Industrial Action

PurposeThis paper aims to examine the cycle of labour protests in Sweden, comparing the contentious actions of trade unions in public and private sectors over 40 years. Prior studies have focused on industrial conflicts or labour protests, but a long-term perspective on the broad protest repertoire across sectors is lacking. The goal is to test the argument of diversification of action repertoire and differences between the public and private sectors.Design/methodology/approachThe authors apply the grievance and political opportunity theories of social movement research for explaining the cycles of labour protests and differences between sectors in Sweden over 40 years (1980–2020). The unique protest event data are combined with the official strike statistics. The research period includes the globalisation of the economy and two economic crises.FindingsAlthough unions in both sectors have decreased protest mobilisation over time, private sector unions have resigned the most, whereas...

This study is concerned about how lecturer's industrial action affects Environmental Education student's academic performance in the University of Calabar. The study design is the survey inferential research design, the study is located in the Department of Environmental Education, University of Calabar, Nigeria. The population of the study consisted of undergraduate students, post graduate students and lecturers in the Department of Environmental Education, University of Calabar, Nigeria. A sample of two hundred and fifty respondents was selected from among undergraduate and post graduate students and lecturers in the Department of Environmental Education, University of Calabar, Nigeria. The instrument for data collection is a structured question, divided into two section, Section A is for respondent's demographic characteristics, while Section B is to elicits response based on the variables under study. The instrument was administered by the researchers and same collected back. There was 100% return rate. After coding, simple percentage was used to analyze data to answer the research questions, while Pearson Product Moment Correlation Analysis was used to test the relationship between lecturer's industrial action and Environmental Education student's academic performance in the University of Calabar. A comparison of the average scores of students was again carried out between 2013-2018, the result shows that lecturer's industrial action affects student's academic performance. The result listed some causes of lecturer's industrial action, their effects on school academic calendar and curriculum coverage and also listed the effects on student's academic performance. It was discovered that lecturer's industrial action does significantly influence Environmental Education student's academic performance negatively. It was recommended among that's that government should try as much as possible to keep to their terms of agreement with ASUU, so that they can reduce or minimize lecturer's industrial action in our university system.

The Nigerian public universities are confronted with many challenges, strike action is one of the major problems faced with the institution. This study examined the effect of ASUU strike on student's academic performance in selected tertiary institutions in Nigeria with particular reference to Nnamdi Azikiwe University Awka and Ahmadu Bello University Abuzaria. A sample of 280 representing 25% of the population was drawn from the total population of 1116 academic students of these tertiary institutions. The study adopted a description survey research design while the instrument for data collection was a structured questionnaire. The likert five-point scale rating was adopted whereas the data collected was analysed using mean and the hypotheses were tested using Pearson moment correlation coefficient at 5% level of significance. The result of the data analysed showed that strike action by the Academic Staff Union of Universities (ASUU) has a high negative impact on the academic performance of students in tertiary institutions. Negligence by government, poor remuneration and inadequate funding of the universities amongst others were identified as the major causes of strike action. Therefore, the study recommended that various tertiary institutions in the country should be granted autonomy and joint consultation committees that would comprise of government representatives and other relevant stakeholders in the educational sector should be set up and meet on periodic intervals to discuss impending matters that could cause disagreement proactively.

During the COVID-19 crisis, the Indian state assigned an outstanding role in the containment of the pandemic to ASHAs, "voluntary" community healthcare workers. Local women were recruited as "honorary" workers receiving only a small honorarium or piece rate "incentives." The feminisation, casualisation, and informalisation of work in state-funded social welfare schemes are examples of care extractivism. ASHAs had to spearhead awareness-raising, identify infections, and organise vaccinations in rural areas, often without proper protective equipment and always without fair payment. Despite such care extractivism, these caregivers were celebrated by the middle classes as frontline fighters of the nation amidst a masculinist discourse of "war," "warriors," "heroes," and "sacrifice." Yet, at the height of the crisis in 2020 when thousands of ASHAs contracted COVID-19, they went on strike. Having gained confidence in ea...

If you are interested in this book, you may also want to visit the interactive website www.strikingwomen.org, created by the authors for schools and community groups and offering resources on migration, women's and labour rights based on research on South Asian women in the UK.

