied for testing of hypotheses.Based on the analysis, the study revealed that out of three measures, Safety Measures have significant impact on commitment of employees towards organization and there is a significant difference in the perception of employees on thehealth, safety and welfare measures provided by the organizations in the construction industry in Chennai. The study suggests the management of construction companies should take proactive steps to improve the working conditions as well as health, safety and welfare aspects of the employees. This would not only improve the commitment of employees towards the organization but also increase the overall performance of the organization.

An Experimental Organization of Precarious Professionals

2021 ◽  
Vol 88 ◽  
Author(s):  
Ian MacDonald ◽  
Manek Kolhatkar
Keyword(s):  
Collective Action ◽  
Industrial Relations ◽  
Self Organization ◽  
Professional Identification ◽  
Relations Industrielles

This article discusses the sector-wide organization of contractual archaeologists in Québec, beginning with the formation of a workers’ committee and leading subsequently to union accreditation. We theorize the difficulty of organizing these “precarious professionals” and suggest that self-organization outside of an industrial relations framework may be required to overcome barriers to their unionization. Deliberation, norm setting, and informal parlays with employers lead to clarifying class distinctions that professional identification often occludes, while self-organization increases worker confidence in collective action.   Cet article traite de l’organisation sectorielle des archéologues contractuels au Québec en commençant par la création d’un comité de travailleurs et menant par la suite à l’accréditation syndicale. Nous mettons en théorie les difficultés qui ont entravé l’organisation de ces «professionnels précaires», et proposons que l’auto-organisation en dehors d’un cadre de relations industrielles peut être nécessaire pour surmonter les obstacles à leur syndicalisation. La délibération, l’établissement des normes et les discussions avec les employeurs conduisent à clarifier les distinctions de classe que l’identification professionnelle occulte souvent, tandis que l’auto-organisation augmente la confiance des travailleurs dans l’action collective.

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