scholarly journals Conflict and Cooperation in Labour-Management Relations. A Comparative Approach: Canada-Poland

2019 ◽  
Vol 25 (1) ◽  
pp. 83-93
Author(s):  
Jerzy Wratny
Keyword(s):  
Market Economy ◽  
Industrial Relations ◽  
Legal Reform ◽  
Comparative Approach ◽  
Labour Relations ◽  
Conflict And Cooperation ◽  
Evolution And Development ◽  
Social Negotiations ◽  
Communist Government ◽  
Democratic Country

Until 1980, labour relations in Poland were entirely run by the state. As a result of massive strikes and social negotiations the first independent trade union “Solidarność” was established. The 1989 elections, which lead to the defeat of the Communist government, finally opened the door for legal reform of the Polish industrial relations model. In this article, the author examines the evolution and development of the Polish labour relations system in contrast with the situation and latest trends of labour negotiations in Canada, a democratic country with a market economy.

scholarly journals THE NAMIBIAN LABOUR DISPUTE RESOLUTION SYSTEM: SOME LESSONS FROM SOUTH AFRICA

Obiter ◽  
2014 ◽  
Vol 35 (1) ◽  
Author(s):  
Felix Musukubili ◽  
Adriaan van der Walt
Keyword(s):  
South Africa ◽  
Dispute Resolution ◽  
Industrial Relations ◽  
Comparative Approach ◽  
Political Systems ◽  
Labour Relations ◽  
Resolution System ◽  
Labour Dispute ◽  
Social Partners ◽  
Short And Long Term

In Namibia and South Africa respectively, there are social partners (social partners are the workers’ and employers’ organisations in terms of the ILO classification) with common and divergent short- and long-term interests. These divergent interests must be accommodated and reconciled and this process is the subject of labour law and industrial relations. However, the processes employed in Namibia and South Africa vary. The purpose of this comparative article is to highlight and explain the differences between and similarities of the two respective countries’ labour dispute-resolution systems. This comparative approach brings to bear two schools of thought, the first being the convergence school, and the second is the divergence school. The convergence school holds that the influence of industrialisation gradually brings the labour-relations systems of various countries closer to one another. The divergence school, on the other hand, maintains that labour relations are sub-systems of political systems and manifestations of prevailing social and economic conditions. Despite these perspectives above, it should not be taken for granted that systems and institutions are transplantable as it is argued that any attempt to do so may entail a wish of rejection. The reason for this view is premised on the basis that Namibia and South Africa are not identical; there are distinct differences in certain areas, such as economic development. However, the differences between the systems do not mean that Namibia cannot adopt solutions that have proved successful in South Africa or vice versa, and therefore a degree of transferability may be accepted.

Social Dialogue Under Globalization in Nigeria: Does Democracy Add Value?

2007 ◽  
Vol 5 (1) ◽  
Author(s):  
Ifeanyi P. Onyeonoru ◽  
Kehinde Kester
Keyword(s):  
Industrial Relations ◽  
Work Place ◽  
Consensus Building ◽  
International Labour Organisation ◽  
Labour Relations ◽  
Social Dialogue ◽  
Modest Contribution ◽  
Social Partners ◽  
Oil Sector ◽  
The Government

Social dialogue as an aspect of the International Labour Organisation (ILO) is aimed at promoting industrial democracy by encouraging consensus building among social partners in the work place. The significance lies, among others, in minimising conflicts to enable harmonious industrial relations. This study utilized specific case illustrations to examine the inclination of the Nigerian government towards social dialogue in government-labour relations, with particular reference to the Obasanjo era 1999-2007— a period associated with the globalization of democracy. The cases included the minimum wage award 2000, University Autonomy Bill, the price deregulation of the downstream oil sector and the Trade Union Amendment Bill 2004. It was found that the government exhibited a penchant for authoritarianism in spite of the globalization of democracy. This was evident in the incapacity of the Obasanjo government to engage the social partners in social dialogue as indicated by the cases reviewed. The study, however, highlighted the modest contribution to social dialogue made by the wider democratic structure. It was concluded that the government had limited capacity for consensus building, accommodation of opposition and negotiated outcomes in government-labour relations

scholarly journals COVID-19 in Southeast Asia: Implications for workers and unions

2021 ◽  
pp. 002218562110000
Author(s):  
Michele Ford ◽  
Kristy Ward
Keyword(s):  
Public Health ◽  
Southeast Asia ◽  
Labour Market ◽  
Industrial Relations ◽  
First Year ◽  
Labour Relations ◽  
The Public ◽  
Market Effects ◽  
Export Orientation ◽  
Health Measures

The labour market effects in Southeast Asia of the COVID-19 pandemic have attracted considerable analysis from both scholars and practitioners. However, much less attention has been paid to the pandemic’s impact on legal protections for workers’ and unions’ rights, or to what might account for divergent outcomes in this respect in economies that share many characteristics, including a strong export orientation in labour-intensive industries and weak industrial relations institutions. Having described the public health measures taken to control the spread of COVID-19 in Indonesia, Cambodia and Vietnam, this article analyses governments’ employment-related responses and their impact on workers and unions in the first year of the pandemic. Based on this analysis, we conclude that the disruption caused to these countries’ economies, and societies, served to reproduce existing patterns of state–labour relations rather than overturning them.

