The object of interest in this essay is the issue of reducing work hours and how that issue was handled in the Trade Union Confederation (LO). In previous research the struggle for shorter work hours has been viewed as a struggle between trade union and employers’ organizations. The previous research has had difficulties in explaining LOs part in this struggle, their actions have not been the expected. LO had not played an active part in the struggle for shorter work hours and the previous research has not been able to given a satisfying explanation for this. In this essay the starting-point is another. The issue of reducing work hours, this essay argues, was a problem for LO. The problem consists of the need for LO to mark against communism, both inside and outside of the organization. But this essay also argues that the issue of reducing work hours is in it self subversive and therefore a problem for the reformist LO. From this staring-point the essay analyses the view of the issue of reducing work hours in LO during the period of 1945-1967. The conclusion in the essay is that LO disarmed the issue of reducing work hours, making it harmless. By shifts in conceptions of needs, the possible and conceptions of time and development the issue of reducing work hours was disarmed. The disarmed issue enabled LO to unite the organization in the delicate matter without the risk of pursuing a subversive issue.

Background: Sweden is a country with 30 million memberships in different non- profit organizations. In total these organizations employees about 400 000 people, through employment and voluntary work. The complete turnover for non- profit organizations is 100 billion Swedish crowns per year. It has only since 2001 been compulsory to follow the Swedish account rules BFL and ÅRL. Trade unions are one type of non-profit organizations with the main purpose to care for the interest of its members concerning their working condition. It is of high complication to show the achievements and goal accomplishment of a trade union through its annual report, when rules established for profit- organizations are followed. Members of a trade union should for example be more interested in information that shows if compensation has been paid out for means of a strike than information about profit for the year. Purpose: The purpose of the essay is to describe how annual reports in trade unions are presented, what affects them and how it could be presented better. Method: The essay is based on two parts of investigation, both characterized in an explorative approach. The first investigation consists of ten annual reports from different trade unions. The second investigation was based on eight interviews with people who establish annual reports for trade unions. Conclusions: Annual reports of trade unions should be established with comparability and reliability in mind. A possibility to take these qualitative characteristics in consideration is to establish a common use of terminology and make goals more quantitative. In trade unions today there is no cooperation through any branch organization. Instead the auditor has great influence on the design of the annual report. It should be of interest for branch organizations to take part of the development of good accounting practice (god redovisningssed) to accomplish better annual reports. The focus of an annual report lies on goal accomplishment for the members, but also voluntary staff and the ambient society should be considered. The authors suggest several key ratios aimed for the three different stakeholders. Key ratios could be divided into two different settings; Classical key ratios, which are possible to compare over time and between different trade unions, and Unique key ratios, which are focusing on separated situations in the trade union.

The Constitution of the Republic of South Africa6 (hereinafter the Constitution) gives everyone the right to fair labour practices.7 The Labour Relations Act8 (hereinafter the LRA) regulates the relationship between employers and employees as well as the relationship between employers and trade unions. These labour relations are quite extensively regulated by statutory measures. The same can unfortunately not be said about the relationship between a trade union and its members. Because a trade union is a legal entity, a trade union is controlled and managed by certain functionaries like any body corporate. The management structures of the trade union are defined in the trade union’s constitution. A trade union can not perform any legal functions which are not provided for in the trade union’s constitution. 9 The trade union’s constitution states the nature of the relationship between the union and its members.10 Workers join trade unions in order to protect themselves and their rights in the workplace. An expectation is therefore cultivated by the members that the trade union, through its representative power and mandate to act on behalf of the members, will do so in the best interest of the members. The disruption of the relationship can have negative implications for the trade union. In this study, relevant case law will be sited to explain the contents of the legal responsibility of a trade union to its members. The specific focus of the study is the legal responsibility of a trade union if its members would suffer pecuniary loss or harm as a result of the trade union’s actions. The purpose of this study is to discuss the regulation of the relationship between a trade union and its members in South Africa and to find a solution for the fragmented regulation or non-regulation thereof. The authority that a member grants to a trade union, mostly in the form of a contract, involves the expression of the will of the members that the trade union has the necessary power to perform judicial acts on its behalf. The discussion is limited to the actual authorization originated by a contract of mandate between a trade union and its members. In terms of the common law’s contract of mandate a representative is obliged to perform his orders with care and diligence, convey information, to act in good faith and to account for his actions. There are no statutory measures that regulate the nature of the legal relationship between a trade union and its members provided for in the trade union’s constitution. This study discusses the regulatory challenges that the regulation of the relationship between a trade union and its members in South Africa are facing, and some recommendations are made with regards to the possible application of existing legislation and the common law contract of mandate. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

