Thesis (M.B.A.)--Boston University

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M.Phil. / Prior to the political transformation process, the labour relation's environment in the automotive industry, and in particular Nissan S.A. (the research organisation), was conflicting and disruptive. This resulted in an unstable working environment that affected future business performance and market opportunities. During this period, Nissan S.A. also became part of the global 'village' that requires, amongst others, stable labour relations and a co-operative approach towards union and management matters. This was critical for business survival and future investment from global partners. In order to achieve the above, a union I management development programme was put in place in conjunction with several role-players, that included the contribution of union representatives. The programme largely dealt with the understanding of different management and union roles and functions within the workplace. It furthermore equipped union and management representatives with critical skills and competencies, necessary to deal with conflicting issues that affected performance. The programme outcome was positive and it created the foundation for the organisation to remain competitive. The disruptive and conflicting labour relation's environment stabilised and better working relationships between management and the union followed. Since the implementation of the programme, new challenges emerged. Locally, political ownership changed 'hands'. Many union representatives were taken up into political leadership positions that affected union and representative capacities in terms of resources and competencies. Newly elected union representatives (and union members) questioned the role and function of unions, especially considering the fact that political 'victories' were no longer required at shopfloor level. Global competitiveness (and locally) affected employment security. The business, through operational requirements, dramatically reduced the workforce that affected relationships with the union and members. Globalisation required different operations, skills and 'thinking'. These changes justify a critical evaluation of the new role and function of union representatives to better cope with modern business challenges. This is critical for future survival and growth as uncertainties could affect the stability of the organisation. An understanding of changes and the empowerment of union representatives to deal with changes and challenges have proven to be successful for the organisation in the past. This study has also proven that parties need to understand and work towards a 'common interest' realisation. As a result, the following was appraised: • To explore and describe how union representatives perceive their role and function within a changing business environment. • To describe guidelines as a framework for the empowerment of the role and function of union representatives. A qualitative, exploratory, descriptive and contextual research design was followed. The data was gathered by means of two focus group interviews, which included the selection and participation of permanent union representatives. The raw data was analysed using the descriptive method of open coding. Two independent coders analysed the data with the researcher. A literature control study was done to recontextualise data. Based on the results of the research, guidelines were formulated. The results of the study indicate that union representatives recognise 'the changing world of work' and that modern business challenges require different thinking and operating methods. These changes and challenges affect the traditional role and functions of union representatives. As a result, it necessitates the performance of different roles and functions, in addition to the traditional ones. The research results indicate the need for change to a more participative management style that would be a requirement for the intervention and development of a comprehensive programme that would empower union representatives to better cope with modern business challenges. The research confirms the common realisation thinking. The research results further indicate that the empowerment of union representatives is a requirement to be effective in dealing with modern business challenges. A further need is the necessity for organisational culture change and change management.

Trade unionism has rarely been considered as a factor in the processes of acculturation and social change. Yet in British Columbia, as in other parts of the world, many sub-cultures are becoming increasingly involved with trade unions. This thesis attempts to examine the relationship between union activity and acculturation. It also attempts to trace the effects of trade unions on ethnic communities and the effects of ethnic groups on trade unions. A number of hypotheses of various authors were tested. These hypotheses fell into four categories: (1) those which saw the trade union as breaking down the reluctance of some sub-cultures to commit themselves to the Industrial workforce; (2) those which suggested the union replaces traditional social groupings; (3) those which posed a relationship between union and ethnic community leadership; and (4) those which felt trade unionism furthered the acculturative process. The study was made on a comparative basis, giving it considerable cultural variation. Field work was conducted among two ethnic groups in the Vancouver area during the summer of 1962. The two groups are the Squamish Indians living on reserves in North Vancouver and the Italians living in the Queensborough district of New Westminster. Both groups possess communities of a similar socio-economic level and through their employment, many members of both groups are trade unionists. Data on the problem outlined above were sought through interviews with members of the community and union officials and through participation in community and union activities. Pertinent documentary sources were also consulted. Early in the field work, it became apparent that the Italians are much less active unionists than the Indians. Reasons for this variation were sought. The variations appear to be connected with the structures of the unions involved, the aspirations and values of the ethnic groups, the length of contact with the union, and other historical and cultural factors. Data from the Indian community indicate that union activity, a form of acculturation in itself, tends to further other aspects of acculturation. To some extent, direct effects of union on community were discovered. Many of the Squamish band councillors, for example, are trade union officials and their union training is sometimes reflected at the council table. Furthermore it appears that the trade union acts as an institutionalized link which tends to integrate the Squamish unionists with a segment of White society sharing the same values, behavior patterns and norms. / Arts, Faculty of / Sociology, Department of / Graduate

Both the development and the effective operation of health and welfare services, public and voluntary alike, depend heavily upon public understanding and approval. Yet welfare services have changed so radically in recent decades that much misunderstanding and "cultural lag" exists. "Public opinion" comprises the expressions of interest and viewpoint of many different groups: there are many "publics" rather than one homogeneous citizenry. Trade unions are an important segment, not only as representing the increasing industrial sections of the working-force, but because of growing numbers and influence in public affairs. Accordingly, the present study is directed particularly to the attitudes, views, and information about health and welfare services among members in a large and representative trade union (International Woodworkers of America, Local 1-217). An original questionnaire was formulated and revised after some preliminary testing. After striking a random sample from membership lists, forty rank-and-file unionists and a group of officials were then interviewed in their homes or offices. Some of the most best-substantiated findings are as follows. (1) There is a high degree of unanimity concerning the assignment of welfare responsibilities to government, and in particular, the federal government, though there is doubt as to the best division between provincial and local. (2) The rank-and-file reveal favourable feelings towards the Community Chest, whereas officials' views question the need for its existence. (3) The Community Chest is identified almost wholly, by both rank-and-file and officials as a fund-raising organization. (4) There is singularly little recognition of the need for citizen participation in welfare planning. (5) Trade union members in general looked upon social workers with some respect, but ascribed low status to their professional role. Both the kinds of tabulations in this rather neglected area of opinion measurement, and the views brought to light in this pilot study, suggest there could be considerable value in continued research. / Arts, Faculty of / Social Work, School of / Graduate

In times of shifting cultural and institutional priorities, the acquisition and preservation of private records by large publicly funded archival institutions is becoming increasingly problematic. Repositories are looking for new ways of meeting their cultural mandates while also dealing with reduced budgets and staffing levels. This thesis examines the issue from the perspective of who is to be responsible for the preservation of labour union records and where are they to be preserved. After putting the issue in context with an literature review and then by examining the juridical and social framework within which unions operate the thesis studies the question from two traditional perspectives: preservation solely by an archival institution and preservation solely by the organization or union. The thesis concludes by recommending a third option, a mixed or shared responsibility approach between the union and the institution, specifically, a cost-shared / partnership arrangement between the union and archival repository regarding the acquisition and preservation of labour union records. / Arts, Faculty of / Library, Archival and Information Studies (SLAIS), School of / Graduate

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