This paper studies the impact that the social responsibility commitments of multinational companies are can have in the settlement of labor disputes that arise in its supply chain through a landmark case that occurred in Peru. There, the en masse dismissal of union members and their representatives by the textiles company Topy Top was resolved through the intervention of two international brands that were clients of that company. This intervention not only enabled the reinstatement of the workers, but also generated a series of instruments designed to develop a mature system of industrial relations. Through an analysis of the agreements and instruments adopted and the way the relationship between the company and the union developed thereafter, we evaluate the role that multinational companies can assume to ensure the compliance of fundamental labor rights. / El presente trabajo estudia la incidencia que son capaces de tener los compromisos de responsabilidad social de las empresas multinacionales en la solución de conflictos laborales suscitados en sus cadenas de producción, a través de un caso emblemático que se produjo en el Perú, como consecuencia del cese masivo de representantes y afiliados sindicales por parte de la empresa Topy Top, que se solucionó a través de la intervención de dos marcas internacionales que eran clientes de dicha empresa. Esa intervención no solamente permitió la reposición de los trabajadores, sino que generó una serie de instrumentos que tenían por objeto desarrollar un sistema de relaciones industriales maduro. A través del análisis de los acuerdos e instrumentos adoptados y la forma cómo se desarrollaron las relaciones entre la empresa y el sindicato posteriormente, se evalúa el rol de garantía del cumplimiento de derechos laborales fundamentales que pueden asumir las empresas multinacionales.

The emergence of factories marked the society, transforming the habits and relations between individuals, new technologies emerged, and even the notion of time gained another sense. The man had to sell their labor to the industrial capitalist part of the wage process, and so he was subjected to daily life within the industry through long working hours, strict schedules, etc. Many workers faced these working conditions in Brazil, especially in the early years of the republican period. In Sergipe, textile industries contributed to the development of the state bringing social, political and cultural changes. To understand the growth of the textile industry and the workers daily lives, this research examined the lives of workers (food, housing, clothing, leisure, internal conflicts, etc.) within and outside the Confiança factory, founded in 1907, in Aracaju, and that had Joaquim Sabino Ribeiro as chief director. The time frame includes 1943, year of the emergence of CLT (Consolidation of Labor Laws) which aimed to further regulate the labor laws and the conflicting relationship between employer and employee, until 1957, when the crisis happens in the national textile industry which had the dismissal of several workers, including affecting sergipanos workers. The sources used were Poliantéa magazine, periodicals Fôlha Popular and Gazeta Socialista, works of memoir Mário Cabral and Melins Murillo, the literature Amando Fontes and especially, labor claims brought by workers against Confiança factory. The theoretical contribution of this research is based on the concept of discipline, proposed by Michel Foucault, in order to understand how was the process of disciplining the daily lives of workers of Confiança factory. / O surgimento das fábricas marcou a sociedade, transformando os hábitos e as relações entre os indivíduos, novas tecnologias surgiram, e até a noção de tempo ganhou outro sentido. O homem teve que vender a sua mão de obra ao capitalista industrial fazendo parte do processo de assalariamento, e assim ele se sujeitou a vida diária dentro da fábrica através de longas jornadas de trabalho, horários rígidos, etc. Muitos operários enfrentaram essas condições de trabalho no Brasil, principalmente nos anos iniciais do período republicano. Em Sergipe, as fábricas têxteis contribuíram para o desenvolvimento do estado trazendo mudanças sociais, políticas e culturais. Para entender o crescimento do setor têxtil e o cotidiano operário, essa pesquisa analisou a vida dos trabalhadores (alimentação, moradia, vestuário, lazer, conflitos internos, etc.) dentro e fora da fábrica Confiança, fundada em 1907, em Aracaju, e que tinha Joaquim Sabino Ribeiro como principal diretor. O recorte temporal compreende de 1943, ano do surgimento da CLT (Consolidação das Leis do Trabalho) que visou ainda mais regulamentar as leis trabalhistas e a relação conflituosa entre empregador e empregado, até 1957, quando acontece a crise no setor têxtil nacional que contou com a demissão de vários operários, inclusive afetando os trabalhadores sergipanos. As fontes utilizadas foram a revista Poliantéa, os periódicos Fôlha Popular e Gazeta Socialista, obras dos memorialistas Mário Cabral e Murillo Melins, a literatura de Amando Fontes e principalmente, os processos trabalhistas movidos pelos operários contra a fábrica Confiança. O aporte teórico desta pesquisa baseia-se no conceito de disciplinarização, proposto por Michel Foucault, com o objetivo de compreender como se dava o processo de disciplinarização no cotidiano dos trabalhadores da fábrica Confiança.