Reducing the Impact of Unemployment through Work-Sharing: Some Industrial Relations Considerations

1983 ◽  
Vol 25 (2) ◽  
pp. 153-161 ◽  
Author(s):  
Noah M. Meltz ◽  
Frank Reid
Keyword(s):  
Local Level ◽  
Industrial Relations ◽  
National Level ◽  
Economic Benefits ◽  
Firm Level ◽  
Labour Relations ◽  
Work Sharing ◽  
Long Run ◽  
Short Run ◽  
The Impact

The Canadian Government has introduced a work-sharing program in which lay offs are avoided by reducing the work week and using unemployment insurance funds to pay workers short-time compensation. Compared to the lay-off alternative, there appear to be economic benefits to work-sharing for both management and employees. Reaction to the scheme has been generally positive at the union local level and the firm level, but it has been negative at the national level of both labour and management. These divergent views can be explained mainly as a result of short-run versus long-run perspectives. Managers at the firm level see the immediate benefit of improved labour relations and the avoidance of the costs of hiring and training replacements for laid-off workers who do not respond when recalled. The national business leaders are more concerned with work incentive and efficiency aspects of work-sharing.

scholarly journals From Rigid to Flexible Employment Practices in UK Commercial Television: a Case of Government Led Reform

1970 ◽  
Vol 20 (1) ◽  
Author(s):  
John Trevor Campling
Keyword(s):  
Industrial Relations ◽  
Employee Morale ◽  
Short Term ◽  
Commercial Television ◽  
Employment Practices ◽  
Labour Relations ◽  
Labour Costs ◽  
Flexible Employment ◽  
Perceived Pressure ◽  
The Impact

The article locates the forces precipitating the radical changes in employment practices in British Commercial Television since the mid 1980s and proceeds to discuss the various dintensions of these employment reforms jron1 a "flexible firm" perspective. It is argued that perceived pressure from government, rather than jron1 the product market, triggered the unilateral imposition by management of "flexible" employment practices. In addition, key industrial events in British comnzercial television, such as the dissolution of national multi-employer collective bargaining arrangenzents and the strike and lockout at TVam, combined with the numerous changes to national labour relations legislation, shifted the balance of industrial power to management. This allowed "flexible" practices to be introduced nzore rapidly and without disruptive opposition from the broadcasting unions. Whilst the new "flexible" employment arrangetnents have reduced labour costs dramatically in the short term, some of the practices are inconsistent, resulting in employee morale and product quality problems. With governments in New Zealand and Australia pursuing a variety of policies to inject greater "flexibility" and less regulation into product markets, labour I markets and work places, they should pay close attention to the lessons that can be learnt from the British commercial television experience. The impact upon productivity, work practices, and employment levels of politically instigated employmnent change is of importance to an industry; facing such circumstances. It is also contributes to the wider debate on the origins and nature of employment flexibility and changes in industrial relations.

scholarly journals Trade Union Practices in the EU and Latvia: Experience for Eastern Partnership Countries

2014 ◽  
Vol 4 (2) ◽  
pp. 99-118
Author(s):  
Sergejs Stacenko ◽  
Biruta Sloka
Keyword(s):  
Public Sector ◽  
Trade Union ◽  
Trade Unions ◽  
Industrial Relations ◽  
Comparative Approach ◽  
Eastern Partnership ◽  
The Public ◽  
Social Dialogue ◽  
Eastern Partnership Countries ◽  
The Eu

AbstractThe article will show major dimensions in the experience of EU Member States that could be shared with the Eastern Partnership (EaP) countries. The framework of the study is the EU concept of trade unions in social dialogue and social partnership in the public sector. This study outlines the concept of social dialogue as a core element of industrial relations and will focus on industrial relations specifically in the public sector. The authors have elaborated the approach to industrial relations and social dialogue taking into account comparative approach to definitions provided by international institutions such as ILO and OECD, as well as institutions in the EU and Latvia. Latvia is also a case study for Eastern Partnership countries as these countries and their trade unions are in a transition period from socialist structures to structures that possess liberal economies. Trade unions in these countries are members of the International Trade Union Confederation. The major transformation that trade unions underwent from being part of the socialist system and becoming an independent institution since Latvia regained independence in 1991 has been studied. The paper discusses the current developments related to the position of Latvian Free Trade Union Federation in the system of decision-making process related to the public administration management. Finally, the prospective role of trade unions in the EU and in Latvia is analysed and possible revitalisation of trade union is discussed. This approach could be applied to the Eastern Partners of the EU.

