...HISTORY: LABOR UNION IN THE PHILIPPINES The labour union is a struggle for the working people’s emancipation and the struggle for real labour unity. • 1872- workers were under gremois, mutual aid societies which became the precursor of trade union. -Gremois de Impressores protested against a printing press in Pampanga. • 1892- birth of Katipunan. - Bonifacio led the Katipunan in launching Asia’s first nationalist and worker-led revolution. • March 6, 1899- Union de Impresores struck against La Independencia to demand forwage increases. • 1902- birth of Union Obrero Democratica under Isabelo delos Reyes. • August 2,1902- the first general strike was launched to demand workers’ rights and emancipation from the American colonizers. • May 1, 1903- workers under Union Obrero Demokratiko Filipinas led the first International Labor Day celebration. • June 10, 1908- American colonial government created the Bureau of Labor to legalize and regulate trade unionism in the country. • 1913-1930- Congreso Obrero de Filipinas championed the struggle for the demand of an 8 hour workday. =Katipunan ng Anakpawis =Partido Komunista Ng Pilipinas • 1935- Constitution provided that “the state shall provide full protection to labor” • October 29, 1936- C.A. 103 institutionalized compulsory arbitration with the creation of the Court of Industrial Relations. • June 3, 1939- the eight-hour workday was finally institutionalized under Commonwealth Act 444. •...
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...The Challenges Facing Labour Unions Today Good morning ladies and gentleman. Today I am going to talk about some of the challenges facing labor unions today and how we can rise to meet them. Government policies may vary from province to province but we are fortunate enough to have some of the strongest labor legislation out there. The economic recession has been hard on everyone and unions are no exception, with the lay-offs or closures of plants and businesses, the union faces the challenge of ensuring we stay strong and effective. In the workplace there are many challenges relating to diversity, changing human resource management and organizing one of the largest sectors of workers in Canada, the service and retail industry. (Very good introduction!) Economic and political change, globalization and restructuring have made people question the effectiveness or need for unions. With the changes in the workplace and workforce, such as shrinking public sector and primary industries and the growth of the private sector coupled with the changes in work arrangements, unions are faced with challenges relating to their survival and vitality. (McQuarrie, 2003) Traditionally unions were structured to represent employees in industries with a fairly stable workforce and hierarchical relationship with management. Today unions face the necessity of “having to adapt to new realities of work and proving their relevance to a new generation of workers in a variety of workplaces.” (McQuarrie...
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...Accra, Jan. 7, GNA - Mr Joseph Aryitey, Chairman of the National Labour Commission (NLC) on Sunday asked Employers and Organised Labour to bring pressure to bear on the Minister of Employment and Manpower Development to pass the Minister's Regulation, and make the Fair Wages Council work. He called on Parliament to raise the issue of the Minister's Regulation, followed by a national discussion since the three years' period for which the Regulation should be made to work after the passage of the Labour Act, Act 651, had already elapsed. Mr Aryitey made the suggestion during a discussion on "emerging issues in industrial relations in Ghana since 1957," at the 58th Annual New Year School, underway at the University of Ghana, Legon. "The Minister's Regulations on Collective Bargaining; Unionization; Private Employment Centres and Fees for Licences; Sympathy Strikes; Performance of National Tripartite Committee and Incentives for Employers of Persons with Disability should come out after three years after Act 651 was passed. "Let someone raise it in Parliament for the Labour Ministry to wake up and let the Press discuss it," Mr Aryitey said, at the annual one-week extra mural School, organized by the Institute of Adult Education (IAE) of the University of Ghana. The School, which is attracting participants from a cross-section of Ghanaians from among Academia; Politicians; Trade Unions and District Assemblies, is examining Ghana's political, economic and political performance...
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...OIL AND GAS LABOUR UNIONS IN NIGERIA: NUPENG AND PENGASSAN INTRODUCTION The Federal Republic of Nigeria is a country located in the Western Part of Africa. It was a former British colony and achieved independence in 1960. It is a federal republic constituting of 36 states and 1 federal territory. It has a current population of 155,215,573. It is the most populated country in Africa and the 8th most populated country in the world. The current President of Nigeria is GoodLuck Jonathan. Its capital city is Abuja. Nigeria is the 12th largest producer of petroleum in the world and the 8th largest exporter of petroleum. It also has the 10th largest proven oil reserves in the world. In 1971, Nigeria joined the Organization of Petroleum Exporting Countries (OPEC). Petroleum is a very important aspect of the Nigerian Economy. Petroleum accounts for 40% of Gross Domestic Product and 80% of Government earnings. The main oil producing region is the Niger Delta which consists of three states - Bayelsa, Delta, and Rivers States. However, various problems have afflicted the country preventing it from exporting petroleum at 100% capacity and leading to frequent disruptions. These problems include environmental pollution, human rights violations, poor working conditions and lack of proper investments in the area that would improve the standard of living for the local communities. There are currently two major labour unions in Nigeria that deal with the issues of oil and gas workers: ...
