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Dissertations / Theses on the topic 'Institute of Industrial Relations'
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1
Cross, David Cameron. "An Industrial design institute in West Baltimore." College Park, Md. : University of Maryland, 2004. http://hdl.handle.net/1903/1484.
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Thesis (M. Arch.) -- University of Maryland, College Park, 2004.Thesis research directed by: School of Architecture, Planning and Preservation Architecture. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
2
Voskeritsian, Horen. "Industrial relations in crisis? : the 'new industrial relations' theory and the field of industrial relations in Britain." Thesis, London School of Economics and Political Science (University of London), 2009. http://etheses.lse.ac.uk/301/.
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A common feeling among the Industrial Relations community is that the field faces a crisis that challenges both its ability to address the phenomena it studies and its institutional structures. However, the literature is not clear on the reasons for this development. Some argue, predominantly in Britain, that the cause of this crisis is the penetration of Human Resource Management (HRM) or, as this trend is also known, of the New Industrial Relations (NIR) theory, in the intellectual and institutional edifice of the field. Others, however, especially from the US, believe that the reason for the inability of the field to deal with the external environment is its adherence to an oldfashioned paradigm that does not take into consideration the changing nature of industrial relations realities. For them, the solution is to incorporate the teachings of the NIR theory in the intellectual corpus of Industrial Relations. Thus, one is faced with two contradictory positions that have the same bases, namely that the field is in a critical condition and that, somehow, a theory is involved (or should be involved) in the picture. However, the discrepancy between the two theses poses important conceptual problems for the future of the field for it is not as yet clear who is to blame (if anyone) for its current situation. It is, therefore, the aim of this Thesis to clarify the above picture. To achieve this, both the above theses will be evaluated. To do so, it is imperative to study the epistemological implications of the NIR theory for the field of Industrial Relations, and then to examine the place the NIR theory occupies in the intellectual structures of the field in Britain. Once this is achieved, the issue of crisis will be tackled in more detail to determine whether British Industrial Relations actually face the crisis that the various voices in the literature ascribe it with. In the Introduction the general problem and the Research Questions of the Thesis will be discussed. Then, the First Chapter will set the theoretical context upon which the analysis will be based. Chapter Two will present the intellectual and institutional development of the field of Industrial Relations, while Chapter Three will be devoted to an analysis of the NIR theory. Chapter Four will examine the epistemic value of the theory for the field of Industrial Relations and Chapter Five will investigate the position that the NIR theory occupies in the British Industrial Relations fora of knowledge development. Chapter Six will complement the above discussion by examining the evolutionary dynamics of the NIR theory. In Chapter Seven the intellectual status of Industrial Relations will be examined to see whether the field faces an intellectual crisis. Then, Chapter Eight will analyse the dynamics of the field in Britain to evaluate the condition of the field’s institutions. Finally, in Chapter Nine, the institutional status of the field, together with some ideas about the field’s future will be further discussed, and some promising avenues for future research will be presented.
3
Danieli, Addolorata. "Gender and industrial relations." Thesis, University of Bristol, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.261356.
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4
Nguyen, Anh Thu. "La diplomatie culturelle du Vietnam : instrument au service de l'intégration internationale." Thesis, Lyon, 2016. http://www.theses.fr/2016LYSE3015.
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Comblant un fossé dans les études relatives à la diplomatie culturelle des pays émergents, cette thèse s’inscrit dans le cadre d’une analyse quantitative et qualitative de la diplomatie culturelle vietnamienne. Celle-ci est une partie intégrante de la politique étrangère en vue d’assurer une intégration internationale du pays et ce, au service du développement socio-économique. L’objectif primordial de cette stratégie, reconnue comme l’un des trois piliers de la diplomatie vietnamienne avec l’économie et le politique, est de présenter le Vietnam dans le monde entier afin d’attirer les investissements. Dans ce sens, elle constitue un outil de « marketing » pour le pays. L’histoire séculaire contre les invasions étrangères, une détermination de préservation de l’identité culturelle ainsi que la nature du régime politique sont à l’origine des particularités de cette stratégie qui articule diplomatie du parti communiste, du gouvernement et du peuple. L’élément étatique est indispensable dans la formulation de cette politique. L’observation des pratiques ainsi que le résultat de notre évaluation montre que cette diplomatie se concentre sur les activités évènementielles au détriment des projets structurels (éducation et information). Sa mise en œuvre constitue un défi pour le gouvernement, en raison d’une absence de véritable mécanisme de coordination d’une part, mais aussi d’une conception de la « culture » attachée à l’idéologie d’autre part. L’UNESCO est le partenaire principal du Vietnam car l’inscription au patrimoine mondial de sites ou de pratiques nationaux demeure l’un des sujets phare de cette diplomatie, contribuant à l’essor du tourisme. La Francophonie, elle, a des compétences spécifiques en particulier dans la diversité culturelle mais le Vietnam n’en a pas encore bénéficié. Si l’UNESCO est un forum où le Vietnam pourrait se présenter dans la communauté internationale, l’OIF, avec le dossier économique et la promotion du français, servirait de lieu pour promouvoir une recherche d’influence dans la région d’Asie du Sud-EstFilling a gap in studies on cultural diplomacy of the emerging countries, this thesis constitutes of a quantitative and qualitative analysis of the Vietnamese cultural diplomacy. This is an integral part of foreign policy in order to ensure international integration of the country and also for socio-economic development. The primary objective of this strategy, recognized as one of the three pillars of Vietnamese diplomacy with economy and politics, is to present Vietnam to the worldwide in order to attract investment. Thus, it is a “marketing” tool for the country. The secular history against foreign invasions, a determination to preserve the cultural identity and the nature of the political regime are the specific features of this strategy, articulating diplomacies of the Communist party, the government and the Vietnamese people. The element “state” is essential in the formulation of this policy. The observation of practices and the results of our evaluation show that this diplomacy focuses on event activities while seconding structural project (education and information). Its implementation is a challenge for the government, due to a lack of effective coordination on the one hand, but also a concept of “culture” attached to the ideology on the other. UNESCO is the main partner of Vietnam because inclusion in the World Heritage sites remains one of the major subjects of the Vietnamese cultural diplomacy, contributing to the development of tourism. La Francophonie has its specific expertise especially in cultural diversity but Vietnam has not benefited from that yet. If UNESCO is a forum where Vietnam could arise in the international community, OIF, with the economic issue and the promotion of French, would serve as a place to promote influence of Vietnam in the South-East Asia
5
Brough, I. "Industrial relations in the Borders." Thesis, University of Strathclyde, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.381510.
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6
Kim, Byeng Dae. "Industrial relations in Japan, 1897-1985." Diss., The University of Arizona, 1994. http://hdl.handle.net/10150/187006.
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This study is about the development of Japanese industrial relations, based on a quantitative analysis of industrial disputes. This study proposes a model of industrial relations, which incorporates interactions between principal actors, such as the state, capital, and labor and two major contingent factors, i.e., political and economic factors. Two levels at which these factors affect industrial relations are distinguished: one at the world-systemic level, another at a subsystemic (country) level. The model predicts that the triadic relation among the state, capital, and labor affects industrial relations, and they are in turn influenced by both political and economic processes at the world-systemic as well as at a subsystemic level. An application of the model to Japanese industrial relations, however, requires a close examination of the cultural interpretation of Japanese industrial relations. It is often asserted that Japanese industrial relations, characterized as unique as they are exemplified by lifetime employment, seniority-based wage system, and enterprise unionism, are rooted in the Japanese tradition and culture. This implies the contribution of unique and continuous industrial relations to economic success in Japan. Nonetheless, the findings of this study reject the culturalist explanation of Japanese industrial relations, clearly illustrating a significant structural change in industrial relations in Japan during the period from 1916- 1934. This significant structural change was also accompanied by social, political, and economic changes. Further, industrial relations in Japan for the period from 1897-1985 were tested by the model, using the method of linear structural equation models. Findings of the study are: The strength of capital was inversely related to the likelihood of industrial disputes, while the strength of labor increased disputes. The state's strength indirectly decreased industrial disputes. In addition, substantial differences in the triadic interactions regarding industrial disputes between pre and post World War II Japan also supported the structural change in Japanese industrial relations before World War II.
7
Wailes, Nick. "The Importance Of Small Differences: Globalisation And Industrial Relations In Australia And New Zealand." Thesis, The University of Sydney, 2003. http://hdl.handle.net/2123/641.