Orientador: Angela Maria Carneiro Araujo / Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Filosofia e Ciencias Humanas / Made available in DSpace on 2018-08-04T03:50:17Z (GMT). No. of bitstreams: 1 Santos_GliciaVieirados_D.pdf: 1719099 bytes, checksum: 4d6d8a2bf71c4cbe124101ab343b04db (MD5) Previous issue date: 2005 / Resumo: Esta tese analisa, a partir do local de trabalho e da percepção dos trabalhadores, os efeitos da globalização e da reestruturação produtiva para a produção, os trabalhadores da indústria de processo contínuo expostas ao comércio internacional e os sindicatos papeleiros. A hipótese central é a de que as mudanças associadas à globalização têm um rebatimento importante no interior das fábricas, modificando a correlação de forças entre os diversos atores envolvidos na produção e tendo na participação da mão-de-obra uma mediadora não-desprezível. A reestruturação na indústria de celulose e papel alcançou um amplo espectro: desde a reestruturação das cadeias produtivas no plano internacional, passando pela redefinição das estratégias gerenciais das empresas, ultrapassando os limites de suas fronteiras com mudanças nas relações com as comunidades locais e as firmas que integram a cadeia de fornecimento de produtos e serviços e, contemplando ainda, a reformulação das estratégias sindicais. Decisões gerenciais ¿técnicas¿ que ocultam uma dimensão ¿política¿ alteraram as relações de poder entre chefes, engenheiros e trabalhadores do chão-de-fábrica. Os procedimentos metodológicos adotados para a elaboração deste trabalho compreenderam: pesquisa bibliográfica, pesquisa de campo, pesquisa documental, análise de estatísticas sobre o mercado de trabalho, visitas a fábricas e sindicatos e entrevistas / Abstract: This thesis analyzes, from the perspective of the workplace and the frame of reference of employees, the effects of globalization and of productive restructuring on production, on the employees involved in industries that employ continuous processes and on the unions of the pulp and paper sector. The central hypothesis is that the changes linked to globalization have had a significant effect inside the factories, modifying the correlation of the strength of the many diverse players involved in production and they have also had a relevant mediating effect in terms of the participation of labor. The restructuring has reached a broad scope: going from the restructuring of the production chains, on an international scale, to the redefinition of the management strategies of the industries, and reaching beyond the industries internal boundaries through the changes brought on with respect to the communities and the companies that make up the supply chain and, also taking into consideration the reformulation of the strategies taken up by the unions. ¿Technical¿ management decisions that conceal a ¿political¿ dimension have altered the relationships of power among the bosses, engineers and other employees. The methodological procedures adopted include: bibliographical research as well as that of documentation, fieldwork, the analysis of statistics regarding the labor market, visits to factories and unions and interviews / Doutorado / Ciencias Sociais / Doutor em Ciências Sociais

M.Phil. / The South African Police Service was formed in 1913 to realise the maintenance of Law and Order and hierarchies. As a result the SAPS lacked the credibility and legitimacy in the eyes of the majority of South Africans The Police Force was associated with the abuse of human rights. When the Government of national unity assumed power in 1994, they decided there was a need to restructure the service. One of the post-1994 Government's foremost tasks was to transform the Public Service into an efficient and effective instrument capable of delivering equitable services to all citizens. This necessitated that structures, management style, approaches and practices be redesigned. Restructuring the SAPS was one of the processes of transforming the service to restore the credibility and legitimacy. It is nearly seven years since the new structure was introduced. The purpose of the research is to uncover challenges brought by the new structure. An assessment of the effect of such restructuring is necessary in order to ensure that the change of direction is appropriate. It is time for the SAPS to take stock. The main findings of the research are that, the new SAPS rank structure is conducive for the effective delivery of service as well as appropriate to achieve the Mission and Vision of the SAPS. The findings, however, revealed that the new SAPS lacked discipline. Because members are not disciplined, the community does not respect police officers like before. Again, with the new ranks juniors do not respect seniors like previously. The attitude study revealed that, although a large number of members were satisfied with the fact that they were promoted, serious dissatisfaction was caused by the system of promotion, in which the rank system undoubtedly had a major role. An assumption that SAPS employees are not happy has been proven to be true. It has generally been indicated that they were happier with the previous structure than the present one. Some of their happiness was related to facilities that were now available, achievements, recognition and advancement. The dissatisfaction brought about by the new structure was related to policies, management style and administration, promotions system, advancement, supervision, security, wages, as well as relationships with fellow employees. Among the recommendations, the main one was that members of the SAPS need to recommit themselves in order to achieve a safe and secure environment for all the people of South Africa with dignity to render a responsible and effective service of high quality and continuous strive towards improving the Service.

