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Anyim C. Francis, Ph.D,Elegbede Tunde,Mariam A. Gbajumo-Sheriff (Mrs.)
Australian Journal of Business and Management Research , 2011,
Abstract: 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
Collective Bargaining System in the Game between Labor and Capital: Vacancy and Reconstruction  [cached]
Qiuxia Tan
Asian Social Science , 2013, DOI: 10.5539/ass.v9n5p128
Abstract: Implementation of collective bargaining system in China is not only an issue of straightening out the labor relationship, but an economic issue of economics and even a social issue. In China, a lot of difficulties still exist in implementation of collective bargaining system, including obstacles in terms of system and obstruction in terms of institution. The three labor rights are the basis and guarantee of collective bargaining system and collective bargaining separating from the three labor rights may cause the system to be a mere formality. An analysis of the reasons for vacancy in the collective bargaining system can be reconstructed from the following three aspects, namely, prescribing the right to strike of laborers, reforming the current wage system and funds system of the trade unions, positively carrying out industrial collective bargaining and promoting establishment of multi-level collective bargaining to help resolve predicament in collective bargaining faced up in China.
Challenges of the Knowledge Society , 2011,
Abstract: Labor disputes are triggered, in most cases, by claims of economic or professional interests. Employees may have the belief that they are frustrated due to the granting of rights, ensuring optimal labor conditions or compliance with the terms of the collective agreement, becoming thus concerned about claims or even the onset of labor disputes. Through collective bargaining, these conflictive guidelines can be prevented or resolved at the optimum time.
Oxytocin and Collective Bargaining: Propositions for a New Research Protocol  [PDF]
Jean-Fran?ois Tremblay, Sébastien Rivard, Eric Gosselin
American Journal of Industrial and Business Management (AJIBM) , 2017, DOI: 10.4236/ajibm.2017.77063
Abstract: This paper contributes to collective bargaining research by providing a causal theoretical biological link path between negotiation behaviors and their substantive and relational results. Specifically, the role of oxytocin is described in light of the scientific knowledge that comes from organizational neurosciences, neuroeconomics and, psychology fields. The properties of the hormone, its place in neuroeconomics research and, their links with the psychology of the collective bargaining processes are discussed to determine guidelines for a new experimental protocol meant to study decision-making processes during collective bargaining. In addition, the conceptual model of strategic negotiations serves as a theoretical framework to consolidate the propositions that can be deduced from the results of the interaction processes in collective bargaining according to two dimensions of the outcome of the negotiations. Finally, the parameters of a new experimental protocol derived from the trust game are presented for the first time. This new game presents a more ecological perspective and is developed to offer a better fit with the specific domain of collective bargaining.
Recent Labor Relations and Collective Bargaining Issues in Thailand
Chaturong Napathorn,Suchada Chanprateep
Interdisciplinary Journal of Research in Business , 2011,
Abstract: During the recent economic crisis, globalization including economic and financial liberalization affects labor–management relations in Thailand, especially at the national level, with respect to various aspects, such as the application of numerical and functional flexibility, which leads to mass layoffs, lower job security, and more confrontational collective bargaining between employers and workers, and the roles of mass media, which broadcasts several cases in Thailand regarding unfair labor practices to people across the globe. In additions, the fragmentation of labor organizations and the inability to merge them together is a critical problem that will weaken the labor movement within the country
Shared understandings, collective autonomy, and global equality  [cached]
Chris Armstrong
Ethics & Global Politics , 2011, DOI: 10.3402/egp.v4i1.5725
Abstract: The political theorist Michael Walzer has usually been taken as an opponent of global distributive justice, on the basis that it is incompatible with collective autonomy, would endanger cultural diversity, or simply on the basis that principles of global distributive justice cannot be coherently envisaged, given cross-cultural disagreement about the nature and value of the social goods that might be distributed. However in his recent work, Walzer demonstrates a surprising degree of sympathy for the claims of global distributive justice, even of the egalitarian variety. But the precise contours of his current position on global equality are not yet clearly developed. The paper, therefore, attempts to reconstruct what that position might be, paying particular attention to the conclusions we could draw firstly for our understanding of the opposition between global equality and national self-determination (which is more complex than has sometimes been thought), and secondly for the relationship between global equality and shared understandings.
