Category

Social dialogue

Apr 13
0

Industrial Conflict and its Expressions

By | Social dialogue

Abstract:

While it is widely recognized that conflict at work takes various forms, there is much confusion and disagreement among theorists and practitioners as to what constitutes conflict – discontent – and what range of behavioural form it takes. As for behavioural expressions of conflict, only the most visible forms such as strikes, labour turnover and absenteeism have received attention. Other unconventional forms of behaviour such as sabotage, pilferage and disruptive practices have, by and large, been neglected. At present, a comprehensive classification which includes both conventional and unconventional expressions of discontent is difficult to find. Includes a direct response to this vacuum. Offers a behavioural framework which has the potential for not only including the actors involved, but also explaining the behavioural strategies open to people and the reasons for choosing a particular way of expressing their discontent. Concludes that a better understanding of workplace conflict and its effective management requires appreciating the range of behavioural expressions involved; creation of the work environment conducive to the conflict processing and conflict resolution; and understanding the significance of the potential of the people as choice makers, when choosing from among the options open to them for expressing discontent.

DOWNLOAD
Apr 13
0

Working Conditions and Social Dialogue

By | Belgium, Case-study, Cyprus, Czech Republic, Denmark, Finland, France, Germany, Social dialogue, Spain

This report examines the link between working conditions and social dialogue, highlighting instances where social dialogue has had an impact on working conditions. The impact of social dialogue on working conditions is considered at all levels – national, sectoral, company and workplace levels. There is also a specific focus on occupational health and safety. The first section of the report maps existing research and administrative reports, highlighting the findings of surveys, both quantitative and qualitative, that have identified a link between social dialogue and working conditions. The second section looks at examples of social dialogue drawn from case studies that have had an impact on working conditions in a range of areas. Some examples of incomplete social dialogue are also presented, including possible reasons for the shortcomings. Finally, the report identifies potential lessons for the future in terms of factors that contribute to the success or failure of social dialogue.

The study was compiled on the basis of individual national reports submitted by the EIRO and EWCO correspondents. The text of each of these national reports is available below. The reports have not been edited or approved by the European Foundation for the Improvement of Living and Working Conditions. The national reports were drawn up in response to a questionnaire and should be read in conjunction with it.

 

For the original source, please click here.

DOWNLOAD
Apr 13
0

The economic cost of general strikes in Nepal

By | Nepal, Social dialogue

Abstract

This paper reviews the key aspects of general strikes and analyses the economic cost of such strikes in Nepal. Data analysis shows that average direct cost of general strikes stood at NRs. 1.8 billion per strike day and NRs. 27 billion per year at current prices during 2008-2013. The lost output per year accounted for 1.4 percent of the annual gross output. The total accumulated output loss due to general strikes in the five-year period amounted to NRs. 117 billion. With such
losses, general strikes decelerated annual GDP growth rates in a range between 0.6 percentage point and 2.2 percentage points during the study period. The impact of general strikes was quick and significant on inflation and tourist arrival rates. The monthly inflation rate jumped to over 9 percent as a result of two-day general strike while the strike called for three or more days led to an inflation of more than 10 percent. Similarly, tourist arrival declined over a lag. However, gross fixed capital formation and foreign direct investment appeared to be less affected by general strikes, which might be due mainly to their bottomed out levels.

For the original source, please click here.

DOWNLOAD
Apr 13
0

Social Dialogue in Developing Countries

By | Angola, Brazil, Case-study, Costa Rica, Ghana, India, Indonesia, Kenya, Mozambique, Social dialogue, South Africa, South Korea, Zambia

This is a study of Social Dialogue in developing countries. It was commissioned by the Norwegian Agency for Development Cooperation (Norad) on behalf of the Royal Norwegian Ministry of Foreign Affairs (MFA) in November 2010. It was prepared by Michael Fergus, partner in Nordic Consulting Group AS. The purpose of the study is to map experience with dialogues on socio‐economic issues between government and organisations in productive sectors, and possibly civil society organisations, in selected developing countries. In countries where a system of social dialogue has been established the study also assesses whether the experience is of interest for other countries to learn from. Norway may then consider supporting some form of interaction between countries in the South. It is not the purpose of the study to try to assess whether the Norwegian model of social dialogue can be copied into different political systems and cultures.

 

For the original source, please, click here.

DOWNLOAD
Apr 13
0

Fostering economic development through social partnership in Barbados

By | Barbados, Case-study, Social dialogue

Abstract:

Analyses the framework and processes of labour relations and social partnership at the national level in Barbados and explores experiences of social dialogue in relation to improving productivity, technical and vocational education, occupational health and safety and in the tourism sector. Includes a comparison of social dialogue in other Carribean countries.

For the original source, please click here.

