Labour, Education & Society. New Forms of Work Organisation and Industrial Relations in Southern Europe - Edited by Francesco Garibaldo and Volker Telljohan

2009 ◽  
Vol 47 (2) ◽  
pp. 454-456
Author(s):  
Horen Voskeritsian
Keyword(s):  
Industrial Relations ◽  
Work Organisation ◽  
Southern Europe ◽  
Education Society ◽  
New Forms Of Work

The Workforce of the Future: Implications for Industrial Relations, Education and Training

1994 ◽  
Vol 5 (1) ◽  
pp. 104-116 ◽  
Author(s):  
Russell D. Lansbury
Keyword(s):  
Industrial Relations ◽  
Occupational Status ◽  
High Standard ◽  
First Century ◽  
Work Organisation ◽  
Working Lives ◽  
The Future ◽  
New Forms Of Work ◽  
And Training

This paper examines new forms of work organisation which may emerge in the coming decade, as the distinction between white and blue collar work fades and occupational status is defined more in terms of skills and knowledge. Demarcation barriers between skilled and unskilled work, trades and professions will become less relevant as multiskilling and inter-changeability of personnel becomes a requirement in most organisations. The proportion of self employed in the workforce will also increase and most people will work on contracts rather than be guaranteed long-term employment with one organisation. Few people will pursue the same occupation throughout their working lives. Retraining will become a constant requirement to ensure that skills remain relevant. While the latest technologies will continue to be used in order to maintain a high standard of living, there will be pressures on industry and governments to retain some labour intensive forms of work in order to contain levels of unemployment. Three possible scenarios are presented for the future of work in the twenty-first century.

Leadership training and delivery prospects of team leaders in Communication Network Support Services Limited, Ilorin

2017 ◽  
Vol 5 (1) ◽  
Author(s):  
Abdulahi G. Olatunji ◽  
Ademola Ojelabi ◽  
Abdulwaheed A. Isiaq ◽  
Issah Moshood ◽  
Amali S. Ewaoda
Keyword(s):  
Leadership Training ◽  
Survey Design ◽  
Industrial Relations ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Work Organisation ◽  
Team Leaders ◽  
Chi Square ◽  
Statistical Tool ◽  
Network Support

Training and development of staff has been one of the key focuses of every human resources department of any formal work organisation. This is as a result of the realisation that training is an important determinant of people’s behaviour as well as their general delivery ability at work. In realisation of this, intellectuals and researchers in industrial relations generally have put vested interest in the phenomena of training and work delivery ability. However, despite the enormous volume of literatures available in this regard, very few among them have specifically examined the importance of leadership training as a possible determinant of work delivery. Thus, this study is an attempt to cover this gap. In order to achieve this objective, survey design was used as the research design for the study. A questionnaire was used to elicit information from the respondents, while simple random sampling technique was used to select the study sample. Frequency distribution and percentage were used as descriptive tools, while chi-square was used as an inferential statistical tool in the study. The study found out that leadership training has a significant relationship with the identified work delivery elements measured in the study. The study concluded that leadership training has a significant effect on delivery ability of team leaders and thus recommended that leadership training should be given utmost priority in work organisations so that work delivery prospects of the employees could be realised.

How the changing relationship between labour and political party influenced growth of autonomous labour unions in Taiwan

2019 ◽  
Vol 41 (4) ◽  
pp. 758-772
Author(s):  
Santanu Sarkar ◽  
Meichun Liu
Keyword(s):  
Political Parties ◽  
Global Financial Crisis ◽  
Industrial Relations ◽  
Democratic Progressive Party ◽  
Content Type ◽  
Labour Unions ◽  
Labour Movement ◽  
Economic Landscape ◽  
New Forms Of Work ◽  
New Generation

Purpose The purpose of this paper is to find how the changing relationship between labour and political parties influenced the growth of reasonably independent labour unions in Taiwan. Design/methodology/approach The authors have drawn on data collected through in-depth interviews of union officials, labour activists and members of legislature from two major political parties in Taiwan. Findings The authors found that the breach between labour and political parties was affected by the eventualities contemplated in democratisation. Though the DPP (Minchin-tang/Democratic Progressive Party) provided the initial “shot in arm”, autonomous unions have not necessarily grown underneath DPP’s dominion. Political liberalisation of Taiwan’s industrial relations systems has gained more momentum when the DPP was in opposition than in power. Anti-incumbency pushed independent unions to sway the opposition’s backing when Kuomintang (KMT/the Chinese Nationalists) was in power and not to that extent when the KMT stepped down. The autonomous labour movement in Taiwan was initially influenced by the changing relationship between labour and ruling parties. However, the movement was subsequently shaped by the ethnic and political characteristics based on the historical divide between the mainlanders and Taiwanese and Taiwan’s changing economic landscape. Research limitations/implications Specific limitations include the subjectivity of the inference and lack of generalisability of the findings that are based on interviews with two out of three players of industrial relations system. Practical implications Because of globalisation and global financial crisis that brought together a new generation of workforce who hold individualistic values, have lesser faith in collectivism and perform new forms of work where unionisation is no more relevant, the autonomous labour movement in Taiwan was hugely impacted. Originality/value Growth of independent unions is not being shaped by democratisation alone. If we refocus the debate about democracy’s implied relationship with the rhetoric of national identity, one can see the crucial role played by the changing economic landscape and ethnic divisions ingrained in political origins.

The concept of ‘flexicurity’: a new approach to regulating employment and labour markets

2004 ◽  
Vol 10 (2) ◽  
pp. 166-186 ◽  
Author(s):  
Ton Wilthagen ◽  
Frank Tros
Keyword(s):  
Trade Unions ◽  
Industrial Relations ◽  
Labour Markets ◽  
Vulnerable Groups ◽  
Work Organisation ◽  
The European Union ◽  
Policy Makers ◽  
New Approach ◽  
The One ◽  
National Governments

This article deals with the new policy concept of ‘flexicurity’ in view of the emerging flexibility-security nexus currently faced by the European Union, national governments, sectors of industry, individual companies and workers. On the one hand there is a strong demand to make labour markets, employment and work organisation more flexible. At same time, an equally strong demand exists for providing security to employees – especially vulnerable groups – and for preserving social cohesion in our societies. Policy-makers, legislators, trade unions and employers’ organisations have a strong need for new theory-inspired policy models and concepts that promise to reconcile these goals of enhancing both flexibility and security that at first sight seem incompatible. This article discusses the origins, conditions and potential of ‘flexicurity’ as policy or strategy at various levels of industrial relations. It also outlines a research agenda.

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