Assessment on the impact of labour union on employees’ performance: The case study of commercial bank of ethiopian

By | Case-study, Social dialogue


The purpose of the study is in Partial Fulfilment for the Requirements of the Degree of Masters of Arts in Human Resource Management and the study mainly focused on the assessment of the impact of labour union on employees’ performance in commercial bank of Ethiopia. To conduct this study mixed approach method i.e., both quantitative and qualitative methods have been used to have better out come out of the study. The qualitative one has been used to describe about the perceptions of respondents about the labour union effectiveness in its major practice in enhancing the employees’ performance using content analysis. And the quantitative one to explain about the effectiveness of labour union in its major practices in enhancing the employees’ performance using statistical tool i.e., mode of frequencies in number and percentage. Communication network, working condition and harmony, safety and healthy, salaries and benefits, collective action in partnership with management, policy and strategic issues and conflict and complain handling were selected to be the study variables. For the target population it used employees of the organization who are working in Addis Ababa region. Both descriptive and explanatory survey design has been used to reach on the results. Samples of 423 employees were used for the questionnaire, and 92.43% of it was responded. The quantitative data were analysed using SPSS software and the qualitative data were analysed using content analysis and the results of which were combined by interoperating with the results of quantitative one for the final results ,as a result it was found that more than 37.9% of the respondents in the questionnaires under the closed ended questions and majority of respondents’ opinion under the open ended questions in the questionnaires have given their negative feed backs about the effectiveness of labour union. In addition, five of them out of seven interviewees have given their negative feedbacks about its effectiveness. However, much less than 45.8% of the respondents in the questionnaires have given their positive feedback. In general, as results indicate the labour union is not effective or very weak in its practices to enhance employees’ performance to the desired level in the achievement of the goals of the organization and has very weak bargaining power.


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The practice of social dialogue in the Readymade Garment factories in Bangladesh

By | Bangladesh, Case-study, Social dialogue


Corporations have increasingly turned to CSR-initiatives in order to monitor workers’ rights and responsibilities in global supply chains. This article argues that in order for these CSR- initiatives to succeed in enabling workers’ voice at the workplace, the shared benefits of the practice must be realized by all stakeholders. In this article, H&M’s social dialogue project in Bangladesh has been analyzed through the lens of social practice theory identifying three crucial elements which must exist or be created, linked and sustained in order to produce behaviour change, which in this case is social dialogue between factory workers and factory management. This article argues that H&M’s social dialogue project has all the essential elements and objectives to increase workers’ voice and improve industrial relations. It also points out the importance of not viewing bipartite social dialogue as the end goal. Instead, H&M’s implementation of bipartite social dialogue at their suppliers’ factories should serve as the stepping stone toward tripartite social dialogue where trade unions can empower workers in the readymade garment-sector. The trade unions have the unique right to bargain collectively and if corporations truly want to ensure workers’ rights, they must promote increased union activity in the industry. This research describes the key activities, training methodology, objectives and expected outcomes of H&M’s social dialogue project followed by an analysis of workers employed in Bangladeshi readymade garment-sector experiences, attitudes and associations to social dialogue. By analysing workers’ associations to social dialogue and H&M’s objectives of the social dialogue project, certain conditions have been identified as crucial in order to enable efficient social dialogue at the workplace.


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