The study carried out the analysis of incessant strike actions on the sustainability of Higher
education in Nigeria (2010-2020) and examined the implications for research practices among
academic staff. A descriptive survey research design of the ex-post facto type was used and the
study population comprised 2931 academic staff from eight (4 federal and 4 state) universities
in Akwa Ibom, Cross River, Bayelsa, Rivers and Delta States in South-South Nigeria. The
study adopted a survey instrument titled ‘Causes and Possible Danger of ASUU Strike
Questionnaire.’ The face and content validity of the instrument was established by subjecting
it to expert scrutiny and the Cronbach alpha reliability coefficients of the instrument for the
different sub-scales ranged from .87 to .93. Data was analysed using descriptive statistics
(simple percentages and bar charts). The findings revealed that the trends of strike action from
2010-2020 are significantly negative on the academic standard of the states in the South-South
and Nigeria in general; to a large extent, lecturers effectively carry out their research activities
during strike actions. Also, lecturers have a negative perception of their effectiveness in
research practices during the strike; ASUU strikes ultimately pose some negative danger to the
education sector of the country. Finally, irrespective of this danger, imminent ASUU strikes
can be sustained while enhancing research productivity particularly as Nigeria is not rated
among the first 31st research countries based on the global research index.

The study carried out the analysis of incessant strike actions on the sustainability of Higher
education in Nigeria (2010-2020) and examined the implications for research practices among
academic staff. A descriptive survey research design of the ex-post facto type was used and the
study population comprised 2931 academic staff from eight (4 federal and 4 state) universities
in Akwa Ibom, Cross River, Bayelsa, Rivers and Delta States in South-South Nigeria. The
study adopted a survey instrument titled ‘Causes and Possible Danger of ASUU Strike
Questionnaire.’ The face and content validity of the instrument was established by subjecting
it to expert scrutiny and the Cronbach alpha reliability coefficients of the instrument for the
different sub-scales ranged from .87 to .93. Data was analysed using descriptive statistics
(simple percentages and bar charts). The findings revealed that the trends of strike action from
2010-2020 are significantly negative on the academic standard of the states in the South-South
and Nigeria in general; to a large extent, lecturers effectively carry out their research activities
during strike actions. Also, lecturers have a negative perception of their effectiveness in
research practices during the strike; ASUU strikes ultimately pose some negative danger to the
education sector of the country. Finally, irrespective of this danger, imminent ASUU strikes
can be sustained while enhancing research productivity particularly as Nigeria is not rated
among the first 31st research countries based on the global research index. It was recommended among others that Academic research scholars should collaborate with other scholars nationally
and internationally on how to source alternative funding and sharpen their grant-seeking and
research-delivering capacity that will enable uninterrupted research practices even in times of
strikes. This will help to reduce incessant strike actions in the country.

The public sector in Nigeria faces challenges related to ineffective leadership, hindering organizational performance. This study, Impact of Leadership Strategy & Typology on Public Sector Organizational Performance: A Resource Management Perspective, explores how leadership styles like autocratic, laissez-faire, servant, transformational, and transactional impact performance in Abuja's public institutions. A survey of employees from 34 institutions yielded 84 valid responses, measuring leadership perceptions and organizational outcomes, including budget efficiency and service satisfaction. The findings reveal a negative correlation between autocratic and laissez-faire leadership styles and poor performance, as reflected in World Bank and World Economic Forum ratings. In contrast, transformational and transactional leadership showed no significant effect. The study recommends fostering transparency, collaboration, responsible task delegation, and benchmarking service quality to improve publicsector performance.

Nesta dissertação, analisamos as experiências de luta e de conflito desenvolvidos por um grupo da Ação Católica, a Juventude Operária Católica (JOC), entre os anos de 1954 a 1964 no município de Santo André, no ABC paulista. Observamos as relações daquele grupo com a hierarquia eclesiástica da diocese em que estavam inseridos e com outras organizações de operários com os quais se relacionavam. Aquele momento apresentava um cenário mundial onde a União Soviética, comunista, e os Estados Unidos da América, capitalista, mostravam-se como grandes potências e procuravam marcar suas influências sobre as demais nações do mundo. No Brasil visualizávamos a participação do capital internacional na indústria e a expansão das tensões sociais na cidade e no campo. A Igreja Católica, no afã de evitar a expansão do comunismo e de reafirmar seu poder de influência na sociedade, pautou-se na Doutrina Social Católica e arregimentou a ação social do laicato através do programa da Ação Católica.