Africa International Journal of Multi-Displinary Research (AIJMR) , 2018, DOI: -
Abstract: Although the aim of collective bargaining is to eventually reach a mutual agreement, there is usually a degree of conflict in Kenya between the involved parties with regard to the means by which agreements may be reached and the terms on which it is reached. As a result of this, very few collective bargaining agreements are attained as compared to the number of industrial disputes raised. It was on this basis that the study sought to find out the endogenous factors inhibiting CBP in Nandi Tea Estates. The study was guided by Cole’s collective bargaining theory and employed a descriptive survey research design. Data was collected using questionnaire and interview schedule from union officials. Data was analysed using descriptive statistical techniques and presented in frequency tables. The study revealed that trade unions do not undertake adequate training in industrial relations negotiation skills. Trade unions also prefer retrospective implementation of CBP agreements as opposed to the employers who prefer prospective implementation. Unions in most cases negotiate for awards instead of settlements. Trade unions don’t engage in adequate preliminary preparations for CBP. Further, the study established that trade unions pursue single-issue as opposed to multiple based demands. Trade union officials also tend to accept the demands of employers because they depend on the members’ contributions remitted by employers through the check-off system. It was revealed that union officials are bribed by employers to accept relatively lower offer than the one they demand for their members. Further, union officials call for strikes or call off strikes even without the permission of members who would otherwise root for more negotiations as they continue working or continue with the strike until their demands are met
Revista Romana de Economie , 2005,
Abstract: The parties involved in negotiating collective labour contracts define and follow their objectives from the perspective of interests that determine their existence. After 1989, in Romania, due to privatisation, at the companies’ level substantial changes have occurred with respect to the hierarchy coefficients. As a result, companies endowed with modern technologies and producing for export have motivational policies for their personnel, so that these are concerned with respect to the performance increase. Trade unions almost gave up direct involvement in determining and executing the incomes and expenditures budget, being concerned lately with achieving safe labour conditions, increasing professional training, and maintaining and raising the actual wage. The responsibility for optimising the relationship between labour and capital is with employers and trade unions, and the efficient solving of labour market issues cannot be done but through government, employers’ organisations and trade union.
Traditional and Non-traditional Collective Bargaining: Strategies to Improve the Patient Care Environment
Budd, K., Warino, L., Patton, M.
Online Journal of Issues in Nursing , 2004,
Abstract: Acquiring organizational autonomy and control over nursing practice, through a combination of traditional and non-traditional collective bargaining (CB) strategies, is emerging as an important solution to the nursing shortage crisis. For the past 60 years, nurses have improved their economic and general welfare by organizing through traditional CB, particularly during periods of nursing shortages. During the past decade, however, the downsizing of nursing staffs, systems redesign, and oppressive management practices have created such poor nursing practice environments that improvement in wages no longer is viewed as the primary purpose of CB. Much more essential to nurses is assuring they have a safe practice environment free of mandatory overtime and other work issues, and a voice in the resource allocation decisions that affect their ability to achieve quality health outcomes for patients. The thesis presented in this article is that traditional and non-traditional CB strategies empower nurses to find such a voice and gain control over nursing practice. This article describes the current shortage; discusses how CB can be used to help nurses find a voice to effect change; reviews the American Nurses Association’s (ANA's) history of collective action activities; explains differences between traditional and non-traditional CB strategies; and presents a case study in which both strategies were used to improve the present patient care environment.
Abordajes sobre la negociación colectiva durante la convertibilidad: Aportes para interrogar al presente Approaches concerning collective bargaining on convertibility: Contributions to ask at the present time
Cecilia Anigstein
Trabajo y sociedad , 2011,
Abstract: En la actualidad, se ha reestablecido la "pauta tradicional" de negociación colectiva luego de un paréntesis demarcado por el régimen de convertibilidad? O mantiene vigencia la pauta de negociación instaurada con la flexibilización laboral?. Estos interrogantes reclaman una revisión de las argumentaciones que se articularon en torno a los cambios en los patrones de la negociación colectiva durante la década de los noventa y de sus premisas conceptuales. El propósito es construir un punto de partida conceptual que nos habilite un abordaje del presente, sino exento, al menos advertido de algunas perspectivas normativas. At present, the guideline was re-established the " traditional guideline " of collective bargaining after a parenthesis limited by the regime of convertibility? Or, does it follow in force the guideline of collective bargaining installed in the decade of the nineties?. These questions claim a review of the argumentations that were articulated concerning the changes in the bosses of the collective bargaining during the decade of the nineties and of his conceptual premises. The intention is to construct a point of conceptual item that a boarding of the present enables us, but exempt, at least warned of some normative perspectives.
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