Tag

Productivity

Apr 13
0

What do unions do at the large scale? Macro-economic evidence from a panel of OECD countries

By | Case-study, Social dialogue, UK

Abstract

This paper investigates the long-run relationship between trade unionism and productivity using a panel data set comprising of 18 OECD economies. Much of the existing evidence on this issue derives from micro-economic studies, with limited attention paid to long-run dynamics and economy-wide effects. Using the mean group and pooled mean group estimation techniques on cross-country panel data, the paper offers support to the “productivity-increasing face of unionism” hypothesis, revealing a positive relationship between trade union density and per worker output.

 

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Apr 13
0

Productivity, innovation strategies and industrial relations in SMEs. Empirical evidence for a local production system in northern Italy Article

By | Case-study, Italy, Social dialogue
Abstract
The paper aims to provide an original contribution to evaluating several kinds of relations between four areas of innovation activities – training, technology, organization, ICT (information and communication technologies) – and industrial relations and firm’s economic performance. Quantitative evidence for a SME‐based local production system is provided by exploiting two datasets: the first is derived from a direct survey carried out in 2005 collecting data on innovations, labour flexibility and industrial relations; the second is represented by a panel of official balance sheets data for the period 1998–2004. The analysis is divided in two consequential parts. We first examine the drivers of different innovation strategies and subsequently we exploit innovation indicators as potential drivers of firm’s productivity. The results show that training activities and organizational changes have strong links with many industrial relations indicators, thus emerging as industrial relations driven innovations. On the contrary, ICT and technological innovation seem to be more influenced by firms’ past performances than by industrial relations. The analysis on labour productivity drivers shows that training activities are the most relevant factors; then, ranked consequently, technological innovation, organisational innovations and, finally, ICT also appear to impact on productivity levels. It is worth noting that the role of ICT emerges more robustly when endogeneity is specifically addressed. Finally, the role of firm size seems here to be overshadowed by other drivers.

 

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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.

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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.

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Apr 13
0

Social Dialogue as a Means of Enhancing Productivity and Quality of Work Life: A Case Study of the Maha Oya Group of the Bogawantalawa Plantations Company

By | Case-study, Social dialogue

Perspectives on Productivity Improvement

The productivity improvement movement has a long history having had its beginnings with the work simplification practices advocated by F.W. Taylor under the famous ‘scientific management principles’. Since then there has been an
increasing attention on evolving various approaches and strategies to enhance productivity, and more particularly labour productivity, at the enterprise level. The Asian Productivity Organisation, a regional organisation established in 1961, to
support productivity promotion efforts in the Asian countries, has identified two generic approaches to productivity improvement: socio-cultural and technoeconomic. The socio-cultural approach deals with such matters as moral values
of a society and work ethics, while the techno-economic approach deals with more enterprise-specific factors such as industrial relations, human resource development, financial analysis and in-house entrepreneurship (APO 1989; 1998). Moving a step further, management writers have identified more specific approaches to productivity improvement planning at the enterprise level. These include work simplification, mechanisation, automation, facilities improvement,
better planning and scheduling of work, more efficient use of manpower and employee participation and involvement (Armstrong 1990).

 

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Apr 12
0

Skills Development and Productivity Through Social Dialogue

By | Social dialogue

Foreword

Social dialogue is one of the cornerstones that the ILO is founded upon. It has a major role to play in realizing the ILO’s objective of promoting opportunities for women and men to obtain decent and productive work in conditions of freedom, equality, security and human dignity.

When we think of social dialogue in the context of industrial relations among the social partners, we associate it with negotiations on issues such as salaries, working conditions and advocacy in the workplace. However, in today’s rapidly globalizing world, where geographical borders are becoming less of a barrier to trade and where new technologies are increasingly changing the way in which enterprises operate, and the way people work, social dialogue is becoming more and more important to the development of skills for the continuing employability of workers throughout their working life.

This book makes a case for a more representative social dialogue on skill development that is tripartite in nature, ensuring that all three social partners – government, enterprise and workers – are included in negotiations. While there must be responsibility on behalf of government to provide the mechanisms that encourage participation of workers and enterprises in social dialogue, for social dialogue on skills development to work effectively, enterprises must participate in a responsible and positive manner, realizing that their productivity and competitiveness is reliant on a well trained and adaptable workforce. Workers must participate in social dialogue as both a right and a responsibility in order to realize decent work through access to continuing education and skills training in order to guarantee their skills remain marketable.

This book has primarily emerged as a result of an ILO APSDEP tripartite workshop in Bangkok and an ILO and Korean Labor Institute tripartite workshop on Skill Development, High Performance Work Organization and Social Dialogue in Seoul, both held in March 2003. The meetings highlighted a fundamental lack of awareness of how social dialogue can play an important role in advocating the interests of governments, employers and workers by ensuring that each benefits from their investment in developing the skills of the workforce.

It draws on a number of papers prepared by participants at the two meetings as well as ILO resource persons and ILO Senior Specialists. Further, it also looks at some of the broader challenges for social dialogue on productivity and skill development among the social partners. The book touches on the relevant ILO Standards and Recommendations, particularly the new draft Recommendation 150 on human resources development that will, after nearly four years of discussions, consultations, drafting and redrafting, be finalized in In the interests of reinforcing the need for change, this publication repeats a number of important issues and points and makes no excuse for this. It is the hope and intention of the authors that this book will stimulate further debate on the subject of social dialogue on skills development in order to promote greater opportunities for decent work for all, productive and competitive enterprises and greater economic and social well being of Asian economies.

Christine Evans-Klock, Director
ILO Subregional Office for East Asia

 

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