Hürtgen, Gewerkschaften in Osteuropa ipg 3/2005 n der Öffentlichkeit wird die Branche der Informationstechnologien meist als Teil des Dienstleistungssektors wahrgenommen. Sie gilt als exemplarisch für moderne Arbeitsbeziehungen, als Ort der »Arbeitskraftunternehmer« oder »Wissensarbeiter«. In den Hintergrund gerät, dass der it-Sektor auch ein Experimentierfeld für neue Formen industrieller Fertigung ist. Für die internationale Elektronik-Industrie ist dabei in den letzten Jahren das Produktionsmodell der »Kontraktfertigung« besonders relevant geworden. Wir bezeichnen Kontraktfertigung als »Unterseite der new economy«, weil sie unseres Erachtens einen Regulationsmodus von Kostensenkung und Rationalisierung darstellt, der die Existenz von immer »schlankeren« bis hin zu gleich ganz »produktionslosen« Unternehmen gewährleistet. Dabei werden bekannte Formen tayloristischer Massenproduktion mit neuesten technologischen und organisatorischen Entwicklungen zusammengebracht. Produktionsstätten der Kontraktfertigung sind weltweit, und auch in Osteuropa, sehr flexible, hochmoderne, global integrierte Weltmarktfabriken. Finden sich dabei namentlich in den »Niedrigkostenstandorten« zwar teilweise moderne, nichtsdestotrotz aber wenig partizipative Arbeitsbeziehungen, so wollen wir im zweiten Teil des Artikels darlegen, dass auch die Global Player der Kontraktfertigung nicht völlig frei agieren können, sondern auf lokale Akteure treffen, die ihre Interessen artikulieren, insbesondere Belegschaften und ihre Vertretungen. Anhand eigenen Interviewmaterials aus Polen und Ungarn lässt sich u.E. zeigen, dass die Gewerkschaftsvertreter heute wiederholt entlang dem Leitbild einer »normalen Globalisierung« argumentieren. Dieses Leitbild ermöglicht es ihnen einerseits, ein »Gegenpotenzial« zum Management zu konzipieren, enthält andererseits aber spezifische Widersprüche, die sich auch kontraproduktiv auf die Gewerkschaftsarbeit selbst auswirken können.

The relationship between employees and employers is fundamental to organizational success, influencing productivity, employee satisfaction and overall workplace culture. This study explores the dynamics of this relationship including trust, communication and the impact of management styles. By examining theories and previous research, this paper identifies best practices and common challenges, aiming to provide actionable insights for improving employer-employee relationships.

This paper explores the industrial relations practices in Germany, often lauded for its stability and cooperative labor-management relations, and draws comparative insights for Nigeria. Germany’s industrial model, characterized by strong trade unions, sector-wide collective bargaining, and significant worker participation through mechanisms like works councils and co-determination, fosters a balanced environment for economic growth and social welfare. By examining these practices, this paper identifies key areas where Nigeria’s industrial relations can be enhanced, such as in union representation, labor regulation, dispute resolution, and wage-setting standards. Recommendations are made for Nigeria to adopt strategies that promote collaboration, transparency, and effective dispute management, with an emphasis on leveraging technology to modernize processes. The study concludes that adopting aspects of Germany’s model can improve labor relations stability and contribute to Nigeria’s broader socio-economic development.

Picket refers to a person or a group of people who assemble in front the entrance of the employer’s premises or other venue. It is an industrial action done by unionized workers as a protest. They are trying to persuade others such as co-workers, workers of other firms and customers from not entering the particular premise during a strike. Also, they are trying to persuade the customers from not conducting business with the premises. In a lawful way, picketing usually required the approval from union ballot (Business Dictionary, 2018)

Relations between the Greek state and labor unions, professional associations, and civic associations before and after the economic crisis of the 2010s. Working paper published at the Fletcher School of Law and Diplomacy, Tufts University, in May 2019

This paper examines the implications of strike actions as an upshot of federal governments refusal to accept coming to the negotiation table in order to rethink and renegotiate with the Academic Staff Union of University, (ASUU) on ways of resolving the menace. The management of strike requires the attention of the government, education managers, academic staffs as well as other relevant stakeholders. The strike actions has made

Erstellt im Auftrag des Bundesministeriums für Arbeit und Soziales. Die Durchführung der Untersuchungen sowie die Schlussfolgerungen aus den Untersuchungen sind von den Auftragnehmern in eigener wissenschaftlicher Verantwortung vorgenommen worden. Das Bundesministerium für Arbeit und Soziales übernimmt insbesondere keine Gewähr für die Richtigkeit, Genauigkeit und Vollständigkeit der Untersuchungen.

