Employment Relations Across the Taiwan Strait: Globalization and State Corporatism

2006 ◽  
Vol 48 (1) ◽  
pp. 99-115 ◽  
Author(s):  
Chyi-herng Chang ◽  
Trevor Bain
Keyword(s):  
Trade Unions ◽  
Industrial Relations ◽  
Political Reform ◽  
Taiwan Strait ◽  
Social Dimension ◽  
Employment Relations ◽  
Globalizing World ◽  
The Social ◽  
The Taiwan Strait ◽  
Democratic Transformation

After the 1980s, the governments of China and Taiwan, across the Taiwan Strait, promoted reform, a more transparent policy, and democratization, in order to compete in a globalizing world. In the 1980s, China had begun to emphasize economic reform and Taiwan had begun to emphasize political reform. Both ignored reform on the social dimension. Employment relations were subordinated to the priorities of economic and political reform. In the 1990s, Taiwan’s democratic transformation created a pluralistic society and gave the trade unions room to take root. However, free collective bargaining has not been realized due to the marginalizing of both employer organizations and trade unions. In China, the state decentralized the business sector, allowing unilateral employer activities in employment relations. Statutory rules were enacted after the 1994 labor law. This article compares the changes that have taken place in the industrial relations systems in Taiwan and China, and assesses the roles of the two governments in the employment relations area as each responded to globalization.

scholarly journals New Actors in Employment Relations in the Periphery: Closing the Representation Gap amongst Micro and Small Enterprises

2011 ◽  
Vol 66 (1) ◽  
pp. 11-33 ◽  
Author(s):  
Edward Webster ◽  
Christine Bishoff
Keyword(s):  
Trade Unions ◽  
Global Economy ◽  
Industrial Relations ◽  
Small Enterprises ◽  
Employment Relations ◽  
Community Based ◽  
First Response ◽  
Workplace Organization ◽  
Micro And Small Enterprises ◽  
Mapping Exercise

This paper aims to contribute to our understanding of how the representation gap in micro and small enterprises (MSEs) in nine countries can be closed through a mapping exercise (both horizontal and vertical). The study draws on peripheral workers in MSEs predominantly from countries on the periphery of the global economy. The assumption underlying the research is that the failure of traditional industrial relations actors, especially trade unions, to respond to the representation gap has created the space and the need for new actors to fill the gap. We identify a number of dimensions in trade union responses to non-standard employment relations and focus on their awareness of the specific nature of non-standard workers’ interests and their willingness to innovate with representation models.The paper identifies four main responses by trade unions to non-standard employees. The first response is where trade unions are indifferent to workers in MSEs as they are seen as marginal and unorganizable. Secondly, there are trade unions that are very much aware of the need to revise and revitalize their representation strategies, but they respond by attempting to extend existing forms of representation. Thirdly there are those who believe that non-standard employment should be resisted. The fourth, and most interesting response, is where unions create specific kinds of representation and protection for the new forms of employment.While there were positive outcomes both individually and organizationally from this mapping exercise, as an organizational tool designed to recruit members into the union, mapping is limited. In five of the nine case studies peripheral workers were recruited into a union or worker association. The paper confirms the existence of new actors in employment relations in developing countries. In particular the emergence of NGOs and community based worker associations and co-operatives have been identified as crucial intermediaries in developing new forms of workplace organization.

Developments in Worker Participation in New Zealand

1979 ◽  
Vol 21 (1) ◽  
pp. 35-50 ◽  
Author(s):  
David F. Smith
Keyword(s):  
New Zealand ◽  
Collective Bargaining ◽  
Trade Unions ◽  
Marked Effect ◽  
Industrial Relations ◽  
Industrial Democracy ◽  
International Debate ◽  
Worker Participation ◽  
The Social ◽  
The Government

Industrial democracy and worker participation have become important topics for international debate, with developments taking place in many countries. Despite its former reputation for advances in the social field, little has been heard about developments in worker participation in New Zealand. The aim of the present paper is to report and assess such developments whilst placing these within the context of developments in industrial relations in that country. The strong reliance upon legal arrangements and government intervention in industrial relations matters have had a marked effect upon the development of the industrial relations system in New Zealand. Yet, despite this tradition of legalism, successive governments remain singularly reluctant to legislate in the field of worker participation. Recent initiatives by employers have been strongly unitary in nature, whilst the trade unions appear to be concentrating their efforts upon extending the scope of collective bargaining, an opportunity afforded to them due to recent changes in the law. The present Government's wish that voluntary arrangements between employers and trade unions will eventuate to cover worker participation seems less than pragmatic, since employers, unions and the Government itself differ so fundamentally upon what constitutes worker participation, and the forms it might take.