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Recent debates in comparative industrial relations scholarship have raised significant questions about the impact of changes in the international economy on national patterns of industrial relations. Globalisation, it has been argued, creates pressures for convergence that will increasingly undermine national diversity in industrial relations institutions and outcomes. At its most extreme, the globalisation thesis predicts "a universal race to the bottom" of labour standards. This globalisation thesis has been broadly criticised in the comparative industrial relations literature. Rather, a growing body of comparative industrial relations literature has pointed to evidence of continued diversity, despite the common pressures associated with changes in the international economy. This literature has focussed on the importance national level institutional variables play in explaining diversity and suggested that differences in national level institutional variables are likely to produce cross-national divergence rather than convergence. While the institutionalist approach represents an important corrective to the globalisation thesis, it has difficulty explaining similarities in patterns of industrial relations changes, despite institutional differences across countries, and is largely unable to explain changes in the institutions themselves. This thesis argues that these limitations of the institutionalist approach reflect its intellectual origins in comparative politics. The major contribution of this thesis is the development of an interaction approach the relationship between international economic change and the domestic institutions of industrial relations. This alternative theoretical approach, which is drawn from concepts in the political economy tradition in industrial relations and the international political economy literature, identifies four key variables the shape the relationship between international economic change and the domestic institutions of industrial relations: namely, the international economic regime; the national production profile; the accumulation strategy of the state; and the role of institutional effects. The thesis tests the explanatory power of the interaction approach by focussing on the comparison between two closely matched countries- Australia and New Zealand- during three periods of significant economic change in the international economy: the end of the nineteenth century; the immediate post world war two period; and, in the late 1960s. It shows that each of these periods a focus on changes in the international economy and how they impact the interests of employers, workers and the state helps explain both similarities and differences in industrial relations developments in the two countries. In doing so it demonstrates the importance of what appear to be small differences between the cases. The ability of the interaction approach to account for similarities and differences across three time periods in two most similar countries suggests that it may have broader application in cross-national comparison and that may provide the basis for a more general reassessment of the relationship between the contemporary wave of globalisation and industrial relations institutions and outcomes.
8
Wailes, Nick. "The Importance Of Small Differences: Globalisation And Industrial Relations In Australia And New Zealand." University of Sydney. Work and Organisational Studies, 2003. http://hdl.handle.net/2123/641.
Full textAbstract:
Recent debates in comparative industrial relations scholarship have raised significant questions about the impact of changes in the international economy on national patterns of industrial relations. Globalisation, it has been argued, creates pressures for convergence that will increasingly undermine national diversity in industrial relations institutions and outcomes. At its most extreme, the globalisation thesis predicts �a universal race to the bottom� of labour standards. This globalisation thesis has been broadly criticised in the comparative industrial relations literature. Rather, a growing body of comparative industrial relations literature has pointed to evidence of continued diversity, despite the common pressures associated with changes in the international economy. This literature has focussed on the importance national level institutional variables play in explaining diversity and suggested that differences in national level institutional variables are likely to produce cross-national divergence rather than convergence. While the institutionalist approach represents an important corrective to the globalisation thesis, it has difficulty explaining similarities in patterns of industrial relations changes, despite institutional differences across countries, and is largely unable to explain changes in the institutions themselves. This thesis argues that these limitations of the institutionalist approach reflect its intellectual origins in comparative politics. The major contribution of this thesis is the development of an interaction approach the relationship between international economic change and the domestic institutions of industrial relations. This alternative theoretical approach, which is drawn from concepts in the political economy tradition in industrial relations and the international political economy literature, identifies four key variables the shape the relationship between international economic change and the domestic institutions of industrial relations: namely, the international economic regime; the national production profile; the accumulation strategy of the state; and the role of institutional effects. The thesis tests the explanatory power of the interaction approach by focussing on the comparison between two closely matched countries- Australia and New Zealand- during three periods of significant economic change in the international economy: the end of the nineteenth century; the immediate post world war two period; and, in the late 1960s. It shows that each of these periods a focus on changes in the international economy and how they impact the interests of employers, workers and the state helps explain both similarities and differences in industrial relations developments in the two countries. In doing so it demonstrates the importance of what appear to be small differences between the cases. The ability of the interaction approach to account for similarities and differences across three time periods in two most similar countries suggests that it may have broader application in cross-national comparison and that may provide the basis for a more general reassessment of the relationship between the contemporary wave of globalisation and industrial relations institutions and outcomes.
9
Doan, Duong Van, and n/a. "Teaching advanced reading in the Institute of International Relations in Hanoi." University of Canberra. Education, 1988. http://erl.canberra.edu.au./public/adt-AUC20060705.101658.
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This study deals with reading problems faced by
the advanced level students in the Institute of International Relations (I.I.R.) in Hanoi. It seeks to identify ways in
which the teachers there can help their students to read
authentic texts in English with a high level of
comprehension.
The study begins with a description of the
training of the young diplomats and researchers. It
considers the problems faced by the teachers and students,
and looks into the role of English in general and English
reading comprehension in particular in the I.I.R.
Bearing in mind the objectives of the training,
the study discusses the goals for teaching reading
comprehension at an advanced level and lays emphasis on the
importance of using appropriate techniques for teaching
reading skills at this level.
The writer of the study also looks at the
relevant issues in theories of reading comprehension which
are discussed in current literature. These theoretical
issues are then related to the reality of teaching in the
I.I.R.
Finally, to illustrate all the techniques and
skills for teaching reading comprehension which have been
dealt with earlier in the study, the writer presents a
sample reading lesson. It is his hope that the presentation,
and indeed the whole study, will be of value to his
colleagues at the I.I.R., and to others who teach reading in
similar situations.
10
Hameed, Imran Boonyong Keiwkarnka. "Human relations among nurses at Pakistan Institute of Medical Sciences, Islamabad /." Abstract, 2004. http://mulinet3.li.mahidol.ac.th/thesis/2547/cd363/4637984.pdf.
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Wong, Cham-Li. "Government-business relations in Hong Kong, 1945-1993 /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17312012.
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12
Ikosa, Morna Magnaem. "The selected perceptions of public relations practitioners about the Public Relations Institute of Southern Africa (PRISA) Namibia." Thesis, Cape Peninsula University of Technology, 2013. http://hdl.handle.net/20.500.11838/1429.
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Dissertation Submitted in Fulfillment of the
Requirements for the M-tech in Public Relations
Management
Department of Public Relations Management
Faculty of Informatics and Design
2013This study aims to investigate the selected perceptions of Public Relations Practitioners about the Public Relations Institute of Southern Africa (PRISA) Namibia, in order to recommend to PRISA Namibia ways they can attract membership and gain support and recognition from PR practitioners. This research was conducted through in-depth interviews. The participants in this study were divided into three groups, namely, the members, nonmembers and the Chairperson (current and previous) of PRISA Namibia. A total of 10 participants were interviewed. The results of the study indicate that PR practitioners in Namibia know relatively little about PRISA Namibia activities in Namibia. Most of the Participants are frustrated with PRISA Namibia’s lack of visibility and accessibility. However, most members acknowledged that PRISA Namibia had, in the past, added immense value to their Public Relations (PR) careers. The recommendations of the study include: PRISA Namibia organising conferences or workshops on ethics; PRISA Namibia publishing an ethics booklet that can be used by PR students and professionals to illustrate how practitioners can practically adhere to PRISA code of ethics on a day to day basis; and PRISA Namibia creating social media pages on platforms such as Facebook, Twitter and YouTube.
13
Li, Siyuan. "China's Confucius Institute in the discourse of power in international relations : a case study of the Confucius Institute in Africa." Thesis, University of Leeds, 2017. http://etheses.whiterose.ac.uk/17728/.
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More than 30 countries in the world sponsor a Language and Culture Promotion Organisation (LCPO), disseminating their own languages, cultures and other knowledge to people of different nationalities. The Confucius Institute (CI), as one such organisation, was set up by the Chinese government in 2004. This thesis uses the example of the CIs in Africa to examine the role of the CI in a two-dimensional power analytical framework. This framework was built on the key elements of both traditional understanding of power in international relations and Foucault’s conception of power. In the first dimensional analysis, the CI is seen as a concrete entity. The material and strategic support for the construction and operation of this organistion is elaborated. The second dimensional analysis adopts a Foucauldian perspective where the CI is deconstructed. It demonstrates the CI’s power technology, including its power structure, power techniques and power instruments. By examining the power effects produced by the CI’s power technology, the thesis argues that the CI plays a positive role in promoting China’s national interest in Africa and China-Africa relations.
14
Hobby, Mark. "The political economy of industrial relations reform /." Title page, abstract and contents only, 1997. http://web4.library.adelaide.edu.au/theses/09LRG/09lrgh682.pdf.
