scholarly journals Improving social dialogue: What employers expect from employee representatives

2017 ◽  
Vol 29 (2) ◽  
pp. 169-189
Author(s):  
Erica Romero Pender ◽  
Patricia Elgoibar ◽  
Lourdes Munduate ◽  
Ana Belén García ◽  
Martin C Euwema
Keyword(s):  
Industrial Relations ◽  
Systematic Research ◽  
Human Resource Managers ◽  
Labour Relations ◽  
Social Dialogue ◽  
Resource Managers ◽  
Jel Code ◽  
Informal Relations ◽  
Soft Factors

The model of social dialogue within organisations between management and employees is facing unprecedented challenges, and changing rapidly. In this new context of labour relations, experiences and expectations of each other are key drivers for the primary parties to this social dialogue. There has been little systematic research investigating the conditions for constructive social dialogue, particularly when it comes to ‘soft factors’, such as perceived competences, trust, influence and conflict behaviours. Addressing these issues based on theories of conflict, trust and influence, this article investigates experiences and expectations of employee representatives on the part of human resource managers, their counterparts in social dialogue. The results of surveys conducted in 11 European countries indicate that, overall, employers found a model of structured dialogue with elected employee representatives useful. Furthermore, competences of employee representatives, cooperative conflict behaviours, informal relations and trust promoted the influence of employee representatives on organisational decision-making and the quality of these decisions. We discuss implications for different systems of industrial relations. JEL Code: J50

Social Dialogue Under Globalization in Nigeria: Does Democracy Add Value?

2007 ◽  
Vol 5 (1) ◽  
Author(s):  
Ifeanyi P. Onyeonoru ◽  
Kehinde Kester
Keyword(s):  
Industrial Relations ◽  
Work Place ◽  
Consensus Building ◽  
International Labour Organisation ◽  
Labour Relations ◽  
Social Dialogue ◽  
Modest Contribution ◽  
Social Partners ◽  
Oil Sector ◽  
The Government

Social dialogue as an aspect of the International Labour Organisation (ILO) is aimed at promoting industrial democracy by encouraging consensus building among social partners in the work place. The significance lies, among others, in minimising conflicts to enable harmonious industrial relations. This study utilized specific case illustrations to examine the inclination of the Nigerian government towards social dialogue in government-labour relations, with particular reference to the Obasanjo era 1999-2007— a period associated with the globalization of democracy. The cases included the minimum wage award 2000, University Autonomy Bill, the price deregulation of the downstream oil sector and the Trade Union Amendment Bill 2004. It was found that the government exhibited a penchant for authoritarianism in spite of the globalization of democracy. This was evident in the incapacity of the Obasanjo government to engage the social partners in social dialogue as indicated by the cases reviewed. The study, however, highlighted the modest contribution to social dialogue made by the wider democratic structure. It was concluded that the government had limited capacity for consensus building, accommodation of opposition and negotiated outcomes in government-labour relations

Towards a sustainable HRM in Latin America? Union-management relationship in Chile

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Francisca Gutiérrez Crocco ◽  
Angel Martin
Keyword(s):  
Latin America ◽  
Human Resource Managers ◽  
Line Managers ◽  
Content Type ◽  
Labour Relations ◽  
Resource Managers ◽  
Leadership Strategy ◽  
Union Voice ◽  
Union Action ◽  
Labour Disputes

Purpose The purpose of this paper is to discuss why and how the notion of sustainability has been integrated to the practices of HRM in Chile. Especially, it examines how the union‒management relationship shapes and is shaped by the adoption of a sustainable approach. By doing so, it contributes to a broader debate about HRM in Latin America. Design/methodology/approach The paper draws on a case study conducted between 2016 and 2018 in two large companies. In each of these companies, besides the analysis of internal and administrative documentation, human resource managers, line managers and union officers were interviewed. Findings In this paper, two main findings are discussed. First, the sustainable HRM idea installed in Chile has not involved a total renunciation of some old ideological frames, but rather an adjustment of these. The old paternalist managerialism is shaping a path to a new HRM model, willing to yield part of its control to workers, but not less unitarist in its foundations. Second, the sustainable HRM concept adoption by the studied companies is not primarily motivated by economic goals as it may have occurred in other contexts, but by the need of a solution to labour conflicts in a context of union action renewal. Practical implications This research could be used to teach about leadership, strategy and sustainability, highlighting the importance of understanding the contested nature of the employment relations within these processes of changing. To accomplish this, HR practitioners need to get more involved with pluralistic perspectives in labour relations and thus achieve effective sustainable practices in the workplace. It is also relevant that unions recognise and strengthen their ability to influence these policies. Originality/value This paper sheds lights on how the concept of sustainable HRM has been introduced in Latin America, which has been slightly discussed in mainstream scientific literature. It also provides empirical evidence about unexplored and recent changes in HRM and proposes new perspectives for the study of this topic in the region, considering variables as the managerial ideologies, current labour disputes and the relevance of trade union voice.

scholarly journals Safeguarding Workers: A Study of Health and Safety Representatives in the Queensland Coalmining Industry, 1990-2013