scholarly journals Union struggle and the crisis of industrial relations in Italy

2003 ◽  
Vol 27 (1) ◽  
pp. 1-7 ◽  
Author(s):  
Valeria Pulignano
Keyword(s):  
Decision Making ◽  
Social Policy ◽  
Trade Unions ◽  
Industrial Relations ◽  
Policy Decision ◽  
Union Power ◽  
Social Dialogue ◽  
The Social ◽  
Policy Decision Making ◽  
The Government

This paper argues that the Berlusconi government is seeking to replace the ‘social concertation’ arrangement between government and trade unions with ‘social dialogue’ in an effort to undermine trade union ‘power’. This endeavour by the government to impose a policy of ‘social dialogue’ would severely limit trade unions' influence in economic and social policy decision-making and leave Berlusconi free to introduce reforms favouring his friends in employer organisations. One likely outcome would be the deregulation of the Italian labour market strongly damaging workers' rights.

scholarly journals Labour standards application in the informal economy of Ghana: The patterns and pressures

2013 ◽  
Vol 58 (196) ◽  
pp. 157-175 ◽  
Author(s):  
Angela Akorsu
Keyword(s):  
Informal Economy ◽  
Social Protection ◽  
Industrial Relations ◽  
Work Organisation ◽  
Market Regulation ◽  
Employment Relations ◽  
The Social ◽  
Labour Market Regulation ◽  
Labour Standards ◽  
Labour Legislation

In spite of the rapid growth and importance of informal employment in Ghana, few studies have investigated the extent of coverage of labour standards application, as a form of labour market regulation. This paper investigates the extent of labour standards application in shaping the employment relations and conditions within the informal economy. The study focuses on 30 manufacturing firms in Ghana?s informal economy. Data were obtained through interviews with 43 entrepreneurs and their workers, as well as with key informants from the social partners of industrial relations. The study shows that labour standards are generally not applied among informal economy operators due to factors such as a lack of coverage of the existing labour legislation, ineffective enforcement, ignorance, peculiarities of work organisation, and the dynamics of the apprenticeship system. It is therefore concluded that informal economy workers, who constitute the majority of the workforce in Ghana, lack social protection and must be targeted for intervention.

Borders in a European Labor Market

2018 ◽  
pp. 96-114
Author(s):  
Ines Wagner
Keyword(s):  
Labor Market ◽  
Host Country ◽  
Trade Unions ◽  
Industrial Relations ◽  
Labor Rights ◽  
Market Regulation ◽  
Employment Relations ◽  
Societal Actors ◽  
Micro Level ◽  
Labor Market Regulation

Chapter 5 adopts a more explicitly spatial perspective and looks at how borders are constructed in both regulatory and workplace terms. It analyzes the contours of the new structure for employment relations that emerges within the pan-European labor market and studies the reshaping of the nation state from the micro-level points of view of societal actors such as mobile workers, public administration officials, firms, and trade unions. Findings demonstrate that two types of borders are significant in relation to posting in a pan-European labor market: (1) borders for labor market regulation that inhibit the enforcement of labor rights and (2) the border of the firm—that is, the border between the main and subcontracting firms that isolates workers from the host-country industrial relations systems. These borders impact the institutional separation between posted workers and host-country trade unions.

scholarly journals Pluralisms? Social philosophy, social science and public policy in employment relations and human resource management

2021 ◽  
pp. 002218562098397
Author(s):  
Peter Ackers
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Trade Unions ◽  
Industrial Relations ◽  
Social Philosophy ◽  
Employment Relations ◽  
Political Pluralism ◽  
Liberal Democratic

Alan Fox's frames of reference has sparked over half a century of debate between employment relations/human resource management pluralists, radicals and unitarists. But the notion of industrial relations pluralism itself continues to be highly disputed. This commentary tracks the journey from classical pluralism to neo-pluralism, then addresses three articles that offer a variety of radical pluralist alternatives. A fourth paper discussed, suggests a quantitative approach to testing Fox's frames, but this article makes a case for retaining the qualitative, case study method. A fifth explores the revival of paternalism on the border between unitarism and pluralism. Overall, the article argues that classical pluralism, based on trade unions and collective bargaining, is now outdated, but that neo-pluralism is capable of carrying forward its pragmatic, institutional spirit to explore the empirical complexity of contemporary employment relationships around the world. Finally, the discussion of employment relations pluralisms needs to re-engage with the wider political pluralism debate about liberal democratic societies and market economies.

