Morocco: Economic, Social, Political and Institutional Situation and its Connection with Social Dialogue

By | Meta-analysis, Morocco


The development of the informal sector of Morocco through short-term contracts and the recent decisions of the government have led to a decline in the influence of social dialogue institutions like unions. The lack of ability of the unions to keep up with the changing demands of new workers and the solitary decisions of the government have led to groups leaving union representation and protesting on their own. The current state of bipartite and tripartite dialogue in the state need to be reassessed.

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Do labour unions mitigate labour conflicts in China’s manufacturing firms? Evidence from the China employer-employee survey

By | China


This study assesses the current state of union dialogue in China with both employers and the government. Currently, the presence of unions positively correlates with labour conflicts, especially in cases where the union leader is appointed by the employer’s management. It concludes that unions are not able to efficiently and accurately represent the concerns or desires of workers, and, because of this, they are not being translated to the government.

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Social Dialogue and Tercerizados in Colombia’s Palm Oil Industry

By | Colombia, Social dialogue


Workers in Colombia Palm Oil industry are predominantly sub-contracted, and, as such, are seen as employed by the government but are denied access to unions and basic labour rights. Social dialogue with employers and the government in this sector has historically been tumultuous and, at times, violent. To move forward in the industry, new land developments processes, the elimination of illegal sub-contracting, allying direct and indirect workers’ alliances and convincing the employers of the benefits of development are necessary.

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Effect of Poor Employee Management Relations on Productivity in Business Organization

By | Case-study, Nigeria


This case study analyses the result of the poor management of Kotec Industries in Onitcha, Nigeria. With a lack of any form of social dialogue on an organisational or sector level, employees face late promotions, and late and inadequate pay, which leads to employee resentment and enmity towards the governing board of Kotec Industries. The author suggest governmental intervention in the import of raw materials in order to enhance productivity and the ability of the organisation to pay and promote its employees.

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Power to the People: How stronger unions can deliver economic justice

By | UK


This is a discussion paper covering the benefits of social dialogue, trade unions and collective bargaining. Using the UK as the basis for the analysis, six key benefits are comprehensively discussed: Trade unions and collective bargaining are good for workers and good for the economy; Workers who could most benefit from union membership are least likely to join and membership is set to decline further still; Public policy has contributed to the decline of trade unions, so public policy must be part of the solution; Government should promote a renaissance of collective bargaining to improve wages and working conditions; Trade unions should be supported to recruit members and to innovate; Trade unions should be seen as social partners in industrial strategy and for the managed acceleration of automation.

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Disputes Resolution through Social Dialogue: Evidence from Nigerian Organizations

By | Nigeria, Social dialogue

Social dialogue tries to create an objective process of bargaining in order to protect the interest of the organization which includes employers, employees and the environment. It would be useful to examine in depth the relevant components of the social dialogue and how they have imparted positively to the development of harmonious industrial relations in the country. This study takes data from a 280 sample size drawn from a population of 500 employees selected from 10 companies in Lagos state. It found out a significant relationship between collective process and success. It was recommended that employers and employees along with the government should consistently engage in a social dialogue process to improve the working conditions of labor and industrial harmony in the country.


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Skills Development and Productivity Through Social Dialogue

By | Social dialogue


Social dialogue is one of the cornerstones that the ILO is founded upon. It has a major role to play in realizing the ILO’s objective of promoting opportunities for women and men to obtain decent and productive work in conditions of freedom, equality, security and human dignity.

When we think of social dialogue in the context of industrial relations among the social partners, we associate it with negotiations on issues such as salaries, working conditions and advocacy in the workplace. However, in today’s rapidly globalizing world, where geographical borders are becoming less of a barrier to trade and where new technologies are increasingly changing the way in which enterprises operate, and the way people work, social dialogue is becoming more and more important to the development of skills for the continuing employability of workers throughout their working life.

This book makes a case for a more representative social dialogue on skill development that is tripartite in nature, ensuring that all three social partners – government, enterprise and workers – are included in negotiations. While there must be responsibility on behalf of government to provide the mechanisms that encourage participation of workers and enterprises in social dialogue, for social dialogue on skills development to work effectively, enterprises must participate in a responsible and positive manner, realizing that their productivity and competitiveness is reliant on a well trained and adaptable workforce. Workers must participate in social dialogue as both a right and a responsibility in order to realize decent work through access to continuing education and skills training in order to guarantee their skills remain marketable.

This book has primarily emerged as a result of an ILO APSDEP tripartite workshop in Bangkok and an ILO and Korean Labor Institute tripartite workshop on Skill Development, High Performance Work Organization and Social Dialogue in Seoul, both held in March 2003. The meetings highlighted a fundamental lack of awareness of how social dialogue can play an important role in advocating the interests of governments, employers and workers by ensuring that each benefits from their investment in developing the skills of the workforce.

It draws on a number of papers prepared by participants at the two meetings as well as ILO resource persons and ILO Senior Specialists. Further, it also looks at some of the broader challenges for social dialogue on productivity and skill development among the social partners. The book touches on the relevant ILO Standards and Recommendations, particularly the new draft Recommendation 150 on human resources development that will, after nearly four years of discussions, consultations, drafting and redrafting, be finalized in In the interests of reinforcing the need for change, this publication repeats a number of important issues and points and makes no excuse for this. It is the hope and intention of the authors that this book will stimulate further debate on the subject of social dialogue on skills development in order to promote greater opportunities for decent work for all, productive and competitive enterprises and greater economic and social well being of Asian economies.

Christine Evans-Klock, Director
ILO Subregional Office for East Asia


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