Bibliografias temáticas / Labor unions and international relations – Case studies

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Literatura científica selecionada sobre o tema "Labor unions and international relations – Case studies"

Autor: Grafiati

Publicado: 25 de julho de 2024

Última modificação: 31 de julho de 2024

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Artigos de revistas sobre o assunto "Labor unions and international relations – Case studies"

Schmalz, Stefan, Teresa Conrow, Dina Feller e Maurício Rombaldi. "Two forms of transnational organizing: Mapping the strategies of Global Union Federations". Tempo Social 33, n.º 2 (16 de agosto de 2021): 143–62. http://dx.doi.org/10.11606/0103-2070.ts.2021.185622.

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It has become a commonplace belief among academics and trade union officials that globalization has weakened trade unions. However, the expansion of global capital has also led to a rise of transnational labor organizing. Since the 2000s, Global Union Federations have developed different strategies to tackle the challenges of globalization. In this article, we analyze two such forms of transnational organizing: A network-based and an event-based form of organizing. While the network-based approach brings together unions from different countries in a company or industry-wide cross-border network, the event-based strategy is built on the engagement of the GUFs at large international events to wage local struggles with a lasting impact on labor relations. By drawing on a power resource approach and labor geography and by using empirical data from two case studies, the Building and Woodworkers International’s Fifa World Cup campaign of 2014 and the International Transport Workers Union’s Latam Union network, we demonstrate how GUFs are using different pathways of transnational activism to link the global with the local and why local trade union action is crucial for success in transnational organizing.

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Gahan, Peter. "Did Arbitration Make for Dependent Unionism? Evidence from Historical Case Studies". Journal of Industrial Relations 38, n.º 4 (dezembro de 1996): 648–98. http://dx.doi.org/10.1177/002218569603800407.

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The analysis of Australian union behaviour, growth and structure has centred on the relationship between unions and arbitration. To varying degrees it has been assumed that Australian unions are dependent on arbitration for the supply of resources critical to their functions. The nature and extent of this dependency have, however, remained empirically unexplored. Yet it is clear that if this depend ency relationship were a valid description of the relationship between unions and arbitration, its implications for the survial of unions under a different labour law regime would be profound. This paper, through the investigation of four historical case studies. questions the validity of the dependency hypothesis as a useful explanation of Australian union behaviour. A number of concerns emerge from the case analysis. To begin with, the general interpretation of key historical moments that the dependency hypothesis relies on does not capture the diversity of experience evident in these four cases. While arbitration played an important role in influencing union behav iour by altering the costs and incentives of pursuing particular strategies, the evidence suggests that a range of other factors account for this diversity. Moreo ver, arbitration was not only an institutional structure that unions faced. Rather, part of their strategic interplay with it was concerned with shaping the system to further their own goals through the use of different 'bundles' of political and industrial resources at the disposal of individual unions. Most importantly, to the extent that these unions were dependent organizations, they were dependent on a range of institutional and organizational mechanisms for the supply of critical resources. Arguably, this study also has profound implications for how more generalized accounts of union development are constructed and theorized. A localized analysis, which focuses on individual unions and their own micro- contexts, is advanced as a more appropriate starting point for union theory.

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ISSAYEVA, Ainur Zhenisovna, Bolat Zholdasbekovich AITIMOV, Zhanat Amandykovna ISSAYEVA, Madina Koishibayevna ZHUSSUPBEKOVA, Saltanat Saidakhmetovna TINISTANOVA e 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, n.º 1 (31 de março de 2020): 65. http://dx.doi.org/10.14505//jarle.v11.1(47).09.

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This study examined the experience of Kazakhstan, which created its own system of laws and regulations in the field of labor dispute problems, designed to protect the interests of workers and help ensure a minimum level for residents. The article identifies problems requiring study of issues on the application of labor legislation, development of recommendations for improving and taking measures to inform judicial practice in this category of cases. We have studied the activities of the International Labor Organization (hereinafter referred to as the MOT), which is the world agency of the United Labor Organization. Kazakhstan reports on labor issues, labor disputes, trade unions of workers, workers and others. Case studies show labor disputes, strikes by workers in the regions of Kazakhstan, as well as their solutions. The study makes recommendations of the following nature, when considering disputes regarding the recognition of legal relations as labor, courts should distinguish between civil law relations and labor relations. The relevance of the research topic due to the need to develop and introduce new modern mechanism for resolving individual labor disputes, including pre-trial and non-judicial methods of conflict resolutions.

