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.
Author(s): Chima Mordi, Hakeem Adeniyi Ajonbadi, Olatunji David Adekoya
Publisher: Palgrave Macmillan
Year: 2023
Language: English
Pages: 209
City: Cham
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
