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Dissertations / Theses on the topic 'Labour industrial relations'

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Published: 10 December 2022
Last updated: 28 January 2023

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1

Brough, I. "Industrial relations in the Borders." Thesis, University of Strathclyde, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.381510.

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2

Oso, Muraino Olayiwola. "Labour news : Press and industrial relations in Nigeria." Thesis, University of Leicester, 1986. http://hdl.handle.net/2381/34606.

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3

Khettabi, Ahmed. "Workplace industrial relations in Algeria : a case study of oil and chemical industries." Thesis, Keele University, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.306140.

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4

Greco, Lidia. "Industrial redundancies : a comparative analysis of the chemical and clothing industries on Teesside (UK) and Brindisi (I)." Thesis, Durham University, 2000. http://etheses.dur.ac.uk/4533/.

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This thesis develops an alternative to the neo-classical approach to redundancies. The study assumes that the employment relation is not reducible to the labour contract and, therefore, cannot be subjected exclusively to the monetary exchange. It focuses on the intermediate formal and informal institutions that, by entering the process of wage determination and regulating the relationship between capital and labour, constitute a critical factor in explaining industrial and employment change. In doing so, it suggests a complementarity between macro-economic perspectives (e.g. the Keynesian approach, the Schumpeterian theory and Marxist perspective), preference models on industrial unemployment and the insights of the old institutionalist tradition. Industrial restructuring and redundancies are conceptualised as institutionally constructed processes and geographically situated. Rather than envisaging the convergence of firms towards a single, uniform form of restructuring synonymous with redundancies, the thesis holds that corporate adjustments are neither uniform, nor the result of profit maximising behaviours. Redundancies are subject to the actions and strategies of individuals and groups that influence the process of wage determination and, through it, the definition and the pursuit of profitability and efficiency. By considering institutional relations, shaped by external factors, cultural conditions and sedimented practices, the thesis highlights the spatial specificity of restructuring processes and redundancies. The thesis explores processes of corporate restructuring and redundancies in two industrial areas, Teesside (UK) and Brindisi (I), by drawing upon the evidence from two industries: the chemicals and the clothing sectors. Contrary to market-centred analyses, the evidence shows that similar economic pressures have generated different responses in the two sectors and among companies of the same sector. In addition, by focusing on the local environment in which companies are embedded, the thesis reveals how place-specific social and historical practices represent important variables to explain redundancy processes in the two areas.
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5

Thornhill, A. R. "Industrial relations in the British motor industry before 1939." Thesis, University of East Anglia, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.372561.

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6

Harding, H. N. "Employers and managers in industrial relations : An international comparison." Thesis, Cardiff University, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.378386.

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7

Kang, Youngok. "Workplace industrial relations in South Korea since the 1980s." Thesis, University of Sheffield, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.269405.

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8

Dzimbiri, Lewis Baison. "Industrial relations, the state and strike activity in Malawi." Thesis, Keele University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251402.

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9

Sutanta. "The impact of industrial relations on workers' welfare in Indonesia." Thesis, University of South Wales, 1997. https://pure.southwales.ac.uk/en/studentthesis/the-impact-of-industrial-relations-on-workers-welfare-in-indonesia(ed52aea9-519d-4b93-8500-376c8cd28cc8).html.

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This thesis examines the current practice of industrial relations, in relation to workers' welfare, with particular reference to three kecamatan (sub-district) of Tangerang, West Java. This study begins by looking at Dunlop's systems theory of industrial relations, which defines industrial relations as a sub-system of the socio-political system in a specific environment. In Indonesia, this sub-system is called the Pancasila industrial relations (PIR). After presenting an overview of industrial relations and practices in economically advanced countries and those prevailing in the developing world, especially in the ASEAN, the thesis goes on to examine the current industrial relations system in Indonesia, drawing attention to internal and external criticisms led by the ILO and European based sectoral trade union organisations. This study confirms the allegations, the most significant of which is the right to organise in Indonesia is limited. It is, however, suggested that the Western nlodel of unionism is not appropriate for adoption, given the fact that workers tend to organise within their own traditional institutions and they can effectively utilise the existing mechanisms to achieve bipartite communications. The specific roles of the tripartite constituents, in terms of providing welfare services in Indonesia are then discussed, in relation to the existing laws and regulations, which suggest that the existing regulations could be strengthened, if integral welfare services are to become more applicable in the Indonesian environment. The study suggests that, there is a solid basis, on which a more relevant indigenous industrial relations structure could be built. While the PIR concept encompasses and enshrines the cultural concepts of the people of Indonesia, the traditional institutions of Paguyuban and/or Arisan can be utilised to create an appropriate means of communication between workers and management. Paguyuban can become a facilitating role for building strong, independent, factory-based trade unions (SPTPs). Together, Paguyuban and the PIR framework can provide a relevant industrial relations system for the renaissance of industrial relations in Indonesia. Chapters six to nine analyse findings based on survey responses from 600 workers, and ten personnel managers, together with interviews with a further twenty personnel managers and factory owners. These analyses suggest that both workers and managers appreciate the importance of welfare programmes in improving workers' welfare. A lack of commitment from factory owners may, however, hinder the implementation of such programmes, although, in principle, they also appreciate the concept.
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10