A representative body such as a trade union, workplace forum or an organisation that specifically handles disputes that may arise from unilateral decisions that are taken by employers in the billboard industry that affect the salespeople could, go a long way to improve the working conditions of these people. There is, however, no such an organisation that exists currently to protect workers in this industry. This poses the question whether salespeople in the industry would want to see the formation of such a union and whether or not they would join such a union. Another question that needs to be answered is whether adhering to the culture of the organisation and respecting the values and ethical behaviour of the organisation would prevent managers from making unilateral labour related decisions that affect salespeople negatively and eliminate the need for the formation of a trade union. To achieve this objective, exploratory research methods were used to learn more about the problem identified. Through interviews (qualitative research) with salespeople and managers in the billboard industry the attitudes of these groups were tested regarding the above objective. Findings and recommendations were that: Salespeople in the outdoor advertising industry believe that there is a need for the formation of a trade union for sales people; therefore, the formation of such a union should be further explored and considered. Salespeople also believe that regardless of ethical behaviour by their employers there is still a need for a trade union that could assist them in getting benefits such as medical aid benefits and pension fund. Sales managers in the industry however, believe that there is no need for the formation of a trade union for salespeople as long as they behave in an ethical and fair manner toward their sales staff. / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2010.

A representative body such as a trade union, workplace forum or an organisation that specifically handles disputes that may arise from unilateral decisions that are taken by employers in the billboard industry that affect the salespeople could, go a long way to improve the working conditions of these people. There is, however, no such an organisation that exists currently to protect workers in this industry. This poses the question whether salespeople in the industry would want to see the formation of such a union and whether or not they would join such a union. Another question that needs to be answered is whether adhering to the culture of the organisation and respecting the values and ethical behaviour of the organisation would prevent managers from making unilateral labour related decisions that affect salespeople negatively and eliminate the need for the formation of a trade union. To achieve this objective, exploratory research methods were used to learn more about the problem identified. Through interviews (qualitative research) with salespeople and managers in the billboard industry the attitudes of these groups were tested regarding the above objective. Findings and recommendations were that: Salespeople in the outdoor advertising industry believe that there is a need for the formation of a trade union for sales people; therefore, the formation of such a union should be further explored and considered. Salespeople also believe that regardless of ethical behaviour by their employers there is still a need for a trade union that could assist them in getting benefits such as medical aid benefits and pension fund. Sales managers in the industry however, believe that there is no need for the formation of a trade union for salespeople as long as they behave in an ethical and fair manner toward their sales staff. / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2010.

The thesis is based on a research project called Learning-in-partnership, abbreviated to “Learnpartner”. The work was organized as a joint research project between Sweden, Norway, Finland, Denmark, the Netherlands, the United Kingdom, Spain, and Germany, and managed by Leeds University Business School in the UK. Our project task was to describe best practice for partnership-based work on the labour market within the European steel and metal industry when responding to the process of restructuring.The research was based on case studies in two Swedish companies, where we conducted interviews with trade union people, employees, managers, and human resource personnel. The qualitative design was supplemented with interactive methods during discussions, workshops, and seminars, which meant involving practitioners from both the companies and the trade unions in interpreting the results. The theoretical framework relates to work organisations, industrial relations, competence development as well as conditions for sustainable development. In order to describe the research findings in this thesis, a model was used to highlight different factors that can influence change processes.The report describes empirical findings regarding the consequences of change processes taking place at organisational and at individual level. The results show that both the companies have been successful when it comes to responding to the restructuring process; however, there are some differences at individual level. The thesis highlights certain factors such as; management strategies, trade union involvement, workteams, employee participation and follow-up and discusses how they influence the entire process and the outcomes of restructuring work.Hanne knows the steel industry from her childhood. She grew up in a small district in Sweden where the steel mill was the biggest and (almost) the only employer. Her parents and brothers worked there until the rolling mill was closed down. Her previous relationship with the world of steel helped her while working on the thesis, and gave her some kind of justification to be inquisitive. Hanne Randle is a researcher and PhD-student at Karlstad University – department of Working Life Science. Besides from industrial relations and partnership, Hanne has researched; conditions for developing sustainable public sector jobs, developing a European standard for vocational education and training for explosive sector workers, older workers and lifelong learning, and workplace learning. As a mean to develop a joint learning process between researchers and practitioner her method in research is to involve participants into the whole process of the research.

