Cet article discute la notion, imprécise pratiquement et juridiquement, de « dialogue social ». Il suggère de la densifier par un travail de distinction et d’articulation, permettant que soient ...définis dans les entreprises des itinéraires de dialogue social . L’auteur propose de raisonner en ingénierie du dialogue social , en structurant une démarche pragmatique autour des activités, des processus et des procédures que suppose l’exercice d’un dialogue social de qualité dans l’entreprise contemporaine.
We examine how trade union actors at various scales of organisation and influence have engaged in the just transition agenda in Norway. The Norwegian model of industrial relations represents a ...democratic and highly institutionalised system of social dialogue, and allows us to assess the extent to which a just transition agenda is anchored at different levels, from tripartite decision-making to representation in the workplace. By introducing two analytical devices, anchorage and climate target compliance, we encourage just transition scholars to critically examine how trade union strategies, institutional contexts and normative outcomes are related in complex and non-linear ways. As a petroleum-dependent economy with ambitious political targets to reduce greenhouse gas emission, the Norwegian case is illustrative of the potential for trade union actors to proactively engage in climate target compliance through its role in just transition initiatives. Based on qualitative data from complementary research projects, our analysis suggests that the ambitions of key actors remain disconnected from the experienced reality of those who represent unions in bargaining or at a local level. The concept of a just transition still lacks internal anchorage between and across levels and segments of these organisations, as members and their elected representatives generally struggle to detect a clear mandate related to environmental concerns or emission reductions. Despite promising reformulations of policies and agreements at a central level, there is still little indication that Norwegian trade unions play a decisive role in making Norway meet their climate targets.
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UILJ, UL, UM, UPCLJ, UPUK, ZAGLJ
Objective/Context: We analyze the political scope and methodological challenges involved in territorial social dialogue in Buenaventura (Colombia), where the daily struggles of communities revolve ...around the defense of their right to live in peace and with dignity in their territory. Methodology: The article is based on a case study on the relationship between social dialogue and reconciliation, that was part of a participatory research project conducted between 2019 and 2020 in Buenaventura. The analysis draws on theoretical contributions from the literature on the "local turn" in peacebuilding, works on conflict transformation, studies of dialogue, and the decolonial turn. Conclusions: Despite being useful in practical terms, social dialogue has been prone to conceptual uncertainty. Based on the Buenaventura case study, we conclude that: i) territorial social dialogue is an ontological, political, and historical resource that can be used by various social actors and local communities to confront the imagination and challenge hegemonic planning on development in their territory; and ii) it is characterized by political and methodological virtues, as well as by some gray areas yet to be explored. Originality: The artilce examines the little-known experience of territorial social dialogue in Buenaventura. In addition, we warn about the challenges and difficulties of social dialogue when both social contracts required to live in peace and dignity in a territory are at stake, and where certain influential actors are antagonistic to (or reluctant to engage in) dialogue.
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IZUM, KILJ, NUK, ODKLJ, PILJ, PNG, SAZU, UL, UM, UPUK
I hovedavtalene i norsk arbeidsliv forplikter arbeidsgivere og arbeidstakere seg til å samarbeide om virksomhetsutvikling. Fokus for arbeidet er organisatorisk utviklingsarbeid, kompetanseheving, ...innføring av teknologi og forebyggende arbeidsmiljøarbeid. I Norge er mye av den empiriske forskningen på praktisering av topartssamarbeid om virksomhetsutvikling gjennomført i privat sektor. Denne artikkelen er et bidrag til forståelser av forutsetninger og muligheter for topartssamarbeid i kommunal sektor, og vi viser hvordan plasstillitsvalgte og enhetsledelse i kommunal sektor kan utvikle og styrke en slik praksis ved å initiere avgrensede organisasjonsutviklingstiltak som involverer ansatte. Problemstillingene som reises, er på hvilken måte plasstillitsvalgte opplever at sin rolle som samarbeidende utviklingsaktør med ledelsen kan praktiseres når de samtidig skal forsvare medlemmenes interesser. Vi diskuterer resultater fra et toårig aksjonsforskningsprosjekt med plasstillitsvalgte, lokale verneombud og enhetsledere i tre barnehager og tre sykehjem, hvor partene satte i gang organisatoriske endringsprosesser for å forbedre arbeidsmiljøet eller prøve ut nye strukturer for arbeidsorganisering. Artikkelen svarer på følgende forskningsspørsmål: (1) Hvordan kan plasstillitsvalgte utøve rollen sin i topartssamarbeid om strategisk virksomhetsutvikling, og (2) hvordan utfordrer dette den plasstillitsvalgtes ansvar som representant for de ansatte? Vi konkluderer med at de ansatte, som utgjør medvirkningssystemet, må involveres i utviklingsprosessene slik at de kan forstå hvordan systemet for medbestemmelse ivaretar deres interesser, til tross for et utviklingsorientert topartssamarbeid med ledelsen. I et slikt format kan topartssamarbeid om virksomhetsutvikling forstås som «medbestemmelsessystemets direkte medvirkning». ENGLISH ABSTRACT Shop stewards’ role as representatives in labour-management collaboration on business development: Findings from an action research project in nursing homes and kindergartens in Norway The article discusses the effects of an action research project in kindergartens and nursing homes where local managers, shop stewards and local safety representatives collaborated in developing their practice of social dialogue by initiating business developments projects involving employees. The research question is: “In which way can shop stewards fulfil their role as representatives of employees when they enter joint business development activities with management?” We conclude by arguing that employees must be involved in shaping actions in the business development initiatives, in order for the union members to gain knowledge on why and how shop stewards’ collaborative practice with management do not threaten their ability to represent the interests of employees.