Ying, Chen. "'Managing labour' : transforming industrial relations in China's local state-owned sector." Thesis, University of Bath, 2017. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.720655.

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China’s achievement of developing a vigorous market economy is based on Chinese communist party (CCP)’s top-down reform and opening-up policies since 1978. Meanwhile, political reform of the second largest economy in today’s world is continuously delayed. Without an agenda of bringing democracy and regulation-making process into workplaces, China’s state-owned enterprises were swiftly transformed to be profit-oriented economic entities with managerial supremacy. As an authoritarian regime still run by communist party, China has to negotiate with its own socialist tradition, which entails not only restructuring labour relations in workplaces but its national ideology. This study explores Chinese Communist Party’s (CCP) politics of labour management in China’s local state sector. With use of multiple qualitative inquiring techniques, the study selects two state-owned corporations located in Shanghai region as cases, and provides an in-depth analysis on Chinese Communist Party’s (CCP) politics of managing labour force formulation as well as re-shaping employment relationship within those transitioning SOEs. The study is expected to illuminate the diversity within and across regions and industrial sectors in China. Also, these case studies suggest that CCP adopts pragmatic approaches over labour managing matters so as to ensure its sovereign influence. I will argue that the key to understand SOEs’ management rebuilding is CCP’s governing tradition of co-option and elite selection, which is a prolong legacy that has shaped the party’s personnel managing system since revolutionary era. It is also hoped that the findings of my empirical research will lead to theoretical discussion on China’s path of industrial relations in future: if such dynamic managerialism in the state sector is able to guarantee further delays of workplace political liberalisation of labour relation, or not.
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11

Adams, Anthony John. "Working class organisation, industrial relations and the labour unrest, 1914-1921." Thesis, University of Leicester, 1988. http://hdl.handle.net/2381/35531.

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This study assesses the impact of the years 1914 to 1921 on British labour organisation and industrial relations. By combining local studies with national sources the thesis provides a measure of corrective to the 'view from the centre' approach to twentieth-century labour history and a new perspective from which to view the period. In Section I comparative studies of Sheffield, Pontypridd and Liverpool offer explanations for regional differences in the development of labour organisation. These local studies focus upon the consolidation of labour forces and the dimensions, timing and explanation of Labour's fluctuating electoral fortunes. A second Section considers the changing power relationships between officers, activists and membership in the Co-operative Union, National Union of Railwaymen, Associated Society of Locomotive Engineers and Firemen and the South Wales Miners' Federation. A re-evaluation of the role of labour leadership contributes to a critical appraisal of 'rank and filist' interpretations of labour history. In studies of the railway and mining industries it is argued that the centralisation of industrial relations was not simply imposed upon labour by employers and the state. Trade unions played a larger and more positive role in the development of a centralised industrial relations system in these industries than is generally acknowledged. The thesis concludes with a contribution to the current debate between the'revolutionary' or 'rank and filist' school and its critics in thefollowing areas: the causation of labour unrest; the nature of state intervention; the character of labour leadership and the causes andtiming of the rise of labour.
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12

Crockford, Cairn Elizabeth. "Nuu-Chah-Nulth labour relations in the pelagic sealing industry, 1868-1911." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1996. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq21904.pdf.

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13

Upchurch, Martin. "The impact of Unification on the German model of industrial relations." Thesis, London Metropolitan University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.287629.

