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Zeitschriftenartikel zum Thema "Labor unions and international relations – Case studies"
Schmalz, Stefan, Teresa Conrow, Dina Feller und Maurício Rombaldi. „Two forms of transnational organizing: Mapping the strategies of Global Union Federations“. Tempo Social 33, Nr. 2 (16.08.2021): 143–62. http://dx.doi.org/10.11606/0103-2070.ts.2021.185622.
Der volle Inhalt der QuelleGahan, Peter. „Did Arbitration Make for Dependent Unionism? Evidence from Historical Case Studies“. Journal of Industrial Relations 38, Nr. 4 (Dezember 1996): 648–98. http://dx.doi.org/10.1177/002218569603800407.
Der volle Inhalt der QuelleISSAYEVA, Ainur Zhenisovna, Bolat Zholdasbekovich AITIMOV, Zhanat Amandykovna ISSAYEVA, Madina Koishibayevna ZHUSSUPBEKOVA, Saltanat Saidakhmetovna TINISTANOVA und Akzada Alaidarkyzy MADALIYEVA. „Features of Legal Regulation of the Procedure for the Consideration of Labor Disputes in Kazakhstan“. Journal of Advanced Research in Law and Economics 11, Nr. 1 (31.03.2020): 65. http://dx.doi.org/10.14505//jarle.v11.1(47).09.
Der volle Inhalt der QuelleMilovanova, Marina, und Valeria Vasilevskaya. „Violence and harassment in the world of work as a gender problem“. Science. Culture. Society 28, Nr. 2S (06.09.2022): 46–57. http://dx.doi.org/10.19181/nko.2022.28.2s.4.
Der volle Inhalt der QuelleSnell, Darryn, und Victor Gekara. „Unions and corporate social responsibility in a liberal market context: The case of Ford’s shutdown in Australia“. Journal of Industrial Relations 62, Nr. 5 (13.01.2020): 713–34. http://dx.doi.org/10.1177/0022185619896383.
Der volle Inhalt der QuelleGalgóczi, Béla. „Just transition on the ground: Challenges and opportunities for social dialogue“. European Journal of Industrial Relations 26, Nr. 4 (01.10.2020): 367–82. http://dx.doi.org/10.1177/0959680120951704.
Der volle Inhalt der QuelleBramble, Tom. „Political Economy and Management Strategy in the Metal and Engineering Industry“. Journal of Industrial Relations 31, Nr. 1 (März 1989): 22–45. http://dx.doi.org/10.1177/002218568903100102.
Der volle Inhalt der QuelleNgulumbu, Benjamin Musembi, und Fanice Waswa. „Abdul, G., A., & Sehar, S. (2015). Conflict management and organizational performance: A case study of Askari Bank Ltd. Research Journal of Finance and Accounting. 6(11), 201. Adhiambo, R., & Simatwa, M. (2011). Assessment of conflict management and resolution in public secondary schools in Kenya: A case study of Nyakach District. International Research Journal 2(4), 1074-1088. Adomi, E., & Anie, S. (2015). Conflict management in Nigerian University Libraries. Journal of Library Management, 27(8), 520-530. https://doi.org/10.1108/01435120610686098 Amadi, E., C., & Urho, P. (2016). Strike actions and its effect on educational management in universities in River State. Kuwait Chapter of Arabian Journal of Business and Management Review, 5(6), 41-46. https://doi.org/10.12816/0019033 Amah, E., & Ahiauzu, A. (2013). Employee involvement and organizational effectiveness. Journal of Management Development, 32(7), 661-674. https://doi.org/10.1108/JMD-09-2010-0064 Amegee, P. K. (2010). The causes and impact of labour unrest on some selected organizations in Accra. University of Ghana Awan, A., G., & Anjum K. (2015). Cost of High Employees turnover Rate in Oil industry of Pakistan, Information and Knowledge Management, 5 (2), 92- 102. Bernards, N. (2017). The International Labour Organization and African trade unions: tripartite fantasies and enduring struggles. Review of African Political Economy, 44(153), 399-414. https://doi.org/10.1080/03056244.2017.1318359 Blomgren Amsler, L., Avtgis, A. B., & Jackman, M. S. (2017). Dispute System Design and Bias in Dispute Resolution. SMUL Rev., 70, 913. Boheim, R., & Booth, A. (2004). Trade union presence and employer provided training in Great Britain industrial relations 43: pp 520-545. https://doi.org/10.1111/j.0019-8676.2004.00348.x Bryson, A., & Freeman, R. B. (2013). Employee perceptions of working conditions and the desire for worker representation in Britain and the US. Journal of Labor