D.Phil. / The strategic change process that the South African Transport Services, South Africa's largest transport undertaking, had to undergo with its transformation into Transnet Limited in April 1990, was one of the most extensive any undertaking in South Africa had yet to go through. Central to the change process was the transformation of the company from an "undertaking of the State" to a commercialised/privatised entity. The process is characterised by three phases viz. deregulation, commercialisation and possible future privatisation. This discontinuous change process affects every aspect of the company, in particular the Human Resource processes thereof. Against this background an extensive theoretical conceptualisation of change management was devised from a modernist perspective. A model was developed describing the WHY, the WHAT, the HOW (process and micro-dynamics) and the WHO of the change process. Human Resource Management was identified as Human Resource Provision, Human Resource Maintenance, Human Resource Development, Labour Relations, Equal Opportunities/Affirmative Action and Social Investment. This dissertation is the result of an extensive diagnostic exercise on micro-level within Transnet to ascertain what the perceptions of Transnet employees are towards cardinal Human Resource variables. These variables were identified against the background of Human Resource theory and deemed as critical for the successful strategic change of Human Resources in Transnet. Against this background, problem areas could be identified, the readiness of employees to change could be scientifically measured and the overall "fit" of employees with the changing conditions could be ascertained. A test sample of 1 875 employees of all employee groups in Transnet (excluding the general group) was taken. The sample was spread out over ten regions of the country. The practical research was done in conjunction with the HSRC in September 1991 - roughly 18 months after Transnet was formed amidst an extensive process of commercialisation. An effective response of 60% was achieved. All statistical processing and analyses were done at the HSRC's computer centre in Pretoria. To make sense out of the mass of information, a factor analysis was done. Two main factors were identified in a second order analysis - one factor which was construed as broad Human Resource Management/Social Investment and a second as broad Labour Relations/Equal Opportunities. The main finding of the research was evidence of an entrenched Human Resource system and that a gap exists between aspects of Transnet's mission and the practical realisation thereof and perceptions of employees on the work floor. A participative culture has not yet been formed while additional problem areas were identified as the management style of the company, employees' motivation, discrimination, work organisation and individual relations, work security and upward mobility. An extensive strategic change model was conceptualised out of these findings so that problem areas could be addressed and managed effectively. Due to the diversity of Transnet's work force a second model, namely a typological model, was devised. The model was conceptualised after further statistical analysis (MANOVA/ANOVA) was done. Accordingly, further problem areas were identified around population group, language, region and occupation.

