Proposal Nyasha

7/23/2019 Proposal Nyasha

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Definition of terms

According to Prof Web (2003), a trade union is a continuous association of wage earners for the

purpose of maintaining and improving the conditions of employment !nions Act

("ap233),defines a trade union as an association or combination, whether temporary or

permanent, of more than si# persons, the principal ob$ects of which are under its constitution the

regulation of the relations between employees and employers

Productivity is a relationship between outputs and inputs %t rises when an increase in output

occurs with a less than proportionate increase in inputs, or when the same output is produced

with fewer inputs& (%', 200a, p )

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List of Abbreviations or Acronyms

"*A(s) "ollective *argaining Agreement(s)

+A +conomics Association f imbabwe

-./ -uman .esource /anagement

%' %nternational 'abor rganiation

.1 .esearch and evelopment

!(s) rade !nion(s)

W%.4 Wor5place %ndustrial .elations 4urvey

"%+A imbabwe "hamber of %nformal +conomy Associations

"! ambia "ongress of rade !nion

"! imbabwe "ongress of rade !nions

6! imbabwe 6ederation of rade !nions

W! imbabwe e#tile Wor5ers !nion

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Introduction

rade unions are organiations that represent people at wor5 heir purpose is to protect and

improve people7s pay and conditions of employment hey also campaign for laws and policies

which will benefit wor5ing people rade unions e#ist because an individual wor5er has very

little power to influence decisions that are made about his or her $ob *y $oining together with

other wor5ers, there is more chance of having a voice and influence -owever, throughout last

twenty years there has been much debate over the impact of trade unions on productivity

wo schools of thought have characteried the analysis of trade unions and productivity

4ome economists and those who support deregulated 8free mar5ets& traditionally, view unions as

an impediment to the wor5ings of the free mar5ets and therefore ma#imiing the use of labour

and, in turn, productivity %n other words, unions are seen as impending managerial prerogative

%n early 9:;0s, an alternate school of thought (the -arvard 4chool) reconsidered the role of

unions at the wor5 place and found that unions could enhance productivity most notably through

providing a voice which wor5ers could air their grievances rather than simply


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Background of Study

Alternatively and fre 6irms respond by shedding labor in unionied wor5 places and substituting capital for

labour>isplaced labor is either@ employed in non?union firms, but for lower wages in less

productive labor ? intensive activities remains unemployed o this end, the overall impact will

be declining output, with the impact dependent upon the magnitude of labor shedding he more

responsive are employers and consumers to relative price effects, the larger will be the predicted

fall in output .educed levels of investments in unionied firms .educed managerial discretion

and the promotion of adversarial labor relations he traditional craftoccupation distinctions

between unions are seen as mitigating against and hindering the development of wor5?place

efficiency he structure of wor5 place unionism was seen as having little, if any, relevance to the

needs of enterprises, firms or the industries in which they operated

6ren5el and Peety (9::0) say that unions may be viewed as an enhancement to productivity

he -arvard 4chool emphasies the following characteristics of unionied wor5 places@ !nions,

by providing an effective collective voice in the wor5 place, enable more satisfactory wor5

arrangements to be developed for the benefit of employees and employers@8the public good&

nature of wor5 place issues means that action by individuals will benefit the ma$ority yet most

individuals are inclined to be 8free riders& so that action has to be ta5en collectively rather

relying on an individual>individual wor5ers will be reluctant to act on their own for fear of

management reprisals> without a collective voice, individual wor5ers will opt to


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he debate on these two approaches to unions on productivity has largely developed into a series

of statistical analysis of case studies of union and non?union firms, with, in effect, a head count

being performed of the number of wor5 places, which conform to each schoolDs position his

has resulted in unions being viewed relatively positive in the -arvard 'iterature (9:;0), whilst

the statistical tests have been used to $ustify a negative interpretation of the role of unions in

imbabwe Ale#ander and Ereen (9::2) are critical of both schools and ma5e the point that,

although not a trivial contribution, its methodology of distinguishing between union and non?

union labor with a production function approach does not ade


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employee management in mills, productivity was 9BG higher in the unionied employeesD

performance (wood, 9::=) %t is suggested that the higher productivity in cooperative mills

reflected greater industriousness and lower levels of supervision than in management mills his

seems consistent with the findings of Hohnson (9::=) that wor5places with high performance

wor5 practices li5e voice and self?managed teams had higher productivity than the more

traditional management wor5places li5e the management of plywood mills

6or a rade union to realie its goals, it has to wor5 in harmony with other unions and strive to

foster good relations with the !niversitiesD "ouncils, who are the employers of its members he

