Prior to 1965‚ the voluntary system of industrial relations patterned along the British system was in practice. Under such system‚ the concept of self-government and autonomy within industry was the key to industrial harmony. The two sides of industry were encouraged to regulate their collective relationship and to settle any dispute arising therefrom through their own efforts and through mutually agreed procedures‚ with minimal State intervention‚ such intervention being confined mainly to providing
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BANGLADESH – MYANMAR RELATION IN THE CHNAGED POLITICAL PERSPECTIVE INTRODUCTION 1. Bangladesh and Myanmar are the two geographically contiguous developing countries. These two countries share a good deal of history‚ geography‚ culture and politics of both colonial and postcolonial perspectives. Following the establishment of diplomatic relations between two countries‚ bilateral ties grow on the basis of their commonalities of interest. Bangladesh and Myanmar enjoyed a dynamic process of
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Critique: System and Change in Industrial Relations Analysis As a student of industrial relations‚ I am often bombarded with conflicting theories and reasons for the emergence and importance of this field. Edmond Heery outlines and analyses the justaposition of two different views of modeling this vast and often debated area of industrial relations. His article looks at two types of model building in IR. First‚ the traditional model of systems-thinking set forth by John Dunlop‚ one of the pioneers
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Abstract This is a report exploring three key areas of industrial relations at the University of Ballarat (UB)‚ examining current legislations and the policies and procedures. The three areas are; • Employee attraction and retention • Employee performance and appraisal • Employee voluntary and non-voluntary exit from the organisation This report finds that the adequate procedures and policies in place are in line with all relevant legislation. Contents Abstract 2 Introduction 4 Company
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which will essentially reduce the possible sources of friction between labor and management.” The “new” approach suggests to achieve industrial peace through social protection and promotion of social welfare of labor. It means that‚ aside from acting as the arbiter of social conflict‚ the government should take a proactive role in reducing social and industrial conflicts by acting on its source‚ that is‚ by improving the institutional arrangements to welfare of labor and its share in the wealth
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interest in the issue of globalization‚ internationalization‚ ’best practices’ adoption and its impacts on the convergence of national employment relations system. Many scholars concludes that at the industry level‚ the needed changes to be more flexible and internationally competitive has led to several common patterns in term of employment relations. Meanwhile‚ others argue that cross-national variations such as culture‚ economic stage of development‚ institutions workers‚ behavioral mindset still
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LEGAL ASPECTS OF COMPENSATION AND INDUSTRIAL RELATIONS Indian labor laws are the laws that regulate employment. These are broadly divided into 5 categories: working conditions‚ industrial relations‚ wages‚ welfare and social securities. Under the Constitution of India‚ Labor is a subject in the Concurrent List where both the Central & State Governments are competent to enact legislation subject to certain matters being reserved for the Centre. The Ministry of Labor and Employment has the responsibility
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References: Du Toit‚ D. et al (2003). Labour Relations Law – A Comprehensive Guide. Fourth Edition. Durban. Lexis-Nexis Butterworths Cheadle‚ H Olivier‚ M. (2006b). Strikes Lock-outs‚ and Related Forms of Industrial Action : Lecture Notes for PGDLL. University of Johannesburg ____________________________________________________________ COSATU (1999). Submission to the Minister of
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6‚800 of Air Canada’s flight attendants were set to go on strike in 2011. However‚ the dispute between the union and the management escalated and got sent to the Canadian Industrial Relations Board (CIRB)‚ and resulted in prohibition of work stoppage. Unwantingly‚ the employees had to resume daily operations at Air Canada. The main issues the employees brought to the table during the negotiations were: job protection‚ wages‚ working conditions and pension changes. Air Canada was planning to launch
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Quality of Working Life‚ Industrial Relations and Labour Productivity Report from two workshops in WORK-IN-NET Stockholm‚ May 25-27‚ 2005 Horst Hart‚ Erling Ribbing‚ Kenneth Abrahamsson WORK-IN-NET Labour and innovation: Work-oriented innovations – a key to better employment‚ cohesion and competitiveness in a knowledge-intensive society -2- WIN-Coordinator’s Foreword This report is based on the main findings of two workshops on Quality of Working Life‚ Industrial Relations and Labour Productivity
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