Mapping the Industrial Relations System of Samoa: An Assessment of Industrial Democracy and Employee Participation in Employment Relations Decisions in a Pacific Island Nation.

<p>This thesis maps out the industrial relations system of Samoa with specific emphasis on industrial democracy and employee participation in the making of rules and decisions affecting worker's employment. The thesis outlines the impacts of the environmental contexts, social, political, legal and economic, of Samoan society on the scope and nature of industrial relations in Samoa. Using data collected through face-to-face interviews, workshop observation and the analysis of various secondary documents that include for example, the study of industrial relations in the South Pacific nations by Prasad, Hince, & Snell (2003) and several country reports and national policies on employment relations, the thesis utilises Dunlop's (1958) systems model of industrial relations to describe the employer, employee and state relationship within the system and their varying roles in the determination of workplace rules. Dunlop's systems model enables the researcher to identify a strong link between the industrial relations system and the social institutions of Samoan society that are structured around the fa'asamoa (Samoan customs and traditions) and the fa'amatai (chiefly) systems of social justice and traditional rule making. Dunlop's model (which suggests that the 'rule' is the fundamental goal of an industrial relations system) enables identification of the prevailing processes that employer, employee, state and their representing agencies use to determine the rules in the Samoan workplace. It suggests that while the worker (union) is considered to be one of the key actors' in the establishment of workplace rules, the nature and scope of union participation and influence on industrial relations decisions in Samoa do not reflect this: in the sense that unions play virtually no role in Samoa's industrial relations system. The thesis also attempts to uncover the 'shared ideology' that prescribes and defines the actors' roles, prestige, power and influence on the process of rule making in Samoa's IR system. In doing so it finds that Samoan government is the dominant player in industrial relations in the sense that the government can unilaterally make decisions and rules regarding employment relations both at the organisational and national level, without the involvement of employers and workers. While employee participation in employment decisions is clearly affected by economic, technological and market constraints, other factors relating to the culturally nuanced concepts of 'respect', 'loyalty' and 'trust' toward those who hold significant power and authority appear to be predominant influences in the determination of rules in all facets of Samoan society. This particular condition of the Samoan system of industrial relations is explained with reference to Dunlop's notion of 'shared ideology' and the 'locus and distribution of power' within wider society.</p>

Mapping the Industrial Relations System of Samoa: An Assessment of Industrial Democracy and Employee Participation in Employment Relations Decisions in a Pacific Island Nation.

<p>This thesis maps out the industrial relations system of Samoa with specific emphasis on industrial democracy and employee participation in the making of rules and decisions affecting worker's employment. The thesis outlines the impacts of the environmental contexts, social, political, legal and economic, of Samoan society on the scope and nature of industrial relations in Samoa. Using data collected through face-to-face interviews, workshop observation and the analysis of various secondary documents that include for example, the study of industrial relations in the South Pacific nations by Prasad, Hince, & Snell (2003) and several country reports and national policies on employment relations, the thesis utilises Dunlop's (1958) systems model of industrial relations to describe the employer, employee and state relationship within the system and their varying roles in the determination of workplace rules. Dunlop's systems model enables the researcher to identify a strong link between the industrial relations system and the social institutions of Samoan society that are structured around the fa'asamoa (Samoan customs and traditions) and the fa'amatai (chiefly) systems of social justice and traditional rule making. Dunlop's model (which suggests that the 'rule' is the fundamental goal of an industrial relations system) enables identification of the prevailing processes that employer, employee, state and their representing agencies use to determine the rules in the Samoan workplace. It suggests that while the worker (union) is considered to be one of the key actors' in the establishment of workplace rules, the nature and scope of union participation and influence on industrial relations decisions in Samoa do not reflect this: in the sense that unions play virtually no role in Samoa's industrial relations system. The thesis also attempts to uncover the 'shared ideology' that prescribes and defines the actors' roles, prestige, power and influence on the process of rule making in Samoa's IR system. In doing so it finds that Samoan government is the dominant player in industrial relations in the sense that the government can unilaterally make decisions and rules regarding employment relations both at the organisational and national level, without the involvement of employers and workers. While employee participation in employment decisions is clearly affected by economic, technological and market constraints, other factors relating to the culturally nuanced concepts of 'respect', 'loyalty' and 'trust' toward those who hold significant power and authority appear to be predominant influences in the determination of rules in all facets of Samoan society. This particular condition of the Samoan system of industrial relations is explained with reference to Dunlop's notion of 'shared ideology' and the 'locus and distribution of power' within wider society.</p>

Victory through defence: Employers’ policy preferences and success in the industrial democracy reform process in Finland, 1960s–1970s

This article analyses the Finnish employers’ policy preferences, strategies and success in the industrial democracy (ID) reform process of the 1960s–1970s. The article establishes the employers’ hierarchy of preferences, evaluates how successful they were in realising their objectives, and discusses the strategic choices and contextual factors behind their successes and losses. The article engages with scholarly discussions about interest groups’ policy preferences and success and emphasises the multifaceted nature and the temporal dimension of success. A sufficiently long timeframe is often necessary in order to assess the eventual winners and losers of a policy process, as well as the degrees of success attained by actors.

Two roads diverged: Legal context and changing levels of private and public sector union density in the US states, 1984–2019

This article examines the causes of the different historical trajectories of US union membership in the private and public sectors, a topic relevant for understanding the link between unions and industrial democracy. The article focuses on the different legal contexts shaping membership in these two sectors, especially the role of right-to-work (RTW) and public sector collective bargaining (PSCB) laws. Using state-level data from 1984 to 2019, the study finds that RTW laws decrease, and PSCB laws increase union membership in both sectors, suggesting cross-over effects. The authors conclude with a discussion of the implications of these findings for the prospects of expanding economic and industrial democracy.

WHY THE SPANISH REVOLUTION IS GREAT

According to the author, the revolution in Spain of 1931-1939 can be at-tributed to the number of "great revolutions" along with the Great French and Great Russian Revolutions. This characteristic is not applied evalua-tively, but as characterizing the depth and impact on world processes. The author shows that the revolution in Spain in 1936-1937 reached the maxi-mum social depth for the twentieth century, extending democracy to the sphere of production, which became an unprecedented phenomenon. The author polemizes with those historians who see syndicalist social transfor-mations as the reason for the collapse of the industry of the Spanish Re-public. The author cites statistical and archival data that refute this myth and show that the industrial democracy sector contributed to the growth of arms production and the maintenance of production. What makes this revo-lution great is also the international significance of the events in Spain, which became the first major battle with fascism, the beginning of an epic that ended with the defeat of fascism in 1945 - although not in Spain. Ar-guing with Russian and Spanish historians, the author dwells on the ratio of internal and external factors during the war, provides factual data on the size of Soviet military aid and its dynamics, which allows us to assess its significance in the struggle in Spain and the weight of events in Spain for the pre-war situation. Due to its depth and international significance, the revolution of 1931-1939 occupies a significant place in the history of not only Spain and Europe, but also the world, its lessons remain important for the XXI century.

A case for regulated industrial democracy post-Covid-19

Covid-19 is reshaping the domestic workforce. Thousands have lost their jobs throughout this pandemic, and we are seeing a decline in private sector unionism that is unlikely to recover under the current regulatory settings. The implications for democracy are considerable. Using the aviation industry as an example, this article defines industrial democracy, provides an insight into industrial democracy in New Zealand, and argues the case for the regulation of industrial democracy post-Covid-19.