!nion appreciates the fact that the employer is li5e Ia goose that lays golden eggs and, therefore,

needs to be treated well for more egg yieldsD he Eovernment of Fenya is the main financier of

public universities A substantial percentage of the financing represents staff remuneration he

+mployee union will always be up in arms against any aspect of under?financing as this would

compromise the


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rules is a desire to provide protections for wor5ers, either by regulating the behavior of

employers or by giving wor5ers access to certain benefits in times of need (avis, 9:;J>

Amberg, 9::;> Weil, 2003) ver the years, these rules have become mainstayDs global

wor5place e#perience, constituting e#pressions of cherished public values (6reeman and /edoff

9:;B>Eottesman 9::9)

A significant negative relationship e#ists between $ob tenure and career commitment of the

respondents (Popoola and luwole, 200=) his was corroborated by /eyer and %rving (9::B)

who found a significant negative relationship between $ob tenure and career commitment of the

respondents he findings imply that the less e#perienced the wor5ers are, the stronger the career

commitment in their present $obs %f employees do not trust management over $ob security, then

they are unli5ely to commit themselves to achieving organiational goals (4tuart and 'ucio,

2009) %n the absence of security, wor5ers will fear that they may innovate themselves out of a

$ob(%', 200B) "onversely, the more a trade union addresses $ob security issues, the more trust

is built up between management and employees, and the more li5ely employees are willing to

adopt new ways of wor5ing (Ashton and 4ung, 2002) As employees are trained to underta5e

new tas5s and or as their s5ill levels increase, so do their $ob security become greater as their

value to the organiation increases (Ashton and 4ung, 2002> -ealey 2003> 4tiles and

Fulvisaechana, 2003)

!nions try to obtain a higher wage for their members than would be offered in the absence of the

union which, other things e Felly, 9::;) Pay bargaining

may have similar effects in the public sector where wage demands must be satisfied, along with

competing claims for resources, from fi#ed budgets set by university management and vice

chancellors n the other hand, union voice can lead to improved employment terms and

conditions of wor5 and $ob security through effective communication between management and

employees and the resolution of employee grievances (6reeman 1/edoff, 9:;B) %n theory, then,

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union effects on employee terms and conditions and $ob security depend on the weight unions

attach to their monopoly and voice roles %ndeed, this is the starting point for some who maintain

the future of unions may lie in them placing greater emphasis on their voice role (.ubinstein,

2009>Wachter, 2003) -owever, the relationship between union activity and employment

relations is mediated by a range of factors ma5ing union effects more contingent on institutional

arrangements within and beyond the wor5place

*argaining arrangements mediate the relationship between unions and perceptions of

employment relations for various reasons 6ernie and /etcalf (9::@ B09) argue that Ithe

benefits from having a union representing the bul5 of the labor force in a wor5place flow from

greater voice and representativeness and less fragmentation of wor5place employee relationsD

Eains may come through avoidance of inter?union rivalry in the bargaining process that can

result in IleapfroggingD claims, while single unionism has the added benefit of avoiding

Icompetitive militancyD between unions (obson, 9::=) Analying employer perceptions of

employment relations in the Wor5place %ndustrial .elations 4urvey (W%.4) 9::0, 6ernie et al

(9::B@ 9=) found Imulti?unionism contributes to inferior relations between management and

laborD Whether fragmented bargaining arrangements engender poorer employee perceptions of

employment relations depends, in part, on whether wor5ers are complementary or close

substitutes for one another %f wor5ers are close substitutes, employers could use fragmented

bargaining arrangements to Idivide and ruleD them (-orn 1Wolins5y,9:;;) %f they are highly

complementary this eventuality does not arise and separate unions or bargaining arrangements

may promote better relations by providing voice arrangements for different groups of wor5ers

According to -yman (9:=), more radical aims of trade unionism include the reconstruction of

the social order, the abolition of the dominating role of profit, the establishment of wor5ersD

control, the humaniation of wor5 and the elimination of ine4alamon, 9::2)

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Frueger and /as, 2002 observes that it is widely argued that current trends of IglobaliationD and