Res 34(1), 1–29. https://doi.org/10.1007/s12122-012-9152-y Buccella, D., & Fanti, L. (2020). Do labour union recognition and bargaining deter entry in a network industry? A sequential game model. Utilities Policy, 64, 101025. https://doi.org/10.1016/j.jup.2020.101025 Constitution, K. (2010). Government printer. Kenya: Nairobi. Cortés, P. (Ed.). (2016). The new regulatory framework for consumer dispute resolution. Oxford University Press. https://doi.org/10.1093/acprof:oso/9780198766353.001.0001 Creighton, B., Denvir, C., & McCrystal, S. (2017). Defining industrial action. Federal Law Review, 45(3), 383-414. Daud, Z., & Bakar, M. S. (2017). Improving employees' welfare. European Journal of Industrial Relations, 25(2), 147-162. Deery, S., J., Iverson, R., D., & Walsh, J. (2010). Coping strategies in call centers: Work Intensity and the Role of Co-workers and Supervisors. International Journal of employment relations, 48(1), 189-200. https://doi.org/10.1111/j.1467-8543.2009.00755.x Durrani, S. (2018). Trade Unions in Kenya's War of Independence (No. 2). Vita Books. https://doi.org/10.2307/j.ctvh8r4j2 Dwomoh, G., Owusu, E., E., & Addo, M. (2013). Impact of occupational health and safety policies on employees’ performance in the Ghana’s timber industry: Evidence from Lumber and Logs Limited. International Journal of Education and Research, 1 (12), 1-14. Edinyang, S., & Ubi, I. E. (2013). Studies secondary school students in Uyo Local government area of AkwaIbom State, Nigeria. Global Journal of Human Resource Management, 1(2), 1-8. Ewing, K., & Hendy, J. (2017). New perspectives on collective labour law: Trade union recognition and collective bargaining. Industrial Law Journal, 46(1), 23-51. https://doi.org/10.1093/indlaw/dwx001 Fitzgerald, I., Beadle, R., & Rowan, K. (2020). Trade Unions and the 2016 UK European Union Referendum. Economic and Industrial Democracy. https://doi.org/10.1177/0143831X19899483 Gall, G., & Fiorito, J. (2016). Union effectiveness: In search of the Holy Grail. Economic and Industrial Democracy, 37(1) 189211. https://doi.org/10.1177/0143831X14537358 Gathoronjo, S. N. (2018). The Ministry of labour on the causes of labour disputes in the public sector. University of Nairobi. Iravo, M. A. (2011). Effect of conflict management in performance of public secondary schools in Machakos County, Kenya. Kenyatta University. Jepkorir, B. M. (2014). The effect of trade unions on organizational productivity in the cement manufacturing industry in Nairobi. University of Nairobi. Kaaria, J. K. (2019). Trade Liberalization and Export Survival In Kenya. University of Nairobi. Kaburu, Z. (2010). The relationship between terms and conditions of service and motivation of domestic workers in Nairobi. University of Nairobi. Kambilinya, I. (2014). Assessment of performance of trade unions. Master’s Thesis Submitted to University of Malawi. Kamrul, H., Ashraful, I., & Arifuzzaman, M. (2015). A Study on the major causes of labour unrest and its effect on the RMG sector of Bangladesh. International Journal of Scientific & Engineering Research, 6 (11). Kazimoto, P. (2013). Analysis of conflict management and leadership for organizational change. International Journal of Research in Social Sciences, 3(1), 16-25. Khanka, I. (2015). Industrial relations in Tanzania. University of Dar-es-salaam. Kisaka, C. L. (2010). Challenges facing trade unions in Kenya. Master’s Thesis Submitted to University of Nairobi. Kituku, M. N. (2015). Influence of conflict resolution strategies on project implementation. A Case of Titanium Base Limited Kwale County Kenya. University of Nairobi. Kmietowicz, Z. (2016). Ballot on industrial action by GPs averted as government accepts BMA’s demands. https://doi.org/10.1136/bmj.i4619 KNHCR (2020). Key Business and Human Rights Concerns in Kenya. Retrieved from http://nap.knchr.org/NAP-Scope/Key-Business-and-Human-Rights-Concerns-in-Kenya. Magone, J. (2018). Iberian trade unionism: Democratization under the impact of the European Union. Routledge. https://doi.org/10.4324/9781351325684 Menkel-Meadow, C. J., Porter-Love, L., Kupfer-Schneider, A., & Moffitt, M. (2018). Dispute