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...Good morning ladies and gentleman. Today I am going to talk about some of the challenges facing labor unions today and how we can rise to meet them. Government policies may vary from province to province but we are fortunate enough to have some of the strongest labor legislation out there. The economic recession has been hard on everyone and unions are no exception, with the lay-offs or closures of plants and businesses, the union faces the challenge of ensuring we stay strong and effective. In the workplace there are many challenges relating to diversity, changing human resource management and organizing one of the largest sectors of workers in Canada, the service and retail industry. (Very good introduction!) Economic and political change, globalization and restructuring have made people question the effectiveness or need for unions. With the changes in the workplace and workforce, such as shrinking public sector and primary industries and the growth of the private sector coupled with the changes in work arrangements, unions are faced with challenges relating to their survival and vitality. (McQuarrie, 2003) Traditionally unions were structured to represent employees in industries with a fairly stable workforce and hierarchical relationship with management. Today unions face the necessity of “having to adapt to new realities of work and proving their relevance to a new generation of workers in a variety of workplaces.” (McQuarrie, 2003) Workforce demographics are changing,...
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...How far was the 1890s the most significant Turning point in trade union & labour rights in the period 1865-1992? The 1890’s had been a turning point for the development of trade union ad labour rights, however it could be said that the period of the 1930’s and the New Deal could be proved as a more significant turning point as well as the start of the period for the development of trade union and labour rights. The 1890s was the time trade unions begun to develop and start to threaten the power of the `robber barons' with powerful strikes. Trade unions wanted the right to exist and collectively bargain with the employer. This was the process where a group of employees formed a unit and bargained with the employer to better their rights. In the 1890s, union membership was steadily growing reaching a membership of just under a thousand by 1900s. This shows that Unions were slowly becoming recognised as membership grew, meaning that employers were under more obligation to accept them. With the creation of the first Industrial Union in 1893, the American Railroad Union, it meant that some unskilled workers could be organised and recognised. This was important as previously mainly craft unions only accepted skilled workers like the American Labour Federation (1874). However, the ARU set a precedent that other industrial unions could do the same, making unions more powerful. However, there were some negatives in this period, lessening the 1890s impact as a turning point. For...
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...TANZANIA MAINLAND AS SEEN BY TANZANIA TEACHERS’ UNION (TTU)1. A PAPER PRESENTED AT THE LAUNCH SEMINAR OF THE NORWEGIAN POST-PRIMARY EDUCATION PROGRAM FOR AFRICA (NPED) ORGANISERS: THE WORLD BANK, WASHINGTON AND MINISRTY OF FOREIGN AFFAIRS, ROYAL NORWERGIAN GOVERNMENT, NORWAY PRESENTER: EZEKIAH T. OLUOCH DEPUTY GENERAL SECRETARY TANZANIA TEACHERS’ UNION (TTU) PLACE: VOLSENASEN CULTURE AND CONFERENCE HOTEL OSLO, NORWAY DATES: 13RD – 14TH SEPTEMBER 2006 1. INTRODUCTION: The United Republic of Tanzania was formed out of the union of two sovereign states namely Tanganyika and Zanzibar. Tanganyika became a sovereign state on 9th December 1961 and became a Republic the following year. Zanzibar became Independent on 10th December, 1963 and the People’s Republic of Zanzibar was established after the revolution of 12th January 1964. The two sovereign Republics formed the United Republic of Tanzania on 26th April, 1964. However, the Government of the United Republic of Tanzania is a unitary republic consisting of the Union Government (Tanzania Mainland) and the Zanzibar Revolutionary Government (URoT, 2005)2 and it is guided by the Constitution of the United Republic of Tanzania, Constitution of the Zanzibar Revolutionary Government and an Article of the Union, which is part of the Constitution of the United...