Ipost?6ordismD e#ert a destructive effect on trade unions across the world According to the most

e#treme versions of this viewpoint, Ipost?6ordismDtransforms !s into out?dated institutions

he term Ipost?6ordismD is generally used to refer to developments li5e@ the organiational and

technological changes that have ta5en place in industry> the influence of current international

competition> changes in the labor mar5et> the emergence of new forms of personnel

management> the replacement of public property by private property> an increasing number of

small companies (particularly in the services sector)> and the perceived spread of a new

individualistic ideology All these factors are seen as tending to reduce trade union membership

and influence

4eago (200B) found an even larger positive relationship between unions in s survey of =3

independent studies on unions and productivity revealed evidence that points to a positive and

statistically significant association between unions and productivity in the American

manufacturing and education sectors, of around 90 and =G, respectively (oucouliagos and

'aroche, 2003) According to /ichael and 4eago (200B) heart attac5 recovery rates are higher in

hospitals where nurses are unionied than in nonunion hospitals Curse unions improve care of

patients by raising staff?to?patient ratios, limiting e#cessive overtime, and improving nurse

training

%t has also been difficult for academics here in imbabwe to organie ourselves into a pressure

group because up to 9::0, the political atmosphere could not allow for the formation of, say, a

union to ta5e care of the affairs of academic staff "onse


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hree prominent unions are recognied within the universities here in imbabwe hese are the

imbabwe "ongress of rade !nions ("!), imbabwe 6ederation f rade !nion (6!)

and imbabwe "hamber of %nformal +conomy Associations ("%+A) he ma$or ob$ective of

these unions is to protect the welfare of their members n the "!, for instance, %yayi (2002)

says the union is a trade union, which li5e other !s, is a Kcombination of wor5ers or employers,

whether temporary or permanent, the purpose of which is to regulate the terms and conditions of

the employment of wor5ersK 4pecifically, %yayi (2002) outlined the principles that guided the

"! as a union as follows@ integrity, transparency and accountability, professionalism,

ob$ectivity and hard wor5, courage, sacrifice and total commitment> internal democracy,

teamwor5 and group solidarity> as well as patriotism, anti?imperialism and wor5ing class

solidarity %n carrying out these principles, the "! has been at loggerheads with both the

government and university authorities At the level of government, the union has always based its

agitation on three ma$or issues hese include funding of the system, autonomy of the

universities, and conditions of service

!nions achieve a wage differential over non?union wor5ers, firms respond by increasing the

capital intensity of production and employing better


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employer is fulfilling his part of the labor contract r when the union is given a role of

overseeing terms and conditions of service and in disseminating wage payments to wor5ers, its

officials become the monitors of the employees he degree to which these monitoring activities

achieve a close association between productivity and rewards will determine the efficiency of the

organiation&

%n addition to the above point, he collective voice provided by a union may improve efficiency

within an organiation 6irst, a collective voice is an information source on preferences of

wor5ers that should result in an effective mi# of wages and personnel policies 6or e#ample,

there is the standard public good that is , non?rival consumption argument for a collective voice

to achieve the right level of provision of health and safety> without such a voice it was

underprovided

he collective voice may improve morale, motivation and cooperation 6or instance, firm

specific s5ills learned on the $ob re


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immigrant wor5ers, health and retirement coverage, civil rights, unemployment insurance and

wor5ersD compensation, and leave for care of new borns and sic5 family members "ommon to

all of these rules is a desire to provide protections for wor5ers, either by regulating the behavior

of employers or by giving wor5ers access to certain benefits in times of need (avis, 9:;J>

Amberg, 9::;> Weil,2003) ver the years, these rules have become mainstays of the American

wor5place e#perience, constituting e#pressions of cherished public values (6reeman and /edoff

9:;B> Eottesman 9::9)

A significant negative relationship e#ists between $ob tenure and career commitment of the

respondents (Popoola and luwole, 200=) his was corroborated by /eyer and %rving (9::B)

who found a significant negative relationship between $ob tenure and career commitment of the

respondents he findings imply that the less e#perienced the wor5ers are, the stronger the career

commitment in their present $obs %f employees do not trust management over $ob security, then

they are unli5ely to commit themselves to achieving organiational goals (4tuart and 'ucio,

2009) %n the absence of security, wor5ers will fear that they may innovate themselves out of a

$ob (%', 200B) "onversely, the more a trade union addresses $ob security issues, the more trust

is built up between management and employees, and the more li5ely employees are willing to

adopt new ways of wor5ing (Ashton and 4ung, 2002) As employees are trained to underta5e

new tas5s and or as their s5ill levels increase, so do their $ob security become greater as their

value to the organiation increases (Ashton and 4ung, 2002> -ealey 2003> 4tiles and

Fulvisaechana, 2003)