resolution: Beyond the adversarial model. Aspen Publishers. Mlungisi, E. T. (2016). The liability of trade unions for conduct of their members during industrial action. MoLSP (2020). Ministry of Labor and Social Protection, Registrar of Trade Unions. Retrieved from https://labour.go.ke/department-of-trade-unions/ Msila, X. (2018). Trade union density and its implications for collective bargaining in South Africa. University of Pretoria. Mulima, K. J. (2017). Trade Union Practices on Improvement of Teachers Welfare. University of Nairobi). Năstase, A., & Muurmans, C. (2020). Regulating lobbying practices in the European Union: A voluntary club perspective. Regulation & Governance, 14(2), 238-255. https://doi.org/10.1111/rego.12200 Otenyo, E. E. (2017). Trade unions and the age of information and communication technologies in Kenya. Lexington Books. Powell, J. (2018). Towards a Marxist theory of financialised capitalism. https://doi.org/10.1093/oxfordhb/9780190695545.013.37 Razaka, S. S., & Mahmodb, N. A. K. N. (2017). Trade Union Recognition in Malaysia: Transforming State Government’s Ideology. Proceeding of ICARBSS 2017 Langkawi, Malaysia, 2017(29th), 175.“ Journal of Strategic Management 6, Nr. 1 (22.01.2022): 43–58. http://dx.doi.org/10.53819/81018102t2041.
Der volle Inhalt der QuelleMilner, Susan. „Bargaining for work–family benefits in the UK“. Journal of Industrial Relations 64, Nr. 1 (Februar 2022): 124–46. http://dx.doi.org/10.1177/00221856211057918.
Der volle Inhalt der QuelleJosserand, Emmanuel, und Sarah Kaine. „Labour Standards in Global Value Chains: Disentangling Workers’ Voice, Vicarious Voice, Power Relations, and Regulation“. Articles 71, Nr. 4 (03.01.2017): 741–67. http://dx.doi.org/10.7202/1038530ar.
Der volle Inhalt der QuelleDissertationen zum Thema "Labor unions and international relations – Case studies"
Nepgen, Arnold. „The impact of globalisation on trade unions : Cosatu’s present and future engagement in international issues“. Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/1951.
Der volle Inhalt der QuelleThe effects of ‘accelerated globalisation’ can not be denied when observing modern innovations shaping human life. Its development and consequent revolutionary impact is unlike any other in modern history. The last half of the twentieth century witnessed changes in exponential terms, such as informational and technological innovations that constantly redefine the way people function. This study focuses on the effect of globalisation on trade unions, paying particular attention to the formation of liberal economic conditions, the rise of global capital flows, and the diversification of workers, working conditions and employment patterns. Globalisation has led to the formation of new social, economic, and political conditions which have made it increasingly difficult for trade unions to function in traditional ways. At the heart of this lies the fundamental opposition of capital to labour, and increasingly so under conditions of global competition. Trade unions, are organisations that represent worker interests through solidarity and strength in numbers, traditionally at the national level but increasingly they are being challenged on a global level. Thus, due to various internal and external factors, the situation many unions find themselves in is one of survival instead of growth and influence. The case study of Cosatu was chosen due to the benefit of analysing the organisation’s past success as well as present situation. Although it has not been unaffected by the problems facing unions worldwide, it has managed to achieve some notable successes in the process. The practice of social movement unionism has been highly effective in mobilising under-represented groups, and is found to still be effective in South Africa, although at a diminished scale. It is imperative for all unions to restructure the way they function so as to incorporate previously marginalised groups, to utilise technology and globalisation to their advantage, and to educate potential new entrants to the labour market.
