This thesis is about the development of industrial relations in a bi-national organization jOintly owned and managed by two contracting states with different historical, political, economic and social backgrounds. The importance of the research comes from recent economic and political developments relating to countries forming regional political and economic groupings, such as the European Union, African Union and ASEAN. It is envisaged that these developments wi" lead to bi-national organizations as common forms of business organizations (e.g. Euro Tunnel between the United Kingdom and France), hence the need to develop industrial relations systems which will cater for such organizations. The research focuses on the development of industrial relations in the Tanzania Zambia Railway Authority, jointly owned and managed by two African states: the United Republic of Tanzania and the Republic of Zambia. The research was carried out within the phenomenological paradigm, focusing on the actors in industrial relations. The study reveals that industrial relations in a bi-national organization are highly influenced by national political and economic pressures and are therefore responsive to national industrial relations systems. This conclusion confirms the generally accepted belief that the establishment of a single and distinct collective bargaining system in a multinational organization is highly problematic due to countries' political, economic and social differences (Northrup and Rowan 1979, TAZARA Salary Disparity Committee 1991). This thesis contributes to the existing academic knowledge in five ways. It draws attention to industrial relations in bi-national organizations as an area of industrial relations which needs further investigation. It provides rich empirical data on the structure, practices and outcomes of industrial relations in a bi-national organization. Unlike the traditional comparative approach to industrial relations, which is concerned with comparing two systems rather than their results, this study has integrated the industrial relations systems of the two contracting states by developing a collective bargaining model. It introduces an approach to industrial relations which is concerned with understanding the integration of two national industrial relations systems to establish a bi-national system. Fina"y it shows that with the involvement of a" the actors in the industrial relations process it may be possible to develop a framework through which bi-national industrial relations systems can be developed
| Identifer | oai:union.ndltd.org:bl.uk/oai:ethos.bl.uk:629927 |
| Date | January 2014 |
| Creators | Kamukwamba, Mwansa |
| Publisher | University of Manchester |
| Source Sets | Ethos UK |
| Detected Language | English |
| Type | Electronic Thesis or Dissertation |
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