!nions are the principal means for wor5ers to organie and protect their rights on the $ob !nions

give wor5ers a voice with employers and provide a means to gain a measure of security and

dignity on the $ob /ost unions maintain a paid professional staff to manage their activities

!nions pursue strategies and activities that serve the interests of their members hese include

representing members and negotiating with employers, recruiting new members and engaging in

political action when necessary to support policies that improve wor5ing conditions for all

wor5ers (/itchell, 9:;;)

rade !nions is essentially pluralistic in outloo5, it covers not only the relations between

employer and employee, but also the relations between employers and unions and between them

! theory, practice and institutions traditionally focus more on the collective aspect of relations

his is evident from the central place occupied by labor law, freedom of association, collective

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bargaining, the right to stri5e %t was the study of 6reeman and /edoff that first created the

concept of the two faces of unionism he first face, put forward primarily by neo?classical

economists is that of the /onopoly face /onopoly face@ his side of trade unions assumes that

most unions have the power to raise wages above competitive levels his is argued has harmful

economic effects 6reeman and /edoff(9:;B) brea5 down the definition of these faces into three

sections he first section is on economic efficiency %n this, according to the monopoly face,

unions wor5 rules can decrease productivity he ne#t section is on the distribution of income

/onopoly face in here can increases income ine


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%nterestingly, a lot of the studies by these authors point to a lower $ob satisfaction among

unionied wor5ers -irsch e#plains this as being a reliance on the voice structure where wor5ers

become more conscious of $ob problems and thus more willing to complain

n the other side the monopoly face argues that unioniation reduces morale and motivation and

obstructs the efficient organiation of capital and labor, since it constrains the choice set of

management %t does this by enforcing restrictive practices, such as over manning rules Also it is

argued, unions adopt an adversarial rather than a co?operative approach to industrial relations

therefore lowering morale and thus productivity

.egarding the distribution of income unions standard rate policies reduce ine


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union than for non?union labor 4uch security may be formalied through wor5 rules ($ob

regulation)and unions may operate in a conventional cartel?li5e fashion by restricting output

!nions would raise productivity only under very strict circumstances@ 8if industrial relations are

good, with management and unions wor5ing together to produce a bigger 8pie& as well as

fighting over the sie of the slices, productivity is li5ely to be higher under unionism %f

industrial relations are poor, with management and labor ignoring common goals to battle one

another, productivity is li5ely to be lower under unionism& Any such productivity?reducing

effects of union presence may be compounded if multi?unionism is present in the organiation

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Problem Statement

According to /orrel et al (2009) trade unions account for improved $ob satisfaction ma5ing for

less manning amounts of the total wor5ing force, reducing the absence from wor5 when one is

supposed to be in the wor5 place onui (200=) observed that the higher rate of absenteeism is

because of the low rate of $ob satisfaction and it is manifested mostly in non?unionied

employees *ooth et al (2003) also suggested that the payoff to such training is greater for trade

union wor5ers than non?motivated 6or motivated men, the post training wage was 29G higher

than the pre?training wage, but the corresponding increase for non?trade union was only BG

Cotwithstanding the positives that trade unions bring with them, there is a steep decline in

number of trade unions and few members are interested in $oining the few that remain n the

other hand, many unionied employees have had stiff penalties meted on them including having

their services terminated while some have stagnated on same positions for a long time his

study focuses on employees of C!4 to try to unearth what could be the underlying reason for

this trend he unions also champions for improved remuneration and promotions !nions

improve employment terms of service and $ob security through effective communication between

management and employees and the resolution of employee grievances (6reeman 1 /edoff,

9:;B)

%n a nut shell, !nion presence can influence the level of labor productivity for good or ill, so

unioniation can also be associated with differentiated changesin labor productivity %f any of the

productivity?enhancing channels discussed above, li5e voice, are strengthened or if restrictive

practices and the li5e which are harmful to labor productivity are wea5ened, union presence will

be associated with improved performance relative to the non?union sector

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Research Objectives

/ain b$ective

o assess the impact of trade unions activities on wor5erDs performance and productivity in

organiations

4pecific b$ectives

9 o establish perceived influence of trade unions on terms and conditions of

4ervice of employees

2 o determine perceived influence of trade unions on employees $ob 4ecurity

3o determine the processesby which unions influence productivity at the wor5place level

Bo e#plore imbabwean unions, wor5ing practices and labor productivity

o e#amine the 'in5s between unioniation and various employee involvement wor5practices