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14

Hodge, Fraser Douglas. "Legal, economic, and industrial relations considerations in workforce integrations following corporate mergers." Thesis, University of British Columbia, 2008. http://hdl.handle.net/2429/2615.

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Over the past several decades the business world has witnessed countless corporate mergers of unlimited size and description. The ramifications of these events are profound and the impacts are felt in every walk of life. Canada is not exempt. Consolidation of workforces following corporate mergers has become a complex undertaking which defines the extent and scope of impact on every employee. Employees enjoy varying degrees of control or influence over protection of their working conditions and benefits accrued over their employment service. The extent of an employee's influence over the impact of his corporate merger is governed by his placement in the hierarchy of the corporation. Management employees have the least influence while highly unionized employees have the greatest influence. This thesis will explore the evolution of legal, economic, and industrial relations principles identifiable as governing an employee's ability to carry forward his earned benefits of employment primarily in the Canadian context with some view to the international context.
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15

Mogalakwe, Monageng. "State-labour relations in Botswana, 1966-1990 : industrial relations in an emergent "liberal" capitalist democracy." Thesis, University of Warwick, 1994. http://wrap.warwick.ac.uk/36098/.

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Botswana is a formally liberal democratic country that is known for its impressive economic growth and political stability. The country has sometimes been referred to as Africa's economic miracle and a shining example of democracy in a continent notorious for economic mismanagement, military dictatorships and one-party government. However, this picture of Botswana is too superficial and generous. This study seeks to delve beneath the surface of this much acclaimed liberal democracy in order to explore the system of labour repression that is the dark side of Botswana's constitutional framework of individual rights and democratic freedoms. In Botswana, the collective rights and freedoms of trade unions, though formally recognized, are in fact severely restricted. The state prevents workers in the public sector from forming or belonging to trade unions at all. In the private sector there are manifold constraints on industrial bargaining, organisation and activity. These forms of control over the trade union movement derive from the Botswana state's position as a peripheral capitalist state. These structures of social domination, however, have not gone unchallenged by the labour movement. The growth and development of the trade union movement and the challenges posed by the labour movement to both the state and capital have shifted the state towards limited labour reforms. This shows that, while the Botswana state remains the guarantor of private capital accumulation, its form is nevertheless determined by the constellation of class forces in which it is located. If the state is to maintain legitimacy and hegemony in society, and not rely on coercion alone, it must accede to some of the demands of the working class. Botswan&s liberal democracy gives the working class space to fight for the reduction of exploitation and to push the state toward more social reforms. At the same time, however, there is occurring a marked change in how the state relates to labour - from what may be called a strategy of "national economic development" to one more influenced by neo-liberal economic and political approaches. The conclusion I have reached in this analysis is that workers and their unions need to develop a long term strategy to increase their social weight in relation to the state and capital. The strategic option recommended here is social movement unionism. It is argued that because of the liberal democratic form of Botswana capitalism, social movement unionism, rather than overt political unionism stands a better chance of success because this form of unionism will not split the ranks of the workers along party lines.
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16

Colistete, Renato Perim. "Labour relations and industrial performance in Brazil : Greater Sao Paulo, 1945-1960." Thesis, University of Oxford, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.286658.

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17

Heery, Edmund James. "Performance-related pay in local government : a case study of industrial relations." Thesis, London School of Economics and Political Science (University of London), 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.244541.

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18

Beard, Jonathan Ben. "Economic restructuring and the geography of UK private service sector industrial relations." Thesis, University of Cambridge, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.344053.

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19

Kupe-Kalonda, Pearl. "The industrial court in Botswana : an assessment of its contribution to labour relations." Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/4508.

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Bibliography: leaves 172-175.
The study briefly outlines the development of labour relations in Botswana with specific emphasis on developments leading to the establishment of the Industrial Court. Various provisions of the Trade Disputes (Amendment) Act 1992 pertaining to the Industrial Court are set out. The study continues to review the nature and functions of the Industrial Court. The study also looks at the Industrial Court process and assesses it in terms of the established principles pertaining to an efficient dispute resolution system.
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20

Hughes, Andrew Wesley. "Weaving truth with trust : labour management at Early's blanket mill, Witney, 1900-1960." Thesis, Oxford Brookes University, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363794.

