Chapter Two - The Party-state, ACFTU and Employers’ Associations: Chinese Industrial Relations Actors above the Workplace Level -29

2006 ◽  
Vol 48 (3) ◽  
pp. 415-429 ◽  
Author(s):  
Chang-Hee Lee

Industrial relations in China and Viet Nam are on the way to divergence. The official industrial relations actors in China have attempted ‘institutional cloning’ of key elements of modern industrial relations such as tripartite consultation and collective bargaining within the political limit imposed by the Party-state. This attempt of preemptive corporatism has so far failed to address the rising tide of various forms of labour disputes while yielding some positive results of gradual strengthening of official trade unions at the workplace. Industrial relations in Viet Nam are characterized by more vibrant associational dynamism at national and provincial levels, which is obvious in the co-existence of cooperation and competition between and within the industrial relations actors. Workers in Viet Nam display greater degree of spontaneous solidarity in the form of well coordinated ‘wildcat strikes’, which are accommodated by the government and the official trade unions at higher level.


2019 ◽  
Vol 242 ◽  
pp. 418-439
Author(s):  
Siqi Luo ◽  
Tao Yang

AbstractIn response to a series of strikes in south China in 2010, a new model of collective bargaining has emerged, featuring what this article describes as “moderated mobilization.” Distinct from what is typically known as China's quadripartite industrial relations system, whereby workers are separated from the party-state, official trade unions and employers, this model shows workers and enterprise-level trade unions in collaboration with one another. According to our observations from 2012 to 2017, some enterprise unions have successfully mobilized workers throughout the collective bargaining process. These unions are democratically elected by workers and are relatively independent from the official authorities. At the same time, they have “moderated” such mobilization particularly to reduce labour militancy, given the political and institutional constraints within which they must work. The implication of this new model is significant. Although it might be far from solving the quadripartite dilemma, it has signalled an increase in local initiatives among enterprise unions – a previously neglected but pragmatically favourable channel for workers.


2013 ◽  
Author(s):  
Martin Euwema ◽  
Patricia Elgoibar ◽  
Ana Belen Garcia ◽  
Aurelien Colson ◽  
Patricia Elgoibar ◽  
...  

2007 ◽  
Vol 13 (48) ◽  
pp. 349
Author(s):  
سعد علي حمود العنزي

كثيرة هي البحوث والدراسات التي نراجعها في السلوك التنظيمي، بحكم عملنا كأستاذ دراسات عليا بتخصص ادارة الموارد البشرية ونظرية المنظمة، ووقع بيننا بحثاً نظرياً متميزاً للباحثين (Karin Sanders & Birgit Schyns)([1])، نشر في مجلة اصيلة هي (Personnel Review)، في عام (2006)، بمجلدها (35) وبالعدد (5)، تحت عنوان (Trust, Conflict and Cooperative Behaviour: Considering Reciprocity Within Organizations) . ولنقل الفائدة العلمية للمتخصصين والمعنيين والمهتمين بهذا الموضوع الحيوي، أرتأينا ترجمته بالتصرف الذي يفيد القارئ باللغة العربية. فالبحث يصب غرضه في دراسة قضية محددة تتعلق بالثقة، الصراع، والسلوك التعاوني كحلقات مهمة في العمل التنظيمي، ذلك لأن مخرجات العاملين (Employees Outcomes) المتعلقة بإتجاهاتهم، وسلوكياتهم، تأتي من العلاقات التبادلية التي تقع بينهم، والتي ينبغي اختبارها كخصائص لعلاقاتهم هذه، وليس كسمات لهم. ففي اطار ذلك، تتمثل قيمة هذا البحث برأينا بمحاولة ملئ فجوة التبادلية في علاقات المدراء- والمرؤوسين- المرؤوسين، والتركيز عليها بشدة لتفسير تلك القضية المحددة آنفة الذكر. وبحكم كون البحث الحالي، طبيعته تتصف بالمراجعة العامة للفكر الاكاديمي المطروح على الساحة، فإنه يرتبط بمصطلحات علمية سلوكية كثيرة ابرزها: سلوك العاملين (Employees behaviour) اتجاهات العاملين (Employees attitudes)، احتواء العاملين (Employees involvement) العلاقات الصناعية (Industrial relations)، ادارة الموارد البشرية التطبيقية (Applied human resources management).   [1])) ان  (Karin Sanders) استاذ علم النفس التنظيمي والعمل بجامعة (Twenke, The Netherlands) و (Birgit Schyns)، استاذة مساعدة بدراسات الموارد البشرية بجامعة (Tilburg, The Netherlands).