Doctor of Philosophy (PhD) / The study of employer associations in Australia has focused on the activities of state employers’ federations and peak employer organisations in the federal sphere and on the effect on those organisations of Australia’s compulsory conciliation and arbitration system. The majority of literature has continued to mainly focus on national employer associations and on their difficulties in achieving national unity due to the differing views of their State branches. Despite their historic relevance, state employer associations that were established during the colonial era have been virtually ignored. Whilst single industry associations at the state level have also had to come to terms with the demands of Australia’s dual industrial relations systems, the role of the state systems and of the state-based employer associations appear to have attracted comparatively little academic interest. The effect on employer associations of the character and status of those who direct and influence their operations has received little, if any, analysis. Leading builders who were the major contractors of their time established the Master Builders Association of NSW (MBA/NSW) during the colonial era, and those that led the association throughout the turmoil of the 1890s, a major depression and two world wars continued to be the leading builders in the State of New South Wales. Following the Second World War, the character of the MBA/NSW changed with the absorption of suburban associations that comprised small to medium-sized builders. That development was compounded by the changes in the size, height and complexity of buildings within the Central Business District of Sydney and in other centres throughout the metropolitan area. Enormous capital was required to fund construction works and large corporations were formed and the bench-mark of what constituted a major contractor was raised considerably. Those events had an enormous impact on the character and operations of the MBA/NSW. This historical thesis seeks to explain why the MBA/NSW was successfully established in 1873 after two previous attempts; and, what accounts for its subsequent survival and growth. It analyses the various challenges that faced the MBA/NSW during its first one hundred years and the effect on that association of the policies and practices of iii architects, governments, trade unions and other employer associations. It traces the 1890 establishment of the Master Builders Federation of Australia (MBFA), the oldest federal industry association in Australia, by the MBA/NSW and its sister associations from other areas of Australia and analyses the manner in which the State-based Master Builders Associations each fought to retain their individual independence and reject any attempts to cede their powers so as to convert their federation into a national centralised body. The need for quick national responses of major building companies during the 1970s was addressed through a composite organization created by the Master Builder movement and the Australian Federation of Construction Contractors due to the continued refusal of the Master Builders associations to cede their powers to MBFA. The development of the trade union movement in the building industry in New South Wales is also analysed together with reference to the history of building industry awards in this State. The study also outlines the history of MBA/NSW initiatives and policies related to tendering and industrial relations which came under increasing pressure due to legal challenges from disciplined members and to changes arising from industrial and trade practices legislation. The practice of convening tender meetings, the introduction of Builders Licensing in New South Wales and, the origins of the MBA/NSW Group Apprenticeship Scheme are each described.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1974. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

SILVA, João Paulo Fernandes da. A experiência organizacional dos trabalhadores rurais no Município do Crato - CE (1960 – 1970). 2010. 147 f. Dissertação (Mestrado em História) - Universidade Federal do Ceará, Departamento de História, Programa de Pós-Graduação em História Social, Fortaleza-ce, 2010. / Submitted by Raul Oliveira (raulcmo@hotmail.com) on 2012-06-25T16:14:08Z No. of bitstreams: 1 2010_Dis_JPFSilva.pdf: 5393755 bytes, checksum: d5d0fd64dd42267624eb257b7f24d99f (MD5) / Approved for entry into archive by Maria Josineide Góis(josineide@ufc.br) on 2012-06-27T12:04:49Z (GMT) No. of bitstreams: 1 2010_Dis_JPFSilva.pdf: 5393755 bytes, checksum: d5d0fd64dd42267624eb257b7f24d99f (MD5) / Made available in DSpace on 2012-06-27T12:04:49Z (GMT). No. of bitstreams: 1 2010_Dis_JPFSilva.pdf: 5393755 bytes, checksum: d5d0fd64dd42267624eb257b7f24d99f (MD5) Previous issue date: 2010 / This research analyzes the process of organization of rural workers in Crato, in the State of Ceará, between 1960 and 1970: period in which the first nuclei of rural trade unions appeared in the micro region of Cariri. It is these trade unions that somehow make room for the claims of those men and women, nurturing and linking their experiences, and giving us a view of the peculiarities of their lives. The interpretations developed here follow a different approach from that of those who analyzed Cariri’s agrarian history. We based this work on a view that these social subjects would hardly organize themselves and define their own activities, and on the idea that they cannot be seen as a mere support for certain institutions like the Church, trade unions and political parties. Our interest is to understand how they formed and fashioned the basic elements of their socio-economic organization, and to comprehend the social relations of their work, whose nuances reflected directly in their lives. / A pesquisa analisa o processo de organização dos trabalhadores rurais no município de Crato, no estado do Ceará, entre os anos de 1960 – 1970, período no qual se deu o surgimento dos primeiros núcleos sindicalistas rurais do Cariri cearense. São esses sindicatos que, de alguma forma, abrem espaço para as reivindicações daqueles homens e mulheres, nutrindo e criando vínculos onde permitia-se a troca de experiências por parte dos mesmos e a visualização das peculiaridades vividas por cada um. As interpretações aqui elaboradas procuraram distanciar-se e seguir caminhos diversos daqueles seguidos pelos que tentaram analisar a história agrária da região do Cariri, baseados na visão de que esses sujeitos sociais seriam incapazes de se organizar, definindo suas formas próprias de ação, ou de que eles seriam meros sustentáculos de determinadas instituições, como a Igreja, os sindicatos e partidos. O nosso interesse é compreender como se modelaram os elementos básicos da organização sócio-econômica desses trabalhadores, e entender as relações sociais de trabalho inseridas naquele espaço, cujas nuances refletiam-se diretamente em suas vidas.