DOWNLOAD
Apr 13
0

Assessment on the impact of labour union on employees’ performance: The case study of commercial bank of ethiopian

By | Case-study, Social dialogue

Abstract:

The purpose of the study is in Partial Fulfilment for the Requirements of the Degree of Masters of Arts in Human Resource Management and the study mainly focused on the assessment of the impact of labour union on employees’ performance in commercial bank of Ethiopia. To conduct this study mixed approach method i.e., both quantitative and qualitative methods have been used to have better out come out of the study. The qualitative one has been used to describe about the perceptions of respondents about the labour union effectiveness in its major practice in enhancing the employees’ performance using content analysis. And the quantitative one to explain about the effectiveness of labour union in its major practices in enhancing the employees’ performance using statistical tool i.e., mode of frequencies in number and percentage. Communication network, working condition and harmony, safety and healthy, salaries and benefits, collective action in partnership with management, policy and strategic issues and conflict and complain handling were selected to be the study variables. For the target population it used employees of the organization who are working in Addis Ababa region. Both descriptive and explanatory survey design has been used to reach on the results. Samples of 423 employees were used for the questionnaire, and 92.43% of it was responded. The quantitative data were analysed using SPSS software and the qualitative data were analysed using content analysis and the results of which were combined by interoperating with the results of quantitative one for the final results ,as a result it was found that more than 37.9% of the respondents in the questionnaires under the closed ended questions and majority of respondents’ opinion under the open ended questions in the questionnaires have given their negative feed backs about the effectiveness of labour union. In addition, five of them out of seven interviewees have given their negative feedbacks about its effectiveness. However, much less than 45.8% of the respondents in the questionnaires have given their positive feedback. In general, as results indicate the labour union is not effective or very weak in its practices to enhance employees’ performance to the desired level in the achievement of the goals of the organization and has very weak bargaining power.

 

For the original source, please click here.

DOWNLOAD
Apr 13
0

Unions can increase efficiency: Ten examples

By | Case-study, Social dialogue

Millions of workers in different countries and in different times have sought to organize into unions. Whether or not a government’s laws facilitate organizing, there has been widespread demand by individuals for labor unions– as an expression of their freedom of association. In spite of higher costs that may be related to unions, workers have fought for the right to organize to tilt the balance of power from employers to workers, to provide due process procedures, and to ensure that workers earn an adequate living to support a family. Unions do not form out of thin air; they arise when individuals decide to come together to collectively address market inefficiencies and social problems.

These private actions of individuals make it clear that unions have some place in benefiting the economy. While the costs of unions are often brought up, politicians and the voting public must also consider the benefits of unions. This Illinois Economic Policy Institute (ILEPI) Economic Commentary investigates how unions can increase economic efficiency. The report outlines ten examples of unions positively improving the economy for the better:

1. Union workers earn higher wages and increase consumer demand;
2. Unions reduce socially inefficient levels of income inequality;
3. Union workers receive less government assistance;
4. Union workers contribute more in income taxes;
5. Unions increase productivity in construction, manufacturing, and education;
6. Unions reduce employee turnover rates;
7. Unions fight against child labor and for public education;
8. Unions fight against all forms of discrimination;
9. Unions collectively bargain toward efficient contracts; and
10. Unions fight against the “monopsony” power of owners, especially in sports.

For the original source, please click here.

DOWNLOAD
Apr 13
0

Role of Trade Unions in the Enhancement of Peaceful Work Relations for Efficient Conflict Management in Public Universities in Kenya

By | Kenya, Social dialogue

Abstract:

Disagreements are always an inevitable part of organizational life. Labour conflicts can be regarded as disputes that occur when interests, goals or values of different individuals or groups within a workplace are unharmonious with each other. The institutions of higher learning in Kenya are experiencing a lot of conflicts which are mostly left unresolved. Conflicts between individual workers/employees and also between workers and management have escalated. Labour conflicts leads to cases of frequent strikes, lock ups and any other forms of unrest as seen in our Universities. Proper management of conflicts however deserves special and adequate consideration in harmonizing workplace relations. This study aimed to establish the role of trade unions in managing conflicts in institutions of higher learning by enhancing of peaceful work relations. The study was based in Moi University since it one of the oldest and largest universities in Kenya. The target population of the study encompassed all the 683 employees in the university who were registered members of different trade unions. Stratified sampling was used to divide the population into three categories thus Lecturers, Middle grade staff and junior staff. 205 respondents were selected purposively for the study. Secondary data was obtained from existing literature and university documents while primary data was collected from the respondents using questionnaires. According to the results, 80% of the respondents confirmed that trade unions in their workplace use the role of labour relations in conflict management. In relation to whether job specification is clearly drawn to ensure peaceful work relations, 64.8% of the respondents agreed while 17.1% disagreed. The respondents were additionally asked whether existence of harmonious work relations leads to high productivity among workers. 94.2% of the respondents agreed that high productivity is achieved when harmonious relations exist among the workers. In regard to whether trade unions encourage consultations among their members as a way of creating harmonious work relations, 82.5% of the respondents agreed while only 0.5% disagreed. The study recommends that trade unions jointly with management should maintain continual negotiations with the employers to avoid employee-employer conflicts. Collective bargaining should be promoted as a tool with which employers and employees are able to negotiate on matters affecting the work place.

 

For the original source, please click here.

DOWNLOAD
Apr 13
0

Restructuring enterprises through social dialogue: Socially responsible practices in times of crisis

By | Brazil, France, Germany, Ireland, Social dialogue, United States

The paper analyses examples of companies in which management, in collaboration with workers’ representatives and unions, has designed and implemented socially responsible enterprise restructuring plans. The selected examples show that by creating space for dialogue and (self-)regulation aimed at protecting the levels, as well as the terms and conditions, of employment in specific plants (plant-level agreements) or across different operations of multinational companies (transnational company agreements), win-win situations can emerge, even in times of crisis.

 

For the original source, please click here.

DOWNLOAD