scholarly journals Exploring Factors that Shape the Inclusion and Nature of Work–Life Balance Policies within Collective Agreements in New Zealand

2021 ◽  
Author(s):  
◽  
George Chipindiku
Keyword(s):  
New Zealand ◽  
Trade Unions ◽  
Industrial Relations ◽  
Work Life ◽  
Work Life Balance ◽  
Second Phase ◽  
Employment Relations ◽  
Life Balance ◽  
Employment Agreement ◽  
Depth Analysis

<p>The aim of this research is to identify factors that influence the nature and inclusion of work–life balance (WLB) policies within collective employment agreements (CEAs) in New Zealand organisations. Due to the increasing challenges of dual careers, aging population and single parent families, WLB practices are progressively becoming more significant issues amongst employees and management in New Zealand workplaces. As a result, identifying these factors is crucial in informing organisational human resources policy development, its design and implementation on issues pertaining to WLB. Similarly, it informs the government on policy changes and legislation, at the same time enlightening trade unions on bargaining strategies. In the first phase, an in-depth analysis is carried out on collective employment agreements (CEAs) housed within the Industrial Relations Centre at Victoria University of Wellington. The focus is to develop a comprehensive coding typology of collective employment agreement (CEA) provisions which constitute WLB measures. This process is carried out in order to identify WLB provisions in CEAs negotiated from 1998 to 2008. The second phase is concerned with the identification of any WLB policy provisions outside those included in the CEA. This dimension is critical to the research as it offers insights into the extent to which companies have shifted beyond the statutory minimum for WLB arrangements and the factors that have prompted them to take these voluntary actions. The study covers the period from 1998 to 2008. It is critical to evaluate this subject between these two benchmark years, as it allows ample time after the enactment of two cornerstone employment relations Acts – the Employment Contracts Act 1991 (ECA) and the Employment Relations Act 2000 (ERA). Second, and related to this, they enable a comparison of WLB initiatives under quite different social policy, political, economic – and indeed, bargaining – arrangements (Deeks, Parker, & Ryan, 1994; Rasmussen, 2009). The study discovered that the inclusion of WLB policies in collective employment agreement in New Zealand was mainly determined by legislation, in particular the Employment Relations Act 2000 and The Employment Relations (Flexible Working Arrangements) Amendment Act 2007. These two legislative changes made a positive impact in the recognition and response to the demands of employee well-being. Similarly, there are other factors that made an impact in the inclusion of WLB policies within CEAs. These include industry trade union density and female participation rate at industry level, the type of industry (health and community services, education, government administration and defence services, finance and insurance services being more prominent providers) and type of organisation (whether public or private ownership). It emerged that public organisations are at the forefront in terms of providing WLB policies. The research highlight the significance of ensuring that organisations recognise the issues pertaining to WLB, at the same time recognising the role of trade unions and collective bargaining as an effective mechanism for the instigation of WLB policies.</p>

scholarly journals Exploring Factors that Shape the Inclusion and Nature of Work–Life Balance Policies within Collective Agreements in New Zealand

2021 ◽  
Author(s):  
◽  
George Chipindiku
Keyword(s):  
New Zealand ◽  
Trade Unions ◽  
Industrial Relations ◽  
Work Life ◽  
Work Life Balance ◽  
Second Phase ◽  
Employment Relations ◽  
Life Balance ◽  
Employment Agreement ◽  
Depth Analysis