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Zheng, Enying. "Three essays on industrial relations in China." Thesis, Massachusetts Institute of Technology, 2013. http://hdl.handle.net/1721.1/82289.
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Thesis (Ph. D.)--Massachusetts Institute of Technology, Sloan School of Management, 2013.Cataloged from PDF version of thesis.
Includes bibliographical references.
This dissertation includes three essays. I argue in the first essay that given the weak union tradition there, alternative organizational bases for workers' mobilization and solidarity in local contexts have become an important factor for improving labor standards. Using a mixed method, including 54 in-depth interviews and a unique survey of 105 firms and 1,270 workers, this article specifies two findings: 1) despite the ever-increasing top-down regulatory efforts by the state and multinational corporations (MNCs), exploitative labor relations still exist as approximately ten percent of surveyed workers reported the experiences of labor abuses; and 2) native-place networks among migrant workers are a primary source of solidarity and have been crucial to preventing labor abuses; however, an overreliance on native-place networks reduces their salaries, suggesting an inverted U-shaped relationship between solidarity and economic opportunities. The second essay traces the origin of the flexible and densely connected production networks among Taiwanese manufacturers to the 1970s when they entered the global apparel and footwear production. This type of coordinated production network was transplanted to southern China around 1990 and has since been well maintained there. In contrast, the bottom-up mobilization of domestic entrepreneurs in the same city began to explore the domestic market by establishing multi-layered franchisee networks to distribute their own branded apparel. Whose presence as a reference group has provided Taiwanese entrepreneurs constraints, incentives, and mindsets to pursue emerging opportunities in the domestic market. In reaction, Taiwanese entrepreneurs began to utilize another configuration of inter-firm organizations-the Taiwanese Business Association-to share the risk and cost of exploring the domestic market and to increase their bargaining power vis-h-vis local Chinese governments. In the final essay, content analysis of 7,000 articles published in two top Chinese-language social science journals (1985-2011) suggests a lack of a large academic field of industrial relations (IR) in China, despite its rising labor problems. In general, there are two sub-spheres of a broad IR field (Kaufman 1993): human resource management scholars have focused on white-collar employees' psychological well-being, individual performance, and team efficiency; sociologists have contributed to our understanding of manufacturing workers' economic, social, and political disadvantages. An integration of both perspectives is important for the development of an IR field in China, especially given the recent state effort to establish stand-alone academic units devoted to IR research.
by Enying Zheng.
Ph.D.
16
Kohn, Sheldon Scott. "The literary and intellectual impact of Mississippi's Industrial Institute And College, 1884-1920." unrestricted, 2007. http://etd.gsu.edu/theses/available/etd-04152007-223527/.
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Thesis (Ph. D.)--Georgia State University, 2007.Title from file title page. Thomas L. McHaney, committee chair; Pearl McHaney, Beth Burmester, committee members. Electronic text (330 p.) : digital, PDF file. Description based on contents viewed Jan. 7, 2007. Includes bibliographical references (p. 314-330).
17
Kohn, Sheldon Scott. "The Literary and Intellectual Impact of Mississippi’s Industrial Institute and College, 1884-1920." Digital Archive @ GSU, 2007. http://digitalarchive.gsu.edu/english_diss/15.
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After a long struggle, the State of Mississippi founded and funded the Industrial Institute and College in 1884. The school, located in Columbus, Mississippi, was the first state-supported institution of higher education for women in the United States, and it quickly became a model for similar schools in many other states. The Industrial Institute and College was distinguished from other women’s colleges in the nineteenth century by the fact that its graduates were expected to be fully prepared to support themselves. This curriculum required students to complete coursework in both liberal arts and vocational training. There was much conflict and controversy between factions that wanted the school to focus exclusively on either vocational training or liberal studies. Pauline Van de Graaf Orr served as Mistress of English from 1884-1913. Under her leadership, the Department of English set a high standard for its students. While there was considerable attrition among the students, many of whom were as young as fifteen and most of whom had no adequate secondary preparation, the Industrial Institute and College also graduated students, such as Blanche Colton Williams and Rosa Peebles, who went on to distinguished academic careers. Frances Ormond Jones Gaither was the best fiction writer the school graduated. After finding some success as a writer of children’s books in the 1930s, Gaither wrote a trilogy of novels about the Old South in the 1940s. Follow the Drinking Gourd (1941) follows the establishment and development of the Hurricane Plantation in Alabama. The Red Cock Crows (1944) addresses the then-unexplored topic of a slave revolt in antebellum Mississippi. In Double Muscadine (1949), a best-seller, Gaither explores the causes and consequences of miscegenation.
18
Oso, Muraino Olayiwola. "Labour news : Press and industrial relations in Nigeria." Thesis, University of Leicester, 1986. http://hdl.handle.net/2381/34606.
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Buultjens, Jeremy, and n/a. "Industrial Relations Processes in Registered Clubs of NSW." Griffith University. School of Industrial Relations, 2001. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040514.140227.
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The small business sector has become an increasingly important segment of the Australian economy since the 1970s. Industrial relations in the sector have been assumed to be harmonious. However, to a large extent this belief about industrial relations is based on conventional wisdom rather empirical evidence. Industrial relations research in Australia has concentrated on medium to large businesses because the centralised nature of the industrial relations system encouraged a collective emphasis. This collective emphasis ensured peak representative bodies and larger organisations had a tendency to dominate while small enterprises and their employees were, to a large extent, excluded. The perceived non-problematic nature of industrial relations in the small business sector was another reason for the lack of focus on the sector. The low incidence of strike activity and the low levels of trade union membership have meant research has been concentrated on the more "difficult" areas of industrial relations. The lack of empirical research into industrial relations in the sector is an important shortcoming. There are a number of commentators who suggest that it is too simplistic to assume harmonious relations. It is likely that there is a range of industrial relations in small business, depending on a number of variables including the personality of the owner/manager and employees, the type of business and the current economic climate. The legislative framework will also have an important affect on industrial relations. This study addresses the lack of empirical research in industrial relations in the small business sector by examining the differences between small and large registered clubs in NSW. Registered clubs have an unusual ownership structure and unusual business goals. They are also unusual since they are non-profit organisations formed by groups of people who share a common interest and who have come together to pursue or promote that interest. Registered clubs are governed by a board of directors who are responsible for the formulation of policy and for ensuring that management carries out these policies. This study found that there were significant differences in regards to some aspects of employment relations. For example, small clubs were more likely to have lower rates of unionisation than large clubs. They were also likely to have lower levels of informal bargaining than large clubs. The methods of communication within the workplace were likely to be more informal in small clubs and they were less likely to have communications with a trade union. Despite this greater degree of informality in employment relations, small clubs were more likely to use award provisions to determine wages for their managers and employees. Interestingly, despite the lower level of unionisation and the greater use of awards by smaller clubs there were no significant differences between small and large club managers' perception of the impact of awards and trade unions on club flexibility. The findings from this study suggest the deregulation of the Australian industrial relations system may not have any significant benefits for small business.
20
Coupe, Stuart Andrew. "Apartheid in South African industrial relations, 1955-1980." Thesis, University of Oxford, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.386449.
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21
Black, James Boyd Houston. "Regional industrial relations : the case of Northern Ireland." Thesis, Queen's University Belfast, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328113.
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22
Buultjens, Jeremy. "Industrial Relations Processes in Registered Clubs of NSW." Thesis, Griffith University, 2001. http://hdl.handle.net/10072/367315.
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The small business sector has become an increasingly important segment of the Australian economy since the 1970s. Industrial relations in the sector have been assumed to be harmonious. However, to a large extent this belief about industrial relations is based on conventional wisdom rather empirical evidence. Industrial relations research in Australia has concentrated on medium to large businesses because the centralised nature of the industrial relations system encouraged a collective emphasis. This collective emphasis ensured peak representative bodies and larger organisations had a tendency to dominate while small enterprises and their employees were, to a large extent, excluded. The perceived non-problematic nature of industrial relations in the small business sector was another reason for the lack of focus on the sector. The low incidence of strike activity and the low levels of trade union membership have meant research has been concentrated on the more "difficult" areas of industrial relations. The lack of empirical research into industrial relations in the sector is an important shortcoming. There are a number of commentators who suggest that it is too simplistic to assume harmonious relations. It is likely that there is a range of industrial relations in small business, depending on a number of variables including the personality of the owner/manager and employees, the type of business and the current economic climate. The legislative framework will also have an important affect on industrial relations. This study addresses the lack of empirical research in industrial relations in the small business sector by examining the differences between small and large registered clubs in NSW. Registered clubs have an unusual ownership structure and unusual business goals. They are also unusual since they are non-profit organisations formed by groups of people who share a common interest and who have come together to pursue or promote that interest. Registered clubs are governed by a board of directors who are responsible for the formulation of policy and for ensuring that management carries out these policies. This study found that there were significant differences in regards to some aspects of employment relations. For example, small clubs were more likely to have lower rates of unionisation than large clubs. They were also likely to have lower levels of informal bargaining than large clubs. The methods of communication within the workplace were likely to be more informal in small clubs and they were less likely to have communications with a trade union. Despite this greater degree of informality in employment relations, small clubs were more likely to use award provisions to determine wages for their managers and employees. Interestingly, despite the lower level of unionisation and the greater use of awards by smaller clubs there were no significant differences between small and large club managers' perception of the impact of awards and trade unions on club flexibility. The findings from this study suggest the deregulation of the Australian industrial relations system may not have any significant benefits for small business.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Industrial Relations
Griffith Business School
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Fotso, Ruben. "Evaluation quantitative des politiques d'innovation fondées sur les relations science-industrie : cas des instituts de recherche technologique rhônalpins." Thesis, Lyon, 2019. http://www.theses.fr/2019LYSES037.