This study will consist of five chapters, including the present chapter. The second chapter is devoted to a comprehensive review of the literature on leadership style theories as they relate to public administration. This chapter will examine these theories generally and their relevance to the public sector, and then go on to articulate their implications for the public service in Somalia. Also, chapter two will consider the evidence on the relative effectiveness of different styles in developing countries. Given the forward-looking nature and many necessary changes to public structure and culture in Somalia, it is important to glean some insight from this literature as to the most appropriate leadership style for Somalia's serving civil servants. This established baseline has direct implications for the best way forward in public administration. Chapter three will outline the research methodology, including the research design, the sample, and data collection. The reader will understand the process of selection of respondents and be provided a clear rationale for this selection. Given the range of potential research informants, clarity and reasoning in this area are of particular significance. The data collection process will be thoroughly explained. A survey incorporating some qualitative and quantitative survey has been developed for this purpose. The appendix to this thesis contains the total question list. This chapter will conclude with some secondary analysis from data gathered from a separate survey as a preliminary study to informants for the best interview methodology and survey comprehensiveness. The fourth chapter of the study will give a detailed description of the Somali public sector background and outline the changing public sector climate from the collapse of the Somali state to the present Transitional Federal Government. This is where the reader will begin to fully understand the focus of this study and context of the leadership styles examined. A brief overview of current leadership in Mogadishu public service will conclude this chapter with an articulation of research informant job positions.
There are a number of motivation theories in existence, all of which have some bearing on the extent to which leadership can influence employee motivation. The main theories are based around Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory, Adams' equity theory, and Locke's goal-setting theory. Each of these theories is based on situational factors that determine the level of motivation that the individual will require to complete the task. With such an array of motivation theories in existence, it is unrealistic to assume that one theory can be applied to every situation. It is important, therefore, that leadership understands the most appropriate theory given the nature of the task and the employee, so as to optimize employee performance.
The majority of the research undertaken relates to motivation within the workforce and the factors that influence it. Robbins and Judge (2011) define motivation as "the process that accounts for an individual's intensity, direction and persistence of effort toward attaining a goal." They go on to say that it is concerned with the choices people make in deciding whether or not to undertake a specific task, how much effort they will put into the task, and how long they will keep on working on the task
The first recommendation is that the focus of future research should not be limited to identifying whether leaders are, in fact, exerting an influence on employee motivation, as was shown by the small effect size. Regression analysis indicated that both transformational and contingent reward leadership have stronger relationships with follower job satisfaction than they have with follower job performance. It may be necessary, therefore, for future leadership research to consider alternative indicators of performance, such as the different forms of in-role behavior and task performance facilitation that were not considered in this study. Similarly, future research may benefit from consideration of both antecedents and outcomes of employee motivation and job attitudes in order to advance the development of leadership theory and offer more practical implications for leaders.
Investigation of organisational leadership has become an issue of major significance for both practitioners and academic researchers. The nature of the competitive business environment, with its complex interpersonal relationships and rapid pace of change, has resulted in a significant need for identification of those leadership strategies that will enhance employee attitudes and behaviors that, in turn, foster a more successful and adaptable organization. In order to improve our understanding of the impact of leadership on employee motivation and job attitudes, a number of research recommendations can be made based on the findings of this meta-analysis.

We analyse a recently developed leximetric dataset on Indian labour law over the period 1970 to 2006. Indian labour law is seen to be highly protective of workers' interests by international standards, particularly in the area of dismissal regulation. We undertake a timeseries econometric analysis to estimate the impact of the strengthening of labour laws on unemployment and industrial output in the formal economy. We find no evidence that proworker labour legislation leads to unemployment or industrial stagnation. Rather, pro-worker labour laws are associated with low unemployment, with the direction of causality running from unemployment and output to labour regulation.

This paper analyses a new leximetric dataset on Indian labour law over a long period 1970-2006. There are five broad aspects of labour law such as Alternative employment contracts, Regulation of working time, Regulation of dismissal, Employee representation and Industrial action. Indian labour regulation is more concerned with the regulation of dismissal. It is more pro-labour than any of the four major OECD countries such as France, Germany, UK and USA. There is no evidence that more labour friendly regulation leads to more unemployment and industrial stagnation. Rather the direction of causality is from unemployment and output to labour regulation.