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Milovanova, Marina, e Valeria Vasilevskaya. "Violence and harassment in the world of work as a gender problem". Science. Culture. Society 28, n.º 2S (6 de setembro de 2022): 46–57. http://dx.doi.org/10.19181/nko.2022.28.2s.4.

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The problem of violence and harassment in the sphere of social and labor relations is actualized as a gender problem, the representation of which is difficult due to insufficient case studies and latency. The article analyzes statistical data and conducted quantitative sociological surveys, the author's qualitative research "The activities of trade unions in promoting the principles of gender equality" by the method of in-depth interviews of representatives and leaders of Russian trade unions who are experts in the field of gender. The empirical base made it possible to identify the level of harassment severity in the workplace, to prioritize in comparison with other issues of economic discrimination based on gender, the readiness of society to discuss it openly and publicly. The range of reasons why people are discriminated against in the workplace, their conditionality by the level of material well-being, determinism by poverty, employment industry, and the difference in the interpretation of cultural and moral norms in generations is determined. As a mechanism that could be a step towards changing the attitude of the members of social partnership to violence and harassment in the world of work the respondents discussed the ILO Convention 190 “About Eliminating of Violence and Harassment in the World of Work” (2019), restrictions on its ratification due to the current political and international situation. It is concluded that the active role of Russian trade unions, their gender structures, which are associative members of international trade union organizations in educational, informational work, real assistance to victims, as well as participation in the development of legislative initiatives and recommendations in the enforcement of existing laws, remains. The need to search for internal tools to solve the problem of violence and harassment in the sphere of social and labor relations, redirection of the public agenda into a constructive way is predicted.

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Snell, Darryn, e 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, n.º 5 (13 de janeiro de 2020): 713–34. http://dx.doi.org/10.1177/0022185619896383.

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Within many coordinated market economies, labour unions have demonstrated to be key actors in shaping corporate social responsibility. Researchers have, however, paid surprisingly little attention to the role of unions in shaping corporate social responsibility strategies and responses in liberal market contexts. This article extends the emerging research on unions and corporate social responsibility through a case study which investigates union influences over corporate social responsibility within the liberal market context of Australia. We conceptualise the role of unions in corporate social responsibility in this context through an industrial relations lens with particular reference to collective bargaining. Drawing on qualitative data, the case study examines the Ford Motor Company’s recent closure of its Australian assembly operations which was hailed by a wide range of stakeholders as an exemplar of ‘best practice’ in their assistance of displaced workers. We conclude that, while highly socially responsible, Ford’s actions were far from voluntary but influenced by a combination of union influence and a ‘subsidised’ corporate social responsibility, where the state, unable and/or powerless to legislate good corporate social behaviour, chose to financially underwrite its cost to the firm. The study represents one of the first studies to demonstrate how unions shape corporate social responsibility strategies of firms in liberal market contexts and how ‘subsidised’ corporate social responsibility becomes an alternative political solution within such a context.

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Galgóczi, Béla. "Just transition on the ground: Challenges and opportunities for social dialogue". European Journal of Industrial Relations 26, n.º 4 (1 de outubro de 2020): 367–82. http://dx.doi.org/10.1177/0959680120951704.

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The process leading to a net zero carbon economy by mid-century will have massive effects on jobs, labour relations and income distribution. The idea of just transition – that achieving the ambitious objectives to bring climate change under control will only be possible if the transition to a net-zero carbon economy is balanced and just – has evolved in the last four decades from a union initiative to a complex policy framework adopted by international organizations, and also referred to in the COP21 Paris Agreement (UNFCCC, 2015). Building on literature analysis, this article deconstructs the concept of ‘just transition’ by discussing its various interpretations and dimensions and highlighting the role of trade unions in applying it. Based on sectoral case studies, concrete examples from two key sectors of the European economy – energy and automobile – are given, where massive employment transitions are under way and social dialogue plays a key role. Conclusions about the changing role of trade unions and the importance of co-operative industrial relations are drawn.