J o ascertain that unionism may serve as an agent permitting employees to participate in

shaping their wor5 environment without productivity suffering&

=o e#amine the relationship between wor5s councils, unions and labor productivity

; o e#amine the net effect of unioniation on productivity

Hustification of 4tudy

he study is significant to policy ma5ers as it will provide insight information on the perceived

influence of the rade !nions in championing for continued improvement of terms and

conditions of service for employees Additionally, the findings will enable rade unions on

employeesD terms and conditions of service for reasonable "ollective *argaining Agreements

("*As) he findings will also strengthen the relationship between the employer and employee

during "ollective *argaining Agreements negotiations

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once!tual "rame#ork$

%f unions raise the level of wages without similarly increasing productivity the resources

underpinning the higher pay level have to come from somewhere 4uch union wage gains might

come from lower wages for non?union wor5ers> or from consumers via higher product prices> or

from the owners of capital via lower profits As -irsh and Addison (9:;J) point out each of these

routes is circumscribed by competition 'arge wage differentials between similar union and non?

union wor5ers tend to be partially eroded by selective hiring, threat effects raising wages in the

non?union sector and cost advantages en$oyed by non?union firms "ost increases cannot easily

be passed through to consumers in the form of higher prices unless a union has organied an

entire industry or local mar5et where e#clusion of foreign and non?union competition is possible

And in many sectors competition in the product mar5et will limit surplus profits as a source of

wage gains herefore any union gains from potential firm profits turn largely on the e#istence of

above?normal profits resulting from mar5et power, government regulation, returns from fi#ed

capital and firm?specific advantages li5e location and .1 returns hese channels will be

briefly considered in turn

'in5s between the product mar5et and labor mar5et are the 5ey to the mar5et power channel %n

the short run if the firm has some monopoly power in the product mar5et, unions may be able to

raise wages and capture a share of the economic profits associated with mar5et power 4uch a

firm with mar5et power will try to pass some of the wage push onto consumers but not all of it

can be passed on in this way %n the simplest case, when the firm remains on its demand curve,

the union $ac5s up wages and the monopolist cuts bac5 on employment and simultaneously raise

prices to consumers his is not a simple reallocation of income from the firm to the union> this

is a case where part of the union wage gains come out of monopoly profits, but a part is paid for

by the vulnerable consumer, with possible conse


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pay more he end result is lower profits for the firm, but not as low as if it did not raise its

prices

he bul5 of studies e#amining lin5s between unioniation and financial performance refer to $ust

four countries and these will be considered in turn 8Prior reviews of the literature Nfor the %SO

have presented this relationship as an open and shut case@ unions reduce financial

performance +mpirical studies that have found a significant negative relationship between

unions and financial performance have used a variety of financial outcome measures, including

price?cost margin, net revenues per unit of capital, obinDs < and stoc5 mar5et value& (*att and

Welbourne 2002) 6or e#ample, Addison and -irschDs (9:;:) review of 9J studies that used

various methodologies and measures of profitability found a consistent large negative

relationship between unions and financial performance his association was confirmed by

*ronars et al (9::B) using data from the 9:=0s and 9:;0s for some 300 firms hey concluded

that there is 8fairly strong and significant evidence that the total effect of higher union coverage

is to reduce profitability& hey argue that this effect does not come via unions directly sharing

rents but rather occurs indirectly through any union impact on impact on investment behavior

and growth Fleiner (2009) updated the Addison and -irsch review and similarly concluded

8unions are still associated with lower profits&

he lin5 between union recognition and shareholder wealth was analyed by .ubac5 and

immerman (9:;B) who found a 9B percent reduction in C4+?listed firmsD stoc5 prices on the

day a petition to hold a union election is held (and a 2B percent for petitions which, e# post, are

successful) and a further 9B percent fall on the day of a successful election, for a cumulative

total loss of 33 percent Fuhn (9::;) points out that, given the share of wages in costs and the

average fraction of each firms employees involved in new unioniation bids, 8this loss is

surprisingly consistent with a 9 percent wage increase among newly unionied wor5ers& which

is the norm for new recognitions

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Research &ethodology

.esearch esign

his study adopted a survey research design because of the nature of institutions under study

where they hold information with high degree of confidentiality his design is appropriate in

gathering information from a cross section of respondents 6urther the survey approach assisted

in data collection and data analysis his design is appropriate for profiling, defining,

segmentation, estimating, predicting, and e#amining associative relationships

he triangulation of


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Sources of Data

he researcher used self?administered


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the


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o reduce bias and give room to the interviewee to do much of the ma$ority of the tal5ing, the

researcher used open ended


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agreed to participate he fact that i administered the