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Cette thèse vise à évaluer et analyser les effets directs et indirects des Instituts de Recherche Technologique (IRT) Rhônalpins qui sont l'un des dispositifs des politiques d'innovation fondées sur les transferts science-industrie, créés en France dans le cadre du Programme d'investissement d' Avenir. En appliquant un modèle de différence-en-différence combiné aux méthodes d'appariement, les résultats montrent un effet direct positif sur le chiffre d'affaires et l'autonomie financière et indiquent que cet effet varie en fonction de la durée de participation et du type d'aide reçu. Par ailleurs le type d'aide jouerait un rôle plus important que la durée de traitement dans l'efficacité des IRT. Les résultats indiquent aussi que l'IRT a eu les effet indirects positifs sur le chiffre d'affaires, l'autonomie financière et la part des cadres des PMEs non-directement bénéficiaires, localisées dans la zone traitée et que ces effets n'apparaissent pas immédiatement après le traitement mais quelques années plus tard. Par ailleurs, ce travail de recherche évalue et analyse les effets directs des IRT en se focalisant sur les performances de R&D des grandes entreprises. En utilisant le modèle à tendance aléatoire et le modèle de contrôle synthétique, les résultats du premier modèle indiquent que la participation aux IRT a eu un effet direct additionnel sur les dépenses totales de R&D nettes et que ces dépenses sont largement autofinancées et utilisées à l'extérieur de l'entreprise à travers les collaborations et les sous-traitances. Les résultats du second modèle montrent qu'une seule entreprise a des effets quasi-systématiques sur tous les indicateurs de performance de R&DThis thesis aims to evaluate and analyse the direct and indirect effects of the Rhône-Alpes Technological Research Institutes (IRTs), which are one of the innovation policy devices based on science-industry transfers, created in France as pait of the Future Investment Programme. By applying a difference-in-difference model combined with matching methods, the results show a direct positive effect on turnover and financial autonomy and indicate that this effect varies according to the duration of participation and the type of assistance received. In addition, the type of assistance would play a more important role than the duration of treatment in the effectiveness of TRis. The results also indicate that the TRI had positive indirect effects on turnover, financial autonomy and the share of executives of non-directly beneficiary SMEs but located in the treated area and that these effects do not appear immediately after the treatment but a few years later. In addition, this research work assesses and analyses the direct effects of TRis by focusing on the R&D performance of large companies. Using the random trend model and the synthetic control model, the results of the first model indicate that participation in TRis has had an additional direct effect on total net R&D expenditures and that these expenditures are largely self-financed and used outside the company through collaborations and outsourcing. The results of the second model show that a single company has almost systematic effects on all R&D performance indicators
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Krones, Jonathan Seth. "Accounting for non-hazardous industrial waste in the United States." Thesis, Massachusetts Institute of Technology, 2016. http://hdl.handle.net/1721.1/106591.
Full textAbstract:
Thesis: Ph. D. in Engineering Systems, Massachusetts Institute of Technology, School of Engineering, Institute for Data, Systems, and Society, 2016.This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.
Cataloged from student-submitted PDF version of thesis.
Includes bibliographical references (pages 291-309).
This dissertation presents a method for estimating the tonnage and composition of non-hazardous industrial waste (NHIW) flows in the United States. For thirty years, it has been an accepted fact that NHIW is generated at a rate of 6.9 billion Mg per year, making it the largest waste flow in the country by more than an order of magnitude. However, this value was generated in 1985, has not been updated since, and is thought to account largely for the weight of dilute process water disposed in surface impoundments rather than solid waste generated by industry. To address this data gap, and lacking the resources to collect new, national-scale information, I propose an approach by which three independent estimates of NHIW generation based on existing data are used to corroborate each other at the industry sector level. The individual estimates are compared in triangulation so as to control for the errors, uncertainties and other validity concerns unique to each. The methods are: forecasting from historical waste accounts, modeling industrial materials flows to calculate lost mass, and up-scaling state-level data reported to the Pennsylvania Residual Waste Program. I apply the triangulation method to three industrial sectors for the year 2010, yielding estimates of (all in million Mg) 9.7-14.9 from pulp and paper, 21.2-24.7 from iron and steel, and 0.96-1.24 from petroleum refining. These values suggest that the total quantity of NHIW is measured in the hundreds of millions of Mg, not the billions as claimed by the prevailing EPA account. It therefore appears that NHIW generation rates are comparable to those of municipal solid waste. Accurate waste accounting based on reliable, repeatable, and efficient methods is an important tool for characterizing current environmental challenges and understanding trends and the effects of key drivers. Waste accounts are also essential for developing and tracking progress on sustainability strategies like industrial symbiosis, in which wastes like NHIW are used as substitutes for raw materials throughout the economy. The method developed here satisfies these needs and answers what has been an open question for nearly three decades.
by Jonathan Seth Krones.
Ph. D. in Engineering Systems
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Yoon, Youngmin Shoemaker Pamela J. "Public relations, legitimacy, and media access." Related electronic resource: Current Research at SU : database of SU dissertations, recent titles available full text, 2004. http://wwwlib.umi.com/cr/syr/main.
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Thornhill, A. R. "Industrial relations in the British motor industry before 1939." Thesis, University of East Anglia, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.372561.
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Harding, H. N. "Employers and managers in industrial relations : An international comparison." Thesis, Cardiff University, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.378386.
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Kang, Youngok. "Workplace industrial relations in South Korea since the 1980s." Thesis, University of Sheffield, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.269405.
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Dzimbiri, Lewis Baison. "Industrial relations, the state and strike activity in Malawi." Thesis, Keele University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251402.
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Brébion, Clément. "Vocational training and industrial relations in France and Germany." Thesis, Paris, EHESS, 2019. http://www.theses.fr/2019EHES0166.