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Bramble, Tom. "Political Economy and Management Strategy in the Metal and Engineering Industry". Journal of Industrial Relations 31, n.º 1 (março de 1989): 22–45. http://dx.doi.org/10.1177/002218568903100102.

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The study of industrial relations management has been a long-neglected aspect of the Australian scene. Recent changes in the balance of power on the shop floor in the aftermath of prolonged recession in the metal and engineering industry, however, make such neglect an expensive luxury. This article looks at four aspects of management t strategy: the labour relations management function, relations with the unions at the workplace, attitudes to employee involvement, and attitudes to the employment relationship. The suggestion, in the light of secondary evidence and a series of fourteen case studies in the Victorian and New South Wales metal industry, is that three variables are important in helping to explain the direction that labour relations management has taken in recent years. These are the 'labour threat: the reorganization of production methods, and changes to the legal and institutional framework. It was found that management in those plants in which exposure to these three environmental pressures was similar responded with fairly similar labour relations management practices, suggesting that there may indeed be a link between the key variables.

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Ngulumbu, Benjamin Musembi, e 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, n.º 1 (22 de janeiro de 2022): 43–58. http://dx.doi.org/10.53819/81018102t2041.

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The Constitution of Kenya specifically recognizes the freedom of association to form and belong to trade unions. However, despite the adoption of the Labour Relations Act, union practice is still hampered by excessive restrictions. The EPZ companies are labor intensive requiring a large amount of labor to produce its goods or service and thus, the welfare of the employees play a key role in their functions. This study sought to determine the effect of trade union practices on employees’ welfare at export processing zones industries in Athi River, Kenya. The specific objectives sought to determine the effect of collective bargaining agreements, industrial action, dispute resolution and trade union representation on employees’ welfare at export processing zones industries in Athi River, Kenya. The study employed a descriptive research design. Primary data was collected by means of a structured questionnaire. The target population of the study was employees in EPZ companies in Athi River, Kenya with large employees enrolled in active trade unions. The unit of observation was the employees in the trade unions. The findings indicated that collective bargaining agreements had a positive and significant coefficient with employees’ welfare at the EPZ industries. Industrial action had a positive but non-significant effect with employees’ welfare at Export Processing Zones industries. Dispute resolution had a positive and significant coefficient with employees’ welfare at the EPZ industries. Trade union representation had a positive and significant coefficient with employees’ welfare at the EPZ industries. The study recommended that trade union should avoid the path of confrontation but continue dialogue through the collective bargaining process and demands should be realistic in nature with what is obtainable in the related industry. An existence of a formal two way communication between management and trade unions will ensure that right message is properly understood and on time too. Keywords: Collective Bargaining Agreements, Industrial Action, Dispute Resolution, Trade Union Representation, Employees Welfare & Export Processing Zones

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Milner, Susan. "Bargaining for work–family benefits in the UK". Journal of Industrial Relations 64, n.º 1 (fevereiro de 2022): 124–46. http://dx.doi.org/10.1177/00221856211057918.

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Using data from the Labour Research Department's Payline bank of collective agreements, and drawing on case studies of the (male-dominated) rail transport and (female-dominated) food retail sectors, this article analyses agreement on enhanced work–family benefits, focusing on maternity and paternity leave and pay, and Shared Parental Leave (SPL) and pay. The opportunity structure for bargaining, consisting of internal and external factors encouraging or facilitating union engagement with work–family measures, has developed unevenly in the British case, resulting in only a small number of agreements overall. Collectively agreed provision offers significant benefits mainly for maternity leave and pay. The analysis finds evidence of a dynamic of bargaining whereby those organisations with enhanced maternity pay continued to extend provision and to introduce new enhancements for fathers through paternity leave, but also identifies the limits of this dynamic due to complexity of policy design. The article argues that trade unions can coordinate bargaining strategy even in the absence of formal mechanisms for doing so, but that local strategy depends on the external opportunity structure at all levels.

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Josserand, Emmanuel, e Sarah Kaine. "Labour Standards in Global Value Chains: Disentangling Workers’ Voice, Vicarious Voice, Power Relations, and Regulation". Articles 71, n.º 4 (3 de janeiro de 2017): 741–67. http://dx.doi.org/10.7202/1038530ar.