<p>The aim of this research is to identify factors that influence the nature and inclusion of work–life balance (WLB) policies within collective employment agreements (CEAs) in New Zealand organisations. Due to the increasing challenges of dual careers, aging population and single parent families, WLB practices are progressively becoming more significant issues amongst employees and management in New Zealand workplaces. As a result, identifying these factors is crucial in informing organisational human resources policy development, its design and implementation on issues pertaining to WLB. Similarly, it informs the government on policy changes and legislation, at the same time enlightening trade unions on bargaining strategies. In the first phase, an in-depth analysis is carried out on collective employment agreements (CEAs) housed within the Industrial Relations Centre at Victoria University of Wellington. The focus is to develop a comprehensive coding typology of collective employment agreement (CEA) provisions which constitute WLB measures. This process is carried out in order to identify WLB provisions in CEAs negotiated from 1998 to 2008. The second phase is concerned with the identification of any WLB policy provisions outside those included in the CEA. This dimension is critical to the research as it offers insights into the extent to which companies have shifted beyond the statutory minimum for WLB arrangements and the factors that have prompted them to take these voluntary actions. The study covers the period from 1998 to 2008. It is critical to evaluate this subject between these two benchmark years, as it allows ample time after the enactment of two cornerstone employment relations Acts – the Employment Contracts Act 1991 (ECA) and the Employment Relations Act 2000 (ERA). Second, and related to this, they enable a comparison of WLB initiatives under quite different social policy, political, economic – and indeed, bargaining – arrangements (Deeks, Parker, & Ryan, 1994; Rasmussen, 2009). The study discovered that the inclusion of WLB policies in collective employment agreement in New Zealand was mainly determined by legislation, in particular the Employment Relations Act 2000 and The Employment Relations (Flexible Working Arrangements) Amendment Act 2007. These two legislative changes made a positive impact in the recognition and response to the demands of employee well-being. Similarly, there are other factors that made an impact in the inclusion of WLB policies within CEAs. These include industry trade union density and female participation rate at industry level, the type of industry (health and community services, education, government administration and defence services, finance and insurance services being more prominent providers) and type of organisation (whether public or private ownership). It emerged that public organisations are at the forefront in terms of providing WLB policies. The research highlight the significance of ensuring that organisations recognise the issues pertaining to WLB, at the same time recognising the role of trade unions and collective bargaining as an effective mechanism for the instigation of WLB policies.</p>

scholarly journals The Evolution of Industrial Democracy in a Small-Island Economy, Mauritius

2014 ◽  
Vol 29 ◽  
pp. 39-47
Author(s):  
Nirmal Kumar Betchoo
Keyword(s):  
Trade Unions ◽  
Industrial Relations ◽  
Research Work ◽  
Small Island ◽  
Employee Relations ◽  
Industrial Democracy ◽  
Employment Relations ◽  
The Public ◽  
Employee Protection ◽  
The Indian Ocean

This research work concerns an evaluation of the Employment Relations Act 2008, ERA 2008, from its inception in 2008 up to the present date. Considered as a major revolution in industrial relations, the legislation has met with mitigated results. Firstly, trade unions have contested the legislation in terms of loopholes and inadequacies concerning employee protection. Secondly, the public including people at work are not fully knowledgeable of the legislation because of its complexities and numerous issues that are addressed but not looked into. The assessment of the ERA is seen from the perspectives of employee relations whereby it addresses better the pluralistic perspective since Mauritius, a small-island economy in the Indian Ocean, has maintained its cultural identity of democracy and alongside industrial democracy. The research emphasises that through amendments to the legislation, it is seen that employee relations must sound and dynamic to maintain the concept of industrial democracy and see that employees are better off with the ERA 2008 since it replaced the former Industrial Relations Act (1973).

Introduction: the crisis and austerity neoliberalism

2020 ◽  
pp. 1-18
Author(s):  
David Etherington
Keyword(s):  
Social Movements ◽  
Trade Unions ◽  
Social Protection ◽  
Industrial Relations ◽  
Welfare Regimes ◽  
Employment Relations ◽  
Left Behind ◽  
Employment Rights ◽  
Work First

The chapter provides an overview of the key arguments and structure to the book. Of central importance is to understand austerity as a class strategy involving labour discipline through attacks on social protection and employment relations. Central to the book’s argument is the need to understand the geographical nature of labour inequalities and impacts of austerity cuts in the ‘left behind’ regions. The chapter highlights the way industrial relations and employment relations inter link as Work first policies undermine employment rights and reinforce labour market insecurity and inequality. The chapter briefly outlines the role of agency and the capacities of trade unions and social movements to negotiate and resist austerity are seen as crucial to an understanding of the contemporary welfare and employment crisis. The origins of the book is outlined, arising from previous comparative work on the Danish welfare and employment model which provides relevant lessons when discussing the link between labour and social movements and welfare regimes and alternatives to neoliberalism

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