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Delimitation

he study uses the case of C!4 because of la5e of time, resources and money to go to C!4 to

conduct research Also the study uses most of


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6igure 2@ /arital status of interviewed employees from C!4

he sampled population represented a spectrum of tertiary level educational


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6igure @ uration in employment of interviewed employees from C!4

6igure J@ .elative !nion membership of interviewed employees from C!4

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6igure =@ uration of membership in unions of interviewed employees from C!4

he study established that unions contribute greatly to improved $ob security at C!4 n a

scale of 9 to , all the studied aspects relating to employee $ob security scored above average

6our out of the J aspects had a score greater than his is an ac5nowledgement of the critical role

unions play in safeguarding $ob security of its members ata collected showed that safeguarding

the right of employees to fair hearing during appeals after unfair dismissal was the most

important role (getting over ;;G approval of respondents) +ven when the labor union and

management of an organiation settle on terms for employment, disputes still can occur !nion

members may have disagreements with their supervisors over various issues, or the management

team may claim that union members are not performing as agreed 6or situations li5e these, labor

unions devise grievance mechanisms to resolve the dispute %n addition to providing members

with conflict resolution training, these mechanisms often include arbitration and mediation

(4hapiro, 9:=;> /itchell, 9:;;> Fearney and "arnevale, 2009)

.espondent also agreed that unions help in persuading management to change terms of service of

employees from contract to permanent and pensionable terms, ensuring that staffs are confirmedimmediately after the probation period and re


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their members hese include representing members and negotiating with employers, recruiting

new members and engaging in political action when necessary to support policies that improve

wor5ing conditions for all wor5ers (/itchell, 9:;;)

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Bibliogra!hy$

Ale#ander, / and Ereen, . (9::2) Wor5place Productivity@ %ssues and +vidence?%ndustrial

.elations .esearch 4eries Co 2 %ndustrial .elations and Wor5place Productivity epartment of

%ndustrial and 'abour .elations, "aberra

Ashton, , 4ung, H (2002)Supporting Workplace Learning for High Performance

Working %nternational 'abour ffice, Eeneva, 4witerland,pp. J9?=J

*udd, W, /c"all, *P (9::=)Unions and Unemployment Insurance Benefits Receipt:!idence

from the "PS Wor5ing Paper, %ndustrial .elations "enter,!niversity of /innesota, !4A

*ooth, A (9::9) IHob?related 6ormal raining@ Who .eceives it and What is it WorthSD, #ford

*ulletin of +conomic and 4tatistics, 3(3), pp2;9?2:B

*ooth, A, 6rancesconi, / and oega, E (2009) I!nions, raining and Wages@ +vidence for

*ritish /enD, !niversity of +sse#, mimeo, August

oucouliagos, ", 'aroche, P (2003)What do unions do to productivityS A meta analysis

Industrial Relations B2(B)@ J0LJ:9

6reeman, . and /edoff, H (9:;B) What do Unions do#, *asic *oo5s@ Cew or5

6ren5el, 4 and Peet, 2000 +nterprise *argaining@ he *"ADs .eport on %ndustrial .elations

.eform Hournal of %ndustrial .elations,Rol 32, Co 9 pJ:?J:

-irsch, * and Addison, H (9:;J), he +conomic Analysis of !nions, Allen 1 !nwin@ *oston

-yman, . (9:=)Industrial Relations: $ %ar&ist Introduction /ac/illan Publishers 'td,

*asingsto5e, Hapan, pp 9J:?;J

%' (200B)World mployment Report' ())*+()), %nternational 'abour rganiation, Eeneva,

4witerlandAccessed on 9th /ay, 2090 from http@wwwiloorg publicenglish

employmentstra

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%yayi, 6 (2002)-he Principles of ur UnionA Publication of the Academic 4taff !nion of

!niversities, 'agos, Cigeria, 29 pp

Fleiner, / (2009) I%ntensity of /anagement .esistance@ !nderstanding the ecline of

!nionisation in the Private 4ectorD, Hournal of 'abor .esearch, 22(3), 4ummer, pp9:?B0

Frueger, A and /as, A (2002) I4tri5es, 4cabs and read 4eparations@ 'abour 4trife and the

Production of efective *ridgestone6irestone iresD, Wor5ing Paper BJ9, %ndustrial

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Proposal Nyasha

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