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Theoretical developments and case studies have started to explore the complexity and intricacies of new forms of labour regulation in Global Value Chains (GVCs). This paper builds on these to integrate what we know into a coherent framework that can guide practice and future research. We bring together existing knowledge on new forms of labour standards regulation—such as Private Social Standards (PSSs) and International Framework Agreements (IFAs)—into a framework that integrates and disentangles the contextual determinants, processes, regulatory mechanisms, and outcomes of such regulation in GVCs. Of special significance is the distinction between regulatory processes—vicarious voice, workers’ voice, coordinated international campaigns—, and regulatory mechanisms—IFAs and PSSs. Extant literature tends to deal with existing forms of regulation without much clarity on their respective roles. Our framework identifies two pathways from regulatory processes to regulatory mechanisms: the labour power and the customer power pathways. Our framework also establishes clear connections between concepts, underlining links of causality and moderating effects. We explore the impact of value chain structure, and specifically, the connections between workers’ and vicarious voice, on regulatory outcomes. With regard to the structure of supply chains, we examine the coupling of operations and the sensitivity of value chain participants to reputational risk and drive within value chains. We add the significant dimension of ‘internal drive’ to existing understandings of drive to capture the possible internal discrepancies leading managers in multinational companies (MNCs) to apply mixed incentives to their suppliers to comply with labour standards. Additionally, we introduce the concept of ‘vicarious voice’, which we define as a situation where workers’ voice is substituted by that of actors who, unlike local unions or activist unionism, do not have a close representative link with workers. Vicarious voice may be composed of ethical consumerism, social advocacy, and international union federations.

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Teses / dissertações sobre o assunto "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.

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Thesis (MA (Political Science. International Studies))--Stellenbosch University, 2008.
The 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.

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Kafidi, W. "Strategic options for trade unions in the Namibian Police Service". Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53600.

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Thesis (MPA)--Stellenbosch University, 2003.
ENGLISH 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.

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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.

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Master of Arts
Department 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.

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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.

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This is an ethnographic case study, based in participant observation, which investigates and analyzes how the everyday relationships between Europeans, South Americans expatriates & Angolan nationals, are structured in a common transnational labor community in Angola, named Cambambe. This study investigates if there are any features of post-colonial power relations that affect and shape the interactions between those three communities. Thus, if the contemporary forms of relationship, as expressed by this community, can still be compared to that old hard power stereotype namely labor relations from the colonial past, or if those have changed with modernity. In doing so, this study equally analyzes not only how the interactions between the three communities is expressed in terms of identity, culture and ethnic belonging, but also how such expressions bring about tangible consequences for the groups relating to their social and institutional positions inside the working community. Furthermore, this study examines if the three group populations are able to go beyond their ethnic and cultural boundaries in order to create common zones of togetherness and empowerment, and if so, how these zones are shaped. To do so, the analysis observes how the intergroup perceives power into their relational context, focusing in four dimensions, namely; rationality, perceived justice, material resources and identity. Moreover, this is a multidisciplinary analysis which makes use of the theoretical lenses provided by the post-colonial theory, psychology of intergroup relations and power theories in international relations, to shed light into the understanding of contemporary labor communities and in the position of the post-colonial subjects in society in a North to South perspective.

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Coplen, 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.