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21

Richardson, Michael John. "Industrial relations in the British printing industry between the wars." Thesis, University of the West of England, Bristol, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.261620.

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22

Huang, Chu Cheng 1964. "Airline labour law : a study of certain labour law rules in international air transport." Thesis, McGill University, 1997. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=34739.

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This thesis examines problems related to particular labor laws currently applied in international air transport. This analysis is framed within the context of scholarly theory and judicial practice arising from various regimes of labor law governing industrial injury, the individual contract of employment, labor-management relations, and fair treatment in the civil aviation industry.
A critical survey of labor regulations operating in the international air transport industry is provided through commentary on the principles formulated by judicial decisions and the theories which underlie their reasoning, helping to clarify both substantive and procedural labor laws affecting international air transport.
A critical analysis of different categories of statutory labor law governing international air transport is also provided to assess the validity of commonly-erected conflict of labor law rules, thereby revealing the inadequacy of the single rule principle in view of the unique and perplexing regulatory interests which are inherent in aviation activity. The divergence between domestic labor statutes and Treaties of Friendship, Commerce and Navigation or bilateral air transport agreements also adds a more subtle aspect to the problems explored.
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23

Michelotti, Marco 1970. "Changing employment protection systemsthe comparative evolution of labour standards in Australia and Italy 1979 to 2000 /." Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/7618.

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24

Mak, Alex Han Chee. "The working time regulations in the United Kingdom : implications for workplace industrial relations." Thesis, University of Leeds, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.274832.

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25

Kossowski, Adam Piotr. "Power and consensus : an analysis and description of the nature of labour relations, with specific reference to labour disputes and their settlement in South African local authorities." Master's thesis, University of Cape Town, 1994. http://hdl.handle.net/11427/21402.

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The aim and intention of this thesis is to critically describe the theoretical and practical applications of labour relations practices in the public sector internationally and in South African local authorities. In particular, this objective involves a description of the following key themes: A background to labour relations theory, the role of parties to the labour relationship, the premises of labour relations, the causes of labour conflict, the processes of dispute resolution and settlement, and applied dispute settlement approaches. A literature survey highlights the key concepts and principle labour conflict resolution measures applied internationally. In South Africa the above-noted labour relations themes are examined by means of a standardised-schedule delphi questionnaire which addresses the approaches adopted and related concerns of all Grade 10-15 local authorities (as in 1992). This thesis highlights the desire to institutionalise labour conflict in. the organisation as a dynamic management concern. Findings indicate that in the public sector internationally labour relations are complicated by a number of unique environments, notably, the political, social, economic, legislative and the organisational environments, within which the organisation must function. Subsequently, applied practices are characterised by restrictive measures which limit the scope of fundamental labour rights, especially the right to associate, the right to bargain and the right to strike. In this context, it is submitted that the use of power-driven processes, as commonly employed by public sector organisations, fail to institutionalise labour conflict effectively. This finding is based on the evidence of increasing labour disputes in this sector since the 1960's.
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26

Harvey, Donna Maree. "Structure and ideology : reworking the labour movement." Thesis, Queensland University of Technology, 2006. https://eprints.qut.edu.au/16236/1/Donna_Harvey_Thesis.pdf.

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During the 1990s within Australia, a regulated industrial relations system which had fostered the growth of collective bargaining and trade unionism was dismantled and replaced by a neo-liberal approach to labour law. During this period trade union membership declined dramatically. Although overall union density has dropped, some unions have managed to arrest membership decline. The Association of Professional Engineers, Scientists and Managers, Australia and the National Tertiary Education Industry Union have successfully traversed the neo-liberal environment despite having adopted different processes. Through an analysis of both external and internal contingencies of these two successful but different union types, lessons were drawn as to effective forms of unionism. A comparative analysis of the empirical information suggest the benefits of a participative structure and collective ideology to enact a range of activities including industrial, political, solidarity and service. It is through this process that unions have the best possible means to generate alternative methods of social organisation to protect the rights and wellbeing of wage earners within a neo-liberal political economy.
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27

Harvey, Donna Maree. "Structure and ideology : reworking the labour movement." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16236/.