M.A. / Die gewilde media skep die persepsie dat arbeid in die Iandbousektor ten gunste van meganisasie afgeskaal word. Die navorsingsvraag wat hieruit voortgespruit het, is die volgende: wat is die invloed van omgewingsveranderlikes op die werkskeppingspotensiaal van die Iandbousektor? Meganisasie word nie hier gesien as die veranderlike wat direk aanleiding gee tot die afname van werkgeleenthede in die Iandbousektor nie, maar dat Iaasgenoemde eerder die gevoig van bepaalde omgewingsveranderlikes soos onder andere, onlangse arbeidswetgewing is. Arbeidswetgewing word hier dus gesien as die oorsaak van 'n verlaging in die werkskeppingspotensiaal van die Iandbousektor terwyl meganisasie gesien word as die metode waardeur die Iandbousektor in reaksie op die arbeidswetgewing poog om sy ekonomiese oorlewing te verseker. 'n Newe effek hiervan is noodwendig 'n verlaagde werkskeppingspotensiaal in dielandbousektor. Gedurende die regeringstermyn van die huidige regering, is daar abeids- en ander wetgewing op die Iandbousektor van toepassing gemaak wat die vraag Iaat ontstaan wat die impak van hierdie soort veranderinge in die taakomgewing van die Iandbou-organisasie op die werkskeppingspotensiaal van hierdie sektor gaan wees. 'n Hipotese-stelling is soos voig geformuleer: 'n verandering in die taakomgewing van 'n organisasie, in hierdie geval die Suid-Afrikaanse Landbousektor, gaan noodwendig tot gevoig he dat die organisasie veranderinge sal moet aanbring om te kan oorleef. Hierdie veranderinge word geantisipeer in die rigting van 'n verlaging van die werkskeppingspotensiaal van die betrokke organisasie, in hierdie geval die landbousektor, te wees. Verandering is in die arbeids- en ander wetgewing wat op die landbousektor van toepassing is, aangebring. Daar word ook na ander invloede, soos misdaad, grondhervorming en klimatologiese veranderinge gekyk, om te bepaal of al hierdie faktore gesamentlik aanleiding gee tot die verlaging in die werk-skeppingspotensiaal van die landbousektor.

M.A. (Anthropology) / The scope of this study covers the deployment and application of black labour within the Roodepoort Municipality. In order to fulfill certain so-called obligations the Municipality is dependent on cheap labour which is appointed and applied within the framework of South African law and according to specific methods. The Municipality gives preference to homeland labourers who are recruited on average once every three years in Venda. The preference for recruiting labourers in Venda stems from the relationship which exists between Venda and the R.B.A. at government level, and the ensuing relationship which the Municipality has fostered with the Venda Embassy. In this respect the Municipality exploits the political system in the R.S.A. to satisfy its own needs. The Roodepoort Municipality functions as an arm of the central authority in as much as it subscribes to the dominant ideology of the country. The political and economic systems of South Africa form the basis of bargaining power which influences the patterns of control and domination. The interaction between the central government and the municipal authorities influences the functioning and policy of the latter. This liaison enables, amongst others, the Municipality of Roodepoort to enforce its policy and to put certain directives to its workers. In addition to the constitutional framework, mechanisms such as the municipal structure as well as rules and regulations are used to control the workers. The workers do not; , however, accept the administration and control of the Municipality without further ado. They respond by making use of certain strategies aimed at adapting their working environment. Despite the loss of certain liberties, the workers adapt relatively quickly to the conditions in their working environment. The circumstances in Venda which result in large numbers of migrant labourers leaving their home to work in highly industrialized areas is related to the historical development of the territory and consequently its economic dependence and political restrictedness. Despite being "independent" since 13 September 1979, Venda is still dependent on South Africa judging by the financial support it receives and the reliance of the population in respect of job opportunities in white areas. Without the revenue it receives from its migrating labour as well as the remittances sent back, Venda would not be capable of its reproduction. Limited resources and insufficient capital input from the central government leads to minimal development in Venda and this results in there being insufficent means to fulfill the needs of reproduction. Blacks are therefore compelled to work outside their homeland for meagre wages and under circumstances over which they have virtually no control.

This dissertation sets out to explore the roots of trade union members' job dissatisfaction, as a large body of prior quantitative research, spanning more than four decades, indicates that trade union members express higher levels of job dissatisfaction than non-union members. Industrial relations scholars have not been able to agree on an explanation as to why trade union members express comparatively more job dissatisfaction. The ambiguity in establishing a causal relationship between trade union membership and job dissatisfaction is due to the fact that previous works have largely been biased towards the use of quantitative methods. The present study, therefore, uses a unique qualitative approach consisting of grounded theoretical techniques and interviews with 43 trade union members to gather new insights on the topic. Interviews were conducted at two case study organisations, one a manufacturer and the other a public services organisation, in Scotland. Three alternative explanations that have sought to explain trade union members' job dissatisfaction were unpacked. These explanations link trade union members' job dissatisfaction to (i) unmet expectations from trade union membership, (ii) awareness of inequalities and (ii) industrial relations climates. The aim of this dissertation was to develop insights to enable a better understanding of why trade union members appear to express dissatisfaction with their jobs. The grounded theoretical approach has enabled at least three contributions to the industrial relations literatures and, to a lesser extent, to the human resources and job satisfaction literatures. These contributions are: (i) a deep, qualitative approach towards understanding the phenomenon; (ii) a critical evaluation of three alternative explanations of the phenomenon; and (iii) insights towards an initial model explaining the roots of trade union members' job dissatisfaction.