An important object of state policy is the regulation of social relations, i.e. a system of sufficiently stable and independent ties between individuals and social groups that are essential for the ...existence and functioning of society. The constitutional consolidation of Ukraine’s status as a social state implies the need to pursue an active policy to ensure the rights of all members of society to a decent living, social protection, participation in production management, maintaining a stable socio-economic situation, and mitigating social inequality. Therefore, the state’s social dialogue is a means of establishing a social compromise in society and a factor in the formation of a unified labor and social policy. The methodological basis of the study is several general scientific and special methods of cognition, the choice of which is determined by the peculiarities of its object, subject, purpose, and objectives. The purpose of the article is to clarify the theoretical, legal, and legislative characteristics of the concept of social dialogue from the perspective of their compliance with the current trends in the development of labor and legal doctrine, and to study the issues of social dialogue at the national and European levels as a factor in the formation of a common labor and social policy.
The objective of this study is to verify whether there have been advances in the promotion of social dialogue as a result of the policies developed in the Decent Work Agendas carried out in Brazil ...and Chile in the period from 2006 to 2016. The first part explains the concepts of decent work and social dialogue, developed by the International Labor Organization (ILO), as well as empirical research on the experiences of each country. It concludes by recommending the need to institutionalize tripartite spaces with their own action plan and resources.
The purpose of the present study is to unravel the relationship between current forms and realities of social dialogue in the workplace, the industrial relations climate, HRM, and employee harm. We ...tested a model specifying associations between (1) indicators of revitalized social dialogue, (2) perceived cooperation within the industrial relations climate, (3) perceived sustainability in HR practices, and (4) management perceptions regarding employee harm. The test was based on a survey conducted among 356 (HR-)managers and CEOs in Belgium. The results support the idea that a cooperative industrial relations climate and sustainable HR practices can reduce employee harm. More specifically, efficiency in social dialogue fully mediated the relationship between cooperative industrial climate and employee harm. In turn, industrial relations climate partially mediated the relationship between sustainable HR practices and employee harm. Finally, sustainable HR practices correlated positively with a cooperative industrial relations climate, suggesting that HR and employee relations reinforce rather than weaken each other.
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BFBNIB, IZUM, KILJ, NUK, PILJ, SAZU, UL, UM, UPUK
The article is aimed at studying the theoretical aspects of social partnership as an element of the sphere of social and labor relations. Analyzing the works of Ukrainian and foreign scholars, it was ...found that social partnership is an effective instrument for generating new forms of interaction between business, society and the State. This is a special type of social relations that leads to a balance in the realization of the interests of social groups of society, which is realized mainly in the field of social and labor relations. The main stages of creating an effectively functioning social partnership are allocated and characterized. As a result of the carried out study, it is revealed that social partnership in Ukraine is not yet developed, i. e., it stalls at the stage of establishing. The most realized social partnership in the sphere of social and labor relations of Ukraine is the partnership of employees – employers, where the interests of employers are represented by the Federation of Employers of Ukraine, the interests of employees – by the Federation of Trade Unions. The government, public authorities and local self-government bodies may also be involved as a third party of interest. Interaction in this social partnership is conducted through social dialogue by means of negotiations and the conclusion of relevant agreements. It is noted that an effective social dialogue will be successful only when its benefits are clearly defined and well understood by all parties involved. For this purpose, the main advantages of involvement in social partnership for each of the participating subjects (employees, employers, the State) are identified and systematized. Prospects for further research are to study the experience of developed countries and, on this basis, to develop an effective mechanism for introducing social partnership for different categories of participants in Ukraine, as well as to determine its economic efficiency.
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