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During the 1990s within Australia, a regulated industrial relations system which had fostered the growth of collective bargaining and trade unionism was dismantled and replaced by a neo-liberal approach to labour law. During this period trade union membership declined dramatically. Although overall union density has dropped, some unions have managed to arrest membership decline. The Association of Professional Engineers, Scientists and Managers, Australia and the National Tertiary Education Industry Union have successfully traversed the neo-liberal environment despite having adopted different processes. Through an analysis of both external and internal contingencies of these two successful but different union types, lessons were drawn as to effective forms of unionism. A comparative analysis of the empirical information suggest the benefits of a participative structure and collective ideology to enact a range of activities including industrial, political, solidarity and service. It is through this process that unions have the best possible means to generate alternative methods of social organisation to protect the rights and wellbeing of wage earners within a neo-liberal political economy.
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28

Zhang, Ye. "The sociological analysis of globalization and labour market outcomes reconsidered." Thesis, McGill University, 2010. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=95165.

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Sociologists are interested in examining the relations between globalization and a range of labour market outcomes, including earnings inequality. Common approaches include studying the impact of globalization on the welfare state, and the effects of import competition and foreign direct investment (FDI) outflows. This thesis examines the effects of exporting, foreign ownership (FDI inflow), and outsourcing – with particular emphasis on exporting – on i) workplace productivity; ii) worker compensation; iii) the demand for skills and the pay of employees with different skill levels; and iv) employer-provided training. While sociological writings have largely treated productivity as a concept to be attacked, or simply ignored, this thesis discusses the meaning of productivity and addresses issues of its measurement. It highlights the productivity-wages link based on human capital theory, and argues that a necessary step in understanding the relations between globalization and earnings inequality is to look closely at the relationship between globalization and productivity. The four papers find evidence that i) exporting and foreign ownership have strong positive effects on productivity; ii) pay is substantially tied to productivity, and prolonged exposure to export markets and foreign ownership are associated with higher total compensation; iii) employees with higher skills are concentrated in workplaces that are exposed to international markets, and they are paid more than comparably skilled employees in workplaces that are not exposed to international markets; iv) exporters provide more training, most plausibly to make possible the innovation required to compete internationally. The results of the four papers also reinforce each other. First, the process of absorption of best practice in foreign markets, the technological and financial advantages associated with foreign ownership, the adoption of global supply chains, the employment of a workforce with higher
Les sociologues sont intéressés par l'examen des relations entre mondialisation et une série de résultats sur le marché du travail, incluant les inégalités salariales. Les approches communes incluent l'étude de l'impact de la mondialisation sur l'état providence, et les effets de la concurrence des importations et de l'investissement étranger direct (IÉD). La présente thèse examine les effets de l'exportation, de la propriété étrangère (entrées d'IÉD), et de la sous-traitance – en portant une attention particulière sur l'exportation – sur i) la productivité en milieu de travail; ii) le salaire et les avantages sociaux; iii) la demande de compétences et la paye des employés avec différents niveaux de compétence; et iv) la formation fournie par l'employeur. Alors que les écrits sociologiques ont largement attaqué le concept de productivité ou l'ont tout simplement ignoré, la présente thèse s'attarde à la signification de la productivité et les enjeux liés à sa mesure. On y met en relief le lien entre productivité et salaire basé sur la théorie du capital humain, et soutient qu'une étape nécessaire dans la compréhension des relations entre mondialisation et inégalité des gains est de s'attarder à la relation entre mondialisation et productivité. Les quatre articles démontrent que i) l'exportation et la propriété étrangère ont des effets positifs marqués sur la productivité; ii) la paye est fortement reliée à la productivité, et des expositions prolongées aux marchés internationaux et à la propriété étrangère sont associées à une plus grande rémunération; iii) les employés hautement qualifiés se retrouvent surtout dans des milieux de travail exposés aux marchés internationaux, et sont mieux payés que des employés aussi qualifiés qui travaillent dans des milieux de travail non exposés aux marchés internationaux; iv) les milieux de travail impliqués dans l'exportation fournissent plus de form
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29

Afouxenidis, Alexander. "Industrial relations and workers' participation issues : a case study of the Greek telecommunications sector." Thesis, Durham University, 1990. http://etheses.dur.ac.uk/1168/.