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Although conscious consumers flock to sustainability-branded restaurants and grocery stores to "vote with their forks" for environmental sustainability and vibrant local economies, workers in these industries face the same poverty wages, discrimination, and exploitative labor practices that plague the food service and retail industries at large. Despite rapid growth and labor degradation, low-wage workers in these industries have largely been left behind by the mainstream labor movement and the alternative food movement. Whereas in the past, progressive social movements worked to alter power relations between labor and capital through collective action, today's mainstream labor movement focuses on servicing its dwindling membership and winning minimum wage increases through local ballot box measures and legislation. For its part, the alternative food movement focuses narrowly on achieving environmental sustainability through market-based mechanisms and consumption politics that do not adequately attend to the struggles of food chain workers. Through research conducted in partnership with the Burgerville Workers Union (BVWU) and the Industrial Workers of the World, I investigate three empirical research questions: 1) How do sustainability-branded institutions deploy values-based discourse and how does this relate to labor practices?, 2) How do worker-organizers understand and expose the contradictions of sustainability branding?, and 3) How do worker-organizers engage with social reproduction as a terrain of political struggle, and to what ends? I attend to these questions through activist scholarship aimed at informing my broad theoretical question: How might social reproduction "as discourse and practice" be marshaled to generate more inclusive organizing strategies, forge more just conceptions of sustainability, and build worker power? Drawing on over two years of ethnographic research, content analysis, and interviews with 48 worker-organizers involved in four labor organizing campaigns, I examine their efforts to build worker power through mutual aid programs, political education, and coalition politics. My analysis reveals that these strategies embody an inclusionary intersectional politics that prioritizes the needs of women, parents, and people of color, but that worker-organizers also face significant challenges. I demonstrate that organizing against neoliberal policies and practices requires moving beyond consumption politics and single-issue campaigns and deploying what I term (re)production politics which are fundamentally about how work is organized and how we care for society and the planet. Politicizing the labor, locations, and practices of social reproduction as landscapes of struggle, I conclude, offers an opportunity to build a broad class consciousness across interconnected issues and envision more liberatory ways of organizing social reproduction based on solidarity, mutuality, and interdependence.

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White, 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.

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This thesis deals indirectly with the current crisis in Yemen by focusing on a period in the Yemen Arab Republic’s (YAR) history from the increased price of oil in 1973 to the outbreak of the Gulf war in 1990. I present the YAR during this period as a case study in labor exportation through which the state was made more vulnerable and was left unable to cope with the collapse of its remittance system. Labor emigration and remittance receipt prior to the Gulf war, in addition to fueling bureaucratic corruption in the YAR, enabled destructive change within the agricultural sector, inflation, national import dependency, and unsustainable urbanization – these structural weaknesses were temporarily masked by Yemen’s labor exportation and by a sustained flow of remittance funding. In 1990 expatriate worker remittances collapsed abruptly as a source of capital, with over a million Yemenis suddenly repatriated. The cases of Mexican and Filipino national labor emigration illuminate the absence of diversity in Yemenis’ immigration destination and the absence of any central orchestration on behalf of the state, in addition to the inability of remittance money to remain within local communities. The period of labor exportation left Yemen with structural fragilities that continue to be the core conditions gripping what today resembles a failed state. Currently Yemen is home to a complex network of actors in violent competition for central authority – yet any government that comes to exist in Yemen must ultimately consider the YAR’s experience with labor exportation from the early 1970s through 1990 as a basis from which to fully understand the underlying weaknesses of the state.

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"Die waarde van die sosiale kontrak in die Suid-Afrikaanse Brouerye se sosiale verantwoordelikheidsprogram". Thesis, 2014. http://hdl.handle.net/10210/12563.

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M.A. (Industrial Relations)
This 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.

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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.