Kafidi, W. „Strategic options for trade unions in the Namibian Police Service“. Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53600.
Der volle Inhalt der QuelleENGLISH ABSTRACT: Freedom of association is a constitutional fundamental freedom denied the members of the Namibian Police Service. This led to the researcher to conduct a study on current labour practices in the said organisation. The aim thereof was to establish whether the inexistence of unions has a detrimental effect on labour relations, and also to explore possibilities of introducing trade unions in the Police Service. A study was conducted within a qualitative approach with the data obtained from existing literature as well as through interviewing police officers and other public office bearers. It was ultimately found that the entire organisation is fraught with labour related problems, which would have been handled differently within unionism. The study therefore recommends that a union be formed for the Namibian Police members.
AFRIKAANSE OPSOMMING: Vryheid van assosiasie is 'n konsitusionele fundamentele vryheid wat die lede van die Namibiese Polisiediens ontsê is. Dit was aanleidend tot die navorser se ondersoek van bestaande werkspraktyke in die gemelde organisasie. Die studie is daarop gerig om vas te stel of die bestaan van unies nadelig inwerk op werksverhoudings asook om die moontlikheid van die instelling van vakunies in die polisiediens te ondersoek. Die studie is met 'n kwalitatiewe benadering onderneem en data is bekom uit bestaande literatuur asook onderhoudsvoering met polisiebeamptes en ander openbare ampsdraers. Daar is uiteindelik bevind dat die hele organisasie gebuk gaan ander werksverwante probleme wat binne vakunie-verband anders hanteer sou word. Die studie beveel dan ook aan dat 'n unie vir die lede van die Namibiese Polisie ingestel moet word.
Fitzloff, Chad L. „The limits of American labor‘s influence on the cold war free labor movement: a case study of Irving Brown and the International Confederation of Free Trade Unions in Tunisia and Algeria“. Thesis, Kansas State University, 2010. http://hdl.handle.net/2097/4187.
Der volle Inhalt der QuelleDepartment of History
David A. Graff
Michael Ramsay
In 1988, Irving Brown received the Medal of Freedom from President Ronald Reagan for playing a crucial role in breaking the hold of international communism over postwar Western Europe. By doing so, he can truly be called one of the architects of Western democracy. Brown also made extraordinary efforts to fight international Communism in French North Africa during the 1950s. This paper seeks to answer the question of why these efforts in North Africa failed, and it will show the limits of American labor‘s international influence during the Cold War, in particular in French North Africa. Irving Brown successfully strengthened anti-Communist unions in Europe, and had the financial backing of the Truman Administration for those projects. However, Brown‘s efforts to build anti-Communist trade unions in Tunisia and Algeria did not have the backing of the U.S. government under the Eisenhower Administration. Instead, the AFL-CIO, with Brown as its representative, attempted to use the non-Communist International Confederation of Free Trade Unions (ICFTU) to influence the nationalist movements of Tunisia and Algeria through their respective national unions, the Union générale tunisienne du travail (UGTT) and the Union générale des travailleurs algériens (UGTA). Disagreements within the ICFTU severely inhibited Brown‘s effectiveness and prevented him from fully realizing the AFL-CIO‘s policy goals in North Africa. Brown was overly dependent on Tunisia for his operations with the Algeria labor movement, and the ICFTU was incapable of providing adequate support to the Algerians to compete with its Communist rival, the World Federation of Trade Unions. To the extent that independent Tunisia was Western-oriented, Brown was successful in his efforts. However, in the long run, Brown failed as an architect of Western democracy, as Tunisia became a dictatorship with a socialist economy. In Algeria, the state of war forced the UGTA to turn to the Eastern bloc despite Brown‘s personal dedication to North African independence and development. Furthermore, in independence, Algeria‘s government embraced socialism and single party rule.