Here is an educational management planners' view of strike actions and its effects on educational management of Universities in Rivers State, Nigeria-Africa. This work takes on strike actions in Nigeria; causes of strike actions; effects of strike actions on educational management; effects of ASUU strike actions on the students, and zeros in on eradication of strike actions in tertiary institutions. An attempt at summarizing the view has been made.

Nationality was of very limited importance in the Scandinavian labour market during most of the 20th Century, as was also the case for other ‘identities’ such as ethnicity or religion. The labour movement and the workers' unions possessed immense influence over the supply of labour and were able to prevent the uncontrolled influx of workers and maintain union membership as the only prerequisite for employment. Thus the few immigrant workers in the labour market became internalised in the existing union system and worked under the same general conditions as other workers. Following the collapse of the Eastern bloc and the success of a neoliberal political and economic regime, this state of affairs has altered fundamentally. One consequence of this has been a revitalisation of nationality as a distinguishing marker. Taking its point of departure from ongoing research on Polish migrant workers in Denmark, this paper shows how nationality has become a means to gain access to the Dan...

The past quarter century in Britain has seen a concurrent decline in collective expressions of conflict and growth in the individualised expression of conflict, most transparently manifest in a dramatic fall in the incidence of strikes and a rising tide of claims to the Employment Tribunal. This paper investigates the scale of the changes and discusses its causes. It also

Die «wilde» Streikwelle des Jahres 1973 in Westdeutschland/der Bundesrepublik/der BRD, damals bekannt unter dem Begriff «Ausländerstreiks», ist mittlerweile stark in das Interesse der Sozialgeschichtsschreibung gerückt. Nach 40 Jahren gibt es eine junge Generation von Historikerinnen und Historikern, die sich des Themas angenommen haben. Gerade in den letzten Jahren sind zahlreiche Publikationen dazu erschienen. 1 In der Fläche ist hier also durchaus kein Forschungsdesiderat zu erkennen. Für die regionalen Dynamiken vor Ort ist das jedoch anders. Am Beispiel des Syndikalismus führt Bernd Altena aus, Forschungen zu Arbeiterradikalismus und Spontaneität in Streikbewegungen müssten «nach dem Aufbau der lokalen Gesellschaft fragen und nach dem Raum, den sich die Arbeiter in ihr schaffen können». 2 Als ein solcher lokaler Untersuchungsraum bietet sich das Rhein-Neckar-Gebiet aufgrund seines spezifischen industriellen Charakters an. Allein in Mannheim bestanden 1973 über 60 metallverarbeitende Betriebe. Für die frühen 1970er-Jahre konstatiert Karl Heinz Roth, im Rhein-Neckar-Gebiet seien «die ausländischen Arbeiter [...] am stärksten konzentriert, mit einer Fluktuationsrate von ca. 30 Prozent äußerst mobil, gleichzeitig optimal ghettoisierbar und somit je nach den Expansionsrichtungen der mechanisierten Massenproduktion leicht zu verschieben». 3 Die spontanen, vor allem von Gastarbeiterinnen und Gastarbeitern getragenen Streiks in Mannheim und Umgebung weisen zwei Spezifika aus, die es lohnenswert machen, die Ereignisse zu untersuchen: Zum einen ist dies der frühe Zeitpunkt der regionalen Streikwelle im Mai 1973 im Verhältnis zu den bekannten Streiks (z.B. bei Pierburg in Neuss und Ford in Köln) im Spätsommer und Frühherbst desselben Jahres. So ist man versucht, in der Reihe der größeren spontanen Ausstände die Mannheimer Streiks als Einleitung eines «der denkwürdigsten Kampfzyklen in der westdeutschen Klassengeschichte» 4 zu interpretieren. Des Weiteren war mit Ausständen in 29 Metallbetrieben allein im Mai 1973 die Zahl der «wilden» Streiks hier außergewöhnlich hoch. 5 Die greifbaren Quellen zeigen auf, dass schon in den regionalen Streiks in der Rhein-Neckar-Region Forderungen vorgebracht wurden, die bis heute relevant sind, wie etwa die nach equal pay sowohl in geschlechtlicher als auch in migrantischer Hinsicht. Bei

ObjectivesTo examine the impacts of the four episodes of industrial action by English junior doctors in early 2016.DesignDescriptive retrospective study of admitted patient care, accident and emergency (A&E) and outpatient activity in English hospitals.SettingAll hospitals across England.ParticipantsAll patients who attended A&E or outpatient appointments or those who were admitted to hospital during the 3-week period surrounding each of the four strikes (12 January, 10 February, 9–10 March and 26–27 April, excluding weekends).Main outcome measuresRaw numbers and percentage changes of outpatient appointments and cancellations, A&E visits, admitted patients and all inhospital mortality on strike days compared with patient activity on the same weekday in the weeks before and after the strikes.ResultsThere were 3.4 million admissions, 27 million outpatient appointments and 3.4 million A&E attendances over the four 3-week periods analysed. Across the four strikes, there were 31 651 fewe...