scholarly journals TOWARDS AN EFFECTIVE KENYAN LABOUR DISPUTE RESOLUTION SYSTEM: A COMPARISON WITH THE SOUTH AFRICAN LABOUR DISPUTE RESOLUTION SYSTEM

Obiter ◽  
2018 ◽  
Vol 39 (2) ◽  
Author(s):  
Johana K Gathongo ◽  
Adriaan van der Walt
Keyword(s):  
Dispute Resolution ◽  
Comparative Approach ◽  
Labour Relations ◽  
Resolution System ◽  
Labour Dispute ◽  
Wide Range ◽  
Labour Standards ◽  
International Labour Standards ◽  
The Government ◽  
Dispute Resolution System

There have been notable concerns in the current dual dispute resolution system in Kenya. The problems include protracted referral timeframes for dismissal disputes, non-regulation of maximum timeframes for the agreed extension after 30 days conciliation period has lapsed, the absence of statutory timeframes for appointing a conciliator/ commissioner and arbitration process under both the Labour Relations Act, 2007 and the Employment Act, 2007. Likewise, the responsibility of resolving statutory labour disputes in Kenya is still heavily under the control of the government through the Ministry of Labour. There is still no independent statutory dispute resolution institution as envisaged by the Labour Relations Act, 2007. As a result, the Kenyan dispute resolution system has been criticised for lack of impartiality leading to the increase in strikes and lockouts.This article examines the effectiveness of the Kenyan labour dispute resolution system. The article evaluates the provisions of international labour standards relevant to labour dispute resolution. The article illuminates and describes the bottlenecks in the current Kenyan system and argues that it does not adequately respond to the needs of parties in terms of the international labour conventions. A comparative approach with South Africa is adopted to see how independent institutions, such as the Commission for Conciliation, Mediation and Arbitration, Bargaining Councils and specialised Labour Courts can lead to effective dispute resolution. In view of that, a wide range of remedial intervention intended to address the gaps and flaws highlighted in the study are made. Systematically, the article provides suggestions and possible solutions for a better institutional framework and processes to address them.

scholarly journals Developing a Measure of Industrial Relations Climate

2005 ◽  
Vol 41 (4) ◽  
pp. 851-859 ◽  
Author(s):  
Ali Dastmalchian ◽  
Raymond Adamson ◽  
Paul Blyton
Keyword(s):  
Industrial Relations ◽  
Labour Relations

This study aims at devising a set of scales for measuring the climate of industrial and labour relations within organizations

The Early Nineteenth-Century Port of London: Management and Labour in Three Dock Companies, 1800-1825

1994 ◽  
Author(s):  
Anthony R. Henderson ◽  
Sarah Palmer
Keyword(s):  
Nineteenth Century ◽  
Trade Unions ◽  
Industrial Relations ◽  
Early Nineteenth Century ◽  
Labour Relations ◽  
Labour Process ◽  
The Impact ◽  
Labour Management

This essay addresses the impact of industrialisation on the experience of work during the early 1800s. It presents the idea that industrial relations focused less on trade unions and more on broad labour/management contact and gave a new emphasis to the significance of the labour process. Also featured is a map of The Port of London in the 1830s, which is used as an example for evidence of change within the pre-industrial pattern of management/labour relations.

Organizational Learning During Changes in Estonian Organization

2009 ◽  
pp. 15-25 ◽  
Author(s):  
Ruth Alas
Keyword(s):  
Organizational Learning ◽  
Empirical Study ◽  
Market Economy ◽  
Free Market ◽  
Free Market Economy ◽  
Organizational Changes ◽  
Socialist State ◽  
Societal Level ◽  
Countries In Transition ◽  
Democratic Country

This chapter analyzes organizational changes and organizational learning in Estonian companies. During the last decades, Estonia has transformed from being an authoritarian, centralised, totalitarian, socialist state to a democratic country with a free market economy and different attitudes and values. Empirical study in Estonian organizations indicates connections between the institutionalization stage at the societal level and types of changes and organizational learning within organizations. The author proposes the model connecting changes and learning in organizations during societal transience, which could help managers of international companies to plan and implement changes in subsidiaries locating in countries in transition.

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