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Questions and problems related to the articulation of industrial re 1 at ions structures in modern soc i ety have been rna tters for long debate over a number of years. However, the establishment of industrial relations formations is a product of a variety of complex societal processes located inside and outside the irTlllediate industrial environment. This thesis examines the links that exist between wider societal processes and systems of industrial relations and workers I participation with reference to the Greek Telecommunications Sector. In the first instance (Chapter 1), issues of economy and society tha t have an effect upon indus tri a 1 re 1 at ions are exami ned wi th reference to the processes of gl oba 1 economi c deve 1 opment, ca pi ta 1 accumulation, dependency and the more recent phenomena of 'flexible specialization ' and 'post-Fordism'. These are related to the presentation of industrial relations structures (Chapter 2) which are examined using comparative evidence to illustrate their various differences and similarities. It is argued that industrial relations and workers I participation structures have to be examined in the 1ight of national and international patterns of political, social and economic development. Also, a critical evaluation of contemporary approaches to industrial relations is presented. Chapter 3 is concerned with identifying and evaluating the main issues related to Greek economic and social development. That is examined in relation to the position of the country in the international division of labour and also to the national characteristics that articulate the specific nature of labour relations. Chapter 4 presents the case of the Telecommunication Sector using empirical material drawn from various sources, from observation and from employee responses to a questionnai reo The framework of industrial participation is discussed both in relation to the internal circumstances of the industry and also to the more general environment in which it is located. Finally, Chapter 5 re-evaluates the categories of 'industrial participation' and 'employment' in the specific context of Greek societal development and considers the validity of some of the concepts used in contemporary discussions of labour organization.
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30

Dobson, John Robert. "A study of the operation of labour markets from an industrial relations perspective." Thesis, University of Salford, 2010. http://usir.salford.ac.uk/26639/.

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This PhD by published works falls entirely within the field of industrial relations and contributes to three distinctive areas of the subject - general industrial relations, industrial relations in the steel industry and the operation of labour markets in Central and Eastern Europe. A vigorous debate is currently taking place about the future of industrial relations and whether the subject should be narrowly defined and be about trade unions and collective bargaining, or alternatively about all aspects of employment relations, including the non-unionised. Concern has also been expressed that most research was conducted within a very narrow definition of the subject. The publications submitted for this PhD contribute to widening the field of industrial relations by examining various aspects of how labour markets actually operate in practice. The research was mainly empirically based and consistently advanced arguments and conclusions which went against the orthodoxy of research at the time. A paper on good industrial relations questioned widely held assumptions underpinning public policy. A study of multi-unionism argued against the view that it was a widespread problem. Industrial relations in the steel industry needed to be viewed in an historical and environmental context. The loss of management control implicit in the operation of seniority promotion systems was found not to inhibit efficiency. Studies of the Latvian labour market found serious discrimination on the basis of ethnicity and language. While the collapse of communism was often assumed to have resulted in radical changes in industrial relations in Poland, my research discovered substantial continuity, albeit through informal systems. And finally, despite widespread concern about the level of immigration from Eastern Europe, my analysis of data obtained from the worker registration scheme, suggested that much of this concern was misplaced.
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31

Kovacs, Zoltan Balazs. "International labour standards, codes of conduct and multinational enterprises." Thesis, McGill University, 2002. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=32809.

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Multinational enterprises shape global and national politics by their enormous economic power. In the introduction, I briefly discuss the definition of a multinational, as well as the role of labour standards relating to child labour.
In Part I, I will focus upon the political and economic relationship between States and MNEs. I will also discuss the tensions this relationship creates. In the second part, I focus on the issue of child labour and different kinds of approaches countries take.
Before dealing with international efforts to create a universal code, I examine two internal codes.
Part III addresses two main issues. First, the question how human rights and MNEs relate to each other is dealt with. Then the issue of international legal responsibility will be elaborated.
Finally, the thesis concludes that public opinion and shame may be the key to successfully address the issue of child labour.
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32

Lo, Suet-ching Sharon. "A study of the conflict resolution mechanisms for labour disputes in Hong Kong." Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk:8888/cgi-bin/hkuto%5Ftoc%5Fpdf?B23294899.

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33

Myconos, George 1959. "The globalization(s) of organized labour, 1860-2003." Monash University, School of Political and Social Inquiry, 2003. http://arrow.monash.edu.au/hdl/1959.1/9385.