2016 ◽  
Vol 71 (3) ◽  
pp. 418-441 ◽  
Author(s):  
David Walters ◽  
Richard Johnstone ◽  
Michael Quinlan ◽  
Emma Wadsworth
Keyword(s):  
Trade Union ◽  
Qualitative Interviews ◽  
Industrial Relations ◽  
Health And Safety ◽  
Positive Role ◽  
Good Communication ◽  
Labour Relations ◽  
High Level ◽  
Effective Use

This paper explores the practice of worker representation coalmining in Australia, in which there are both serious risks to health and safety and where regulatory provisions on worker representation on health and safety are longstanding. Despite their longevity, their operation has been little studied. The aim of the paper is to address this gap by examining the quality of the practice of worker representation in the sector. In particular, it explores strategies used by representatives to undertake their role in the context of the hostile industrial relations that are characteristic of coalmining. It examines documentary records of statutory inspections by worker representatives and government mines inspectors and analyses the content of qualitative interviews. It finds that the representatives address serious and potentially fatal risks in their activities and make effective use of their statutory powers in doing so, including their power to suspend operations they deem to be unacceptably dangerous. Nevertheless, they strive to operate within the boundaries of regulation in order to offset the negative influences of a hostile labour relations climate, As well as cautious use of their powers to order the cessation of operations where they deem the risks to be unacceptable, they also avoid accusations of unnecessarily impeding production and engaging with labour relations matters that are outside their statutory remit, through good communication between themselves and other workplace representatives. This is made possible by support from the relatively high level of workplace trade union organization present in the mines and further support derived from the trade union more widely and from the unique two-tier form of representation provided for by legislation. Both ensure the representatives are well informed, well trained and supported in their role. Overall, the study highlights the positive role representatives and unions play in preventive health and safety even in hostile labour relations climates.

Human Resource Managers and the Closed Shop: Individuals and Organizations in NSW

1994 ◽  
Vol 36 (4) ◽  
pp. 519-529 ◽  
Author(s):  
Peter McGraw ◽  
Ian Palmer
Keyword(s):  
Human Resource ◽  
Industrial Relations ◽  
Focus Of Attention ◽  
Organizational Practices ◽  
Human Resource Managers ◽  
Advantages And Disadvantages ◽  
Resource Managers ◽  
The Impact

The closed shop is once again a focus of attention as the result of several states introdctcing legislation that seeks to outlaw the practice. This is despite a number of academic studies that have suggested that managers have much to gain from the closed shop and are often active supporters of it. In this study the impact of the anti-closed shop provisions of the Industrial Relations Act, 1991 (NSW) are assessed by way of a survey that asked seventy human resource managers to indicate how the legislation had affected their organizations. The same managers were also asked about their personal views on the closed shop and any advantages and disadvantages they associated with the practice. The study concludes that, at the time of the survey, the impact of the legislation was limited and that 60 per cent of the surveyed organizations continued to operate closed shops as they did before the Act came into effect. This is despite the fact that the majority of managers had a strong personal antipathy to the closed shop and claimed to see few advantages in the practice. A number of possible explanations are put forward to explain the dissonance between individual views and organizational practices.

scholarly journals How to Do a Salary Equity Study: With an Illustrative Example From Higher Education

2019 ◽  
Vol 49 (1) ◽  
pp. 57-82 ◽  
Author(s):  
Lori L. Taylor ◽  
Joanna N. Lahey ◽  
Molly I. Beck ◽  
Jeffrey E. Froyd
Keyword(s):  
Higher Education ◽  
Best Practices ◽  
Best Practice ◽  
Human Resource Managers ◽  
Online Appendix ◽  
Software Packages ◽  
Resource Managers ◽  
Salary Equity ◽  
Public Sector Organizations

Regular salary equity studies can be a best practice among employers committed to salary equity and fairly managed compensation. While a well-constructed salary study can identify inequities for amelioration, a poorly constructed study can create rather than solve problems. Organizations may be deterred from doing these studies because of their inherent analytical challenges. We provide a guide for human resource managers describing how to conduct their own salary studies, how to interpret the results, and how organizations can apply the results. We describe best practices across public sector organizations and illustrate them with an example from higher education. We also provide a link to an online appendix containing sample code that can be used to conduct such analyses using two popular software packages. The twin goals of the article are to increase the quality of salary analyses while reducing the barriers to conducting them.

Just transition on the ground: Challenges and opportunities for social dialogue

2020 ◽  
Vol 26 (4) ◽  
pp. 367-382
Author(s):  
Béla Galgóczi
Keyword(s):  
Trade Unions ◽  
Industrial Relations ◽  
Policy Framework ◽  
Labour Relations ◽  
Social Dialogue ◽  
Net Zero ◽  
Challenges And Opportunities ◽  
Zero Carbon ◽  
Carbon Economy

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.

Promoting constructive social dialogue: Third party assistance in conflictive industrial relations

2013 ◽  
Author(s):  
Martin Euwema ◽  
Patricia Elgoibar ◽  
Ana Belen Garcia ◽  
Aurelien Colson ◽  
Patricia Elgoibar ◽  
...  
Keyword(s):  
Industrial Relations ◽  
Third Party ◽  
Social Dialogue
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