Проучване от 2015 г. на английския професор Джуди Фъдж ясно показва мотивациите, които вдъхновяват адвокатите по труда и организациите на служителите, т.е. синдикатите, в избора на правилния начин за по-нататъшно развитие на регулирането на заетостта или – в случай на служители – в избора на областта на правните борби.    Въз основа на нейния анализ първата фаза на промените в трудовото законодателство се състоя през 70-те години на миналия век. Тогава, след златния век на мирно сътрудничество между работодатели и служители, започна приватизацията и оттеглянето на държавата от икономиката паралелно със завършването на организационната роля на пазарната икономика; основите на съществуващото трудово законодателство започнаха да се рушат. Паралелно с реинтеграцията му в частното право, трудовият договор започва да се явява като един от многото видове договори. Това премахна специалния проблем за зависимостта на работника от частната власт. По това време свободата на договаряне и бизнес, която най-добре може да бъде адресирана чрез догматичната рамка на частното право, се превръща в основен въпрос, но по този начин се елиминира аспектът на зависимост и неравностойно положение на работника от другата страна на договора. Попечителите на трудовото право, синдикатите в Европа, започнаха да следват нов курс в средата на 90-те години - в Канада от края на 80-те години - въз основа на техните основни конституционни права. По този начин трудовото право се е удвоило през последните 30 години и успоредно с традиционното законодателно трудово право е въведено конституционализирано трудово право.

In the 1980s and 1990s, Conservative Governments contemplated but ultimately refused direct interventions in strikes in essential services as unenforceable and ineffective. The Strikes (Minimum Service Levels) Act 2023 crosses this Rubicon. It does so not by a participatory framework but by granting Ministers and employers virtually unrestrained powers to restrict (and effectively prohibit by neutralising the impact of) industrial action by imposing minimum service levels. This article offers a critical account of the Act based on three main claims. First, it argues that the Act is shaped by what is termed ‘coercive dual unilateralism’, an authoritarian crucible of three elements: (i) executive unilateralism, (ii) employer unilateralism and (iii) coercion (severe sanctions compounded by chilling legal uncertainty of ill-defined duties). Secondly, it challenges the Government’s claim of the Act’s compliance with ILO standards and Article 11 ECHR as a misconstruction. Thirdly, it find...

The study was carried out to determine the impact of inter-union conflict on industrial harmony. University of Calabar Teaching Hospital and Federal Neuro-Psychiatric Hospital Calabar were the only tertiary health institutions in Cross River State and the total staff strength of the two organizations being 2575 was the study population. A sample of 266 subjects were randomly sampled. Pearson Product Moment Correlation test was conducted to test the null hypothesis and it was discovered that "there is significant influence of inter-union conflict on industrial harmony". The study recommended removal of salary disparity among unions, review of enabling law and working conditions among others to reduce inter-union conflict and enhance industrial harmony.

The Healthcare industry is one of the most hazardous and dangerous environment to work in. People working in the healthcare industry face all kinds of biological to chemical hazards exposure affecting both their mental health due to work-related stress and physical health such as musculoskeletal disorders. They are named as "Healthcare workers" who barely maintain their health. Healthcare workers are those whose prime job is to protect and improve the health of their communities who stand as a protective barrier, they remain as unsung warriors. Among these are Nurses and Midwives who stood as frontline workers in this ongoing COVID pandemic.

The strikes' literature is dominated by the causes and effects of strike action as they relate directly to strikers themselves. This paper considers another important group of affected workers-those individuals incidentally made idle as a result of the strike action of others. Using a unique data set of the British Engineering Employers' Federation (EEF), it examines the years 1960 to 1970, a critical period in Britain's postwar strikes' history. The mid-point of this decade marked the start of the era of the 'British Disease', a universally adopted title given to Britain's perceived international leadership in strikes incidence and industrial unrest. Workers made idle were an important symptom of the disease. In the study here, they accounted for 72% of days lost in disputes in which they were involved and 44% of total days lost in all disputes. Consideration is given to the likely causes of these incidental layoffs within 7130 strikes of EEF federated firms covering engineering, automotive and metal industries. Particular attention is given to the British car industry, accounting for 22% of total EEF strikes during the period of study. The regression analysis examines the causes of workers being made idle with explanatory variables covering labour market conditions, strikes durations, pay issues, non-pay issues. The regressions also control for company, union, geographical districts, annual and seasonal fixed effects.