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34

Wright, Martyn. "Work regulation under changing relative power : a study of British workplace industrial relations 1979-91." Thesis, University of Cambridge, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309853.

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Spencer, Richard. "The Joint Dyers' Movement : labour and industrial relations in the Lancashire and Yorkshire textile finishing industries 1918-1936." Thesis, Manchester Metropolitan University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251288.

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Watson, D. H. "Aspects of occupational career involvement in industrial relations : A study of full-time £Ttrade union officers£T and £Tindustrial relations specialists£T." Thesis, University of Nottingham, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.377812.

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Sarkar, Aditya. "Regulated labour, unruly workers : the making of industrial relations in late nineteenth-century Bombay." Thesis, SOAS, University of London, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.594262.

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This dissertation explores the making of industrial relations in colonial Bombay, India's largest manufacturing centre, between the 1870s and the end of the 1890s. The accent is on the cotton textile industry which sprang up in the second half of the nineteenth century, and came to dominate the city. The thesis is divided into three large sections. First, it considers the ideological, commercial, and political contexts of protective factory legislation for India, which was fashioned into a Factory Act in 1881, and revised in 1891. It examines the relationships of factory law in India with precedents in Britain; with the work of campaigners for social reform and 'improvement' in both metropole and colony; and with the commercial antagonism that emerged in the mid- 1870s between the cotton textile industry of Bombay and of Lancashire, its principal competitor. The second section considers the implications of a regime of protective factory regulation for labour relations in Bombay. It examines in particular the dynamics of factory inspection, which both revealed and released significant tensions within the structure of relations between state, capital and labour. It also explores the debates and controversies around the employment of children in mills, and the ambiguities of their nomination as vulnerable subjects of factory law. The final section of the dissertation expands the question of industrial relations beyond the work of law, and describes the transition towards a more combative, fractious set of relations between employers, state and labourers in the 1890s, indexed by the growing frequency of strikes. This culminates in a detailed exploration of the temporary but significant transformation of industrial relations at the end of the century, when Bombay was struck by the global bubonic plague pandemic. The dissertation thus traces a movement from relations encased by the administration of law to relations marked by confrontational industrial politics.
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Kamala, Paschal. "Industrial relations law in Tanzania : past experience and prospects under the new labour legislation." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/4641.

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Includes bibliographical references (leaves 77-79).
This paper deals with how Tanzania Mainland industiral relations have evolved during the said different periods since independence up to now. The main focus will be to discuss the current legislation and how it seeks to improve industrial relations as compared to its predecessors. Also it will discuss in a nutshell whether the new legislation has met the International Law Organisation (ILO) standards. It further discusses the challenges facing Tanzania and its working class in the globalised labour market.
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Carey, Martin. "Industrial relations and #race' : a case study of the catering workers' struggle for parity at Heathrow." Thesis, City University London, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.281873.

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Rodrigues, Maria Beatriz. "Labour relations and the extent of adoption of Japanese manufacturing techniques in Brazilian companies." Thesis, University of Sussex, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.323192.

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Murphy, David G. "The role of organized labour in the network system of industrial governance." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0014/NQ34597.pdf.

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Kutumela, Malose Titus. "Legislative framework governing labour broking in South Africa." Thesis, University of Limpopo (Turfloop Campus), 2013. http://hdl.handle.net/10386/1134.

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Thesis (LLM (Labour law)) --University of Limpopo, 2013
The study will analyse section 198 of the Labour Relations Act of 66 of 1995. The section is the founding provision of labour broking and also provides for joint and several liabilities between the client and the broker in instances of infringement of this section. The utilization of labour brokers in South Africa has sparked debates between various stake-holders, with the other side arguing that labour broking should be banned it diminishes the rights of employees. In order to resolve the challenge relating to labour broking the study will make comparative analysis with the Namibian jurisprudence. The study takes full cognize of legislative framework governing labour broking and determines whether the available legislation provide full protection of labour rights. Through case law the study will highlight the constitutional challenges o labour broking in South Africa and challenges faced by employees employees employed through labour broking. The study concludes tht the regulation of labour broking is appropriate as the industry creates employment nd thus alleviates poverty and that the total ban labour broking in South Africa would be detrimental to those who seek employment without the necessary skills and qualifications.
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Yeung, Siu-hung Polly. "Labour policy and the employment ordinance." Click to view the E-thesis via HKUTO, 1991. http://sunzi.lib.hku.hk/hkuto/record/B42574195.