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Cette thèse de doctorat est un recueil de trois essais en économie du travail. Ils analysent de manière comparative des institutions centrales des économies française et allemande. Les chapitres estiment successivement l'ampleur des discriminations à l'égard des représentants du personnel, l'effet de l'apprentissage sur l'insertion professionnelle et l'impact des subventions offertes pour développer ce type de formation. Les principaux résultats sont analysés à la fois du point de vue de la France et de l'Allemagne et offrent des conclusions sur les récentes évolutions institutionnelles des deux pays.Le premier chapitre de cette thèse analyse les trajectoires salariales des représentants du personnel allemands. Cette étude apporte un nouvel éclairage sur le fonctionnement de la négociation dans ce pays. Nous montrons qu'il existe en Allemagne une discrimination stratégique à l'égard des représentants du personnel. Dans le secteur manufacturier, les salariés élus au comité d’entreprise bénéficient d’un surplus de revenus du fait de leur statut. Inversement, dans le secteur des services, la prise de fonction a un effet négatif sur les salaires. Dans les deux secteurs, l'ampleur de ces impacts sur l’évolution annuelle des salaires est d’ 1 à 2 points de pourcentage. Nous montrons en outre que ce sont les représentants syndiqués et politiquement impliqués qui reçoivent la majeure partie de la prime (négative ou positive) dans les deux secteurs. Pour eux, l'ampleur de l'impact est proche de 3 pp. Ces résultats mettent en évidence une détérioration de la qualité de la coopération entre partenaires sociaux dans le pays.Le chapitre 2 compare l’effet des études en apprentissage sur l’insertion professionnelle, en France et en Allemagne, entre 1998 et 2013. Il montre que, dans les deux pays, les apprentis réussissent mieux en sortie d’études secondaires ou supérieures que les étudiants de la voie scolaire standard. Cela est vrai tant à court qu'à moyen terme. En termes de taux de chômage l’année suivant la sortie d’études, le bénéfice est environ 6.75 p.p. plus fort en France qu’en Allemagne. L’analyse causale fournit les résultats principaux. Nous montrons que l’apprentissage favorise les élèves en difficulté scolaire qui quittent l'école à la fin de leurs études secondaires en France. Ce n’est pas le cas en Allemagne. L'explication de ce résultat est double. Tout d'abord, les étudiants de la voie scolaire standard en Allemagne réussissent bien mieux que leurs homologues français. Ensuite, le départ de l’entreprise de formation suite à l’obtention d’un diplôme en apprentissage est près de deux fois plus fréquent en France. Les apprentis non conservés bénéficient cependant du bon signal de leur diplôme sur le marché externe, ce qui n'est pas le cas de leurs homologues allemands. Enfin, à la sortie du supérieur, dans les deux pays, l’apprentissage n’améliore pas l’insertion professionnelle.Le chapitre 3 évalue l'impact d'une importante subvention - l'Indemnité Compensatrice Forfaitaire - offerte aux employeurs d'apprentis en France et qui a été régionalisée entre 2005 et 2014. Au moment de sa régionalisation, elle représentait un quart des dépenses publiques consacrées à l'apprentissage. L'analyse montre que la subvention favorise les stratégies de rotation de la main d’œuvre. Ainsi, on mesure une élasticité limitée mais significativement négative du nombre d'apprentis embauchés aux coûts de formation. Sa valeur est de -0,22. Toutefois, l'impact se fait surtout sentir au niveau de la marge intensive (les entreprises formatrices accueillant davantage d'apprentis) plutôt qu'au niveau de la marge extensive (de nouvelles entreprises qui commenceraient à former). Cela suggère qu’en réponse à une hausse de la prime à l’embauche, les entreprises formeraient au-dessus de leurs besoins en compétencesThis PhD thesis is a collection of three essays in labour economics. In a comparative fashion, they analyse key institutions of the French and German political economies. The chapters successively estimate the size of discrimination towards works councilors, the effect of apprenticeship training on labour integration and the impact of subsidies offered to develop this form of training. The main results are analysed from both the perspectives of France and Germany and present conclusions on the recent institutional trajectories of the two countries.The first chapter of this PhD thesis proposes an analysis of wage trajectories of German works councilors. This outcome, I claim, offers a good way to analyse the functioning of bargaining in the country. I find proofs that some strategic discrimination towards works councilors takes place in Germany. In the manufacturing sector, being elected to the works council causes a rise in labour income. Conversely, in the private service sectors, entering office negatively impacts wages. In both sectors, the size of these impacts on yearly pay rise is of about 1 to 2 pp. I further show that unionized and politically inclined councilors receive most of the (negative or positive) premium in both sectors. For them, the size of the impact is close to 3 pp. These results emphasize a decline in the quality of cooperation in the countryChapter 2 compares how well apprenticeship training helps open the door to the labour market in France and Germany between 1998 and 2013. It shows that, on average, apprentices do better in both countries than standard students upon completion of secondary or higher education. This is true both on the short- and medium-run. In terms of the unemployment rate in the year after education, the difference between the two countries is equivalent to about 6.75 pp more for France. Turning to causal claims, I find that apprenticeships advantage low school achievers leaving school upon completion of secondary education in France. The opposite applies in Germany. Explanation for this result is twofold. First, standard students (i.e. the control group) in Germany do much better than their counterparts in France. Second, mobility upon graduation is about double in France but non-retained graduates still benefit from the good signal of their diploma on the external market which is not the case of their German counterparts. I finally find no causal impact of the track on the integration of student’s exiting school after higher education. Chapter 3 evaluates the impact of a large hiring credit – the Indemnité Compensatrice Forfaitaire – offered to employers of apprentices in France and which got regionalized between 2005 and 2014. At the time of its regionalization, it accounted for about a quarter of all public money spent on apprenticeships. The analysis shows that the subsidy fosters turnover strategies. Thus, I find a limited but significantly negative elasticity of the number of apprentices hired to training costs. The point estimate is -0.22. The impact however mostly plays at the intensive margin (training firms taking on more apprentices) rather than at the extensive margin (new firms entering the system). This suggests that training firms may respond to subsidies by training over their needs in skills. Confirming this interpretation, I find that the elasticity of mobility upon graduation to training cost is negative and equal to -0.40
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Leggett, Christopher Joseph. "Strategic Choice and the Transformations of Singapore's Industrial Relations." Thesis, Griffith University, 2005. http://hdl.handle.net/10072/365411.
Full textAbstract:
The aim of the thesis is to test the usefulness of the strategic choice model for explaining the transformations of industrial relations in a country other than the USA, in this case Singapore. Three historical transformations and a progression of the third are discernible from the changes that have taken place in Singapore's industrial relations since the Peoples Action Party (PAP) was elected into office in 1959. By analysing these transformations the thesis aims to test the explanatory usefulness of the strategic choice model and thereby make a contribution to other potential international applications. In analysing and interpreting the industrial relations of a single country at least four special considerations are taken into account: 'nation' as a distinguishing criterion; the determination of who initiates the transformation strategies; the necessity to analyse the quality and intensity of the relationships of the parties with each of the transformations; the scope for strategic choices. Addressing the primary research question of the usefulness of the strategic choice model raises secondary questions. The answers to the secondary questions help in answering the primary question. The thesis adopts what may be called an 'emergent' research design, which requires an historical case study and a process of analytical induction for its methodology. The organisation of the thesis closely reflects the stages of analytical induction. The Singapore industrial relations data were collected by interviews and from primary and secondary sources. The thesis is organised into nine chapters. Chapters 1 to 4 provide the academic framework. Chapters 5 to 8 recount and analyse the phenomena of each of Singapore's three industrial relations transformations and their development since the third. Chapter 9 reviews the data of Chapters 5 to 8 and concludes that the strategic choice model becomes increasingly useful with the passage of each of the transformations and their progression.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
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Smith, Kenneth. "The American “Civilizing Mission:” The Tuskegee Institute and its Involvement in African Colonialism." Thesis, Kansas State University, 2018. http://hdl.handle.net/2097/38832.
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Master of ArtsDepartment of History
Andrew Orr
Many historians believe that the United States did not play a major role in the European colonial affairs of Africa. The “civilizing mission” in Africa was largely a European matter that the United States did not have any involvement in and instead stayed out of African affairs. However, this is in fact not true. Industrial education was a new way of managing and “civilizing” African populations after the global end of slavery and the archetype of industrial education was in Tuskegee, Alabama at the Tuskegee Institute. The Tuskegee Institute was the pinnacle of industrial education. Students came not just from the United States, but from around the world as well to learn a trade or improved technologies in agriculture. It allowed students to attend the school for free in exchange for working the farms at the school and general upkeep while training them to be better farmers and tradesmen. On the surface, it offered an avenue for blacks to carve their own economic path. Implicitly, however, it did not offer African Americans and Africans a path towards upward mobility as it continued to relegate them to menial labor jobs and worked within the confines of the established racial hierarchy in which blacks were not granted the same opportunities as whites, in this instance it was education. This thesis argues that the Tuskegee Institute’s (now Tuskegee University) method of industrial education became an influential model for managing the African colonies via industrial education and that the United States was thus more involved in the “civilizing mission” than previously thought. The Tuskegee Institute first ventured into Africa when it assisted the German Colonial Government in Togo in establishing industrial education which helped to develop infrastructure and modern technology in the colony. Second, I examine Tuskegee’s role in Liberia as it established the Booker Washington Institute which is still in existence today. Lastly, I illustrate the diverse effects of the Tuskegee Model of education in Africa and how it correlated to Tuskegee education in the United States and how events in both Africa and the United States led to the collapse of the Tuskegee Model.
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Michelotti, Marco 1970. "Changing employment protection systemsthe comparative evolution of labour standards in Australia and Italy 1979 to 2000 /." Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/7618.
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Mogalakwe, Monageng. "State-labour relations in Botswana, 1966-1990 : industrial relations in an emergent "liberal" capitalist democracy." Thesis, University of Warwick, 1994. http://wrap.warwick.ac.uk/36098/.