Tramp shipping operates in a highly competitive environment and is fundamentally considered a free trade economic model. Water transport ensures the supply of raw materials and the distribution of finished products in international trade. The main task for water transport is to ensure the reliability of supplies, at prices that are on the one hand profitable for carriers, and on the other hand, stimulate international trade. In this regard, carriers are taking various measures to improve supply. One of the measures that are in constant development is the organization of shipping. It is known that with good organization and cooperation in shipping, better results are achieved, which benefit everyone – carriers and consignors. Shipowners are in a constant process of renewing their fleet and organizing fleet management. The organizational forms are different, but some of them affect the application of the Treaty on the Functioning of the European Union. This publication examines checks...

Europeiska sektoröverskridande fackliga organisationer och organ CEC European Confederation of Executives and Managerial Staff EFS Europafacket (ETUC på engelska) ETUC European Trade Union Confederation (EFS på svenska) Eurocadres The Council of European Professional and Managerial Staff EWCs European Works Councils Europeiska fackliga sektorsorganisationer och organ EFBWW European Federation of Building and Woodworkers EFN European Federation of Nurses (professionsorganisation)

The paper investigates challenges associated with institutional leadership engagement of main staff to fill inner vacancies. Design/methodology/approach: The study rates merit, experience, rank, competencies, long service, in-depth knowledge, and deeper consultation as key requirements for appointment in some selected academic institutions. The survey collects data through questionnaires and semistructured interviews. The SPSS and descriptive statistics were used for the analysis of data presented in percentages, tables, and graphs. Findings: The results show that over 80% of respondents said that the prerogative of leaders in second-cycle institutions to share leadership needs a reassessment. As it undermines specific parameters and subsequently creates emotions among staff and unsatisfactory students' behaviours at school. The study found social and external factors as the basis for some nominations that weaken institutional unity and performance. Recommendation/limitations: The legislative instrument should be amended to suit the current management environment. Besides, ethical leadership and emotional intelligence should be encouraged at schools for effective management and harmony. Practical implications: Organizational failures across economies to a large extent are results of stimulus variables. Originality/value: The paper demonstrates how institutional leaders are often torn between stimulus and prospective variables resulting in self-interest to the detriment of institutional vision.

The study examined the role of leadership in the performance of the National Social Security Authority (NSSA) in Zimbabwe. The study employed mixed methods research, which triangulated qualitative and quantitative techniques. Respondents for the questionnaires were selected using simple random sampling. Participants for interviews were purposively selected. Written records were also used to collect data. Data from questionnaires were analyzed using Statistical Package for Social Scientists (SPSS), and qualitative data were analyzed using thematic and content analysis. The study established leadership as a crucial component for NSSA’s satisfactory performance, with investment activities, service delivery, and corporate social responsibility used to gauge NSSA’s performance. The study recommended the intricate interaction of the leadership and the employees and the creation of a robust corporate governance framework to do away with political prying and enhance efficiency and effective...

The role of pro-strike newspapers during the first two decades of labour history in twentieth-century South Africa, an era of intense industrial strife, has not been researched in depth by labour historians. This article examines the emergence of a pro-strike press and examines its position on various strike issues. It served as a conduit for workers' grievances during industrial disputes, such as the strikes of 1911, 1913, 1914, and 1922. Such papers were often also the only means of communication between the strike committee and the strikers themselves. The article also discusses the extent to which such publications might have impacted upon their readership and actual strike action. It concludes that pro-strike literature in essence reflects a ''white-labour'' discourse and a fusion of the class and racial consciousness that prevailed among the white working class of South Africa. Ã I am deeply indebted to Jon Hyslop of WISER and Lucien van der Walt of the Sociology Department at the University of the Witwatersrand, for their sound comments, advice, and constructive criticism of this article.

There is no doubt that education is the foundation of any development in every society. It is important to every individual, and the society, at large, as roots are important to the growth and development of a tree. This paper is an evaluation of effects of Transformation Agenda (TA) on education sector in Nigeria. The study covers only two years (2011-2013) as the Federal Government of Nigeria rolled out mid-term report of the agenda. The study revealed the challenges of education in Nigeria and the contributions of TA to the education sector. Based on the findings of the study, the following recommendations, among others, were submitted: more budget allocation to education; non-politicization of education sector; and improvement ofconditions ofservicefor teachers at all levelsof education in Nigeria.

