This case study analyses the development of tripartite social dialogue in Rwanda. It is discovered that the insistence of true unions has led to the flourishing of social dialogue, especially tripartite, in Rwanda. This has led to increases in working conditions and salary for construction workers in the region.
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The study analyses the effect of collective bargaining on employees in the wake of economic crises and rising unemployment in Nigeria. It concludes that collective bargaining generally helps to alleviate the situation for all involved, but that proactive bargaining should be done when crises are imminent or just occur, rather than some time after the fact. Another outcome is that training on bargaining techniques and involvement given to workers should be standard and would aid in the developments of the agreement, to reach a more amicable solution.
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This case study analyses the result of the poor management of Kotec Industries in Onitcha, Nigeria. With a lack of any form of social dialogue on an organisational or sector level, employees face late promotions, and late and inadequate pay, which leads to employee resentment and enmity towards the governing board of Kotec Industries. The author suggest governmental intervention in the import of raw materials in order to enhance productivity and the ability of the organisation to pay and promote its employees.
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This study analyses the effectiveness of trade-unions based on their effect on work-life balance in ten EU member states. This is done through a set of metrics: paternity leave, parental leave, flexible work arrangements, long-term care, economic incentives, childcare and other measures. While it highlights the general effectiveness of these measures it warns that they are the first to be dropped in a crisis. Further recommendations for good practice are also given.
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This study uses the case study of the Confédération Démocratique du Travail (CDT) negotiated with Domaines Brahim Zniber Diana Holding Group in 2015 in Morocco to analyse the effect of collective bargaining on women and how the inclusion of women can alter the outcomes of the agreement. It concludes that collective bargaining agreements greatly impacts gender equality and benefits all workers by raising wages as well as facilitating broader social dialogue between workers, unions, employers and governments. An important takeaway is that the employer was supportive of the agreement throughout the process, and that even impactful agreements can be done amicably.
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This is a collection of case studies of collective bargaining agreements from Pakistan. It was arranged through interviews with key stakeholders in the state and factory visits to gauge the level of implementation. The study compares the case studies to highlight seven key points of good practice that can be used as a model for other collective bargaining institutions to promote effectiveness and cordial relations.
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This publication details the Palestinian Decent Work Programme as instituted by the ILO. Part of this programme is the strengthening of social dialogue through increased and enhanced bipartite and tripartite social dialogue for various sectors, especially construction. Priority II details this further, mentioning three goals of strengthening social dialogue: ensuring alignment with human rights treaties, improve freedom of association and representative decision-making and enhance labour inspections through database and grievance mechanisms establishment.
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This is a case study of a collective bargaining agreement between McNeil-PPC, Johnson & Johnson Customer & Logistics Services and United Steel, Paper and Forestry, Rubber Manufacturing, Energy Allied Industrial and Service Workers International Union concerning their business in Lititz, Pennsylvania. The study details the terms and conditions of the work between the union and the contracting companies.
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Innovation may be seen as a process of knowledge creation and the speed and direction of knowledge creation reflects the organizational set-up of the firm as well as its investments in R&D and training. Establishing ‘a learning organization’ where horizontal interaction and
communication inside and across the borders of the firm is a major factor promoting knowledge creation in the context of a learning economy. An important issue is to what extent direct and indirect participation of employees in shaping the new form of organization is critical for its realization. On the basis of a unique data set covering 2000 Danish private firms it is demonstrated that firms combining several of the organizational traits of the learning organization are much more prone to introduce new products than the others. It is also demonstrated that such firms have involved employees in different forms of direct and indirect participation much more frequently than the
rest. As more sectors become exposed to the need to engage in incremental product and service innovation the economic potential of diffusing good practices in terms of organization and participation is growing and needs to be reflected in firm strategies and public policies aiming at promoting innovation and knowledge creation.
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Social dialogue during the economic crisis: The impact of industrial relations reforms on collective bargaining in the manufacturing sector (incorporating social dialogue in manufacturing during the sovereign debt crisis).
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