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...Oil And Gas Labour Unions In Nigeria: Nupeng And Pengassan In: Business and Management Oil And Gas Labour Unions In Nigeria: Nupeng And Pengassan OIL AND GAS LABOUR UNIONS IN NIGERIA: NUPENG AND PENGASSAN INTRODUCTION The Federal Republic of Nigeria is a country located in the Western Part of Africa. It was a former British colony and achieved independence in 1960. It is a federal republic constituting of 36 states and 1 federal territory. It has a current population of 155,215,573. It is the most populated country in Africa and the 8th most populated country in the world. The current President of Nigeria is GoodLuck Jonathan. Its capital city is Abuja. Nigeria is the 12th largest producer of petroleum in the world and the 8th largest exporter of petroleum. It also has the 10th largest proven oil reserves in the world. In 1971, Nigeria joined the Organization of Petroleum Exporting Countries (OPEC). Petroleum is a very important aspect of the Nigerian Economy. Petroleum accounts for 40% of Gross Domestic Product and 80% of Government earnings. The main oil producing region is the Niger Delta which consists of three states - Bayelsa, Delta, and Rivers States. However, various problems have afflicted the country preventing it from exporting petroleum at 100% capacity and leading to frequent disruptions. These problems include environmental pollution, human rights violations, poor working conditions and lack of proper investments in the area that would improve the standard...
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...As a Human Resources Manager, the level of supply and demand in the labour market affects the recruitment and retention of employees. Before I analyse the impacts of supply and demand in the labour market, I will first define what the labour market is in the context of HRM. According to Wilton 2013, labour markets are “the mechanism by which human labour is bought and sold and how the number and type of available jobs, the labour demand, is matched with the number and type of available workers, the labour supply.” In other words, employers are the buyers of labour with the employees being the seller. Labour markets can be segmented in many different ways, such as geographic location, occupation, or industry but for the purposes of this case study the labour market will be organised along the lines of occupation as I am trying to recruit staff for two different occupations. The supply and demand for these labour markets differ, as there is a greater supply of catering employees than registered midwives. According to the Department of Employment 2014, there is a shortage of midwives both in Sydney and regional NSW, particularly with experienced midwives as 40 percent of employers unable to find suitable applicants. As of 2014, there has been a 20.1 percent decrease in registered midwives since 2011 (Australian Institute of Health and Welfare 2015) due to the introduction of the new regency of practice standards that require midwives to actively be working in midwifery to maintain...
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...also have organisation. They have a structured hierarchy with the most powerful people at the top. There is a leader such as Gordon Brown for Labour, then senior members, which in a government would be the cabinet. Then there are lower MPs and also whips to enforce party policy. 2. Explain Three ways in which ‘new’ labour differs from ‘old’ labour. 10 marks New Labour removed clause IV from its constitution. This was a reference to common ownership and so removal of old labour policy of nationalisation. Old labour’s core socialist value of common ownership meant that everyone had a share in business and so an equal share of rewards and input. New Labour, however, has adopted capitalist ideas of a free market with private businesses. There were even talks of part-privatisation of the royal mail. New labour has also abandoned its socialist core value of class. This was that they fought for the rights of the working class alone and believed that over time there should be no classes. They rejected the idea of Natural Order. New Labour has largely abandoned this ideology in pursuit of political power. To gain office New Labour needed votes from all levels of society and so introduced policies to please all different classes in Britain. New Labour has also become less dependent on Trade Unions. Old Labour was basically formed by trade unions and had the financial backing of them as well as...
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...immigrants, recruitment and management of individuals gained vitality. Managers were higher than the employees. This system created a gap between the labour force and the management. Social welfare approached in the early HRM helped the immigrants to get adjusted to their jobs and to 'American' way of life. The programs was assigned to ensured an increase in productivity. In the 1790s, employees empower considerably and increased at a quick pace .In the 1800s and 1900s the advent of Labour Union led HR department more capable in politics and diplomacy. HR department has management, labour unions, and Frederick W. Taylor's (1856-1915) theory of 'Scientific Management'. In 1902, National Cash Register was formed to handle employee grievances, record keeping, wage management and other employee-related functions. In 1913, the US Department of Labour promoted the welfare of employees. In 1920s and 30s, the impact of the Hawthorne studies enhanced the physical work conditions for employees changes from workers' efficiency to efficiency through work satisfaction. In 1938, the Fair Labour Standards Act provided security and helped increased the standard of the employees. Since then, the welfare of workers have more new and efficient laws. Therefore, human relations became a prominent feature of organizational behaviour. The National Labour...