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Les syndicats d’entreprise chinois souffrent d’un manque apparent de pertinence pour les salariés. Dans l’intervalle, les gouvernements et les fédérations de syndicats locaux mènent de plus en plus de réformes syndicales d’entreprise en vue de promouvoir la négociation collective et la démocratie syndicale. Ces deux tendances se produisant simultanément, c’est ainsi que les questions de recherche suivantes viennent à l’esprit: (1) D’une manière générale, la négociation collective et la démocratie syndicale améliorent-elles la pertinence des syndicats pour les salariés? (2) Dans le cas chinois, les réformes de la négociation collective et de la démocratie syndicale menées par les gouvernements et les fédérations de syndicats locaux améliorent-elles la pertinence des syndicats d’entreprise pour les salaries? Afin d’explorer et d’expliquer les variations de l’identification syndicale des employés et de l’identification des employés avec l’employeur, cette thèse développe un nouveau cadre théorique composé de quatre lignes d’analyse. Cette thèse examine d’abord les récits instrumentaux et constructivistes de l’identification syndicale des salariés. La possibilité d’une double identification, d’une identification unilatérale, ou d’une double désidentification ouvre une troisième ligne d’analyse, qui se concentre sur la relation entre l’identification des salariés – la configuration combinant l’identification syndicale des salariés et l’identification des salariés à l’employeur – et le cadre de référence pour les relations de travail. Enfin, en prenant en considération la spécificité du système chinois de relations de travail, cette thèse considère l’intervention du Parti-État en vue d’explorer comment une telle intervention affecte la démocratie syndicale et s’il existe ou non d’autres facteurs en jeu dans la relation entre la démocratie syndicale et l’intervention du Parti-Etat. Afin d’explorer ces quatre lignes d’analyse, cette thèse s’est appuyée sur des études de cas comparatives de six filiales d’entreprises multinationales étrangères dans, ce que nous appelons à des fins d’anonymat, la zone de développement économique et technologique de Binhai. Deux iv séries d’enquête sur le terrain comprenaient des entretiens dans chaque entreprise de l’échantillon avec le responsable syndical, trois à cinq membres du comité syndical, quatre ou cinq délégués syndicaux (le cas échéant), et cinq à sept membres syndicaux. Les principaux résultats empiriques sont résumés comme suit. Premièrement, trois types d’identité des syndicats d’entreprise chinois – le pont critique, le pont constructif, et le pont communicatif – à titre de pont entre les salariés et leur employeur et qui est assumé par un syndicat d’entreprise. Il existe par ailleurs une correspondance entre l’identité syndicale et l’identification des salariés. Deuxièmement, l’identification du syndicat des salariés est associée au caractère instrumental de syndicat et à la démocratie syndicale. La démocratie syndicale affecte non seulement directement l’identification du syndicat des salariés, mais affecte également le caractère instrumental de syndicat et, à son tour, a un impact indirect sur l’identification du syndicat des salariés. Les synergies entre le cadre de référence des relations de travail, la capacité stratégique syndicale, et la vitalité délibérative conduisent à la construction de l’identité syndicale. Troisièmement, le cadre de référence va du pluralisme adversarial à l’unitarisme autocratique, puis à l’unitarisme consultatif, et enfin, à l’unitarisme coordonné. En affectant l’instrumentalité syndicale, le cadre de référence affecte indirectement l’identification syndicale des salariés. Le cadre de référence affecte également l’amélioration des intérêts des salariés par un employeur et à son tour, a un impact indirect sur l’identification des salariés à l’employeur. Enfin, l’intervention du Parti-Etat affecte la démocratie syndicale mais comme modérée par la capacité stratégique.
Chinese 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.

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Livros sobre o assunto "Labor unions and international relations – Case studies"

Fiona, Colgan, e Ledwith Sue, eds. Gender, diversity and trade unions: International perspectives. London: Routledge, 2002.

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Mitchell, Richard, e Stephen Deery. Employment relations: Individualisation and union exclusion : an international study. Leichhardt, NSW: Federation Press, 1999.

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Richard, Mitchell, e Deery S, eds. Employment relations: Individualisation and union exclusion : an international study. Leichhardt, N.S.W: Federation Press, 1999.

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N, Block Richard, e W.E. Upjohn Institute for Employment Research., eds. Bargaining for competitiveness: Law, research, and case studies. Kalamazoo, Mich: W.E. Upjohn Institute for Employment Research, 2003.

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Peter, Cressey, e Jones Bryn 1946-, eds. Work and employment in Europe: A new convergence? London: Routledge, 1995.

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Wedin, Åke. La "solidaridad" sindical internacional y sus victimas: Tres estudios de caso latinoamerianos. [Göteborg]: Instituto de Estudios Latinoamericanos de Estocolmo, 1991.

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Creese, Gillian Laura. Contracting masculinity: Gender, class and race in a white-collar union, 1944-1994. Toronto, Ont: Oxford University Press, 1999.

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Creese, Gillian Laura. Contracting masculinity: Gender, class, and race in a white-collar union, 1944-1994. Don Mills, Ont: Oxford University Press Canada, 1999.

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Kampf, M. State/federal union relations: A case study of intra-union conflict. Nedlands, WA: Dept. of Industrial Relations, University of Western Australia, 1986.

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Smith, W. Rand. Crisis in the French labor movement: A grassroots perspective. New York: St. Martin's Press, 1987.

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Capítulos de livros sobre o assunto "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, editado por Jacques Bélanger, P. K. Edwards e Larry Haiven, 224–39. Ithaca, NY: Cornell University Press, 2020. http://dx.doi.org/10.7591/9781501733369-011.