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Mgubo, Xolelwa. "The effects of industrial labour disputes on development in South Africa." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/14014.

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On 16 August 2012, the South African Police Service fired upon striking miners in Marikana, South Africa, resulting in the death of 34 mineworkers. The purpose of this study is to examine the effects of protracted violent industrial labour disputes on socio-economic development in South Africa. The study explores the root causes of labour disputes in Marikana and considers strategies that can be employed to avoid similar violent and destabilising strikes in the mining and other industries. This research confirms that presumably the pursuit of wage increase is still the primary cause of violent strikes in the country. Furthermore, the research shows clearly that working hours, work conditions, sympathy, and demands from employees and trade unions are major causes of labour disputes. The findings also show that amongst other things participation of employees in work related issues like policy formulation can reduce prevalence of labour disputes. The study also reveals that communication between workers and employees in work places can help both parties to discuss issues before extreme measures are taken.
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Conibear, Anthony. "Labour market segmentation and regulation theory : an application to the United Kingdom." Thesis, Open University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.340714.

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Michelotti, Marco 1970. "Changing employment protection systems : the comparative evolution of labour standards in Australia and Italy 1979 to 2000." Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/5612.

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O'Hagan, Emer. "Industrial relations within the integrating European Union : a comparative study of two peripheral economies, Ireland and Hungary." Thesis, Queen's University Belfast, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.301032.

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Aris, Rosemary. "Continuity and change : the role of trade unions in state industrial relations policy in Britain 1910-1921." Thesis, University of Warwick, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.386141.

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Nejad, Aaron. "Employee ownership in privatisation : the employee investment decision and industrial relations effects at the National Freight Company." Thesis, London School of Economics and Political Science (University of London), 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267269.

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Hemsley, Michael Norman. "The constitutionality of section 32 of the Labour Relations Act." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/11070.

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Collective bargaining is the process whereby employees act as a collective unit whilst negotiating terms and conditions of employment with employers. The collective unit typically takes the form of a trade union, mandated by its members to negotiate on their behalf. By negotiating collectively the inherent imbalance of power between employer and individual employee is seen to be neutralised. The process of collective bargaining enjoys legal status in South Africa and around the world. The Industrial Conciliation Act of 1924 institutionalised collective bargaining for the first time in the form of the Industrial-Council system. This sectoral bargaining system stood firm throughout the pre-democracy period but initially excluded non-white employees. Industrial unrest in the 1970s was the catalyst for the Wiehan commission which ultimately brought all employees into the fold. By the dawn of democracy in South Africa the bargaining system enjoyed wide-spread support and legitimacy. This was particularly so amongst the COSATU-led labour movement which enjoyed a position of political strength. This support and strength were reflected in the contents of both the Labour Relations Act and the Constitution which enshrined the constitutional right to engage in collective bargaining. Possibly the most debated aspect of the Council system has been the question of extending agreements to non-parties. Those in favour argue that the Council system cannot function in the absence of extensions. This is so because what would then effectively be a voluntary system would not attract sufficient volunteers. Those against argue that extensions act as a barrier to economic activity, particularly for small and new businesses. Legislation has, since 1924, facilitated the extension of agreements as long as certain criteria are met. Section 32 of the Labour Relations Act is the current extension vehicle. The extension criteria have vacillated over time and especially so in recent history with section 32 being subject to change in every post-democracy amendment to the Act. Possibly the most serious challenge to the extension status quo has come in the form of a constitutional challenge by the Free-Market Foundation. The Foundation advances old economic arguments but links these to an alleged impingement of constitutional rights. The challenge comes at a time when the country is experiencing the most significant socio-political turbulence since democracy. This includes the most enduring strike in our history, a landmark-employer lock-out and a parliamentary facelift. The Metal and Engineering Industries Bargaining Council oversees the biggest manufacturing sector in the South African economy. This status prompted the Council to submit its own responding papers in the Free-Market case. Particularly fascinating is that an employer party to the Council not only supports the Foundation case but has also lodged its own proceedings against the extension of the 2014 Engineering agreement. Both these cases are still pending and the outcomes have the potential to transform the political and economic landscape of our country.
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