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Botswana is a formally liberal democratic country that is known for its impressive economic growth and political stability. The country has sometimes been referred to as Africa's economic miracle and a shining example of democracy in a continent notorious for economic mismanagement, military dictatorships and one-party government. However, this picture of Botswana is too superficial and generous. This study seeks to delve beneath the surface of this much acclaimed liberal democracy in order to explore the system of labour repression that is the dark side of Botswana's constitutional framework of individual rights and democratic freedoms. In Botswana, the collective rights and freedoms of trade unions, though formally recognized, are in fact severely restricted. The state prevents workers in the public sector from forming or belonging to trade unions at all. In the private sector there are manifold constraints on industrial bargaining, organisation and activity. These forms of control over the trade union movement derive from the Botswana state's position as a peripheral capitalist state. These structures of social domination, however, have not gone unchallenged by the labour movement. The growth and development of the trade union movement and the challenges posed by the labour movement to both the state and capital have shifted the state towards limited labour reforms. This shows that, while the Botswana state remains the guarantor of private capital accumulation, its form is nevertheless determined by the constellation of class forces in which it is located. If the state is to maintain legitimacy and hegemony in society, and not rely on coercion alone, it must accede to some of the demands of the working class. Botswan&s liberal democracy gives the working class space to fight for the reduction of exploitation and to push the state toward more social reforms. At the same time, however, there is occurring a marked change in how the state relates to labour - from what may be called a strategy of "national economic development" to one more influenced by neo-liberal economic and political approaches. The conclusion I have reached in this analysis is that workers and their unions need to develop a long term strategy to increase their social weight in relation to the state and capital. The strategic option recommended here is social movement unionism. It is argued that because of the liberal democratic form of Botswana capitalism, social movement unionism, rather than overt political unionism stands a better chance of success because this form of unionism will not split the ranks of the workers along party lines.
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Srikanlayanabuth, Araya. "Marketing and communication programs : (demonstration project) /." Online version of thesis, 1987. http://hdl.handle.net/1850/10306.
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Farrell, Jessica N. (Jessica Nicole). "The role of industrial carbon capture and storage in emissions mitigation." Thesis, Massachusetts Institute of Technology, 2008. https://hdl.handle.net/1721.1/128403.
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This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.Thesis: S.M. in Technology and Policy, Massachusetts Institute of Technology, School of Engineering, Institute for Data, Systems, and Society, June, 2018
Cataloged from student-submitted PDF of thesis. "© 2008." "June 2018."
Includes bibliographical references (pages 126-128).
Carbon capture and storage (CCS) technology holds potential to reduce greenhouse gas emissions from the industrial sector. Industrial CCS applications, however, are more challenging to analyze than CCS in the power sector - mainly due to the vast heterogeneity in industrial and fuel processes. I focus on emission sources from cement and investigate the estimated costs associated with CCS in cement production. These costs are evaluated based on a variety of factors, including the technological maturity of the capture process, the amount of CO2 captured in different parts of a plant, the percentage of CO2 captured from the entire plant, and the energy requirements to operate the CCS addition. With the goal of integrating industrial CCS into an energy-economic model, the costs obtained from the literature are used to determine two values: the percent increase in total costs for an industrial plant with CCS and the breakdown of costs into shares of capital, labor, fuel, and other costs. I introduce the industrial CCS options into the MIT Economic Projection and Policy Analysis (EPPA) model, a global energy-economic model that provides a basis for the analysis of long-term growth of the industrial sector, and then I discuss different scenarios for industrial CCS deployment in different parts of the world. I find that in scenarios with stringent climate policy, CCS in the industrial sector is an important mitigation option. Industrial CCS reduces global emissions by an additional 5% by cutting industrial emissions by up to 45%, all while allowing for high levels of industrial production throughout the end of the century. In total, industrial CCS can increase welfare and consumption by up to 70% relative to a global economy under a 2-degree Celsius policy without industrial CCS.
by Jessica N. Farrell.
S.M. in Technology and Policy
S.M.inTechnologyandPolicy Massachusetts Institute of Technology, School of Engineering, Institute for Data, Systems, and Society
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Altland, John T. (John Thomas). "A study of the contributions of Major Albert Sobey to American industrial cooperative education." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc332735/.
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This study concerns the contributions of Major Albert Sobey and his educational leadership during the development of the engineering cooperative education program that became the foundation for the General Motors Institute in Flint, Michigan. This study also examines Albert Sobey's contributions to the emergence of industrial cooperative education in America over the past seventy years.
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Saidy, Khan Alhajie. "Brethren and mother's children : developing an industrial relations pluralism for African realities : a study of industrial relations and personnel management on the Gambian Docks." Thesis, Loughborough University, 2004. https://dspace.lboro.ac.uk/2134/13831.
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This thesis concerns the implications of the clash between formal Western management theories and practices and 'informal' Mrican values, norms and interests, for the employment relationship. The study was carried out within a broad qualitative ethnographic paradigm that focused on the actors' perspectives and the 'social meanings' they attach to them. In that respect, it is about the sociological nature of Industrial relations (IR) and Personnel management (PM) problems in Sub-Saharan Mrica (SSA). An in-depth empirical study of IR and PM at an Mrican port revealed that these problems manifest themselves in consistent patterns of tensions and contradictions between Western management objectives and practices, and Mrican moral values and material interests. The conclusions challenge the unitarist neoliberal perspective as well as the radical, yet materialist analysis of Marxism and postcolonial critiques. It concludes that in the SSA context, broader social and moral issues of the wider community have a decisive influence on the employment relationship. As a result, established Western employment frames of reference are also not entirely suitable for analysing all the relevant social factors. The thesis contributes to existing academic knowledge about IR and PM in three key ways. Methodologically, it points to the need for qualitative ethnographic research in native languages to capture actors' social meaning and probe the informal organisation in SSA. Theoretically, it indicates the need to understand the SSA organisation as part of its wider and specific societal and historical context. Finally, it shows that it is possible to develop pluralist and stakeholder theory to link work, family, and society in an institutional model of IR and PM for SSA.
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Sappey, Jennifer. "A sporting chance?: industrial relations in the Queensland commercial health and fitsness industry: a study of industrial relations ouctomes of a weakly regulated industry." Thesis, Queensland University of Technology, 1996. https://eprints.qut.edu.au/226995/1/T%28BS%29%20133_Sappey_1996.pdf.
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This thesis evaluates the making of the Health and Fimess
Centres and Indoor Sports Award - South East Queensland (the Award)
with strategic choice, public interest and equity as its central tenets.
Prior to May 1994 award coverage of key occupational groups
in the mainstream Queensland commercial gym industry was unclear and
employer compliance with award conditions problematic. It was one of the
last "award free" industries in Queensland. For the key occupational
groups (aerobics instructors, fitness counsellors, gym supervisors and
exercise physiologists) conditions of employment were the outcome of
enterprise specific negotiations between individual employers negotiating
directly with individual employees without the participation of trade unions
or the imposition of award-based terms and conditions. Assessment of preaward
conditions in the weakly regulated industry provides the context for
analysis of the making of the first industry specific award.
The focus of this research is evaluation of the Award and
identification of the factors which triggered the employers' association to
instigate the first industry specific award, moving the industry from a state
of weak industrial regulation to participation in mainstream regulation by
industrial relations institutions. This unusual move by the employers'
association Quality Health and Fitness Centres (QHFC) to regulate the
industry is considered in the context of strategic choice.
Analysis of the making of the first award also provides insights
into both arbitral processes and outcomes. The Award went before the
Queensland Industrial Relations Commission (QIRC) in 1993 as a consent
award between an employers' association which this research estimates at
best represented 17% of industry employers, and a trade union which this
research suggests had no members in the industry. The role of the QIRC
and its scrutiny of the consent award application is reviewed. So too are the
outcomes of the arbitral process. The QIRC's "public interest" function is
examined. A comparison is made between pre-award and post-award conditions of employment in the industry, and with other awards with
potential coverage of workers.
The findings of this research support the need to move beyond
Dunlop's Systems Theory (1958) in both theory and practice in order to
explain the efficacy of rule making and rules. This research supports the
need to view procedural rules and substantive outcomes of an industrial
relations system as the consequences of vested interests and strategic choice
(Kochan 1986).
It concludes that in the pre-award structure, without award
regulation and active enforcement of statute law by either trade unions or
government agencies, the industry structure and "web of rules" were
constructed by employers to meet their needs and their needs alone. The
direct bargaining process in a weakly regulated industry was a direct
reflection of the relative industrial strength of the parties, to the
disadvantage of industry employees. The substantive outcomes of that
direct bargaining process did not accord with benchmarks set under
Queensland statute law and state or federal awards.