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...* Eurofound * EIRO * EMCC * EWCO |Skip to contents | | * Site Map * Help * Contact ------------------------------------------------- Top of Form Search Terms: Bottom of Form You are here: Eurofound > EIROnline > 2004 > 11 > Industrial relations in Japan 2003-4My Eurofound: Login or Sign Up Industrial relations in Japan 2003-4 This record reviews 2003-4's main developments in industrial relations in Japan, and focuses on the topical issues of migration and pensions reform. Economic developments In 2003, Japan's GDP fell by 0.1% over 2002 in nominal terms, but increased by 2.5% in real terms, which significantly exceeded the real growth rate in 2002 (a fall of 0.3%). Private demand, especially private capital investment, showed significant growth of 9.3% (after a fall of 7.2% in 2002). Due to the recovery in overseas economic conditions, Japan's exports also rose by 10.1%, exceeding the 2002 level (8.0%). On the other hand, private final consumption expenditure remained virtually flat in 2003, with only 0.8% growth on the preceding year's level (0.9%). Conversely, public demand shrank by 2.1% (due to a reduction in public works). According to the Cabinet Office's 2004 'Annual Report on Japanese economy and public finance/economic survey of Japan', Japan's economic growth in 2003 can be attributed to: i) increased private demand; ii) improvements in corporate financial positions through reduction of excessive debt and...
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...the end of the war, as it signalled the comprehensive end of what became known as the Post-war Consensus, changing fundamentally the way in which the country was governed. To understand whether Thatcherism was a reaction against this consensus we have to first understand what the consensus was - and why it ended. The consensus emerged in the difficult but optimistic years following the war. It came at least partly from a desire to create the "New Jerusalem", creating social and economic progress from victory. It was in a sense a reaction against the ‘consensus’ that went before, that of a generally non-interventionist government, which was discredited by the memory of the 1930s. The consensus, inaugurated by the policies of the 1945-51 Labour government, marked a great increase in the role of government in peacetime economy and society, something which remained generally unchallenged for decades by successive governments. This does not mean that there was no disagreement between parties and nothing was at stake at elections, as there were many instances of bitter conflict between parties and party identification remained high - but the consensus was a set of parameters in which policies could change, almost agreed goals but disagreement on how they should be achieved. For example, the retreat from Empire was generally agreed on, but the pace and the timing was a matter for difference between the parties. The term...
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...willed, determined and decisive. Opinions on Margaret Thatcher remain divided after her death, but what is hard to argue with is that she was a great and influential leader. And here are three leadership qualities any leader can learn from Lady Thatcher: Passion, Determination and Confidence. Margaret Thatcher was able to lead the UK as the first, and so far only, female prime minister for 12 years and during that time was able to bring about many significant changes including the sales of council houses that allowed many families to own a house for the first time, privatization of utilities, as well as bringing in the disliked poll tax. She was also able to represent the UK well on a global stage by standing up to Europe and the Soviet Union. It was a Soviet journalist who named her the “Iron Lady” to depict her uncompromising politics and leadership style. She relished the nickname—showing full recognition of her powerful public image and demonstrating the strategic savvy to perpetuate it. Margaret Thatcher had a passion for her country and for privatization and freedom. Her believe was that nations can only achieve prosperity and greatness by setting individuals free. This passion allowed her to fight for many key policies and gave her the strength to take up fierce fights, which she ended up winning. Her determination was key to her leadership. Lady Thatcher...
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...Do you agree with the view that the ‘industrial chaos of the winter of 1978-9 primarily accounts for Mrs Thatcher’s election victory in 1979? The Winter of Discontent was the the winter of 1978–79 in the United Kingdom, during which there werestrikes by public sector trade unions demanding larger pay rises, following the on-going pay limits of the Labour Party government led by Callaghan against TUC opposition to control inflation, during the coldest winter for 16 years. In source 3, Pugh states that, 'the industrial chaos of the winter of 1978-79 gave Mrs Thatcher her opportunity'. This suggests that industrial chaos of winter of discontent was the reason for Thatcher's victory in the 1979 election. Source 3 therefore strongly agrees with the statement. Pugh also says that if 'Callaghan held an election in the autumn of 1978, he might well have won.' This shows that Callaghan was personally more popular than Margaret Thatcher. Even though this was the case, the Conservatives had a parliamentary majority. This therefore suggest that it was the more short term reasons like the winter of discontent that gave Margaret Thatcher her victory. Additionally, the winter of discontent lead to a number of strikes by public workers who felt that they were being mistreated by the government following the cuts in public expenditure. These strikes lead to industrial chaos which in turn made Callaghan's government lose support which gave Thatcher an advantage. Another result from the industrial...
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