2005 ◽  
Vol 55 (2) ◽  
pp. 171-199 ◽  
Author(s):  
Mária Csanádi

Reforms, in view of a comparative party-state model, become the instruments of self-reproduction and self-destruction of party-state power. The specific patterns of power distribution imply different development and transformation paths through different instruments of self-reproduction. This approach also points to the structural and dynamic background of the differences in the location, sequence, speed and political conditions of reforms during the operation and transformation of party-states. In view of the model the paper points to the inconsistencies that emerge in the comparative reform literature concerning the evaluation and strategies of reforms disconnected from their systemic-structural context.


2016 ◽  
Vol 32 (1) ◽  
Author(s):  
Ayunita Nur Rohanawati

AbstractThis study aims to determine the social security system adopted by Indonesia, see Indonesia as a function of the welfare state as mandated by the 1945 Constitution has not done well, and to know the view of progressive legal theory legislation related to social security in providing solutions to the problems of social security the workforce. This research is devoted to the study of normative legal systematics, which is intended to determine the implementation of a theory of the legal conditions that exist in society. Results of this study produces a secondary data. The data obtained from the document collection process or library materials. Of the collection process, the data were analyzed qualitatively, systematically arranged, and presented descriptively. The results showed that Indonesia is still not able to fully administer social security for the people, where social security is still a “black and white” but the State has not been able in practice to assume responsibility for the implementation of social security as a whole. About social security, the Government is still not able to provide significant changes to the equalization gain social security for the workers, but changes in social security regulations on labor is performed repeatedly. Necessary party whom dared to take a policy or decisions that benefit the workers to realize the welfare of the workers. Parties reffered to the law is used as a progressive peeler, is a party that has an important role that enterpreneurs and the Industrial Relations Court Judge.Keywords: Social Security, Labour, Progressive LawIntisariPenelitian ini bertujuan untuk mengetahui sistem jaminan sosial yang dianut Indonesia, melihat fungsi Indonesia sebagai negara kesejahteraan sesuai amanat Undang-Undang Dasar Negara Republik Indonesia Tahun 1945 belum terlaksana dengan baik, serta untuk mengetahui teori hukum progresif memandang peraturan perundang-undangan terkait jaminan sosial tenaga kerja dalam memberikan solusi atas permasalahan jaminan sosial tenaga kerja tersebut.Penelitian ini bersifat normatif yang dikhususkan pada penelitian sistematika hukum, yang dimaksudkan untuk mengetahui implementasi pelaksanaan suatu teori terhadap kondisi hukum yang ada di masyarakat. Hasil penelitian ini menghasilkan suatu data sekunder. Data tersebut diperoleh dari proses pengumpulan dokumen atau bahan pustaka. Dari proses pengumpulan tersebut, data yang diperoleh dianalisis secara kualitatif disusun secara sistematis dan disajikan secara deskriptif.Hasil penelitian menunjukkan bahwa Indonesia masih belum mampu secara seutuhnya menyelenggarakan jaminan sosial bagi rakyat, dimana jaminan sosial tersebut masih sebatas “hitam diatas putih” namun, negara belum mampu dalam pelaksanaannya untuk mengemban tanggung jawab pelaksanaan jaminan sosial tersebut secara utuh. Tentang jaminan sosial tenaga kerja, pemerintah masih belum mampu memberikan perubahan yang signifikan terhadap pemerataan perolehan jaminan sosial tenaga kerja bagi para pekerja tersebut, padahal perubahan peraturan tentang jaminan sosial tenaga kerja tersebut berulang kali dilakukan. Diperlukan pihak yang berani untuk mengambil suatu kebijakan atau keputusan yang bermanfaat bagi pekerja demi terwujudnya kesejahteraan bagi pekerja. Pihak sebagaimana dimaksud jika hukum progresif yang digunakan sebagai alat pengupas, adalah pihak yang memiliki peran penting yaitu pengusaha dan Hakim Pengadilan Hubungan Industrial.Kata Kunci: Jaminan Sosial, Tenaga Kerja, Hukum Progresif.


Sign in / Sign up

Export Citation Format

Share Document