M.Cur. / Managed healthcare was introduced in South Africa largely in order to control the rampant increase of medical costs, more especially in the private healthcare industry. Managed healthcare is a system of healthcare delivery, which ensures that cost effective quality care is provided to patients without jeopardising the health of the patient. Positive working relationships are necessary among the role players in the provision of cost effective quality care within the managed healthcare context. Role players experience problems in the delivery of healthcare, affecting their working relationships, which in turn affects the quality of care provided to patients. Because managed healthcare is a new concept in South Africa, little is known about the problems. As a result, there are no guidelines for the formulation of a strategy to enhance positive working relationships among the role players within the context of managed healthcare. Understanding the problems experienced by the role players will provide guidelines to the researcher to formulate a strategy to enhance positive working relationships, hence the reseacher sought to explore and describe these problems in the study. The purpose of the study is to formulate a strategy to enhance positive working relationships among the role players within the managed healthcare context in Gauteng. The specific objective is to explore and describe the problems experienced by the role players, as well as the possible solutions within the managed healthcare context in Gauteng. The relevant research questions are: * What are the problems experienced by the role players within the managed healthcare context in Gauteng, and what are the recommended solutions to counteract these problems? * What strategy can be formulated to enhance positive working relationships among the role players within the managed healthcare context in Gauteng? A qualitative, exploratory, descriptive and contextual design was followed to answer the research questions. Focus group interviews and a workshop were conducted to collect data and a content analysis was conducted as described by Tesch (1990). The results were analysed in two phases: the problems experienced and the suggested solutions to counteract these problems. A strategy to enhance positive working realtionships was suggested. The strategy, which is based on role player empowerment, staff development, staff recruitment and selection, use of advanced information technology and standardisation of methods across managed healthcare industry, was derived from a synthesis of solutions suggested by the participants. Guba and Lincoln's (1983:290) principles of trustworthiness were employed by the researcher and the ethical standards as set by DENOSA (1998) were adhered to by the researcher to facilitate the quality of the study. It was recommended that the strategy be implemented and evaluated for its effectiveness by evaluating the quality of working relationships among the role players and that ethical standards be formulated in managed healthcare.

There are three starting points for this thesis. First, there is the system of ESD, which is criticised for lacking capacity to improve the working conditions within the EU. Secondly, there is the system developed through the global ITF FOC campaign, which is considered to have capacity to improve working conditions for seafarers at a global level. Thirdly, there is the theory on self-referential autopoietic systems, which is a useful tool for analysing systems of industrial relations and their functions. The purpose of this thesis is to deepen the understanding of the function of the ESD in relation to the development of EU legislation and policy with the aim of trying to find a model for providing a holistic analysis of regulatory systems for the labour market. The research questions are: ‘How can the significant differences and similarities between the ESD and the global ITF FOC campaign be understood?’ and ‘Why is the ESD generally regarded as lacking the capacity needed for producing results that improve working conditions, while the ITF FOC is considered to have such capacity?’ The theoretical framework used for the analysis is Luhmann’s theory on autopoietic systems. Since the thesis has a normative core I have applied a methodological model that consists of a two-layer analysis at both the empirical and theoretical level. Firstly an analysis of positivistic values has been carried out and secondly an analysis of hermeneutic values. The empirical material consists of documents and texts that can be considered part of or reflecting the communication of the studied systems. The main conclusion is that whereas the ITF FOC system is a traditional system of industrial relations based on the binary code of negotiable or non-negotiable between collective actors the ESD is a system of industrial relations based on a less clear binary code of discussable or non-discussable. The ESD is also subject to less developed communicative structures that negatively affect the system’s capacity both to produce results and to secure the efficient implementation and application of these results. This makes the ESD as a system more sensitive to hermeneutic values framing the programming of structurally coupled systems causing difficulties for the ESD to challenge such hermeneutic values.