While it is clear that the substantive outcomes of the direct
bargaining process in a weakly regulated environment disadvantaged
employees, it is a finding of this research that collective bargaining under
the regulated award system cannot guarantee equity either. On review of
the making of the first award, this research questions the stability and
efficacy of the tribunal system and its procedural rules, which were so
readily manipulated by the actors. The award ma.king process potentially
disadvantaged employees whom it purports to protect through stable,
orderly, procedural rules leading to what are expected to be equitable
oucomes consistent with the public interest. The paradox in this case is that
employees in South-East Queensland may have done well in some of the
substantive outcomes of the award, but they were not a party to the process
given that the trade union representing them had no employee respondent
members in the industry.
There are several implications of this research for the reform of
the Australian industrial relations system. First, there is a need to recognise that unions and the established system of central regulation and enforcement
appear to offer better protection to workers than a weakly regulated
environment, involving direct employer/individual employee bargaining
without the participation of either trade unions or external regulators.
Secondly, the findings of this research strongly indicate that in deliberation
of IR reform in a labour market which is becoming more casualized, there is
a need to highlight equity considerations.
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Goksidan, Tolga Hadi. "Inter-organizational Relations In An Organized Industrial District: Ostim Case." Master's thesis, METU, 2006. http://etd.lib.metu.edu.tr/upload/2/12607044/index.pdf.
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Over recent years, the study of industrial districts, and inter-organizational relations has become a major theme of interest in network research. Theories characterized by an increased inter-relatedness between heterogeneous actors and knowledge fields point to a new form of inter-organizational relationship development. This is basicly based on the idea of creating trust between firms to increase their chances of success and to keep pace with the development of all relevant technologies. In this thesis, we present some data from a research project we have conducted in OSTIM industrial district, Ankara, Turkey. First, we present the theoretical perspectives which appear relevant to such investigation, and which aims at developing a better a network model of the inter-organizational relations of district firms, as well as trust, informal contracts and centrality issues, particularly as regards technological innovation and technology transfer of firms, respectively. Moreover, the evidence presented in this thesis is unequivocal in noting that long term inter-organizational relations and trust may be a necessary and a sufficent condition for a small and medium sized enterprise (SME) to take its place in the center of a complex web of inter-organizational relations as seen in an industrial district.
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Murphy, David Gerald. "Cooperative industrial relations in the B.C. solid wood products sector." Thesis, University of British Columbia, 1991. http://hdl.handle.net/2429/31245.
Full textAbstract:
The initiation of more cooperative relations between the companies and the union (IWA-Canada) in the B.C. solid wood products sector, on the one hand, and between these two and the federal government, on the other hand, appears to signal an end to the "exceptionalism" which precluded the establishment of "corporatism" in Canadian industry. As the sector has been under tremendous pressure from various structural and technological changes, as well as interest groups both inside the forest industry and outside of it, does this change in industrial relations provide a model for the future forest industry or is it an impediment to change, as many critics contend.
This thesis will explore the formation of "Fordist" industrial relations in the sector and the present "crisis" in Fordism as it relates to the sector, in order to understand the factors impelling cooperative industrial relations, and how these factors will affect these relations in the future. As these factors are undermining Fordism, they might also undermine the tentative, defensive cooperation between the three parties. In place of this exclusive policy-making regime a new, broad-based, decentralized, and more democratically controlled forest sector might emerge which will encourage cooperative industrial relations, but without the dominance of the old Fordist structures. The ensuing changes will widely affect economic, political and social relations throughout the province.Arts, Faculty of
Political Science, Department of
Graduate
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Fleming, Jenny, and n/a. "New Governments in Queensland: Industrial Relations, 1957-1961, 1989-1990." Griffith University. School of Humanities, 1998. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20051109.142157.
Full textAbstract:
This thesis sets out to examine the capacity of new governments to influence partisan-based policy and legislation. It examines two newly elected Queensland governments - the Nicklin Country-Liberal government in 1957- 1961 and the Goss Labor government in 1989- 1990 and analyses the introduction by those governments of major industrial relations legislative reform. The Nicklin Coalition government was elected to the Queensland parliament in 1957 after the collapse of the Gair Labor government. The Coalition was committed to extensive industrial relations legislative reform but had not prepared for, or anticipated the constitutional, administrative and legal problems associated with such reform. Nor had it taken into account the concessions that would need to be made to the state's trade unions in order to effect its reforms. Consequently it was not until 1961 that it found the time was propitious for the introduction of its major legislative reforms and the restructuring of the state's principal industrial relations legislation. By contrast, in 1989 the Goss government elected as a consequence of the National Party's collapse in the face of the Fitzgerald Inquiry of 1987 had prepared itself for government. As a result it was able to take advantage of its newly elected status and the existence of the Hanger Report (1988) to introduce its legislative intentions quickly, in such a way that it did not alienate the business community. Preparation and circumstances therefore allowed Labor to repeal earlier legislation supported by business and introduce its own changes with little or no opposition. The thesis concludes that their political and economic inheritance and the existing policy environment will in varying degrees limit new governments. But their ability to introduce partisan-based legislative change quickly is also determined by the degree of preparation for the process of government, undertaken prior to their election. This thesis demonstrates that new governments can make a difference and effect changes to the industrial relations environment. However if this potential is to be realised and new governments are to take advantage of their newly elected status it will require a significant degree of administrative preparation or a considerable period of acclimatisation to the rigours of office.
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Calveley, Moira Dorothy. "Workplace industrial relations in the context of a failing school." Thesis, University of Hertfordshire, 2000. http://hdl.handle.net/2299/14148.
Full textAbstract:
Over the last two decades the UK public sector has seen the introduction of 'new managerialism' - the devolvement to the local level of management initiatives and techniques more traditionally associated with the private sector; this has arguably increased industrial relations tensions in the workplace as both line managers and workers have become involved in actions and negotiations new to them. This thesis provides a unique, in-depth, consideration of the impact on industrial relations of new managerialism in a 'failing' secondary comprehensive school; it identifies how devolved management and public accountability has inflamed the workplace industrial relations of that school. By taking a qualitative, multi-method, case study approach to the research, the thesis investigates at first hand how management and teachers respond to centralised government initiatives at the school level. It considers, and contributes to, the debate surrounding the extent of managerial autonomy that public sector managers have and how managers may take differing approaches - and achieve different results - when implementing new managerialist initiatives at the local level. As a study of workplace industrial relations, the thesis, engages with and significantly contributes to, the academic literature stressing the importance of local trade union leadership to trade union activity; indeed, the work furthers the debate concerning the inter-relationship between political and trade union activism and the importance of political factions within trade unions, areas which are under-researched. By exploring the tensions between trade union members and their official union representatives, the thesis examines the complex inter-relationship between union democracy and union bureaucracy. Finally, the case study identifies policy implications for both the government and the trade union, particularly with respect to the closing and re-opening of 'failing' schools.
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Warner, Samuel J. L. "The politics of depoliticisation : reassessing the Industrial Relations Act 1971." Thesis, University of Birmingham, 2018. http://etheses.bham.ac.uk//id/eprint/8286/.
Full textAbstract:
This thesis investigates the British state’s approach to industrial relations reform which culminated in the Industrial Relations Act 1971. It highlights the intention of state managers to reconfigure the relationship between the state, capital and labour. The Act represents an attempt to discipline the latter through a reliance on the ostensibly independent nature of the law, thus curtailing the militant tendencies associated with trade unions. While there is a large secondary literature on the Act, there is as yet no analysis based on the study of primary documents (Cabinet, Department of Employment, Prime Minister’s Office and Treasury). The central argument of the thesis is that, contrary to orthodoxy, the Act was adopted as a way of ‘depoliticising’ the management of industrial relations in an effort to shield government from the unpopular electoral consequences of reform. Drawing on an Open Marxist perspective that sees the state as a social form, the thesis uses the framework offered by the depoliticisation literature to consider not only why the Act failed, but also what inferences can be drawn regarding the fragility of this approach to governing. In this way, the thesis contributes to debates surrounding the limitations of depoliticised governing in capitalist society.
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Banerji, Ramendra Nath Ron. "The impact of individual performance related pay on industrial relations." Thesis, University of East London, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.532632.
Full textAbstract:
Individual Performance Related Pay (IPRP) has become increasingly popular in the public as well as private sector. There have been moves to extend their coverage to the lower reaches of the organisational hierarchy-clerical and administrative staff, skilled and semi skilled manual workers from the narrow to higher managerial bands. IPRP is being prescribed as a strategic tool used as a way of simulating or reinforcing broader organisation transformation. For example IPRP has been mobilised to simulate greater employee commitment, individualise the employment relationship, revitalise the role and authority of the line manager, enhance staff management communications, and weaken the influence of trade union's. The aim of this study is to evaluate employee attitude towards their line /appraising manager, Also managers prescribe towards trade union operating in partnership with their organisation. The focus of this work is on examining the influence of IPRP on industrial relations. Resultsw ill be derivedf rom quantitativea ndq ualitativea nalysiso f datao btained from employeea ttitudes urveya nd industrialr elationss urveysT. he informationh as been used to gauge whether there is an impact of IPRP on industrial relations and if so to what extent. Information gathering took place as follows: several semi - structured and informal interviews, with managers who introduced or are operating such schemes were conducted. Further to initial knowledge gained from literature review and subsequent information gained from interviews helped a great deal to identify and structure a list of topic for further review to identify and structure a list of topic for further review and to the development of questionnaire for surveys.
