Sustaining New Industrial Relations in the Public Sector: The Politics of Trust and Cooperation in the Context of Organisational Dementia and Disarticulation

2007 ◽  
pp. 139-152 ◽  
Author(s):  
Miguel Martínez Lucio ◽  
Mark Stuart
Keyword(s):  
Public Sector ◽  
Industrial Relations ◽  
The Public

Up the Garden Path? Enterprise Bargaining and Decentralization in the NSW Public Sector

1995 ◽  
Vol 37 (2) ◽  
pp. 203-217 ◽  
Author(s):  
Michael O'Donnell
Keyword(s):  
Public Sector ◽  
New South ◽  
Industrial Relations ◽  
New South Wales ◽  
Green Paper ◽  
Garden Path ◽  
Reform Agenda ◽  
The Public ◽  
South Wales ◽  
The Impact

Decentralizing industrial relations within New South Wales is a central recom mendation of the Niland Green Paper (1989). Decentralism also represents the cornerstone of the New South Wales government's industrial relations reform agenda enshrined in the New South Wales Industrial Relations Act 1991. To date there has been little analysis of the impact o f this legislative change on industrial relations in the New South Wales public sector. This paper provides a case study that examines the degree to which responsibility for bargaining has been devolved within the Parks and Gardens of the New South Wales Ministry for the Environ ment. It argues that, in contrast to the rhetoric of the New South Wales Act, the central agency presiding over the introduction of enterprise bargaining in the public sector, the Public Employment and Industrial Relations Authority; has been reluctant to delegate responsibility to parties in the workplace.

scholarly journals Trade Union Practices in the EU and Latvia: Experience for Eastern Partnership Countries

2014 ◽  
Vol 4 (2) ◽  
pp. 99-118
Author(s):  
Sergejs Stacenko ◽  
Biruta Sloka
Keyword(s):  
Public Sector ◽  
Trade Union ◽  
Trade Unions ◽  
Industrial Relations ◽  
Comparative Approach ◽  
Eastern Partnership ◽  
The Public ◽  
Social Dialogue ◽  
Eastern Partnership Countries ◽  
The Eu

AbstractThe article will show major dimensions in the experience of EU Member States that could be shared with the Eastern Partnership (EaP) countries. The framework of the study is the EU concept of trade unions in social dialogue and social partnership in the public sector. This study outlines the concept of social dialogue as a core element of industrial relations and will focus on industrial relations specifically in the public sector. The authors have elaborated the approach to industrial relations and social dialogue taking into account comparative approach to definitions provided by international institutions such as ILO and OECD, as well as institutions in the EU and Latvia. Latvia is also a case study for Eastern Partnership countries as these countries and their trade unions are in a transition period from socialist structures to structures that possess liberal economies. Trade unions in these countries are members of the International Trade Union Confederation. The major transformation that trade unions underwent from being part of the socialist system and becoming an independent institution since Latvia regained independence in 1991 has been studied. The paper discusses the current developments related to the position of Latvian Free Trade Union Federation in the system of decision-making process related to the public administration management. Finally, the prospective role of trade unions in the EU and in Latvia is analysed and possible revitalisation of trade union is discussed. This approach could be applied to the Eastern Partners of the EU.

scholarly journals A Study on Labour Welfare Practices in Karnataka Soaps and Detergents Ltd, Bengaluru

2021 ◽  
Vol 9 (1) ◽  
pp. 38-46
Author(s):  
K B Ravindra
Keyword(s):  
Public Sector ◽  
Social Security ◽  
Industrial Relations ◽  
Well Being ◽  
Primary Data ◽  
The Public ◽  
Economy Globalization ◽  
Social Security Benefits ◽  
Structured Questionnaire

The importance of Labour Welfare in Industrialisation and Economic Development has been recognized globally. It is an important dimension in Industrial Relations, which includes overall welfare facilities designed to take care of well being of Employees and Workers. During the 1990s, the measures of economic reforms introduced in the country have given rise to a wave of rapid and radical changes in the structure and working of our economy. Globalization, Liberalisation, Privatisation, etc. have completely changed the functioning of the Indian Economy and forced the employees, workers, and their organizations to adapt and adjust by reorienting their ways to survive and thrive amidst the forces of change and competition. The aspect of Labour Welfare and Social Security has tremendous significance in the Public Sector, Private Sector and Multinational Organisations. It is firmly believed that money and environment given to employees is a long term investment and will never go waste. Against this backdrop, a detailed study has been conducted at Karnataka Soaps and Detergents Ltd, Bengaluru, a Public Sector Organisation. Primary data collected through a Structured Questionnaire from 100 respondents covering all levels and departments has revealed that most of the Labour Welfare and Social Security provisions are being satisfactorily provided by the company to its employees and workers. It is suggested that the company carefully look into those areas where employees/workers have expressed dissatisfaction. The article concludes by stating that if an organisation provides good welfare and social security benefits, then it will be able to procure and develop a unique pool of people who can continuously take the organization to new levels of growth and sustainability.