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Trabalhos de conferências sobre o assunto "Labor unions and international relations – Case studies"

Nikić, Stevo, Andrej Raspor e 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.

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Objective: The purpose of this paper was to determine whether tipping could reduce labor costs in the service sector. This research aims to better understand whether employees are more motivated to work because of the tip they receive. Methodology: We will achieve these goals based on the findings of the research from Slovenian and Montenegrin companies in 2019 and 2020. A quantitative survey was implemented on a convenience sample of 107 Slovenian, and 59 Montenegrin companies, using the non-probability sampling technique. Statistical data analysis was carried out with the help of IBM Statistic Package for Social Science (SPSS) software version 20. We investigated the area of tips from the point of view of the orderliness of the distribution of tips, what are the relations in Slovenia and Montenegro and whether the tip as a motivational activity is sufficiently used in these two countries. Originality: Tipping has received little attention in rewarding and motivating employees. Furthermore, there is no good, national source of guidance to help managers make decisions about tipping policies. This paper addresses these voids in Slovenia and Montenegro. Only a comprehensive discussion will be able to bridge this gap. Results: According to employees, the overall satisfaction with tips is better in Montenegro. Most employees allow the collection of tips, which is more present in Montenegro. In Slovenia, there is a regulated system of distribution of tips, while in Montenegro this system is not clearly defined. Moreover, in Slovenia, there is also an orderly system for the collection and sharing of tips. Due to this fact, in Slovenia, the distribution of tips includes both, the employees who are directly involved in providing services as well as their colleagues. By contract, in Montenegro, only employees directly involved in providing services are entitled to a tip. Practical implications: In order to decrease labor costs, we propose that the management takes control of tipping and integrates tips into the reward system. Also, the employees should be made aware of how tipping improves service and increases their income. Limitations: The sample was formed by the questionnaire that was distributed to various companies in the service sector as a non-probability method based on referrals from initial subjects to get another subject. The questionnaire was sent by e-mail directly. The data were obtained by the Chamber of Commerce of Slovenia and the Chamber of Commerce of Montenegro. The main problem with small samples is the interpretation of results. Therefore, the results cannot be fully generalized. This issue should be addressed in future tipping studies.

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Fellahi, 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.

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The beginning of globalization according to Karl Marx’s anticipation when the Bourgeoisie class were expending their products to reach the whole globe starting from the mid of the 19th century, other scholars assume that globalization can be seen as a thread run through all the past humanities starting from our ancestors and their migration across the world which makes no fixed beginning nor an expected end of it. Globalization changed the relations between producers and consumers, also it broken various links between labor with family, daily life, as well as national attachments. The objective of this article is to discuss the progress of the globalization in the field of architecture, its signs, and its processes. The article also demonstrates how the aspect of localities has been affected by the global forces which will be done through two case studies: Algiers and Istanbul. The results expose that Globalization approach can be defined from various perspectives, but what common in these viewpoints is the "Mobility" of thoughts, objects, people, and ideas between regions, nations, and continents. The stereotype aspect of global cities which characterized by tall-sized buildings, the new materials, the sophisticated facades, new technologies etc., has impacted on the priorities of people and authorities of various countries like Algeria, and Turkey.

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Relatórios de organizações sobre o assunto "Labor unions and international relations – Case studies"

Walsh, Alex, e Ben Hassine. Mediation and Peacebuilding in Tunisia: Actors and Practice. Institute of Development Studies (IDS), abril de 2021. http://dx.doi.org/10.19088/k4d.2021.061.

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This Helpdesk Report is part mapping of the mediation and peacebuilding actors in Tunisia and part review of the available literature. There are a host of governmental and non-governmental organisations (NGOs) that are involved in the mediation of conflicts and peacebuilding, both in formal and informal ways. There is overlap in the principles and goals of peacebuilding and mediation; many organisations conduct both practices, intermingling them. Local, regional, national and international actors have applied mediation and peacebuilding to many different types of conflict in the past decade in Tunisia, involving varied parties. The case studies included in this rapid review cover conflicts relating to labour and the economy, the environment, basic services, constitutional/political disputes, and women’s rights. They involve local communities, the unemployed national and regional trade unions, civil society organisations (CSOs), national utility and mineral companies, and political parties.

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