Santa, Ritta Pietsch Majic Karla. „Intergroup Relations & Power : An ethnographic case study observing the multicultural staff of Cambambe, through the lenses of Psychology & International Relations Theories“. Thesis, Linköpings universitet, Filosofiska fakulteten, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-140922.
Der volle Inhalt der QuelleCoplen, Amy Katherine Rose. „"Poverty Wages Are Not Fresh, Local, or Sustainable": Building Worker Power by Organizing Around (Re)production in Portland's "Sustainable" Food Industry“. PDXScholar, 2019. https://pdxscholar.library.pdx.edu/open_access_etds/5092.
Der volle Inhalt der QuelleWhite, David. „Labor Movement and State Fragility: The Case of the Yemen Arab Republic from Oil Boom to Gulf War“. Scholarship @ Claremont, 2018. http://scholarship.claremont.edu/cmc_theses/1838.
Der volle Inhalt der Quelle„Die waarde van die sosiale kontrak in die Suid-Afrikaanse Brouerye se sosiale verantwoordelikheidsprogram“. Thesis, 2014. http://hdl.handle.net/10210/12563.
Der volle Inhalt der QuelleThis study investigates the impact of and the necessity for the Corporate Social Responsibility program of the South African Breweries. The State President's announcements on 2 February 1990 have not only affected the whole of the Republic of South Africa, but also the essence and structure of the SAB. The necessity for sound corporate identity and investment programs, especially as directed towards the creation of better living conditions and a higher qualify of life for all people, is discussed against the background of transformational policy changes as well as contributions by and demands from groupings such as the ANC-COSATU-SACP alliance. The concepts of social co-responsibility and organisational involvement are emphasised and recommendations are made and policy guidelines suggested which would enable SAB to become more dynamic and to function more effectively interculturally in a changed South Africa. Attention is drawn to the value of the social contract between employers and trade unions which can benefit both parties as well as the broader community.
Bao, Xiaoming. „Can Chinese enterprise unions improve employee union identification? Comparative case studies of six subsidiaries of foreign multinational enterprises“. Thesis, 2020. http://hdl.handle.net/1866/24662.
Der volle Inhalt der QuelleChinese enterprise unions suffer the apparent absence of relevance for employees. In the meantime, local governments and federations of trade unions are increasingly conducting enterprise union reforms with a view to promoting collective bargaining and union democracy. With these two trends occurring simultaneously, the following research questions come to mind: (1) Do collective bargaining and union democracy improve the relevance of trade unions for employees? (2) Do the reforms of collective bargaining and union democracy conducted by local governments and federations of trade unions in China improve the relevance of enterprise unions for employees? In order to explore and explain the variations in employee union identification and employee identification with the employer, this thesis develops a novel theoretical framework consisting of four lines of analysis. This thesis first examines the instrumental and constructivist accounts of employee union identification. The possibility of dual identification, unilateral identification, or dual disidentification opens up a third line of analysis, which focuses on the relationship between employee identification – the configuration combining employee union identification and employee identification with the employer – and the frame of reference for labour relations. Finally, in taking the specificity of the Chinese labour relations system into consideration, this thesis considers the intervention of the Party-State with a view to exploring how such intervention affects union democracy and whether or not there are other factors at play in the relationship between union democracy and the intervention of the Party-State. In order to pursue these four lines of analysis, this thesis drew on the comparative case studies of six subsidiaries of foreign multinational enterprises in, what we label for the purpose of anonymity, the Binhai Economic-Technological Development Area. Two rounds of fieldwork involved interviews in each sample enterprise with the union officer, three to five union committee members, four or five union stewards (when applicable), and five to seven union vi members. The major empirical findings are summarized as follows. First, three types of identity of the Chinese enterprise unions discussed – critical bridging, constructive bridging, and communicative bridging – emerge in terms of the role of the bridge between employees and their employer, which is played by an enterprise union. There is a link between trade union identity and employee identification. Second, employee union identification is associated with union instrumentality and union democracy. Union democracy not only directly affects employee union identification but also affects union instrumentality and in turn, has an indirect impact on employee union identification. Synergies between the frame of reference for labour relations, union strategic capacity, and deliberative vitality lead to union identity construction. Third, the frame of reference ranges from adversarial pluralism to autocratic unitarism, then to consultative unitarism, and finally, to coordinated unitarism. By affecting union instrumentality, the frame of reference indirectly affects employee union identification. The frame of reference also affects the improvement of employee interests by an employer and in turn, has an indirect impact on employee identification with the employer. Finally, the intervention of the Party-State affects union democracy but as moderated by strategic capacity.