scholarly journals The Remaking of Leviathan: The State and Public Sector Reform in Advanced Capitalist Countries

2012 ◽  
Vol 8 (2) ◽  
Author(s):  
John Peters
Keyword(s):  
Public Sector ◽  
Western Europe ◽  
Industrial Relations ◽  
Fiscal Policies ◽  
Sector Reform ◽  
The Public ◽  
Labour Costs ◽  
Level Data ◽  
Government Reforms ◽  
The Welfare State

This article argues that recent comparatives literatures on the welfare state have yet to adequately consider the public sector and how governments have reshaped their public services. Drawing on macro-level data from the OECD, qualitative studies, and trade union research, it is claimed that governments have substantially remade their administrative and financial procedures in order to cut expenditures and lower labour costs. It is also contended that because of financial globalization and rising debt, states have made a series of reforms to public sector industrial relations. These have worsened wages, working conditions, and jobs throughout the public sector. It is concluded that such developments are central to reforming the nature of state functioning across North America and Western Europe. This is the first study to report on government reforms to fiscal policies, public sector services, and public sector labour forces in 13 OECD countries between 1980-2005.

COLLECTIVE BARGAINING DYNAMICS IN THE NIGERIAN PUBLIC AND PRIVATE SECTORS

2011 ◽  
Vol 01 (05) ◽  
pp. 63-70
Author(s):  
Anyim C. Francis ◽  
Elegbede Tunde ◽  
Mariam A. ◽  
Gbajumo Sheriff
Keyword(s):  
Public Sector ◽  
Collective Bargaining ◽  
Private Sector ◽  
Industrial Relations ◽  
The State ◽  
Wage Determination ◽  
Federal State ◽  
Freedom Of Association ◽  
Public And Private ◽  
The Public

The objective of this paper is to examine the dynamics of collective bargaining machinery in both the public and private sectors in Nigeria; with a view to bringing to the fore the peculiarities associated with both sectors with regard to the practice of bargaining. To achieve this objective, the paper adopts a theoretical approach. The author observes that the practice of industrial relations as a discipline and that of collective bargaining in particular emanated from the private sector the world over. Thus, much of the practices of public sector collective bargaining are modelled after the private sector collective bargaining. However, in Nigeria, the obverse is the case as collective bargaining gained its root in the public sector owing to the near absence of private sector at the turn of the century. However, in Nigeria, the public sector pays lip-service to the collective bargaining machinery. Governments at all levels (Federal, State and Local) have continued to set aside collective bargaining and to give wage awards to score political points in spite of its commitment to the ILO Convention 98 to freely bargain with workers. The State or the government in the course of regulating wages and employment terms and conditions revert to the use of wage commissions. Thus, wage determination is by fiat. This preference for wage commissions can at best be regarded as a unilateral system as collective bargaining is relegated to the background.Wage tribunals or commissions offer little opportunity for workers’ contribution in the determination of terms and conditions of employment and can hardly be viewed as bilateral or tripartite. Thus, the State preference for wage commissions is anti-collective bargaining. In spite of Nigeria’s commitment to Conventions of the ILO with particular reference to such Conventions as 87 of 1948 and 98 of 1949 which provide for freedom of association and the right of workers to organize and bargain collectively. Thus, the use of wage commissions is antithetical to collective bargaining.

Proactive employers and teachers’ working time regulation: Public sector industrial conflicts in Denmark and Norway

2016 ◽  
Vol 40 (3) ◽  
pp. 682-699 ◽  
Author(s):  
Mikkel Mailand
Keyword(s):  
Public Sector ◽  
Policy Reform ◽  
Industrial Relations ◽  
Window Of Opportunity ◽  
The Public ◽  
Similar Point ◽  
The Government ◽  
Working Time Regulation ◽  
Point Of Departure ◽  
Lower Secondary Education

Public sector industrial relations in Denmark are normally perceived as relatively consensual, and as a ‘model employer’ country with a strong collective bargaining tradition it is one of the countries where unilateral regulation could be least expected. However, in 2013, a lockout without any prior strike or strike-warning in the bargaining area for primary and lower secondary education only, came to an end through legislative intervention. The article includes three main arguments. First, the government and the public employers took these drastic steps because various factors created a rare ‘window of opportunity’ for them. Second, the reason a Norwegian industrial conflict in 2014 with a very similar point of departure ended very differently was first and foremost that the Norwegian process was not embedded in politics and policy reform to the same extent as the Danish process. Third, the Danish case shows that Denmark might not have escaped the trend towards unilateralism seen across Europe.

The State as Employer: Labour Law and Industrial Relations in the Public Sector

1988 ◽  
Vol 11 (1/2) ◽  
pp. 54-55 ◽  
Author(s):  
Sandra Fredman ◽  
Gillian Morris
Keyword(s):  
Public Sector ◽  
Industrial Relations ◽  
The State ◽  
Labour Law ◽  
The Public
Sign in / Sign up

Export Citation Format

Share Document