Employee Relations and Trade Unions in Africa: A Critical Approach

Description

Traditionally, studies of employment relations in Africa have been dominated by the role of trade unions and how they collectively influence relationships within the workplace. A contemporary African outlook into the state of employment relations shows that there has been a shift in the dominance of trade unions. This edited collection considers the role of government actors and workers’ experiences in both unionised and non-unionised organisations. It seeks to understand how international and national labour markets, including national and international employment actors and institutions, affect employment relations and the ways in which these relationships play out in different national contexts.Researchers, students, policymakers and practitioners working around employment relations in Africa will find this book an essential tool, particularly those with an interest in comparative and international programmes across areas such as employment relations, industrial relations, human resource management, political economy, labour politics, industrial and economic sociology, regulation and social policy. Preface Acknowledgements Contents Notes on Contributors List of Tables 1: Human Resource Management and Employee Relations in Angola: Challenges and Opportunities Introduction: The Need for Organisational Research in Angola HRM and Employee Relations Angola: Socioeconomic Characterisation Cross-Cultural Characterisation Methodology Methodological Characterisation of Research on HRM and ER in Angola HRM and ER Research in Angola: Main Findings Opportunities and Challenges in HRM and ER Planning, Implementing, and Evaluating Development and Retention Strategies Promoting Positive Leadership and Participation Promotion of Positive ER and Employee Well-Being Limitations and Directions for Future Research Conclusions References 2: HRM Practices in Nigeria: Employee Relations and Trade Unions Introduction Methods Background The Evolution of Trade Unionism The Nigerian Labour Congress (NLC) Managing the HRM Function: Trade Unions and Collective Bargaining Trade Unions Collective Bargaining Implications for Employee Relationship Practices The Evolution and Challenges Conclusion Emerging HRM Practices Agenda for Future Studies Appendix References 3: Union-State Relations in Zimbabwe: An Assessment of the Changing Relationship Between Trade Unions and the State Introduction The Challenge of Defining and Theorising Trade Unions Framework on State-Union Relations and Their Applicability to Zimbabwe The Contemporary Context: ‘Trade Unions as Civil Society’ in Relation to the State National Liberation Ideology as Counterhegemonic Discourse to Unions as Civil Society The Contested Role of the West and the Issue of Trade Union Involvement in Politics and Political Alliances Politicisation of Workplaces Conclusions and Lessons from State-Union Relations in Zimbabwe References 4: Employee Relations and Trade Unions in Ghana: A Changing Perspective Introduction The Historical Antecedents of the IR Landscape in Ghana The Industrial Relations Archetype in Ghana The Issue of Employment Relations Fragmentation in Ghana Labour Union Revitalisation Agenda in Ghana: How Can It Be Achieved? Conclusion References 5: Employee Relations and Trade Unions in Kenya Introduction Concept of Employee Relations Employee and Industrial Relations Employment Relationship in Organisations Employment Relations and the Psychological Contract Employment Relations Philosophies The Unitary View The Pluralist View The Scientific View Employee Relations Policies Employee Relations and Trade Unions Trade Unions Collective Bargaining and Collective Agreement Substantive Agreements Procedural Agreements Single-Union Deals New-Style Agreements Partnership Agreements Employee Relations and Trade Unions in Kenya History of Employee Relations and Trade Unions in Kenya Development and Growth of Modern Trade Unions Legal and Institutional Frameworks Supporting Trade Unions in Kenya Trade Union Membership and Management in Kenya Conclusions Recommendations References 6: Understanding Employment Relationships and Trade Unions in South Africa Introduction Perspectives on Trade Unionism Historical Account of Trade Unionism in SA Situating Trade Unionism in the South African Context Prevailing Perspectives on Trade Unions and Employment Relationships in South Africa Major Acts Regulating Employment Relationships and Trade Unionism in South Africa Core Responsibilities of Trade Unions in South Africa Extended Social Responsibilities of Trade Unions in South Africa The Future of Trade Unions in Employment Relationships Agenda for Further Studies References 7: HRM Practices in South Africa: Diversity and Inclusion in Contemporary and Future Workplaces Introduction South African Diversity The South African Human Resource Management Context Research Methodology Findings and Discussion HRM of Diversity and Inclusion Within the Organisation Managing HR and the New Work Conclusions, Implications, and Recommendations References 8: The Realities of Social Dialogue and Trade Unions in Morocco Introduction Conceptualising Social Dialogue and the Role of Social Partners Morocco: A Synopsis of Its Political, Economic, Legal, and Sociocultural Landscape Social Dialogue and Trade Union in Morocco The Legal Framework Guiding Social Dialogue in Morocco Union Representation in Morocco Workers’ Trade Union Employers’ Organisations Conclusion References 9: The Legal Regulations of Employment Relations and Conflicts in Nigeria Introduction Understanding Employment Relationship Meaning of Basic Concepts Sources of Employment Law in Nigeria Creation of Employment Relationship Employee Rights Duties of Employer and Employee General Duties of the Employer Exemption for Payment of Minimum Wage Termination of Employment Termination Without Reason Relief for Wrongful Termination Employment and Arising Conflict Settlement of Conflicts Conclusion References Index