Bücher zum Thema "Labor unions and international relations – Case studies"
Fiona, Colgan, und Ledwith Sue, Hrsg. Gender, diversity and trade unions: International perspectives. London: Routledge, 2002.
Den vollen Inhalt der Quelle findenMitchell, Richard, und Stephen Deery. Employment relations: Individualisation and union exclusion : an international study. Leichhardt, NSW: Federation Press, 1999.
Den vollen Inhalt der Quelle findenRichard, Mitchell, und Deery S, Hrsg. Employment relations: Individualisation and union exclusion : an international study. Leichhardt, N.S.W: Federation Press, 1999.
Den vollen Inhalt der Quelle findenN, Block Richard, und W.E. Upjohn Institute for Employment Research., Hrsg. Bargaining for competitiveness: Law, research, and case studies. Kalamazoo, Mich: W.E. Upjohn Institute for Employment Research, 2003.
Den vollen Inhalt der Quelle findenPeter, Cressey, und Jones Bryn 1946-, Hrsg. Work and employment in Europe: A new convergence? London: Routledge, 1995.
Den vollen Inhalt der Quelle findenWedin, Åke. La "solidaridad" sindical internacional y sus victimas: Tres estudios de caso latinoamerianos. [Göteborg]: Instituto de Estudios Latinoamericanos de Estocolmo, 1991.
Den vollen Inhalt der Quelle findenCreese, Gillian Laura. Contracting masculinity: Gender, class and race in a white-collar union, 1944-1994. Toronto, Ont: Oxford University Press, 1999.
Den vollen Inhalt der Quelle findenCreese, Gillian Laura. Contracting masculinity: Gender, class, and race in a white-collar union, 1944-1994. Don Mills, Ont: Oxford University Press Canada, 1999.
Den vollen Inhalt der Quelle findenKampf, M. State/federal union relations: A case study of intra-union conflict. Nedlands, WA: Dept. of Industrial Relations, University of Western Australia, 1986.
Den vollen Inhalt der Quelle findenSmith, W. Rand. Crisis in the French labor movement: A grassroots perspective. New York: St. Martin's Press, 1987.
Den vollen Inhalt der Quelle findenBuchteile zum Thema "Labor unions and international relations – Case studies"
Shatken, Harley. „8. The New International Division of Labor and Its Impact on Unions A Case Study of High-Tech Mexican Export Production“. In Workplace Industrial Relations and the Global Challenge, herausgegeben von Jacques Bélanger, P. K. Edwards und Larry Haiven, 224–39. Ithaca, NY: Cornell University Press, 2020. http://dx.doi.org/10.7591/9781501733369-011.
Der volle Inhalt der QuelleKonferenzberichte zum Thema "Labor unions and international relations – Case studies"
Nikić, Stevo, Andrej Raspor und Nikola Vukčević. „Do Employers Have Control Over the Collection and Distribution of Tips? Case Study: Slovenia and Montenegro“. In 7th International Scientific Conference ERAZ - Knowledge Based Sustainable Development. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2021. http://dx.doi.org/10.31410/eraz.s.p.2021.97.
Der volle Inhalt der QuelleFellahi, Nadjla. „Globalization Processes in Architecture“. In International Students Science Congress. Izmir International Guest Student Association, 2021. http://dx.doi.org/10.52460/issc.2021.002.
Der volle Inhalt der QuelleBerichte der Organisationen zum Thema "Labor unions and international relations – Case studies"
Walsh, Alex, und Ben Hassine. Mediation and Peacebuilding in Tunisia: Actors and Practice. Institute of Development Studies (IDS), April 2021. http://dx.doi.org/10.19088/k4d.2021.061.
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