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Richardson, Michael John. "Industrial relations in the British printing industry between the wars." Thesis, University of the West of England, Bristol, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.261620.
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Fitzgerald, Robert. "The industrial relations of welfare capitalism in Britain, 1870-1939." Thesis, Royal Holloway, University of London, 1986. http://repository.royalholloway.ac.uk/items/3a0fcb66-12b0-4c92-81ab-002fd7e005fb/1/.
Full textAbstract:
Some historians have depicted industrial welfare as of small significance in the development of British industrial relations. This thesis contains case-studies of many firms and industries which illustrate the prevalence of company welfare provision between 1846-1939 and its usefulness to employers as a labour strategy. While there have been works on specific welfare schemes, this is a monographic study of industrial welfare enabling comparisons to be made between very different industries. The thesis also identifies the formative influences upon the organisation of company provision over a broad time span. Highly capitalised industries needed to invest more in the stability and reliability of their workforces than other trades. Moreover, market control enabled companies to exercise a greater degree of forward planning in the management of production, capital and men. As natural monopolies and the first large-scale enterprises, railways were innovators in industrial management and in the provision of industrial welfare. In more competitive trades, the passing of small firm and ex gratia paternalism and its replacement by more systematic welfare schemes usually followed the formation of large, corporate firms from the 1890s onwards. Changes in the organisation of industrial welfare tended to follow the establishment of the managerial bureaucracies and structures suited to the large company. The thesis argues that profit sharing can only be understood as an element of industrial welfare provision. It shows that, rather than welfare being mainly concerned with factory conditions, employers were more interested in the questions of income maintenance, sick pay and old age pensions. Consequently, employers lobbied Parliament to prevent their industrial welfare schemes from being made redundant by social legislation. By influencing the final form of government proposals, they ensured until the Second World War that company provision was able to continue as part of state welfare schemes.
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Sutanta. "The impact of industrial relations on workers' welfare in Indonesia." Thesis, University of South Wales, 1997. https://pure.southwales.ac.uk/en/studentthesis/the-impact-of-industrial-relations-on-workers-welfare-in-indonesia(ed52aea9-519d-4b93-8500-376c8cd28cc8).html.
Full textAbstract:
This thesis examines the current practice of industrial relations, in relation to workers' welfare, with particular reference to three kecamatan (sub-district) of Tangerang, West Java. This study begins by looking at Dunlop's systems theory of industrial relations, which defines industrial relations as a sub-system of the socio-political system in a specific environment. In Indonesia, this sub-system is called the Pancasila industrial relations (PIR). After presenting an overview of industrial relations and practices in economically advanced countries and those prevailing in the developing world, especially in the ASEAN, the thesis goes on to examine the current industrial relations system in Indonesia, drawing attention to internal and external criticisms led by the ILO and European based sectoral trade union organisations. This study confirms the allegations, the most significant of which is the right to organise in Indonesia is limited. It is, however, suggested that the Western nlodel of unionism is not appropriate for adoption, given the fact that workers tend to organise within their own traditional institutions and they can effectively utilise the existing mechanisms to achieve bipartite communications. The specific roles of the tripartite constituents, in terms of providing welfare services in Indonesia are then discussed, in relation to the existing laws and regulations, which suggest that the existing regulations could be strengthened, if integral welfare services are to become more applicable in the Indonesian environment. The study suggests that, there is a solid basis, on which a more relevant indigenous industrial relations structure could be built. While the PIR concept encompasses and enshrines the cultural concepts of the people of Indonesia, the traditional institutions of Paguyuban and/or Arisan can be utilised to create an appropriate means of communication between workers and management. Paguyuban can become a facilitating role for building strong, independent, factory-based trade unions (SPTPs). Together, Paguyuban and the PIR framework can provide a relevant industrial relations system for the renaissance of industrial relations in Indonesia. Chapters six to nine analyse findings based on survey responses from 600 workers, and ten personnel managers, together with interviews with a further twenty personnel managers and factory owners. These analyses suggest that both workers and managers appreciate the importance of welfare programmes in improving workers' welfare. A lack of commitment from factory owners may, however, hinder the implementation of such programmes, although, in principle, they also appreciate the concept.
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Do, Chi Quynh. "Understanding Industrial Relations Transformation in Vietnam: A multi-dimensional approach." Thesis, The University of Sydney, 2011. http://hdl.handle.net/2123/7723.
Full textAbstract:
Vietnam has been in transition from a command economy to a market economy since the late 1980s but the socialist industrial relations institutions remained largely unchanged until 2005 when workers in the most internationally exposed provinces began to agitate for improved wages and conditions, without the support of the formal trade unions. Labour activism resulted from substantial changes in labour relations at firm level and, at the same time, created pressures on the existing national IR settings for reform. Seeking to understand these momentous events in Vietnam has required a multi-dimensional approach to examining not only the roles of industrial relations actors in this process of change but also how they reacted to each other at different levels in shaping their strategies and influencing the process of transformation of industrial relations in Vietnam. In order to understand the relationship between the changes in labour-management relations at firm level and the IR institutional reform at the national level, a multi-dimensional approach has required analysis at three levels: firm, regional and national. The research utilised a multi-case method including a foreign-owned electronics firm and a state-owned garment firm in Hanoi. These two firms were selected because they revealed similarities in industrial relations changes, but there were also crucial differences which could be understood when located within wider analysis of the two globalising provinces, Ho Chi Minh City and Hanoi. This process enabled the thesis to compare the provincial governments’ responses to firm-level labour relations changes and their various levels of influence on the national institutional reform. At the national level, the revisions of the Labour Code and related industrial relations institutions in 2006 and 2009 were examined within the overall political economy context of Vietnam. Hence, the research analysed the forces underlying the recent industrial relations reforms. The thesis concluded that the adaptation of industrial relations approaches by management and labour at the micro-level was not dependent on institutional changes. Rather, the on-going process of gradual IR transformation has been the outcome of interactions and negotiations between the micro-level and the macro-agencies with the meso-actor. In the case of Vietnam, although labour activism at the firm level has become the most important driving force for reforming national institutional settings, the provincial governments have also played a crucial role in mediating the changes in employment relations at workplace and have influenced the national policy-making process.
50
Fleming, Jenny. "New Governments in Queensland: Industrial Relations, 1957-1961, 1989-1990." Thesis, Griffith University, 1998. http://hdl.handle.net/10072/365316.
Full textAbstract:
This thesis sets out to examine the capacity of new governments to influence partisan-based policy and legislation. It examines two newly elected Queensland governments - the Nicklin Country-Liberal government in 1957- 1961 and the Goss Labor government in 1989- 1990 and analyses the introduction by those governments of major industrial relations legislative reform. The Nicklin Coalition government was elected to the Queensland parliament in 1957 after the collapse of the Gair Labor government. The Coalition was committed to extensive industrial relations legislative reform but had not prepared for, or anticipated the constitutional, administrative and legal problems associated with such reform. Nor had it taken into account the concessions that would need to be made to the state's trade unions in order to effect its reforms. Consequently it was not until 1961 that it found the time was propitious for the introduction of its major legislative reforms and the restructuring of the state's principal industrial relations legislation. By contrast, in 1989 the Goss government elected as a consequence of the National Party's collapse in the face of the Fitzgerald Inquiry of 1987 had prepared itself for government. As a result it was able to take advantage of its newly elected status and the existence of the Hanger Report (1988) to introduce its legislative intentions quickly, in such a way that it did not alienate the business community. Preparation and circumstances therefore allowed Labor to repeal earlier legislation supported by business and introduce its own changes with little or no opposition. The thesis concludes that their political and economic inheritance and the existing policy environment will in varying degrees limit new governments. But their ability to introduce partisan-based legislative change quickly is also determined by the degree of preparation for the process of government, undertaken prior to their election. This thesis demonstrates that new governments can make a difference and effect changes to the industrial relations environment. However if this potential is to be realised and new governments are to take advantage of their newly elected status it will require a significant degree of administrative preparation or a considerable period of acclimatisation to the rigours of office.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Humanities
Arts, Education and Law
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