The aim of this thesis is to use a power perspective to describe the workers' struggle for co-determination in the Swedish labour market during the period 1890-1939. The study explores how trade unions in general attempted to limit article 23, which asserted employers' control over hiring and dismissal. At the same time the study clarifies differences in union power between various groups of workers. The prevalent historical view regarding the distribution of power in the labour market is thus questioned. The study shows that workers were not powerless before the Saltsjöbaden agreement in 1938. In certain areas workers, through their unions, already at the beginning of the 20 th century had fairly good possibilities of influencing both hiring and dismissal. Collective agreements that were entered into before the defeat of the workers in the great conflict in the Swedish labour market in 1909, as well as collective agreements signed during the 1920s and 1930s, can make both the Saltsjöbaden agreement and present-day regulations look "hostile to workers". In collective agreements workers achieved considerable limitations of employers' arbitrary freedom to hire and dismiss workers. Certain unions could control their labour market efficiently by means of a labour exchange of their own. The development, however, varied over time and between different trade unions. Business cycles generally influenced how much power unions could exert. Access to power resources and other conditions varied between different workers' groups. While some attained considerable power over hiring and dismissal, others had no possibilities of taking part in decision-making.

This article examines the operation and likely impact of the Fair Work Act 2009 (Cth) (FW Act) for police. It highlights the tensions between the uniqueness and essentiality of police service and the generalised provisions of the FW Act, and calls for closer attention to be paid to developing alternative dispute resolution arrangements for police. The article also advocates for closer attention to be paid to the approach to the exclusion of matters from the FW Act for police, to minimise current uncertainties and gaps in the regulatory framework, and to achieve a more coherent framework for the regulation of police industrial relations matters. The article also addresses the prospect of a federally-based industrial model for state police. It argues that, based on the Victorian experience, if a similar approach were applied in other state jurisdictions this would be problematic for the regulation of police industrial relations in state police services.

The Industrial Relations Amendment (Public Sector Conditions of Employment) Act 2011 NSW (the Amendment Act) was assented to and commenced on 17 June 2011. In an unusual and highly controversial move that some have labelled ‘worse than Work Choices’,1 the new Act amends the Industrial Relations Act 1996 (NSW) (IR Act) to require the Industrial Relations Commission of New South Wales (the commission), when dealing with public sector wages claims, to give effect to certain aspects of government policy on conditions of employment of public sector workers. Any award or order of the commission that is inconsistent with the government’s declared policy has no legal force. The current policy2 is given effect via the Industrial Relations (Public Sector Conditions of Employment) Regulation 2011 (NSW) (the Regulation). The Regulation applies to a wide range of public sector employees, including state teachers, health workers, transport workers, prison officers and other Crown employees.3 At the heart of the policy — aimed at reducing the state’s ‘wages bill’ — is a requirement that any increases to employee-related expenses above a 2.5% per annum ‘cap’, including wages and conditions of employment, must be offset by employee-related cost savings.4
In this note, I will outline the background and purpose behind the legislative and regulatory changes, highlight the key elements of the new legislative framework and the associated Regulation and wages policy, and reflect on some of the implications of the new initiatives for public sector pay disputes. In the course of the discussion I will also consider developments from three recent decisions where there has been some consideration of the operation and effect of the new scheme.

For most people working in one organization or the other, work connotes more than just the payment of salaries and incentives. To many it connotes a deeper meaning that conveys psychological tenets of status, esteem, and relevance in the society. In discussing the underlying components to this is the notion of a psychological contract whose suggestion was that between the employer and employee there exists an implicit contractual relationship derived from a series of assumptions on the part of the employee and employer about the nature of their relationship. An organization is by creation an avenue that holds a group of individuals with different characteristics, and as such achieving a working environment devoid of grudges and grievances is quite difficult. Industrial harmony is not the absence of disagreement, but it is when there is an understanding between employers and employees that permits the system to achieve its set goals. It is therefore important to ascertain that in human settings like working organizations, grievances that lead to industrial strife is normal. The paper therefore sets out to give an understanding of the employment relationship and how it could be effectively and conscientiously harmonized for the sustainable all-round development of the employee and the overall development of the organization for which he or she works.