A questão examinada neste trabalho é a concepção de educação que se estabelece no processo de Formação Sindical da Central dos Trabalhadores e Trabalhadoras do Brasil – CTB com a finalidade de contribuir para que o movimento de trabalhadores amplie a sua discussão sobre a educação e sobre a Formação dos seus Intelectuais Orgânicos. Esta Formação assume uma perspectiva de constituição da Autoeducação da classe trabalhadora que possibilite a sua consolidação enquanto movimento revolucionário que pretende a libertação humana. A práxis diária e as condições históricas e sociais são fundamentais para a produção da existência, inclusive para os sujeitos desse trabalho, e se constituem em práticas educativas que, articuladas à Educação Não Escolar, contribuem para a formação de seres sociais que se enxerguem capazes de, na produção da sua própria existência por meio do trabalho e nas lutas sociais, modificarem a sociedade de acordo com os seus interesses de classe. Fundamentamos as análises nos estudos de Marx, Engels, Gramsci, Mészáros, Lukács, Alves, Manacorda e Freire e no conceito de Formação Humana como educação que pode abarcar a totalidade dos sujeitos e auxiliálos na compreensão do seu ser social como essencial para a Emancipação. Este trabalho é um estudo de caso no qual utilizamos dos mais variados instrumentos que auxiliaram na elucidação do problema de pesquisa. A utilização do método dialético permite a análise do problema do ponto de vista da totalidade e a relação contraditória no processo de concepção de formação da Central, analisando entrevistas e observando processos formativos. Como evidência resultante dessa pesquisa, podemos apontar principalmente: 1. A predisposição da CTB em constituirse como espaço educativo que contribui para a elevação da consciência de classe; 2. O processo de formação da CTB possibilita a Formação de Intelectuais Orgânicos, com identidade com o movimento do qual se originaram; 3. A formação da CTB encontrase numa relação dialética entre limites e possibilidades, que pode avançar à uma perspectiva de Autoeducação da classe, desde que articulada à luta contra o capital e pela Emancipação Humana. Esta dissertação contribui para que o movimento de trabalhadores elabore práticas educativas com uma maior vinculação com a sua base, que auxiliem na desburocratização do Movimento Sindical. / The question examined in this work is the conception of education that is established in the process of union training of the Central Trade Union of Workers of Brazil CTB in order to contribute to the movement of workers improve their discussion about education and with regard to its organic intellectual formation. This training takes a prospect of constitution of SelfEducation of the working class that allows its consolidation as a revolutionary movement to human liberation. The daily practice and historical and social conditions are fundamental to the production of existence, including the subject of this study, and constitute educational practices that articulated to the Non School Education contribute to the formation of social beings which in the production of its own existence, through labor and social struggles, perceive themselves able to modify the society according to their class interests. We based the analysis in studies of Marx, Engels, Gramsci, Mészáros, Lukács, Alves, Manacorda and Freire and in the concept of Human Formation as an education that can encompass the entirety of the subject and to assist them in understanding their social being as essential to emancipation. This work is a case study in which we use various instruments that helped in the elucidation of the research problem. The use of the dialectical method allows the analysis of the problem from the point of view of totality and the contradictory relationship in the design training process of the Central, analyzing interviews and observing training processes. As evidence resulting from this research, we can manly indicate: 1. The predisposition of CTB to constitute itself as an educational space that contributes to the rise of class consciousness; 2. The training process of CTB enables the Formation of Organic Intellectuals, with identity with the movement from which is originated; 3 The formation of CTB is a dialectical relationship between limits and possibilities that can advance the perspective of SelfEducation class, since articulated the struggle against capital and for the Human Emancipation. This essay contributes to the movement of workers develop educational practices with a greater connection with their base, and to assist in the reduction of Trade Union Movement bureaucracy.